Zest Dental Solutions Employee Handbook

Employee Handbook Zest Dental Solutions Employee Handbook October 2020

Employee Handbook TABLE OF CONTENTS Page 1. INTRODUCTORY POLICIES................................................................................................. 1 1.1 Introductory Statement ...................................................................................................... 1 1.2 About Zest........................................................................................................................... 1 1.3 Statement of At-Will Employment Status........................................................................... 2 1.4 Equal Employment Opportunity ......................................................................................... 2 1.5 Employees with Disabilities ................................................................................................ 3 1.6 Pregnancy, Childbirth, Lactation and Related Medical Conditions .................................... 3 1.7 Unlawful Harassment ......................................................................................................... 4 1.8 Retaliation........................................................................................................................... 5 1.9 Internal Complaint Procedure—Discrimination, Unlawful Harassment, Retaliation........................................................................................................................... 5 1.10 External Complaint Procedure – Department of Fair Employment and Housing and Equal Employment Opportunity Commission ............................................................. 6 1.11 Open Door Policy ................................................................................................................ 6 1.12 Workplace Anti-Violence Policy.......................................................................................... 7 1.13 Immigration Compliance..................................................................................................... 7 2. EMPLOYMENT POLICIES AND PRACTICES......................................................................... 8 2.1 Employee Classifications..................................................................................................... 8 2.2 Payment of Wages .............................................................................................................. 9 2.3 Workday and Workweek .................................................................................................... 9 2.4 Timekeeping........................................................................................................................ 9 2.5 Overtime ........................................................................................................................... 10 2.6 Meal Periods & Rest Periods............................................................................................. 10 2.7 Personnel Records ............................................................................................................ 11 2.8 Employee References ....................................................................................................... 12 2.9 Performance Evaluations.................................................................................................. 12 2.10 Conflicts of Interest........................................................................................................... 12 2.11 Discipline........................................................................................................................... 14 2.12 Voluntary Termination...................................................................................................... 14 3. STANDARDS OF CONDUCT.............................................................................................. 14 3.1 Prohibited Conduct ........................................................................................................... 14 3.2 Drug and Alcohol Abuse Policy ......................................................................................... 17 3.3 Hours of Operation, Schedules, and Job Duties ............................................................... 19 3.4 Punctuality and Attendance ............................................................................................. 19 3.5 Personal Appearance ........................................................................................................ 21 3.6 Confidential Information .................................................................................................. 22 3.7 Computer Usage and Privacy............................................................................................ 22 3.8 Social Media...................................................................................................................... 26 4. OPERATIONAL CONSIDERATIONS ............................................................................... 29 4.1 Employer Property............................................................................................................ 29 June 2020 1 Zest Dental Solutions Employee Handbook

Employee Handbook 4.2 Employee Property ........................................................................................................... 30 4.3 Security ............................................................................................................................. 30 4.4 Health and Safety.............................................................................................................. 30 4.5 Tobacco and Vaping Policy ............................................................................................... 30 4.6 Housekeeping ................................................................................................................... 30 4.7 Parking .............................................................................................................................. 30 4.8 Conducting Personal Business .......................................................................................... 31 4.9 Employees Who Are Required to Drive ............................................................................ 31 5. EMPLOYEE BENEFITS/LEAVES..................................................................................... 32 5.1 Holidays............................................................................................................................. 32 5.2 Paid Time Off .................................................................................................................... 32 5.3 Unpaid Time Off................................................................................................................ 34 5.4 Bereavement Leave .......................................................................................................... 34 5.5 Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) .............. 35 5.6 Pregnancy Disability Leave ............................................................................................... 37 5.7 Unpaid Leave of Absence (Medical) ................................................................................. 38 5.8 Discretionary Unpaid Leave of Absence (Non-Medical) ................................................... 38 5.9 Military Leave.................................................................................................................... 39 5.10 Jury Duty/Witness Duty .................................................................................................... 39 5.11 Time Off for Voting ........................................................................................................... 39 5.12 Emergency Duty/Training Leave....................................................................................... 40 5.13 Life Event Leave ................................................................................................................ 40 5.14 Leave for Crime Victims and Their Family Members ........................................................ 41 5.15 Military Spouse Leave ....................................................................................................... 41 5.16 Leave for Domestic Violence, Sexual Assault, and Stalking Victims ................................. 42 5.17 Adult Literacy Leave.......................................................................................................... 42 5.18 Alcohol and Drug Rehabilitation Leave............................................................................. 43 5.19 Civil Air Patrol Leave ......................................................................................................... 43 5.20 Leave for Bone Marrow and Organ Donors...................................................................... 43 6. INSURANCE BENEFITS................................................................................................. 44 6.1 Medical Insurance............................................................................................................. 44 6.2 State Disability Insurance.................................................................................................. 44 6.3 Paid Family Leave.............................................................................................................. 44 6.4 Unemployment Compensation......................................................................................... 44 6.5 Social Security ................................................................................................................... 44 6.6 Workers’ Compensation Insurance .................................................................................. 45 Dispute Resolution Agreement.............................................................................................. 46 EMPLOYEE HANDBOOK ACKNOWLEDGMENT AND AT-WILL AGREEMENT ............................. 48 June 2020 2 Zest Dental Solutions Employee Handbook

Employee Handbook 1. INTRODUCTORY POLICIES 1.1 Introductory Statement Welcome! As an employee of Zest Dental Solutions (the “Zest”), we hope you will find your employment to be both rewarding and challenging. Because the quality of our employees is the key to our success, we carefully select our new employees. In turn, we expect employees to contribute to the success of Zest. This Employee Handbook (“Handbook”) sets forth the terms and conditions of employment for all employees of Zest. Zest reserves the right to change, suspend, revoke, terminate, or supersede provisions of this Handbook, or the policies and procedures on which they may be based, at any time. However, no modification or change to this Handbook will modify the policy of at-will employment unless specifically set forth in a writing, signed by the President/CEO of Zest and the affected employee. This Handbook contains the policies in effect at the time of publication. All previously issued handbooks and any inconsistent policies or memoranda are superseded. With the exception of the statement of at-will status, nothing in this Handbook constitutes, nor should be construed as, an implied or express contract of employment. It is important that all employees read, understand, and follow the provisions of the Handbook. If you need further information, or if you wish to discuss any policy in this Handbook, please feel free to contact Human Resources. Again, welcome to Zest! 1.2 About Zest Zest’s humble beginning started in 1972 within a small dental laboratory in San Diego, California. From that point through 1976, the original founder Max Zuest recognized the continual problems his clinician customers were experiencing with patients’ overdentures. During this time, the Zest® Attachment originated, a solution considered to be far better than what was on the market at the time. In 1977 Mr. Zuest’s son, Paul Zuest, joined him officially forming Zest Anchors and releasing the second generation Zest Anchor Advanced Generation (ZAAG®) Attachment. The ZAAG Attachment was designed for all major implant systems, a product differentiator that proved to be an important growth driver resulting in the need for a larger manufacturing facility in Escondido, California. In 2000, realizing improvements could still be made to the product portfolio, Paul took over operations of Zest, and together with Scott Mullaly, set forth to develop a product that would eventually become the most globally recognized and trusted brand for overdenture restorations, the LOCATOR® Attachment System, commercially released in 2001. In late 2009, Zest Anchors was acquired by a private equity firm. October 2020 1 Zest Dental Solutions Employee Handbook

Employee Handbook Zest’s flagship product LOCATOR has achieved worldwide acceptance as the premier overdenture attachment in the dental industry. More than 100 manufacturers have partnered with Zest to customize its patented LOCATOR Attachment System to be compatible with their respective implant platforms. Zest provides removable and fixed implant restorative solutions, world class narrow diameter implant systems, and dental materials and products for overdenture modification and processing to clinicians treating the real world problems associated with edentulism. Zest has also further diversified its product portfolio with acquisitions of Danville Materials, a leader in small equipment and dental consumables, and Iveri Whitening. This diversification makes Zest a true solutions based Zest for a continuum of patient care from the preservation of natural teeth to the treatment of total edentulism. Zest’s Global Headquarters is in Carlsbad, California, with satellite operations in Anaheim and Escondido, California. 1.3 Statement of At-Will Employment Status Unless you are covered by a written employment agreement providing expressly to the contrary, your employment relationship with Zest is strictly at-will. You or Zest can terminate your employment at any time, for any reason, with or without cause or advance notice. Similarly, your status (for example, position, duties, salary, promotions, demotions, etc.) may be changed at-will, at any time, with or without cause or advance notice. Nothing in this Handbook or in any document or statement shall limit the right to terminate employment at-will or limit Zest’s right to transfer, demote, suspend, administer discipline, and change the terms and conditions of employment at its sole discretion. No manager, supervisor, or employee of Zest has authority to enter into an agreement for employment for any specified period of time, or to make an agreement for employment other than at-will. Any agreement that alters the “at-will” nature of employment must be in writing and signed by the President/CEO of Zest. 1.4 Equal Employment Opportunity Zest is an equal employment opportunity employer and makes employment decisions, including, but not limited to, hiring, firing, promotion, demotion, training, and/or compensation, on the basis of merit. Employment decisions are based on an individual’s qualifications as they relate to the job under consideration. Zest’s policy prohibits unlawful discrimination based on race, religious creed (which includes religious dress and grooming practices), color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (which includes pregnancy, childbirth, breastfeeding, and related medical conditions), gender, gender identity, gender expression, age, sexual orientation, military or veteran status, or any other consideration made unlawful by federal, state or local laws, ordinances, or regulations. These factors will not affect our decisions about any aspect of your employment or our decisions about applicants for employment. Zest is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of Zest and prohibits unlawful discrimination by any employee of Zest, including supervisors and co-workers. If you believe you have been subjected to discrimination, please follow the complaint procedure outlined below. October 2020 2 Zest Dental Solutions Employee Handbook

Employee Handbook 1.5 Employees with Disabilities It is the policy of Zest to provide qualified disabled employees and applicants with employment. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, Zest will make reasonable accommodations for the known physical, intellectual or psychological disabilities of an otherwise qualified individual, unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result. Any applicant or employee with a physical, intellectual, or psychological disability who requires an accommodation in order to perform the essential functions of the job should contact Human Resources and request such an accommodation. The individual with the disability should specify what accommodation he or she needs to perform the job. Zest then will conduct an investigation to identify the barriers that make it difficult for the applicant or employee to have an equal opportunity to perform his or her job. Zest and the applicant or employee will work together to identify possible accommodations, if any, that will help eliminate the limitation. Zest and employee will then engage in an interactive process to determine if a reasonable accommodation exists which will not impose an undue hardship, and which will permit the employee to perform the essential functions of his or her job. If more than one reasonable accommodation exists, Zest reserves the right to select between such accommodations. 1.6 Pregnancy, Childbirth, Lactation and Related Medical Conditions As part of our family-friendly policies and benefits, Zest Dental Solutions supports breastfeeding mothers by accommodating the mother who wishes to express breast milk during her workday when separated from her newborn child. Zest will make a reasonable effort to provide the employee with the use of a room or other location in close proximity to the employee’s work area for the employee to express milk in private. Such space will meet the requirements of the California Labor Code including a surface to place a breast pump and personal items, a place to sit, access to electricity, a sink with running water, and a refrigerator for storing breast milk. Procedures. For up to one year after the child's birth, any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for her baby. Zest Dental Solutions has designated a room for this purpose. A small refrigerator reserved for the specific storage of breast milk is available. Any breast milk stored in the refrigerator must be labeled with the name of the employee and the date of expressing the breast milk. Any nonconforming products stored in the refrigerator may be disposed of. Employees storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration and tampering. Nursing mothers wishing to use this room must request/reserve the room by contacting Human Resources. Additional rules for use of the room and refrigerator storage are posted in the room. Employees who work offsite or in other locations will be accommodated with a private area as necessary. The requested break time should, if possible, be taken concurrently with other scheduled break periods. Nonexempt employees must clock out for any lactation breaks that do not run concurrently with normally scheduled rest periods. Any such breaks will be unpaid. Zest reserves the right to deny, in writing, an employee’s request for a lactation break if the additional break time will seriously disrupt operations. Employees have the right to file a complaint with the labor commissioner for any violation of rights provided under Chapter 3.8 of the California Labor Code regarding lactation accommodations. October 2020 3 Zest Dental Solutions Employee Handbook

Employee Handbook 1.7 Unlawful Harassment Zest is committed to providing a work environment free of unlawful harassment. Zest strictly prohibits and does not tolerate unlawful harassment against employees and covered persons (that is, interns, volunteers, applicants or independent contractors), by co-workers, supervisors, managers, or third parties on the basis of a person’s race, religious creed (including religious belief, observance and practice, and religious dress or grooming practices), color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (which includes pregnancy, childbirth, breastfeeding, and related medical conditions), gender, gender identity, gender expression, age, sexual orientation, military or veteran status, or any other consideration made unlawful by federal, state, or local laws, ordinances, or regulations. Zest also prohibits and does not tolerate unlawful harassment against employees and covered persons who are perceived to have any of these characteristics or who associate with a person who has, or is perceived to have, any of these characteristics. Harassment can occur in the workplace, after hours, or on social media. It should always be reported and will not be tolerated by Zest. Zest will take all reasonable steps to prevent or eliminate unlawful harassment by non-employees, including customers, clients, and suppliers, who have workplace contact with our employees. Prohibited unlawful harassment includes, but is not limited to, the following behavior: Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations, or comments. Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings, or gestures. Physical conduct such as assault, unwanted touching, blocking normal movement, or interfering with work because of any protected basis. Threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss and offers of employment benefits in return for sexual favors. Retaliation for having reported or threatened to report unlawful harassment in good faith. This list is illustrative only, and not exhaustive. No form of harassment will be tolerated. Harassment is prohibited at the workplace, at employer-sponsored events and on social media. If you believe you have been subjected to unlawful harassment, please follow the complaint procedure outlined below. Employees must report conduct prohibited by this policy whether or not they are personally involved. October 2020 4 Zest Dental Solutions Employee Handbook

Employee Handbook 1.8 Retaliation Zest prohibits retaliation against any employee because of the employee’s opposition to a practice or conduct the employee reasonably believes to be unlawful or because of the employee’s lawfully protected participation in an investigation or proceeding. Any retaliatory adverse action because of such opposition or participation may be unlawful and will not be tolerated. All such retaliation is unlawful. If you believe you have been subjected to unlawful retaliation, please follow the complaint procedure outlined below. 1.9 Internal Complaint Procedure—Discrimination, Unlawful Harassment, Retaliation Employees should report all incidents believed to be unlawful discrimination, harassment, or retaliation, regardless of whether they are the alleged victim, a witness, a bystander, or otherwise. If you believe you have been subjected to any form of such unlawful conduct, or if you have knowledge of such unlawful conduct, submit a complaint, preferably in writing, to your supervisor or Human Resources. If these individuals are not available, or in the event that you believe that one of these individuals has engaged in inappropriate behavior in violation of these policies, submit a complaint to any other supervisor or the Executive Team as soon as possible. Employees can also submit anonymously their complaint by calling the Zest Cares Line at 1-844-913-0621 or online at https://secure.ethicspoint.com/domain/media/en/gui/72181/index.html. Supervisors must report any and all conduct of which they are made aware, which violates, or may violate, policies regarding unlawful discrimination, harassment, or retaliation to Human Resources or the Executive Team, as appropriate. All complaints submitted pursuant to this policy should be done in writing, but they may be done verbally. Your complaint should be specific and should include the names of the individuals involved and the names of any witnesses. Zest encourages all employees to immediately report any incidents of unlawful discrimination, harassment, and/or retaliation so that complaints can be quickly and fairly resolved. All complaints will be handled as confidentially as possible and information will be disclosed only as it is necessary to complete the investigation and resolve the matter. October 2020 5 Zest Dental Solutions Employee Handbook

Employee Handbook Zest will ensure that a fair, timely, and thorough investigation is conducted by qualified personnel in an impartial manner that provides all parties with appropriate due process and reaches reasonable conclusions based on the evidence collected. Zest will maintain appropriate documentation and tracking to ensure reasonable progress is made. Zest will provide regular progress updates, as appropriate, to those directly involved. At the close of investigation, Zest will consider appropriate options for remedial actions and resolutions. If misconduct is found, Zest shall take prompt, corrective action as appropriate, up to and including termination. Zest will also take appropriate actions to deter future conduct. Zest will maintain confidentiality to the extent possible. You will be informed of the results of the investigation. There will be no retaliation against any employee who brings a complaint in good faith or who honestly assists in investigating such a complaint, even if the investigation produces insufficient evidence that there has been a violation, or if the charges cannot be proven. 1.10 External Complaint Procedure – Department of Fair Employment and Housing and Equal Employment Opportunity Commission Employees who believe that they have been unlawfully discriminated against, harassed, or retaliated against may also file a complaint with the local office of the California Department of Fair Employment and Housing (“DFEH”) within three years of the date of the harm. The DFEH serves as a neutral fact-finder and attempts to help the parties voluntarily resolve disputes. If the DFEH finds sufficient evidence to establish that discrimination occurred and settlement efforts fail, the Department may file a lawsuit on behalf of the complaining party. If a court finds discrimination has occurred, it can order remedies including: fines or damages for emotional distress from each employer or person found to have violated the law; hiring or reinstatement; back pay or promotion; changes in the policies or practices of the involved employer. Employees can also pursue the matter through a private lawsuit in civil court after a complaint has been filed with the DFEH and a right-to-sue notice has been issued. For more information, contact the DFEH toll free at (800) 884-1684 or visit http://www.dfeh.ca.gov/. Employees can also file a complaint with the federal Equal Employment Opportunity Commission (EEOC). For more information, contact the EEOC toll free at (800) 669-4000 or visit http://www.eeoc.gov/. You may not be retaliated against for opposing harassment or for filing a complaint with, or otherwise participating in an investigation, proceeding, or hearing conducted by the DFEH or the Fair Employment and Housing Council, or the EEOC. 1.11 Open Door Policy At some time or another, you may have a suggestion, complaint, or question about Zest, your job, your working conditions, or the treatment you are receiving. We welcome your suggestions, complaints, or questions. For issues other than prohibited harassment, discrimination, or retaliation, we ask that you take your concerns first to your supervisor, who will investigate and provide a solution or explanation. If the problem is still not resolved, you may present it to Human Resources, the President/CEO of the Executive Team, or any member of Senior Leadership, preferably in writing, who will address your concerns. October 2020 6 Zest Dental Solutions Employee Handbook

Employee Handbook 1.12 Workplace Anti-Violence Policy Zest is committed to providing a workplace that is free from acts of violence or threats of violence. In keeping with this commitment, Zest has established a strict policy that prohibits any employee from threatening or committing any act of violence in the workplace, while on duty, while on Zest-related business, or while operating any vehicle or equipment owned or leased by Zest. This policy applies to all employees. In order to achieve our goal of providing a workplace that is secure and free from violence, Zest must enlist the support of all employees. Compliance with this policy and Zest’s commitment to a zero-tolerance policy with respect to workplace violence is every employee’s responsibility. Compliance with this anti-violence policy is a condition of employment. Due to the importance of this policy, employees who violate any of its terms, who engage in or contribute to violent behavior, or who threaten others with violence may be subject to disciplinary action, up to and including immediate termination. Employees are required to report any incident involving a threat of violence or act of violence immediately to their supervisor, Human Resources, or the Executive Team. If these individuals are not available, report the incident to any other supervisor and report the incident to the President/CEO of Zest as soon as he or she is available. All reports will be investigated by Zest and appropriate corrective action will be taken. If an employee becomes aware of an imminent act of violence, a threat of imminent violence, or actual violence, emergency assistance must be sought immediately. In such situations, the employee should contact the law enforcement authorities by dialing 911. Immediately after contacting the law enforcement authorities, the employee must report the incident to Human Resources. Employees should immediately inform their supervisor or Human Resources about any workplace security hazards. If these individuals are not available, the employee should immediately inform any other supervisor so that appropriate action can be taken. There will be no retaliation against any employee who brings a complaint in good faith under the Workplace Anti-Violence Policy or who honestly assists in investigating such a complaint, even if the investigation produces insufficient evidence that there has been a violation, or if the charges cannot be proven. However, disciplinary action may be taken against employees who, in bad faith, make false or frivolous accusations. 1.13 Immigration Compliance In compliance with the Immigration Reform and Control Act of 1986 and applicable state laws, Zest is required by law to verify the identity and legal authorization to work of all individuals. In keeping with this obligation, Zest must inspect documentation that shows each person’s identity and legal authorization to work in the United States. All offers of employment and continued employment are conditioned upon furnishing satisfactory evidence of identity and legal authorization to work in the United States within three (3) working days of being hired. Accordingly, all new hires must go through this procedure. October 2020 7 Zest Dental Solutions Employee Handbook

Employee Handbook 2. EMPLOYMENT POLICIES AND PRACTICES 2.1 Employee Classifications Upon hiring, all employees are classified as exempt or non-exempt, full-time or part-time, and introductory, regular or temporary. All employees are either exempt or non-exempt according to provisions of applicable wage and hour laws. Because all employees are hired for an unspecified duration, these classifications do not guarantee employment for any specific length of time. Employment is at the mutual consent of the employee and Zest. Accordingly, either the employee or Zest can terminate the employment relationship at-will, at any time, with or without cause or advance notice. An employee will not change from one status to any other status or classification simply because of the number of hours that the employee is scheduled to work or the length of time spent as an employee. Each classification is defined as follows: • Exempt Employees – Exempt employees are those who are paid a salary and whose job duties are deemed to be exempt from the overtime requirements of State and Federal Law. Exempt employees are not entitled to additional compensation based upon the number of hours worked. Exempt employees are expected to report for work and perform their jobs in a regular and timely manner. • Non-Exempt Employees – Non-Exempt employees are those employees who are paid hourly and who will receive overtime as required by State and Federal laws. Some non-exempt employees may be subject to an alternative workweek schedule. Non-exempt employees are required to take meal and rest periods in the manner described in this Handbook. • Full-Time Employees – Full-time employees are those who have successfully completed the introductory period, are categorized as full-time, are not working for Zest in a temporary status, and average thirty (30) hours per week. • Part-Time – Part-time employees are those who have successfully completed the introductory period, are not working for Zest in a temporary status and generally scheduled to work a part- time schedule of less than thirty (30) hours per week. Part-time employees receive all legally mandated benefits, such as Social Security and workers’ compensation insurance, but are typically ineligible for Zest benefit programs. • Regular Employee – Regular employees are those who are hired to work on a regular schedule. Regular employees may be classified as full-time or part-time. • Temporary Employees – Temporary status employees are those hired for a particular project or job of limited duration. The status of a temporary employee may change only when Human Resources provides written notice to the employee of reassignment to a different category. Temporary employees receive all legally mandated benefits, such as Social Security and workers’ compensation insurance, but are ineligible for any other Zest benefit program. October 2020 8 Zest Dental Solutions Employee Handbook

Employee Handbook • Introductory Employees – Introductory employees are those who have recently started in their positions. The introductory period for a new or rehired employee is at least (90) calendar days after the hire date. Zest determines in its sole and absolute discretion the length of an employee’s introductory period. The purpose of an introductory period is for the employee and Zest to become acquainted with one another and determine whether the continuation of the employment relationship is in the mutual interest of both parties. The introductory period or the successful completion of it does not alter the at-will nature of the employment relationship. 2.2 Payment of Wages Employees are paid biweekly. If a payday falls on a weekend or holiday, employees will be paid on the immediately preceding business day. Employees are required to report any overpayment of wages to the Payroll Department. Any discrepancies or shortages in the calculation of wages should be reported as soon as possible after payday. 2.3 Workday and Workweek For purposes of calculating overtime, Zest’s standard workweek begins on Monday at 12:01 a.m. and ends on Sunday at 12:00 a.m. (midnight). Zest’s standard workday is 12:01 a.m. to 12:00 a.m. (midnight) each day. 2.4 Timekeeping Non-exempt employees are responsible for accurately recording the hours they work. The law requires Zest to keep accurate records of “time worked” in order to correctly calculate employee pay and benefits. “Time worked” means all the time that non-exempt employees spend performing their assigned work. If you are a non-exempt employee, you must accurately record the time you start and stop work, when you start and end any meal periods or split shifts, and when you leave the workplace for personal reasons. Should you become aware of any discrepancies with your time, you are responsible for notifying the your immediate Supervisor immediately in order to remedy the discrepancy. Under no circumstances may one employee clock in or out for another employee. Zest views clocking in and out as an extremely important obligation of its non-exempt employees. Those who willfully ignore or carelessly forget this duty may be subject to disciplinary action, up to and including termination. Further, it is each supervisor’s obligation to ensure that his or her subordinate non-exempt employees are clocking in and out. Failure to monitor such activity may result in disciplinary action, up to and including termination. October 2020 9 Zest Dental Solutions Employee Handbook

Employee Handbook Recording inaccurate time or recording time for another employee is a violation of Zest policy and may result in disciplinary action, up to and including termination. Employees are strictly prohibited from working “off the clock” or failing to record all time worked. Falsification of any time record may result in disciplinary action, up to and including termination. Exempt employees are required to report absences from work due to vacation, personal needs, or illness. 2.5 Overtime All employees are required to obtain approval from their supervisor prior to working overtime. Failure to obtain such approval may subject an employee to discipline, up to and including termination. Overtime compensation will be paid in accordance with all state and federal laws. Non-exempt employees who work more than eight (8) hours in one workday will receive overtime pay at the rate of one and one-half (1.5) times the employee’s regular rate of pay for hours worked in excess of eight (8) hours in one workday. Non-exempt employees who work more than forty (40) hours in one workweek will receive overtime pay at the rate of one and one-half (1.5) times the employee’s regular rate of pay for hours worked in excess of forty (40) hours in one workweek, except when such hours have been compensated with daily overtime pay. Non-exempt employees who work seven (7) consecutive days in one workweek will receive overtime pay at the rate of one and one-half (1.5) times the employee’s regular rate of pay for the first eight (8) hours on the seventh day. Non-exempt employees who work more than twelve (12) hours in one workday will receive overtime pay at the rate of two (2) times the employee’s regular rate of pay for hours worked in excess of twelve (12) in one workday. Non-exempt employees who work seven (7) consecutive days in one workweek will receive overtime pay at the rate of two (2) times the employee’s regular rate of pay for hours in excess of eight (8) hours worked on the employee’s seventh working day in one work week. 2.6 Meal Periods & Rest Periods Meal Periods. All non-exempt employees who work more than five hours in a workday must take an unpaid, uninterrupted meal period of at least 30 minutes during which they are relieved of all duties and are free to leave the premises. You must commence the meal period before you complete your fifth hour of work. For example, if you begin working at 8:30 a.m., you must start your meal period prior to 1:30 p.m. In addition, all non-exempt employees must take a second uninterrupted meal period of at least 30 minutes each day they work more than 10 hours. You must commence the meal period before you complete your tenth hour of work. You must record the actual times that you stop and start work to take a meal period. Meal periods are important break periods and should always be taken. However, when working a shift of more than five hours, but no more than six hours, you can choose to waive your 30- minute meal period with manager approval. Also, when working a shift of more than ten hours, but no more than twelve hours, you can choose to waive your second meal break with manager approval, and provided you did not waive your first meal break. If you choose to waive your break, you must sign a waiver that will be provided by Human Resources. October 2020 10 Zest Dental Solutions Employee Handbook

Employee Handbook Rest Periods. Non-exempt employees are entitled to paid 10-minute rest periods for every four hours of work (or fraction thereof) for shifts of 3 ½ hours or more as follows: The first rest period should be taken roughly in the middle of the 4-hour work period prior to lunch, and the second rest period should be taken roughly in the middle of the 4-hour work period following lunch. You do not need to record the times of these rest periods. During your rest periods, you are relieved of all duties. You should take your rest period away from your work area, and you may not work at all. Please understand that you may not combine the required meal or rest periods in order to take a longer break. Also, you may not miss a required meal or rest period in order to start work later or leave work earlier. In the rare event that you believe you cannot take a meal or rest period, or you are unable to take a full meal or rest period pursuant to Zest policy, you must notify Human Resources in advance whenever possible (and, in any event, as soon as possible) so that the proper measures may be taken. If the press of business keeps you from a full and timely break, you are to notify any member of management or Human Resources at your first opportunity. If you feel you are being discouraged by your supervisor from making such a report, notify Human Resources or senior leadership immediately. You will be protected against any acts of retaliation. Failure to comply with Zest’s policy regarding meal and/or rest periods can lead to discipline, up to and including termination. 2.7 Personnel Records To keep our personnel records accurate and to comply with state and federal laws, you must notify your supervisor immediately of any change(s) in the following personnel information: • Your name (whether by marriage or otherwise). • Your home address and telephone number. • Whom to inform in case of an emergency, including names and home and work telephone numbers and addresses. • Withholding tax information (your marital status and correct number of dependents). • Completion of education. • Change of beneficiary on group life insurance. If you wish to inspect your personnel file, contact Human Resources. You may not remove items from your file without authorization from Human Resources. October 2020 11 Zest Dental Solutions Employee Handbook

Employee Handbook 2.8 Employee References All requests for references must be directed to Human Resources. No other manager, supervisor, or employee is authorized to release references for current or former employees. Zest’s policy as to references for employees who have left Zest is to disclose only the dates of employment and the title of the last position held. If you authorize disclosure in writing, Zest will also provide a prospective employer with the information on the amount of salary or wage you last earned and/or whether you are eligible for rehire. 2.9 Performance Evaluations Employees will receive periodic performance evaluations. Your supervisor will conduct the evaluation and discuss it with you. Zest strives to conduct performance evaluations annually. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems. Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others. The performance evaluations should help you become aware of your progress, areas for improvement, and objectives or goals for future work performance. You will be given the opportunity to provide feedback as part of your performance evaluation. Positive performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of Zest and depend upon many factors in addition to performance. After the review, you will be required to sign the evaluation report simply to acknowledge that it has been presented to you discussed with you by your supervisor, and that you are aware of its contents. Zest’s provision of performance evaluations does not alter the at-will employment relationship. Nothing in this policy shall limit the right to terminate employment at-will or limit Zest’s right to transfer, demote, suspend, administer discipline, and change the terms and conditions of employment at its sole discretion. Employment is at the mutual consent of the employee and Zest. Accordingly, either the employee or Zest can terminate the employment relationship at-will, at any time, with or without reason and with or without notice. 2.10 Conflicts of Interest Employees are expected to devote their best efforts and attention to the performance of their jobs. They 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 Zest. A conflict of interest exists where the employee’s loyalties or actions are divided between Zest’s interests and those of the employee, a competitor, supplier, or customer. This includes transactions that result in a personal gain for an employee’s relative (defined as someone related by blood, marriage or adoption or whose relationship with the employee is similar to that of person who are related by blood, marriage or adoption). Both the fact and appears of a conflict of interest should be avoided. Employees unsure as to whether a certain transaction, activity, or relationship constitutes a conflict of interest should discuss it with Human Resources or their direct supervisor. October 2020 12 Zest Dental Solutions Employee Handbook

Employee Handbook While it is not feasible to list every possible conflict of interest that could develop, conflicts of interests include the following: Gifts. Improper personal gain may result not only where an employee or relative has a significant ownership interest in a Zest with which Zest does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Zest. The receipt of occasional flowers, candy, SPIFFS, or gifts worth less than $100.00 from customers or vendors fall outside the intent of this policy and acceptance of such items is permissible. However, employees must obtain written approval from the President/CEO of Zest before accepting any item, including a SPIFF, worth in excess of $100.00 from customers or vendors. Outside Activities. Employees may not engage in any outside activity, including outside employment, which presents an actual or potential conflict of interest. Such outside activities must not affect the employee’s work hours, interfere or conflict with the employee’s job duties, raise any ethical or conflict of interest concerns, or create any conditions that may impact the employee’s job performance. Employees also may not use Zest’s name, logo, supplies, equipment, or other property in connection with any outside activities. If you have any questions regarding the potential impact of any outside activities, including outside employment, please contact Human Resources prior to engaging in such activity. Personal and Familial Relationships. Employees have an obligation to place Zest’s interests before their own and to exercise good judgment on behalf of Zest. Personal involvement with a competitor, customer, vendor, supplier, or subordinate employee of Zest, which impairs an employee’s ability to exercise good judgment on behalf of Zest, creates an actual or potential conflict of interest. An employee involved in any such relationship must immediately and fully disclose the circumstances to Human Resources for a determination as to whether a conflict exists. If an actual or potential conflict of interest exists, the Zest will take appropriate corrective action according to the circumstances, up to and including termination. Relatives of employees may be eligible for employment with Zest only if the individuals involved do not work in a direct supervisory relationship or in job positions in which an actual or potential conflict of interest could arise. Current employees who marry will be permitted to continue working in the same job positions held only if they do not work in direct supervisory relationship with one another or in job positions involving conflicts of interest. If relatives are found to be employed in any of these prohibited job positions, Zest will take action to eliminate the conflict, including possibly requiring one or both employees to accept a transfer to another position or to resign. Failure to comply with the Conflict of Interest Policy may result in disciplinary action, up to and including termination. October 2020 13 Zest Dental Solutions Employee Handbook

Employee Handbook 2.11 Discipline Inappropriate conduct, such as violation of Zest policies and rules and/or poor performance, may warrant disciplinary action. Under appropriate circumstances, Zest may subject an employee to a range of disciplinary action that includes, but is not limited to, verbal warnings, written warnings, suspension, or termination. The system is not formal, and Zest may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances, up to and including immediate termination of employment. Zest’s use of varying forms of discipline does not alter the at-will employment relationship in any way. Employment is at the mutual consent of the employee and Zest. Accordingly, either the employee or Zest can terminate the employment relationship at-will, at any time, with or without reason and with or without notice. 2.12 Voluntary Termination Although employment with Zest is at-will, Zest requests that an employee who intends to voluntarily leave his or her employment with Zest provide appropriate written notice to their supervisor or manager. This advance notice will provide your supervisor or manager adequate time to complete the termination process and ensure a smooth transition for your departure from Zest. All Zest-owned property (keys, files, identification badges, credit cards, etc.) must be returned immediately upon termination of employment. An employee who fails to report to work for three or more consecutively scheduled workdays without notice to, or approval by his or her supervisor, will, in most cases, be deemed to have voluntarily terminated his or her employment with Zest. 3. STANDARDS OF CONDUCT 3.1 Prohibited Conduct The following conduct is prohibited and will not be tolerated by Zest. This list of prohibited conduct is illustrative only; other types of conduct injurious to security, personal safety, employee welfare, and Zest’s operations also may be prohibited. Violation of the following standards may result in disciplinary action, up to and including immediate termination: Falsification of employment records, employment information, or other Zest records. This includes making false statements or omitting material information in the application procedure for employment. • Falsifying any time record. • Theft, damage, or destruction of any Zest property or the property of any employee or third party. • Removing or borrowing Zest property without prior authorization. • Unauthorized use of Zest equipment, time, materials, or facilities. • Provoking a fight or fighting during working hours or on Zest property. October 2020 14 Zest Dental Solutions Employee Handbook

Employee Handbook • Participating in horseplay on Zest time or on Zest premises. • Carrying firearms or any other dangerous weapons on Zest premises at any time. • Storing any illegal item or substance in lockers, or storing in lockers any item in violation of Standards of Conduct. • Causing, creating, or participating in a disruption of any kind during working hours on Zest property. • Insubordination, including, but not limited to, failure or refusal to obey the legitimate orders or instructions of a supervisor or member of management, or the use of abusive or threatening language toward a supervisor or member of management. • Using abusive, profane, threatening, indecent, or foul language and/or having inappropriate physical contact with employees or third parties at any time on Zest premises. • Unreported absences. • Failure to observe working schedules, including meal and rest periods. • Sleeping or malingering on the job. • Working overtime without authorization or refusing to work assigned overtime. • Working “off the clock” or failing to record or report all hours worked. • Violation of any safety, health, security, or other Zest policies, rules, or procedures. • Committing a fraudulent act or a breach of trust under any circumstances. • Engaging in unlawful harassment, discrimination, or retaliation. • Making false or malicious statements about any employee or Zest. • Poor personal hygiene and grooming habits unless otherwise protected by law. • Violation of the Drug and Alcohol Abuse Policy, including, but not limited to, refusing to submit to a drug/alcohol test mandated by Zest. • Unauthorized use of cameras or other recording devices on Zest premises. • Intentionally supplying false information in order to obtain a leave of absence or other benefits from Zest. October 2020 15 Zest Dental Solutions Employee Handbook

Employee Handbook • Poor attendance, including, but not limited to, habitual tardiness and/or absenteeism, leaving early without permission, absence from work without permission, and abuse of time during work hours, to the extent permitted by law. • Unsatisfactory work performance. • Performing unauthorized work on Zest time. • Failure to observe designated areas limiting smoking, eating, drinking, or other activities. This statement of prohibited conduct does not alter Zest’s policy of at-will employment. Zest and you retain the right to terminate the employment relationship at any time, with or without reason or advance notice. October 2020 16 Zest Dental Solutions Employee Handbook

Employee Handbook 3.2 Drug and Alcohol Abuse Policy Our employees are our most valuable resource, and their own health and safety are therefore serious concerns. We will not tolerate any drug or alcohol related conduct that imperils the health and well-being of our employees. Further, the use of illegal drugs and abuse of controlled substances is inconsistent with law abiding behavior expected of all citizens. Employees who use illegal drugs or abuse alcohol tend to be less productive, less reliable, and prone to greater absenteeism resulting in the potential for increased cost and risk. We believe our employees have the right to work in an alcohol and drug-free environment and to work with persons free from the effects of alcohol and drugs. Employees who abuse alcohol or drugs are a danger to themselves and to other employees. We are therefore committed to maintaining a safe and healthy workplace free from the influence of alcohol and drugs. We hope all employees will join with us in achieving our goal of a safe and productive drug-free workplace. For purposes of this policy, “illegal drugs” includes, but is not limited to, substances that are prohibited by law (such as cocaine, heroin, etc.), controlled substances, marijuana (including medicinal marijuana), and prescription drugs (if they are not prescribed for the person using them and/or not being used as prescribed). “Drug paraphernalia” means any accessory for the use, possession, manufacture, distribution, dispensation, purchase, or sale of illegal drugs. “Under the influence” means that the employee is affected by alcohol and/or illegal drugs in any detectable manner. 3.2.1 Prohibited Use Zest prohibits the following: • Use, possession, manufacture, distribution, dispensation, purchase, or sale of alcohol (if unauthorized), illegal drugs, or drug paraphernalia on Zest premises or Zest business or during working hours. • Storing alcohol (if unauthorized), illegal drugs, or drug paraphernalia in a locker, desk, automobile, or other repository on Zest premises. • Being under the influence of alcohol (if unauthorized) or illegal drugs on Zest premises or Zest business or during working hours. • Refusing to submit to an inspection or testing when requested by management. • Failure to keep all prescribed medicine in its original container, which identifies the drug, date of prescription, and the prescribing doctor. In addition, if you are required to take any kind of prescription or nonprescription medication that will affect your job performance, you are required to report this to your supervisor. Your supervisor will determine if it is necessary to temporarily place you on another assignment or take other action as appropriate to protect the safety of you, other employees, and members. October 2020 17 Zest Dental Solutions Employee Handbook

Employee Handbook This policy will not be construed to prohibit the use of alcohol at social or business functions sponsored by Zest where alcohol is served or while entertaining customers and prospective customers of Zest. However, employees must remember their obligation to conduct themselves appropriately at all times while at Zest-sponsored functions or while representing Zest. Searches Zest may at times conduct unannounced searches of Zest property for alcohol, illegal drugs, drug paraphernalia, and/or unauthorized controlled substances or to ensure compliance with any other Zest-related policy. This includes desks, storage areas, and rooms normally used to store employees’ personal property. As a result, employees do not have an expectation of privacy in this regard. Additionally, whenever Zest suspects that an employee has sold, purchased, used, or possessed alcohol, illegal drugs, drug paraphernalia, and/or unauthorized controlled substances on Zest premises, Zest may inspect the employee’s personal effects (including parcels, purses, bags, and briefcases) or automobile on Zest property. As a result, employees do not have an expectation of privacy in this regard. Testing Employees may be asked to submit to a drug and alcohol test if two or more supervisors, employees, or medical personnel have independent reasonable suspicion, based on objective factors such as the employee’s appearance, speech, behavior, or other conduct and facts that the employee possesses or is under the influence of drugs or alcohol. The test may be by intoxilator, blood test, urinalysis, medical examination or other drug and alcohol test. Zest will determine the manner in which such testing is conducted and choose the test which is most accurate. An employee’s consent to submit to such a test is required as a condition of employment. Employees who refuse to submit to testing as required will be deemed to have tested positive, and may result in disciplinary action, up to and including immediate termination of employment. Such a test may be required of employees involved in any work-related accident or unsafe practice where the safety of the employee or other employees was jeopardized. Periodic retesting may also be required following positive test results or after any violation of this policy or rehabilitation. Violations Compliance with this policy is a condition of employment at Zest. Failure or refusal of an employee to cooperate fully, sign any required document, or submit to any inspection or testing will result in discipline, up to and including termination. Furthermore, any violations of this policy may result in disciplinary action, up to and including termination, at Zest’s sole discretion. Employees should be aware that participation in a rehabilitation program will not necessarily prevent the imposition of disciplinary action, including termination, for violation of this policy. Employees who undergo voluntary counseling or treatment and who continue to work, if any, must meet all established standards of conduct and job performance. October 2020 18 Zest Dental Solutions Employee Handbook

Employee Handbook Because the use, sale, purchase, possession, or furnishing of an illegally obtained substance is a violation of the law, Zest may report such illegal drug activities to an appropriate law enforcement agency. 3.3 Hours of Operation, Schedules, and Job Duties Zest’s general hours of operation are 7:00 a.m. to 5:00 p.m. Your supervisor will explain your regular work schedule, job responsibilities, and performance standards expected of you. You are required to work your regular work schedule in full. At times, you may be asked to work above and beyond your regular work schedule and are required to do so when requested. Also, your job responsibilities may change at any time during your employment. From time to time, you may be asked to work on special projects, or to assist with other work necessary or important to the operation of Zest. Your cooperation and assistance in performing such additional work is expected. Non-exempt employees will be paid for all hours worked, including overtime as requested, in accordance with applicable law. Exempt employees do not receive additional compensation or days off for working above and beyond their regular work schedules. Exempt employees are required to work as many hours as necessary to adequately perform their duties. We reserve the right, at any time, with or without notice, to transfer, demote, suspend, administer discipline, change job responsibilities, and change the terms and conditions of employment at its sole discretion. 3.4 Punctuality and Attendance Each of our employees plays an important role in getting the day’s work done. Therefore, each employee is expected to be at his or her work station on time each day and to remain there throughout his or her scheduled hours. Tardiness, even for good reasons, is disruptive to our operations and interferes with our ability to satisfy our clients’ needs. Excessive tardiness, excused or unexcused, can result in discipline, up to and including termination, to the extent allowed by applicable law. If you are going to be late for work for any reason, please personally notify your supervisor as far in advance as possible and in any case no less than two hours before your shift starts so that proper arrangements can be made to handle your work during your absence. Of course, some situations may arise in which prior notice cannot be given. In those circumstances, please notify your supervisor as soon as possible. Because voicemail messages may go unheard for significant periods of time, leaving a voice mail message is not a sufficient method of notifying your supervisor—you must personally contact your supervisor in a timely manner. If you are required to leave work early, you must also personally contact your supervisor and obtain his or her permission. As an employee of Zest, you are also expected to be regular in attendance. Any absence causes problems for those whom you serve and your fellow employees as well as your supervisor. When you are absent, others must perform your workload, just as you must assume the workload of others who are absent. October 2020 19 Zest Dental Solutions Employee Handbook

Employee Handbook Employees are expected to report to work as scheduled, on time, and prepared to start work. Employees also are expected to remain at work for their entire work schedule, except for meal periods when appropriate or when required to leave on authorized Zest business. Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided. In all cases of absence, employees must provide their supervisor with an honest reason or explanation. Employees also must inform their supervisor of the expected duration of any absence. Absent extenuating circumstances, you must call in on any day you are scheduled to work and will not report to work. Excessive, unexcused absenteeism will not be tolerated and, to the extent allowed by applicable law, may result in disciplinary action, up to and including termination. After one year has passed from the date of the occurrence the disciplinary action will be archived and disciplinary action cycle will be restarted. October 2020 20 Zest Dental Solutions Employee Handbook

Employee Handbook s Excessive absenteeism or tardiness occurs if an employee has any of the following, unless otherwise protected by law: • Three occurrences of unplanned absence in a twelve-month period; • Three occurrences of tardiness in a three-month period; • Three occurrences of early departure in a three-month period; • Three late, long, short, or missed meal periods for personal reasons in a three- month period; or • Any combination of the above (e.g., two occurrences of tardiness and one occurrence of early departure in a three-month period). Note: An absence of several consecutive days is considered one occurrence. Except as otherwise provided by law, if you fail to report for work without any notification to your supervisor and your absence continues for a period of three consecutively scheduled workdays, Zest will, in most cases, consider that you have abandoned your employment and have voluntarily resigned. 3.5 Personal Appearance Every employee represents the image of Zest Dental Solutions. Employees should exercise common sense and good judgment regarding their clothing and appearance in the workplace and to dress in a manner that is consistent with the goals of this policy. Generally, employees should present a business-like image. Employees should maintain a clean and neat appearance in the workplace and dress according to the requirements of their positions, which includes concerns regarding safety, interactions with clients and customers, and accurately representing our Zest’s image to the public. Unless applicable law provides otherwise, any departures from these standards are not permitted. • California casual attire. At times employees may be asked to dress more professionally when notified of VIP visits. • Safety first to fashion. • Clothing should be neat and not wrinkled. • Hair should be clean and neat in appearance. • Employees are expected to maintain a neat and clean work area, clear of safety hazards, and compliant with “5S” standards. • Co-worker sensitivity to perfume or other grooming products should be taken into consideration and their use discontinued or reduced if requested. October 2020 21 Zest Dental Solutions Employee Handbook

Employee Handbook 3.6 Confidential Information It is important for Zest to protect and preserve its trade secrets and confidential information. Confidential information includes, but is not limited to, all customer lists, techniques and concepts, customer buying practices, customer buying preferences, marketing plans, design specifications, design plans, strategies, forecasts, bid plans, bid strategies, bid information, contract prices, new products, software, computer programs, writings, and all know-how and show-how whether or not protected by patent, copyright, or trade secret law. Information regarding employee benefits, including salary/wage information (other than the employee’s own salary/wage information), is also confidential information that belongs to Zest. Zest devotes significant time, energy, and expense to develop and acquire its trade secrets and confidential information. As an employee of Zest you will, during the course of your employment, have access to and become familiar with various trade secrets and confidential information that are owned by Zest. An employee shall not, directly or indirectly, disclose or use any of the foregoing information other than for the sole benefit of Zest, either during the term of your employment or at any other time thereafter. This information shall not be disclosed except through normal channels and with authorization. Any and all trade secrets or confidential information shall be returned to Zest during extended leaves of absence or upon termination of employment. During your employment with Zest, you will not be permitted nor required to breach any obligation to keep in confidence proprietary information, knowledge, or data acquired during your former employment. You must not disclose to Zest any confidential or proprietary information or material belonging to former employers or others. Failure to comply with this policy may result in disciplinary action, up to and including termination. 3.7 Computer Usage and Privacy Every user who is provided access to Zest’s Communications Systems is responsible for using the Communications Systems in accordance with this policy. Any questions about this policy should be addressed to Human Resources. 3.7.1 Definitions Zest’s electronic communications systems (“Communications Systems”) includes, but is not limited to, computers, laptops, e-mail, telephones, cellular phones, PDAs, text messaging, instant messaging, video conferencing, voice mail, facsimiles, and connections to the Internet and other internal or external networks. 3.7.2 Ownership and Conditions of Use The Communications Systems is the property of Zest. It has been provided by Zest for the sole purpose of conducting Zest-related business as well as other business that is approved by the President/CEO of Zest. All communications and information transmitted by, received from, or stored in these systems are Zest records and the property of Zest. October 2020 22 Zest Dental Solutions Employee Handbook

Employee Handbook Electronic communications are a means of business communication. Zest requires all users to conduct themselves in a professional manner. Users should conduct all electronic communications with the same care, judgment, and responsibility that they would use when sending letters or memoranda written on Zest letterhead. Special care must be taken when posting any information on the Internet because of the potentially broad distribution of and access to such information. To protect the integrity of Zest’s Communications Systems and the users thereof against unauthorized or improper use of these systems, Zest reserves the right, without notice, to limit or restrict any individual’s use, and to inspect, copy, remove, or delete any unauthorized use of its Communications Systems upon authorization of the President/CEO or his or her delegate. Zest also reserves the right periodically to monitor the use of its Communications Systems and to access users’ voice mail, Internet access, and e-mail for that purpose or any other business related purpose upon authorization of the President/CEO or his or her delegate. Erasing an e-mail message from a mailbox does not necessarily erase all copies of the message on the network. Archived copies may be stored for substantial periods of time and are subject to the provisions of this policy regarding content, review, access, and disclosure. Users are required to comply with Zest’s Computer Usage and Privacy Policy and agree to be bound by this policy by using Zest’s Communications Systems. 3.7.3 Confidentiality and Privileges Information stored on the Communications Systems is intended to be kept confidential within Zest. Zest has taken all reasonable steps to assure confidentiality and security. Like other means of communication, however, it is not possible to guarantee complete security of electronic communications either within or outside Zest, and care should be exercised when sending or receiving sensitive, privileged, or confidential information electronically. For example, information sent through the Internet can be monitored by external systems en route to its final destination. All users must keep this in mind when forwarding sensitive, confidential, and/or privileged information. Where appropriate, this fact should be disclosed to outside contacts. 3.7.4 Prohibited Use Users are prohibited from using the Communications Systems for any unauthorized or unlawful purpose, including, but not limited to, the following: Users of the Communications Systems are strictly prohibited from using the Communications Systems to deliver a message that is harassing or offensive on the basis of race, religious creed (which includes religious dress and grooming practices), color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (which includes pregnancy, childbirth, breastfeeding, and related conditions), gender, gender identity, gender expression, age, sexual orientation, military or veteran status, or any other consideration made unlawful by federal, state, or local laws, ordinances, or regulations. Zest has policies against discrimination, harassment, and retaliation, and those policies apply to the use of the Communications Systems. October 2020 23 Zest Dental Solutions Employee Handbook

Employee Handbook Users are prohibited from using the Communications Systems for transmitting or making accessible annoying, offensive, defamatory, or harassing material or intentionally damaging or violating the privacy of information of others. Users are prohibited from using the Communications Systems to transmit, display, store, publish, or purposely receive any pornographic, obscene, or sexually explicit material. Users are prohibited from using the Communications Systems for visiting, or transmitting or receiving data to or from, social networking websites, including, but not limited to, Facebook, Twitter, Pinterest, LinkedIn, YouTube, MySpace, Snapchat, and Instagram. Such activities may not interfere with your job duties or responsibilities. Users must respect all copyrights and licenses to software and other online information and may not upload, download, or copy software or other material through the Communications Systems without the prior written authorization of the President/CEO of Zest. Users must not alter, copy, transmit, or remove Zest information, proprietary software, or other files without proper authorization from Zest. Users are prohibited from reading, copying, recording, or listening to messages and information delivered to another person’s e-mail and voice mail mailboxes without proper authorization, based on legitimate business reasons, from the President/CEO or his or her delegate. Anyone who receives an electronic communication for which he or she is not the intended recipient must immediately inform the sender that the message was sent improperly and must delete the message from their e-mail and voice mail mailboxes. 3.7.5 Access and Disclosure The Communications Systems is provided solely for the purpose of conducting Zest business. Incidental and occasional personal use of the Communications Systems is permitted, but such communications must not disrupt Zest business, and users do not have any expectation of personal privacy in any matters stored in, created, received, or sent over the Communications Systems. Zest, as owner of the Communications Systems, to protect the integrity of its systems from unauthorized or improper use, reserves the right for legitimate business reasons, upon authorization of the President/CEO or his or her delegate, to monitor, access, retrieve, download, copy, listen to, or delete anything stored in, created, received, or sent over its Communications Systems without the permission of or prior notice to any user. October 2020 24 Zest Dental Solutions Employee Handbook

Employee Handbook Although Zest entrusts you with the use of voice mail, e-mail, computer files, software, or similar Zest property, you should keep in mind that these items have been installed and maintained at great expense to Zest and are only intended for business purposes. At all times, they remain Zest property. Likewise, all records, files, software, and electronic communications contained in these systems also are Zest property. You are advised that electronic files, records, and communications on Zest computer systems, electronic communication systems, or through the use of Zest telecommunications equipment are not private. Although they are a confidential part of Zest property, you should not use this equipment or these systems for confidential messages. The use of passwords to limit access to these systems is only intended to prevent unauthorized access to voicemail, e-mail, and computer systems, files, and records. Additionally, these systems are subject to inspection, search, and/or monitoring by Zest personnel for any number of business reasons. As a result, employees do not have an expectation of privacy in this regard. Accordingly, these systems and equipment should not be used to transmit personal messages, except in necessary situations or when exceptions are specifically sanctioned by management. Voice mail messages and e-mail messages should be routinely deleted when no longer needed. Zest is not responsible for costs incurred when employees use Zest telephones or e-mail systems for personal matters. You should be advised to use voice mail and e-mail as cautiously as you would use any more permanent communication medium such as a memorandum or letter. You should realize that e- mail messages: • May be saved and read by third parties. • May be retrieved even after “deletion.” • May be accessed by authorized service personnel. • May be examined by management without notice for business purposes. There will be times when Zest, in order to conduct business, will utilize its ability to access your e-mail, voice mail, computer files, software, or other Zest property. Zest also may inspect the contents of your voice mail, e-mail, computers, computer files, or software to monitor job performance, for training or quality control purposes, or when Zest suspects that Zest property is being used in an unauthorized manner. Zest reserves the right to use and disclose any electronic non-privileged communication on its Communications Systems without the permission of or any prior notice to any user, including disclosure to law enforcement officials. 3.7.6 Discipline for Violations of Policy Any person who discovers misuse of the Internet access or any of Zest’s Communications Systems should immediately contact Human Resources. Any user who violates any part of this policy will be subject to discipline, up to and including immediate termination. October 2020 25 Zest Dental Solutions Employee Handbook

Employee Handbook 3.7.7 Policy May Be Amended at Any Time The pace of technological change and growth in electronic communications is rapid. This policy applies to all present and future electronic communications systems and devices and to improvements and innovations to existing systems and devices and to completely new technologies, devices, and systems. Zest reserves the right to amend this policy at any time through an authorized writing from an authorized Zest representative. 3.8 Social Media 3.8.1 Scope In light of the explosive growth and popularity of social media technology in today’s society, Zest has developed the following policy to establish rules and guidelines regarding the appropriate use of social media by employees. This policy applies to situations when you: (1) make a post to a social media platform that is related to Zest; (2) engage in social media activities during working hours; (3) use Zest equipment or resources while engaging in social media activities; (4) use your Zest e-mail address to make a post to a social media platform; (5) post in a manner that reveals your affiliation with Zest; or (6) create or use a Zest-affiliated social media account. For the purposes of this policy, the phrase “social media” refers to the use of a website or other electronic application to connect with other people, including, but not limited to, Facebook, Twitter, Pinterest, LinkedIn, YouTube, MySpace, Snapchat, and Instagram, as well as related web-based media, such as blogs, wikis, and any other form of user-generated media or web-based discussion forums. Social media may be accessed through a variety of electronic devices, including computers, cell phones, smart phones, tablets, and other similar devices. This policy is intended to supplement, not replace, Zest’s other policies, rules, and standards of conduct. For example, Zest policies on confidentiality, use of Zest equipment, professionalism, employee references and background checks, workplace violence, unlawful harassment, and other rules of conduct are not affected by this policy. You are required to comply with all Zest policies whenever your social media activities may involve or implicate Zest in any way, including, but not limited to, the policies contained in this Handbook. 3.8.2 Standards of Conduct You are required to comply with the following rules and guidelines when participating in social media activities that are governed by this policy: • Comply with the law at all times. Do not post any information or engage in any social media activity that may violate applicable local, state, or federal laws or regulations. • Do not engage in any discriminatory, harassing, or retaliatory behavior in violation of Zest policy. October 2020 26 Zest Dental Solutions Employee Handbook

Employee Handbook • Respect copyright, fair use, and financial disclosure rules and regulations. Identify all copyrighted or borrowed material with proper citations and/or links. • Maintain the confidentiality of Zest’s trade secrets and private or confidential information. Trade secrets may include information regarding the development of systems, processes, products, know-how, and technology. Do not post internal reports, policies, procedures, or other internal business-related confidential communications. This prohibition applies both during and after your employment with Zest. • While it is acceptable to engage in limited and incidental social media activities at work, such social media activities may not interfere with your job duties or responsibilities. Do not use your Zest-authorized e-mail address to register on social media websites, blogs, or other online tools utilized for personal use. • Be knowledgeable about and comply with Zest’s background check procedures. Do not “research” job candidates on the Internet or social media websites without prior approval from Human Resources. • Be knowledgeable about and comply with Zest’s reference policy. Do not provide employment references for current or former employees, regardless of the substance of such comments, without prior approval from Human Resources. • Do not post anything that is knowingly false or misleading about Zest, fellow employees, customers, suppliers, people working on behalf of Zest, or competitors, if you know such information is false. When posting information about Zest, fellow employees, customers, suppliers, people working on behalf of Zest, or competitors, please make every effort to verify the accuracy of your posts. • Do not represent yourself as a spokesperson for Zest unless authorized to do so. • Never be false or misleading with respect to your professional credentials. 3.8.3 Creating and Using Zest-Affiliated Social Media Accounts Employees may only create Zest-affiliated social media accounts with the authorization of Zest. A “Zest-affiliated social media account” is one that is created for the purposes of conducting Zest business, advertising Zest products and services, holding oneself out to be a representative of Zest, communicating with Zest customers, employees, and vendors, facilitating and fostering employee relations, and/or other Zest-related and Zest-driven purposes. This does not include an employee’s social media account created primarily for personal use and that simply references where the employee is employed and/or connects with other Zest employees (although these types of social media activity are governed by other portions of this policy, they do not constitute a “Zest-affiliated social media account”). All employees who use or participate in Zest-affiliated social media must adhere to the standards and requirements of this policy and all other Zest policies. October 2020 27 Zest Dental Solutions Employee Handbook

Employee Handbook The Human Resources and the IT Department are responsible for approving requests for Zest-affiliated social media, monitoring Zest-affiliated social media for unlawful, inappropriate, or unprofessional content, and maintaining Zest-affiliated social media account information (including, but not limited to, username and password). Zest owns, operates, and controls all Zest-affiliated social media accounts. Zest has final approval over all content and reserves the right to close the social media account at any time, with or without notice. Any unlawful, inappropriate, or unprofessional communications may result in disciplinary action, up to and including termination. To set up a Zest-affiliated social media account, employees must submit a completed “Zest-Affiliated Social Media Account Application” to the Human Resources. This form is available from Human Resources. Zest will then review the application and advise whether the request is approved or denied. If approved, the employee must then contact the IT Department to set up the account. The requesting employee’s Zest e-mail address must be used to create the account. The IT Department is responsible for selecting the username and password and documenting this information on the application. If the employee changes the username and/or password, the employee must immediately inform the IT Department of the changes. The IT Department must update the form to indicate the most current username and password. Employees who choose to participate in Zest-affiliated social media activities or “groups” are reminded that Zest may periodically monitor such social media activities to ensure compliance with this or any other Zest policy. As a result, employees do not have a reasonable expectation of privacy in this regard. Any Zest-affiliated social media created and/or used in violation of this policy may result in disciplinary action, up to and including termination. 3.8.4 Access Employees are reminded that Zest’s various electronic communications systems, including, but not limited to, its electronic devices, computers, telephones, e-mail accounts, video conferencing, voice mail, facsimiles, internal and external networks, computers, cell phones, smart phones, tablets, and other similar devices, are the property of Zest. All communications and information transmitted by, received from, or stored in these systems are Zest records. As a result, Zest may, and does, monitor its employees’ use of these electronic communication systems, including for social media activities, from time to time. Zest may monitor such activities randomly, periodically, and/or in situations when there is reason to believe that someone associated with Zest has engaged in a violation of this, or any other, Zest policy. As a result, employees do not have a reasonable expectation of privacy in their use of or access to Zest’s various electronic communications systems. 3.8.5 Discipline Any violation of this Social Media Policy may result in disciplinary action, up to and including immediate termination. October 2020 28 Zest Dental Solutions Employee Handbook

Employee Handbook 3.8.6 Retaliation Is Prohibited Zest prohibits retaliation against any employee for reporting a possible violation of this policy or for cooperating in an investigation of a potential violation of this policy. Any employee who retaliates against another employee for reporting a possible violation of this policy, or for cooperating in an investigation will be subject to disciplinary action, up to and including termination. 3.8.7 Questions In the event you have any questions about whether a particular social media activity may involve or implicate Zest, or may violate this policy, please contact Human Resources. Social media is in a state of constant evolution, and Zest recognizes that there will likely be events or issues that are not addressed in these guidelines. Thus, each Zest employee is responsible for using good judgment and seeking guidance, clarification, or authorization before engaging in social media activities that may implicate this policy. 4. OPERATIONAL CONSIDERATIONS 4.1 Employer Property Desks, files, copiers, and supplies are Zest property and must be maintained according to Zest rules and regulations. They must be kept clean and are to be used only for work-related purposes. Employees do not have any expectation of personal privacy in any Zest property. Zest reserves the right to inspect all Zest property to ensure compliance with its rules and regulations, without notice to the employee and/or in the employee’s absence. Prior authorization must be obtained before any Zest property may be removed from the premises. For security reasons, employees should not leave personal belongings of value in the workplace. Personal items are subject to inspection and search, with or without notice, with or without the employee’s prior consent. As a result, employees do not have an expectation of privacy in this regard. Terminated employees should remove any personal items at the time they leave Zest, or Zest will arrange for shipment of personal items. Personal items left in the workplace by previous employees are subject to disposal if not claimed at the time of the employee’s termination. All Zest property must be immediately returned upon termination of the employment relationship. October 2020 29 Zest Dental Solutions Employee Handbook

Employee Handbook 4.2 Employee Property An employee’s personal property, including, but not limited to, briefcases, packages, purses, bags, and backpacks, may be inspected when, at Zest’s discretion, Zest has reason to believe that the personal property may contain evidence that there has been a violation of a Zest-related policy. In addition, it should be noted that all offices, desks, files, lockers, and so forth are the property of Zest and are issued for the use of employees only during their employment with Zest. Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy will not be permitted to enter the premises. Employees working on or entering or leaving the premises who refuse to cooperate in an inspection will be subject to disciplinary action, up to and including immediate termination. Employees are responsible for the security of their personal belongings. Zest is not responsible for any lost or stolen personal items at work. 4.3 Security The security of the premises, as well as, the welfare of employees and customers, requires that you be constantly aware of potential security risks. Therefore, please comply with the following security procedures to ensure a secure workplace. Be aware of persons loitering for no apparent reason (e.g., in parking areas, walkways, entrances/exits, and service areas). If you notice such a person, ask him or her if they need assistance. Report any suspicious persons or activities to Human Resources or your supervisor. Secure your work area when called away from it for any length of time, and do not leave valuable and/or personal articles in or around your work area. 4.4 Health and Safety Every employee is responsible for the safety of himself or herself, as well as others in the workplace. To achieve our goal of maintaining a safe workplace, everyone must be safety conscious at all times. In compliance with California law and to promote the concept of a safe workplace, Zest maintains an Injury and Illness Prevention Program. The Injury and Illness Prevention Program is available for review by employees and/or employee representatives. 4.5 Tobacco and Vaping Policy The use of tobacco, smoking or chewing, and vaping is not allowed inside Zest premises at any time, or within 10 feet of entrances and walkways. Employees who wish to use tobacco or vape must utilize designated smoking areas and limit this activity to meal and rest periods. 4.6 Housekeeping All employees are expected to keep their work areas clean and organized. Common areas such as lunchrooms and restrooms should be kept clean by those using them. Please clean up after meals. Dispose of trash properly. 4.7 Parking Employees may use parking facilities as directed by their supervisors. Zest is not responsible for any loss or damage to employee vehicles or contents while parked on Zest property. October 2020 30 Zest Dental Solutions Employee Handbook

Employee Handbook 4.8 Conducting Personal Business Employees are to conduct only Zest business while at work. Employees may not conduct personal business or business for another employer during their scheduled working hours, unless on an authorized break. Any employee who violates this policy will be subject to appropriate disciplinary action, up to and including termination. 4.9 Employees Who Are Required to Drive Employees who are required to drive their own vehicle on approved Zest business will be required to show proof of a current, valid license and proof of current, effective insurance coverage. Zest retains the right to transfer to an alternative position, suspend, or terminate an employee whose license is revoked or who fails to maintain personal automobile insurance coverage. Employees must also have and maintain a good driving record if driving on Zest business. Employees who drive their own vehicles on approved Zest business will be reimbursed at the per mile rate established by the Internal Revenue Service. As a condition of employment, employees who drive their own vehicle on approved Zest business are required to use good judgment. Pursuant to applicable law and safety standards, employees whose job responsibilities include regular or occasional driving must refrain from using their phone while driving unless they are using a hands-free device. Safety must come before all other concerns. Thus, unless an employee is using a hands-free device in a safe-manner, he or she must safely pull off to the side of the road and safely stop the vehicle before placing, accepting, or continuing a call. Sending or reviewing text messages while driving is also prohibited. Employees whose job responsibilities do not specifically include driving as an essential function, but who use a cell phone for business purposes, whether issued by Zest or not, are also expected to abide by the provisions above. Under no circumstances are employees allowed to place themselves or others at risk to fulfill business needs. Any employee who fails to comply with this policy will be deemed to have engaged in grossly negligent conduct beyond the course and scope of his or her employment. As a result, any employee who is charged with a traffic violation or incurs any other form of liability resulting from a violation of this policy will, to the extent allowed by applicable law, be solely responsible for any such liability. Violations of this policy will be subject to disciplinary action, up to and including termination. October 2020 31 Zest Dental Solutions Employee Handbook

Employee Handbook 5. EMPLOYEE BENEFITS/LEAVES 5.1 Holidays Zest will observe the following holidays with pay for all regular non-exempt employees (full-time and part-time). Eligible full-time employees will receive eight hours of holiday pay (ten hours if on grandfathered second shift). Eligible part-time employees will receive four hours of holiday pay. Exempt employees will receive their regularly scheduled pay during holidays. To qualify for holiday pay, the employee must be regularly scheduled for and work the workdays before and after the holiday: New Year’s Day (or day celebrated as the US observed day off) Memorial Day Independence Day (or day celebrated as the US observed day off) Labor Day Thanksgiving Day Day after Thanksgiving Christmas Eve Day (Zest reserves the right to move this holiday to another holiday in the same year. This will be decided and communicated each year. If the holiday falls on Friday, the grandfathered second shift receives Thursday off.) Christmas Day Zest will provide a schedule each year with the dates on which Zest holidays will be observed. In addition to the above holidays, Zest will allot 8 hours of Floating Holiday Day per year. 8 hours of Floating Holiday will be allotted to all eligible full time employees. Employees that are on the grandfathered 4/10 shift will be allotted 10 hours. Floating Holiday requests are subject to approval and the request has to be for the full allotted amount. Floating Holiday hours are not subject to pay out at time of departure from the company. Floating Holiday hours are not subject to pay out at the end of the calendar year. Floating Holiday hours are not accrued and do not rollover. Employees that are hired after March 31st will not be eligible for this benefit. All other classifications of employees are not entitled to holiday pay. 5.2 Paid Time Off Zest recognizes that balancing professional responsibilities with personal life is essential. We strive to provide a program that supports work life balance. Zest provides a Paid Time Off (PTO) Plan which is a single PTO “bank” that gives flexibility to use PTO for vacation, family needs, incidental sick time, or personal business. October 2020 32 Zest Dental Solutions Employee Handbook

Employee Handbook Specifically, eligible employees may use PTO on the employee’s oral or written request for the following reasons: (1) for the diagnosis, care, or treatment of an existing health condition of (or preventive care for) the employee or the employee’s Family Member; and (2) if the eligible employee is a victim of domestic violence, sexual assault, and/or stalking. For purposes of this PTO Policy, the term “Family Member” means and includes: biological, adopted or foster child, stepchild or legal ward, or a child to whom the employee stands in loco parentis; a biological, adoptive, or foster parent, step parent, or legal guardian of any employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor; spouse or registered domestic partner; grandparent; grandchild; or sibling. All regular employees (full-time and part-time) begin to accrue PTO on their first day of employment at a rate determined by length of continuous service as a regular employee. PTO accrues on an as-worked basis, and will not accrue during any unpaid leave of absence. PTO accrual rates and maximums for regular full-time employees are as follows: Length of Completed PTO Earned Annually PTO Hours Per Pay Period and Years of Service TO (in Days) TO (in Hours) Maximum PTO Hours Cap PTO Hours Earned Maximum PTO Per Pay Period Hours Cap 0-4 years 3 04 4.0 208 5.54 288 5-9 years 8 44 7.08 368 10+ years 3 84 The rates set forth above are only applicable to regular full-time employees (defined as those who are regularly scheduled to work and do work 30 or more hours per workweek). Eligible employees do not earn additional PTO for working more than 40 hours in a workweek. Some regular full-time employees may be subject to different accrual rates based on their position. Other than the applicable accrual rate, the remaining portions of this policy are in full effect. This includes the corresponding cap for that accrual rate. Regular part-time employees are eligible to earn PTO based on the above chart based on length of continuous service as a regular employee, but the PTO Earned Annually are half the number of days that are displayed above. October 2020 33 Zest Dental Solutions Employee Handbook

Employee Handbook As noted above, there is a cap on PTO accruals. Although employees are encouraged to use all earned PTO each year, employees may accrue up to a maximum as set forth above. Once an employee’s PTO reaches the maximum, further accrual of PTO is suspended until the employee has reduced the balance below this limit. If the employee later uses enough PTO to fall below the maximum, the employee will resume earning PTO from that date forward. In such a case, no PTO will be earned for the period in which the employee’s balance was at the maximum. Paid Time Off will not be paid out in lieu of taking the time off. For non-exempt employees, PTO may be taken in minimum increments of one hour. If a non-exempt employee absents himself or herself from work for 2 hours or more in a workday, he or she will be required to use PTO to make up for the absence. If an exempt employee absents himself or herself from work for 2 hours or more, he or she will be required to use PTO to make up for the absence. PTO will generally be provided upon an eligible employee’s oral or written request. If foreseeable, eligible employees must provide “reasonable advance notification” of not less than ten business days. If the PTO time is unforeseeable, an eligible employee must provide Zest with notice of the need to use PTO as soon as practicable. When practicable, PTO must be scheduled in such a way as to provide adequate coverage of job responsibilities and staffing requirements. If a holiday occurs during an employee’s approved time off period, the employee will receive holiday compensation for that day. Employees who terminate their employment for any reason will be paid for any accrued but unused PTO in accordance with this policy. PTO is paid at the employee’s final rate of pay at the time of the employee’s separation. As with all of its policies and procedures, Zest reserves the right to modify, alter, or otherwise eradicate this policy at its sole and absolute discretion to the extent allowed by law. 5.3 Unpaid Time Off As noted above in Zest’s paid time off policies, if an employee absents himself or herself from work for 2 hours or more in a workday, he or she will be required to use PTO to make up for the absence. Zest does not allow employees to take unpaid time off, unless otherwise required or protected by law. 5.4 Bereavement Leave When the death of a member of a regular employee’s immediate family requires the employee to lose regularly scheduled work to attend a funeral, to make any necessary memorial arrangements, and/or travel to and from the funeral, three days paid time off will be granted. Eligible full- time non-exempt employees will receive eight hours of bereavement pay per workday. Eligible part-time non-exempt employees will receive four hours of bereavement pay per workday. Exempt employees will receive their regularly scheduled pay but will not be charged paid time off days. All other categories of employees are not entitled to paid bereavement leave. Zest may request documentation (i.e., copy of the death certificate) to certify the need for such leave. October 2020 34 Zest Dental Solutions Employee Handbook

Employee Handbook Three days of bereavement pay, as outlined above, will be granted to the employee to attend a funeral of an immediate family member. For the purposes of this policy, “immediate family members” include: mother, father, mother-in-law, father-in-law, persons who have raised the employee, spouse, registered domestic partner, child, grandmother, grandfather, sister, brother, step-sister, step- brother, sister-in law, brother-in-law, or grandchild. Two days of bereavement pay, as outlined above, will be granted to the employee to attend a funeral of other relatives. For the purpose of this policy “other relatives” include: aunt, uncle, niece, nephew, or cousin. Employees may take up to two days of bereavement for the loss of a pet. This is to give the employee time to make arrangements and to take a day to grieve their loss. Bereavement leave as stated above must be approved by the employee’s direct supervisor in advance and will not be charged to paid time off. Under extenuating circumstances, employees who are not eligible for paid bereavement leave or eligible employees who wish to extend their paid bereavement leave beyond three days may request to do so in advance from their supervisors. In the event that Zest approves such an advance request at its discretion, the absence or extended absence will be charged to the employee’s paid time off. If the employee does not accrue paid time off or has used all his or her accrued paid time off, the extended absence will be without pay. 5.5 Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) Under the FMLA, and/or California’s CFRA, employees who have worked for Zest for at least 12 months and for a minimum of 1,250 hours where Zest employs 50 or more employees at the employee’s worksite or within 75 miles of the employee’s worksite are eligible to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following family and/or medical reasons: 1. For incapacity due to pregnancy, prenatal medical care of child birth; 2. For the care of the employee’s child (or registered domestic partner’s child) within one year of his/her birth or for placement with the employee for adoption or foster care; 3. For the employee’s own “serious health condition” that makes the employee unable to perform the functions of his or her job. 4. For the care of the employee’s spouse, registered domestic partner, son, daughter, or parent with a “serious health condition.” 5. To care for the employee’s spouse, son, daughter, parent or next of kin (“nearest blood relative”) who is a member of the Armed Forces, including a member of the National Guard or Reserves. The service member must have a “serious illness or injury” incurred while on active duty that may render the member unable to perform the duties of his or her office, grade, rank or rating and for which the member is: (1) undergoing medical treatment, recuperation or therapy; (2) an outpatient; or (3) on a temporary disability retired list. (Up to 26 workweeks of FMLA leave) October 2020 35 Zest Dental Solutions Employee Handbook

Employee Handbook 6. For a qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces (including National Guard or Reserves) in support of a contingency operation. For purposes of paragraph (3) above, an employee is “unable to perform the functions of the position” where the health care provider finds that the employee is unable to work at all, or is unable to perform any one of the essential functions of the employee’s position. For purposes of paragraph (4) above, an employee must be needed to provide care for his or her spouse, son, daughter, or parent because of the family member’s serious health condition in order for the employee to take FMLA leave. For example, an employee may be needed to provide care to the family member when the family member is unable to care for his or her own medical, safety or other needs, because of the serious health condition or needs help being transported to the doctor; or to provide psychological comfort and reassurance to the family member with a serious health condition. The most common serious health conditions that qualify for FMLA leave are: • conditions requiring an overnight stay in a hospital or other medical care facility; • conditions that incapacitate you or your family member; • chronic conditions that cause occasional periods when you or your family member are incapacitated and require treatment by a healthcare provider at least twice a year; • pregnancy. You must provide Zest with 30 days of advance notice when the need for leave is foreseeable. If the need for the leave is not foreseeable, you must request the leave as soon as practicable. You should use Zest’s request form, which is available upon request from Human Resources. Failure to comply with this requirement may result in a delay of the start of the leave. If you are seeking a leave under paragraph (3) above, you must provide Zest with a medical certification from your health care provider establishing eligibility for the leave, and you must provide Zest with a release to return to work from the health care provider before returning to work. You must provide the required medical certification to Zest in a timely manner to avoid a delay or denial of leave. You may obtain the appropriate forms from Human Resources. Family and medical leave may be taken for up to 12 workweeks during the designated 12- month period (with the exception of qualifying leaves to care for a member of the Armed Services who has a serious illness or injury, which may be taken for up to a total of 26 workweeks of leave during a single 12-month period). The 12-month period will be defined as a “rolling twelve months” looking backward over the preceding 12 months to calculate how much family and medical leave time has been taken and therefore determine the amount of leave that is available. Qualifying leaves to care for a member of the Armed Services who has a serious illness or injury will be calculated on the 12-month period looking forward. All time off that qualifies as family and medical leave will be counted against your state and federal family and medical leave entitlements to the fullest extent permitted by law. October 2020 36 Zest Dental Solutions Employee Handbook

Employee Handbook You will be required to use any accrued paid time off during unpaid family and medical leave. However, if an employee is receiving benefit payments pursuant to a disability insurance plan (such as California’s State Disability Insurance plan or Paid Family Leave program) or workers’ compensation insurance plan, the employee and Zest may mutually agree to supplement such benefit payments with available paid time off. During a family and medical leave, group health benefits will be maintained as if you were continuously employed. However, you must continue to pay your share of applicable premiums (for yourself and any dependents) during the leave. If you do not return to work on the first workday following the expiration of an approved family and medical leave, you will be deemed to have resigned from your employment. Upon returning from such a leave, you will be reinstated to your original or an equivalent position and will receive pay and benefits equivalent to those you received prior to the leave, as required by law. In certain circumstances, “key” employees may not be eligible for reinstatement following a family and medical leave. Zest will provide written notice to any “key” employee who is not eligible for reinstatement. If you have any questions concerning, or would like to submit a request for a family and medical leave of absence, please contact Human Resources. 5.6 Pregnancy Disability Leave Zest provides unpaid pregnancy disability leave to eligible employees who are temporarily unable to work due to a disability related to pregnancy, childbirth, or related medical conditions. Employees should make requests for pregnancy disability leave to their supervisor at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events. A health care provider’s statement must be submitted, verifying the need for such leave and its beginning and expected ending dates. Any changes in this information should be promptly reported to Zest. Employees returning from pregnancy disability leave must submit a health care provider’s verification of their fitness to return to work. Eligible employees are granted unpaid leave for the period of disability, up to a maximum of four months (or 17 1/3 weeks or 693 hours) per pregnancy. Employees may also elect to use any accrued PTO during any unpaid portion of pregnancy disability leave. If an employee is receiving benefit payments pursuant to a disability insurance plan (such as California’s State Disability Insurance plan or Paid Family Leave program), the employee and Zest may mutually agree to supplement such benefit payments with available paid time off. Further, Zest will make a good faith effort to reasonably accommodate employees’ medical needs related to pregnancy, childbirth, or related conditions (such as temporarily modifying the employees’ work duties, providing the employee with a stool or chair, or allowing more frequent breaks). Zest may also transfer the employee to a less strenuous or hazardous position (where one is available) or duties when such a request is medically advisable based on the certification of a healthcare provider. In addition, Zest may transfer an employee to an alternative position when an employee’s health care provider finds it is medically advisable for an employee to take intermittent leave or leave on a reduced work schedule and such leave is foreseeable based on planned medical treatment because of pregnancy. This alternative position will have an equivalent rate of pay and benefits and must better accommodate recurring periods of leave than the employee’s regular job. October 2020 37 Zest Dental Solutions Employee Handbook

Employee Handbook Benefit accrual, such as paid time off, and holiday benefits, will be suspended during the approved pregnancy disability leave period and will resume upon return to active employment. Group health benefits will be maintained during the approved pregnancy disability leave as if you were continuously employed. However, you must continue to pay your share of applicable premiums (for yourself and any dependents) during the leave. So that an employee’s return to work can be properly scheduled, an employee on pregnancy disability leave is requested to provide Zest with at least one week’s advance notice of the date she intends to return to work. When an approved pregnancy disability leave ends, the employee will be reinstated to the same position, unless the job ceased to exist because of legitimate business reasons. An employee has no greater right to reinstatement to the same position or to other benefits and conditions of employment than if she had been continuously employed in this position during the pregnancy disability leave or transfer. If the same position is not available, the employee will be offered a comparable position in terms of such issues as pay, location, job content, and promotional opportunities, if one exists. An employee has no greater right to reinstatement to a comparable position or to other benefits or conditions of employment than an employee who has been continuously employed in another position that is being eliminated. If you have any questions regarding pregnancy disability leave, please contact the Human Resources Department. 5.7 Unpaid Leave of Absence (Medical) In an effort to comply with its duty to accommodate employees with qualifying disabilities, Zest will provide leaves of absence without pay when an employee is temporarily unable to work due to a mental or physical disability, certified in writing by his or her health care provider, unless such leave would cause an undue hardship to Zest. Approved absences of less than two weeks are not treated as medical leaves of absences but rather as excused absences without pay. Employees granted unpaid medical leave have no right to guaranteed reinstatement. Benefit accrual, such as paid time off and holiday benefits, will be suspended during an unpaid medical leave period and will resume upon return to active employment. Unless otherwise required by law, Zest does not continue to pay premiums for health insurance coverage for employees on unpaid medical leave. However, if eligible, you may self-pay the premiums under the provisions of COBRA. 5.8 Discretionary Unpaid Leave of Absence (Non-Medical) Zest may grant a discretionary leave of absence to employees in certain unusual circumstances. It is important to request any leave in writing as far in advance as possible, to keep in touch with Human Resources and your supervisor during your leave, and to give prompt notice if there is any change in your return date. If your leave expires and you have not contacted your supervisor or Zest, Zest will assume that you do not plan to return and that you have voluntarily terminated your employment. Employees do not continue to accrue paid time off or holiday benefits while they are on unpaid discretionary leaves of absence. October 2020 38 Zest Dental Solutions Employee Handbook

Employee Handbook Unless otherwise required by law, Zest does not continue to pay premiums for health insurance coverage for employees on discretionary unpaid leaves of absence. However, if eligible, you may self-pay the premiums under the provisions of COBRA. 5.9 Military Leave Employees who are members of the reserve corps of the US armed forces, the National Guard or the Naval Militia, or the California State Military Reserve who must be absent from employment on account of military duty – such as military training, drills, encampment, naval cruises, special exercise, or like activity, including travel time to and from duty – will be placed on an unpaid military leave of absence. Employees may use accrued and unused paid time off during unpaid military leave. Time spent on military leave counts for purposes of determining “length of service.” However, you will not accrue paid time off or receive holiday pay during military leave. Employees must immediately notify Human Resources once they know their dates of service and submit to Human Resources a copy of the official orders or other written certification that they have been called to military duty. On return, employees will be reinstated to their former positions, or another position of similar seniority, provided an application for reinstatement is made within 90 days of discharge, or as otherwise provided by law. 5.10 Jury Duty/Witness Duty Zest encourages employees to fulfill their civic duties related to jury service. All employees who receive a notice of jury/witness duty must notify their supervisor as soon as possible so that arrangements may be made to cover the absence. In addition, employees must provide a copy of the official jury/witness duty notice to their manager. Employees must report for work whenever the court schedule permits. Either Zest or the employee may request an excuse from jury/witness duty if, in Zest’s judgment, the employee’s absence would create serious operational difficulties. Non-exempt and Exempt employees who are called for jury/witness duty will be provided up to 2 days of Jury Duty pay, if additional time is needed the employee will have the option to use unpaid time or elect to use their accrued paid time off. Employees may elect to use any accrued paid time off during jury/witness duty leave. This benefit is not available to employees who are on leave or furloughed. In the event that the employee must serve as a witness within the course and scope of his or her employment with Zest, Zest will provide time off with pay. 5.11 Time Off for Voting Zest encourages its employees to fulfill their civic responsibilities by participating in elections. Because polls are open from 7:00 a.m. until 8:00 p.m., employees generally are able to find time to vote either before or after their regular work schedule. If employees are unable to vote in an election during their non-working hours and have not requested an absentee ballot, then Zest will grant up to two hours of voting time off to vote. Employees must request time off to vote from their supervisor at least two working days prior to the election day. Advance notice is required so that the necessary time off can be scheduled at October 2020 39 Zest Dental Solutions Employee Handbook

Employee Handbook the beginning or end of the work shift, whichever provides the least disruption to the normal work schedule. Employees must submit a voter’s receipt on the first working day following the election to qualify for paid time off. 5.12 Emergency Duty/Training Leave Zest provides up to 14 days of unpaid leave per year to eligible employees who are volunteer firefighters, reserve peace officers or emergency rescue personnel so that such employees may respond to a call to emergency duty. Employees should notify their supervisor of their status as a volunteer firefighter, reserve peace officer or emergency rescue personnel. Additionally, employees should provide as much advanced notice as practicable of the need for leave under this policy when they are called to emergency service. Employees may choose to use accrued and unused paid time off for leave taken under this policy. If you feel you have been treated unfairly as a result of taking or requesting Emergency Duty/Training Leave, you should contact your supervisor or Human Resources, as appropriate. 5.13 Life Event Leave This leave is to be used to cover the below absences and has to be requested within reasonable notice. For parents, legal guardians, or grandparents: 1. To appear at school because the student was suspended; 2. To find, enroll, or re enroll their child in a school or with a licensed childcare provider; or 3. To participate in activities of the school or licensed childcare provider of their child. For all employees: 1. To appear/participate for your own school testing, registration, or other school activity. 2. To find or enroll elderly parent(s) in living assistance home 3. To participate in a niece or nephew school or childcare activities 4. To attend a child, spouse or life partner event (examples include receipt of an award, significant medical appointment or legal appointment) October 2020 40 Zest Dental Solutions Employee Handbook

Employee Handbook You may take up to 40 hours of unpaid leave per year to participate in the activities listed above. You may take no more than eight hours off for this purpose in any one calendar month. To be eligible for time off to attend a child’s school, the employee must be the parent, legal guardian, or next of kin of a child in kindergarten or in grades 1-12 and must present the school’s letter. You should schedule time off to attend these activities with your supervisor in advance. You may be asked to provide documentation that you participated in the activity on the specific date and at the specific time that you took the leave. You must request time off to appear at school because your student was suspended at least two days before the requested time off. Employees may use accrued paid time off while attending the listed activities above. If not, Life Event Leave will be unpaid 5.14 Leave for Crime Victims and Their Family Members If you are the victim, or an immediate family member (i.e., spouse, registered domestic partner, child, step-child, sibling, step-sibling, parent, step-parent, or the child of a registered domestic partner) of the victim of a violent felony, serious felony (as defined by the California Penal Code), or felonies related to theft or embezzlement, you are permitted to be absent from work to attend judicial proceedings related to the crime. You must provide your supervisor with written notification for each scheduled proceeding, unless advance notice is not possible. This time off is unpaid. You may choose to use your paid time off, but this is not required. 5.15 Military Spouse Leave Qualified employees are eligible for up to 10 days of unpaid leave when their spouse or registered domestic partner is on leave from military deployment. A qualified employee is one who regularly works more than 20 hours per week and whose spouse or registered domestic partner is a member of the Armed Forces, National Guard, or Reserves and is on leave from deployment during a period of military conflict. If you are eligible for such leave, please submit a written request for leave to the Human Resources within two business days of receiving official notice that your spouse or registered domestic partner will be on leave from deployment. You will also be required to provide written documentation certifying that your spouse or registered domestic partner will be on leave from deployment. Non-exempt employees must use accrued paid time off in order to receive compensation for this time off. If no paid time off time is available, the employee may take this time off without pay. An exempt employee is required to charge any absence of four or more hours under this policy to his or her paid time off, if any. Otherwise, exempt employees will be compensated to the extent required by applicable law. October 2020 41 Zest Dental Solutions Employee Handbook

Employee Handbook 5.16 Leave for Domestic Violence, Sexual Assault, and Stalking Victims If you are a victim of domestic violence, sexual assault, or stalking, you may take unpaid time off to help ensure the health, safety, or welfare of you and/or that of your child. Specifically, you may take such leave for the following reasons: a) To obtain a temporary or permanent restraining order or other court assistance; b) To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking; c) To obtain services from a shelter, program, or rape crisis center as a result of domestic violence, sexual assault, or stalking; d) To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking; or e) To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation. If you need to take time off for any of the above reasons, you should provide reasonable advance notice to your supervisor, if possible. If your absence is unscheduled, you may be asked to provide documentation, such as a police report, court order, or other evidence that you appeared in court, or documentation from a counselor or domestic violence advocate. Although this leave is unpaid, you may use your accrued paid time off if you wish to receive compensation for this time off. You may also take unpaid time off to recover from domestic abuse or sexual assault pursuant to Zest’s family and medical leave policy. Zest does not tolerate any acts of discrimination, harassment, or retaliation against employees who are victims of domestic violence, sexual assault, or stalking. If you believe you have been the victim of any such act, please contact your supervisor, Human Resources, or any another manager, as appropriate. Zest will maintain the confidentiality of requests for time off due to domestic violence, sexual assault, or stalking to the extent possible and as allowed by law. 5.17 Adult Literacy Leave Pursuant to California law, Zest will reasonably accommodate any eligible employee who seeks to enroll in an adult literacy education program, provided that the accommodation does not impose an undue hardship on Zest. Zest does not provide paid time off for participation in an adult literacy education. However, you may utilize accrued paid time off if you want compensation for this time off. If you do not have accrued paid time off available, you will be permitted to take the time off without pay. October 2020 42 Zest Dental Solutions Employee Handbook

Employee Handbook 5.18 Alcohol and Drug Rehabilitation Leave Pursuant to California law, Zest will reasonably accommodate any eligible employee who wishes to voluntarily enter and participate in an alcohol or drug rehabilitation program, provided that the accommodation does not impose an undue hardship on Zest. Zest does not provide paid time off for participation in an alcohol or drug rehabilitation program. However, you may utilize accrued paid time off if you want compensation for this time off. If you do not have accrued paid time off available, you will be permitted to take the time off without pay. This policy in no way restricts Zest’s right to discipline an employee, up to and including termination of employment, for violation of Zest’s Drug and Alcohol Abuse Policy. 5.19 Civil Air Patrol Leave Pursuant to California law, Zest will provide unpaid leave to employees who are volunteer members of the California Wing of the Civil Air Patrol and who have been duly directed and authorized to respond to an emergency operational mission of the California Wing of the Civil Air Patrol. Employees must be employed for at least 90 days immediately preceding the commencement of leave in order to be eligible. Employees are required to give Zest as much notice as possible of the intended dates upon which the leave would begin and end. Zest will restore the employee to the position he or she held when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment, unless the employee is not restored because of conditions unrelated to the exercise of the leave rights by the employee. The time off is unpaid. However, an employee may utilize accrued paid time off. 5.20 Leave for Bone Marrow and Organ Donors Pursuant to California law, Zest will provide up to five business days of paid leave within a one-year period to an employee who donates bone marrow to another person; Zest will also provide up to 30 business days of paid leave within a one-year period to an employee who donates an organ to another person. Zest requires that bone marrow donors use up to five days of available accrued paid time off during the course of the leave. Organ donors must use up to ten days of available accrued paid time off during the course of the leave. To qualify for this leave, an employee must have been employed for at least 90 days prior to the commencement of the leave and must provide Zest with written verification of his or her status as an organ or bone marrow donor and the medical necessity for the donation. During such leave, Zest will continue coverage under its group medical insurance plan, if applicable. However, employees must continue to pay their portion of the applicable premiums. Employees should give Zest as much notice as possible of the intended dates upon which the leave would begin and end. October 2020 43 Zest Dental Solutions Employee Handbook

Employee Handbook 6. INSURANCE BENEFITS 6.1 Medical Insurance Eligible employees may participate in Zest’s medical insurance plan. There is no guarantee that Zest will continue to maintain a medical insurance plan or that the terms and conditions of any such plan will not be changed at any time. Further, in order to continue participation in any such plan, employees are required to pay a part of the premium. Spouses or dependents of the employee may be eligible to enroll in the medical insurance plan pursuant to the specific terms and conditions of the plan, which ultimately govern all aspects of the employee’s eligibility for and participation in the plan. Employees are responsible for the employee premium payments while on leave, as well as, any prorated premium due upon separation from Zest. 6.2 State Disability Insurance Zest contributes to the State of California to provide you with State Disability Insurance (“SDI”) pursuant to the California Unemployment Insurance Code. Contributions are made through a payroll deduction. SDI is payable when you cannot work because of illness or injury not caused by employment with Zest or when you are entitled to temporary workers’ compensation at a rate less than the daily disability benefit amount. Specific rules and regulations governing disability are available from Human Resources. 6.3 Paid Family Leave Under California law, eligible employees may participate in the Paid Family Leave (“PFL”) program, which is part of the state’s unemployment compensation disability insurance program. The PFL program provides up to six weeks of partial wage replacement benefits to employees who take time off to care for a seriously ill child, spouse, parent, registered domestic partner, siblings, grandparents, grandchildren, or parents-in-law or to bond with a new child. The PFL program does not provide job protection or reinstatement rights. Zest will require you to take up to two weeks of accrued but unused paid time off prior to your receipt of benefits under the PFL program. The program will be administered in a manner consistent with California law. For more information regarding this program, you may contact the California Employment Development Department. 6.4 Unemployment Compensation Zest contributes a significant amount of money each year to the California Unemployment Insurance Fund on behalf of its employees. Under certain circumstances, you may be eligible for unemployment insurance benefits. 6.5 Social Security Social Security is an important part of every employee’s retirement benefit. Zest pays a matching contribution to each employee’s Social Security taxes. October 2020 44 Zest Dental Solutions Employee Handbook

Employee Handbook 6.6 Workers’ Compensation Insurance At no cost to you, you are protected by Zest’s workers’ compensation insurance policy while employed by Zest. This policy covers you in case of occupational injury or illness. October 2020 45 Zest Dental Solutions Employee Handbook

Employee Handbook Dispute Resolution Agreement This is an agreement between Zest Dental Solutions, LLC (“Zest”) and _________________ . Both parties agree today, _________________, 20 __ to abide by the following Dispute Resolution Procedure (“DRP”). In any organization, problems and complaints can arise. Although you are aware that most problems and complaints can be settled promptly by discussion of the facts with your supervisor or senior management, you and Zest recognize the need for a system that will ensure that more substantial disputes are fully heard and fairly decided. Any dispute, controversy or claim arising out of or relating to this Agreement, its enforcement, arbitrability or interpretation, or because of an alleged breach, default, or misrepresentation in connection with any of its provisions and/or arising out of or relating in any way to your employment, including application for employment, with Zest or termination of employment, including any alleged violation of statute, common law or public policy shall be submitted to and decided by final and binding arbitration. Notwithstanding anything to the contrary, nothing in this Agreement shall be interpreted to mean that you are precluded from filing complaints with the California Department of Fair Employment and Housing and/or federal Equal Employment Opportunity Commission, and National Labor Relations Board. You may choose to opt out of this arbitration agreement, but before you make that decision, you should take a moment to fully review and understand this document. Below is information about Zest’s arbitration policy that will help in my decision: What is it? “Arbitration” means the settlement of a dispute by one or more independent persons who are chosen by you and Zest to hear both sides of the complaint and then come to a decision. In an arbitration, both sides agree to abide by the decision of the arbitrator, whatever that decision may be. Therefore, the arbitrator’s decision will be final and binding on you and Zest. Judgment on the award or decision of the arbitrator may be entered in court having legal authority over such matters. This agreement does not prohibit you from filing an administrative charge with an outside government agency such as the EEOC or DFEH. If you do file with such an agency, the DRP will be placed on hold until the agency makes its determination. How to get started? Your request for arbitration may be submitted in writing to Human Resources. If you elect to have your complaints resolved through the arbitration provisions of the DRP (by not opting out), Zest agrees to submit any claims that it may have against you arising from your employment to binding arbitration on the same terms. Who decides the dispute? Unless Zest and you agree to a different arbitration company, the arbitration shall be administered by the American Arbitration Association (“AAA”). AAA’s “National Rules for the Resolution of Employment Disputes” will be used in any mediation and/or arbitration proceeding. A copy of these rules is available on their website at www.adr.org. October 2020 46 Zest Dental Solutions Employee Handbook

Employee Handbook Where is the arbitration? The arbitration will be held at a mutually convenient location in San Diego County, California. If you work primarily in the Anaheim location, the arbitration will be held at a mutually convenient location in Orange County, California. Do you need a lawyer? You may choose to have a lawyer at your own expense (subject to fee-shifting provisions under the law), or handle the arbitration yourself. Do you get to perform discovery? Yes, both you and Zest get to perform discovery as though the case was pending in civil court. What do you have to pay? You will pay $200.00 of the arbitration filing fee. Zest will pay the remainder of the filing fee and the arbitrator’s expenses. Can you still choose to go to court? No. If you do not opt out of the arbitration provisions of the DRP, you waive your right to have your case submitted to a court of law and decided by a judge or jury. If you choose to submit to an arbitrator, he or she will have the same authority and may issue the same type of decision as a judge or jury would if they were deciding the case. Just as in a court of law, you will be responsible for your own legal costs and expenses, unless the arbitrator orders otherwise. After reviewing this information, and receiving answers to your questions, by signing below, you agree to Zest’s Dispute Resolution Policy. Signature ___________________________ Name (Printed) ___________________________ Date: ___________________________ October 2020 47 Zest Dental Solutions Employee Handbook