EMPLOYEE HANDBOOK 22

EMPLOYEE HANDBOOK 2022 VERSION

Table of Contents SECTION 1: INTRODUCTION 1 A. WELCOME – LETTER FROM THE HERBST FAMILY 2 B. ABOUT THE HANDBOOK (THE PURPOSE) 5 SECTION 2: COMPANY OVERVIEW & CULTURE 6 A. HISTORY OF THE COMPANY 6 B. COMPANY FUN FACTS 6 C. COMPANY LEADERSHIP 6 D. CONTACT INFORMATION 6 E. OVERVIEW OF MISSION, VISION & CORE VALUES 6 F. CUSTOMER SERVICE STANDARDS 7 G. CORPORATE SOCIAL RESPONSIBILITY & GIVING BACK TO THE COMMUNITY 8 H. OUR BRANDS & COMPANY PORTFOLIO 8 SECTION 3: COMPANY POLICIES 9 A. CODE OF ETHICS AND BUSINESS CONDUCT 9 B. INTRODUCTORY PERIOD 9 C. FAIRNESS 10 SECTION 4: STANDARDS OF CONDUCT AND TEAM MEMBER PERFORMANCE EXPECTATIONS 12 A. STANDARDS OF CONDUCT 12 B. POLICY AGAINST HARASSMENT, DISCRIMINATION & RE TALIATION 15 C. ATTENDANCE POLICY 15 D. DISCIPLINE POLICY 17 E. DRESS CODE & APPEARANCE POLICY 17 F. WORKPLACE SAFETY & INCIDENT REPORTING 18 G. DRUG-FREE WORKPLACE 19 H. INTERNET, EMAIL, AND COMPUTER USE POLICY 20 I. SOCIAL MEDIA POLICY 22 J. SOLICITATION AND DISTRIBUTION 22 K. ETHICS AND COMPLIANCE HOTLINE (ETHICSPOINT) 23 L. INTER-COMPANY CAREER OPPORTUNITIES 23 M. REHIRE AND REINSTATEMENT 24 N. RELATIVES & CO-HABITANTS 24 O. TEAM MEMBER GAMBLING & USE OF FACILITIES 25 P. TIPS & GRATUITIES 25 Q. WORK CARDS 25 SECTION 5: TEAM MEMBER BENEFITS & SERVICES OVERVIEW 26 A. PTO POLICY 26 B. OVERVIEW OF HEALTH BENEFITS 27 1. Team Member Assistance Program 27 2. Worker’s Compensation 28 SECTION 6: PAYROLL OVERVIEW 28 A. TEAM MEMBER CLASSIFICATIONS 28 B. TIMEKEEPING AND PAYMENT OF WAGES 29

C. EXEMPT TEAM MEMBERS 29 D. PAY PERIODS 30 E. OVERTIME 30 F. MEAL AND REST PERIODS 31 G. PAYROLL DEDUCTIONS 31 H. WAGE GARNISHMENT 31 I. DIRECT DEPOSIT OR PAY CARDS 31 SECTION 7: TEAM MEMBER LEAVE OF ABSENCE & ACCOMMODATIONS 33 A. GENERAL OVERVIEW 33 B. LEAVE OF ABSENCE RIGHTS AND RESPONSIBILITIES 33 1. Family and Medical Leave Act (FMLA) 33 2. Personal Leave of Absence 34 3. Military Leave 34 4. Bereavement Leave 35 5. Civic Duty Time Off (Jury Duty) 35 6. Voting Time Off 35 7. Time Off for School Related Activities 36 8. Disability and Medical Condition Accommodations 36 9. Religious Accommodations 36 10. Lactation Accommodations 37 CLOSING 72

1 NTRODUCTIO

We are excited that you have joined the Terrible Herbst family! Our company was founded in 1959 by Mr. Jerry Herbst. Mr. Herbst had a desire to provide convenient gas and mar- ket store offerings to the community at a fair and accessible price, with stellar customer service that treats our customers like family. We have rooted our company brand in Las Vegas and continue to grow in other states, including California, Utah, and Arizona. It is very important to our family that we continue the legacy our father built and ensure as we grow and expand that his founding principles and values carry through day in and day out. Our dad founded this company based on a handshake deal; having an entrepre- neurial spirit and integrity. It is in our DNA and it’s important for us to keep that spirit deep- ly rooted in our business for future generations. Our company is “one family” regardless of the brand for which you work. Our vision is to develop a culture that brings together all of our brands. Our goal is to unify our teams, communicate openly, honestly, and often across all of our properties and locations. We are committed to investing in the growth and development of our Team Members in order to position us for growth and longevity as an organization for decades to come. We strongly believe that by leading with a passionate and caring approach, we will con- tinue to build and grow our organization by embodying our core values and customer service standards to build trust and return customers. We take great pride in the history of our organization, and that carries over into who we are, how we operate, and how we serve our customers. Each of you have a valuable role to the success of the company. We are looking forward to working together with you on this journey, as your role directly contributes to the success of our company’s future. We are looking forward to celebrating your hard work, teamwork, and positive work efforts. Thank you and we look forward to our journey together. Sincerily, Tim and Troy Herbst 2

About this Handbook THE PURPOSE We’ve created this handbook as a reference for you to seek out general information on company initiatives, programs, and policies to set you up for success in your new role. This handbook contains the policies and practices in effect at the time of publication and supersedes all previously issued handbooks and any inconsistent policies, benefit state- ments, or memoranda published prior to this handbook. Except for the policy of at-will employment, the Company reserves the right to change, delete, and add to the policies contained in this handbook without prior notice and to interpret and apply the policies as it sees fit. All changes or revisions will be communicated to Team Members in writing, some of which may require Team Member acknowledgement. No oral statements or rep- resentations can change the provisions of this handbook. Regardless of formal acknowl- edgement, Team Members are expected to adhere to the policies, procedures, and regu- lations. Please take your time to read through your Team Member handbook. This handbook has been designed as a resource that you have at your fingertips to reference an overview of our policies, guidelines, practices, expectations, and Company benefits. The information in this handbook pertains to each Team Member of the Company. As a Team Member of the Company, it is your responsibility to adhere to the outlined policies and procedures. This handbook may apply to Team Members working in a state with greater or differ- ent rights. Team Members will receive a state-specific supplement to the handbook that provides information and policies applicable to Team Members working in that state. The Company complies with applicable state and local laws. Nothing in this handbook or in any other document or policy is intended to violate any local, state, or federal law. Nothing in this handbook is intended to limit any concerted activities by Team Members relating to their wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act (“NLRA”). Further- more, nothing in this handbook prohibits Team Member from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to or participating in an investigation or hearing conducted by the Equal Em- ployment Opportunity Commission (“EEOC”), National Labor Relations Board (“NLRB)”, the Securities and Exchange Commission (“SEC”), or any other federal, state or local agency charged with the enforcement of any laws. Not all of the Company’s policies and procedures are set forth in this handbook. We have detailed overarching company guidelines in this handbook. Department specific policies and procedures will be available by your management team. . Human Resources is avail- able as a resource if you have any questions or need additional information regarding a specific section of this handbook. 3

UR COMPAN 4

History of the Company 5

Company Fun Facts 6

Our Leadership 7

Important Contacts 8

Our Mission To provide high-quality retail products, entertainment, hospitality, and a deliberately different experience to every customer at a fair price.

Our Vision To be a valued and special part of the daily lives of customers.

Our Values

INTEGRITY Since 1959 our handshake has been our bond, no matter how much we grow that will never change. Every Team Member is expected to operate with this same level of trustworthiness which means always doing the right thing for our co-workers, our customers, our commu- nities, our vendors, and the company without regard to internal score- keeping.

PASSION We are fiercely competitive and take great pride in our mission, our company, our brand, our Team Members, our work, and our facilities. We are driven to ensure Terrible Herbst is the go-to choice for cus- tomers and are dedicated to working as one team, regardless of title or department, to deliver on our promise to every customer.

CARING As a family-owned business we consider our people to be a part of our extended family and we expect Team Members to treat co-work- ers with that same level of respect and compassion. We care deeply about the well-being of our co-workers, our customers, and our com- munities and we are committed to making an impact for all of them.

PROFESSIONALISM We hold each other to a higher standard of performance and expect competency in every role. We believe transparency in communica- tion is critical to our success and we are committed to working as one team to accomplish the objectives of the company. Finally, we are motivated to constantly improve our company and ourselves in or- der to deliver a deliberately different experience for both internal and external customers.

ENTREPRENEURIAL SPIRIT Our drive to be different is fueled by a strong loyalty to our brand, an ownership mentality, the courage to take risks and try new things, and an acceptance that failure is part of the boundary-pushing process. We will not accept complacency in our never-ending effort to serve the needs of our customers.

Organizational Goals PEOPLE CUSTOMER EXPERIENCE Select the best people for our company, put them in the right roles, help them Be known as a leader in the industry by grow and develop, and foster their en- delivering a deliberately different expe- gagement and retention. rience that engages our customers both today and in the future. ORGANIZATION GROWTH Manage professionally and continuously evolve our processes, technology, peo- Create and achieve smart, responsible ple, and structure to maintain a healthy organization. growth.

Customer Service Standards We work in the exciting and fast-paced customer service industry. Every time we come to work, we use our collective knowledge, skills, and talents to overcome challenges, to adapt to business needs, and to provide our customers with an experience that keeps them coming back and recommending our Company to friends, family and community members. No matter what position you are in and what type of work you perform, each of your roles matter and contribute to our customer’s experience and our overall Company’s success What can you do to provide exceptional customer service? TERRIBLE’S C.A.R.E.S. C – Clean, clutter free & welcoming environment. Prepare for your customers before they arrive. Ensure a clean, clutter free, and welcoming environment. A – Acknowledge the customers. Provide a warm welcome and greeting to customers as they enter the store or facility and on the phone. R – Recognize & Remember. Recognize customer expecta- tions and remember repeat customers to welcome them back. Strive to meet and exceed your customers’ expecta- tions. Get to know them, ask them how you can help them, and go above and beyond to answer their questions. E – Elevate & Educate - Use suggestive selling to offer spe- cials to the customer – save them money and increase sales. S – Say Thank you! Bring ‘em back! Tell them thank you for stopping in and that you can’t wait to serve them next time.

The bottom line is that we all depend on each other to take care of our customers. We strive to consistently provide great service. There will be times when we need to recover from difficult situations or when our customers’ needs and expectations were not met. For those times remember that we want to make a LASTing impression on our customer. Here is how you can make a LASTing impression with the customer: L.A.S.T. L - Listen to our customer’s questions, needs and con- cerns in order to serve them and meet and exceed their expectations. A - Apologize for the situation if there was an issue or we missed the mark. S - Solve the problem or get assistance from a person who can. T - Thank the customer for giving us the opportunity to address the concern and welcome them back to our stores in the future. Let’s stay focused on working together to provide an affordable guest experience in a casual and comfortable setting with great customer service and friendly Team Members who help create a fun and memorable atmosphere every time!

Corporate Social Responsibility & Giving back to the community The Company is committed and dedicated to giving back to the communities in which we serve in order to make a positive impact. We do this throughout the year by volunteer- ing, making noteworthy contributions to the community, and by actively participating in charitable and civic events. The Terrible’s CARES Foundation is a private foundation funded by a portion of operating income from properties owned and operated by Terrible Herbst Incorporated and its re- lated group of companies. The foundation is the entity through which the Company funds individuals and commu- nity organizations in order to strengthen our mission and commitment to promote social, economic, educational and cultural life within the communities in which we operate.

Our Brands & Company Portfolio C-Store Gaming Quick Service Restaraunts Taverns

COMPANY POLICIE

Code of Ethics & Business Conduct Everyone who works for the Company is expected to demonstrate exemplary standards of ethics and integrity. The Company’s Code of Ethics and Business Conduct, available for review by your manager or Human Resources, sets forth the Company’s expecta- tions with regard to integrity, professionalism, credibility, honesty, and accountability and provides guidance for how to address issues that may arise regarding conflicts of interest, gifts, public disclosures, media inquiries, and other important matters. Introductory Period All new hires, transfers and promotions undergo a 90-day introductory period. The intro- ductory period is considered the first 90 days of continuous employment with the Com- pany or in your new role, during which your direct supervisor will establish clearly defined performance goals, educate you about the responsibilities, and provide you with both positive and constructive feedback for improvement regarding progress. This period may be extended at the discretion of the Company. During this time your per- formance will be closely monitored and reviewed. During this time, you have a chance to decide whether you are and will be happy in the Company and your job. Your supervisor will have the opportunity to determine how well you are adapting to your new duties in the Company. After you complete the Introductory Period, your performance may be reviewed. As need- ed, you will be advised of any improvements expected from you and you will be given the opportunity to express any recommendations that you have to improve the efficiency of the Company. Completion of the introductory period does not guarantee continued em- ployment. This means that employment remains at-will and may be terminated for any or no reason, with or without cause or notice by you or the Company.

Employment At-Will The relationship between you and the Company is considered “employment at-will.” This means that employment can be terminated at any time for any or no reason, with or without cause or notice at any time by you or the Company. Nothing in this handbook or in any other document or oral statement shall limit the Company’s right to terminate employment at-will. This at-will employment policy is the sole and entire agreement be- tween the Team Member and the Company regarding the fact that employment with the Company is at-will. No manager, supervisor, or Team Member has any authority to enter into a contract of employment express or implied that changes or alters the fact that employment with the Company is at-will. This policy of at-will employment may be revised, deleted, or sus- pended only by a written employment agreement signed by the owner of the Company, which expressly revises, modifies, deletes, or supersedes the policy of at-will employment. This handbook does not constitute an express or implied contract guaranteeing contin- ued employment for any Team Member. With the exception of employment at-will, terms and conditions or employment with the Company may be modified at the sole discretion of the Company with or without cause or notice at any time.

Fairness In addition to our external customer service standards, the Company has a mission to take care of its Team Members. To do this, we recognize that it is essential that we create a work environment that fosters excellence. One of the essentials to foster this environ- ment is treating Team Members with respect and dignity at all times. That involves: Maintaining a work environment free of discrimination and harassment. Clearly communicating expectations, performance standards, policies, and rules. Respecting our Team Members enough to care and truly listen to their complaints, concerns, and suggestions, and ensure we are responding in a timely and honest manner. Establishing systems that encourage open communication that ensure Team Members are treated fairly. Strictly prohibiting retaliation of any type. The Company has established the following avenues for Team Members: Open Communication– This encourages two-way communication be- tween Team Members and managers at all levels with the goal of resolv- ing issues or misunderstandings quickly and fairly. The manager’s role is to listen in a friendly, open manner. Human Resources Department – In the event a manager does not resolve a Team Member’s concern, or if the concern involves management, Team Members are welcome to reach out to Human Resources at any time. Hu- man Resources will work with the Team Member and management to try and resolve any issues. Human Resources can be contacted at 702-650- 2300, Monday through Friday, between 8:00am and 5:00pm. Ethics Hotline – Team Members may also reach out to the Ethics hotline. Reporting can be completely anonymous and is available 24 hours a day, 7 days a week, anytime from any location. Retaliation for reporting will not be tolerated. Report Online by Mobile Device: terribleherbstmobile.ethicspoint.com Reporting Online at: terribleherbst.ethicspoint.com Call Toll-Free: 1-844-910-2301

Equal Employment Opportunity & Diversity The Company is an Equal Opportunity Employer and is committed to maintaining a work environment that is free from discrimination. It is the Company’s policy and practice to ensure that all Team Members and applicants for employment are treated equally with- out regard to any legally-recognized basis, including, but not limited to: race, color, re- ligion, sex (including pregnancy), age (40 or older), national origin or ancestry, sexual orientation, gender identity, genetic information (including testing, characteristics, and family medical history), citizenship status, physical or mental disability, veteran status, uniformed service member status, or any other status protected under local, state, or fed- eral law. This policy of non-discrimination applies to all privileges, terms and conditions of employment, including but not limited to recruitments, hiring, reinstatements, rehiring, promotion, transfer, selection for training or apprenticeship, discipline, and terminations. In addition to providing equal opportunities for all applicants and Team Members, it is the Company’s policy to provide a positive, diverse and inclusive work environment that val- ues individual differences and enables every Team Member to contribute and develop to the level of his or her potential. The Company prohibits and will not tolerate any discrimi- nation or harassment. To that end, it is the policy of the Company that: Team Members are respectful in work actions toward other Team Members Company policies, procedures, and systems will support and encourage diversity An environment is created in which each Team Member can en- hance their individual skills, abilities, and levels of expertise Each Team Member will recognize, respect, and positively re- spond to the diversity of guests and suppliers of the Company, as well as that of their fellow Team Members

TATNEDAARMDSMOFECMONBDUEC ERFORMANCE EXPECTATIONS

Standards of Conduct All Team Members are expected to conduct and carry themselves in a professional man- ner at all times. Team Members are required to observe Company standards, work re- quirements and rules of conduct. Team Members are expected to behave in a manner that supports a harmonious work environment to help us deliver superior service to our customers. In order to create an environment that promotes the safety, wellbeing, efficiency and ethical behavior for our customers and Team Members, we have defined conduct stan- dards that outline how to treat each other and customers with respect and courtesy. The conduct standards are general rules that you should become familiar with, however your department may supplement these to ensure effective and efficient operations. Please read through the Conduct Standards to become familiar with our policies and procedures. You are responsible for knowing and abiding by these policies. It is impossible to provide an inclusive and exhaustive list of all actions and policies; however, the follow- ing are examples that may result in disciplinary action up to and including termination of employment. Company management may determine that other situations that are not specifically outlined below are unacceptable and subject to disciplinary action or termi- nation. We do expect all of our Team Members to perform competently and professionally at all times, in addition to meeting and complying with the rules including and not limited to those described below. Any questions in connection with these rules should be directed to Human Resources. Subject to the policies set forth herein and any other supplements and policies that may be applicable to your states, the Company defines inappropriate behavior or conduct that warrants disciplinary action up to and including immediate termination in its dis- cretion as including, and not limited to, the following: 1. Entering any unauthorized area without management per- mission or as part of your normal job duties. 2. Failure to comply with Company and department policy re- garding Team Member use of facilities and gambling. Entering or leaving the facilities through any entrance or exit other than that designated by the Company for Team Member use. 3. Soliciting, procuring, or engaging in unlawful acts on com- pany premises. This includes solicitation of any Team Member by another Team Member, or Team Member solicitation of a customer, during the working time of either the Team Member conducting the solicitation or the Team Member who is the target of the solicitation. 4. Job abandonment. Walking off the job or leaving your depart- ment, work area, or the building without permission from your man- ager, or being in other than your assigned work area without autho- rization during work time. 5. Unauthorized removal of or sharing of privileged, proprietary, or confidential Company information.

6. Eating, use of tobacco, or gum chewing at any time other than during meal or break periods or in areas other than those designated by the Company while on duty. 7. Job performance that does not meet Company standards in the reasonable judgment of the company. This includes sub- standard work, negligence, or inefficiency in the performance of job duties. Failure to satisfactorily perform work as required or assigned. 8. Insubordination, including and not limited to refusing to carry out a work assignment or lawful instruction or counter- manding a supervisor’s orders without authorization. This also includes failure or refusal to perform work assigned, including overtime. 9. Sleeping on the job while on shift. 10. Failure to fulfill the responsibilities of the job to an extent that might or does cause injury to a person or substantial dam- age to or loss of equipment. 11. Excessive absenteeism or habitual tardiness in reporting to work, returning from breaks, or leaving a scheduled shift without authorization. 12. Failure to report to work as scheduled without notifying your manager within the designated time as required by your departmental procedures or without obtaining prior authoriza- tion and/or sufficient cause, including no call-no show. 13. Failure to return to work as scheduled after an approved leave of absence, up to and including an unauthorized leave of absence. 14. Disregard or violation of a Federal or state law, local ordi- nance, gaming regulation or Company, property or departmen- tal rule, procedure, or policy. 15. Fighting, attacking, threatening, intimidating, coercing, bullying, or interfering with managers, supervisors, Team Mem- bers, vendors, or customers. 16. Knowingly making false statements or material omissions on employment or time records, or any other Company docu- mentation. 17. Unauthorized possession or removal or failure to report unauthorized possession or removal of company property or property of another Team Member, vendor, or customer. 18. Unauthorized possession or use of recording or other elec- tronic devices or cameras on Company premises. 19. Bringing on to Company premises, having possession of, being under the influence of, or using, transferring, selling, or attempting to sell on Company premises or while on Company business, any form of alcohol (unless required by your position),

or unauthorized prescription or legal/illegal drugs. 20. Refusing to take or failure to pass a mandated drug or alco- hol test. 21. On-duty or off-duty conduct, on or off Company premises which reflects adversely on the Company, materially affects Team Member’s job performance, or affects Team Member’s ability to report for the scheduled shift. 22. Failing to comply with or violation of laws, internal proce- dures, compliance regulations, or any Gaming regulation. 23. Parking in areas other than those areas specifically desig- nated as Team Member parking without proper authorization. 24. Engaging in horseplay, or otherwise causing a disturbance on the premises. 25. Behaving in a manner that could be interpreted as harass- ment, discrimination, retaliation, or otherwise be in conflict with Federal or State Laws and/or Company policy. 26. Hustling or suggesting that a gratuity, toke, or tip is required or expected for any service. Indicating in any way to a customer that gratuity, toke, or tip is not sufficient. Fraternizing with guests while on duty or off duty in ways that could be interpreted as hus- tling. 27. Failure to report dishonest conduct or activities on the part of customers or other Team Members. 28. Violation of the Dress Code and Appearance policy. 29. Failure to attend mandatory general meetings, special meetings or training sessions without the approval of your super- visor or manager. 30. Clocking in or out for another Team Member, having another Team Member clock in or out for you or failing to clock or sign in and out daily when working. 31. Failure to clock in or out at designated time clocks; sign in or out on the department time sheet (if applicable); or working lon- ger than your designated shift without prior permission from man- agement. 32. Disregard of, act of omission, failure to comply with, or inat- tention to working directions, instructions, or violations of safety, fire prevention, or health sanitation rules and regulations which might endanger the safety or life of others including failure to report a mistake, an accident, or damage by a Team Member or customer. Creating or contributing to unsanitary, hazardous, or poor facilities conditions. 33. Failure to turn in found money or property according to lost and found guidelines. 34. Neglect, waste, willful destruction, or misuse of property be-

longing to the Company, other Team Members, vendors, or cus- tomers. 35. Failure to properly safeguard and protect Company prop- erty and facilities. 36. Interference with or failure to cooperate with a member of management or security representative in the performance of his or her duties or failure to cooperate with an investigation. 37. Unauthorized posting, distribution, circulation of any writ- ten materials in the working areas or unauthorized sale of any- thing while on premises. Includes the removal of or defacing of any matter from bulletin boards or Company property. 38. Disapproved or unauthorized outside employment, includ- ing failure to report employment in a competitive business that may be deemed a conflict of interest. Including while on a leave of absence if is inconsistent or conflicts with the reason why the leave was granted. 39. Failure to notify your manager, Human Resources, and/ or the Nevada Gaming Control Board of a conviction involving criminal behavior, drugs, or alcohol violation. 40. Lending or borrowing money from guests, vendors, visitors or other Team Members at any time, or pressuring or coercing a Team Member or guest in an attempt to borrow money. 41. Mishandling of company or customer funds, checks or comps. 42. Any use of a camera (including cell phones) or recording devices while on duty without authorization from your manager. Cell phones and other similar devices may not be used while on duty, and if in possession must be in vibrate or silence mode. 43. Being unavailable for work due to failure to possess or ob- tain necessary current work permit, cards, registration, certifica- tions, or other reasons. 44. Failure to return work keys or issued company tools or loss of work keys and/or issued tools. 45. Failure to have your work card (s) (if applicable) in your possession at all times while on duty. 46. Any conduct which results in theft (monies, merchandise, company property) or conduct which results in loss of Company assets and/or revenue. 47. Unprofessional, unethical, disruptive, or otherwise social- ly unacceptable behavior toward customers, managers, Team Members, vendors or visitors. Including, use of profane, abusive, lewd, or obscene language or other unbecoming conduct while acting as a representative of the Company.

This policy in no way prohibits Team Member affiliations or activities that are protected under applicable state and federal laws, including but not limited to any activity that is protected under Section 7 of the National Labor Relations Act, which includes the right of Team Members to organize collectively and to speak with others about their terms and conditions of employment. When misconduct occurs, action will be taken to correct the situation. The approach we take may vary according to the seriousness of the offense, the circumstances under which it occurred, your duties, your length of employment with the Company and your overall work record, including any prior disciplinary action. We may exercise discretion to utilize forms of discipline that we deem to be appropriate for the offense in question, in the Company’s sole discretion. Discipline may take one of the following forms: Verbal Warning Written Warning Final Written Warning Suspension Involuntary Termination

Policy against Harrassment, Discrimination, & Retaliation The Company strives to create and maintain a work environment in which people are treated with dignity, decency, and respect. The environment of the Company should be characterized by mutual trust and the absence of intimidation, oppression, and exploita- tion. The Company will not tolerate discrimination or harassment of any kind. Through enforcement of this policy and by education of Team Members, the Company will seek to prevent, correct, and discipline behavior that violates this policy. The Company prohibits workplace discrimination or harassment, including sexual harassment, of a person based on the person’s race, color, religion, sex, sexual orientation, gender identity or expression, age, physical or mental disability, or national origin or ancestry, genetic information (in- cluding testing, characteristics, and family medical history), citizenship status, veteran status, uniformed service member status, or any other status protected under local, state, or federal law. All Team Members, regardless of their positions, are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited con- duct does not occur. In addition, this policy applies to team members within the organi- zation, including, without limitation, an owner, manager, or Team Member; or (b) A person outside the organization, including, without limitation, a customer, client, vendor, contrac- tor, consultant, independent contractor, or other person that does business with the or- ganization. If such harassment occurs in the workplace by someone not employed by the Company, the procedures in this policy should be followed. The workplace includes actual worksites, any setting in which work-related business is being conducted (whether during or after normal business hours), company-sponsored events, or company owned/con- trolled property.

Attendance Policy The company has adopted an attendance and punctuality policy to set forth procedures and expectations regarding Team Member punctuality and how to handle absences, tar- diness, and early departures. To ensure adequate staffing, positive Team Member morale, and to meet expected productivity standards throughout the organization, Team Mem- bers will be held accountable for adhering to their workplace schedule. The goal of the Attendance policy is to promote efficient operations and minimize unscheduled absences that may impact business operations and superior customer service for our customers. Punctual and regular attendance is an essential responsibility of all Team Members. Team Members are expected to report to work on time and should be prepared to start working and performing the expected job duties and responsibilities. Team Members are expected to remain at work for the entirety of their scheduled shift, except for meal or rest periods, or when required to leave to authorized Company business or other authorized reasons. Late arrivals, early departures or other unscheduled absences from scheduled shifts can disrupt operations and must be avoided. However, the Company will not subject Team Members to disciplinary action or retaliation for an absence, tardiness or early departure for which discipline may not be imposed under applicable law. Unexcused absences, tardies, or early departures will be tracked in accordance with the Company’s Attendance Policy. Please reference the Attendance Policy for detailed infor- mation on Team Member expectations and responsibilities. If Team Member is unable to report for work on any particular day, they must call their supervisor at least four (4) hours in advance of the time Team Member is scheduled to begin working for that day (unless it is impossible to do so, in which case Team Member must call as soon as possible thereafter). Team Members who need to leave early must notify their supervisor as soon as they learn that they will not be able to complete their scheduled shift. The Company may inquire about the general reason for an absence, tar- diness or early departure. Unless extenuating circumstances exist, Team Members must call in on each and every scheduled day on which they will not report to work, unless they are on an approved leave of absence. Excessive absenteeism or tardiness may result in disciplinary action up to and including termination of employment, unless the absence or tardiness is excused or approved. The following are examples of types of time off that will not be considered grounds for disci- plinary action under this policy: Time off that was previously approved, including vacation; Paid sick and safe time provided under a mandatory sick and safe time leave law; Approved state and federal leaves of absence, including but not limited to jury duty leave, military leave, leave protected under the Family and Medical Leave Act or similar state laws, and time off or leave specifically approved by the Company as an accommodation under the Americans

with Disabilities Act or similar state laws; and/or Time off due to a work-related injury that is covered by workers’ compensation. Each situation of absenteeism, tardiness or early departure will be evaluated on a case- by-case basis. Even one unexcused absence or tardiness may be considered excessive, depending upon the circumstances. If Team Member believes that an absence, tardiness, or early departure is (or should be) excused pursuant to applicable law, Team Member should notify their manager of this fact as soon as possible, but no later than at the time of the absence, tardiness, or early departure. (For the required timing of Team Member’s notice of the need for a foreseeable leave of absence, see the applicable leave policy). If Team Member believes they have mistakenly been subject to disciplinary action for an absence, tardiness, or early departure that Team Member believes is or should be ex- cused/approved, Team Member should promptly discuss the matter with their manager or Human Resources. The Company will investigate the situation and any errors will be corrected. Team Members who fail to report for work without any notification to their su- pervisor and whose absence continues for a period of 3 days (No Call / No Show) will be considered to have abandoned and voluntarily terminated their employment, absent extraordinary circumstances.

Dress Code & Appearance Policy The company has adopted a Dress Code and Appearance Policy to ensure dress, groom- ing and presentation aligns with the standards expected by our customers. It is criti- cal to adhere to the following guidelines in order to maintain the brand standards and perception that our Company would like to portray. The guidelines are intended to offer consistency to the customer, create brand strength and comply with necessary safety standards. Accordingly, maintaining a high standard of grooming and personal hygiene is an essential requirement of each Team Member. A Team Member’s appearance should complement their uniform. The Appearance Policy is illustrative only and not exhaustive. The policy may be aug- mented or changed by appearance requirements set by individual departments. The policy, as well as those set by individual departments, may be periodically updated at the sole discretion of the Company. Upon entering company work areas and departments, all Team Members are expected to be in complete, clean, pressed, and well-fitting uniforms or personal attire that meets the expectations provided by your manager in your respective department. Team Members must have their ID badge and applicable work cards on their person at all times. ID Badg- es should be visible if required by department policy. Team Members must maintain good personal hygiene and cleanliness, report to work free of body odor and use deodorant as needed. Team Members must remember they represent the Company when clocked in and on shift. Department leaders and Human Resources must approve departmental variations to the policy. The Company believes that Team Members generally exercise good judgment and discretion regarding personal standards of appearance, dress, and grooming, but Team Members are encouraged to seek the advice of their supervisor or Human Resources if they have questions regarding appropriate dress or appearance at work. The Company further endorses the concept of personal choice and, therefore, respects the exercise of individual expression within a range of acceptable guidelines. It is important that Team Members are familiar with the guidelines and policies, these can be referenced in the full Dress Code and Appearance Policy provided by Human Resources and in your onboard- ing forms. Nothing in this policy is intended to prevent Team Members from wearing a hair or facial hair style that is consistent with their cultural, ethnic or racial heritage or identi- ty. The Company will reasonably accommodate exceptions to this policy if required due to Team Member’s religious beliefs, medical condition, or disability. Team Members who need such an accommodation should contact Human Resources. Any Team Members that are inappropriately dressed may be sent home. The time that nonexempt Team Members are absent for this purpose will be unpaid unless state law re- quires otherwise. Excessive and repeated issues with non-compliance and adherence to the Dress Code and Appearance Policy will result in disciplinary action, up to and includ- ing termination.

Workplace Safety & Incident Reporting The safety and security of our Team Members and guests is of vital importance. Acts or threats of physical violence, including intimidation, coercion and/or bullying, which in- volve or affect the Company, or which occur on Company property, are strictly prohibited, and will not be tolerated. Even a threat of violence that the Team Member does not intend to carry out may be grounds for immediate termination of employment. The prohibition against threats and acts of violence applies to all persons involved in the operation of the Company, including, but not limited to, Company Team Members and other personnel, contract and temporary workers, consultants, contractors, customers, vendors, visitors, and anyone else on the Company’s premises. If you witness or are aware of a threat or act of workplace violence, report it immediately to a Manager or Human Resources so they can involve Security and the appropriate law enforcement agencies if necessary. Also advise management, without delay, of any sus- picious activity or items that seem to be out-of-the ordinary. If you are in imminent dan- ger, contact 911 immediately and then notify management or Human Resources once the issue has resolved. Workplace violence is any intentional conduct that is sufficiently severe, abusive, or in- timidating to cause an individual to reasonably fear for their own personal safety or the safety of their family, friends, and/or property such that employment conditions are al- tered or a hostile, abusive or intimidating work environment is created for one or several Team Members. Examples of workplace violence include and are not limited to: Threats or acts of violence occurring on Company premises, regardless of the relationship between the Company and the involved parties Threats or acts of violence occurring off Company premises involving one or more individuals who are acting in the capacity of a Company representative Threats or acts of violence occurring on or off Company premises while the Team Member(s) are on or off duty Threats or acts resulting in the conviction of a Team Member or agent of the Company, or of an individual performing service for the Compa- ny on a contract or temporary basis, under any criminal code relating to violence or threats of violence which adversely affect the business interests of the Company Threatening physical contact directed toward another individual

Threatening an individual or the individual’s family, friends, as- sociates, or property with harm The intentional destruction or threat of destruction of the Com- pany or another’s property Menacing or threatening phone calls Stalking Veiled threats of physical harm or similar intimidation Communicating an endorsement of the inappropriate use of firearms or weapons Workplace violence does not refer to workplace arguments or debates that are zealous or impassioned, provided there is no resort to any form of coercion. Discussions about sporting activities, popular entertainment or current events are not considered workplace violence when there is no threat of violence being directed to the workplace or any indi- vidual connected with it. Rather, workplace violence refers to behavior that demonstrates an intention to engage in violence, condones violence in our workplace, or targets any individual with acts or threats of violence. A safe work environment is everyone’s responsibility. Violations of the above guidelines by a Team Member will result in disciplinary action, up to and including termination from employment.

Drug-Free Workplace In compliance with the Drug-Free Workplace Act of 1988, the Company has a longstand- ing commitment to provide a safe, quality-oriented, and productive work environment. Alcohol and drug abuse pose a threat to the health and safety of Company Team Mem- bers, customers, and vendors, and to the security of the company’s equipment and facil- ities. For these reasons, the Company is committed to the elimination of drug and alcohol use and abuse in the workplace. The Company’s Drug Testing and Substance Abuse Policy applies to all Team Members and applicants for employment of the Company. Alcohol and drug abuse and the use of alcohol and illegal drugs in the workplace are issues of concern to the safe and effective operations in the Company. It is the policy of the Company to ensure that Team Members do not report for work in an impaired condi- tion resulting from the use of alcohol or illegal drugs, or consume alcohol or illegal drugs while on duty at a work site or on Company property. Any Team Member who violates this policy is subject to disciplinary action up to and including termination of employment. The Company has adopted a Drug Testing and Substance Abuse Policy to ensure we op- erate as an alcohol and drug-free workplace. The specifics of the policy are: Whenever Team Members are working, are operating any Company vehicle, are present on Company premises or are conducting compa- ny-related work offsite, they are prohibited from: Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia). Being under the influence of alcohol or an illegal drug as defined in this policy. Possessing or consuming alcohol. Possessing or consuming recreational marijuana. The presence of any detectable amount of any illegal drug, illegal controlled substance, marijuana or alcohol in a Team Member’s body system, while performing company business or while in a company facility, is prohibited. The Company will also not allow Team Members to perform their du- ties while taking prescribed drugs that adversely affect their ability to safely and effectively perform their job duties. It is the Team Member’s responsibility to determine from their physician whether a prescribed drug may impair safe job performance and to notify Human Resources

of any job restrictions that should be observed as a result. Team Mem- bers taking a prescribed medication must carry it in a container labeled by a licensed pharmacist or be prepared to produce the container if asked. Any illegal drugs or drug paraphernalia will be turned over to an appro- priate law enforcement agency and may result in criminal prosecution. Please reference the full Drug Testing and Substance Abuse policy provided by Human Resources and in your onboarding forms for a full understanding of the Team Members expectations and responsibilities.

Internet, Email, & Computer Use Policy Your manager will train you on the proper use of the Company’s communications ser- vices and equipment needed for your job. All communications services and equipment, including the messages transmitted or stored by them, are the sole property of the Company and may be accessed and mon- itored by the Company, as it considers appropriate. Communications equipment and services include mail, e-mail, courier services, facsimiles, telephone systems, voicemail, personal computers, computer networks, on-line services, internet connections, com- puter files, video equipment and tapes, tape recorders and recordings, pagers, cellular phones, and bulletin boards. This means that Team Members should have no expecta- tion of privacy in regard to email, communication systems, and Internet usage. As you use the Company’s technical resources, it is important to remember the nature of the information created and stored there. Because they seem informal, e-mail messag- es, voicemail messages, and messages posted on the internet are sometimes offhand, like a conversation, and not as carefully thought out as a letter or memorandum. How- ever, even after you delete these messages or close a computer session, the information may still be recoverable and may even remain in the system. You should keep this in mind when creating e-mail messages, voicemail messages, messages on the Internet, and other documents on the computer. Do not send e-mail or other communications that either mask your identity or indicate that they were sent by someone else. Access only the libraries, files, data, programs, and directories that are related to your work duties. Unauthorized review, duplication, dissem- ination, removal, installation, damage, or alteration of files, passwords, computer systems or programs, or other property of the Company or improper use of information obtained by unauthorized means is prohibited. Sending, saving or viewing offensive material is prohibited. Messages stored and/or transmitted by computer, voicemail, e-mail or telephone systems must not contain con- tent that may reasonably be considered offensive to any Team Member. Offensive ma- terial includes, but is not limited to, pornography, sexual comments, jokes or images that would offend someone on the basis of race, color, sex, age, national origin, religion, sexual orientation, disability, veteran status, as well as any other category protected by feder- al, state, local laws, or Company policy. Any use of the e-mail, communication systems, technology, or the Internet to harass, discriminate, or retaliate is unlawful and strictly prohibited by the Company. Violators may be subject to discipline, up to and including termination of employment. E-mail and the Internet are not entirely secure. Others outside the Company may be able to monitor your e-mail and Internet access. All Team Members should safeguard the Company’s confidential information, as well as that of customers and others, from dis- closure. Do not access new voicemail or e-mail messages with others present. Messages

containing confidential information should not be left visible while you are away from your work area. Although you may have passwords to access computer, voicemail and e-mail systems, these technical resources belong to the Company, are to be accessible at all times by the Company with or without notice. The Company may override any applicable passwords or codes to inspect, investigate or search your files and messages. All passwords must be available to Security, Human Resources or the IT Departments upon request. You should not provide a password to other Team Members or to anyone outside the Company and should never access any technical resources using another Team Member’s password. In the event that you need any new or additional software installed on your work comput- er, you must submit a request to the IT department. You are prohibited from installing any software on any company technical resource without the prior written permission from the head of IT. You may not copy software from the Company for personal use. Managers should ensure that no personal correspondence appears to be official com- munication of the Company since Team Members may be perceived as representatives of the Company and, therefore, damage or create liability for the Company. All outgo- ing messages using Company resources, whether by mail, facsimile, e-mail, internet, or any other means, must be accurate, appropriate and work-related. You may not use the Company’s address for receiving personal mail or use Company stationery or postage for personal items. In addition, personalized Company stationery or business cards may be issued only by the Company. Improper use of Company communications services and equipment may result in disci- plinary action up to and including termination of employment. Improper use includes any misuse as described in this policy as well as sending, saving, accessing, or viewing any harassing, offensive, demeaning, insulting, defaming, intimidating, threatening or sexually suggestive written, recorded or electronically transmitted messages, or any materials that violate the Company’s Policy Against Harassment, Discrimination, & Retaliation and/or federal, state, or local law. Unless otherwise noted, all software on the internet should be considered copyrighted work. Therefore, Team Members are prohibited from downloading and/or installing software on Company-owned devices and/or modifying any such files without permission from the copyright holder. The Company’s electronic resources must not be used for solicitation purposes during working time.

Social Media Policy Some Team Members engage in “social networking” during their off-duty time. For pur- poses of this policy, social networking includes all types of postings on the Internet, in- cluding, and not limited to, social networking sites, such as Instagram, Tik Tok, Facebook©, LinkedIn©, other social media platforms, blogs and other on-line journals and diaries; bulletin boards and chat rooms; micro-blogging, such as Twitter©; and the posting of video on YouTube© and similar media. Social networking also includes permitting or not removing postings by others where a Team Member can control the content of postings. This policy applies regardless of whether you are social networking while on or off duty, on or off premises. It also applies even if your social networking is anonymous or under a pseudonym. Do not use Company time or any other resources Make it clear to your readers that the views expressed are yours and do not reflect the views of the Company if that would other- wise not be obvious. Do not defame the Company’s products, services, Team Members or the products or services of its vendors or competitors. Do not use the Company’s logo, trademark or proprietary graph- ics or photographs of the Company’s premises or property. The Company may review your social networking activities. The Company may request in its sole and absolute discretion that you temporarily confine your social networking to matters unrelated to the Company if the Company determines this is necessary or advis- able to ensure compliance with securities regulations or other laws. If you need clarification regarding any aspect of this policy, contact Human Resources before posting. Failure to comply with this policy may lead to discipline up to and includ- ing termination of employment.

Solicitation & Distribution To maintain a work environment free of disruption to customers, Team Members and our business operations, the Company prohibits the solicitation and/or distribution of any literature or information on Company premises by any and all individuals or groups not associated with or otherwise employed by the Company. Solicitation includes, and is not limited to, requests for support or money for any purpose such as raffle tickets, petitions, membership drives, and fundraising of all types to any Team Members, vendors, and/or customers. Distribution of any material in work areas at any time is not permitted. Additionally, no Team Member may distribute literature during his or her working time or during the work- ing time of any Team Members at whom the activity is directed. As used in this policy, “working time” includes all time for which a Team Member is paid and/or is scheduled to be performing services for the Company; it does not include break periods, meal periods, or periods in which Team Member is not performing and is not scheduled to be perform- ing services or work for the Company. Team Members may not solicit guests or distribute literature to guests for any cause or organization at any time. Non-Team Members are not permitted to solicit or distribute any material for any purpose on Company property.

Ethics & Compliance Hotline EthicsPoint The Company has established internal procedures to permit Team Members, customers, and vendors to anonymously report information about illegal or unethical activity. The Company is committed to providing Team Members access to a confidential third-party ethics hotline to report illegal or unethical activity. The Company has chosen to provide that access via a toll-free number 1-844-910-2301 and online at terribleherbst. ethicspoint.com. The EthicsPoint Hotline is accessible 24 hours, seven days a week, and is designed to deter or report unethical, illegal or improper behavior that may hurt Team Members, the Company, and its customers. The EthicsPoint Hotline will help reduce losses associated with illegal or unethical activity and further demonstrate the Company’s com- mitment to ethical business practices. EthicsPoint Hotline communication standards have been established to ensure that there is frequent communication to Team Members on a regular and consistent basis if they have submitted a complaint. The EthicsPoint Hotline can be utilized for the following types of calls: Accounting / Auditing irregularities Improper loans to executives Ethics violations Retaliation against whistleblowers Insider Trading The EthicsPoint Hotline is not intended to substitute open communication between man- agement and Team Members. Its purpose is to strengthen the Company’s ability to iden- tify serious issues early and take action. Information reported by Team Members may be provided directly to the Compliance department or Human Resources.

Inter-Company Career Opportunities The success of our Company is based on the quality of our Team Members. To continue to attract and retain an exceptional team, the Company has created a work environment that provides opportunities for advancement, growth, and development. Team Members will be considered for transfer based on previous work experience, qual- ifications and/or training for the position, history of conduct and attendance, and length of service with the Company. Team Members may also be required to successfully pass a drug test and background screening as a condition of transfer or promotion. As appropriate and with guidance from HR, transfer opportunities require an online ap- plication within the Applicant Tracking System (ATS) and will be coordinated with depart- ment management and Human Resources. Transfer requests are reviewed by department management and Human Resources to determine eligibility and HR may consult with current or past supervisors as deemed ap- propriate. As department managers need to fill vacancies, they review transfer requests to identify suitable, eligible and qualified internal Team Members that are in good stand- ing. We want Team Members to realize their full potential and career goals. If Team Members do not meet the minimum qualifications for the position, a Human Resources represen- tative is available to discuss career paths with Team Members and suggest alternative positions or possible training and/or development that will assist Team Members in quali- fying for positions of interest. While the Company strives to fill open positions from internal candidates, the Company reserves the right to conduct a search outside the Company when it determines, in its Good Page for Vid- eo

Rehire & Reinstatement When a former Team Member is re-employed with the Company or its subsidiaries after being separated from employment, the Team Member will be identified as either “rein- stated” or “rehired” to the Company. The circumstances of the termination and the length of time will determine if the Team Member will be reinstated or rehired. Reinstatement: A Team Member who is re-employed by the Company is eligible for “re- instatement” as follows: The Team Member is re-employed within thirty (30) days after the Team Member’s termination date and the Team Member successfully com- pleted their introductory period in the last position held. A Team Member who is reinstated to the company shall: Retain their former hire date for all purposes including seniority. Become eligible for benefits upon reinstatement, as long as eligibility re- quirements have been met prior to reinstatement and the new position is benefits eligible. Become eligible for 401(k) participation upon reinstatement, if the new position is benefit eligible. Begin to accrue time off benefits at a rate based on their original hire date. Time off benefits do not accrue during the termination period. Rehire: A separated Team Member who is re-employed by the company will be classi- fied as a “Rehire” if the Team Member is re-employed more than thirty (30) days after the Team Member’s termination. A Team Member who is rehired will be issued a new date of hire and that new date of hire will be utilized for all employment purposes. A Team Member who is rehired will be required to successfully complete a new drug test, background investigation, and introductory period. A former Team Member is eligible to be considered for rehire for a va- cant position for which they are qualified under the following circum- stances: An approved job position is vacant, and a new employment application has been completed; and The former Team Member is a qualified candidate for the vacant position and is eligible for rehire. If rehired after six (6) months from the date of termina tion, a candidate interview will be required.