Employee Handbook - RCN

REICON MANAGEMENT, LLC EMPLOYEE HANDBOOK REVISED MAY 2017

Reicon Management, LLC Employee Handbook Table of Contents 1000 Introduction page 3 1001 Handbook Introduction 2000 Employment Policies and Procedures 4 4 2001 Equal Employment Opportunity 4 2002 5 2003 Standards of Conduct 6 2004 6 2005 Anti-Harassment 7 2006 7 2007 Third Party Anti-Harassment 7 2008 8 2009 Workplace Violence Policy 9 2010 10 2011 Anti-Retaliation 10 2012 10 2013 Adverse Policy Impact 11 2014 12 2015 Employment At-Will 13 2016 13 2017 Injury Reporting Procedures / Workers' Compensation Insurance 13 2018 14 2019 Personal Relationships in the Workplace 2020 14 Conflicts of Interest Policy 14 14 Substance Abuse Policy 15 15 Tobacco Products 15 Vehicle Policy 1 Professional Appearance Policy Internet Access Policy / Communications Use Policy Personal Telephone Call Policy Cell Phone Policy Personal Information Security 3000 Compensation Policies and Procedures 3001 my Status Policy 3002 Work Hours, Meal and Rest Periods 3003 Overtime Policy 3004 Getting Paid 3005 Attendance, Absence, and Punctuality Standards 3006 Performance Reviews

3007 Inclement Weather 15 3008 Expense Reimbursement Policy 16 3009 Professional and Civic Activities 16 4000 Benefits and Programs 16 16 4001 Vacation Policy 17 4002 Holiday Policy 17 4003 Personal Days 17 4004 Medical and Dental Insurance 17 4005 Vision Benefit 4006 Life, Accidental Death and Dismemberment Insurance 17 Additional Voluntary Life Insurance / Short-Term Disability 17 4007 Insurance 17 4008 Long-Term Disability Insurance 17 4009 401(K) Retirement Plan 18 4010 Section 125 Plan 18 4011 Matching Grant Program 18 4012 Cultural Benefit 4013 Educational Assistance Policy 19 22 5000 Leave of Absence 22 22 5001 Family Medical Leave Act (FMLA) 24 5002 Jury Duty or Witness Leave 24 5003 Time Off to Vote 5004 Military Leave 25 5005 Sick Leave Policy 5006 Bereavement Leave Policy 6000 Acknowledgment 6001 Employee Acknowledgment 2

1000 - INTRODUCTION 1001 – Handbook Introduction This Employee Handbook is designed as a quick reference for new and experienced employees when questions arise relating to employment. It is intended to give employees an overview of employment policies and procedures, compensation and benefit information and leave of absence policies and procedures. It is not intended to thoroughly address every detail or policy. If you have questions regarding any policies, procedures or benefits, you are encouraged to contact your supervisor or Human Resources. The information included in this handbook is current as of the publication date and is subject to change as policies are modified. The most current version can be found on the Organization’s Intranet under public folders. 3

2000 – EMPLOYMENT POLICIES AND PROCEDURES 2001 – Equal Employment Opportunity Reicon Management, LLC (hereafter referred to as the “Organization”) is an equal opportunity employer and makes decisions related to compensation and all terms, conditions or privileges of employment on the basis of merit. Organization policy prohibits unlawful discrimination based on race, color, creed, sex, religion, age, national origin or ancestry, physical or mental disability, medical condition (including pregnancy), genetic information, veteran status, or any other consideration made unlawful by federal, state, or local laws. All such discrimination is unlawful and prohibited by the Organization. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, and to the extent required by the Americans With Disabilities Act, the Organization will make a reasonable accommodation for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship for the Organization would result. Any applicant or employee who requires an accommodation in order to apply for the position or to perform the essential functions of the job should contact Human Resources or his/her supervisor and request such an accommodation. The individual with the disability should specify what accommodation is required to perform the essential functions of the job. The Organization will then engage in a timely, good faith interactive process with the applicant or employee to identify possible accommodations, if any, that will enable the applicant or employee to perform the essential functions of the job. If the accommodation is reasonable, will not create an undue hardship on the Organization or create a safety threat, the Organization will make the accommodation. 2002 – Standards of Conduct Employees of the Organization are expected to accept certain responsibilities, adhere to acceptable business principles in matters of personal conduct and exhibit a high degree of personal integrity at all times. Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Furthermore, our employees are responsible for respecting the rights of their co-workers. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. Employees may not distribute literature or printed or electronic materials of any kind, sell merchandise, solicit financial contributions, or solicit for any other cause during working time unless approved by their supervisor. 2003 – Anti-Harassment The Organization is committed to providing a work environment that encourages mutual respect and is free of unlawful harassment, discrimination and bias. The Organization’s anti-harassment policy applies to all persons involved in the operation of the Organization and prohibits unlawful harassment by any employee of the Organization, including supervisors and coworkers. The law 4

also prohibits unlawful harassment towards any employee by customers, vendors, contractors and persons working or visiting on the Organization’s premises or vice versa. Prohibited unlawful harassment includes, but is not limited to, the following: Any harassment or use by anyone in its employ of any derogatory epithet (whether verbal, written or gestural) based on race, religious creed, color, age, sex, physical or mental disability, national origin, ancestry, medical condition (including pregnancy), genetic information, veteran status, or any other consideration made unlawful by federal, state or local laws; or sexual harassment, defined as: • unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature; or • any form of sexually offensive behavior including gender-based harassment of a person of the same sex as the harasser when; 1. submission to the conduct is made explicitly or implicitly a term or condition of an individual's employment, 2. submission to or rejection of the conduct by an individual is used for employment decisions affecting an individual, or 3. such conduct has the purpose or effect of unreasonably interfering with the employee's work performance or creating an intimidating, hostile, or offensive work environment. If you believe that this anti-harassment policy is being violated, either with respect to yourself or with respect to another employee, you are strongly encouraged to report that belief immediately, either: • to your supervisor (either in writing or personally), or • to your supervisor’s superior, if you believe your supervisor is violating this policy Upon notice of an employee's concern about being harassed, the Organization will act to stop any further harassment and to correct any effect of the harassment and will: 1. Inform the complainant of his or her rights and of any obligation to secure those rights; 2. Promptly investigate the complaint. The investigation will be immediate, thorough, objective and complete. We will make diligent efforts to interview all persons with information on the matter. 3. Take prompt and effective action to remedy/correct harassment. 4. Respond in a timely manner to any complaint of harassment, describing the disposition of the complaint and any action taken in resolution of the complaint. 5. The Organization will not retaliate against you for filing a harassment complaint and will not knowingly permit retaliation by management or your coworkers. 2004 –Third Party Anti-Harassment The Organization is committed to providing a work environment that encourages mutual respect and is free of unlawful harassment. The Organization strongly condemns any form of unlawful employment-related harassment. Organization policy prohibits employees from, among other things, engaging in unlawful harassment of third parties, including customers, clients, vendors, contractors and persons working or visiting on the Organization’s premises. Prohibited unlawful harassment includes, but is not limited to, the following: • any harassment or the use by anyone in the Organization’s employ of any derogatory epithet (whether verbal, written or gestural) based on race, religious creed, color, age, 5

sex, physical or mental disability, national origin, ancestry, medical condition (including pregnancy), veteran status, or • any other consideration made unlawful by federal, state or local laws; or sexual harassment, including (but not limited to) unwanted sexual advances, visual, verbal or physical conduct of a sexual nature, and gender-based sexually offensive conduct against a person of the same or opposite sex as the harasser when (1) submission to the conduct is made explicitly or implicitly a term or condition of doing business with the Organization, (2) submission to or rejection of the conduct by an individual is used for business decisions affecting an individual, or (3) such conduct has the purpose or effect of unreasonably interfering with the third party’s work performance or that of creating an intimidating, hostile or offensive environment. An employee who believes that this policy is being violated, with respect to third parties as referenced above, should report that belief to his or her supervisor or management immediately, either in writing or personally. Upon notice of an employee's concern about the possible harassment of third parties, the Organization will respond appropriately, will not retaliate against the employee for filing a harassment complaint, and will not knowingly permit retaliation by management or the employee’s coworkers. Any employee violating this policy will be subject to disciplinary action up to and including termination of employment. 2005 –Workplace Violence Policy The Organization has a zero tolerance policy for workplace violence, verbal and nonverbal threats and related actions. Unauthorized firearms and weapons cannot be brought into the workplace at any time. Employees who violate this policy are subject to immediate discipline up to and including termination. Employees should immediately report to their supervisor such incidents or threats. We encourage employees to promptly report such incidents and to suggest ways to reduce or eliminate risks. The Organization will not retaliate against any employee for reporting such an incident, and will not knowingly permit any retaliation by management or non-management employees. 2006 – Anti-Retaliation In addition to prohibiting discrimination and harassment in the workplace, state and federal law also prohibits retaliation. One type of retaliation occurs when an employer takes employment action against an employee who complains about harassment or discrimination if such action may likely discourage a reasonable employee from making or supporting a claim of harassment or discrimination. Harassment and discrimination may be based on a protected status as outlined in the Equal Employment Opportunity policy as well as protected activities such as testifying at or providing information related to a labor investigation, or whistleblower status. Examples of adverse action may include, depending on the circumstances, demotion, failure to promote, termination, change of work hours or change of job duties. Another type of retaliation occurs when coworkers ostracize, employ derogatory epithets (verbal, written or gestural) against or otherwise harass an employee because he or she has complained about discrimination or harassment. 6

It is illegal to retaliate against an employee because he or she complained about harassment or discrimination, even if no harassment or discrimination ever happened. Organization policy STRICTLY PROHIBITS any form of retaliation against an employee because he or she complained about harassment or discrimination. If you feel you have been retaliated against based on a complaint, please notify management immediately. 2007 –Adverse Policy Impact Your employer has implemented numerous policies that are designed to achieve important business objectives. We recognize, however, that an otherwise legitimate workplace policy can have unintended consequences to individuals in a particular group or class. If you feel that one of our policies adversely impacts you due to your unique circumstances (e.g. your membership in one of the “protected classes”), you may seek accommodation regarding such policy. The procedure to seek this accommodation is as follows: Deliver to your supervisor (or your supervisor’s supervisor) a memorandum, in writing, which identifies (1) the policy at issue; (2) the reason why the policy, as it applies to you, creates an adverse impact on you; and (3) the accommodation that you request to avoid this adverse impact. Examples of “protected classes” include, but may not be limited to, on race, religious creed, color, age, sex, physical or mental disability, national origin, ancestry, medical condition (including pregnancy), genetic information, or veteran status. 2008 – Employment At-Will Employment with the Organization is on an “at-will” basis. Employment at-will may be terminated at the will of either the employer or the employee. Employment may be terminated with or without cause, and with or without notice, at any time by you or the Organization. Terms and conditions of employment with the Organization may be modified at the sole discretion of the Organization with or without cause and with or without notice. No one other than the Organization CEO has the authority to create an employment relationship other than on an “at-will” basis, and may only do so in writing. No implied contract concerning any employment-based decision or terms and conditions of employment can be established by any other statement, conduct, policy or practice. Examples of the types of terms and conditions of employment that are within the sole discretion of the Organization include, but are not limited to, the following: Promotion; demotion; transfers; hiring and discharge decisions; compensation; benefits; qualifications; discipline; layoff or recall; rules; hours and schedules; work assignments; job duties and responsibilities; production standards; subcontracting; reduction, cessation or expansion of operations; sale, relocation, merger or consolidation of operations; determinations concerning the use of equipment, methods or facilities; or any other terms and conditions that the Organization may determine to be necessary for the safe, efficient and economic operation of its business. 2009 – Injury Reporting Procedure / Workers’ Compensation Insurance Employees are required to report any work-related injury or illness, no matter how small, to their immediate supervisor/manager. Workers’ compensation laws provide occupational protection for employees. These laws require that an employer pay an employee for economic loss due to an occupational disability, illness, or death occurring from employment. The Organization provides this protection to its employees through a Worker’s Compensation Insurance Policy. Notify your 7

supervisor immediately of any work-related injury or occupational disease. A listing of Workers’ Compensation physicians is posted on the bulletin board. You will receive full pay for the date a work-related injury/illness occurred if you are unable to complete your scheduled workday. Once a waiting period is completed, Workers’ Compensation payments will commence through the Organization’s Workers’ Compensation insurance carrier if the employee meets the carrier’s qualifications for the period of disability as defined by a licensed physician for up to a maximum of 12 weeks. Disability payments may continue as governed by the Workers’ Compensation program. 2010 – Personal Relationships in the Workplace Policy The employment of relatives, married couples or persons involved in a romantic relationship may cause conflicts, raise issues of favoritism and damage employee morale. A “relative” is any person who is related to another employee by blood or marriage. A relative is also any person who is related to another employee by law, for example, by adoption, guardianship or as registered domestic partners. A “romantic relationship” is one that could be reasonably expected to become a close consensual or sexual relationship regardless of the gender or sexual orientation of the employees involved. “Dating” is included in the definition of “romantic relationship.” A supervisor may not oversee a related employee. An employee in a “romantic relationship” may not be supervised by the romantic partner. A supervisor involved in a “romantic relationship” with another employee or applicant must immediately disclose the relationship to management. A supervisor who is related to another employee or applicant must immediately disclose the relationship to management. A supervisor who fails to follow this policy of disclosure can be disciplined or terminated. Related or romantically involved employees who are employed in supervisor/subordinate positions have ten (10) working days to decide which employee will transfer to an available position or resign. Related or romantically involved employees in any positions, who the Organization determines have raised a conflict of interest or potential conflict of interest, shall have ten working days to decide which employee will transfer to an available position or resign. If the employees involved are unable to agree which employee will resign or transfer, the Organization will transfer, or when no position is available, terminate, one of the employees involved. The Organization shall decide whether a transferring employee is qualified for the new position. Employees in a romantic relationship shall refrain from displays of affection or excessive conversation during work hours, at Organization functions or on Organization property. This policy is designed to provide safeguards so that the workplace is not compromised by interpersonal relationships. This policy does not prohibit and will not be enforced in any manner which could interfere with, restrain, or coerce employees from engaging in concerted activities including the right to discuss terms and conditions of employment. 8

2011 - Conflicts of Interest Policy Our employees are expected to devote their best efforts and attention to the full-time performance of their jobs. Employees are expected to use good judgment, to adhere to high ethical standards, and to avoid situations that create an actual or potential conflict between the employee's personal interests and the interests of the Organization. A conflict of interest exists when an employee’s loyalties or actions are divided between the Organization’s interests and those of another, such as a competitor, supplier, or customer. Both a conflict of interest and the appearance of a conflict of interest should be avoided. An employee who is unsure as to whether a certain transaction, activity, or relationship constitutes a conflict of interest or the appearance of a conflict of interest should discuss the situation with his or her immediate supervisor for clarification. This policy does not attempt to describe all possible conflicts of interest that could develop. Some of the more common conflicts from which employees should refrain, include the following: 1. Accepting personal gifts or entertainment from competitors, customers, suppliers or potential suppliers. 2. Working for a competitor, supplier or customer while employed by the Organization. 3. Engaging in self-employment in competition with the Organization. 4. Disclosing Organization trade secrets or confidential proprietary information for personal gain to the Organization’s detriment. 5. Having a direct or indirect financial interest in and/or a relationship with a competitor, customer or supplier, except that ownership of less than 1% of the publicly traded stock of a corporation will not be considered a conflict. 6. Using Organization assets, including computers, or labor for personal use. When an employee’s interest is adverse to the Organization’s, the employee will not be authorized to use Organization computers or other Organization assets that can be used for the employee’s personal gain. 7. Acquiring any interest in property or assets of any kind for the purpose of selling or leasing it to the Organization. 8. Committing the Organization to give its financial or other support to any outside activity or Organization except within the ordinary course and scope of employment. 9. Developing a personal relationship with a subordinate employee of the Organization that might interfere with the exercise of impartial judgment in decisions affecting the Organization or any employees of the Organization. If an employee or someone with whom the employee has a close personal relationship (a family member or companion) has a personal, financial or employment relationship with a competitor, supplier or customer, the employee must disclose this fact in writing. If an actual conflict of interest is determined to exist, the Organization may respond to this perceived conflict as the Organization deems is appropriate based upon the circumstances. Employees may pursue and participate in employment or other business activities outside of normal working hours provided such arrangement neither creates a conflict of interest nor detracts from performance and/or effectiveness while working for the Organization, and 9

provided the employee does not offer or provide such services to the Organization. Any employee who has other employment must disclose such employment to his or her supervisor so that an evaluation can be made as to whether a conflict of interest exists. The failure to adhere to this guideline, including the failure to disclose any potential conflicts or to seek an exception, may result in disciplinary action up to and including termination. 2012 – Substance Abuse Policy The unlawful manufacture, distribution, dispensation, possession, sale or use of a controlled substance (including alcohol) in the workplace or while performing Organization business off the Organization's premises is strictly prohibited. The illegal use of drugs and the abuse of alcohol are problems that invade the workplace, endangering the health and safety of the abusers and those who work around them. The Organization is committed to creating and maintaining a workplace free of substance abuse without jeopardizing valued employees' job security. To address this problem, our Organization has developed a policy regarding the illegal use of drugs and the abuse of alcohol that we believe best serves the interests of all employees. It is that the illegal use of drugs or abuse of alcohol or prescription drugs will not be tolerated. As a means of maintaining this policy, we have implemented pre-employment and active employee drug testing. This policy is designed with two basic objectives in mind: (1) employees deserve a work environment that is free from the effects of illegal drug use or alcohol abuse and the problems associated with such, and (2) the Organization has a responsibility to maintain a healthy and safe workplace. To assist us in providing a safe and healthy workplace, we maintain a file of information of various means of employee assistance in our community, including but not limited to drug and alcohol abuse programs. Employees are encouraged to use this resource file, which is located in Human Resources In addition, we will distribute this information to employees for their confidential use. An employee whose conduct violates this Substance Abuse Policy will be disciplined up to and including termination. 2013 – Tobacco Products Use of tobacco products, including smoking and the use of smokeless tobacco, electronic cigarettes or vaping devices is prohibited on/in all Organization-related property and/or vehicles. After the first 30 days of employment, the Organization will pay up to $1000 (life-time maximum) for expenses not covered by insurance for any employee who desires to stop smoking. 2014 – Vehicle Policy The Organization-owned cars, trucks and vans are for use by employees. While specific vehicles are assigned to certain locations, these are vehicles which may be used on a reservation basis by all employees. All employees are asked to plan ahead as much as possible and work together effectively and economically to utilize the available vehicles. Generally, employees driving the greatest distance should try to use the Organization vehicles. Employees who drive an Organization vehicle in the performance of their duties must have a current valid Driver’s License issued by the state in which they reside along with proper insurance. No one shall operate a vehicle with a suspended license. Organization vehicles are to 10

be used for Organization business only. Any employee charged with driving under the influence of alcohol or drugs or with a suspended license while driving for the Organization will be subject to disciplinary action. State law and Organization policy requires that seat belts be worn at all times. Each vehicle must have an insurance card and current registration. Also, a vehicle accident report packet must be maintained in the dash compartment of all Organization vehicles. This packet contains step-by-step procedures and telephone numbers in case of an accident. If an accident occurs, employees should notify their supervisor as soon as possible. All vehicle accidents must be reported. Employees will be reimbursed for using their personal cars (at the published IRS mileage rate for the current year) only if an Organization vehicle is not available for use at their assigned location for local trips, or if there is not adequate time to reserve an Organization vehicle prior to an out- of-town trip, or if the employee received prior approval as part of the trip authorization to use his/her personal vehicle for out-of-town travel. Sign out Sheet for Vehicles: There is a sign out sheet for each vehicle maintained at the location the vehicle is assigned to or in the vehicle. Every employee using the vehicle must sign and date the log sheet and enter time in and out. Personal Use: Personal usage of Organization vehicles is not allowed except for transportation to and from lunch when working away from an employee’s assigned office, commuting to and from the office when a vehicle is approved to be taken home overnight or out of town mileage when an employee takes a vehicle for an approved trip out of town. Overnight Use: Unless prior approval is obtained to keep a vehicle overnight, all vehicles will remain at the assigned locations at night. Proof of Insurance: In order to receive reimbursement for using your own vehicle, we must have proof of insurance on file. When you submit your first expense report to be reimbursed for mileage, please attach a copy of your insurance card. Human Resources will put a copy in your personnel file and check with you when your policy expires. Distracted Driving: In order to increase employee safety and eliminate unnecessary risks behind the wheel, Organization employees may not use a hand-held cell phone while operating any vehicle in the performance of their duties – whether the vehicle is in motion or stopped at a traffic light. This includes, but is not limited to, answering or making phone calls, engaging in phone conversations, and composing, reading or responding to emails, instant messages, and text messages. If Organization employees need to use their phones, they must pull over safely to the side of the road or another safe location. 2015 – Professional Appearance Policy All employees are required to dress professionally and appropriately during regular business hours or while working at company facilities, and events. Each employee is a representative of the Organization in the eyes of our clients and the public, so it is important that each employee report to work properly groomed and wearing appropriate attire that management considers acceptable. Good judgment is always required. The Organization strives to maintain a professional public image. The personal appearance, quality of service, and positive attitude of all our employees are essential to creating and maintaining a favorable environment for our clients, the public and other employees. Work attire should be 11

conservative and promote a business-like environment. It is with these principles in mind that the Organization has adopted the following policies: • Extreme or extravagant forms of dress is not allowed. Employees should not wear beach flip- flops, tank-tops or excessively revealing clothing. T-shirts are acceptable for select departments or on business casual days. In addition, items of clothing that display sexual or other potentially offensive statements, logos or designs that may violate the Organizations policies on harassment are prohibited. • Hair, including facial hair, should be neat and well-groomed without unusual coloring. For safety reasons, employees with long hair or long beards may be asked to bind them while working. • Makeup should be tasteful and not excessive. • Employees with tattoos and/or brands must attempt to keep them covered at all times. Offensive, racist, erotic, or suggestive tattoos or brands must be kept covered at all times. Tattoos or brands on the face, neck or hands will disqualify an applicant or employee from employment with the Organization. • Some departments may require that long hanging jewelry and necklaces be removed or tucked under clothing. An excessive number of piercings or vacant holes in the face, neck, ears or other body parts or vacant piercings that are overtly visible, may disqualify an applicant or employee from employment at the Organization. With management approval, department directors have discretion to set dress policies specific to their department, based on the circumstances of the job. Employees who, in the exclusive judgment and discretion of the Organization, are in violation of this policy may be subject to disciplinary action, including being sent home to remedy the appearance policy violation. Such time will be unpaid. Any additional violations of this policy may result in further disciplinary action up to and including termination. (Revised: 12/2021) 2016 – Internet Access Policy/Communications Use Policy We recognize the need to be able to communicate effectively with our fellow employees and individuals outside the Organization. Therefore, we have made available many Organization- owned communication tools and technologies including e-mail, voice mail, fax machines, two- way radios, computers, software, and internet access. This list, of course, is not all-inclusive and the Organization reserves the right to amend at any time. Employee privacy rights do not extend to work-related conduct or the use of Organization- owned equipment, technologies or supplies. You should be aware of the following policies and practices. • The Organization-owned equipment and services mentioned above are for business activities, and the excessive personal use of these facilities is prohibited. Personal use includes, but is not limited to, soliciting for commercial ventures, personal business opportunities and religious or political causes. Communication devices must never be used to send or receive illegal, obscene, sexually-related or offensive messages. Communications containing inappropriate references, off-color comments, ethnic slurs, racial epithets, or anything that 12

could be construed as abusive, suggestive, hostile, harassing, discriminatory or disparaging of others will not be tolerated. • These systems are accessible at all times by the Organization and may be subject to periodic unannounced inspections by the Organization. In this regard, the Organization reserves the right to retrieve and read any messages composed, sent or received. Please note that even when the user or recipient deletes a message, it may be possible to re-create the message; therefore, complete privacy of messages cannot be guaranteed to anyone. • These systems must never be used to express personal opinions to journalists or to take public positions on issues without prior consent of Organization’s management. • When using any communication technology, within the Organization or on the Internet, employees are expected to act and communicate professionally at all times. • Irresponsible, careless, or insensitive statements made on electronic media can be taken out of context and used against you and the Organization. It should be noted that e-mail messages, computer files and telecommunications, can be, and usually are subpoenaed in the event of litigation, even if the Organization is not part of the lawsuit. The following activities are, in general, prohibited. • Under no circumstances is an Organization user authorized to engage in any activity that is illegal under local, state, federal or international law. • Violations of the rights of any person or Organization protected by copyright, trade secret, patent or other intellectual property, or similar laws or regulations, including but not limited to, the installation or distribution of “pirated” or other software products that are not appropriately licensed. • In order to maintain software standards, inventory control, maintenance and cost efficiency, software shall not be installed by any end user(s) on any system(s) without prior approval of MIS. Any software that is installed on a system must have appropriate licensing, and the licensing information should be kept on file in the MIS department. • In order to maintain hardware standards, inventory control, maintenance, supplies, cost efficiency and service agreements, hardware installation should only be performed by the MIS department using approved hardware. Use of the Organization’s communication devices in a manner that violates any rule or regulation of the Organization constitutes ground for disciplinary action, up to and including discharge. 2017 – Personal Telephone Call Policy The Organization recognizes that employees will need to make personal telephone calls from time to time. Please keep in mind that Organization phone lines are generally intended for business use. Personal calls should be limited in amount and duration. No personal long distance calls are to be made without advance supervisor approval and the cost of such calls must be reimbursed upon completion. Abuse of personal telephone privileges will lead to disciplinary action and/or the suspension of personal telephone use. 2018 – Cell Phone Policy Personal cellular phones may be carried on your person. However, receiving and placing personal cell phone calls is to be kept to an absolute minimum. Personal cellular phones must be set on “silent” or “vibrate” modes during work hours. 2019 – Personal Information 13

The Human Resources office is responsible for maintaining your personnel record. Policy requires all employees’ personnel files to be maintained confidentially and stored in a secure location. This is the Organization practice and only those with a business “need to know” will be permitted to view an employee’s file, except where required by law. Human Resources and your supervisor should always have a current address and telephone number for each employee, as well as information regarding the person to be contacted in case of an emergency. You are responsible for advising the Human Resources office and your supervisor of any changes. 2020 – Security Employees entrusted with keys and/or access badges to the office or other Organization facilities are responsible for the safekeeping of the keys and/or access cards, the security and protection of Organization property, as well as any activity taking place while the employee is present and the office is closed. There is a replacement fee for lost or damaged keys/badges. The Organization seeks to provide a work environment for employees, customers and visitors, which is as free as possible from recognized hazards. To achieve this goal, every employee has a responsibility to be safety conscious. Employees should report any unsafe or hazardous condition to their manager immediately. Efforts should be made to remedy problems as quickly as possible 3000 – COMPENSATION POLICIES AND PROCEDURES 3001 – Employee Status Policy 1. Full-time employees are those employees who regularly work forty (40) or more hours per week. All full-time employees shall be eligible to receive all of the benefits set forth by the Organization which may change from time to time. 2. Part-time employees are those employees who work less than forty (40) hours per week. 3. Temporary employees are those employees hired for a particular task. Irrespective of the amount of time necessary to complete that task, such employees shall not by the passage of time be converted to full-time employees. Temporary employees shall not be eligible to participate in any insurance plans adopted by the Organization, nor any other fringe benefit programs, except where mandated by applicable law. 3002 –Work Hours, Meal and Rest Periods Unless otherwise scheduled, full-time employees shall work an eight-hour shift with up to a 60 minute meal period, 40 hours per week. Ten minute paid rest periods are provided for every four hours of work or major portion thereof; generally mid-morning and mid-afternoon. Your supervisor will designate your normal work hours and schedule your meal and rest periods. Meal periods are unpaid and not counted as part of the eight hour work shift. Meal and rest periods are not intended to be used as a substitute for late arrival or early departure. The work week begins on Sunday and ends Saturday. If you are a nursing mother and require breaks to express breast milk during the day, please contact Human Resources or your supervisor for information and to make arrangements to accommodate your needs. 3003- Overtime Policy 14

Overtime pay will be paid to hourly, non-exempt employees as required by applicable state law or federal law. For purposes of determining which hours constitute overtime, only actual hours worked in a given workday or workweek will be counted unless otherwise required by law. On occasion, you may be required to work overtime. Refusal to work required overtime may result in disciplinary action. OVERTIME MUST BE APPROVED BY MANAGEMENT, IN ADVANCE, IN WRITING. Failure to obtain prior approval for overtime may result in disciplinary action. 3004 – Getting Paid Employees are paid semi-monthly on the 10th and 25th by direct deposit. If the pay date falls on a Saturday, the employee is paid on the Friday before. If the pay date falls on a Sunday, the employee is paid the Monday after. The 10th pay date covers hours worked from the 16th through the end of the previous month. The 25th pay date covers hours worked the 1st through the 15th of the current month. Time clocks are used for hourly employees. Salaried employees must report time taken for vacation, sick, personal, etc. to Human Resources, either in paper form or via Public Folders in the Exempt Attendance file. 3005 – Attendance, Absence and Punctuality Standards All employees are expected to work on a regular and consistent basis to complete their regularly scheduled hours per week. Excessive absenteeism may result in disciplinary action, up to and including termination. Disciplinary action taken due to absenteeism will be considered following a review of the employee's absences, reasons for such absences, and overall work record. An employee who does not call or report to work for three consecutive work days will be considered to have voluntarily resigned employment with the Organization, unless there are extenuating circumstances. Supervisors experiencing such absences should contact Human Resources or their supervisor immediately. 3006 – Performance Review All employees will meet once a year with their supervisor for a performance review. The purpose of a performance review is to determine whether an employee is meeting the standards and expectations of the position, to identify and discuss any needed corrections or improvements and to discuss the goals and objectives of the employee and the department. 3007 – Inclement Weather If there is weather advisory, especially predicting snow or icy conditions, you can find out about delayed openings or closings in the following ways: ▪ Tune in to WBHF AM1450 on your radio or through the “TuneIn Radio” app on your smart phone in the morning. If you live outside the WBHF listening area, you may listen online at www.wbhfradio.org or tune in to Comcast channel 23, ▪ As a last result, call the WBHF radio station at 770-386-1450. As a courtesy to the radio staff, please only call after you have tried all other avenues. If the Organization remains open and you are scheduled to work but conditions where you live prevent you from safely making it to the Organization, please inform your supervisor. This will not be “free time off” and you will need to take personal leave or vacation leave to be paid for that day. If the Organization closes, full-time employees that are scheduled will be paid. 15

On inclement weather days, staff should plan on coming in no earlier than 8:00 a.m. unless otherwise advised. 3008 – Expense Reimbursement Policy Expenses incurred in connection with the Organization’s business will be reimbursed as set forth below. Claims for reimbursement must be submitted on the Expense Reimbursement form, which is available from your supervisor. Expense reports (1) should be prepared at least monthly, (2) contain the reimbursable expenses incurred during the prior 30-day period along with supporting documentation (e.g., receipts for meals, mileage reports, etc.), (3) be signed by the employee, (4) be submitted to your supervisor on the first day of the month, and (5) be approved by your supervisor. 3009 – Professional and Civic Activities Participation by employees in professional, civic and educational organizations is encouraged, but involvement and covered expenses must be approved by your supervisor. 4000 – BENEFITS AND PROGRAMS 4001 – Vacation Policy After the first six months of employment, a full-time employee is eligible for two weeks of vacation. For the first year of employment, full-time employees will receive a prorated portion of a two-week vacation based on hire date. After five years of employment, a full-time employee is eligible for three weeks vacation. After ten years of employment, a full-time employee is eligible for four weeks vacation. Up to five vacation days a year may be taken in half (½) day or single day increments. At least one week must be taken in a five-day increment. Vacation time is accrued per pay period on a calendar basis, based on length of service, and the number of eligible days. All vacation days must be scheduled and approved by the employee’s supervisor. Unused vacation days may not be carried forward to the next year. Employees who leave the Organization will be paid for their unused accrued vacation time. In the event an employee leaves the Organization before earning vacation already taken, unearned vacation pay may be deducted from the employee’s last paycheck. 4002 – Holiday Policy After the first 30 days of employment, the Organization provides eight paid holidays to all full- time employees per year (see list below). A yearly schedule of observed holiday dates can be found in Public Folders or on official bulletin boards in each location. New Year’s Day (subject to change if holiday occurs on a weekend) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Thanksgiving Day Friday following Thanksgiving Day Christmas Eve Day (subject to change if holiday occurs on a weekend) Christmas Day (subject to change if holiday occurs on a weekend) If an employee is scheduled to work on an Organization holiday, a floating holiday will be granted. 16

4003 – Personal Days After the first 30 days of employment, the Organization provides two paid personal days to all full-time employees per year. Unused personal days may not be carried forward to the next year. Personal days will not be paid to employees upon termination. Personal days can be used for any reason. However, all personal days must be scheduled and approved by the employee’s supervisor. 4004 – Medical and Dental Insurance After the first 30 days of employment, medical insurance coverage and dental insurance coverage are available for all full-time employees. Options are available for employees to purchase coverage for spouses and/or dependents. 4005 – Vision Benefit After the first 30 days of employment, the Organization will reimburse all full-time employees up to $50 annually for their vision-related expenses. These expenses include office visits, lens or frames. Please see Human Resources for reimbursement specifics. Forms are available in Public Folders or through your supervisor. Additional vision expense discounts are available through your insurance provider. 4006 – Life, Accidental Death and Dismemberment Insurance After the first 30 days of employment, the Organization provides life and AD&D insurance coverage for all full-time employees, their spouse and children. The employee’s coverage equals his/her annual salary (with a $50,000 maximum). Spouses are covered at $5,000 and children at $2,000 (each). 4007 – Additional Voluntary Life Insurance / Short-Term Disability Insurance After the first 30 days of employment, additional voluntary life insurance and/or short-term disability insurance may be purchased by all full-time employees. Premiums are automatically deducted from the employee’s pay. 4008 – Long-Term Disability Insurance After the first 30 days of employment, the Organization provides long-term disability insurance coverage for all full-time employees. Long-term disability benefits are payable after 180 consecutive days of approved disability. 4009 – 401(k) Retirement Plan A 401(k) Retirement plan is offered to all employees after completion of 3 months service. Participants must also be 21 years of age or older. Part-time employees should contact Human Resources for their eligibility/participation requirements. Also please contact Human Resources for a current copy of the 401(k) Summary Plan Description. (Revised 1/1/2020) 4010 – Section 125 Plan After the first 30 days of employment, all full-time employees are eligible to participate in the Section 125 Plan. The plan allows employees to pay for health care-related expenses with pre-tax money. Available choices may vary based on medical insurance selected. Please contact Human Resources for specific information. 17

4011 – Matching Grants Program After 90 days employment, any qualifying charitable contributions made by an employee (full- time or part-time) will be matched dollar for dollar up to 5% of compensation earned as of the date of the gift. For requirements and definition of qualifying contributions, see the Matching Grants section found in Public Folders. (Rev. 5/2017) 4012 – Cultural Benefit All employees and anyone accompanying them (excludes social clubs, Sunday school classes, etc.) are entitled to free admission to the Booth Western Art Museum, Tellus Science Museum, and Bartow History Museum. Please do not call and ask for people to be admitted free if you will not be accompanying them. As an employee you are generally entitled to a 20% discount at any of our retail operations including museum stores and cafes and the Grand Theatre. This discount also applies to most ticketed events. Occasionally there may be retail items or events excluded from the discount. Limited space workshops and summer camps are excluded from the discount. Generally an employee of the entity hosting a ticketed event would receive one free ticket for that event (for their use only), subject to space availability. Employee discounts may not be combined with other discounts that may be available to members or other groups. 4013 – Educational Assistance Policy The Organization recognizes that the skills and knowledge of their employees are critical to the success of the Organization. The educational assistance program encourages personal development through formal education so employees can maintain and improve job-related skills or enhance their ability to compete for reasonably attainable jobs within the Organization. The Organization will provide educational assistance to all full-time eligible employees who have completed twelve (12) months service. To maintain eligibility, employees must remain on the active payroll, and be performing their job satisfactorily through completion of each course. If the employee already holds a four year undergraduate degree or technical school certification, they will not be eligible for assistance. Policy Guidelines: (1) Must be a full-time employee. (2) Must be continuously employed on full-time basis for a minimum of twelve (12) months. (3) Undergraduate courses must be academic or job-related for your present position. . (4) Course objectives will be: (a) Obtain a GED certificate. (b) Obtain a high school diploma. (c) Attend a vocational/technical school for classes that are job-related. (d) Obtain a college degree – (undergraduate) (5) Course of study must be pre-approved by a Company Officer or Executive Director and Human Resources. (6) Employees holding associate degrees must get approval on four year programs. Total assistance will be determined based on additional courses required and credit given for courses under the associate degree. 18

(7) Reimbursement will cover class tuition and books ONLY. For purposes of this section, books will be defined to include paper or electronic versions. In addition, books will also include other software which is required by the educational institute to be purchased as a pre-requisite to taking the course. (Transportation, fees, supplies, equipment costs, and computer rentals ARE NOT included). (8) Reimbursement requests will be on a per-quarter or per-semester basis only and will not exceed the maximum amount allowed under Section 127 of IRC, currently $5,250.00 per year. (9) A copy of completed courses certificate and grade must be sent to Human Resources upon completion. (10) Failure to receive credit toward certification if part of a degree program and a grade of “C” or higher in each course and resignation, or termination of employment will result in the full reimbursement to the Organization for the current quarter/semester tuition expense. (11) Educational assistance is dependent on the Organization’s budgetary constraints and may be limited and or suspended at any time. Should you have any further questions regarding this policy, you may contact Human Resources. 5000 – LEAVE OF ABSENCE 5001 – Family Medical Leave Act (FMLA) Qualifying for FMLA Leave The Organization is covered by the federal Family and Medical Leave Act (FMLA). Under the FMLA, an employee who works at a location with 50 or more employees within a 75-mile radius, has been employed by the Organization for at least 12 months and has worked at least 1,250 hours for the Organization during the previous 12 months may be granted unpaid leave for one or more of the following reasons: 1. Birth of child to the employee or to the employee’s spouse. 2. Placement of child with the employee for adoption or foster care. 3. To care for a spouse, son, daughter or parent who has a serious health condition. 4. A serious health condition of the employee rendering him/her incapable of performing the functions of his/her job (see below for definitions of “serious health condition” and “incapacity”). 5. To care for a spouse, son, daughter, parent or next of kin who is a covered service member and who is undergoing medical treatment, recuperation or therapy or is in outpatient status or is otherwise on the temporary disability retired list for an injury or illness incurred in the line of duty or while on active duty and that may render the service member unfit to perform the duties of his or her office, grade, rank or rating. 6. To care for a veteran undergoing treatment who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the five years preceding the date they undergo medical treatment, recuperation, or therapy, for 19

a serious injury or illness. To be covered, the injury must have been incurred in the line of duty or existed before the beginning of the member’s active duty and been aggravated by service in the line of duty and manifested itself before or after the member became a veteran. 7. Qualifying exigency arising out of the fact that the employee’s spouse, parent or child is on covered active duty or has been notified of an impending call or order to covered active duty. Qualifying exigency may include attending certain military events, arranging for alternative child care, addressing certain financial and legal arrangements, attending certain counseling sessions and attending post-deployment reintegration briefings. As the definition of “qualifying exigency” is lengthy and complex, please contact your supervisor or Human Resources if you have questions about whether you may qualify for this type of leave in relation to your spouse, parent or child who is currently deployed or has received a call to deployment to covered active duty. A \"serious health condition\" shall mean an illness, injury (including a workplace injury), impairment or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that either prevents you from performing the functions of your job or prevents your qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy or due to a chronic condition. Other conditions may also meet the definition of “continuing treatment.” The definition of “serious health condition” is complex and involves many factors. Therefore, if you are unsure whether you or a covered family member has a serious health condition, please contact your supervisor or Human Resources for assistance. Requesting FMLA Leave To apply for an FMLA leave, please contact your supervisor or Human Resources. You must provide sufficient information to allow the Organization to determine whether your requested leave qualifies for FMLA protection, as well as the anticipated timing and duration of the leave. Sufficient information may include a statement that you are unable to perform job functions due to a serious health condition, that a covered family member is unable to perform daily activities, that you or a covered family member require hospitalization or continuing treatment by a health care provider, or a description of circumstances supporting your need for military family leave. You must also inform the Organization if your requested leave is for a reason for which FMLA leave was previously taken or certified. You must provide at least 30 days advance notice before your FMLA leave is anticipated to begin if the need for the leave is foreseeable. If 30 days advance notice is not practicable, you must give as much notice as possible. The notice should be provided in writing, if possible, and should include the timing and the anticipated duration of the leave. The Organization will respond to requests for FMLA leave within five calendar days. To request unanticipated FMLA leave, you must notify your supervisor as soon as practical. 20

After your request for FMLA leave is reviewed, the Organization will inform you whether you are eligible under the FMLA, whether your proposed leave will be designated as FMLA- protected and the amount of leave that will be counted against your FMLA leave entitlement. If you are not eligible under the FMLA, the Organization will provide you with a reason for your ineligibility. You will also be notified if the Organization determines that your leave is not FMLA-protected. If you are eligible under the FMLA, the Organization will inform you of your rights and responsibilities under the FMLA and will notify you of any additional information that you must provide to the Organization. Amount and Timing of Leave FMLA provides eligible employees with up to 12 work weeks of unpaid leave in a 12 month period (or up to 26 work weeks of unpaid leave in a single 12-month period to provide care to a covered family member who becomes ill or is injured in covered active duty). The 12-month period will begin on the first day of an employee’s FMLA leave. The leave can be taken in one continuous block of time, although this is not necessary. FMLA leave may be taken on an intermittent basis or on a reduced time schedule when medically necessary or during a qualifying exigency leave. If intermittent leave is required, this need should be outlined in the certification from your health care provider. Regardless, the leave may not exceed a total of more than 12 work weeks in a leave year (except for military caregiver leave). The duration and frequency of leave is determined by your physician. You are required to make reasonable efforts to schedule planned leave for medical treatment so as not to unduly disrupt the Organization’s operations. Benefits During FMLA Leave You may elect to use accrued paid leave (such as sick leave), if available, for some or all of your otherwise unpaid FMLA leave. Since FMLA is unpaid, any income received through sick leave, vacation or disability payments will run concurrently with FMLA. Use of paid time off benefits will not extend the total time available for leave beyond 12 weeks. If you receive group insurance benefits, they will continue during your FMLA leave provided you continue to pay your share of the premium, if applicable. Certification Requirements You must provide the Organization with medical certification from a health care provider each time you apply for FMLA leave to care for your own serious health condition or that of your child, spouse or parent. You are also required to provide certification when requesting FMLA qualifying exigency leave or military caregiver leave. For details and assistance, please consult with any supervisor or the Human Resources Department. After you provide medical certification of your need for leave, the Organization may request a second opinion. In this case the Organization may require you or a covered family member to be examined by a health care provider selected by the Organization, at the Organization’s expense. Additionally, the Organization reserves the right to request periodic recertification supporting your need for leave. Returning to Work At the conclusion of FMLA, you will be restored to the same job or an equivalent position with equivalent pay and benefits. Previously accrued benefits will not be forfeited; however, seniority or additional benefits will not accrue during the absence. 21

If you take FMLA leave in connection with your own illness or injury, you must obtain a Release to Return to Work form from the attending physician prior to returning to your regular duties. This form must be returned to Human Resources or your supervisor at the time you return to work. If you are able to return to work, but with limitations or restrictions, please include this information on the Release to Return to Work from the physician. If possible, the release form should be sent to the Human Resources or your supervisor’s office five days prior to your return to work. Your immediate supervisor and Human Resources (or other designee) will meet with you to discuss potential accommodations. 5002 – Jury Duty or Witness Leave Full-time employees will receive pay while serving on jury duty. You should notify your supervisor of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk of having served. If work time remains after any day of jury selection or jury duty, you will be expected to return to work for the remainder of your work schedule. Employees who receive a subpoena to be a witness at a hearing or trial will be granted paid Witness Leave. Witness Leave is not granted if you volunteer to be a witness. You may retain any expense reimbursements paid by the court for jury or witness service, for example, a mileage allowance. 5003 – Time Off to Vote Employees are encouraged to participate in the political process by voting in public elections. In general, an employee who wishes to vote is expected to do so before or after his/her scheduled shift. However, the Organization understands that there may be times when your work schedule might not leave you enough time outside of your shift to vote. If, on the day of any municipal, county, state or federal political party primary or election in which you are qualified and registered to vote, the polls open less than two hours before the start of your shift and close less than two hours after the end of your shift, you will be permitted to take, as necessary, up to two hours off work to vote. To be granted time off to vote, you must provide reasonable advance notice to your supervisor. In order to provide you with sufficient time to vote while minimizing business disruption, your supervisor will specify the particular hours you may take off work to vote. No employee will be penalized or retaliated against for requesting time off to vote. 5004 - Military Leave Military Leave Eligibility Generally, an employee returning from military leave is guaranteed reemployment and other rights as long as he or she complies with certain notification and other requirements. An employee is protected if he or she meets the following criteria: • The employee gave notice that (s)he was leaving the job for military service (unless military necessity or other extenuating circumstances precluded the notice): • The period of service was five years or less; 22

• The employee was not discharged from service under dishonorable or other punitive conditions; and • The employee must have reported to his or her civilian job in a timely manner or submitted a timely application for reemployment. • In some cases, military leaves of absence beyond five years will be protected. Return to Work The period of time within which an employee must return to work after the completion of service is determined by federal and state law. In Georgia, employees returning from state or federal military leave must apply for re-employment within 90 days of being relieved of military duty. If compliance with this time limit becomes impossible or unreasonable through no fault of the employee, he or she will be given additional time. Furthermore, reporting and application deadlines are extended for up to two years for persons who are hospitalized or convalescing from a service-related illness or injury. Employees returning from the armed services will be reemployed in the job that they would have attained if they had not been absent for military service. The Organization will provide training or other assistance to returning service members to help them refresh or upgrade their skills to qualify for reemployment. Military Leave Benefits Service members and their families will continue to receive health benefits if the employee’s absence is for 30 days or less. If the service member’s absence will be longer than 30 days, eligible dependents may continue health care coverage under COBRA at their expense for up to 24 months. Employees returning from military leave will resume health plan coverage without a waiting period or other exclusion. The period of military duty will be counted as covered service for the purposes of retirement plan eligibility, vesting and benefit accrual. The Organization may not make plan contributions during a military leave. However, upon reemployment, the Organization will restart contributions, and make up contributions that would have been made during your absence. If you are required to contribute to the retirement plan, you will have up to three times the period of military duty or five years, whichever is first, to make the contributions. Contact Human Resources or your supervisor for further information about military leave. State Military Leave Employees who are members of the Georgia National Guard and are ordered to state active duty by the Governor (e.g., to assist with public emergencies), including training, service school and drills, are entitled to up to six months of unpaid leave within a four-year period for this purpose. Employees returning from state active duty must apply for re-employment within 90 days of being relieved of duty. They will be generally re-employed in their same position they occupied before leaving for state military duty or to a position of like seniority, status and pay. Upon return, employees must provide the Organization with a certificate of completion of military service duly executed by an officer of the applicable force of the organized militia. 23

5005 – Sick Leave Policy After the first 30 days of employment, the Organization provides three days paid sick time to all full-time employees per year. Sick time will accrue at the rate of 1 hour per pay period and will be calculated on the employee’s base rate of pay at the time of the absence. Sick time must be taken in hour increments. Employees unable to report to work should notify their supervisor before the workday begins. A doctor’s excuse may be requested. Unused sick time will be allowed to accumulate indefinitely. Sick time will not be paid to employees upon termination. 5006 – Bereavement Leave Policy In the event of the death of your current spouse, child (including adoptive, foster and stepchildren), parent, legal guardian, brother, sister, grandparent, grandchild, mother-in-law, father-in-law, son-in-law or daughter-in-law, you may take up to three consecutive scheduled workdays off. Full-time employees will receive paid bereavement leave. 24

6000 – Acknowledgment 6001 – Employee Acknowledgment I hereby acknowledge receipt of the Reicon Management, LLC Employee Handbook. I have read, understand and agree to follow the policies and procedures contained therein. I understand that, except for the employment at-will policy, the Organization can change any and all policies or practices at any time. In consideration of my employment, I agree to abide by the policies and procedures of the Organization and agree that my employment and compensation can be terminated, with or without cause, and with or without notice, at any time, at the option of either the Organization or me. I understand that no manager or representative of the Organization other than the Chief Executive Officer has any authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the foregoing, and that such changes must be in writing. My signature below certifies that I understand that the foregoing agreement on employment at- will status is the sole and entire agreement between the Organization and me concerning the duration of my employment and the circumstances under which my employment may be terminated. This Agreement supersedes all prior agreements, understandings and representations concerning my employment. DATE: EMPLOYEE SIGNATURE: PRINT NAME: 25