Morgan Legacy Partners, Inc. | Culture Guide | 2021

MORGAN LEGACY PARTNERS, INC.

CULTURE GUIDE | 2021

Effective as of May___, 2021

Culture Guide 2021 and Employee Terms of Employment Table of Contents Section

Page

I. Introduction and Welcome.

II. Who We Are. MLP’s Founder and Visionary, Peter Morgan.

The MLP Mission | Our Legacy.

III. What We Do | How we, at MLP, advance our Legacy.

IV. Our History | Where We Are Now.

V. Our Culture.

Core Values.

How We Work and What We Expect: The Great Idea Chase.

1.

Authenticity | Passion | Commitment | Innovation.

2.

Share | Thrive.

3.

Mentoring.

4.

Remember the Goal | Ignore the “Noise”.

5.

Respect | “Who, What, and They”.

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6.

Simplicity is Genius.

7.

Our Work Ethic | Accountability | Recharge. Refresh. Re-engage.

8.

Understand MLP and What We Do | Be a Sponge | Soak it all in.

Some Important Mandates: Conflicts of Interest | Confidentiality.

1. Conflict of Interest.

2. Confidential Information.

VI. MLP Benefits Package | 2021.

Status.

Employees.

Independent Contractors.

Employee Benefits.

1. Work from [Insert your perfect workspace here] / Remote Work Space.

2. How do you get PAID? 3. Healthy, Wealthy and Wise. a. Health Wellness b. Financial Wellness c. Administration of Stipend Account.

4. Review, Rewards, and Bonuses.

5. Vacations, Time-off and Holidays.

6. Sick/Bereavement Leave.

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VII. Signature and Acknowledgement Page.

APPENDIX MLP FEDERAL AND STATE EMPLOYMENT POLICIES. 1.

2.

3.

4.

5.

6.

Equality Opportunity Employer Fair Labor Standards Act Harassment Policy Worker’s Compensation Family and Medical Leave Other Federal Policies: American’s with DisabilitiesAct

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I.

Introduction and Welcome.

Welcome to Morgan Legacy Partners, Inc.! We are thrilled to welcome you to our company and hope that you will find this Culture Guide to be a useful resource throughout your employment with us. The Culture Guide will be updated and amended from time to time. You will be notified of any such changes and amendments as they occur.

In this Guide you will find not only information about our business culture and your employee benefits, you will also gain an understanding of our mission at MLP and how it is deeply interconnected with other Morgan ventures.

Welcome to the MLP family!

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II.

Who We Are.

Peter Morgan.

Peter Morgan is MLP's founder. He is the backbone of MLP and is our Visionary, continuously searching for innovative solutions that will further our mission.

As a graduate of the United States Naval Academy and the Tuck School of Business at Dartmouth College, Peter’s education and military service made for an easy transition to a career as an investor with a passion for real estate.

Peter’s success, and that of his many ventures, came through perseverance, surrounding himself with worthy colleagues, implementing creative business strategies, a continuous quest for knowledge, and a passion for real estate investing.

These characteristics gave rise to his enduring philosophy that everyone should have access to measures of financial independence.

In 2011, Peter founded MLP with a business model that would create innovative ways to support his desire to help individuals and communities become financially independent. Peter’s vision for the Morgan companies and his legacy is to carry forward for 200+ years. While this may seem a lofty goal, we are well on our way to making this a realty.

Fun Fact: When asked for the one thing that has been his primary source of inspiration, Peter is clear that his endeavors are greatly influenced by a simple short story illustrating the value of helping others - one person at a time. In many ways this story defines Peter, his legacy and our mission at MLP. You can listen to Peter read The Starfish Story, By Loren Eiseley, here.

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Morgan Legacy Partners, Inc. (“MLP”).

MLP is the for-profit company that supports other Morgan ventures, all of which are based on the same premise - that financial independence is achievable when built on a foundation of knowledge of basic financial concepts. While these concepts may be basic, they are not commonly understood by many.

The Morgan Franklin Fellowship Foundation (“MFF”), Peter’s philanthropic foundation, emerged from this desire to educate others about the power of money and the path to financial independence. MFF provides cutting edge financial literacy programs that teach how money works in real world situations. [ You can check out the MFF website for a peek at its programs by clicking here: Morgan Franklin Fellowship Foundation. ] At its core, our mission and work at MLP is to support MFF.

The MLP Mission | Our Legacy.

“At Morgan Legacy Partners, we believe in investing in the future. We believe in hard work, forward thinking and philanthropy. The way we invest in the future is by building financial independence through education, growth, diversity and perpetuity. We invest in people, commercial real estate and community development.”

Within this mission lies our legacy, a legacy that, through finding strategic and systematic solutions for underperforming real estate investments in growing markets, leaves individuals more financially secure and our communities stronger.

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III. What we do | How we, at MLP, advance our Legacy.

At its core, MLP is a for profit corporation. Our mission strives to create the opportunity for wealth, admittedly a term defined individually within the context of life experience and expectations, but wealth nonetheless. As we pursue this goal, our strategy is many faceted: creating wealth for MLP, for its employees and contractors and, ultimately, our stakeholders in their quest for financial stability. From this benchmark we are: An Investment Company. MLP invests in real estate projects that support communities and encourage financial success. Through our investments we profit as a company and then extend this opportunity to like-minded individuals. We offer our investors various financial opportunities primarily through passive income investments. Many of these investments focus on value-added or underperforming real estate projects in growing markets.

Our investment strategy is measured and involves an internal vetting process that helps us insure that our decisions are based on financially sound assumptions. Our team of advisors, some who are local to the properties we acquire, greatly contribute to our continued success.

A Community Leader. Regardless of the investment we make or the projects we acquire, our goal is to support communities through upgrading, redeveloping, restoring and expanding undervalued properties in growing markets.

For example, many of our investments are based in mobile home park developments. We firmly believe that home ownership creates pride and stability for the homeowner and their community. Part of our strategy here is that by upgrading and stabilizing these developments, we help give residents a stake in their immediate community. We are proud of this innovative way we support our communities.

An Educator. MLP is the underlying support for MFF, Peter’s philanthropic endeavor.

MLP not only financially supports the Foundation but with every MLP project, we ask the questions - “Will this investment, strategy, or project further our commitment to provide measures of financial stability and independence? What will we learn from this investment that will help fuel our next step?”. The answers help guide our investment policies and decisions, which in turn fuel existing and new MFF programming and its growing reach.

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IV. Our History | Where We Are Now. In 2011, MLP began as a company with a team of workers and many advisors. It has operated with a varied crew; some independent contractors, a few working “in office” at our physical headquarters, and some working in local communities where our properties and projects are based - where “the rubber hits the road” as they say. With this as a business model, MLP has experienced amazing success and growth. Success that has been generously shared from the top down in many creative ways. But MLP leaders knew that a business primarily operating with independent contractors had its limitations.

Remembering Peter’s ultimate goal - to create a legacy that would last for 200 years Peter and his team of advisors began to discuss a reorganization of MLP. One that would advance MLP, securing its future by becoming an employee-based company.

The decision to become employee-based was not easy or quick. It was an evolution beginning with strong opinions, extensive research, much pondering and was chock full of lively discussion. Ultimately, MLP’s legacy pointed directly toward a reorganization of the company, one that would complement and support our undeniable growth and at the same time, more deeply embed our mission into MLP’s culture.

To that end, MLP and its leaders have spent considerable time identifying those characteristics that define our company, how we work, our expectations of each other, and our goals - both individually and as a company. That process, led MLP advisors to subscribe to the Entrepreneurial Operating System (EOS) method of doing business.

EOS is comprised of several components commonly referred to as “traction”. Traction offers several guiding principals which we now follow. Simply put, EOS establishes goals for each employee and Team, reviewed quarterly. The Leadership Team then monitors the overall success of MLP by periodic reviews of where we are collectively in achieving those goals.

The overriding element of EOS is to insure that each individual is accountable.

Accountable for the fulfillment of their goals, accountable to their Team, and accountable to the company. This is who we are and how we operate.

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With this as our base, we are evolving with intention, purposefully creating a companywide culture that is grounded in a theme of accountability, financial independence and community responsibility - encouraged first by our own personal success, then by the success of MLP, and ultimately by our commitment to better our communities. This theme is the bedrock of MLP and has a radius that reaches the several MLP ventures, each of which advance the MLP Legacy in their own way.

MLP Today.

MLP has emerged from this process with a progressive eye, creating a new organizational flow that meets our many business needs, defines our employee structure, captures the benefit of independent contractors, and is deeply rooted in tracking our goals. All built upon the same theme - investing in communities, encouraging pride in ownership and financial independence.

MLP’s change in corporate structure necessitated building company policies from the ground up. We have met this challenge with determination and drive and MLP is thriving. Even now while we are still in the early stages, it is clear that there is a whole new level of company commitment. From the ground up we are slicing and dicing and creating an infrastructure that respects and rewards its “doers” and reinforces our Legacy.

As we begin to craft fresh new employment policies, we have taken our core values and have woven them into MLP’s new infrastructure. The result? A company culture that supports employees with policies that encourage collaboration and inclusiveness, respect, integrity, independence, accountability, financial security, and civic responsibility. We have built a culture that will support the continued evolution of MLP and assure that our Visionary’s Legacy will endure.

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V. OUR CULTURE. Any guide to MLP’s Culture would be incomplete without an initial assertion of our commitment to creating wealth through opportunity. When we talk about our mission to invest in the future by bolstering community and financial independence, we mean empowering people to take advantage of opportunities when they are presented. We bring the opportunity to the game table and offer the skills to the players. Then the opportunity for success is set and it is up to the individual and/or community to take the ball and run.

We expect the same of our employees and our independent contractors. We have established core values that are reflected in our culture, which in turn, is intended to support you in your quest for success at MLP.

Core Values.

We promote accountability, honesty, integrity, respect, collaboration, forward thought and “paying it forward”. We expect to see you succeed at MLP and believe that embracing these values will support your success and ultimately extend beyond your work for us into your own life and community.

The following principles represent our expectations of you, as well as our support for your success, each one reflecting our core values. They apply to all employees and independent contractors.

How We Work and What We Expect: The Great Idea Chase.

Authenticity | Passion | Commitment | Innovation.

We are committed and passionate about our mission and core values and assume that you, in whatever role you may play for us, are too. We believe that hard work and commitment breed success and success brings independence. We want you to be successful. Successful for MLP, successful for our projects and communities, and successful for yourself.

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Sometimes creating success means working outside the box - being innovative in your approach to your work. We encourage this. We know that some of the best ideas arise from drawing outside the lines. Many great MLP plans have evolved from a simple walk on the beach or from serendipitous encounters.

Chasing innovative ideas is fundamental to who we are. We encourage them and we want you to share yours. But ideas alone don't mean much.

It takes ideas, execution and teamwork to make things happen. That is the beauty of the chase.

Great ideas get you to the 50-yard line; outstanding execution gets you into the end zone.

Chase the idea, share it, implement it and watch its impact.

Our founder is fond of expressing an idea and asking one key question: “Do you want to play?”. And then the Great Chase begins.

Share | Thrive.

We believe that success breeds success. It is in MLP’s best interest to help you thrive and be as successful as possible. We will support you. And we are sharers. Any skill, opportunity, or resource we have at hand is ready at a moments notice, just waiting for you to reach out. While we may all be physically separate in our remote locations right now, know that you are not drifting along at sea without a lifeline. We are a team. We have lifelines. Don’t hesitate to reach out for one. We will readily share our resources.

We May be Remote But We are Not Inaccessible.

The trend for most companies over the past several years has been to increase the option to work remotely. The benefits are several: lower overhead cost when there is little brick and mortar to support; employees with child care needs often find this to be an attractive alternative; and generally employees are more satisfied with their job when they can operate from their own Page 12 of 33

space. At the same time, any employer will admit that there is a risk to not having employees on-site. The risk is that they feel disconnected and “separate” from the company, as well as other employees. Not only is this contrary to “How we Work and What we Expect”, it goes without saying that it effects productivity and, yes, the bottom line.

Currently most of our employees work remotely. While this may not always be the case, we are cognizant of the risks remote work presents. We have created a culture with carefully defined policies designed to counter isolation and instead, breed collaboration and engagement regardless of where you work. We are always here to support you and, while remote, are just a Zoom away.

In the event that remote work is not feasible at any point in time for any employee currently working remotely, or in the event that we, as a company, decide to house all (or some) employees at a physical MLP location, details of your workspace will be discussed and defined

by HR, your direct manager and you.

Mentoring.

You CAN teach an old dog new tricks. While newer employees learn invaluable project knowledge and process requirements from MLP vets, seasoned employees can and will get their imaginations sparked, absorb new ideas, and discover new schemes from our new hires. We believe in a reciprocal mentoring relationship. It is back-and-forth, not up-to-down at MLP. Never hesitate to share an idea or ask for advice. This is how fresh ideas are born.

Remember the Goal | Ignore the “Noise”.

We are well aware that it is not only skill and long hours that lead to greatness. It’s also the ability to ignore certain “noise” and push forward. “Noise” comes in many forms. It can be from naysayers, something going wrong, sun in your eyes, ball took a bad bounce, dog ate your homework, someone cut you off on the way to work, and the list is endless. Things that seem serious at first glance often turn out to be simple “noise”. We all experience it but press on in spite of it - we ignore it, zero in on our goals and we don’t give up.

At MLP we are a resilient team and we understand that “noise” is mere distraction. So, as the noise nips at your heels, hear it, acknowledge it, test it to be sure that it isn’t actually a useful contribution then, if it is true “noise”, send it on its way and continue the chase.

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Respect | “Who, What, and They”.

Who is right (or who is wrong) is irrelevant and inconsequential to following what the right decision or best outcome may be. Basing decisions on who is in favor or against something instead of what is best and right, defeats our mission. We value respect. Respect for all ideas.

The what will trump the who at MLP every time. We are all professionals, capable and encouraged to express our what - we will respect you and it.

Even more importantly, there is no “they” at MLP. We are the “they.” One team. United. We have no corporate barriers. There are no boundaries. We encourage open doors, open minds and an open culture rooted in trust. That’s why you’ve been hired, we believe you are in sync with our culture, that you believe in what we do and that you are authentically engaged.

Pursue your goals and vision for our mission with uncompromising passion. We will hear you.

Simplicity is Genius.

Sometimes the “intellects” of the world believe that if it’s too simple, it can’t be good. Nothing could be further from the truth. Simplifying things in this fast-moving, complicated world isn’t just good – it’s GREAT. Simple method. Simple process. Simple communication. At MLP, we start at chapter one, not chapter five. Simplicity doesn’t just clarify; it creates context and substance in the process. That’s why simple is something we strive for in everything we do.

All day. Every day. It’s as simple as that.

Our Work Ethic | Accountability | Recharge. Refresh. Re-engage.

At MLP our jobs are not limited to a finite list of tasks. In order to get things done, we work hard. This may mean working on traditional “off days” or during “off hours”. Or doing things Page 14 of 33

that might not have been “listed in your job description”. Our passion for what we do drives us. Expectations are high, accountability is presumed and the rewards are great. This is our work ethic and we honor it on all fronts.

At the same time, we are clear about discouraging overcommitment and respecting flexibility. We know that overcommitment breeds discontent, disengagement, disappointment and exhaustion. We want satisfied, healthy, well-balanced employees who are passionate about their work. This requires time to recharge, refresh and re-engage. Don’t be too committed to ignore your well-being. We won’t either.

Understand MLP and What We Do | Be a Sponge | Soak it all in.

One of your most important duties during your first weeks with us will be to absorb everything.

That means getting to know our mission, culture and goals; understanding the working and communication styles of your teammates; figuring out where the problem projects lie; and recognizing where you fit into the mix. Your work will be more effective if you understand the broader context of our mission. So, be a sponge, ask questions, read our literature, check out our projects and properties, pick our brains. Soak it all up - we are here to provide all the information you need.

Some Important Mandates: Conflicts of Interest | Confidentiality.

Conflicts of Interest.

We take our appearance and reputation seriously and want to insure that the actions and behavior of all employees and independent contractors representing MLP, do so with integrity.

MLP expects all employees and independent to conduct themselves and company business in a manner that reflects the highest standards of ethical conduct and in accordance with all federal, state, and local laws and regulations. This includes avoiding real and potential conflicts of interests.

Exactly what constitutes a conflict of interest or an unethical business practice is both a moral and a legal question. MLP recognizes and respects every employee’s right to engage in activities outside of employment that are private in nature and do not in any way conflict with or reflect poorly on MLP. Page 15 of 33

It is not possible to define all the circumstances and relationships that might create a conflict of interest. If a situation arises in which there is a potential conflict of interest, the employee should discuss this with their Team manager for advice and guidance on how to proceed. The list below suggests some of the types of activities that may indicate improper behavior, unacceptable personal integrity, or unacceptable ethics but is in no way an exhaustive list: i. Simultaneous employment by another firm that is a competitor of MLP; ii. Engaging in MLP business with a firm in which the employee, or a close relative of the employee, has a substantial ownership or interest, unless the business has received prior approval by MLP; iii. Accepting substantial gifts or excessive entertainment from an outside organization or agency with which MLP does business; iv. Participating in civic or professional organization activities in a manner that divulges confidential company information; v. Misusing privileged information or revealing confidential data to anyone outside MLP or its affiliates; vi. Using your position with MLP or knowledge of its affairs for personal gains; or vii. Engaging in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, securities laws, campaign contribution laws, or other laws regulating the conduct of MLP business.

Confidential Information.

The protection of confidential business information and trade secrets is vital to the interests and success of MLP. Confidential information is any and all information disclosed to or known by you because of your employment with MLP and that is not generally known to people outside the company.

An employee who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action up to and including termination of employment and legal action, even if the employee does not actually benefit from the disclosed information.

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VI. MLP Benefits Package | 2021.

Recognizing that our Culture is the foundation of MLP, we have developed an employee benefits package that reflects our core values and focuses on meeting individual EOS / Traction goals. To succeed you should “Get it”. “Want it” . “And have the Capacity to do it”. Meeting these measures of performance is how we will grow and succeed individually and company-wide.

Status.

Employees.

All employees of MLP are “at-will”. This means that, unless otherwise agreed to in writing, your employment is not bound to specific contractual terms and that either you, or we, can initiate your departure at any time, with or without cause. Notwithstanding this, your status as an employee is subject to your agreement and compliance with all MLP policies and procedures.

Unless otherwise agreed in writing, you will be an “exempt employee”, paid a salary and not subject to overtime pay.

Independent Contractors.

MLP does hire independent contractors to perform services for us for specified periods of time.

If you are an independent contractor you will have executed an Independent Contractor Agreement stating the terms of your engagement with us and your compensation. That Agreement will govern your engagement and should be referred to when there is a question of performance, responsibility or duty by either party.

Unless otherwise set forth in the Agreement, your compensation does not include other MLP employee benefits. However, MLP expects that all independent contractors will agree to and comply with the Culture Guide set forth herein.

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NOTE: This section and the Appendix should be provided only to employees not IC’s.

Employee Benefits.

MLP offers a benefit package that is stipend driven. That means that for most stipends, we set a maximum monthly benefit amount and you can draw up to that amount as you see fit. Benefit stipends are implemented on a reimbursement basis. You can obtain a benefit by submitting a paid receipt for qualifying items.

We know that the definition of health and wellness is different for everyone. So we’ve designed a package that allows you to define how you want to use your benefits, pursuant to your own individual wellness needs.

To qualify for our MLP Benefit package you need to have been consistently employed by MLP without interruption for three (3) months.

1. Work from [Insert your perfect workspace here] | Remote Work Space.

Our goal, regardless of working environment, is to be efficient, effective and engaged. Working remotely is common today and is an option for most of us at MLP. When you join us, we’ll determine whether the option is suitable given your job specs and, if it is, then we’ll collectively assess the technology you will need. a. Create Your Workspace. Our priority is to provide you with technology that will be secure, support the platforms and digital infrastructure of MLP and serve your purposes.

We understand that we all work a little differently. We are used to certain operating systems and may have specific preferences as to the manufacturer of our system. So, we will set aside an initial one-time stipend for you to use to set up your perfect workspace.

2021 Initial One-Time Set-Up Cost:

Up to $1,200 (eg. computer, printer, scanner..)

Supplies per month:

Up to $60.00/month (eg. paper, printer ink, files…)

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b. Access to Necessary Platforms. We truly believe that we work better and more efficiently together. Although we may be working on a Team with people in other States, we know that we work best when we can connect. (i) You can expect weekly “Zoom” calls that will: help us stay in touch and connected, keep us updated on other Team members activities; and track the progress of our individual goals. (ii) We utilize “Slack” as a way to communicate internally throughout the day. (iii) Of course email is always an option to reach out to a Team member.

Remember we work as a team. No member is ever out of reach.

2. How do you get PAID? Payment for your outstanding contribution to MLP is on a bi-weekly basis and can be via check or direct deposit. We encourage direct deposit - it’s “simple”! As with any employer, taxes and other deductions will be made as you direct.

Forms are an evil necessity in the payment game. You will be required to provide valid identification, an I-9, a W-4, and completion of our Employee Information Sheet. Through our payroll service, you will also sign up for “Employer on the Go”, an electronic database containing your payroll information and which you can access at any time.

3. Healthy, Wealthy and Wise . a. Health Wellness.

Employee health and wellness is nothing new to a corporate culture. However, over the past decade employers have found new and creative ways of insuring that their people are healthy. Things like encouraging gym memberships, retreats, car wash coupons (a clean car leads to a germ free driver), yoga and actual nap-time rooms!

The bottom line is that we want our employees to have access to wellness options that keep them (and us) in business. Absence due to illness is a Page 19 of 33

given. Better health care reduces the impact of that on our bottom line by keeping us all healthy (“wealthy and wise”).

Although MLP has certain approved reimbursable benefits (See Exhibit A or click here: “Approved Reimbursable Benefits”), we want you to choose which of those benefits define what “wellness” means to you. At MLP, you will be in charge of your wellness benefit by using your Health and Wellness Stipend (“HWS”) in a way that best suits you.

You will have a Stipend Account from which you will be able to draw approved reimbursements of allowable benefits. You can draw on your HWS up to the maximum benefit amount in your Stipend Account for things like: health insurance premiums, gym memberships, monthly chiropractic adjustments, doctor visits, whether its a primary care visit, specialty visit or doc-ina-box - it’s up to you. b. Financial Wellness.

Given the work we do, it should not be surprising that we want you to be financially sound and independent. So, part of our HWS benefit is geared toward helping you stay [or become] financially sound. (i) Professional Development. Some things we will support are: professional fees, continuing education, job skills related seminars, conferences, programs you might use to enhance your business skills. The cost of these benefits will vary per employee and per job related skill or program. Some of these benefits may be subject to the HWS amount per month, while others may be paid for by MLP because we have asked you to engage in the program/ conference/seminar/etc. So, prior to signing up, see the HR Director to discuss timing, details and reimbursable costs. (ii) Licensing Fees. Depending on your position with MLP you may be required to carry certain licenses in order to do the job you have been hired to do. If so, these fees will be paid by MLP after receiving your receipt for payment of the fee. Because these fees are a job requirement they are not subject to your Stipend Account. (iii) Financial Independence. We want to help you thrive financially. As we have said, this is our way of paying it forward. When you are financially stable you will encourage the same in others, communities will benefit and we will see our mission in action. So, if you need assistance with establishing retirement and/or savings programs to meet your personal goals, please reach out. We at MLP have endless connections and resources designed to help you reach your financial goals. c. Administration of Stipend Account.

The maximum benefit for you and your dependents per month is: $750.00/person.

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The MLP HWS is a reimbursement benefit. It is entirely voluntary. This means that MLP has an “approved” list of health and wellness benefits that are eligible for reimbursement. You can find that list at: Approved Reimburseable Benefits. If a certain wellness benefit is not on the MLP approved list, please reach out to the HR Director for clarification.

If you have eligible benefit receipts, you should submit them to the HR Director once they have been paid by you. The Director will review your receipts and, if approved, will issue a reimbursement in that amount to you. Your total monthly HWS will then be reduced by that amount.

Any amounts within your HWS not used by month or year-end will not carry over to the following year. Your HWS will reset to the maximum allowable benefit commencing 1/1 of the following calendar year.

Eligible HWS benefits may be modified by MLP from time to time. In such event, you will receive notice of any modification thirty (30) days prior to year-end and the modification will apply starting the next calendar year.

4. Reviews, Rewards, Bonuses. “Get it | Want it | Have the Capacity to Do It” Working at MLP is more than a job. It is a calling, a desire to better your community and we have designed our benefit policies to reflect this. We firmly believe that recognition and appreciation of your efforts, both within your job at MLP and in the community, go a long way and that any reward should be in support of who we are as a company.

Our EOS / Traction driven culture dictates that in order to be successful you should: i. Get it - Fully understand your job and what is expected of you; and ii. Want it - Want to be part of the team and contribute to the MLP Legacy and Mission; and iii. Have the Capacity to do it - Hold the appropriate credentials necessary to do your job with MLP, as well as have the amplitude and capability to do the work.

Any reviews or assessments of your work will focus on this 3 prong test.

a. Reviews. i. Initial Trial. You will receive a review and assessment of your work with MLP after your first three (3) months of employment. This is considered your initial trial run. ii. “Traction” - Accountability Review. In addition to your initial review, you will have your own quarterly goals that will be reviewed at “quarterly accountability” meetings.

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These meetings will coincide with MLP’s Leadership Team review of each Team’s overall performance. All of this will provide MLP with a solid picture of our overall success - of which you are an important part!

Remember that at MLP we all work as a team and all have an open door policy. So, we welcome any chance to discuss your performance and encourage you to be proactive in reaching out to your direct manager and the HR Director if you have anything you need to discuss. b. Rewards. It is important to us that all MLP employees feel appreciated and that your value to our mission is recognized and affirmed. So, we may periodically offer several different “perks” to you. Many of the possible “perks” we consider directly support our mission. For example: Access to MFF Programing, Access to our Speaker Series; Access to mentors, coaches; Personal, legal, accounting, business development and/or financial advice; Time off to “give back” (on ground project assist, mentoring, providing legal or financial advice, maybe volunteering for related non-profits like Habitat for Humanity); vi. MLP matching donations made to service organizations you love. i. ii. iii. iv. v.

c. Bonuses. MLP doesn’t have a formal bonus program. Rather we reward our Team members based job performance and satisfactory pursuit and accomplishment of established EOS / Traction goals as they occur. Bonuses, if given, will naturally reflect your contribution to our mission and may be in the form of investment contributions, or other in-kind perks.

5. Vacations, Time-off and Holidays.

Remember our endorsement of “recharge, refresh, re-engage”. We know that we all need time to push the reset button. Or maybe time to just check-out of our every day routine and check-in with ourselves. Sometimes a vacation is enough. But if you need a reset outside of that, we want you to take it.

When considering a “refresh” remember that our Culture is based on accountability and working as a professional. This means reaching goals for yourself and your Team, however and whenever that might be necessary. We trust you to consider this when requesting time off. As long as your work is completed or underway, and your Team is notified of your potential absence, your specific reason is all yours - we won’t ask you why.

We do expect you to check in with the HR Director and your Team manager to confirm timing and detail.

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We follow the following holiday schedule: New Year’s Day Memorial Day July 4th Labor Day Thanksgiving Day Christmas Day Peter’s Birthday!

On these days, our “office” will officially be closed.

6. Sick/Bereavement Leave.

An employee who wishes to take time off due to the death or illness of an immediate family member, should notify his or her Manager or the HR Department as soon as possible. If an employee leaves work early on the day he or she is notified of the death or illness, that day will not count as bereavement leave.

In addition to bereavement leave, an employee may, with his or her supervisor's approval, use any available vacation for additional approved time off as necessary.

Paid bereavement leave will be granted according to the following schedule: Employees are allowed up to five (5) consecutive days off from regularly scheduled duty with regular pay in the event of the death or serious illness of the employee's spouse, domestic partner, child, stepchild, parent, stepparent, father-in-law, mother, mother-in-law, son-in-law, daughter-in-law, brother, sister, stepbrother, stepsister, an adult who stood in loco parentis to the employee during childhood, brother-in-law, sister-in-law, aunt, uncle, grandparent, grandchild or spouse's grandparent.

Serious illness includes the sudden onset of a life threatening illness, the necessity of hospice care and the like. We understand that difficult life circumstances can occur at any time, with or without notice, and we will do our best to accommodate any need you may have to support the health of a loved one.

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VII. SIGNATURE AND ACKNOWLEDGEMENT PAGE Nothing contained in this MLP Culture Guide should be construed to constitute a contract. We will always implement the policies set forth herein fairly and in a non-discriminatory manner, but they are “policies” not “promises”. You will be notified immediately if the MLP Culture Guide is amended or updated. We will provide a hard copy of the Culture Guide upon request, but know that it will always be available to you through this link: (HR Folder in Google Drive link to be inserted).

Please acknowledge that you have read and understand the policies we’ve outlined here by signing below as indicated. If you have ANY questions or concerns - and we mean ANY - please contact the HR Director and we will do our best to explain and address them.

“I have had ample opportunity to read and ask questions regarding the policies in this MLP Culture Guide and the Appendix. My signature below acknowledges that I understand them.”

__________________________________________ Date:_________________________ Employee Name:____________________________ OR Independent Contractor Name:____________________________

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EXHIBIT A APPROVED REIMBURSABLE BENEFITS (Dated as of 5.____.21) The following is a list of approved benefits that are reimbursable upon HR’s receipt of confirmation of payment by you and HR’s subsequent approval. The vast majority of items are subject to your Health and Wellness Stipend (“HWS”). However, some of the items will not be subject to the HWS limit. Those items are so defined below. This list is not intended to be exhaustive and may be modified or amended from time to time.

Health Benefit Items • • • • • • • • • • • • • • • • • • • • • • • • • • • • • •

Acupunture Adoption fees Alternative medications/healers Anesthesia Child birth classes Child Health Fees (if a family is included in your benefit) Co-payments under medical plan Co-insurance payments COVID related items including personal protective equipment, such as masks, hand sanitizer and sanitizing wipes CPR classes Dental work (preventative, restorative and orthodontia) Deductibles under medical plans Dermatology / Acne treatments OC Diabetic Monitors Diagnostic Services Emergency ambulance service Emergency Room Fees Eyeglasses and contact lens Eye surgery / Treatments Fertility Treatments Flu / Covid shots / Vaccinations General Health / Dental / Prescription / Vision / Insurance Premiums Hair removal / Electrolysis Hearing devices Health club fees/dues Health Retreats Hospital services and fees Lab Services Massage OB/GYN Fees Page 25 of 33

• Orthopedic products • Orthotics • Over-the-counter medical products not requiring a script (eg antacids, asthma, sinus and allergy products OTC • Prescription drugs • Prescription co-payments • Psychiatric care / therapy • Vitamins • X-rays Financial Benefit Items • Professional Licensing. Licensing fees that are not required for the performance of your job are reimbursable and subject to your HWS. Licensing fees that are required will be reimbursable and will not be subject to your HWS account.

• Career Development. Career development classes, course, programs, training programs, seminars or conferences will be reimbursable and subject to your HWS; unless MLP has requested or required that you attend same, in which case the reimbursable fees will not be subject to your HWS. • Educational Loan Programs. Educational loan reimbursement fees for education that is related to your job at MLP are reimbursable and subject to your HWS, unless MLP has required your attendance, in which case the reimbursable fees will not be subject to your HWS.

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APPENDIX MLP FEDERAL AND STATE EMPLOYMENT POLICIES* *You can visit the “Employee Hub” folder on our Shared Drive for all workplace posters.

Know that MLP takes its new organizational structure very seriously and that we will support you as one of our own in all ways. Including these: 1. Equal Opportunity Employer.

MLP is an equal opportunity employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and MLP’s business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

2. Fair Labor Standards Act (FLSA).

MLP does not make improper deductions from the salaries of exempt employees and complies with the salary basis requirements of the Fair Labor Standards Act (FLSA). Employees classified as exempt from the overtime pay requirements of the FLSA will be notified of this classification at the time of hire or change in position.

The FLSA limits the types of deductions that may be made from the pay of an exempt employee.

Deductions that are permitted include: •Deductions that are required by law, e.g., income taxes; •Deductions for employee benefits when authorized by the employee; •Absence from work for 1 or more full days for personal reasons other than sickness or disability; •Absence from work for 1 or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy, or practice of providing compensation for salary lost due to illness; •Offset for amounts received as witness or jury fees or for military pay; •Unpaid disciplinary suspensions of 1 or more full days imposed in good faith for workplace conduct rule infractions; and Page 27 of 33

•Any full workweek in which the employee does not perform any work.

Improper deductions. If an employee classified as exempt believes that an improper deduction has been taken from the employee’s pay, the employee should immediately report the deduction to the HR department. The report will be promptly investigated, and if it is found that an improper deduction has been made, the company will reimburse the employee for the improper deduction.

3. Harassment Policy.

MLP is a company that encourages teamwork, cooperation and support of and for our employees. We want your work with us to be comfortable and safe. Comments on a person’s ethnic heritage and religious beliefs If any employee experiences any of the situations referred to in this policy, the incident should be reported to your direct supervisor or to the Human Resources Department as soon as possible.

Sexual harassment Sexual harassment constitutes discrimination and is illegal under federal, state and local laws.

For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and notso-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

Harassment Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or Page 28 of 33

aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by email, phone (including voice messages), text messages, social networking sites or other means.

Individuals and Conduct Covered These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or by someone not directly connected to MLP (e.g., an outside vendor, consultant or customer).

Conduct prohibited by these policies is no tolerated in the workplace and/or in any work-related setting outside the workplace, such as during business trips, business meetings and businessrelated social events.

Reporting an Incident of Harassment, Discrimination or Retaliation.

MLP encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the personnel practices committee, human resources or any ombudsman. See the complaint procedure described below.

In addition, MLP encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. MLP recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

Complaint Procedure.

Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor or the Human Resources Department.

MLP encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

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Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

MLP will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as MLP believes appropriate under the circumstances.

If a party to a complaint does not agree with its resolution, that party may appeal to MLP’s executive staff.

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may also be the subject of appropriate disciplinary action.

4. Worker’s Compensation.

General policy.

It is the policy of MLP to provide a workers’ compensation program at no cost to employees.

This program covers any injury or illness sustained in the course of employment.

Report injuries promptly.

Any employee who sustains a work-related injury or illness should inform MLP’s Human Resources Department or his or her supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. MLP will complete a First Report of Injury and submit it to MLP’s insurer. MLP will help the employee and the employee’s supervisor arrange for appropriate medical treatment. Neither the employer nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreational, social or athletic activity arranged by the employer.

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Return-to-work program.

It is the policy of MLP to support the practice of bringing injured employees back to work, as soon as they are medically able, to a position within MLP compatible with any physical restrictions they may have.

Current positions can be modified to fit an injured employee’s medical restrictions by modifying workstations, altering specific tasks or reducing hours. If this is not possible, temporary transitional jobs may be made available either with the employee’s department or through a temporary assignment with another department.

Zero tolerance for fraud.

Workers’ compensation fraud is a punishable crime. MLP and our insurer have a “zero tolerance” policy for fraud. Offenders will be prosecuted. If you think you see fraud happening, tell a supervisor or manager right away. Your tip will be investigated and kept strictly confidential.

5. Family and Medical Leave of Absence (FMLA).

MLP is required to comply with the Federal Family Medical Leave Act (FMLA) of 1993. We reserve the right to designate FMLA leave as needed to any eligible employee. The FMLA entitles eligible employees to take up to 12-weeks of paid or unpaid, job-protected leave in a 12month period based on the employee’s anniversary hire date for: • The birth or placement of a child for adoption or foster care.

• To care for an immediate family member (spouse, child, or parent) with a serious health condition.

• To take medical leave when the employee is unable to work because of his/her own serious health condition.

Eligible Employees: To be eligible for FMLA, an employee must have worked for MLP for at least one (1) year and have completed 1,250 hours over the 12 months prior to the commencement of the leave. The 12-month period during which an eligible employee may take up to 12-weeks of unpaid leave will be calculated using the eligible employee’s anniversary date of hire.

Procedure: • An eligible employee who wishes to take FMLA must provide his/her supervisor with thirty (30) days advance notice when the leave is foreseeable. At the time of the request, the Page 31 of 33

employee may complete a “Family Medical Leave Information/Request Form”. Once FMLA is requested or designated by MLP, the employee will receive an information packet containing the full policy, forms, rights and duties of the FMLA for both the employee and MLP. • In most cases, the eligible employee must submit medical certification to support a request for leave.

• Employees returning from FMLA within the 12-week period will be restored to their original job, or to an equivalent job with equivalent pay and benefits.

• Employees returning from a medical FMLA may be required to present medical certification of fitness for duty. Failure to provide a medical certificate of fitness for duty may result in a denial of job reinstatement until medical certificate release is provided.

• FMLA may be taken in increments as small as one hour.

• Employees may not earn additional paid time off while on FMLA. Contact HR for the complete policy on the Family and Medical Leave Act and for a full explanation of your rights. FMLA will always begin with paid time off until all available paid time is used. After exhausting paid FMLA leave, non-paid FMLA leave will continue until the conclusion of the protected 12-week time limit. Following the conclusion of protected leave, the employer will decide whether non-FMLA leave should apply.

The medical Certification of Health Care Provider serves as a “doctor note” to certify the reason and expected duration of the extended medical leave in writing. All requests for medical leaves must be accompanied by a doctor’s statement verifying your total disability and your estimated date of return to work. Further, MLP requires written medical verification of your ability to resume work and a list of restrictions that would directly relate to your ability to perform your job.

Service Member FMLA Leave In 2008 and 2009, the FMLA was amended and now entitles eligible employees to take leave for a covered family member’s service in the Armed Forces.

Leave Eligibility and Duration.

Eligible employees may take Service Member leave for either (or both) of the following reasons: • A “qualifying exigency” arising out of a covered family member’s active duty or call to active duty in the Armed Forces Leave Duration: Up to 12 work weeks of leave during any 12-month period; or • To care for a covered family member (“next of kin”) who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of the member’s office, grade, rank or rating.

Leave Duration: Up to 26 work weeks of leave during a single 12-month period. (Leave may not exceed 26 weeks in a single 12-month period when it is combined with other FMLA-qualifying leave).

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Veterans: The 2009 amendments extends military caregiver leave to close family members of veterans who were members of the Armed Forces (including the National Guard or Reserves) at any point in time within five (5) years preceding the date on which the veteran undergoes medical treatment, recuperation, or therapy.

Important.

Service member FMLA runs concurrent with other leave entitlements provided under federal, state and local law.

Other Federal Policies.

American’s With Disabilities Act (ADA).

The ADA applies, by its terms, to employers of 15 or more employees. However, MLP will make every reasonable effort to accommodate you should you need special assistance to perform your job. This is not a guarantee of your position.

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