PTO

PTO CPLG believes in a work-life balance and encourages me to take time off from work. CPLG provides all full-time team members who are not attorneys and have been with the firm less than 5 years with 15 days of Paid Time Off (“PTO”) per year. Full- time team members who have worked at CPLG for 5 years or longer will get 20 days of PTO per year. If I am not an attorney, here are the ground rules for PTO: • I will earn PTO on a pro rata basis each pay period, starting on my hire date; • While I will accrue PTO immediately, I may not use that time until my after I have completed my Introductory Period; • My PTO will roll over to the next year; • I can accrue a maximum of 25 days of PTO. Once I accrue 25 days, I will stop accruing PTO until I use accrued days; and • If I want to use my PTO, I will get prior approval from leadership. If I need to use PTO as sick time, I will provide reasonable advance notice of the need to so when practicable. If I am unable to give advance notice to use PTO as sick time, I will notify CPLG as soon as practicable. • If I leave the firm, I will be paid out for any PTO I have accrued up to my last day of work. CPLG offers all attorneys with a flexible PTO policy. If I am an attorney, here are the ground rules: • Once I have completed my Introductory Period, I may request to use PTO at any time, subject to leadership approval. • I must still meet all billable hour requirements. • I will not accrue PTO and therefore will not be paid out any PTO hours upon separation of employment. 1

For all team members, PTO can be used as vacation time, sick time, or to take care of other personal matters. I will submit my PTO requests to the Office Administrator at least 1 week in advance (unless used as sick leave). While CPLG will do their best to accommodate my PTO requests, they may take operating requirements into account when considering my request. Furthermore, length in employment with the firm may determine priority in scheduled PTO. PTO