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HomeMy WebLinkAbout24043AGREEMENT INFORMATION AGREEMENT NUMBER 24043 NAME/TYPE OF AGREEMENT CHAPMAN PARTNERSHIP, INC. DESCRIPTION GRANT AGREEMENT/PROVIDE SUPPORT TO HOMELESS PROVIDERS & MOVE TOWARDS ZERO HOMELESS/FILE ID: 11161/R-22-0019/MATTER ID: 22-568/#32 EFFECTIVE DATE ATTESTED BY TODD B. HANNON ATTESTED DATE 7/27/2022 DATE RECEIVED FROM ISSUING DEPT. 8/31/2022 NOTE CITY OF MIAMI DOCUMENT ROUTING FOrfIII �1•401 r`'f3 ORIGINATING DEPARTMENT: Human Services DEPT. CONTACT PE'' SON: Michael Roman EXT. 1618 NAME OF OTHER CONTRACTUAL PARTY/ENTITY: Chapman Partnership IS THIS AGREEMENT A RESULT OF A COMPETITIVE PROCUREMENT PROCESS? ❑ YES ® NO TOTAL CONTRACT AMOUNT: S200,000 FUNDING INVOLVED? // YES ❑ NO TYPE OF AGREEMENT: El MANAGEMENT AGREEMENT ❑ PROFESSIONAL SERVICES AGREEMENT ❑ GRANT AGREEMENT ❑ EXPERT CONSULTANT AGREEMENT ❑ LICENSE AGREEMENT ❑ PUBLIC WORKS AGREEMENT ❑ MAINTENANCE AGREEMENT ❑ INTER -LOCAL AGREEMENT El LEASE AGREEMENT ❑ PURCHASE OR SALE AGREEMENT OTHER: (PLEASE SPECIFY): American Rescue Plan Act (ARPA) Funds PURPOSE OF ITEM (BRIEF SUMMARY): Functional Zero Initiative to provide support to homeless providers and move towards zero homeless in the City of Miami COMMISSION APPROVAL DATE: 01/13/2022 FILE ID:11161 ENACTMENT NO.: R-22-0019 IF THIS DOES NOT REQUIRE COMMISSION APPROVAL, PLEASE EXPLAIN: ROUTING INFORMATION Date PLEASE PRINT AND SIGN APPROVAL BY DEPARTMENTAL DIRECTOR 6/17/22 PRINT: William Porro SIGNATURE: 0.24 /B4h6;• SUBMITTED TO RISK MANAGEMENT PRINT: Gomezi Gomez, Frank Digitally signed by SIGNATURFI'ank Date:2022.07.06 09:04:44-04'00' XA SUBMITTED TO CITY ATTORNEY 22 568 7/19/22 PRINT: �—� for SIGNATURE: APPROVAL BY ASSISTANT CITY MANAGER Cj/ZZ 2 z PRINT: ,do.1 it - co kb - 1 SIGNATURE: /NI/ fi APPROVAL BY DEPUTY CITY MANAGER PRINT: SIGNATURE: RECEIVED BY CITY MANAGER ^i / (// I PRINT: SIGNATURE: 1) 2) 3) PRINT: SIGNATURE: PRINT: SIGNATURE: PRINT: SIGNATURE: •RIE °MINA_ 1 ..— ME C@PPY m i AT- '.ftre 1, EMVII�IIlOCi +. B 6Mi L I�ICIL , I' . I N DEP' EifiME% • PLEASE ATTACH THIS ;"OUTING FORIJ3 TO ALL DOCUIV1ENTS THAT REQUIRE EXECUTION BY THE CITY MANAGER City of Miami Legislation Resolution: R-22-0019 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 11161 Final Action Date: 1/13/2022 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), BY A FOUR -FIFTHS (4/5Tt S) AFFIRMATIVE VCTE, AFTER AN ADVERTISED PUBLIC HEARING, RATIFYING, APPROVING, AND CONFIRMING THE CITY MANAGER'S FINDING, ATTACHED AND INCORPORATED AS EXHIBIT "A," THAT COMPETITIVE NEGOTIATION METHODS AND PROCEDURES ARE NOT PRACTICABLE OR ADVANTAGEOUS FOR THE CITY OF MIAMI ("CITY") PURSUANT TO SECTION 18-85(A) OF THE CODE OF THE CITY OF MIAMI, FLORIDA, AS AMENDED; WAIVING THE REQUIREMENTS FOR SAID PROCEDURES; ALLOCATING AMERICAN RESCUE PLAN ACT OF 2021 ("ARPA") FUNDS, ON A REIMBURSEMENT BASIS, IN A TOTAL AMOUNT NOT TO EXCEED THREE MILLION ONE HUNDRED FIFTY THOUSAND DOLLARS ($3,150,000.00) TO THE FOLLOWING ORGANIZATIONS IN THE FOLLOWING NOT -TO -EXCEED AMOUNTS AND FOR THE FOLLOWING ARPA-ELIGIBLE PURPOSES: (I) TWO HUNDRED THOUSAND DOLLARS ($200,000.00) TO THE SUNDARI FOUNDATION, !NC., A FLORIDA NOT FOR PROFIT CORPORATION, ON BEHALF OF LOTUS HOUSE, TO PROVIDE SUPPORT FOR INDIVIDUALS WHO HAVE EXPERIENCED A NEGATIVE ECONOMIC IMPACT FROM THE NOVEL CORONAVIRUS ("COVID-19") PUBLIC HEALTH EMERGENCY BY PROVIDING TRADESMAN, TECH, AND OTHER ARPA-ELIGIBLE JOB TRAINING FOR UNEMPLOYED INDIVIDUALS, (II) TWO HUNDRED THOUSAND DOLLARS ($200,000.00) TO CHAPMAN PARTNERSHIP, INC., A FLORIDA NOT FOR PROFIT CORPORATION, TO PROVIDE SUPPORT FOR INDIVIDUALS WHO HAVE EXPERIENCED A NEGATIVE ECONOMIC IMPACT FROM THE COVID-19 PUBLIC HEALTH EMERGENCY BY PROVIDING TRADESMAN, TECH, AND OTHER ARPA- ELIGIBLE JOB TRAINING FOR UNEMPLOYED INDIVIDUALS, (HI) SEVEN HUNDRED FIFTY THOUSAND DOLLARS ($750,000.00) TO THE MIAMI FOUNDATION FOR MENTAL HEALTH, INC., A FLORIDA NOT FOR PROFIT CORPORATION, FOR SERVICES TO ADDRESS BEHAVIORAL HEALTHCARE NEEDS EXACERBATED BY THE COVID-19 PUBLIC HEALTH EMERGENCY, AND (IV) THE FOLLOWING ALLOCATIONS ARE FOR CAMILLUS HOUSE, INC., A FLORIDA NOT FOR PROFIT CORPORATION: EIGHT HUNDRED THOUSAND DOLLARS ($800,000.00) FOR SUPPORTIVE HOUSING AND OTHER SERVICES FOR INDIVIDUALS EXPERIENCING HOMELESSNESS, FOUR HUNDRED THOUSAND DOLLARS ($400,000.00) FOR THE LAZARUS/MATT TALBOT PROGRAMS FOR SUBSTANCE MISUSE TREATMENT AND MENTAL HEALTH SERVICES, FOUR HUNDRED THOUSAND DOLLARS ($400,000.00) TO PROVIDE SUPPORT FOR INDIVIDUALS WHO HAVE EXPERIENCED A NEGATIVE ECONOMIC IMPACT FROM THE COVID-19 PUBLIC HEALTH EMERGENCY BY PROVIDING CULINARY ARTS AND HOSPITALITY JOB TRANING FOR UNEMPLOYED INDIVIDUALS, AND FOUR HUNDRED THOUSAND DOLLARS ($400,000.00) TO PROVIDE SUPPORT FOR INDIVIDUALS WHO HAVE EXPERIENCED A NEGATIVE ECONOMIC IMPACT FROM THE COVID-19 PUBLIC HEALTH EMERGENCY BY PROVIDING CONSTRUCTION TRADESMAN JOB City of Miami Page 1 of 4 File ID: 11161 (Revision:) Printed On: 1/28/2022 File ID: 11161 Enactment Humber: R-22-0019 TRAINING FOR UNEMPLOYED INDIVIDUALS, PROVIDED THAT THESE ALLOCATIONS ARE APPROVED IN WRITING BY THE CITY'S ARPA CONSULTANT ("CONSULTANT APPROVAL") WHO IS TO BE RETAINED BY THE CITY PURSUANT TO REQUEST FOR QUOTATION NO. 1431386; AUTHORIZING THE CITY MANAGER TO NEGOTIATE AND EXECUTE ANY AND ALL NECESSARY DOCUMENTS, INCLUDING AMENDMENTS, EXTENSIONS, AND MODIFICATIONS, ALL IN FORMS ACCEPTABLE TO THE CITY ATTORNEY, SUBJECT TO COMPLIANCE WITH ALL APPLICABLE FEDERAL, STATE OF FLORIDA, LOCAL, AND CITY LAWS, RULES, AND REGULATIONS, FOR SAID PURPOSE. SPONSOR(S): Mayor Francis X. Suarez, Commissioner Ken Russell, Commissioner Manolo Reyes, Commissioner Christine King WHEREAS, on March 11, 2021, President Joseph R. Biden signed the American Rescue Plan Act of 2021 ("ARPA") into law; and WHEREAS, ARPA is a historic emergency financial relief and investment package that addresses the unprecedented public health and economic crisis of the Novel Coronavirus ("COVID-19") pandemic; and WHEREAS, on June 24, 2021, the City of Miami ("City") accepted $68,819,708.50 from the United States Department of the Treasury pursuant to Resolution No. R-21-0268 and the City expects to receive an additional allocation of $68,819,708.50 in ARPA funds in the year 2022 for a total amount of $137,639,417.00; and WHEREAS, pursuant to Request for Quotation No. 1431386 ("RFQ 1431386"), the City is currently in the process of obtaining ARPA consulting services ("City's Consultant"); and WHEREAS, the City's Consultant will support effective management and oversight of ARPA funding, including consultation for ensuring compliance with all legal, regulatory, and other requirements; and WHEREAS, since the City's Consultant has not been obtained, the approval of these allocations is subject to the written approval by the City's Consultant; and WHEREAS, it is the direction of the City Commission to allocate ARPA funds in a total amount not to exceed three million one hundred fifty thousand dollars ($3,150,000.00) to The Sundari Foundation, Inc., a Florida not for profit corporation, on behalf of Lotus House ("Sundari Foundation"), Chapman Partnership, Inc., a Florida not for profit corporation ("Chapman Partnership"), Miami Foundation for Mental Health, Inc., a Florida not for profit corporation ("Miami Foundation for Mental Health"), and Camillus House, Inc., a Florida not for profit corporation ("Camillus House"), al! as described herein, provided that these allocations are approved in writing by the City's Consultant ("Consultant Approval") who is to be retained by the City pursuant to RFQ 1431386; and WHEREAS, ARPA funds must be obligated by December 31, 2024 and must be spent by December 31, 2026; and WHEREAS, these allocations shall be in compliance with all applicable Federal, State of Florida, local, and City laws, rules, and regulations, including but not limited to ARPA (collectively, "Law"); and City of Miami Page 2 of 4 File ID: 11161 (Revision:) Printed on: 1/28/2022 File ID: 11161 Enactment Number: R-22-0019 WHEREAS, pursuant to Section 18-85(a) of the Code of the City of Miami, Florida, as amended ("City Code"), the City Manager has provided a written finding and recommendation, attached and incorporated as Exhibit "A", that competitive negotiation methods and procedures are not practicable or advantageous for the City's provision of said funds for said purpose and such procedures should be -waived; and WHEREAS, in the event that the City's Consultant reviews these allocations and does not provide the Consultant Approval, then these allocations must return to the City Commission for further clarification and City Commission action; NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY MIAMI, FLORIDA: Section 1. The recitals and findings contained in the Preamble to this Resolution are adopted by reference and incorporated as fully set forth in this Section. Section 2. By a four -fifths (4/5ths) affirmative vote and after an advertised public hearing, the City Manager's finding, attached and incorporated as Exhibit "A," that competitive negotiation methods and procedures are not practicable or advantageous to the City pursuant to Section 18-85(a) of the City Code and waiving the requirements for said procedures is ratified, approved, and confirmed. Section 3. The allocation of ARPA funds, on a reimbursement basis, in a total amount not to exceed three million one hundred fifty thousand dollars ($3,150,000.00) to the following organizations in the following not -to -exceed amounts and for the following ARPA-eligible purposes is approved:1 (i) two hundred thousand dollars ($200,000.00) to the Sundari Foundation to provide support for individuals who have experienced a negative economic impact from the COVID-19 public health emergency by providing tradesman, tech, and other ARPA-eligible job training for unemployed individuals, (ii) two hundred thousand dollars ($200,000.00) to the Chapman Partnership to provide support for individuals who have experienced a negative economic impact from the COVI D-19 public health emergency by providing tradesman, tech, and other ARPA-eligible job training for unemployed individuals, (iii) seven hundred fifty thousand dollars ($750,000.00) to the Miami Foundation for Mental Health for services addressing behavioral healthcare needs exacerbated by the COVID-19 public health emergency, and (iv) the following allocations are for the Camillus House: eight hundred thousand dollars ($800,000.00) for supportive housing and other services for individuals experiencing homelessness, four hundred thousand dollars ($400,000.00) for the Lazarus/Matt Talbot programs for substance misuse treatment and mental health services, four hundred thousand dollars ($400,000.00) to provide support for individuals who have experienced a negative economic impact from the COVID-19 public health emergency by providing culinary arts and hospitality job training for unemployed individuals, and four hundred thousand dollars ($400,000.00) to provide support for individuals who have experienced a negative economic impact from the COVID-19 public health emergency by providing construction tradesman job training for unemployed individuals, provided that the Consultant Approval is issued for all of these allocations, City of Miami Page 3 of 4 File ID: 11161 (Revision:) Printed on: 1/28/2022 File ID: 11161 Enactment Number: R-22-0019 Section 4. Subject to the receipt by the City Manager of the Consultant Approval, the City Manager is authorized' to negotiate and execute any and all necessary documents, including amendments, extensions, and modifications, all in forms acceptable to the City Attorney, subject to compliance with the Law, for said purpose. Section 5. This Resolution shall become effective immediately upon its adoption. APPROVED AS TO FORM AND CORRECTNESS: 1 The herein authorization is further subject to compliance with all legal requirements that may be imposed, including but not limited to those prescribed by applicable City Charter and City Code provisions. City of Miami Page 4 of 4 File ID: 11181 (Revision:) Printed on: 1/28/2022 CITY OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM TO: Arthur Noriega, City Manager DATE: December 23, 2021 FILE: SUBJECT: Waiver - ARPA funds FROM George Mensah, Dir@ for Dpt. of Housing and Community Development REFERENCES: ENCLOSURES: BACKGROUND The City Commission will be considering the approval of the allocation of American Rescue Plan Act of 2021 ("ARPA") funds on a reimbursement basis, in a total amount not to exceed Three Million One Hundred Fifty Thousand Dollars ($3,150,000.00), to the agencies as specified in Exhibit "A," to provide support for individuals who have experienced a negative economic impact from the Covid-19. As these agencies are familiar with the needs of the community and requirements imposed by the City and currently performing the services needed by the City, it would therefore be advantageous to the City to expedite the allocation and waive procurement requirements at this time. Providing these funds to these organizations will allow the city to deal with the homeless issue in an expedited manner since the agencies are already performing such functions, which cannot happen with procurement process, which could take over 30-40 days. RECOMMENDATION In Tight of the above stated, approval of a waiver of the formal requirements of competitive sealed bidding methods as not being practicable or advantageous to the City as set forth in the City Code of Ordinance, as amended, specifically Section 18-85 (A), and the affirmation of these written findings and the forwarding of the same to the City Commission for ratification by a four -fifths vote is respectfully requested. k APPROVED: r Arthur Nbiega, City Manager ❑ DISAPPROVAL: ATKINS Mrs. Marie "Maggie" Gouin Director Office of Management and Budget Miami Riverside Center 444 SW 2nd Avenue, 5th Floor Miami, FL 33130 Atkins North America, Inc. 2001 Northwest 107th Avenue Miami, Florida 33172-2507 Telephone: +1.305.592.7275 www.atkinsglobal.com/northamerica February 28, 2021 Reference: Project Analysis — City of Miami — ARPA (SLFRF) Recommendation for application of ARPA (SLFRF) funds Project Name: Homeless Functional Zero - Chapman Partnership (R-22-0019) Mayors Office Proposed ARPA Funds Amount: $500,000 Proposed Activity for use of Funds: Program/Service & Grant for Non -Profit Mrs. Gouin, We are sending the recommendation for the use of ARPA (SLFRF) funds for the referenced project. The project is part of the Homeless Functional Zero Program — providing services through the Chapman Partnership. The Workforce Trades Program was launched in January 2020 offering individuals experiencing homelessness ages 18 and above short-term, 15-week apprenticeships. Considered a post -secondary alternative to college, the Workforce Trades Program's free, intensive training focuses on sustainable trades relevant to the South Florida economy and is a huge step toward this community's efforts in reducing homelessness to functional zero. Considered an innovative approach in addressing the negative impacts of the public health crisis and related homelessness, the Workforce Trades Program links graduates to nationally recognized certifications in high -demand fields and promotes entry- level employment in living wage jobs. Based on the information and documentation provided by the City's Office of Management and Budget and the Mayor's Office. the project Homeless Functional Zero - Chapman Partnership is eligible for the use of ARPA (SLFRF) funds under the Department of Treasury Final Rule, Expenditure Category 2.34 — Negative Economic Impacts: Assistance to Impacted Nonprofit Organizations, contingent upon additional considerations and requirements being met. Under the SLFRF program, funds must be used for costs incurred on or after March 3, 2021. Further, funds must be obligated by December 31, 2024, and expended by December 31, 2026. This time period, during which recipients Page 1 of 2 ATKINS can expend SLFRF funds, is the "period of performance. For considerations and requirements details go to the Project Analysis, here attached. The ARPA (SLFRF) funds, in the amount of $500,000, can be allocated for the Workforce Trades Program. Please review and contact us with any questions you may have. Jamelyn Austin Trucks, CFM, PMP, CGM ARPA Consultant, Subject Matter Expert Senior Project Manager, Land Planning Lead Enclosures as noted. Page 2 of 2 Project Analysis — City of Miami — ARPA (SLFRF) Office of the Mayor Project Title Homeless Functional Zero - Chapman Partnership (R-22-0019) Project No. (e-Builder) N/A Total Project Cost $500,000 Proposed ARPA Funding $200,000 in year 1 and $300,000 in year 2 Project Type • Program/Service • Grant for Nonprofit Project Status • In Progress Project Estimated Completion Program launch anticipated October 2022 Eligible Use Support the COVID-19 public health and economic response by addressing COVID-19 and its impact on public health as well as addressing economic harms to households, small businesses, nonprofits, impacted industries, and the public sector. Project Expenditure Category 2.34 — Negative Economic Impacts: Assistance to Impacted Nonprofit Organizations Project Justification (short - SOW) The project is part of the Homeless Functional Zero Program — providing services through the Chapman Partnership. The Workforce Trades Program was launched in January 2020 offering individuals experiencing homelessness ages 18 and above short-term, 15-week apprenticeships. Considered a post- secondary alternative to college, the Workforce Trades Program's free, intensive training focuses on sustainable trades relevant to the South Florida economy and is a huge step toward this community's efforts in reducing homelessness to functional zero. Considered an innovative approach in addressing the negative impacts of the public health crisis and related homelessness, the Workforce Trades Program links graduates to nationally recognized certifications in high -demand fields and promotes entry-level employment in living wage jobs. Project timeline includes: •Contracting with an educational institution (March 2022); •Infrastructure investment at Chapman North to create the Cyber Hub Lab (est. August 2022); •Recruitment of the first cohort of participants (est. September —October 2022); and •Program launch of first cohort (est. October 2022), with succeeding cohorts launched following graduation of the preceding cohort. Eligible (Y/N) Yes, Project is considered eligible under Department of Treasury Final Rule, contingent upon the below additional considerations and requirements being met. Additional Information needed • Detailed description of the purpose of the funding and costs to be covered with ARPA funding. • Provide procurement information for reporting purposes Next Steps Atkins to evaluate program description and review activities/costs to be funded under the ARPA (SLFRF) funding. QC Completed (Name/Date) Jamelyn Trucks 02/28/2022 Additional Considerations/Program Requirements: • Under the SLFRF program, funds must be used for costs incurred on or after March 3, 2021. Further, funds must be obligated by December 31, 2024, and expended by December 31, 2026. This time period, during which recipients can expend SLFRF funds, is the "period of performance." • ARPA funds can be used to provide additional funding for projects in progress prior to 3/3/2021, however only activities initiated AFTER 3/3/2021 are eligible for ARPA funds. • Ensure that the City of Miami Procurement Process meets Office of Management and Budget procurement standards set forth in 2 CFR 200.316-320. • Expenditure Category 2.34 — Negative Economic Impacts: Assistance to Impacted Nonprofit Organizations — Requires the following additional reporting: o Recipients must identify the amount of total funds that area allocated to evidence - based interventions. • Expenditure Category 2.7-Negative Economic Impacts: Job Training Assistance — Requires the following additional reporting: o Recipients must identify the amount of total funds that area allocated to evidence - based interventions. o Recipients must report on whether projects are primarily serving disadvantaged communities. Responding to Public Health and Economic Impacts of COVID-19 To assess eligible uses of funds in this category, recipients should (1) identify a COVID-19 public health or economic impact on an individual or class (i.e., a group) and (2) design a program that responds to that impact. Responses should be related and reasonably proportional to the harm identified and reasonably designed to benefit those impacted. The final rule recognizes that the pandemic caused broad -based impacts that affected many communities, households, and small businesses across the country; for example, many workers faced unemployment and many small businesses saw declines in revenue. The final rule describes these as "impacted" households, communities, small businesses, and nonprofits. At the same time, the pandemic caused disproportionate impacts, or more severe impacts, in certain communities. For example, low-income and underserved communities have faced more severe health and economic outcomes like higher rates of COVID-19 mortality and unemployment, often because pre- existing disparities exacerbated the impact of the pandemic. The final rule describes these as "disproportionately impacted" households, communities, small businesses, and nonprofits Negative Economic Impacts Required programmatic Data — EC 2.7 - Information listed must be provided in each report: • Number of workers enrolled in sectoral job training programs • Number of workers completing sectoral job training programs • Number of people participating in summer youth employment programs Job Training Pg. 116-118: Assistance to Unemployed and Underemployed Workers The interim final rule included assistance to unemployed workers as an enumerated eligible use, including "services like job training to accelerate rehiring of unemployed workers." Treasury provided further guidance, based on recipient questions after the interim final rule, that eligible uses under this section also include "other efforts to accelerate rehiring and thus reduce unemployment, such as childcare assistance, assistance with transportation to and from a jobsite or interview, and incentives for newly employed workers[,]" as well as assistance to unemployed workers seeking to start small businesses. Finally, further guidance also provided that "public jobs programs, subsidized employment, combined education and on-the-job training programs, or job training to accelerate rehiring or address negative economic or public health impacts experienced due to a worker's occupation or level of training" are all enumerated eligible uses as assistance to unemployed or underemployed workers. The interim final rule defined eligible beneficiaries of assistance as "individuals who want and are available for work, including those who have looked for work sometime in the past 12 months or who are employed part time but who want and are available for full-time work." This definition is based on definitions used by the Bureau of Labor Statistics to define individuals currently unemployed, as well as persons marginally attached to the labor force and working part-time for economic reasons.176 The latter two classifications are types of labor underutilization, or "underemployed" workers.177 Finally, the interim final rule specified that assistance to unemployed workers included both workers who lost their job during the pandemic and resulting recession and workers unemployed when the pandemic began who saw further deterioration of their economic prospects due to the pandemic. Treasury confirmed that job fairs or grants to businesses to hire underserved workers are eligible uses under this section. Treasury is also enumerating that job and workforce training centers are eligible capital expenditures, so long as they adhere to the standards and presumptions detailed in the section Capital Expenditures in General Provisions: Other. The final rule maintains the definition of eligible beneficiaries, which is aligned with the Bureau of Labor Statistics' definitions of unemployed workers and other labor underutilization, using a common, widely known definition that incorporates a broad group of individuals both unemployed, or whose skills are otherwise underutilized in the labor market. In addition, recognizing that the pandemic has generated broad workforce disruption, in the final rule, Treasury is making clear that recipients may provide job training or other enumerated types of assistance to individuals that are currently employed but are seeking to move to a job that provides better opportunities for economic advancement, such as higher wages or more opportunities for career advancement. CITY OF MIAMI, FLORIDA OFFICE OF MANAGEMENT AND BUDGET THE AMERICAN RESCUE PLAN ACT OF 2021 ("ARPA") GRANT FUNDING AGREEMENT This Agreement (hereinafter the "Agreement") is entered into this day of , 2022, between the City of Miami, a municipal corporation of the State of Florida (hereinafter the "CITY"), & Chapman Partnership, Inc. a Florida Not for Profit Corporation (hereinafter referred to as the "PROVIDER"). FUNDING SOURCE: United States Department of the Treasury CFDA# (If applicable): AMOUNT: , $ 200,000.00 TERM OF AGREEMENT: See Section 3.2 PROJECT NUMBER: DUNS® NUMBER: AGENCY'S ADDRESS: 1550 N Miami Avenue Miami, FL 33136 1 WITNESSETH WHEREAS, the scope of services described in the Agreement are authorized through the Act and the Resolution, with funding from the United States Department of the Treasury; and WHEREAS, the City Commission of the City of Miami authorized the City Manager to execute the necessary agreements with the PROVIDER so that PROVIDER can provide support for individuals who have experienced a negative economic impact from the COVID-19 public health emergency by providing tradesman, tech, and other ARPA-eligible job training for unemployed individuals; and WHEREAS, the parties hereto have agreed to the terms and conditions set forth herein; NOW, THEREFORE, in consideration of the mutual covenants and obligations herein set forth, the parties understand and agree as follows: 1.1 EXHIBITS. Exhibits: Exhibit A Exhibit B Exhibit C Exhibit D Exhibit E Exhibit F Exhibit G Exhibit H ARTICLE I EXHIBITS AND DEFINITIONS Attached hereto and forming a part of this Agreement are the following Corporate Resolution Authorizing Execution of this Agreement Scope of Services Compensation and Budget Summary Certification Regarding Lobbying Form Certification Regarding Debarment, Suspension and other Responsibility Matters (Primary Covered Transactions Form) Crime Entity Affidavit Insurance Requirements Programmatic Reporting Requirements 1.2 DEFINED TERMS. As used herein the following terms shall mean: Funds: The $200,000.00 paid to PROVIDER in exchange for PROVIDER completing the activities described in the Scope of Services set forth in Exhibit B. 2 Agreement Records: Any and all books, records, documents, information, data, papers, letters, materials, and computerized or electronic storage data and media, whether written, printed, computerized, electronic or electrical, however collected or preserved, which is or was produced, developed, maintained, completed, received or compiled by or at the direction of the PROVIDER or any subcontractor in carrying out the duties and obligations required by the terms of this Agreement, including, but not limited to, financial books and records, ledgers, drawings, maps, pamphlets, designs, electronic tapes, computer drives and diskettes or surveys. CFR: Code of Federal Regulations. Department: The City of Miami Office of Management and Budget or its designee. Federal Award: Any federal funds received by the PROVIDER from any source during the period of time in which the PROVIDER is performing the obligations set forth in this Agreement. Program: CITY's Homeless Functional Zero Program which is pursuant to the American Rescue Plan Act of 2021, Pub. L. No. 117-2 (March 11, 2021) (the "Act"), 31 CFR Part 35 ("Final Rule"), and by City of Miami's City Commission through Resolution No. R-22-0019 (the "Resolution") with funding from the United States Department of the Treasury Treasury: The United States Department of the Treasury. ARTICLE II BASIC REQUIREMENTS The following documents must be approved by the CITY and must be on file with the Department prior to the CITY's execution of this Agreement: 2.1 The Scope of Services submitted by the PROVIDER to the CITY which shall become attached hereto as Exhibit "B" to this Agreement and shall include the following: 2.1.1 The description section shall detail the activities and/or services to be carried out by the PROVIDER and the goals of the activities and/or services being provided. It should specifically describe the activities and/or services to be carried out as a result of the expenditure of Funds. Where appropriate it should list measurable objectives, provide metrics, define the who, what, where and when of the services and/or project, and in general detail how these activities will ensure that the intended beneficiaries will be served. 3 2.1.2 The schedule should provide projected milestones and deadlines for the accomplishment of tasks in carrying out the Scope of Services. These projected milestones and deadlines are a basis for measuring actual progress during the term of this Agreement. These items shall be in sufficient detail to provide a sound basis for the CITY to effectively monitor performance by the PROVIDER under this Agreement. 2.1.3 A Statement of Need should be provided and, if available, it is recommended to provide any applicable data and source citations for said data. 2.1.4 The Scope of Services should provide a Project/Program Objective which shall include the population being served and any applicable and available demographic information. 2.1.5 Identify any key factors of the Scope of Services that, demonstrate why the activities and/or services are eligible for ARPA Funding. 2.1.6 If the Scope of Services uses evidence -based interventions, the PROVIDER must provide the evidence base for the interventions that are ARPA funded. PROVIDER shall identify the total dollar amount of the Award allocated towards evidence -based interventions in the Budget Summary identified in Section 2.2 of this Agreement. 2.1.7 The PROVIDER shall include an estimated project timeline for the activities and/or services identified in the Scope of Services. Said project timeline shall be in accordance with Section 3.2 of this Agreement. 2.2 The Budget Summary attached hereto as Exhibit "C", including the PROVIDER's Itemized Budget, Cost Allocation, Budget Narrative, Staff Salaries Schedule and a copy of all subcontracts. 2.3 A list of the PROVIDER's present officers and members of the Board (names, addresses, and telephone numbers.) 2.4 A list of key staff persons (with their titles) who will carry out the Scope of Services. 2.5 Completion of an Authorized Representative Statement, in a form acceptable to the CITY. 2.6 Completion of a Statement of Accounting System. 2.7 A copy of the PROVIDER's corporate personnel policies and procedures. 2.8 Job description and resumes for all positions funded in whole or in part under this Agreement. 2.9 Copy of the PROVIDER's last federal income tax return (IRS Form 990). 2.10 The following corporate documents: (i) Bylaws, resolutions, and incumbency certificates for the PROVIDER, certified by the PROVIDER's Corporate Secretary, authorizing the consummation of the transactions contemplated hereby, all in a form satisfactory to the CITY. 2.11 Acceptance of federal requirements applicable to the Program under 2 CFR Part 200, Uniform Administrative Requirements, Cost Principles, and Audit Requirements for 4 Federal Awards; acceptance of the requirements contained under the Act and Lead Based Paint regulations under 24 CFR Part 35. 2.12 ADA Requirements. 2.13 Drug Free Certification. 2.14 All other documents reasonably required by the CITY. ARTICLE III TERMS AND PROCEDURES 3.1 CITY AUTHORIZATION. For the purpose of this Agreement, the Department will act on behalf of the CITY in the fiscal control, programmatic monitoring and modification of this Agreement, except as otherwise provided in this Agreement. 3.2 EFFECTIVE DATE AND TERM: The effective date of this Agreement is the date that the City Clerk signs this Agreement ("Effective Date"). The term of this Agreement shall commence on the Effective Date and shall expire one (1) year thereafter unless extended per written agreement by both parties. Pursuant to the Final Rule, the funds must be expended by December 31, 2026 and therefore this Agreement shall not be extended beyond said date. The term of this Agreement may be amended, modified, or subject to termination in the event the Final Rule amends the timeframe for which the funds must be expended. 3.3 OBLIGATIONS OF PROVIDER. The PROVIDER shall carry out the services and activities as prescribed in its Scope of Services, attached hereto and incorporated herein as Exhibit "B" ("Scope of Services"), which is attached and incorporated herein and made a part of this Agreement, in a manner that is lawful, and satisfactory to the CITY, and in accordance with the written policies, procedures, and requirements as prescribed in this Agreement, and as set forth by the Treasury and the CITY. 3.4 POLICIES AND PROCEDURES. This Agreement is subject to the current Federal requirements and/or regulations under the Act or otherwise, as may be amended. The PROVIDER is aware of and accepts the Act, the Final Rule, and the Programmatic Reporting Requirements, which is attached hereto and incorporated herein as Exhibit "H," (collectively, "Policies and Procedures"), as the official documents that outline the fiscal, administrative, and federal guidelines that shall regulate the day-to-day operations of the PROVIDER. The Policies and Procedures are incorporated herein and made part of this Agreement. The CITY reserves the right to update the Policies and Procedures, or any portion thereof, in the CITY's sole and absolute discretion. The updated version(s) of the Policies and Procedures shall be incorporated and made a part of this Agreement. 3.5 LEVEL OF SERVICE. Should start-up time for the Scope of Services be required or in the event of the occurrence of any delays in the activities thereunder, the PROVIDER shall 5 immediately notify the Department in writing, giving all pertinent details and indicating when the Scope of Services shall begin and/or continue. It is understood and agreed that the PROVIDER shall maintain the level of activities and expenditures in existence prior to the execution of this Agreement. Any activities funded through or as a result of this Agreement shall not result in the displacement of employed workers, impair existing agreements for services or activities, or result in the substitution of funds allocated under this Agreement for other funds in connection with work which would have been performed in the absence of this Agreement. 3.6 PRIOR APPROVAL. The PROVIDER shall obtain the prior approval of the CITY prior to undertaking any of the following with respect to the project and/or the Scope of Services: • The addition of any positions not specifically listed in the approved Itemized Budget. • The modification or addition of any job descriptions. • The purchase of any non -expendable personal property. • The disposition of any real property, expendable personal property or any non - expendable personal property. • Any out-of-town travel not specifically listed in the Itemized Budget. • The use of Funds in any manner not specifically listed in the Itemized Budget. • Any proposed Solicitation Notice, Invitation for Bids, and Request for Proposals. • The disposal of any Agreement Records. ARTICLE IV FUNDING AND DISBURSEMENT REQUIREMENTS 4.1 COMPENSATION. The amount of compensation payable by the CITY to the PROVIDER shall be pursuant to the rates, schedules and conditions described in Exhibit "C" attached hereto and incorporated into this Agreement. 4.2 INSURANCE. At all times during the term hereof, the PROVIDER shall maintain insurance acceptable to the CITY. Prior to commencing any activity under this Agreement, the PROVIDER shall furnish to the CITY original certificates of insurance indicating that the PROVIDER is in compliance with the provisions described in Exhibit "G" attached hereto, and incorporated into this Agreement. 4.3 FINANCIAL ACCOUNTABILITY. The CITY reserves the right to audit the records of the PROVIDER at any time during the performance of this Agreement and for a period of five (5) years after its expiration/termination. The PROVIDER agrees to provide all financial and other applicable records and documentation of services to the CITY. Any payment made shall be subject to reduction for amounts included in the related invoice which are found by the CITY, on the basis of such audit and at its sole discretion, not to constitute reasonable and necessary expenditures. Any payments made to the PROVIDER are subject to reduction for overpayments on previously submitted invoices. 4.4 RECAPTURE OF FUNDS. The CITY reserves the right to recapture Funds in the event that the PROVIDER shall fail: (i) to comply with the terms of this Agreement, or (ii) to accept 6 conditions imposed by the CITY at the direction of the federal, state, and local governments and/or agencies. 4.5 CONTINGENCY CLAUSE. Funding pursuant to this Agreement is contingent on the availability of funds and continued authorization for Program activities, and is also subject to amendment or termination due to lack of funds or authorization, reduction of funds, and/or changes in rules, laws, federal guidance, rules, laws, and regulations. ARTICLE V AUDIT REQUIREMENTS 5.1 As a necessary part of this Agreement, the PROVIDER shall adhere to the following audit requirements: 5.1.1 If the PROVIDER expends $750,000 or more in federal funds during its fiscal year, it shall have a Single or a Program -Specific Audit conducted for that year. Such Audit must be conducted in accordance with General Accepted Government Auditing Standards (GAGAS.) a) Single Audit. A single audit must be conducted in accordance with the applicable requirements of 2 CFR 200.514 "Scope of Audit", except when the PROVIDER elects to have a Program -Specific Audit conducted in accordance with paragraph b) of this section. b) Program -Specific Audit. When a PROVIDER expends Federal Awards under only one federal program and the federal program's statutes, regulations, or the terms and conditions of the Federal Award do not require a financial statement audit of the PROVIDER, the PROVIDER may elect to have a Program -Specific Audit conducted in accordance with the applicable requirements of 2 CFR 200.507 "Program -Specific Audits". The auditor must: (i) Perform an audit of the fmancial statement(s) for the Federal program in accordance to GAGAS; (ii) Obtain an understanding of internal controls and perform tests of internal controls over the Federal program consistent with the applicable requirements of 2 CFR 200.514(c) to ensure compliance with procedures; (iii) Perform procedures to determine whether the PROVIDER has complied with Federal statutes, regulations, and- the terms and conditions of Federal Awards that could have a direct and material effect on the Federal program consistent with the applicable requirements of 2 CFR 200.514(d); 7 (iv) Follow up on prior audit findings, perform procedures to assess the reasonableness of the summary schedule of prior audit fmdings prepared by the PROVIDER in accordance with the applicable requirements of 2 CFR 200.511 "Audit findings follow-up", and report, as a current year audit finding, when the auditor concludes that the summary schedule of prior audit findings materially misrepresents the status of any prior audit finding; and (v) Report any audit findings consistent with the applicable requirements of 2 CFR 200.516 "Audit fmdings". The auditor's report(s) must state that the audit was conducted in accordance with the applicable requirements of 2 CFR 200.507 "Program -Specific Audits" and include the following: (i) An opinion (or disclaimer of opinion) as to whether the financial statement(s) of the Federal program is presented fairly in all material respects in accordance with the stated accounting policies; (ii) A report on internal control related to the Federal program, which must describe the scope of testing of internal control and the results of the tests; (iii) A report on compliance which includes an opinion (or disclaimer of opinion) as to whether the PROVIDER complied with laws, regulations, and the terms and conditions of Federal Awards which could have a direct and material effect on the Federal program; and (iv) A schedule of findings and questioned costs for the Federal program that includes a summary of the auditor's results relative to the Federal program in a format consistent with 2 CFR 200.515 "Audit reporting", paragraph (d)(1) and fmdings and questioned costs consistent with the requirements of 2 CFR 200.515 "Audit reporting", paragraph (d)(3). 5.1.2 If the PROVIDER expends less than $750,000 in federal funds during its fiscal year, it is exempted from federal audit requirements for that year and consequently the audit cost is not a reimbursable expense. The CITY, however, may request the PROVIDER to have a limited scope audit for monitoring purposes. These limited scope audits will be paid for and arranged by the CITY and address only one or more of the following types of compliance requirements: activities allowed or unallowed; allowable costs/cost principles; eligibility; matching, level of effort, earmarking; and, reporting. All reports presented to the CITY shall, where applicable, include sufficient information to provide a proper perspective for judging the prevalence and consequences of the findings, such as whether an audit finding represents an isolated instance or a systemic problem. Where appropriate, instances identified shall be related to the universe and the number of cases examined and quantified in terms of dollar value. 8 ARTICLE VI RECORDS AND REPORTS 6.1 The PROVIDER shall establish and maintain sufficient records to enable the CITY to determine whether the PROVIDER has met the requirements of the Program. At a minimum, the following records shall be maintained by the PROVIDER: 6.1.1 Records providing a full description of each activity assisted (or being assisted) with Funds, including its location (if the activity has a geographical locus), the amount of Funds budgeted, obligated and expended for the activity, and the specific provision in the Program regulations under which the activity is eligible. 6.1.2 Records demonstrating that client meet eligibility criteria set forth in the Policies and Procedures and the Resolution, and that such information is provided in the form required in same. 6.1.3 Equal Opportunity Records containing: (i) Data on the extent to which each racial and ethnic group and single - headed households (by gender of household head) have applied. for, participated in, or benefited from, any program or activity funded in whole or in part with. Funds. Such information shall be used only as a basis for further investigation relating to compliance with any requirement to attain or maintain any particular statistical measure by race, ethnicity, or gender in covered programs. (ii) Financial records, in accordance with the applicable requirements of the Final Rule. 6.1.4 Records required to be maintained in accordance with other applicable laws and regulations set forth in the Final Rule. 6.2 RETENTION AND ACCESSIBILITY OF RECORDS. 6.2.1 The Department shall have the authority to review the PROVIDER' s records, including project and programmatic records and books of account, for a period of five (5) years from the expiration/termination of this Agreement (the "Retention Period"). All books of account and supporting documentation shall be kept by the PROVIDER at least until the expiration of the Retention Period. The PROVIDER shall maintain records sufficient to meet the requirements of the Final Rule. All records and reports required herein shall be retained and made accessible as provided thereunder. The PROVIDER further agrees to abide by Chapter 119, Florida Statutes, as the same may be amended from time to time, pertaining to public records. The PROVIDER shall ensure that the Agreement Records shall be at all times subject to and available for full access and review, 9 inspection and audit by the CITY, federal personnel and any other personnel duly authorized by the CITY. The parties hereto further agree that any of the obligations in this section will survive the term, termination, and cancellation hereof. IF PROVIDER HAS QUESTIONS REGARDING THE APPLICATION OF CHAPTER 119, FLORIDA STATUTES, TO PROVIDER'S DUTY TO PROVIDE PUBLIC RECORDS RELATING TO THIS AGREEMENT AS A PUBLIC CONTRACT, PLEASE CONTACT THE CITY'S CUSTODIAN OF PUBLIC RECORDS AT TELEPHONE NUMBER 305-416-1800, EMAIL: PUBLICRECORDS@MIAMIGOV.COM, AND MAILING ADDRESS: PUBLIC RECQRDS C/O OFFICE OF THE CITY ATTORNEY, 9TH FLOOR, MIAMI RIVERSIDE CENTER, 444 S.W. 2ND AVENUE, MIAMI, FLORIDA 33130 OR THE DEPARTMENT'S CUSTODIAN OF RECORDS AT THE OFFICE OF MANAGEMENT AND BUDGET, 444 SW 2ND AVENUE, 5TH FLOOR, MIAMI, FL 33130. 6.2.2 The PROVIDER shall include in all the Department approved subcontracts used to engage subcontractors to carry out any eligible substantive project or programmatic activities, as such activities are described in this Agreement and defined by the Department, each of the record -keeping and audit requirements detailed in this Agreement. The Department shall in its sole discretion determine when services are eligible substantive project and/or programmatic activities and subject to the audit and record -keeping requirements described in this Agreement. 6.2.3 If the CITY or the PROVIDER has received or given notice of any kind indicating any threatened or pending litigation, claim or audit arising out of the activities pursuant to the project, the activities and/or. the Scope of Services or under the terms of this Agreement, the Retention Period shall be extended until such time as the threatened or pending litigation, claim or audit is, in the sole and absolute discretion of the Department fully, completely and finally resolved. 6.2.4 The PROVIDER shall notify the Department in writing both during the term of this Agreement and after its expiration/termination as part of the final close-out procedure, of the address where all Agreement Records will be retained. 6.2.5 The PROVIDER shall obtain the prior written consent of the Department to the disposal of any Agreement Records within one year after the expiration of the Retention Period. 6.3 PROVISION OF RECORDS. 10 6.3.1 At any time upon request by the Department, the PROVIDER shall provide all Agreement Records to the Department. The requested Agreement Records shall become the property of the Department without restriction, reservation, or limitation on their use. The Department shall have unlimited rights to all books, articles, or other copyrightable materials developed in the performance of this Agreement. These rights include the right of royalty -free, nonexclusive, and irrevocable license to reproduce, publish, or otherwise use, and to authorize others to use, the Scope of Services for public purposes. 6.3.2 If the PROVIDER receives funds from, or is under regulatory control of, other governmental agencies, and those agencies issue monitoring reports, regulatory examinations, or other similar reports, the PROVIDER shall provide a copy .of each such report and any follow-up communications and reports to the Department immediately upon such issuance, unless such disclosure would be prohibited by any such issuing agency. 6.4 MONITORING. The PROVIDER shall permit the Department and other persons duly authorized by the CITY or Department to inspect all Agreement Records, facilities, goods, and activities of the PROVIDER which are in any way connected to the activities undertaken pursuant to the terms of this Agreement, and/or interview any clients, employees, subcontractors or assignees of the PROVIDER. Following such inspection or interviews, the Department will deliver to the PROVIDER a report of its findings. The PROVIDER will rectify all deficiencies cited by the Department within the specified period of time set forth in the report or provide the Department with a reasonable justification for not correcting the same. The Department will determine in its sole and absolute discretion whether or not the PROVIDER's justification is acceptable. At the request of the CITY, the PROVIDER shall transmit to the CITY written statements of the PROVIDER's official policies on specified issues relating to the PROVIDER's activities. The CITY will carry out monitoring and evaluation activities, including visits and observations by CITY staff. The PROVIDER shall ensure the cooperation of its employees and its board members in such efforts. Any inconsistent, incomplete, or inadequate information either received by the CITY or obtained through monitoring and evaluation by the CITY, shall constitute cause for the CITY to terminate this Agreement. 6.5 RELATED PARTIES. The term "related -party transaction" includes, but is not limited to, a for -profit or nonprofit subsidiary or affiliate organization, an organization with an overlapping board of directors and an organization for which the PROVIDER is responsible for appointing memberships. Upon forming the relationship or if already formed, before of at the time of execution of this Agreement, the PROVIDER shall report such relationship to the Department. Any supplemental information shall be promptly reported to the Department. The PROVIDER shall report to the Department the name, purpose for and any and all other relevant information in connection with any related -party transaction. 11 6.6 PROGRESS REPORTS. The PROVIDER shall submit to the CITY, on a quarterly basis, a Scope of Services status report. ARTICLE VII OTHER PROGRAM REQUIREMENTS 7.1 The PROVIDER shall maintain current documentation that its activities are Program eligible in accordance with the Policies and Procedures and the Resolution. 7.2 The PROVIDER shall ensure and maintain documentation that conclusively demonstrates that each activity assisted in whole or in part with Funds is an activity which provides benefit to eligible Program applicants under the Actand the Resolution. 7.3 The. PROVIDER shall comply with all applicable provisions of the Policies and Procedures and the Resolution and the PROVIDER shall carry out each activity in compliance with. all applicable federal, state, and local laws, rules, and regulations described therein. PROVIDER acknowledges that it may be required to comply with additional requirements imposed by the Treasury and/or the CITY, and PROVIDER agrees to comply with such requirements upon written notice from the CITY. 7.4 The PROVIDER shall cooperate with the Department in attending meetings at the request of the Department and to provide information as requested or required to the Department. 7.5 OMITTED. 7.6 NON-DISCRIMINATION. The PROVIDER shall not discriminate on the basis of race, color, national origin, sex, religion, age, marital or family status or handicap in connection with the activities and/or the Scope of Services or its performance under this Agreement. Furthermore, the PROVIDER agrees that no otherwise qualified individual shall, solely by reason of his/her race, sex, color, creed, national origin, age, marital status, sexual orientation or handicap, be excluded from the participation in, be denied benefits of, or be subjected to discrimination under any program or activity receiving Funds. 7.7 The PROVIDER shall carry out its Scope of Services in compliance with all federal laws and regulations, state statutes, and local laws. 7.8 OMITTED. 7.9 UNIFORM ADMINISTRATIVE REQUIREMENTS. The PROVIDER shall comply with the requirements and standards of 2 CFR 200, "Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards", as set forth under Subpart D—"Post Federal Award Requirements" and Subpart E—"Cost Principles." 7.10 RELIGIOUS ORGANIZATIONS/CONSTITUTIONAL PROHIBITION. If the PROVIDER is or was created by a religious organization, the PROVIDER agrees that all Funds disbursed under this Agreement shall be subject to the conditions, restrictions, and limitations of the Act and allapplicable laws. 12 In accordance with the First Amendment of the United States Constitution, particularly regarding the relationship between church and State, Funds may not be used for religious activities. The PROVIDER shall comply with those requirements and prohibitions when entering into subcontracts. 7.11 REVERSION OF FUNDS. Upon expiration/termination of this Agreement, the PROVIDER must transfer to the CITY any unused Funds at the time of expiration/termination and any accounts receivable attributable to the use of Funds. 7.12 ENFORCEMENT OF THIS AGREEMENT. Any violation of this Agreement that remains uncured thirty (30) days after the PROVIDER' s receipt of notice from the CITY (by certified or registered mail) of such violation may, at the option of the CITY, be addressed by an action for damages or equitable relief, or any other remedy provided at law or in equity. In addition to the remedies of the CITY set forth herein, if the PROVIDER fails to comply with the terms of this Agreement, the CITY may suspend or terminate this Agreement in accordance with Article X of this Agreement. 7.13 SUBCONTRACTS AND ASSIGNMENTS. 7.13.1 The PROVIDER shall ensure that all subcontracts and assignments: (a) Identify the full, correct, and legal name of all parties; (b) Describe the activities to be performed; (c) Present a complete and accurate breakdown of its price components; (d) Incorporate a provision requiring compliance with all applicable regulatory and other requirements of this Agreement. The requirements of this paragraph apply only to subcontracts and assignments in which parties are engaged to carry out any eligible substantive programmatic service, as may be defined by the CITY,, set forth in this Agreement. The CITY shall, in its sole discretion determine when services are eligible substantive programmatic services and subject to the audit and record -keeping requirements described in this Agreement. 7.13.2 The PROVIDER shall incorporate in all consultant subcontracts the following provision: "The PROVIDER is not responsible for any insurance or other fringe benefits for the Consultant or employees of the Consultant, e.g., social security, income tax withholding, retirement or leave benefits normally available to direct employees of the PROVIDER. The Consultant assumes full responsibility for the provision of all insurance and fringe benefits for himself or herself and employees retained by the Consultant in carrying out the scope of services provided in this subcontract." 7.13.3 The PROVIDER shall be responsible for monitoring the contractual performance of all subcontracts. 13 7.13.4 The PROVIDER shall submit to the CITY for its review and confirmation any subcontract engaging any party to carry out any substantive programmatic activities, to ensure its compliance with the requirements of this Agreement. The CITY's review and confirmation shall be obtained prior to the release of any funds for the PROVIDER's Subcontractor(s). 7.13.5 The PROVIDER shall receive written approval from the CITY prior to either assigning or transferring any obligations or responsibility set forth in this Agreement or the right to receive benefits or payments resulting from this Agreement. Approval by the CITY of any subcontract or assignment shall not under any circumstances be deemed to require for the CITY to incur any obligation in excess of the total dollar amount agreed upon in this Agreement. 7.13.6 The PROVIDER and its Subcontractors shall comply (when applicable) with the Copeland Kick Back Act, Davis -Bacon Act, Contract Work Hours and Safety - Standards Act, and Lead -Based Paint Poisoning Prevention Act and all other related acts, as applicable. 7.14 USE OF F s S FOR LOBBYING PROHIBITED. The expenditure of Agreement funds for the purpose of lobbying the Legislature, judicial branch, or a state agency are expressly prohibited. ARTICLE VIII PROVIDER CERTIFICATIONS, ASSURANCES, AND REGULATIONS. 8.1 The PROVIDER certifies that: (a) The PROVIDER possesses the legal authority to enter into this Agreement pursuant to authority that has been duly adopted or passed as an official act of the PROVIDER's governing body, authorizing the execution of the Agreement, including all understandings and assurances contained herein, and directing and authorizing the person identified as the official representative of the PROVIDER to act in connection with this Agreement and to provide such information as may be required. (b) The PROVIDER shall comply with the Hatch Act, which limits the political activity of employees. (c) The PROVIDER shall establish safeguards to prohibit its employees from using their positions for a purpose that is or gives the appearance of being motivated by desire for private gain for themselves or others, particularly those with whom they have family, business, or other ties. (d) To the best of its knowledge and belief, the PROVIDER and its principals: 14 (i) are not presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from covered transactions by any Federal department or agency; (ii) have not, within a three-year period preceding the date of this Agreement, been convicted of or had a civil judgment rendered against any of them for the commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public (Federal, State, or local) transaction or a contract under a public transaction; violation of Federal or State antitrust statutes or falsification or destruction or records, making false statements, or receiving stolen property; (iii) are not presently indicted for or otherwise criminally or civilly charged by a government entity (Federal, State, or local) with the commission of any of the offenses enumerated in this Article VIII; and (iv) have not, within a three-year period preceding the date if this Agreement, had one or more public transactions (Federal, State, or local) terminated for cause or default. ARTICLE IX INTENTIONALLY OMITTED ARTICLE X REMEDIES, SUSPENSION, TERMINATION 10.1 REMEDIES FOR NONCOMPLIANCE. The CITY retains the right to terminate this Agreement at any time prior to the completion of the services required pursuant to this Agreement without penalty to the CITY. In that event, notice of termination of this Agreement shall be in writing to the PROVIDER, who shall be paid for those services performed prior to the date of its receipt to the notice of termination. In no case, however, shall the CITY pay the PROVIDER an amount in excess of the total sum provided by this Agreement. It is hereby understood by and between the CITY and the PROVIDER that any payment made in accordance with this Agreement to the PROVIDER shall be made only if the PROVIDER is not in default under the terms of this Agreement. If the PROVIDER is in default, the CITY shall not be obligated and shall not pay to the PROVIDER any sum whatsoever. If the PROVIDER fails to materially comply with any term of this Agreement, the CITY may take one or more of the following courses of action: 10.1.1 Temporarily withhold cash payments pending correction of the deficiency by the PROVIDER, or such more severe enforcement action as the CITY determines is necessary or appropriate. 15 10.1.2 Disallow (that is, deny both the use of funds and matching credit) for all or part of the cost of the activity or action not in compliance. - 10.1.3 Wholly or partially suspend or terminate the current Funds committed to the PROVIDER. 10.1.4 Withhold further grants, loans, and/or other monies for the PROVIDER. 10.1.5 Take all such other remedies that may be legally available. 10.2 SUSPENSION. 10.2.1 The Department may, for reasonable cause, temporarily suspend the PROVIDER's operations and authority to obligate funds under this Agreement or withhold payments to the PROVIDER pending necessary corrective action by the PROVIDER. Reasonable cause shall be determined by the Department in its sole and absolute discretion, and may include: (i) (ii) Ineffective or improper use of the Funds by the PROVIDER; Failure by the PROVIDER to comply with any term or provision of this Agreement; (iii) Failure by the PROVIDER to submit any documents required by this Agreement; or (iv) The PROVIDER' s submittal of incorrect or incomplete documents. 10.2.2 The Department may at any time suspend the PROVIDER's authority to obligate funds, withhold payments, or both. 10.2.3 The actions described in paragraphs 10.2.1 and 10.2.2 above may be applied to all or any part of the activities funded by this Agreement. 10.2.4 The Department will notify the PROVIDER in writing of any action taken pursuant to this Article, by certified mail, return receipt requested, or by in person delivery with proof of delivery. The notification will include the reason(s) for such action, any conditions relating to the action taken, and the necessary corrective action(s). 10.3 TERMINATION. 10.3.1 Termination Because of Lack of Funds. In the event the CITY does not receive funds to finance this Agreement from its funding source, or in the event that the CITY's funding source de -obligates the funds allocated to fund this Agreement, the Department may terminate this Agreement upon not less than twenty-four (24) hours prior notice in writing to the PROVIDER. Said notice shall be delivered by certified mail, return receipt requested, or by in person delivery with proof of delivery. In the event that the CITY's funding source reduces the CITY's 16 entitlement under the Program, the CITY shall determine, in its sole and absolute discretion, the availability of funds for the PROVIDER pursuant to this Agreement. 10.3.2 Termination for Breach. The Department may terminate this Agreement, in whole or in part, in the event the Department determines, in its sole and absolute discretion, that the PROVIDER is materially non -compliant with any term or provision of this Agreement. The Department may terminate this Agreement, in whole or in part, in the event that the Department determines, in its sole and absolute discretion, that there exists an event of default under and pursuant to the terms of any other agreement or obligation of any kind or nature whatsoever of the PROVIDER to the CITY, direct or contingent, whether now or hereafter due, existing, created or arising. 10.3.3 Unless the PROVIDER's breach is waived by the Department in writing, the CITY may, by written notice to the PROVIDER, terminate this Agreement upon not less than twenty-four (24) hours prior written notice. Said notice shall be delivered by certified mail, return receipt requested, or by in person delivery with proof of delivery. Waiver of breach of any provision of this Agreement shall not be deemed to be a waiver of any other breach and shall not be construed to be a modification of the terms of this Agreement. The provisions hereof are not intended to be, and shall not be, construed to limit the Department's right to legal or equitable remedies. ARTICLE XI MISCELLANEOUS PROVISIONS 11.1 INDEMNIFICATION. The PROVIDER shall indemnify, hold harmless, and defend the CITY, its officers, agents, directors, and/or employees, from liabilities, damages, losses, judgments, and costs, including, but not limited to reasonable attorney's fees, to the extent caused by the negligence, recklessness, negligent act or omission, or intentional wrongful misconduct of PROVIDER and persons employed or utilized by PROVIDER in the performance of this Agreement. PROVIDER shall, further, hold the CITY, its officials and/or employees, harmless for, and defend the CITY, its officials and/or employees against, any civil actions, statutory or similar claims, injuries or damages arising or resulting from the permitted work, even if it is alleged that the CITY, its officials and/or employees were negligent. These indemnifications shall survive the term of this Agreement. In the event that any action or proceeding is brought against the CITY by reason of any such claim or demand, the PROVIDER shall, upon written notice from the CITY, resist and defend such action or proceeding by counsel satisfactory to the CITY. The PROVIDER expressly understands and agrees that any insurance protection required by this Agreement or otherwise provided by the PROVIDER shall in no way limit the responsibility to indemnify, keep and save harmless and defend the CITY or its officers, employees, agents and instrumentalities as herein provided. 17 The indemnification provided above shall obligate the PROVIDER to defend, at its own expense, to and through appellate, supplemental or bankruptcy proceeding, or to provide for such defense, at the CITY 's option, any and all claims of liability and all suits and actions of every name and description which may be brought against the CITY whether performed by the PROVIDER, or persons employed or utilized by PROVIDER. This indemnity will survive the cancellation or expiration of the Agreement. This indemnity will be interpreted under the laws of the State of Florida,, including without limitation and interpretation, which conforms to the limitations of §725.06 and/or §725.08, Florida Statutes, as applicable. The PROVIDER shall require all sub -contractor agreements, if applicable, to include a provision that they will indemnify the CITY. The PROVIDER agrees and recognizes that the CITY shall not be held liable or responsible for any claims which may result from any actions or omissions of the PROVIDER in which the CITY participated either through review or concurrence of the PROVIDER's actions. In reviewing, approving or rejecting any submissions by the RECIPIENT or other acts of the PROVIDER, the CITY in no way assumes or shares any responsibility or liability of the PROVIDER or Sub- PROVIDER under this Agreements. 11.2 AMENDMENTS. No amendments to this Agreement shall be binding unless in writing and signed by both parties hereto. Budget modifications shall be approved by the Department in writing. 11.3 OWNERSHIP OF DOCUMENTS. All documents developed by the PROVIDER under this Agreement shall be delivered to the CITY upon completion of the activities required pursuant to this Agreement and shall become the property of the CITY, without restriction or limitation on their use if requested by the CITY. The PROVIDER agrees that all documents maintained and generated pursuant to this Agreement shall be subject to all provisions of the Public Records Law, Chapter 119, Florida Statutes. It is further understood by and between the parties that any document which is given by the CITY to the PROVIDER pursuant to this Agreement shall at all times remain the property of the CITY and shall not be used by the PROVIDER for any other purpose whatsoever without the prior written consent of the CITY. 11.4 AWARD OF AGREEMENT. The PROVIDER warrants that it has not employed or retained any person employed by the CITY to solicit or secure this Agreement and that it has not offered to pay, paid, or agreed to pay any person employed by the CITY any fee, commission, percentage, brokerage fee, or gift of any kind contingent upon or resulting from the award of this Agreement. 11.5 NON-DELEGABILITY. The obligations undertaken by the PROVIDER pursuant to this Agreement shall not be delegated or assigned to any other person or firm, in whole or in part: (a) except in accordance with the requirements of Section 7.13 hereof, and (b) without the CITY's prior written consent which may be granted or withheld in the CITY's sole discretion. 18 11.6 CONSTRUCTION OF AGREEMENT. This Agreement shall be construed and enforced according to the laws of the State of Florida. 11.7 CONFLICT OF INTEREST. 11.7.1 The PROVIDER covenants that no person under its employ who presently exercises any functions or responsibilities in connection with Program funded activities has any personal financial interest, direct or indirect, in this Agreement. The PROVIDER further covenants that, in the performance of this Agreement, no person having such a conflicting interest shall be employed. Any such interest on the part of the PROVIDER or its employees must be disclosed in writing to the CITY. 11.7.2 The PROVIDER is aware of the conflict of interest laws of the City of Miami (City of Miami Code Chapter 2, Article V), Miami -Dade County, Florida (Miami - Dade County Code Section 2-11-1) and the State of Florida (Chapter 112, Florida Statutes), as amended, and agrees that it shall comply in all respects with the terms of the same. 11.8 PROCUREMENT. The PROVIDER shall comply with the standards contained within 2 CFR 200 Subpart D, "Post Federal Award Requirements." 11.9 NO OBLIGATION TO RENEW. Upon expiration of the term of this Agreement, the PROVIDER agrees and understands that the CITY has no obligation to renew this Agreement. 11.10 ENTIRE AGREEMENT. This instrument and its attachments constitute the only agreement of the parties hereto relating to the Funds and sets forth the rights, duties, and obligations of each of the parties hereto to the other as of its date. Any prior agreements, promises, negotiations, or representations not expressly set forth in this Agreement are of no force or effect. 11.11 GENERAL CONDITIONS. 11.11.1 All notices or other communications which shall or may be given pursuant to this Agreement shall be in writing and shall be delivered by in person delivery or by registered mail addressed to the other party at the address indicated herein or as the same may be changed from time to time upon notice in writing. Such notice shall be deemed given on the day on which personally served, or, if by mail, on the fifth day after being posted or the date of actual receipt, whichever is earlier. CITY OF MIAMI Office of Management and Budget 444 SW 2nd Avenue, 5th Floor 19 Miami, FL 33130 Attn: Budget Director With a Copy To: Office of the City Attorney 444 SW 2nd Avenue, 9th Floor Miami, FL 33130 Attn: City Attorney PROVIDER Chapman Partnership, Inc. 1550 N Miami Avenue Miami, FL 33136 Attn: Symeria T. Hudson, CEO 11.11.2 Title and paragraph headings are for convenient reference and are not a part of this Agreement. 11.11.3 In the event of conflict between the terms of this Agreement and any terms or conditions contained in any attached documents, the terms in this Agreement shall control. 11.11.4 No waiver of breach of any provision of this Agreement shall constitute a waiver of any subsequent breach of the same or any other provision hereof, and no waiver shall be effective unless made in writing. 11.11.5 Should any provision, paragraph, sentence, word or phrase contained in this Agreement be determined by a court of competent jurisdiction to be invalid, illegal or otherwise unenforceable under the laws of the State of Florida or the City of Miami, such provision, paragraph, sentence, word or phrase shall be deemed modified to the extent necessary in order to conform with such laws, or if not modifiable to conform with such laws, then same shall be deemed severed, and in either event, the remaining terms and provisions of this Agreement shall remain unmodified and in full force and effect. 11.11.6 It is expressly agreed and by this statement specifically intended by the parties that nothing within this Agreement shall be construed as indicating any intent by either party to benefit any other entity or person not a party signatory to this Agreement by any provision or to entitle any such third party to any right of action on account hereof. 20 11.11.7 In the event litigation, arbitration, or mediation, between the parties hereto, arises out of the terms of this Agreement, each party shall be responsible for its own attorney's fees, costs, charges, and expenses through the conclusion of all appellate proceedings, and including any fmal settlement or judgment. 11.11.8This Agreement may be executed in any number of counterparts, each of which so executed shall be deemed to be an original, and such counterparts shall together constitute but one and the same Agreement. The parties shall be entitled to sign and transmit an electronic signature of this Agreement (whether by facsimile, PDF or other email transmission), which signature shall be binding on the party whose name is contained therein. Any party providing an electronic signature agrees to promptly execute and deliver to the other parties an original signed Agreement upon request. 11.11.9 PROVIDER shall consult with the CITY regarding all uses and displays of the recognition of the CITY. The CITY shall have the right to approve the form and placement of all acknowledgements, which approval may be withheld in the CITY' s sole discretion. 11.12 INDEPENDENT CONTRACTOR. The PROVIDER and its employees and agents shall be deemed to be independent contractors and not agents or employees of the CITY, and shall not attain any rights or benefits under the Civil Service or Pension Ordinances of the CITY or any rights generally afforded classified or unclassified employees; further, they shall not be deemed entitled to the Florida Worker's Compensation benefits as employees of the CITY. 11.13 SUCCESSORS AND ASSIGNS. This Agreement shall be binding upon the parties hereto, and their respective heirs, executors, legal representatives, successors, and assigns. 11.14 CERTIFICATION. The PROVIDER certifies that it possesses the legal authority to enter into this Agreement pursuant to authority that has been duly adopted or passed as an official act of. the PROVIDER'S governing body, authorizing the execution of this Agreement, including all understandings and assurances contained herein, and directing and authorizing the person identified as the official representative of the PROVIDER to act in connection with this Agreement and to provide such information as may be required. 11.15 WAIVER OF JURY TRIAL. Neither the PROVIDER, nor any assignee, successor, heir or personal representative of the PROVIDER, nor any other person or entity, shall seek a jury trial in any lawsuit, proceeding, counterclaim or any other litigation procedure based upon or arising out of any of the Agreement and/or any modifications, or the dealings or the relationship between or among such persons or entities, or any of them. Neither the PROVIDER, nor any other person or entity will seek to consolidate any such action in which a jury trial has been waived with any other action. The provisions of this paragraph have been fully discussed by the parties hereto, and the provisions hereof shall be subject to no exceptions. No party to this Agreement has in any manner agreed with or represented to any other party that the provisions of this paragraph will not be fully enforced in all instances. 21 11.16 CLOSE-OUT. When the CITY determines that all required work under the Agreement has been completed or upon the expiration or termination of the PROVIDER Agreement, the CITY shall require the PROVIDER to provide final versions of all financial, performance, and other reports. These reports may include, but are not limited to: • A fmal performance or progress report. • A fmancial status report. ■ A final request for payment. Remainder of page intentionally left blank Signatures on the next page. 22 IN WITNESS WHEREOF, the parties hereto have caused this instrument to be executed by their respective officials thereunto duly authorized on the date above written. PROVIDER Chapman Partnership, Inc. AUTHORIZED REPRESENTATIVE: 1550 N Miami Avenue Miami, FL 33136 a Florida not -for -profit co ration ATTES 3l2422 Name: Symeria Hudson D. te: Name: L y„:1 Date: 3% 5 i 12 z Title: President & CEO CITY OF MIAMI, a municipal Corporation of the State of Florida Arthur No ' • a V. City Manager APPROVED AS TO INSURANCE REQUIREMENTS Gomez, Frank Ann -Marie Sharpe Risk Management Digitally signed by Gomez, Frank Date: 2022.07.06 09:05:33 Wa4'00' Title:sR a� ��a Corporate ATTEST: Ntt, Notary Public J State of Florida Christopher J Fischer kg„ 2 My Commission GG 282275 an. dor Expires 1210812022 Todd B. Hannbx� City Clerk 70.77 te: APPROVED AS TO FORM AND CORRECTNESS: Victoria Mendez City Attorney Date: u .2 23 EXHIBIT A CORPORATE RESOLUTION AUTHORIZING EXECUTION OF THIS AGREEMENT 24 EXHIBIT A: Corporate Resolution Authorizing Execution of this Agreement Resolution of the Board of Directors Be it hereby resolved that the Board of Trustees of Chapman Partnership hereby grants permission of the agency to enter into a $200,000 contract with the City of Miami, Office of Management and Budget, for ARPA Grant Funding dedicated to launching the Cyber Hub @ Chapman Partnership, a cybersecurity and digital skills technology apprenticeship program. Date: March 31, 2022 Symeria Hudson Authorizing Signature Authorizing Signature Name EXHIBIT B SCOPE OF SERVICES HOMELESS FUNCTIONAL ZERO PROGRAM (Detailed description of the scope of services must be provided for each service/program) 25 EXHIBIT B American Rescue Plan Act of 2021 City of Miami's Homeless Functional Zero Program Detailed Scope of Services Name of Department: Chapman Partnership Activity Title: Cyber Hub @ Chapman Partnership FY 2022 Funding Amount: $200,000 1. Agency Information: With a mission to provide comprehensive programs and services in collaboration with others that empower those we serve with dignity and respect to overcome homelessness, and achieve and maintain Long-term self-sufficiency, Chapman Partnership operates two Homeless Assistance Centers that have served over 4,890 persons since the onset of the COVID-19 pandemic in February 2020. The centers are located in Downtown Miami and Homestead. Chapman Partnership North, which opened October 1995, and Chapman Partnership South (opened October 1998), collectively house 800 persons nightly), and include barrack -style adult single male and single female beds, and 99 family housing units housing up to two families per unit. Typically, families with children represent 44% of the population served, single men 43% and single women 13%. 2. Proposed Activity: Program Objective: Launch the Cyber Hub @ Chapman Partnership, a cybersecurity and digital skills technology program that is designed as a short-term apprenticeship program (approximately 15 weeks) with planning for certification that will provide a pipeline of career opportunities upon program graduation for individuals experiencing homelessness ages 18 and older (population to be served). ARPA funding supports curriculum development, start-up infrastructure costs, and case management (includes a dedicated Case Manager, Employment Specialists providing linkages to soft and hard skills workforce development and job placement, Housing Specialists ensuring access to permanent housing, and Follow -Up Case Management post shelter outplacement). 3. Service Area/Address: Chapman Partnership North: 1550 North Miami Avenue, Miami, FL 33136 4. Timeline • Contracting with an educational institution (May 2022); • Infrastructure investment at Chapman North to create the Cyber Hub Lab (est. Oct. -Nov. 2022); • Recruitment of the pilot cohort of participants (est. May 2022); and • Pilot program launch of first cohort (est. June 2022), with succeeding cohorts launched following graduation of the preceding cohort. Revised 9/1/10 Page 1of2 EXHIBIT B 5. Statement of Need Acknowledging Miami's ranking as No. 2 on the Forbes List of emerging technology hubs in the U.S., Chapman Partnership is partnering with the City of Miami to launch the Cyber Hub @ Chapman Partnership, a program dedicated to educating and helping individuals experiencing housing instability to meet the hiring needs of South Florida's growing technology companies. The ultimate goal is for program graduates to find high -paying jobs - a move aimed to close the racial wealth gap among low-income households and reduce recidivism within the Homeless Continuum of Care. Revised 9/1/10 Page 2 of 2 EXHIBIT C COMPENSATION AND BUDGET SUMMARY HOMELESS FUNCTIONAL ZERO PROGRAM A. The maximum compensation under this Agreement shall be $ 200,000.00 B. PROVIDER's Itemized Budget, Cost Allocation, Budget Narrative, Personnel, position title and compensation are attached hereto and made part of this Agreement. C. All payments shall be for services provided only during the term of this Agreement and in compliance with the previously approved Work Program (Exhibit B) and Program Budget. D. Requests for payment should be made on a monthly basis. Reimbursement requests should be submitted to the CITY by the 10th of the following month to the following email address dalcala@miamigov.com after the indebtedness has been incurred in a form provided by the Department. Failure to comply with these time frames for requesting reimbursement/payment may result in the rejection of those invoices within the reimbursement package which do not meet these requirements. PROVIDER may enroll in Direct Payment with the CITY. The DEPARTMENT can provide additional information for the PROVIDER to enroll in Direct Payment. E. Each written request for payment shall contain a statement declaring and affirming that services were provided to certified program participants and in accordance with the approved Work Program and Program Budget. All documentation in support of each request shall be subject to review and approval by the CITY at the time the request is made. F. All expenditures must be verified with a copy of the original invoice and a copy of a check or other form of payment which was used to pay that specific invoice. In the event that an invoice is paid by various funding sources, the copy of the invoice must indicate the exact amount (allocation) paid by various funding sources equaling the total of the invoice. No miscellaneous categories shall be accepted as a line -item budget. G. The PROVIDER must submit the final request for payment to the CITY within ten (10) calendar days following the termination date of this Agreement. If the PROVIDER fails to comply with this requirement, the PROVIDER shall forfeit all rights to payment and the CITY shall not honor any request submitted thereafter. H. Any payment due under this Agreement may be withheld pending the receipt and approval by the CITY of all reports due from the PROVIDER as a part of this Agreement and any modifications thereto. I. During the term hereof and for a period of five (5) years following the date of the last payment made hereunder, the CITY shall have the right to review and audit the time records and related records of the PROVIDER pertaining to any payments by the CITY. 26 Authorized Repres�;;;l gnature: 'nt Name: Symeria T. Hudson Title: President & CEO v? /3 /2.0 Z. Z. Date STATE OF FLORIDA COUNTY OF MIAMI-DADE The foregoing instrument was acknowledged before me by means of o physical presence or o online notazation, this 3 l day of t - c v\ 20 '? 7_ by - w-v+a — uc1 sem, 1n4oktrImisl, Florida Not For Profit Corporation, on behalf of the corporation. He/she i pers al y known o me or has produced as identification. [Notary Seal]: ; 6 Notary Public Stale of Florida Christopher• J Fischer or ,,p My Commies QG 2822i5 or n�' Expires 12/08/2022 Si otary 27 CHAPMAN partnership' PERSONNEL Workforce Trades Program - Tech Budget Annual Salary EXHIBIT C Total Program City of Miami Chapman Allocation Support Fundraising Director of Project Management and Business Intelligence - responsible for the oversight of the Workforce Trades Program (WTP), including the development of additional educational tracks conducted in collaboration with community partners. 82,000 15.00% 12,300 12,300 Adult Education Coordinator - assists the Director of Project Management and Business Intelligence in coordinating WTP apprenticeship programming, including student enrollment and tracking of programmatic objectives. 45,000 35.00% 15,750 5,000 10,750 Information Systems Manager - oversees the use of technology throughout Chapman Partnership's operational and programmatic footprint.5% raise allocated for Year 2. 102,334 5.00% 5,200 5,200 Employment & Education Specialists Chapman Partnership North (CPN) - coordinates job activities with the goal of helping residents secure employment. Employment Specialist Chapman Partnership South (CPS) - coordinates job activities with the goal of helping residents secure employment. Community Employment Specialist (CPN) - works in the community to prospect relationships with businesses willing to hire Chapman Partnership residents. 43,680 10.00% 4,368 4,368 42,668 10.00% 4,267 4,267 41,766 10.00% 4,177 4,177 Community Employment Specialist (CPS) - works in the community to prospect relationships with businesses willing to hire Chapman Partnership residents. 42,262 10.00% 4,226 4,226 Follow -Up Case Manager (CPN) - tracks progress of successful outplacements relative to program persistence and job retention post WTP participation for 12 months, with the goal of compiling analytics in support of the program's ROI. 37,440 10.00% 3,744 3,744 Total Salaries Payroll Taxes and Benefits (W/C, Health Insurance, Retirement) - calculated at 32.2% of annual salary. CAPITAL IMPROVEMENTS 54,032 43,282 10,750 17,398 9,465 7,933 Total Salaries and Benefits 71,430 52,747 18,683 Renovation of an existing warehouse/infrastructure expansion from 4k to 6k sq.ft. to accommodate expanding the current Construction and Health Care apprenticeship offerings to include a Tech track. Cost allocation includes the purchase and installation of new computers (desktops and laptops) and other Tech -related 60,000 35,000 25,000 equipment and supplies (interactive Smartboard, software, printers, monitors, modems, scanners, storage, wireless access points, network devices -routers, etc.). PROGRAMMATIC EXPENSES Workforce Trades Program - Tech Apprenticeship - 10 program completers in Year 1 (20 enrollees) at a cost of $9,500/completer for the 15-week program. Empower You - one -week pre -employment program that is a pre -requisite to enrolling in a WTP apprenticeship. Budgeted at $150/participant (20 participants in Year 1). OPERATING EXPENSES Rent, Maintenance, Property Insurance, Utilities - budgeted at $1,467,980 with 5% allocated in support of WTP components x 33% allocated to the Tech program. 95,000 95,000 3,000 3,000 24,222 14,253.00 9,969 TOTAL EXPENSES $ 253,651 $ 200,000 53,652 1 of 1 CHAPMAN i1i partnership* Empowering the Homeless Chapman Partnership Senior Staff Name: Title: Symeria T. Hudson President & CEO Howard Rubin CFO Xiomara Alonso Vice President of Human Resources Arlene Peterson Sr. Director of Development Kavaja Sarduy Vice President of Residential Services Emilio Vento Vice President Professional Services Anthony Henderson Dir. of Project Management and Business Intelligence Chapman Partnership Executive/Board/Emeritus Board/Friends of Chapman As of November 2021 Position Prefix First Name Last Name Title Company Executive Board: 1 Chair Emeritus Mrs. Trish Bell 2 Dr. Evalina Bestman PA 3 Mrs. Bonnie M. Crabtree Managing Director Korn/Ferry International 4 Mr. Tomas P. Erban 5 Audit Committee Chair Mr. Carlos R. Fernandez -Guzman President & CEO Pacific National Bank 6 Chairman Mr. Ed Joyce Vice Chairman Grove Bank & Trust 7 Treasurer/Finance Committee Chair Mr. Allan Pekor 8 Mr. Peter Pruitt South Florida Managing Partner Deloitte LLP 9 Secretary Ms. Tracy R. Slavens Holland & Knight 10 Nominating Committee Chair Mr. Jorge R. Villacampa Sr. Vice President Wells Fargo 11 President/CEO Ms. Symeria Hudson President/CEO Chapman Partnership 12 Spiritual Life Committee Chair Mr. Timothy M. Adams 13 nextgen Chair Mr. Alan Rosenberg Attorney MARKOWITZ, RINGEL, TRUSTY & HARTOG, P.A. 14 Development Committee Chair Mrs. Brigid F. Cech Samole Shareholder Greenberg Traurig, P.A. Board: 15 Board Member Mr. Jon Batchelor Executive Vice President The Batchelor Foundation, Inc. 16 Board Member Ms. Sandy Batchelor Chairman & CO -CEO The Batchelor Foundation, Inc. 53 Board Member Mrs. Mayra Boitel VP, Chief Merchant of Alternative Products CVS Navarro 17 Board Member Mr. Jose Dans President/Founder WOW MKTG 18 Board Member Mrs. Deborah Davidson 19 Board Member Ms. Nancy J. Davis Chairman & President McArthur Management Company 20 Board Member Mrs. Jacqueline Donate Director of Development Baptist Health Foundation 21 Board Member Mr. Thomas B. Davis Director of Staff, 482d FW Homestead Air Reserve Base 22 Board Member Mr. Alan Eisenberg Clerk of the Bd of Cty Comm. Miami -Dade County Clerk of Courts 23 Board Member Ms. Tanya Ferreiro, CPA Principal, Assurance & Advisory Services Kaufman Rossin 24 Board Member (effective 12/17/20) Mr. Al Garcia President Homestead -Miami Speedway 25 Board Member Mr. Jose Gonzalez Vice President Florida East Coast Industries 26 Board Member Ms. Nancy Hector 27 Board Member Mr. Carlos Hernandez Senior Vice President Retail Banking Manager Popular Community Bank 28 Board Member Mr. Osmond C. Howe, Jr. Law Office of Osmond C. Howe, Jr. P.A. 29 Board Member Mr. Sherrill Hudson TECO People's Gas 30 Board Member Rev. Richard Ledgister Pastor Sierra Norwood Calvary Baptist Church 31 Board Member Mrs. Marile Lopez CFO Jorge Luis Lopez Law Firm 32 Board Member Mr. John M. Malloy, Jr. RWC Partners 33 Board Member (effective 1/21/21) Mr. Pedro Max Sr. VP/Head of Business Banking & Branches Ocean Bank 34 Board Member Mr. Brent McLaughlin Executive Director Branches 35 Board Member Hon. Marisa T. Mendez 36 Board Member Hon. Bronwyn C. Miller Criminal Justice Building 37 Board Member Mr. Roberto Munoz Commerical Banking Team Leader Florida Community Bank 38 Board Member Ms. Jacquie O'Malley 39 Board Member Ms. Fatima Perez Rgl Mgr, State Govt Affairs Koch Companies Public Sector, LLC 40 Board Member Mr. Matthew Pinzur Vice President & Chief Marketing Officer Jackson Health Systems 41 Board Member Mr. Jonah Pruitt, III 42 Board Member Mr. Evan Rees Senior VP Commercial Banking SunTrust Bank 43 Board Member Rev. Denrick Rolle 44 Board Member (effective 1/21/21) Mr. Fernando Ruiz Regional Director -Banking JP Morgan 45 Board Member (effective 10/1/16) Mr. Carlos Saballos BBVA Compass 46 Board Member Mr. Brian San Miguel BB&T 47 Board Member Mr. Jose Sariego Attorney Bilzin Sumberg Baena Price & Axelroad LLP 48 Board Member (effective 10/1/16) Mr. Scott L. Schneider Chief Financial Officer Dash Door 49 Board Member Mr. Bradley Stein Royal Caribbean Cruises Ltd. 50 Board Member Mr. Jay A. Steinman Duane Morris 51 Board Member Ms. Dale Chapman Webb 52 Board Member Mr. Stefan H. Zachar III Pinnacle Care Emeritus Board: 1 Emeritus Board Member Hon. Mike H. Abrams Akerman Senterfitt 2 Emeritus Board Member Mr. William H. Allen, Jr. Vice Chairman Northern Trust Bank of Florida 3 Emeritus Board Member Ms. Jill Beach Regional Community Liason VITAS Innovative Hospice Care 4 Emeritus Board Member Hon. Edward Bullard Assistant Principal Coral Gables Adult Center 5 Emeritus Board Member Mr. Armando Codina Chairman & CEO Codina Partners 6 Emeritus Board Member Mr. Paul DiMare DiMare Homestead, Inc. 7 Emeritus Board Member Mrs. Annette Eisenberg 8 Emeritus Board Member Dr. Dorothy Jenkins Fields Founder & Historian/Archivist The Black Archives of South Florida 9 Emeritus Board Member Dr. Douglas C. Harris 10 Emeritus Board Member Mr. Adolfo Henriques 11 Emeritus Board Member Mr. Tom Huston, Jr. 12 Emeritus Board Member Dr. Frank Jacobs President & CEO Miami Rescue Mission 13 Emeritus Board Member Mr. Glendon Johnson 14 Emeritus Board Member Mr. Larry Kahn President Lowell Homes, Inc. 15 Emeritus Board Member Mr. Steven C. Kirk President Rural Neighborhoods, Building Livable Places for Wo 16 Emeritus Board Member Mr. R. Kirk Landon 17 Emeritus Board Member Ms. Lynn B. Lewis, P.A. 18 Emeritus Board Member Mr. Carlos Migoya CEO of Atlantic Region Wachovia Bank, NA 19 Emeritus Board Member Mr. William L. Morrison President - COO Northern Trust Corporation 20 Emeritus Board Member Sister Jeanne O'Laughlin, OP, Ph.D. President Emeritus Barry University 21 Emeritus Board Member Mr. Aaron S. Podhurst, Esq. Senior Partner Podhurst Orseck, P.A. 22 Emeritus Board Member Mr. John W. Reynolds Dade Aviation Consultants 23 Emeritus Board Member Mr. Kenneth G. Sellers President & Founder New World Health Corporation 24 Emeritus Board Member Rev. Thom Shafer Assoc. VP for Advancement 25 Emeritus Board Member Mr. Mark Small Senior Project Manager Turner Construction Company 26 Emeritus Board Member Dr. John Uribe UHZ Sports Medicine 27 Emeritus Board Member Mrs. Joanna Wragg, APR Friends of Chapman 1 Friends of Chapman Mr. Richard B. Adams, Jr., Esq. Cole Scott & Kissane 2 Friends of Chapman Ms. Sara Adler Adler Group, Inc. 3 Friends of Chapman Ms. Maria Beguiristain 4 Friends of Chapman Ms. Yolanda C. Berkowitz 5 Friends of Chapman Mr. Stephen H. Bittel President & CEO Terranova Corporation 6 Friends of Chapman Mr. Philip F. Blumberg President & CEO American Ventures Corporation 7 Friends of Chapman Mr. Rob Bowlby Senior Vice President BB&T 8 Friends of Chapman Mrs. Paula Brockway 9 Friends of Chapman Mrs. Arianna Cabrera de Ona General Counsel Costa Farms 10 Friends of Chapman Mr. Robert E. Chisholm, FAIA President RE Chisholm Architects, Inc. 11 Friends of Chapman Mr. Thomas M. Cornish President & CEO Seitlin Insurance Co. 12 Friends of Chapman Mr. Terry J. Curry EVP & COO Ocean Bank 13 Friends of Chapman Mr. Scott Desharnais Vice President Moss Construction 14 Friends of Chapman Mr. Jesus Diaz, Jr. 15 Friends of Chapman Mr. Jose M. Diaz, AIA Vice President HNTB 16 Friends of Chapman Dr. Stephen J. Dresnick Sterling Health Care Solutions 17 Friends of Chapman Mr. Gerardo B. Fernandez President Fernandez Consulting Group, Inc. 18 Friends of Chapman Mr. Thomas Franklin Sr. Management Analyst Department of Children & Families 19 Friends of Chapman Mr. Robert V. Glaser c/o Maple Wood 20 Friends of Chapman Mrs. Maritza Gutierrez Creative Ideas Advertising 21 Friends of Chapman Dr. Rosemary F. Hall, RN Associate Professor of Nursing 22 Friends of Chapman Mr. Ron Magill Zoo Miami 23 Friends of Chapman Mr. Robert McKinney, Esq. 24 Friends of Chapman Mr. Dennis Pastrana President & CEO Goodwill Industries of South Florida, Inc. 25 Friends of Chapman Mr. Bruce Rubin Weber/RBB 26 Friends of Chapman Mr. Jacob Solomon Executive Vice President Greater Miami Jewish Federation 27 Friends of Chapman Mr. Michael J. Swerdlow Chairman & CEO Swerdlow Group 28 Friends of Chapman Mr. Bill R. Tillet - * denotes deceased EXHIBIT D CERTIFICATION REGARDING LOBBYING Certification for Contracts, Grants, Loans, and Cooperative Agreements The undersigned certifies to the best of his or her knowledge and belief, that: (1) No Federal appropriated funds have been paid, or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of an agency a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract, grant, loan, or cooperative agreement. (2) If any funds other than Federal appropriated funds have been paid to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, "Disclosure Form to Report Lobbying," in accordance with its instructions. (3) This undersigned shall require that the language of this certification be included in the award documents for. "All" sub -awards at all tiers (including subcontracts, sub -grants, and contracts under grants, loans, and cooperative agreements) and that all sub -recipients shall certify and disclose accordingly. * Note: In these instances, "All" in the Final Rule is expected to be clarified to show that it applies to cover Contract/grant transactions over $100,000 (per QMB). This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a pre -requisite for making or entering into this transaction imposed by Section 1352, Title 31, U.S. Code. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure. Authorized Representative Signature: r ame: 3yme - ' • son Title: President & CEO a/3iEr) 22. Tiate STATE OF FLORIDA COUNTY OF MIAMI DADE The foregoing instrument was acknowledged before me by means of 4hysical presence or ❑ online notarization, this 1 day of Ma rcV' 20 '2 Z by St.vr¢r'c uckSov. of \n IvIcomn In , a F . No.. of fpc,.,_'it corporation, on behalf of the corporation. He to me or has produced as identificatio [Not 9!! Notary Public State of Florida t2 PChristopher J Fischer + ExCommission GG pires 282275 irres 1210612 22 ApF 28 EXHIBIT E CERTIFICATION REGARDING DEBARMENT, SUSPENSION & OTHER RESPONSIBILITY MATTERS PRIMARY COVERED TRANSACTIONS 1. PROVIDER certifies to the best of its knowledge and belief, that it and its principals: a. Are not presently debarred, suspended, proposed for debarment, and declared ineligible, or voluntarily excluded from covered transactions by any Federal department or agency. b. Have not within a three-year period preceding this proposal been convicted of or had a civil judgement rendered against them for commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public (Federal, State, or local) transaction or contract under a public transaction; violation of Federal or State antitrust statutes or falsification or destruction of records, making false statements, or receiving stolen property; c. Are not presently indicted for or otherwise criminally or civilly charged by a government entity (Federal, State, or local) with commission of any of the offenses enumerated in paragraph 1.b of this certification; and d. Have not within a three-year period preceding this application/proposal had one or more public transactions (Federal, State, or local) terminated for cause or default. 2. Where the prospective primary participant is unable to certify to any of the statements in this certification, such prospective participant shall submit an explanation to the City of Miami. Authoed ature: Tint Name: Svmeria T. Hudson Title: President & CEO 3l3 6 1 2c>Z'2.. Date STATE OF FLORIDA COUNTY OF MIAMI-DADE The foregoing instrument was acknowledged before me by means of 0 physical presence or 0 online notarization, this 3 1 day of -1k0i-c,krk 20 2 Z by Sti,-..ar2•.. l�-..dso,„. of Q opo"... 14,,+r .r5\-.' , a MG Iv • pro Pi+ corporation, on behalf of the corporation. He/she ersonally known me or has produced as identification',, [Notary (Pec Notary Public State of Florida Christopher J Fischer q,o• My Commission GG 282275 Expires 1210812022 ,Asire Notary 29 EXHIBIT F SWORN STATEMENT PURSUANT TO SECTION 287.133(3)(A). FLORIDA STATUTES ON PUBLIC ENTITY CRIME THIS FORM MUST BE SIGNED AND SWORN TO IN THE PRESENCE OF A NOTARY PUBLIC OR OTHER OFFICIAL AUTHORIZED TO ADMINISTER OATHS. 1. This sworn statement is submitted to City of Miami by Symeria T. Hudson, President & CEO (Print this individual's name and title) for Chapman Partnership (Print name of entity submitting statements) whose business address is 1550 North Miami Avenue, Miami, FL 33136 and if applicable is Federal Employer Identification Number (FEIN) is 65-0425069 If the entity has no FEIN, include the Social Security Number of the individual signing this sworn Statement: 2. I understand that a "public entity crime" as defined in paragraph 287.133(1)(a), Florida Statutes, mean a violation of any state or federal law by a person with respect to and directly related to the transactions of business with any public entity or with an agency or political subdivision of any other state or with the United States including, but not limited to any bid or contract for goods or services to be provided to any public entity or any agency or political subdivision of any other state or of the United States and involving antitrust, fraud, theft, bribery, collusion, racketeering, conspiracy, or material misrepresentation. 3. I understand that "convicted" or "convection" as defined in Paragraph 287.133(1)(b), Florida Statutes means a finding of guilt or a conviction of a public entity crime, with or without adjudication of guilt, in any federal or state trial court of record relating to charges brought by indictment or information after July 1, 1989, as a result of a Jury verdict, nonjury trial, or entry of a plea of guilty or nolo contendere. 4. I understand that an "affiliate" as defined in paragraph 287.133(1)(a), Florida Statutes, means: 1. A predecessor or successor of a person convicted of public entity crime; or 2. An entity under the control of any natural person who is active in the management of the entity and who has been convicted of a public entity crime. The term "affiliate" includes those officers, directors, executives, partners, shareholders, employees, members, and agents who are active in the management of an affiliate. The ownership by one person of shares constituting a controlling interest in another person, or a pooling of equipment or income among persons when not for fair market value under an arm's length agreement, shall be a prima facie case that one person controls another person. A person who knowingly enters into a joint venture with a person who has been convicted of a public entity crime in Florida during the preceding 36 months shall be considered an affiliate. 5. I understand that a "person" as defined in Paragraph 287.133(1)(e), Florida Statutes, means any natural person or entity organized under the laws of any state or of the United States with the legal power to enter into a binding contract and which bids or applies to bid on contracts for the provision of goods or 30 services let by a public entity, or which otherwise transacts or applies to transact business with a public entity. The term "person" includes those officers, executives, partners, shareholders, employees, members, and agents who are active in management of an entity. 6. Based on information and belief, the statement which I have marked below is true in a relation to the entity submitting this sworn statement.'(Please indicate with an "X" which statement applies); X Neither the entity submitting this sworn statement, nor any of its officers, directors, executives, partners, shareholders, employees, members, or agents who are active in the management of the entity, or any affiliate of the entity has been charged with and convicted of a public entity crime within the past 36 months. The entity submitting this sworn statement, or one or more of its officers, directors, executives, partners, shareholders, employees, members, or agents who are active in the management of the entity, or an affiliate of the entity has been charged with and convicted of a public entity crime within the past 36 months. AND (Please indicate which additional statement applies). The entity submitting this sworn statement, or one or more of its officers, directors, executives, partners, shareholders, employees, members, or agents who are active in the management of the entity, or agents who are active in the management of the entity, or an affiliate of the entity has been charged with and convicted of a public entity crime within the past 36 months. However, there has been a subsequent proceeding before a Hearing Officers of the State of Florida, Division of Administrative Hearings and the Final Order by the Hearing Officer determined that it was not in the public interest to place the entity submitting this sworn statement on the convicted vendor list. (Attached is a copy of the final order). I UNDERSTAND THAT THE SUBMISSION OF THIS FORM TO THE CONTRACTING OFFICER FOR THE PUBLIC ENTITY IDENTIFIED IN PARAGRAPH 1 (ONE) ABOVE IS FOR THE PUBLIC ENTITY ONLY AND, THAT THIS FORM IS VALID THROUGH DECEMBER 31 OF THE CALENDAR YEAR IN WHICH IT IS FILED AND FOR THE PERIOD OF THE CONTRACT ENTERED INTO, WHICHEVER PERIOD IS LONGER. I ALSO UNDERSTAND THAT I AM REQUIRED TO INFORM THE PUBLIC ENTITY PRIOR TO ENTERING INTO A CONTRACT IN EXCESS OF THE THRESHOLD AMOUNT PROVIDED IN SECTION 287.017, FLORIDA STATUTES, FOR CATEGORY TWO OF ANY CHANGE IN THE INFORMATION CONTAINED IN THIS FORM. Authorized Re r1gnature: rint Name: Svmeria T. Hudson Title: President & CEO _21 200a Date STATE OF FLORIDA COUNTY OF MIAMI-DADE The foregoing instrument was acknowledged before me by means of ❑ physical presence or 0 online notarization, this 3 1 day of Mu-c /‘- 20 2.2_ by (1. 1- w .r �• a-. , ,� < o n of ��,,(Jw,,�„� 1�o.r-t �--s,... - , a corporation, on behalf of the corporation. He/sh)s rsonally knoji to me or has produced as identification' Qv. Coro AL [Notary Seal]: nor re*, Notary Public State of Florida Christopher J Fischer s My Commission GG 282275 � wdr Expires 12108/2022 Signat re of Notary 31 EXHIBIT G INSURANCE REQUIREMENTS HOMELESS FUNCTIONAL ZERO PROGRAM AMERICAN RESCUE PLAN ACT FUNDING I. Commercial General Liability A. Limits of Liability Bodily Injury and Property Damage Liability Each Occurrence $1,000,000 General Aggregate Limit $2,000,000 Products/Completed Operations $1,000,000 Personal and Advertising Injury $1,000,000 B. Endorsements Required City of Miami included listed as additional insured Contingent and Contractual Exposures Premises & Operations Liability Primary Insurance Clause Endorsement XCU hazards included, if applicable II. Business Automobile Liability A. Limits of Liability Bodily Injury and Property Damage Liability Owned Autos/Scheduled Autos Including coverage for Hired and Non -Owned Autos Combined Single Limit $ 300,000 B. Endorsements Required City of Miami listed as an additional insured III. Worker's Compensation Limits of Liability Statutory -State of Florida Employer's Liability A. Limits of Liability $100,000 for bodily injury caused by an accident, each accident. $100,000 for bodily injury caused by disease, each employee $500,000 for bodily injury caused by disease, policy limit IV. ProfessionaVError's & Omissions Liability Each Claim $1,000,000 Policy Aggregate $1,000,000 Retroactive Date Included V. Certificate Holder Information should be listed as the following: City of Miami 444 SW 2" Avenue Miami, FL 33130 'THE DEPARTMENT OF RISK MANAGEMENT RESERVES THE RIGHT TO SOLICIT ADDITIONAL INSURANCE COVERAGE AS MAY BE APPLICABLE IN CONNECTION TO A PARTICULAR RISK, OR SCOPE OF SERVICES/WORK PROGRAM" THE ABOVE POLICIES SHALL PROVIDE THE CITY OF MIAMI WITH WRITTEN NOTICE OF CANCELLATION IN ACCORDANCE WITH POLICY PROVISIONS. Companies authorized to do business in the State of Florida, with the following qualifications, shall issue all insurance policies required above: The company must be rated no less than "A-" as to management, and no less than "Class V" as to Financial Strength, by the latest edition of Best's Insurance Guide, published by A.M. Best Company, Oldwick, New Jersey, or its equivalent. All policies and /or certificates of insurance are subject to review and verification by Risk Management prior to insurance approval. 33 Authorized Repres tgnature: (311202. 2. ' t Name: Svmeria T. Hudson Dat Title: President & CEO STATE OF FLORIDA COUNTY OF MIAMI-DADE The foregoing instrument was acknowledged before me by means of ❑ physical presence or ❑ online notarization, this 31 day of ik„r.rlA 20 ZZ by w Sy�cria I4vdsur of '�,m aPay. Pae4I in r, , a No), Prue+ corporation, on behalf of the corporation. He/she is pkirsonally kno i t me or has produced as identificatio , f----) ig39,pir- of Notary [Notary Seal]: yr Notary Public State of Florida Christopher J Fischer My Commission GG 282275 "l F' Expires 12/0812022 34 Ac RD CERTIFICATE OF LIABILITY INSURANCE 4.....------ DATE(MMIDD/YYY) 7/5/2022 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). PRODUCER Arthur J. Gallagher Risk Management Services, Inc. 9155 S. Dadeland Blvd. Ste. 1112 Miami FL 33156 CONTACT NAME: PHONE FAX (AIC No Ext1• 305-592-6080 No): 305-716-3293 A DRIESS: INSURER(S) AFFORDING COVERAGE NAIC 0 INSURERA: Berkshire Hathaway Specialty Insurance Company 22276 INSURED Chapman Partnership, Inc. - Attb: Howard Rubin 1550 N Miami Ave Miami FL 33136 INSURER B : American Guarantee and Liability Ins Co 26247 INSURER C : INSURERD: INSURER E : INSURER F :• CERTIFICATE NUMBER: 365465053 REVISION NUMBER: THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. INSR LTR TYPE OF INSURANCE ADDL INSD SUBR WVD POLICY NUMBER POLICY EFF (MMIDD/YYYY) POLICY EXP (MMIDDIYYYY) LIMITS A X COMMERCIAL GENERAL LIABILITY Y 47SPK25956504 9/30/2021 9/30/2022 EACH OCCURRENCE $1,000,000 DAMAGE TO RENTED PREMISES (Ea occurrence) $ 100,000 CLAIMS -MADE X OCCUR MED EXP (Any one person) $ 20,000 PERSONAL & ADV INJURY $1,000,000 GENERAL AGGREGATE $ 3,000,000 GEN'L X AGGREGATE LIMIT APPLIES PRO JECT PER: LOC PRODUCTS-COMP/OPAGG $3,000,000 $ A AUTOMOBILE X X LIABILITY ANY AUTO OWNED AUTOS ONLY HIRED AUTOS ONLY y SCHEDULED AUTOS NON -OWNED AUTOS ONLY Y 47RWS25956604 9/30/2021 9/30/2022 COMBINED SINGLE LIMIT (Ea accident) $ 1,000,000 BODILY INJURY (Per person) $ BODILY INJURY (Per accident) $ PROPERTY DAMAGE (Per accident) $ $ A X UMBRELLA LIAR EXCESS LIAB X O OCCUR CLAIMS -MADE 47SUM25956804 9/30/2021 9/30/2022 EACH OCCURRENCE $10,000,000 AGGREGATE $ 10,000,000 $ DED X RETENTIONS 1n DDD B WORKERS COMPENSATION AND EMPLOYERS' LIABILITY ANYPROPRIETOR/PARTNER/EXECUTIVE OFFICER/MEMBEREXCLUDED? (Mandatory In NH) If yes, describe under DESCRIPTION OF OPERATIONS below Y / N NIA WC571030104 9/30/2021 9/30/2022 x STATUTE OTH- ER E.L. EACH ACCIDENT $ 1,000,000 E.L. DISEASE - EA EMPLOYEE $ 1,000,000 E.L. DISEASE - POLICY LIMIT $ 1,000,000 A Professional Liability 47SPK25956504 9/30/2021 9/30/2022 AGGREGATE LIMIT: EACH INCIDENT LIMIT: $3,000,000 $1,000,000 DESCRIPTION OF OPERATIONS / LOCATIONS / VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached if more space is required) Certificate holder is listed as added as Additional Insured with respect to the Auto Liability & General Liability Policy. General liability is Primary and Non-contributory. CERTIFICATE HOLDER CANCELLATION City of Miami 444 SW 2nd Avenue Miam FL 33130 SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS. AUTHORIZED REPRESENTATIVE ACORD 25 (2016/03) © 1988-2015 ACORD CORPORATION. All rights reserved. The ACORD name and logo are registered marks of ACORD EXHIBIT I3 PROGRAMMATIC REPORTING REQUIREMENTS Compliance must be ensured with the following: State and Local Fiscal Recovery Funds — Compliance and Reporting Guidance, dated February 28, 2022 — Version 3.0 (and any future updates and revisions) SLFRF Compliance and Reporting Guidance (treasury.gov) https://home.treasurv. gov/system/files/ 136/SLFRF-Compliance-and-Reporting-Guidance.pdf.pdf Programmatic Reporting Required: Public Health and Negative Economic Impact (EC 1.1-3.5) - Collection to begin in April 2022 o Brief description of structure and objectives of assistance program(s), including public health or negative economic impact experienced o Brief description of how a recipient's response is related and reasonably and proportional to a public health or negative economic impact of COVID-19. II. Use of Evidence: (for all ECs indicated) - Collection to begin in April 2022 o The dollar amount of the total project spending that is allocated towards evidence - based interventions o Indicate if a program evaluation of the project is being conducted III. Required programmatic Data — EC 2.10 - Information listed must be provided in each report: (Job Training) Collection to begin April 2022 o Number of workers enrolled in sectoral job training programs o Number of workers completing sectoral job training programs o Number of people participating in summer youth employment programs IV. Project Demographic Distribution (Applicable to Public Health and Negative Economic Impact ECs: EC 1.1-2.37) — Collection to begin April 2022 35 o Recognizing the disproportionate public health and negative economic impacts of the pandemic on many households, communities, and other entities, recipients must report whether certain types of projects are targeted to impacted and disproportionately impacted communities. Recipients will be asked to respond to the following: • What Impacted and/or Disproportionally Impacted population does this project primarily serve? Please select the population primarily served. ■ If this project primarily serves more than one Impacted and/or Disproportionately Impacted population, please select up to two additional populations served. 36 CHAPMAN 1,f partnership. Empowering the Homeless Accounting Policies Accounting Procedures This section covers basic accounting procedures for Chapman Partnership. The accounting procedures used by the organization conform to Generally Accepted Accounting Principles (GAAP) requiring management to make estimates and assumptions that affect the reported amounts of assets and liabilities and disclosure of contingent assets and liabilities at the date of the consolidated financial statements and the reported amounts of revenues and expenses during the reported period. Basis of Accounting The organization uses the accrual basis of accounting. The accrual basis is the method of accounting whereby revenue and expenses are identified with specific periods of time, such as a month or year, and are recorded as incurred. This method of recording revenue and expenses is without regard to date of receipt or payment of cash. Procedures: • Throughout the fiscal year, expenses are accrued into the month in which they are incurred. The books are closed no later than the second day after the close of the month. Invoices received after closing the books will be counted as a current -month expense. • At the close of the fiscal year, all expenses that should be accrued into the prior fiscal year are so accrued, in order to ensure that year-end financial statements reflect all expenses incurred during the fiscal year. Year-end books are closed no later than 90 days after the end of the fiscal year. • Revenue is always recorded in the month in which it was earned or pledged. Journal Entries/Accounts Payable/Payroll • Monthly journal entries are made for depreciation, payroll, kitchen inventory, commercial insurance, 401k, bank statements income and expense, payroll fees etc. by the CFO and entered into the accounting software. • Monthly journal entry accruals are made for invoices not received to include medical, dental, workers compensation, security guard service, utilities, contracts, etc. by the CFO and entered into the accounting software. • All approved accounts payable invoices are entered into the accounting software by the Accounts Payable Specialist Page 1 of 4 Monthly Close • The books are closed on the second day following the month end by the CFO. Bank Reconciliations Policy: All bank statements will be opened and reviewed in a timely manner. Bank reconciliation and approval will occur within 30 days of the close of the month. Procedures: • All bank statements and cancelled checks will be opened, reviewed and initialed by the Administrative Assistant. • Bank statements are submitted to Finance for reconciliation. • The President & CEO will review and approve reconciliation reports by signing and dating the report Recordkeeping • All journal entries for the current and previous fiscal year are kept in the CFO's office until after completion of the audit and then moved to a locked storage area. • All accounts payable documentation for the current fiscal year are kept in the Accounts Payable Specialist office until after completion of the audit and then moved to a locked storage area. • All payroll journals and other payroll documentation for the current fiscal year are kept in the CFO's office until after completion of the audit and then moved to a locked storage area. • After three years all documentation is moved to an offsite storage facility. Internal Controls The organization employs several safeguards to ensure that financial transactions are properly authorized, appropriated, executed and recorded. Lines of Authority • The Board of Trustees has the authority to approve fiscal policies and reviews financial statements presented at monthly board meetings. • The annual budget is prepared by the CFO in conjunction with the President & CEO, COO, VP of Development and VP of Human Resources, presented to the Finance Committee for review and approval and then presented to the Executive Committee for review and approval. • The CFO prepares all joumal entries and is approved by the CEO at month end. • CFO reviews the monthly financial statements with the CEO on a monthly basis. • CEO approves all bank statements prepared by Finance. Page 2 of 4 Conflict of Interest Policy: All employees and members of the Board of Directors are expected to use good judgment, to adhere to high ethical standards, and to act in such a manner as to avoid any actual or potential conflict of interest. A conflict of interest occurs when the personal, professional, or business interests of an employee or Board member conflict with the interests of the organization. Both the fact and the appearance of a conflict of interest should be avoided. Procedures: • Upon or before hire, election, or appointment each employee and Board member must provide a full written disclosure of all direct or indirect fmancial interests that could potentially result in a conflict of interest. Examples include employer, business, and other nonprofit affiliations, and those of family members or a significant other. This written disclosure will be kept on file and will be updated annually and as needed. • Should there be any dispute as to whether a conflict of interest exists: The President & CEO shall determine whether a conflict of interest exists for an employee, and shall determine the appropriate response. The Board of Directors shall determine whether a conflict of interest exists for the President & CEO or a member of the Board, and shall determine the appropriate response. Segregation of Duties Policy: The organization's fmancial duties are distributed among multiple people to help ensure protection from fraud and error. The distribution of duties aims for maximum protection of the organization's assets while also considering efficiency of operations. Cash/Check Receipts: • All checks are opened, logged and distributed by the receptionist to the Donor Records Specialist for coding and sign off. • Once coded and copied, the checks are given to the CFO, copy is signed and then deposited through a bank desktop machine. Check Disbursements: • All checks under $25,000 can be signed individually by the CEO, VP Human Resources or the VP of Development. For checks $25,000 and greater two of the above signers are required. Physical Security Policy: The organization maintains physical security of its assets to ensure that only individuals who are authorized have physical or indirect access to money, checks and other valuable property. • Blank checks are stored under lock and key and accounted for when removed. • Cash is stored in a locked safe with access to by key Finance staff. • Bank deposits are made on a bi-weekly by the CFO through a bank desktop software. • Access to Finance computers are through individualized passwords and changed by the IT Department quarterly. Page 3 of 4 Internal Financial Reports Policy: The organization prepares regular financial reports on a monthly basis. All reports are finalized no later than 7 days after the close of the prior month. Procedures: • The CFO is responsible for producing the following year-to-date reports within 15 days of the end of each month: b Statement of Financial Position =s Statement of Activities - Budget vs. Actual month and YTD —> Cash Flow Projection -- Development Report • The CEO, Executive Committee and the Board of Trustees review financial reports each month presented by the CFO Audit • CFO in conjunction with the Finance team prepares all work papers, Consolidated Statement of Financial Position, Consolidated Statement of Activities, Consolidated Statement of Functional Expenses, Consolidated Statement of Cash Flows, and all footnotes and supporting schedules for the annual audit conducted by an outside independent auditing firm. • The audit documentation is sent to the audit fume in advance of their arrival no later than December lsc • The CFO works hand in hand with the auditors. • The Audit Firm meets with the Audit Committee in February of each year to review the audit report and the work of the CFO. • The independent firm reports their fmdings to the Board of Trustees in the February board meeting. • The audit report is posted to the public on the company website. Tax Compliance • The tax department of the audit firm completes the annual Federal Form 990 which is uploaded to the website and sent in to the IRS. • The CFO serves as the staff liaison to the tax department, reviews the tax return prior to filing. The Board of Trustees reviews the tax return and approves prior to filing. Page 4 of 4 CHAPMAN PARTNERSHIP, INC. BY-LAWS (Revised and Republished as Adopted By CHAPMAN PARTNERSHIP Board on August 13, 2018,) Article I. Name This Corporation shall be known as CHAPMAN PARTNERSHIP, INC. Article II. Purposes and Powers The purposes and powers of this Corporation shall be as stated in its Articles of Incorporation. Article III. Members Section 3.01. Regular Members. The voting members of this Corporation shall be the Board of Trustees and the Board of Trustees shall be the voting members. All prospective Member candidates shall be identified, screened, interviewed and presented first to the Executive Committee and thereafter be presented to the Board of Trustees for approval as new members of the Board. All members shall accept and sign an agreement, (the `Board Agreement'), as prepared and approved by the Executive Committee and the Board of Trustees. The Board Agreement shall set forth the expectations of Board members and commitments, including a "Give/Get" component. Every Board member shall execute the Board Agreement beginning in October 2018. The Trustees will not have term limits, but must be re -nominated and re-elected annually. Section 3.02. Friends of Chapman. The Friends of Chapman (FOC) will accommodate Board members choosing not to remain actively involved on the Board and community leaders who express a desire to remain a part of Chapman, but are unwilling or unable to commit full time to the Board of Trustees. All members of the FOC must be approved by the Executive Committee. In addition, the Corporation may have associate and other classes of members as determined from time to time by the Board. These members shall be non -voting and the requirements for such associate membership shall be established by the Board. Section 3.03 Affiliated Groups The Affiliated Groups of Chapman consist of the Gala Committee, Womenade and nextgen. For governance responsibility, the Chairs of these Affiliated Groups shall report to the Executive Committee and Development Chair. The Chair of nextgen will have a seat on the Board and at the Executive Committee for the purpose of developing a succession of potential new Board Members. Article IV. Board of Trustees Section 4.01. Membership. The Board shall be composed of not less than fifteen (15) nor more than eighty (80) individuals who shall be elected annually by the existing Board and execute the Board Agreement. A Board member may vote for himself/herself Section 4.02. Duties. The business and affairs of this Corporation and the general policies to be followed by the Corporation shall be the responsibility of the Board. Section 4.03. Term of Office. The Board members shall be elected at the annual meetings and shall hold office for a term of one year or until their successors have been duly elected. Board members may be nominated and elected at any Board meeting. Board members may be removed with or without cause by mailing to the Board member at his or her business address listed on the books of the Corporation written notice of the termination of the appointment. There is no term limit for Board members. Section 4.04. Meetings. a. b. c. The annual meeting will be held once each year at a time and place to be selected in the discretion of the Board of Trustees. A regular meeting may be held bi-monthly, but not less frequent than quarterly, one of which shall be in conjunction with the annual meeting of the Board of Trustees. There will be no regularly scheduled Board meetings during the months of July and August. Special meetings shall be held at the call of the Chair or by a written request of not less than one-third of the members of the Board. Section 4.05. Notices. a. Written Notices of any annual meeting shall be provided to all members of the Board at least seven (7) days prior to such meeting, by email or in writing at their address as listed on the books of the Board. b. c. Written or email notices of any regular meeting or special meeting shall be provided to all members of the Board at least three (3) days prior to such meeting, at their address as listed on the books of the Board. Notices may be given either by email, by facsimile transmission, or by the US Postal Service, to the current address to the member or officer which is maintained on the Corporation's records. It is the responsibility of each member and officer to inform the President/CEO of the Corporation of any change of any mailing or email address. Section 4.06. Quorum: A meeting of the members of the Board at which there are present the lesser of 15 members or one-third of the membership of the Board shall be deemed to have a quorum. Section 4.07. Vacancies. Vacancies on the Board shall be filled by recommendations of the Nominating Committee and approved by the Executive Committee and the Board. Section 4.08. Resignation or Removal. Any member of the Board may resign at any time by giving written notice to the Board or the Chairperson. Any such resignation shall take effect at the time specified therein, or, if the time is not specified therein, upon its acceptance by the Board. The other members, by a majority vote of such other members at any meeting of the Board at which a quorum is present, may remove from office a member of the Board, with or without cause, whenever it is deemed in the best interests of the Corporation. Section 4.09. Voting. Every member of the Board in good standing shall have the right and be entitled to one vote, in person, upon every proposal properly submitted to vote at any meeting of the Board. A member shall be deemed in good standing until the Executive Committee shall have determined otherwise. Section 4.10. Compensation. Members of the Board shall not receive any compensation for their services, as Board Members. Nothing contained herein shall preclude any member of the Board from serving the Corporation in any other capacity, including, for example, President and CEO and receiving compensation therefore. Article V. Committees The following identifies and defines the standing committees of the Corporation: Section 5.01. Executive Committee. The Board shall have an Executive Committee (EC) comprised of no more than fourteen (14) members of the Board. and shall include the Board Chair; Past Chair/Chair-Elect; Chair - Emeritus; Secretary (of Counsel); Treasurer; Chair, Audit Committee; Chair, Development Committee; Chair, Nominating Committee; Chair, Spiritual Life Committee; Chair, nextgen; the Chief Executive Officer and three at large Board Members as may be appointed by the Board Chair. Regular meetings of the Executive Committee shall be held on a monthly basis, at least ten (10) times per year, to carry out the mission of the Corporation. There will be no regularly scheduled Executive committee meeting during the month of August. A meeting of the Executive Committee at which there are present at least eight (8) voting Executive Committee members shall be deemed to have a quorum. The Executive Committee shall have all of the powers of the Board except that it shall not have the Board's powers to elect or remove Trustees, dissolve the Corporation, change the mission of the Corporation or amend these By -Laws or the Articles of Incorporation. The Executive Committee shall establish rules and regulations for the operations of the Executive Committee, voting, meetings and similar procedural matters. The Executive Committee will give strategic direction to the Board and Management, shall have fiduciary responsibility, budget approval, fund raising responsibilities and shall hire and evaluate the President/CEO annually. The Executive Committee shall establish the guidelines for determining the good standing of members. The officers of the Board will be the Board Chair, President and CEO, the Treasurer and the Secretary. Executive Committee members serve at the pleasure of the Chair for a three (3) year term. A Member may serve a second 3-year term, but can serve only for a maximum of six (6) consecutive years. The terms of the EC Members will be staggered to maintain legacy knowledge and succession. The Executive Committee will, not less frequently than annually, review the performance of the President and CEO and every standing committee of the Corporation and will effect any changes necessary to improve the performance by the committee in its responsibilities as stated in these By -Laws. Section 5.02. Audit Committee. The Audit Committee shall be chaired by a member of the Executive Committee, who shall be appointed by the Board Chair. The Committee shall consist of a minimum of two (2) individuals. The Audit Committee is charged with providing an in-depth review of Chapman Partnership's financial operations annual audit. The Committee will manage the engagement process of external auditors; including review of service proposals and interviewing of finalist firms. It will approve the annual audit plan presented by external auditors, review IRS tax form 990 and any other required financial documents prepared by external auditors. The committee will meet at a minimum two times a year — once to approve audit planning, and then to review reports prepared from the external auditors. They will also meet every three years to review the engagement of the external audit firm. Specific responsibilities include: 1. Evaluating the performance of independent auditors and recommending to the Executive Committee (via the Finance Committee) the appointment and, as warranted, the replacement of the independent auditors. 2. Overseeing the internal audit function and discussing the following matters with the independent auditors: • Scope, results of the audit and management letter • Accounting principles, policies and reporting practices • Adequacy of the Corporation's internal controls • Fees charged 3. Ensuring that the independent auditors submit periodic reports to the Committee delineating any and all relationships between the independent auditors and Chapman Partnership. While the Audit Committee has the responsibilities and functions set forth herein, it is not the duty of the Audit Committee to plan or conduct audits or to determine that the financial statements are complete, accurate and in accordance with generally accepted accounting principles. This is the responsibility of Chapman management and the independent auditors. Section 5.03. Spiritual Life Committee. Committee Structure The Spiritual Life Committee is to be chaired by a member of The Executive Committee, who will be appointed by the Board Chair.. The Committee shall consist of no fewer than 5 and no more than 10 individuals, who will be recommended by the Chair of the Committee and be confirmed by the Chair. Appointees to the Committee may be members of the Executive Committee or the Board or may be individuals who are not members of either the Executive Committee or the Board. A majority of the Committee members must be Board Members. Committee Purpose The Spiritual Life Committee will provide oversight over the non -denominational spiritual wellbeing programs for clients of Chapman Partnership. This will also include developing the cooperation and involvement of the religious and spiritual community of Miami -Dade County with Chapman Partnership. The Committee will meet as necessary. Section 5.04. Development Committee. The Development Committee is to be chaired by a member of The Executive Committee, who will be appointed by the Board Chair. The Committee shall consist of no fewer than 5, who will be recommended by the Chair of the Committee and be confirmed by the Chair. Appointees to the Committee may be members of the Executive Committee or the Board or may be individuals who are not members of either the Executive Committee or the Board. But a majority of the Committee members must be Board Members. Committee Purpose & Responsibilities The Development Committee will provide advice and support to the Chair Development in the planning and implementation of Chapman Partnership's fundraising efforts. The Committee shall meet at least four times each fiscal year in order to carry out its responsibilities. The Committee will meet as necessary. Specific responsibilities include: 1. Meet with the Development Director to oversee and provide input on donor strategies, fundraising solicitations, fundraising events and infrastructure to support Chapman's development efforts. 2. The Committee shall assist in the process of development utilizing their own and developed contacts in the community and as a liaison to the Development Director in identifying other Board members' contacts. At a minimum, the members of the Development Committee should reach out to their contacts in the community and educate them about Chapman's mission and encourage their support. 3. All fundraising events (including, without limitation, the Gala and the Womenade luncheon,) must be reviewed, approved and monitored by the Chair, Development and the Development Committee. The chairs of specific fundraising events must also be approved by the Executive Committee and are required to present an outline of such event, including estimated costs and revenues, to the Chair, Development and Development Committee for their review and approval. 4. Upon conclusion of any event, the Committee will review a report by the Development Director detailing the income and expenses of that particular event, evaluate its success and make any recommendations for the future to the Executive Committee. 5. The Development Committee will submit an annual report to the Board prepared with the assistance of the Development Director, outlining development accomplishments during the past year and presenting any suggestions for the year ahead. Section 5.05. Finance Committee. The Finance Committee is to be chaired by a member of The Executive Committee, who will be appointed by the Board Chair. The Committee shall consist of no fewer than 4 and no more than 6 individuals, who will be recommended by the Chair of the Committee and be confirmed by the Chair. Appointees to the Committee may be members of the Executive Committee or the Board or may be individuals who are not members of either the Executive Committee or the Board. But a majority of the Committee members must be Board Members and a majority of whom will have expertise in the areas of accounting, finance, investments, banking, law, insurance, information technology and any other areas as deemed necessary by the Chair. The Chair of the Finance Committee will be the Treasurer of the Executive Committee. Committee Purpose & Responsibilities The Finance Committee will provide advice and guidance relating to financial policy, information technology and management of facilities, risk and investment. The Committee will meet as necessary. Specific responsibilities include: 1. Financial Policy and Review: • Establish fiscal policies, including cash management, investment, budget, and reserves policies. • Approve or recommend selection of financial service providers, including bankers, insurance brokers, auditors, and investment managers and advisors, as needed. • Review and approve the annual operating budget prepared by management, as well as interim amendments as appropriate. • Recommend budget to the Executive. Committee for approval. Approve total annual salaries and benefits as part of the budget approval process. • Monitor actual results against budget and assess reasons for significant variances. • Review quarterly financial statements that have been prepared by the CFO in accordance with interim financial reporting policies and nonprofit accounting industry guidelines. • Monitor cash flow and assess need for line of credit or other debt for recommendation to the Board. • Monitor investment of excess cash balances to ensure compliance with investment policy and monitor investment performance. • Evaluate the need for accumulated unrestricted reserves for long-term or emergency needs, and recommend to the Board annual funding amounts for the operating budget and allocations with these needs in mind. 2. Information Technology Oversight: • Provide oversight of all information technology related functions including software and hardware acquisition, network security, communications, and other technological needs. • Provide proper attention and funding for technology to support effective operations and to ensure data security and integrity. • Approve or recommend disaster recovery plan for use in the event of system failure, data corruption or building damage. 3. Facilities Management: • Provide oversight of capital purchase activity, including significant building and information technology needs • Approve capital budget as needed for major projects. 4. Risk Management • Oversee Chapman's insurance program and assess the adequacy of coverage and carriers, utilizing services of an insurance consultant if deemed necessary. • Approve or recommend selection of insurance carriers as needed. • Oversee the Enterprise Risk Management process. 5.Investment Sub -Committee The Chair, Finance shall: • Appoint members to a sub -committee to oversee the investment of funds in Chapman's endowment. • Approve the charter of the Investment Sub -Committee. • Receive periodic reports from the Investment Sub -Committee on the results of their activities and report timely to the Executive Committee. The Committees will meet as necessary. Form, with approval of Chair, any other sub -committees deemed necessary to fulfill its duties. Section 5.06. Nominating Committee. Committee Structure The Nominating Committee is to be chaired by a member of The Executive Committee, who will be appointed by the Board Chair. The Committee shall consist of no fewer than 2 and no more than 4 individuals, who will be appointed by the Committee Chair after review and approval of the Chair. Appointees to the Committee shall be members of the Executive Committee or the Board. Committee Purpose The Nominating Committee will identify and oversee the membership needs of the Board of Trustees to insure its diversity and reach into the community. The Committee will design and manage a process to identify, recruit, and nominate a diverse, committed and effective Board of Trustees. The nominating process will include a formal, sponsored application, current resume, and reference checking. The Committee will meet as necessary. Specific responsibilities include: 1. Continually identifying potential BOT members. The Committee will review all applications or resumes with the Chairman of the Executive Committee before approaching the potential member. Potential members should be sourced through referrals and recommendations of the current Board, Executive Committee and partners. 2. The Committee will also be responsible for the orientation of new Board of Trustee members to include a discussion of the Member Agreement and execution of the Agreement, and a review of membership expectations for individual and corporate contributions. 3. The Committee, with the Chair, will be responsible for reviewing the performance of the entire Board of Trustees and Executive Committee, recommending any changes to the membership, and recommending potential Executive Committee members to the current Executive Committee. Section 5.07. Committee Governance. The standing committees of the Corporation have the significant responsibility to assist and to affect the Board's governance of the Corporation. As a general matter, each standing committee will meet on a schedule created by the Chair and as included herein. To remain in good standing, a member of a standing committee of the Board should attend a minimum of one- half of the scheduled committee meetings. Every standing committee of the Board shall have the position of Chair. The Chair shall preside at all meetings of the committee and shall have all general powers and duties as are generally vested in the office of a committee chair. The term of office of each Committee Chair shall be one (1) year or such other period, whether shorter or longer, as determined by the Board Chair. The Board Chair or a Committee Chair, with the approval of the Board Chair, may form other sub -committees necessary to fulfill the duties of the committee. The Board Chair may add to or subtract from the responsibilities of a Committee at any time. Section 5.09. Special Task Forces. The Board may from time to time appoint temporary or special task forces which in its discretion may be deemed necessary and advisable and may include, without limitations, Marketing, Construction, Operations, Programs, Community Support, Employment and Housing task forces to be formed and convened, from time to time, on an as needed basis for specific purposes. Article VI. Officers Section 6.01. Officers. The officers of the Corporation shall consist of the Chair, President and CEO, Secretary, Treasurer and such other officers as the Board may from time to time establish. Section 6.02. Duties. Chair: The Chair shall preside at all meetings of the Board. The Chair shall have all general powers and duties that are generally vested in the office of the president, including, without limitation, the power to make appointments to all Committees from time to time as in his or her discretion may be deemed appropriate to assist in the conduct of the affairs of the Committee. The Chair will identify and may initiate special projects, initiatives, and other matters of interest to the Corporation and as otherwise provided in these By Laws and, if required, establish task forces and may assign responsibility for effecting these to a member of the Board of Trustees. The Chair shall serve for a two (2) year term with the possibility of a one year extension Chair Elect: The Chair Elect is the person elected by the Corporation's Board to assume the position of Chair at the expiration of the term of the Chair, or at his or her earlier resignation or inability to serve. The Chair Elect is the second officer in the chain of command of the Corporation... The Chair Elect will serve for one (1) year before becoming Chair. Secretary: The Secretary is the next officer in the chain of command. In the absence of the Chair, the Chair -Elect, then the Secretary shall accept and perform the duties and exercise the power of the Chair. The Secretary shall ensure that all minutes and records are properly kept and are available for corporate purposes. Treasurer: The Treasurer is the next officer in the chain of command. In the absence of the Chair, the Chair Elect and the Secretary shall accept and perform the duties and exercise the power of the Chair. The Treasurer shall be custodian of all funds that the Corporation might receive. Founding Chairman, Founders and Chair Emeritus: In recognition of his leadership and service to the Corporation since prior to its formation, Alvah H. Chapman, Jr. (deceased 2008) was appointed the Founding Chairman of the Corporation. and shall always be recognized as such. The Founders shall be all board members who were serving the Corporation from its inception. In recognition of her leadership and service to the Corporation, Trish Bell is recognized as the Chair Emeritus of the Corporation. President and CEO: The President and CEO shall have all general powers and duties that are generally vested in the office of a chief executive officer and such other powers and duties as shall be given by the Board. Section 6.03. Term of Office. Officers shall be elected by the Board and serve at the pleasure of the Chair for three (3) years, but must be confirmed annually. Section 6.04. Resignation. Any officer may resign at any time by giving written notice to the Board, and such resignation shall take effect at the time specified therein or, if no such time is specified, upon acceptance by the Board. Section 6.05. Vacancies. A vacancy in any office due to death, resignation, and removal or otherwise may be filled by the Board for the unexpired portion of the term. Section 6.06. Removal. Any officer elected or appointed by the Board may be removed from office, with or without cause, whenever in the judgment of the Board the best interests of the Corporation shall be so served. Section 6.07. Compensation. Compensation for the President/CEO of the Corporation shall be set by the Executive Committee in its sole discretion. No other officers of the corporation shall receive compensation. Article VII. Financial Affairs Section 7.01. Audit and Bookkeeping. All books and records of the Corporation, and all funds thereof, shall be managed as may be required from time to time by applicable law. Section 7.02. Fiscal Year. The fiscal year of the Corporation shall begin on October 1 of each year. Article VIII. Rules of Order "Roberts Rule of Order", as revised, shall be the parliamentary authority for all matters of procedure not specifically covered by these By -Laws. Article IX. Conflict of Interest No action of the Board or agreement of the Corporation shall be invalid because an officer or member of the Corporation may receive a direct or indirect benefit there from. Every officer or member shall disclose the possibility of his or her receipt of a direct or indirect benefit from a proposed Corporation action, prior to the act of the Board or any committee thereof which could give rise to such benefit. The officer or member shall further refrain from voting on the issue, but may participate in the discussion of the issue unless requested not to do so by the official presiding at the respective meeting of the Corporation. Article X. Amendments These Bylaws may be amended, revised, repealed, or rescinded by a two-thirds (2/3) vote of the Trustees present at any meeting of the Board at which a quorum is present. Article XI. Corporate Seal The Corporate Seal shall bear the words "CHAPMAN PARTNERSHIP, INC." which shall be between two concentric circles, and on the inside of the inner circle shall be the words "FLORIDA", "CORPORATION NOT FOR PROFIT" and the figures "1993", an impression of such seal appearing below. Dzotept6Zc , Osmond C. Howe, Jr, Esq. (SEAL) CHAPMAN PARTNERSHIP Employee Handbook TABLE OF CONTENTS INTRODUCTION 2 30 Organization Description 2 40 Introductory Statement 2 EMPLOYMENT 4 100 Employment -At -Will 4 101 Employee Relations 4 102 Equal Employment Opportunity 4 103 Americans With Disabilities Act 5 104 Employee Code of Ethics and Standards of Practice 5 105 Anti-Harassment/Anti-Discrimination Policy 8 106 Non-Fraternization/Nepotism 11 107 Political Activity 11 108 Conflicts of Interest 12 109 Employee Protection (Whistleblower) Policy 13 110 Outside Employment and Business Directorships 14 111 Corporate Assets and Records 15 EMPLOYMENT STATUS & RECORDS 17 201 Employment Categories 17 202 Personnel Files 17 203 Employment Reference Checks 18 204 Personnel Data Changes 18 205 Introductory Period 18 206 Employment Applications 19 207 Transfers/Promotions 19 208 Performance Evaluation 20 209 Resignation Policy 20 210 Safe Harbor Policy for Exempt Employees 21 TIME OFF AND EMPLOYEE BENEFIT PROGRAMS 23 301 Employee Benefits 23 303 Holidays 26 305 Workers' Compensation Insurance 27 306 Sick Days 27 307 Bereavement Leave 29 308 Jury Duty 29 309 Witness Duty 30 310 Educational Assistance 30 401 Paydays 32 402 Pay Corrections 32 403 Pay Deductions and Setoffs 32 404 Time Records 32 i WORK CONDITIONS & HOURS 34 501 Safety 34 502 Work Schedules 35 504 Meal Periods 36 505 Overtime 37 506 Use of Equipment and Vehicles 37 507 Emergency Occurrences 37 508 Business Travel Expenses 38 509 Visitors in the Workplace 39 510 Phones, Computers, Mail & E-Mail 39 511 Internet Policy 42 512 Social Media Policy 44 513 Workplace Monitoring 46 514 Children in the Workplace 47 515 Wellness Program 47 LEAVES OF ABSENCE 48 601 Family and Medical Leave 48 602 Grandparent Leave Policy 59 603 Military Leave 59 604 Personal Leave of Absence 59 605 Pregnancy -Related Absences 60 606 Domestic and Sexual Violence Leave of Absence 60 EMPLOYEE CONDUCT & DISCIPLINARY ACTION 63 701 Employee Conduct And Work Rules 63 702 Drug -Free Workplace 64 703 Attendance and Punctuality 74 704 Personal Appearance 74 705 Return of Property 76 706 Security Inspections 76 707 Solicitation and Distribution/Bulletin Boards 77 708 Progressive Disciplinary Action 77 709 Open Door Policy 79 710 Confidential Information 79 711 Child Protection Policy 81 MISCELLANEOUS 83 801 Suggestion Program 83 EMPLOYEE HANDBOOK RECEIPT 85 DRUG -FREE WORKPLACE CONSENT FORM 86 AFFIDAVIT REGARDING CHILD PROTECTION TO CHAPMAN PARTNERSHIP 87 ii i I Welcome new employee! WELCOME < Congratulations and thank you for accepting Chapman Partnership's ("Chapman Partnership" or the "Company") mission of offering hope and dignity to all so that no individual sleeps on the streets of this community. One of the keys to our success as an organization is hiring the right people. We have hired you because we believe you have the skills and the potential to help fulfill our mission. We expect and depend upon you to perform the tasks assigned to the best of your abilities. We know that your hard work and commitment will not only help us succeed, it will also give you a sense of pride and accomplishment. We are glad to have you as a member of the Chapman Partnership team. Every employee has an important role in our operations and we value the abilities, experience and background that you bring to our organization. It is you who provides the services that the homeless of our community will rely on. This Employee Handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. While the policies and procedures outlined in this Handbook should give you the answers to most of the general questions you might have about your job or the Company's procedures, it cannot cover every situation that might arise. If you have questions about these guidelines or need further information about any subject, please consult with your supervisor or the VP, Human Resources, Planning and Organizational Development. In addition, our management team will strive to provide you with all of the support and the resources you need to perform your job effectively. If, at any time, you need assistance or guidance, please do not hesitate to ask any of the members of our management team. They are here to help you perform to the best of your abilities. Please understand that nothing in this Handbook is intended to create either an express or an implied contract of employment for any period of time. Rather, at all times during employment, any employee not having an express, written employment contract retains the right to leave the Company at will, and the Company retains the right to terminate the employment of any person with or without cause at any time. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome to Chapman Partnership! My door is always open and I am glad to have you with us. Sincerely, 44-C,&'144104. Ck.xato H. Daniel Vincent President/CEO Chapman Partnership 1 INTRODUCTION 30 Organization Description Chapman Partnership Mission Statement: Provide comprehensive services to empower our homeless residents to become self sufficient. Chapman Partnership Beliefs and Values: 1. Client Focus: We recognize that our residents are of paramount importance and that our existence depends on consistently supporting them and adding value to their lives. 2. Mutual Respect: We strive to treat our residents and each other with respect, recognizing the value each of us brings to the workplace. 3. Trust & Integrity: We must continuously earn the trust of residents and co-workers by complying with laws, being consistent in what we do, keeping our word and being responsive to others' concerns. 4. Employee Development: We believe employee development is critical to our continued growth and competitiveness. The responsibility for this development is shared by the organization and the employees. Ongoing professional development and training will be expected of all staff. 5. Employee Involvement & Teamwork: We are committed to teamwork, combining employees' talents and abilities and recognizing that the results from the group exceed that of any individual. 6. Clear Expectations & Recognition: Each of us is responsible for our own success and that of our organization. We will make sure that each employee knows what is expected, and we will recognize both individual and group achievements. 7. Quality: We take pride in our work and continuously improve the quality of our services. 40 Introductory Statement This Employee Handbook ("Handbook") is designed to acquaint you with Chapman Partnership (hereinafter referred to as "Chapman Partnership," the "Company," or the "Organization") and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by Chapman Partnership to benefit employees. 2 One of our objectives is to provide a work environment that is conducive to both personal and professional growth. While the policies and procedures outlined in this Handbook should give you the answers to most of the general questions you might have about your job or the Company's procedures, it cannot cover every situation that might arise. If you have questions about these guidelines or need further information about any subject, please consult with your supervisor or the VP, Human Resources, Planning and Organizational Development. While every attempt has been made to create these personalized policies consistent with federal and state law, if an inconsistency arises, the policy will be enforced consistent with applicable law. Because economic and business conditions frequently change, Chapman Partnership retains the sole discretion to change, amend, or terminate provisions in the Handbook. The only exception to any changes is our employment -at -will policy, which provides that you or Chapman Partnership can end our relationship with or without cause at any time. The Company will strive to provide notification to employees of any changes to the Handbook as they occur. This Handbook supersedes any previous employee handbook that you may have been provided. YOUR ROLE: The reputation of an organization can hinge on many things: the quality of its services, its image or its policies. Yet we often form an opinion of an organization based on an experience with a single staff member. Likewise, many people will get their first and most lasting impression of the organization through you. Depending on the amount of public contact in your job, you are the Organization to dozens and perhaps hundreds of people. Your personal qualities, such as courtesy, helpfulness, knowledge and being good at what you do, influence the client's attitude toward you and Chapman Partnership. HUMAN RESOURCES ADMINISTRATION: The task of handling personnel records and related personnel administration functions at Chapman Partnership has been assigned to your respective Supervisor. Questions regarding insurance should be directed to the Human Resources Department and questions regarding Payroll should be directed to the Finance department. Questions about interpretation of policies should be directed to the VP, Human Resources, Planning and Organizational Development or a member of senior staff. #5521177 v140712 0001 3 EMPLOYMENT 100 Employment -At -Will The Company's employees have the status of "employees -at -will," meaning that no one has a contractual right, express or implied, to remain in the Company's employ. The Company may terminate an employee's employment, or an employee may terminate his/her employment, with or without cause, and with or without notice, at any time. No supervisor or other representative of the Company other than the President may modify at -will status and/or provide any special arrangement concerning terms and conditions of employment in an individual case or generally and any such modification must be in a signed writing. 101 Employee Relations Chapman Partnership strives to provide work conditions, wages, and benefits that are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors. Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Chapman Partnership amply demonstrates its commitment to employees by responding effectively to employee concerns. 102 Equal Employment Opportunity Chapman Partnership is firmly committed to Equal Employment Opportunity (EEO) and to compliance with all federal, state and local laws that prohibit employment discrimination on the basis of age, race, color, sex, pregnancy, gender identity, gender expression, national origin, ancestry, religion, disability, handicap, sexual orientation, familial status, marital status, genetic information, veteran status, and actual or perceived status as a victim of domestic violence, dating violence, or stalking, and any other legally protected status entitled to protection under federal, state, or local anti -discrimination laws. This policy governs all matters related to recruitment, advertising, and initial selection of employment. It shall also apply to all other aspects of employment, including, but not limited to, compensation, promotion, demotion, transfer, lay-offs, terminations, leave of absence and training opportunities. Also, as a government contractor, Chapman is committed to taking affirmative action to hire and advance minorities and women as well as individuals with disabilities and veterans. Chapman has developed a written Affirmative Action Program that demonstrates Chapman's commitment to non-discrimination and affirmative action for minorities, women, individuals with disabilities and veterans. Employees of and applicants to Chapman will not be subject to harassment, intimidation, threats, coercion, or discrimination because they have engaged or may engage in filing a complaint, assisting in a review, investigation, or hearing or have otherwise sought to obtain their legal rights related to any federal, state, or local law regarding EEO. Chapman has assigned overall responsibility for the implementation of its Affirmative Action Program to its EEO Officer, who is the VP, HR, Planning and Development. In addition, Chapman has established and maintains an internal audit and reporting system to allow for 4 effective measurement of Chapman's programs. The Veteran and Individuals with Disabilities Affirmative Action Plan are available to any employee or applicant for review in the Human Resources Department during normal business hours. Furthermore, any questions regarding Chapman's Equal Employment Opportunity policies or Affirmative Action Program should be directed to Chapman's EEO Officer. 103 Americans With Disabilities Act Chapman Partnership is committed to complying with all applicable provisions of the Americans with Disabilities Act, as amended (ADA), and applicable state and local laws. It is Chapman Partnership's policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment on the basis of such individual' s disability. Consistent with this policy of non-discrimination, Chapman Partnership will provide reasonable accommodations to an individual with a disability, as defined in the ADA or applicable law, who has made Chapman Partnership aware of his or her disability, unless doing so would cause an undue hardship to the Company. The Company also wishes to participate in a timely, good faith, interactive process with a disabled applicant or employee to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Requests should be made to the VP, HR, Planning and Organizational Development. By working together in good faith, the Company hopes to implement any reasonable accommodations that are appropriate and consistent with its legal obligations. Any employee or job applicant who has questions regarding this policy or believes that he or she has been discriminated against based on a disability should notify any member of senior staff or the VP, HR, Planning and Organizational Development. All such inquiries or complaints will be treated as confidential to the greatest extent possible, and will only be disclosed on a need -to - know basis. 104 Employee Code of Ethics and Standards of Practice The Code of Ethics sets forth Chapman Partnership's values, ethical principles, and ethical standards to which all Chapman Partnership employees will be held accountable. The Code was developed to ensure attainment of ethical standards and compliance with applicable laws and regulations. In some instances, the Code deals fully with the subject covered. In many cases, however, the subject discussed has so much complexity that additional guidance is necessary for those directly involved with the particular area to have sufficient direction. A: RESIDENT CONFIDENTIALITY: 1. Respect for Privacy/HIPAA: Chapman Partnership employees respect residents' right to privacy and should avoid illegal and unwarranted disclosures of confidential information. A Chapman Partnership employee makes every effort to ensure that privacy and confidentiality of residents are maintained by other employees, whether such employee is a supervisor, subordinate or peer. 2. Family Members in Residence: 5 Information about one family member cannot be disclosed to another member without written permission. Chapman Partnership employees protect the privacy right of each family member. 3. Disclosure without Consent to Prevent Harm: The general requirement that Chapman Partnership employees keep information confidential does not apply when disclosure is required to prevent clear and imminent danger to the resident or others or when legal requirements demand that confidential information be revealed. Chapman Partnership employees consult with professionals when in doubt as to the validity of an exception. B: PROFESSIONAL CONDUCT EXPECTED OF ALL EMPLOYEES: 1. Professional Conduct: Chapman Partnership employees have a responsibility both to residents and to Chapman Partnership to maintain high standards of professional conduct. 2. Standards Knowledge: Chapman Partnership employees have a responsibility to read, understand, and follow the code of ethics and the standards of practice. Chapman Partnership employees will demonstrate a commitment to gain knowledge, personal awareness, sensitivity, and skills pertinent to working with a diverse resident population. Lack of knowledge or misunderstanding of an ethical responsibility is not a defense against a charge of unethical conduct. 3. Monitor Effectiveness: Chapman Partnership employees continually monitor their effectiveness as professionals and take steps to improve when necessary. Chapman Partnership employees take steps to maintain competence in the skills they use, are open to new procedures, and keep current with the diverse and/or special populations with whom they work. 4. Evaluation: Chapman Partnership employees submit regularly to professional review and evaluation by their supervisor or other appropriate Chapman Partnership representatives. 5. In Service: Chapman Partnership employees are responsible for seeking and participating in in-service development training. 6. Reports to Third Parties: When required and authorized to report to third parties, Chapman Partnership employees are accurate, honest, and unbiased in reporting their employment activities and/or observations of Center operations or a resident's behavior to appropriate third parties including courts, Department of Children and Families, those who are the recipients of case management records and observations, and others. 6 7. Dual Relationships: Chapman Partnership employees are aware of their influential positions with respect to residents, and they avoid exploiting the trust and dependency of residents. Chapman Partnership employees shall avoid dual relationships with residents that could impair professional judgment or increase the risk of harm to residents. Examples of such relationships include, but are not limited to, familial, social, financial, business, or close personal relationship with residents. If a staff member knows a person who becomes a Chapman resident, the staff member should immediately report this information to his or her supervisor. The staff member should also report the nature of the previous relationship (familial, social, financial, business or close personal relationship) and any other details that may be relevant in determining whether or not Chapman Partnership's management team needs to implement safeguards to protect the resident and their privacy. 8. Close Personal/Intimate Relationships with Current and/or Former Residents is Prohibited: Current Residents: Chapman Partnership employees shall not have any type of close personal/intimate relationships with current residents. This includes but is not limited to sharing cellular phone information, providing transportation, bringing in donations or food for a specific resident, lending money, cashing checks, hiring residents to do any work for you or any other similar action. Former Residents: The majority of Center residents, upon departure from a Center, have just begun to take measures towards achieving their personal goals by which to acquire personal, financial and residential stability and self-sufficiency. A majority of the Centers' residents continue to be served by agencies with which Chapman Partnership is partnered through Miami -Dade County's Continuum of Care and some residents may return to a Center for emergency shelter, assistance and support from time to time. In light of the mission of Chapman Partnership and the duties and responsibilities of Chapman Partnership employees as more fully described in this Code of Conduct, Chapman Partnership employees have a duty not to engage in business, social, financial, co -habitation or intimate relationships with former residents for a minimum period of two years after the date that the resident last departs a Center. Former residents may apply for a position at Chapman Partnership after living independently for a period of at least two years. These policies are consistent with the codes of conduct and standards of practice set forth by the American Counseling Association and the National Association of Social Workers. These codes and standards are intended to protect the best interests of residents served and to establish the principles of ethical behavior of those serving residents in need of counseling and support. Case managers have a responsibility to adhere to these principles and all other Chapman Partnership employees have a responsibility to assist case managers in protecting the best interests of residents by also adhering to these codes and standards of conduct. 7 9. Unjustified Gains: Chapman Partnership employees shall not use their employment positions to seek or receive, directly or indirectly, unjustified personal gains, sexual favors, unfair advantage, or unearned goods or services from residents or others. 10. Employer Policies: Chapman Partnership employees are required to comply with all Company policies and principles. 11. Negative Conditions: Chapman Partnership employees must alert Chapman Partnership to institutional policy or conditions that may be potentially disruptive or damaging to the employee's duties and responsibilities regarding residents, or that may limit their effectiveness to serve residents or deny residents' rights. 12. Company Conflicts: If the demands of Chapman Partnership or another organization with which a Chapman Partnership employee is working with on behalf of a resident poses a conflict with this code of ethics, employees must advise their supervisor in writing, and shall seek the assistance of their supervisor to specify the nature of such conflicts, express their commitment to the code of ethics and resolve the conflict. 13. Multi -media Privacy: Staff members are prohibited to disclose any resident information via media. This includes but is not limited to photographing, recording, posting and/or commenting anything about or related to residents on any form of social media, personal electronic mail, via cell phone (i.e. text message), etc. NOTE: Nothing in this policy is intended to prohibit, interfere with, or discourage employees (other than statutory supervisors) from communicating regarding or acting together to improve their wages, hours, benefits and terms and conditions of employment, and engaging in other protected concerted activities, or from refraining from such activities. 105 Anti-Harassment/Anti-Discrimination Policy Chapman Partnership believes that each of us should be able to work in an environment free of discrimination and harassment. To this end, the Company prohibits and will not tolerate discrimination or harassment based on any legally protected status, including but not limited to sex, race, color, religion, disability, sexual orientation, genetic information, national origin, or age. Although this policy is primarily directed to sexual harassment, it applies equally to any form of discrimination or harassment based on any legally protected status, including but not limited to sex, race, color, religion, disability, sexual orientation, national origin, or age. Definition of Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature are considered to be sexual harassment when: 1. submission to such conduct is made either explicitly or implicitly a term or condition of your employment, 8 2. submission to or rejection of such conduct by you is used as the basis for employment decisions which affect you, or 3. such conduct has the purpose or the effect of unreasonably interfering with your work performance or creating an intimidating, hostile, or offensive working environment. Examples: Some of the more common examples of sexual harassment include: (1) repeated, unwelcome, and offensive sexual flirtations, advances, or propositions; (2) continued or repeated verbal abuse of a sexual nature; (3) continued or repeated graphic verbal commentaries about a person's body; (4) continued or repeated sexually degrading words about a person or the person's body. Sexual harassment is not limited to harassment of women by men. It includes the harassment of men by women and of gender -based harassment of individuals of the same sex as the harasser. Sexual harassment does not refer to behavior or occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is offensive both objectively and subjectively, that fails to respect the rights of others, that lowers morale, and that interferes with work effectiveness. Chapman Partnership personnel, including, but not limited to officers, executives, supervisors and managers, do not have the authority to engage in any activity which would constitute harassment, sexual or otherwise. The Company will not condone such behavior. Procedure For Reporting Harassment: If you believe (or have direct knowledge of such incidents) that you are being harassed by a supervisor, co-worker, outside tradesman, or resident, you should promptly report the incident or incidents to a member of senior staff, the VP, HR, Planning and Organizational Development, or the President/CEO. If you believe you are being harassed by your direct supervisor or your department supervisor, you should report the incident or incidents to the VP, HR, Planning and Organizational Development or the President/CEO. If you report the incident or incidents in writing, please place the report in a sealed envelope marked "Personal and Confidential." The following information should be included in the written statement: the date(s) of the incident(s), identity of the alleged harasser, identity of any witnesses, and details about the incident(s). The Company Investigation: 1. The Company will investigate all harassment (or discrimination) claims promptly and thoroughly irrespective of the identity of the alleged offender. 9 2. The Company's investigation will include, for example, inquiry into the alleged offender's identity, the specific conduct complained of, the identity of witnesses, and the number of times the conduct has occurred. 3. The Company will conduct confidential interviews of the alleged offender, the alleged victim, and all witnesses. 4. In determining whether the alleged conduct constitutes sexual harassment or any other type of unlawful harassment or discrimination, the Company will consider the totality of the circumstances, the nature of the conduct, and the context in which the alleged incident or incidents occurred. 5. The Company will keep all information concerning the incident or incidents confidential to the greatest extent possible. The Company will provide access to and disclose information to only those individuals involved in conducting the investigation and resolving the matter. 6. The Company will inform the alleged victim and offender about the results of the investigation and the steps the Company will be taking in response to the complaint. Sanctions: If the investigation reveals evidence supporting the occurrence of an incident of sexual harassment or any other unlawful harassment or discrimination, the Company will take prompt remedial action. The Company's disciplinary action will depend upon the specifics of the case and may range from a warning to termination of employment. If the investigation fails to disclose sexual harassment (or any other unlawful harassment or discrimination) conclusively, the Company reserves the right to nonetheless take action. Such action may include counseling, a reminder of the Company's Anti-Harassment/Anti- Discrimination policy, or a written warning to be included in the personnel file. The Company will not transfer the alleged victim unless he or she consents to the transfer. Prohibition Against Retaliation: The Company does not permit or condone retaliation. No one will suffer any adverse consequences as a result of bringing a complaint of perceived unlawful harassment or discrimination to the Company's attention. There will be no retaliation for either reporting the harassment/discrimination or for cooperating in the investigation of the report. Any employee responsible for retaliatory conduct will be subject to discipline, up to and including discharge. If an employee believes that he or she is being retaliated against, the employee is encouraged to report the retaliation immediately to the VP, HR, Planning and Organizational Development or the President/CEO. Follow-up: Once the matter has been resolved, the Company will continue to monitor the employees involved to ensure that no future incidents of harassment occur. 10 The Company is dedicated to maintaining a working environment free of discrimination and based on professionalism. We expect that all employees will continue to act responsibly to fulfill the Company's commitment to working in an environment totally free of discrimination. Employees should not hesitate to ask the Human Resources personnel any questions regarding harassment or discrimination. 106 Non-Fraternization/Nepotism The employment of relatives or individuals involved in a dating relationship, in the same area of an organization, can cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships. Therefore, relatives (defined below) will not be hired if: • Such employment would create a supervisor/subordinate relationship with a family member. • The applicant's family member has access to confidential information including payroll and personnel records, or audits, verifies, receives or is entrusted with money that would be handled by the applicant or vice versa. • Such employment has the potential for creating an adverse impact on work performance. • Such employment would create either an actual conflict of interest or the appearance of a conflict of interest. This policy must also be considered when assigning, transferring, or promoting an employee. In cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the parties may be separated by reassignment or terminated from employment. Supervisors and managers are strictly prohibited from dating or becoming romantically or personally involved with non -management employees within their direct line of management responsibility. To enforce this policy, the Company reserves the right to make staffing changes, including refusal to hire an employee, transferring an employee to another department, or terminating an employee, as permitted by law. Situations will be considered on a case -by -case basis. For the purposes of this policy, a "relative" is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage, or a person with whom the employee has parented a child. A "dating relationship" is defined as a relationship that may be reasonably expected to lead to the formation of a sexual or romantic relationship. 107 Political Activity Chapman Partnership employees, as private individuals, are free to contribute to and work for political parties, causes or candidates and to participate in debate on issues of the day when they are not on Company time or property. Political contributions of any type by non-profit corporations are regulated by and limited under state and federal laws and in some cases are strictly prohibited. In no case may an employee's 11 personal contribution be represented as a Company endorsement. As a matter of policy as well as law, Chapman Partnership does not make contributions to political parties or candidates. Financial support by Chapman Partnership for ballot issues - to adopt or amend laws and regulations - requires review and approval in advance by the Board of Trustees. 108 Conflicts of Interest Chapman Partnership is committed to the highest standards of ethical behavior and integrity. Given the nature of our business, it is imperative that our behavior not give rise to even an appearance of misconduct or impropriety. The potential for conflict between personal and business interests is ever present; laws that regulate our business' conduct are pervasive. It is helpful to lay out guidelines for areas that are susceptible to controversy. This policy also should guide the behavior of family, business associates and others with whom employees share close relationships to the extent the employee is in a position to influence that behavior and it may reflect on the employee or Chapman Partnership. Chapman Partnership requires that employees act in good faith and in the best interests of the Organization, as discussed below. Note: Nothing in this policy or the preceding sentence is intended to prohibit, interfere with, or discourage employees (other than statutory supervisors) from communicating regarding or acting together to improve their wages, hours, benefits and terms and conditions of employment, and engaging in other protected concerted activities, or from refraining from such activities. No Chapman Partnership employee should become involved in any situation where he or she might profit or benefit as a result of any relationship or act that is not in the best interest of Chapman Partnership. An employee should never represent Chapman Partnership in any transaction in which he or she has any interest - direct or indirect - or from which he or she, his or her relatives or others to whom the employee has a close personal relationship may benefit personally, unless such interest has first been disclosed in writing to, and approved by, the President/CEO. An employee's position with Chapman Partnership should not be used to influence or gain favor from public officials or others - including suppliers, vendors, or providers of services - or otherwise for personal benefit. Similarly, Chapman Partnership employees may not use their employment with the Organization as leverage to gain personal favors from residents, suppliers, vendors or providers of services. Business -related gifts or free services beyond ordinary business practice may not be accepted. Gifts or sample products that are of token or insignificant value may be accepted if returning them would be awkward. Gifts beyond this level should be promptly returned with a courteous note explaining the Company's policy. When in doubt, the employee's supervisor, other member of senior management or the Organization's attorney should be consulted for guidance. Chapman Partnership employees are expected to avoid any outside business interest that might conflict with their loyalty to Chapman Partnership or their commitment to its values. 12 In short, every employee should take care at all times to avoid placing him or herself in a position where even the appearance of a conflict of interest might exist. Employees' conduct must consistently reflect Chapman Partnership's commitment to impartiality and fairness in every aspect of its operations. The following examples illustrate conduct that would constitute a violation of Company policy: • accepting a personal reward from a supplier, vendor or provider of services of more than nominal value ($25 or less); • having a direct or indirect financial interest (other than ownership of stock in broadly owned, publicly traded companies) in a company that supplies goods and services to Chapman Partnership; • using the employee's connection to the Company to receive special consideration from authorities such as the police; • writing a personal letter of complaint on Company stationery or using Company stationery for any unauthorized use or for purposes unrelated to Company business; • using the employee's position with the Company to obtain, for personal purposes, information that is not available to the general public; or, • taking Company property or facilities for personal use. 109 Employee Protection (Whistleblower) Policy Chapman Partnership is committed to fostering a workplace conducive to open communication regarding the Organization's business practices and to protecting employees from unlawful retaliation and discrimination for having properly disclosed or reported illegal or unethical conduct. In an effort to further this commitment, all of the employees of Chapman Partnership are encouraged to report known or suspected "Improper Activities." Improper Activities include: unethical or illegal accounting, internal control, auditing, fraud, or business practices, misuse of Company resources, others authorizing or receiving compensation for goods not received or services not performed or any other activity by an employee that is undertaken in the performance of the employee's official duties, whether or not that action is within the scope of his or her employment and that is in violation of any state or federal law, rule or regulation, or constitutes, bribery, fraud, misuse of Company property, or willful omission to perform his or her duties, or involves gross misconduct whether committed by Company employees or third parties (hereinafter referred to as "Reports"). Receipt Chapman Partnership has designated senior management, or the VP, HR, Planning and Organizational Development to be the recipients of all the Reports filed under this policy and has designated the Company's VP, HR, Planning and Organizational Development to coordinate any necessary action in response to such Reports. Any Report received by a Company supervisor or 13 employee from a non -Company source should be immediately forwarded to the Company's VP, HR, Planning and Organizational Development. Reporting employees should refrain from (i) obtaining evidence for which they do not have a right of access, and (ii) conducting their own investigative activities. Employees are encouraged to provide as much specific information as possible including names, dates, places and events that took place, the employee's perception of why the incident(s) constitute an Improper Activity. If the employee submitting the complaint is uncomfortable for any reason addressing such concerns to Company's VP, HR, Planning and Organizational Development, the employee may contact any member of senior management. Treatment of Reports All Reports will be taken seriously and addressed promptly, discreetly and professionally. Discussions and documentation regarding reports will be kept confidential to the greatest extent possible. The recipient of the Report will communicate to the employee the steps to be taken to address the Report and the results of any actions initiated. This report process may be used either to submit a new Report, or to address an employee' s previous Report, which such employee does not feel was adequately resolved. NOTE: A complaint of harassment or discrimination should follow the Company's procedures set out in the Anti-Harassment/Anti Discrimination Policy. Prohibition Against Retaliation Retaliation against any employee that files a Report or voices a concern under this policy is strictly prohibited. Chapman Partnership will not take any retaliatory personnel action against an employee because the employee has: 1. Disclosed, or threatened to disclose, to any appropriate government agency, under oath, in writing, an activity, policy, or practice of the Company that is in violation of a law, rule, or regulation. However, the employee must first, in writing, bring the activity, policy, practice to the attention of senior management or the VP, HR, Planning and Organizational Development and afford the Company a reasonable opportunity to correct the activity, policy, or practice; or 2. Objected to, or refused to participate in, any activity, policy, or practice of the Company which is in violation of a law, rule, or regulation. Employees determined to have engaged in retaliatory behavior will be subject to discipline, which may include termination of employment. Any employee who feels that he or she has been subjected to any behavior that violates this policy should immediately report such behavior to any member of senior management or the VP, HR, Planning and Organizational Development. 110 Outside Employment and Business Directorships While Chapman Partnership does not prohibit employees from having a second job, it must not affect the employee's work hours, interfere or conflict with the employee's regular duties including mandatory meetings or required trainings, raise any ethics concerns, or necessitate long hours that may have a negative impact on the employee's working effectiveness for Chapman Partnership. Therefore, good judgment must be used in accepting outside 14 employment. Chapman Partnership employees may not accept another job that would require or induce the employee to disclose or use confidential Company information. In addition, an employee should not accept outside employment if it would create an actual or perceived conflict of interest with the employee's duty of loyalty and responsibilities to the Company. * *Nothing in this policy or the preceding sentence is intended to prohibit, interfere with, or discourage employees (other than statutory supervisors) from communicating regarding or acting together to improve their wages, hours, benefits and terms and conditions of employment, and engaging in other protected concerted activities, or from refraining from such activities. Outside employment also may not appear to be an endorsement by Chapman Partnership of the product, service or company in question, nor should the nature of the outside employment reflect negatively upon Chapman Partnership. For purposes of this policy, "outside employment" includes self-employment, working for another company, consulting activities, and volunteer activities that, if compensated, would be considered outside employment. Employees may serve on boards or committees of corporations - and civic, educational and cultural organizations. Employees must use care and good judgment in accepting such position(s). Our goal is to avoid not only conflict itself, but also any situations that might raise questions about our credibility, impartiality or integrity. Before accepting outside employment, employees should discuss the position with their supervisor. All supervisors are responsible for reporting outside employment requests to the Human Resources Department and to their manager. Employees requesting approval for outside employment must disclose employer information and scheduling information. All outside employment requests must be approved by the President/CEO. Approval will only be granted if such employment does not conflict with an employee's Chapman Partnership schedule and if the employee is able to make arrangements to attend all Chapman Partnership required trainings and staff meetings. Approval for outside employment is valid for one calendar year or until the outside employment changes. Failure to obtain approval for outside employment, or engaging in outside employment when such approval has been denied, may result in disciplinary action up to and including termination. 111 Corporate Assets and Records Strict propriety must be observed in any transaction involving the use, handling or accounting of Company funds. It is imperative that: • accounting records be maintained and reports be prepared in accordance with generally accepted accounting principles; • an adequate system of internal controls are maintained; • accounting entries truly reflect the transactions they record; • all assets of the Company, including bank accounts in which Company cash is on deposit, be recorded on the regular books of the Company; 15 • all assets of the Company be treated with the same respect and diligence as personal assets and that employees be alert to opportunities for cost effective use of our assets and resources; • full cooperation be given to internal and external auditors; and • senior management is immediately advised of any matters that might be considered sensitive to preserving the Organization's reputation. FURTHER INFORMATION: If you have any questions about the Employee Code of Conduct's applicability to a particular situation, please consult with your supervisor or, in appropriate circumstances, with Chapman Partnership Human Resources or senior management. You also should consult with one of these individuals if you believe that there are violations of this Code that are not being addressed by management. Any such discussions will be held in confidence to the extent possible. 16 EMPLOYMENT STATUS & RECORDS 201 Employment Categories It is the intent of Chapman Partnership to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time or alter an employee's at -will employment status. Consistent with the Fair Labor Standards Act ("FLSA"), each employee is designated as either exempt or non-exempt. EXEMPT employees are classified as such if their job duties are exempt from the overtime provisions of the Fair Labor Standards Act. NONEXEMPT employees receive overtime payment as follows: (i) the statutory minimum wage for all hours worked per week in accordance with applicable law; and (ii) 11/2 times the employee's regular pay rate for all hours worked over 40 per work week. Employees will be advised of their classification as exempt or non-exempt. 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 or introductory status and who are regularly scheduled to work forty (40) or more hours per week. Generally, they are eligible for Chapman Partnership's benefit package, subject to the terms, conditions, and limitations of each benefit program. PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than 30 hours per week. While they do receive all legally mandated benefits (such as Social Security, and workers' compensation insurance), they are ineligible for all of Chapman Partnership's other benefit programs. INTRODUCTORY employees are those who are in the first 90 days of their position. TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of Chapman Partnership's other benefit programs. 202 Personnel Files Chapman Partnership maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records. Medical records are kept separate from the personnel files in accordance with the Americans with Disabilities Act. 17 Personnel files are the property of Chapman Partnership, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Chapman Partnership who have a legitimate reason to review information in a file are allowed to do so. Additionally, an employee may request to review their own personnel file by making an appointment with the Human Resources department. A member of the Human Resources Depaitiiient will be present when the employee reviews his or her file. No copies may be made of this material, and an employee is not permitted to remove anything from the personnel file. The employee may not review confidential material in the file. 203 Employment Reference Checks AUTHORIZED PERSONNEL: All reference checking and responding shall be conducted by Human Resources or the Hiring Manager, exclusively. Employees, whether supervisory or non - supervisory, who are contacted about a current employee's or a former employee's employment history, must refer the inquirer to either Human Resources or the Hiring Manager. Employees must refrain from responding to any requests (formal or casual) which may get them involved accidentally. This policy is strictly enforced and applies to all staff levels. Deviation from policy may be grounds for disciplinary action, up to and including dismissal. If a future employer, creditor or anyone outside Chapman Partnership requests information about a past or present employee of Chapman Partnership, we will only respond in writing and provide the position title and dates he or she has worked for Chapman Partnership (unless disclosure of additional information is required by applicable law). We will not comment on the competency or lack of competency of the employee. This should not be considered as a positive or negative reflection on the employee but rather, it should be taken for what it is, strictly a company policy, which we do not have the authority to deviate from. We will also not disclose salary information unless the employee personally requests us to in writing. 204 Personnel Data Changes It is the responsibility of each employee to promptly notify Chapman Partnership of any changes in personal data. Personal mailing addresses, telephone numbers, number and names of dependents or beneficiaries, individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify the Human Resources department. 205 Introductory Period All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Employees who are promoted or transferred within Chapman Partnership must complete a secondary introductory period of the same length with each reassignment to a new position. Any significant absence will automatically extend an introductory period by the length of the absence. If Chapman Partnership 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. The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Chapman Partnership uses this period to evaluate employee capabilities, work habits, and overall performance. Successful completion of the introductory 18 period does not guarantee continued employment. Either the employee or Chapman Partnership may end the employment relationship at any time during or after the introductory period, with or without cause or advance notice. In cases of promotions or transfers within Chapman Partnership, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary introductory period. If this occurs, the employee may be allowed to return to his or her former job or to a comparable job for which the employee is qualified, depending on the availability of such positions and Chapman Partnership's needs. Upon satisfactory completion of the initial introductory period, employees will be classified as either "full" or "part time" pursuant to the Company's Employment Category policy. During the initial introductory period, new employees are eligible for those benefits that are required by law, such as workers' compensation insurance and Social Security. After becoming full or part-time employees, they also may be eligible for Chapman Partnership -provided benefits, subject to the terms and conditions of each benefits program. Employees should read the summary plan descriptions for each specific benefits program for the details on eligibility requirements. Benefits eligibility and employment status are not changed during the secondary introductory period that results from a promotion or transfer within Chapman Partnership. 206 Employment Applications Chapman Partnership relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in Chapman Partnership's exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment. All personnel should advise applicants that their application will only be held in consideration for available positions for which they qualify, for a period of thirty (30) days; after which time, the applicant must reapply. Any current employee who wishes to apply for another position must be in their position for a minimum of six (6) months before doing so and must submit an updated resume for the interview. 207 Transfers/Promotions Chapman Partnership is committed to the professional development of its employees. In an effort to retain our experienced employees, transfers and promotions within the organization are encouraged. At the organization's discretion, it may require or permit employees to make a temporary or permanent transfer in order to accommodate business needs or the employee's own personal needs. The employee may request a transfer to another department or location by making such requests through their managers. Managers should obtain approval for the transfer from the Vice President, Human Resources, Planning and Organizational Development. Employees also may request to be considered for a promotional opportunity. However, to be promoted, there must be a position available within the organization. In addition, employees will only be eligible for promotion if they have been in their current position for a minimum of six (6) months, have a satisfactory performance record (as determined by the Company), and have not 19 been issued any disciplinary action in the previous one-year period. In the event of extraordinary circumstances, any of the above criteria may be waived with the approval of the President/CEO. Employees requesting a promotion should send an e-mail with an updated resume attached to the Human Resources department with a copy to their Manager requesting an interview. Human Resources will review his/her personnel file to ensure that he/she meets the requirements for a promotion. Employee transfers or promotions should not create a direct or indirect supervisor/subordinate relationship with an immediate family member. The employee's rate of pay, after the transfer or promotion, will be determined according to the compensation guidelines for the new position. 208 Performance Evaluation Supervisors and employees are strongly encouraged to formally discuss job performance at the end of an employee's initial period of any new position. This period, known as the introductory period, allows the supervisor and the employee to discuss the job responsibilities, standards, and (most importantly) written objectives for any new position. Subsequently, a day-to-day "as needed" basis - review; as well as, monthly/ quarterly "how have we progressed?" reviews are extremely valuable and serve to reinforce an employee's commitment to achieving the objectives projected. Chapman Partnership strives to conduct written Performance Evaluations on an annual basis on October 1st as long as employees were hired before April 1st. Otherwise, the evaluation takes place the following October. However, circumstances may occur that cause a review to be held at some other time, or not at all. Chapman Partnership reserves the right to change the time frame within which reviews are conducted. Performance Evaluations will be conducted in a non-discriminatory fashion, and to the extent possible, using objective criteria. Any employee wishing to review the form should contact Human Resources. Receipt of a satisfactory performance appraisal does not modify an employee's at -will employment status, or guarantee any type of salary or wage adjustment. SALARY INCREASES: Merit -based pay adjustments are awarded by Chapman Partnership in an effort to recognize truly superior employee performance. The decision to award such an adjustment is determined in the Company's sole discretion and dependent upon numerous factors, including (but not limited to) the information documented by this formal performance evaluation process. Wage and salary increases are normally based on merit, not length -of - service or the cost -of -living; therefore, compensation reviews do not necessarily translate into salary increases. Additionally, economic factors always have an impact on merit awards. 209 Resignation Policy If an employee decides to voluntarily resign, he or she is requested to provide the Company with two weeks prior written notice to their supervisor. If the employee's supervisor believes it is advisable for the employee to leave prior to the end of the employee's two -week notice, the employee will be paid for the remainder of that period. An employee who has worked at least three (3) months, returns all Company property, and provides two -weeks' notice before resignation, will be paid for any accrued (earned), unused vacation and personal time at the employee's regular rate of pay (as indicated in sections 302 and 20 304 below). Further, any employee who does not provide the required notice of resignation will not be eligible for rehire (unless extenuating circumstances exist which the Company believes justifies the failure to provide sufficient notice). Finally, once an employee has resigned, the employee will not be allowed to utilize any remaining earned paid time off, even if it was already requested and approved in advance. 210 Safe Harbor Policy for Exempt Employees The Company strives to comply with the Fair Labor Standard Act in all respects and prohibits any improper deductions from the compensation of any employee. Every salaried exempt employee will regularly receive their full compensation, less applicable wage -related taxes and other deductions authorized by the employee or required by law, subject to the limited exceptions set forth below. A salaried exempt employee's compensation will not be subject to reduction based on variations in the quality or quantity of the work performed by that employee, subject to the limited exceptions set forth below. A salaried exempt employee will receive his or her full salary for any week in which the employee performs any work, without regard to the number of days or hours worked, but will not be paid for any workweek in which they perform no work. No deductions will be made from any salaried exempt employee's compensation for absences occasioned by the Company or by the operating requirements of the Company's business. If the employee is ready, willing and able to work, deductions will not be made for time when work is not available. Exceptions: The prohibition against deductions from the pay of a salaried exempt employee is subject to the following exceptions: (1) Deductions from pay may be made when the employee is absent from work for one or more full days for personal reasons, other than sickness or disability. (2) Deductions from pay may be made for absences of one or more full days occasioned by sickness or disability (including work -related accidents) if the deduction is made in accordance with the Company's plan, policy or practice of providing compensation for loss of salary occasioned by such sickness or disability. Deductions from pay may also be made before the employee has qualified under the plan, policy or practice, and after the employee has exhausted the leave allowance thereunder. (3) No deductions will be made from pay absences occasioned by jury duty, attendance as a witness, or temporary military leave. An offset of any amounts received by an employee as jury fees, witness fees, or military pay for a particular week against the salary due for that week may be made. (4) Deductions from pay may be made for penalties imposed in good faith against an employee for violation of infractions of safety rules of major significance (i.e., those rules relating to the prevention of serious danger in the workplace or to other employees), if the Company concludes in good faith after its investigation 21 (5) that the employee committed such violation. Deductions from pay may be made for unpaid disciplinary suspensions of one or more full days for violation of workplace conduct rules which are reflected in the Company's written policies applicable to all employees (e.g., violation of the Company's anti -harassment policy, workplace violence policy, or drug -free workplace policy), if the Company concludes after its investigation that the employee committed such a violation. (6) Employees in their first or last weeks of employment may not be paid their full salary, but instead will be paid a proportionate part of the employee's salary for the time actually worked. (7) Employees may not be paid their full salary for weeks in which the employee takes unpaid leave under the Family and Medical Leave Act. Employees will be paid a proportionate part of their salary for time actually worked. What to do if you believe an improper deduction has been made from your salary: If you believe an unauthorized or improper deduction has been made from your salary or the salary of anyone you supervise, please notify the Company immediately by bringing the matter to the attention of the Payroll Department. If you would prefer not to raise the matter with the Payroll Department, you may direct your concern to the Company's VP, HR, Planning and Organizational Development. The Company is committed in good faith to comply with the FLSA at all times. If the Company concludes that the deduction was unauthorized or improper, the employee will be promptly reimbursed for any amount(s) incorrectly deducted. The Company prohibits retaliation by any person against any employee who raises any concern under this policy. 22 TIME OFF AND EMPLOYEE BENEFIT PROGRAMS 301 Employee Benefits The Company offers insurance benefits to eligible employees. Benefits are paid in accordance with the terms of each insurance policy. The following benefit programs are available to eligible employees: * 401(k) Savings Plan * Medical and Vision Insurance * Dental Insurance (option) * Educational Assistance * Long -Term Disability * Short -Term Disability * Life Insurance Some benefit programs require contributions from the employee. For information about these insurance benefits, such as the cost, eligibility conditions, the effective date of coverage, and dependent coverage, please contact the HR Department. For specific benefit information, review the Summary Plan Description or other plan booklet available from the HR Department. The Company reserves the right to change, add or delete any benefits at its discretion. 302 Vacation Chapman Partnership believes that its employees are the key to what makes a great company. While work makes up a large portion of an employee's life, the Company believes that a balance between work and play is essential in maintaining quality performance and a positive atmosphere in which we work. To help foster this idea, the Company encourages employees to utilize their vacation time. Eligibility: Full-time employees (as defined in Policy #201) are eligible for paid vacation time on the basis of years of service measured from the last date of hire. The length of eligible service is calculated on the basis of an "anniversary year." This period or "anniversary year" and vacation accrual will begin on the employee's date of hire. Temporary employees are not eligible to earn vacation. During the first year of employment, eligible employees are entitled to vacation as discussed below, but may not use such time until the employee has completed three (3) months of continuous employment. Beginning on January 1st after the fifth anniversary date of employment, the employee will be granted an additional week of vacation, as noted below. 23 Non -Exempt Employees: Completed Years Days of Vacation Equivalent Hours Hours Per Pay of Service Period 0-5 10 80 3.08 6-10 15 120 4.62 10 and beyond 20 160 6.15 Exempt Employees: Completed Years Days of Vacation Equivalent Hours Hours Per Pay of Service Period 0-10 10 and beyond Executive staff: 15 20 120 4.62 160 6.15 Executives are entitled to 4 weeks of vacation. During their first year of employment, their vacation will be calculated on a pro -rated basis. Vacation Accrual: Vacation time is earned bi-weekly in accordance with the above charts. Part-time employees will receive vacation on a pro -rated basis, based on a 20-hour workweek. Employees begin to earn vacation time starting with their first full bi-weekly pay cycle. Full and part-time employees accrue vacation bi-weekly from the date of hire. All employees are eligible to take their accrued time after three months of employment. Part-time employees accrue at half of a full time employee. Computing Vacation Pay: Vacation pay is based on an 8 hour day for non-exempt employees. Vacation pay will be calculated using straight time hourly rates. Vacation will not be charged to exempt employees in partial days except when authorized under the Company's FMLA policy. New Hire Use of Vacation Time in the Current Calendar Year: For those new employees that were hired in the current calendar year who are not eligible to use their vacation during the current year, and for those new employees who are unable to reasonably schedule their vacation within the current calendar year due to a request by management to delay vacation because of extenuating circumstances affecting Chapman Partnership's ability to carry out its business, may carry forward their unused vacation into the next calendar year. Compensation will NOT be paid in lieu of taking vacation time. 24 Note: If an employee's vacation request is approved, but due to special circumstances the Company requests that an employee postpone his/her vacation request, the employee will not lose any earned vacation time. Procedure for Requesting Vacation: Employees must request their vacation time thirty (30) days in advance of the start of vacation time so that appropriate accommodations can be made for absences due to vacations. A preliminary vacation schedule, in writing, will be requested from every employee during the beginning of each calendar year (by the end of February). Requests will be reviewed based on a number of factors, including business needs and staffing requirements. Requests must be submitted in writing to the employee's supervisor. Supervisors/Managers reserve the right to establish a vacation schedule for the calendar year for all employees under their supervision. Adequate departmental coverage is mandated by the President/CEO. Any exception to this policy must be pre -approved by the President/CEO. Any employee who has depleted all of his or her vacation, sick and personal days, and needs additional time off, should contact Human Resources to discuss whether the employee is entitled to any unpaid leave under the Company's FMLA policy or other policy, or applicable law. Purposes of Vacation Pay: An employee may use vacation time for the same reasons as sick time if he/she has exhausted available sick time, but must comply with the requirements of the sick leave policy (i.e., proper notice, medical statement, and fitness -for -duty certification). Holiday Falling During Vacation Pay: If a holiday falls within an employee's vacation, for employees that are entitled to holiday pay, the employee will not be charged with vacation hours for the holiday. Instead, the employee will be paid for the holiday at the appropriate holiday rate. Computing Vacation Pay: Vacation time is paid at an employee's current base salary or hourly wage. It does not include overtime or any special forms of compensation such as incentives, commissions or bonus. Vacation Pay for Employees upon Separation of Employment: An employee who resigns, has returned all Company property, and provides at least two weeks' advance written notice of resignation will be paid his/her earned, unused vacation. The Company will pay earned, unused vacation to a terminated employee if the employee has worked for Chapman Partnership at least three months and has returned all Company property. If an employee leaves employment prior to accruing enough vacation to cover the days that were 25 used, the overpayment of vacation will be deducted from the employee's final paycheck, in accordance with applicable law. Vacation pay is paid at the employee's base rate at the time of separation and based on an 8 hour day. It does not include overtime or any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials. 303 Holidays The Company provides nine (9) paid holidays to eligible employees. Holiday pay will be calculated based on the employee's straight -time pay rate (as of the date of the holiday) based on whether they are a full or part-time employee. Part-time employee's holiday pay is based upon the number of hours the part time employee is scheduled to work in a week. At the beginning of each year, employees will be given a list of dates for the holidays for that calendar year. The Company reserves the right to eliminate or modify the observed holidays at any time. If a holiday occurs during an employee's scheduled paid absence (e.g., when the employee is on vacation), holiday pay will be provided instead of vacation benefits that would otherwise have applied. As the FRC is closed during certain holidays (New Years, Thanksgiving and Christmas), those days off will be deducted from the bank of personal time allowed if those days fall on regularly scheduled work days. 304 Personal Days Full-time Programs and Administration employees are eligible for a maximum of three (3) paid personal days per calendar year (Jan 1 — Dec 31). Part-time Programs and Administration employees are eligible for a maximum of one and a half (1.5) paid personal days per calendar year (Jan 1 — Dec 31). All full-time Operations and Family Resource Center employees are eligible for twelve (12) personal days (96 hours) per calendar year as they do not follow the official Company holiday schedule. Part-time Operations and FRC employees are eligible for four and a half (6) personal days (48 hours) per calendar year. Employees are not permitted to take more than two (2) paid personal days (16 hours) per month nor more than two (2) personal days (16 hours) together (i.e., 2 consecutive days). Employees must complete the initial 90-day introductory period prior to eligibility for paid personal days. New Hire Use of Personal Time in the Current Calendar Year: Full and part-time employees accrue personal time bi-weekly from the date of hire. All employees are eligible to take their accrued time after three months of employment. 26 For those new employees that were hired in the current calendar year who are not eligible to use their personal time during the current year, and for those new employees who are unable to reasonably schedule their personal time within the current calendar year due to a request by management to delay personal time off because of extenuating circumstances affecting Chapman Partnership's ability to carry out its business, may carry forward their unused personal time into the next calendar year. Personal day pay will be calculated based on the employee's straight -time pay rate times the average number of hours the employee would otherwise have worked on that day. Paid time off for personal days will not be counted towards hours worked for the purposes of determining overtime. With the exception of first -year employees, carryover as well as pay in lieu of personal time or holidays is not authorized. Employees must obtain their immediate supervisor's approval at least one week prior to taking personal time. Upon termination, employees will be paid for accrued (earned), unused personal time and will have deductions made for any used personal time that has not yet accrued. An employee may use personal days for the same reasons as sick time if he/she has exhausted available sick time, but must comply with the requirements of the sick leave policy (i.e., proper notice, medical statement, and fitness -for -duty certification). 305 Workers' Compensation Insurance It is the policy of Chapman Partnership to comply with all applicable federal, state, and local health and safety regulations and to provide a work environment as free as feasible from recognized hazards. The Florida Workers' Compensation law is designed to provide financial assistance to employees for injuries or illnesses arising out of and in the course and scope of their employment. It is our policy to comply with this law and to aid any employee whose injury or illness is determined to be compensable under the provisions of this law. Consistent with the law, Chapman Partnership provides a comprehensive workers' compensation insurance program at no cost to employees. The workers' compensation insurance carrier will make all payments and decisions pertaining to compensable illnesses or injuries. Employees who sustain on-the-job accidents, injuries or illnesses should inform their supervisor immediately or as soon as medically possible. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible. Neither Chapman Partnership nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off -duty recreational, social, or athletic activity sponsored by Chapman Partnership. Any questions concerning this policy should be directed to the VP, HR, Planning and Organizational Development. 306 Sick Days Eligibility and Accrual (how sick time is earned): Full and part-time employees accrue sick time bi-weekly from the date of hire. All employees are eligible to take their accrued time after three months of employment. 27 Full-time and part-time employees who have completed their 90 day introductory period are entitled to five (5) sick days per calendar year, which is credited on January 1st of each calendar year. Unused sick days may accumulate year to year up to a maximum of 15 days. Purposes: Eligible employees may use sick days for an absence due to their own illness, injury, or doctor's appointment, or that of a family member who resides in the employee's household including spouse, significant other, parent or child. Requests: Employees are required to provide at least thirty days advance written notice of foreseeable sick leave. If medical treatment or illness is not foreseeable, employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday, unless this is impossible. The direct supervisor must also be contacted on each additional day of absence. Medical Certification and Fitness -for -Duty Certification: Employees using sick leave (or vacation or personal days for illness or injury) in excess of three calendar days must furnish a medical statement from their health care provider detailing the duration of the illness and the reason for the absence. If employees do not have sufficient sick leave (or earned vacation or personal days) to cover the absence, and are not eligible for FMLA leave or any other type of unpaid leave under applicable law, they will be subject to corrective action up to and including termination for attendance regardless of whether a medical certification is furnished. NOTE: An employee on authorized FMLA leave or whose absences are on account of a reasonable accommodation for a disability will not be treated as having a record of an "excessive absence" or "excessive tardiness" where such absences occur as part of the leave or accommodation process. Employees who are absent from work for more than three consecutive calendar days due to illness or injury must present a doctor's statement (fitness -for -duty certification) before returning to work. The Company reserves the right to request that the fitness -for -duty certification from the employee's health care provider address whether the employee is able to perform his/her essential job functions. Holiday Falling During Paid Sick Leave: If a holiday falls during the time period that an employee is on sick leave, the employee will not be charged with sick hours for the holiday, but will be paid for the holiday at the appropriate holiday rate where applicable. Computing Sick Pay: Sick days will be calculated based on the employee's base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials. Sick days may be used to supplement any payments that an employee is eligible to receive from workers' compensation or Chapman Partnership provided disability insurance programs, in accordance with applicable law and the terms of any applicable insurance plan. 28 Failure to Notify Supervisor of Absence: If an employee is absent for two (2) consecutive days without calling in, s/he will be considered to have voluntarily resigned, and the last day worked will be treated as the date of separation. Separation of Employment: Earned, unused sick days are not paid to employees upon termination of employment. If the employee leaving the Company has utilized sick time that he or she has not accrued (earned), the monies will be deducted from the employee's final paycheck, in accordance with applicable law. 307 Bereavement Leave The Company recognizes the need for time away from work in instances of personal loss. If a death occurs in the immediate family of any full-time or part-time employee who has completed their 90-day introductory period, the employee will be granted three (3) days off with pay. If an employee experiences a death in his/her immediate family but has not completed his/her introductory period, the employee is authorized unpaid time. The employee is responsible for notifying his or her immediate supervisor as soon as possible when a death occurs in the employee's immediate family. If employees need time in excess of three days due to funerals that require out of town travel, they may request up to five (5) days of paid funeral leave, with the approval of their supervisor. "Immediate family" is defined as the employee's spouse, domestic partner, parent, parent -in-law, step-parent, child, step -child, sibling or step -sibling, grandparents or grandchildren. Special consideration will also be given to any other person whose association with the employee was similar to any of the above relationships. Employees are required to keep their supervisors informed concerning the duration of their absence. Employees may use accrued paid vacation or personal leave or request time off without pay, to attend the funerals of other close relatives or friends upon approval by their supervisor. Payment for bereavement leave is at the employee's straight time hourly rate to a maximum of eight hours for one day. Time off granted in accordance with this policy shall not be credited as time worked for purposes of computing overtime. If an employee's absence occurs at a time when work is not scheduled, payment will not be made. If a holiday or part of an employee' s vacation occurs on any of the days of absence, the employee will not receive holiday or vacation pay in addition to paid bereavement leave. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. The Company reserves the right to request all pertinent information to substantiate the need for funeral leave including death certificate, proof of relationship and/or attendance at the funeral, deceased relative's name, the name and address of the funeral home, and the date of the funeral. 308 Jury Duty Chapman Partnership encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees who are called for jury duty will receive their pay during the time of service as required by applicable law. Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence. 29 Employees must show the jury duty summons to their supervisor at least five (5) days before jury service begins so that the supervisor may make arrangements to accommodate their absence. In order to receive jury duty reimbursement, employees must present the court -issued statement of pay to their supervisor. Of course, employees are expected to report for work whenever the court schedule permits. Either Chapman Partnership or the employee may request an excuse from jury duty if, in Chapman Partnership's judgment, the employee's absence would create serious operational difficulties. Regardless of the length of the employee's jury duty, upon being excused from jury duty, the employee will be reemployed to the same position that he/she held at the time he/she left. The employee is expected to report for work whenever the court schedule permits. 309 Witness Duty Chapman Partnership encourages employees to appear in court for witness duty when subpoenaed to do so. If employees have been subpoenaed or otherwise requested to testify as witnesses by Chapman Partnership, they will receive paid time off for the entire period of witness duty. Employees will be granted unpaid time off to appear in court as a witness when subpoenaed by a party other than Chapman Partnership. Employees are free to use any available paid time off (e.g., earned, unused vacation days) to receive compensation for the period of this absence. The subpoena should be shown to the employee's supervisor immediately after it is received so that operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is expected to report for work whenever the court schedule permits. 310 Educational Assistance Chapman Partnership recognizes that the skills and knowledge of its employees are critical to the success of the organization. The educational assistance program encourages personal development through formal education so that employees can maintain and improve job -related skills or enhance their ability to compete for reasonably attainable jobs within Chapman Partnership. Chapman Partnership will provide educational assistance to full-time employees who have completed one year of service as full-time employees. To maintain eligibility, employees must remain on the active payroll and be performing their job at a "meets expectations" level through completion of each course. This benefit is in the form of reimbursement of 50% of the cost of one course/tuition fee, up to $1,000 per employee per calendar year. Reimbursement payments will be made only if two requirements are satisfied: (1) written, pre -approval was obtained and (2) documentation is provided to the Company indicating successful completion of the course including a bursar's receipt. Successful completion is defined as receiving a minimum grade of "C" or above for undergraduate work, a "B" or above for graduate work or a passing grade in a "pass/fail" scenario. Assistance will be for course/tuition fees only. This does not cover books, supplies or travel to/from Company/school. 30 Individual courses or courses that are part of a degree, licensing, or certification program must be related to the employee' s current job duties or a foreseeable future position in the Organization in order to be eligible for educational assistance. Chapman Partnership has the sole discretion to determine whether a course relates to an employee's current job duties or a foreseeable future position. Employees should contact their direct supervisor for more information or questions about educational assistance. Final approval must be given by the VP, Human Resources, Planning and Organizational Development and the CFO of Chapman Partnership. While educational assistance is expected to enhance employees' performance and professional abilities, Chapman Partnership cannot guarantee that participation in formal education will entitle the employee to automatic advancement, a different job assignment, or pay increases. Chapman Partnership invests in educational assistance for employees with the expectation that the investment be returned through enhanced job performance. However, if an employee separates from Chapman Partnership's employment within one year of the last educational assistance payment, the amount of the payment will be considered a loan. Accordingly, the employee will be required to repay up to 100 percent of the original educational assistance payment. The dollar amount of the educational assistance payment paid back to the Company will be based on the pro-rata portion of the year not worked by the employee. 31 TIMEKEEPING/PAYROLL 401 Paydays Generally, all employees are paid on a bi-weekly basis (absent extenuating circumstances). If a regular payday falls during an employee's vacation, the employee's paycheck or automatic deposit pay statement will be available upon his or her return from vacation. Employees may have pay directly deposited into their bank accounts if they provide advance written authorization to Chapman Partnership. Employees will receive an itemized statement of wages when Chapman Partnership makes direct deposits. 402 Pay Corrections Chapman Partnership takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Payroll Department so that corrections can be made as quickly as possible. 403 Pay Deductions and Setoffs Chapman Partnership offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs. Pay setoffs are pay deductions taken by Chapman Partnership, which shall be made in accordance with applicable law. Such deductions are usually designed to help pay off a debt or obligation to Chapman Partnership or others (e.g., court -ordered wage garnishments). If you have questions concerning why deductions were made from your pay check or how they were calculated, your supervisor or the Payroll Department can assist in having your questions answered. 404 Time Records Chapman Partnership is required by law to maintain daily records of all hours worked by non- exempt employees. Accuracy is extremely important in maintaining these records. Therefore, non-exempt employees must record actual hours worked each day and will be paid for those hours only. The record must include the arrival time, departure time, meal breaks of 30 minutes or more, overtime, and time spent away from the job. This record must reflect actual time worked, not a schedule. No employee may work without properly recording time worked. Any changes made to the time record must be initialed by the supervisor and the employee. Non-exempt employees are not permitted to work without properly "clocking" in and out via the e-time hand punch. Any employee signing a time card or "clocking in or out" for another employee will be subject to disciplinary action, up to and including, termination. If a non-exempt employee performs any work outside of regularly scheduled hours (e.g., reviewing or responding to e-mails), such time must be properly recorded. Working "off the 32 clock" is strictly prohibited. In addition, all hours worked outside of an employee's regular schedule by non-exempt employees must be approved in advance by management. Failure to comply with these requirements may be considered cause for dismissal. If anyone instructs a non-exempt employee not to record any hours they work, the non-exempt employee should immediately notify the Human Resources Department. 405 Pay Transparency Policy Chapman Partnership will not discipline, harass, demote, terminate, deny employment or otherwise discriminate against any employees or applicants because they have inquired about, discussed or disclosed their own compensation or the compensation of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the compensation of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing or action, including an investigation conducted by the Company, or (c) consistent with the Company's legal duty to furnish information. Such employees may also: (i) discuss their own compensation data with other employees; (ii) discuss possible pay disparities involving other employees with a Company management official while using the Company's internal complaint process; and (iii) discuss or disclose compensation data of other applicants or employees based on information received through means other than access granted through their essential job functions. 33 WORK CONDITIONS & HOURS 501 Safety To assist in providing a safe and healthy work environment for employees, residents, and visitors, Chapman Partnership has established a workplace safety program. This program is a top priority for Chapman Partnership. Each Supervisor has responsibility for implementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all. Chapman Partnership strives to provide information to employees about workplace safety and health issues through regular internal communication channels such as supervisor -employee meetings, bulletin board postings, memos, or other written communications. Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or with another supervisor or manager. Reports and concerns about workplace safety issues may be made without fear of reprisal. Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment. In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify their Supervisor. Such reports are necessary to comply with laws and initiate insurance and workers' compensation benefits procedures, and initiate our drug/alcohol testing procedures. USE OF CELL PHONE (OR OTHER PORTABLE COMMUNICATION DEVICE) WHILE DRIVING: Employees may not use cellular telephones or any other portable communication devices or mobile electronic devices while operating a motor vehicle under any of the following situations, regardless of whether a hands -free device is used: • When employee is operating a vehicle owned, leased or rented by the Company. • When the employee is operating a personal motor vehicle in connection with Company business. • When the motor vehicle is on Company property. • When the cellular telephone or portable/mobile electronic device is Company owned or leased. • When the employee is using the cellular telephone or portable/mobile electronic device to conduct Company business. 34 Under no circumstances are employees allowed to place themselves at risk to fulfill business needs. If employees need to use a cell phone (or any type of portable communication device) while driving* (e.g., to report an emergency or imminent danger) and pulling over is not an option, employees are expected to keep the call short, use hands -free options if available, refrain from discussion of complicated or emotional discussions and keep their eyes on the road. Special care should be taken in situations where there is traffic, inclement weather or the employee is driving in an unfamiliar area. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call. *Employees are required to comply with any state or local laws regarding the use of cell phones while driving. Employees also are prohibited from taking notes, reading, writing, or sending text or instant messages, using the Internet, receiving or responding to e-mails, checking for phone messages, or any other purpose related to Company business, while driving. Similarly, employees are prohibited from using iPads, smart phones, tablets, palm pilots, PDAs, portable media players, laptops, and similar technology while driving. Employees are encouraged to turn off cellular phones and similar devices or place them on vibrate, prior to starting the vehicle. In addition, employees should modify their voice mail messages to indicate that they are driving and will return calls or messages when it is safe to do so. Employees also are encouraged to utilize any "Don't Text Me" application for their mobile phone (if available) and Auto -Responder (which automatically replies to all calls and text messages with a pre -typed automatic response or voice message and indicates that the employee is driving and will respond later to the call or text message). Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions. Violations of this policy will be subject to the highest forms of discipline, including termination. Special Rules for Employees Who Drive Commercial Vehicles: Employees who drive commercial vehicles are prohibited from using hand-held cell phones, in accordance with a Rule adopted by the U.S. Department of Transportation. The Rule prohibits commercial drivers from reaching for a hand-held cell phone while driving, talking on a hand- held cell phone while driving and using one hand to dial a cell phone (defined as pressing more than one button) while driving. 502 Work Schedules The normal work schedule for all employees is eight (8) hours a day, five (5) days a week. Supervisors will advise employees of their individual work schedules. 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. 35 Flexible scheduling, or flextime, is available in some cases to allow employees to vary their starting and ending times each day within established limits. Flextime may be possible if a mutually workable schedule can be negotiated with the supervisor involved. However, such issues as staffing needs, the employee's performance, and the nature of the job will be considered before approval of flextime. Employees should consult their supervisor to request participation in the flextime program. 503 Smoke -Free Workplace In keeping with Chapman Partnership's intent to provide a safe and healthy work environment, the Company maintains a smoke- and tobacco -free environment. No smoking or other use of tobacco products (including, but not limited to, cigarettes, electronic cigarettes (also referred to as "vaping,") pipes, cigars, snuff, or chewing tobacco) is permitted in any part of the building or in vehicles owned, leased, or rented by the Company. This policy applies equally to all employees, customers, residents and visitors. Each business location will have a designated area outside the building where appropriate disposals are located. Employees must use the proper receptacles to discard their waste. The success of this policy depends on the thoughtfulness, consideration, and cooperation of smokers and non-smokers alike. Employees who wish to smoke during the work day must do so during a break, and may only do so in exterior designated smoking areas. When smoking or otherwise using tobacco or similar products outside, employees should not leave cigarette butts or other traces of litter or tobacco use on the ground or anywhere else. No additional breaks beyond those allowed under the Company's break policy may be taken for the purpose of using tobacco or similar products. Any non -adherence to this policy should be reported to an immediate supervisor for resolution. Any employee smoking in a non-smoking area will be subject to appropriate disciplinary action. If a complaint is filed under this policy, the Company will investigate and ensure compliance with this policy. Chapman Partnership recognizes that this smoke -free workplace policy will impact smokers' working lives and in an effort to assist such individuals, Chapman Partnership will provide information and referrals to smoking cessation programs. 504 Meal Periods Supervisors will advise employees if they are eligible for one, 60-minute meal period. Since meal periods of 30 minutes or more are not part of an employee's working hours, the employee is not paid for them. Supervisors will schedule meal periods to accommodate operating requirements. If an employee is not relieved of his or her job duties during an authorized meal period, the employee will be paid for that time. When employees are expected to remain "on - site, on -call" or are otherwise encumbered with any potential job responsibility during their meal periods, they will be paid in compliance with applicable law. Those employees who work an eight -hour shift, as opposed to a nine -hour shift, are expected to have a "working" meal break. Eight -hour shift employees are not allowed to leave the property for meals (or personal business) and are expected to take their meal breaks in a common area so that they may assist in monitoring residents or facility activity while they are eating. Since those employees who are scheduled for eight -hour shifts get paid for the entire eight hours, they are not allowed to leave the property. Should an employee who is not eligible for a meal period leave the facility during their regular working hours for any non -work related reason, they must first obtain approval from their supervisor and punch out when they leave and back in upon their return. 36 505 Overtime When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime hours. When possible, advance notification of these mandatory assignments will be provided. All overtime work must receive the supervisor's prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work. Overtime compensation is paid to all nonexempt employees at the rate of one and one-half times the employee's regular rate of pay for all hours worked in excess of 40 hours during the workweek, in accordance with applicable law. Overtime pay is based on actual hours worked over 40 hours. Time -off for approved holidays, sick leave, vacation leave, personal leave or any leave of absence, will not be considered hours worked for purposes of calculating overtime. Failure to work scheduled overtime or overtime worked without prior authorization from the supervisor may result in disciplinary action, up to and including termination of employment. 506 Use of Equipment and Vehicles EQUIPMENT & VEHICLES: Equipment or vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or need to be repaired. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee's responsibility for maintenance and care of equipment or vehicles used on the job. The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment. DRIVER'S LICENSE: Employees operating vehicles in the line of duty must have the appropriate driver's license connected with the vehicle, and they must maintain their license free from violations that exceed the standards set by our insurance carriers. Employees must also maintain adequate levels of car insurance as required by law. Driver's license checks will be conducted on an on -going basis by our insurance carrier, as required or needed. Any tickets related to parking, speeding, traffic violations, will be the financial responsibility of the driver. 507 Emergency Occurrences At times, emergencies such as severe weather, fires, power failures, or hurricanes, can disrupt Company operations. In extreme cases, these circumstances may require work schedule adjustments, additional staffing or emergency time off. In the event that such an emergency occurs, all employees will be asked to call 305-329-3166 to get updated information in regards to the revised work schedules. When operations are interrupted due to emergency conditions, shift employees will be notified if they are needed. If non-exempt employees that are not regularly scheduled come in to work, they will be compensated at the overtime rate if they work more than 40 hours in that week (Sunday to Saturday). In extenuating circumstances, if an employee 37 cannot come to work during an emergency occurrence, he/she will be required to use their leave time. 508 Business Travel Expenses Chapman Partnership will reimburse employees for authorized, reasonable business travel expenses incurred while on assignments away from the normal work location. All business travel must be approved in advance by your Supervisor. Employees whose travel plans have been approved should make all travel arrangements through Chapman Partnership's designated travel agency. When approved, the actual costs of travel, meals, lodging, and other expenses incurred on behalf of and in connection with legitimate Company business, will be reimbursed by Chapman Partnership if supported by receipts. Employees are expected to limit expenses to reasonable amounts. Expenses that generally will be reimbursed include the following: • Airfare or train fare for travel in coach or economy class or the lowest available fare. • Car rental fees, only for compact or mid -sized cars. • Fares for shuttle or airport bus service, where available; costs of public transportation for other ground travel. • Taxi fares, only when there is no less expensive alternative. • Mileage costs for use of personal cars at the current IRS rate. • Cost of standard accommodations in low to mid -priced hotels, motels, or similar lodgings. • Cost of meals up to a maximum of $50 per day, when traveling on Company business for one or more nights. • Tips for meals or taxi fares (within reason). • Charges for telephone calls, fax, and similar services required for business purposes. • Charges for necessary personal telephone calls (within reason). • Charges for laundry and valet services, only on trips of five or more days. (Personal entertainment and personal care items are not reimbursed.) Employees who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor. Chapman Partnership will not reimburse employees for parking tickets or traffic violations. Vehicles owned, leased, or rented by Chapman Partnership may not be used for personal use without prior approval. Cash advances to cover reasonable anticipated expenses may be made to employees, after travel has been approved. Employees should submit a written request to their supervisor when travel advances are needed. Generally, employees are also permitted to combine personal travel with business travel, as long as time away from work is approved. Additional expenses arising from such non -business travel are the responsibility of the employee. 38 When travel is completed, employees should submit completed travel expense reports within 30 calendar days. Reports should be accompanied by original receipts for all individual expenses. Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, travel advances, expense reports, reimbursement for specific expenses, or any other business travel issues. Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, may be grounds for disciplinary action, up to and including termination of employment. 509 Visitors in the Workplace To provide for the safety and security of employees, residents and the facilities at Chapman Partnership, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee and resident welfare, and avoids potential distractions and disturbances. Because of safety and security reasons, family and friends of employees are discouraged from visiting. In cases of emergency, employees will be called to meet any visitor outside their work area. All visitors should enter Chapman Partnership at the main entrance. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors. If an unauthorized individual is observed on Chapman Partnership's premises, employees should immediately notify their supervisor or, if necessary, direct the individual to the main entrance. 510 Phones, Computers, Mail & E-Mail TELEPHONES: Personal use of telephones for long-distance and toll calls is not permitted. Employees should practice discretion in using Company telephones when making local personal calls and may be required to reimburse Chapman Partnership for any charges resulting from their personal use of the telephone. To ensure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so. CELLULAR PHONES: The use of Company -issued cellular telephones is reserved for business purposes only. All employee cell phone records shall be monitored to ensure compliance with Company policies. Accordingly, Employees have no reasonable expectation of privacy in any type of messages sent or received using the Company -provided cell phone, including text messages. Prior to downloading any Company information onto employees' personal devices, employees must consent in writing to having such devices reviewed by the Company and agree to submit such devices to the Company's Systems Manager for resetting and removal of all Company information. 39 (See also Safety Policy regarding prohibition regarding use of a cellular telephone or other mobile/portable electronic device while driving.) Employees are cautioned to exercise discretion when using personal cell phones to assist residents, and only to do so in cases of emergencies. According to the Company plan, those employees that are issued a cellular phone receive an allotted number of minutes monthly. Accordingly, those minutes will be closely monitored. Any overages will be deducted from the employee's paycheck in accordance with applicable law and abuse of the allotted minutes will lead to disciplinary action up to and including termination of employment. Any over usage of company or personal phones on company time may lead to disciplinary action up to and including termination of employment. Employees are expected to comply with all Company policies when using cell phones or other portable communication devices, including the Company's anti-harassment/anti-discrimination policy. Cell phones or other portable communication devices are not to be used for any illegal activities. Employees in possession of Company equipment such as cellular phones are expected to protect the equipment from loss, damage or theft. Upon resignation or termination of employment, or at any time upon request, the employee may be asked to produce the phone for return or inspection. Employees unable to present the phone in good working condition within the time period requested (for example, 24 hours) may be expected to bear the cost of a replacement (in accordance with applicable law). Employees who separate from employment with outstanding debts for equipment loss or unauthorized charges will be considered to have left employment on unsatisfactory terms and may be subject to legal action for recovery of the loss. In the event the cellular phone is lost or damaged, employees are expected to report the incident immediately to Human Resources. To safeguard its confidential information, protect residents' privacy, and to reduce opportunities for illegal harassment, the Company regulates the use of electronic equipment used to record sound or capture images, such as camera phones or any other electronic device capable of capturing or storing an image or recording sound. Employees should never use any type of photographic or video feature on their cell phones or other electronic devices (whether Company issued or personal) to take pictures of residents or record residents' conversations. Employees also are not permitted to bring or use imaging equipment in areas where personal privacy is generally acknowledged, including dressing rooms, bathrooms, etc. In addition, the Company's prohibition against harassment extends to include the use of cell phones or other electronic equipment to create or convey harassing, vulgar, obscene, or threatening images or communications. Similarly, transmitting sexually oriented messages or images at work using camera phones is forbidden. REGULAR MAIL: The mail system is reserved for business purposes only. Employees should refrain from sending or receiving personal mail at the workplace. 40 VOICE / ELECTRONIC MAIL: This policy reaffirms that Company employees have no reasonable expectation of privacy with respect to any computer hardware, software, electronic mail, or other computer or electronic means of communication or storage, whether or not employees have private access or an entry code into the computer system. Voicemail and the data stored on it are and remain at all times the property of the Company. As such, all voicemail messages created, sent, and received are and remain the property of the Company. The Company reserves the right to monitor the use of its computer, voice mail, and e-mail system, and to retrieve and read any message composed, sent, or received using its e-mail, voice mail, or computer system. While e-mail and voicemail may accommodate the use of passwords for security, the reliability of passwords for maintaining confidentiality cannot be guaranteed. Employees must assume that someone, other than the intended or designated recipient, may read any and all messages. Moreover, all passwords must be made known to the Company. Passwords not known to the Company may not be used. Special rule for employees who are authorized to use e-mail for their job: Except for communications regarding wages, hours, benefits, terms and conditions of employment, as well as, other protected concerted activities, employees may not use Company e-mail to solicit others for commercial ventures, religious or political causes. Personal use of e-mail is acceptable as long as it is: (1) not excessive, (2) restricted to non -working time (i.e., that portion of the day that the employee is not engaged in performing his or her work tasks), (3) does not violate any of the prohibitions listed in this Handbook, (4) not in support of a personal business, (5) has no video or massive attachments, (6) not a chain letter or transmission of unsolicited commercial mail ("spam"), (7) does not interfere with the Company's business or cause congestion, disruption, or impairment of Company networks or systems, and (8) does not result in expenses to the Company. Management reserves the exclusive right to determine whether any use is inappropriate, excessive, and/or violates this policy. If an employee defeats or attempts to defeat security restrictions on Company systems and applications, such actions will result in immediate discharge. Employees are expected to exercise professionalism in all business communications including those in electronic and/or voice format. COMPUTERS: Computers and computer files are furnished to employees and are Chapman Partnership's property intended for business use only. Employees should not use a password without authorization. To ensure compliance with this policy, computer usage may be monitored. Employees have no reasonable expectation of privacy in their use of Company computers. Employees are also prohibited from downloading and/or installing instant messaging software to the employer's computers, or using any web -accessed applications for purposes of instant messaging. COMPUTER SOFTWARE: Chapman Partnership purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, Chapman Partnership does not have the right to reproduce such software for use on more than one computer. 41 Employees may only use software on local area networks or on multiple machines according to the software license agreement. Chapman Partnership prohibits the illegal duplication of software and its related documentation. Chapman Partnership does not allow any downloading of computer software for non work -related purposes. UNLAWFUL HARASSMENT: Chapman Partnership strives to maintain a workplace free of unlawful harassment and discrimination, and sensitive to the diversity of its employees. The Company's Anti-Harassment/Anti-Discrimination policy also applies to an employee's use of the Company's computer system, voicemail, and email, as well as use of other electronic devices and text messaging. For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be construed as unlawful harassment or showing disrespect for others. VIOLATIONS: Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment. 511 Internet Policy This Policy governs all employees' use of the Company's Internet system. The Internet is to be used to further the Company's mission, to provide effective service of the highest quality to the Company's residents and staff, and to support other direct job -related purposes. The various modes of Internet/Intranet access are Company resources and are provided as business tools to employees who may use them for research, professional development, and work -related communications. Limited personal use of Internet resources is a special exception to the general prohibition against the personal use of computer equipment and software. Other Company Policies Incorporated Internet usage is strictly governed by all Company policies and practices, including but not limited to the Anti-Harassment/Anti-Discrimination Policy, Code of Ethics, and Standards of Conduct. Under no circumstances are sexually oriented, pornographic, or harassing materials to be sent, viewed, or received using Company equipment or facilities at any time. If an employee would like to access the Internet from their mobile device, they must obtain supervisor approval in advance. If an employee needs to use their mobile device and access the Internet for work - related activities at Chapman, the department supervisor must contact the IT department. Please see the VP, HR, Planning and Organizational Development or the President/CEO if you have questions regarding any policies or practices. Security and Confidentiality Internet users are prohibited from intentionally seeking information on, obtaining copies of, or modifying files, other data, or passwords belonging to other users, or misrepresenting other users on the network. Downloading of software over the network is prohibited. The Systems Manager will provide a safe method for downloading software that will also honor licensing agreements and fees. Employees are not permitted to install any software on any device connected to the Company's computers or networks without the express written permission of the Systems Manager. All 42 software (or files) must be scanned for computer viruses by an authorized method before being used at work or being installed on the Company's computers or networks. The intentional introduction of a computer virus, Trojan horse, or other malicious codes is strictly prohibited. Internet users must maintain the security and confidentiality of Company information and personal addresses or phone numbers of Company employees. Unauthorized access to the Company's confidential, financial and strategic information is prohibited. Limitations on Personal Use Employees are not permitted to use the Internet for personal reasons during regular business hours, but only during breaks, provided that they adhere to all Company policies. Any abuse of this privilege will result in revocation of the employee's personal use privileges. The sale of personal items through advertising that is placed during working hours over the Internet is prohibited. Legal Issues Internet users are prohibited from transmitting any material or using the Internet in violation of any federal or state law. This includes but is not limited to copyright infringement, discrimination, negative statements regarding other companies or clients, or the communication of unlawful materials. Employees should assume that all communications and information accessible via the network are copyrighted. Plagiarism is prohibited. The Company's Internet facilities and computing resources must not be used knowingly to violate the laws and regulations of the United States or any other nation, or the laws and regulations of any state, city, province or other local jurisdiction in any material way. Use of any company resources for illegal activity is grounds for immediate dismissal, and the Company will cooperate with any legitimate law enforcement activity. Privacy The Company has software and systems in place that can monitor and record all Internet usage. Employees should be aware that our security systems are capable of recording (for each and every user) each website, each chat, newsgroup or e-mail message, and each file transfer into and out of our Internal networks, and the Company reserves the right to do so at any time. No employee has a reasonable expectation of privacy in his or her Internet usage. The Company will periodically access, screen, and disclose use of the Internet system in order to determine whether employees are violating any applicable policies. The President/CEO will review Internet activity and analyze usage patterns, and may choose to publicize this data to assure that Company Internet resources are devoted to maintaining the highest levels of productivity. In addition, the Company reserves the right to inspect any and all files stored in private areas of our network in order to assure compliance with this policy. Such inspection includes material sent over and received from the Internet. Employees have no ownership or privacy expectations regarding such data. 43 Appropriate Communication Only those employees who are duly authorized to speak to the media, analysts or in public gatherings on behalf of the Company may speak/write in the name of the Company to any newsgroup or chat room. Employees are prohibited from sending anonymous messages or using aliases via the Company's Internet system. All messages sent from a Company address must comply with all Company policies. Violations Data that is composed, transmitted, accessed, or received via the Internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, gender -specific comments, or any other comments or images that could reasonably offend someone on the basis of race, color, age, sex, religion, national origin, disability, sexual orientation, or any other legally protected status entitled to protection under federal, state, or local law. The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a general rule, if an employee did not create material, does not own the rights to it, or has not gotten authorization for its use, it should not be put on the Internet. Employees are also responsible for ensuring that the person sending any material over the Internet has the appropriate distribution rights. Abuse of the Internet access provided by the Company in violation of law or the Company's policies will result in disciplinary action, up to and including termination of employment. Employees may also be held personally liable for any violations of this policy. Any violation of this policy may be grounds for discipline, up to and including termination. Employees are expected to report any misuse of the Internet, or attempted infiltration by outsiders into the system, to their supervisor. 512 Social Media Policy The Company recognizes that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. Guidelines In the rapidly expanding world of electronic communication, social media can mean many things. 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 web site, web bulletin board or a chat room, whether or not associated or affiliated with the Company, as well as any other form of 44 electronic communication. Examples of social media websites include, but are not limited to, Facebook, LinkedIn, Instagram, Pinterest, and Google+. The same principles and guidelines found in the Company policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects residents, suppliers, vendors, people who work on behalf of the Company or the Company's legitimate business interests may result in disciplinary action up to and including termination. Know and follow the rules Carefully read these guidelines, the Company's Computer Use Policy, the Anti- Harassment/Anti-Discrimination Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination. In addition, you must remember that each website and/or social media website has its own "terms of use" and you are required to comply with those terms and conditions as well. Be respectful Always work in a cooperative manner with customers, vendors, suppliers, or people who work on behalf of the Company. Also, keep in mind that you are more likely to resolve work -related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparages residents, or that might constitute unlawful harassment. Examples of such conduct might include offensive posts meant to intentionally harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, color, disability, national origin, age, religion, sexual orientation, or any other legally protected status entitled to protection under federal, state, or local law. Employees' blogs must comply with applicable policies in the Company's Employee Handbook, including but not limited to: Anti -Harassment Policy, Internet Policy and Workplace Violence Policy. Be honest and accurate Never post any information or rumors that is knowingly or maliciously false about the Company, co-workers, residents, or people working on behalf of the Company. Be conscious when mixing business and personal lives • Online, your personal and business personas are likely to intersect. The Company respects the free speech rights of all its employees, but you must remember that residents, coworkers, and supervisors often have access to the online content you post. Keep this in 45 mind when publishing information that can be seen by more than friends and family, and remember that information originally intended just for friends and family can be forwarded on. • Maintain the confidentiality of the Company's trade secrets, resident information, and confidential information. Such confidential information may include information regarding the development of systems, processes, products, know-how and technology; vendor and supplier information; and resident information. Do not post internal reports, policies, procedures or other internal business -related confidential communications. Do not violate a co-workers' privacy by disclosing confidential information about him/her (e.g., a medical condition or disability) to those unauthorized to receive such information. • NOTE: Nothing in this policy is intended to discourage or prohibit employees (other than statutory supervisors) from communicating about or acting together to improve their wages, hours, benefits, and terms and conditions of employment, and engaging in other protected concerted activities, or from refraining from such activities. • Do not create a link from your blog, website or other social networking site to the Company's website without identifying yourself as a Chapman Partnership employee. • Express only your personal opinions. Never represent yourself as an official spokesperson for the Company if you are not authorized to do so. Using social media at work Unless specifically authorized by the Company to do so as part of an employee's position, employees are not permitted to blog or use other forms of social media or technology during those periods of the day that they are required to perform their work tasks. Employees are prohibited from using the Company e-mail address to register on social networks, blogs or other online tools utilized for personal use. Employees may not use the Company's facilities to develop, design or maintain their personal blogs, and are prohibited from linking their blog to the Company's website. Media contacts Employees should not speak to the media on the Company's behalf without contacting the President/CEO, and should direct all media inquiries concerning Chapman Partnership's official corporate position to the President/CEO. For more information If you have questions or need further guidance, please contact the Marketing Manager at 305- 329-3003. 513 Workplace Monitoring Workplace monitoring may be conducted by Chapman Partnership to ensure quality control, employee safety, security, and customer satisfaction. Computers furnished to employees are the property of Chapman Partnership. Employees have no reasonable expectation of privacy regarding the use of any Company equipment or 46 personal equipment brought onto Company premises. As such, computer usage and files may be monitored or accessed, and violations published or disclosed. Chapman Partnership may conduct video surveillance of non -private workplace areas. Video monitoring is used to identify safety concerns, maintain quality control, detect theft and misconduct, and discourage or prevent acts of harassment and workplace violence. Because Chapman Partnership is sensitive to the legitimate privacy rights of employees, the Company strives to conduct workplace monitoring in an ethical and respectful manner. 514 Children in the Workplace While Chapman Partnership understands that the work and life balance is very challenging, we have a policy as it pertains to children in the workplace. Children are not allowed on our premises due to: - Liability reasons — if children get injured, they are not covered under our worker' s compensation insurance. We have confidentiality issues where our residents are concerned as well as the risk of exposure to a potentially dangerous situation. If the child is ill, he/she should not be brought to work because of risk of contaminating others. Every attempt to make childcare arrangements should be exhausted however, under extenuating circumstances, if the need to bring your child to work should arise, prior authorization from your supervisor must be obtained. 515 Wellness Program Chapman Partnership has established a wellness program to maximize employee fitness, avoid common health risks and get back to work as quickly as possible after any period of absence due to illness. To accomplish this, we provide up to four (4) hours each year to each employee above and beyond our time off policies to get a check-up. In addition, we offer annual health fairs that include cardiovascular screenings, massage, referrals to medical services, health insurance information, etc. In addition, Chapman Partnership promotes a healthy and well balanced diet by offering healthy alternatives in the kitchen, at meetings and during special catering events. Each year, a series of wellness workshops are provided and are open to all employees. Subjects include general health, fitness, nutrition, smoking cessation, just to name a few. First Aid, CPR including AED training and recertification are provided to all staff interested at least once a year. 47 LEAVES OF ABSENCE 601 Family and Medical Leave This policy is being adopted to comply with the federal Family and Medical Leave Act as amended (FMLA). The policy governs leave qualifying under FMLA and the Company's other leave policies, such as sick days, vacation, and personal days. If you are taking leave other than FMLA leave, please review the Company's specific policy on that type of leave. The Company provides FMLA leave to eligible employees as specified below. To the extent permitted by law, FMLA and any family/medical leave provided under state or local law will run concurrently with accrued leave. Any questions not covered by this policy or the Company' s other leave policies should be directed to the Human Resources Department. WHO IS ELIGIBLE FOR FMLA LEAVE? An employee is "eligible" for FMLA leave if he or she has worked for the Company for at least 12 months, for at least 1,250 hours of service during the 12-month period immediately preceding commencement of the leave, and is employed at a worksite where 50 or more employees are employed by the Company within 75 miles of that worksite. WHEN IS FMLA LEAVE PERMITTED? An eligible employee may take up to a total of 12 workweeks of unpaid FMLA leave during a 12-month period for one or more of the following: (1) The birth of a son or daughter, and to care for the employee's newborn child; (2) The placement with the employee of a son or daughter for adoption or foster care; (3) To care for an employee's immediate family member (i.e., the spouse, child, or parent of the employee) if such person has a serious health condition; (4) When a serious health condition makes the employee unable to perform the functions of his or her job; and (5) Because of any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the employee is a service member on covered active duty or has been notified of an impending call or order to covered active duty. Military Caregiver Leave: An eligible employee may take unpaid leave for up to a total of 26 workweeks in a "single 12-month period" to care for a covered service member with a serious injury or illness, if the employee is the spouse, son, daughter, parent, or next of kin of the service member. 48 Restrictions on FMLA Leave. 1. Birth of a Child. An employee cannot take leave for the birth, adoption, or foster care of a child if 12 months have passed since the birth, adoption, or placement of the child. 2. Spouses Working for the Company. Spouses who both work for the Company and who are both eligible for FMLA may be limited to a combined total of 12 weeks of leave during any 12-month period if the leave is taken for the birth, adoption, or foster placement of the employee's son or daughter, to care for the employee's parent with a serious health condition, or limited to a combined total of 26 weeks of leave during any single 12-month period for leave taken to care for a covered service member with a serious illness or injury and any other FMLA qualifying reasons. This limitation applies even if the spouses are employed at different Company worksites. Note: Spouses may each take 12 weeks of FMLA leave if they are needed to care for their newborn, adopted, or foster child who has a serious health condition, provided that, the spouses have not previously exhausted their FMLA entitlements during the 12- month FMLA leave period. 3. Computation of the 12-week Period. An eligible employee is entitled to 12 workweeks of FMLA leave in a rolling 12-month period for the FMLA circumstances listed above ("When is FMLA Leave Permitted" numbers 1 through 5), measured backward from the date an employee uses any leave under this policy. Each time an employee takes FMLA leave, the remaining FMLA leave entitlement would be any balance of the 12 weeks which has not been used during the immediately preceding 12 months. An eligible employee may take up to 26 workweeks for the FMLA circumstance listed above (military caregiver leave), during a single 12-month period. This single 12-month period is measured forward from the date of the employee's first use of FMLA leave to care for a covered service member and ends 12 months after that date. This leave is applied on a per covered service member, per injury basis, except that no more than 26 workweeks of leave may be taken within any single 12-month period. During the single 12-month period, the employee is entitled to a combined total of 26 workweeks of leave for the employee's leave to care for a covered service member and leave for any other FMLA qualifying reason, as listed above. Leave for any other FMLA qualifying reason is limited to 12 workweeks, even if the employee takes less than 14 workweeks of leave to care for the covered service member. PROCEDURE FOR REQUESTING FMLA LEAVE (REQUIRED EMPLOYEE NOTICE) Foreseeable Leave- Timing of Notice An employee must provide the Human Resources department at least 30 days' advance written notice before FMLA leave or other leave is to begin if the need for the leave is foreseeable based on an expected birth, placement for adoption or foster care, planned medical treatment for a serious health condition of the employee or of a family member, or the planned medical treatment for a serious injury or illness of a covered service member. If 30 days notice is not practicable, such as because of a lack of knowledge of approximately when leave will be required to begin, a change in circumstances, or a medical emergency, notice must be given as 49 soon as practicable. When planning medical treatment, the employee must consult with the Company and make a reasonable effort to schedule the treatment so as not to disrupt unduly the Company's operations, subject to the approval of the health care provider. Employees are also required to give 30 days' written notice of their intent to take all other leave, where such leave is foreseeable (e.g., vacation). If the employee fails to give timely notice for a foreseeable leave or fails to comply with the Company's notice and procedural requirements as required by this Section, and no unusual circumstances justify the failure to comply, the Company may delay FMLA leave until 30 days after the date the employee provides notice. Additionally, an employee must respond to any inquiry by the Company as to the reasons for providing less than 30 days notice. The employee must also advise the Company as soon as practicable (e.g., on the same day or the next business day) if the dates of a scheduled leave change or are extended, or were initially unknown. Unforeseeable Leave When an employee's request for FMLA leave or other leave is not foreseeable (e.g., sick leave), or is due to a qualifying exigency (regardless of how far in advance such leave is foreseeable), the employee must provide written notice as soon as is practicable under the facts and circumstances of the particular case. If an employee does not comply with the notice and procedural requirements for requesting unforeseeable leave, and no unusual circumstances justify the failure to comply, FMLA-protected leave may be delayed or denied depending on the facts of the particular case. Employee Responsibilities When an employee provides notice of the need for leave, the employee must explain the reasons for the needed leave so as to provide sufficient information for the Company to determine whether the leave qualifies as FMLA leave. If the employee fails to explain the reasons, the Company may deny the leave. Calling in "sick" without providing more information will not be considered sufficient notice to trigger FMLA leave. If the employee has previously taken FMLA leave and the employee seeks another FMLA leave for the same FMLA-qualifying reason, the employee must specifically reference either the qualifying reason for leave or the need for FMLA leave. Likewise, if the employee has been previously approved for FMLA leave for more than one qualifying reason, the employee's notice must specify which FMLA-qualifying reason supports the employee's current request for leave. NOTICE OF ELIGIBILITY AND RIGHTS AND RESPONSIBILITIES When an employee requests FMLA leave, or when the Company acquires knowledge that an employee's leave may be for an FMLA-qualifying reason, the Company will notify the employee of his or her eligibility to take FMLA leave. The eligibility notice will state whether the employee is eligible for FMLA leave. The notice also has a section detailing the specific expectations and obligations of the employee and explaining any consequences of a failure to meet these obligations. 50 An employee has an obligation to respond to the Company's questions designed to determine whether an absence is potentially FMLA-qualifying. Failure to respond to reasonable Company inquiries regarding the leave request may result in denial of FMLA protection if the Company is unable to determine whether the leave is FMLA-qualifying. Where appropriate, the Company may retroactively designate leave as FMLA leave upon notice to the employee or upon agreement with the employee. CERTIFICATION REQUIREMENTS Certification of Health Care Provider for a Serious Health Condition When requesting leave based on the serious health condition of an employee or covered family member, the employee must give the Company a certification of health care provider that includes all the information required by the FMLA. The Company requires its employees to provide a certification issued by the health care provider when taking sick leave in excess of 3 calendar days, short-term disability, workers' compensation injury, or when the employee is using vacation leave or a personal day for medical or health reasons in excess of 3 calendar days. The employee can obtain the necessary certification form from the Human Resources Department. Annual Medical Certification If the employee's need for leave due to the employee's own 'serious health condition, or the serious health condition of the employee's covered family member, lasts beyond a single year, the Company requires that the employee provide a new medical certification in each subsequent leave year. Consequences if an Employee Fails to Obtain the Required Certificate The employee must give the Human Resources Department a copy of the certification of health care provider within 15 calendar days after the Company's request, unless it is not practicable under the particular circumstances to do so despite the employee's diligent good faith efforts. If the certificate is incomplete, the employee will have a reasonable opportunity to provide the missing information. If the leave is foreseeable and the employee fails to provide the certificate within the required time, the employee will be denied leave until the required certificate is provided. If the leave is unforeseeable, the employee must provide the certificate as soon as is practicable after the leave starts. If an employee never produces the requested medical certification, the leave is not a FMLA-qualifying leave and will be governed by the Company's other leave policies. Consequences of an Incomplete or Insufficient Certification If the Company determines that the certification of health care provider is incomplete or insufficient, the Company will advise the employee (in writing) of any deficiencies in the certification and the additional information that the employee must provide to make the certification complete and sufficient. The employee will have 7 calendar days (unless not practicable under the particular circumstances despite the employee's diligent good faith efforts) to cure any deficiencies in the certification. If the employee does not cure the deficiencies specified by the Company in the resubmitted certification, the Company may deny the taking of 51 leave. A certification that is not returned to the Company is not considered incomplete or insufficient, but constitutes a failure to provide certification. The Company may directly contact the health care provider for purposes of clarification and authentication of the medical certification (whether initial or recertification), after the employee has been given the opportunity to cure any deficiencies. This contact will be made using a health care professional, a human resources professional, a leave administrator, or a management official. The Company will not use the employee's direct supervisor for this contact. In compliance with HIPAA Medical Privacy Rules, the Company will obtain the employee' s permission for clarification of individually identifiable health information. If the employee does not provide the Company with authorization to clarify the certification directly with the health care provider, and does not otherwise clarify the certification, the Company may deny the taking of FMLA leave. If FMLA leave is denied for failure to provide a complete and sufficient certification, the employee's absences will be governed by the Company's other leave policies, if applicable. If the absences do not qualify as leave under the Company's other leave policies, the absences ordinarily will be treated as unexcused absences and may result in disciplinary action up to and including termination of employment. Authorization or Release As an alternative to submitting a certification of health care provider form, the employee may choose to comply with the certification requirement by providing an executed authorization, release or waiver allowing the Company to communicate directly with the health care provider of the employee or his or her covered family member. Additional Medical Opinions If the Company has reason to doubt the validity of a medical certification, it may require the employee to obtain a second opinion from a health care provider designated or approved by the Company. If this second opinion differs from that provided by the employee's physician, the Company may require the opinion of a third health care provider, designated or approved jointly by the Company and the employee. The third opinion shall be final and binding. The Company will pay for any second or third opinion it requires. Pending the receipt of the additional opinion, the employee will be considered as provisionally entitled to FMLA. If the additional opinion does not ultimately establish the employee' s entitlement to FMLA leave, the leave shall not be designated as FMLA leave and may be treated as paid or unpaid leave under the Company's established leave policies. The Company will provide the employee with a copy of the additional opinion, if requested. If the Company requires an additional opinion, it will reimburse the employee or family member for any reasonable "out of pocket" travel expenses incurred to obtain the opinion. Recertification Requirements The Company may request recertification for leave taken because of an employee's own serious health condition, the serious health condition of a covered family member, or any other type of leave used for medical or health reasons, in accordance with the applicable FMLA requirements. 52 The employee has the same obligation to participate in the recertification process as in the initial certification process. Certification for Leave Taken because of a Qualifying Exigency When requesting leave for a qualifying exigency, the employee must provide a certification that includes all the information requested by the FMLA and a copy of the covered military member's active duty orders or other documentation of a call to active duty status and dates of service. The Company may verify the basis for the qualifying exigency in accordance with the FMLA. Certification for Leave Taken to Care for a Covered Service Member (Military Caregiver Leave) When requesting leave to care for a covered service member with a serious injury or illness, an employee must provide a certification completed by an authorized health care provider of the covered service member that includes all the information required by the FMLA, or alternatively, a copy of any "invitational travel orders" (ITOs), or "invitational travel authorizations" (ITAs) issued by the military to any family member (regardless of whether the employee is named). An ITO or ITA is sufficient certification for the duration of time specified in the ITO or ITA and if the employee needs leave beyond the time specified in the ITO/ITA, the employee must complete a certification form to cover the remainder of the leave period. The Company may also require the employee to provide confirmation of a covered family relationship to the seriously injured or ill service member. It is the employee's responsibility to provide the Company with complete and sufficient certification and failure to do so may result in the denial of FMLA leave. DESIGNATION OF FMLA LEAVE When the Company has enough information to determine whether the employee's requested leave qualifies as FMLA, it will provide written notice to the employee as to whether the leave will be designated and counted as FMLA leave within five business days absent extenuating circumstances. INTERMITTENT OR REDUCED SCHEDULE LEAVE An employee may not take FMLA leave on an intermittent or reduced schedule basis for the birth or adoption of a healthy child without the prior written approval of the Company. A pregnant employee may take leave intermittently for prenatal examinations or for her own condition, such as for periods of severe morning sickness. An employee may take FMLA leave on an intermittent or a reduced schedule if medically necessary (and such medical need can best be accommodated through an intermittent or reduced leave schedule) because of the employee's or family member's serious health condition, or to care for a covered service member with a serious injury or illness. Leave due to a qualifying exigency may also be taken on an intermittent or reduced leave schedule basis. If an employee needs leave intermittently or on a reduced leave schedule for planned medical treatment, the employee must make a reasonable effort to schedule the treatment so as not to unduly disrupt the Company's operations. If an employee needs intermittent leave or leave on a reduced leave schedule that is foreseeable based on planned medical treatment for the employee, a family member, or a covered service 53 member, including during a period of recovery from the employee's own serious health condition, a serious health condition of a spouse, parent, son, or daughter, or a serious injury or illness of a covered service member, the Company reserves the right to transfer the employee temporarily to an available alternative position for which the employee is qualified and which better accommodates recurring periods of FMLA leave. The alternative position will have equivalent pay and benefits as the previous position, but need not have equivalent duties. When the employee takes FMLA leave on an intermittent or reduced leave schedule basis, the Company will account for the leave in one hour increments. REPORTING TO THE COMPANY WHILE ON LEAVE An employee on FMLA leave or any other type of leave for medical or health reasons is required to report on a periodic basis regarding his or her status and intention to return to work. If circumstances change and the employee needs either more or less leave, the Company requires that the employee provide the Company with reasonable notice (i.e., within 2 business days) of the changed circumstances where foreseeable. The supervisor or Human Resources Department will inform the employee how often the employee must report to the Company while on leave. WHAT RELATIONSHIP DOES FMLA LEAVE HAVE TO PAID LEAVE? The Company requires employees to utilize any unused, accrued sick days for FMLA leave (i.e., unused, accrued paid sick days are substituted for the unpaid FMLA leave). Employees must also utilize any unused, accrued vacation and personal time with the exception of 24 hours until calendar year end. Furthermore, in no case can the substitution of paid leave for unpaid leave time result in the receipt of more than 100 percent of an employee's salary. Once the Company knows that the leave to be taken is for FMLA purposes, the Company will give the employee timely notice as required by FMLA, which will indicate that the paid leave will count toward the employee's FMLA leave. Workers' Compensation Injury and Substitution of Paid Time Off If the employee is injured on the job and the injury qualifies as a serious health condition under FMLA, the Company requires that the time off for the workers' compensation injury be counted against the employee's FMLA leave entitlement. Under those circumstances, neither the Company nor the employee may require substitution of accrued paid time off. However, the Company and the employee may agree, where state law permits, to have paid leave supplement workers' compensation benefits, such as in the case where workers' compensation only provides replacement income for two-thirds of an employee's salary. The Effect of the Employee's Use of the Company's Short -Term Disability Plan While the Employee is on the FMLA Leave If the employee is eligible for and is using the Company's short-term disability plan for a serious health condition, the Company will count the time off taken under the disability plan against the employee's FMLA entitlement. Under those circumstances, neither the employee nor the Company can require the substitution of accrued paid time off for the short-term disability payments. However, the Company and the employee may agree (where state law permits) to have paid leave supplement the disability plan benefits, such as in the case where a plan only 54 provides replacement income for two-thirds of an employee's salary. The employee must comply with the requirements of the Company's short-term disability plan unless the employee elects to use the unpaid FMLA leave or substitute available accrued paid time off. ACCRUAL OF BENEFITS WHILE ON FMLA LEAVE The employee will accrue seniority and employment benefits while on unpaid FMLA leave. The taking of FMLA leave will not result in the loss of any employment benefits that the employee accrued prior to the date on which FMLA leave started except to the extent such benefits are used. BENEFITS WHILE ON FMLA LEAVE The Company will continue to maintain the employee's coverage under any group health plan while the employee is on FMLA leave on the same conditions as coverage would have been provided if the employee had been actively working. The employee must pay his or her portion of the premium while on FMLA leave. If FMLA leave is foreseeable, the employee may pre -pay the required premium by withholding this additional amount from his or her paycheck prior to the start of FMLA leave. Otherwise, the employee must pay the premium on the first day of the month during FMLA leave. If FMLA leave is taken with paid leave, the premiums will be deducted from the employee's paycheck during FMLA leave. An employee who fails to pay the required premium risks losing health insurance coverage. WHAT HAPPENS IF AN EMPLOYEE ON WORKERS' COMPENSATION IS OFFERED A LIGHT DUTY JOB WHILE THE EMPLOYEE IS ON FMLA LEAVE? If the employee is on a workers' compensation absence which counts against the employee's FMLA entitlement, and if the employee's workers' compensation doctor certifies that the employee is able to return to a light duty job but is unable to return to the same or equivalent job, the employee may decline the light duty job offer. Under those circumstances, the employee may lose the workers' compensation payments, but is entitled to remain on unpaid FMLA leave until the 12 weeks is over. When the workers' compensation benefits end, the substitution provisions of paid leave are applicable. If the workers' compensation absence lasts more than FMLA entitlement, the employee is no longer guaranteed his or her job and is subject to the Company's uniform policy regarding employee' s returning from other leaves of absence. ISSUES INVOLVING AN EMPLOYEE RETURNING FROM FMLA LEAVE Fitness -For -Duty Certification To return to work from a FMLA leave for the serious health condition of the employee, or from any other type of leave taken for medical or health reasons in excess of 3 days (including but not limited to sick leave, short-term disability, workers' compensation injury, and vacation or personal days used for medical or health reasons), the employee must provide the Company with a certification from the employee's health care provider that states that the employee is able to resume. In some circumstances, the Company may also request a certification that states whether the employee is able to perform the essential functions of his or her position. If the Company requires the latter, it will provide the employee with a written list of his or her essential job functions when leave is designated as FMLA leave, or upon notice of approval for any other 55 type of leave. If the employee fails to provide such a certificate before the FMLA leave ends, the employee may be terminated. The employee must pay the cost of obtaining the fitness for duty certification. Further, the employee is not entitled to be paid for the time or travel costs spent to obtain the certification. The Company will require a fitness for duty certification for employees on intermittent or reduced leave once every 30 days only if reasonable safety concerns exist regarding the employee's ability to perform his or her duties, based on the serious health condition for which the employee took such leave. Certification Required If the Employee is Unable to Return to Work An employee failing to return to work at the end of FMLA leave period is responsible for repaying any health insurance premiums paid on his or her behalf during FMLA leave unless the employee does not return to work for a reason other than the continuation, recurrence, or onset of a serious health condition that would entitle the employee to FMLA leave, or other circumstances beyond the employee's control. If the employee is unable to return to work after a FMLA leave or any other type of leave taken for medical or health reasons because of the continuation, recurrence, or onset of either a serious health condition of the employee or the employee' s family member, or a serious injury or illness of a covered service member, the employee must provide the Company with a medical certification of the employee's or the family member' s serious health condition or the covered service member's serious injury or illness. The Human Resources Department will provide the employee with the required form, which must be returned within 30 days from the date of the Company's request. The employee must pay the cost for obtaining the certificate, and the employee is not entitled to be paid for the time or travel costs spend in acquiring the certification. If the employee is unable to return to work after a FMLA leave because of other circumstances beyond the employee's control, the employee must demonstrate this fact to the Human Resources Department, which will make the final decision concerning repayment of health insurance premium payments. WHAT RIGHTS DOES AN EMPLOYEE HAVE WHEN HE OR SHE RETURNS TO WORK FROM FMLA LEAVE? When the employee returns from FMLA leave, he or she will be restored to the position held when FMLA leave started, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. The Company will not guarantee reinstatement of a position to an employee on any other type of leave, unless required by law. An employee has no greater right to reinstatement or to other benefits and conditions of employment than if he or she had been continuously employed during FMLA leave. Key Employee Exception: Salaried eligible employees (who are among the highest paid 10 percent of the employees employed by the Company within 75 miles of the facility at which the employees are employed) will not be guaranteed restoration to the position held at the start of the FMLA leave or to an equivalent position on the return to work from FMLA leave if restoration would create a substantial and grievous economic injury to the Company's operations and if the Company notifies the employee in accordance with the FMLA. 56 WHAT HAPPENS IF THE EMPLOYEE FAILS TO RETURN TO WORK FROM FMLA LEAVE? Failure to return to active employment at the end of FMLA leave period or any other leave period will be regarded as abandonment of the employee' s job, absent authorization to take additional leave under the Company's other leave policies (if applicable) or as otherwise required by law. Leave taken because of the employee's own serious health condition may be extended under certain circumstances and as required under applicable law. Employees seeking additional leave should contact the Human Resources Department. ADMINISTRATION OF THE POLICY The function of this policy is to provide employees with a general description of their FMLA rights. In the event of any conflict between the policy and the applicable law, employees will be afforded all rights required by law. This policy does not supersede any state or local law that provides greater family or medical leave rights. The Company will also administer this policy in a uniform, non-discriminatory fashion in accordance with all applicable laws, including but not limited to, the Americans with Disabilities Act. DEFINITIONS The Company adopts the definitions of the FMLA. This policy lists some of the commonly used definitions. A. "Serious health condition" is defined as an illness, injury, impairment, or physical or mental condition that involves one of the following: 1) Inpatient Care: An overnight stay in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care. "Incapacity," for purposes of the FMLA means inability to work, attend Company or perform other regular daily activities due to the serious health condition, treatment therefore, or recovery there from. 2) Absence Plus Treatment: A period of incapacity of more than three consecutive, full calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves: a) Treatment two or more times within 30 days of the first day of incapacity, unless extenuating circumstances exist, by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders of, or on referral by, a health care provider; or b) Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider. For purposes of the FMLA, "treatment by a health care provider" means an in -person visit to a health care provider, and the initial (or only) treatment visit must take place within seven days of the first day of incapacity. prenatal care. 3) Pregnancy: Any period of incapacity due to pregnancy, or for 57 4) Chronic Conditions Requiring Treatments: A chronic condition which: a) Requires periodic visits at least twice a year for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider; b) Continues over an extended period of time (including recurring episodes of a single underlying condition); and c) May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.). 5) Permanent/Long-term Conditions Requiring Supervision: A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider. Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease. 6) Multiple Treatments (Non -Chronic Conditions): Any period of absence to receive multiple treatments (including any period of recovery there from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, for: (i) restorative surgery after an accident or other injury; or (ii) a condition that would likely result in a period of incapacity of more than three consecutive full calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), and kidney disease (dialysis). A. "Intermittent Leave" is leave taken in separate blocks of time due to a single qualifying reason rather than for one continuous period of time, and may include leave of periods from an hour or more to several weeks. A "reduced leave" schedule is a leave schedule that reduces an employee's usual number of working hours per workweek, or hours per workday. C. "Qualifying Exigency" includes leave for one or more of the following arising out of the fact that the spouse, son, daughter, or parent of the employee is a service member on covered active duty (or has been notified of an impending call or order to covered active duty): • Short -notice deployment (up to seven calendar days) • To attend certain military events and related activities • To address childcare arrangements and Company activities • Financial and legal arrangements • To attend counseling sessions (provided by someone other than a health care provider) • Rest and recuperation • Post -deployment activities • Parental care (caring for the service member's parent when the parent is incapable of self - care) • Additional activities to which the employer and employee mutually agree as to both the timing and duration. D. "Covered Active Duty" means — (1) in the case of a member of the Regular Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country; and (2) in the case of a member of the Reserve components of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country under a federal call or order to active duty in support of a contingency operation under a provision of law referred to in section 101(a)(13)(B) of title 10, United States Code. 58 E. "Covered Service member" means — (1) a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or (2) a veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness and who was a member of the Armed Forces (including a member of the National Guard or Reserves) and was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran. 602 Grandparent Leave Policy An employee may also take leave to care for a grandparent with a serious health condition on the same terms and conditions as leave is permitted under the Family and Medical Leave Act to care for a parent with a serious health condition. (See Chapman Partnership's Family and Medical Leave Act Policy.) An employee is eligible for Grandparent Leave under this policy if he/she is employed (1) by the Company in Miami -Dade County for at least twelve (12) months; and (2) for at least one thousand two hundred and fifty (1,250) hours of service with the Company during the previous twelve-month period. For purposes of this policy, "grandparent" means any grandparent of an employee for whom the employee has assumed primary financial responsibility. 603 Military Leave The Company provides leaves of absence for military services consistent with the requirements of federal and state law. Employees who will be taking a military leave of absence should contact the VP, HR, Planning and Organizational Development for full details concerning military leave policies. 604 Personal Leave of Absence There may be the rare occasion when an employee is faced with an emergency or special circumstance and needs to take an unpaid personal leave of absence. Employees may be granted an unpaid leave of absence for a maximum period of 30 days, solely at the discretion of an Executive staff member. Each request for a leave of absence will be evaluated on an individual basis, taking into consideration length of service, work record, staffing needs, and the reason and length of the leave. To be eligible for a leave without pay, employees must be classified as full- time and have completed at least 90 days of full-time service at the time of the request. Employees seeking an unpaid leave of absence must submit a written request to their supervisor at least 30 days in advance of the leave and it must be approved by Human Resources. All unpaid leaves are granted at the total discretion of Executive level management. Chapman Partnership cannot guarantee reinstatement at the end of an unpaid leave. Failure to report back to work on the first day after expiration of the approved leave of absence will be considered a voluntary termination of employment. Employees who are granted a personal leave are expected to exhaust any paid time off they have accrued (earned), before their leave status changes from paid to unpaid. Unless required by applicable law, employees will not accrue additional paid time off while on a personal leave of 59 absence. If an employee is granted and takes a personal leave of absence, his or her benefits may be affected. 605 Pregnancy -Related Absences Chapman Partnership will not discriminate against any employee who requests an excused absence for medical disabilities associated with pregnancy. Such leave requests will be evaluated according to the medical leave policy provisions outlined in this handbook and all applicable federal and state laws. Employees who need any type of accommodation due to pregnancy should contact Human Resources. See also Family and Medical Leave Policy. Requests for time off associated with pregnancy and/or childbirth, such as bonding and child care, not related to medical disabilities for those conditions will be considered in the same manner as other requests for unpaid family or personal leave. 606 Domestic and Sexual Violence Leave of Absence The Company provides authorized absence from work to employees who require time off to deal with the issue or effects of domestic or repeat violence, or sexual violence, and to conform to the Miami -Dade County Domestic Leave and Reporting Ordinance and Florida Statutes § 741.313. Eligibility: To be eligible for domestic and sexual violence leave, an employee must have been employed by the Company for at least ninety (90) days and for at least three hundred and eight (308) hours of service with the Company during the previous ninety (90) days.1 Procedure: Domestic and Sexual Violence Leave Eligible employees who are victims of domestic or sexual violence are entitled to a total of thirty (30) work days of unpaid domestic violence and sexual violence leave during any twelve (12) month period for one (1) or more of the following: A. To obtain or receive medical and/or dental assistance for a medical and/or dental problem resulting from domestic or sexual violence, including obtaining such services for the employee's family or household member; B. To obtain and receive legal assistance relating to domestic or sexual violence, including but not limited to criminal prosecution, protective order, divorce, custody of children, and child support; C. To attend court appearances relating to domestic or sexual violence, including but not limited to criminal prosecution, protective order, divorce, custody of children, and child support; D. To attend counseling or support services, including counseling or support services for dependent children; An employee who has worked for at least 3 months, but has not met the hours of service requirement under the Miami -Dade County Ordinance (i.e., 308 hours during the previous 90 days), is only eligible for 3 days of domestic and sexual violence leave under Florida law. 60 E. Make the employee's home secure from the perpetrator of the domestic or sexual violence or to seek new housing to escape the perpetrator; or F. Any other arrangements necessary to provide for the safety and well-being of an employee subject to domestic or repeat violence; Request for Leave: An employee may take domestic and sexual violence leave intermittently or on a reduced leave schedule. However, if an employee requests an intermittent leave or reduced leave that is foreseeable based on a planned schedule, the Company may require that such employee transfer temporarily to an available alternative position for which the employee is qualified and that has equivalent pay and benefits, and better accommodates recurring periods of leave. An employee seeking domestic and sexual violence leave must complete a Request for Leave of Absence form and submit it to Human Resources as far in advance of the desired leave as possible. Prior to requesting domestic and sexual violence leave, an employee must exhaust all paid vacation, sick, and personal days. Domestic and sexual violence leave may be taken in addition to FMLA leave and Grandparent Leave under the Company's Family and Medical Leave Act Policy and Grandparent Leave Policy, respectively. Certification and Confidentiality: A request for domestic and sexual violence leave must be supported by certification issued by an authorized person such as the health care provider, attorney of record, counselor, law enforcement agency, clergy, domestic violence advocacy agency, domestic violence center or domestic violence shelter. The certification will be sufficient if it indicates that the employee is being subjected to domestic or repeat violence, or sexual violence, and needs time off to attend to one of the aforementioned matters. To the extent possible, all information regarding the employee's request for leave under this policy will be kept confidential. EMPLOYMENT AND BENEFITS PROTECTION: An employee who takes domestic and sexual violence leave, shall on return from leave be entitled to: (1) restoration to the position of employment held by the employee when leave commenced; or (2) restoration to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment. However, an employee taking domestic and sexual violence leave for three (3) days or less will be restored to the same position held by the employee at the time leave commenced. 61 The taking of leave will not result in the loss of any employment benefits accrued prior to the date on which the leave commenced. An employee on domestic and sexual violence leave must periodically report to Human Resources on the status and intention of the employee to return to work. The Company will continue to maintain coverage under the group health plan for the duration of the domestic and sexual violence leave at the level and under the conditions that would have been provided if the employee had continued in employment continuously for the duration of such leave. However, the Company may recover the premium that the Company paid for maintaining coverage for the employee under such group health plan during any period of unpaid leave if: (a) The employee fails to return from leave after the period of leave to which the employee is entitled has expired; and (b) The employee fails to return to work for a reason other than continuance or recurrence of domestic or repeat violence or other circumstances beyond the control of the employee. The employee must pay his or her portion of the health insurance premium while on domestic and sexual violence leave. If such leave is foreseeable, the employee may pre -pay the required premium by withholding this additional amount from his or her paycheck prior to the start of domestic and sexual violence leave. Otherwise, the employee must pay the premium on the first day of the month during domestic and sexual violence leave. Prohibition Against Retaliation: The Company prohibits discrimination or retaliation against any employee for exercising his or her rights under this policy. If an employee believes that he or she is being retaliated against, the employee must report the retaliation to Human Resources. DEFINITIONS: "Domestic violence" means any assault, aggravated assault, battery, aggravated battery, sexual assault, sexual battery, stalking, aggravated stalking, kidnapping, false imprisonment, or any criminal offense resulting in physical injury or death of one family or household member by another family or household member, or any crime the underling factual basis of which has been found by a court to include an act of domestic violence. Domestic violence shall also mean a pattern of coercive behavior used by one (1) person to control another such as but not limited to: physical, sexual, emotional and psychological violence and abuse; threats; intimidation; verbal abuse; economic control; and stalking. "Family or household member" means spouses, former spouses, persons related by blood or marriage, persons who are presently residing together as if a family or who have resided together in the past as if a family, and persons who are parents of a child in common regardless of whether they have been married. With the exception of persons who have a child in common, the family or household members must be currently residing or have in the past resided together in the same single dwelling unit. "Sexual violence" means sexual violence, as defined in Florida Statutes § 784.046, or any crime the underlying factual basis of which has been found by a court to include an act of sexual violence. Florida Statutes § 784.046 defines "sexual violence" to mean any one incident of: (1) sexual battery; (2) a lewd or lascivious act, committed upon or in the presence of a person younger than 16 years of age; (3) luring or enticing a child; (4) sexual performance by a child; or (5) any other forcible felony wherein a sexual act is committed or attempted, regardless of whether criminal charges based on the incident were filed, reduced, or dismissed by the State Attorney. 62 EMPLOYEE CONDUCT & DISCIPLINARY ACTION 701 Employee Conduct And Work Rules Unfortunately, most rules are designed to address less than 5% of the employee population who tend to abuse employment privileges. These individuals jeopardize Chapman Partnership's and other employees' performance and success. For those employees who violate Chapman Partnership's policies, discipline is a standard procedure for ensuring order and encouraging behavior modification or removing violators from the workforce. To ensure orderly operations and provide the best possible work environment, Chapman Partnership expects employees to follow rules of conduct that will protect the interests and safety of all employees and the Organization. The following constitutes examples only of unacceptable behavior and does not represent a complete list. Any failure to adhere to policy guidelines included in this Handbook may lead to discipline up to and including termination. • Violation of any Company policies or procedures in this Handbook or those communicated to employees. • Engaging in criminal conduct. • Violating the Company's Workplace Violence Policy. • Negligent or intentional damage of Company or resident property. • Refusing to comply with a lawful, job -related direct order from a supervisor or manager. • Directing obscenities at residents. • Overt lack of respect for residents. • Engaging in conduct that endangers life, safety or health of other employees or residents, on or off the job. • Close personal/intimate relationships with current residents. • Engaging in an act of sabotage; causing the destruction or damage of Company property, or the property of fellow employees, residents, suppliers, or visitors in any manner. • Theft of Company property or the property of fellow employees; unauthorized possession or removal of any company property, including documents, from the premises without prior permission from management; unauthorized use of company equipment or property for personal reasons; misappropriation of funds; using Company equipment for profit. • Dishonesty, falsification or misrepresentation on your application for employment or other work records; lying about sick or personal leave; falsifying reason for a leave of absence or other data requested by Chapman Partnership; alteration of Company records or other Company documents. • Violating the non -disclosure agreement. • Conducting personal business during that portion of the workday that the employee is being paid to perform his/her job tasks, and/or using Company property/resources for personal gain. • Unauthorized use and/or possession of alcohol, illegal drugs, weapons at work whether licensed or not (except as authorized by law). • Careless work performance. • Falsification of personnel or any other Company records. 63 • Unauthorized possession, copying or destruction of Company property records or materials. Nothing in this policy alters an employee's at -will employment status. Chapman Partnership management has ultimate discretion in all disciplinary matters and may terminate employment for any reason at any time with or without notice. *NOTE: Nothing in this policy is intended to prohibit, interfere with, or discourage employees (other than statutory supervisors) from communicating about or seeking to improve, their wages, hours, benefits and terms and conditions of employment, or engaging in other protected concerted activities, or from refraining from such activities. 702 Drug -Free Workplace Chapman Partnership acknowledges the problem of substance abuse (including alcohol) in our society. Furthermore, we see substance abuse as a serious threat to the safety of our employees, other individuals doing business with the Company, and our residents. It also adversely affects the service and dependability that our residents expect and general levels of job performance. We are addressing this problem by introducing a substance abuse policy to ensure the Company will have a drug -free workplace. Our Drug -Free Workplace Program and Policy is intended to comply with Florida Workers' Compensation Drug -Free Workplace laws, Florida Statutes Section 440.101, et seq., and implementing drug testing rules. Drug and alcohol addiction is a complex, yet treatable disease. Our substance abuse program is targeted at alleviating the problem at all levels. Our pledge to eradicate substance abuse in the workplace reflects our firm belief that by building this commitment in the Company, we will be strengthening our community. While the Company understands employees and applicants under a physician's care are required to use prescription and non-prescription drugs, abuse of such medications will be dealt with in the same manner as the abuse of illegal substances. The ultimate goal of this Policy is to balance our respect for individual privacy with our need to keep a safe productive drug -free environment. Our intention is to prevent substance abuse and to help and encourage those who use drugs or abuse alcohol to seek help in overcoming their problem. This policy may be changed at any time by the Company in its sole discretion and does not change the at -will -employment relationship. With these basic objectives in mind, the Company has established the following Policy with regard to use, possession or sale of alcohol and drugs. GENERAL POLICY STATEMENT The Company will not tolerate the use of illegal drugs or the abuse of legal drugs during working hours on the premises of Chapman Partnership, including the parking lots, as well as any job site to which employees are assigned. This prohibition includes the possession, use or sale of illegal drugs or alcohol. Employees who are found to be under the influence of illegal drugs or alcohol, or who violate this Policy in other ways are subject to disciplinary action that may include termination. Because 64 of the serious nature of those violations, each individual case will be thoroughly investigated to determine the appropriate course of action. The Company will test, at its own expense, all job applicants for illegal drugs or alcohol use as outlined in this Policy. A positive test can lead to withdrawal of an offer of employment for Chapman Partnership job applicants. In addition, the Company will test, at its own expense, any current employee for illegal drug or alcohol use if a reasonable suspicion exists that the employee is in violation of this Policy, post -accident, pursuant to a fitness -for -duty examination, and as a follow-up to any drug or alcohol treatment program. All drug testing will conform to the requirements of this Policy and to applicable Florida and federal law. Employees should review Florida Statutes Section 440.102, which discusses the requirements to comply with, and their rights under, Florida's Drug -Free Workplace statute. PRE -EMPLOYMENT DRUG TESTING POLICY As a condition of employment, applicants of the Company must agree to and sign a statement indicating that they will adhere to this Company' s Drug -Free Workplace Program. All offers of job employment will be conditioned on the applicant's taking and passing a screening test for evidence of improper drug use and the presence of alcohol. Applicants will be required to voluntarily submit to a test at a laboratory chosen by the Company, and sign an agreement releasing the Company from liability in connection with the test. No applicant for employment who is currently alcohol and drug -free will be denied employment or otherwise discriminated against solely because of such individual' s prior abuse of alcohol or drugs, prior treatment for alcohol or drug abuse, or status as a recovering alcoholic or drug addict. It is the current abuse of drugs or alcohol which prevents employees from properly performing their jobs that the Company will not tolerate. Any applicant who tests positive or who refuses to undergo testing will not be employed by the Company and may not reapply for at least 180 days. ACTIVE EMPLOYEE SUBSTANCE ABUSE TESTING POLICY A. Reasonable Suspicion Testing Employees will be required to submit to drug and/or alcohol testing at a laboratory chosen by the Company if there is reasonable suspicion of substance abuse. If, in the opinion of two supervisors, or a supervisor and an additional competent co-worker, reasonable suspicion exists to believe that any employee may be abusing or under the influence of illegal drugs or alcohol, the supervisory personnel will document, in writing, the basis for their reasonable suspicion. If the reasonable suspicion is based on a report by another person, this report must be confirmed by a supervisor. If, in the opinion of two supervisors, or a supervisor and an additional competent co-worker, an employee has sold, or otherwise solicited, illegal drugs to any other person during working hours, the supervisory personnel will document, in writing, the basis for their reasonable suspicion. If the reasonable suspicion is based on a report by another person, this report must be confirmed by a supervisor. Nothing herein shall prevent the Company from immediately terminating any employee selling or otherwise soliciting illegal drugs or providing or selling 65 alcohol to any other person during working hours upon a report by the supervisors to the person in charge of terminating employees. Circumstances that could be indicators of a substance abuse problem and considered reasonable suspicion are: 1. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug. 2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. 3. A report of drug use, provided by a reliable and credible source. 4. Evidence that an individual has tampered with a drug test during his or her employment with the current employer. 5. Information that an employee has caused, contributed to, or been involved in an accident while at work. 6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on the Company' s premises or while operating the Company' s vehicle, machinery, or equipment. The Company also reserves the right to ask any employee to submit to drug testing under the following conditions: B. Post -Accident When an employee is involved in an accident that causes injury to himself/herself or to any other person or damage to any property and where reasonable suspicion exists that drug or alcohol use contributed to the accident. If, because of the accident, an employee is unable to submit to drug testing immediately, the employee will authorize the release of any medical reports or documentation regarding the presence of illegal drugs or alcohol in the employee's body at the time of the accident to the MRO. Refusal to agree to this release will result in termination of the employee; or C. Pursuant to any required employee fitness for duty examination; Drug testing shall be part of any required employee fitness -for -duty medical examination. This examination may be held routinely for all persons employed with this Dealership or by employment classification or group. or, D. Follow-up Drug Testing If the employee in the course of employment enters an employee assistance program for drug - related problems or a drug rehabilitation program, the Company will require the employee to 66 submit to a drug test as a follow-up to such program, unless the employee voluntarily entered the program. In such case, the Company has the option not to require follow-up testing. If follow- up testing is required, it will be conducted at least once a year for a two-year period after the completion of the program. Advance notice of the follow-up testing date will not be given to the employee who is to be tested. DEFINITIONS "Legal Drug," includes prescribed drugs and over-the-counter drugs which have been legally obtained and are being used solely for the purpose for which they were prescribed or manufactured. "Illegal Drug" any drug (a) which is not legally obtainable; (b) which may be legally obtainable but has not been legally obtained; (c) which is being used in a manner or for a purpose other than as prescribed. LOSS OF WORKERS' COMPENSATION BENEFITS If an employee is injured in the scope of his or her employment and drug tests or other medical evidence indicates the presence of illegal drugs or alcohol in the employee's body at the time of the accident, the employee may be required to forfeit any medical or indemnity benefits available under the Florida Workers' Compensation Statute (Section 440.101 (2), Fla. Stat.). This penalty is in addition to any other penalties that might apply either under this policy or under applicable law. CONFIDENTIALITY STATEMENT All information, interview, reports, statements, memoranda and drug -free test results through the Company's drug testing program will be treated as confidential to the extent required by law, except as consented to by the employee or applicant, or if placed at issue by the employee in any legal, administrative or other proceeding to determine compensability of a workers' compensation claim. USE OF PRESCRIPTION AND NON-PRESCRIPTION MEDICATIONS Each tested individual shall report, on a confidential basis to the medical review officer ("MRO"), the use of prescription or non-prescription medications both before and after being tested. A form will be provided to each individual to list such medications. This form should only be filled out at the collection facility not at the Company. Additionally, such medications may be disclosed orally to the MRO after being tested, if contacted by the MRO. The individual must not disclose such medications or provide the form requesting such information to any Company employee. The Company has included in this Policy (next page) a list of the most common medications by brand, common and, if applicable, chemical name, which may alteror affect a drug test. 67 CONSEQUENCES OF REFUSING A DRUG TEST OR TREATMENT Refusal to Cooperate: Job Applicants Any person receiving a conditional offer of employment who refuses to submit to drug and alcohol testing, or who provides a false sample, or alters, adulterates, taints, tampers, or otherwise interferes with drug testing collection, samples, or analysis is immediately disqualified from employment by the Company. Employees Any employee who refuses to submit to drug and alcohol testing when required will be terminated. Any employee who provides a false sample, or alters, adulterates, taints, tampers, or otherwise interferes with drug testing collection, samples, or analysis, will be immediately terminated. Refusal to Accept Treatment or Refusal to Rehabilitate Any employee who rejects a treatment program offered through the Employee Assistance Program, or who leaves a treatment program prior to being properly discharged by the program will be immediately terminated from employment with the Company. This sanction applies regardless of whether the Company referred the employee to the treatment program or Employee Assistance Program or whether the employee voluntarily sought treatment. Limitations on Referral to Employee Assistance Program The Company wishes to make every effort to rehabilitate its employees who may be experiencing drug or alcohol problems. To this end, the Company will not retaliate in any manner against an employee who is referred to an Employee Assistance Program or treatment program, or who voluntarily refers themselves to the Employee Assistance Program or submits to treatment in a drug or alcohol abuse program. Use of the Employee Assistance Program is the employee's full fmancial responsibility. Should an employee be referred to an Employee Assistance Program for drug or alcohol treatment or enroll in a drug or alcohol treatment program more than one time, that employee will be immediately dismissed. DRUG TESTING INFORMATION The Company will test for one or more of the following drugs: Alcohol (beer, wine, booze, liquor, etc.); Amphetamines (speed, eve, biphetamine, desoxyn, dexedrine, etc.); Cannabinoids (marijuana, hashish, hash, hash oil, pot, joint, reefer, grass, etc.); Cocaine (coke, blow, snow, flake, crack, etc.); Phencyclidine (PCP, angel dust, hog, etc.); Methaqualone (quaaludes, ludes, etc.); Opiates (heroin, codeine, morphine, opium, Dober' s powder, paregoric, parepectolim, etc.); Barbiturates (phenobarbital, butabarbital, secobarbital, tuinal, amytal, etc.); 68 Benzodiazepines (librium, valium, ativan, azene, clonopin, dalmone, diazepam, halcion, etc.); Methadone (dolophine, nethadose, etc.); Propoxyphene (designer drugs [ecstasy], etc.); Hallucinogens (LSD, acid, mushrooms, etc.); and Synthetic narcotics, or metabolite of any of the substances listed in this paragraph. The Company reserves the right to expand or otherwise mods the number or types of drugs tested at any time. The Company will provide employees with sixty (60) days written notice of any expansion or modification of the drugs tested under the Company's Policy. Although the State of Florida permits the medical use of marijuana by a qualifying patient or caregiver, the Company will follow federal law which holds that marijuana use remains unlawful for any purpose. DUTY TO NOTIFY LABORATORY OF LEGAL ACTION CONCERNING TEST RESULTS It is each applicant's or employee's responsibility to notify the laboratory of any administrative or civil action brought pursuant to the Florida Workers' Compensation Drug -Free Workplace law, Section 440.101, et seq. RIGHT TO CONSULT WITH MRO Each applicant or employee has the right to consult the MRO for technical information regarding prescription and non-prescription medications. MISCELLANEOUS Employees and applicants should review any applicable collective bargaining agreements or contracts for additional information on their rights (Chapman Partnership does not have a collective bargaining agreement.) There may be the right to appeal to Florida's Public Employees Relations Commission or applicable court for violations of Florida' s Drug -Free Workplace Program. POSITIVE DRUG TEST RESULTS Any employee or job applicant who receives a positive confirmed drug test result may contest or explain the results to the MRO within five (5) working days after receiving written notification of the positive test results. If an employee's or job applicant' s explanation or challenge is unsatisfactory to the MRO, the medical review officer shall report a positive test result back to the Company, and that the person may contest the drug test pursuant to Florida law or to rules adopted by the Agency for Health Care Administration. EMPLOYEE ASSISTANCE PROGRAM Chapman Partnership also maintains an Employee Assistance Program (EAP) which provides help to employees and their families who suffer from alcohol or drug abuse. We encourage all employees who need assistance in dealing with alcohol or drug dependency problems to seek 69 counseling through our EAP or through the various private and public agencies that exist in our community. A sample list of such agencies is maintained for your review in the Human Resources Department. Employees who come forward to request treatment or a leave of absence for treatment will not be subject to discipline. Employees may not, however, escape discipline by first requesting such treatment or a leave of absence after being selected for testing or violating Company policies and rules of conduct. Requests for voluntary treatment and related matters will be kept confidential in accordance with federal and state laws. For a complete listing of local employee assistance programs and/or local drug rehabilitation programs, please contact Human Resources. GROUNDS FOR TERMINATION OR DISCIPLINE A. Illegal Drug Use An employee bringing onto the Company's premises or property, including parking lots, having possession of, being under the influence of or, possessing in the employee's body, blood or urine in any detectable amount, or using, consuming, transferring, selling or attempting to sell or transfer any form of illegal drug as defined above while on Company business or at any time during the hours between the beginning and ending of the employee's work day, whether on duty or not, and whether on Company or customer business, property or not, is subject to discipline including discharge or suspension without pay from employment, even for the first offense. B. Alcohol Abuse An employee who is under the influence of alcoholic beverages at any time while on Company business or at any time during the hours between the beginning and ending of the employee's work day, whether on duty or not, and whether on Company or customer business, property or not, is subject to discipline including discharge or suspension without pay from employment, even for the first offense. C. Employer Action Refusing to take a company -required drug test may result in loss of Workers' Compensation benefits and could result in disciplinary action up to and including termination of employment. Any employee or job applicant whom the Company is advised has a positive confirmed drug test, including for alcohol, will be subject to discharge even for the first offense. LIST OF MOST COMMON MEDICATIONS, WHICH MAY ALTER OR AFFECT A DRUG TEST ALCOHOL All liquid medications containing ethyl alcohol (ethanol). Please read the label for alcohol content. As an example, Vick's Nyquil is 25% (50 proof) ethyl alcohol, Comtrex is 20% (40 proof), Contact Severe Cold Formula Night Strength is 25% (50 proof) and Listerine is 26.9% (54 proof). AMPHETAMINES Obetrol, Biphetamine, Desoxyn, Dexedrine, Didrex 70 CANNABINOIDS Marinol (Dronabinol, THC) COCAINE Cocaine HCI topical solution (Roxanne) PHENCYCLIDINE Not legal by prescription METHAOUALONE Not legal by prescription OPIATES Paregoric, Parepectolin, Donnagel PG, Morphine, Tylenol with Codeine, Empirin with Codeine, APAP with Codeine, Aspirin with Codeine, Robitussin AC, Guiatuss AC, Novahistine DH, Novahistine Expectorant, Dilaudid (Hydromorphone), —S Contin and Roxanol (morphine sulfate), Percodan, Vicodin, Tussi-Organidin, etc. BARBITURATES Phenobarbital, Tuinal, Amytal, Nembutal, Seconal, Lotusate, Fiorinal, Fioricet, Esgic, Butisol, Mebaral, Butabarbital, Butabital, Phrenilin, Triad, etc. BENZODIAZEPINES Ativan, Azene, Clonopin, Dalmane, Diazepam, Librium, Xanax, Serax, Tranxene, Valium, Verstran, Halcion, Paxipam, Restoril, Centrax. METHADONE Dolophine, Methadose PROPDXYPHENE Darvocet, Darvon N, Dolene, etc. 71 GENERIC EQUIVALENTS OF BRAND NAME DRUGS Brand Name Generic Name Brand Name Generic Name Anusol Suppos Hemorrhoidal Inserts Nipride Nitroprusside Anusol Suppos HC Hemorrhoidal Inserts HC Noctec Chloral Hydrate Aristocort Cr. Oint./Kenalog Triamcinolone Normodyne-Trandate Labetalol Hydrochloride Atarax Hydroxyzine HCL Norpramine/Pertrofane Desipramine Bactrim/Septra Trimenthoprim, Sulfamethoxazole Parafon Forte Chlorzoxazone, Acetaminophen Benadryl Diphenhydramine Pen VK/V-Cillin K Penicillin VK Betadine Oint./Efodine Povidone Iodine Oint. Peri-Colace Docusate Sodium, Casanthranol Betalin-S Thiamine Persantine Dipyridamole Cardizem Diltiazem Pertrofana/Norpramine Desipramine Calan/Isoptin Verapamil Phenergan Promethazine Colace Docusate Sodium Pitocin Oxytocin Compazine Prochlorperazine Polycillin Ampicillin Decadron/Hexadrol Dexamethasone Procardia Nifedipine Demerol Meperidine Pronestyl Procainamide Diabeta/Micronase Glyburide Prostaphlin Oxacillin Dramamine Dimenhydrinate Proventil/Vantolin Albuterol Dulcolax Bisacodyl Pyridium Phenazopyridine Ecotrinq Enteric Coated Aspirin Robaxin Methocarbamol Elavil/Endep Amitriptyline Robinul Glycopyrrolate Ibuprofen Erythrocin Erythromycin Stearate Rufin/Motrin Esidrix/Hydrodiuril Hydrochlorothiazide Septra/Bactrim Trimethoprim/Sulfamethox azole Isoptin/Calan Verapamil Solu-Medrol Methlyprednisolone Isordil Isosorbide Dinitrate Soma Carisoprodol Kayexalate Polystyrens Sulfonate Sodium Sumycin Tetracycline Kenalog cr/oint./Aristocort Triamcinolone Surfak Docusate Calcium 240 mg. K-Ior Potassium Chloride 20meg Powder Tambocor Flecainide Larotid Amoxicillin Therogran Theraputic Multivitamin Lasix Furosemide Theragran-M Theraputic Multivitamin with Minerals Lomotil Diphenoxylate, Atropine Theragran Hematinic Theraputic Hematinic Vitamin Micronase/Diabeta Glyburide Thorazine Chlorpromazine Motrin/Rufen Ibuprofen Tonocard Tocainida Hydrochloride M.S. Morphine Sulfate Urscholina/Duvold Bethanechol Mycolog/Mytrex Nystatin, Neomycin, Gramicidin, Triamcinolone Valium Diazepam Mycostatin/Nilstat Nystatin Vibramycin Doxycycline Nilstat/Mycostatin Nystatin Vistarll Injection Hydroxyzine HCI Vistarll Capsules Hydroxyzine Pamoate 72 COMMON ANTIBIOTICS Trade Names Penicillins Cephalosporins Aminoglycosides Tetracyclines Misc. Septra/Bactrim Generic Names Polycillin/Omnipen Amoxil/Polymox Penicillin Ticar Timentin Unipen Pipracil Keflex Keflin Ancef/Kefzol Mandol Zinacef Mefoxin Claforan Cefobid Fortaz Rocephin Garamycin Nebcin Sumycin/Achromycin Vibramycin Cleocin Erythromycin Vancomycin Flagyl Trimethoprim & Sulfamethoxa Imipenem- Cilastatin 73 Ampicillin Amoxicilin Penicillin Ticarcillin Ticarcillin/Clavulanate Nafcillin Piperacillin Cephalexin Cephalothin Cefazolin Cefamandole Cefuroxime Cefoxltin Cefotaxime Cefoperazone Ceftazidime Ceftriaxone Gentamycin Tobramycin Tetracycline Doxycycline Clindamycin Erythromycin Vancomycin Metronidazole 703 Attendance and Punctuality The Company recognizes that employees need time away from work for rest, relaxation, personal business and family needs. However, punctuality and regular attendance are essential to maintain a safe and productive work environment. Absenteeism and tardiness place a burden on other employees and the Company. If, for whatever reason, an employee will be late to work, not able to work the scheduled time, or must leave prior to the end of the regular work day, the employee must notify his or her supervisor 2 hours in advance of the employee's start time, or as soon as reasonably feasible. The employee's supervisor will advise the employee of an alternative person to contact if he or she is unavailable. If an employee fails to provide prior notice to his or her supervisor or the alternative person, the tardiness or absence will be considered an unapproved, unscheduled absence. Employees with a record of excessive tardiness or unapproved, unscheduled absences will be subject to appropriate discipline, including termination. The only exception to this policy is a legitimate emergency which prevents an employee from providing prior notice. NOTE: An employee on authorized FMLA leave or whose absences are on account of a reasonable accommodation for a disability will not be treated as having a record of an "excessive absence" or "excessive tardiness" where such absences occur as part of the leave or accommodation process. If the employee fails to notify his or her supervisor after two (2) consecutive scheduled business days of absences, the employee will be considered to have voluntarily abandoned his or her job. The Company will strive to enforce these rules in a uniform, non-discriminatory fashion. 704 Personal Appearance Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image Chapman Partnership presents to residents and visitors. During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions (i.e., uniform, business casual attire). Situations may arise where more formal dress may be required based on guests and visitors. When possible the Company will provide advance notice. Based upon the departmental safety issues, each department has specific requirements where "dress code" is concerned as outlined below. All employees: Staff must be in their uniform, meaning in their shirt and buttoned (if applicable) The use of clothing that covers the uniform shirt leaving only the collar and sleeves visible is prohibited. Sweaters or vests may be worn over uniforms, however, either a Chapman Partnership ID or Chapman Partnership pin must be worn on the sweater or vest No "see through," sheer, ripped, disheveled, or provocative clothing, including but not limited to, spaghetti strap blouses, short skirts (acceptable skirts must be long enough to reach below the knee), tight clothing, sleeveless shirts, "no crack rule" — cleavage nor backside, flip flops 74 No stains or holes in attire (each employee is issued 5 shirts upon employment and thereafter on an as -needed basis) IDs must be worn at all times Moderate jewelry Hair — no unnatural colors (i.e., pink, purple, orange, etc.) Nails — reasonable length Resident Care (Resident Care Technicians, etc.): - No open -toed shoes - Jeans, neutral -color shoes or sneakers (black, gray, beige, etc.), khakis, shorts below the knee are acceptable Facilities: Steel -toed shoes must be worn at all times Jeans and khakis are acceptable Shorts are not allowed Jewelry - only a simple ring or wedding band (if applicable) may be worn Food Service: Non -slip shoes must be worn at all times Jeans and khakis are acceptable Shorts are not allowed Socks must come above the ankles Jewelry - only a simple ring or wedding band (if applicable) may be worn Head must be covered by Chapman Partnership -issued mini -chef hats at all times FRC: - No open -toed shoes - Jeans, khakis, shorts that extend below the knee are permitted Program Services and Administration: Staff must be in their uniform, meaning in their shirt and buttoned (if applicable) Each employee is issued 5 shirts upon employment and 3 annually thereafter Professional dress — no shorts nor capris Footwear - no flip flops or tennis shoes (sneakers) Friday shirts, jeans and neutral -color (black, white, gray, beige, etc.) shoes or sneakers are allowed only on Fridays unless specified per event All other days, only solid color dress pants or skirts are acceptable No hats are permitted to be worn Grooming Guidelines: Hairstyles, make-up, the grooming of beards and mustaches, and personal hygiene should be reasonable and in accordance with customary business practices. An employee's personal grooming and hygiene should contribute to a clean and neat appearance and impression. Offensive body odor is not professionally acceptable. Visible tattoos and similar body art may need to be covered during business hours. Multiple ear piercings (more than one ring in each ear) and facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, are not professionally appropriate and must not be worn during business hours. 75 There is a Dress Code Committee that assists the organization in maintaining overall professionalism. Employees who appear for work out of compliance with the above will be sent home and directed to return to work in proper attire. Under such circumstances, non-exempt employees will not be compensated for the time away from work. Reasonable Accommodation: Any employee who requires an exception to the Personal Appearance Policy based on a bona fide religious belief or disability, should contact the VP, HR, Planning and Organizational Development to discuss a reasonable accommodation. Employees should consult their supervisor or department head if they have questions as to what constitutes appropriate attire. 705 Return of Property Employees are responsible for items issued to them by Chapman Partnership or in their possession or control, such as the following: * Cellular phones * Equipment * Identification badges * Keys * Handbooks * Uniforms * Vehicles * Written materials Employees must return all Chapman Partnership property immediately upon request or upon termination of employment. Where permitted by applicable laws, Chapman Partnership may withhold from the employee's check or final paycheck the cost of any items that are not returned when required. Chapman Partnership may also take all action deemed appropriate to recover or protect its property. 706 Security Inspections Chapman Partnership wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Chapman Partnership prohibits the possession, transfer, sale, or use of such materials on its premises. Chapman Partnership requires the cooperation of all employees in administering this policy. NOTE: Nothing in this policy is intended to prohibit an employee from possessing any legally owned firearm if such firearm is locked inside or locked to a private motor vehicle in a parking lot and when the employee is lawfully in such area. Furthermore, Chapman Partnership will not terminate or otherwise discriminate against an employee who exhibits a firearm on the Company's premises for a lawful defensive purpose. Desks and other storage devices may be provided for the convenience of employees, but remain the sole property of Chapman Partnership. Accordingly, they, as well as any articles found within them, can be inspected by any representative of Chapman Partnership at any time, either with or without prior notice. Employees should have no expectation of privacy with respect to any articles brought onto Company premises. 76 Chapman Partnership likewise wishes to discourage theft or unauthorized possession of the property of employees, visitors, and residents. To facilitate enforcement of this policy, Chapman Partnership or its representative may inspect not only desks but also persons entering and/or leaving the premises and any packages or other belongings. Any employee who wishes to avoid inspection of any articles or materials should not bring such items onto Chapman Partnership's premises. 707 Solicitation and Distribution/Bulletin Boards Solicitations of any type are not permitted by an employee on Company premises during those periods of the day when the employee is engaged in performing his or her work tasks. Anyone who does so and thereby neglects his or her work or interferes with the work of others will be subject to disciplinary action. Solicitations as described above are not permitted at any time on Company premises by persons not employed by the Company. Distribution of pamphlets, handbills, folders, or other materials by an employee on Company premises is not permitted during those times when an employee is engaged in performing his or her work tasks. Nor are they permitted by employees at any time in working areas. Any employee who violates this rule will be subject to disciplinary action. Distributions as described above are not permitted at any time on Companypremises by persons not employed by the Company. The Human Resources Department will maintain general control of all Chapman Partnership bulletin boards and the material that is posted on these boards. No employee is authorized to post materials on Company bulletin boards unless authorized by the VP, HR, Planning and Organizational Development. 708 Progressive Disciplinary Action The purpose of disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future. Although employment with Chapman Partnership is based on mutual consent and both the employee and Chapman Partnership have the right to terminate employment at will, with or without cause or advance notice, Chapman Partnership may use progressive discipline at its discretion. The Company recognizes that each disciplinary situation is unique. Therefore, management retains the right to treat each incident on an individual basis at its discretion. However, in considering the discipline to be utilized in a particular case, management may consider the severity of the event, the cost involved to the Company, the interval between violations of a similar nature by the same employee, other violations, the employee' s overall work record, the employee's length of service, and other factors as may bear upon the efficient and harmonious operation of the Company. While the Company is in no way bound to follow any specific procedures, the following forms of discipline may be utilized at management's discretion: • VERBAL WARNING - For minor offenses, the employee may be given a verbal warning and the supervisor should maintain a file, documenting the date and the incident. 77 • WRITTEN WARNING - If the Verbal Warning does not produce the necessary improvements and when repeated; or, when more severe offenses occur, the employee may be given a written warning. The written warning may include what has occurred, what rule or policy has been violated, what is expected of the employee, the amount of time allowed for improvement (where applicable) and make specific reference to all previous warning(s) (if any) that pertain in any way, to this warning. The warning statement may also contain a statement as to what more drastic disciplinary action will be taken if the employee does not correct the situation or commits further policy or rule infractions. All the facts of the case leading to the written warning should be discussed with the employee in private, with no interruptions. A copy of the written warning may be provided to the employee. The employee should acknowledge receipt of the written warning by signing the Written Warning document (memo). The employee may make any comments (s)he feels is pertinent to the situation. If the employee refuses to sign the Written Warning, it is the responsibility of the supervisor to so state on the form prior to forwarding it to the personnel file. • FINAL WARNING — Similar to the written warning,this is a final warning used when the performance of an employee continues to be unsatisfactory and the necessary improvement has not been made. This type of warning can also be used for a serious incident of misconduct where the previous two steps are skipped due to the severity of the infraction. The fmal warning may include what has occurred, what rule or policy has been violated, what is expected of the employee, the amount of time allowed for improvement (where applicable) and make specific reference to all previous warnings that pertain in any way, to this warning. The fmal warning should also contain a statement as to what more drastic disciplinary action will be taken if the employee does not correct the situation or commits further policy or rule infractions. All the facts of the case leading to the fmal warning should be discussed with the employee in private, with no interruptions. A copy of the final warning should be provided to the employee. The employee should acknowledge receipt of the fmal warning by signing the Final Warning document (memo). The employee should be encouraged to make any comments (s)he feels is pertinent to the situation. If the employee refuses to sign the Final Warning, it is the responsibility of the supervisor to so state on the form prior to forwarding it to the personnel file. After receiving a final warning, the employee remains on final warning status regarding all performance issues. However, if, after 24 months, the employee has had no performance or conduct issues, you will no longer be on final warning status. • SUSPENSION - A period of time that an individual is not permitted to work or receive pay from Chapman Partnership. Suspension is appropriate in lieu of termination, when management feels an investigation of the circumstances is warranted and immediate "defusing" of a situation becomes necessary or when conflict with another employee warrants both to be suspended until an investigation uncovers the individual culpability of the conflict. Suspensions are issued for a period of one (1) to ten (10) working days depending upon the seriousness of the infraction (and management will determine whether the suspension is with or without pay and in extenuating circumstances, whether or not the individual will be permitted to use their paid time off). 78 • DEMOTION - Demotions occur when employees do not follow the methods and procedures established for the particular job function and more likely, when the employee does not sustain quality performance or whenever management deems appropriate. • DISMISSAL - Dismissals are the involuntary separation of an employee from Chapman Partnership, whether for reasons of poor performance or poor conduct or for any other reason management deems appropriate. Notwithstanding the foregoing, management reserves the right to use progressive discipline or skip steps in the progressive disciplinary process, as it deems appropriate. Senior management has an open-door policy and when needed, is available to assist employees with any issues that may arise in the course of their employment. [NOTE: Inappropriate behaviors & causes for immediate termination are outlined in Employee Conduct & Work Rules (Section 701)]. 709 Open Door Policy Chapman Partnership has an open door policy. When an issue arises, employees are encouraged to discuss the problem directly with the person(s) who are involved in the conflict in a positive and constructive manner. If the problem remains unresolved or if the problem is so sensitive, the employee believes it would be inappropriate to bring it to the party who caused the problem, the employee should advise his/her Supervisor and/or the VP, Human Resources, Planning and Organizational Development. In extreme situations, if the need arises, the employee may discuss his/her issue with the employee's Supervisor's Manager and in extreme circumstances, with the President/CEO. This policy is not intended to address problems concerning discrimination or harassment, which should be addressed under the Company's anti -harassment policy. (See Anti-Harassment/Anti- Discrimination Policy.) 710 Confidential Information Chapman Partnership has an obligation to ensure compliance with applicable federal and state law governing the treatment of confidential information and to establish ethical standards concerning employee's access to and responsibility for appropriate management of confidential information. All employees must respect the privacy of residents and the business of Chapman Partnership in a professional manner regarding information learned and observations made. Information is to be utilized in a responsible manner. Federal and state law prohibit the disclosure of information and/or records which pertain to the identity, diagnosis, and prognosis of, treatment and service provision related to or for substance abuse, a mental health condition or illness and/or HIV/AIDS without the written consent of the resident with the exception of sharing information with persons directly related to the case. All employees, including temporary labor and some volunteers, must receive training as part of their orientation to Chapman Partnership on the principles of confidentiality and how it relates to their specific duties. 79 All employees and volunteers are required to sign a Confidentiality Agreement in which they agree to comply with the terms of this Policy and any procedures established to ensure confidential treatment of resident and Chapman Partnership information. Disciplinary action up to and including termination of employment or volunteer status will be taken against an employee or volunteer who violates this Policy and/or any procedures established by management hereunder. Confidential Information: Confidential information means two types of information as follows: • Resident Information: The phrase "resident information" means personal facts or conditions pertaining to a resident's life, including diagnosis, prognosis of, treatment for or service provision related to substance abuse, physical or mental conditions, which he or she has shared with Center staff members and persons directly related to the case for the purpose of providing and/or obtaining services for a resident. This also includes demographic information such as social security number, date of birth, etc. • Chapman Partnership Information: The phrase "Chapman Partnership information" means and includes all documents, papers, computer files, letters, statistical reports, plans, evaluations or other materials generated by Chapman Partnership, in any medium, regarding the business and/or operations of the organization, which are not expressly prepared for release to the public. Persons Directly Related to the Case: The phrase "persons directly related to the case" means and includes case managers and other Center personnel, which may include staff members of other agencies located at the Center, who are directly involved in providing and/or obtaining services for the particular resident. The phrase "persons directly related to the case" does not include friends, relatives or acquaintances of the resident or representatives of service providers outside the Center unless express consent to disclose information to such persons is provided by the resident in writing. Resident information may not be disclosed to any person or entity that is not directly related to the case unless the resident has expressly consented to such disclosure in writing in the form approved by management. Individual case coordination and sharing of resident information with outside service providers can only be conducted in accordance with the consent form executed by the resident. Employees may discuss resident information only with supervisors and persons directly related to the case. Volunteers may bring resident information solely to the attention of the Management. Any discussion regarding resident information must be in private in order to prevent it from being overheard by others not directly related to the resident's case. Employees and volunteers may not discuss resident information, including a resident's situation, outside the work place with friends, relatives, or acquaintances in such a manner that would identify the resident. All documents, papers, computer files, letters, statistical reports, plans, evaluations or other materials generated and/or prepared by Chapman Partnership, in any medium, is the property of 80 Chapman Partnership. Such property may not be disclosed, released, or used for any purpose unless such disclosure, release or use is authorized as within the scope of the responsibilities and duties assigned to the employee and, in the absence of such authority, the express consent of the President/CEO has been given. Information regarding the operation of Chapman Partnership, itself, or facilities operated by Chapman Partnership is to remain confidential and shall not be disclosed unless such disclosure is authorized as within the scope of responsibilities and duties assigned to the employee. "Confidential Information" does not include information regarding employees' (other than supervisors) wages, hours, benefits and other terms and conditions of employment and nothing in this Agreement is intended to infringe upon employees' rights to act together to improve or discuss their wages, hours, benefits, and other terms and conditions of employment, or engage in other protected concerted activities. 711 Child Protection Policy Chapman Partnership has an obligation to minimize the risk of hiring, or accepting as a volunteer, any person who has a history of any child -related offense, including, but not limited to, child abuse, molestation or neglect. Failure to comply with the requirements of this Policy will result in the termination of employment or volunteer status. Upon discovery by Chapman Partnership that an individual is precluded by law from having direct contact with minors, the individual's employment or volunteer status at Chapman Partnership will terminate immediately. All persons must, upon offer of employment, execute an affidavit stating that he or she has never been found guilty of, entered a plea of guilty to or "nolo contendere" or no contest, any child - related offense including, but not limited to, child abuse, molestation or neglect, that he or she is not under immediate investigation; and that he or she agrees to inform Chapman Partnership of any future investigation while employed by Chapman Partnership. All persons offered employment also must execute an Affidavit Regarding Child Protection to Chapman Partnership. All persons offered employment must undergo a background check performed by the Florida Department of Law Enforcement to ensure that the employee has not been found guilty of, or entered a plea of guilty to, any child -related offense, that he or she is not under immediate investigation for such an offense, and that he or she is not precluded by law from having direct contact with minors. During the 90 Day Introductory Period, no employee will be permitted to have direct, unsupervised contact with minors until FDLE clearance has been attained. In addition, those persons who are offered employment will be terminated immediately if they have been convicted of certain felonies, up to and including, aggravated battery with a weapon, various counts of prostitution, and/or any other offenses within the last five years deemed to preclude the employee from employment according to Chapman Partnership. Any act of perjury associated with the execution of the affidavits, as described herein, as well as failure to inform Chapman Partnership of any investigation, conviction or plea will result in disciplinary action up to and including termination of employment. 81 All volunteers also must execute the above -described affidavits. Acceptance of volunteer services is contingent upon the receipt of an executed affidavit from the prospective volunteer. Volunteers who provide volunteer hours of more than forty hours a month or who work with children must undergo a background check and attain FDLE clearance. Volunteers who provide forty hours or less a month need not undergo a background check, however, such volunteers must be under the direct and constant supervision of a staff member or volunteer who has FDLE clearance. All employees and volunteers that have a suspicion of resident child abuse must notify their supervisor immediately. Chapman Partnership management has ultimate discretion in all employment matters and may terminate employment for any reason at any time with or without notice. 82 MISCELLANEOUS 801 Suggestion Program As employees of Chapman Partnership, you have the opportunity to contribute to our future success and growth by submitting suggestions for practical work -improvement or cost -savings ideas. All employees are eligible to participate in the suggestion program. A suggestion is an idea that will benefit Chapman Partnership by solving a problem, reducing costs, improving operations or procedures, enhancing customer service, eliminating waste or spoilage, or making Chapman Partnership a better or safer place to work. Statements of problems without accompanying solutions, or recommendations concerning co-workers and management are not appropriate suggestions. All suggestions must be submitted on a suggestion form and should contain a description of the problem or condition to be improved, a detailed explanation of the solution or improvement, and the reasons why it should be implemented. If you have questions or need advice about your idea, contact your supervisor for help. Submit suggestions to Human Resources and, after review, they will be forwarded to the Suggestion Committee. As soon as possible, you will be notified of the adoption or rejection of your suggestion. Special recognition will be given to employees who submit a suggestion that is implemented. 83 EMPLOYEE RIG I-[ FS AND RESPONi IBLL I ^± UNDER "I'il : FAMILY .AND 1e1ED1(;.1L LEAVE AC 3ia3i( Lv31'4: Entitlt'ntcnt }lf3_ti::evir.a dn.r, l eritpkybty to taiavt;.•• 14, Fat I: i.'t: pr•,•[:.tcII I:xvc to d ihl: c«:playr:, fw EI=: irdl3,,ainc t tutraltL • 3'£ 3.34,4.4.4L Cue ra) l)trtir}Lint'j, t'ittii:3.1t itx.'ttt.:rt::±a"✓.3SId t,3tt13< ° 4., .a-c i +: }.`'.: s•L•aa i>1).>r:� ;lnkk a#tsz t• i; rr r:-x'KEnA'P£ rot asfri:tiit't fc4ct rW�: 6 a.-r: f�z3 3Ys; ,tsspGap;a.s sl-°,,ux.:. :tea.i..t'a ahf::t "t rar.`zct.. w:3ra i,Ex ° 3. h:tie%•ti $S.; :l;h is n.iihaty. (+i ° S[tr rl (.fi4 2( t3C,43113 a'«ntt43141 3Wt t91a1.CI. A114 >7E11.3. ;eee tA:tat=ist ela. CYI)y lr*t,:4'4 i"t> Military Flintily 1.cuRa Enttltrtnrttta 111:„'3:t`1$:l3'L:"a:,„°i.ixs,',3vyi:',esq,.tA)011,Y'•'uf #3 •r3:1 a3 it rrt :,)yNCi9 :F: ti , � <A,F � t3A a:ai# 3" :,)a'i r vi raYir.• Jut). sst:n n. , es e; s'.' 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F tsi.it ts, 1113, Icn+c 4 41134 n43'4 U9 E,4ti t=t, a,a tv 1.4f tf 'a EE: r,=tstt, t'll•• <t ,si> a 1441 r4A :: a,>: ',<:'a 144 Stc elia:e�;g' a:.•,,:,=:ua: l.:agakn h. s asrt ! tna'Ft 3aa'& to tt'..T >?.: i'.iti' $4s"1$ tt:altmer1 nU` 1< r:U't 1•4 usdttle >} iu3e )$ ^ Cn13Uaaj'CR k i>3>Cfatts,tt> Lst31L: 3 `. `>44> (11$.uii /.'x aa5 :1': `.>,iiite;it3 Sotlttltut3on of (raid l tuve for Unpaid Lease IitF^pinl, `,a F33: ,.'..c: <4 rt«plrx=s;, rtai r;at1.>te :ea• ,xf.m:.fWit p.':} I:nsu alrtt. 14>3,«`; $'i13..s, 143.3, lea Str,4., t., c Brno tsar; l-n 1>•wc.•, x3 '} s4au,t0.4ni:r<.i>3Ftttgctoc3;sgrt' er•'ncF.;,,<3 Employer Re€ln Hart,#tlurA 3'::tnpt,::c.:c :s'tttvt pf+s: <4: ;' Iv.: Jibe/tub r lui:z .,t 1hr tv.c,9 to s,b: I'iit .R lca,'a til n ah: T3:: t twit >i4 tLn> rk4t 4ta:.-tr,$•3t.;--: rtw I rt.:ttef, n,*i Is, ca Al,,?.;4.ra.93.41,'Ss s.43.1 Cs-3c14:tl 33.413:t 4.0>35-1+ nst33tal: 4sn3''<>g4.e4lIl;ins,it,:ili-v I inr:t,ns chi : tcm 13> <E;€_ai,su 0Rz:n:n•.ra 5,r 33tz sr.;^:$r� n 4• 'w^P:.rrra3). I<nr.c man. `s t.3dy fro 1`1:f_i #'rste.F:,'aF alai tin: nr.:ir"$1:.1:*3 imt:rr' slid datniiun .al 3;c k'd9^.. S1t:"3_,v: nl ihrarnaChtt m,t:.st::a•lr ihas the 43)1#Iluy'.^tau:trhc:6,<0:1f>ti•1Fj,4t3t33}>>3i<,'Stl>.>orttly T i#i sin:•a«: Ito r.. r 1-'*u, .Srsl ; aa:ttL i ti,: t, .ha t1; ::t t>)r 6, xtr lnti ru'.n'o <=a c,-<Flih z,P r, ti: tUrs: rF hs' a het' 4 •:-txs• ^ :vufltit•': r c'91..'irii i'n:t': s n«f°r`.'1;m: nt'E1R't:t:4it4'$e:Pae 3 .3')y5C?P$?«in7«>139 S1la Ysrirti +3' }ate r.:ijtR•,at`ti $.:al a: $s co bi..0 buy t'e r>'vj•te,:lt 9.) J<t=:., iS: n ::,,k:r.,c,.n str.3 f ei!>atI' res:34i3fh•w1.:in 834Afc441133u 1114 tor 3:a>: Employer 3'aea3nitedlttt:313r> 1'm0. est<i arttai..) za a iut.:t 3s>t3,:a3 4.%33314'4ca n1114un33 3rs,`_ L,b4133cs ftr,`v arc c1sE13et.: atra,°°t $ °.i3.'r. if t^3; }'s,3•, tht• i,31Et>t• n,•set *tnL';:ifj s3za• s.ht,t+er4»I iti.4•?Ftlf :1F,,et Ntttlet.,3 4• '4,11 A a Os, +0340, ,»Fs1 Tc'ap+v's,saF}(tic" It FSi, t arc r:at o:t^i3,3... Cs.e et-;f.,g,•t tm,i,a ('.'t:cis3s n:;re n rot ON Co, creel ever: t,.Gri mall'..'. }m3;1,RYT C3=.f'loy,t,ii. Ef G.:0sr ',Sill t:s r: t313 ,�-3<, tit'at-S.stwi 93 ',>.3, ysl;i ,•3'k:�ta-,.,'un;31.. tia4t ill; , .:t`••.ss. e ir'atc.'ntti$:tr14„>,t, t: sl'. rF3)3.1,rg Yi 'let.--.o,in:t tt .7 A4'• IHa<; 9t 1,'-1 f3a11..,V iAirt:4.43t>+e i;; tt`aa,t mini rn'L:Y i nln>tful Ach by Emptoyen 10,$1.1 trukc., 11 inat...•i•, t i.`i nry t'irr''.t:;r t , falerta>C a,TTtt. A4332',67. ta; f3:r.0 #€'.L` .'h>`rt A},-' m: sar6' right p:,1Ab3.43 .tii>1:1 1't33.,1. ut3:$ ` slna'lo> «d t t .t{,..,n," <,a .>F>; :>y,lli>A 344) 3?11«.Ili 3a,r iy' �'napsj;::•a; (•1'�:".3C: tn:n3a nrdatati,l 43' pa!, .L A'r is F n•v,,laawt.'te3 m) anti rs:a'. 4s1;n;; n3V,1,3' <rtreLtus„t=i f'3U..4. Enfar»>3nwnt to cn;3:l0) /it rbiy file a .>ne' laian «ills lb:. U.S 13:. inas'at o1141,r .>r way 3r3CM ! (,.iti4: $s:n e21$t x+^�:E<>.> ail 41r: t,, a'r #' 33r»e a.v a}i„,i ,a,4, 1'03n tl'r e°s : 4F3r> 3•„i=F4t:ir eru etias'tr* t:>.t4. x, ,)F ti>lra>n.3fr s•t9 St 5",f e,r taa .}',ass ert ,','31 i{i,x• .er.;.te::a o3 u4,<"Fterl sr#E3s3a to<>, i'a tt9lt4 tanail>' or r.,.,139.E leaaa rit; I13>, F :11.A •rrti<n I07 i29 U•S C, § 2(1 91 rrgnirr+ FAI1„'4 roacn'drmpinyt'r. to pact She Iest of Chit ntilirc..RrtTdatiun C;.F.K. a N_5,3t1(11a) may moire additional diarfu.urt>s. far cddlt6utaf udotat.raiunt k*re• .11.%,= ACit: 111;ud"a37•t:R 3i I : S i•F> .�\ t•S:i_ 1,3'\G'W'.K'AGEI IOCIR-DOLCOZ' 3 ;? i,,rn:`::<.1 J3 t ,s,tt ssg,,t ..'4,,, iatr K433-,.D33>3.>,.' t 84 EMPLOYEE HANDBOOK RECEIPT The Employee Handbook describes important information about Chapman Partnership, and I understand that I should consult my supervisor or one of the members of the Executive staff regarding any questions not answered in the Handbook or policies that I do not understand. I have entered into my employment relationship with Chapman Partnership voluntarily and I acknowledge that there is no specified length of employment. Accordingly, either I or Chapman Partnership can terminate the relationship at will, with or without cause, at any time. Chapman Partnership retains the sole discretion to alter the Employee Handbook from time to time. Because provisions of the Handbook are subject to change, I further understand that revisions to the Handbook will supersede or eliminate one or more existing policies. Chapman Partnership will strive to communicate such changes through official written notices. Only the Executive staff of Chapman Partnership has the ability to adopt any revisions to the policies in this Employee Handbook. While the Handbook is in my possession, I understand that it is my responsibility to update my copy with any and all revisions or additions. In addition, the Handbook remains the property of Chapman Partnership. Upon termination of employment, I will return the Handbook with other Chapman Partnership property to my supervisor. I further acknowledge that this Handbook is neither a contract of employment nor a legal document. I have received this Handbook and acknowledge that I should read and understand this Handbook, as I am responsible for complying with both the policies contained in this Handbook and any revisions made to it, including but not limited to, the Anti-Harassment/Anti- Discrimination Policy. I also understand that this Handbook supersedes all prior handbooks. Employee's Printed Name Position Employee's Signature Date THIS PAGE MUST BE DETACHED, COMPLETED AND RETURNED TO THE HUMAN RESOURCES DEPARTMENT NO EMPLOYEE MAY COMMENCE WORK FOR CHAPMAN PARTNERSHIP WITHOUT HAVING SIGNED AND RETURNED THIS PAGE TO THE HUMAN RESOURCES DEPARTMENT 85 DRUG -FREE WORKPLACE CONSENT FORM Employee or job applicant acknowledgment of receipt and understanding. I hereby acknowledge that I have received and read the Company's Drug -Free Workplace policy. I understand that the full text of the Drug -Free Workplace is available upon request and is in fact contained within the Employee Handbook. I also understand that I must abide by the policy as a condition of employment, and any violation may result in disciplinary action up to and including discharge. Further, I understand that during my employment I may be required to submit to testing for the presence of drugs or alcohol. I understand that submission to such testing is a condition of employment with the Company, and disciplinary action up to and including discharge may result if: (1) I refuse to consent to such testing, (2) I refuse to execute all forms of consent and release of liability as are usually and reasonably attendant to such examinations, (3) I refuse to authorize release of the test results to the Company, (4) the test establishes a violation of the Company's Drug -Free Workplace policy, or (5) I otherwise violate the policy. If I am injured in the course and scope of my employment and test positive, I may forfeit my eligibility for medical and indemnity benefits under the Florida Worker's Compensation Drug -Free Workplace Act upon exhaustion of the remedies provided in Florida Statute Section 440.102. I also understand that the Drug -Free Workplace policy and related documents are not intended to constitute a contract of employment between the Company and me, nor alter my at - will employment status. I agree to take the following test(s) and to have the results released to the Company: Urinalysis Testing and/or Blood Alcohol Testing (initials) Employee's Signature Date Witness's Signature Date I hereby refuse to consent to testing for the presence of drugs and/or alcohol: Employee's Signature Date Witness's Signature Date 86 AFFIDAVIT REGARDING CHILD PROTECTION TO CHAPMAN PARTNERSHIP I, , attest that I have not been found guilty of, or entered a plea of guilty to, any child -related offense including, but not limited to, child abuse, molestation or neglect. Further, I am not under immediate investigation concerning the above and agree to advise Chapman Partnership of any future investigations while I am employed by, or volunteering my services at, Chapman Partnership. Under penalty of perjury, I attest that the facts alleged are true to the best of my knowledge. (Signature) State of Florida County of Miami -Dade Sworn to and subscribed before me this day of of 201 Applicant is: personally known to me or provided personal identification. (Type of Identification) Notary Public, State of Florida SEAL 87 Form 990 (Rev. January 2020) Department of the Treasury Internal Revenue Service ** PUBLIC DISCLOSURE COPY ** Return of Organization Exempt From Income Tax Under section 501(c), 527, or 4947(aX1) of the Internal Revenue Code (except private foundations) ► Do not enter social security numbers on this form as it may be made public. ► Go to www.irs.qov/Form990 for instructions and the latest information. A For the 2019 calendar year, or tax year beginning OCT 1, 2019 and ending SEP 30 , 2020 OMB No. 1545-0047 2019 Open to Public Inspection B Check if applicable: Address change Name change Initial return Final return/ termin- ated I I Amended I return Applica- tion pending C Name of organization CHAPMAN PARTNERSHIP, INC. Doing business as Number and street (or P.O. box if mail is not delivered to street address) 1550 NORTH MIAMI AVENUE City or town, state or province, country, and ZIP or foreign postal code MIAMI, FL 33136 Room/suite F Name and address of principal officer: SYMERIA HUDSON SAME AS C ABOVE Tax-exempt status: I —I 501(c)(3) n 501(c) ( )t (insert no.) P i 4947(a)(1) or J Website: ► WWW . CHAPMANPARTNERSHI P . ORG K Form of organization: n Corporation n Trust n Association n Part I l Summary Other ► fl 527 L Year o D Employer identification number 65-0425069 E Telephone number (305) 329-3044 G Gross receipts $ 19,218,621. H(a) Is this a group retum for subordinates? I Yes I X No H(b) Are all subordinates included? I I Yes I-7 No If "No," attach a list. (see instructions) H(c) Group exemption number ► f formation: 1993 M State of legal domicile: FL Activities & Governance 1 Briefly describe the organization's mission or most significant activities: PROVIDE COMPREHENSIVE SERVICES TO EMPOWER OUR HOMELESS RESIDENTS TO BECOME SELF—SUFFICIENT. 2 Check this box ► I if the organization discontinued its operations or disposed of more than 25% of its net 3 Number of voting members of the goveming body (Part VI, line 1 a) 4 Number of independent voting members of the goveming body (Part VI, line 1 b) 5 Total number of individuals employed in calendar year 2019 (Part V, line 2a) 6 Total number of volunteers (estimate if necessary) 7 a Total unrelated business revenue from Part VIII, column (C), line 12 b Net unrelated business taxable income from Form 990-T, line 39 assets. 3 49 4 49 5 201 6 1291 7a 0 . 7b 0 . Revenue 8 Contributions and grants (Part VIII, line 1 h) 9 Program service revenue (Part VIII, line 2g) 10 Investment income (Part VIII, column (A), lines 3, 4, and 7d) 11 Other revenue (Part VIII, column (A), lines 5, 6d, 8c, 9c, 10c, and 11 e) 12 Total revenue - add lines 8 through 11 (must equal Part VIII, column (A), line 12) Prior Year Current Year 18,279,776. 18,263,700. 0 . 0 . 1,102,074. 897,921. — 2 81 , 6 5 0 . — 3 0 4 , 2 2 8 . 19,100,200. 18,857,393. Expenses 13 Grants and similar amounts paid (Part IX, column (A), lines 13) 14 Benefits paid to or for members (Part IX, column (A), line 4) 15 Salaries, other compensation, employee benefits (Part IX, column (A), lines 5-10) 16a Professional fundraising fees (Part IX, column (A), line 11 e) b Total fundraising expenses (Part IX, column (D), line 25) No. 973,960. 0 . 0 . 0 . 0 . 8,453,980. 8,502,972. 0 . 0 . 17 Other expenses (Part IX, column (A), lines 11 a-11 d, 11 f-24e) 18 Total expenses. Add lines 13.17 (must equal Part IX, column (A), line 25) 19 Revenue less expenses. Subtract line 18 from line 12 9,693,418. 9,706,016. 18,147,398. 18,208,988. 952,802. 648,405. Net Assets or and Ralances 20 Total assets (Part X, line 16) 21 Total liabilities (Part X, line 26) 22 Net assets or fund balances. Subtract line 21 from line 20 Beginning of Current Year End of Year 70,402,287. 74,722,227. 1,603,886. 2,035,127. 68,798,401. 72,687,100. fart II 1 ignature IilocK Under penalties of perjury, I declare that I have examined this return, including accompanying schedules and statements, and to the best of my knowledge and belief, it is true, correct, and complet eclaration f reparer (other than officer) is based on all information of which preparer has any knowledge. u MAY 10, 2021 Signature of officer Sign Here 'HOWARD RUBIN, CHIEF FINANCIAL OFFICER Type or print name and title Date Paid Preparer Use Only Print/Type preparer's name LISETTE RODRIGUEZ, CPA Firm's name BDO USA , LLP Preparer's signature Firm's address 0, 301 E LAS OLAS BLVD , 4TH FLOOR FORT LAUDERDALE, FL 33301 Date I I PTIN P01404398 Firm'sEIN► 13-5381590 Check d self-employed Phone no. ( 954 ) 760-9000 May the IRS discuss this return with the preparer shown above? (see instructions) I-X7 Yes n No 932001 01-20-20 LHA For Paperwork Reduction Act Notice, see the separate instructions. Form 990 (2019) Form 990 (2019) CHAPMAN PARTNERSHIP , INC. Part 11I I Statement of Program Service Accomplishments 65-0425069 Page2 Check if Schedule 0 contains a response or note to any line in this Part III U 1 Briefly describe the organization's mission: PROVIDE COMPREHENSIVE SERVICES TO EMPOWER OUR HOMELESS RESIDENTS TO BECOME SELF-SUFFICIENT. 2 Did the organization undertake any significant program services during the year which were not listed on the prior Form 990 or 990-EZ? If "Yes," describe these new services on Schedule O. 3 Did the organization cease conducting, or make significant changes in how it conducts, any program services? I !Yes No If "Yes," describe these changes on Schedule O. 4 Describe the organization's program service accomplishments for each of its three largest program services, as measured by expenses. Section 501(c)(3) and 501(c)(4) organizations are required to report the amount of grants and allocations to others, the total expenses, and revenue, if any, for each program service reported. 4a (Code ) (Expenses $ 12,334,426. including grants of $ ) (Revenue $ HOUSING AND EMERGENCY - SEE SCHEDULE 0 FOR DESCRIPTION. Yes XO No X 4b (Code ) (Expenses $ 1,253,590. including grants of $ HEALTHCARE - SEE SCHEDULE 0 FOR DESCRIPTION. ) (Revenue $ 4c (Code. ) (Expenses $ 869,299. including grants of $ ) (Revenue $ FAMILY RESOURCE CENTERS - SEE SCHEDULE 0 FOR DESCRIPTION. ) 4d Other program services (Describe on Schedule O.) (Expenses $ 1,143,930. including grants of $ 4e Total program service expenses ► 15,601,245. ) (Revenue $ 932002 01-20-20 10260510 795691 Q0305.001 Form 990 (2019) SEE SCHEDULE 0 FOR CONTINUATION(S) 2 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 (2019) CHAPMAN PARTNERSHIP , INC . I Part IV I Checklist of Required Schedules 65-0425069 Page3 1 Is the organization described in section 501(c)(3) or 4947(a)(1) (other than a private foundation)? If "Yes," complete Schedule A 2 Is the organization required to complete Schedule B, Schedule of Contributors? 3 Did the organization engage in direct or indirect political campaign activities on behalf of or in opposition to candidates for public office? If "Yes," complete Schedule C, Part I 4 Section 501(cX3) organizations. Did the organization engage in lobbying activities, or have a section 501(h) election in effect during the tax year? If "Yes," complete Schedule C, Part II 5 Is the organization a section 501(c)(4), 501(c)(5), or 501(c)(6) organization that receives membership dues, assessments, or similar amounts as defined in Revenue Procedure 98-19? If "Yes," complete Schedule C, Part 11I 6 Did the organization maintain any donor advised funds or any similar funds or accounts for which donors have the right to provide advice on the distribution or investment of amounts in such funds or accounts? If "Yes," complete Schedule D, Part I 7 Did the organization receive or hold a conservation easement, including easements to preserve open space, the environment, historic land areas, or historic structures? If "Yes," complete Schedule D, Part II 8 Did the organization maintain collections of works of art, historical treasures, or other similar assets? If "Yes," complete Schedule D, Part Ill 9 Did the organization report an amount in Part X, line 21, for escrow or custodial account liability, serve as a custodian for amounts not listed in Part X; or provide credit counseling, debt management, credit repair, or debt negotiation services? If "Yes," complete Schedule D, Part IV 10 Did the organization, directly or through a related organization, hold assets in donor -restricted endowments or in quasi endowments? If "Yes," complete Schedule D, Part V 11 If the organization's answer to any of the following questions is "Yes," then complete Schedule D, Parts VI, VII, VIII, IX, or X as applicable. a Did the organization report an amount for land, buildings, and equipment in Part X, line 10? If "Yes," complete Schedule D, Part VI b Did the organization report an amount for investments - other securities in Part X, line 12, that is 5% or more of its total assets reported in Part X, line 16? If "Yes," complete Schedule D, Part VII c Did the organization report an amount for investments - program related in Part X, line 13, that is 5% or more of its total assets reported in Part X, line 16? If "Yes," complete Schedule D, Part VIII d Did the organization report an amount for other assets in Part X, line 15, that is 5% or more of its total assets reported in Part X, line 16? If "Yes, " complete Schedule D, Part IX e Did the organization report an amount for other liabilities in Part X, line 25? If "Yes," complete Schedule D, Part X f Did the organization's separate or consolidated financial statements for the tax year include a footnote that addresses the organization's liability for uncertain tax positions under FIN 48 (ASC 740)? If "Yes," complete Schedule D, Part X 12a Did the organization obtain separate, independent audited financial statements for the tax year? if "Yes," complete Schedule D, Parts XI and XII b Was the organization included in consolidated, independent audited financial statements for the tax year? If "Yes," and if the organization answered "No" to line 12a, then completing Schedule D, Parts XI and XII is optional 13 Is the organization a school described in section 170(b)(1)(A)(ii)? If "Yes," complete Schedule E 14a Did the organization maintain an office, employees, or agents outside of the United States? b Did the organization have aggregate revenues or expenses of more than $10,000 from grantmaking, fundraising, business, investment, and program service activities outside the United States, or aggregate foreign investments valued at $100,000 or more? If "Yes," complete Schedule F, Parts I and IV 15 Did the organization report on Part IX, column (A), line 3, more than $5,000 of grants or other assistance to or for any foreign organization? If "Yes," complete Schedule F, Parts 11 and IV 16 Did the organization report on Part IX, column (A), line 3, more than $5,000 of aggregate grants or other assistance to or for foreign individuals? If "Yes," complete Schedule F, Parts 111 and IV 17 Did the organization report a total of more than $15,000 of expenses for professional fundraising services on Part IX, column (A), lines 6 and 11 e? If "Yes," complete Schedule G, Part l 18 Did the organization report more than $15,000 total of fundraising event gross income and contributions on Part VIII, lines 1c and 8a? If "Yes," complete Schedule G, Part II 19 Did the organization report more than $15,000 of gross income from gaming activities on Part VIII, line 9a? If "Yes," complete Schedule G, Part III 20a Did the organization operate one or more hospital facilities? if "Yes," complete Schedule H b If "Yes" to line 20a, did the organization attach a copy of its audited financial statements to this retum? 21 Did the organization report more than $5,000 of grants or other assistance to any domestic organization or domestic government on Part IX, column (A), line 1? If "Yes " complete Srhndule I Parts I and 11 932003 01-20-20 10260510 795691 Q0305.001 Yes No 1 2 3 4 5 6 7 8 9 10 11a 11b 11c 11d 11e 11f 12a 12b 13 14a 14b 15 16 17 18 19 20a 20b 21 Form 990 (2019) 3 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 2019) CHAPMAN PARTNERSHIP , INC . I Part IV1 Checklist of Required Schedules (continued) 65-0425069 page4 22 Did the organization report more than $5,000 of grants or other assistance to or for domestic individuals on Part IX, column (A), line 2? /f "Yes," complete Schedule 1, Parts I and I11 23 Did the organization answer "Yes" to Part VII, Section A, line 3, 4, or 5 about compensation of the organization's current and former officers, directors, trustees, key employees, and highest compensated employees? If "Yes," complete Schedule J 24a Did the organization have a tax-exempt bond issue with an outstanding principal amount of more than $100,000 as of the last day of the year, that was issued after December 31, 2002? If "Yes," answer lines 24b through 24d and complete Schedule K. If "No," go to line 25a b Did the organization invest any proceeds of tax-exempt bonds beyond a temporary period exception? c Did the organization maintain an escrow account other than a refunding escrow at any time during the year to defease any tax-exempt bonds? d Did the organization act as an "on behalf of issuer for bonds outstanding at any time during the year? 25a Section 501(c)(3), 501(cX4), and 501(cX29) organizations. Did the organization engage in an excess benefit transaction with a disqualified person during the year? If "Yes," complete Schedule L, Part I b Is the organization aware that it engaged in an excess benefit transaction with a disqualified person in a prior year, and that the transaction has not been reported on any of the organization's prior Forms 990 or 990-EZ? if "Yes, " complete Schedule L, Part I 26 Did the organization report any amount on Part X, line 5 or 22, for receivables from or payables to any current or former officer, director, trustee, key employee, creator or founder, substantial contributor, or 35% controlled entity or family member of any of these persons? If "Yes," complete Schedule L, Part 11 27 Did the organization provide a grant or other assistance to any current or former officer, director, trustee, key employee, creator or founder, substantial contributor or employee thereof, a grant selection committee member, or to a 35% controlled entity (including an employee thereof) or family member of any of these persons? If "Yes," complete Schedule L, Part 111 28 Was the organization a party to a business transaction with one of the following parties (see Schedule L, Part IV instructions, for applicable filing thresholds, conditions, and exceptions): a A current or former officer, director, trustee, key employee, creator or founder, or substantial contributor? if "Yes," complete Schedule L, Part IV b A family member of any individual described in line 28a? If "Yes," complete Schedule L, Part IV c A 35% controlled entity of one or more individuals and/or organizations described in lines 28a or 28b? /f "Yes, " complete Schedule L, Part IV 29 Did the organization receive more than $25,000 in non -cash contributions? /f "Yes," complete Schedule M 30 Did the organization receive contributions of art, historical treasures, or other similar assets, or qualified conservation contributions? If "Yes," complete Schedule M 31 Did the organization liquidate, terminate, or dissolve and cease operations? If "Yes," complete Schedule N, Part I 32 Did the organization sell, exchange, dispose of, or transfer more than 25% of its net assets? If "Yes," complete Schedule N, Part 11 33 Did the organization own 100% of an entity disregarded as separate from the organization under Regulations sections 301.7701-2 and 301.7701-3? /f "Yes," complete Schedule R, Part I 34 Was the organization related to any tax-exempt or taxable entity? if "Yes," complete Schedule R, Part II, I//, or IV, and Part V, line 1 35a Did the organization have a controlled entity within the meaning of section 512(b)(13)? b If "Yes" to line 35a, did the organization receive any payment from or engage in any transaction with a controlled entity within the meaning of section 512(b)(13)? If "Yes," complete Schedule R, Part V, line 2 36 Section 501(cX3) organizations. Did the organization make any transfers to an exempt non -charitable related organization? If "Yes," complete Schedule R, Part V, line 2 37 Did the organization conduct more than 5% of its activities through an entity that is not a related organization and that is treated as a partnership for federal income tax purposes? If "Yes," complete Schedule R, Part VI 38 Did the organization complete Schedule 0 and provide explanations in Schedule 0 for Part VI, lines 11 b and 19? Note: All Form 990 filers are required to complete Schedule 0 Part V I Statements Regarding Other IRS Filings and Tax Compliance Check if Schedule 0 contains a response or note to any line in this Part V Yes No 22 23 24a 24b 24c 24d 25a 25b 26 27 28a 28b 28c 29 30 31 32 33 34 35a 35b 36 37 38 la Enter the number reported in Box 3 of Form 1096. Enter -0- if not applicable b Enter the number of Forms W-2G included in line 1 a. Enter -0- if not applicable Yes 58 1b 0 c Did the organization comply with backup withholding rules for reportable payments to vendors and reportable gaming (gambling) winnings to prize winners? lc 932004 01-20-20 10260510 795691 Q0305.001 Form 990 (2019) 4 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 2019) CHAPMAN PARTNERSHIP , INC. Part V I Statements Regarding Other IRS Filings and Tax Compliance (continued) 65-0425069 paRe5 2a Enter the number of employees reported on Form W-3, Transmittal of Wage and Tax Statements, filed for the calendar year ending with or within the year covered by this retum 2a I 201 b If at least one is reported on line 2a, did the organization file all required federal employment tax retums? Note: If the sum of lines 1 a and 2a is greater than 250, you may be required to e-file (see instructions) 3a Did the organization have unrelated business gross income of $1,000 or more during the year? b If "Yes," has it filed a Form 990-T for this year? If "No" to line 3b, provide an explanation on Schedule 0 4a At any time during the calendar year, did the organization have an interest in, or a signature or other authority over, a financial account in a foreign country (such as a bank account, securities account, or other financial account)? b If "Yes," enter the name of the foreign country 0. See instructions for filing requirements for FinCEN Form 114, Report of Foreign Bank and Financial Accounts (FBAR). 5a Was the organization a party to a prohibited tax shelter transaction at any time during the tax year? b Did any taxable party notify the organization that it was or is a party to a prohibited tax shelter transaction? c If "Yes" to line 5a or 5b, did the organization file Form 8886-T? 6a Does the organization have annual gross receipts that are normally greater than $100,000, and did the organization solicit any contributions that were not tax deductible as charitable contributions? b If "Yes," did the organization include with every solicitation an express statement that such contributions or gifts were not tax deductible? 7 Organizations that may receive deductible contributions under section 170(c). a Did the organization receive a payment in excess of $75 made partly as a contribution and partly for goods and services provided to the payor? b If "Yes," did the organization notify the donor of the value of the goods or services provided? c Did the organization sell, exchange, or otherwise dispose of tangible personal property for which it was required to file Form 8282? d If "Yes," indicate the number of Forms 8282 filed during the year 1 7d e Did the organization receive any funds, directly or indirectly, to pay premiums on a personal benefit contract? f Did the organization, during the year, pay premiums, directly or indirectly, on a personal benefit contract? g If the organization received a contribution of qualified intellectual property, did the organization file Form 8899 as required? h If the organization received a contribution of cars, boats, airplanes, or other vehicles, did the organization file a Form 1098-C? 8 Sponsoring organizations maintaining donor advised funds. Did a donor advised fund maintained by the sponsoring organization have excess business holdings at any time during the year? 9 Sponsoring organizations maintaining donor advised funds. a Did the sponsoring organization make any taxable distributions under section 4966? b Did the sponsoring organization make a distribution to a donor, donor advisor, or related person? 10 Section 501(cX7) organizations. Enter: a Initiation fees and capital contributions included on Part VIII, line 12 10a I b Gross receipts, included on Form 990, Part VIII, line 12, for public use of club facilities If 11 Section 501(cM12) organizations. Enter: a Gross income from members or shareholders b Gross income from other sources (Do not net amounts due or paid to other sources against amounts due or received from them.) 10b Yes No 2b 3a 3b 4a 5a 5b 5c 6a 6b 7a 7b 7c 7e 7f 7g 7h 8 9a 9b 11a 11b 12a Section 4947(a)(1) non-exempt charitable trusts. Is the organization filing Form 990 in lieu of Form 1041? b If "Yes," enter the amount of tax-exempt interest received or accrued during the year 12b 13 Section 501(cX29) qualified nonprofit health insurance issuers. a Is the organization licensed to issue qualified health plans in more than one state? Note: See the instructions for additional information the organization must report on Schedule O b Enter the amount of reserves the organization is required to maintain by the states in which the organization is licensed to issue qualified health plans c Enter the amount of reserves on hand 13b 12a 13a 13c 14a Did the organization receive any payments for indoor tanning services during the tax year? b If "Yes," has it filed a Form 720 to report these payments? If "No," provide an explanation on Schedule 0 15 Is the organization subject to the section 4960 tax on payment(s) of more than $1,000,000 in remuneration or excess parachute payment(s) during the year? If "Yes," see instructions and file Form 4720, Schedule N. 16 Is the organization an educational institution subject to the section 4968 excise tax on net investment income? If "Yes," complete Form 4720, Schedule O. 14a 14b 15 16 Form 990 (2019) 932005 01-20-20 5 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 42019) CHAPMAN PARTNERSHIP, INC. 6 5- 0 4 2 5 0 6 9 Page 6 I Part VI I Governance, Management, and Disclosure For each "Yes" response to lines 2 through 7b below, and fora "No" response to line 8a, 8b, or 106 below, describe the circumstances, processes, or changes on Schedule O. See instructions. Check if Schedule 0 contains a response or note to any line in this Part VI n Section A. Governing Body and Management la Enter the number of voting members of the governing body at the end of the tax year la If there are material differences in voting rights among members of the governing body, or if the governing body delegated broad authority to an executive committee or similar committee, explain on Schedule 0. b Enter the number of voting members included on line 1 a, above, who are independent 2 Did any officer, director, trustee, or key employee have a family relationship or a business relationship with any other officer, director, trustee, or key employee? lb Yes No 49 49 3 Did the organization delegate control over management duties customarily performed by or under the direct supervision of officers, directors, trustees, or key employees to a management company or other person? 4 Did the organization make any significant changes to its governing documents since the prior Form 990 was filed? 5 Did the organization become aware during the year of a significant diversion of the organization's assets? 6 Did the organization have members or stockholders? 7a Did the organization have members, stockholders, or other persons who had the power to elect or appoint one or more members of the governing body? b Are any governance decisions of the organization reserved to (or subject to approval by) members, stockholders, or persons other than the goveming body? 8 Did the organization contemporaneously document the meetings held or written actions undertaken during the year by the following: a The goveming body? b Each committee with authority to act on behalf of the governing body? 9 Is there any officer, director, trustee, or key employee listed in Part VII, Section A, who cannot be reached at the organization's mailing address? If "Yes "provide the names and addresses nn Srhadule 0 Section B. Policies (This Section B reauests information about policies not reauired (Z,y the Internal Revenue Code.) 10a Did the organization have local chapters, branches, or affiliates? b If "Yes," did the organization have written policies and procedures governing the activities of such chapters, affiliates, and branches to ensure their operations are consistent with the organization's exempt purposes? 11a Has the organization provided a complete copy of this Form 990 to all members of its goveming body before filing the form? b Describe in Schedule 0 the process, if any, used by the organization to review this Form 990. 12a Did the organization have a written conflict of interest policy? If "No," go to line 13 b Were officers, directors, or trustees, and key employees required to disclose annually interests that could give rise to conflicts? c Did the organization regularly and consistently monitor and enforce compliance with the policy? If "Yes," describe in Schedule 0 how this was done 13 Did the organization have a written whistleblower policy? 14 Did the organization have a written document retention and destruction policy? 15 Did the process for determining compensation of the following persons include a review and approval by independent persons, comparability data, and contemporaneous substantiation of the deliberation and decision? a The organization's CEO, Executive Director, or top management official b Other officers or key employees of the organization If "Yes" to line 15a or 15b, describe the process in Schedule 0 (see instructions). 16a Did the organization invest in, contribute assets to, or participate in a joint venture or similar arrangement with a taxable entity during the year? b If "Yes," did the organization follow a written policy or procedure requiring the organization to evaluate its participation in joint venture arrangements under applicable federal tax law, and take steps to safeguard the organization's exempt status with respect to such arrangements? Section C. Disclosure 2 3 4 5 6 7a 7b 8a 8b 9 Yes 10a No X 10b 11a 12a 12b 12c 13 14 15a 15b 16a 16b 17 List the states with which a copy of this Form 990 is required to be filed ►FL 18 Section 6104 requires an organization to make its Forms 1023 (1024 or 1024-A, if applicable), 990, and 990-T (Section 501(c)(3)s only) available for public inspection. Indicate how you made these available. Check all that apply. Ixl Own website I I Another's website I X I Upon request Other (explain on Schedule 0) 19 Describe on Schedule 0 whether (and if so, how) the organization made its goveming documents, conflict of interest policy, and financial statements available to the public during the tax year. 20 State the name, address, and telephone number of the person who possesses the organization's books and records ► HOWARD RUBIN, CHIEF FINANCIAL OFFICER - 305-329-3044 1550 NORTH MIAMI AVENUE, MIAMI, FL 33136 932006 01-20-20 Form 990 (2019) 6 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form990 2 I Part VIIl Compensation of Officers, Directors, Trustees, Key Employees, Highest Compensated019) CHAPMAN PARTNERSHIP, INC. 65-0425069 Pagel Employees, and Independent Contractors Check if Schedule 0 contains a response or note to any line in this Part VII Section A. Officers, Directors, Trustees, Key Employees, and Highest Compensated Employees la Complete this table for all persons required to be listed. Report compensation for the calendar year ending with or within the organization's tax year. • List all of the organization's current officers, directors, trustees (whether individuals or organizations), regardless of amount of compensation. Enter -0- in columns (D), (E), and (F) if no compensation was paid. • List all of the organization's current key employees, if any. See instructions for definition of "key employee." • List the organization's five current highest compensated employees (other than an officer, director, trustee, or key employee) who received report- able compensation (Box 5 of Form W-2 and/or Box 7 of Form 1099-MISC) of more than $100,000 from the organization and any related organizations. • List all of the organization's former officers, key employees, and highest compensated employees who received more than $100,000 of reportable compensation from the organization and any related organizations. • List all of the organization's former directors or trustees that received, in the capacity as a former director or trustee of the organization, more than $10,000 of reportable compensation from the organization and any related organizations. See instructions for the order in which to list the persons above. Check this box if neither the organization nor an v related organization compensated any current officer, director, or trustee. (A) Name and title (B) Average hours per week (list any hours for related organizations below line) (C) Position (do not check more than one box, unless person is both an office and a director/trustee) (D) Reportable compensation from the organization (W-2/1099-MISC) (E) Reportable compensation from related organizations (W-2/1099-MISC) (F) Estimated amount of other compensation from the organization and related organizations IndividuaI trustee or director IInstitutionaltrustee zT, 1Keyemployee (Highest compensated employee Former (1) PETER PRUITT CHAIRMAN, BOARD OF DIRECTORS 10.00 X 0 . 0 . 0 . (2) CARLOS R. FERNANDEZ-GUZMAN IMMEDIATE PAST CHAIR 3.00 X 0 . 0 . 0 . (3) TRISH BELL CHAIR EMERITUS, BOARD OF DIRECTORS 3.00 X 0 . 0 . 0 . (4) ED JOYCE TREASURER, BOARD OF DIRECTORS 3.00 X 0 . 0 . 0 . (5) TRACY R. SLAVENS SECRETARY 3.00 X 0 . 0 . 0 . (6) EVALINA BESTMAN PA MEMBER 1.00 X 0 . 0 . 0 . (7) BONNIE M. CRABTREE MEMBER 1.00 X 0 . 0 . 0 . (8) TOMAS P. ERBAN MEMBER 1.00 X 0 . 0 . 0 . (9) ALLAN PEKOR MEMBER 1.00 X 0 . 0 . 0 . (10) JORGE R. VILLACAMPA MEMBER 1.00 X 0 . 0 . 0 . (11) TIMOTHY M. ADAMS MEMBER 1.00 X 0 . 0 . 0 . (12) ALAN ROSENBERG MEMBER 1.00 X 0 . 0 . 0 . (13) BRIGID F. CECH SAMOLE MEMBER 1.00 X 0 . 0 . 0 . (14) JON BATCHELOR MEMBER 1.00 X 0 . 0 . 0 . (15) SANDY BATCHELOR MEMBER 1.00 X 0 . 0 . 0 . (16) JOSE DANS MEMBER 1.00 X 0 . 0 . 0 . (17) DEBORAH DAVIDSON MEMBER 1.00 X 0 . 0 . 0 . 932007 01-20-20 10260510 795691 Q0305.001 Form 990 (2019) 7 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 (2019) CHAPMAN PARTNERSHIP, INC. 65-0425069 Page8 rat 4 V II I Section A. Officers, Directors, Trustees, Key Employees, and Highest Compensates tmpioyees (continued) (A) Name and title (B) Average hours per week (list any hours for related organizations below line) (C) Position (do not check more than one box unless person is both an officer and a director/trustee) (D) Reportable compensation from the organization (W-2/1099-MISC) (E) Reportable compensation from related organizations (W-2/1099-MISC) (F) Estimated amount of other compensation from the organization and related organizations Individual trustee or director Institutional trustee a Key employee Highest compensated employee Former (18) NANCY J. DAVIS MEMBER 1.00 X 0 . 0 . 0 . (19) JACQUELINE DONATE MEMBER 1.00 X 0 . 0 . 0 . (20) THOMAS B. DAVIS MEMBER 1.00 X 0 . 0 . 0 . (21) ALAN EISENBERG MEMBER 1.00 X 0 . 0 . 0 . (22) TANYA FERREIRO, CPA MEMBER 1.00 X 0 . 0 . 0 . ( 2 3 ) JOSE GONZALEZ MEMBER 1.00 X 0 . 0 . 0 . ( 24 ) DIEGO GORDILLO MEMBER 1.00 X 0 . 0 . 0 . (2 5) NANCY HECTOR MEMBER 1.00 X 0 . 0 . 0 . (26) CARLOS HERNANDEZ MEMBER 1.00 X 0 . 0 . 0 . 1 b Subtotal ► c Total from continuation sheets to Part VII, Section A ► d Total (add lines 1b and 1c) ► 0. 0. 0. 981,046. 0 . 116,021. 981,046. 0 . 116,021. 2 Total number of individuals (including but not limited to those listed above) who received more than $100,000 of reportable compensation from the organization ► 3 Did the organization list any former officer, director, trustee, key employee, or highest compensated employee on line 1 a? If "Yes," complete Schedule J for such individual 4 For any individual listed on line 1 a, is the sum of reportable compensation and other compensation from the organization and related organizations greater than $150,000? If "Yes," complete Schedule J for such individual 5 Did any person listed on line 1 a receive or accrue compensation from any unrelated organization or individual for services rendered to the organization? if " Yas " comn/ to SrhadulP .1 for such nersnn Section B. Independent Contractors Yes 4 No 3 4 5 X 1 Complete this table for your five highest compensated independent contractors that received more than $100,000 of compensation from the organization. Report compensation for the calendar year ending with or within the organization's tax year. (A) Name and business address (B) Description of services (C) Compensation WOW MARKETING, 808 S. DOUGLAS ROAD, EX. TOWER, 5TH FLOOR, CORAL GABLES, FL MARKETING SERVICES 495,356. PRESTIGE GROUP, 1835 EAST HALLANDALE BEACH BLVD. #665, HALLANDALE BEACH, FL CONSTRUCTION SERVICES 432,488. JACKSON MEMORIAL HOSPITAL 1611 NW 12 AVENUE, MIAMI, FM 33136 CLIENT SERVICES 306,495. JACKSON HEALTH SYSTEM - PSYCHIATRIST 1611 NW 12 AVENUE, MIAMI, FL 33136 PSYCHIATRIST SERVICES 298,949. SOUTHEASTERN MOBILE DENTAL UNIT, 9000 S.W. 152ND STREET SUITE 101, MIAMI, FL 33157 DENTAL SERVICES 275,000. 2 Total number of independent contractors (including but not limited to those listed above) who received more than $100,000 of compensation from the organization ► 7 SEE PART VII, SECTION A CONTINUATION SHEETS Form 990 (2019) 932008 01-20-20 10260510 795691 Q0305.001 8 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form990 CHAPMAN PARTNERSHIP, INC. 65-0425069 Part VII I Section A. Officers, Directors, Trustees, Kev Employees, and Highest Compensated Employees (contl (A) Name and title (B) Average hours per week (list any hours for related organizations• below line) (C) Position (check all that app y) (D) Reportable compensation from the organization (W-2/1099-MISC) (E) Reportable compensation from related organizations (W-2/1099-MISC) (F) Estimated amount of other compensation from the organization and related organizations Individual trustee or director — = = E s Key employee Highest compensated employee Former (27) OSMOND C. HOWE, JR. MEMBER 1.00 X 0 , 0 , 0 , (28) SHERRILL HUDSON MEMBER 1.00 X 0 , 0 , 0 , (29) RICHARD LEDGISTER MEMBER 1.00 X 0 , 0 , 0 , ( 30) MARILE LOPEZ MEMBER 1.00 X 0 , 0 , 0 , (31) JOHN M. MALLOY, JR. MEMBER 1.00 X 0 , 0 , 0 , (32) BRENT MCLAUGHLIN MEMBER 1.00 X 0 , 0 , 0 , (33) MARISA T. MENDEZ MEMBER 1.00 X 0 , 0 , 0 , (34) BRONWYN C. MILLER MEMBER 1.00 X 0 , 0 , 0 , (35) ROBERTO MUNOZ MEMBER 1.00 X 0 , 0 , 0 , (36) JACQUIE O'MALLEY MEMBER 1.00 X 0 , 0 , 0 , (37) FATIMA PEREZ MEMBER 1.00 X 0 , 0 , 0 , (38) MATTHEW PINZUR MEMBER 1.00 X 0 , 0 . 0 . (39) JONAH PRUITT, III MEMBER 1.00 X 0 , 0 . 0 . (40) EVAN REES MEMBER 1.00 X 0 , 0 , 0 , (41) DENRICK ROLLE MEMBER 1.00 X 0 , 0 , 0 , (42) CARLOS SABALLOS MEMBER 1.00 X 0 , 0 . 0 . (43) BRIAN SAN MIGUEL MEMBER 1.00 X 0 , 0 , 0 . (44) JOSE SARI EGO MEMBER 1.00 X 0 , 0 , 0 . (45) SCOTT L. SCHNEIDER MEMBER 1.00 X 0 , 0 . 0 . (46) BRADLEY STEIN 1.00 X 0 . 0 . 0 . MEMBER Total to Part VII. Section A. line 1 c 932201 04-01-19 9 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form990 CHAPMAN PARTNERSHIP, INC. 65-0425069 Part VII Section A. Officers Directors, Trustees, Key Employees, and Highest Compensated Employees (conti (A) Name and title (B) Average hours per week (list any hours for related organizations below line) (C) Position (check all that app y) (D) Reportable compensation from the organization (W-2/1099-MISC) (E) Reportable compensation from related organizations (W-2/1099-MISC) (F) Estimated amount of other compensation from the organization related organizations Individual trustee or director 7and f. — = = = s Key employee Highest compensated employee E (47) JAY A. STEINMAN MEMBER 1.00 X 0 . 0 . 0 . (48) DALE CHAPMAN WEBB MEMBER 1.00 X 0 . 0 . 0 . (49) STEFAN H. ZACHAR III MEMBER 1.00 X 0 . 0 . 0 . (50) HOWARD RUBIN CHIEF FINANCIAL OFFICER 40.00 X 210,534. 0. 33,980. (51) LISA MAGRINO CHIEF OPERATING OFFICER 40.00 X 242,955. 0. 28,936. (52) SYMERIA HUDSON PRESIDENT, CEO 40.00 X 343,716. 0 . 28,626. (53) FLAVIA LLIZO FORMER VP OF DEVELOPMENT & MARKETING 40.00 X 18 3 , 8 41 . 0 . 24,479. Total to Part VII. Section A. line 1 c 981,046. 116,021. 932201 04-01-19 10 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 2019) CHAPMAN PARTNERSHIP, INC. Part VIII Statement of Revenue Check if Schedule 0 contains a response or note to any line in this Part VIII (A) Total revenue (B) Related or exempt function revenue 65-0425069 Page9 (C) Unrelated business revenue u (D) Revenue excluded from tax under sections 512 - 514 1 a Federated campaigns b Membership dues c Fundraising events d Related organizations e Govemment grants (contributions) f All other contributions, gifts, grants, and similar amounts not included above g Noncash contributions included in lines la-1f h Total. Add lines 1a-1f la lb lc 1,126,750. ld le 12,286,538. if 4,850,412. 1g $ 1,190,440. 18,263,700. 2a b c d e f All other program service revenue q Total. Add lines 2a-2f Business Code ► Other Revenue 3 Investment income (including dividends, interest, and other similar amounts) 4 Income from investmenttax-exemptp 5 Royalties ► of bond proceeds ► 6 a Gross rents b Less: rental expenses c Rental income or (loss) d Net rental income or (loss) 7 a Gross amount from sales of assets other than inventory b Less: cost or other basis and sales expenses c Gain or (loss) d Net gain or (loss) 8 a Gross income from fundraising events (not including $ 1,126 , 750. of contributions reported on line 1c). See Part IV, line 18 b Less: direct expenses c Net income or (loss) from fundraising events 9 a Gross income from gaming activities. See Part IV, line 19 897,921. 897,921. (i) Real (ii) Personal 6a 6b 6c (i) Securities (ii) Other 7a 7b 7c b Less: direct expenses c Net income or (loss) from gaming activities 10 a Gross sales of inventory, less returns and allowances 9a 8a 57,000. 8b 361,228. ► 9b -304,228. -304,228. 10a b Less: cost of goods sold 10b c Net income or (loss) from sales of inventory ► 11 a b c d All other revenue e Total. Add lines 11 a-11 d Business Code ► 12 Total revenue. See instructions ► 18,857,393. o. 0. 932009 01-20-20 10260510 795691 Q0305.001 593,693. Form 990 (2019) 11 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 (2019) CHAPMAN PARTNERSHIP , INC . I Part IX Statement of Functional Expenses 65-0425069 Page 10 Section 501(c)(3) and 501(c)(4) organizations must complete all columns. All other organizations must complete column (A). ntains a response or note to any line in this Part IX Do not include amounts reported on lines 6b, 7b, 8b, 9b, and 10b of Part VIII. (A) Total expenses (B) Program service expenses ( Manageent and general expenses (D) Fundraising expenses 1 Grants and other assistance to domestic organizations and domestic governments. See Part IV, line 21 2 Grants and other assistance to domestic individuals. See Part IV, line 22 3 Grants and other assistance to foreign organizations, foreign governments, and foreign individuals. See Part IV, lines 15 and 16 4 Benefits paid to or for members 5 Compensation of current officers, directors, trustees, and key employees 6 Compensation not included above to disqualified persons (as defined under section 4958(f)(1)) and persons described in section 4958(c)(3)(B) 7 Other salaries and wages 8 Pension plan accruals and contributions (include section 401(k) and 403(b) employer contributions) 9 Other employee benefits 10 Payroll taxes 11 Fees for services (nonemployees): a Management b Legal c Accounting d Lobbying e Professional fundraising services. See Part IV, line 17 f Investment management fees g Other. (If line 11g amount exceeds 10% of line 25, column (A) amount, list line 11g expenses on Sch O) 12 Advertising and promotion 13 Office expenses 14 Information technology 15 Royalties 16 Occupancy 17 Travel 18 Payments of travel or entertainment expenses for any federal, state, or local public officials 19 Conferences, conventions, and meetings 20 Interest 21 Payments to affiliates 22 Depreciation, depletion, and amortization 23 Insurance 24 Other expenses. Itemize expenses not covered above (List miscellaneous expenses on line 24e. If line 24e amount exceeds 10% of line 25, column (A) amount, list line 24e expenses on Schedule 0.) a CLIENT EXPENSES 1,001,625. 844,670. 116,502. 40,453. 5,760,620. 4,857,927. 670,034. 232,659. 172,633. 139,836. 27,471. 5,326. 1,082,513. 884,405. 157,880. 40,228. 485, 581. 399, 535. 66,677. 19,369. 14,925. 10,678. 4,247. 175,629. 175,629. 541,114. 253,912. 204,187. 83,015. 293,850. 10,221. 283,629. 598, 763. 510, 326. 35,360. 53,077. 1,342,147. 1,327,244. 14,903. 70,913. 45,433. 21,657. 3,823. 118,105. 42,614. 74,831. 660. 1,173,301. 1,173,301. 293,307. 251,747. 41,560. 1,166,724. 1,166,724. b IN -KIND EXPENSES 1,150,336. 1,150,336. c FOOD 909,934. 909,934. d HEALTH SERVICES 837,810. 837,810. e All other expenses 1,019,158. 784,592. 22,845. 211,721. 25 Total functional expenses. Add lines 1 through 24e 18,208,988. 15,601,245. 1,633,783. 973,960. 26 Joint costs. Complete this line only if the organization reported in column (B) joint costs from a combined educational campaign and fundraising solicitation. Check here 11110. I if following SOP 98-2 (ASC 958-720) 932010 01-20-20 10260510 795691 Q0305.001 Form 990 (2019) 12 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 2019) CHAPMAN PARTNERSHIP , INC . Part X Balance Sheet 65-0425069 Page 11 (A) Beginning of year (B) End of year Assets 1 Cash - non -interest -bearing 2 Savings and temporary cash investments 3 Pledges and grants receivable, net 4 Accounts receivable, net 5 Loans and other receivables from any current or trustee, key employee, creator or founder, substantial controlled entity or family member of any of these 6 Loans and other receivables from other disqualified under section 4958(f)(1)), and persons described 7 Notes and loans receivable, net 8 Inventories for sale or use 9 Prepaid expenses and deferred charges 10a Land, buildings, and equipment: cost or other basis. Complete Part VI of Schedule D b Less: accumulated depreciation 11 Investments - publicly traded securities 12 Investments - other securities. See Part IV, line 11 13 Investments - program -related. See Part IV, line 11 14 Intangible assets 15 Other assets. See Part IV, line 11 16 Total assets. Add lines 1 through 15 (must equal former contributor, persons persons in section 10a officer, director, or 35% (as defined 4958(c)(3)(B) 31,720,692. 1 5,712,359. 2 6,990,756. 1,248,196. 3 1,058,878. 858,538. 4 587,243. 5 6 7 8 394,811. 9 210,557. lob 17,698,106. 14,124,489. 1oc 14,022,586. line 33) 48,063,894. 11 51,852,207. 12 13 14 15 70,402,287. 16 74,722,227. Liabilities I 17 Accounts payable and accrued expenses 18 Grants payable 19 Deferred revenue 20 Tax-exempt bond liabilities 21 Escrow or custodial account liability. Complete Part IV of Schedule D 22 Loans and other payables to any current or former officer, director, trustee, key employee, creator or founder, substantial contributor, or 35% controlled entity or family member of any of these persons 23 Secured mortgages and notes payable to unrelated third parties 24 Unsecured notes and loans payable to unrelated third parties 25 Other liabilities (including federal income tax, payables to related third parties, and other liabilities not included on lines 17-24). Complete Part X of Schedule D 26 Total liabilities. Add lines 17 through 25 584,436. 17 339,153. 18 1,019,450. 19 495,974. 20 21 22 23 24 0. 25 1,200,000. 1,603,886. 26 2,035,127. Net Assets or Fund Balances l Organizations that follow FASB ASC 958, check here I X 1 and complete lines 27, 28, 32, and 33. 27 Net assets without donor restrictions 28 Net assets with donor restrictions 16,134,847. 27 15,905,439. 52,663,554. 28 56,781,661. Organizations that do not follow FASB ASC 958, check and complete lines 29 through 33. 29 Capital stock or trust principal, or current funds 30 Paid -in or capital surplus, or land, building, or equipment 31 Retained eamings, endowment, accumulated income, 32 Total net assets or fund balances 33 Total liabilities and net assets/fund balances here II I fund or other funds 29 30 31 68,798,401. 32 72,687,100. 70,402,287. 33 74,722,227. Form 990 (2019) 932011 01-20-20 13 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Form 990 (2019) CHAPMAN PARTNERSHIP , INC . I Part XII Reconciliation of Net Assets Check if Schedule 0 contains a response or note to any line in this Part XI 1 Total revenue (must equal Part VIII, column (A), line 12) 2 Total expenses (must equal Part IX, column (A), line 25) 3 Revenue less expenses. Subtract line 2 from line 1 4 Net assets or fund balances at beginning of year (must equal Part X, line 32, column (A)) 5 Net unrealized gains (losses) on investments 6 Donated services and use of facilities 7 Investment expenses 8 Prior period adjustments 9 Other changes in net assets or fund balances (explain on Schedule 0) 10 Net assets or fund balances at end of year. Combine lines 3 through 9 (must equal Part X, line 32, column (B)) Part XII Financial Statements and Reporting Check if Schedule 0 contains a response or note to any line in this Part XII 65-0425069 Page 12 1 2 3 4 5 Li 18,857,393. 18,208,988. 648,405. 68,798,401. 3,240,294. 6 7 8 9 0. 10 1 Accounting method used to prepare the Form 990: I Cash I X I Accrual Other If the organization changed its method of accounting from a prior year or checked "Other," explain in Schedule O 2a Were the organization's financial statements compiled or reviewed by an independent accountant? 72,687,100. If "Yes," check a box below to indicate whether the financial statements for the year were compiled or reviewed on a separate basis, consolidated basis, or both: n Separate basis I I Consolidated basis I I Both consolidated and separate basis b Were the organization's financial statements audited by an independent accountant? If "Yes," check a box below to indicate whether the financial statements for the year were audited on a separate basis, consolidated basis, or both: Separate basis IXI Consolidated basis I 1 Both consolidated and separate basis c If "Yes" to line 2a or 2b, does the organization have a committee that assumes responsibility for oversight of the audit, review, or compilation of its financial statements and selection of an independent accountant? If the organization changed either its oversight process or selection process during the tax year, explain on Schedule O. 3a As a result of a federal award, was the organization required to undergo an audit or audits as set forth in the Single Audit Act and OMB Circular A-133? b If "Yes," did the organization undergo the required audit or audits? If the organization did not undergo the required audit or audits, explain why on Schedule 0 and describe any steps taken to undergo such audits Yes LxJ No 2a 2b 2c 3a 3b Form 990 (2019) 932012 01-20-20 14 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 10260510 795691 Q0305.001 SCHEDULE A (Form 990 or 990-EZ) Department of the Treasury Internal Revenue Service Public Charity Status and Public Support Complete if the organization is a section 501(cX3) organization or a section 4947(a)(1) nonexempt charitable trust. ► Attach to Form 990 or Form 990-EZ. 01. Go to www.irs.gov/Form990 for instructions and the latest information. OMB No. 1545-0047 2019 Open to Public Inspection Name of the organization CHAPMAN PARTNERSHIP, INC. Employer identification number 65-0425069 1Partl Reason for Public Charity Status (All organizations must complete this part.) See instructions. The organization is not a private foundation because it is: (For lines 1 through 12, check only one box.) 1 I I A church, convention of churches, or association of churches described in section 170(b)(1XAXi). 2 I A school described in section 170(bX1XAXii). (Attach Schedule E (Form 990 or 990-EZ).) 3 I I A hospital or a cooperative hospital service organization described in section 170(bX1)(AXiii). A medical research organization operated in conjunction with a hospital described in section 170(bX1XAXiii). Enter the hospital's name, city, and state: 4 5 I I An organization operated for the benefit of a college or university owned or operated by a govemmental unit described in section 170(b)(1XAXiv). (Complete Part II.) 6 A federal, state, or local government or governmental unit described in section 170(bX1XAXv). 7 I X An organization that normally receives a substantial part of its support from a govemmental unit or from the general public described in section 170(bX1XAXvi). (Complete Part II.) 8 I I A community trust described in section 170(b)(1XAXvi). (Complete Part II.) 9 I 1 An agricultural research organization described in section 170(b)(1XAXix) operated in conjunction with a land-grant college or university or a non -land-grant college of agriculture (see instructions). Enter the name, city, and state of the college or university: 10 I An organization that normally receives: (1) more than 33 1/3% of its support from contributions, membership fees, and gross receipts from activities related to its exempt functions - subject to certain exceptions, and (2) no more than 33 1/3% of its support from gross investment income and unrelated business taxable income (less section 511 tax) from businesses acquired by the organization after June 30, 1975. See section 509(aX2). (Complete Part III.) 11 I I An organization organized and operated exclusively to test for public safety. See section 509(aX4). 12 [ I An organization organized and operated exclusively for the benefit of, to perform the functions of, or to carry out the purposes of one or more publicly supported organizations described in section 509(aX1) or section 509(aX2). See section 509(a)(3). Check the box in lines 12a through 12d that describes the type of supporting organization and complete lines 12e, 12f, and 12g. a I I Type I. A supporting organization operated, supervised, or controlled by its supported organization(s), typically by giving the supported organization(s) the power to regularly appoint or elect a majority of the directors or trustees of the supporting organization. You must complete Part IV, Sections A and B. b I I Type II. A supporting organization supervised or controlled in connection with its supported organization(s), by having control or management of the supporting organization vested in the same persons that control or manage the supported organization(s). You must complete Part IV, Sections A and C. c Type III functionally integrated. A supporting organization operated in connection with, and functionally integrated with, its supported organization(s) (see instructions). You must complete Part IV, Sections A, D, and E. d I I Type III non -functionally integrated. A supporting organization operated in connection with its supported organization(s) that is not functionally integrated. The organization generally must satisfy a distribution requirement and an attentiveness requirement (see instructions). You must complete Part IV, Sections A and D, and Part V. e I Check this box if the organization received a written determination from the IRS that it is a Type I, Type II, Type III functionally integrated, or Type III non -functionally integrated supporting organization Enter the number of supported organizations f Provide the following information about the supported organization(s). (i) Name of supported organization (ii) EIN (iii) Type of organization (described on lines 1-10 above (see instructions)) IV Is the org in your aoverni nization listed a document? (v) Amount of monetary support (see instructions) (vi) Amount of other support (see instructions) Yes No Total LHA For Paperwork Reduction Act Notice, see the Instructions for Form 990 or 990-EZ. 932021 09-25-19 Schedule A (Form 990 or 990-EZ) 2019 15 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule A (Form 990 or 990-EZ) 2019 CHAPMAN PARTNERSHIP INC. 6 5- 0 4 2 5 0 6 9 Page 2 Part 11 I Support Schedule for Organizations Described in Sections 170(b)(1)(A)(iv) and 170(b)(1)(A)(vi) (Complete only if you checked the box on line 5, 7, or 8 of Part I or if the organization failed to qualify under Part III. If the organization fails to qualify under the tests listed below, please complete Part III.) is Support Calendar year (or fiscal year beginning in) ► 1 Gifts, grants, contributions, and membership fees received. (Do not include any"unusual grants.") 2 Tax revenues levied for the organ- ization's benefit and either paid to or expended on its behalf 3 The value of services or facilities fumished by a govemmental unit to the organization without charge 4 Total. Add lines 1 through 3 5 The portion of total contributions by each person (other than a govemmental unit or publicly supported organization) included on line 1 that exceeds 2% of the amount shown on line 11, column (f) 6 Public support. Subtract line 5 from line 4. (a) 2015 (b) 2016 (c) 2017 (d) 2018 (e) 2019 (f) Total 15707677.15587497.16368487.17208530.17130260.82002451. 15707677. 15587497. 16368487. 17208530. 17130260. 82002451. 4492926. 77509525. Section B. Total Support Calendar year (or fiscal year beginning in) ► 7 Amounts from line 4 8 Gross income from interest, dividends, payments received on securities loans, rents, royalties, and income from similar sources 9 Net income from unrelated business activities, whether or not the business is regularly carried on 10 Other income. Do not include gain or Toss from the sale of capital assets (Explain in Part VI.) 11 Total support. Add lines 7 through 10 12 Gross receipts from related activities, etc. (see instructions) 13 (a) 2015 15707677. 802,609. (b) 2016 15587497. (c) 2017 16368487. (d) 2018 17208530. (e) 2019 17130260. (f) Total 82002451. 1154074. 1242722. 1102074. 897,921. 5199400. '87201851. 12 First five years. If the Form 990 is for the organization's first, second, third, fourth, or fifth tax year as a section 501(c)(3) organization, check this box and stop here ►1 I Section C. Computation of Public Support Percentage 14 Public support percentage for 2019 (line 6, column (f) divided by line 11, column (f)) 15 Public support percentage from 2018 Schedule A, Part II, line 14 14 88.89 15 87.79 eie 16a 33 1/3% support test - 2019. If the organization did not check the box on line 13, and line 14 is 33 1/3% or more, check this box and stop here. The organization qualifies as a publicly supported organization ► b 33 1/3% support test - 2018. If the organization did not check a box on line 13 or 16a, and line 15 is 33 1/3% or more, check this box and stop here. The organization qualifies as a publicly supported organization ► 17a 10% -facts-and-circumstances test - 2019. If the organization did not check a box on line 13, 16a, or 16b, and line 14 is 10% or more, and if the organization meets the "facts -and -circumstances" test, check this box and stop here. Explain in Part VI how the organization meets the "facts -and -circumstances" test. The organization qualifies as a publicly supported organization ► b 10% -facts-and-circumstances test - 2018. If the organization did not check a box on line 13, 16a, 16b, or 17a, and line 15 is 10% or more, and if the organization meets the "facts -and -circumstances" test, check this box and stop here. Explain in Part VI how the organization meets the "facts -and -circumstances" test. The organization qualifies as a publicly supported organization ► 18 Private foundation. If the organization did not check a box on line 13, 16a, 16b, 17a, or 17b, check this box and see instructions ►1 I Schedule A (Form 990 or 990-EZ) 2019 XI II 932022 09-25-19 16 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule A (Form 990 or 990-E 2019 CHAPMAN PARTNERSHIP INC . I Part III Support Schedule for Organizations Described in Section 509(a)(2) (Complete only if you checked the box on line 10 of Part I or if the organization failed to qualify under Part 11. If the organization fails to qualify under the tests listed below, please complete Part II.) Section A. Public Support 65-0425069 Page3 Calendar year (or fiscal year beginning in) ► 1 Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grants.") 2 Gross receipts from admissions, merchandise sold or services per- formed, or facilities fumished in any activity that is related to the organization's tax-exempt purpose 3 Gross receipts from activities that are not an unrelated trade or bus- iness under section 513 4 Tax revenues levied for the organ- ization's benefit and either paid to or expended on its behalf 5 The value of services or facilities fumished by a govemmental unit to the organization without charge 6 Total. Add lines 1 through 5 7a Amounts included on lines 1, 2, and 3 received from disqualified persons b Amounts included on lines 2 and 3 received from other than disqualified persons that exceed the geater of $5,000 or 1% of the amount on line 13 for the year cAddlines7aand7b 8 Public support. tSubtract line 7c from line 6.1 (a) 2015 (b) 2016 (c) 2017 (d) 2018 (e) 2019 (f) Total Section B. Total Support Calendar year (or fiscal year beginning in) ► 9 Amounts from line 6 10a Gross income from interest, dividends, payments received on securities loans, rents, royalties, and income from similar sources b Unrelated business taxable income (less section 511 taxes) from businesses acquired after June 30, 1975 c Add lines 10a and 10b 11 Net income from unrelated business activities not included in line 10b, whether or not the business is regularly carried on 12 Other income. Do not include gain or loss from the sale of capital assets (Explain in Part VI.) 13 Total Support. (Add lines 9, 10c, 11, and 12) (a) 2015 (b) 2016 (c) 2017 (d) 2018 (e) 2019 (f) Total 14 First five years. If the Form 990 is fo the organization's first, second, third, fourth, or fifth tax year as a section 501(c)(3) organization, check this box and stop here Section C. Computation of Public Support Percentage 15 Public support percentage for 2019 (line 8, column (f), divided by line 13, column (f)) 16 Public support percentage from 2018 Schedule A, Part III line 15 15 16 % % Section D. Computation of Investment Income Percentage 17 Investment income percentage for 2019 (line 10c, column (f), divided by line 13, column (f)) 18 Investment income percentage from 2018 Schedule A, Part III, line 17 17 18 % % 19a 33 1/3% support tests - 2019. If the organization did not check the box on line 14, and line 15 is more than 33 1/3%, and line 17 is not more than 33 1/3%, check this box and stop here. The organization qualifies as a publicly supported organization b 33 1/3% support tests - 2018. If the organization did not check a box on line 14 or line 19a, and line 16 is more than 33 1/3%, and line 18 is not more than 33 1/3%, check this box and stop here. The organization qualifies as a publicly supported organization 20 Private foundation. If the organization did not check a box on line 14, 19a, or 19b, check this box and see instructions 932023 09-25-19 Schedule A (Form 990 or 990-EZ) 2019 17 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 I Schedule A (Form 990 or 990-EZ) 2019 CHAPMAN PARTNERSHIP , INC . 1 Part IV I Supporting Organizations (Complete only if you checked a box in line 12 on Part I. If you checked 12a of Part I, complete Sections A and B. If you checked 12b of Part I, complete Sections A and C. If you checked 12c of Part I, complete Sections A, D, and E. If you checked 12d of Part I, complete Sections A and D, and complete Part V.) Section A. All Supporting Organizations 1 Are all of the organization's supported organizations listed by name in the organization's goveming documents? If "No," describe in Part VI how the supported organizations are designated. If designated by class or purpose, describe the designation. If historic and continuing relationship, explain. 2 Did the organization have any supported organization that does not have an IRS determination of status under section 509(a)(1) or (2)? /f 'Yes, " explain in Part VI how the organization determined that the supported organization was described in section 509(a)(1) or (2). 3a Did the organization have a supported organization described in section 501(c)(4), (5), or (6)? If "Yes," answer (b) and (c) below. b Did the organization confirm that each supported organization qualified under section 501(c)(4), (5), or (6) and satisfied the public support tests under section 509(a)(2)? If "Yes," describe in Part VI when and how the organization made the determination. c Did the organization ensure that all support to such organizations was used exclusively for section 170(c)(2)(B) purposes? If "Yes, " explain in Part VI what controls the organization put in place to ensure such use. 4a Was any supported organization not organized in the United States ("foreign supported organization")? If "Yes," and if you checked 12a or 12b in Part 1, answer (b) and (c) below. b Did the organization have ultimate control and discretion in deciding whether to make grants to the foreign supported organization? If "Yes," describe in Part VI how the organization had such control and discretion despite being controlled or supervised by or in connection with its supported organizations. c Did the organization support any foreign supported organization that does not have an IRS determination under sections 501(c)(3) and 509(a)(1) or (2)? If "Yes," explain in Part VI what controls the organization used to ensure that all support to the foreign supported organization was used exclusively for section 170(c)(2)(B) purposes. 5a Did the organization add, substitute, or remove any supported organizations during the tax year? If "Yes," answer (b) and (c) below (if applicable). Also, provide detail in Part VI, including (i) the names and EIN numbers of the supported organizations added, substituted, or removed; (i) the reasons for each such action; (iii) the authority under the organization's organizing document authorizing such action; and (iv) how the action was accomplished (such as by amendment to the organizing document). b Type I or Type II only. Was any added or substituted supported organization part of a class already designated in the organization's organizing document? c Substitutions only. Was the substitution the result of an event beyond the organization's control? 6 Did the organization provide support (whether in the form of grants or the provision of services or facilities) to anyone other than (i) its supported organizations, (ii) individuals that are part of the charitable class benefited by one or more of its supported organizations, or (iii) other supporting organizations that also support or benefit one or more of the filing organization's supported organizations? If "Yes," provide detail in Part VI. 7 Did the organization provide a grant, loan, compensation, or other similar payment to a substantial contributor (as defined in section 4958(c)(3)(C)), a family member of a substantial contributor, or a 35% controlled entity with regard to a substantial contributor? If "Yes," complete Part I of Schedule L (Form 990 or 990-EZ). 8 Did the organization make a loan to a disqualified person (as defined in section 4958) not described in line 7? If "Yes," complete Part I of Schedule L (Form 990 or 990-EZ). 9a Was the organization controlled directly or indirectly at any time during the tax year by one or more disqualified persons as defined in section 4946 (other than foundation managers and organizations described in section 509(a)(1) or (2))? If "Yes," provide detail in Part VI. b Did one or more disqualified persons (as defined in line 9a) hold a controlling interest in any entity in which the supporting organization had an interest? If "Yes," provide detail in Part VI. c Did a disqualified person (as defined in line 9a) have an ownership interest in, or derive any personal benefit from, assets in which the supporting organization also had an interest? If "Yes," provide detail in Part VI. 10a Was the organization subject to the excess business holdings rules of section 4943 because of section 4943(f) (regarding certain Type II supporting organizations, and all Type III non -functionally integrated supporting organizations)? If "Yes," answer 10b below. b Did the organization have any excess business holdings in the tax year? (Use Schedule C, Form 4720, to determine whether fhP nraani7ation had excess hi,sinP.SS hnldinas 932024 09-25-19 65-0425069 Page4 Yes No 1 2 3a 3b 3c 4a 4b 4c 5a 5b 5c 6 7 8 9a 9b 9c 10a 10b Schedule A (Form 990 or 990-EZ) 2019 18 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule A (Form 990 or 990-EZ) 2019 CHAPMAN PARTNERSHIP , INC . Part IV I Supporting Organizations (continued) 11 Has the organization accepted a gift or contribution from any of the following persons? a A person who directly or indirectly controls, either alone or together with persons described in (b) and (c) below, the goveming body of a supported organization? b A family member of a person described in (a) above? c A 35% controlled entity of a person described in (a) or (b) above? If "Yes" to a. b. or c. orovide detail in Part VI. Section B. Type I Supporting Organizations 1 Did the directors, trustees, or membership of one or more supported organizations have the power to regularly appoint or elect at least a majority of the organization's directors or trustees at all times during the tax year? If "No, " describe in Part VI how the supported organization(s) effectively operated, supervised, or controlled the organization's activities. If the organization had more than one supported organization, describe how the powers to appoint and/or remove directors or trustees were allocated among the supported organizations and what conditions or restrictions, if any, applied to such powers during the tax year. 2 Did the organization operate for the benefit of any supported organization other than the supported organization(s) that operated, supervised, or controlled the supporting organization? If "Yes," explain in Part VI how providing such benefit carried out the purposes of the supported organization(s) that operated, supervised. or controlled the su000rting organization. Section C. Type II Supporting Organizations 1 Were a majority of the organization's directors or trustees during the tax year also a majority of the directors or trustees of each of the organization's supported organization(s)? If "No," describe in Part VI how control or management of the supporting organization was vested in the same persons that controlled or managed the supported organization(s). Section D. All Type 1I1 Supporting Organizations 1 Did the organization provide to each of its supported organizations, by the last day of the fifth month of the organization's tax year, (i) a written notice describing the type and amount of support provided during the prior tax year, (ii) a copy of the Form 990 that was most recently filed as of the date of notification, and (iii) copies of the organization's goveming documents in effect on the date of notification, to the extent not previously provided? 2 Were any of the organization's officers, directors, or trustees either (i) appointed or elected by the supported organization(s) or (ii) serving on the goveming body of a supported organization? If "No," explain in Part VI how the organization maintained a close and continuous working relationship with the supported organization(s). 3 By reason of the relationship described in (2), did the organization's supported organizations have a significant voice in the organization's investment policies and in directing the use of the organization's income or assets at all times during the tax year? If "Yes, " describe in Part VI the role the organization's supported organizations played in this regard. Section E. Type III Functionally Integrated Supporting Organizations 65-0425069 Page5 Yes No 11a 11b 11c Yes No 1 2 Yes No 1 Yes No 1 2 3 1 Check the box next to the method that the organization used to satisfy the Integral Part Test during the year (see instructions). a n The organization satisfied the Activities Test. Complete line 2 below. b I The organization is the parent of each of its supported organizations. Complete line 3 below. c I The organization supported a govemmental entity. Describe in Part VI how you supported a government entity (see instructions) 2 Activities Test. Answer (a) and (b) below. Yes No a Did substantially all of the organization's activities during the tax year directly further the exempt purposes of the supported organization(s) to which the organization was responsive? If "Yes," then in Part VI identify those supported organizations and explain how these activities directly furthered their exempt purposes, how the organization was responsive to those supported organizations, and how the organization determined that these activities constituted substantially all of its activities. b Did the activities described in (a) constitute activities that, but for the organization's involvement, one or more of the organization's supported organization(s) would have been engaged in? If "Yes," explain in Part VI the reasons for the organization's position that its supported organization(s) would have engaged in these activities but for the organization's involvement. 3 Parent of Supported Organizations. Answer (a) and (b) below. a Did the organization have the power to regularly appoint or elect a majority of the officers, directors, or trustees of each of the supported organizations? Provide details in Part VI. b Did the organization exercise a substantial degree of direction over the policies, programs, and activities of each of its supported organizations? If "Yes " describe in Part VI the role nlaved by the nraanization in this reaard 932025 09-25-19 Schedule A (Form 990 or 990-EZ) 2019 19 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 2a 2b 3a 3b 65-0425069 Page Schedule A (Form 990 or 990-EZ) 2019 CHAPMAN PARTNERSHIP , INC . Part V I Type III Non -Functionally Integrated 509(a)(3) Supporting Organizations 1 Check here if the organization satisfied the Integral Part Test as a qualifying trust on Nov. 20, 1970 (explain in Part VI). See instructions. All other Tvpe III non -functionally integrated supporting organizations must complete Sections A through E. Section A - Adjusted Net Income (A) Prior Year (B) Current Year (optional) 1 Net short-term capital gain 1 2 Recoveries of prior -year distributions 2 3 Other gross income (see instructions) 3 4 Add lines 1 through 3. 4 5 Depreciation and depletion 5 6 Portion of operating expenses paid or incurred for production or collection of gross income or for management, conservation, or maintenance of property held for production of income (see instructions) 6 7 Other expenses (see instructions) 7 8 Adjusted Net Income (subtract lines 5, 6, and 7 from line 4) 8 Section B - Minimum Asset Amount (A) Prior Year (B) Current Year (optional) 1 Aggregate fair market value of all non -exempt -use assets (see instructions for short tax year or assets held for part of year): a Average monthly value of securities la b Average monthly cash balances lb c Fair market value of other non -exempt -use assets lc d Total (add lines 1a, 1b, and 1c) id e Discount claimed for blockage or other factors (explain in detail in Part VI): 2 Acquisition indebtedness applicable to non -exempt -use assets 2 3 Subtract line 2 from line 1 d. 3 4 Cash deemed held for exempt use. Enter 1-1/2% of line 3 (for greater amount, see instructions). 4 5 Net value of non -exempt -use assets (subtract line 4 from line 3) 5 6 Multiply line 5 by .035. 6 7 Recoveries of prior -year distributions 7 8 Minimum Asset Amount (add line 7 to line 6) 8 Section C - Distributable Amount Current Year 1 Adjusted net income for prior year (from Section A, line 8, Column A) 1 2 Enter 85% of line 1. 2 3 Minimum asset amount for prior year (from Section B, line 8, Column A) 3 4 Enter greater of line 2 or line 3. 4 5 Income tax imposed in prior year 5 6 Distributable Amount. Subtract line 5 from line 4, unless subject to emergency temporary reduction (see instructions). 6 7 Check here if the current year is the organization's first as a non -functionally integrated Type III supporting organization (see instructions). Schedule A (Form 990 or 990-EZ) 2019 932026 09-25-19 20 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule A (Form 990 or 990•EZ) 2019 CHAPMAN PARTNERSH I P, INC . 6 5- 0 4 2 5 0 6 9 Page 7 Part V Type III Non -Functionally Integrated 509(a)(3) Supporting Organizations (continued) Section D - Distributions Current Year 1 Amounts paid to supported organizations to accomplish exempt purposes 2 Amounts paid to perform activity that directly furthers exempt purposes of supported organizations, in excess of income from activity 3 Administrative expenses paid to accomplish exempt purposes of supported organizations 4 Amounts paid to acquire exempt -use assets 5 Qualified set -aside amounts (prior IRS approval required) 6 Other distributions (describe in Part VI). See instructions. 7 Total annual distributions. Add lines 1 through 6. 8 Distributions to attentive supported organizations to which the organization is responsive (provide details in Part VI). See instructions. 9 Distributable amount for 2019 from Section C, line 6 10 Line 8 amount divided by line 9 amount Section E - Distribution Allocations (see instructions) (i) Excess Distributions (ii) Underdistributions Pre-2019 (iii) Distributable Amount for 2019 1 Distributable amount for 2019 from Section C, line 6 2 Underdistributions, if any, for years prior to 2019 (reason- able cause required- explain in Part VI). See instructions. 3 Excess distributions carryover, if any, to 2019 a From 2014 b From 2015 c From 2016 d From 2017 e From 2018 f Total of lines 3a through e g Applied to underdistributions of prior years h Applied to 2019 distributable amount i Carryover from 2014 not applied (see instructions) j Remainder. Subtract lines 3g, 3h, and 3i from 3f. 4 Distributions for 2019 from Section D, line 7: $ a Applied to underdistributions of prior years b Applied to 2019 distributable amount c Remainder. Subtract lines 4a and 4b from 4. 5 Remaining underdistributions for years prior to 2019, if any. Subtract lines 3g and 4a from line 2. For result greater than zero, explain in Part VI. See instructions. 6 Remaining underdistributions for 2019. Subtract lines 3h and 4b from line 1. For result greater than zero, explain in Part VI. See instructions. 7 Excess distributions carryover to 2020. Add lines 3j and 4c. 8 Breakdown of line 7: a Excess from 2015 b Excess from 2016 c Excess from 2017 d Excess from 2018 e Excess from 2019 Schedule A (Form 990 or 990-EZ) 2019 932027 09-25-19 21 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule A (Form 990 or 990-EZ) 2019 CHAPMAN PARTNERSHIP , INC . 6 5 - 0 4 2 5 0 6 9 Page 8 Part VI I Supplemental Information. Provide the explanations required by Part II, line 10; Part II, line 17a or 17b; Part III, line 12; Part IV, Section A, lines 1, 2, 3b, 3c, 4b, 4c, 5a, 6, 9a, 9b, 9c, 11 a, 11 b, and 11 c; Part IV, Section B, lines 1 and 2; Part IV, Section C, line 1; Part IV, Section D, lines 2 and 3; Part IV, Section E, lines lc, 2a, 2b, 3a, and 3b; Part V, line 1; Part V, Section B, line le; Part V, Section D, lines 5, 6, and 8; and Part V, Section E, lines 2, 5, and 6. Also complete this part for any additional information. (See instructions.) 932028 09-25-19 Schedule A (Form 990 or 990-EZ) 2019 22 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 ** PUBLIC DISCLOSURE COPY ** Schedule B (Form 990, 990-EZ, or 990-PF) Department of the Treasury Internal Revenue Service Schedule of Contributors Attach to Form 990, Form 990-EZ, or Form 990-PF. 110- Go to www.irs.gov/Form990 for the latest information. OMB No. 1545-0047 2019 Name of the organization CHAPMAN PARTNERSHIP, INC. Employer identification number 65-0425069 Organization type (check one): Filers of: Section: Form 990 or 990-EZ Ix 501(c)( 3 ) (enter number) organization n 4947(a)(1) nonexempt charitable trust not treated as a private foundation n 527 political organization Form 990-PF I I 501(c)(3) exempt private foundation n 4947(a)(1) nonexempt charitable trust treated as a private foundation 501(c)(3) taxable private foundation Check if your organization is covered by the General Rule or a Special Rule. Note: Only a section 501(c)(7), (8), or (10) organization can check boxes for both the General Rule and a Special Rule. See instructions. General Rule n For an organization filing Form 990, 990-EZ, or 990-PF that received, during the year, contributions totaling $5,000 or more (in money or property) from any one contributor. Complete Parts I and II. See instructions for determining a contributor's total contributions. Special Rules IX! For an organization described in section 501(c)(3) filing Form 990 or 990-EZ that met the 33 1/3% support test of the regulations under sections 509(a)(1) and 170(b)(1)(A)(vi), that checked Schedule A (Form 990 or 990-EZ), Part II, line 13, 16a, or 16b, and that received from any one contributor, during the year, total contributions of the greater of (1) $5,000; or (2) 2% of the amount on (i) Form 990, Part VIII, line 1 h; or (ii) Form 990-EZ, line 1. Complete Parts I and II. For an organization described in section 501(c)(7), (8), or (10) filing Form 990 or 990-EZ that received from any one contributor, during the year, total contributions of more than $1,000 exclusively for religious, charitable, scientific, literary, or educational purposes, or for the prevention of cruelty to children or animals. Complete Parts I, II, and III. For an organization described in section 501(c)(7), (8), or (10) filing Form 990 or 990-EZ that received from any one contributor, during the year, contributions exclusively for religious, charitable, etc., purposes, but no such contributions totaled more than $1,000. If this box is checked, enter here the total contributions that were received during the year for an exclusively religious, charitable, etc., purpose. Don't complete any of the parts unless the General Rule applies to this organization because it received nonexclusively religious, charitable, etc., contributions totaling $5,000 or more during the year Po. $ Caution: An organization that isn't covered by the General Rule and/or the Special Rules doesn't file Schedule B (Form 990, 990-EZ, or 990-PF), but it must answer "No" on Part IV, line 2, of its Form 990; or check the box on line H of its Form 990-EZ or on its Form 990-PF, Part I, line 2, to certify that it doesn't meet the filing requirements of Schedule B (Form 990, 990-EZ, or 990-PF). LHA For Paperwork Reduction Act Notice, see the instructions for Form 990, 990-EZ, or 990-PF. Schedule B (Form 990, 990-EZ, or 990-PF) (2019) 923451 11-06-19 Schedule B (Form 990, 990-EZ, or 990-PF) (2019) Name of organization CHAPMAN PARTNERSHIP, INC. Page 2 Employer identification number 65-0425069 Part 1 Contributors (see instructions). Use duplicate copies of Part I if additional space is needed. (a) No. (b) Name, address, and ZIP + 4 (c) Total contributions (d) Type of contribution 1 $ 500,000. Person X Payroll Noncash (Complete Part II for noncash contributions.) (a) No. (b) Name, address, and ZIP + 4 (c) Total contributions (d) Type of contribution 2 $ 1,321,928. Person X Payroll Noncash (Complete Part II for noncash contributions.) (a) No. (b) Name, address, and ZIP + 4 (c) Total contributions (d) Type of contribution 3 $ 410,000. Person X Payroll Noncash (Complete Part II for noncash contributions.) (a) No. (b) Name, address, and ZIP + 4 (c) Total contributions (d) Type of contribution 4 $ 11,720,104. Person X Payroll Noncash fl (Complete Part II for noncash contributions.) (a) No. (b) Name, address, and ZIP + 4 (c) Total contributions (d) Type of contribution $ Person I I Payroll Noncash (Complete Part 11 for noncash contributions.) (a) No. (b) Name, address, and ZIP + 4 (c) Total contributions (d) Type of contribution $ Person ( J Payroll Noncash (Complete Part 11 for noncash contributions.) 923452 11-06-19 Schedule B (Form 990, 990-EZ, or 990-PF) (2019) 10260510 795691 Q0305.001 25 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule B (Form 990, 990-EZ, or 990-PF) (2019) Name of organization CHAPMAN PARTNERSHIP, INC. Page 3 Employer identification number 65-0425069 Part II Noncash Property (see instructions). Use duplicate copies of Part II if additional space is needed. (a) No. from Part I (b) Description of noncash property given (c) FMV (or estimate) (See instructions.) (d) Date received $ (a) No. from Part 1 (b) Description of noncash property given (c) FMV (or estimate) (See instructions.) (d) Date received $ (a) No. from Part I (b) Description of noncash property given (c) FMV (or estimate) (See instructions.) (d) Date received $ (a) No. from Part I (b) Description of noncash property given (c) FMV (or estimate) (See instructions.) (d) Date received $ (a) No. from Part I (b) Description of noncash property given (c) FMV (or estimate) (See instructions.) (d) Date received $ (a) No. from Part I (b) Description of noncash property given (c) FMV (or estimate) (See instructions.) (d) Date received $ 923453 11-06-19 Schedule B (Form 990, 990-EZ, or 990-PF) (2019) 10260510 795691 Q0305.001 26 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule B (Form 990, 990-EZ. or 990-PF) (2019) Name of organization Page 4 Employer identification number CHAPMAN PARTNERSHIP, INC. 65-0425069 Exclusively religious, charitable, etc., contributions to organizations described in section 501(c47), (8), or (10) that total more than $1,000 for the year from any one contributor. Complete columns (a) through (e) and the following line entry. For organizations completing Part III, enter the total of exclusively religious, charitable, etc., contributions of $1,000 or less for the year. (Enter this info. once.) ► $ Part III Use duplicate copies of Part III if additional space is needed. (a) No. from Part I (b) Purpose of gift (c) Use of gift (d) Description of how gift is held (e) Transfer of gift Transferee's name, address, and ZIP + 4 Relationship of transferor to transferee (a) No. from Part 1 (b) Purpose of gift (c) Use of gift (d) Description of how gift is held (e) Transfer of gift Transferee's name, address, and ZIP + 4 Relationship of transferor to transferee (a) No. from Part I (b) Purpose of gift (c) Use of gift 9 (d) Description of how gift is held (e) Transfer of gift Transferee's name, address, and ZIP + 4 Relationship of transferor to transferee (a) No. from Part I (b) Purpose of gift (c) Use of gift (d) Description of how gift is held (e) Transfer of gift Transferee's name, address, and ZIP + 4 Relationship of transferor to transferee 923454 11-06-19 Schedule B (Form 990, 990-EZ, or 990-PF) (2019) 10260510 795691 Q0305.001 27 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 SCHEDULE D (Form 990) Department of the Treasury Internal Revenue Service Supplemental Financial Statements I► Complete if the organization answered "Yes" on Form 990, Part IV, line 6, 7, 8, 9, 10, 11a, 11b, 11c, 11d, 11e, 11f, 12a, or 12b. I► Attach to Form 990. *Go to www.irs.gov/Form990 for instructions and the latest information. OMB No. 1545-0047 2019 open to Public Inspection Name of the organization IPart I CHAPMAN PARTNERSHIP, INC. Employer identification number 65-0425069 Organizations Maintaining Donor Advised Funds or Other Similar Funds or organization answered "Yes" on Form 990, Part IV, line 6. Accounts. Complete if the 1 Total number at end of year 2 Aggregate value of contributions to (during year) 3 Aggregate value of grants from (during year) 4 Aggregate value at end of year 5 Did the organization inform all donors and donor advisors in writing that the assets held in donor advised funds are the organization's property, subject to the organization's exclusive legal control? (a) Donor advised funds (b) Funds and other accounts Yes I I No 6 Did the organization inform all grantees, donors, and donor advisors in writing that grant funds can be used only for charitable purposes and not for the benefit of the donor or donor advisor, or for any other purpose conferring impermissible private benefit? n Yes n No I Part II I Conservation Easements. Complete if the organization answered "Yes" on Form 990, Part IV, line 7. 1 Purpose(s) of conservation easements held by the organization (check all that apply). Preservation of land for public use (for example, recreation or education) Preservation of a historically important land area n Protection of natural habitat n Preservation of open space 2 Complete lines 2a through 2d if the organization held a qualified conservation contribution in the form of a conservation easement on the last 11 Preservation of a certified historic structure day of the tax year. a Total number of conservation easements b Total acreage restricted by conservation easements c Number of conservation easements on a certified historic structure included in (a) d Number of conservation easements included in (c) acquired after 7/25/06, and not on a historic structure listed in the National Register 3 Number of conservation easements modified, transferred, released, extinguished, or terminated by the organization during the tax yearly 4 Number of states where property subject to conservation easement is located I► 5 Does the organization have a written policy regarding the periodic monitoring, inspection, handling of violations, and enforcement of the conservation easements it holds? Held at the End of the Tax Year 2a 2b 2c 2d Yes 1 No 6 Staff and volunteer hours devoted to monitoring, inspecting, handling of violations, and enforcing conservation easements during the year 7 Amount of expenses incurred in monitoring, inspecting, handling of violations, and enforcing conservation easements during the year l00$ 8 Does each conservation easement reported on line 2(d) above satisfy the requirements of section 170(h)(4)(B)(i) and section 170(h)(4)(B)(ii)? I I Yes I I No 9 In Part XIII, describe how the organization reports conservation easements in its revenue and expense statement and balance sheet, and include, if applicable, the text of the footnote to the organization's financial statements that describes the organization's accounting for conservation easements. I Part III Organizations Maintaining Collections of Art, Historical Treasures, or Other Similar Assets. Complete if the organization answered "Yes" on Form 990, Part IV, line 8. la If the organization elected, as permitted under FASB ASC 958, not to report in its revenue statement and balance sheet works of art, historical treasures, or other similar assets held for public exhibition, education, or research in furtherance of public service, provide in Part XIII the text of the footnote to its financial statements that describes these items. b If the organization elected, as permitted under FASB ASC 958, to report in its revenue statement and balance sheet works of art, historical treasures, or other similar assets held for public exhibition, education, or research in furtherance of public service, provide the following amounts relating to these items: (i) Revenue included on Form 990, Part VIII, line 1 $ (ii) Assets included in Form 990, Part X ► $ 2 If the organization received or held works of art, historical treasures, or other similar assets for financial gain, provide the following amounts required to be reported under FASB ASC 958 relating to these items: a Revenue included on Form 990, Part VIII, line 1 $ b Assets included in Form 990, Part X ► $ LHA For Paperwork Reduction Act Notice, see the Instructions for Form 990. Schedule D (Form 990) 2019 932051 10-02-19 28 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule D (Form 990) 2019 CHAPMAN PARTNERSHIP, INC. 6 5— 0 4 2 5 0 6 9 Page 2 irraTt 111 1 Organizations Maintaining Collections of Art, Historical Treasures, or Other Similar Assets (continued) 3 Using the organization's acquisition, accession, and other records, check any of the following that make significant use of its collection items (check all that apply): a I I Public exhibition d I I Loan or exchange program b I I Scholarly research e I Other c 4 Preservation for future generations Provide a description of the organization's collections and explain how they further the organization's exempt purpose in Part XIII. 5 During the year, did the organization solicit or receive donations of art, historical treasures, or other similar assets to be sold to raise funds rather than to be maintained as part of the organization's collection? TIV, Yesart Escrow and Custodial Arrangements. Complete if the organization answered "Yes" on Form 990, Part ne 9, or reported an amount on Form 990, Part X, line 21. flNo la Is the organization an agent, trustee, custodian or other intermediary for contributions or other assets not included on Form 990, Part X? I Yes I No b If "Yes," explain the arrangement in Part XIII and complete the following table: c Beginning balance d Additions during the year e Distributions during the year Ending balance f 2a Did the organization include an amount on Form 990, Part X, line 21, for escrow or custodial account liability? b If "Yes," explain the arrangement in Part XIII. Check here if the explanation has been provided on Part XIII Part V fEndowment Funds. Complete if the organization answered "Yes" on Fo m 990, Part IV, line 10. Amount lc ld le 1f L Yes I I No la Beginning of year balance b Contributions c Net investment earnings, gains, and losses d Grants or scholarships e Other expenditures for facilities and programs f Administrative expenses g End of year balance (a) Current year (b) Prior year (c) Two years back (d) Three years back (e) Four years back 43,469,424. 41,788,156. 38,654,917. 33,983,699. 30,858,984. 204,649. 206,808. 208,865. 199,768. 209,844. 3,823,592. 1,767,781. 2,965,849. 4,471,450. 2,914,871. 171,607. 293,321. 41,475. 47,326,058. 43,469,424. 41,788,156. 38,654,917. 33,983,699. 2 Provide the estimated percentage of the current year end balance (line 1g, column (a)) held as: a Board designated or quasi -endowment ► . 0 0 b Permanent endowment ► 42.00 c Term endowment ► 58.00 % The percentages on lines 2a, 2b, and 2c should equal 100%. 3a Are there endowment funds not in the possession of the organization that are held and administered for the organization by: (i) Unrelated organizations (ii) Related organizations b If "Yes" on line 3a(ii), are the related organizations listed as required on Schedule R? 4 Describe in Part XIII the intended uses of the organization's endowment funds. 1 Part VI Land, Buildings, and Equipment. Complete if the organization answered "Yes" on Form 990, Part IV, line 11 a. See Form 990, Part X, line 10. Yes 3a(i) 3a(ii) No X X 3b Description of property (a) Cost or other basis (investment) (b) Cost or other basis (other) (c) Accumulated depreciation (d) Book value 1a Land b Buildings c Leasehold improvements d Equipment e Other 1,495,000. 1,495,000. 146, 960. 87,323. 59,637. 23,595,476. 12,130,185. 11,465,291. 2,432,722. 2,104,608. 328,114. 4,050,534. 3,375,990. 674,544. Total. Add lines 1 a through 1 e. (Column (d) must enual Form 990 Part X column (B) linP 10c) ► 14,022,586. Schedule D (Form 990) 2019 932052 10-02-19 29 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule D (Form 990) 2019 CHAPMAN PARTNERSHIP , INC . Part VIII Investments - Other Securities. Complete if the organization answered "Yes" on Form 990, Part IV, line 11 b. See Form 990, Part X, line 12. 65-0425069 Pacie3 (a) Description of security or category (Including name of security) (b) Book value (c) Method of valuation: Cost or end -of -year market value (1) Financial derivatives (2) Closely held equity interests (3) Other (A) (B) (C) (D) (E) (F) (G) (H) Total. (Col. (b) must equal Form 990, Part X, col. (B) line 12.) ► Part VIII I Investments - Program Related. Complete if the organization answered "Yes" on Form 990, Part IV, line 11 c. See Form 990, Part X, line 13. (a) Description of investment (b) Book value (c) Method of valuation: Cost or end -of -year market value (1) (2) (3) (4) (5) (6) (7) (8) (9) Total. (Col. b) must equal Form 990, Part X, col. (B) line 13.) Do. Part IX (Coll Other Assets. Complete if the organization answered "Yes" on Form 990, Part IV, line 11 d. See Form 990, Part X, line 15. (a) Description (b) Book value (1) (2) (3) (4) (5) (6) (7) (8) (9) Total. (Col mn (b) must eaual Form 990 Part X col (B) line 15) ► Part X Other Liabilities. Complete if the organization answered "Yes" on Form 990, Part IV, line 11 a or 11f. See Form 990, Part X, line 25. 1, (a) Description of liability (b) Book value (1) Federal income taxes (2) PAYCHECK PROTECTION PROGRAM (3) REFUNDABLE ADVANCE 1,200,000. (4) (5) (6) m (8) (9) Total. (Column (b) must eaual Form 990. Part X col. (B) line 25) 111* 1,200,000. 2. Liability for uncertain tax positions. In Part XIII, provide the text of the footnote to the organization's financial statements that reports the organization's liability for uncertain tax positions under FASB ASC 740. Check here if the text of the footnote has been provided in Part XIII ... I X Schedule D (Form 990) 2019 932053 10-02-19 30 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule D fForm 990) 2019 CHAPMAN PARTNERSHIP, INC. 6 5- 0 4 2 5 0 6 9 Page 4 Part XI 1 Reconciliation of Revenue per Audited Financial Statements With Revenue per Return. Complete if the organization answered "Yes" on Form 990, Part IV, line 12a. 1 Total revenue, gains, and other support per audited financial statements 1 23,283,874. 2 Amounts included on line 1 but not on Form 990, Part VIII, line 12: a Net unrealized gains (losses) on investments 2a 3,240,294. b Donated services and use of facilities c Recoveries of prior year grants d Other (Describe in Part XIII.) e Add lines 2a through 2d 2e 4,065,253. 3 Subtract line 2e from line 1 3 19,218,621. 2b 2c 2d 824,959. 4 Amounts included on Form 990, Part VIII, line 12, but not on line 1: a Investment expenses not included on Form 990, Part VIII, line 7b b Other (Describe in Part XIII.) c Add lines 4a and 4b 4a 4b -361,228. 5 Total revenue. Add lines 3 and 4c. !This must eoual Fnrm 990 Part I Tine 12 1 'Part XII 1 Reconciliation of Expenses per Audited Financial Statements With Complete if the organization answered "Yes" on Form 990, Part IV, line 12a. 1 2 Amounts included on line 1 but not on Form 990, Part IX, line 25: a Donated services and use of facilities b Prior year adjustments c Other losses d Other (Describe in Part XIII.) e Add lines 2a through 2d 3 Subtract line 2e from line 1 4c - 361,228. 5 Expenses per Return. Total expenses and losses per audited financial statements 2a 824,959. 1 18,857,393. 19,395,175. 2b 2c 2d 361,228., 2e 1,186,187. 3 4 Amounts included on Form 990, Part IX, line 25, but not on line 1: a Investment expenses not included on Form 990, Part VIII, line 7b b Other (Describe in Part XIII.) c Add lines 4a and 4b 18,208,988. 4a 4b 5 Total expenses. Add lines 3 and 4c. (This must eaua/ Form 990 Part I line 18 4c 5 0. 18,208,988. Part XII11 Supplemental Information. Provide the descriptions required for Part II, lines 3, 5, and 9; Part III, lines 1 a and 4; Part IV, lines 1 b and 2b; Part V, line 4; Part X, line 2; Part XI, lines 2d and 4b; and Part XII, lines 2d and 4b. Also complete this part to provide any additional information. PART V, LINE 4: ENDOWMENT ESTABLISHED FOR A VARIETY OF PURPOSES TO SUPPORT THE ORGANIZATION'S MISSION IN PERPETUITY. PART X, LINE 2: THE ORGANIZATION RECOGNIZES AND MEASURES TAX POSITIONS BASED ON THEIR TECHNICAL MERIT AND ASSESSES THE LIKELIHOOD THAT THE POSITIONS WILL BE SUSTAINED UPON EXAMINATION BASED ON THE FACTS, CIRCUMSTANCES AND INFORMATION AVAILABLE AT THE END OF EACH PERIOD. INTEREST AND PENALTIES, IF ANY, WOULD BE RECORDED IN INTEREST EXPENSE AND OTHER NON -INTEREST EXPENSE, RESPECTIVELY. 932054 10-02-19 10260510 795691 Q0305.001 Schedule D (Form 990) 2019 31 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule D Form 990) 2019 CHAPMAN PARTNERSHIP , INC . 'Part XIII f Supplemental Information (continued) PART XI, LINE 4B - OTHER ADJUSTMENTS: 65-0425069 Page5 SPECIAL EVENTS EXPENSE (NETTED WITH SPECIAL EVENTS REVENUE ON FORM 990) PART XII, LINE 2D - OTHER ADJUSTMENTS: SPECIAL EVENTS EXPENSE (NETTED WITH SPECIAL EVENTS REVENUE ON FORM 990) Schedule D (Form 990) 2019 932055 10-02-19 32 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 00000000 0 (Form 990 or 990-EZ) Department of the Treasury Internal Revenue Service Name of the organization Ou00lemental Onfotmation Oegarding Oundraising or Gaming Octi[ities Complete if the organization answered "Yes" on Form 990, Part IV, line 17, 18, or 19, or if the organization entered more than $15,000 on Form 990-EZ, line 6a. 0. Attach to Form 990 or Form 990-EZ. Go to www.irs.gov/Form990 for instructions and the latest information. CHAPMAN PARTNERSHIP, INC. OMB No. 1545-0047 2019 Open to Public Inspection Employer identification number 65-0425069 (fart ij Oundraising OctiOities0 Complete if the organization answered "Yes" on Form 990, Part IV, line 17. Form 990-EZ filers are not required to complete this part. 1 Indicate whether the organization raised funds through any of the following activities. Check all that apply. a 1 I Mail solicitations e I Solicitation of non -government grants b I Internet and email solicitations f 1 Solicitation of government grants c I I Phone solicitations g I I Special fundraising events d n In -person solicitations 2 a Did the organization have a written or oral agreement with any individual (including officers, directors, trustees, or key employees listed in Form 990, Part VII) or entity in connection with professional fundraising services? I 1 Yes b If "Yes," list the 10 highest paid individuals or entities (fundraisers) pursuant to agreements under which the fundraiser is to be compensated at least $5,000 by the organization. No (i) Name and address of individual or entity (fundraiser) (ii) Activity (iil) Did neundraisevecustody or confol of contributions? (iv) Gross receipts from activity (v) Amount paid to (or retained by) fundraiser listed in col. (i) (vi) Amount paid to (or retained by) organization Yes No Total 3 List all states in which the organization is registered or licensed to solicit contributions or has been notified it is exempt from registration or licensing. LHA For Paperwork Reduction Act Notice, see the Instructions for Form 990 or 990-EZ. Schedule G (Form 990 or 990-EZ) 2019 932081 09-11-19 33 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule G (Form 990 or 990-EZ) 2019 CHAPMAN PARTNERSHIP , INC . 6 5 - 0 4 2 5 0 6 9 Page 2 1 Part II Fundraising Events. Complete if the organization answered "Yes" on Form 990, Part IV, line 18, or reported more than $15,000 of fundraising event contributions and gross income on Form 990 EZ, lines 1 and 6b. List events with gross receipts greater than $5,000. Revenue 1 Gross receipts 2 Less: Contributions 3 Gross income (line 1 minus line 2) (a) Event #1 GALA (b) Event #2 (c) Other events NONE 0 (d) Total events (add col. (a) through col. (c)) (event type) (event type) (total number) 1,183,750. 1,183,750. 1,126,750. 1,126,750. 57,000. 57,000. IDirect Expenses I 4 Cash prizes 5 Noncash prizes 6 Rent/facility costs 7 Food and beverages 8 Entertainment 9 Other direct expenses 10 Direct expense summary. Add lines 4 through 11 Net income summary. Subtract line 10 from line 320,100. 320,100. 41,128. 41,128. 9 in column (d) ► 3. column (d) ► 361,228. , - 3 0 4 , 2 2 8 . Part III I Gaming. Complete if the organization answered "Yes" on Form 990, Part IV, line 19, or reported more than $15,000 on Form 990-EZ, line 6a. a) c m m CC 1 Gross revenue (a) Bingo (b) Pull tabs/instant bingo/progressive bingo (c) Other gaming (d) Total gaming (add col. (a) through col. (c)) Direct Expenses 2 Cash prizes 3 Noncash prizes 4 Rent/facility costs 5 Other direct expenses 6 Volunteer labor Yes No Yes % i I I Yes No I17No 7 Direct expense summary. Add lines 2 through 5 in column (d) ► 8 Net gaming income summary. Subtract line 7 from line 1, column (d) ► 9 Enter the state(s) in which the organization conducts gaming activities: a Is the organization licensed to conduct gaming activities in each of these states? b If "No," explain: Yes I I No 10a Were any of the organization's gaming licenses revoked, suspended, or terminated during the tax year? 0 Yes 0 No b If "Yes," explain: 932082 09-11-19 Schedule G (Form 990 or 990-EZ) 2019 34 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule G (Form 990 or 990-EZ) 2.019 CHAPMAN PARTNERSHIP , INC . 65-0425069 Page3 11 Does the organization conduct gaming activities with nonmembers? Yes [ - I No 12 Is the organization a grantor, beneficiary or trustee of a trust, or a member of a partnership or other entity formed to administer charitable gaming? Yes n No 13 Indicate the percentage of gaming activity conducted in: a The organization's facility b An outside facility 14 Enter the name and address of the person who prepares the organization's gaming/special events books and records: 13a 13b Name (► Address 15a Does the organization have a contract with a third party from whom the organization receives gaming revenue? I Yes I I No b If "Yes," enter the amount of gaming revenue received by the organization )► $ and the amount of gaming revenue retained by the third party Po. $ c If "Yes," enter name and address of the third party: Name )► Address I► 16 Gaming manager information: Name I► Gaming manager compensation 11 $ Description of services provided n Director/officer Employee In Independent contractor 17 Mandatory distributions: a Is the organization required under state law to make charitable distributions from the gaming proceeds to retain the state gaming license? P1 Yes I I No b Enter the amount of distributions required under state law to be distributed to other exempt organizations or spent in the organization's own exempt activities during the tax year (► $ (Part IV Supplemental Information. Provide the explanations required by Part I, line 2b, columns (iii) and (v); and Part III, lines 9, 9b, 10b, 15b, 15c, 16, and 17b, as applicable. Also provide any additional information. See instructions. 932083 09-11-19 Schedule G (Form 990 or 990-EZ) 2019 I I 35 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule G (Form 990 or 990-EZ) CHAPMAN PARTNERSHIP, INC. Part IV Supplemental Information (continued) 65-0425069 Page4 Schedule G (Form 990 or 990-EZ) 93208-1 04-01-19 36 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 SCHEDULE J (Form 990) Department of the Treasury Internal Revenue Service Compensation Information For certain Officers, Directors, Trustees, Key Employees, and Highest Compensated Employees ► Complete if the organization answered "Yes" on Form 990, Part IV, line 23. Attach to Form 990. ► Go to www.irs.gov/Form990 for instructions and the latest information. OMR No. 1545-0047 2019 Open to Public Inspection Name of the organization CHAPMAN PARTNERSHIP, INC. Employer identification number 65-0425069 I Part I I Questions Regarding Compensation 1a Check the appropriate box(es) if the organization provided any of the following to or for a person listed on Form 990, Part VII, Section A, line 1 a. Complete Part III to provide any relevant information regarding these items. n First-class or charter travel I I Housing allowance or residence for personal use Travel for companions I I Payments for business use of personal residence Tax indemnification and gross -up payments I I Health or social club dues or initiation fees n Discretionary spending account I I Personal services (such as maid, chauffeur, chef) b If any of the boxes on line 1 a are checked, did the organization follow a written policy regarding payment or reimbursement or provision of all of the expenses described above? If "No," complete Part III to explain 2 Did the organization require substantiation prior to reimbursing or allowing expenses incurred by all directors, trustees, and officers, including the CEO/Executive Director, regarding the items checked on line 1 a? 3 Indicate which, if any, of the following the organization used to establish the compensation of the organization's CEO/Executive Director. Check all that apply. Do not check any boxes for methods used by a related organization to establish compensation of the CEO/Executive Director, but explain in Part III. Compensation committee I I Written employment contract Independent compensation consultant I X I Compensation survey or study Form 990 of other organizations XD Approval by the board or compensation committee IXI 4 During the year, did any person listed on Form 990, Part VII, Section A, line la, with respect to the filing organization or a related organization: a Receive a severance payment or change -of -control payment? b Participate in, or receive payment from, a supplemental nonqualified retirement plan? c Participate in, or receive payment from, an equity -based compensation arrangement? If "Yes" to any of lines 4a-c, list the persons and provide the applicable amounts for each item in Part III. Only section 501(c)(3), 501(cX4), and 501(cX29) organizations must complete lines 5-9. 5 For persons listed on Form 990, Part VII, Section A, line 1 a, did the organization pay or accrue any compensation contingent on the revenues of: a The organization? b Any related organization? If "Yes" on line 5a or 5b, describe in Part III. 6 For persons listed on Form 990, Part VII, Section A, line 1 a, did the organization pay or accrue any compensation contingent on the net eamings of: a The organization? b Any related organization? If "Yes" on line 6a or 6b, describe in Part III. 7 For persons listed on Form 990, Part VII, Section A, line 1 a, did the organization provide any nonfixed payments not described on lines 5 and 6? If "Yes," describe in Part III 8 Were any amounts reported on Form 990, Part VII, paid or accrued pursuant to a contract that was subject to the initial contract exception described in Regulations section 53.4958-4(a)(3)? If "Yes," describe in Part III 9 If "Yes" on line 8, did the organization also follow the rebuttable presumption procedure described in Regulations section 53.4958-6(c)? Yes No lb 2 4a 4b 4c X X X 5a 5b 6a 6b 7 8 9 LHA For Paperwork Reduction Act Notice, see the Instructions for Form 990. Schedule J (Form 990) 2019 932111 10-21-19 37 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule J (Form 990) 2019 CHAPMAN PARTNERSHIP, INC. 6 5— 0 4 2 5 0 6 9 IPart 1I Officers, Directors, Trustees, Key Employees, and Highest Compensated Employees. Use duplicate copies if additional space is needed. Page 2 For each individual whose compensation must be reported on Schedule J, report compensation from the organization on row (i) and from related organizations, described in the instructions, on row (ii). Do not list any individuals that aren't listed on Form 990, Part VII. Note: The sum of columns (B)(i)-(iii) for each listed individual must equal the total amount of Form 990, Part VII, Section A, line 1 a, applicable column (D) and (E) amounts for that individual. (A) Name and Title (B) Breakdown of W-2 and/or 1099-MISC compensation (C) Retirement and other deferred compensation p (D) Nontaxable benefits (E) Total of columns (B)(i)-(D) (F) Compensation in column (B) reported as deferred on prior Form 990 (i) Base compensation (ii) Bonus & incentive compensation (iii) Other reportable compensation (1) HOWARD RUBIN CHIEF FINANCIAL OFFICER (i) (ii) 186,901. 23,633. 0 . 10,997. 22,983. 244,514. 0. 0 , 0 , 0 , 0 , 0 , (2) LISA MAGRINO CHIEF OPERATING OFFICER (i) (ii) 218,768. 24,187. 0. 12,409. 16,527. 271,891. 0. 0 0 , 0 , 0 , 0 , (3) SYMERIA HUDSON PRESIDENT, CEO (i) (ii) 289,535. 54,181. 0. 12,703. 15,923. 372,342. 0. 0 . 0 . 0 . 0 . 0 . 0 . 0 . (4) FLAVIA LLIZO FORMER VP OF DEVELOPMENT & MARKETING (i) (ij) 163,873. 9,434. 10,534. 3,881. 20,598. 208,320. 0 . 0. 0. 0. 0. 0. 0. 0. (i) (ii) (j) (ii) (0) (ii) (i) (ii) (i) (ii) (i) (ii) (i) (ii) (i) (ii) (i) (ii) (i) (ii) (i) (jj) (i) (ii) 932112 10-21-19 Schedule J (Form 990) 2019 38 Schedule J (Form 990) 2019 CHAPMAN PARTNERSHIP, INC. 6 5- 0 4 2 5 0 6 9 Part I11 1 Supplemental Information Provide the information, explanation, or descriptions required for Part I, lines 1 a, 1 b, 3, 4a, 4b, 4c, 5a, 5b, 6a, 6b, 7, and 8, and for Part II. Also complete this part for any additional information. Page 3 932113 10-21-19 Schedule J (Form 990) 2019 39 SCHEDULE L (Form 990 or 990-EZ) Department of the Treasury Internal Revenue Service Transactions With Interested Persons L OMB No. 1545-0047 00 Complete if the organization answered "Yes" on Form 990, Part IV, line 25a, 25b, 26, 27, 28a, 28b, or 28c, or Form 990-EZ, Part V, line 38a or 40b. Attach to Form 990 or Form 990-EZ. 1110 Go to www.irs.gov/Form990 for instructions and the latest information. 2019 Open To Public Inspection Name of the organization CHAPMAN PARTNERSHIP, INC. Employer identification number 65-0425069 Part1 1 Excess Benefit Transactions (section 501(c)(3), section 501(c)(4), and section 501(c)(29) organizations only). Complete if the organization answered "Yes" on Form 990, Part IV, line 25a or 25b. or Form 990-EZ, Part V, line 40b. (a) Name of disqualified person (b) Relationship between disqualified person and organization (c) Description of transaction fd) Corr Yes ected? No 2 Enter the amount of tax incurred by the organization managers or disqualified persons during the year under section 4958 ► $ 3 Enter the amount of tax, if any, on line 2, above, reimbursed by the organization ► $ Part II Loans to and/or From Interested Persons. Complete if the organization answered "Yes" on Form 990-EZ, Part V. line 38a or Form 990, Part IV, line 26; or if the organization reported an amount on Form 990 Part X, line 5, 6, or 22. (a) Name of interested person (b) Relationship with organization (c) Purpose of loan (d) L°au to or n°m me organization? (e) Original principal amount (f) Balance due (g in default? (h) Approved by board or co committee? (i) Written agreement? g To From Yes No Yes No Yes No Total $ Part III Grants or Assistance Benefiting Interested Persons. Complete if the organization answered "Yes" on Form 990, Part IV, line 27. (a) Name of interested person (b) Relationship between interested person and the organization (c) Amount of assistance (d) Type of assistance (e) Purpose of assistance LHA For Paperwork Reduction Act Notice, see the Instructions for Form 990 or 990-EZ. 932131 10-21-19 Schedule L (Form 990 or 990-EZ) 2019 40 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule L (Form 990 or 990-EZ) 2019 CHAPMAN PARTNERSHIP, INC. Part IV Business Transactions Involving Interested Persons. Complete if the organization answered 'Yes" on Form 990, Part IV, line 28a. 28b. or 28c. 65-0425069 Page2 (a) Name of interested person (b) Relationship between interested erson and the or anization p 9 (c) Amount of transaction (d) Description of transaction (e) Sharing of organizations revenues? Yes No JOSE DANS MEMBER 347,153.JOSE DANS 0 X Part V Supplemental Information. Provide additional information for responses to questions on Schedule L (see instructions). SCH L, PART IV, BUSINESS TRANSACTIONS INVOLVING INTERESTED PERSONS: (A) NAME OF PERSON: JOSE DANS (D) DESCRIPTION OF TRANSACTION: JOSE DANS OWNS WOW MARKETING. CHAPMAN PARTNERSHIP ENGAGES WOW MARKETING ANNUALLY FOR MARKETING SERVICES. Schedule L (Form 990 or 990-EZ) 2019 932132 10-21-19 41 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 SCHEDULE M (Form 990) Department of the Treasury Internal Revenue Service Noncash Contributions ► Complete if the organizations answered "Yes" on Form 990, Part IV, lines 29 or 30. ► Attach to Form 990. ► Go to www.irs.gov/Form990 for instructions and the latest information. OMB No. 1545-0047 2019 Open to Public Inspection Name of the organization CHAPMAN PARTNERSHIP, INC. Part 1 ( Types of Property Employer identification number 65-0425069 1 Art - Works of art 2 Art - Historical treasures 3 Art - Fractional interests 4 Books and publications 5 Clothing and household goods 6 Cars and other vehicles 7 Boats and planes 8 Intellectual property 9 Securities - Publicly traded 10 Securities - Closely held stock 11 Securities - Partnership, LLC, or trust interests 12 Securities - Miscellaneous 13 Qualified conservation contribution - Historic structures 14 Qualified conservation contribution - Other 15 Real estate - Residential 16 Real estate - Commercial 17 Real estate - Other 18 Collectibles 19 Food inventory 20 Drugs and medical supplies 21 Taxidermy 22 Historical artifacts 23 Scientific specimens 24 Archeological artifacts 25 Other ► ( PROGRAM GOODS) (a) Check if applicable (b) Number of contributions or items contributed (c) Noncash contribution amounts reported on Form 990, Part VIII. line 1 g (d) Method of determining noncash contribution amounts -_ X 728 1 , 15 0 , 3 3 6 . FAIR MARKET VALUE OF 26 Other ► ( SPECIAL EVENT) X 4 40 , 104 . FAIR MARKET VALUE OF 27 Other ► ( ) 28 Other ► ( ) 29 Number of Forms 8283 received by the organization during the tax year for contributions for which the organization completed Form 8283, Part IV, Donee Acknowledgement 30a During the year, did the organization receive by contribution any property reported in Part I. lines must hold for at least three years from the date of the initial contribution, and which isn't required exempt purposes for the entire holding period? b If "Yes," describe the arrangement in Part II. 31 Does the organization have a gift acceptance policy that requires the review of any nonstandard 32a Does the organization hire or use third parties or related organizations to solicit, process, or sell contributions? b If "Yes." describe in Part II. 33 If the organization didn't report an amount in column (c) for a type of property for which column describe in Part II. 29 1 through 28. that it to be used for contributions? noncash (a) is checked. Yes No 30a X 31 X 32a X LHA For Paperwork Reduction Act Notice, see the Instructions for Form 990. 932141 00-21-19 Schedule M (Form 990) 2019 42 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule M (Form 990) 2019 CHAPMAN PARTNERSHIP, INC. 6 5- 0 4 2 5 0 6 9 Page 2 Part II ( Supplemental Information. Provide the information required by Part I, lines 30b, 32b, and 33, and whether the organization is reporting in Part I, column (b), the number of contributions, the number of items received, or a combination of both. Also complete this part for any additional information. 932142 09-27-19 Schedule M (Form 990) 2019 43 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 SCHEDULE O (Form 990 or 990-EZ) Department of the Treasury Internal Revenue Service Name of the organization Supplemental Information to Form 990 or 990-EZ Complete to provide information for responses to specific questions on Form 990 or 990-EZ or to provide any additional information. ► Attach to Form 990 or 990-EZ. ► Go to www.irs.qov/Form990 for the latest information. CHAPMAN PARTNERSHIP, INC. OMB No. 1545-0047 2019 Open to Public Inspection Employer identification number 65-0425069 FORM 990, PART III, LINE 4A, PROGRAM SERVICE ACCOMPLISHMENTS: CHAPMAN PARTNERSHIP OFFERS A COMPREHENSIVE, HOLISTIC APPROACH TO HOMELESS ASSISTANCE THROUGH ONSITE SERVICES AND PARTNERSHIPS THAT HELP RESIDENTS ATTAIN SELF-SUFFICIENCY AND HOUSING STABILITY. THESE RESOURCES INCLUDE A WIDE ARRAY OF PROGRAMS THAT GO FAR BEYOND JUST EMERGENCY SHELTER AND FACILITATE ACCESS TO COMPREHENSIVE CASE MANAGEMENT; MEDICAL SERVICES (PRIMARY CARE, DENTAL AND MENTAL HEALTH); CHILD CARE (EARLY HEAD START, HEAD START, AND AFTERSCHOOL AND SUMMER PROGRAMMING); JOB DEVELOPMENT, TRAINING AND PLACEMENT; PERMANENT HOUSING (SUPPORTED AND NON -SUPPORTED); AND FOLLOW-UP CASE MANAGEMENT TO ENSURE HOUSING STABILITY ONCE OUTPLACED FROM THE EMERGENCY SHELTER ENVIRONMENT. FORM 990, PART III, LINE 4B, PROGRAM SERVICE ACCOMPLISHMENTS: HEALTHCARE AT CHAPMAN PARTNERSHIP ENCOMPASSES MEDICAL, DENTAL AND MENTAL HEALTH SERVICES. HEALTH CLINICS LOCATED AT CHAPMAN PARTNERSHIP NORTH AND CHAPMAN PARTNERSHIP SOUTH ARE RUN BY ADVANCED REGISTERED NURSE PRACTITIONERS. SERVICES FOCUS ON STABILIZING AND ADDRESSING THE IMMEDIATE NEEDS OF CHAPMAN RESIDENTS, AND INCLUDE ADDRESSING ACUTE HEALTH PROBLEMS AND CHRONIC CONDITIONS. THE CLINICS OPERATE AS A RESIDENT'S PRIMARY CARE HOME DURING THEIR SHELTER STAY. THROUGH THE OPERATION OF A MOBILE DENTAL UNIT, RESIDENTS HAVE ACCESS TO PREVENTIVE AND RESTORATIVE ORAL HEATH CARE, INCLUDING DENTAL EXAMS, X-RAYS, CLEANINGS, FILLINGS AND TOOTH EXTRACTIONS. MENTAL HEALTH SERVICES ARE FACILITATED BY AN ONSITE PSYCHIATRIST AND PRIMARILY ADDRESS MEDICATION MANAGEMENT TO HELP RESIDENTS DEAL WITH COMMON DIAGNOSES, SUCH AS LHA For Paperwork Reduction Act Notice, see the Instructions for Form 990 or 990-EZ. Schedule 0 (Form 990 or 990-EZ) (2019) 932211 09-06-19 44 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule 0 (Form 990 or 990-EZ) (2019) Name of the organization CHAPMAN PARTNERSHIP, INC. Page 2 Employer identification number 65-0425069 DEPRESSION AND ANXIETY DISORDERS, BIPOLAR DISEASE AND SCHIZOPHRENIA. FORM 990, PART III, LINE 4C, PROGRAM SERVICE ACCOMPLISHMENTS: THE FAMILY RESOURCE CENTERS AT CHAPMAN PARTNERSHIP NORTH AND CHAPMAN PARTNERSHIP SOUTH PROVIDE CHILDREN WITH A NURTURING ENVIRONMENT THAT HELPS THEM REMAIN ENGAGED AND CONNECTED TO EDUCATIONAL, PHYSICAL AND SOCIAL -EMOTIONAL ACTIVITIES ESSENTIAL FOR HEALTHY DEVELOPMENT. THE FAMILY RESOURCE CENTERS OFFER AFTER SCHOOL AND FULL -DAY SUMMER PROGRAMMING, AS WELL AS YEAR-ROUND EVENING FAMILY ENRICHMENT ACTIVITIES THAT FOSTER FAMILY BONDING, CONTRIBUTING TO THE OVERALL WELLBEING OF THE FAMILY UNIT. FORM 990, PART III, LINE 4D, OTHER PROGRAM SERVICES: THE JOB DEVELOPMENT PROGRAM OPERATED AT CHAPMAN PARTNERSHIP NORTH AND CHAPMAN PARTNERSHIP SOUTH INCLUDES VOCATIONAL TRAINING; WORK READINESS ASSISTANCE (E.G., RESUME WRITING, INTERVIEW SKILLS, AND COMPUTER TRAINING); AND JOB PLACEMENT, WITH THE GOAL OF ASSISTING PERSONS EXPERIENCING HOMELESSNESS IN SECURING FULL-TIME JOBS PAYING ABOVE MINIMUM WAGE. WITHIN JOB DEVELOPMENT, THE WORKFORCE TRADES PROGRAM IS A 15-WEEK APPRENTICESHIP FOR RESIDENTS AGES 18 AND ABOVE. UPON GRADUATION, PARTICIPANTS EARN FIVE NATIONALLY RECOGNIZED CERTIFICATIONS IN CONSTRUCTION TRADES AND ARE ELIGIBLE FOR ENTRY-LEVEL EMPLOYMENT PAYING A LIVING WAGE. EXPENSES $ 1,143,930. INCLUDING GRANTS OF $ 0. REVENUE $ 0. FORM 990, PART VI, SECTION A, LINE 2: JON BATCHELOR AND SANDY BATCHELOR ARE FAMILY RELATIVES. 932212 09-06-19 Schedule 0 (Form 990 or 990-EZ) (2019) 45 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule 0 (Form 990 or 990•EZ) (2019) Name of the organization CHAPMAN PARTNERSHIP, INC. Page 2 Employer identification number 65-0425069 FORM 990, PART VI, SECTION B, LINE 11B: THE ORGANIZATIONS FORM 990 IS PREPARED BY THE INDEPENDENT ACCOUNTANT. A DRAFT OF THE FORM 990 IS PROVIDED TO THE GOVERNING BODY FOR REVIEW AND APPROVAL PRIOR TO FILING. THE APPROVED VERSION IS THEN FILED UPON ACCEPTANCE BY THE GOVERNING BODY. FORM 990, PART VI, SECTION B, LINE 12C: THE ORGANIZATION REGULARLY AND CONSISTENTLY MONITORS AND ENFORCES COMPLIANCE WITH THE CONFLICT OF INTEREST POLICY ANNUALLY DURING A BOARD OF DIRECTOR'S MEETING. FORM 990, PART VI, SECTION B, LINE 15: THE SALARIES OF THE PRESIDENT & CEO AND TOP MANAGEMENT OFFICIALS IS DETERMINED BY THE EXECUTIVE COMMITTEE WHICH REVIEWS THE SALARIES OF OTHER LIKE ORGANIZATIONS IN DETERMINING THE REASONABLENESS OF SALARIES. THE SALARIES OF OTHER OFFICERS AND KEY EMPLOYEES OF THE ORGANIZATION ARE DETERMINED BY THE HUMAN RESOURCES DEPARTMENT AND ARE APPROVED BY THE PRESIDENT & CEO. FORM 990, PART VI, SECTION C, LINE 18: THE ORGANIZATION MAKES IT FORM 990 AVAILABLE TO THE PUBLIC UPON REQUEST AND ON THE ORGANIZATION'S WEBSITE. A PERSON MAY CALL OR WRITE THE ORGANIZATION TO REQUEST SUCH INFORMATION. FORM 990, PART VI, SECTION C, LINE 19: THE ORGANIZATION MAKES ITS GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY AND FINANCIAL STATEMENTS AVAILABLE TO THE PUBLIC UPON REQUEST AND ON THE ORGANIZATION'S WEBSITE. A PERSON MAY CALL OR WRITE THE ORGANIZATION TO 932212 09-06-19 Schedule 0 (Form 990 or 990-EZ) (2019) 46 10260510 795691 Q0305.001 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 Schedule 0 (Form 990 or 990-EZ) (2019) Name of the organization CHAPMAN PARTNERSHIP, INC. Page 2 Employer identification number 65-0425069 REQUEST SUCH INFORMATION. FORM 990, PART XII, LINE 2C: THE PROCESS HAS NOT CHANGED FROM PRIOR YEAR. 932212 09-06-19 10260510 795691 Q0305.001 Schedule 0 (Form 990 or 990-EZ) (2019) 47 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01 SCHEDULE R (Form 990) Department of the Treasury Internal Revenue Service i Name of the organization Related Organizations and Unrelated Partnerships 1► Complete if the organization answered "Yes" on Form 990, Part IV, line 33, 34, 35b, 36, or 37. ► Attach to Form 990. ► Go to www.irs.qov/Form990 for instructions and the latest information. CHAPMAN PARTNERSHIP, INC. Part I 1 Identification of Disregarded Entities. Complete if the organization answered "Yes" on Form 990, Part IV, line 33. i OMB No. 1545-0047 2019 Open to Public Inspection Employer identification number 65-0425069 la) Name, address, and EIN (if applicable) of disregarded entity (b) Primary activity (cl Legal domicile (state or foreign country) (d) Total income le) End -of -year assets (f) Direct controlling entity partII ( Identification of Related Tax -Exempt Organizations. Complete if the organization answered "Yes' on Form 990, Part IV, line 34, beca a,•..tie. (a) Name, address, and EIN of related organization (b) Primary activity (c) Legal domicile (state or foreign country) (d) Exempt Code section (e) Public charity status (if section 501(c)(3)) (f) Direct controlling entity ( Section?1)2(bx13) controlled entity? Yes No CP 1551 INC. ACQUIRING REAL PROPERTY FLORIDA 501(C)(3) CHAPMAN PARTNERSHIP, INC. X 1550 NORTH MIAMI AVENUE MIAMI, FL 33136 .+_ -_.J..._ n ,r____ mnt nnio For Paperwork Reduction Act Notice, see the Instructions for Form 990. 932161 09-10-19 LHA 48 Schedule R (Form 990) 2019 CHAPMAN PARTNERSHIP, INC. 65-0425069 Page2 Part III Identification of Related Organizations Taxable as a Partnership. Complete if the organization answered "Yes" on Form 990, Part IV, line 34, because it had one or more related organizations treated as a partnership during the tax year. (a) Name, address, and EIN of related organization (b) Primary activity (c) Legal domicile (state foreign foreign country) (d) Direct controlling entity(related, (e) Predominant income unrelated, excluded from tax under sections 512-514) (f) Share of total income (g) Share of end -of -year assets (h) Disprop rtionate allocations? (i) Code V-UBI amount in box 20 of Schedule K-1 (Form 1065) (j) General or managing Partner? (k) Percentage ownership Yes No Yes No Part IV Identification of Related Organizations Taxable as a Corporation or Trust. Complete if the organization answered "Yes" on Form 990, Part IV, line 34, because it had one or more related organizations treated as a corporation or trust during the tax year. (a) Name, address, and EIN of related organization (b) Primary activity (c) Legal domicile (state or country)foreign (d) Direct controlling entity (e) Type of entity (C corp, S corp, or trust) (f) Share of total income (9) Share of end -of -year assets (h) Percentage ownership (i) Section 512(bx13) controlleden Yes No 932162 09-10-19 Schedule R (Form 990) 2019 49 Schedule R (Form 990) 2019 CHAPMAN PARTNERSHIP, INC. 6 5- 0 4 2 5 0 6 9 Page 3 Transactions With Related Organizations. Complete if the organization answered "Yes" on Form 990, Part IV, line 34, 35b, or 36. Part V Note: Complete line 1 if any entity is listed in Parts II, III, or IV of this schedule. 1 During the tax year, did the organization engage in any of the following transactions with one or more related organizations listed in Parts II -IV? a Receipt of (i) interest, (ii) annuities, (iii) royalties, or (iv) rent from a controlled entity b Gift, grant, or capital contribution to related organization(s) c Gift, grant, or capital contribution from related organization(s) d Loans or loan guarantees to or for related organization(s) e Loans or loan guarantees by related organization(s) f Dividends from related organization(s) g Sale of assets to related organization(s) h Purchase of assets from related organization(s) i Exchange of assets with related organization(s) j Lease of facilities, equipment, or other assets to related organization(s) k Lease of facilities, equipment, or other assets from related organization(s) Performance of services or membership or fundraising solicitations for related organization(s) m Performance of services or membership or fundraising solicitations by related organization(s) n Sharing of facilities, equipment, mailing lists, or other assets with related organization(s) o Sharing of paid employees with related organization(s) p Reimbursement paid to related organization(s) for expenses q Reimbursement paid by related organization(s) for expenses ✓ Other transfer of cash or property to related organization(s) s Other transfer of cash or property from related organization(s) 2 If the answer to any of the above is "Yes," see the instructions for information on who must complete this line, including covered relationships and transaction thresholds. Yes No la lb lc ld 1e X X X X X if lg lh 1i lj 1k 11 1m 1n 10 1p lq X X lr 1s X X (a) Name of related organization (b) Transaction type (a-s) (c) Amount involved (d) Method of determining amount involved (1) (2) (3) (4) (5) (6) 932163 09-10-19 50 Schedule R (Form 990) 2019 Schedule R (Form 990) 2019 CHAPMAN PARTNERSHIP, INC. Unrelated Organizations Taxable as a Partnership. Complete if the organization answered "Yes" on Form 990, Part IV, line 37. Part VI 65-0425069 Page4 Provide the following information for each entity taxed as a partnership through which the organization conducted more than five percent of its activities (measured by total assets or gross revenue) that was not a related organization. See instructions regarding exclusion for certain investment partnerships. (a) Name, address, and EIN of entity (b) Primary activity (c) Legal domicile (state or foreign country) (d) Predominant income (related, unrelated, excluded from tax under sections 512-514) ae)u partners 501(00) �� Yes sec. (f) Share of total income (9) Share of end -of -year assets (h) Dispropor- alto ae ate (i) Code V-UBI amount amount in box 20 of Schedule K 1 (Form 1065) (i) General o managing ee? (k) Percentage ownership p No Yes No _ Yes No 932164 09-10-19 51 Schedule R (Form 990) 2019 Schedule R fForm 990) 2019 CHAPMAN PARTNERSHIP, INC. Part VII I Supplemental Information Provide additional information for responses to questions on Schedule R. See instructions. 65-0425069 Page5 932165 09-10-19 10260510 795691 Q0305.001 Schedule R (Form 990) 2019 52 2019.05094 CHAPMAN PARTNERSHIP, INC. Q0305.01