Common use of OTHER STAFFING REQUIREMENTS Clause in Contracts

OTHER STAFFING REQUIREMENTS. All project employees will be made available by the Bank and will report directly to Bankmark’s PM. The employer of this staff will be a third-party national employment agency firm, which will be approved by the Bank and provide the Bank with a price break for budgetary purposes. It will also ensure that all local and state employment laws and requirements will be met. Their work scheduling, daily job responsibilities, and if necessary, dismissal from the project, are the responsibility of Bankmark’s PM. Prior to any dismissal of a project employee, Bankmark will review the circumstances and conditions with the Bank concerning the employee and their recommendations, if any, for dismissal. In turn, Bankmark also recognizes the importance of congeniality between project staff and the Bank. Therefore, should conflict/tension between a specific project individual and the Bank arise, Bankmark encourages the Bank to immediately bring the situation to the attention of the PS or PM so that any necessary adjustments, employee-transfers, or even dismissal/termination can be dealt with so that the flow/momentum of the project is not hindered. The determination of an hourly wage will be gauged and set by the PM based on the experience and skill level necessary to perform their job responsibilities pursuant to the requirements of this Agreement. For example, regardless of policies established within the institution, Bankmark or the organization/group will not employ $8 per-hour, fast-food, entry-level personnel for positions which require data entry and sorting skills and/or meeting the public, i.e.) a skill level of $14 — $16 an hour (or prevailing wage). However, all expenditures of this nature will be within the budget described above unless otherwise agreed to by each party, in writing. Bankmark understands that part-time/temporary staff positions with no immediately offered benefits do not always attract “top” people as prospective project employees. Therefore, Bankmark will always attempt to first “pull in” qualified personnel from other projects (whether in progress or recently completed) to staff a newly beginning project so that the level of experience and training are exemplary and consistent. A combination of experienced Bankmark personnel and new hires from the project’s immediate area equate to a well-balanced on-site team, essential to the success of the project. It is important to note that typical “Bank” employees that may work for the institution post-charter normally do not have the skill set necessary for the type of employees Bankmark must solicit and engage to successfully perform the duties as specified within the boundaries of this contract. From time to time, Bankmark may hire college or high school students, who could potentially be siblings of directors or others close to the project. Typically, they are hired to perform what are considered “after-hours” or “summer-time” duties (see “Part-Time RSVP Callers” below). Because of the skill set necessary for the success of this project, Bankmark and client agree that the policy not to hire directors’ relatives, friends, etc., is appropriate. Hiring should be based on the skill set necessary to complete the job. The staff s payroll will be managed by the PM, a Bankmark person familiar with the firm that pays the employees. Invoices are processed through Bankmark’s Payroll Manager, approved by the PM and presented to the client. The client must pay for these outside services net 15 days of presentation. Part-time RSVP Callers: Telephone calls to invite critical leads, close friends and personal business relations are best made by the Organizer. However, based on the fact that there are other time commitments by the Organizers, it may be necessary from time to time to employ RSVP callers. These are hourly employees used only during the events phase and not continuously. If it is necessary to employ these individuals, a budget will have to be established. This should only be a back-up contingency.

OTHER STAFFING REQUIREMENTS. All project employees will be made available by the Bank and will report directly to Bankmark’s PM. The employer of this staff will be a third-party national employment agency firm, which will be approved by the Bank and provide the Bank with a price break for budgetary purposes. It will also ensure that all local and state employment laws and requirements will be met. Their work scheduling, daily job responsibilities, and if necessary, dismissal from the project, are the responsibility of Bankmark’s PM. Prior to any dismissal of a project employee, Bankmark will review the circumstances and conditions with the Bank concerning the employee and their recommendations, if any, for dismissal. In turn, Bankmark also recognizes the importance of congeniality between project staff and the Bank. Therefore, should conflict/tension between a specific project individual and the Bank arise, Bankmark encourages the Bank to immediately bring the situation to the attention of the PS or PM so that any necessary adjustments, employee-transfers, or even dismissal/termination can be dealt with so that the flow/momentum of the project is not hindered. The determination of an hourly wage will be gauged and set by the PM based on the experience and skill level necessary to perform their job responsibilities pursuant to the requirements of this Agreement. For example, regardless of policies established within the institution, Bankmark or the organization/group will not employ $8 per-hour, fast-food, entry-level personnel for positions which require data entry and sorting skills and/or meeting the public, i.e.) , a skill level of $14 — $16 an hour (or prevailing wage). However, all expenditures of this nature will be within the budget described above unless otherwise agreed to by each party, in writing. Bankmark understands that part-time/temporary staff positions with no immediately offered benefits do not always attract “top” people as prospective project employees. Therefore, Bankmark will always attempt to first “pull in” qualified personnel from other projects (whether in progress or recently completed) to staff a newly beginning project so that the level of experience and training are exemplary and consistent. A combination of experienced Bankmark personnel and new hires from the project’s immediate area equate to a well-balanced on-site team, essential to the success of the project. It is important to note that typical “Bank” employees that may work for the institution post-charter normally do not have the skill set necessary for the type of employees Bankmark must solicit and engage to successfully perform the duties as specified within the boundaries of this contract. From time to time, Bankmark may hire college or high school students, who could potentially be siblings of directors or others close to the project. Typically, they are hired to perform what are considered “after-hours” or “summer-time” duties (see “Part-Time RSVP Callers” below). Because of the skill set necessary for the success of this project, Bankmark and client agree that the policy not to hire directors’ relatives, friends, etc., is appropriate. Hiring should be based on the skill set necessary to complete the job. The staff s staff’s payroll will be managed by the PM, a Bankmark person familiar with the firm that pays the employees. Invoices are processed through Bankmark’s Payroll Manager, approved by the PM and presented to the client. The client must pay for these outside services net 15 days of presentation. Part-time RSVP Callers: Telephone calls to invite critical leads, close friends and personal business relations are best made by the Organizer. However, based on the fact that there are other time commitments by the Organizers, it may be necessary from time to time to employ RSVP callers. These are hourly employees used only during the events phase and not continuously. If it is necessary to employ these individuals, a budget will have to be established. This should only be a back-up contingency.

OTHER STAFFING REQUIREMENTS. All project employees will be made available by the Bank and will report directly to Bankmark’s 's PM. The employer of this staff will be a third-party national employment agency firm, which will be approved by the Bank and provide the Bank with a price break for budgetary purposes. It will also ensure that all local and state employment laws and requirements will be met. Their work scheduling, daily job responsibilities, and if necessary, necessary dismissal from the project, project are the responsibility of Bankmark’s 's PM. Prior to any dismissal of a project employee, Bankmark will review the circumstances and conditions with the Bank Management concerning the employee and their recommendations, if any, for dismissal. In turn, Bankmark also recognizes the importance of congeniality between project staff and the BankBank Management. Therefore, should conflict/tension between a specific project individual and the Bank Management arise, Bankmark encourages the Bank Management to immediately bring the situation to the attention of the PS or PM so that any necessary adjustments, employee-transfers, or even dismissal/termination can be dealt with so that the flow/momentum of the project is not be hindered. The determination of an hourly wage will be gauged and set by the PM based on the experience and skill level necessary to perform their job responsibilities pursuant to the requirements of this Agreement. For example, regardless of policies established within the institution, Bankmark or the organization/group will not employ $8 per-hour, fast-food, entry-per hour fast food entry level personnel for positions which require data entry and sorting skills and/or meeting the public, i.e.) , a skill level of $14 — $16 14-$16 an hour (or prevailing wage). However, all expenditures of this nature will be within the budget described above unless otherwise agreed to in writing by each party, in writing. Bankmark understands that partPart-time/temporary Temporary staff positions with no immediately immediate offered benefits do not always attract “"top” " people as prospective project employees. Therefore, Bankmark will always attempt to first “pull "pull-in” " qualified personnel from other projects (whether in progress or recently completed) to staff a newly beginning project so that the level of experience and training are is exemplary and consistent. A combination of experienced Bankmark personnel and new hires from the project’s 's immediate area equate to a well-balanced on-site team, team essential to the success of the project. It is important to note that typical “"Bank” " employees that may work for the institution post-charter normally do not have the skill skills set necessary for the type types of employees Bankmark must solicit and engage to successfully perform the duties as specified within the boundaries of this contract. From time to time, Bankmark may hire college or high school students, who which could potentially be siblings of directors or others close to the project. Typically, but typically they are hired to perform what are considered “"after-hours” " or “"summer-time” " duties (see “See "Part-Time time RSVP Callers” " below). Because of .) This contract cannot be viewed, by the skill set necessary for the success of this projectBank, Bankmark and client agree that the policy not as a platform to hire directors’ relatives' wives, friendsfriends of organizers, etc., or banking types which the institution may employ after the Bank opens. This is appropriate. Hiring should be based on the skill set necessary to complete the jobnot a job core. The staff s staff's payroll will be managed by the PM, a Bankmark person familiar with the firm that pays the employees. Invoices are processed through Bankmark’s 's Payroll Manager, approved by the PM and presented to the clientBank. The client Bank must pay for these outside services net 15 days of presentation. Part-Other part time RSVP Callers: Telephone calls staff or FTE's (Full Time Equivalent) time has been allocated pursuant to invite critical leadsthe project budget. Some staff members do not work on site at the organizational office but at Bankmark's office in San Luis Obispo, close friends CA. This provides consistency from project to project, access through universities for data entry personnel or other essential personnel that Bankmark does not have to hire, train, and personal business relations are best made release as a project ends. Instead it provides continuity to all Bankmark's Banks by spreading out the Organizerpart time hours needed to support all of Bankmark's projects. HoweverFor many banking professionals not being able to "see" an individual causes concern when, based on the fact that there are other time commitments by the Organizersin fact, it may be necessary from time to time to employ RSVP callers. These are hourly employees used only during is the events phase and not continuously. If it is necessary to employ these individuals, a budget will have work to be establishedproduced in total and in relationship to the project's needs at that specific juncture. This should only be Example: Some days the data entry personnel are completely inundated with roster entry and proofing 3-4 staff members. The next day the entire off site office group is consumed with one project. Over all what this system provides (and within a back-up contingencymore managed budgetary process) is the human resource component consistently but on call without the project staff on site being inflated.

OTHER STAFFING REQUIREMENTS. All project employees will be made available by the Bank and will report directly to Bankmark’s 's PM. The employer of this staff will be a third-3rd party national employment agency firm, which will be approved of by the Bank and provide the Bank with a price break for budgetary purposes. It will also ensure that all local and state employment laws and requirements will be met. Their work scheduling, daily job responsibilities, and if necessary, necessary dismissal from the project, project are the responsibility of Bankmark’s 's PM. Prior to any dismissal of a project employee, Bankmark will review the circumstances and conditions with the Bank Management concerning the employee and their recommendations, if any, for dismissal. In turn, Bankmark also recognizes the importance of congeniality between project staff and the BankBank Management. Therefore, should conflict/tension between a specific project individual and the Bank Management arise, Bankmark encourages the Bank Management to immediately bring the situation to the attention of the PS or PM so that any necessary adjustments, employee-transfers, or even dismissal/termination can be dealt with so that the flow/momentum of the project is not be hindered. The determination of an hourly wage will be gauged and set by the PM based on the experience and skill level necessary to perform their job responsibilities pursuant to the requirements of this Agreement. For example, regardless of policies established within the institution, Bankmark or the organization/group will not employ $8 per-hour, fast-food, entry-per hour fast food entry level personnel for positions which require data entry and sorting skills and/or meeting the public, i.e.) i.e. a skill level of $14 — $16 12-$14 an hour (or prevailing wage). However, all expenditures of this nature will be within the budget described above unless otherwise agreed to in writing by each party, in writing. Bankmark understands that partPart-time/temporary Temporary staff positions with no immediately immediate offered benefits do not always attract “"top” " people as prospective project employees. Therefore, Bankmark will always attempt to first “pull "pull-in” " qualified personnel from other projects (whether in progress or recently completed) to staff a newly beginning project so that the level of experience and training are is exemplary and consistent. A combination of experienced Bankmark personnel and new hires from the project’s 's immediate area equate to a well-balanced on-site team, team essential to the success of the project. It is important to note that typical “"Bank” " employees that may work for the institution post-charter normally do not have the skill skills set necessary for the type types of employees Bankmark must solicit and engage to successfully successful perform the duties as specified within the boundaries of this contract. From time to time, Bankmark may hire college or high school students, who which could potentially be siblings of directors or others close to the project. Typically, but typically they are hired to perform what are considered “"after-hours” " or “"summer-time” " duties (see “See "Part-Time RSVP Callers” " below). Because of the skill set necessary for the success of this project, project Bankmark and client Client agree that hat the policy not to hire directors’ ' relatives, friends, etc., . is appropriate. Hiring should be based on the skill set necessary to complete the job. The staff s payroll will be managed by the PM, PM a Bankmark person familiar with the firm that pays the employees. Invoices are processed through Bankmark’s 's Payroll Manager, approved by the PM and presented to the client. The client must pay for these outside services net 15 days of presentation. Other part time staff or FTE's (Full Time Equivalent) time has been allocated pursuant to the project budget. Some staff members do not work on site at the organizational office but at Bankmark's office in San Luis Obispo, CA. This provides consistency from project to project, access through universities for data entry personnel or other essential personnel that Bankmark does not have to hire, train, and release as a project ends. Instead it provides Bankmark's clients by spreading out the part time hours needed to support all of Bankmark's projects. For many banking professionals not being able to "see" an individual causes concern when, in fact, it is the work to be produced in total and in relationship to the specific juncture. Example: Some days the data entry personnel are completely inundated with roster entry and proofing 3-4 staff members. The next day the entire off site office group is consumed with one project. Over all what this systems provides (and within a more managed budgetary process) is the human resource component consistently but on call without the project staff on site being inflated. Part-time RSVP Callers: Telephone calls to invite critical leads, close friends and personal business relations are best made by the Organizer. However, based on the fact that there are other time commitments by the Organizers, it may be necessary from time to time to employ RSVP callers. These are hourly employees used only during the events phase and not continuously. If it is necessary to employ these individuals, a budget will have to be established. This should only be a backhack-up contingency.

OTHER STAFFING REQUIREMENTS. All project employees will be made available by the Bank and will report directly to Bankmark’s PM. The employer of this staff will be a third-party national employment agency firm, which will be approved by the Bank and provide the Bank with a price break for budgetary purposes. It will also ensure that all local and state employment laws and requirements will be met. Their work scheduling, daily job responsibilities, and if necessary, dismissal from the project, are the responsibility of Bankmark’s PM. Prior to any dismissal of a project employee, Bankmark will review the circumstances and conditions with the Bank concerning the employee and their recommendations, if any, for dismissal. In turn, Bankmark also recognizes the importance of congeniality between project staff and the Bank. Therefore, should conflict/tension between a specific project individual and the Bank arise, Bankmark encourages the Bank to immediately bring the situation to the attention of the PS or PM so that any necessary adjustments, employee-transfers, or even dismissal/termination can be dealt with so that the flow/momentum of the project is not hindered. The determination of an hourly wage will be gauged and set by the PM based on the experience and skill level necessary to perform their job responsibilities pursuant to the requirements of this Agreement. For example, regardless of policies established within the institution, Bankmark or the organization/group will not employ $8 per-hour, fast-food, entry-level personnel for positions which require data entry and sorting skills and/or meeting the public, i.e.) , a skill level of $14 — - $16 an hour (or prevailing wage). However, all expenditures of this nature will be within the budget described above unless otherwise agreed to by each party, in writing. Bankmark understands that part-time/temporary staff positions with no immediately offered benefits do not always attract “top” people as prospective project employees. Therefore, Bankmark will always attempt to first “pull in” qualified personnel from other projects (whether in progress or recently completed) to staff a newly beginning project so that the level of experience and training are exemplary and consistent. A combination of experienced Bankmark personnel and new hires from the project’s immediate area equate to a well-balanced on-site team, essential to the success of the project. It is important to note that typical “Bank” employees that may work for the institution post-charter normally do not have the skill set necessary for the type of employees Bankmark must solicit and engage to successfully perform the duties as specified within the boundaries of this contract. From time to time, Bankmark may hire college or high school students, who could potentially be siblings of directors or others close to the project. Typically, they are hired to perform what are considered “after-hours” or “summer-time” duties (see “Part-Time RSVP Callers” below). Because of the skill set necessary for the success of this project, Bankmark and client agree that the policy not to hire directors’ relatives, friends, etc., is appropriate. Hiring should be based on the skill set necessary to complete the job. The staff s staff’s payroll will be managed by the PM, a Bankmark person familiar with the firm that pays the employees. Invoices are processed through Bankmark’s Payroll Manager, approved by the PM and presented to the client. The client must pay for these outside services net 15 days of presentation. Part-time RSVP Callers: Telephone calls to invite critical leads, close friends and personal business relations are best made by the Organizer. However, based on the fact that there are other time commitments by the Organizers, it may be necessary from time to time to employ RSVP callers. These are hourly employees used only during the events phase and not continuously. If it is necessary to employ these individuals, a budget will have to be established. This should only be a back-up contingency.

OTHER STAFFING REQUIREMENTS. All project employees will be made available by the Bank and will report directly to Bankmark’s 's PM. The employer of this staff will be a third-party national employment agency firm, which will be approved by the Bank and provide the Bank with a price break for budgetary purposes. It will also ensure that all local and state employment laws and requirements will be met. Their work scheduling, daily job responsibilities, and if necessary, necessary dismissal from the project, project are the responsibility of Bankmark’s 's PM. Prior to any dismissal of a project employee, Bankmark will review the circumstances and conditions with the Bank Management concerning the employee and their recommendations, if any, for dismissal. In turn, Bankmark also recognizes the importance of congeniality between project staff and the BankBank Management. Therefore, should conflict/tension between a specific project individual and the Bank Management arise, Bankmark encourages the Bank Management to immediately bring the situation to the attention of the PS or PM so that any necessary adjustments, employee-transfers, or even dismissal/termination can be dealt with so that the flow/momentum of the project is not be hindered. The determination of an hourly wage will be gauged and set by the PM based on the experience and skill level necessary to perform their job responsibilities pursuant to the requirements of this Agreement. For example, regardless of policies established within the institution, Bankmark or the organization/group will not employ $8 per-hour, fast-food, entry-per hour fast food entry level personnel for positions which require data entry and sorting skills and/or meeting the public, i.e.) i.e. a skill level of $14 — $16 14-$16 an hour (or prevailing wage). However, all expenditures of this nature will be within the budget described above unless otherwise agreed to in writing by each party, in writing. Bankmark understands that partPart-time/temporary Temporary staff positions with no immediately immediate offered benefits do not always attract “"top” " people as prospective perspective project employees. Therefore, Bankmark will always attempt to first “pull "pull-in” " qualified personnel from other projects (whether in progress or recently completed) to staff a newly beginning project so that the level of experience and training are is exemplary and consistent. A combination of experienced Bankmark personnel and new hires from the project’s 's immediate area equate to a well-balanced on-site team, team essential to the success of the project. It is important to note that typical “"Bank” " employees that may work for the institution post-charter normally do not have the skill skills set necessary for the type types of employees Bankmark must solicit and engage to successfully successful perform the duties as specified within the boundaries of this contract. From time to time, Bankmark may hire college or high school students, who which could potentially be siblings of directors or others close to the project. Typically, but typically they are hired to perform what are considered “"after-hours” " or “"summer-time” " duties (see “See "Part-Time RSVP Callers” " below). Because of ) This contract cannot be viewed, by the skill set necessary for the success of this projectClient, Bankmark and client agree that the policy not as a platform to hire directors’ relatives' wives, friendsfriends of organizers, etc., or banking types which the institution may employ after the Bank opens. This is appropriate. Hiring should be based on the skill set necessary to complete the jobnot a job core. The staff s staff's payroll will be managed by the PM, PM a Bankmark person familiar with the firm that pays the employees. Invoices are processed through Bankmark’s 's Payroll Manager, approved by the PM and presented to the client. The client must pay for these outside services net 15 days of presentation. Other part time staff or FTE's (Full Time Equivalent) time has been allocated pursuant to the project budget. Some staff members do not work on site at the organizational office but at Bankmark's office in San Luis Obispo, CA. This provides consistency from project to project, access through universities for data entry personnel or other essential personnel that Bankmark does not have to hire, train, and release as a project ends. Instead it provides Bankmark's clients by spreading out the part time hours needed to support all of Bankmark's projects. For many banking professionals not being able to "see" an individual causes concern when, in fact, it is the work to be produced in total and in relationship to the specific juncture. Example: Some days the data entry personnel are completely unidated with roster entry and proofing 3-4 staff members. The next day the entire off site office group is consumed with one project. Over all what this systems provides (and within a more managed budgetary process) is the human resource component consistently but on call without the project staff on site being inflated. Part-time RSVP Callers: Telephone calls to invite critical leads, close friends and personal business relations are best made by the Organizer. However, based on the fact that there are other time commitments by the Organizers, it may be necessary from time to time to employ RSVP callers. These are hourly employees used only during the events phase and not continuously. If it is necessary to employ these individuals, a budget will have to be established. This should only be a backhack-up contingency.

OTHER STAFFING REQUIREMENTS. All project employees will be made available by the Bank and will report directly to Bankmark’s PM. The employer of this staff will be a third-party national employment agency firm, which will be approved of by the Bank and provide the Bank with a price break for budgetary purposes. It will also ensure that all local and state employment laws and requirements will be met. Their work scheduling, daily job responsibilities, and if necessary, dismissal from the project, are the responsibility of Bankmark’s PM. Prior to any dismissal of a project employee, Bankmark will review the circumstances and conditions with the Bank concerning the employee and their recommendations, if any, for dismissal. In turn, Bankmark also recognizes the importance of congeniality between project staff and the Bank. Therefore, should conflict/tension between a specific project individual and the Bank arise, Bankmark encourages the Bank to immediately bring the situation to the attention of the PS or PM so that any necessary adjustments, employee-transfers, or even dismissal/termination can be dealt with so that the flow/momentum of the project is not be hindered. The determination of an hourly wage will be gauged and set by the PM based on the experience and skill level necessary to perform their job responsibilities pursuant to the requirements of this Agreement. For example, regardless of policies established within the institution, Bankmark or the organization/group will not employ $8 per-hour, fast-food, entry-level personnel for positions which require data entry and sorting skills and/or meeting the public, i.e.) , a skill level of $12 - $14 — $16 an hour (or prevailing wage). However, all expenditures of this nature will be within the budget described above unless otherwise agreed to in writing by each party, in writing. Bankmark understands that part-time/temporary staff positions with no immediately offered benefits do not always attract “top” people as prospective project employees. Therefore, Bankmark will always attempt to first “pull in” qualified personnel from other projects (whether in progress or recently completed) to staff a newly beginning project so that the level of experience and training are exemplary and consistent. A combination of experienced Bankmark personnel and new hires from the project’s immediate area equate to a well-balanced on-site team, team essential to the success of the project. It is important to note that typical “Bank” employees that may work for the institution post-charter normally do not have the skill set necessary for the type types of employees Bankmark must solicit and engage to successfully perform the duties as specified within the boundaries of this contract. From time to time, Bankmark may hire college or high school students, who which could potentially be siblings of directors or others close to the project. Typically, but typically they are hired to perform what are considered “after-hours” or “summer-time” duties (see See “Part-Time RSVP Callers” below). Because of the skill set necessary for the success of this project, Bankmark and client agree that the policy not to hire directors’ relatives, friends, etc., is appropriate. Hiring should be based on the skill set necessary to complete the job. The staff s staff’s payroll will be managed by the PM, a Bankmark person familiar with the firm that pays the employees. Invoices are processed through Bankmark’s Payroll Manager, approved by the PM and presented to the client. The client must pay for these outside services net 15 days of presentation. Part-time RSVP Callers: Telephone calls to invite critical leads, close friends and personal business relations are best made by the Organizer. However, based on the fact that there are other time commitments by the Organizers, it may be necessary from time to time to employ RSVP callers. These are hourly employees used only during the events phase and not continuously. If it is necessary to employ these individuals, a budget will have to be established. This should only be a back-up contingency.