EMPLOYEEHANDBOOKDIVISION AND BRANCH OPERATIONS

EMPLOYEEHANDBOOKDIVISION AND BRANCH OPERATIONS

CONTENTS

WELCOME 6MISSION AND VALUES 8

MISSION STATEMENT 8

CORE VALUES 8

INTRODUCTION 9EMPLOYEE HANDBOOK DISCLAIMER 9

GENERAL POLICIES 10EQUAL EMPLOYMENT OPPORTUNITY 10

EQUAL OPPORTUNITY EMPLOYER 10

SEXUAL HARASSMENT 11

DISABILITY AND RELIGIOUS ACCOMMODATIONS 12

DISABILITY ACCOMMODATIONS 12RELIGIOUS ACCOMMODATIONS 12

OTHER TYPES OF HARASSMENT/DISCRIMINATION 13

COMPLAINT PROCEDURE 13NO RETALIATION 14VIOLATIONS OF THIS POLICY 14CONDUCT NOT PROHIBITED BY THIS POLICY 14

PAYROLL PRACTICES AND COMPENSATION 14

EMPLOYEE CLASSIFICATION 14DEDUCTIONS 15

TIMEKEEPING 15

STANDARDS OF CONDUCT 16REPORTING AND ANTI-RETALIATION 17

DRESS CODE 20

DRUG- AND ALCOHOL-FREE WORKPLACE 20

VIOLENCE-FREE WORKPLACE 20

COMMUNICATIONS 21CONFIDENTIALITY AND PROPRIETARY INFORMATION 21

IT RESOURCES AND COMMUNICATION SYSTEMS 23

SOCIAL MEDIA, PERSONAL DEVICES AND PERSONAL CALLS 23

SOCIAL MEDIA 23PERSONAL DEVICES 24PERSONAL CALLS 24

EMPLOYEE BENEFITS 25HEALTH BENEFITS 25

CONSOLIDATED BUDGET RECONCILIATION ACT (COBRA) 26

RETIREMENT PLAN 27

TIME AWAY FROM WORK AND EMPLOYEE LEAVE 28

ATTENDANCE AND PUNCTUALITY POLICY 28

CONSEQUENCES OF UNEXCUSED ABSENCES OR LATE ARRIVALS 29

LEAVE POLICIES 29FAMILY AND MEDICAL LEAVE ACT (FMLA) 29JURY DUTY 30MILITARY LEAVE 31

VOTING LEAVE 31

EMERGENCY AND INCLEMENT WEATHER/DISASTER LEAVE 32

LEAVING THE COMPANY 32VOLUNTARY TERMINATION 32INVOLUNTARY TERMINATION 33PAY AND BENEFITS UPON TERMINATION 33RETURN OF COMPANY PROPERTY 33REFERENCES/VERIFICATIONS OF EMPLOYMENT 33EXIT INTERVIEWS 33

HANDBOOK ACKNOWLEDGMENT 33

WELCOME

I’m Kenneth Knudson, President and Chief Executive Officer of Primary Residential Mortgage, Inc., and I am excited to carry on the vision established by PRMI’s founders more than 20 years ago. I appreciate the support of Chris Jones, our President of Retail, and the rest of our Executive Team as we work together to take PRMI to greater success.

PRMI is a privately held company with a laser focus on providing quality home loans so that more Americans can enjoy the dream of homeownership. PRMI grew from just a handful of employees to become a multibillion-dollar, major mortgage bank with approximately 2,000 employees located in almost every state of the country. How did PRMI succeed while many other companies have failed? I am convinced that we have grown into the company we are today because of the quality of our employees.

As a member of the PRMI team, you are one of our most valuable assets. This handbook is your guide to many of the important policies and procedures of our company. We want you to be as familiar as possible with PRMI’s culture and Core Values and hope that this information helps you quickly assimilate into our work environment. You should read this handbook in its entirety.

This handbook, however, does not cover every situation. Its purpose is to summarize and highlight current policies and practices.

Chris and I want to introduce you to our Executive Leadership Team at our Corporate Office. Whenever you have questions in any of these areas, please feel free to reach out to this excellent team that will work hard to address your concerns and help you meet your challenges and goals.

KENNETH KNUDSON PRESIDENT AND CHIEF EXECUTIVE OFFICER

CHRIS JONESPRESIDENT OF RETAIL

TOM GEORGE EXECUTIVE VICE PRESIDENT & CHIEF PRODUCTION OFFICER

Tom oversees all activity necessary to build, maintain and strengthen our relationships with our branches and divisions. He provides leadership and guidance to our branch partners to help

them succeed.

tgeorge@primeres.com | (801) 596-8707, ext. 1000103

DARRYL LEE EXECUTIVE VICE PRESIDENT & CHIEF LEGAL OFFICER

Darryl and his team manage all legal issues that arise. This includes all litigation, contract review, negotiation and legal advice to all

levels of corporate, division and branch management. In addition, he oversees Human Resources and the Lease Management function.

dlee@primeres.com | (801) 596-8707, ext. 1000139

A.J. SWOPE EXECUTIVE VICE PRESIDENT OF SECONDARY MARKETSA.J. and his team manage program administration, pipeline management, business technology strategies, software development and information technology.

aswope@primeres.com | (801) 596-8707, ext. 1000107

RUTH GREEN EXECUTIVE VICE PRESIDENT & CHIEF OPERATIONS OFFICERRuth oversees all areas of the day-to-day operations at PRMI to ensure safe business practices and continued profitability. She manages all the critical origination, fulfillment, underwriting, training and servicing functions.

rgreen@primeres.com | (801) 596-8707, ext. 1000104

BURTON EMBRY EXECUTIVE VICE PRESIDENT & CHIEF COMPLIANCE OFFICER

Burton and his team are responsible for managing the Company’s risk, regulatory and compliance programs. These include all aspects of our compliance obligations, which are handled by the following departments: Quality Assurance, Licensing, Vendor Management, Compliance and Fair Lending.

bembry@primeres.com | (801) 596-8707, ext. 1000201

MATHEW WHITEBROOK SENIOR VICE PRESIDENT OF CAPITAL MARKETS

Matthew and his team develop hedge and pricing strategies for the PRMI suite of products, monitor and maintain servicing strategies,

develop Ginnie Mae securities for sale into the investment community and manage margin expectations for the company.

mwhitebrook@primeres.com | (801) 596-8707, ext. 1000257

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MISSION AND VALUESOur mission is to be a nationally respected, locally known home loan company whose purpose is to finance our customers’ homeownership goals through a positive and personal experience.

As a PRMI employee, you are at the forefront in meeting our customers’ needs and helping them obtain their dreams.

CORE VALUES

Teamwork Teamwork means we’re all in this together. Working together gives our customers better results than we could ever achieve individually.

StabilityStability gives us a future. Our decisions are deliberate and careful. They have to make sense today and tomorrow.

Advocacy We believe that what’s good for our customer is good for us too. We are allies for our customers—advocating for sensible laws and stronger accountability.

Empowerment When we are empowered, we do more—for each other and for our customers. We take charge of each situation with a solutions-oriented approach.

Integrity Integrity filters all of our decisions. When we act in integrity, we build trust by always making the right choice, regardless of circumstance.

Excellence The pursuit of excellence is a guide to our true potential. We seek to be better, smarter, and more effective people—for ourselves and our customers.

Happiness A happy work environment and a great customer experience go hand-in-hand. When we enjoy what we do, it’s easy to deliver a knockout experience.

We are providing you with this Employee Handbook so we can share summary information about some of the Company’s policies and procedures. We also direct you in this Handbook to other Company policies and procedures and, in some instances, to links on the Corporate website where you can study these policies in detail. Of course, whenever you have questions or need any clarification, reach out to your manager, to our HR professionals or to any of PRMI’s senior executives.

We try our best to keep this Handbook updated. However, PRMI retains the right to change any of its policies, procedures, benefits or other matters described in this Handbook or elsewhere with or without notice, at PRMI’s sole discretion.

EMPLOYEE HANDBOOK DISCLAIMER

This Handbook is not a contract, express or implied. Furthermore, while PRMI hopes our employment

relationship will be long-lasting, your employment with PRMI is always at will. Either you or PRMI may

terminate the employment relationship at any time, for any reason, with or without cause or notice. No

one at PRMI, except for its Chief Executive Officer, has the authority to modify the “at will” employment

relationship, and that modification by the CEO must be in writing.

INTRODUCTION

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GENERAL POLICIES

EQUAL OPPORTUNITY EMPLOYERPRMI is an equal opportunity employer and complies with all applicable federal, state and local employment laws. PRMI strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including pregnancy), gender, age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All PRMI employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to: hiring, training, promotion, discipline, compensation, benefits and termination of employment.

PRMI complies with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local law. Consistent with those requirements, PRMI will reasonably accommodate qualified individuals with a disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship. If you believe you need an accommodation, speak with Human Resources. PRMI will also provide reasonable accommodations for an employee’s religious beliefs or practices as required by law.

PRMI participates in E-Verify and will provide the federal government with Form I-9 information to confirm that an employee is authorized to work in the U.S. If E-Verify cannot confirm that employees are authorized to work, PRMI will provide the affected employee with written instructions and an opportunity to contact the Department

EQUAL EMPLOYMENT OPPORTUNITY POLICY

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of Homeland Security (DHS) or Social Security Administration (SSA) to begin the process to resolve the issue before PRMI takes any adverse action, including termination. PRMI only uses E-Verify once

a prospective employee has accepted a job offer and completed Form I-9.

PRMI’s detailed EEO policy can be located online at: MyPRMI>Human Resources>Policies/Procedures.

SEXUAL HARASSMENT

• Submission to the advance, request or conduct is made either explicitly or implicitly a term or condition of employment.

• Submission to or rejection of the advance, request or conduct is used as a basis for employment decisions.

• Such advances, requests or conduct have the purpose or effect of substantially or unreasonably interfering with an employee’s work performance by creating an intimidating, hostile or offensive work environment.

PRMI will not tolerate any form of sexual harassment, regardless of whether it is:

• Verbal ((or example, epithets, derogatory statements, slurs, sexually-related comments or jokes, unwelcome sexual advances or requests for sexual favors).

• Physical (for example, assault or inappropriate physical contact).

• Visual (for example, displaying sexually suggestive posters, cartoons or drawings, sending inappropriate adult-themed gifts, leering or making sexual gestures).

• Online (for example, derogatory statements or sexually suggestive posts in emails or on any social media platform).

This list is illustrative only, and not exhaustive. No form of sexual harassment will be tolerated.

Harassment is prohibited both at the workplace and at employer-sponsored events.

PRMI’s detailed Sexual and Other Harassment policy can be located online at: MyPRMI>Human Resources>Policies/Procedures.

PRMI maintains a zero-tolerance policy for sexual harassment.

All PRMI employees, other workers and representatives (including vendors, customers, clients and visitors) are prohibited from harassing employees and other covered persons based on that individual’s sex or gender (including pregnancy and status as a transgender or transsexual individual) and regardless of the harasser’s sex or gender.

Sexual harassment means any harassment based on someone’s sex or gender. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual’s sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following is true:

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DISABILITY ACCOMMODATIONSTo comply with applicable laws ensuring equal employment opportunities for individuals with disabilities, PRMI will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result. Any employee who requires an accommodation in order to perform the essential functions of his or her job, enjoy an equal employment opportunity, and/or obtain equal job benefits should contact Human Resources to request such an accommodation. Human Resources will communicate with the employee and engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodation(s) may be appropriate. In some cases, this interactive process may be triggered without a request from the employee, such as when the Company receives notice from its own observation or another source that a medical impairment may be impacting the employee’s ability to perform his or her essential job functions.

Employees who believe they need an accommodation must specify, in writing, what barriers or limitations prompted the request. The Company will evaluate information obtained from the employee, and possibly his or her health care provider or another appropriate health care provider, regarding any reported or apparent barriers or limitations, and will then work with the employee to identify possible accommodations, if any, that will help to eliminate or otherwise address the barrier(s) or limitation(s). If an identified accommodation is reasonable and will not impose an undue hardship on the Company and/or not be a direct threat to the health and/or safety of the individual or others, PRMI will generally make the accommodation, or it may propose another reasonable accommodation that may also be effective. Employees are required

to cooperate with this process by providing all necessary documentation to support the need for accommodation, and being willing to consider alternative accommodations.

PRMI will also consider requests for reasonable accommodations for medical conditions related to pregnancy, childbirth and lactation where supported by medical documentation and/or as required by applicable federal, state, or local law.

Employees who wish to request unpaid time away from work because of a qualifying disability should speak to Human Resources regarding a proposed accommodation.

PRMI’s detailed Disability and Accommodation policy can be located online at: MyPRMI>Human Resources>Policies/Procedures.

RELIGIOUS ACCOMMODATIONPRMI will consider reasonable accommodation for employees’ religious beliefs, observances, and practices when a need for such accommodation is identified and reasonable accommodation is possible. A reasonable accommodation is one that eliminates the conflict between an employee’s religious beliefs, observances, or practices and the employee’s job requirements, without causing undue hardship to PRMI.

PRMI has developed an accommodation process to assist employees, management, and Human Resources. Through this process, the Company establishes a system of open communication between employees and PRMI to discuss conflicts between religion and work and to take action to provide reasonable accommodation for employees’ needs. The intent of this process is to ensure a consistent approach when addressing religious accommodation requests. Any employee who perceives a conflict between job requirements and religious belief, observance, or practice should bring the conflict and his or her request for accommodation to the attention of his or her immediate supervisor and to Human Resources to

DISABILITY AND RELIGIOUS ACCOMMODATIONS

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initiate the accommodation process. Whenever possible, accommodation requests should be made in writing and, in the case of schedule

adjustments, as far in advance as possible.

OTHER TYPES OF HARASSMENT/DISCRIMINATIONPRMI’s anti-harassment/discrimination policy applies equally to harassment based on an employee’s race, religion, creed, national origin, ancestry, age, physical or mental disability, citizenship, genetic information, past, present or prospective service in the uniformed services, and other protected classes recognized by applicable state or local law or any other characteristic protected under applicable federal, state, or local law.

No form of harassment will be tolerated.

Such harassment often takes a similar form to sexual harassment and includes harassment that is:

• Verbal (for example, epithets, derogatory statements, slurs, derogatory comments or jokes).

• Physical (for example, assault or inappropriate physical contact).

• Visual (for example, displaying derogatory posters, cartoons, drawings or making derogatory gestures).

• Online (for example, derogatory statements or sexually suggestive posts in emails or on any social media platform).

This list is illustrative only, and not exhaustive. Harassment is prohibited both at the workplace and at employer-sponsored events.

PRMI’s detailed Sexual and Other Harassment policy can be located online at : MyPRMI>Human Resources>Policies/Procedures.

COMPLAINT PROCEDUREIf you are subjected to any conduct that you believe violates this policy, you must speak to, write, or otherwise contact your direct supervisor, the next level above your direct supervisor, Human Resources or a member of PRMI’s senior management team as soon as possible following the offending conduct. If you have not received a satisfactory response within five (5) days after reporting any incident, immediately contact PRMI’s Vice President of Human Resources or PRMI’s Chief Legal Officer. They will ensure that a prompt investigation is conducted.

Your complaint should be as detailed as possible, including the names of all individuals involved and any witnesses. PRMI will thoroughly investigate the facts and circumstances of all claims of perceived discrimination and will take prompt corrective action, as warranted.

Additionally, any manager or supervisor who observes discriminatory conduct must report the conduct to PRMI’s Vice President of Human Resources or PRMI’s Chief Legal Officer so that an investigation can be made and corrective action taken, as warranted.

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NO RETALIATIONNo one will be subject to, and PRMI prohibits, any form of discipline, reprisal, intimidation, or retaliation for good-faith reports or complaints about incidents of discrimination of any kind, pursuing any discrimination claim, or cooperating in related investigations.

PRMI is committed to enforcing this policy against all forms of discrimination. However, the effectiveness of its efforts depends largely on employees telling us about inappropriate workplace conduct. If employees feel that they or someone else may have been subjected to conduct that violates this policy, they should report it immediately. If employees do not report discriminatory conduct, PRMI may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

VIOLATIONS OF THIS POLICYAny employee, regardless of position or title, who has subjected an individual to discrimination or retaliation in violation of this policy will be subject to discipline, up to and including termination of employment.

CONDUCT NOT PROHIBITED BY THIS POLICYThis policy is not intended to restrict communications or actions protected or required by state or federal law.

PRMI’s detailed Reporting and Anti-Retaliation policy can be located online at: MyPRMI>Human Resources>Policies/Procedures.

PAYROLL PRACTICES AND COMPENSATIONYour compensation will be documented in writing in an Offer and Acceptance letter and/or an Employment Agreement signed by you and an authorized PRMI manager.

PRMI is committed to complying with all aspects of the Fair Labor Standards Act (FLSA), and all federal and state laws governing minimum wage and

overtime pay, maintaining records and properly classifying employees regarding their exempt or non-exempt status.

Policies and procedures related to payroll can be located online at: MyPRMI>Human Resources>Payroll.

Non-exempt employees must record all hours worked, as well as time off for breaks and meal periods.

EMPLOYEE CLASSIFICATIONPRMI designates each employee as either exempt or non-exempt in compliance with applicable federal, state and local law. Designations and further explanation are outlined in the official Offer and Acceptance letter received by each employee.

Employees who are designated as exempt are typically paid a salary and are exempt from overtime pay.

Employees who are designated as non-exempt are entitled to overtime pay for all hours worked over forty (40) in a work week, as required by applicable federal, state, and local law. This may vary in some states.

If overtime is anticipated, employees must notify their managers in advance and obtain approval.

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TIMEKEEPINGTo ensure that PRMI has accurate time records and that employees are paid in a timely manner for all hours worked, non-exempt employees are required to accurately record all hours worked via the Company’s time management system.

PRMI complies with applicable state laws regarding meal and rest periods. In general, full-time non-exempt employees are permitted a fifteen (15)-minute break for every four (4) hours worked. (This standard may vary depending on applicable state law, and applicable state law will be the determining factor.) Breaks cannot be taken at the beginning or end of the work day to offset arrival and departure times.

If an hourly employee works a 9-hour day or more, an unpaid lunch/dinner break of one (1) hour will be allowed. A regular 8-hour day entitles hourly employees to a 30-minute unpaid lunch break. Employees must be completely relieved from duty during meal periods. If an hourly employee performs any work duties while on a meal break, the employee should record that time as time worked and will be compensated for the time spent performing those work duties.

Failure to return on time from breaks or meal periods may result in disciplinary action.

PRMI’s detailed Timekeeping policy can be located online at: MyPRMI>Human Resources>Policies/Procedures.

DEDUCTIONSPRMI is required by law to make certain deductions from an employee’s pay each pay period, including:

• Federal and state income taxes

• Social Security (FICA) taxes

• State Disability Insurance taxes (if required by the State)

• Deductions required by wage garnishment or child support orders

PRMI will also deduct the employee’s contribution to health, dental, life, and other supplemental insurance premiums and voluntary contributions to a 401(k) retirement account, health savings account, or flexible spending account as elected.

All deductions from pay will be identified on the pay stub. If there are questions about any deductions or if you believe that improper deductions have been made, you should report your concern to Human Resources or Payroll departments immediately.

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To function effectively, every organization must develop policies and procedures to protect its clients and to ensure that co-workers’ and the Company’s rights are respected. PRMI is no exception. Conduct that may be disruptive, unproductive, unethical or illegal will not be tolerated.

Violation of PRMI’s Standards of Conduct may lead to disciplinary action, which, based on the circumstances of the individual case, could result in corrective action up to and including discharge. The following is a non-exhaustive list of conduct that may violate this Policy:

STANDARDS OF CONDUCT

• Falsifying employment records, employment information or other records.

• Recording the work time of another employee, allowing any employee to record another employee’s work time, or allowing falsification of any time card, whether yours or another employee’s.

• Inappropriate behavior that disrupts the workplace

• Sexual assault or creating a sexually hostile work environment.

• Violations of confidentiality requirements.

• Engaging in fraud.

• Removing employer property from the premises without authorization.

• Stealing or attempting to steal employer or employee property.

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• Being habitually tardy or absent.

• Abusing or misusing paid sick leave. (Note: for employees subject to mandatory sick leave laws, the provisions of the applicable law will govern sick leave issues).

• Failing to provide a certificate from a healthcare provider when requested or required to do so in accordance with applicable law.

• Working overtime without authorization or refusing to work assigned hours.

• Violating any safety, health or security policy, rule or procedure of the Company.

• Fighting on employer property.

• Being under the influence of intoxicating substances on employer property at any time.

• Being insubordinate.

• Using or abusing employer time, property, materials or equipment without authorization.

• Gambling on employer premises at any time.

• Sleeping on the job.

• Using abusive, violent, threatening, offensive or profane language on Company premises.

• Violating dress code standards.

• Bringing dangerous or unauthorized weapons onto employer premises.

• Being absent from work without authorization during scheduled work hours.

• Defacing employer property.

• Engaging in criminal activity.

• Violating or abusing employer policies.

• Neglecting job duties.

• Acting in any way, either at work or after hours, that jeopardizes the goodwill and reputation of PRMI.

The Company may consider an employee’s job performance, prior violation of work rules, and other relevant circumstances in determining whether to counsel, warn, suspend, or discharge an employee. It is up to the employee’s supervisor and the Company’s management to decide whether corrective action, up to and including dismissal, is appropriate.

PRMI’s detailed Standards of Conduct policy can be located online at: MyPRMI>Human Resources>Policies/Procedures.

REPORTING AND ANTI-RETALIATION POLICY

If you see something, say something.

WE ENCOURAGE A SPEAK-UP CULTUREChoosing to speak up about workplace concerns helps build a healthy, ethical and compliant company, and is part of our culture. To promote that culture, the Company encourages employees to speak up and raise questions and concerns promptly about any situation that may violate our Standards of Conduct,

our Mission Statement and Core Values, or our policies. At PRMI, our people are our most valuable asset. We all benefit if we raise our concerns so the Company may consider them carefully and address them properly.

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FOLLOW THE COMPANY’S COMMITMENT TO OUR STANDARDS OF CONDUCT AND THE LAWThe Company is deeply committed to promoting a culture of ethical conduct and compliance with:

• PRMI’s standards, core values and policies.

• The laws, rules and regulations that govern PRMI’s business operations.

• Best practices in accounting, auditing and financial reporting matters.

PRMI expects all of its employees, officers, directors and agents to follow this commitment in all aspects of their work.

RAISE GOOD-FAITH QUESTIONS AND CONCERNS ABOUT CONDUCT THAT MAY VIOLATE PRMI’S STANDARDSConsistent with our commitment to ethics, compliance, and the law, PRMI welcomes your good-faith questions and concerns about any conduct you believe may violate our standards, especially conduct that may be illegal, fraudulent, unethical or retaliatory.

PRMI promotes an environment that fosters honest, good-faith communications about matters of conduct related to our business activities, whether that conduct occurs within PRMI, involves one of PRMI’s customers, borrowers, vendors, suppliers or consultants, or involves any other party with a business relationship to PRMI.

Nothing in this Employee Handbook prohibits an employee from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to, or participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission (“EEOC”), National Labor Relations Board (“NLRB”), Securities and Exchange Commission (“SEC”) or any other federal, state, or local agency charged with the enforcement of any laws. Other parts of this Handbook address the confidentiality of the Company’s trade secrets and other proprietary information. You should

note that in raising any questions or concerns you may have about potentially illegal conduct, pursuant to the 2016 Defend Trade Secrets Act of 2016 (DTSA), no individual will be held criminally or civilly liable under federal or state trade secret law for disclosure of a trade secret (as defined in the Economic Espionage Act) that is: (a.) made in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney, and made solely for the purpose of reporting or investigating a suspected violation of law; or, (b.) made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal so that it is not made public. An individual who pursues a lawsuit for retaliation by an employer for reporting a suspected violation of the law may disclose the trade secret to the attorney of the individual and use the trade secret information in the court proceeding, if the individual files any document containing the trade secret under seal, and does not disclose the trade secret, except as permitted by court order.

THE COMPANY DOES NOT TOLERATE RETALIATIONPRMI is committed to fostering an environment that does not deter individuals from speaking up when they observe conduct that may violate our standards. For that reason, the Company will not tolerate retaliation of any kind because an employee, in good faith, raises a question or concern about a violation or suspected violation of our Standards, policies, or laws and regulations under which PRMI does business, or because the employee participates in or cooperates with an investigation of such concerns.

Retaliation is any conduct that would reasonably dissuade an employee from raising, reporting or communicating good-faith concerns through PRMI’s internal reporting channels or with any governmental authority or from participating in or cooperating with an investigation or legal proceeding raising such concerns.

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Retaliation may occur through conduct or written communication and may take many forms, including actual or implied threats, verbal or nonverbal behavior, changes to the terms or conditions of employment, coercion, bullying, intimidation, or deliberate exclusionary behavior.

The following are examples of retaliation:

• Adverse employment action affecting an employee’s salary or compensation.

• Demotion, suspension, or termination of employment.

• Taking away opportunities for advancement.

• Excluding an employee from important meetings.

• Threatening an employee who has made a report.

• Directing an employee who has made a report not to report to outside regulators.

• Deliberately rude or hostile behaviors or speech.

• Creating or allowing the creation of a work atmosphere that is hostile toward an employee who has reported a concern.

The Company’s policy is to adhere to all applicable laws protecting our employees against unlawful retaliation or discrimination as a result of their raising good-faith questions or concerns. If you ever become aware of an instance or threat of retaliation, report it immediately.

HOW TO RAISE QUESTIONS AND CONCERNSEmployees can submit their good-faith questions or concerns about conduct they believe may violate PRMI’s code, policies or the laws and regulations under which PRMI does business to:

• Their supervisor or manager

• Human Resources

• PRMI’s Chief Compliance Officer

• PRMI’s Chief Legal Officer

• PRMI’s anonymous and confidential hotline

Call PRMI’s confidential hotline (800) 315-5039 to report any concerns.

When an employee raises a concern, the Company will maintain confidentiality to the fullest extent possible, consistent with applicable legal requirements and the need to conduct an adequate investigation or review. NOTE: Employees can submit concerns anonymously and confidentially through PRMI’s hotline.

When raising concerns, PRMI asks that employees provide as much detailed information as possible, including the background and history of the concern, names, dates and places where possible, and the reasons why the situation is cause for concern. Providing detailed information is especially important for concerns raised anonymously, so that the Company may conduct an appropriate review and if warranted, begin an investigation.

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DRESS CODE

WHAT PRMI WILL DO

PRMI is committed to reviewing all reported concerns, conducting proper, fair and thorough investigations tailored to the circumstances, and taking appropriate remedial actions as warranted. All action taken by the Company in response to a concern will necessarily depend on the nature and severity of the concern. This may include initial inquiries and fact gathering to decide whether an investigation is appropriate and, if so, the form and scope of the investigation. NOTE: An investigation into concerns raised is not an indication

that they have either been confirmed or rejected. The Company complies with the law in conducting investigations and expects that employees will cooperate with, and provide truthful information, when participating in an investigation.

Remember, all good-faith concerns and reports raised under this policy will be taken seriously.

PRMI’s detailed Reporting and Anti-Retaliation policy can be located online at: MyPRMI>Human Resources>Policies/Procedures.

PRMI strives to be an organization where employees enjoy their work environment while creating extraordinary results. PRMI is one of the strongest, fastest growing mortgage companies in the nation. As such, it is important that we take care to maintain a positive and professional image within the office.

Employees are expected to exercise common sense and good judgment regarding their clothing and appearance in the workplace and to dress in a manner that is consistent with the goals of the Company. Employees should maintain a clean

and neat appearance in the workplace and dress according to the requirements of their positions, which may include interacting with customers and accurately representing the organization’s image to the public.

Although professionalism in attire is expected, each Division and/or Branch may develop and publish specific guidelines and/or restrictions regarding its dress code. Refer to the dress Code Policy specific to the employee’s individual Division and/or Branch

DRUG-AND ALCHOHOL-FREE WORKPLACEPRMI is committed to providing a safe, healthy, and productive workplace that is free from alcohol and unlawful drugs as classified under federal, state or local laws while employees are on PRMI’s premises (either on or off duty). While the use of marijuana has been legalized in some states, it remains an illegal drug under federal law. Therefore, because marijuana use impacts the workplace, its use is

prohibited under PRMI’s policy. Employees who work while under the influence of drugs or alcohol pose a safety risk to themselves and others with whom they work.

For additional information regarding PRMI’s Drug and Alcohol-Free Workplace Policy go online to: MyPRMI>Human Resources>Policies/Procedures.

VIOLENCE-FREE WORKPLACEPRMI supports a workplace free from aggressive, threatening or violent acts. To help ensure safety, PRMI has adopted a zero-tolerance stance toward violent conduct and behavior. It is the duty and responsibility of all employees to prevent and report violence in the workplace. Employees should report

any and all incidents of violence and/or inappropriate conduct and behavior immediately to management or Human Resources.

PRMI’s detailed pPolicy against Workplace Violence can be located online at: MyPRMI>Human Resources>Policies/Procedures

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PRMI keeps certain types of information confidential for important business reasons. Because of the importance of maintaining the confidentiality of sensitive information, and because effective confidentiality protocols require the involvement and cooperation of PRMI employees, each PRMI employee has signed a Proprietary and Non-Solicitation Agreement in connection with his or her employment. All employees are expected to comply fully with that Agreement.

In general, employees agree to maintain in confidence, and to use only in the interest of PRMI, any and all information acquired in the course of employment.

Employees should not directly or indirectly disclose, publish, communicate, or make available confidential information to any entity or person who does not have a need or the authority to know and use the confidential information.

PRMI limits disclosure of its confidential information to:

• Employees with a need to know in order to perform their jobs.

• Third parties requiring the information for a legitimate business purpose, including:

� Prospective suppliers, vendors and customers

� Individuals and companies contemplating a joint venture or other business relationship with PRMI

COMMUNICATIONS

CONFIDENTIALITY AND PROPRIETARY INFORMATION POLICY

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Employees must treat all confidential information as strictly confidential both during and after their employment. To maintain the confidentiality of PRMI’s Confidential and Proprietary Information, all employees must follow these protocols:

• Employees must not share their usernames and/or passwords at any time with anyone, including their supervisors and managers, unless authorized to so in writing by Human Resources management. People not officially employed or approved through Human Resources are not permitted to access any systems of PRMI.

• Employees often have access to confidential and proprietary information, and must use and/or disclose information learned or acquired at PRMI only for the performance of their jobs and to further the interests of PRMI’s customers. Particular care must be taken to keep confidential any information of possible value to competitors, potentially damaging to customers, received under an express or implied secrecy obligation, or received from third parties.

• Information acquired in the course of employment with PRMI must not be used for individual benefit. Access to confidential information does not carry with it any personal benefit or advantage, but imposes an obligation to keep such information confidential and to use it solely in the interest of PRMI.

• Employees must deposit all retired documents containing confidential information into secure shredding bins to avoid the disclosure of confidential information.

• Employees should not access or use any confidential information to which PRMI has not provided the employee access or authorization to use.

• If an employee’s authorized job duties require sharing confidential information with a third party, the employee must not do so until PRMI and the third party enter into a confidentiality agreement and the employee receives advance consent in writing from the employee’s supervisor or department head.

Take all necessary steps to protect confidential information.

• PRMI’s customer information must be kept in a secure location with limited access and controls.

• Employees may not remove confidential or proprietary information from PRMI’s premises unless specifically approved in writing by the employee’s supervisor to perform the employee’s job duties.

• Employees should not discuss confidential or proprietary information in public where it may be overheard, including elevators, restaurants, cabs and public transportation.

• Visitors to PRMI’s offices must be accompanied by an employee at all times while in locations where confidential or proprietary information might be disclosed.

• In the event of an inadvertent disclosure of confidential or proprietary information, employees must immediately inform their supervisor so that measures can be taken to minimize damage to the company.

• Departing employees must return all confidential or proprietary information in the employee’s possession to PRMI prior to their separation from the Company.

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This policy is not intended to restrict employees’ communications or actions that are protected or required by federal or state law, including discussing terms and conditions of employment or exercising protected rights under Section 7 of the National Labor Relations Act, or otherwise disclosing information as permitted or required by law.

Any employee who is unsure whether information should be kept confidential should always check with his or her supervisor or PRMI’s Legal Department before disclosing the information or taking any other action.

All employees are required to comply with the terms of this policy. Any employee who violates this policy may be subject to disciplinary action, up to and including termination of employment.

IT RESOURCES AND COMMUNICATION SYSTEMS POLICY

PRMI’s computers, networks, communications systems and other Information Technology (IT) resources are intended only for business purposes.

The Company’s policies prohibiting harassment also apply to the use of the Company’s IT resources and communications systems. No one may use any communications or computer systems in a manner that may be construed by others as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs and any other characteristic protected by federal, state, or local law.

The use of PRMI’s IT resources and communications systems by an employee shall signify his or her understanding of, and agreement to, the terms and conditions of PRMI’s Information Technology and Information Security policies.

To protect PRMI and its employees, it is the Company’s policy to restrict the use of all IT resources and communications systems as described in PRMI’s Information Technology and Information Security policies, which can be found online at:

MyPRMI>Lending Library>Launch Lending Library> Our Library> Policies>Information Security Policy or Information Technology Policy.

SOCIAL MEDIA, PERSONAL DEVICES AND PERSONAL CALLS SOCIAL MEDIAPRMI recognizes that the internet provides unique opportunities to participate in interactive discussions and share information on particular topics using a wide variety of social media, such as Facebook, LinkedIn, Twitter, Instagram, Pinterest, Tumblr, blogs and wikis. However, employees’ use of social media can pose risks to PRMI’s confidential and proprietary information, reputation, and brands, can expose the Company to discrimination and harassment claims, and can jeopardize the Company’s compliance with business rules and laws.

To minimize these business and legal risks, to avoid loss of productivity and distraction from employees’ job performance, and to ensure that the Company’s

IT resources and communications systems are used appropriately, all employees must comply with the detailed PRMI’s Social Media and Information Technology and Information Security policies located online at:

MyPRMI>Lending Library>Launch Lending Library>Our Library>Policies>Social Media Policy.

Apart from personal use of social media in accordance with this policy, PRMI encourages its employees to participate responsibly in these media as a means of generating interest in PRMI’s services and creating business opportunities, so long as all of PRMI’s rules and guidelines regarding social media usage, particularly in a business context, are followed.

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PERSONAL DEVICES

Although PRMI permits employees to bring personal electronic devices, including cellular phones, smartphones and PDAs into the workplace, employees are expected to remember that working time is for work.

Therefore, employees should only use personal electronic devices during non-working time, including breaks and meal periods. Outside of this time, personal phone calls and other personal device use should be kept to a minimum.

PERSONAL CALLS

While employees are at work, they are expected to perform their job duties and responsibilities. Personal calls should be made primarily during non-working hours.

The Company may monitor the frequency and duration of an employee’s usage of its telephones. In the event it is necessary to make a personal long-distance call, employees may be asked to reimburse PRMI for the cost, when applicable. Abuse of the Company’s telephones and/or long distance service may result in discipline, up to and including termination of employment.

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EMPLOYEE BENEFITS

HEALTH BENEFITSOur employees’ health and well-being are important to the Company and we recognize that accessibility to competitive benefits is essential. The PRMI benefit package has been designed to provide quality health, dental, retirement and other services for the overall health and well-being of our employees and their families.

During the month prior to eligibility, employees will receive benefit enrollment details through the Company’s email system. If an eligible employee does not elect coverage during the enrollment window outlined in the email notification, enrollment will

be available during the cCompany’s annual Open Enrollment window.

Benefit plans offered by PRMI are defined in legal documents such as insurance contracts and summary plan descriptions. If employees are offered benefits, and if a question arises about the nature and extent of plan benefits or if there is a conflict in language, the formal language of the plan documents govern, not the informal wording of this Handbook. Plan documents, if applicable, are available for your inspection. The Company and its designated benefit-plan administrators reserve

All full-time employees (working thirty (30) or more hours per week) are eligible for medical, dental, vision and life insurance

benefits beginning the first of the month following sixty (60) days of full-time employment.

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the right to determine eligibility, and to interpret and administer all issues related to the benefits offered by the Company.

For additional information, please refer to the PRMI Benefit Guide located at: MyPRMI>Human Resources>Benefits.

CONSOLIDATED BUDGET RECONCILIATION ACT (COBRA)The Federal Consolidated Budget Reconciliation Act (COBRA) offers employees and qualified beneficiaries the opportunity to continue health insurance coverage under PRMI’s health plan if a “qualifying event” results in the loss of eligibility.

The following are qualifying events for a covered employee if they cause the covered employee to lose coverage:

• Termination of the employee’s employment for any reason other than “gross misconduct.”

• Reduction in the number of hours of employment.

The following are qualifying events for the spouse and dependent child of a covered employee if they cause the spouse or dependent child to lose coverage:

• Termination of the covered employee’s employment for any reason other than “gross misconduct.”

• Reduction in the hours worked by the covered employee.

• Covered employee becomes entitled to Medicare.

• Divorce or legal separation of the spouse from the covered employee.

• Death of the covered employee.

In addition to the above, the following is a qualifying event for a dependent child of a covered employee if it causes the child to lose coverage

• Loss of “dependent child” status under the plan rules. Under the Affordable Care Act, plans that offer coverage to children under their parent’s plan must make the coverage available until the adult child reaches the age of 26.

The plan sets forth specific rules for providing notice if a qualifying event occurs. Also, the employee or an eligible dependent beneficiary is responsible for the full cost of coverage at PRMI’s group rates in addition to an administrative fee. PRMI’s COBRA plan is administered by a third-party vendor. Upon proper notification of a qualifying event, PRMI’s third- party vendor will mail a notice to the qualifying employee or the eligible dependent beneficiary notifying him or her of eligibility for enrollment along with instructions to begin coverage.

Additional information is available through the Company’s Human Resource Benefits group.

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PRMI offers eligible employee participation in qualified employer-established 401(k) retirement plans. The PRMI retirement program is a self-directed 401(k) plan providing the maximum investment flexibility allowed by law, combining a full diversification with all the benefits of a traditional 401(k) (pre-tax) or Roth 401(k) (post-tax). Investments will be managed by a third-party investment management firm.

Employees who have completed the ninety (90)-day waiting period may begin contributing to the retirement plan at the first of the next quarter following the waiting period. Eligible employees must be over the age of eighteen (18) and working a minimum of twenty (20) hours per week to participate. Employees will automatically be enrolled in the traditional 401(k) plan with a 2% contribution rate upon attaining eligibility. Prior to eligibility, employees will receive notification via the cCompany’s

email system. The notification will alert the eligible employee that the waiting period has been fulfilled and will provide information on how to increase or waive contributions.

PRMI will match a maximum of 50% of the first 4% of the employee’s wages. The match will not exceed 2% of the employee’s wages.

Example:

Employee contributes 1%, PRMI will match 0.5%.

Employee contributes 2%, PRMI will match 1.0%

Employee contributes 3%, PRMI will match 1.5%.

Employee contributes 4% or more, PRMI will match 2%

Upon two (2) consecutive years of continuous employment, employees who have participated in either of PRMI’s 401(k) retirement plans will becomes 100% vested in their accounts.

RETIREMENT PLAN

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PRMI requires regular and punctual attendance from all employees. Employees who are going to be absent for a full or partial work day or who will be late for work must notify their supervisor as far in advance as possible, but at least one (1) hour before the start of the work day. Employees who must miss work because of emergencies or other unexpected circumstances must notify their supervisor as soon as possible.

Absences and late arrivals will be considered planned if the employee requested the time off in advance and in accordance with applicable PRMI Division and/or Branch leave policies, received the required

approval for the absence, and has sufficient accrued, but unused, time to cover the absence. Examples of planned absences and late arrivals may include time for scheduled dental appointments, medical procedures, or vacations that are planned in advance. Absences also will be considered planned if the employee requested the time off in accordance with the applicable PRMI Division and/or Branch leave policy, received the required approval for the leave, and are in compliance with the leave policy (for example, an employee’s absences while he or she is taking approved leave under PRMI’s leave policy on FMLA generally will be considered excused).

TIME AWAY FROM WORK AND EMPLOYEE LEAVE

ATTENDANCE AND PUNCTUALITY POLICY

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An employee will be considered to have taken an unplanned absence if the employee is absent from work during scheduled work hours for unplanned events, including full- or partial-day absences, late arrivals and early departures. However, PRMI allows a ten (10)-minute grace period on an employee’s arrival at work and a ten (10)-minute grace period when an employee returns from lunch.

Any employee who is absent for three (3) or more consecutive days due to illness may be required to

provide a note from his or her physician/health care provider to verify the employee’s need for sick leave if such leave is allowed per the applicable Division and/or Branch policy.

Any employee who is absent for three (3) or more consecutive days due to illness may be required to provide a note from his or her physician/health care provider to verify the employee’s need for sick leave.

CONSEQUENCES OF UNEXCUSED ABSENCES OR LATE ARRIVALSPRMI reserves the right to discipline employees for unplanned absences and/or late arrivals. Discipline may include counseling, oral or written warnings, suspensions or termination of employment, in PRMI’s discretion.

Except in unusual circumstances, any employee who is absent from work for three (3) consecutive days without notifying the supervisor will be deemed to have voluntarily abandoned his or her job and his or her employment will be terminated.

Notify your supervisor promptly of any absences.

LEAVE POLICIESPRMI recognizes that employees need time off to relax and recharge. As such, full-time employees (working at least thirty (30) hours a week) are eligible to participate in the specific leave programs adopted and published by the Division and/or Branch where they are employed. Refer to the specific paid leave policies of your Division and/or Branch for details.

FAMILY AND MEDICAL LEAVE ACT (FMLA)The Company will grant family and medical leave in accordance with the requirements of applicable federal and state law in effect at the time the leave is granted. Although the federal and state laws sometimes have different names, the Company refers to these types of leave collectively as “FMLA Leave.” In any case, employees will be eligible for the most generous benefits available under applicable law.

In compliance with the FMLA regulations, PRMI will grant up to twelve (12) weeks during a twelve (12)-month period to eligible employees, or up to twenty-six (26) weeks of military caregiver leave to care for a covered service member with a serious injury or illness. PRMI requires employees to utilize all available, accrued paid sick and vacation leave in conjunction with the FMLA leave. To be eligible:

1. An employee must have worked for the Company for twelve (12) months. The twelve (12) months need not have been consecutive. Separate periods of employment will be counted, provided that the break in service does not exceed seven (7) years (unless the seven (7) year break is a result of National Guard or Reserve military service obligations).

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2. The employee must have worked at least 1,250 hours during the twelve (12)-month period immediately before the date when the requested leave is scheduled to commence. The Company will measure the twelve (12)-month period as a rolling twelve (12)-month period measured backward from the date an employee uses any leave under this policy. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by an employee. The FLSA does not include time spent on paid or unpaid leave as hours worked.

3. The employee must work at a work site where fifty (50) or more employees are employed by the Company within a 75-mile radius.

To qualify as FMLA leave under this policy, the requested leave must be for one of the reasons listed below (as defined by the Department of Labor Wage and Hour Division 29 CFR Part 825):

• The birth of a son or daughter, and to care for the newborn child.

• For placement with the employee of a son or daughter for adoption or foster care.

• To care for the employee’s spouse, son, daughter, or parent with a serious health condition.

• Because of a serious health condition that makes the employee unable to perform the functions of the employee’s job.

• Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on active duty.

• To care for a covered service member with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the service member.

This Handbook summarizes the highlights of PRMI’s FMLA Policy.

PRMI’s detailed Family and Medical Leave policy can be located online at: MyPRMI>Human Resources>Policies/Procedures

JURY DUTYPRMI recognizes employees may be called to participate in jury duty as part of their civic duty. Upon receipt of notification from the state or federal courts of an obligation to serve on a jury or to act as a court witness, the employee should notify his or her supervisor. The employee is required to provide copies of the subpoena or jury summons to his or her supervisor and to Human Resources.

Each Branch or Division promulgates its own policies and procedures regarding compensation for jury duty. Refer to your Branch or Division’s policies for details.

There are differing laws in many states regarding leave and compensation for jury duty, and PRMI will always comply with applicable state laws.

In no event shall PRMI discharge, discipline, or otherwise penalize or retaliate against any employee who is absent from work to attend judicial proceedings in response to validly issued subpoenas, summonses for jury duty, or other similar court orders or processes.

MILITARY LEAVEPRMI is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is PRMI’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States (U.S.).

Employees who are inducted into the U.S. Armed Forces, or who are reserve members of the U.S. Armed Forces or state militia groups such as the National Guard, will be granted leaves of absence for periods of active military service, training or other obligations in compliance with state and federal law. These employees may use accrued vacation leave (but are not required to do so), or take leave without pay.

At the conclusion of the leave, employees generally have the right to return to the same position held prior to the leave or to positions with equivalent seniority, pay and benefits.

Unless military necessity prevents it, or is otherwise impossible or unreasonable, employees are requested to notify their supervisors and Human Resources as soon as they are aware of a military obligation.

Questions regarding the Company’s military leave policy, applicable state and federal laws and continuation of benefits should be directed to Human Resources.

VOTING LEAVE POLICYPRMI encourages its employees to be involved in the election process. Many states have enacted laws that grant employees certain leave rights pertaining to elections. PRMI shall comply with all applicable state laws governing permitted leave to participate in the election process. Any questions regarding a specific state’s law in this regard should be addressed to PRMI’s Legal Department.

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LEAVING THE COMPANY

EMERGENCY AND INCLEMENT WEATHER/DISASTER LEAVE POLICYPRMI will make every effort to remain open for business on scheduled workdays; however, there may be instances where conditions make that impossible. This includes severe weather, a declared state of emergency, utility disruptions, natural disasters and terrorist actions. In all cases, employee safety is the Company’s primary consideration.

The following procedures delineate the Division/Branch and employee obligations regarding reporting to work, use of leave, and pay issues when circumstances impact the Company’s ability to open for business.

Closing Due to Severe Weather, Natural Disasters or Terrorism.

• If there is a declared state of emergency by federal and/or state government that prevents employees from traveling to work on a particular day, the Branch will be closed.

• Nonexempt, hourly employees will be paid their regular pay for up to three (3) full days of emergency closure pay per calendar year. If closures exceed three days per calendar year, the leave will be considered unpaid leave days. An employee may elect to use accrued vacation leave at that time.

• Exempt, salaried employees will be paid their normal weekly salary for any work week in which they perform work. If a closure results in no work being performed for a full pay week,

no compensation will be provided. Exempt employees may also receive up to three (3) full days of emergency closure pay per calendar year.

• In the event of a partial day closure, all working employees will be paid their normal pay for the day. This is true whether the closure is due to early closing or late opening in accordance with procedures specified above.

• Employees who are late or who choose not to report to work when the office is otherwise open will be subject to the provisions of the Division and/or Branch attendance policy.

All PRMI employees are employed on an at-will basis. This means that employment may be terminated by either the Company or the employee at any time, with or without cause or notice. Nothing in this Handbook is intended to limit or alter the at-will nature of your employment.

Employees may leave the Company for a variety of reasons. Regardless of the reason, PRMI strives to ensure that all separations are handled fairly, efficiently and in compliance with applicable federal and state laws..

VOLUNTARY TERMINATIONA voluntary termination means an employee has made the decision to end the working relationship with the Company. Voluntary resignations include, but are not limited to, written or verbal resignation, retirement, and job abandonment. An employee is considered to have abandoned his or her job if he or she fails to return to a job within three (3) days and has not notified the Company of his or her intention to resign.

Employees who voluntarily leave the Company are encouraged to provide their supervisor with written notice in order to allow a reasonable amount of time to transfer ongoing work. Upon resignation, an employee must return all keys, credit cards or other Company-issued property.

Employees in good standing who retire or resign from their positions may be eligible for rehire.

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INVOLUNTARY TERMINATIONAn involuntary termination occurs when the Company decides to end the working relationship with an employee. Involuntary terminations may occur for cause or for reasons other than cause.

Involuntary terminations for cause include, but are not limited to, terminations for violating Company policy, misuse or theft of resources, the falsification of information, excessive absence/tardiness or unsatisfactory work performance.

Involuntary terminations for reasons other than cause include, but are not limited to, a reduction in workforce.

PAY AND BENEFITS UPON TERMINATIONFinal wages will be paid in accordance with applicable law. Accrued and unused vacation will be paid upon termination. In accordance with Company policy, sick leave, floating holidays and other leave will not be paid upon termination unless otherwise required by law.

RETURN OF COMPANY PROPERTYEmployees are required to return all Company property (e.g., computers, vehicles, cell phones, ID badges, credit cards) that is in their possession or control in the event of termination of employment, resignation, retirement, or layoff. When allowed by law, and in accordance with applicable law and/or written agreements between the Company and the employee, the Company may withhold from the employee’s final paycheck the cost of any items that are not returned when required.

REFERENCES/VERIFICATIONS OF EMPLOYMENT So that the Company can handle requests for job references in a consistent, fair and lawful manner, all requests for official job references on behalf of a separated employee should be forwarded to Human Resources. No other manager or supervisor is authorized to release references on the Company’s behalf for current or former employees. PRMI’s policy concerning references for former employees is to disclose only the dates of employment and the title of the last position held. If an employee authorizes disclosure in writing, PRMI will also provide a prospective employer with information on the amount of the salary or wage last earned.

EXIT INTERVIEWSBefore leaving PRMI, employees may be asked to participate in a voluntary exit interview. This will provide closure to the employee’s employment with the Company and will allow the Company to ensure that it has resolved various administrative matters, answered any questions about continuation of benefits and listened to any of the employee’s comments or ideas about improving the Company’s operations.

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HANDBOOK ACKNOWLEDGMENT ACKNOWLEDGMENT OF RECEIPT AND REVIEWI, _______________________ (employee name), acknowledge that on _____________________ (date), I received a copy of PRMI’s Employee Handbook and that I have read it, understood it, and I agree to comply with it. I understand that PRMI has the maximum discretion permitted by law to interpret, administer, change, modify, or delete this Handbook and it policies and procedures at any time with or without notice. No statement or representation by a supervisor or manager or any other employee, whether oral or written, can supplement or modify the policies set forth in this Handbook. I understand that neither this Handbook nor any other communication by a management representative or any other employee, whether oral or written, is intended in any way to create a contract of employment. I understand that I am employed at will and this Handbook does not modify my at-will employment status.

_________________________________

Employee Signature