Jeff Ellis Management, LLC

2020 Handbook

June 1, 2020

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TABLE of CONTENTS

CORE POLICIES ......................................................................................................................................................... 6

1.0 WELCOME ..................................................................................................................................................... 6
1.1 A Welcome Policy ......................................................................................................................................................... 6
1.2 At-Will Employment (PEO)............................................................................................................................................ 6
1.3 Important Definitions [For Employers Using a PEO] ..................................................................................................... 7
2.0 INTRODUCTORY LANGUAGE AND POLICIES ........................................................................................... 7
2.1 About the Company ...................................................................................................................................................... 7
2.2 Company Facilities........................................................................................................................................................ 8
2.3 Ethics Code................................................................................................................................................................... 8
2.4 Mission Statement ........................................................................................................................................................ 8
3.0 HIRING AND ORIENTATION POLICIES ....................................................................................................... 8
3.1 Conflicts of Interest ....................................................................................................................................................... 8
3.2 Employment of Relatives and Friends .......................................................................................................................... 8
3.3 Job Descriptions ........................................................................................................................................................... 9
3.4 New Hires and Introductory Periods ............................................................................................................................. 9
3.5 Training Program .......................................................................................................................................................... 9
3.6 Employment Authorization Verification ......................................................................................................................... 9
4.0 WAGE AND HOUR POLICIES ....................................................................................................................... 9
4.1 Attendance Policy ......................................................................................................................................................... 9
4.2 Direct Deposit ............................................................................................................................................................. 10
4.3 Introduction to Wage and Hour Policies...................................................................................................................... 10
4.4 Job Abandonment ....................................................................................................................................................... 10
4.5 Paycheck Deductions ................................................................................................................................................. 10
4.6 Posting of Work Schedules ......................................................................................................................................... 10
4.7 Recording Time........................................................................................................................................................... 10
4.8 Travel Expenses ......................................................................................................................................................... 11
4.9 Use of Employer Credit Cards .................................................................................................................................... 12
5.0 PERFORMANCE, DISCIPLINE, LAYOFF, AND TERMINATION ................................................................ 12
5.1 Criminal Activity/Arrests .............................................................................................................................................. 12
5.2 Exit Interview............................................................................................................................................................... 12
5.3 Open Door/Conflict Resolution Policy ......................................................................................................................... 12
5.4 Outside Employment................................................................................................................................................... 13
5.5 Pay Raises .................................................................................................................................................................. 13
5.6 Performance Improvement ......................................................................................................................................... 13
5.7 Post-Employment References .................................................................................................................................... 13
5.8 Promotions .................................................................................................................................................................. 13
5.9 Standards of Conduct ................................................................................................................................................. 14
5.10 Transfers ................................................................................................................................................................... 14
5.11 Workforce Reductions (Layoffs)................................................................................................................................ 15
6.0 GENERAL POLICIES ................................................................................................................................... 15
6.1 Authorization for Use of Personal Vehicle .................................................................................................................. 15
6.2 Computer Security and Copying of Software .............................................................................................................. 15
6.3 Driving Record ............................................................................................................................................................ 15
6.4 Employer Sponsored Social Events............................................................................................................................ 16
6.5 Employer-Provided Cell Phone/Mobile Device Policy................................................................................................. 16
6.6 GPS Monitoring of Employer Vehicles ........................................................................................................................ 16
6.7 Mail Use Policy ........................................................................................................................................................... 16
6.8 Nonsolicitation/Nondistribution Policy ......................................................................................................................... 17
6.9 Off-Duty Use of Employer Property or Premises ........................................................................................................ 17
6.10 Personal Appearance ............................................................................................................................................... 17
6.11 Personal Cell Phone/Mobile Device Use .................................................................................................................. 18
6.12 Personal Data Changes ............................................................................................................................................ 18
6.13 Security ..................................................................................................................................................................... 18
6.14 Social Media Policy ................................................................................................................................................... 19
6.15 Suggestion Policy ..................................................................................................................................................... 20
6.16 Telephone Use.......................................................................................................................................................... 20
6.17 Third Party Disclosures ............................................................................................................................................. 20
6.18 Use of Company Technology.................................................................................................................................... 20
6.19 Workplace Privacy and Right to Inspect ................................................................................................................... 21
7.0 BENEFITS .................................................................................................................................................... 21
7.1 401(k) Plan.................................................................................................................................................................. 22
7.2 Bereavement Leave .................................................................................................................................................... 22
7.3 Exempt Personnel....................................................................................................................................................... 22
7.4 Health Insurance Policy .............................................................................................................................................. 22
7.5 Holidays ...................................................................................................................................................................... 23
7.6 Regular Full-Time Personnel ...................................................................................................................................... 23
7.7 Regular Part-Time Personnel ..................................................................................................................................... 23
7.8 Sick Pay ...................................................................................................................................................................... 23
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 7.9 Temporary Personnel ................................................................................................................................................. 24
7.10 Unemployment Compensation Insurance Policy ...................................................................................................... 24
7.11 Vacation Policy ......................................................................................................................................................... 24
7.12 Workers' Compensation Insurance Policy ................................................................................................................ 26
7.13 COBRA ..................................................................................................................................................................... 26
7.14 Family and Medical Leave (FMLA) Policy................................................................................................................. 26
7.15 Military Leave (USERRA) ......................................................................................................................................... 30
8.0 SAFETY AND LOSS PREVENTION ............................................................................................................ 30
8.1 Business Closure and Emergencies ........................................................................................................................... 30
8.2 Drug and Alcohol Policy .............................................................................................................................................. 31
8.3 General Safety Policy ................................................................................................................................................. 33
8.4 Policy Against Workplace Violence............................................................................................................................. 33
9.0 TRADE SECRETS AND INVENTIONS ........................................................................................................ 34
9.1 Confidentiality and Nondisclosure of Trade Secrets ................................................................................................... 34
9.2 Inventions.................................................................................................................................................................... 34
10.0 CUSTOMER RELATIONS .......................................................................................................................... 35
10.1 Customer, Client, and Visitor Relations .................................................................................................................... 35
10.2 Products and Services Knowledge ........................................................................................................................... 35
COLORADO POLICIES ............................................................................................................................................ 36
INTRODUCTORY LANGUAGE AND POLICIES .................................................................................................. 36
Revisions to Handbook ........................................................................................................................................................ 36
HIRING AND ORIENTATION POLICIES .............................................................................................................. 36
Disability Accommodation .................................................................................................................................................... 36
EEO Statement and Nonharassment Policy ........................................................................................................................ 36
Religious Accommodation ................................................................................................................................................... 38
WAGE AND HOUR POLICIES .............................................................................................................................. 38
Accommodations for Nursing Mothers ................................................................................................................................. 38
Colorado COMPS Order #36 Poster.................................................................................................................................... 40
Meal and Rest Periods Policy .............................................................................................................................................. 41
Overtime .............................................................................................................................................................................. 41
Pay Period ........................................................................................................................................................................... 41
BENEFITS.............................................................................................................................................................. 42
Domestic Violence Leave .................................................................................................................................................... 42
Emergency Paid Sick Leave (COVID-19) ............................................................................................................................ 42
Jury Duty Leave ................................................................................................................................................................... 44
Voting Leave ........................................................................................................................................................................ 44
SAFETY AND LOSS PREVENTION ..................................................................................................................... 44
Nonsmoking Policy .............................................................................................................................................................. 44
FLORIDA POLICIES ................................................................................................................................................. 45
INTRODUCTORY LANGUAGE AND POLICIES .................................................................................................. 45
Revisions to Handbook ........................................................................................................................................................ 45
HIRING AND ORIENTATION POLICIES .............................................................................................................. 45
Disability Accommodation .................................................................................................................................................... 45
EEO Statement and Nonharassment Policy ........................................................................................................................ 45
Religious Accommodation ................................................................................................................................................... 47
WAGE AND HOUR POLICIES .............................................................................................................................. 47
Accommodations for Nursing Mothers ................................................................................................................................. 47
Meal and Rest Periods......................................................................................................................................................... 48
Overtime .............................................................................................................................................................................. 48
Pay Period ........................................................................................................................................................................... 48
BENEFITS.............................................................................................................................................................. 48
Jury Duty Leave ................................................................................................................................................................... 48
Voting Leave ........................................................................................................................................................................ 49
SAFETY AND LOSS PREVENTION ..................................................................................................................... 49
Nonsmoking Policy .............................................................................................................................................................. 49
HAWAII POLICIES .................................................................................................................................................... 50
INTRODUCTORY LANGUAGE AND POLICIES .................................................................................................. 50
Revisions to Handbook ........................................................................................................................................................ 50
HIRING AND ORIENTATION POLICIES .............................................................................................................. 50
Disability Accommodation .................................................................................................................................................... 50
EEO Statement and Nonharassment Policy ........................................................................................................................ 50
Religious Accommodation ................................................................................................................................................... 52
WAGE AND HOUR POLICIES .............................................................................................................................. 53
Accommodations for Nursing Mothers ................................................................................................................................. 53
Meal and Rest Periods......................................................................................................................................................... 53
Overtime .............................................................................................................................................................................. 53
Pay Period ........................................................................................................................................................................... 53

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 GENERAL POLICIES ............................................................................................................................................ 54
Access to Personnel and Medical Records Files ................................................................................................................. 54
BENEFITS.............................................................................................................................................................. 54
Bone Marrow, Stem Cell, or Organ Donation Leave............................................................................................................ 54
Family Leave Policy ............................................................................................................................................................. 55
Jury Duty Leave ................................................................................................................................................................... 56
Leave for Victims of Domestic/Sexual Violence (50 or More Total EE) ............................................................................... 57
Temporary Disability Insurance ........................................................................................................................................... 58
Voting Leave ........................................................................................................................................................................ 59
SAFETY AND LOSS PREVENTION ..................................................................................................................... 59
Nonsmoking Policy .............................................................................................................................................................. 59
ILLINOIS POLICIES .................................................................................................................................................. 60
INTRODUCTORY LANGUAGE AND POLICIES .................................................................................................. 60
Revisions to Handbook ........................................................................................................................................................ 60
HIRING AND ORIENTATION POLICIES .............................................................................................................. 60
Disability Accommodation .................................................................................................................................................... 60
EEO Statement and Nonharassment Policy ........................................................................................................................ 60
Religious Accommodation ................................................................................................................................................... 63
WAGE AND HOUR POLICIES .............................................................................................................................. 63
Accommodations for Nursing Mothers ................................................................................................................................. 63
Meal and Rest Periods Policy .............................................................................................................................................. 64
Overtime .............................................................................................................................................................................. 64
Pay Period ........................................................................................................................................................................... 64
Wage Disclosure Protection................................................................................................................................................. 64
BENEFITS.............................................................................................................................................................. 65
Blood Donation Leave.......................................................................................................................................................... 65
Child Bereavement Leave.................................................................................................................................................... 65
Domestic/Sexual Violence Leave (50 or More Total EE) ..................................................................................................... 66
Family Military Leave (51 or More Total EE)........................................................................................................................ 67
Voting Leave ........................................................................................................................................................................ 68
SAFETY AND LOSS PREVENTION ..................................................................................................................... 68
Nonsmoking Policy .............................................................................................................................................................. 68
MASSACHUSETTS POLICIES ................................................................................................................................. 69
HIRING AND ORIENTATION POLICIES .............................................................................................................. 69
Disability Accommodation .................................................................................................................................................... 69
EEO Statement and Nonharassment Policy ........................................................................................................................ 69
Pregnant Workers Fairness Act Notice ................................................................................................................................ 71
Religious Accommodation ................................................................................................................................................... 72
WAGE AND HOUR POLICIES .............................................................................................................................. 72
Accommodations for Nursing Mothers ................................................................................................................................. 72
Meal and Rest Periods......................................................................................................................................................... 72
Overtime .............................................................................................................................................................................. 72
Pay Period ........................................................................................................................................................................... 73
Reporting Time Pay ............................................................................................................................................................. 73
BENEFITS.............................................................................................................................................................. 73
Crime Victim and Witness Leave ......................................................................................................................................... 73
Domestic Violence Leave Policy .......................................................................................................................................... 73
Jury Duty Leave ................................................................................................................................................................... 74
Paid Sick Leave (Lump Sum Method) ................................................................................................................................. 74
Parental Leave Policy .......................................................................................................................................................... 75
Small Necessities Leave Policy ........................................................................................................................................... 76
Voting Leave ........................................................................................................................................................................ 76
SAFETY AND LOSS PREVENTION ..................................................................................................................... 76
Nonsmoking Policy .............................................................................................................................................................. 76
PENNSYLVANIA POLICIES ..................................................................................................................................... 77
INTRODUCTORY LANGUAGE AND POLICIES .................................................................................................. 77
Revisions to Handbook ........................................................................................................................................................ 77
HIRING AND ORIENTATION POLICIES .............................................................................................................. 77
Disability Accommodation .................................................................................................................................................... 77
EEO Statement and Nonharassment Policy ........................................................................................................................ 77
Religious Accommodation ................................................................................................................................................... 79
WAGE AND HOUR POLICIES .............................................................................................................................. 79
Accommodations for Nursing Mothers ................................................................................................................................. 79
Meal and Rest Periods Policy .............................................................................................................................................. 80
Overtime .............................................................................................................................................................................. 80
Pay Period ........................................................................................................................................................................... 80
BENEFITS.............................................................................................................................................................. 81
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 Crime Victim and Witness Leave Policy .............................................................................................................................. 81
Jury Duty Leave ................................................................................................................................................................... 81
Voting Leave ........................................................................................................................................................................ 81
SAFETY AND LOSS PREVENTION ..................................................................................................................... 81
Nonsmoking Policy .............................................................................................................................................................. 81
TENNESSEE POLICIES............................................................................................................................................ 82
INTRODUCTORY LANGUAGE AND POLICIES .................................................................................................. 82
Revisions to Handbook ........................................................................................................................................................ 82
HIRING AND ORIENTATION POLICIES .............................................................................................................. 82
Disability Accommodation .................................................................................................................................................... 82
EEO Statement and Nonharassment Policy ........................................................................................................................ 82
Healthy Workplace Policy .................................................................................................................................................... 84
Religious Accommodation ................................................................................................................................................... 86
WAGE AND HOUR POLICIES .............................................................................................................................. 87
Accommodations for Nursing Mothers ................................................................................................................................. 87
Meal and Rest Periods Policy .............................................................................................................................................. 87
Overtime .............................................................................................................................................................................. 87
Pay Period ........................................................................................................................................................................... 87
BENEFITS.............................................................................................................................................................. 88
Jury Duty Leave ................................................................................................................................................................... 88
Voting Leave ........................................................................................................................................................................ 88
SAFETY AND LOSS PREVENTION ..................................................................................................................... 88
Nonsmoking Policy .............................................................................................................................................................. 88
TEXAS POLICIES ..................................................................................................................................................... 89
INTRODUCTORY LANGUAGE AND POLICIES .................................................................................................. 89
Revisions to Handbook ........................................................................................................................................................ 89
HIRING AND ORIENTATION POLICIES .............................................................................................................. 89
Disability Accommodation .................................................................................................................................................... 89
EEO Statement and Nonharassment Policy ........................................................................................................................ 89
Religious Accommodation ................................................................................................................................................... 91
WAGE AND HOUR POLICIES .............................................................................................................................. 91
Accommodations for Nursing Mothers ................................................................................................................................. 91
Meal and Rest Periods......................................................................................................................................................... 92
Overtime .............................................................................................................................................................................. 92
Pay Period ........................................................................................................................................................................... 92
BENEFITS.............................................................................................................................................................. 92
Jury Duty Leave ................................................................................................................................................................... 92
Voting Leave ........................................................................................................................................................................ 93
Witness Leave ..................................................................................................................................................................... 93
SAFETY AND LOSS PREVENTION ..................................................................................................................... 93
Nonsmoking Policy .............................................................................................................................................................. 93
CUSTOM POLICIES .................................................................................................................................................. 94
CUSTOM POLICIES .............................................................................................................................................. 94
Personal Relationships ........................................................................................................................................................ 94
CLOSING STATEMENT ............................................................................................................................................ 95
ACKNOWLEDGMENT OF RECEIPT AND REVIEW ............................................................................................... 96

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 Core Policies

1.0 Welcome

1.1 A Welcome Policy

Welcome! You have just joined a dedicated organization. We hope that your employment with Jeff Ellis
Management, LLC will be a rewarding and challenging work experience. We take pride in our employees
as well as in the products and services we provide for our clients.

The Company complies with all federal and state employment laws, and this handbook generally reflects
those laws. The Company also complies with any applicable local laws, although there may not be an
express written policy regarding those laws contained in the handbook.

The employment policies and/or benefits summaries in this handbook are written for all employees. When
questions arise concerning the interpretation of these policies as they relate to employees who are covered
by a collective-bargaining agreement, the answers will be determined by reference to the actual union
contract, rather than the summaries contained in this handbook.

Please take the time now to read this handbook carefully. Sign the acknowledgment at the end to show that
you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and
guidelines concerning your employment. This handbook supersedes any previously issued handbooks or
policy statements dealing with the subjects discussed herein. The Company reserves the right to interpret,
modify, or supplement the provisions of this handbook at any time. Neither this handbook nor any other
communication by a management representative or other, whether oral or written, is intended in any way to
create a contract of employment. Please understand that no employee handbook can address every
situation in the work place.

If you have questions about your employment or any provisions in this handbook, contact Human
Resources.

We wish you success in your employment here at Jeff Ellis Management, LLC!

All the best,

Jeffrey Ellis
President
Jeff Ellis Management, LLC

1.2 At-Will Employment (PEO)

Your employment with Jeff Ellis Management, LLC is on an "at-will" basis. This means your employment
may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your
right to leave the Company at any time, with or without notice and with or without cause.

Nothing in this handbook or any other Company document should be understood as creating a contract,
guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of
continued benefits or employment. Only the President has the authority to make promises or negotiate with
regard to guaranteed or continued employment, and any such promises are only effective if placed in
writing and signed by the President.

If a written contract between you and the Company is inconsistent with this handbook, the written contract
is controlling. However, as to Paychex Business Solution, the written contract between you and the
Company does not control if it is inconsistent with this handbook.

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Nothing in this handbook will be interpreted, applied, or enforced to interfere with, restrain, or coerce
employees in the exercise of their rights under Section 7 of the National Labor Relations Act.

This policy may not be appropriate in its entirety for employees working in Montana.

1.3 Important Definitions [For Employers Using a PEO]

Jeff Ellis Management, LLC has entered into an agreement with Paychex Business Solution, a professional
employer organization (PEO). Paychex Business Solution was selected by the company to help employees
enjoy the many company benefits offered through this concept.

The term "Company," as used throughout this handbook, refers exclusively to Jeff Ellis Management, LLC,
your worksite employer, who is primarily responsible for directing your day-to-day duties. The terms "we,"
"us," and "our" refer to Jeff Ellis Management, LLC and not Paychex Business Solution, unless otherwise
stated.

Where this handbook refers to current benefit plans maintained by the Company and/or Paychex Business
Solution, refer to the actual plan documents and summary plan descriptions if you have specific questions
regarding the benefit plans. Those documents are controlling.

Paychex Business Solution is not bound by the terms of any contract between employees and the
Company unless it is executed by the PEO.

2.0 Introductory Language and Policies

2.1 About the Company

There was a time when water parks were a fresh and cutting-edge idea. People loved them and trips to the
water park quickly became a fun thing to do for the entire family. Unfortunately water park incidents in the
early 1980s became national news and it was clear that new reforms in aquatic safety were due.

With experience in the fields of risk management and aquatics, Jeff Ellis identified the issues surrounding
aquatic safety and created a new, safety driven program geared towards accident prevention and
accountability. The methods devised were of such quality and effectiveness that insurance companies were
more willing to ensure parks that adopted the program. In less than 10 years, 80 percent of the country's
water parks were clients of Ellis & Associates, INC.

In 2004, after 20 years of revolutionary lifeguard training and licensing, Jeff Ellis decided to take the
success of his international lifeguard training program one step further by developing a complete facility
management program. A program, which not only holds lifeguards to the same standards of paramount
safety, but also includes protocols and services of:

• Management Services
• Aquatics Programs
• Pool Maintenance
• Lifeguard Training
• Facility Rentals

Today lifeguards across the country wear the Jeff Ellis Management uniform as they scan their zones and
ensure a safe, fun atmosphere for park guests and aquatic facilities alike. Through constant innovation,
facility review, and open communication with property management, Jeff Ellis Management has
experienced continual growth, customer and client satisfaction and most importantly improved safety.

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2.2 Company Facilities

Jeff Ellis Management currently services hotels/resorts, waterparks, homeowner associations, country
clubs and public aquatic facilities throughout the United States.

2.3 Ethics Code

Jeff Ellis Management, LLC will conduct business honestly and ethically wherever operations are
maintained. We strive to improve the quality of our services, products, and operations and will maintain a
reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our
managers and employees are expected to adhere to high standards of business, the core company values,
and personal integrity as a representation of our business practices, at all times consistent with their duty of
loyalty to Jeff Ellis Management, LLC. The Companies core values are:

• Accountability
• Trust
• Respect
• Family

We expect that officers, directors, and employees will not knowingly misrepresent the Company and will not
speak on behalf of the Company unless specifically authorized. The confidentiality of trade secrets,
proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales
records/reports, marketing or business strategies/plans, product development, customer lists, patents,
trademarks, etc.) about the Company or operations, or that of our customers or partners, is to be treated
with discretion and only disseminated on a need-to-know basis (see policies relating to privacy).

Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The
degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical
violation and whether or not the violator cooperated in any subsequent investigation.

2.4 Mission Statement

Jeff Ellis Management's mission is twofold: deliver world-class aquatic facility management and swim
instruction services, while acting as a trusted partner for our client-owners. We strive to provide a positive
aquatic experience for all guests by adhering to our published safety guidelines and customer service
objectives.

To further our mission of providing world-class service and dedication to ZERO Drownings, we empower
those who make up our Jeff Ellis Management family to create a welcoming, safe environment for all of our
guests, worldwide.

3.0 Hiring and Orientation Policies

3.1 Conflicts of Interest

Jeff Ellis Management, LLC is concerned with conflicts of interest that create actual or potential job-related
concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. If there
is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or
contractor to the Company, you must disclose it to your Leadership. If an actual or potential conflict of
interest is determined to exist, the Company will take such steps as it deems necessary to reduce or
eliminate this conflict.

3.2 Employment of Relatives and Friends

We will not employ friends or relatives in circumstances where actual or potential conflicts may arise that
could compromise supervision, safety, confidentiality, security, and morale at Jeff Ellis Management, LLC.

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It is your obligation to inform the Company of any such potential conflict so the Company can determine
how best to respond to the particular situation.

3.3 Job Descriptions

Jeff Ellis Management, LLC attempts to maintain a job description for each position. If you do not have a
current copy of your job description, you should request one from your Leadership.

Job descriptions prepared by the Company serve as an outline only. Due to business needs, you may be
required to perform job duties that are not within your written job description. Furthermore, the Company
may have to revise, add to, or delete from your job duties per business needs, with or without advance
notice to employees.

If you have any questions regarding your job description or the scope of your duties, please speak with
your Leadership.

3.4 New Hires and Introductory Periods

The first 90 days of your employment is considered an introductory period. During this period, you will
become familiar with Jeff Ellis Management, LLC and your job responsibilities. The Company will have the
opportunity to monitor the quality and value of your performance and make any necessary adjustments to
your job description or responsibilities. Your introductory period with the Company can be shortened or
lengthened as deemed appropriate by management and Human Resources. Completion of this introductory
period does not imply guaranteed or continued employment. Nothing that occurs during or after this period
should be construed to change the nature of the "at-will" employment relationship.

3.5 Training Program

In most cases, and for most departments, training employees is done on an individual basis by the
department manager. Even if you have had previous experience in the specified functions of your job
duties, it is necessary for you to learn our specific procedures, as well as the responsibilities of the specific
position. If you ever feel you require additional training, consult your Leadership.

3.6 Employment Authorization Verification

New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment
and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services
proving identity and employment authorization no later than the third business day following the start of
employment with Jeff Ellis Management, LLC. If you are currently employed and have not complied with
this requirement or if your status has changed, inform your Leadership.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof
of renewed employment eligibility prior to expiration of that period to remain employed by the Company.

4.0 Wage and Hour Policies

4.1 Attendance Policy

If you know ahead of time that you will be absent or late, provide reasonable advance notice (at least 2
hours prior to your shift) to your Leadership. You may be required to provide documentation of any medical
or other excuse for being absent or late where permitted by applicable law.

Jeff Ellis Management, LLC reserves the right to apply unused vacation, sick time, or other paid time off to
unauthorized absences where permitted by applicable law. Absences resulting from approved leave,
vacation, or legal requirements are exceptions to the policy.
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4.2 Direct Deposit

Jeff Ellis Management, LLC encourages all employees to enroll in direct deposit. If you would like to take
advantage of direct deposit, ask your supervisor for an application form. Typically, the bank will begin the
direct deposit of your payroll within 30 calendar days after you submit your completed application.

If you have selected the direct deposit payroll service, a written explanation of your deductions will be given
to you on paydays described in the preceding sections in lieu of a check.

4.3 Introduction to Wage and Hour Policies

At Jeff Ellis Management, LLC, pay depends on a wide range of factors, including pay scale surveys,
individual effort, profits, and market forces. If you have any questions about your compensation, including
matters such as paid time off, commissions, overtime, benefits, or paycheck deductions, speak with your
Leadership.

4.4 Job Abandonment

If you fail to show up for work or call in with an acceptable reason for the absence for a period of two
consecutive shifts, you will be considered to have abandoned your job and voluntarily resigned from Jeff
Ellis Management, LLC.

4.5 Paycheck Deductions

Jeff Ellis Management, LLC is required by law to make certain deductions from your pay each pay period.
This includes income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions
(Social Security and Medicare), and any other deductions required under law or by court order for wage
garnishments. The amount of your tax deductions will depend on your earnings and the information you list
on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary
deductions from your paycheck, including contributions for insurance premiums, retirement plans, spending
accounts, or other services. Your deductions will be reflected in your wage statement.

The Company will not make deductions to your pay that are prohibited by federal, state, or local law. If you
have any questions about deductions from your pay, contact your Leadership. You will be reimbursed in full
for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive
an immediate adjustment, which will be paid no later than your next regular payday.

4.6 Posting of Work Schedules

All work schedules will be posted on the designated Company website. The work schedules are done on a
bi-weekly basis and are posted at least two weeks before the start of a new bi-weekly cycle. Time-off
requests must be submitted at least two weeks prior to the schedule being posted. If you are uncertain of
your next work schedule or time off requests, please contact your supervisor.

4.7 Recording Time

Jeff Ellis Management, LLC is required by applicable federal, state, and local laws to keep accurate records
of hours worked by certain employees. To ensure that the Company has complete and accurate time
records and that employees are paid for all hours worked, nonexempt employees are required to record all
working time using the Companies timekeeping application. Exempt employees may also be required to
track days or time worked. Speak with your Leadership for specific instructions.

You must accurately record all of your time to ensure you are paid for all hours worked and must follow
established Company procedures for recording your hours worked. Time must be recorded as follows:

• Immediately before starting your shift.

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 • Immediately after finishing work, before your meal period.
• Immediately before resuming work, after your meal period.
• Immediately after finishing work.
• Immediately before and after any other time away from work.

If you are required to clock in, you should clock in no more than ten minutes ahead of your start time and
clock out no later than ten minutes after your ending time.

Notify your Leadership of any pay discrepancies, unrecorded or incorrectly recorded work hours, or any
involuntarily missed meal or break periods. Falsifying time entries is strictly prohibited. Falsifying time
entries includes working "off the clock." If you falsify your own time records, or the time records of co-
workers, or if you work off the clock, you will be subject to discipline up to and including termination.
Immediately report to the Human Resource department any employee, supervisor, or manager who falsifies
your time entries or encourages or requires you to falsify your time entries or work off the clock.

4.8 Travel Expenses

The purpose of this policy is to define approved business travel expenses and the authority for incurring
and approving such expenses at Jeff Ellis Management, LLC.

Travel expenses are the reasonable and necessary expenses incurred by employees when traveling on
approved Jeff Ellis Management, LLC business trips. Travel is limited to business activities for which other
means of communication is inadequate and for which prior approval from your Leadership has been
received.

The Company reserves the right to make changes to this policy outside the handbook. These topics are
general policies and are subject to change as needed.

Travel Expenses

The Company pays the actual amounts incurred for appropriate expenses per the guidelines published in
the “Purchasing Approval” document while you are on travel assignments. Examples of typical expenses
include the following:

• Airline tickets (Economy class tickets only)

• Meals
• Lodging (Standard rooms only)
• Car rental, bus, taxi, parking, shared ride services
• Associated gratuities.
• Business Supplies
• Other expenses necessary to achieve the business purposes.

Hotels

Neither in-room movies nor refreshment bars are approved Company expenses.

Insurance

The Company does not pay for personal travel insurance for employees.

Rental Cars

You are to use rental firms having existing relationships with the Company and, where feasible, have
negotiated discount rates. Available reasonable transportation is to be used.

Personal Vehicles

11
When using your own vehicle for business purposes, you must maintain insurance coverage as required by
law. Travel between your home and primary office is not considered to be business travel. You may not use
your personal vehicle for business travel without authorization. Every attempt should be made to utilize the
use of courier and delivery services in order to avoid hazard of liability and the time away from work. You
will be reimbursed for vehicle use at the rate presented by the Company. The Finance Department must
authorize any deviation from this policy.

4.9 Use of Employer Credit Cards

All employees in the possession of a credit card issued by Jeff Ellis Management, LLC will adhere to the
strictest guidelines published in the “Purchasing Approval” document for the protection and proper use of
that card. Credit card purchases related to Company vehicle use (gas, oil, etc.) under $100 do not require
prior approval. Credit card purchases for vehicle use over $100 and any other business purchases over
$100 must receive prior approval from your Leadership.

Employees who have made purchases on a Company credit card or have made approved purchases on
their personal credit card must submit all receipts with a completed expense report no later than the third
business day of the following month. Your Company credit card may not be used for personal reasons. Use
of the Company credit card is restricted to approved business-related expenses.

Any unauthorized purchases made with a credit card issued by the Company will be the cardholder's
responsibility. Unauthorized purchase amounts will be payroll deducted by the Company.

Immediately report lost or stolen Company cards to your Leadership and the Finance Department.

Violation of this policy may result in discipline, up to and including termination of employment.

5.0 Performance, Discipline, Layoff, and Termination

5.1 Criminal Activity/Arrests

Jeff Ellis Management, LLC will report all criminal activity in accordance with applicable law. Involvement in
criminal activity while employed by the Company, whether on or off Company property, may result in
disciplinary action including suspension or termination of employment.

You are expected to be on the job, ready to work, when scheduled. Inability to report to work as scheduled
may lead to disciplinary action, up to and including termination of employment, for violation of an
attendance policy or job abandonment.

5.2 Exit Interview

You may be asked to participate in an exit interview when you leave Jeff Ellis Management, LLC. The
purpose of the exit interview is to provide management with greater insight into your decision to leave
employment; identify any trends requiring attention or opportunities for improvement; and to assist the
Company in developing effective recruitment and retention strategies. Your cooperation in the exit interview
process is appreciated.

5.3 Open Door/Conflict Resolution Policy

Jeff Ellis Management, LLC strives to provide a comfortable, productive, legal, and ethical work
environment. To this end, we want you to bring any problems, concerns, or grievances you have about the
workplace to the attention of your Leadership and, if necessary, to Human Resources or upper level
management. To help manage conflict resolution we have instituted the following problem solving
procedure:

If you believe there is inappropriate conduct or activity on the part of the Company, management, its

12
employees, vendors, customers, or any other persons or entities related to the Company, bring your
concerns to the attention of your Leadership at a time and place that will allow the person to properly listen
to your concern. Most problems can be resolved informally through dialogue between you and your
immediate Leadership. If you have already brought this matter to the attention of your Leadership before
and do not believe you have received a sufficient response, or if you believe that person is the source of
the problem, present your concerns to Human Resources or upper level management. Describe the
problem, those persons involved in the problem, efforts you have made to resolve the problem, and any
suggested solution you may have.

5.4 Outside Employment

Outside employment that creates a conflict of interest or that affects the quality or value of your work
performance or availability at Jeff Ellis Management, LLC is prohibited. The Company recognizes that you
may seek additional employment during off hours, but in all cases expects that any outside employment will
not affect your attendance, job performance, productivity, work hours, scheduling, or would otherwise
adversely affect your ability to effectively perform your duties or in any way create a conflict of interest. Any
outside employment that will conflict with your duties and obligations to the Company should be reported to
your Leadership. Failure to adhere to this policy may result in discipline up to and including termination.

5.5 Pay Raises

Depending on financial health and other Company factors, efforts will be made to give pay raises consistent
with Jeff Ellis Management, LLC profitability, job performance, and the consumer price index. The
Company may also make individual pay raises based on merit or due to a change of job position.

5.6 Performance Improvement

Jeff Ellis Management, LLC will make efforts to periodically review your work performance. The
performance improvement process will take place annually, or as business needs dictate. You may
specifically request that your Leadership assist you in developing a performance improvement plan at any
time.

The performance improvement process is a means for increasing the quality and value of your work
performance. Your initiative, effort, attitude, job knowledge, and other factors will be addressed. You must
understand that a positive job performance review does not guarantee a pay raise or continued
employment. Pay raises and promotions are based on numerous factors, only one of which is job
performance.

5.7 Post-Employment References

Jeff Ellis Management, LLC policy is to confirm dates of employment and job title only. With written
authorization, the Company will confirm compensation. Forward any requests for employment verification to
Human Resources department.

5.8 Promotions

To match you with the job for which you are best suited and to meet the business needs of Jeff Ellis
Management, LLC, you may be transferred from your current job. It is our policy to promote from within only
when the most qualified candidate is available. Promotions are made on an equal opportunity basis
according to employees possessing the needed skills, education, experience, and other qualifications that
are required for the job.

All employees promoted into new job positions will undergo a 90-day introductory period as described in
the New Hires and Introductory Periods policy. Unlike new hires, however, such employees will continue to
receive Company benefits for which they are eligible.

13
5.9 Standards of Conduct

Jeff Ellis Management, LLC wishes to create a work environment that promotes job satisfaction, respect,
responsibility, integrity, and value for all our employees, clients, customers, and other stakeholders. We all
share in the responsibility of improving the quality of our work environment. By deciding to work here, you
agree to follow our rules.

While it is impossible to list everything that could be considered misconduct in the workplace, what is
outlined here is a list of common-sense infractions that could result in discipline, up to and including
immediate termination of employment. This policy is not intended to limit our right to discipline or discharge
employees for any reason permitted by law.

Examples of inappropriate conduct include:

• Violation of the policies and procedures set forth in this handbook.

• Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled
substances.
• Being under the influence of alcohol during working hours on Company property (including in
Company vehicles), or on Company business.
• Inaccurate reporting of the hours worked by you or any other employees.
• Provide knowingly inaccurate, incomplete, or misleading information when speaking on behalf of the
Company or in the preparation of any employment-related documents including, but not limited to,
job applications, personnel files, employment review documents, intra-company communications, or
expense records.
• Taking or destroying Company property.
• Possession of potentially hazardous or dangerous property (where not permitted) such as firearms,
weapons, chemicals, etc., without prior authorization.
• Fighting with, or harassment of (as defined in our EEO policy), any fellow employee, vendor, or
customer.
• Disclosure of Company trade secrets and proprietary and confidential commercially sensitive
information (i.e. financial or sales records/reports, marketing or business strategies/plans, product
development information, customer lists, patents, trademarks, etc.) of the Company or its
customers, contractors, suppliers, or vendors.
• Refusal or failure to follow directions or to perform a requested or required job task.
• Refusal or failure to follow safety rules and procedures.
• Excessive tardiness or absences.
• Smoking in non-designated areas.
• Working unauthorized overtime.
• Solicitation of fellow employees on Company premises during working hours.
• Failure to dress according to Company policy.
• Use of obscene or harassing (as defined by our EEO policy) language in the workplace.
• Engaging in outside employment that interferes with your ability to perform your job at this
Company.
• Gambling on Company premises.
• Lending keys or keycards to Company property to unauthorized persons.

Nothing in this policy is intended to limit your rights under the National Labor Relations Act, or to modify the
at-will employment status where at-will is not prohibited by state law.

5.10 Transfers
Jeff Ellis Management, LLC may transfer your employment from one position to another with or without
notice, as required by production or service needs, or upon request by you and with management approval.
Transfers in excess of 90 days may be considered final and your paycheck may be increased or decreased
consistent with the pay scale for your new position.

14
5.11 Workforce Reductions (Layoffs)

If necessary, based upon business needs, Jeff Ellis Management, LLC management may decide to
implement a reduction in force (RIF). We acknowledge that RIFs can be a trying experience for all involved,
and the Company will make its best effort to make sound business decisions while acknowledging the
needs of its workforce.

6.0 General Policies

6.1 Authorization for Use of Personal Vehicle

All employees required to operate a motor vehicle as part of their employment duties must maintain a valid
driver's license, acceptable driving record, and appropriate insurance coverage. Jeff Ellis Management,
LLC may run a motor vehicle department check to determine your driving record. It is your responsibility to
provide a copy of your current driver's license and insurance coverage for your personnel file. Any changes
in your driving record, including, but not limited to, driving infractions or changes to your insurance policy,
must be reported to the Company.

If you use your personal vehicle in the course and scope of employment, you may not operate such vehicle
while:

1. Under the influence of drugs, alcohol, or any other substance that might impair your judgment or
ability to drive; or
2. Texting, emailing, or otherwise using a cell phone or other handheld device without utilizing a
hands-free device.

6.2 Computer Security and Copying of Software

Software programs purchased and provided by Jeff Ellis Management, LLC are to be used only for
creating, researching, and processing materials for Company use. By using Company hardware, software,
and networking systems you assume personal responsibility for their use and agree to comply with this
policy and other applicable Company policies, as well as city, state, and federal laws and regulations.

All software acquired for or on behalf of the Company, or developed by Company employees or contract
personnel on behalf of the Company, is and will be deemed Company property. It is the policy of the
Company to respect all computer software rights and to adhere to the terms of all software licenses to
which the Company is a party. The Human Resource Department is responsible for enforcing these
guidelines.

You may not illegally duplicate any licensed software or related documentation. Unauthorized duplication of
software may subject you and/or the Company to both civil and criminal penalties under the United States
Copyright Act. To purchase software, obtain your manager's approval. All software acquired by the
Company must be purchased through or approved by the business office.

You may not duplicate, copy, or give software to any outsiders including clients, contractors, customers,
and others. You may use software on local area networks or on multiple machines only in accordance with
applicable license agreements entered into by the Company.

6.3 Driving Record

All employees required to operate a motor vehicle as part of their employment duties at Jeff Ellis
Management, LLC must maintain a valid driver's license and acceptable driving record. The Company may
run a motor vehicle department check to determine your driving record. It is your responsibility to provide a
copy of your current driver's license for your personnel file. Any changes in your driving record, including
but not limited to driving infractions, must be reported to the Company.

15
State law requires all motorists to carry auto liability insurance. It is against the law to drive without
insurance. If you use your own vehicle as a part of your employment duties, you must provide management
with a current proof of insurance statement or card. New proof of insurance is required every time your
policy expires and renews.

6.4 Employer Sponsored Social Events

Jeff Ellis Management, LLC holds periodic social events for employees. Be advised that your attendance at
these events is voluntary and does not constitute part of your work-related duties. Any exceptions to this
policy must be in writing and signed by a Leadership prior to the event.

Alcoholic beverages may be available at these events. If you choose to drink alcoholic beverages, you
must do so in a responsible manner. Do not drink and drive. Instead, please call a taxi or appoint a
designated driver.

6.5 Employer-Provided Cell Phone/Mobile Device Policy

Jeff Ellis Management, LLC may issue certain employees a Company cell phone/mobile device for work-
related communications and/or operations. If you drive a vehicle during your employment, you may not use
any cell phone/mobile device or other communication device while driving unless the device is equipped or
configured with a "hands-free" listening/speaking option, and you in fact utilize the hands-free device.

We understand that you may use the cell phone/mobile device for personal use; however, such personal
use should not exceed the plan allowance. When the cell phone/mobile device is used for personal reasons
and the activity results in additional cost to the Company, you are responsible for the cost of that usage,
including all applicable taxes unless prohibited by law.

The Company owns and remains entitled to all cell phone/mobile devices issued to employees, including all
passwords controlling access to them. You may not change those passwords except with permission. At
the time of employment termination, all such equipment and passwords must be returned to the Company
in operable condition.

Violation of this policy may result in discipline, up to and including termination of employment.

6.6 GPS Monitoring of Employer Vehicles

Jeff Ellis Management, LLC desires to strike the appropriate balance between today's technologies, your
desire for privacy, and our interests in protecting Company vehicles, equipment, and drivers. Due to safety,
efficiency, and other business purposes, the Company uses GPS technology to monitor the whereabouts of
our vehicles at all times.

Questions concerning vehicle monitoring should be directed to Human Resources or other appropriate
department. Questions concerning the proper use of any vehicles should be directed to your Leadership.

Employees who abuse the privilege of driving company vehicles will be subject to corrective action, up to
and including termination of employment. If necessary, the Company will also advise law enforcement
officials of any illegal conduct.

6.7 Mail Use Policy

You are required to limit usage of the Jeff Ellis Management, LLC mail service to business purposes only.
You may not use the Company address to receive personal mail. Do not use the Company postage meter
for your personal mail. Report any suspicious packages or envelopes to Human Resources or appropriate
department immediately.

16
6.8 Nonsolicitation/Nondistribution Policy

To avoid disruption of business operations or disturbance of employees, visitors, and others, Jeff Ellis
Management, LLC has implemented a Nonsolicitation/Nondistribution Policy. For purposes of this policy,
"solicitation" includes, but is not limited to, selling items or services, requesting contributions, and soliciting
or seeking to obtain membership in or support for any organization. Solicitation performed through verbal,
written, or electronic means is covered by the Nonsolicitation/Nondistribution Policy.

You are prohibited from soliciting other employees during your assigned working time. For this purpose,
working time means time during which either you or the employees who are the object of the solicitation are
expected to be actively engaged with assigned work. You may conduct solicitations during your lunch
period, coffee breaks, or other authorized nonworking time, so long as you do so when the other
employees are also on nonworking time.

To avoid inappropriate litter, clutter, and safety risks, you may not distribute literature or other items that are
not work related in working areas at any time. Working areas do not include break/rest areas, lunchrooms,
or parking lots. Electronic distribution of materials is prohibited during work time. Literature that violates the
company's equal employment opportunity (EEO) and nonharassment policies (including threats of
violence), or is knowingly and recklessly false, is never permitted. Non-employees are not permitted to
distribute materials on company premises at any time.

This policy is not intended to restrict the statutory rights of employees, including the right to discuss terms
and conditions of employment.

Violations of this policy should be reported to Leadership.

6.9 Off-Duty Use of Employer Property or Premises

You may not use Jeff Ellis Management, LLC property for personal use during working time. You are
responsible for returning Company property in good condition and repairing or replacing any property
damaged as the result of personal use or as the result of negligence. This includes use of copy machines,
computers, Company products, or office supplies for personal use without prior authorization.

It is Company policy to control off duty and nonworking hour use of Company facilities either for business or
personal reasons. You are prohibited from using Company facilities during off duty or nonworking hours
without the written consent of your Leadership. If you use Company facilities during your off-duty hours or
Company off-hours, you may be required to sign a log-in and log-out sheet maintained by the Company or
building manager.

6.10 Personal Appearance

Your personal appearance reflects on the reputation, integrity, and public image of Jeff Ellis Management,
LLC. All employees are required to report to work neatly groomed and dressed. You are expected to
maintain personal hygiene habits that are generally accepted in the community, including clean clothing,
good grooming and personal hygiene, and appropriate attire for the workplace and the work being
performed. This may include wearing uniforms or protective safety clothing and equipment, depending
upon the job. Please see Jeff Ellis Management, LLC Uniform Guidelines for exact specifications of the
appearance standards that must be followed at all times.

Fragrant products, including but not limited to perfumes, colognes, and scented body lotions or hair
products, should be used in moderation out of concern for others with sensitivities or allergies.

The Company, in accordance with applicable law, will reasonably accommodate employees with disabilities
or religious beliefs that make it difficult for them to comply fully with the personal appearance policy unless
doing so would impose an undue hardship on the Company. Contact your Leadership to request a
reasonable accommodation.

Failure to comply with the personal appearance standards may result in being sent home to groom or
17
change clothes. Frequent violations may result in disciplinary action, up to and including termination of
employment.

6.11 Personal Cell Phone/Mobile Device Use

While Jeff Ellis Management, LLC permits employees to bring personal cell phones and other mobile
devices (i.e. smart phones, PDAs, tablets, laptops, Smart Watches) into the workplace, you must not allow
the use of such devices to interfere with your job duties or impact workplace safety and health.

Use of personal cell phones and mobile devices at work can be distracting and disruptive and cause a loss
of productivity. Thus, you should primarily use such personal devices during nonworking time, such as
breaks and meal periods. During this time, use devices in a manner that is courteous to those around you.
Outside of nonworking time, use of such devices should be minimal and limited to emergency use only. If
you have a device that has a camera and/or audio/video recording capability, you are restricted from using
those functions on Company property unless authorized in advance by management or when they are used
in a manner consistent with your right to engage in concerted activity under section 7 of the National Labor
Relations Act (NLRA).

You are expected to comply with Company policies regarding the protection of confidential and proprietary
information when using personal devices.

While operating a vehicle on work time, the Company requires that the driver's personal cell phone/mobile
device be turned off. If you need to make or receive a phone call while driving, pull off the road to a safe
location unless you have the correct hands-free equipment for the device that is in compliance with
applicable state laws.

You may have the opportunity to use your personal devices for work purposes. Before using a personal
device for work-related purposes, you must obtain written authorization from Leadership. The use of
personal devices is limited to certain employees and may be limited based on compatibility of technology. If
you are authorized to use a personal device, you will receive a monthly stipend based on the estimated use
of the device. If you obtain or currently have a plan that exceeds the monthly stipend, the Company will not
be liable for the cost difference.

Nothing in this policy is intended to prevent employees from engaging in protected concerted activity under
the NLRA.

You will be subject to disciplinary action up to and including termination of employment for violation of this
policy.

6.12 Personal Data Changes

It is your obligation to provide Jeff Ellis Management, LLC with your current contact information, including
current mailing address and telephone number. Inform the Company of any changes to your marital or tax
withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other
mailings. To make changes to this information, contact Leadership or the Human Resource department.

6.13 Security
All employees are responsible for helping to make Jeff Ellis Management, LLC a secure work environment.
Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work
area and report any lost or stolen keys, passes, or similar devices to your Leadership immediately. Refrain
from discussing specifics regarding Company security systems, alarms, passwords, etc. with those outside
of the Company.

Immediately advise your Leadership of any known or potential security risks and/or suspicious conduct of
employees, customers, or guests of the Company. Safety and security is the responsibility of all employees
and we rely on you to help us keep our premises secure.
18
6.14 Social Media Policy

At Jeff Ellis Management, LLC, we recognize the Internet provides unique opportunities to participate in
interactive discussions and share information using a wide variety of social media. However, use of social
media also presents certain risks and carries with it certain responsibilities. To minimize risks to the
Company, you are expected to follow our guidelines for appropriate use of social media.

This policy applies to all employees who work for the Company.

Guidelines

For purposes of this policy, social media includes all means of communicating or posting information or
content of any sort on the Internet, including to your own or someone else's web log or blog, journal or
diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether
associated or affiliated with the Company, as well as any other form of electronic communication.

Company principles, guidelines, and policies apply to online activities just as they apply to other areas of
work. Ultimately, you are solely responsible for what you communicate in social media. You may be
personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous,
or libelous statements against any customer, manager, owner, or employees of the Company.

Know and Follow the Rules

Ensure your postings are consistent with these guidelines. Postings that include unlawful discriminatory
remarks, harassment, and threats of violence or other unlawful conduct will not be tolerated and may
subject you to disciplinary action up to and including termination.

Be Respectful

The Company cannot force or mandate respectful and courteous activity by employees on social media
during nonworking time. If you decide to post complaints or criticism, avoid using statements, photographs,
video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might
constitute unlawful harassment. Examples of such conduct might include defamatory or slanderous posts
meant to harm someone's reputation or posts that could contribute to a hostile work environment on the
basis of race, sex, disability, age, national origin, religion, veteran status, or any other status or class
protected by law or Company policy. Your personal posts and social media activity should not reflect upon
or refer to the Company.

Maintain Accuracy and Confidentiality

When posting information:

• Maintain the confidentiality of trade secrets, intellectual property, and confidential commercially
sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans,
product development, customer lists, patents, trademarks, etc.) related to the Company.
• Do not create a link from your personal blog, website, or other social networking site to a Company
website that identifies you as speaking on behalf of the Company.
• Never represent yourself as a spokesperson for the Company. If the Company is a subject of the
content you are creating, do not represent yourself as speaking on behalf of the Company. Make it
clear in your social media activity that you are speaking on your own behalf.
• Respect copyright, trademark, third-party rights, and similar laws and use such protected
information in compliance with applicable legal standards.

Using Social Media at Work

Do not use social media while on your work time, unless it is work related as authorized by your manager
or consistent with policies that cover equipment owned by the Company.

Media Contacts

19
If you are not authorized to speak on behalf of the Company, do not speak to the media on behalf of the
Company. Direct all media inquiries for official Company responses to Human Resources.

Retaliation and Your Rights

Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief,
reports a possible deviation from this policy or cooperates in an investigation. Those who retaliate against
others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject
to disciplinary action, up to and including termination.

Nothing in this policy is designed to interfere with, restrain, or prevent employees from communications
regarding wages, hours, or other terms and conditions of employment, or to restrain employees in
exercising any other right protected by law. All employees have the right to engage in or refrain from such
activities.

6.15 Suggestion Policy

At Jeff Ellis Management, LLC, we welcome suggestions for continued improvement and welcome your
ideas for better ways to do your job, produce or sell the products or services of our Company, or meet
customer and client needs. Discuss your ideas with your Leadership or another member of the
management team.

We also encourage you to offer any suggestions derived from seminars, magazines, or other outside
sources of information you believe would add value to the Company.

Understand that any suggestions, innovations, inventions, or other matter created by you on work time or
with Company tools or property are considered to be the property of the Company.

6.16 Telephone Use

Jeff Ellis Management, LLC phones are principally for work-related communications. Unless there is an
emergency, limit long distance telephone calls to business purposes only. Limit personal use of Company
telephones to brief communications during rest periods where possible. Casual conversation with friends
and relatives during working hours is strongly discouraged. Telephone use is subject to the Use of
Company Technology Policy.

6.17 Third Party Disclosures

From time to time, Jeff Ellis Management, LLC may become involved in news stories or potential or actual
legal proceedings of various kinds. When that happens, lawyers, former employees, newspapers, law
enforcement agencies, and other outside persons may contact our employees to obtain information about
the incident or the actual or potential lawsuit.

If you receive such a contact, you should not speak on behalf of the Company and should refer any call
requesting the position of the Company to the business office. If you have any questions about this policy
or are not certain what to do when such a contact is made, contact your supervisor.

6.18 Use of Company Technology

This policy is intended to provide Jeff Ellis Management, LLC employees with the guidelines associated
with the use of the Company information technology (IT) resources and communications systems.

This policy governs the use of all IT resources and communications systems owned by or available at the
Company, and all use of such resources and systems when accessed using your own devices, including
but not limited to:

• Email systems and accounts.

20
 • Internet and intranet access.
• Telephones and voicemail systems, including wired and mobile phones, smartphones, and pagers.
• Printers, photocopiers, and scanners.
• Fax machines, e-fax systems, and modems.
• All other associated computer, network, and communications systems, hardware, peripherals, and
software, including network key fobs and other devices.
• Closed-circuit television (CCTV) and all other physical security systems and devices, including
access key cards and fobs.

General Provisions

Company IT resources and communications systems are to be used for business purposes only unless
otherwise permitted under applicable law.

All content maintained in Company IT resources and communications systems are the property of the
Company. Therefore, employees should have no expectation of privacy in any message, file, data,
document, facsimile, telephone conversation, social media post, conversation, or any other kind or form of
information or communication transmitted to, received, or printed from, or stored or recorded on Company
electronic information and communications systems.

The Company reserves the right to monitor, intercept, and/or review all data transmitted, received, or
downloaded over Company IT resources and communications systems in accordance with applicable law.
Any individual who is given access to the system is hereby given notice that the Company will exercise this
right periodically, without prior notice and without prior consent. The interests of the Company in monitoring
and intercepting data include, but are not limited to: protection of Company trade secrets, proprietary
information, and similar confidential commercially-sensitive information (i.e. financial or sales
records/reports, marketing or business strategies/plans, product development, customer lists, patents,
trademarks, etc.); managing the use of the computer system; and/or assisting employees in the
management of electronic data during periods of absence.

You should not interpret the use of password protection as creating a right or expectation of privacy, nor
should you have a right or expectation of privacy regarding the receipt, transmission, or storage of data on
Company IT resources and communications systems.

Do not use Company IT resources and communications systems for any matter that you would like to be
kept private or confidential.

Violations

If you violate this policy, you will be subject to corrective action, up to and including termination of
employment. If necessary, the Company will also advise law enforcement officials of any illegal conduct.

6.19 Workplace Privacy and Right to Inspect

Jeff Ellis Management, LLC property, including but not limited to lockers, phones, computers, tablets,
desks, work place areas, vehicles, or machinery, remains under the control of the Company and is subject
to inspection at any time, without notice to any employees, and without their presence.

You should have no expectation of privacy in any of these areas. We assume no responsibility for the loss
of, or damage to, your property maintained on Company premises including that which is kept in lockers
and desks.

21
7.0 Benefits

7.1 401(k) Plan

Eligible employees (as determined by the terms of the plan) may participate in the Jeff Ellis Management,
LLC 401(k) plan. The Company provides for employee pre-tax deferral contributions and after-tax Roth
contributions. Refer to your Summary Plan Description (SPD) for specifics.

Contact the Human Resource department to find out if you are eligible to participate in the Company 401(k)
plan. The Company is required to let you know if you are eligible.

This benefit, as well as other benefits, may be canceled or changed at the discretion of the Company,
unless otherwise required by law.

7.2 Bereavement Leave

Jeff Ellis Management, LLC recognizes the importance of taking leave when there is a death in the family.
Where bereavement leave is not required by law, the Company will provide bereavement leave as follows:

All employees are eligible for 3 days of paid bereavement leave for the death of an immediate family
member.

You may use accrued but unused paid time off if additional time is needed. Additional unpaid time off may
be granted at the discretion of the Company on a case-by-case basis.

For purposes of this policy, immediate family member includes the following and applies both to the
family of the employee and the employee's spouse: child (including foster child and stepchild), spouse,
sister, brother, parents (including foster parents and stepparents), grandparents.

You must provide notice of your need for bereavement leave as far in advance as possible. The Company
may require documentation supporting your need for bereavement leave.

7.3 Exempt Personnel

If you are classified as exempt at the time of your hiring, you are not eligible for overtime pay as otherwise
required by federal, state, or local laws. If you have a question regarding whether you are exempt or
nonexempt, contact your Leadership for clarification.

7.4 Health Insurance Policy

Jeff Ellis Management, LLC offers group health insurance benefits to all eligible full-time employees who
have completed their eligibility period and their eligible dependents. Health plan benefits are described in
detail in the Summary Plan Description (SPD), which may be obtained from the Human
Resource Department.

Your group health benefits are paid in part by the Company. The remainder of the costs are paid by you
through deductions from your paycheck.

Benefits may be canceled or changed at the discretion of the Company, unless otherwise prohibited by law.

If you or a dependent become ineligible for benefits due to a change in work hours or through a life event,
or you leave employment with us, you may have the right to continue your health benefits under federal or
state law. In such event, the Company will provide you with information about your rights to continue your
benefits coverage.

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7.5 Holidays

Jeff Ellis Management, LLC offers the following paid holidays each year:

• New Year's Day

• Memorial Day
• Independence Day (July 4th)
• Labor Day
• Thanksgiving
• Christmas Eve
• Christmas Day
• New Year's Eve

Eligibility for Holiday Pay- Hourly

All non-exempt hourly employees who are required to work on an observed Company Holiday will receive
Holiday Pay for hours that are worked. Holiday Pay will be paid at a rate of double time for the hours
worked on the Holiday. The following conditions must be met in order to receive Holiday Pay:

• Employee must work their scheduled shift prior to and the scheduled shift following each holiday.
• Should the employee be unable to work either of these two days because of illness, proof of illness
will be required to qualify for the Holiday Pay.

Full-Time Exempt (Salary) Holiday Policy

All full-time exempt employees required to work on an observed holiday will receive an Alternative Holiday.
An Alternative Holiday that is awarded must be taken within 3 months of the original holiday and approved
by Leadership.

You will be compensated for holidays in accordance with federal and state law.

7.6 Regular Full-Time Personnel

Regular full-time employees are those who have completed their introductory period and are regularly
scheduled to work more than 30 hours per week over the course of six months. Unless stated otherwise or
specifically permitted by law, all the benefits provided to employees at Jeff Ellis Management, LLC are for
regular full-time employees only. This includes vacation, health insurance, and other benefits coverage.

7.7 Regular Part-Time Personnel

All employees who work fewer than 30 hours per week over the course of six months are considered part
time. Part-time employees are not eligible for Jeff Ellis Management, LLC benefits unless specified
otherwise in this handbook, in the benefit plan summaries, or specifically permitted by law.

7.8 Sick Pay

Jeff Ellis Management, LLC allows its regular full-time employees who have completed their introductory
period 7 sick days (56 hours) per calendar year. You may carryover 3 sick days (24 hours) to the following
year.

Notify your Leadership as far in advance as possible if you are going to take sick time off. There may be
occasions, such as sudden illness, when you cannot notify your Leadership in advance. In those situations,
provide notification of your circumstances as soon as possible. You may also be requested to provide a
certificate of illness to your Leadership.

You may use sick leave benefits for dental or doctor visits or to care for immediate family members who are
sick. There may also be state mandated use of sick time. Unused sick days may not be converted to a cash
23
payment. You may be required to use available sick leave during family and medical leave, disability leave,
or other leave.

7.9 Temporary Personnel

Temporary employees are hired for a specific period of time or specific work project, not to exceed
6 months in duration. Jeff Ellis Management, LLC reserves the right to extend the duration of temporary
employment where necessary. Temporary employees are not eligible for benefits unless specified
otherwise in this handbook or in the benefit plan summaries, or specifically permitted by law.

7.10 Unemployment Compensation Insurance Policy

Unemployment compensation insurance is paid for by Jeff Ellis Management, LLC and provides temporary
income for employees who have lost their job under certain circumstances. Your eligibility for
unemployment compensation will, in part, be determined by the reasons for your separation from the
Company.

7.11 Vacation Policy

Jeff Ellis Management, LLC provides employees with paid vacation.

All full-time regular employees are eligible to receive vacation time upon completion of the introductory
period.

All eligible employees will accrue vacation time based on the following:

Full-Time Non-Exempt (Hourly)

Years of Hours per
Service Month Days per Month Days per year
0 to 2 6 0.75 9.00
3 6.67 0.83 10.01
4 7.33 0.92 11.00
5 9.33 1.17 14.00
6 10 1.25 15.00
7 10.67 1.33 16.01
8 11.33 1.42 17.00
9 12 1.50 18.00
10+ 12.67 1.58 19.01

Full-Time Supervisors & Asst. Manager Non-Exempt

Years of Hours per
Service Month Days per Month Days per year
0 to 2 7 0.88 10.50
3 7.67 0.96 11.51
4 8.33 1.04 12.50
5 10.33 1.29 15.50
6 11 1.38 16.50
7 11.67 1.46 17.51
8 12.33 1.54 18.50
9 13 1.63 19.50
10+ 13.67 1.71 20.51
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Full-Time Managers & Resort Asst. Managers
Years of Hours per
Service Month Days per Month Days per year
0 to 2 8 1 12.00
3 8.67 1.08375 13.01
4 9.33 1.16625 14.00
5 11.33 1.41625 17.00
6 12 1.5 18.00
7 12.67 1.58375 19.01
8 13.33 1.66625 20.00
9 14 1.75 21.00
10+ 14.67 1.83375 22.01
• Upon completion of the introductory period, employee can be granted a negative
vacation balance up to 40 hours.

Area Manager
Years of Hours per
Service Month Days per Month Days per year
0 to 2 9 1.125 13.5
3 9.67 1.20875 14.505
4 10.33 1.29125 15.495
5 12.33 1.54125 18.495
6 13 1.625 19.5
7 13.67 1.70875 20.505
8 14.33 1.79125 21.495
9 15 1.875 22.5
10+ 15.67 1.95875 23.505
• Upon completion of the introductory period, employee can be granted a negative
vacation balance up to 40 hours.

Leave Usage and Requests for Leave

Company encourages you to use your vacation time. You are eligible to begin using vacation upon
completion of your introductory period.

You must request vacation from your Leadership as far in advance as possible, but at least 2 weeks in
advance. The Company will generally grant requests for vacation when possible, taking business needs
into consideration.

For the purpose of this policy 1 day equals 8 hours.

During a Leave of Absence

Company may require you to use any unused vacation during disability or family medical leave, or any
other leave of absence, where permissible under local, state, and federal law.

You will not accrue vacation during unpaid leaves of absence, or other periods of inactive service, unless
vacation accrual is required by applicable federal, state, or local law.

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Carryover

40 hours of unused vacation time can be carried over to the following year at the beginning of the following
calendar year.

Separation of Employment

Upon separation of employment for any reason, you will be paid for earned but unused vacation time.

7.12 Workers' Compensation Insurance Policy

Workers' compensation is a no-fault system designed to provide benefits to all employees for work-related
injuries. Workers' compensation insurance coverage is paid for by employers and governed by state law.
The workers' compensation system provides for coverage of medical treatment and expenses, occupational
disability leave, and rehabilitation services, as well as payment for lost wages due to work related injuries. If
you are injured on the job while working at Jeff Ellis Management, LLC, no matter how slightly, you are to
report the incident immediately to your Leadership. Consistent with applicable state law, failure to report an
injury within a reasonable period of time could jeopardize your claim for benefits.

To receive workers' compensation benefits, notify your Leadership immediately of your claim. If your injury
is the result of an on-the-job accident, you must fill out an accident report. You will be required to submit a
medical release before you can return to work.

7.13 COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible Jeff
Ellis Management, LLC employees and their beneficiaries to continue health insurance coverage under the
Company health plan when a "qualifying event" could result in the loss of eligibility. Qualifying events
include resignation, termination of employment, death of an employee, reduction in hours, a leave of
absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets
eligibility requirements.

Contact the Human Resource Department to learn more about your COBRA rights.

7.14 Family and Medical Leave (FMLA) Policy

In accordance with the Family and Medical Leave Act of 1993 (FMLA), Jeff Ellis Management, LLC
provides up to 12 or 26 weeks of unpaid, job-protected leave in a 12-month period to covered employees in
certain circumstances.

Eligibility

To qualify for FMLA leave, you must:

1. Have worked for the Company for at least 12 months, although it need not be consecutive;
2. Worked at least 1,250 hours in the last 12 months; and
3. Be employed at a worksite that has 50 or more employees within 75 miles.

Leave Entitlement

You may take up to 12 weeks of unpaid FMLA leave in a 12-month period for any of the following reasons:

• The birth of a child and in order to care for that child (leave must be completed within one year of
the child's birth);
• The placement of a child with you for adoption or foster care and in order to care for the newly
placed child (leave must be completed within one year of the child's placement);
• To care for a spouse, child, or parent with a serious health condition;
26
 • To care for your own serious health condition, which makes you unable to perform any of the
essential functions of your position; or
• A qualifying exigency of a spouse, child, or parent who is a military member on covered active duty
or called to covered active duty status (or has been notified of an impending call or order to covered
active duty).

The 12-month period is a year starting on an employee's anniversary date (for example, September 22
through September 21)..

You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day
that you take FMLA leave to care for a spouse, child, or next of kin who is a covered service member and
who has a serious injury or illness related to active duty service.

As used in the policy:

• Spouse means a husband or wife as recognized under state law for the purposes of marriage in the
state or other territory or country where the marriage took place.
• Child means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person
standing in loco parentis, who is either under age 18 or age 18 or older and incapable of self-care
because of a mental or physical disability at the time FMLA leave is to commence. A child for the
purposes of military exigency or military care leave can be of any age.
• Parent means a biological, adoptive, step, or foster parent or any other individual who stood in loco
parentis to you when you were a child.
• Next of kin for the purposes of military care leave is a blood relative other than a spouse, parent, or
child in the following order: brothers and sisters, grandparents, aunts and uncles, and first cousins.
If a military service member designates in writing another blood relative as his or her caregiver, that
individual will be the only next of kin. In appropriate circumstances, you may be required to provide
documentation of next of kin status.
• Serious health condition means an illness, injury, impairment, or physical or mental condition that
involves either inpatient care or continuing treatment by a health care provider. Ordinarily, unless
complications arise, cosmetic treatments and minor conditions such as the cold, flu, earaches, upset
stomach, minor ulcers, headaches (other than migraines), and routine dental problems are
examples of conditions that are not serious health conditions under this policy. If you have any
questions about the types of conditions that may qualify, contact Human Resources.
• Health care provider means a medical doctor or doctor of osteopathy, physician assistant,
podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, clinical social
worker, or Christian Science practitioner licensed by the First Church of Christ. Under limited
circumstances, a chiropractor or other provider recognized by our group health plan for the
purposes of certifying a claim for benefits may also be considered a health care provider.
• Qualifying exigencies for military exigency leave include:
o Short-notice call-ups/deployments of seven days or less (Note: Leave for this exigency is
available for up to seven days beginning the date of call-up notice);
o Attending official ceremonies, programs, or military events;
o Special childcare needs created by a military call-up including making alternative childcare
arrangements, handling urgent and nonroutine childcare situations, arranging for school
transfers, or attending school or daycare meetings;
o Making financial and legal arrangements;
o Attending counseling sessions for yourself, the military service member, or the military
service members' son or daughter who is under 18 years of age or is 18 or older but
incapable of self-care because of a mental or physical disability;
o Rest and recuperation (Note: Fifteen days of leave is available for this exigency per event);
o Post-deployment activities such as arrival ceremonies, re-integration briefings, and other
official ceremonies sponsored by the military (Note: Leave for these events are available for
90 days following the termination of active duty status). This type of leave may also be taken
to address circumstances arising from the death of a covered military member while on
active duty;

27
 o Parental care when the military family member is needed to care for a parent who is
incapable of self-care (such as arranging for alternative care or transfer to a care facility);
and
o Other exigencies that arise that are agreed to by both the Company and you.
• A serious injury/illness incurred by a service member in the line of active duty or that is
exacerbated by active duty is any injury or illness that renders the service member unfit to perform
the duties of his or her office, grade, rank, or rating.

Notice and Leave Request Process

If the need for leave is foreseeable because of an expected birth/adoption or planned medical treatment,
you must give at least 30 days' notice. If 30 days' notice is not possible, give notice as soon as practicable
(within one or two business days of learning of your need for leave). Failure to provide appropriate notice
may result in the delay or denial of leave.

In addition, if you are seeking intermittent or reduced schedule leave that is foreseeable due to planned
medical treatment or a series of treatments for yourself, a family member, or covered service member, you
must consult with the Company first regarding the dates of this treatment to work out a schedule that best
suits your needs or the needs of the covered military member, if applicable, and the Company.

If the need for leave is unforeseeable, provide notice as soon as possible. Normal call-in procedures apply
to all absences from work, including those for which leave under this policy may be requested. Failure to
provide appropriate notice may result in the delay or denial of leave.

Certification of Need for Leave

If you are requesting leave because of your own or a covered relative's serious health condition, you and
the relevant health care provider must supply appropriate medical certification. You may obtain Medical
Certification forms from Human Resource department. When you request leave, the Company will notify
you of the requirement for medical certification and when it is due (at least 15 days after you request leave).
If you provide at least 30 days' notice of medical leave, you should also provide the medical certification
before leave begins. Failure to provide requested medical certification in a timely manner may result in
denial of FMLA-covered leave until it is provided.

At our expense, the Company may require an examination by a second health care provider designated by
us. If the second health care provider's opinion conflicts with the original medical certification, we, at our
expense, may require a third, mutually agreeable, health care provider to conduct an examination and
provide a final and binding opinion. Subsequent medical recertification may also be required. Failure to
provide requested certification within 15 days, when practicable, may result in delay of further leave until it
is provided.

The Company also reserves the right to require certification from a covered military member's health care
provider if you are requesting military caregiver leave and certification in connection with military exigency
leave.

Call-In Procedures

In all instances of absence, the call-in procedures and standards established for giving notice of absence
from work must be followed.

Intermittent Leave

If medically necessary, FMLA leave for a serious health condition may be taken intermittently (in separate
blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual
number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a
reduced leave schedule for a qualifying exigency relating to covered military service.

As FMLA leave is unpaid, the Company will reduce your salary based on the amount of time actually
28
worked. In addition, while you are on an intermittent or reduced schedule leave that is foreseeable due to
planned medical treatments, the Company may temporarily transfer you to an available alternative position
that better accommodates your leave schedule and has equivalent pay and benefits.

Parental Leave

Leave for the birth or placement of a child must be taken in a single block and cannot be taken on an
intermittent or reduced schedule basis. Parental leave must be completed within 12 months of the birth or
placement of the child; however, you may use parental leave before the placement of an adopted or foster
child to consult with attorneys, appear in court, attend counseling sessions, etc.

Family Care, Personal Medical, Military Exigency, and Military Care Leave

Leave taken for these reasons may be taken in a block or blocks of time. In addition, if a health care
provider deems it necessary or if the nature of a qualifying exigency requires, leave for these reasons can
be taken on an intermittent or reduced-schedule basis.

Paid Leave Utilization During FMLA Leave

FMLA leave is unpaid. If you are taking parental, family care, military exigency, and/or military care leave,
you must utilize available vacation/PTO, personal days, and/or family illness days during this leave. If you
are taking personal medical leave, you must utilize available sick, personal, and vacation/PTO days during
this leave. If you are receiving short- or long-term disability or workers' compensation benefits during a
personal medical leave, you will not be required to utilize these benefits. However, you may elect to utilize
accrued benefits to supplement these benefits.

Fitness for Duty Requirements

If you take leave because of your own serious health condition (except if you are taking intermittent leave),
you are required, as are all employees returning from other types of medical leave, to provide medical
certification that you are fit to resume work. You will not be permitted to resume work until it is provided.

Health Insurance

Your health insurance coverage will be maintained by the Company during leave on the same basis as if
you were still working. You must continue to make timely payments of your share of the premiums for such
coverage. Failure to pay premiums within 30 days of when they are due may result in a lapse of coverage.
If this occurs, you will be notified 15 days before the date coverage will lapse that coverage will terminate
unless payments are promptly made.

Alternatively, at our option, the Company may pay your share of the premiums during the leave and recover
the costs of this insurance upon your return to work. Coverage that lapses due to nonpayment of premiums
will be reinstated immediately upon return to work without a waiting period. Under most circumstances, if
you do not return to work at the end of leave, the Company may require reimbursement for the health
insurance premiums paid during the leave.

Reinstatement

Upon returning to work at the end of leave, you will generally be placed in your original job or an equivalent
job with equivalent pay and benefits. You will not lose any benefits that accrued before leave was taken.

Spouse Aggregation

If you and your spouse are both employed by the Company, the total number of weeks to which you are
both entitled in the aggregate because of the birth or placement of a child or to care for a parent with a
serious health condition will be limited to 12 weeks per leave year. Similarly, spouses employed by the
Company will be limited to a combined total of 26 weeks of leave to care for a military service member. This
26-week leave period will be reduced, however, by the amount of leave taken for other qualifying FMLA
events. This type of leave aggregation does not apply to leave needed for your own serious health
condition, to care for a spouse or child with a serious health condition, or because of a qualifying exigency.

29
Failure to Return

If you fail to return to work or fail to make a request for an extension of leave prior to the expiration of the
leave, you will be deemed to have voluntarily terminated your employment. The Company is not required to
grant requests for open-ended leaves with no reasonable return date under these policies or as disability
accommodations.

Alternative Employment

While on leave of absence, you may not work or be gainfully employed either for yourself or others unless
express, written permission to perform such outside work has been granted by the Company. If you are on
a leave of absence and are found to be working elsewhere without permission, you will be subject to
disciplinary action up to and including termination.

Interaction with State and Local Laws

Where state or local family and medical leave laws offer more protections or benefits to employees, the
protections or benefits that are more favorable to the employee, as provided by these laws, will apply.

Abuse of Leave

If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to
and including termination.

Designation of Leave

If the Company becomes aware of any qualifying reason for FMLA leave, the Company will designate it as
such. An employee may not refuse FMLA designation under this policy.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

7.15 Military Leave (USERRA)

Jeff Ellis Management, LLC complies with applicable federal and state law regarding military leave and re-
employment rights. Unpaid military leave of absence will be granted to members of the uniformed services
in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA;
with amendments) and all applicable state law. You must submit documentation of the need for leave to
your supervisor or appropriate department. When returning from military leave of absence, you will be
reinstated to your previous position or a similar position, in accordance with state and federal law. You must
notify your Leadership of your intent to return to employment based on requirements of the law. For more
information regarding status, compensation, benefits, and reinstatement upon return from military leave,
contact your supervisor or appropriate department.

8.0 Safety and Loss Prevention

8.1 Business Closure and Emergencies

Jeff Ellis Management, LLC recognizes that inclement weather and other emergencies may affect your
ability to get to work. In such situations, your safety is paramount.

Company Closure

Examples of emergencies when the Company may close include, but are not limited to, i.e. power outage,
blizzard conditions, etc.

Notification

30
In an emergency, the Company will make every effort to notify you of the closing by
phone/email/website/etc. These notification efforts assume that you have access to electricity and internet
and/or phone service.

When the Company is unable to notify you of the closure, use common sense to assess the safety and
practicality of the situation. In a regional power outage, for example, the Company is likely to have no
power. If there is reported flash flooding in your area, report to work only if you can make it safely.

Partial-Day Closure

If an emergency event such as inclement weather or a power outage occurs, the Company may decide to
close mid-day. When the Company closes mid-day, you will be instructed to leave immediately so that the
conditions do not further deteriorate and affect your ability to travel safely.

If you are exempt and are working at home with prior permission, or at the office on the day of the partial
day closure, you will be paid your normal salary for the week. If you are nonexempt, you will be paid for the
hours you worked, unless state law dictates otherwise.

Notified of Closure Prior to Reporting to Work

If you are nonexempt and are notified of a closure prior to reporting to work, you will not be paid during the
closure, unless state law dictates otherwise. If you are exempt, you will be paid your normal salary for the
week.

Benefits Coverage

Your health insurance coverage will be maintained by the Company during the closure on the same basis
as if you were still working.

Extending Leave

When the Company closure ends, you are expected to report to work. Contact your Leadership if you
cannot return to work at the end of the closure. The Company recognizes that you may need additional
time off to repair extensive home damage or for other emergency situations. These will be assessed on a
case-by-case basis.

If You Cannot Get to Work

Unique circumstances may affect your ability to come to work even when the Company is able to remain
open. The Company recognizes that in a severe national or regional disaster, all methods of
communication may be unavailable; however, you should continue to try and contact your Leadership, by
any method possible.

Time missed under circumstances where the Company remains open and you are unable to report to work
is to be used as vacation time, personal time, or is unpaid.

8.2 Drug and Alcohol Policy

Jeff Ellis Management, LLC is committed to providing a safe, healthy, and productive work environment.
Consistent with this commitment, it is the intent of the Company to maintain a drug and alcohol-free
workplace. Being under the influence of alcohol, illegal drugs (as classified under federal, state, or local
laws), or other impairing substances while on the job may pose a serious health and safety risk to others
and will not be tolerated.

Prohibited Conduct

The Company expressly prohibits employees from engaging in the following activities when they are on
duty or conducting Company business or on Company premises (whether or not they are working):

• The use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances.
31
 • The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including
prescription medication that is not prescribed to the individual, or drug-related paraphernalia.
• The illegal use or abuse of prescription drugs.

While the use of marijuana has been legalized under some state laws for medicinal and/or recreational
uses, it remains an illegal drug under federal law. The Company does not discriminate against employees
solely on the basis of their lawful off-duty use of marijuana. You may not consume or be under the influence
of marijuana while on duty or at work. If you have a valid prescription for medical marijuana, refer to the
Company Disability Accommodation policy for additional information.

Nothing in this policy is meant to prohibit your appropriate use of over-the-counter medication or other
medication that can legally be prescribed under both federal and state law, if it does not impair your job
performance or safety or the safety of others. If you take over-the-counter medication or other medication
that can legally be prescribed under both federal and state law to treat a disability, inform your Leadership if
you believe the medication may impair your job performance, safety, or the safety of others or if you believe
you need a reasonable accommodation before reporting to work while under the influence of that
medication.

Required Testing

Reasonable suspicion

Employees are subject to testing based on (but not limited to) observations by at least two members of
management of apparent workplace use, possession or impairment. The Human Resource
Department and the Director of Operations should be consulted before sending an employee for testing.
Management must use the Reasonable Suspicion Observation Checklist to document specific observations
and behaviors that create a reasonable suspicion that an employee is under the influence of illegal drugs or
alcohol. Examples include:

· Odors (smell of alcohol, body odor or urine).

· Movements (unsteady, fidgety, dizzy).

· Eyes (dilated, constricted or watery eyes, or involuntary eye movements).

· Face (flushed, sweating, confused or blank look).

· Speech (slurred, slow, distracted mid-thought, inability to verbalize thoughts).

· Emotions (argumentative, agitated, irritable, drowsy).

· Actions (yawning, twitching).

· Inactions (sleeping, unconscious, no reaction to questions).

When reasonable suspicion testing is warranted, management and HR will meet with the employee to
explain the observations and the requirement to undergo a drug and/or alcohol test. Refusal by an
employee will be treated as a positive drug test result and will result in immediate termination of
employment

Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. A
member of management must transport the employee or arrange for a cab and arrange for the employee to
be transported home.

Post-accident

Employees are subject to testing when they cause or contribute to accidents that seriously damage any
Company vehicles, machinery, equipment or property or that result in an injury to themselves or another
employee requiring offsite medical attention. A circumstance that constitutes probable belief will be
32
presumed to arise in any instance involving a work-related accident or injury in which an employee who
was operating a motorized vehicle is found to be responsible for causing the accident. In any of these
instances, the investigation and subsequent testing must take place within two hours following the accident,
if not sooner. Refusal by an employee will be treated as a positive drug test result and will result in
immediate termination of employment.

Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. A
member of management must transport the employee or arrange for a cab and arrange for the employee to
be transported home.

Employer-Sponsored Events

From time to time, the Company may sponsor social or business-related events where alcohol may be
served. This policy does not prohibit the use or consumption of alcohol at these events. However, if you
choose to consume alcohol at such events, you must do so responsibly and maintain your obligation to
conduct yourself properly and professionally at all times.

Treatment and/or Rehabilitation

The Company may assist you in seeking treatment or rehabilitation for drug or alcohol dependency. In such
cases, the Company may consider your continued employment as long as concerns regarding safety,
health, production, communication, or other work-related matters are adequately addressed. The Company
may also require you to obtain a medical clearance and agree to random testing and a "one-strike" rule as
a condition of continued employment.

Violations

Violation of this policy may result in disciplinary action, up to and including termination of employment.

8.3 General Safety Policy

It is the responsibility of all Jeff Ellis Management, LLC employees to maintain a healthy and safe work
environment. Report all safety hazards and occupational illnesses or injuries to your Leadership as soon as
reasonably possible and complete an occupational illness or injury form as needed. Failure to follow the
Company health and safety rules may result in disciplinary action, up to and including termination of
employment.

8.4 Policy Against Workplace Violence

As the safety and security of our employees, vendors, contractors, and the general public is in the best
interests of Jeff Ellis Management, LLC, we are committed to working with our employees to provide a work
environment free from violence, intimidation, and other disruptive behavior.

Zero Tolerance Policy

The Company has a zero-tolerance policy regarding workplace violence and will not tolerate acts or threats
of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in
the workplace or other areas. This applies to management, co-workers, employees, and non-employees
such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a
direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a
person to feel threatened.

Prohibited Conduct

Prohibited conduct includes, but is not limited to:

33
 • Physically injuring another person.
• Threatening to injure a person or damage property by any means, including verbal, written, direct,
indirect, or electronic means.
• Taking any action to place a person in reasonable fear of imminent harm or offensive contact.
• Possessing, brandishing, or using a firearm on Company property or while performing Company
business except as permitted by state law.
• Violating a restraining order, order of protection, injunction against harassment, or other court order.

Reporting Incidents of Violence

Report to your Leadership or appropriate department, in accordance with this policy, any behavior that
compromises our ability to maintain a safe work environment. All reports will be investigated immediately
and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in
any investigation of workplace violence.

Violations

Violating this policy may subject you to criminal charges as well as discipline up to and including immediate
termination of employment.

Retaliation

Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you
will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an
investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by
this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to your supervisor
or appropriate department.

9.0 Trade Secrets and Inventions

9.1 Confidentiality and Nondisclosure of Trade Secrets

As a condition of employment, Jeff Ellis Management, LLC employees are required to protect the
confidentiality of Company trade secrets, proprietary information, and confidential commercially-sensitive
information (i.e. financial or sales records/reports, marketing or business strategies/plans, product
development, customer lists, patents, trademarks, etc.) related to the Company. Access to this information
should be limited to a "need to know" basis and should not be used for personal benefit, disclosed, or
released without prior authorization from management.

If you have information that leads you to suspect that employees are sharing such information in violation of
this policy and/or competitors are obtaining such information, you are required to inform your Leadership,
the Human Resources department.

Violation of this policy may result in disciplinary action up to and including termination, and may subject the
violator to civil liability.

9.2 Inventions

Any invention created, in whole or in part, during your work hours, or from the use of equipment or facilities
belonging to Jeff Ellis Management, LLC, is a "work for hire" and is the property of the Company.

If you intend to develop and maintain property rights to any invention that relates in any way to products or

34
services of the Company, you are required to obtain a written waiver of this policy, signed by both you and
the President of the company.

10.0 Customer Relations

10.1 Customer, Client, and Visitor Relations

Jeff Ellis Management, LLC strives to provide the best products and services possible to our customers and
clients. Our customers and clients support this business and generate your wages. You are expected to
treat every customer, client, or visitor with the utmost respect and courtesy during your working time. You
should never argue or act in a disrespectful manner towards a visitor or customer during your working time.
If you are having problems with a customer, client, or visitor, notify your Leadership immediately. If a
customer, client, or visitor voices a suggestion, complaint, or concern regarding our products or services,
inform your Leadership or a member of management. Lastly, make every effort to be prompt in following up
on customer, client, or visitor orders or questions. Positive customer, client, and visitor relations will go a
long way towards establishing our Company as a leader in its field.

10.2 Products and Services Knowledge

As a representative of Jeff Ellis Management, LLC, you are expected to be familiar with the products and
services we offer. Take every opportunity to learn the interrelationship between your department or division
and the others of the Company. We consider our employees to be the best reflection of our business brand
and company success.

35
 Colorado Policies

Introductory Language and Policies

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Jeff Ellis Management, LLC policies and procedures. The handbook is not a contract. The
Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best
interest, except the policy concerning at-will employment. When changes are made to the policies and
guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Colorado Anti-
Discrimination Act (as amended by the Pregnant Workers Fairness Act), and all applicable state and local
fair employment practices laws, and is committed to providing equal employment opportunities to qualified
individuals with disabilities (including pregnancy-related disabilities and health conditions related to
pregnancy or the physical recovery from childbirth). Consistent with this commitment, the Company will
provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the
individual to perform the essential functions of the job, unless doing so would create an undue hardship on
the business.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

36
Equal Opportunity Statement

Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. It is our intent to maintain a work environment that is free of harassment,
discrimination, or retaliation because of age (40 or older), sex (including pregnancy, childbirth, and related
conditions), sexual orientation (including transgender status), race, national origin, disability, creed, religion,
genetic information, ancestry, military or veteran status, or any other status protected by federal, state, or
local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment,
including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other
compensation, termination, and all other terms, conditions, and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's age (40 or older), sex
(including pregnancy, childbirth, and related conditions), sexual orientation (including transgender status),
race, national origin, disability, creed, religion, genetic information, ancestry, military or veteran status, or
any other status protected by federal, state, or local laws. All forms of harassment of, or by, employees,
vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or
implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion
towards an individual because of the individual's age (40 or older), sex (including pregnancy, childbirth, and
37
related conditions), sexual orientation (including transgender status), race, national origin, disability, creed,
religion, genetic information, ancestry, military or veteran status, or any other status protected by federal,
state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance toward any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy. Discipline for violation of this policy may include, but is not limited to,
reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or
discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the
Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior
has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated
against for making a complaint or cooperating with an investigation.

Religious Accommodation

Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.

If you require a religious accommodation, speak with your Leadership or appropriate department.

Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable unpaid break time to express milk for
their infant child(ren) for up to two years following the child's birth.

If you are nursing, the Company will make reasonable efforts to provide you a private room or other
location in close proximity to the work area, other than a restroom, to express milk. The room will be clearly
designated and either have a lock or a sign on the door to indicate when the room is in use.

Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

38
The break time must, if possible, run concurrently with any break time already provided. You are
encouraged to discuss the length and frequency of these breaks with your Leadership.

39
Colorado COMPS Order #36 Poster

40
Meal and Rest Periods Policy

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requires employees to accurately
observe and record meal and rest periods. If you know in advance that you may not be able to take your
scheduled break or meal period, let your Leadership know; in addition, notify your Leadership as soon as
possible if you were unable to or prohibited from taking an uninterrupted meal or rest period.

In Colorado, employees are entitled to an uninterrupted and duty-free unpaid 30-minute meal period for all
shifts exceeding five consecutive hours. If practical, these meal periods will be at least one hour after the
start and one hour before the end of the shift. If this is not possible or is impractical, you will be permitted to
consume an "on duty" meal while performing your work duties, and this meal period will be paid.

Additionally, you are entitled to a paid 10-minute rest period for each four hours of work, or major fraction
thereof, as follows:

Periods Required Number of rest breaks

2 or fewer 0
Over 2, and up to 6 1
Over 6, and up to 10 2
Over 10, and up to 14 3
Over 14, and up to 18 4
Over 18, and up to 22 5
Over 22 6

Rest periods must be in the middle of each four-hour work period, unless it is impractical. It is not
necessary that you leave Company property for a rest period. Rest periods will be 10 minutes unless
otherwise provided by applicable law.

Required rest periods are "time worked" for the purposes of calculating minimum wage and overtime
obligations.

Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for hours worked in excess of 40 hours in a workweek, 12 hours per workday, and 12
consecutive hours without regard to the starting and ending time of the workday (excluding duty free meal
periods), whichever calculation results in the greater payment of wages. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is biweekly for all employees. Pay dates are every
other Thursday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special
provisions may be required from time to time if holidays fall on pay dates. Check with your Leadership if this
type of date arises.
41
If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

Benefits

Domestic Violence Leave

Jeff Ellis Management, LLC will provide employees who are victims of domestic violence, including sexual
abuse, stalking, sexual assault, or any other crime including an act found by a court to be domestic
violence, up to three days of unpaid leave time within a 12-month period.

Eligibility

You must have been employed with the Company for 12 or more months to be eligible for this leave.

Use of Leave

You may use leave available under this policy to:

• Seek a civil protection order to prevent domestic abuse.

• Obtain medical care and/or medical health counseling for yourself or your children to address
physical or psychological injuries resulting from the act of domestic abuse, stalking, sexual assault,
or other crime involving domestic violence.
• Make your home secure from the perpetrator of the crime or seek new housing to escape the
perpetrator.
• Seek legal assistance to address issues arising from the crime and attend and prepare for court-
related proceedings arising from the act or crime.

Notice

Except in a case of imminent danger, if you are seeking leave from work under this policy you must provide
the Company with advance notice of the leave. In addition, the Company may require you to provide
documentation verifying the need for the leave. Confidentiality of the situation will be maintained to the
extent possible.

Before taking unpaid leave under this policy, you must exhaust any available annual vacation leave, PTO,
personal leave, and sick leave, if applicable.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Emergency Paid Sick Leave (COVID-19)

Jeff Ellis Management, LLC will provide up to four days of emergency paid sick leave to eligible employees
with flu-like symptoms who are being tested for coronavirus (COVID-19). This emergency paid sick leave is
not in addition to any existing paid sick leave offered by the Company unless the individual has already
exhausted paid leave allotted by Company.

Eligibility

To be eligible for emergency paid sick leave, you must work in one of the following industries:

• Leisure and hospitality, including arts, entertainment, recreation, and accommodations.

• Food services.
• Childcare.
42
 • Education, including transportation, food service, and related work with educational establishments.
• Home health care, if working with elderly, disabled, ill, or otherwise high-risk individuals.
• Nursing homes.
• Community living facilities.

Leave Usage

Leave days are four "calendar" days. For example, if you fall ill on a Thursday and make plans to get
tested, then the maximum leave is Thursday through Sunday and you will only be paid for those days you
actually would have worked. If you were not going to work during all four or fewer days while awaiting
results, you will only be paid for those days you actually would have worked.

If you receive a negative test result before the end of four days, the paid leave ends.

Compensation

During emergency paid sick leave, pay will be provided at your regular rate based on your regularly worked
hours. If your rate of pay or hours worked varied before the absence for illness, pay will be based on the
amount of your average daily pay for the preceding month.

Notice

Unless you are too ill to communicate, you must:

• Give notice of your absence as soon as possible;

• Give notice of being tested for COVID-19 within 24 hours of being prescribed the test; and
• Provide any documentation that the Company requests by the end of your illness or your return to
work — whichever is earlier.

Documentation

The Company may require you to submit documentation from a health care provider to support your need
for emergency paid sick leave:

• From the health care provider who prescribed the COVID-19 test:
o Any documents sufficient to show the name, contact information, and type of health care
provider (family doctor, medical clinic, hospital, etc.), the provider's prescription for a COVID-
19 test, and the date of that prescription; or
o If documents showing all of the above are not available to you, whatever documents are
available plus a written affirmation from you stating whichever of the above items are not
available in documents.
• From the provider of the COVID-19 test:
o Any documents sufficient to show the name, contact information, and type of provider (lab,
medical clinic, hospital, etc.), that a COVID-19 test was performed, and the date of that test;
or
o If documents showing all of the above are not available to you, whatever documents are
available plus a written affirmation from you stating whichever of the above items are not
available in documents.

The above documentation does not have to be in any particular form. You may redact any personal or
medical information that is not part of the above-requested information.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Sunset

This policy is effective March 11, 2020 and expires 30 days from that date or the end of the Colorado
Governor's State of Disaster Emergency, up to a maximum of 120 days.
43
Jury Duty Leave

Jeff Ellis Management, LLC encourages employees to fulfill their civic duties related to jury duty. If you are
summoned for jury duty, notify your Leadership as soon as possible to make scheduling arrangements.

If you are summoned for jury duty, you will be paid your regular wage (not to exceed $50 per day unless
mutually agreed to) for the first three days of juror service or any part thereof. For any additional days, time
spent on jury duty will be unpaid.

The Company reserves the right to require employees to provide proof of jury duty service to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave

Upon prior request (before Election Day), you will be provided up to two hours of paid time off to vote if you
do not have three or more nonworking hours in which to vote during the hours the polls are open. The time
when you can go to vote will be at the discretion of your Leadership, consistent with applicable legal
requirements.

Safety and Loss Prevention

Nonsmoking Policy

Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

44
 Florida Policies

Introductory Language and Policies

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Jeff Ellis Management, LLC policies and procedures. The handbook is not a contract. The
Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best
interest, except the policy concerning at-will employment. When changes are made to the policies and
guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy
Discrimination Act, and all applicable state and local fair employment practices laws and is committed to
providing equal employment opportunities to qualified individuals with disabilities, including disabilities
related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will
provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the
individual to perform the essential functions of the job, unless doing so would create an undue hardship on
the business.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

45
Equal Opportunity Statement

Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. It is our intent to maintain a work environment that is free of harassment,
discrimination, or retaliation because of age (40 and older), sex (including pregnancy, childbirth, and related
medical conditions), marital status, race, national origin (including ancestry), disability, creed, religion,
genetic information, HIV status, military or veteran status, or any other status protected by federal, state, or
local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment,
including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other
compensation, termination and all other terms conditions and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's age (40 and older), sex
(including pregnancy, childbirth, and related medical conditions), marital status, race, national origin
(including ancestry), disability, creed, religion, genetic information, HIV status, military or veteran status, or
any other status protected by federal, state, or local laws. All forms of harassment of, or by, employees,
vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or
implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion
towards an individual because of the individual's age (40 and older), sex (including pregnancy, childbirth,
46
and related medical conditions), marital status, race, national origin (including ancestry), disability, creed,
religion, genetic information, HIV status, military or veteran status, or any other status protected by federal,
state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance towards any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide
information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion,
transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective
action will be taken to effectively end the harassment. As necessary, the Company may monitor any
incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the
Company will follow up as necessary to ensure that no individual is retaliated against for making a
complaint or cooperating with an investigation.

Religious Accommodation

Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.

If you require a religious accommodation, speak with your Leadership or appropriate department.

Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable break time to express milk for their
infant child(ren) for up to one year following the child's birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and
free from intrusion from co-workers and the public.

47
Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Break time should, if possible, be taken concurrently with any other break time already provided. If you are
nonexempt, clock out for any time taken that does not run concurrently with normally scheduled rest
periods, and such time will be paid in accordance with federal law.

You are encouraged to discuss the length and frequency of these breaks with your Leadership.

No provision of this policy applies, or will be enforced, if it conflicts with or is superseded by any
requirement or prohibition contained in a federal, state, or local law, or regulation.

Meal and Rest Periods

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requests that employees accurately
observe and record meal and rest periods. If you know in advance that you may not be able to take your
scheduled break or meal period, let your Leadership know; in addition, notify your Leadership as soon as
possible if you were unable to or prohibited from taking a meal or rest period.

Employees 17 and under will receive a 30-minute rest or meal period during shifts of four or more hours.

Overtime
If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is on either a biweekly or monthly for all
employees. Pay dates are either every other Thursday or the last Thursday of the month. If a pay date falls
on a holiday, you will be paid on the preceding workday. Special provisions may be required from time to
time if holidays fall on pay dates. Check with your Leadership if this type of date arises.

If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

Benefits

Jury Duty Leave

Jeff Ellis Management, LLC encourages employees to fulfill their civic duties related to jury duty. If you are
summoned for jury duty, notify your Leadership as soon as possible to make scheduling arrangements.
48
If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to
jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty.

The Company reserves the right to require employees to provide proof of jury duty service to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave

If your work schedule prevents you from voting on Election Day, Jeff Ellis Management, LLC will allow you
a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Leadership,
consistent with applicable legal requirements.

Safety and Loss Prevention

Nonsmoking Policy

Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

49
 Hawaii Policies

Introductory Language and Policies

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Jeff Ellis Management, LLC policies and procedures. The handbook is not a contract. The
Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best
interest, except the policy concerning at-will employment. When changes are made to the policies and
guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy
Discrimination Act, and all applicable state and local fair employment practices laws and is committed to
providing equal employment opportunities to qualified individuals with disabilities, including disabilities
related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will
provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the
individual to perform the essential functions of the job, unless doing so would create an undue hardship on
the business.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

50
Equal Opportunity Statement

Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. It is our intent to maintain a work environment that is free of harassment,
discrimination, or retaliation because of age, race, color, national origin, ancestry, religion, sex, pregnancy
(including childbirth, lactation, and related medical conditions), gender identity or expression, sexual
orientation, marital status, reproductive health decisions, arrest and court records, status as a victim of
domestic violence or sexual violence, HIV status, credit history, physical or mental disability, genetic
information (including testing and characteristics), veteran status, uniformed servicemember status, or any
other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this
policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement,
transfer, training, promotion, rates of pay, and other compensation, termination, apprenticeship, and all
other terms, conditions, and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's age, race, color, national
origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions),
gender identity or expression, sexual orientation, marital status, reproductive health decisions, arrest and
court records, status as a victim of domestic violence or sexual violence, HIV status, credit history, physical
or mental disability, genetic information (including testing and characteristics), veteran status, uniformed
servicemember status, or any other status protected by federal, state, or local laws. All forms of
harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will
not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or
implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
51
 • Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion
towards an individual because of the individual's age, race, color, national origin, ancestry, religion, sex,
pregnancy (including childbirth, lactation, and related medical conditions), gender identity or expression,
sexual orientation, marital status, reproductive health decisions, arrest and court records, status as a victim
of domestic violence or sexual violence, HIV status, credit history, physical or mental disability, genetic
information (including testing and characteristics), veteran status, uniformed servicemember status, or any
other status protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance towards any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide
information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion,
transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective
action will be taken to effectively end the harassment. As necessary, the Company may monitor any
incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the
Company will follow up as necessary to ensure that no individual is retaliated against for making a
complaint or cooperating with an investigation.

Religious Accommodation
Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.

If you require a religious accommodation, speak with your Leadership or appropriate department.

52
Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable paid break time to express milk for
their infant child(ren) for up to one year following the child's birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and
free from intrusion from co-workers and the public.

Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Break time should, if possible, be taken concurrently with any other break time already provided. If you are
nonexempt, clock out for any time taken that does not run concurrently with normally scheduled rest
periods, and such time will be paid in accordance with federal law.

You are encouraged to discuss the length and frequency of these breaks with your Leadership.

This policy applies only to employees classified as nonexempt under the Fair Labor Standards Act.

No provision of this policy applies, or will be enforced, if it conflicts with or is superseded by any
requirement or prohibition contained in a federal, state, or local law, or regulation.

Meal and Rest Periods

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requests that employees accurately
observe and record meal and rest periods. If you know in advance that you may not be able to take your
scheduled break or meal period, let your Leadership know; in addition, notify your Leadership as soon as
possible if you were unable to or prohibited from taking a meal or rest period.

Employees who are at least 14 but not 16 years of age may be employed or permitted to work no more
than five hours continuously without an interval of at least 30 consecutive minutes for a rest or lunch period.

Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is biweekly for all employees. Pay dates are every
other Friday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special provisions
may be required from time to time if holidays fall on pay dates. Check with your Leadership if this type of
date arises.
53
If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

General Policies

Access to Personnel and Medical Records Files

Jeff Ellis Management, LLC maintains separate medical records files and personnel files for all employees.
Files containing medical records are stored separate and apart from any business-related records in a safe,
locked, inaccessible location. The medical file is the repository for sensitive and confidential information
related to an individual's health, health benefits, health-related leave and/or accommodations, and benefits
selections and coverage. Medical records are kept confidential in compliance with applicable laws and
access is on a "need-to-know" basis only.

Supervisors and others in management may have access to your personnel file for possible employment-
related decisions. If you wish to review your personnel or medical records file, you must give the Company
reasonable notice. Inspection must occur in the presence of a Company representative.

All requests by an outside party for information contained in your personnel file will be directed to the
Human Resource Department, which is the only department authorized to give out such information.

Benefits

Bone Marrow, Stem Cell, or Organ Donation Leave

Jeff Ellis Management, LLC will provide eligible employees up to seven days of leave each calendar year to
serve as a bone marrow donor or peripheral blood stem cell donor and up to 30 days of leave per calendar
year to serve as an organ donor.

You are eligible for this leave if you have worked for the Company for at least one year immediately
preceding the leave.

To obtain leave under this policy, you must submit written verification to your Leadership that you are an
organ donor, bone marrow donor, or peripheral blood stem cell donor and that there is a medical necessity
for the donation of the organ, bone marrow, or peripheral blood stem cells.

Leave under this policy is unpaid.

A leave of absence under this policy will not constitute a break in your continuous employment for the
purpose of the right to salary adjustments, sick leave, vacation, annual leave, or seniority. During a leave of
absence under this policy, the Company will maintain and pay for coverage under a group health plan in
the same manner as if you were actively at work during the leave period.

Leave provided under this policy will be in addition to, and will not run concurrently with, leave taken under
the federal Family and Medical Leave Act (FMLA) or Hawaii Family Leave Law (HFLL).

Upon return from leave, you will be restored to the same position or to a position of equivalent seniority,
benefits, pay, and other terms and conditions of employment. However, the Company may decline to
restore your position due to conditions unrelated to the exercise of rights under Hawaii's donor leave law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

54
Family Leave Policy

In accordance with the Hawaii Family Leave Law (HFLL), Jeff Ellis Management, LLC will allow eligible
Employees to take up to four weeks of unpaid family leave per leave year for certain reasons.

Eligibility

To be eligible for HFLL leave you must have worked for the Company for at least six consecutive months.

Leave Entitlement

You may take up to four weeks of unpaid HFLL leave per leave year for:

• The birth or adoption of a child; or

• To care for a child, spouse (including a partner to a civil union under Hawaii law or other civil union
partnership in another state), reciprocal beneficiary, sibling, or parent with a serious health
condition.

The leave year under this policy is per calendar year.

As used in this policy:

• Child means your biological, adopted, foster, or stepchild, or your legal ward.
• Parent means your biological, foster, adoptive, or stepparent, parent-in-law, legal guardian,
grandparent, or grandparent-in-law.

Notice

If your need for HFLL leave is foreseeable, provide the Company with at least 30 days' written notice. If
your leave is foreseeable but giving 30 days' written notice is not practicable, you must provide the
Company with at least a verbal notification within two business days before your HFLL leave begins. In
addition, you must submit a subsequent written notice to confirm the verbal notice as soon as practicable.

If known, notice should include:

• The general reason for the family leave request.

• The anticipated start of leave.
• The anticipated duration of leave.

If your leave is not foreseeable, you must provide the Company with at least a verbal notification within two
business days of learning of the need for family leave or as soon as practicable, as well as written notice to
follow as soon as practicable.

Failure to provide proper notice may delay the start of your leave.

Certification

If you wish to take HFLL leave, the Company may, at its discretion, require you to provide appropriate
written certification as follows:

• For the birth of a child, a written statement issued by a health care provider or the family court.
• For the placement of a child for adoption with you, the petition you filed with the court or a written
statement issued by a recognized adoption agency, the attorney handling the adoption, or by the
individual officially designated by the birth parent to select and approve the adoptive family.
• For the serious health condition of your child, spouse, reciprocal beneficiary, or parent, a written
statement by a health care provider is required. The written certification must provide the
information requested in the Hawaii Family Leave Certification of Serious Health Condition form
provided by the State of Hawaii, Department of Labor and Industrial Relations, including:
o The patient's name and relationship to you;

55
 o The health care provider's name, title, type of practice or field of specialization, location, and
signature;
o A statement that the patient's condition qualifies for family leave as a serious health
condition as defined under the HFLL;
o A statement that you are needed to participate in the care of the patient;
o A statement that the patient's condition requires hospitalization or the health care provider's
continuing treatment or continuing supervision;
o The approximate date the serious health condition began, and the probable duration that
you will be needed to care for the patient with a serious health condition; and
o Whether it will be necessary for you to take leave intermittently, and if so, the estimated time
that you will be needed to care for the patient with a serious health condition.

If the Company requires you to furnish appropriate written certification, this certification must be provided
before the family leave begins for foreseeable leave. If the requested leave is unforeseeable, provide
written certification no later than two business days after the family leave begins.

Failure to provide the appropriate written certification or to comply with the usual notice and certification
requirements in a timely manner may result in delay or denial of leave.

Substitution of Paid Leave

You may substitute accrued but unused sick leave, up to a maximum of 10 days per year, unless a
collective-bargaining agreement provides for use of more than 10 days, for any part of your family leave.
You may, at your option elect to substitute any amount of accrued but unused vacation, personal leave, or
paid time off for any part of your family leave.

Interaction with Other Laws

If the reason for leave qualifies you for both HFLL and leave under the federal Family and Medical Leave
Act (FMLA), the leaves must run concurrently.

Reinstatement

Upon your return from leave, you will be reinstated to your original position, or if no longer available, an
equivalent position with equivalent terms and conditions of employment, including pay and employment
benefits. However, you will not be entitled to reinstatement if during your HFLL leave there is a layoff or
workforce reduction where you would have lost your position had you not been on leave.

Benefits

Use of HFLL leave will not result in the loss of any employment benefit that accrued before the start of your
leave that was not used during leave. In addition, you will be entitled to any changes in pay and benefits as
if you had not taken family leave except where the change is contingent on seniority or accrual by policy or
contract.

Abuse of Leave

If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to
and including termination.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Jury Duty Leave

Jeff Ellis Management, LLC encourages employees to fulfill their civic duties related to jury duty. If you are
summoned for jury duty, notify your Leadership as soon as possible to make scheduling arrangements.

If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to
56
jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty. You
may opt to use PTO/vacation in place of unpaid leave.

The Company reserves the right to require employees to provide proof of jury duty service to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Leave for Victims of Domestic/Sexual Violence (50 or More Total EE)

If you are a victim of domestic or sexual violence, or have a minor child who is a victim of domestic or
sexual violence, Jeff Ellis Management, LLC will provide you with a reasonable period of leave from work
to:

• Seek medical attention for you or your minor child to recover from physical or psychological injury or
disability caused by domestic or sexual violence;
• Obtain services from a victim services organization;
• Obtain psychological or other counseling;
• Temporarily or permanently relocate; or
• Take legal action, including preparing for or participating in any civil or criminal legal proceeding
related to or resulting from domestic or sexual violence, or other actions to enhance your or your
minor child's physical, psychological, or economic health or safety or to enhance the safety of those
who associate with or work with you.

For purposes of this policy:

• Child means your biological, adopted, or foster son or daughter; a stepchild; or a legal ward.
• Reasonable period of leave means the following time periods:
o Where due to physical or psychological injury to or disability to you or your minor child, the
period of time determined to be necessary by the attending health care provider, considering
the condition of the individual and the job requirements.
o Where due to your need to take legal or other actions, including preparing for or participating
in any civil or criminal legal proceeding, obtaining services from a victim services
organization, or permanently or temporarily relocating, the period of time necessary to
complete the activity as determined by your or your minor child's attorney or advocate, court,
or personnel of the relevant victim services organization.

Eligibility

To be eligible for leave under this policy, you must have worked for the Company for at least six
consecutive months.

Duration of Leave

Regardless of the reason for the leave, time off under this policy may not exceed 30 days per calendar
year.

Interaction with Other Leave

Leave taken under this policy will run concurrently with other leave to which you are entitled.

Notice

You must provide reasonable notice of your intent to take leave under this policy unless doing so is not
practicable due to imminent danger to you or your minor child. During the leave, the Company may request
weekly reports regarding your leave status and may inquire about your intention to return to work.

Certification for Medical Attention

57
When seeking leave under this policy to obtain medical attention, you will be asked to provide a certificate
from your health care provider estimating the length of the leave and the estimated starting and ending date
of the leave. In addition, before returning to work, the Company may require you to provide medical
certification from your attending health care provider attesting to your condition and approving your return
to work.

The leave will not be protected until the required certification is provided.

Verification of Victim Status

When taking leave under this policy for not more than five calendar days for nonmedical reasons, you must
provide a signed statement indicating that you or your minor child are a victim of domestic or sexual
violence and that the leave is for a purpose permitted by this policy.

When taking leave under this policy for more than five calendar days for nonmedical reasons, you must
provide documentation verifying that you or your minor child are a victim of domestic or sexual violence and
that the leave is for a purpose permitted by this policy. Such documentation may include:

• A signed written statement from a person listed below from whom you or your minor child has
sought assistance in relation to the domestic or sexual violence:
o An employee, agent, or volunteer of a victim services organization.
o Your attorney or advocate.
o Your minor child's attorney or advocate.
o A medical or other health care professional.
o A member of the clergy.
• A police or court record supporting the occurrence of the domestic or sexual violence.

Compensation

Leave under this policy is unpaid. You must exhaust available, accrued paid or unpaid leave that may be
used for the purposes addressed in this policy. You are entitled to no more than 30 days of leave under this
policy when combined with other available leave.

Reinstatement

Upon return from leave, you will be reinstated to your original position or a position of comparable status
and pay without loss of accumulated service credits and privileges.

Confidentiality

The Company will treat information provided under this policy as confidential and will not disclose such
information unless agreed to in writing by you or required by law.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Temporary Disability Insurance

If you are unable to work due to a non-work-related illness or injury, or a pregnancy-related disability, you
may be eligible for temporary disability insurance (TDI) benefits. The Jeff Ellis Management, LLC plan
provides up to 26 weeks of partial wage replacement TDI benefits in a one-year period.

The cost of your TDI coverage is shared between you and the Company through payroll deductions.

To file a claim for benefits, speak with your Leadership or the Human Resource Department. You must file
a claim for benefits within 90 days of becoming disabled. If you file a claim after 90 days, you may lose part
of your benefits unless good cause for the delayed filing can be shown. If you file a claim 26 or more weeks
after your disability, you will not be entitled to any benefits.

58
For additional information on the Company plan, contact your Leadership or the Human Resource
Department. To learn more about the Hawaii Temporary Disability Insurance law, contact the Hawaii
Department of Labor, Disability Compensation Division
([Link]

Voting Leave

Jeff Ellis Management, LLC encourages all employees to exercise their right to vote. If your work schedule
prevents you from voting on Election Day during nonworking hours, the Company will allow you two
consecutive hours off to vote. The time when you can go to vote will be at the discretion of your Leadership,
consistent with applicable legal requirements. You will be paid for the time spent voting (up to two hours)
and may be required to present the Company with proof that you cast a vote.

Safety and Loss Prevention

Nonsmoking Policy
Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

59
 Illinois Policies

Introductory Language and Policies

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Jeff Ellis Management, LLC policies and procedures. The handbook is not a contract. The
Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best
interest, except the policy concerning at-will employment. When changes are made to the policies and
guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy
Discrimination Act, and all applicable state and local fair employment practices laws and is committed to
providing equal employment opportunities to qualified individuals with disabilities, including disabilities
related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will
provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the
individual to perform the essential functions of the job, unless doing so would create an undue hardship on
the business.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

60
Equal Opportunity Statement

Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. The Illinois Human Rights Act states that employees have the right to be
free from unlawful discrimination and sexual harassment. It is our intent to maintain a work environment
that is free of harassment, discrimination, or retaliation because of an individual's actual or perceived age
(40 and older), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation,
and related medical conditions), marital status, order of protection status, citizenship status, employment
status, arrest and conviction information, credit history, crime victim status, physical or mental disability,
genetic information (including testing and characteristics), sexual orientation, veteran status, uniformed
servicemember status, or any other status protected by federal, state, or local laws.

In addition, if you have a disability or are pregnant, recovering from childbirth, or have a medical or
common condition related to pregnancy that affects your ability to perform your job, you have the right to
request one or more reasonable accommodations. A reasonable accommodation means a modification
to access to the work site or an adjustment to the work process or work schedule that would enable you to
perform your job despite your disability or condition.

The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including
but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other
compensation, termination, and all other terms, conditions, and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's actual or perceived age
(40 and older), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation,
and related medical conditions), marital status, order of protection status, citizenship status, employment
status, arrest and conviction information, credit history, crime victim status, physical or mental disability,
genetic information (including testing and characteristics), sexual orientation, veteran status, uniformed
servicemember status, or any other status protected by federal, state, or local laws. All forms of
harassment of, or by, employees, non-employees including contractors and consultants, vendors, visitors,
customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or
implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
61
 • Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward
an individual because of the individual's actual or perceived age (40 and older), race, color, national origin,
ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), marital
status, order of protection status, citizenship status, employment status, arrest and conviction information,
credit history, crime victim status, physical or mental disability, genetic information (including testing and
characteristics), sexual orientation, veteran status, uniformed servicemember status, or any other status
protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance toward any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide
information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion,
transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective
action will be taken to effectively end the harassment. As necessary, the Company may monitor any
incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the
Company will follow up as necessary to ensure that no individual is retaliated against for making a
complaint or cooperating with an investigation.

Resolution Outside Company

The purpose of this policy is to establish prompt, thorough, and effective procedures for responding to
every complaint and incident so that problems can be identified and remedied internally. However, you
have the right to contact the Illinois Department of Human Rights (IDHR) or the Equal Employment
Opportunity Commission (EEOC) about filing a formal complaint. An IDHR complaint must be filed within
180 days of the alleged incident(s) unless it is a continuing offense. A complaint with the EEOC must be
filed within 300 days. In addition, an appeal process is available through the Illinois Human Rights
Commission (IHRC), after the IDHR has completed its investigation of the complaint.
62
Administrative Contacts for Complaints

Illinois Department of Human Rights (IDHR)

Chicago Office: James R. Thompson Center 100 W Randolph Street, Suite 10-100 Chicago, IL 60601
312-814-6200 TTY: 866-740-3953 Fax: 312-814-625

Springfield Office: 535 Jefferson Street, 1st Floor Springfield, IL 62702 217-785-5100 TTY: 866-740-3953
Fax: 217-785-5106

Illinois Human Rights Commission (IHRC)

Chicago Office: James R. Thompson Center 100 W Randolph Street, Suite 5-100 Chicago, IL 60601 312-
814-6269 TDD: 312-814-4760 Fax: 312-814-6517

Springfield Office: 1000 E Converse, Suite 1232N Springfield, IL 62702 217-785-4350 TDD: 217-557-
1500 Fax: 217-524-4877

United States Equal Employment Opportunity Commission (EEOC)

Chicago District Office: John C. Kluczynski Federal Building 230 S Dearborn Street Chicago, IL 60604

Filing of Private Sector Charges: Suite 1866 800-669-4000 TTY: 800-869-8001 Fax: 312-588-1260

Religious Accommodation

Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.

If you require a religious accommodation, speak with your Leadership or appropriate department.

Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable paid break time to express milk for
their infant child(ren) for up to one year following the child's birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and
free from intrusion from co-workers and the public.

Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Break time should, if possible, be taken concurrently with any other break time already provided.

You are encouraged to discuss the length and frequency of these breaks with your Leadership.

No provision of this policy applies, or will be enforced, if it conflicts with or is superseded by any
requirement or prohibition contained in a federal, state, or local law, or regulation.

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Meal and Rest Periods Policy

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requests that employees accurately
observe and record meal and rest periods.

Meal breaks of at least 20 minutes are mandatory for all nonexempt employees who are scheduled or
required to work a shift of at least 7.5 hours. Typically, your break will be scheduled to start after you have
completed four hours of work, but in no event will it be scheduled more than five hours after your shift start.
If you are scheduled to or anticipate working at least 7.5 continuous hours, you must ensure you take a
break. If you know in advance that you may not be able to take your scheduled break or meal period, let
your Leadership know; in addition, notify your Leadership as soon as possible if you were unable to or
prohibited from taking a meal or rest period.

Employees under 16 years of age are entitled to a 30-minute meal period after no more than five hours of
continuous work. No period of less than 30 minutes is deemed to interrupt a "continuous" period of work.

Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is biweekly for all employees. Pay dates are every
other Thursday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special
provisions may be required from time to time if holidays fall on pay dates. Check with your Leadership if this
type of date arises.

If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

Wage Disclosure Protection

In accordance with Illinois law, Jeff Ellis Management, LLC will not discharge or in any other manner
discriminate or retaliate against you for inquiring about, disclosing, comparing, or otherwise discussing your
wages or the wages of any other employee.

However, if you have access to or knowledge of the compensation information of other employees as a part
of your essential job functions, you may not disclose that information to individuals who do not otherwise
have access to it, unless the disclosure is:

• In response to a formal complaint or charge;

• Part of an investigation, proceeding, hearing, or action, including an investigation conducted by the
Company; or
• Consistent with the legal duty of the Company to furnish information.
64
If you believe that you have been discriminated or retaliated against in violation of this policy, immediately
report your concerns to Leadership or the Human Resource Department.

Nothing in this policy will be enforced to interfere with, restrain or coerce, or retaliate against employees
regarding their rights under the National Labor Relations Act.

Benefits

Blood Donation Leave

Upon request, Jeff Ellis Management, LLC will provide eligible employees with up to one hour of paid leave
to donate, or attempt to donate, blood every 56 days in accordance with appropriate medical standards
established by the American Red Cross, America's Blood Centers, the American Association of Blood
Banks, or other nationally recognized standards.

Full-time employees who have been employed by the Company for six months or longer and have obtained
Company approval for the time off are eligible for blood donation leave.

You will not be required to use accrued or future vacation or sick leave while taking time off to donate
blood.

When requesting time off for this purpose, submit medical documentation of the appointment to donate
blood to your Leadership prior to the appointment. This documentation may consist of a written statement
from the blood bank indicating that you have an appointment. The Company may request that you provide
a written statement from the blood bank confirming that you kept the appointment.

You will retain the one hour of paid leave if the attempt to donate blood is unsuccessful.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Child Bereavement Leave

In accordance with the Illinois Child Bereavement Leave Act, Jeff Ellis Management, LLC will provide
eligible employees up to two weeks (10 working days) of paid bereavement leave or, in the event of the
death of more than one child in a 12-month period, up to a total of six weeks of paid bereavement leave
during the 12-month period to:

• Attend the funeral (or alternative service) of a child;

• Make arrangements necessitated by the death of the child; or
• Grieve the death of the child.

Child means your son or daughter who is a biological, adopted, or foster child; a stepchild; a legal ward; or
a child to whom you are standing in loco parentis.

Eligibility

To be eligible for bereavement leave, you must:

• Have been employed with the Company for at least 12 months;

• Have worked for the Company at least 1,250 hours (including paid time off) during the 12-month
period immediately preceding the leave; and
• Be employed at a worksite that has at least 50 employees within 75 miles.

Use of Leave

Bereavement leave must be completed within 60 days after the date on which you receive notice of your
child's death.
65
Where applicable, you may substitute any available paid leave for leave taken under this policy.

This leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any
other leave, including paid leave, as permitted by state and federal law.

This policy does not create any right to take unpaid leave in excess of the unpaid leave time allowed under,
or in addition to, the unpaid leave time permitted by the federal Family and Medical Leave Act.

Notice

You must provide the Company with at least 48 hours' advance notice of your need for or intent to take
bereavement leave, unless such notice is not reasonable or practicable.

You may be required to provide reasonable documentation of your need for leave. This may include a
death certificate, a published obituary, or written verification of death, burial, or memorial services from a
mortuary, funeral home, burial society, crematorium, religious institution, or government agency.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Domestic/Sexual Violence Leave (50 or More Total EE)

In accordance with the Illinois Victims' Economic Security and Safety Act (VESSA), Jeff Ellis Management,
LLC offers eligible employees unpaid domestic or sexual violence leave (domestic violence leave) for a
qualifying reason, with a guarantee of restoration to the same or an equivalent position on return from
leave.

Eligibility

You are eligible for leave if you are the victim of domestic or sexual violence or have a family or household
member who is the victim of domestic or sexual violence.

Qualifying Reasons for Leave

Domestic violence leave is available to:

• Seek medical attention for, or recover from, physical or psychological injuries caused by domestic or
sexual violence against you or your family or household member.
• Obtain victim services for you or your family or household member.
• Obtain psychological or other counseling for you or your family or household member.
• Participate in safety planning, including temporary or permanent relocation or other actions to
increase your or your household or family member's safety from future domestic or sexual violence.
• Seek legal assistance to ensure the health and safety of you or your household or family member,
including participating in court proceedings related to the violence.

Duration of Leave

If eligible, you may take up to 12 weeks of unpaid domestic violence leave within any 12-month period.
Leave is based on a rolling 12-month period, looking back from the date the leave would begin. Leave
under this policy may be taken intermittently or on a reduced schedule basis.

Notice and Certification

To obtain leave under this policy, you must provide the Company with at least 48 hours' notice, except in
emergency situations or where such notice is not otherwise practical. In all cases, either before or after you
take leave under this policy, the Company will require you to submit a sworn certification that your absence
is for one of the qualifying reasons listed above and that you or a family or household member is a victim of

66
domestic or sexual violence. The Company may also require you to submit the following supplemental
information:

• Documents from a victim's services organization, member of the clergy, or medical professional
from whom you or your family or household member sought assistance.
• A police report or court record.
• Other corroborating evidence.

All information and documentation you provide in connection with your request for leave under this policy,
including the fact that you requested and/or obtained leave, will be held in the strictest confidence — except
to the extent you request or consent to any disclosure in writing, or as otherwise required by law. Further,
the Company specifically prohibits any discrimination, harassment, or retaliation against employees who
request or take leave under this policy in good faith.

Terms of Leave

Domestic violence leave is unpaid leave. However, you may substitute accrued and unused
PTO/vacation time for the unpaid leave. The substitution of paid vacation does not extend the leave period
but runs concurrently with it. Likewise, domestic violence leave runs concurrently with any leave available
under the federal Family and Medical Leave Act (FMLA).

During leave, you must provide periodic reports (at least every 30 days) about your status and any change
in your plans to return to work.

Maintenance of Benefits

During an approved domestic violence leave, the Company will maintain your health benefits as if you
continue to be actively employed. If you choose not to return to work at the end of the leave period, you
must reimburse the Company for the cost of any health benefit premiums paid to maintain your coverage
during the leave, unless you cannot return to work because of continuation, re-occurrence, or onset of
domestic or sexual violence or other circumstances beyond your control.

Family Military Leave (51 or More Total EE)

Jeff Ellis Management, LLC will provide eligible employees who are the spouse, parent, child, or
grandparent of a person called to military service with up to 30 days of unpaid military family leave during
the time federal or state deployment orders are in effect.

Eligibility

To be eligible for leave, you must:

• Have been employed by the Company for at least 12 months;

• Have worked for the Company for at least 1,250 hours during the 12-month period immediately
preceding the leave; and
• Be the spouse, parent, child, or grandparent of a person called to military service lasting longer than
30 days with the state or the United States pursuant to orders of the Governor or the President.

Notice and Certification

If you are taking family military leave for five or more consecutive workdays, you must provide at least 14
days' advance notice of the intended date to take leave. If possible, consult with your Leadership to
schedule leave so as not to unduly disrupt Company operations.

When taking family military leave for less than five consecutive days, provide advance notice as is
practicable.

The Company may require verification of your eligibility for leave from the proper military authority.

67
Continuation of Benefits

During family military leave, you may continue any benefits, if applicable, at your own expense. No loss of
seniority status will occur as a result of leave taken under this policy, nor will leave result in the loss of any
benefits accrued prior to the leave.

Conditions of Leave

You may not take family military leave until you have exhausted all accrued vacation, personal,
compensatory, or any other leave granted to you, with the exception of sick and disability leave. Where
applicable, time off under this policy will run concurrently with time off under the federal Family and Medical
Leave Act.

Reinstatement

Upon return from leave, you will be restored to your prior position or to a position with equivalent seniority
status, benefits, pay, and other terms and conditions of employment.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave
If you request leave prior to the day of any election and your working hours begin less than two hours after
the opening of the polls and end less than two hours before the polls close, you may take two hours of
leave during the polling period for the purpose of voting. The time when you can go to vote will be at the
discretion of your Leadership, consistent with applicable legal requirements.

Safety and Loss Prevention

Nonsmoking Policy

Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

The Company prohibits discrimination against employees based on their off-premises, off-duty tobacco
usage.

68
 Massachusetts Policies

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy
Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to
providing equal employment opportunities to qualified individuals with disabilities, including pregnancy,
childbirth, and related medical conditions, such as lactation or the need to express milk for a nursing child.
Consistent with this commitment, the Company will provide reasonable accommodation to otherwise
qualified individuals where appropriate to allow the individual to perform the essential functions of the job,
unless doing so would create an undue hardship on the business.

Where an individual is suffering from a pregnancy-related disability or condition, reasonable

accommodation may include, but is not limited to:

• More frequent or longer paid or unpaid breaks;

• Time off to attend to a pregnancy complication or recover from childbirth with or without pay;
• Acquisition or modification of equipment or seating;
• Temporary transfer to a less strenuous or hazardous position;
• Job restructuring;
• Light duty;
• Private non-bathroom space for expressing breast milk;
• Assistance with manual labor; or
• A modified work schedule.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

Equal Opportunity Statement

69
Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. It is our intent to maintain a work environment that is free of harassment,
discrimination, or retaliation because of sex (including pregnancy, childbirth, and related medical
conditions), race, religion, color, national origin, ancestry, physical or mental disability, genetic information,
marital status, age (40 and older), sexual orientation, gender identity, AIDS/HIV status, arrest and
conviction information, status as a registered qualifying medical marijuana patient or registered primary
caregiver, admission to a mental facility, military service, veteran status, or any other status protected by
federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all
aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training,
promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and
privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.
We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's sex (including pregnancy,
childbirth, and related medical conditions), race, religion, color, national origin, ancestry, physical or mental
disability, genetic information, marital status, age (40 and older), sexual orientation, gender identity,
AIDS/HIV status, arrest and conviction information, status as a registered qualifying medical marijuana
patient or registered primary caregiver, admission to a mental facility, military service, veteran status, or
any other status protected by federal, state, or local laws. All forms of harassment of, or by, employees,
vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment means sexual advances, requests for sexual favors, and verbal or physical conduct of
a sexual nature when:

• Submission to or rejection of such advances, requests, or conduct is made either explicitly or

implicitly a term or condition of employment or as a basis for employment decisions; or
• Such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an
individual's work performance by creating an intimidating, hostile, humiliating, or sexually offensive
work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults or blocking or impeding movements.

70
Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion
towards an individual because of the individual's sex (including pregnancy, childbirth, and related medical
conditions), race, religion, color, national origin, ancestry, physical or mental disability, genetic information,
marital status, age (40 and older), sexual orientation, gender identity, AIDS/HIV status, arrest and
conviction information, status as a registered qualifying medical marijuana patient or registered primary
caregiver, admission to a mental facility, military service, veteran status, or any other status protected by
federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance towards any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide
information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion,
transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective
action will be taken to effectively end the harassment. As necessary, the Company may monitor any
incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the
Company will follow up as necessary to ensure that no individual is retaliated against for making a
complaint or cooperating with an investigation.

State and Federal Remedies

In addition to the Company reporting process, if you believe you have been subjected to harassment, you
may file a formal complaint with either or both of the government agencies listed here. Using the Company
complaint process does not prohibit you from filing a complaint with these agencies. Note that claims must
be filed with the Equal Employment Opportunity Commission (EEOC) and the Massachusetts Commission
Against Discrimination (MCAD) within 300 days.

EEOC Boston Office Address: John F. Kennedy Federal Building, 475 Government Center, Boston, MA
02203 Phone: 1-800-669-4000 Fax: 617-565-3196 TTY: 1-800-669-6820 ASL Video Phone: 844-234-5122
Website: [Link]

MCAD Address: 1 Ashburton Place, Suite 601, Boston, MA 02108 Phone: (617) 994-6000 TTY: (617) 994-
6196 Alternative Languages: (617) 994-6196 Email: mcad@[Link] Fax: (617) 994-6024

Pregnant Workers Fairness Act Notice

The Massachusetts Pregnant Workers Fairness Act prohibits discrimination against employees due to
pregnancy or conditions related to pregnancy. The law also requires employers to provide reasonable
71
accommodations to employees who are pregnant or have a condition related to pregnancy. Conditions
related to pregnancy include, but are not limited to, morning sickness, lactation, or the need to express
breast milk.

The procedures for requesting an accommodation are described in the Massachusetts Disability
Accommodation policy.

Religious Accommodation
Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.

If you request an absence to observe a holy day, you must provide the Company with at least 10 days'
notice. The Company may require you to make up the time lost.

If you require a religious accommodation, speak with your Leadership.

Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable break time to express milk for their
nursing child(ren).

If you are nursing, the Company will provide you a private room, other than a restroom, to express milk.
The room will be clearly designated and either have a lock or a sign on the door to indicate when the room
is in use.

Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

You are encouraged to discuss the length and frequency of these breaks with your Leadership.

Meal and Rest Periods

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requests that employees accurately
observe and record meal and rest periods. If you know in advance that you may not be able to take your
scheduled break or meal period, let your Leadership know; in addition, notify your Leadership as soon as
possible if you were unable to or prohibited from taking a meal or rest period.

Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
72
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is biweekly for all employees. Pay dates are every
other Thursday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special
provisions may be required from time to time if holidays fall on pay dates. Check with your Leadership if this
type of date arises.

If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

Reporting Time Pay

Jeff Ellis Management, LLC provides reporting time pay to nonexempt employees in accordance with
applicable law. If you are scheduled to work three or more hours, you will be paid for at least three hours of
work each day you report to work on time but are given no work or less than three hours of work. You will
be paid your regular rate for the hours worked, plus payment at the minimum wage for applicable reporting
time pay, not to exceed three hours.

Speak with your Leadership for more information regarding reporting time pay.

Benefits

Crime Victim and Witness Leave

Occasionally, employees may be the victim of a crime or legally compelled to attend a judicial proceeding
as a witness. In these circumstances, employees may take unpaid leave to:

• Respond to a subpoena to appear as a witness in any criminal proceeding;

• Attend a court proceeding or participate in a police investigation related to a criminal case in which
they are a witness or a crime victim (or a deceased family member was a victim);
• Attend or participate in a court proceeding related to a civil case in which they are a victim of family
violence; or
• Obtain a restraining or protective order on their own behalf.

If you need to take leave under this policy, notify your Leadership as soon as possible. You may be
required to provide documentation supporting such leave.

This policy does not apply to employees who have committed or are alleged to have committed a crime.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Domestic Violence Leave Policy

Jeff Ellis Management, LLC provides up to 15 days of unpaid leave per rolling 12-month period to victims of
abusive behavior, domestic violence, sexual assault, kidnapping, and/or stalking, and certain family
members, for purposes directly related to the abusive behavior. These purposes may include seeking legal
or medical services, counseling, or victim's services; securing housing; obtaining a protective order;
appearing in court or before a grand jury; or addressing other issues directly related to the abusive behavior
against the victim or family member of the victim.
73
You may take domestic violence leave if you are a victim of abusive behavior, or due to the abuse of a
covered family member, including your spouse/partner, parent, child, sibling, grandparent or grandchild, or
persons in a guardian relationship. Perpetrators or accused perpetrators of abuse are not entitled to
domestic violence leave.

Before taking domestic violence leave, you must exhaust all of your accrued paid time off, including but not
limited to sick time, vacation days, and personal time. You must provide advance notice of your need for
leave whenever possible; however, this requirement does not apply if you or a covered family member
faces imminent danger to you or your family member's health or safety. Should you be unable to provide
advance notice based on a risk of imminent danger, you must notify your Leadership or the Human
Resource Department within three business days that the time off was related to domestic violence. Should
you be unable to notify the Company, a family member, counselor, clergy, or assisting professional may do
so on your behalf.

The Company may require documentation supporting your claim for domestic violence leave. Such
documentation can consist of a protective order or other court document, police report, police witness
statement, documents reflecting the perpetrator's conviction or admission of guilt, documentation of medical
treatment, and/or a victim advocate, counselor, social worker, health care worker, member of the clergy, or
other assisting professional's sworn statement. In lieu of these documents, you may also submit your own
sworn signed statement. Any documentation supporting the need for domestic violence leave must be
submitted within 30 days of your last date of absence.

While the leave may not be paid, you are entitled to return to the same or a substantially equivalent position
once your leave has ended. You will not be terminated, retaliated against, or receive a reduction in benefits
based on your use of domestic violence leave. All information related to the leave will be kept in the
strictest confidence.

Jury Duty Leave

Jeff Ellis Management, LLC encourages employees to fulfill their civic duties related to jury duty. If you are
summoned for jury duty, notify your Leadership as soon as possible to make scheduling arrangements.

You will be paid your regular wages for the first three days of juror service or any part thereof. For any
additional days, time spent on jury duty will be unpaid.

The Company reserves the right to require employees to provide proof of jury duty service to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Paid Sick Leave

Jeff Ellis Management, LLC provides eligible employees with up to 40 hours of paid sick leave per year.

Eligibility

All employees whose primary place of employment is Massachusetts are eligible for paid sick leave.

Reasons for Leave

You may use up to 40 hours of paid sick leave per calendar year for any of the following reasons:

• To care for yourself or your child, spouse, parent, or spouse's parent suffering from a physical or
mental illness, injury, or medical condition that requires home care, professional medical diagnosis
or care, or preventative medical care.
• To attend medical appointments for yourself or your child, spouse, parent, or spouse's parent.

74
 • To address the physical, legal, or psychological effects of domestic violence inflicted on you or your
child.

Leave Grant and Use

You will be provided 40 hours of paid sick leave at the beginning of each benefit year. For purposes of this
policy, the benefit year is including calendar year.

You may begin using sick leave on your 90th calendar day of employment. The smallest amount of sick
leave you may take is one hour. You may not carry over any unused sick leave.

Notice

If your need for leave is foreseeable, you must make a good faith effort to provide the Company with
advance notice. If the need for leave is not foreseeable, notify your Leadership as soon as practicable.

Certification

The Company may require you to submit documentation to support your use of sick leave if your absence:

• Exceeds 24 consecutively scheduled work hours or three consecutive days on which you are
scheduled to work;
• Occurs within two weeks prior to your final scheduled day of work (except in the case of temporary
employees); or
• Occurs after four unforeseeable and undocumented absences within a three-month period.

Any reasonable documentation signed by a health care provider indicating the need for paid sick leave for
personal illness, the illness of a family member, or a routine medical examination for you or your family
member will be acceptable.

Required documentation must be submitted within seven days of the absence. Additional time will be
allowed for good cause shown.

Payout of Sick Time

You will not be paid for accrued unused sick leave at termination.

Interaction with Other Leave

Where applicable, paid sick leave will run concurrently with other federal and state leaves (FMLA, parental
leave, domestic violence leave, small necessities leave, etc.).

You may choose to use, or the Company may require you to use, paid sick leave to receive pay when
taking other statutorily-authorized leave that would otherwise be unpaid.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Parental Leave Policy

Jeff Ellis Management, LLC provides up to eight weeks of unpaid leave in a 12-month period to employees
for the birth or adoption of a child. You must work full time and have three consecutive months of
employment with the Company to qualify for this leave.

You must provide at least two weeks' notice of the anticipated date of departure and the date you intend to
return, or provide notice as soon as practicable if there are reasons beyond your control.

You will be placed in your original job or an equivalent job with equivalent pay and benefits upon return
from leave. You will not lose any benefits that accrued before leave was taken.
75
Federal FMLA leave and Massachusetts parental leave run concurrently and cannot be used consecutively
if leave is covered under both laws.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Small Necessities Leave Policy

Pursuant to the Massachusetts Small Necessities Leave Act, Jeff Ellis Management, LLC will provide
eligible employees with up to 24 hours of unpaid leave during any 12-month period for the following
reasons:

• To participate in school, Head Start, and day care activities directly related to the educational
advancement of your child, including parent-teacher conferences or interviewing for a new school.
• To accompany your child to routine medical or dental appointments, including check-ups or
vaccinations.
• To accompany your elderly relative to routine medical or dental appointments or appointments for
other professional services related to the elder's care, including interviewing at nursing or group
homes.

Leave may be taken intermittently or on a reduced leave schedule.

You are eligible for small necessities leave if you have worked for Company for 12 months, either
consecutively or nonconsecutively, and worked at least 1,250 hours in the previous 12-month period.

If the need for leave is foreseeable, you must provide seven days' notice. Otherwise, provide notice as
soon as possible. You may also be required to submit certification verifying the reason for the leave. You
may elect to use PTO/vacation in place of unpaid leave.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave

If your work schedule prevents you from voting on Election Day, Jeff Ellis Management, LLC will allow you
a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Leadership,
consistent with applicable legal requirements.

Safety and Loss Prevention

Nonsmoking Policy
Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

76
 Pennsylvania Policies

Introductory Language and Policies

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Jeff Ellis Management, LLC policies and procedures. The handbook is not a contract. The
Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best
interest, except the policy concerning at-will employment. When changes are made to the policies and
guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy
Discrimination Act, and all applicable state and local fair employment practices laws and is committed to
providing equal employment opportunities to qualified individuals with disabilities, including disabilities
related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will
provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the
individual to perform the essential functions of the job, unless doing so would create an undue hardship on
the business.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

77
Equal Opportunity Statement

Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. It is our intent to maintain a work environment that is free of harassment,
discrimination, or retaliation because of age (40 and older), race, color, national origin, ancestry, religion,
sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability,
genetic information (including testing and characteristics), veteran status, uniformed servicemember status,
or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of
this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement,
transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms,
conditions, and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's age (40 and older), race,
color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical
conditions), physical or mental disability, genetic information (including testing and characteristics), veteran
status, uniformed servicemember status, or any other status protected by federal, state, or local laws. All
forms of harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited
and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or
implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

78
Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward
an individual because of the individual's age (40 and older), race, color, national origin, ancestry, religion,
sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability,
genetic information (including testing and characteristics), veteran status, uniformed servicemember status,
or any other status protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance toward any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide
information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion,
transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective
action will be taken to effectively end the harassment. As necessary, the Company may monitor any
incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the
Company will follow up as necessary to ensure that no individual is retaliated against for making a
complaint or cooperating with an investigation.

Religious Accommodation

Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.

If you require a religious accommodation, speak with your Leadership or appropriate department.

Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable break time to express milk for their
infant child(ren) for up to one year following the child's birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and
79
free from intrusion from co-workers and the public.

Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Break time should, if possible, be taken concurrently with any other break time already provided. If you are
nonexempt, clock out for any time taken that does not run concurrently with normally scheduled rest
periods, and such time will be paid in accordance with federal law.

You are encouraged to discuss the length and frequency of these breaks with your Leadership.

No provision of this policy applies, or will be enforced, if it conflicts with or is superseded by any
requirement or prohibition contained in a federal, state, or local law, or regulation.

Meal and Rest Periods Policy

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requests that employees accurately
observe and record meal and rest periods. If you know in advance that you may not be able to take your
scheduled break or meal period, let your Leadership know; in addition, notify your Leadership as soon as
possible if you were unable to or prohibited from taking a meal or rest period.

All employees aged 14 – 17 will receive a 30-minute meal break after five hours of continuous
employment.

Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is biweekly for all employees. Pay dates are every
other Thursday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special
provisions may be required from time to time if holidays fall on pay dates. Check with your Leadership if this
type of date arises.

If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

80
Benefits

Crime Victim and Witness Leave Policy

Jeff Ellis Management, LLC realizes that, on occasion, you may have an obligation to participate in criminal
legal proceedings either as a witness or because you, or a close family member, was victimized by a
criminal act. The Company provides unpaid leave to attend those proceedings under circumstances
described below.

If you are required to attend a criminal proceeding, including a grand jury or juvenile proceeding, either as a
witness or as a crime victim (or a close family member or representative of a crime victim), inform your
Leadership as soon as possible to make arrangements for a leave of absence.

The Company reserves the right to require employees to provide proof of the need to attend the criminal
proceedings to the extent authorized by law.

Leave under this policy is unpaid. You may opt to use PTO/vacation in place of unpaid leave.

Any information related to your leave will be kept confidential by the Company to the extent possible.

This policy does not apply to employees seeking leave because they have committed or are alleged to
have committed a criminal act.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Jury Duty Leave

Jeff Ellis Management, LLC encourages employees to fulfill their civic duties related to jury duty. If you are
summoned for jury duty, notify your Leadership as soon as possible to make scheduling arrangements.

If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to
jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty.

The Company reserves the right to require employees to provide proof of jury duty service to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave
If your work schedule prevents you from voting on Election Day, Jeff Ellis Management, LLC will allow you
a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Leadership,
consistent with applicable legal requirements.

Safety and Loss Prevention

Nonsmoking Policy

Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

81
 Tennessee Policies

Introductory Language and Policies

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Jeff Ellis Management, LLC policies and procedures. The handbook is not a contract. The
Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best
interest, except the policy concerning at-will employment. When changes are made to the policies and
guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy
Discrimination Act, and all applicable state and local fair employment practices laws and is committed to
providing equal employment opportunities to qualified individuals with disabilities, including disabilities
related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will
provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the
individual to perform the essential functions of the job, unless doing so would create an undue hardship on
the business.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

82
Equal Opportunity Statement

Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. It is our intent to maintain a work environment that is free of harassment,
discrimination, or retaliation because of age (40 and older), race, color, national origin, ancestry, religion,
sex (including transgender and transitioning status), pregnancy (including childbirth, lactation, and related
medical conditions), physical or mental disability, genetic information (including testing and characteristics),
veteran status, uniformed servicemember status, or any other status protected by federal, state, or local
laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment,
including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other
compensation, termination, and all other terms, conditions, and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's age (40 and older), race,
color, national origin, ancestry, religion, sex (including transgender and transitioning status), pregnancy
(including childbirth, lactation, and related medical conditions), physical or mental disability, genetic
information (including testing and characteristics), veteran status, uniformed servicemember status, or any
other status protected by federal, state, or local laws. All forms of harassment of, or by, employees,
vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or
implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

83
Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward
an individual because of the individual's age (40 and older), race, color, national origin, ancestry, religion,
sex (including transgender and transitioning status), pregnancy (including childbirth, lactation, and related
medical conditions), physical or mental disability, genetic information (including testing and characteristics),
veteran status, uniformed servicemember status, or any other status protected by federal, state, or local
laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance toward any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide
information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion,
transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective
action will be taken to effectively end the harassment. As necessary, the Company may monitor any
incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the
Company will follow up as necessary to ensure that no individual is retaliated against for making a
complaint or cooperating with an investigation.

Healthy Workplace Policy

Jeff Ellis Management, LLC is firmly committed to a workplace free from abusive conduct. We strive to
provide high quality products and services in an atmosphere of respect, collaboration, openness, safety,
and equality. All employees have the right to be treated with dignity and respect. All complaints of negative
and inappropriate workplace behaviors will be taken seriously and followed through to resolution. Any
individual who files a complaint will not suffer negative consequences for reporting others for inappropriate
behavior.

This policy applies to all full-time and part-time employees, including interns. It does not apply to
independent contractors; however, other contract employees are included. This policy applies to any
sponsored program, event, or activity including, but not limited to, sponsored recreation programs and
activities and the performance by officers and employees of their employment-related duties. The policy
also applies to electronic communications by employees.

Abusive Conduct

Abusive conduct includes acts or omissions that would cause a reasonable person, based on the severity,
nature, and frequency of the conduct, to believe that an individual was subject to an abusive work
environment, which can include but is not limited to:

• Repeated verbal abuse in the workplace, including derogatory remarks, insults, and epithets;
84
 • Verbal, nonverbal, or physical conduct of a threatening, intimidating, or humiliating nature in the
workplace; or
• The sabotage or undermining of an individual's work performance in the workplace.

A single act generally will not constitute abusive conduct, unless such conduct is determined to be severe
and egregious.

Abusive conduct does not include:

• Disciplinary procedures in accordance with Company policies.

• Routine coaching and counseling, including feedback about and correction of work performance.
• Reasonable work assignments, including shift, post, and overtime assignments.
• Individual differences in styles of personal expression.
• Passionate, loud expression with no intent to harm others.
• Differences of opinion on work-related concerns.
• The non-abusive exercise of managerial prerogative.

Responsibilities

Those in positions of authority have a particular responsibility to ensure that healthy and appropriate
behaviors are exhibited at all times and that complaints to the contrary are addressed in a timely manner.
Managers, supervisors, and others in positions of authority will:

• Provide a working environment as safe as possible by having preventative measures in place and
by dealing immediately with threatening or potentially violent situations;
• Provide good examples by treating all with courtesy and respect;
• Ensure that all employees have access to and are aware of the abusive conduct prevention policy
and explain the procedures to be followed if a complaint of inappropriate behavior at work is made;
• Be vigilant for signs of inappropriate behaviors at work through observation and information
seeking, and take action to resolve the behavior before it escalates;
• Respond promptly, sensitively, and confidentially to all situations where abusive behavior is
observed or alleged to have occurred.

You are expected to:

• Treat all employees with dignity and respect.

• Refrain from engaging in threatening, violent, intimidating, or other abusive conduct or behaviors.
• Assume personal responsibility to promote fairness and equity in the workplace and report any
incidents of abusive conduct in accordance with this policy.
• Co-operate with preventative measures introduced by your Leadership and recognize that a finding
of unacceptable behaviors at work will be dealt with through appropriate disciplinary procedures.

Complaint Process

Reporting

If you feel that you have been subjected to abusive conduct or have witnessed such conduct, report the
matter verbally or in writing to your Leadership or the Human Resource Department. Your complaint should
include details of each incident of abusive conduct, such as dates, times, locations, and any witnesses.

Those in positions of authority must timely report known incidents involving workplace abuse, intimidation,
or violence to their Leadership or the Human Resource Department. All managers and supervisors are
required to take reasonable steps to protect the complainant, including, but not limited to, separation of
employees involved. The person complained against will be notified that an allegation has been made
against him or her and will be informed of the investigative procedure.

Investigation

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Investigations of abusive conduct will be conducted as soon as practicable and in accordance with
Company policies and practices. The objective of the investigation is to determine whether the behaviors
complained of occurred, and therefore will include interviewing the complainant, accused, and any
witnesses with direct knowledge of the alleged behaviors. All interviews will be appropriately documented.
The investigation will be conducted thoroughly, objectively, with sensitivity, and with due respect for all
parties. The investigator will provide a copy of the investigative report to the appointing authority for further
action. All affected parties will be informed of the investigation's outcome.

Corrective Action

If abusive conduct is found, the Company will take immediate and appropriate corrective action. Remedies
may be determined by weighing the severity and frequency of the incidences of abusive conduct and in
accordance with existing disciplinary policies.

Any individual who engages in conduct that violates this policy or who encourages such conduct by others
will be subject to corrective action. Such corrective action may include, but is not limited to, participation in
counseling, training, and disciplinary action up to and including termination, or changes in job duties or
location.

Any Leadership or other person in a position of authority who allows abusive conduct to continue or fails to
take appropriate action upon learning of such conduct will be subject to corrective action. Such corrective
action may include, but is not limited to, participation in counseling, training, disciplinary action up to and
including termination, or changes in job duties or location.

While the Company encourages all employees to raise any concern(s) under this policy and procedure, the
Company recognizes that intentional or malicious false allegations can have a serious effect on innocent
people. Individuals falsely accusing others of violations of this policy will be disciplined in accordance with
the Company disciplinary policy.

Any individual exhibiting continuing emotional or physical effects from a reported incident will be directed
toward established assistance programs or other available resources.

When abusive conduct has been confirmed, the Company will continue to review the situation and may
take additional corrective actions if necessary. Preventative measures may also be taken to reduce the
reoccurrence of similar behaviors or actions.

Confidentiality

To the extent permitted by law, the Company will maintain the confidentiality of each party involved in an
abusive conduct investigation, complaint, or charge, provided it does not interfere with the ability to
investigate the allegations or to take corrective action. However, state law may prevent the Company from
maintaining confidentiality of public records. Therefore, the Company cannot guarantee confidentiality.

Retaliation

Retaliation is any act of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment
against an individual or individuals exercising rights under this policy. The Company will not retaliate or
otherwise discriminate against employees who exercise their rights under this policy.

Religious Accommodation

Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.
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If you require a religious accommodation, speak with your Leadership or appropriate department.

Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable break time to express milk for their
infant child(ren).

If you are nursing, the Company will make reasonable efforts to provide you a private room, other than a
restroom, in close proximity to the work area, to express milk. The room will be clearly designated and
either have a lock or a sign on the door to indicate when the room is in use.

Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

The break time must, if possible, run concurrently with any break time already provided. You are
encouraged to discuss the length and frequency of these breaks with your Leadership.

Meal and Rest Periods Policy

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requests that employees accurately
observe and record meal and rest periods. If you know in advance that you may not be able to take your
scheduled break or meal period, let your Leadership know; in addition, notify your Leadership as soon as
possible if you were unable to or prohibited from taking a meal or rest period.

Overtime
If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is biweekly for all employees. Pay dates are every
other Thursday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special
provisions may be required from time to time if holidays fall on pay dates. Check with your Leadership if this
type of date arises.

If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

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Benefits

Jury Duty Leave

Jeff Ellis Management, LLC encourages employees to fulfill their civic duties related to jury duty. If you are
summoned for jury duty, notify your Leadership as soon as possible to make scheduling arrangements.
You will receive your regular compensation for time spent on jury duty.

The Company reserves the right to require employees to provide proof of jury duty service to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave

If your work schedule prevents you from voting on Election Day, Jeff Ellis Management, LLC will allow you
a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Leadership,
consistent with applicable legal requirements.

Safety and Loss Prevention

Nonsmoking Policy

Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

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 Texas Policies

Introductory Language and Policies

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment,
including Jeff Ellis Management, LLC policies and procedures. The handbook is not a contract. The
Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best
interest, except the policy concerning at-will employment. When changes are made to the policies and
guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written
supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Disability Accommodation

Jeff Ellis Management, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy
Discrimination Act, and all applicable state and local fair employment practices laws and is committed to
providing equal employment opportunities to qualified individuals with disabilities, including disabilities
related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will
provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the
individual to perform the essential functions of the job, unless doing so would create an undue hardship on
the business.

If you require an accommodation because of your disability, it is your responsibility to notify your
Leadership. You may be asked to include relevant information such as:

• A description of the proposed accommodation.

• The reason you need an accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the
precise limitations of your disability and explore potential reasonable accommodations that could overcome
those limitations. Where appropriate, we may need your permission to obtain additional information from
your medical provider. All medical information received by the Company in connection with a request for
accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would
allow you to perform your job. However, the Company is not required to make the specific accommodation
requested by you and may provide an alternative accommodation, to the extent any reasonable
accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the
federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

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Equal Opportunity Statement

Jeff Ellis Management, LLC is committed to the principles of equal employment. We are committed to
complying with all federal, state, and local laws providing equal employment opportunities, and all other
employment laws and regulations. It is our intent to maintain a work environment that is free of harassment,
discrimination, or retaliation because of sex (including pregnancy, childbirth, or related medical conditions),
gender, race, religion, color, national origin, physical or mental disability, genetic information, marital status,
age (40 and older), sexual orientation, AIDS/HIV status, military service, veteran status, or any other status
protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard
to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training,
promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and
privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination,
harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential
manner. The Company will take appropriate corrective action, if and where warranted. The Company
prohibits retaliation against employees who provide information about, complain about, or assist in the
investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment
opportunity with your Leadership or any other designated member of management.

Policy Against Workplace Harassment

Jeff Ellis Management, LLC has a strict policy against all types of workplace harassment, including sexual
harassment and other forms of workplace harassment based upon an individual's sex (including pregnancy,
childbirth, or related medical conditions), gender, race, religion, color, national origin, physical or mental
disability, genetic information, marital status, age (40 and older), sexual orientation, AIDS/HIV status,
military service, veteran status, or any other status protected by federal, state, or local laws. All forms of
harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will
not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or
implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the
following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;

• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or the body of another;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or
pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual
harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations,
favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults or blocking or impeding movements.

Other Harassment

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Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion
towards an individual because of the individual's sex (including pregnancy, childbirth, or related medical
conditions), gender, race, religion, color, national origin, physical or mental disability, genetic information,
marital status, age (40 and older), sexual orientation, AIDS/HIV status, military service, veteran status, or
any other status protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace
harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening,
intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an
individual or group because of one of the above protected categories and that is placed on walls,
bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance towards any
select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment,
immediately notify the Human Resource Department or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide
information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim
has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged
violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion,
transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective
action will be taken to effectively end the harassment. As necessary, the Company may monitor any
incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the
Company will follow up as necessary to ensure that no individual is retaliated against for making a
complaint or cooperating with an investigation.

Religious Accommodation

Jeff Ellis Management, LLC is dedicated to treating its employees equally and with respect and recognizes
the diversity of their religious beliefs. All employees may request an accommodation when their religious
beliefs cause a deviation from the Company dress code or the individual's schedule, basic job duties, or
other aspects of employment. The Company will consider the request but reserves the right to offer its own
accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are
cost, the effect that an accommodation will have on current established policies, and the burden on
operations — including other employees — when determining a reasonable accommodation. At no time will
the Company question the validity of a person's belief.

If you require a religious accommodation, speak with your Leadership or appropriate department.

Wage and Hour Policies

Accommodations for Nursing Mothers

Jeff Ellis Management, LLC will provide nursing mothers reasonable paid break time to express milk for
their infant child(ren) for up to one year following the child's birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and
91
free from intrusion from co-workers and the public.

Expressed milk can be stored in company refrigerators, in a personal cooler, or other location. Sufficiently
mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Break time should, if possible, be taken concurrently with any other break time already provided. If you are
nonexempt, clock out for any time taken that does not run concurrently with normally scheduled rest
periods, and such time will be paid in accordance with federal law.

You are encouraged to discuss the length and frequency of these breaks with your Leadership.

This policy applies only to employees classified as nonexempt under the Fair Labor Standards Act.

No provision of this policy applies, or will be enforced, if it conflicts with or is superseded by any
requirement or prohibition contained in a federal, state, or local law, or regulation.

Meal and Rest Periods

Jeff Ellis Management, LLC strives to provide a safe and healthy work environment and complies with all
federal and state regulations regarding meal and rest periods. Check with your Leadership regarding
procedures and schedules for rest and meal breaks. The Company requests that employees accurately
observe and record meal and rest periods. If you know in advance that you may not be able to take your
scheduled break or meal period, let your Leadership know; in addition, notify your Leadership as soon as
possible if you were unable to or prohibited from taking a meal or rest period.

Overtime
If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in
writing, by your Leadership.

At certain times Jeff Ellis Management, LLC may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible. Failure to
work overtime when requested or working unauthorized overtime may result in discipline, up to and
including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of
pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick
leave days do not count as time worked for computing overtime.

Pay Period

At Jeff Ellis Management, LLC, the standard pay period is biweekly for all employees. Pay dates are every
other Thursday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special
provisions may be required from time to time if holidays fall on pay dates. Check with your Leadership if this
type of date arises.

If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Leadership immediately.

Benefits

Jury Duty Leave

Jeff Ellis Management, LLC encourages employees to fulfill their civic duties related to jury duty. If you are
summoned for jury duty, notify your Leadership as soon as possible to make scheduling arrangements.
92
If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to
jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty. You
may opt to use PTO/vacation in place of unpaid leave.

The Company reserves the right to require employees to provide proof of jury duty service to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave

If your work schedule prevents you from voting on Election Day, Jeff Ellis Management, LLC will allow you
a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Leadership,
consistent with applicable legal requirements.

Witness Leave

Jeff Ellis Management, LLC realizes that, on occasion, employees may be subpoenaed to appear in a civil,
criminal, legislative, or administrative proceeding. In such cases, you will be provided unpaid leave to
attend. Notify your Leadership as soon as possible to make scheduling arrangements. You may opt to use
PTO/vacation in place of unpaid leave.

The Company reserves the right to require employees to provide proof of the need for leave to the extent
authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Safety and Loss Prevention

Nonsmoking Policy

Jeff Ellis Management, LLC is concerned about the effect that smoking and secondhand smoke inhalation
can have on its employees and clients. Smoking in the office, client areas, and restrooms is prohibited.

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 Custom Policies

Custom Policies

Personal Relationships

Jeff Ellis Management, LLC strongly believes that a work environment in which employees maintain clear
boundaries between employee personal and business relationships is most effective for conducting
business. The policy herein does not prohibit friendships or romantic relationships between employees but
seeks to set forth clear guidelines as to how relationships should be conducted in the workplace.

· Jeff Ellis Management, LLC discourages, but does not forbid, fraternization between managers or
supervisors and subordinate employees. Romantic or intimate relationships between managers or
supervisors and subordinate employees create an unreasonable possibility of favoritism, conflict of interest,
and claims of sexual harassment. Such relationships may also create serious problems in terms of
objective management, accurate evaluations, and discipline.

· Reporting Workplace Relationships - For these reasons, any manager or supervisor who is involved in
a romantic or intimate relationship, not necessarily limited to sexual relationships, with a
subordinate employee, whether or not the subordinate employee is a direct subordinate, must report
the relationship to their immediate supervisor or to the Human Resource Department. Such information will
be treated by Jeff Ellis Management, LLC as confidentially as possible consistent with Jeff Ellis
Management, LLC 's legitimate business needs. Failure to report such relationships will be grounds for
discipline, up to and including termination.

· Employer's Rights - Where such an intimate relationship exists, Jeff Ellis Management, LLC reserves
the right to make such employment decisions as are necessary to ensure that the risks enumerated above
regarding the relationship will not occur. Such steps include but are not limited to: transfer of one or both
parties in the relationship; termination of one or both parties to the relationship; adjusting lines of reporting
or communication; and requiring the parties to acknowledge in writing the voluntariness of any
such relationship.

· Refusal of Employment Modifications - As detailed above, it may be necessary to modify reporting

structures, transfer positions, or make other necessary adjustments to employment. Refusal of reasonable
modification to an employee's position, will be deemed a voluntary resignation.

· Conduct During Non-Work Time - During non-working time, including lunch, breaks and before or after
work periods, employees may engage in appropriate personal conversations in non-work areas as long as
such conversations and behavior could in no way be perceived as offensive or uncomfortable to a
reasonable person.

· Off Duty Conduct - Employee conduct outside of working hours and outside the employer's premises
is generally regarded as private, as long as such conduct does not create problems within the workplace.
An exception to this rule is romantic relationships between supervisors and subordinates.

· Physical Contact - Employees are prohibited from engaging in physical contact that would be
considered inappropriate by a reasonable person on Jeff Ellis Management, LLC property, in the presence
of clients, or during any Jeff Ellis Management, LLC related business.

· Harassment - Employees should be mindful the organization maintains a strict anti-harassment policy.

· Employee Appeals - Any employee who believes that he or she has been adversely affected as a
result of this policy, or who believes that this policy is not being adhered to, should speak with a supervisor
or HR.

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 Closing Statement

Thank you for reading our handbook. We hope it has provided you with an understanding of our mission,
history, and structure as well as our current policies and guidelines. We look forward to working with you to
create a successful Company and a safe, productive, and pleasant workplace.

Jeffrey Ellis
President
Jeff Ellis Management, LLC

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 Acknowledgment of Receipt and Review

By signing below, I acknowledge that I have received a copy of the Jeff Ellis Management, LLC Employee
Handbook (handbook) and that I have read it, understand it, and agree to comply with it. I understand that
the Company has the maximum discretion permitted by law to interpret, administer, change, modify, or
delete the rules, regulations, procedures, and benefits contained in the handbook at any time with or
without notice. No statement or representation by a supervisor, manager, or any other employee, whether
oral or written, can supplement or modify this handbook. Changes can only be made if approved in writing
by an Executive of the Company. I also understand that any delay or failure by the Company to enforce any
rule, regulation, or procedure contained in the handbook does not constitute a waiver on behalf of the
Company or affect the right of the Company to enforce such rule, regulation, or procedure in the future.

I understand that neither this handbook nor any other communication by a management representative or
other, whether oral or written, is intended in any way to create a contract of employment. I further
understand that, unless I have a written employment agreement signed by an authorized Company
representative, I am employed "at-will" (to the extent permitted by law) and this handbook does not modify
my "at-will" employment status.

If I am covered by a written employment agreement (signed by an authorized Company representative) or a

collective-bargaining agreement that conflicts with the terms of this handbook, I understand that the terms
of the employment agreement or collective-bargaining agreement will control.

This handbook is not intended to preclude or dissuade employees from engaging in legally protected
activities under the National Labor Relations Act (NLRA).

This handbook supersedes any previous handbook or policy statements, whether written or oral, issued by
Jeff Ellis Management, LLC.

If I have any questions about the content or interpretation of this handbook, I will contact Human
Resources.

I understand that my worksite employer, Jeff Ellis Management, LLC, has entered into an agreement with
Paychex whereby Paychex has agreed to assign individuals to perform services for Jeff Ellis Management,
LLC in connection with the agreement. I understand that for certain purposes I may be a co-employee of
Paychex, and that this relationship may be terminated at-will at any time by me, Jeff Ellis Management,
LLC, or Paychex for any reason, with or without cause or notice, unless otherwise prohibited by law.

Additionally, by signing, I acknowledge that I have received a copy of the current Colorado Overtime and
Minimum Pay Standards Order (COMPS Order) or COMPS Order poster published by the Colorado
Department of Labor and Employment.

[sig|req|signer1] [date|req|signer1]
_________________________ _________________________

Signature Date

[text|req|signer1]
_________________________
Print Name

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