Employee Handbook Table of Contents

Welcome to the Northwest Self Storage family!. 3 Our Mission. 4 Employment Basics. 5 Benefits and Work/Life Balance . 10 Compensation and Timekeeping. 19 Building and Protecting a Great Work Environment . 23 Standards for Success . 29 A Safe Working Environment. 42 Leaves of Absence. 49 Housing Policies for Managers Living Onsite. 57

2 Welcome to our team of A-players who share a passion for remarkable service.

At Northwest Self Storage, we put people first. This has been our approach ever since we first laid the foundation for Welcome our company more than 40 years ago. Now on our way to 100 stores across the Pacific Northwest, we are to the proud to have carried that focus with us.

Northwest We provide space for you to take ownership of your work, grow as a Self Storage professional, and uplift people who are going through family! their own transformations. This is it. Time to make your mark.

Kevin Howard, Founder & CEO Dawn Tangvald, President Northwest Self Storage Employee Handbook Welcome to the Family

Our Mission is TRANSFORMATION Life’s transitions - big and small, exciting and challenging - are why our tenants seek us out. Whether they are creating a new chapter in their life or cleaning out their garage, we are here to support them with a storage experience that puts people first.

We keep learning and growing. Together we are making our company, our industry, and our communities better places for the future.

OUR VALUES

Act with Kindness Small gestures have the power to uplift and inspire. We believe in using that power to connect people, build relationships, and show gratitude to one another every day.

Do the Right Thing Our inner compass guides us to do the right thing for our customers and one another. We value trust, mutual respect, and open communication across all members of our team.

Show Up Fully We’re proud of the work we do, which means we never cut corners or take the easy way out. To us, showing up fully means rolling up our sleeves and giving 100%.

Embrace Change Change sparks progress - and our team thrives on making every day a little better. Through this commitment, we evaluate each other and the community around us.

Our Vision Within the next 10 Years...

Northwest Self Storage will be known throughout the region as the company that puts people first. From customers to employees, our reputation will be one of great service and compassion for one another.

Working together, our team will make an enduring mark on our community.

4 You joined the Northwest Self Storage team because you’re an A-player ready to make a positive impact. You roll up your sleeves and lead the charge. You inspire everyone around you with your passion Employment for putting people first.

Now that you’re ready to Basics get started, this section will tell you more about your employee classification, your first months at Northwest Self Storage, and relevant hiring laws and policies. Northwest Self Storage Employee Handbook Employment Basics

EMPLOYMENT CLASSIFICATIONS Each employee is designated as either NONEXEMPT (typically hourly) or EXEMPT (typically salaried), according to federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s EXEMPT or NONEXEMPT classification may be changed only upon written notification by Northwest Self Storage.

In addition to the above categories, each employee will belong to one other employment category:

Full-Time employees are those who are not in a temporary status and who are reasonably expected to regularly work at least 32 hours per week.

Part-Time employees are those who are not assigned to a temporary status and who are reasonably expected to regularly work less than 32 hours per week.

INTRODUCTORY PERIOD The first 60 calendar days after your date of hire is considered an introductory period, or initial evaluation period. This is your opportunity to show us exactly why we hired you—and for you to make sure you love your new role. We’ll use this time to learn your work habits and capabilities, and to confirm you’re the perfect fit with our culture.

Any significant absence will automatically extend an introductory period by the length of the absence. If Northwest Self Storage determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period.

Upon satisfactory completion of the initial introductory period, employees enter the “regular” employment classification.

PERSONNEL FILES Your contributions and records all live within your personnel file. This file includes such information as your job application, resume, records of training, documentation of performance, salary increases and other employment records.

6 Northwest Self Storage Employee Handbook Employment Basics

Personnel files are the property of Northwest Self Storage. Only district managers and management personnel of Northwest Self Storage who have a legitimate reason to review information in a file are allowed to do so.

With reasonable advance notice, you may review your own personnel files in Northwest Self Storage’s offices and in the presence of an individual appointed by Northwest Self Storage to maintain the files. Employees may place a statement in their personnel file if they disagree with a document contained in the file.

REFERENCE CHECKS Refer all inquiries regarding verification of current or past employment with Northwest Self Storage to Human Resources. This will help expedite the verification.

PERSONNEL CHANGES Let us know of any changes in your personnel data, such as personal mailing addresses, telephone numbers, marital status, number and names of dependents and individuals to be contacted in the event of an emergency. Email any personnel changes to HR at payroll@portlandstorage.com

PERFORMANCE EVALUATION Performance management is an ongoing process that is designed to help you grow as a professional.

District managers and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Additional performance discussions are conducted throughout the introductory period to provide employees: the opportunity to discuss job expectations, identify and develop opportunities, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

RESIGNATION/TERMINATION Resignation is a voluntary act initiated by you to terminate employment. Leaving a job on great terms can open doors for you in the future and we want the best for you on whatever path you choose from here. If you decide to pursue other opportunities and leave Northwest Self Storage, provide at least two weeks written notice.

Prior to your departure, an exit interview may be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits. We always value your honest feedback!

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EMPLOYMENT AT-WILL Employment with Northwest Self Storage is at-will, which means the employment relationship may be terminated with or without cause and with or without notice at any time by you or Northwest Self Storage.

In addition, Northwest Self Storage may alter an employee’s position, duties, title or compensation at any time, with or without notice and with or without cause. Nothing in this handbook, or in any document or statement—and nothing implied from any course of conduct— shall limit Northwest Self Storage’s or employee’s right to terminate employment at-will.

Only the Company Leadership Team is authorized to modify the Company’s at-will employment policy or enter into any agreement contrary to this policy. Any such modification must be in writing and signed by the employee and the leadership team.

EQUAL EMPLOYMENT OPPORTUNITY In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Northwest Self Storage will be based on merit, qualifications and abilities.

Northwest Self Storage does not discriminate in employment opportunities or practices on the basis of race, color, religion, gender (sex), national origin, age, veteran status, sexual orientation, gender identity, disability, genetic information, marital status, or any other characteristic protected by applicable law.

Northwest Self Storage will make reasonable accommodations for qualified individuals with known disabilities, unless doing so would result in an undue hardship. This policy governs all aspects of employment including: selection, job assignment, compensation, discipline, termination and access to benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their district manager or Human Resources. Our anti-harassment policy is described in more detail later in this handbook.

IMMIGRATION LAW COMPLIANCE The Immigration Reform and Control Act of 1986 prohibits Northwest Self Storage from employing any person not legally authorized to work in the United States. As a condition of employment, you must complete the USCIS Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.

8 Northwest Self Storage Employee Handbook WashingtonEmployment State Addendum Basics

POLICY REGARDING EMPLOYEE PRIVACY The health and safety of our employees is very important to us, and this includes keeping personal information safe. We’d like to start with an important reminder that all employee information is private and confidential. Employees are not allowed to share information about fellow employees with other employees, vendors or customers, including:

Health Related Information Employee health information is protected under HIPAA (Health Insurance Portability and Accountability Act). This includes, but is not limited to, specific health conditions, leave of absence, and other absences.

Private Information This includes, but is not limited to, addresses, phone number, marital status, employee shifts and any other personal information about another employee.

Although these circumstances are rare, it’s important to remember that if a tenant, vendor or other individual asks for information about a fellow employee, you are not allowed to provide any of the information listed above. This includes where a specific employee is, whether the employee is out on medical leave, what medical condition they have (if any), or when the employee is expected to return from a medical leave. Instead of providing this information, you can simply reply, “They are not available at this time, but I would be happy to help you.”

If you have any questions regarding this policy, please contact Human Resources. We appreciate your attention to this, and violation of this policy can result in disciplinary action.

9 Because you show up fully every day, you deserve plenty of time to rest and recover. We are proud to offer a competitive benefits Benefits & package that promotes work/life balance and Work/Life overall wellness for our Northwest Self Balance Storage family. The following section covers paid and unpaid time off, as well as health insurance coverage. Northwest Self Storage Employee Handbook Benefits & Work/Life Balance

A NOTE ON BENEFITS Vacation, sick, and bereavement benefits are paid at your base pay rate at the time of absence. Paid time off does not include overtime or any special forms of compensation such as: incentives, commissions, bonuses or shift differentials.

You must complete a minimum of 60 calendar days of service in an eligible employment classification to request vacation, sick, or bereavement benefits.

VACATION BENEFITS We strongly encourage you to use available paid vacation time for rest, relaxation, and personal pursuits. The occasional reset helps you stay on your A-player game to give it your all.

Regular full-time employees are eligible to earn and use vacation. Your paid vacation time increases the longer you stay with us.

The length of eligible service is calculated on the basis of a “benefit year.” This is the 12-month period, beginning at your hire date, when you start to earn paid vacation time.

You can request use of vacation time after you earn it. You must use all accrued vacation leave prior to requesting leave without pay. Unpaid leave must be approved by your district manager.

Paid vacation time can be used in minimum half day increments of 4 hours. To take vacation, request advance approval from your district manager. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. You will continue to accrue vacation when you are on paid leave (e.g. vacation, sick leave, and holidays).

Years of Service Total Hours Actual Completed Per Year Pay Period

0-1 Years 40 hours 1.67

2-4 Years 80 hours 3.34

5-9 Years 120 hours 5.04

10+ Years 160 hours 6.6

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If you don’t use your accrued vacation by the end of the benefit year, you may carry unused time forward to the next benefit year. If the total amount of unused vacation time reaches a “cap” equal to the annual vacation amount, further vacation accrual will stop. When you use paid vacation time and bring the available amount below the cap, vacation accrual will begin again.

Upon termination of employment, you will not be paid for unused vacation time that has been earned through the last day of work.

SICK LEAVE (PAID) We hope you don’t get sick, but it certainly happens to the best of us. You can take time off to get better. Which is why we happily comply with Sick Leave laws.

All employees begin to earn sick leave starting on their date of hire and can begin using any earned paid sick leave. Sick leave benefits are calculated on the basis of a calendar year.

• Oregon full-time employees will receive a frontload of 40 paid sick time hours at the beginning of each calendar year. Regular full-time employees hired after January 1 will receive a prorated amount of frontloaded sick leave upon hire. • Oregon part-time employees earn one hour of paid sick time for every 30 hours worked. Employees may accrue and use no more than 40 hours of sick leave per calendar year.

Oregon part-time employees may carry over up to 40 hours of unused time to a subsequent year, allowing for a maximum accrual of 80 hours banked sick time in subsequent years. Full time employees will not be permitted to carry over unused hours, due to front loading in January.

• Washington full-time employees will receive a frontload of 52 hours paid sick time hours at the beginning of each year, full-time employees hired after January 1 will receive a prorated amount of frontloaded sick leave upon hire. In addition, Washington full-time employees earn additional sick pay based off their overtime hours worked. Additional sick time hours will be calculated and added to your sick pay balance every 4 months (April, August & December). • Washington part-time employees earn one hour of paid sick time for every 40 hours worked. There is no cap on how many hours an employee can accrue and use, however there is a yearly rollover cap of 40 hours.

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Sick time for exempt employees is frontloaded the beginning of each year, and is based off a typical 40-hour workweek. If you work less than 40 hours, paid sick time is frontloaded and calculated based on your normal work week.

You will be paid at the rate you would have earned during your leave. You will not be paid for lost overtime. You will not accrue sick time during paid or unpaid absences.

Qualifying Absences Paid sick leave may be used to cover time you are unable to work for one of the following reasons:

• For your mental or physical illness, injury or health condition, need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for preventive medical care; • Care of a family member for the above reasons; • For any of the purposes covered under the Oregon Family Leave Act (OFLA), including the employee’s serious health condition; to care for a family member with a serious health condition; to bond with and care for a new child (parental leave); to care for a child with a non-serious injury or illness requiring home care (sick child leave); or bereavement leave to deal with the death of a family member; • For leave related to domestic violence, harassment, sexual assault or stalking of the employee or dependent child of the employee; • Public health emergency, including closure of the employee’s place of business, or the school or place of care of the employee’s child, by order of a public health authority or health care provider that the presence of the employee or the family member of the employee in the community would jeopardize the health of others; or • Sick leave cannot be used as vacation. • Exclusion of the employee from the workplace under any law or rule that requires the employer to exclude the employee from the workplace for health reasons.

For purposes of this policy, Northwest Self Storage defines “family member” as: an employee’s spouse or domestic partner, the biological, adoptive, stepchild, or foster parent or child, the grandparent or grandchild, sibling, a parent- in-law or a person with whom the employee was or is in a relationship of in loco parentis (in place of parent).

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Use of Sick Leave Sick leave can be used in minimum increments of one hour for nonexempt employees, and in four-hour increments for exempt employees. It may be used to cover all or part of a shift. If an exempt employee takes less than four hours, it will not be tracked as sick leave.

You must use all accrued sick leave prior to requesting leave without pay. For planned sick leave, please notify HR or your district manager at least 10 days prior to the leave will commence, or as soon as practicable. When leave is unforeseeable, verbally notify your district manager of the need for sick leave before the start of your scheduled work shift, or as soon as practicable, and submit a written sick leave request to HR or your district manager within three days of returning to work. In such cases, another person on your behalf may provide the notice to your district manager.

You are responsible for making a reasonable effort to schedule leave to avoid unnecessary disruption to the Company or your work. In other words, aim to schedule a routine medical or doctor visit outside peak hours or mandatory meetings.

Concurrent Leave Your use of sick leave may run concurrent with other leave under state or federal law. For example, sick leave may run concurrently with family medical leave under the Oregon/ Washington Family Leave Act or the federal Family and Medical Leave Act. You may use available paid time off while receiving workers’ compensation time loss benefits.

Employee Documentation If you use more than three consecutive sick days, we may request reasonable documentation showing you are out for a qualifying reason.

No employee will suffer discrimination or retaliation for requesting, using, or complaining that they are not receiving sick leave. You may file a complaint if you feel sick leave has been denied or if you believe you have suffered retaliation for requesting or taking sick leave. You are also encouraged to bring any concerns to HR or your district manager about the use of sick leave or possible retaliation.

In the event of any conflict between this policy and applicable law, applicable law will be followed. For any questions about sick leave, please see HR or your district manager.

Unused sick time will not be paid to you upon termination, resignation, retirement or other separation from employment.

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MATERNITY/PARENTAL LEAVE Northwest Self Storage offers all full-time employees 4 weeks of paid parental leave which can be used anytime during or after pregnancy within the 12 weeks covered by FMLA (or OFLA, Washington FLA, should it apply). Full time employees are eligible for 12 weeks of concurrent unpaid leave that can begin 9 months prior to birth through 12 months following the child’s birth. All available vacation and sick pay must be used in lieu of no- pay. The leave runs concurrently with other leaves. Should both parents be employees of the company, time can be scheduled — however, only one parent will receive the paid leave.

BEREAVEMENT LEAVE One of the difficult certainties of life is that we will be touched by loss at some point. To support you and your family, we provide up to three days of paid bereavement leave for all full-time employees per year.

If you wish to take time off due to the death of an immediate family member, please notify your district manager immediately.

Bereavement leave will normally be granted, unless there are unusual business needs or staffing requirements. With your district manager’s approval, you may use any available paid leave for additional time off as necessary.

For employees eligible for OFLA leave, up to two weeks of bereavement leave per family member may run concurrently with, and qualify as, OFLA leave.

For purposes of bereavement leave, we define “immediate family” as: an employee’s spouse, domestic partner, parent, child, sibling; the employee’s spouse’s parent, child, or sibling; the employee’s child’s spouse; grandparents or grandchildren; the employee’s aunts, uncles, nieces, and nephews.

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HOLIDAYS We will grant holiday time off to all full-time employees on the holidays listed below:

• New Year’s Day (January 1) • Easter Sunday (see below) • Memorial Day (last Monday in May) • Independence Day (July 4) • Labor Day (first Monday in September) • Thanksgiving Day (fourth Thursday in November) • Christmas Day (December 25)

Holiday pay will be calculated based on your straight-time pay rate (as of the date of the holiday) times the number of hours you would otherwise have worked on that day. Should a holiday fall on a weekend, the holiday will still be observed on the actual day. Easter Sunday holiday pay will only be paid to managers who work at a location that is open on Sundays. In those cases, the store will close that day.

If a recognized holiday falls during your paid absence (such as vacation or sick leave), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied.

If eligible nonexempt employees work on a recognized holiday, they will receive holiday pay plus wages at their straight-time rate for the hours worked on the holiday.

Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.

HEALTH INSURANCE Your health matters. We are pleased to provide full-time employees and their dependents access to medical and dental insurance benefits. You may participate in the insurance plans after completing 60 calendar days of service in an eligible employment classification.

Eligible employees and their eligible dependents may participate in the health and dental insurance plan, subject to all terms and conditions of the agreement between Northwest Self Storage and the insurance carrier.

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Details of the health and dental insurance plans are described in the Plan Overview and Summary Plan Description (SPD). An SPD and information on cost of coverage will be provided to you in advance of enrollment. Contact Human Resources for more information about health and dental insurance benefits.

CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT (COBRA) The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under our health plan when a “qualifying event” would normally result in the loss of eligibility.

Some common qualifying events are: resignation, termination of employment (with the exception of gross misconduct), or death of an employee; a reduction in an employee’s hours or a leave of absence; an employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirements.

Under COBRA, you or your beneficiary pays the full cost of coverage at our group rates, plus an administration fee. Contact Human Resources for more information about COBRA.

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401(K) ELIGIBILITY & EMPLOYEE CONTRIBUTIONS You may join the 401(k) Plan if you are age 21 and have worked at least 1 year of service (1 year is defined as 1,000 hours within 12 months). Your contributions will begin the first of the month following eligibility. You may contribute as little as 1% or as much as 100% of each paycheck into the 401(k) Plan as long as you do not exceed the IRS limits. IRS limits for 2019 are:

• $19,000 maximum IRS limit or, • $25,000 maximum IRS limit if you are age 50+ by December 31st of 2019

You will also have the option of making your contribution as pre-tax and/or as after-tax Roth.

Employer Matching Contributions We offer a discretionary match through payroll deductions each month. The match will be 100% immediately vested in your account.

Costs As a participant in the 401(k) plan, you will pay an administrative cost on your account balance each year. This cost is used for compliance and administrative services that Paychex provides.

Rollovers The Northwest Self Storage 401(k) Plan will allow rollovers into the plan from other 401(k) Plans.

Enrollment Please contact HR for help on how to enroll.

18 You bring enthusiasm and care to every hour you work at Northwest Self Compensation Storage. This section tells you how you track those & Timekeeping hours, and when you can expect your paychecks. Northwest Self Storage Employee Handbook Compensation and Timekeeping

PAY SCHEDULE All field employees are paid semi-monthly on the 5th and the 20th of the month. Our workweek is from Sunday to Saturday. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

If a regularly scheduled payday falls on a day off, such as a weekend or holiday, you will receive pay on the last day of work before the regularly scheduled payday.

KH, Inc will issue your paycheck each pay period. Everyone is paid electronically via direct deposit, unless you decide to opt-out. This means your money will be in your bank account on pay day (please note…times may vary depending upon banking systems).

WORK SCHEDULES/REST & MEAL PERIODS Your brain performs better when it’s happy and rested. Working ALL the time isn’t an option here.

District Managers will advise employees of the times their schedules normally begin and end. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.

Each workday, Oregon nonexempt employees who work more than six hours in one work period are provided with two rest periods of ten minutes in length. In Washington, for every four hours an employee works, they are provided a ten-minute rest period. To the extent possible, rest periods will be provided in the middle of work periods. Since this time is counted and paid as time worked, you must not be absent from your work station beyond the allotted rest period time.

In Oregon, nonexempt employees who work more than 6 hours in one work period are provided with a lunch period of at least 30 minutes each workday. In Washington employees are provided with a 30-minute lunch period if their shift is more than 5 hours. During meal times you are relieved of all active responsibilities and restrictions, and you will not be compensated for that time.

ATTENDANCE AND PUNCTUALITY Being on time means a lot. It shows that you’re on top of it, and that you value your work, your team, your customers, and yourself.

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In the rare cases when you cannot avoid being late to work, or are unable to work as scheduled, you must notify your district manager as soon as possible. If you fail to notify Northwest Self Storage of your absence for three or more consecutive days, this will be considered voluntary abandonment of your position, effective the last day you worked.

If you are absent for more than three consecutive days due to illness or injury, a physician’s statement may be requested verifying the reason, and its beginning and expected ending dates as well as verification that you can return to work safely. Such verification may be requested for other paid and unpaid leaves that are used for illnesses and injury as well and may be required as a condition to receiving paid leave benefits.

TIMEKEEPING All field employees are responsible for recording time by clocking in and out for work performed on the property, regardless of schedules, days or times. All hours must be recorded and compensated, even those performed outside an employee shift. Off the clock work is prohibited. Adjusting time for hours not worked is also prohibited.

Nonexempt Employees Nonexempt (typically hourly) employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. Also record the beginning and ending time of any split shift or departure from work for personal reasons. You are responsible for accurately recording whether you have received all paid rest breaks.

Exempt Employees In general, salaries of exempt (typically salary) employees are not subject to reduction because of the quality of work performed or the quantity of work performed. An exempt employee will usually receive his or her full salary (including any vacation or other accrued leave taken during that week) for any week in which they perform work.

There are certain exceptions to this rule. If you have a concern of an improper deduction, please contact your manager immediately.

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OVERTIME Occasionally, we all need to roll up our sleeves and pitch in. There will be busy seasons when operating requirements or other needs cannot be met during regular working hours. This means employees may be required to work overtime. All overtime work must be approved by your district manager in advance.

Nonexempt employees are required to obtain approval prior to working over eight hours in a 24-hour period. They are not to exceed ten hours of work in any 24-hour period.

Overtime compensation is paid to all nonexempt employees who work more than 40 hours in a workweek, in accordance with federal and state wage and hour laws. Overtime pay is based on actual hours worked. Time off on sick leave, vacation leave, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations.

Certain administrative, professional, executive and outside sales personnel are exempt from the overtime provisions of the Fair Labor Standards Act. If you have any questions regarding your status, discuss this with Human Resources.

22 You are the face of our company. How we treat others directly impacts lives, whether we are Building & talking to one of our Protecting a customers or to each other. Doing the right thing starts now. This section Great Work covers important policies and processes that help us build and maintain Environment a work environment where everyone can feel comfortable and productive. Building and Protecting a Northwest Self Storage Employee Handbook Great Working Environment

Northwest Self Storage fosters an environment where every employee feels productive and comfortable. It’s our policy that all employees be able to work in a setting free from all forms of unlawful discrimination and retaliation.

Harassment is verbal or physical conduct that demeans or shows hostility or aversion toward an individual because of his/her race, color, religion, gender (sex), national origin, age, veteran status, sexual orientation, gender identity, disability, genetic information or that of his/her relatives, friends or associates and that:

• Has the purpose or effect of creating an intimidating, hostile or offensive working environment • Has the purpose or effect of unreasonably interfering with an individual’s work performance; or • Otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes, but is not limited to the following: (1) epithets, slurs, negative stereotyping, demeaning comments or labels, or threatening, intimidating or hostile acts that relate to race, color, religion, gender (sex), national origin, age, veteran status, sexual orientation, gender identity, disability, genetic information; and (2) written or graphic material that demeans or shows hostility or aversion toward an individual or group because of race, color, religion, gender (sex), national origin, age, veteran status, sexual orientation, gender identity, disability, genetic information and that is placed on walls, bulletin boards, computers or elsewhere on the employer’s premises, or circulated in the workplace.

SEXUAL HARRASSMENT Sexual harassment is a form of gender (sex) discrimination. The Equal Employment Opportunity Commission has defined sexual harassment as follows:

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance. • Creates an intimidating, hostile or offensive working environment.

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Prohibited sexual harassment may include, but is not limited to: sexual jokes, calendars, posters, cartoons, magazines, derogatory or physically descriptive comments about or toward another employee; sexually suggestive comments; inappropriate use of company communications including E-mail and telephone; unwelcome touching or physical contact; punishment or favoritism on the basis of an employee’s sex; sexual slurs; negative sexual stereotyping.

Sexual assault is also a form of gender (sex discrimination). This includes unwanted conduct of a sexual nature that is inflicted upon a person or compelled through the use of physical force, manipulation, threat or intimidation.

Harassment, sexual assault, or other forms of discrimination will not be tolerated in our workplace. It is against the policies of Northwest Self Storage for any employee to harass or sexually assault another employee. This includes acts between managers and employees; it also includes acts between one employee and another or inappropriate workplace conduct between a third party (such as a visitor, vendor, customer or independent contractor) and an employee.

REPORTING HARRASSMENT If you believe that you have been harassed, sexually assaulted, or otherwise experienced discrimination, report the incident immediately. The report should be directed to either:

1. To your manager 2. To Human Resources

You may report an incident to Human Resources without first contacting your manager. Northwest Self Storage will not retaliate against an employee who in good faith reports discrimination, sexual assault or harassment to the Company or participates in an investigation. Retaliation will not be tolerated in our workplace. Reports of discrimination, sexual assault, harassment, or retaliation will be investigated fairly. All employees are encouraged to report and document any acts of discrimination, sexual assault, or harassment. Northwest Self Storage will attempt to maintain confidentiality, consistent with the Company’s need to conduct an adequate investigation, and to take prompt corrective action in response to any discrimination, sexual assault, harassment, or retaliation.

Northwest Self Storage cannot require or coerce any employee to enter a nondisclosure or non-disparagement agreement provision related to reports of violations of this policy. A nondisclosure agreement provision is any contractual obligation which has the intended purpose or effect of prohibiting the disclosure of information, except as provided by the agreement. A non-disparagement agreement is any contractual obligation which has the

25 Building and Protecting a Northwest Self Storage Employee Handbook Great Working Environment

intended purpose or effect of prohibiting disparaging, or negative comments of any nature against a party. If an employee voluntarily requests to enter a nondisclosure or non-disparagement agreement with your employer after experiencing harassment, discrimination, or sexual assault, the employee will have seven days to revoke the agreement prior to its effective date.

The applicable statute of limitations to alleged violations occurring under the laws prohibiting (1) Discrimination because of race, color, religion, sex, sexual orientation, national origin, marital status, age, or expunged juvenile record, (2) Discrimination against person for service in uniformed service, and (3) Discrimination because of disability is five years from the date of the occurrence.

REPORTING OF WORKPLACE CONCERNS Our Reporting Procedure has been developed to assist employees in resolving all types of disputes, no matter how small.

Use this procedure to voice concerns regarding work rules, working conditions, disputes with other employees, unfair practices and any type of harassment. Concerns filed will be held in confidence and information will only be released on a “need to know” basis for the purpose of conducting an investigation.

Step 1: Bring your concern to your district manager. This should be done within 72 hours of the situation causing the concern. Explain the complaint in detail and offer any solutions you may have.

If applicable, outline what actions you would like management to consider to correct the situation. Depending on the severity of the complaint, your district manager will provide an answer to you immediately or within ten calendar days from the date of the complaint was filed.

Note: If for some reason you feel that you cannot take your complaint to your district manager, take it to the next higher level of management. Again, the complaint should be presented within 72 hours.

Step 2:

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You have the right to appeal the decision to the next higher level of management. All appeals must be filed in writing within ten calendar days of the date you received your district manager’s decision.

A management representative will respond to your appeal within ten calendar days of receipt. If it is found that a company policy has been violated, management will take appropriate disciplinary action.

Step 3: If you are still not satisfied with the results from Step 2, you may appeal to the President. To appeal, you must present the grievance in writing to management within ten calendar days after the Step 2 discussion.

Northwest Self Storage will answer your appeal within ten calendar days of receipt. All decisions made at this level are final and binding upon both the Company and employees.

WHISTLEBLOWER PROTECTION Oregon law provides you certain whistleblower rights and remedies as an employee of a public agency. A whistleblower is an employee of Northwest Self Storage who reports an activity that he/she considers to be illegal or dishonest to one or more of the parties specified in this policy.

The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management of officials are charged with these responsibilities.

Examples of illegal or dishonest activities are violations of federal, state or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting.

If you have knowledge of or a concern of inappropriate relationships, or illegal or dishonest fraudulent activity, you should contact your district manager or the President. Please exercise sound judgment to avoid baseless allegations.

Whistleblower protections are provided in two important areas — confidentiality and anti- retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense.

27 Building and Protecting a Northwest Self Storage Employee Handbook Great Working Environment

We will not retaliate against a whistleblower who makes a report in good faith. Any whistleblower who believes he/she is being retaliated against must contact leadership immediately. The right of a whistleblower to protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

All reports of illegal and dishonest activities will be promptly submitted to the leadership team who are responsible for investigating and coordinating corrective action.

Oregon law states that your good faith and objectively reasonable belief of a violation of federal, state or local law, rule or regulation is an affirmative defense to a civil or criminal charge related to your disclosure of lawfully accessed information related to the violation, if you provide the information to a state or federal regulatory agency; a law enforcement agency; a district manager of Northwest Self Storage; or an attorney licensed to practice in Oregon when the lawyer-client privilege applies to a confidential communication made in connection with an alleged violation. However, you may not assert the affirmative defense in certain circumstances, including if you disclose or redisclose the alleged violation to a party other than those listed above.

Special rules apply to employees who are attorneys or directed by attorneys. Information protected from disclosure under federal law, including HIPAA, may be disclosed only as allowed under federal law.

Under Oregon law, you also have the right to discuss alleged violations by Northwest Self Storage of any federal, state or local law, rule or regulation with any member of the Legislative Assembly or their staff, or with any elected member of a city, county or metropolitan service district. You also have the right to disclose any information you reasonably believe is evidence of a violation of any federal, state or local law, rule or regulation by Northwest Self Storage or of mismanagement, gross waste of funds, abuse of authority, or danger to public health and safety resulting from an action of Northwest Self Storage.

If you have questions about your rights under this section, you may contact your district manager or the leadership team.

28 We know you have what it takes to succeed and thrive at Northwest Self Standards Storage. This section covers some of our standards and policies for Success to help you make choices that support your success. Northwest Self Storage Employee Handbook Standards for Success

PERSONAL APPEARANCE Our dress code balances our desire to project a professional image to clients and tenants while allowing employees to be comfortable, engaged and expressive.

Dress, grooming and personal cleanliness standards contribute to the morale of all employees and affect the business image we present to tenants and visitors.

During business hours, you are expected to present a clean and neat appearance and to dress according to the requirements of your position.

The following list is a guideline of appropriate and inappropriate attire:

Appropriate • Northwest Self Storage uniform shirts • Blouses/Shirts • Vests • Pants in clean and presentable condition, denim is allowed • Any type of flat, closed-toed shoe with adequate traction and support (athletic shoes, leather shoes, etc.) that are in clean and presentable condition.

Inappropriate • Casual/Sport T-shirts (except with the Northwest Self Storage logo) • Stirrup pants and leggings, yoga/workout pants, casual sandals, open toed shoes, flip-flops, high heels • Tank tops • Leather pants or skirts

Employees who appear for work inappropriately dressed will be sent home and directed to return to work in proper attire. Under such circumstances, you will not be compensated for the time away from work.

Please consult your district manager if you have questions as to what constitutes appropriate attire.

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EMERGENCY CLOSINGS At times, emergencies such as severe weather, fires, power failures, or earthquakes can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility.

When operations are officially closed due to emergency conditions, the time off from scheduled work will be unpaid. If you are instructed to leave work because of an emergency closing, the time off is unpaid. However, with management approval, you may use available paid leave time, such as unused vacation.

In cases where an emergency closing is not authorized, employees who fail to report for work will not be paid for the time off. You may request available paid leave time such as unused vacation benefits.

Employees in essential operations may be asked to work on a day when operations are officially closed. In these circumstances, those who work will receive regular pay.

HONESTY & ETHICS As a Company employee, you are expected to Do The Right Thing, accept certain responsibilities, follow acceptable business principles in matters of conduct, and exhibit a high degree of integrity.

This not only involves sincere respect for the rights and feelings of others, but also demands that employees refrain from any behavior that might be harmful to themselves, co-workers, the Company, or that might be viewed unfavorably by current or potential customers or by the public at large.

Employee conduct reflects on the Company. Employees are consequently encouraged to observe the highest standards of professionalism.

Types of behavior and conduct that the Company considers inappropriate include, but are not limited to, the following:

• Falsifying employment records, customer records other Company records; • Violating the Company’s Anti-Harassment Policy; • Violating state, federal or local laws and regulations;

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• Violating security or safety rules or failing to observe safety rules or the Company safety practices; failing to wear required safety equipment; tampering with the Company’s equipment or safety equipment; • Soliciting gratuities from customers or clients; • Exhibiting excessive or unexcused absenteeism or tardiness; • Possessing firearms, weapons or explosives on Company property without authorization, in violation of Company policy or while on duty; • Using Company property and supplies, particularly for personal purposes in an excessive, unnecessary or unauthorized way; • Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on Company premises or when representing the Company; fighting, or provoking a fight on Company property, or negligent damage of property; • Reporting to work under the influence of drugs or alcohol, and/or illegally manufacturing, possessing, using, selling, distributing or transporting drugs; • Committing theft or unauthorized possession of Company property or the property of fellow employees; possessing or removing any Company property, including documents, from the premises without prior permission from management; using Company equipment or property for personal reasons without proper authorization; using Company equipment for personal profit; • Giving confidential or proprietary Company information to competitors or other organizations, or to unauthorized Company employees; working for a competing business while an employee of the Company; breaching confidentiality of personnel information; • Using obscene, abusive or threatening language or gestures; • Acting in an insubordinate manner; • Spreading malicious gossip and/or rumors; engaging in behavior which creates discord and lack of harmony; interfering with another employee on the job; restricting work output or encouraging others to do the same; • Sleeping or loitering during working hours; • Soliciting, selling, or collecting funds for any purpose while on working time (not including meals and authorized breaks). Employees who are not on working time shall not interfere with the work of employees who are on working time. • Posting, removing or altering notices on any bulletin board on Company property without the permission of an officer of the Company or in violation of procedures related to same;

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• Smoking anywhere on company property including resident manager apartments. • Falsifying time worked for an employee.

Should an employee’s performance, work habits, overall attitude, conduct or demeanor become unsatisfactory based on violations of the above or of any other Company policies, rules or regulations, the employee will be subject to disciplinary action, up to and including termination.

Before or during imposition of any discipline, employees may be given an opportunity to relate their version of the incident or problem at issue and provide any explanation or justification they consider relevant. Where appropriate and as circumstances may dictate, supervisors will follow a process of progressive employee discipline. Examples of employee discipline include:

Verbal Counseling — A “verbal counseling” is a verbal communication to an employee that his/ her conduct is unacceptable, and that repeated or continued failure to conform conduct or performance to the Company standards will result in more severe disciplinary action. A record of the notice of the verbal counseling may be made and retained in the employee’s personnel file.

Written Counseling — A “written counseling” describes the unacceptable conduct or performance of the employee and specifies needed changes or improvements and includes an opportunity for the employee to memorialize their own work plan to improve. A copy of the written counseling generally will be retained in the employee’s personnel file.

Suspension — Suspension of the employee’s employment may, at the sole discretion of the Company, be used prior to termination. The length of the suspension will vary based upon such factors as the severity of the offense, the employee’s performance and the employee’s disciplinary record. An employee may be suspended for repeated instances of minor misconduct, failure to conform his/her conduct or performance to the standards of his/her position, or for a single serious offense. A record of the suspension generally will be retained in the employee’s personnel file.

Termination — If an employee fails to conform his/her conduct or performance to the standards required by the Company, the Company may, in its sole discretion, terminate the employee’s employment.

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Notwithstanding the potential for less severe discipline before termination, the Company reserves the right to administer discipline in such a manner as it deems appropriate to the circumstances, and may, in its sole discretion, terminate an employee without prior discipline or without following a particular order of discipline.

CONFLICT OF INTEREST It is the Company’s policy that all employees avoid any conflict between their personal interests and those of the Company. The purpose of this policy is to ensure that the Company’s honesty and integrity, and therefore its reputation, are not compromised.

The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the Company.

It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations that would constitute a conflict in most cases include but are not limited to:

1. Holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do, business with the Company, by any employee who is in a position to directly or indirectly influence either the Company’s decision to do business, or the terms upon which business would be done with such organization; 2. Holding any interest in an organization that competes with the Company 3. Being employed by (including as a consultant) or serving on the board of any organization which does, or is seeking to do, business with the Company or which competes with the Company and/or 4. Profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from any organization seeking to do business with the Company. 5. A dating relationship is established after employment between employees who are in a reporting situation described above, it is the responsibility and obligation of the manager involved in the relationship to disclose the existence of the relationship to management for consideration as to whether adjustments to the reporting structure are possible to allow both employees to continue with the company. Failure to promptly report a consensual relationship under this policy may result in discipline up to and including termination.

A conflict of interest would also exist when a member of an employee’s immediate family is involved in situations such as those above.

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This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual business amenities, for example, occasional business- related meals or promotional items of nominal or minor value.

It is your responsibility to report any actual or potential conflict that may exist between you (and your immediate family) and the Company with the best interests of the corporation.

COMPUTER AND E-MAIL USAGE Northwest Self Storage is the owner of the Company’s computer system, software and Internet accounts. Any material or message put into the system should not be considered a private communication. We retain the right to access and review any E-mail activity or documents utilizing company property at any time, with or without notice.

We caution that all communications via our electronic communications network systems, as well as any other document or file created or stored via the Company’s computer systems, may be subject to discovery in connection with legal proceedings involving the Company or its employees.

Communications systems should not be used to solicit or proselytize for commercial ventures, religious or political causes, outside organizations, or other non-job related solicitations. Nothing in this policy is intended to prevent employees from discussing their wages, hours, and working conditions and is not intended to prohibit any communication otherwise allowed by law.

In the event that you perceive a potential of a violation of this policy, you may contact your District Manager.

INTERNET ACCESS ON NORTHWEST SELF STORAGE EQUIPMENT Internet access is provided by Northwest Self Storage to assist employees in communication and accessing work related information. While Internet usage is intended for job-related purposes, incidental and occasional brief personal use are permitted within reasonable limits.

Data that is composed, transmitted, accessed, or received via the Internet must NOT contain content that is malicious, obscene, threatening, intimidating, or that constitutes harassment.

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Examples of activities that fall outside acceptable use of the Internet at Northwest Self Storage include:

• Downloading or viewing material containing sexually explicit or obscene comments or images. • Sending or posting material that violates our harassment policy or offensively addresses someone’s age, sexual orientation, race, disability, or any other protected status under applicable law. • Sending or posting material that is obscene, threatening, or maliciously false and meant to intentionally harm someone’s reputation. • Copying, pirating or downloading software and electronic files without permission.

SOCIAL MEDIA, NETWORKING & ELECTRONIC COMMUNICATIONS We recognize the immense potential of social media to facilitate and enhance the performance of our business. We also realize that social media presents a significant opportunity for abuse, reduced employee productivity and potential liability for both Northwest Self Storage and individual employees.

In general, the same principles and guidelines found in our other policies apply to your activities online, and each employee is ultimately responsible for ensuring that social media activity is consistent with these policies.

“Social Media” includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity website, web bulletin board or a chat room.

Employees’ Company Use of Social Media Please refrain from using social media during working time or on equipment provided by Northwest Self Storage, unless such use is work-related as authorized by your district manager. Do not use Northwest Self Storage’s email addresses to register on social networks, blogs or other online tools utilized for personal use.

Employees’ Personal Use of Social Media Personal use includes your use outside of working time and/or on personal technology and/or personally obtained Internet service providers.

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Employees making use of social media to discuss matters via social media related to Northwest Self Storage, and who identify themselves as Northwest Self Storage employees, should be clear that the employee’s statements do not represent the views of Northwest Self Storage. One way to make this clear is to include a disclaimer such as: “The postings on this site are strictly my own and do not necessarily represent Northwest Self Storage’s positions, policies, strategies, and/or opinions.”

Employees are reminded that as employees of Northwest Self Storage they are professionals and must always be fair and courteous to fellow associates, tenants, members, or suppliers. If posting comments on a social media site, please avoid using statements, photographs, video or audio that are malicious, obscene, threatening or intimidating, or that constitute harassment. Examples of such conduct would include maliciously false posts meant to intentionally harm someone’s reputation or posts that violate our harassment policy.

No employee should suggest or represent that the employee is authorized to comment on a company legal matter on behalf of Northwest Self Storage unless the employee has been specially designated in writing by Northwest Self Storage’s marketing team to do so.

Employees may not post on social media information regarding Northwest Self Storage that is protected by the attorney-client privilege, or that constitutes a trade secret, protected proprietary or confidential information about Northwest Self Storage’s business (e.g. marketing plans and strategies, product preparation or customer service techniques, or non-public company financial data), or confidential customer information.

Electronic information is increasingly being collected, aggregated, stored and used in various ways, including through electronic discovery in legal actions. There may be legal implications to an employee’s social media use that outlast the employee’s viewpoint, and the effects of a particular social media statement may not be felt for months or even years. As such, please consider some of the risks and consequences that are involved in social media use before creating online content.

Nothing in this policy is intended to prevent employees from discussing their wages, hours, and working conditions and is not intended to prohibit any communication otherwise allowed by law.

WORKPLACE MONITORING Workplace monitoring of E-mail, Internet use, telephone calls and voice mail may be conducted with or without notice at any time by Northwest Self Storage to ensure quality control, employee safety, security and customer satisfaction.

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Although employees may have their own passwords for accessing computers, the computers and telephones furnished to employees are the property of Northwest Self Storage. As such, employees should have no expectation of privacy while using company computers or telephones. All communications and files are subject to monitoring. We have access to all files, even those files that have been deleted from the system.

We will conduct workplace monitoring consistent with applicable law. We are not obligated to monitor employee communications.

SOLICITATION In an effort to ensure a productive and harmonious work environment, persons not employed by Northwest Self Storage may not solicit or distribute literature in the workplace at any time for any purpose.

We recognize that employees may have interests in events and organizations outside the workplace. However, you may not solicit or distribute literature concerning these activities during working time or on company property. (Working time does not include lunch periods, work breaks or any other periods in which employees are not on duty.)

USE OF PERSONAL CELL PHONES Personal cell phone use is permitted while working but should be kept to a minimum. Personal cell phones should be kept on “silent” or “vibrate” mode during work hours in order to limit disruptions in your work area.

Company policy and Oregon law prohibit the use of cell phones while driving without hands- free devices. You are prohibited from taking business calls or texting while driving if you don’t have a hands-free device. For everyone’s sake, please pull over before answering a call or texting without a hands-free device.

COMPANY/PERSONAL PROPERTY You are expected to treat any and all Company property, property belonging to fellow employees, or any other third-party property with care and respect. Theft, misappropriation, misuse or willful destruction of property or unauthorized removal of such is prohibited.

You are responsible for the custody and care of any Company property that has been issued or assigned to you. If you are terminated, whether voluntarily or involuntarily, you are required to return such property immediately.

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In accordance with applicable law, Northwest Self Storage at its sole discretion, may request that you consent to and permit an inspection of including, but not limited to: personal property brought onto or taken from the premises, any work, rest or storage area, all company vehicles, desks, lockers, computers, etc. that are within your possession or control.

Before you remove company products, samples or any other items belonging to the Company from the premises, you must obtain a signed receipt or an authorization form from your district manager.

COMPANY VEHICLE USE • Company vehicles must be used for business purposes only. They are not to be used for family vacations or personal travel. • Employee must be preapproved for use of company vehicles. Approval for company vehicle use is contingent upon the following: » Employee maintaining a proper and current driver’s license for the type of company vehicle they are operating. Employee must notify management immediately if they no longer have a valid license. » Employee’s driving record must be satisfactory for insurance coverage purposes. Employee authorizes the company to obtain and review their Motor Vehicle Record. • Employee will notify the company of any citations received while operating a company vehicle and follow generally accepted safe driving practices and obey all traffic regulations. • If the company has provided a gas charge card to the employee, gas records (including date, time, location and frequency of refueling) may be reviewed at any time. • Employee will ensure that all occupants of a company owned vehicle are properly wearing safety belts while the vehicle is in motion. • Employee is responsible for ensuring that the vehicle is properly maintained. This includes having the vehicle serviced at regular service intervals by a qualified mechanic. The company will reimburse the employee for the out of pocket cost of vehicle maintenance as needed. • Employee is financially responsible for any parking or traffic violations while operating a company owned vehicle, and employee must report all accidents within 12 hours of the occurrence to the management team. The employee will be responsible to pay any deductible in the event an accident is deemed avoidable. Employee is also responsible for parking company vehicles in safe and legal areas off public ways.

39 Northwest Self Storage Employee Handbook Standards for Success

• Employee will not make any modification or add equipment to any company owned vehicle without prior approval. • Vehicles are not to be loaned to any employees who are not authorized to operate company vehicles. • Non-employees are not allowed to operate company vehicles. • No hitchhikers are allowed in vehicles. • Towing of mobile homes, travel trailers or any type of recreational or utility trailer is prohibited. • The use of alcohol and controlled substances prior to and during operation of any vehicle is strictly prohibited. • The use of cell phones while driving is prohibited unless a hands-free device is installed. • Any hazardous substances, chemicals or dangerous goods (as defined by law) are prohibited from being carried an a company vehicle.

CONFIDENTIALITY/NON-DISCLOSURE The protection of confidential business information and trade secrets is vital to the interests and the success of Northwest Self Storage. Such confidential information includes, but is not limited to, the following examples: computer programs and codes, customer financial information, customer lists, customer preferences, financial information (to the extent such disclosure may violate financial disclosure laws), intellectual property, marketing strategies, pending projects and proposals, proprietary production and operations processes and research and development strategies.

Employees who improperly use or disclose trade secrets or confidential business information will be subject to potential disciplinary action, even if they do not actually benefit from the disclosed information.

Inappropriate disclosure of information to people outside the Company could cost us competitive advantage and thousands of dollars. As you work at Northwest Self Storage, you may become aware of information that is considered proprietary to Northwest Self Storage. Because of this, all Northwest Self Storage employees may be asked to sign a non-disclosure agreement that would require you to agree not to disclose confidential business or customer information and trade secrets of Northwest Self Storage.

Any employees with questions or concerns about this policy are encouraged to consult with their district manager.

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FRAGRANCE FREE WORKPLACE POLICY Recognizing that employees and visitors to our offices may have sensitivity and/or allergic reactions to various fragrant products, Northwest Self Storage is a fragrance-free workplace. Personal fragrant products (fragrances, colognes, lotions, powders and other similar products) that are perceptible to others are not to be worn by employees. Other fragrant products (scented candles, potpourri and other similar items) are also not permitted in the workplace.

Any employee with a concern about scents or odors is to contact his or her district manager or the Human Resource Department.

THE OFFICE The office needs to be organized, clear of clutter and extra personal items. The office should contain only those items that are necessary and pertinent to the function as a self-storage office.

Employees are not allowed to display and/or sell any items other than those that have been authorized by their district manager or the main office. The office is to be organized according to company policies.

All current tenants are to be filed by unit number. Move-outs are also to be filed by unit number and dead-filed according to policy with all other yearly records. Auction paperwork should be filed by month. The office is intended for the use of business at the facility. Friends, family, children, and/or anyone not a customer is prohibited from loitering or interfering with the employee helping customers.

PETS IN THE WORKPLACE Pets are not allowed in the rental office or on the property, except in the case where an animal has been prescribed to be a support animal which must be pre-approved by the Company. Northwest Self Storage will require proof of this prescription for the employee file.

41 You are part of a great team that cares for the safety and well-being of our tenants and each A Safe other. We all understand how important it is to lead with a safety-first Working approach.

This section covers our Environment policies that help keep our work environment safe and productive. Northwest Self Storage Employee Handbook A Safe Working Environment

YOUR SAFETY AS AN EMPLOYEE • Safety is based on knowledge, skill and an attitude of care and concern. Each employee must: • Comply with safety policies and manager instructions • Report unsafe conditions or equipment • Report all injuries and “close calls” to their district manager and Safety Representative immediately • Refrain from unsafe behavior or endangering other employees • Assume responsibility for their conduct and actions • Ask questions when unsure of safe work procedures • Use all safety equipment/devices provided for their protection • Report activities occurring in the workplace when considered unsafe or illegal • Not jeopardize their safety through drug or alcohol use • Demonstrate a positive verbal and visual example for other employees to follow.

All accidents, including those resulting in injury, must be reported to your district manager, your required Safety Representative, or to Northwest Self Storage immediately. In most cases this must be done in writing using the appropriate required form.

Please properly notify your manager of any job-related illness or injury, otherwise your workers’ compensation claim could be jeopardized. Notify your district manager promptly of any job-related accident or injury to you or to any of your teammates. In all cases, do this on the day the accident occurs; never wait until the next day!

WORKPLACE VIOLENCE PREVENTION All employees should be treated with courtesy and respect. You are expected to refrain from fighting, “horseplay” or other conduct that may be dangerous to others. Firearms, weapons and other dangerous or hazardous devices or substances are prohibited from the premises of Northwest Self Storage without proper written authorization.

Conduct that threatens, harasses or bullies another employee, a customer or a member of the public at any time, including off-duty periods, will not be tolerated.

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All threats of, or actual violence, (both direct and indirect) should be reported as soon as possible to your district manager or any other member of management. This includes; threats by employees, as well as threats by tenants, vendors, solicitors or other members of the public. When reporting a threat of violence, please be as specific and detailed as possible.

All suspicious individuals or activities should also be reported to a district manager as soon as possible. Do not place yourself in peril. If you see or hear a commotion or disturbance near your work station, do not try to intercede or see what is happening.

Northwest Self Storage will promptly and thoroughly investigate all reports of threats of, or actual violence, and of suspicious individuals or activities.

Northwest Self Storage encourages employees to bring their disputes or differences with other employees to the attention of their managers before the situation escalates into potential violence. Northwest Self Storage is eager to assist in the resolution of employee disputes and will not discipline employees for raising such concerns.

SMOKING In keeping with state law and our intent to provide a safe and healthful work environment, smoking (including e-cigarettes and vaping) and all other tobacco products are prohibited throughout the workplace including inside company owned apartments. Tobacco use is also prohibited outside of the buildings within ten feet of all entrances, exits, ventilation systems and windows that can open.

This policy applies equally to all employees, tenants and visitors.

WEAPONS Possession of dangerous or deadly weapons including, but not limited to, any firearms or other weapons; explosive devices and/or hazardous materials on company premises or off company premises while performing job-related duties is strictly prohibited.

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ALCOHOL & DRUG-FREE WORKPLACE

Statement of Policy Northwest Self Storage has a zero tolerance against drugs or alcohol in the workplace. The Company is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any of our employees use drugs on the job, comes to work under the influence, or possesses, distributes or sells alcohol or drugs in the workplace. The term “drug” for purposes of this policy includes prescription drugs that might affect workplace safety, as well as illegal inhalants and illegal drugs under either state and/or federal law. The term “intoxicants” means drugs or alcohol. Marijuana remains illegal under federal law and such is prohibited by this zero tolerance policy.

With these basic objectives in mind, we have established the following zero tolerance policy:

It is a violation of policy for any employee to use, possess, distribute, sell, trade, or offer for sale alcohol or drugs in the workplace, or in circumstances that we believe might adversely affect our operations or safety.

It is a violation of policy for any employee to report to work under the influence of intoxicants, to be in this condition while on company property or in other circumstances we believe might adversely affect our operations or safety.

Violations of this policy subject the employee to disciplinary action up to and including termination.

Reasonable Suspicion Testing Where we have reasonable suspicion that an employee may be under the influence of drugs or alcohol, the employee will be required to submit to testing to determine the presence of alcohol or drugs. The Company reserves the right to determine whether reasonable suspicion for testing exists.

Reasonable suspicion is based on observable, objective evidence that gives the Company a reasonable basis to suspect that the employee may be impaired or affected by drugs or alcohol in the workplace and may include, but is not limited to the following:

• Observed drug or alcohol use during work hours at the workplace, or employee statements or admissions regarding such use; • Apparent physical symptoms of impairment or intoxication;

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• Erratic, unusual or bizarre behavior; • Incoherent or slurred speech or confused mental state; • Odor of alcohol on the body or breath • Unsteady standing or walking • Inability or difficulty completing routine tasks • Disorientation or confusion

Company Social Events As a limited exception, there may be some company social functions or meetings where alcohol may be served, or situations where Company employees or managers are allowed to consume alcohol.

However, such consumption is never a business obligation. Any use of alcohol in these circumstances must be done with extreme moderation and confined to off-duty or evening hours when no further Company work is required.

Prescription Drugs Employees in safety-sensitive positions who are medically authorized to use over-the-counter drugs or prescription drugs which might impair safe job performance are responsible to determine from a physician or pharmacist whether or not the substance is capable of impairing safe job performance.

The employee is on notice of potential impairment either from the drug label or notice/advice from the pharmacist. If use of the drug could impair safe job performance, the employee must report the use of the substance to their district manager prior to beginning work and provide proper written medical authorization from a physician stating that the physician has reviewed the position description and has concluded that it is safe for the employee to perform the essential functions of the position while using such prescribed and/or authorized drugs.

The Company may request follow up information if necessary to ensure your safety and the safety of co-workers. Consistent with federal and state laws, the Company will keep such information confidential.

Failure to provide notification as outlined above may result in disciplinary action up to and including termination. Abuse of prescribed medications and over-the-counter drugs outside of their prescribed or intended use will not be tolerated at the Company.

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PERSONAL PROTECTIVE EQUIPMENT Personal protective equipment (PPE) is considered tools which an employee may need to perform a particular job duty safely. If Northwest Self Storage determines such equipment is required, employees will be provided this equipment at no cost. Examples of PPE range from work gloves or safety glasses to respiratory protection.

Your district manager will indicate whether you are required to use any of the following PPE:

• Head Protection - is required to protect an employee’s head where there is a danger of a head injury from impact and falling or flying objects. • Ear Protection - shall be used as required to protect employees from noise when engineering controls cannot reduce noise to acceptable levels. • Eye and Face Protection - shall be used when exposed to hazards such as flying particles, molten metal, dust, chemicals, gasses, steam, vapors, objects, biological hazards, potentially injurious glare, light or heat radiation, or other potentially harmful exposures which may cause injury to the eye or face. • Foot Protection (safety shoes) - is required to protect employees working in areas where there is a danger of foot injuries due to falling or rolling objects, exposure to piercing the sole or where protection is needed against electrical or chemical hazards. • Gloves and Hand Protection - as required by established standards to protect employees from physical, biological, chemical, radiation, or electrical hazards.

Failure to use required PPE may result in disciplinary action, up to and including termination of employment. Questions regarding the use of PPE should be directed to either your district manager or Human Resources.

INCIDENT REPORTING & PROCEDURES Certain situations involving workplace injuries, property damage, or worker’s compensation claims necessitate timely paperwork and reporting procedures. Please follow the guidelines below.

1. Worker’s Comp Injury Reporting. The following forms are required whenever an employee is injured at work and must be completed within 48 hours of the incident. Following an employee injury, both the supervisor and Safety Rep must be notified immediately.

• Incident Report Form — The employee will complete this. • 801 Form — The employee will complete this. • Supervisor Incident Report — The supervisor or Safety Representative will complete this.

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We will do our best to accommodate an employee’s need for modified duties as a result from a workplace injury.

2. Property damage incident reporting. The following forms are required whenever there is property damage and must be completed within 24 hours of the incident. Following an incident resulting in property damage, the supervisor and Safety Representative must be notified immediately. Paperwork and pictures must be emailed to the leadership team for review and next steps.

• Property Incident Report Form — The manager on duty will complete this. • Supervisor Investigation Form — The supervisor or Safety Representative will complete this. • Incident Report Form — This is only required if the incident also results in an employee injury. If so, the employee involved must complete this form and the steps under Worker’s Comp Injury Reporting must also be followed.

3. Non-Employee Injuries. The following forms are required if an injury takes place involving current or potential tenants, vendors, guests of tenants, or anyone else on property that is not an employee. Forms must be completed within 48 hours of the incident. Following a non-employee injury, both the supervisor and Safety Representative must be notified immediately. Paperwork and pictures must be emailed to the leadership team for review and next steps.

• Incident Report Form — The injured person will complete this. If that is not possible, an employee who witnessed the incident must complete this form to the best of their ability. • Supervisor Investigation Form — The supervisor or Safety Representative will complete this.

48 You’re able to adapt to every person’s unique situation, and we do our best to adapt to yours. Sometimes life brings Leaves of uncertainties and you need time away from Absence work. Know that you’re taken care of. This section includes policies to know in those circumstances. Northwest Self Storage Employee Handbook Leaves of Absence

FMLA/OFLA/WASHINGTON FLA LEAVE Northwest Self Storage recognizes that there are times when you may require a leave of absence from work. Certain reasons for absence will qualify for job protection and benefit continuation under the Family and Medical Leave Act (FMLA), the Oregon Family and Medical Leave Act (OFLA), and the Washington Family and Medical Leave Act (Washington FLA)

Even though these legal leaves are an unpaid benefit, you will be eligible to access your sick, vacation and other accruals to continue your pay. Even if you run out of sick or vacation pay, Northwest Self Storage paid health and life insurance coverage may continue.

A copy of the FMLA/OFLA/Washington FLA poster is provided at the end of this handbook. To apply for one of these leaves, please submit the Leave Request form at least 30 days before your leave begins unless it is an emergency situation. Depending on the type of leave, you may be required to submit one of the applicable certification forms from your healthcare provider.

We use a “rolling forward year” to determine an employee’s FMLA, OFLA, and Washington FLA leave entitlement. This means that we look forward on the calendar for one year from the first day of your leave.

This method tells us if you are eligible for FMLA, OFLA and/or Washington FLA leave and how much of this job-protected time you have available to use. If you are entitled to paid leave under another benefit plan or policy, you must take the paid leave first and your FMLA/OFLA/ Washington FLA leave entitlement will run concurrently.

If you are on an unpaid leave of absence, you will not accrue vacation, sick and holiday benefits during your leave. Your accrual will resume when you return to work. You will continue to accrue these benefits when you are on paid leave (e.g. vacation, sick leave and holidays).

We understand that all this information is complicated and can be difficult to understand. Don’t hesitate to contact Human Resources if you have questions, for the applicable forms or to help you through the process.

WASHINGTON PAID FAMILY & MEDICAL LEAVE Effective January 1, 2019 Northwest Self Storage complies with the new Washington Paid Family and Medical Leave (PFML) insurance program administered by the Washington State Employment Security Department (ESD). Paid Family and Medical Leave is a state-run insurance program that is funded by premiums paid by employees, and those premium assessments begin as of January 1, 2019.

50 Northwest Self Storage Employee Handbook Leaves of Absence

Beginning as of January 1, 2020, an employee who has worked 820 or more hours in the state of Washington during the previous year is generally eligible and may apply for Paid Family and Medical Leave benefits, generally for up to 12 weeks, as needed. The 820 hours of work are cumulative, regardless of the number of employers or jobs someone has during a year. All paid work over the course of the year counts toward the 820 hours, including part-time, seasonal and temporary work. Employees may apply for paid family and medical leave in the following situations:

• When the employee takes time off to bond with a newborn child, newly adopted child, or newly placed foster child under the age of 18, within the 12-month period beginning on the date of birth or placement;

• When the employee has a serious illness or injury;

• When the employee needs to care for a family member (child, grandchild, grandparent, sibling, or spouse of the employee, including a state registered domestic partner) with a serious illness or injury; or

• In connection with certain military-related events, including leave for short-notice deployments, urgent childcare related to military service, and post-deployment activities.

While on leave employees are entitled to partial wage replacement with a weekly minimum of $100 and a weekly maximum of $1000, adjusted annually. An employee’s exact benefit is determined by the employee’s earned wages, the state median income, and other factors.

Employees who experience multiple events in a given year may qualify for up to 16 weeks of paid leave benefits, or up to 18 weeks if the employee experiences a serious health condition with a pregnancy that results in incapacity.

Employees must provide at least 30 days’ advance notice of the need for parental (bonding) leave or leave for an employee’s or family member’s serious health condition, when the need for leave is foreseeable, or as much advance notice as is practicable in other cases. Employees must make a reasonable effort to schedule foreseeable treatments so as not to unduly disrupt the operations of the Company.

These paid leave benefits run concurrently with leave taken under the federal Family and Medical Leave Act (FMLA) and the Washington Family Leave Act (WFLA), when applicable, and employees covered by these laws and the paid leave program are entitled to job restoration when returning from leave. For further details, see the Company’s policies on family and medical leave.

51 Northwest Self Storage Employee Handbook Leaves of Absence

Note that eligible Washington employees may use Paid Sick Leave in other situations related to routine illnesses of the employee or family member, when the workplace or the employee’s child’s school or place of care has been closed by order of a public official for any health-related reason, or for absences that qualify for leave under the Washington Domestic Violence Leave Act. For details, see the Company’s separate Paid Sick Leave policy.

The various Washington employee leave laws and the paid family and medical leave program are complex. This policy provides only basic information. If you have questions about your eligibility and coverage in particular situations, please consult with Human Resources.

DOMESTIC VIOLENCE LEAVE We provide a domestic violence leave of absence without pay to Oregon and Washington employees who wish to take time off from work duties if he/she is a victim of domestic violence, sexual assault or stalking—or is a parent or guardian of a minor child or dependent who is a victim. Eligible employees may choose to use accrued vacation or sick time during this leave, so the leave will be paid.

All information and documentation pertaining to the leave, including the fact you requested or obtained leave, will be kept strictly confidential.

We also provide reasonable safety accommodations to employees who are victims of domestic violence, sexual assault or stalking, including but not limited to transfer, reassignment, a modified schedule or unpaid leave, unless it creates an undue hardship for us.

Contact your district manager or Human Resources for further details or to request leave.

CRIME VICTIMS’ LEAVE Employees who are the victim of a crime may be eligible for unpaid leave in order to assist in the prosecution and trial of the accused. Employees taking qualifying Crime Victims’ Leave may choose to use vacation during this leave, so the leave will be paid.

In order to be eligible to take this leave, you must have worked for the Company at least 25 hours per week for the 180 days immediately preceding the leave. You must also be the victim of the crime.

Please provide no less than three days’ notice to attend a court hearing. Also provide a copy

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of any hearing notice prior to taking the leave.

FAMILY CARE ACT In accordance with the Washington State Family Care Act, Washington employees who are eligible for paid time off, including time allowed under certain disability policies may use the time for family care leave.

Family care leave may be used to care for a child with a health condition that requires supervision or treatment, or to care for a spouse, parent, parent in-law, or grandparent with a serious health or emergency condition.

Employees taking family care leave may use any accrued paid leave. The amount of leave is limited to actual accrued leave; employees cannot take advances on their paid leave to use for leave under this policy.

VETERANS DAY TIME OFF We will provide eligible veterans with unpaid time off upon request on Veterans Day (if they are otherwise scheduled to work). You are eligible if you served on active duty in the Armed Forces for at least six months and received a discharge under honorable conditions.

Employees seeking Veterans Day off should make the request with at least 21 days’ advance notice, and you will have the option of taking this day off as unpaid time or using vacation. Specify which option you prefer at the time you request the day off.

Please contact your district manager for further details or to request leave.

JURY DUTY We encourage employees to fulfill their civic responsibilities by serving jury duty when required. You may request unpaid jury duty leave for the length of absence. If desired, you may use any available paid time off (for example, vacation benefits).

Please show the jury duty summons to your district manager as soon as possible so that they may make arrangements to accommodate your absence. Of course, you are expected to report for work whenever the court schedule permits.

Either Northwest Self Storage or you may request an excuse from jury duty if, in Northwest Self Storage’s judgment, your absence would create serious operational difficulties. We recognize your right to serve on a jury as an important civic duty and will not retaliate or discriminate

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against employees taking jury duty leave.

Vacation, sick leave and holiday benefits will continue to accrue during unpaid jury duty leave.

CIVIC DUTIES In Washington, if an employee’s schedule does not provide two hours of continuous off- duty time during which the polls are open, and they have passed the timeframe to obtain an absentee ballot, the Company will provide up to two hours of paid time off during scheduled work time to allow the employee to vote. Upon return, employees may be required to present a voter’s receipt to their manager.

WITNESS DUTY We encourage employees to appear in court for witness duty when subpoenaed to do so.

If you have been subpoenaed or otherwise requested to testify as a witness by Northwest Self Storage, you will receive paid time off for the entire period of witness duty.

You will be granted unpaid time off to appear in court as a witness when requested by a party other than Northwest Self Storage. You are free to use any available paid leave benefit (such as vacation leave) to receive compensation for the period of this absence.

The subpoena should be shown to your manager immediately after it is received so that operating requirements can be adjusted, where necessary, to accommodate your absence. You are expected to report for work whenever the court schedule permits.

FAMILY MILITARY LEAVE The Company provides up to fifteen days of unpaid leave to employees who work on average at least 20 hours per week and who are the spouse or registered domestic partner of a member of the armed forces of the United States, national guard, or reserves who has been notified of an impending call or order to active duty or has been deployed during a period of military conflict.

This leave is limited to fifteen days per deployment and is available only after the military spouse has been notified of an impending call or order to active duty and is limited to the time before deployment or when the military spouse is on leave from deployment.

54 Northwest Self Storage Employee Handbook Leaves of Absence

Employees requesting leave under this policy should notify Human Resources within 5 days of receiving official notice of an impending call or order to active duty or of a leave from deployment.

Leave under this policy is generally unpaid. However, employees may elect to use their accrued but unused paid leave. In order to use paid leave, an eligible employee must comply with the Company’s normal procedures for the applicable paid-leave policy (e.g., call- in procedures, advance notice).

EMERGENCY VOLUNTEER LEAVE The Company provides reasonable and necessary unpaid leave to employees who serve as volunteer firefighters, reserve officers, or civil air patrol members engaged in an emergency service operation.

Employees must provide advanced notification of the need for leave to Human Resources if possible. If advanced notification is not possible, upon return, employees should provide appropriate certification from a supervisor or acting supervisor of the emergency unit to which the employee belongs, including of the date and time of service and confirming that the volunteer was active and necessary for the emergency response.

Leave under this policy is generally unpaid. However, employees may elect to use their accrued but unused paid leave. In order to use paid leave, an eligible employee must comply with the Company’s normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice).

EMPLOYEE ACKNOWLEDGEMENT I understand that it is my responsibility to read and comply with this Employee Handbook.

Employee Employer

Signature Title

Printed Name Date

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CHANGES AND ADDITIONAL GUIDANCE Your handbook is a general guide to Northwest Self Storage’s current employment policies, forms, procedures and your benefits as an employee of Northwest Self Storage at time of publication. It is informational only, and is not intended to be, and should not be, construed as a contract of employment or a promise of specific treatment in specific situations.

From time to time, we review our policies, procedures and benefits and make revisions based on the need for and desirability of changes, so be sure your copy is updated and maintained. We may at any time change, alter, modify, interpret, apply, add to or delete any provision of this handbook.

If you have additional questions after reading through this handbook, don’t hesitate to reach out to your district manager or to Human Resources. We’re here to support you, so you can show up fully and thrive at Northwest Self Storage.

56 One of the unique perks here at Northwest Self Storage is that full-time managers Housing can live onsite at select properties. With these Policies for great benefits comes great responsibility. If we offered you onsite housing, it means Managers we trust your judgement and know you will treat the Living Onsite property like any other place you’ve called home. Housing Policies for Northwest Self Storage Employee Handbook Managers Living Onsite

To set you up for success, we have created the housing policies in this addendum. We expect you to know these policies inside and out, and to follow them fully.

Once you’ve read through this entire addendum, all you have to do is accept the onsite housing policies with a signature and date, and you’re all set to make Northwest Self Storage your home.

YOUR ONSITE LIVING SUCCESS STARTS HERE

Review and Acceptance: As an employee of Northwest Self Storage, you must accept all terms and conditions spelled out in the Employee Handbook. This housing policies addendum accompanies and amends the Handbook for managers living onsite for the convenience of the Northwest Self Storage property you are managing. By reviewing and accepting these guidelines, you acknowledge that you fully understand the expectations of being an onsite manager and understand your occupancy is conditioned upon employment in and/or about the property you are managing [ORS 90.110(7) and RCW 59.18.040(8)].

ENJOYING YOUR HOME RESPONSIBLY

Use of Apartment: The apartment onsite shall be used and occupied solely by you and your immediate family, exclusively, as a private single family dwelling, and no part of the apartment shall be used at any time during the term of your employment for the purpose of carrying on any business, profession, or trade of any kind, or for any purpose other than as a private single family dwelling. You shall not allow any other person, other than your immediate family, to use or occupy the apartment without first obtaining Northwest Self Storage’s written consent to such use. You shall comply with any and all laws, ordinances, rules and orders of any and all governmental or quasi-governmental authorities affecting the cleanliness, use, occupancy and preservation of the apartment.

Telephone, Computer and Internet Usage: A business telephone and computer are included inside the rental office. They are not for personal use. We make exceptions for real emergencies. If you choose to add a personal telephone or internet service for the residence, you are responsible for covering the expense.

Firearms & Weapons: Northwest Self Storage is clear about prohibiting firearms and weapons in the workplace, in the rental office and on the property. This policy is outlined in the Employee Handbook. We do understand that managers who live onsite might own firearms or weapons, in which case the following requirements apply to any weapon stored in a company- owned apartment:

• The firearm must be permitted and licensed/registered in the employee’s name. In the event the firearm belongs to an individual who has been approved by the Company to live onsite with

58 Housing Policies for Northwest Self Storage Employee Handbook Managers Living Onsite

the employee, that firearm must be permitted and licensed/registered in the name of that individual. Any firearm belonging to someone who is not approved to live in the Company apartment is prohibited.

• Any firearm or weapon must have been legally obtained. • Any firearm or weapon must be stored in the apartment in a locked and secure location away from children, customers and co-workers. • Any firearm or weapon owned by an onsite, resident employee must not be in the rental office at any time, and the employee may not carry the firearm or weapon while on duty in the office or anywhere on the property. Monthly Rent: The full rent amount of $500.00 per month, including the Utility Fee of $75.00 is a payroll deduction and split evenly between the two monthly pay periods. Monthly rent and Utility Fee amounts are subject to change with 60 days’ notice.

Spouse/Domestic Partner and Dependents: If you share this apartment with a spouse or domestic partner who is also a Northwest Self Storage employee, the monthly rent for the apartment will be divided equally between you and your spouse or domestic partner. Any additional people (other than dependents who are minors) not employed by Northwest Self Storage must be pre-approved before occupancy. Occupancy of these third-party residents is entirely up to Northwest Self Storage’s discretion.

Utilities: The monthly Utility Fee of $75.00 : Includes the expense of reasonable use of the apartment’s utilities, including electricity, water, sewer and garbage service in the monthly rent.

Termination: This apartment is the business property of Northwest Self Storage. If your employment ends, you must vacate the apartment within 24 hours unless Northwest Self Storage has approved an alternate timeframe.

Maintenance and Repairs: This is your home—treat it well! You are required to maintain the residence and you must cover any repair costs that are not considered normal wear and tear. Northwest Self Storage has the right to inspect the apartment for these damages at their complete discretion. Several additional expectations include:

59 Housing Policies for Northwest Self Storage Employee Handbook Managers Living Onsite

Maintenance and Repairs: This is your home—treat it well! You are required to maintain the residence and you must cover any repair costs that are not considered normal wear and tear. Northwest Self Storage has the right to inspect the apartment for these damages at their complete discretion. Several additional expectations include:

A. Do not obstruct the driveways, sidewalks, courts, entry ways, stairs and/or halls, which shall be used for the purposes of ingress and egress only; B. Keep all windows, glass, window coverings, doors, locks and hardware in good, clean order and repair; C. Do not obstruct or cover the windows or doors, other than with interior window dressings approved by Northwest Self Storage; D. Do not leave windows or doors in an open position during any inclement weather. Because mold spores are ever-present in the air, the potential for mold exists in living spaces. You shall take all necessary steps to reduce the risk of mold including keeping the premises clean and dry; E. Do not hang any laundry, clothing, sheets, etc., from any window, rail, porch or balcony nor air or dry any of same within any yard area or space; F. Do not cause or permit any locks, buzzers, beepers or hooks to be placed upon any door or window without the prior written consent of Northwest Self Storage; G. Keep all air conditioning filters clean and free from dirt; H. Keep all lavatories, sinks, toilets, and all other water and plumbing apparatus in good order and repair and shall use same only for the purposes for which they were constructed. You shall not allow any sweepings, rubbish, sand, rags, ashes or other substances to be thrown or deposited therein. Any damage to any such apparatus and the cost of clearing stopped plumbing resulting from misuse shall be borne by you; I. Your family and guests shall at all times maintain order in the apartment and at all places on the property, and shall not make or permit any loud or improper noises, or otherwise disturb customers and/or staff of Northwest Self Storage; J. Keep all radios, television sets, stereos, phonographs, etc., turned down to a level of sound that does not annoy or interfere with other customers and/or staff of Northwest Self Storage; K. Deposit all trash, garbage, rubbish or refuse in the locations provided and shall not allow any trash, garbage, rubbish or refuse to be deposited or permitted to stand on the exterior of any building or within the common elements; L. Abide by and be bound by any and all rules and regulations affecting the property or the common area appurtenant thereto which may be adopted or promulgated by Northwest Self Storage having control over them; M. Do not smoke within the rented premises, or within the mini storage and parking areas; N. Do not use patio furniture, patio accessories or outdoor and/or window displays without Northwest Self Storage’s approval. O. The premises are equipped with smoke and carbon monoxide alarms that are in good

60 Housing Policies for Northwest Self Storage Employee Handbook Managers Living Onsite

working order. You shall test these alarms at least once every six months to determine if they are working properly and shall be responsible for replacing dead batteries with new 10-year batteries.

Modifications and Remodeling: Make yourself at home, but don’t go overboard making it your own. You are not allowed to modify, remodel, or change the appearance and/or functionality of this apartment without written consent of Northwest Self Storage.

Outside Laborers/Contractors: You are not allowed to contract or hire any vendor or outside labor, or to perform any activities that would cause a lien to be placed on this Northwest Self Storage property.

Pets: All pets must be pre-approved by Northwest Self Storage, and you are required to pay a nonrefundable deposit of $250 per pet. No deposit is required for a support animal, but Northwest Self Storage may require proof and you are still responsible for damages to the residence caused by the pet. The maximum number of pets per premise is 2. They must be common domesticated animals (such as dogs, cats, or fish), and each weigh less than 30 pounds. You cannot have Rottweilers or Pit Bulls on the property.

As the pet owner, you are responsible for carrying liability insurance to cover any/all property damage or harm/injury caused by your pet. You are also responsible for the total care of your chosen pet/animal. You must keep animals/pets under control at all times, including: proper identification, collars/leash/tags, license, vaccinations, clean-up and any/all care. The same rules apply anytime you are away from the premises.

You must comply with all Oregon and/or Washington as applicable Health and Safety Laws of animals and their ownership. At all times leash and scoop laws must be adhered to, and Duty to Remove Guidelines must be followed. Any fines assessed will be your responsibility. It is unlawful to permit an animal to be at large.

61 Housing Policies for Northwest Self Storage Employee Handbook Managers Living Onsite

Animal Control Law defines dangerous animals as:

• An off-leash animal (leash 8ft maximum) that menaces, chases or displays threatening or aggressive behavior, which threatens or endangers the safety of any person. • An off-leash animal (leash 8ft maximum) that causes physical injury to another domestic animal. • An off-leash animal (leash 8ft maximum) that aggressively bites any person or causes death to any person or other domestic animal. • Renter’s Insurance: This is a must. You understand and agree to purchase and maintain a renter’s insurance policy and provide Northwest Self Storage with proof of insurance. Northwest Self Storage does not require any particular insurance company

OTHER IMPORTANT THINGS TO NOTE

Condition of Premises: You stipulate, represent and warrant that you have examined the apartment, and that they are at the time of this Addendum in good order, repair, and in a safe, clean and tenantable condition.

Assignment and Sub-Letting: You shall not assign nor sub-let nor grant any license to use the apartment or any part thereof without the prior written consent of Northwest Self Storage. A consent by Northwest Self Storage to one such assignment, sub-letting or license shall not be deemed to be a consent to any subsequent assignment, sub-letting or license. An assignment, sub-letting or license without the prior written consent of Northwest Self Storage or an assignment or sub-letting by operation of law shall be absolutely null and void and shall, at Northwest Self Storage’s option, terminate your tenancy.

Amendments: These housing policies may be amended by Northwest Self Storage at any time. If that happens, you will receive the updated policies addendum in writing.

Severability: If any provision of these housing policies is invalid or unenforceable in any respect for any reason, the validity and enforceability of such provision in any other respect and the remaining provisions will not be in any way impaired.

62 Housing Policies for Northwest Self Storage Employee Handbook Washington State Addendum Managers Living Onsite

Entire Agreement: By reviewing and accepting these policies, you understand the entire agreement. This housing policies addendum supersedes all prior understanding and agreements, whether written or oral, among the parties with respect to the subject matter outlined here. Neither party acted as the principal draftsperson, and both parties had the opportunity to review this document with legal counsel.

You, the Employee, agree and will hold Northwest Self Storage, the Employer, harmless from any claim or liability. Employer is not legally responsible for losses to Employee’s personal property or for Employee’s personal liability. Employee agrees to save and hold Employer harmless from any claim for damages for any cause, including leakage from plumbing, roofs, weather, unreported mold or any other water damage.

Employee

Signature Title

Printed Name Date

Employee authorizes Employer to perform a payroll deduction of $500.00 every month for therental of the apartment plus $75.00 for utilities.

Signature

63