Springfield Montessori School Employee Handbook

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Springfield Montessori School

Employee Handbook 2025

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Introduction​ ​ ​ ​ ​ ​ ​ ​ 1.1​ Welcome​ ​ ​ ​ ​ ​ ​ 1.2​ Organizational Structure​ ​ ​ ​ ​ 1.3​ Introductory Period​ ​ ​ ​ ​ ​ 1.4​ Employment At-Will​​ ​ ​ ​ ​ 1.5​ Employee Classification​ ​ ​ ​ ​ 1.6​ Equal Opportunity ​ ​ ​ ​ ​ ​ 1.7​ Preventing Harassment, Discrimination, And Retaliation​ 1.8​ Violence in the Work Place​ ​ ​ ​ ​ 1.9 Misconduct & Volatile Behavior 1.10​ Professional Image​ ​ ​ ​ ​ ​ Wage And Hour​​ ​ ​ ​ 2.1​ Salaries​ ​ ​ ​ 2.2​ Time and Place for Payment​ ​ 2.3 Hours​ ​ ​ ​ ​ 2.4​ Monthly Staff Meetings​ ​ 2.5 Pay Deductions​ ​ ​ 2.6 Call-in Procedures​ ​ ​ 2.7 Overtime 2.8 Other Types of Pay​ ​ ​ 2.9​ Rest & Meal Breaks​ ​ ​ 2.10​ Time Keeping​​ ​ ​ 2.11​ Employment Separation​ ​ 2.12​ Access to Personnel Files​ ​ 2.13​ Personnel Data Changes​ ​ 2.14​ Reduction in Force​ ​ ​ Benefits​ ​ ​ ​ ​ 3.1 Health Insurance​ ​ ​ 3.2 Retirement Plan​ ​ ​ 3.3​ Vacation​ ​ ​ ​ 3.4​ Holidays​ ​ ​ ​ 3.5​ Personal Time Off (PTO)​ ​ 3.6​ Legislated Benefits​ ​ ​ 3.7​ Leave of Absence​ ​ ​ 3.8​ Jury Duty/Court Service​ ​ 3.9​ Military Leave​​ ​ ​ 3.10​ Workers' Compensation​ ​ 3.11​ State Disability Insurance​ ​ 3.12​ Unemployment Insurance​ ​ 3.13 Social Security​ ​ ​ 3.14 Bereavement or Funeral Leave​ 3.15 Volunteer Firefighters​​ ​

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School Activities​ ​ Lactation Accommodation

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Standards Of Conduct​ ​ ​ 4.1​ Progressive Discipline​ 4.2​ Substance Abuse​ ​ 4.3​ Confidential Information​ 4.4​ No Solicitation Rule​ ​ 4.5​ Attendance​ ​ ​ 4.6 Outside Employment ​​ 4.7 Personal Business​ ​

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Miscellaneous​ ​ ​ ​ ​ 5.1​ In Service Training​ ​ ​ 5.2 Supervision​ ​ ​ ​ 5.3 Visitors​ ​ ​ ​ 5.4 Prep Time​ ​ ​ ​ 5.5 Child Abuse Reporting Procedures​ 5.6 Job Descriptions​ ​ ​ 5.7 Personnel Differences​​ ​ 5.8​ Employee Rights Statement​ ​ 5.9​ Criminal Record Statement​ ​ 5.10​ Policy Changes​ ​ ​ 5.11 Shoe Policy Security​ ​ ​ ​ ​ 6.1​ Security Code​​ ​ 6.2​ Keys​ ​ ​ ​ 6.3 Company Property 6.4 Social Media 6.5 Mobile Device Usage 6.6 Smoking 6.7 Conflicts of Interest 6.8 Drug-Free Workplace

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Springfield Organization Chart

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1. INTRODUCTION​ ​ 1.1 WELCOME This manual has been prepared to welcome you to Springfield Montessori School, Inc. (the Company) and to help you understand our policies. This handbook describes some of your terms and conditions of employment. We hope our association will be pleasant and mutually beneficial. The primary goal of Springfield Montessori School, Inc. is to serve the children enrolled in our community by offering a nurturing and stimulating environment for children between the ages of two and six. Springfield is based on the principle of teamwork. Our success depends on the cooperation of our staff and their willingness to work together as a team. The Director/Site Supervisor and Board of Directors have provided this handbook for your use as a ready reference and overview of some of our personnel policies, work rules, and benefits. It is designed to acquaint you with Springfield’s policies as quickly as possible. You are expected to read this handbook carefully and to know and understand its contents. Handbook Revisions The Company reserves the right to make changes to this Handbook and to any employment policy, practice, work rule, or benefit, at any time without prior notice, subject to the following: (1) Any written agreement with an employee addressing arbitration and/or confidentiality and other protections related to the Company’s business (such as trade secrets and other intellectual property rights) can only be changed in accordance with the express terms of such an agreement, and (2) employees’ at-will employment can only be changed as stated in the separate Employment At Will Policy contained in this Handbook. Any other change to this Handbook or to any employment policy, practice, work rule, or benefit is effective only if it is in writing, and is signed or authorized by the Director/Site Supervisor/COO. Except as otherwise stated in this Handbook, no one has the authority to make any promise or commitment contrary to what is in this Handbook. Subject to the exceptions set forth above, this Handbook replaces and supersedes all earlier Handbooks (including all versions thereof) as well as any contrary or inconsistent policies, practices, and procedures. Use of Gender-Free and Gender-Specific Pronouns The use of specific gender pronouns, wherever possible, has been avoided. In the limited instances where such avoidance would have led to awkward language, the masculine pronoun has been used. This use should be considered to refer to all employees, regardless of sex, gender, and gender identity/identities.

1.2 ORGANIZATIONAL STRUCTURE The Director/Site Supervisor is responsible for the overall operation of the school. The Director/Site Supervisor directly supervises all teachers and custodial support services. Teachers’ Assistants are supervised by the Teachers but are ultimately responsible to the Director/Site Supervisor. The Director/Site Supervisor is answerable to the Head of Schools / COO.

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1.3 INTRODUCTORY PERIOD The first 60 days of employment are an introductory period intended to give a new regular full-time or part-time employee or a rehired employee the opportunity to demonstrate his/her ability to achieve a satisfactory level of performance and to determine whether the new position meets his/her expectations. Springfield uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or Springfield may end the employment relationship at any time during or after the introductory period, with or without cause or advance notice. Temporary/seasonal employees do not serve an introductory period because they are not regular employees. If Springfield determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee's performance, the introductory period may be extended for a specified period. Upon satisfactory completion of the introductory period, employees enter the "regular" employment classification. It is important to note, however, that successful completion of the introductory period does not guarantee employment for any specific duration nor alter at-will employment in any other way. During the introductory period, new employees are eligible for those benefits that are required by law, such as workers' compensation insurance and Social Security. They may also be eligible for other Springfield provided benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements. 1.4​ EMPLOYMENT AT-WILL As is common in many organizations, employment at Springfield Montessori is employment at-will. Employment at-will may be terminated at the will of either the employer or the employee. Employment may be terminated with or without cause at any time by the employee or by Springfield Montessori. Terms and conditions of employment with Springfield Montessori may be modified at the sole discretion of the Director/Site Supervisor/COO or the Board of Directors with or without cause and with or without notice. Other than Director/Site Supervisor/COO or the Board of Directors of Springfield Montessori School, Inc., no one has the authority to make any agreement for employment other than for employment at-will or to make any agreement limiting Springfield Montessori School, Inc.'s discretion to modify terms and conditions of employment. Only the Director/SiteSupervisor/COO have the authority to make any such agreement and then only in writing. No implied contract concerning any employment-related decision or term or condition of employment can be established by any other statement, conduct, policy or practice.

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1.5​ EMPLOYEE CLASSIFICATION Regular Full-time Employee: Full-time employees are defined as those employees who from their last date of hire have completed the probationary period specified herein and who are regularly scheduled to work a minimum of Thirty Five (35.0) hours per week. Regular Part-time Employee: Part-time employees are defined as those employees who from their last date of hire have completed the probationary period specified herein and who are regularly scheduled to work less than Thirty Five (35.0) hours per week. A Temporary employee is someone who has been hired for a specific project or task. He/she is not eligible for any benefits listed in this handbook. An on-call employee is one who is hired on a day-to-day basis as a substitute or to fill in for vacations, illnesses or when a regular employee is on a leave of absence. On-call employees are not eligible for any benefits listed in this handbook. An employee is classified as either exempt or non-exempt based on your job functions. Non-Exempt Employees - all clerical, aide and teacher positions are considered non-exempt and employees thus classified receive premium pay for overtime as determined by State and Federal laws. Exempt Employees: Certain executive (i.e. Supervisors, Director/Site Supervisors), administrative, and professional classifications are exempt from any overtime premium pay. 1.6 EQUAL EMPLOYMENT OPPORTUNITY, DIVERSITY, AND INCLUSION The Company is committed to a policy of equal employment opportunity, including diversity and inclusiveness. There are certain core principles that are foundational to this policy. First, the Company prohibits unlawful discrimination based on any characteristic protected by law. Protected characteristics are race (including hair texture, protective hairstyles, and other traits historically associated with race), color, religion and religious creed (including religious dress and religious grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, and related medical conditions), gender, gender identity (including transgender identity), gender expression (including transgender expression or because an individual has transitioned or is (or is perceived to be) transitioning to live as the gender with which they identify, sex stereotyping, national origin, ancestry, citizenship, age (40 years and over), mental disability and physical disability (including HIV and AIDS) legally protected medical condition or information (including genetic information) protected medical leaves (requesting or approved for leave under the Family and Medical Leave Act or the California Family Rights Act, if applicable), military or veteran status, service, or obligation, reserve status, national guard status, marital status, domestic partner status, sexual orientation , known status as a victim of domestic violence, sexual assault, stalking, or of certain violent crimes, or whose covered family member is a homicide victim, enrollment in a public assistance program, engaging in protected communications regarding employee wages or otherwise exercising rights protected under the National Labor Relations Act or California Fair Pay Act, requesting a reasonable accommodation on a protected basis such as a disability or sincerely-held religious belief, practice, or observance, or any other characteristic protected by local, state, or federal laws. Further, because unlawful harassment is one form of unlawful discrimination, the Company prohibits sexual harassment and all other unlawful harassment based on any protected status. Likewise, the

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Company prohibits retaliation against a person because such person has reported or assisted in reporting suspected violations of this policy; cooperated in investigations or proceedings arising from a violation of this policy; or engaged in other activities protected under this policy. For more information about the types of conduct that constitute impermissible harassment and the Company’s internal procedures for addressing complaints of discrimination, harassment, and retaliation, please refer to the Company’s separate “Preventing Harassment, Discrimination, and Retaliation” in this Handbook. Second, to foster full equal employment opportunities, certain individuals may require accommodations. To that end, the Company will provide employees and applicants accommodations in accordance with all applicable laws. (See separate “Reasonable Accommodation Policy” and separate “Lactation Accommodation Policy.”). Third, the Company is committed to a work culture grounded in respect and appreciation for the rich diversity of each of us, manifested uniquely in our individual lives in terms of religious beliefs, culture, work experiences, sex, ancestry, life experiences, race, gender identity, knowledge, disability—and countless other qualities, experiences, and characteristics. By committing to excellence and collaborating as part of a unified team, our combined rich diversity enables us to achieve two goals. First, in our connection as colleagues through our work, we can deliver the highest quality service possible for our customers. Second, we can elevate our understanding and appreciation of one another as individuals. Consistent with this commitment, every employee is responsible for conducting themselves professionally and treating others with dignity and respect during work and all Company-sponsored and participative events. This Equal Employment Opportunity, Diversity, and Inclusion Policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, benefits, transfer, disciplinary action, and social and recreational programs. It is the responsibility of every manager and employee to conscientiously follow this policy. Any questions regarding this policy should be raised with the Director/Site Supervisor/COO.

1.7 PREVENTING HARASSMENT, DISCRIMINATION, AND RETALIATION I.​

Purpose and Statement of Policy

The Company is committed to providing a professional workplace in which individuals are treated with respect and in a manner consistent with the Company’s high expectations of ethical conduct. This necessarily means that the Company prohibits unlawful harassment, discrimination, and retaliation in accordance with applicable federal laws, the California Fair Employment and Housing Act, and applicable local ordinances and laws. This policy prohibits unlawful harassment based on sex (which includes harassment based on sex, pregnancy, perceived pregnancy, childbirth, breastfeeding, and related medical conditions), as well as unlawful harassment, discrimination, and retaliation in employment based on race (including hair texture, protective hairstyles, and other traits historically associated with race), color, religion and religious creed (including religious dress and religious grooming practices), national origin, ancestry, citizenship, age (40 years and older), mental disability, physical disability (including HIV and AIDS), legally-protected medical condition or information (including genetic information), military or veteran status, service, or obligation, reserve status, national guard status, marital status, domestic partner status, gender, gender identity (including transgender identity), gender expression (including transgender expression), sex stereotyping, or sexual orientation.

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The Company strongly disapproves of and will not tolerate harassment, discrimination, or retaliation against applicants, employees, unpaid interns, or volunteers by managers, supervisors, co-workers or third parties with whom employees come into contact, consistent with applicable law. Similarly, the Company will not tolerate harassment, discrimination, or retaliation by its employees directed toward non-employees with whom the Company employees have a business, service, or professional relationship (such as independent contractors, vendors, clients, volunteers, or interns). Further, the Company is dedicated to ensuring that this policy applies to all terms, conditions, and privileges of employment, including recruitment, hiring, placement, learning, development, training, promotion, transfer, compensation, benefits, and layoff and termination decisions. The Company also prohibits any form of discrimination based on an employee’s known status as a victim of domestic violence, sexual assault, stalking, or of certain violent crimes, or whose covered family is deceased due to a crime; enrollment in a public assistance program; engaging in protected communications regarding employee wages or otherwise exercising rights protected under the National Labor Relations Act or California Fair Pay Act: requesting a reasonable accommodation on a protected basis such as disability or sincerely-held religious belief, practice, or observance; or any other characteristic protected by federal, state, or local laws. This policy reflects the Company’s commitment to ensuring equal employment opportunity for everyone in its talented and diverse workforce. This commitment includes ensuring a professional and safe work environment for transgender and gender non-conforming persons. The Company believes that better understanding equips all of us with the information needed to achieve such a workplace, and for that reason, provides some basic terminology below related to transgender and non-conforming persons. The definitions provided here are not intended to label such persons, but rather to assist in understanding this policy and the legal obligations of employers. An individual identifying as such may or may not use these terms to describe themselves. Following are terms that may refer to such persons: ●​ Gender identity: One’s innermost concept of self as male, female, a blend of both or neither—how individuals perceive themselves and what they call themselves. One’s gender identity can be the same or different from their sex assigned at birth. Everyone has a gender identity. ●​ Gender expression: The external appearance of one’s gender identity, usually expressed through behavior, clothing, haircut or voice, and which may or may not conform to socially defined behaviors and characteristics typically associated with being either masculine or feminine. ●​ Transgender: An umbrella term for people whose gender identity and/or expression is different from cultural expectations based on the sex they were assigned at birth. Being transgender does not imply any specific sexual orientation. This means that transgender people may identify as straight, gay, lesbian, bisexual, etc. o​ A person whose sex assigned at birth was female but who identifies as male is a transgender man o​ A person whose sex assigned at birth was male but who identifies as female is a transgender woman ●​ Gender non-conforming: A broad term referring to people who do not behave in a way that conforms to the traditional expectations of their gender, or whose gender expression does not fit neatly into a category. ●​ LGBTQ: An acronym for “lesbian, gay, bisexual, transgender and queer.” ●​ Queer: A term that people often use to express fluid identities and orientations, and that is used interchangeably with “LGBTQ.”

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II.​

Harassment Defined

Harassment is generally defined as verbal, physical, or visual conduct that creates an intimidating, offensive, or hostile working environment, or that interferes with an employee’s work performance, and that is based on a protected status. As this definition shows, harassing conduct can take many forms and may include, but is not limited to, the following (when based upon an employee’s protected status as noted above): slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement or otherwise physically interfering with normal work, pictures, drawings, or cartoons, violating someone’s “personal space,” foul or obscene language, leering, stalking, staring, noises, unwanted or offensive letters or poems, offensive emails, texts, gifs, memes, or voicemail messages. Sexually harassing conduct in particular may include all of these prohibited actions, as well as other unwelcome conduct, such as requests for sexual favors, conversation containing sexual comments, and other unwelcome sexual advances. Such conduct constitutes harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the harassment interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment. For example, sexual harassment can be: ●​ Verbal: sexual innuendoes, sexually suggestive or degrading comments, text messages, gifs, memes, sexual jokes or slurs, graphic commentaries about a person’s body, or repeated sexual advances or invitations. ●​ Nonverbal: displaying sexually suggestive objects, pictures, cartoons, magazines, calendars or posters, or making suggestive or insulting sounds, leering, whistling, or obscene gestures. ●​ Physical: offensive touching, brushing against a person’s body, unwanted hugging or kissing, or impeding or blocking a person’s normal movement. Sexually harassing conduct may arise if a reasonable person subjected to the conduct would find that the harassment so altered working conditions as to make it more difficult to do that person’s job. Sexually harassing conduct can occur regardless of the sex, sexual orientation, or gender identity of the harasser or of the person being harassed. Sexually harassing conduct need not be motivated by sexual desire to be violative of this policy. III.​

Reporting And Investigating Harassing, Discriminatory, and Retaliatory Conduct

All employees, independent contractors, interns, and volunteers of the Company must promptly report any incidents of harassment, discrimination, and retaliation so that the Company can take appropriate action. A.​ Complaint Reporting Process It is the responsibility of all of us to contribute to a work environment that is free of unlawful bias, discrimination, harassment, and retaliation. Failure to bring forth a complaint prevents the Company from having the opportunity to correct the situation. Any incidents of discrimination, harassment, or retaliation, including work-related harassment by any Company personnel or any other person, or any conduct believed to violate this policy, must be reported immediately to the Director/Site Supervisor/COO, who is responsible for investigating harassment complaints. An individual is not required to bring a complaint to the Director/Site Supervisor/Site/COO if

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the individual is uncomfortable doing so for any reason. In that case, complaints should be reported to the Chairperson of the Board of Directors.. Managers and supervisors have a special responsibility under this policy. All levels of management and all supervisors are responsible for compliance with this Policy Against Harassment, Discrimination, and Retaliation AND for ensuring that everyone in their department is aware of, understands and adheres to this policy. Supervisors and managers who receive complaints or who observe or learn of discriminatory, harassing, or retaliatory conduct must immediately inform the Director/Site Supervisor/COO or other appropriate company official so that the Company can try to resolve the claim internally, including by initiating an investigation into the complaint. B.​ Investigation Individuals making such complaints must report the facts as accurately and as completely as possible. Every reported complaint of harassment, discrimination, and retaliation is taken seriously by the Company. Every reported complaint, including allegations of misconduct, will be investigated thoroughly and promptly by impartial and qualified personnel. Typically, the investigation will include the following steps: an interview of the employee who lodged the complaint to obtain complete details regarding the alleged harassment, discrimination, or retaliation; interviews of anyone who is alleged to have engaged in such conduct to respond to the claims; and interview of any employees who may have witnessed, or who may have knowledge of, the alleged conduct. The Director/Site Supervisor/COO, or other company official responsible for the investigation, will notify the employee who lodged the complaint of progress during the investigation, including documentation where applicable and tracking for reasonable progress, and timely notification of the results of the investigation. The investigation will be handled in as confidential a manner as possible consistent with a fair, timely, and thorough investigation (e.g., parties will receive appropriate due process, the Company will reach reasonable conclusions based on the evidence collected, etc.), but the Company is not able to provide complete confidentiality. Employees (or other complainants) making complaints are expected to cooperate fully with the person or persons designated to investigate the complaint. In addition to notifying the Company about harassment, discrimination, or retaliation complaints, affected employees may also direct their complaints to the California Department of Fair Employment and Housing (“DFEH”), which has the authority to conduct investigations of the facts. The deadline for filing complaints with the DFEH is one year from the date of the alleged unlawful conduct. If the DFEH believes that a complaint is valid and settlement efforts fail, the DFEH may file a lawsuit in court. The courts have the authority to award monetary and non-monetary relief in meritorious cases. Employees can contact the nearest DFEH office at the locations listed in the Company’s DFEH poster or by checking the DFEH’s website at dfeh.ca.gov or the state government listings in the local telephone directory. IV. Corrective Action The Company prohibits conduct severe enough to be unlawful. Yet even more, the Company’s workplace conduct standards also prohibit conduct and comments which are not severe enough to violate state or local or federal law—but which are still inappropriate in the workplace. For example, the Company prohibits abusive conduct in the workplace—whether or not it is based on a protected category.

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As a result, the Company will take prompt, appropriate, and effective corrective action (e.g., remedial measures) any time it is established that discrimination, harassment, or retaliation in violation of this policy has occurred—whether or not such violation also qualifies as a violation of the law. Corrective action may include, for example: training, referral to counseling, or disciplinary action ranging from a verbal or written warning to termination of employment, depending on the circumstances. With regard to acts of harassment or discrimination by customers or vendors, corrective action will be taken after consultation with the appropriate management personnel. V. Retaliation is Prohibited The Company will not tolerate retaliation against an individual for good faith reports of harassment, discrimination, or retaliation; assisting another in making a report; cooperating/participating in an investigation; filing an administrative complaint with a government agency; or engaging in other protected activity. Such retaliation is a separate violation of the law and of Company policy, and is subject to disciplinary action up to employment termination. Individuals who believe they have experienced or been threatened with such retaliation, and any manager or supervisor who learns of possible retaliation, must immediately report it using the same Complaint Reporting Process above. VI. Anti-Harassment Training In keeping with the Company’s commitment to a professional work environment free of unacceptable harassment (whether unlawful or not), the Company requires that every employee participate in interactive, educational harassment and abusive conduct prevention training within six months of hire and every two years thereafter, consistent with California law. The training covers topics including how to prevent abusive workplace conduct, and harassment based on sex, sexual orientation, gender identity and gender expression. At minimum, supervisors and managers participate in a 2-hour training and all other employees in a 1-hour training. Supervisors who are new to the role, either as a newly hired employee or because they were promoted into or otherwise assumed a supervisor role, participate in such training within six months of assuming the position, and then once every two years thereafter. Temporary workers engaged directly by the Company (not through third-party providers) for less than 6 months participate in a 1-hour training within 30 days of hire or 100 work hours, whichever occurs first in time. Employees can also view online sexual harassment training created by the DFEH at the following website: https://calcivilrights.ca.gov/shpt/. Failure to participate in such mandatory training violates Company policy, may impact an employee’s performance evaluation, and is subject to discipline. 1.8 VIOLENCE IN THE WORKPLACE I. Statement of Policy The Company recognizes that workplace violence is a concern among employers and employees across the country. The Company is committed to providing a safe, violence-free workplace. Accordingly, the Company strictly prohibits employees, consultants, customers, visitors, or anyone else either on Company premises or engaging in a Company-related activity from behaving in a violent or threatening manner. To

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this end, the Company seeks to prevent workplace violence before it begins and reserves the right to address certain behaviors, even in the absence of violent behavior. The Company believes that prevention of workplace violence begins with recognition and awareness of potential early warning signs and has established procedures within the workplace for responding to any situation that presents the possibility of violence. This policy applies to all employees of the Company, with the exception of security personnel as addressed in section II(5), below. II.

Workplace Violence Defined

Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the worksite—ranging from threats and verbal abuse to physical assaults and even homicide—that can affect and involve employees, clients, customers and visitors. For example, workplace violence includes, but is not limited to, the following: ●​ Threats of any kind, whether verbal, written, electronic, or in any other form; ●​ Threatening, physically aggressive, or violent behavior, such as intimidation of or attempts to instill fear in others, and sexual assault; ●​ Other behavior that suggests a propensity towards violence, which can include belligerent speech, excessive arguing or swearing, sabotage or threats of sabotage of Company property, or a demonstrated pattern of refusal to follow Company policies and procedures; ●​ Defacing Company property or causing physical damage to the facilities; or ●​ With the exception of security personnel, bringing weapons or firearms of any kind on Company premises, onto or in Company parking lots, or while conducting Company business. III.

Reporting and Resources

Any employees who observe or become aware of any of the above-listed actions or behavior by an employee, customer, consultant, visitor, or anyone else immediately should notify the Director/Site Supervisor/COO. Further, employees should notify the Director/Site Supervisor/COO if any restraining order is in effect, or if a potentially violent non-work related situation exists that could result in violence in the workplace, or if the employee would like to request an accommodation or leave in connection with any act of domestic violence, sexual assault, stalking, or serious crimes involving physical injury, or if an employee’s covered family member is a homicide victim. More information is available in the separate “Leaves of Absence” policy and “Reasonable Accommodation” policy. No adverse employment action will be taken against an employee because the employee notifies the Company of a potentially violent non-work situation involving the employee or the employee’s immediate family member(s), nor will the Company take adverse action against any employee who requests an accommodation or leave related to an experience of crime or abuse. IV.

Investigation

The Company takes all reports of workplace violence seriously and will promptly and thoroughly investigate any and all reports. In appropriate circumstances, the Company will inform the reporting individual of the results of the investigation. The Company will comply with applicable laws requiring confidentiality of certain information related to such investigations. Otherwise, to the extent possible, the Company will maintain the confidentiality of the reporting employee and of the investigation, subject to

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the Company’s need to disclose results in appropriate circumstances, e.g., in order to protect an individual’s personal safety. The Company prohibits retaliation against any employee who reports actual or suspected workplace violence V.

Corrective Action and Discipline

If the Company determines that workplace violence in violation of this policy has occurred, the Company will take all necessary and appropriate corrective action under the circumstances, including but not limited to removal of the offender from work premises, relocation or reassignment, and notification to or involvement with law enforcement agencies, including assistance with ensuing arrests and prosecutions. The Company will also impose discipline on offending employees. The appropriate discipline will depend on the particular facts but may include written or oral warnings, probation, reassignment of responsibilities, suspension, or termination. If the violent behavior is that of a non-employee, the Company will take appropriate corrective action in an attempt to ensure that such behavior is not repeated. Under certain circumstances, the Company may forego disciplinary action on the condition that the employee takes a medical leave of absence. In addition, the Company may request that the employee participate in counseling, either voluntarily or as a condition of continued employment. 1.9 MISCONDUCT & VOLATILE BEHAVIOR I. Statement of Policy The Company aims to maintain a safe, respectful, and productive work environment by addressing incidents of misconduct, including but not limited to yelling at or threatening other staff members. The Company is committed to providing a safe workplace. Accordingly, the Company strictly prohibits employees, consultants, customers, visitors, or anyone else either on Company premises or engaging in a Company-related activity from behaving in a volatile or threatening manner. To this end, the Company seeks to prevent workplace volatility and behavior misconduct before it begins and reserves the right to address certain behaviors, even in the absence of violent behavior. The Company believes that prevention of workplace misconduct and volatile behavior begins with recognition and awareness of potential early warning signs and has established procedures within the workplace for responding to any situation that presents the possibility of misconduct or volatility. This policy applies to all employees of the Company. II. Misconduct Defined Misconduct includes, but is not limited to: ●​ Abusive, threatening, or coercive treatment of another employee. ●​ Yelling, shouting, or displaying volatility towards colleagues. ●​ Any behavior that disrupts workplace harmony or endangers the safety or well-being of staff. III. Reporting and Initial Response Any employee who observe or become aware of any of the above-listed actions or behavior by an employee, customer, consultant, visitor, or anyone else immediately should notify the Director/Site Supervisor/COO.

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No adverse employment action will be taken against an employee because the employee notifies the Company of potentially volatile, threatening or coercive behavior involving the employee or witnessed by the employee, nor will the Company take adverse action against any employee who requests an accommodation or leave related to an experience of misconduct. ●​ The Director/Site Supervisor will promptly and confidentially record all reports of behavior misconduct in writing. ●​ The Director/Site Supervisor will sign and date all reports. ●​ The Director/Site Supervisor will ensure employees understand no action will be taken against them because of such notification and procure their signature on all report documents. ●​ The Director/Site Supervisor will notify the COO of all reports of misconduct. IV. Investigation The Company takes all reports of workplace behavioral misconduct seriously and will promptly and thoroughly investigate any and all reports. In appropriate circumstances, the Company will inform the reporting individual of the results of the investigation. The Company will comply with applicable laws requiring confidentiality of certain information related to such investigations. Otherwise, to the extent possible, the Company will maintain the confidentiality of the reporting employee and of the investigation, subject to the Company’s need to disclose results in appropriate circumstances, e.g., in order to protect an individual’s personal safety. The Company prohibits retaliation against any employee who reports actual or suspected workplace behavioral misconduct. ●​ The employer will conduct a fair and thorough investigation, including interviews with all relevant parties and witnesses. ●​ The employee accused of misconduct will be informed of the allegations in writing and given an opportunity to respond. V. Corrective Action and Discipline Depending on the severity and frequency of the misconduct, the following progressive disciplinary actions may be taken. ●​ Verbal Warning -The employee is informed verbally of the inappropriate behavior and reminded of expected conduct. ●​ Written Warning - A formal written notice is issued, outlining the misconduct and required improvements. ●​ Final Written Warning or Suspension - For repeated or severe misconduct, a final written warning may be issued. In cases of serious outbursts or threats, the employee may be suspended pending further investigation. ●​ Termination (Discharge) - If misconduct persists after prior warnings, or if the behavior constitutes gross misconduct (e.g., physical threats or violence), employment may be terminated. Note: In cases of gross misconduct, the employer reserves the right to move directly to suspension or termination, bypassing earlier steps. ●​ Decision and Communication - After the investigation and disciplinary meeting, the employer will decide on appropriate action based on evidence, the employee’s record, and the severity of the incident.

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●​ The decision and any sanctions will be communicated to the employee in writing, including the reasons for the action. VI. Legal Compliance ●​ All disciplinary actions will be conducted in accordance with applicable federal, state, and local laws to ensure fairness and avoid wrongful termination claims. ●​ Disciplinary action will not be taken for protected activities (e.g., reporting discrimination, whistleblowing, or participating in investigations). This procedure ensures that all employees are treated fairly, that misconduct is addressed promptly, and that the company is protected against legal risks associated with improper termination. 1.10​ PROFESSIONAL IMAGE You represent Springfield Montessori School, Inc. The community's impression of you will often be their impression of the entire organization. In your relations with others whether they are co-workers, vendors or parents you are asked to be courteous, tactful, and fair. You are expected to give loyal and efficient service as well as properly accomplish your assigned work. Remember your image, both on and off the job, is a direct reflection of Springfield Montessori School, Inc.. You are expected to be neat, clean, well groomed and professionally dressed while you are at work. Occasionally visitors, parents and prospective parents may tour the facility. The following guidelines on dress code will help: ●​ Cosmetics, cologne, jewelry and accessories are suitable if used in moderation. ●​ Tight pants or sweaters, see-through clothing, midriff tops, halter tops, thongs, lounge wear, clothing with decals and shorts (other than walking shorts), ill-fitting, torn or unkempt jeans are not to be worn. ●​ Shoes and/or socks are to be worn at all times. Refrain from being barefoot in the classroom. ●​ No long earrings are to be worn. Jewelry worn should be subdued.

2. WAGE AND HOUR 2.1​ SALARIES Salaries are to be set for each employee according to an agreement between the employee and the Director/Site Supervisor/COO. Initial salaries will be based on abilities, training, length of service, education, experience, and job responsibilities. Salary increases, if any, will be based on Springfield's ability to pay and the individual's performance including attendance, complaints from parents, ability to work with co-workers, etc. 2.2​ TIME AND PLACE FOR PAYMENT OF WAGES A. Regular Pay Days Employees are paid on the fifth day and the twentieth day of each month or the working day which falls closest to those two dates. Employees must complete their time cards in a timely manner to ensure that

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they are paid for all hours worked. If a pay day falls on a holiday, employees will receive pay on the preceding workday. For employees who are not on direct deposit, checks are distributed by the employee’s immediate supervisor at the employee’s work area on the date assigned for payment. If the employee is absent from their work area when the paycheck is distributed, the employee may claim the paycheck from the Director/Site Supervisor upon returning to work. B. Payment on Resignation, Termination, or Completion of Assignment or Term If an employee resigns, their paycheck will be available on the final day of work, provided the employee has given at least 72 hours prior notice. If an employee resigns without giving 72 hours notice, their paycheck will be made available at the office at which the employee was performing services within 72 hours after the employee gives notice of the resignation, unless the employee requests in writing that their final paycheck be mailed, in which case the Company will mail the final paycheck within three days after the employee gives notice. Employees who are terminated involuntarily will be paid on the day of the discharge. If an employee is hired for a specific assignment or otherwise has a defined term of employment, their paycheck will be available upon the completion of the assignment or employment term. In all cases, employees’ final paychecks will include payment for all wages owed and any unused vacation time. 2.3 HOURS The workweek consists of seven (7) consecutive days, starting with the same calendar day each week. Our workweek is Sunday through Saturday. Teachers shall work from four to eight hours per day depending on individual terms of employment. Teachers are expected to attend all staff meetings. Head Teachers, Co-teachers, Assistants, and Administrators are to be available for preparation of meetings, teacher workdays, Back to School Night, Open House, conferences, and other special events. All employees may be called upon in emergency situations. The Director/Site Supervisor shall be on call at all times in accordance with the responsibilities of the position. It is understood that your scheduled hours are to be flexible depending on the needs of Springfield. There may be times when you will be needed less hours and times when you will be needed for longer hours. The Director/Site Supervisor of Springfield will convey any changes to your regular schedule to you. Due to vacations, emergencies, illness or injury, involving other staff, you may be asked to work over eight hours in the day. Springfield will try to give you as much notice as possible in order to minimize any inconvenience. Employees will be paid for all time spent in the service of Springfield. Pay for time worked will be computed from the time an employee logs in for work until the employee is effectively released from duty and logs out. A.​ Additional Hours – School Events Policies ●​ A teacher will be compensated for attending an after school function such as “Back to School Night & Open House”.

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●​ The amount of compensation will be the schedule length of the function times the hourly rate of the teacher, or the amount of time the teacher spends at the event times the hourly rate of the teacher, whichever is less. ●​ No compensation will be given in addition to the length of the function. ●​ All preparation for the function should be done during the teacher’s regularly scheduled prep time. Procedure ●​ If a teacher is required to work extra hours, then the teacher must fill out an Additional Hours Worked Form. ●​ The Director/Site Supervisor will have the teacher sign the Additional Hours Worked Form. ●​ The Director/Site Supervisor will send a copy of this form to the Business Office and put the original in the teacher’s file. ●​ At the end of the pay period the accountant will add the additional compensation as bonus in the employee’s paycheck. B. Medical Compensation – Summer Months ●​ Staff that is scheduled to work the months of July and August will be compensated for their medical as they were during the academic school year. ●​ In order to qualify for this medical compensation, the employee must work the entire month or months. ●​ During this period no partial medical will be paid for a partial month worked. 2.4​ MONTHLY STAFF MEETINGS Mandatory staff meetings will be held each month starting at 3:10 p.m.. The day of the meeting will be established after consideration of the staff’s prior commitments. Teachers and Administrators are expected to attend all staff meetings. Head Teachers, co-teachers, Assistants and Administrators are to be available for preparation of meetings, teacher workdays, Back to School Night, Open House, conferences, and other special events. All employees may be called upon in emergency situations. The Director/Site Supervisor shall be on call at all times in accordance with the responsibilities of the position. All staff will be compensated according to state and federal laws for all mandatory meetings. 2.5 PAY DEDUCTIONS State and federal laws require certain deductions from an employee's paycheck. These include: 1. Federal Income Taxes (FIT) 2. State Income Taxes (SIT)

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The amounts withheld for federal and state income tax are based on earnings and the number of dependents claimed on the tax withholding form (W4). If there are any changes in an employee's dependents, he/she must report these promptly by completing a new W4 form. These may be obtained from the office 3. Social Security Taxes (FICA and Medicare) 4. State Disability Insurance 5. Garnishments Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in the following programs. 6. Health Insurance Premium Contributions 7. Dependent Care Contributions 8. 401(k) deductions If you have questions concerning why deductions were made from your paycheck or how they were calculated, the Director/Site Supervisor can assist in having your questions answered. 2.6 CALL IN PROCEDURES If you are unable to report to work due to illness, personal reasons, etc., you are required to call in and speak to the Director/Site Supervisor as soon as possible - but no later than one-half hour after your scheduled start time on your first day of absence. If the Director/Site Supervisor is unavailable, call and speak with the Head Teacher. 2.7​ OVERTIME PAY A. Overtime Definition and Rates of Pay All nonexempt employees who work more than eight (8) hours in one workday or more than forty (40) hours in one workweek will receive overtime pay computed as follows: ●​ Overtime at the rate of 1½ times the employee’s regular rate of pay for all hours worked in excess of forty (40) in any one workweek. ●​ Overtime at the rate of 1½ times the employee’s regular rate of pay for the hours worked in excess of eight (8) hours in any one workday up to twelve (12) hours, and for the first eight (8) hours worked on the seventh day of work in any one workweek. ●​ Overtime at the rate of double the employee’s regular rate of pay for all hours worked in excess of twelve (12) in one workday, and for all hours worked in excess of eight (8) on the seventh day of work in one workweek. Overtime will be computed on actual minutes worked, adjusted to the nearest 15-minute increment.

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Only those hours that are actually worked are counted to determine an employee’s overtime pay. Compensated holidays, for example, are not hours worked and therefore are not counted in making overtime calculations unless the employee actually worked on the holiday. B. Workweek and Workday For purposes of calculating overtime and unless otherwise provided, each workweek runs from Sunday at 12:00 a.m. through the following Saturday, each workday begins at 12:00 a.m. and ends 24 consecutive hours later. C. Pre-Authorization Nonexempt employees may not work overtime without the express prior approval of their supervisor, absent an emergency. At the same time, even if they do not secure such prior approval, nonexempt employees must accurately record all overtime that they work in accordance with the Company’s timekeeping procedures, and the Company will pay for such overtime worked in accordance with applicable laws. 2.8 OTHER TYPES OF PAY A. Reporting Time Pay Nonexempt employees who report for work at the Company’s request, but are furnished less than half of their usual or scheduled day’s work, will be paid for half the usual or scheduled day’s work, but not less than two hours’ pay nor more than four hours’ pay at their regular rate of pay, without regard to the number of hours they actually worked, unless the reasons for the lack of work are beyond the Company’s control. Reporting time pay will not be paid to an employee on paid standby status who is called to perform assigned work at a time other than the employee’s scheduled reporting time. Reporting time hours are not counted as “hours worked” for overtime purposes beyond the time in which work actually is performed. For example, if an employee who is scheduled to work an eight-hour shift is sent home after three hours, the employee will receive four hours’ pay for that day, but the fourth hour of reporting time pay will not be treated as time worked for overtime purposes. B. Callback Pay A nonexempt employee who is called back for a second work period in a workday and is given less than two hours’ work will be paid a minimum of two hours’ pay at the employee’s regular rate of pay for the second work period, without regard to the number of hours actually worked, unless the reasons for any failure to furnish two hours of work are beyond the Company’s control. Callback time is not counted as “hours worked” for overtime purposes beyond the time in which work actually is performed. C. Split-Shift Premium Nonexempt employees who work a Company-established split shift will receive one additional hour’s pay at the minimum wage for that workday subject to a credit or offset to the extent their total wages for the day exceed the applicable minimum wage. The additional hour of compensation for the split shift is not counted as “hours worked” for purposes of calculating overtime compensation]. D. Holiday Pay

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Eligible employees are paid their regular straight-time wages for Company-paid holidays as set forth under the guideline entitled “Holidays.” To receive holiday pay, the employee generally must work the regularly-scheduled workdays preceding and following the Company holiday, or receive prior approval from his or her supervisor to take the time off. Nonexempt employees who work during a Company-paid holiday are paid at 1½ times their regular base rate for all hours worked up to 12 hours (double time for hours worked in excess of 12 hours), in addition to receiving the holiday pay specified above.] 2.9 MEAL AND REST PERIODS A. Rest Periods The Company authorizes and permits nonexempt employees to take a ten-minute, off-duty rest period during every work period of four hours or major fraction thereof. The 10 minutes do not include the reasonable time it takes to walk to and from the closest break area (whether or not the employee takes the break in such a break area). Employees who work up to six hours in a day are authorized and permitted to take one such rest period. Employees who work more than six hours in a day are authorized and permitted to take a second such rest period. Employees who work more than 10 hours in a day are authorized and permitted to take a third such rest period. Employees should take their rest periods in the middle of each work period, and not combine them with meal periods or skip them to leave work early. B. Meal Periods The Company provides employees who work more than five hours in a day with an unpaid 30-minute, uninterrupted meal period starting no later than the end of the fifth hour of work. The Company provides employees who work more than 10 hours in a day with a second unpaid 30-minute, uninterrupted meal period starting no later than the end of the 10th hour of work. Employees who work no more than six hours in a day may waive the first meal period. Employees who work no more than 12 hours in a day may waive the second meal period if they took their first meal period. C. Meal and Rest Periods Are Encouraged Employees are entitled, encouraged, and expected to take all meal and rest periods provided under this policy and not waived, during which the Company shall relieve employees of all duty and shall not exercise control over employees’ activities. Employees are free to spend their meal and rest period time as they choose (consistent with any other Company policies that may apply during off-duty time). Employees are not required to remain on-premises or “on-call” during off-duty meal periods and rest periods. Employees who have work-issued pagers or phones should turn those devices off. No Manager or Supervisor may impede or discourage employees from taking meal periods and rest periods provided under this policy. If you believe that you were not provided a meal or rest period that complies with this policy, you should do two things: (1) inform your Supervisor or Manager, and (if not corrected) immediately; (2) make the appropriate entry on your timecard 2.10 TIMEKEEPING: RECORDING ALL TIME WORKED Employees are expected to be on time daily and remain on the job throughout the regularly scheduled workday. Nonexempt employees are required to accurately record and save all actual time worked: They may not “round” their working time to the nearest hour, half-hour, 15 minute increment, or any other increment. 8/28/2025​

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Instead, they must include the precise time when they begin and end each workday, the precise time they begin and end an unpaid meal or rest break, the precise time when they depart and return from work for non-work-related reasons (such as personal appointments), and the precise time when they begin and end working any overtime hours on each day that they have any time worked using the Company’s official timekeeping system. This requirement applies to employees working remotely (from home or elsewhere) just as if they were working in the office. Nonexempt employees and exempt employees must accurately record and save their absences and use of vacation and sick time or PTO using the Company’s official timekeeping system. Employees must complete their own timekeeping records, as described above. Time worked and absences may not be recorded by another person on behalf of an employee. Any changes made to an already-submitted timesheet must have a documented reason, be approved by the Supervisor, and notice of the change must be given to the Employee. Only the Director/Site Supervisor/COO can make adjustments to timekeeping records, and only with notice of such changes to the Employee. Nonexempt employees are prohibited from working “off the clock,” meaning working time that employees do not record as time worked, as required by the Company’s timekeeping procedures, for payroll purposes. Any non-exempt employee who believes that they are expected to or have been asked to work without recording their time/work “off-the-clock” must immediately contact the Director/Site Supervisor/COO. Falsifying time records is a breach of Company policy and can be grounds for disciplinary action, up to and including an unpaid suspension or discharge. If you find a mistake on your time card, take it to the Director/Site Supervisor, who will explain the proper way to correct it. After this is done, both you and the Director/Site Supervisor must initial the correction. If you are substituting and are scheduled to start at a time other than your regular time (whether earlier or later) sign in at the new time and write a brief explanation in the column of the sign-in sheet. If you leave earlier than your contracted time, you must sign out at the exact time of departure at all times. Signing-in and signing-out is to be done without fail on a daily basis. There are no exceptions to this policy and it will be strictly enforced. 2.11 EMPLOYMENT SEPARATION There are two types of separations: 1. Voluntary Resignation 2. Involuntary layoff and discharge An employee will return Springfield property, such as training manuals, uniforms, keys, tools, equipment, and credit cards at the time their final paycheck is provided. Voluntary Termination

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If you find it necessary to resign, you are requested to give advance notice in writing to the Director/Site Supervisor indicating your last day of work. This date will be considered the effective date of your resignation. All employees are expected to give at least two (2) weeks advance notice. The final paycheck for employees who resign with at least 72 hours notice will be available on their last day of work. Employees who do not give such notice will receive their paycheck within 72 hours of their notice of resignation. If you are unable to pick up your final paycheck in person, unless otherwise directed, Springfield will mail it to your last known address. Involuntary Termination Violation of Springfield policies and rules may warrant disciplinary action up to and including discharge. Springfield has established a system of progressive discipline that includes verbal warnings, written warnings and suspension. The system is not formal and Springfield may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances, up to and including termination of employment. Springfield's policy of progressive discipline in no way limits or alters the atwill employment relationship. If an employee is discharged he/she will receive all monies due either at the time of the discharge but no later than by the end of his/her normal shift on the day discharged. 2.12 ACCESS TO PERSONNEL FILES Springfield Montessori maintains a personnel file on each employee. These files are located in the office. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records. Personnel files are the property of Springfield Montessori, and access to the information they contain is restricted. Generally, only management personnel of Springfield who have a legitimate reason to review information in a file are allowed to do so An employee who wishes to review his/her own file should contact the Director/Site Supervisor. With reasonable advance notice, an employee may review his/her own personnel files in the presence of an individual to maintain the files. 2.13 PERSONNEL DATA CHANGES It is the responsibility of each employee to promptly notify the Director/Site Supervisor of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at all times. 2.14 REDUCTION IN FORCE In the event that Springfield Montessori needs to reduce personnel the following factors will be considered in determining which personnel are to be impacted: ●​ Attendance / Tardiness ●​ Performance Reviews ●​ Parent Feedback ●​ Skill and Knowledge Level

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●​ Collaboration and Ability to Work Effectively with Co-Workers. If all performance factors are equal, then the length of service will be the deciding factor. The decision rests entirely with the Springfield Montessori COO / Board of Directors / Site Supervisors.

3.

BENEFITS

3.1 HEALTH INSURANCE All regular employees of Springfield Montessori School, Inc. who work 37.5 hours or more on a regular and continuous basis will be eligible for Medical Health Insurance on the first day of the month following successful completion of the introductory period. Springfield will pay 50% of the monthly premium for the employee only, not dependents. We currently provide an employee option with Kaiser Permanente. Employee medical contributions are required to be made through payroll deduction. If you wish to have dependent coverage, the employee may add them at his/her own expense. Enrollment forms for the insurance must be submitted by the employee to the insurance carrier after a confirmation interview with the employee. The carrier will determine the effective date for the health insurance after the application forms have been received and processed. An employee who is covered by his/her spouse’s or family’s insurance may elect to receive his/her medical benefits in the form of a monthly check. In order to receive these checks, the employee must show proof of current insurance multiple times throughout the school year, proof of insurance dates determined by Springfield Montessori. The monthly medical stipend is $125.00. 3.2 RETIREMENT PLAN All Full-time employees of Springfield Montessori School, Inc. will be eligible for a Simple IRA Plan after successfully completing a 60 day probationary period. Springfield will make matching contributions, up to a Board of Director agreed upon percentage, whenever the Board of Director/Site Supervisors determines the economic feasibility of doing so. 3.3 VACATION All regular employees, who work 35.0 hours or more on a regular and continuous basis, are eligible to accrue vacation. Vacation accrual will commence after the introductory period has been successfully completed. Accordingly eligible employees are not entitled to take a vacation or to accrue vacation benefits during their introductory period. Vacation Carryover: Vacation will not be cumulative from one year to the next. All vacation must be taken during the school year. Scheduling Vacation: Vacations are scheduled based on the operational needs of Springfield. An employee's vacation schedule must be approved by the Director/Site Supervisor to ensure adequate staffing.

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No vacation time will be scheduled during the academic school year. Employees are to schedule their vacations during the following periods: December: ​During Winter Recess​ ​ ​ April: ​ During Spring Break ​ ​ ​ ​ ​ ​ If a new employee has not yet earned enough vacation to cover the winter and/or spring break, Springfield will advance the vacation time so the employee may receive the time off with pay. If however, the employee leaves prior to actually accruing the advanced vacation time, this advanced pay will be taken out of the employee's final paycheck.​ Springfield has the sole right to determine the number of employees who will be on vacation during any one week. Springfield has the right to ask an employee to cancel a vacation in the case of a school emergency. Requests for unpaid days off to be attached to Winter or Spring recess will be denied. Vacation at Time of Termination: Employees who resign or are terminated by Springfield, for any reason, during their employment, will receive prorated accrued vacation benefits. If an employee leaves Springfield, and has taken any vacation in advance of it being earned, the unearned vacation time will be deducted from the employee's final paycheck. 3.4 HOLIDAYS Springfield recognizes the following holidays: ​ ​ ​ ​ ​

New Year's Day​​ President's Day​​ Memorial Day Independence Day Veteran's Day

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Thanksgiving Day Christmas Day Labor Day Dr. Martin Luther King Day

All employees, who work at least 35.0 hours a week, will be paid for the holidays recognized by Springfield at their regular hourly rate for the number of hours they normally work each day, as long as they have completed their introductory period and work the full scheduled work day before and the full scheduled day after the holiday. All employees will be paid for the holidays recognized by Springfield at his/her regular hourly rate for the number of hours they normally work each day, as long as he/she has completed their probationary period and works the scheduled work day before and the scheduled day after the holiday. When Springfield is closed for any other reason, including holidays not listed above, no payment will be due. 3.5 SICK LEAVE 1. GENERAL SICK LEAVE POLICY. Sick leave is a form of leave that all employees who work for 30 or more days in a twelve month period from their date of employment accumulate in order

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to provide a cushion for incapacitation due to illness. It is intended to be used for the employees themselves or for a family member for the diagnosis, care or treatment of an existing health condition or preventive care, or for specified purposes for an employee who is a victim of domestic violence, sexual assault, or stalking. 2. SICK LEAVE FOR PART TIME EMPLOYEES WHO WORK LESS THAN 35.0 HOURS PER WEEK. Sick leave is accrued by part time employees at the rate of 0.83 hour per every thirty 35.0 hours worked, paid at your regular wage rate. Accrual begins after the 60 day probationary period is complete and it is not prorated. All employees earn at the rate of 0.83 hour for every 35.0 hours worked. Usage of sick leave is also not prorated. A part time employee may begin using accrued sick leave only on the sixty first (61st) day of employment. No accrued sick leave may be used until the 61st day of employment. Unused sick leave/PTO is not carried over to the following year but is cashed out in August of every year.. 3. SICK LEAVE FOR FULL TIME EMPLOYEES (35.0 OR MORE HOURS WORKED PER WEEK). Employees who work at least 35.0 hours a week on a regular and continual basis, upon successful completion of the introductory period, will accrue up to 10 days per year of sick leave, based on the time worked. This time is to be used for personal or family illness, jury duty, bereavement leave, or for personal emergencies. It is not to be taken in conjunction with paid vacations or paid holidays. Two weeks’ notice, except in the case of illness or emergency, is to be given to the Director/Site Supervisor. 4. REPORTING SICK LEAVE USAGE. Employees who are unable to report to work must notify the Director/Site Supervisor at the earliest possible time, but no later than one (1) day before the start of your shift, to allow for alternative arrangements to be made. 5. PHYSICIAN’S EXCUSE. You may be asked at any time to furnish a certificate from your primary physician to verify your absence before you can return to work. If you are absent more than three (3) days due to illness, medical evidence of your illness and/or medical certification of your fitness to return to work will be required before you may resume your duties. 6. SICK LEAVE CASH OUT. At the end of the academic school year, any unused sick leave in excess of three days or 24 hours will be cashed out. 7. PTO BALANCE COMMUNICATION. Your earned and unused sick leave/PTO will be provided to you every pay period. 3.6 LEGISLATED BENEFITS Workers' Compensation Insurance: Springfield Montessori provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment, subject to applicable legal requirements. Employees who sustain work-related injuries or illnesses should inform the Director/Site Supervisor immediately. No matter how minor an on the job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.

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Neither Springfield Montessori 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 sponsored by Springfield Montessori. Time Off to Vote: The Springfield Montessori encourages employees to fulfill their civic responsibilities by participating in elections. Generally, employees are able to find time to vote either before or after their regular work schedule. If employees are unable to vote in an election during their nonworking hours the Springfield Montessori will grant up to two hours to vote, with pay. Employees should request time off to vote from the Director/Site Supervisor at least two working days prior to the Election Day. Advance notice is required so that the necessary time off can be scheduled at the beginning or end of the work shift; whichever provides the least disruption to the normal work schedule Jury duty: Springfield Montessori encourages employees to fulfill their civic responsibilities by serving jury duty when required. This time will be without pay. If employees are required to serve jury duty, they may use any available paid time off (for example, vacation benefits) or may request an unpaid jury duty leave of absence. Employees must show the jury duty summons to the Director/Site Supervisor as soon as possible so that the Director/Site Supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits. Employees will be granted unpaid time off to appear in court as a witness when requested by a party other than Springfield. Employees are free to use any available paid leave benefit (such as vacation leave) to receive compensation for the period of this absence. The subpoena should be shown to the Director/Site Supervisor immediately after it is received so that operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is expected to report for work whenever the court schedule permits. State Disability Insurance: State Disability Insurance is provided by the state. It is funded by employee contributions, which state law requires to be withheld from the employee's wages. The amount withheld is computed as a percentage of an employee's gross wages, up to a maximum specified by the state. Unemployment: The Springfield Montessori provides unemployment insurance. In most cases you must file a claim in order to collect this benefit. For further information contact the nearest Employment Development Department. Social security: As an employee of the Springfield Montessori, you are covered under the provisions of the federal Social Security law (F.I.C.A. and Medicare). The amount of deduction from your wages for Social Security taxes is matched by Springfield. The benefit you receive at retirement is a complicated matter based on your career earnings record, age and date of retirement. For more details contact your local Social Security Office. 3.7 LEAVES OF ABSENCE

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The Company provides leaves of absence to eligible employees as described below. Any applicable leave of absence law governs in the event of a conflict with Company policy. All applicable leave entitlements will run concurrently to the extent permitted by law. I. Pregnancy Disability Leave of Absence A. Leaves of Absence The Company recognizes that employees may be unable to work for temporary but extended periods of time due to pregnancy, childbirth, or related medical conditions. Accordingly, for any employee who is disabled by pregnancy, childbirth, or related medical conditions, the Company provides leave for the period of actual disability (“Pregnancy Disability Leave”), up to a maximum of four months. Pregnancy Disability Leave may be taken intermittently, or on a reduced-hours schedule, as medically advisable. An employee may also be entitled to reasonable accommodation for pregnancy, childbirth, or related medical conditions. See separate “Reasonable Accommodation Policy” for more information. B. Procedure for Requesting Pregnancy Disability Leave Whenever possible, an employee should submit a written request for Pregnancy Disability Leave to the Director/Site Supervisor/COO as soon as she is aware of the need for such leave. If the leave is foreseeable, the employee must provide 30 calendar days’ advance notice to the Company of the need for Pregnancy Disability Leave. If it is not practicable to give 30 calendar days’ advance notice of the need for such leave, the employee must notify the Company as soon as practicable after she learns of the need for such leave. If an employee fails to provide the requisite 30 days’ advance notice for a foreseeable need for leave, without any reasonable excuse for the delay, the Company reserves the right to delay the taking of the leave until at least 30 days after the date that the employee does provide such notice. A request for a Pregnancy Disability Leave must be supported by medical certification from a health care provider, which shall provide the following information: (a) the date on which the employee became disabled due to pregnancy; (b) the probable duration of the period or periods of disability; and (c) an explanatory statement that, due to the disability, the employee is unable to work at all or is unable to perform any one or more of the essential functions of her position without undue risk to herself, her pregnancy, or to other persons. Upon expiration of the time period for the leave estimated by the health care provider, the Company may require the employee to provide another medical certification if additional leave time is requested. C. Substitution Of Paid Leave For Pregnancy Disability Leave An employee taking Pregnancy Disability Leave must use any accrued sick pay during such leave and may, at her option, use any accrued [vacation] [PTO] time during her leave. Except to the extent that paid leave is used during Pregnancy Disability Leave, such leave will be unpaid. The use of paid leave for Pregnancy Disability Leave does not extend the total duration of the leave to which an employee is entitled. D. Leave’s Effect on Benefits

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During an employee’s Pregnancy Disability Leave, the Company will continue to pay for the employee’s participation in the Company’s group health plans, to the same extent and under the same terms and conditions as would apply had the employee not taken leave. Thus, the employee must continue to pay any required employee share of health plan premiums during the leave. If the employee substitutes paid leave for the unpaid leave, such premium payments will be deducted from the employee’s pay through the regular payroll deductions. Otherwise, the employee must make arrangements with the Company for the payment of such premiums. All other benefits will be governed in accordance with the terms of each benefit plan and are the sole responsibility of the employee. The Company may recover from the employee the amount of premiums that the Company paid to maintain coverage for the employee under the group health plan if the employee fails to return from leave after the period of leave has expired, unless an exception applies. As an exception, employees are not obligated to repay health premiums that the Company paid if the reason the employee does not return is because: (i) the employee is taking (i.e., has transitioned over to) leave under the California Family Rights Act, unless the employee chooses later not to return after the CFRA leave, in which case the Company can recover such premium amounts; (ii) the continuation, recurrence, or onset of a health condition that entitles the employee to Pregnancy Disability Leave, unless the employee chooses not to return after the Pregnancy Disability Leave, in which case the Company can recover such premiums; (iii) non-pregnancy related medical conditions requiring further leave, unless the employee chooses not to return to work following such leave, in which case the Company can recover such premiums, or (iv) other circumstances beyond the employee’s control. Employees on Pregnancy Disability Leave will accrue employment benefits, such as sick leave, vacation and seniority only when paid leave is being substituted for unpaid leave and only if the employee would otherwise be entitled to such accrual. Employee benefits may be continued during the unpaid portion of the Pregnancy Disability Leave according to the provisions of the Company’s various employee benefit plans. E. Reinstatement After Pregnancy-Disability Leave Unless the Company and the employee have already agreed upon the employee’s return date, an employee who has taken a Pregnancy Disability Leave must notify the Director/Site Supervisor/COO at least two business days before her scheduled return to work. An employee who timely returns to work at the expiration of her Pregnancy Disability Leave will be reinstated to her former position, or a comparable position, whenever possible and consistent with applicable law Each employee who has taken a Pregnancy Disability Leave must be released by her doctor to return to work. The return-to-work release should be in writing and submitted to Director/Site Supervisor/COO on or before the employee’s return. II. Family Care, Medical, and Military Family/Caregiver Leave The Company provides eligible employees with family care, medical, military family, and military caregiver leave in accordance with the California Family Rights Act (“CFRA”). Employees should direct any questions to the Director/Site Supervisor & COO.

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A. Eligibility To be eligible for family care, medical, military family leave, and for military caregiver leave, an employee must (1) have worked for the Company for at least 12 months before the date on which the leave is to commence, and (2) have worked at least 1,250 hours in the 12-month period leading up to the date on which the leave commences. B. Qualifying Reasons for CFRA leave “Family care” leave, which includes leave for a military family purpose as described below, may be requested for up to a total of 12 work weeks in a 12-month period for the following purposes: ●​ The birth of a child of the employee or the placement of a child with an employee in connection with the adoption or foster care of the child by the employee ●​ The employee’s own serious health condition ●​ To care for a family member with a serious health condition who is the employee’s child, parent, grandparent, grandchild, sibling, spouse, or domestic partner, parent, parent-in-law (parent of spouse or domestic partner), or who is the child of the employee’s registered domestic partner (“covered family member”) ●​ A qualifying exigency related to the covered active duty or call to covered active duty of an employee’s spouse, domestic partner, child, or parent in the U.S. Armed Forces “Medical” leave may be requested for up to a total of 12 workweeks in a 12-month period because of an employee’s own serious health condition that makes the employee unable to work at all or unable to perform any one or more of the essential functions of the position of that employee, but excluding leave taken due to employee’s pregnancy *For purposes of this policy, “child” means a biological, adopted, or foster child, a stepchild, a legal ward, a child of an employee or the employee’s domestic partner, or a person to whom the employee stands in loco parentis. C. Leave’s Effect on Pay and Benefits Leave under the CFRA is unpaid. At the same time, employees are required to utilize accrued vacation or other paid accrued time off benefits—other than paid sick leave (as addressed in the next paragraph below)—during such leave, with two exceptions. This policy does not require that employees utilize any such Company paid time off benefits (1) if they are (a) taking CFRA leave to care for a family member with a serious health condition or to bond with a new child and (b) receiving financial wage replacement benefit payments from the State of California’s Paid Family Leave insurance benefit program (described below) in connection with that leave, or (2) when employees are receiving any form of disability payments, whether under a Company policy or in the form of Disability Insurance wage replacement benefit payments from the State of California. With respect to paid sick leave benefits, such benefits must be used during the unpaid portion of a CFRA leave when such leave is taken for the employee’s own serious health condition. An employee who is otherwise entitled to short-term or long-term disability leave benefits under the Company’s plan may use such benefits for the period of unpaid CFRA leave taken for the employee’s own serious health condition, subject to and as determined by the terms and conditions of such plan and

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employee’s compliance with this leave policy. Use of such paid disability benefits runs concurrently with the CFRA leave. Also, employees may be eligible for Paid Family Leave or Disability Insurance wage replacement/insurance benefit payments administered as part of the California State Disability Insurance program during CFRA Leave. During CFRA Leaves, the Company will continue to pay for employees’ participation (if applicable) in the Company’s group health plan for the duration of the leave but not to exceed 12 weeks over the course of a 12-month period, commencing on the date that the leave began, at the level and under the conditions that would have been applicable if the employee had continued to work in the employee’s position for the duration of the leave. Thus, the employee must continue to pay the employee’s share of any group health plan premiums during the leave. If an employee has other voluntary benefit plans and/or dependent medical insurance coverage, the employee also will be required to pay the regular contributions for those benefits while on leave. The Company may recover the amount of premiums it pays for maintaining coverage for the employee under any group health plans, if (1) the employee fails to return from leave after the expiration of the period of leave to which the employee is entitled, and (2) such failure to return is for a reason other than the continuation, recurrence, or onset of a serious health condition or other circumstances beyond the employee’s control. D. Procedure for Requesting CFRA Leave Generally Employees must notify the Company of their request for CFRA Leave with at least a verbal request, although a written request is also requested by the Company, as soon as they are aware of the need for such leave. For foreseeable leave, the employee must provide 30 calendar days’ advance notice, and consult with the Company and make reasonable efforts to schedule any planned leave so as to minimize disruption to Company operations, subject, as applicable, to approval of the health care provider of the employee or the family member. For events not foreseeable 30 days in advance, the employee must give notice as soon as is practicable, and generally must comply with the Company’s normal call-in or notice procedures. All requests for CFRA Leave should include enough information to make the Company aware that the employee needs qualifying leave, and the anticipated timing and duration of the leave, if known. If an employee fails to provide the requisite 30-day advance notice for foreseeable events without a reasonable excuse for the delay, the Company reserves the right to delay the start of the leave until at least 30 days after the date on which the employee does provide such notice. Employee Submission of Health Care Certification The Company requires a completed Health Care Certification form as a condition of granting leave for (i) an employee’s serious health condition or (ii) family member’s serious health condition. ●​ Process When an employee requests such a leave, the Company will (i) ask the employee to provide a completed Health Care Certification form and (ii) remind them of the consequences for failing to

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provide it (also detailed below). The Company has Health Care Certification forms for employees to use for this purpose. ●​ Form The Health Care Certification form must be completed by the health care provider of the person who requires care, whether the employee or a Family Member. ●​ Timing Employees must ensure that the completed Health Care Certification form is returned to the Company no later than 15 calendar days after it is requested by the Company. An exception will be made and the deadline extended if, despite the employee’s good faith efforts, complying with this deadline is not practicable. ●​ Required Contents and Recertification A Health Care Certification form is sufficient if it includes the following information: For leave to care for a Family Member, and without identifying the serious health condition: ●​ The date on which the serious health condition commenced ●​ The probable duration of the condition ●​ An estimate of the amount of time that the healthcare provider believes the employee needs to care for the Family Member requiring the care ●​ A statement that the serious health condition warrants the participation of a family member to provide care during a period of the treatment or supervision of the individual requiring care Recertification: Upon the expiration of the health care provider’s estimated time, if additional leave is requested, the Company may require another certification (“recertification”) using these same steps. For leave for an employee’s own serious health condition, and without identifying the serious health condition: ●​ The date on which the serious health condition commenced ●​ The probable duration of the condition ●​ A statement that, due to the serious health condition, the employee is unable to perform any one or more of the essential functions of the employee’s position If additional leave is requested, the Company may require a recertification as to the employee’s serious health condition on a reasonable basis using these same steps. If the Company has a good faith, objective reason to doubt the validity of the Health Care Certification provided by the employee for the employee’s own serious health condition, the Company, at its expense, may require an examination by a second health care provider of its choice. If the second health care provider’s opinion conflicts with the original Health Care Certification, the Company, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion.

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Consequences if Employee Delays or Fails to Provide Required Health Care Certification Absent extenuating circumstances, an employee’s failure to timely submit a sufficient Health Care Certification—whether in connection with the original leave request or a recertification—may delay CFRA-protected leave for the period of time after the 15-day deadline expires through the date the Certification is provided. If the Health Care Certification is never provided, the leave will not be deemed CFRA-protected. E. Designation of Leave & Notice Related to Reinstatement Once the Company has sufficient information from the employee to determine if the leave qualifies under CFRA, and on the basis of such information, the Company will (1) designate the requested leave of absence as CFRA-qualifying, or not CFRA-qualifying, and (2) notify the employee of such designation, including the extent of CFRA leave (in weeks/days) is available to the employee. In the event CFRA leave is granted, employees should note that they are guaranteed employment in the same or a comparable position upon termination of such leave, subject to any exceptions provided by law. (The Company will remind employees of this reinstatement guarantee when CFRA leave is granted.) F. Reporting While on Leave If an employee takes leave because of the employee’s own serious health condition or to care for a family member, the employee must keep the Company periodically informed of the status of the leave and employee’s intention to return to work. In addition, employees must give notice as soon as practicable (within two business days if feasible) if the leave start and end dates change or are extended, or if they initially were not known but then became clear. G. Guaranteed Reinstatement Eligible employees who take CFRA leave should note that they are guaranteed employment in the same or a comparable position upon termination of such leave, subject to any exceptions provided by law. H. No Discrimination or Interference with Rights The Company will not discriminate against an employee for exercising CFRA rights or giving information or testimony as to the employee’s or another person’s CFRA leave; nor will the Company interfere with or limit the exercise or attempted exercise of such rights. III. Temporary Disability Leave A. Eligibility And Duration Employees may take a temporary disability leave of absence if necessary to reasonably accommodate a workplace injury or a qualified disability under the Americans with Disabilities Act and/or the California Fair Employment and Housing Act. The duration of a temporary disability leave under this policy shall be consistent with applicable law, but in no event shall the leave extend past the date on which an employee becomes capable of performing the essential functions of his or her position, with or without reasonable accommodation. For a full explanation of leave rights, employees should contact the Director/Site Supervisor/COO.

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If the temporary disability leave is needed due to a work-related injury, all matters relating to an employee’s leave rights, including compensation, benefits, substitution of paid leave, notice and certification requirements, and reinstatement shall be governed by state workers’ compensation laws. Employees having questions about such rights should contact the Director/Site Supervisor/COO. B. Leave’s Effect On Pay And Benefits An employee taking a temporary disability leave must substitute any accrued sick pay and vacation pay for the leave. Otherwise, the temporary-disability leave is unpaid. Group insurance benefits may be continued during temporary disability leaves. However, the cost of such coverage, including the Company’s premium payment, becomes the responsibility of the employee. The employee and the Director/Site Supervisor/COO should agree upon a payment schedule before the employee’s leave begins. C. Procedure for Requesting Disability Leave Unless the circumstances render it impractical, a temporary disability leave must be approved in advance by the Director/Site Supervisor/COO. Whenever possible, an employee should submit a written request for temporary disability leave to the Director/Site Supervisor/COO as soon as the employee is aware of the need for such leave. A request for temporary disability leave must be supported by a medical certification from a health care provider containing the following information: (a) the date on which the employee became disabled; (b) the probable duration of the period or periods of disability; and (c) an explanatory statement that, due to the disability, the employee temporarily is unable to work at all or is unable to perform any one or more of the essential functions of his or her position without undue risk to the employee or to other persons. The certification should also explain what accommodations, if any, will assist the employee to perform the essential functions of the employee’s position. D. Reinstatement After Temporary Disability Leave Each employee who has taken a temporary disability leave must keep the Director/Site Supervisor/COO advised of the disability status and must contact the Director/Site Supervisor/COO at least two weeks before the expiration of the scheduled leave to discuss the employee’s return to work. Such employees shall be reinstated in accordance with applicable law and into their former position if staffing requirements permit. The Company cannot guarantee that the employee’s former position or any other position will be available upon the expiration of the scheduled leave. Each employee who has taken a temporary disability leave must be released by a doctor to return to work. The release should be in writing and submitted to the Director/Site Supervisor/COO on or before the employee’s return date. IV. Other Leaves Of Absence The Company provides leaves of absence to eligible employees as described below. Any applicable leave of absence law governs in the event of a conflict with Company policy. All applicable leave entitlements will run concurrently to the extent permitted by law.

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3.8 JURY DUTY/COURT SERVICE If you are called to serve on jury duty, this time will be without pay. You may use your vacation or PTO, if available. You should notify the Director/Site Supervisor immediately if you receive notice to report for jury duty. Proof of serving on jury duty will be required. Subpoena as a witness or court appearance time will be allowed without pay. 3.9 MILITARY SERVICE Any employee who enters the Armed Forces of the United States shall be afforded such rights as may be provided by law upon compliance with the provisions of the law. Springfield will not compensate employees, nor will Springfield pay any benefits during time off for military duty. The Director/Site Supervisor should be provided with the dates of your military leave as far in advance as possible. 3.10 WORKERS' COMPENSATION Workers' Compensation is provided at no cost to the employee through Springfield's contributions. Employees may be eligible for workers' compensation if they are injured in a job related accident, and are unable to work for some time period. ​ 3.11 STATE DISABILITY INSURANCE State Disability Insurance is provided by the State. It is funded by employee contributions, which State law requires to be withheld from the employees’ wages. The amount withheld is computed as a percentage of an employee's gross wages, up to a maximum specified by the State. 3.12 UNEMPLOYMENT INSURANCE Unemployment insurance is provided, at no cost to the employee, through school contributions. Employees are not eligible for unemployment insurance if they voluntarily quit without good cause, or are discharged for misconduct connected with their employment. 3.13 SOCIAL SECURITY As an employee of Springfield, you are covered under the provisions of the Federal Social Security law (F.I.C.A. and Medicare). Springfield matches the amount of deduction from your wages for Social Security taxes. The benefit you receive at retirement is a complicated matter based on your career earnings record, age and date of retirement. For more details contact your local Social Security Office. 3.14 BEREAVEMENT OR FUNERAL LEAVE If a death occurs in your immediate family (parent, spouse, sibling, child, grandparent, grandchild, other family members residing in your household and in-laws) an emergency leave with pay may be granted up to a maximum of three (3) days without pay or your vacation/ PTO may be used. For funeral attendance other than for your immediate family, emergency leave will be given at the discretion of the employee's Supervisor. PTO must be used in this situation.

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3.15 VOLUNTEER FIREFIGHTERS No employee shall receive discipline for taking time off to perform emergency duty as a volunteer firefighter. If you are participating as a volunteer firefighter, please alert the Director/Site Supervisor so that he or she may be aware of the fact that you may have to take time off for emergency duty. In the event that you need to take time off for emergency duty, please alert the Director/Site Supervisor before doing so where possible. ​ 3.16 SCHOOL ACTIVITIES If it becomes necessary for an employee who is the parent or guardian of a child to attend the child's school to discuss possible suspension, the employee should alert the Director/Site Supervisor as soon as possible so that alternative arrangements may be made. Pursuant to California Labor Code Section 230.7, no discriminatory action will be taken against the employee for taking time off for this purpose. 3.17 LACTATION ACCOMMODATION The Company provides accommodations to lactating employees who need to express breast milk during work hours in accordance with applicable law. If providing a lactation accommodation otherwise required by law imposes an undue hardship on the Company by causing significant difficulty or expense, the Company may be exempt from a requirement to provide such accommodation. When the undue hardship relates specifically to the requirement to provide an employee with the use of a room or other location aside from a bathroom, the Company will make reasonable efforts to provide a space for the employee to express breast milk that is in close proximity to the employee’s work area and is not a toilet stall. Employees with any questions or concerns, or who believe that they have been improperly denied an accommodation under this policy, should contact the Director/Site Supervisor/SS & COO. A. Designated Space for Lactation The Company will provide a room or other location (not a bathroom) for employees to express breast milk in private. The Company will ensure that the lactation room or location will: ●​ Be in close proximity to the employee’s work area, shielded from view, and free from intrusion while the employee is expressing milk ●​ Be safe, clean, and free of hazardous materials ●​ Contain a surface to place a breast pump and personal items ●​ Contain a place to sit ●​ Have access to electricity or alternative devices, including, but not limited to, extension cords or charging stations, needed to operate an electric or battery-powered breast pump In addition, the Company will provide access to a sink with running water and a refrigerator suitable for storing milk (or other cooling device suitable for storing milk) in close proximity to an employee’s workspace. In the event that more than one employee needs to use the lactation room or location to

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express breast milk, the Company will discuss alternative options with the employees to determine what arrangement addresses their needs, such as finding an alternative space or creating a schedule for use. B. Reasonable Time to Express Breast Milk The Company provides a reasonable amount of break time for an employee to express breast milk each time that she needs to do so. The break time, if possible, should run concurrently with any break time already provided to the employee. Break time for a nonexempt employee that does not run concurrently with rest time already authorized for the employee is unpaid. However, if the employee performs any work during such a break, she must accurately record all time worked and the Company will compensate her for such time. C. Lactation Accommodation Request Process Employees who are nursing have a right to request a lactation accommodation. Such requests may be made verbally or in writing, should indicate the need for an accommodation in order to express breast milk at work, and should be directed to the Director/Site Supervisor/COO. The Company will respond to such requests in a reasonably prompt manner, not exceeding five (5) business days. If the Company cannot provide break time, location, or other reasonable accommodations in accordance with this policy, it will inform the requesting employee in writing. Because lactation accommodation needs may change over time, employees may request changes to existing accommodations by a written request to the above-named individual that describes the nature of the change that is requested. D. Prohibition on Retaliation or Discrimination for Exercising Lactation Accommodation Rights The Company prohibits any form of retaliation or discrimination against an employee for exercising or attempting to exercise any rights provided under the above policies. Any such conduct or other violations of the above policies should be reported to the Director/Site Supervisor/COO. Employees also have the right to file a complaint with the California Labor Commissioner for violation of a lactation accommodation right described in the policy above.

4. STANDARDS OF CONDUCT 4.1 PROGRESSIVE DISCIPLINE In order to assure orderly operations and provide the best possible work environment, Springfield Montessori expects employees to follow rules of conduct that will protect the interests and safety of personnel. It is not possible to list all the forms of behavior that are considered unacceptable in the work place, but they would include, but not limited to, violations of Springfield Montessori's work rules, insubordination or job performance the may result in disciplinary action, including suspension, demotion or termination of employment. •​ •​ •​ 8/28/2025​

Theft, removal, or possession of property Negligence in the supervision of the children Failure to comply with State Licensing regulations that govern Springfield’s program ​

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•​ •​ •​ •​ •​ •​ •​ •​ •​ •​ •​ •​ •​

Falsification of time keeping records Working under the influence of alcohol Possession, distribution, sale, transfer, or use or being under the influence of alcoholic or illegal drugs in the work place Fighting and threatening violence in the work place Boisterous or disruptive activity in the work place Negligence or improper conduct leading to damage of employer owned or customer owned property Insubordination or other disrespectful conduct Violation of safety, health or Springfield rules Smoking in prohibited areas Sexual or other unlawful harassment Possession of dangerous or unauthorized materials such as explosives or fire arms, in the work place Excessive absenteeism or absences without notice Unauthorized absence from workstation during the workday.​ ​

This statement of prohibited conduct does not alter Springfield Montessori's policy of employment at-will. Employment may be terminated at the will of either the employer or the employee. Employment may be terminated with or without cause and with or without notice at any time by the employee or by Springfield Montessori. Terms and conditions of employment may be modified at the sole discretion of the BOARD OF DIRECTORS with or without cause or without notice. No implied contract concerning any employment -related decision or term or condition of employment can be established by any other statement, conduct, policy or practice. Examples of the types of terms and conditions of employment, which are within the sole discretion of Springfield Montessori include, but are not limited to, the following: promotion; demotion; transfers' hiring decision Compensation, benefits, qualifications; discipline; layoff or recall; rules; hours and schedules; work assignments; job duties and responsibilities; production standards; subcontracting; reduction, cessation or expansion of operations; sale, relocation, merger or consolidation of operations; determinations concerning the use of equipment, methods or facilities; or any other terms and conditions that Springfield Montessori may determine to be necessary for the safe, efficient and economic operation of its business.

4.2 SUBSTANCE ABUSE Springfield is concerned about the use of alcohol in the work place. This concern is based upon the effect that the use of alcohol has on an employee's job performance. Use of alcohol on the job adversely affects an employee's work performance, efficiency, safety, and health, and therefore seriously impairs the employee's value to Springfield. In addition, the use of alcohol on the job constitutes a potential danger to the welfare and safety of other employees and exposes Springfield to the risks of property loss or damage or injury to other persons. Similarly Springfield requires and demands a work force and work place free of illegal drugs and controlled substances. This requirement is based upon the fact that any measurable amount of an illegal drug or controlled substance may render the employee physically or mentally impaired. While Springfield recognizes it's employees right to their own lifestyle, Springfield will not accept the risk that on-the-job or off-the-job drug abuse by employees may cause or contribute to accidents or other job performance problems.

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Furthermore, the use of prescription drugs and/or over the counter drugs may also affect an employee's job performance and seriously impair the employee's value to Springfield. Employees who feel or have been informed that the use of a legal drug may present a safety risk, are to report such drug use to the Director/Site Supervisor. In order to provide employees some guidance concerning unacceptable behavior, Springfield strictly prohibits the following: •​ •​ •​ •​

Possession, use or working under the influence of a controlled substance Distribution, sale or purchase of a controlled substance while on the job Driving a school vehicle or your personal car on school time, while under the influence of alcohol or an illegal substance; Possession, use or being under the influence of alcohol while on the job.

In order to enforce this policy, Springfield reserves the right to conduct searches of school property and to implement other measures necessary to deter abuse of this policy. Springfield will encourage and assist employees with chemical dependencies (alcohol or drugs) to seek treatment and/or rehabilitation. To this end, employees desiring such assistance should request a treatment or rehabilitation leave. Any employee who violates the above rules and standards of conduct is subject to discipline, up to and including immediate discharge, even for a first violation. Springfield may also bring the matter to the attention of appropriate law enforcement authorities. 4.3 CONFIDENTIAL INFORMATION Information regarding a staff member, a child or a parent is not to be disclosed. ALL outside inquiries are to be directed to the attention of the Director/Site Supervisor. It is understood and agreed between you and Springfield that confidential school or information about a child or one of our parents is not to be disclosed to people outside of Springfield, without prior approval from the Board of Director/Site Supervisors. Failure to follow this policy may result in your immediate discharge and legal action against you may become necessary. The employee will not, either during the term of his/her employment or at any time thereafter, use or disclose to any person, firm, or corporation any information concerning the accounts, dealings, correspondence, connections, secrets, data processing information, activities, or affairs of Springfield which he/she may have acquired in the course of, or incidental to his/her employment, whether for his/her own benefit, or to the detriment or intended or probable detriment of Springfield. 4.4 NON-SOLICITATION RULE Solicitation of any type by employees during work hours is prohibited. Distribution of literature of any type or description by employees during work hours is prohibited. The words "work hours", as used herein, do not apply during meal periods, rest periods, or other specified periods during the workday when employees are properly not engaged in performing their work tasks.

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Distribution of literature of any type or description in working areas is prohibited. Violation of any of the above rules will result in immediate disciplinary action, including discharge. 4.5 ATTENDANCE Attendance and punctuality are required and must be maintained. If you must be late or absent from work with a good reason, a previous arrangement with the Director/Site Supervisor is required. If this is not possible, you must call the Director/Site Supervisor PRIOR to the start of your workday. Always state the reason for your late arrival or absence and your expected date of return or when you should be expected to arrive at work. Excessive absenteeism or tardiness will not be tolerated and will lead to disciplinary action up to and including discharge. If you fail to call in or show up for 3 consecutive days you will be considered to have voluntarily quit at the close of business on the 3rd day, unless the reason for your absence has been accepted by the Director/Site Supervisor. 4.6 OUTSIDE EMPLOYMENT No employee may solicit any parent of Springfield Montessori to perform any babysitting after hours. Violation of this policy may lead to disciplinary action up to and including discharge. Springfield has no objection to you holding another job as long as you effectively meet the performance standards for your job with Springfield. Springfield asks that you think seriously about the effects that such extra work may have on the limits of your endurance, your overall personal health and your effectiveness with Springfield and the children. Springfield will hold all employees to the same standards of performance and scheduling demands and cannot make exceptions for employees who also hold an outside job. 4.7 PERSONAL BUSINESS Personal business is to be conducted during the employee’s lunch hour. Cell phones are prohibited in the classroom and on the playground. There is no exception to this policy. At no time may a teacher speak on or possess a cell phone while he/she is in the classroom or playground.

5. MISCELLANEOUS 5.1 IN-SERVICE TRAINING Regardless of their previous education and experience, employees will be expected to continue the study of and training in Early Childhood practices in order to keep abreast of new research. Methods employed may include, but not limited to in-service training at Springfield, study of current literature, attendance at recommended conferences and meetings, memberships in recommended professional organizations. Teachers shall be allowed a predetermined amount each year toward attending such conferences. The final decision as to the attendees and the required training will rest with the Director/Site Supervisor.

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5.2 SUPERVISION The staff will be responsible to the Director/Site Supervisor of Springfield. In the absence of the Director/Site Supervisor, the staff will be responsible to the acting Director/Site Supervisor. 5.3 VISITORS There will be times when the Administrator is unable to greet and accompany a visitor to the school. In this instance, a teacher must greet the visitor as well as follow the procedures below. ●​ ●​ ●​ ●​

Give the visitors a brochure Keeping ratios in mind, take a few moments to explain the program if time permits. Important: For security purposes, the visitor(s) must sign the phone/visitor log that is in the foyer. Any questions that you cannot answer should be directed to the Administrator.

5.4 PREP TIME A certain amount of time is allocated to prepping the classrooms on a daily basis. It is expected that this time be used for the above and not for personal business. At times a teacher may have to forfeit his/her prep time. Staff members may be called upon to help during an emergency or cover an area in the event of a shortage of teachers. 5.5 CHILD ABUSE REPORTING PROCEDURES Upon the occurrence, during the operation of the facility, of any of the events listed below, a report shall be made to the licensing agency within the agency's next working day during its normal business hours. ●​ Any unusual incident or child absence that threatens the physical or emotional health or the safety of any child. ●​ Any suspected physical or psychological abuse of any child. 5.6 JOB DESCRIPTIONS Each member of the staff will be provided with a job description that will be applicable to the position covered by the employment agreement. 5.7 PERSONNEL DIFFERENCES All teachers of Springfield Montessori School, Inc. are encouraged to resolve differences between themselves. However, Springfield Montessori School, Inc. is committed to an OPEN DOOR policy, and staff can set up a meeting with the school Director/Site Supervisor/SS to resolve the differences. 5.8 EMPLOYEE RIGHTS STATEMENT ​ At the time of employment each employee will be informed of his/her rights, and will be required to complete the Employee Rights Form (LIC9052).

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5.9 CRIMINAL RECORD STATEMENT At the time of employment all employees will be required to complete the statement of previous criminal conviction. 5.10 POLICY CHANGES Springfield Montessori School, Inc. reserves the right to make any changes to the personnel policies as deemed necessary. All changes, revisions or amendments to the personnel policy will be presented to each staff member before implementation. 5.11 SHOE POLICY During work time: ●​ Boots or shoes worn at the work place need to provide a firm grip at the ankle. ●​ If heels are to be worn the heels cannot be higher than 1 inch. ●​ Heeled shoes have to have ankle and back support. No slip-ons. ●​ Use step stools at all times to remove or put back things in the closet. This precautionary measure is implemented to ensure that all staff members remain safe and healthy in the workplace. These are mandated policies so it is a requirement that you adhere to all safety procedures at all times. ​ ​​ 6. SECURITY 6.1 SECURITY CODE The security code is assigned to select employees of Springfield. This code is confidential and is not to be shared with anyone at any time for any reason. This includes spouses, significant others, relatives, friends, ex-employees. 6.2 KEYS Under the guidelines of the lease, Springfield is allocated a specific number of keys. These keys are distributed to select employees of Springfield. When a key is allocated to a staff member, he/she must fill out the Employee Key Agreement Form. In order to maintain the integrity of Springfield’s security system, the staff is not to lend keys to anyone for any reason. Moreover, no copies may be made of the key. When an employee concludes employment or the schedule that requires them to have a school campus key, they must return the key and complete necessary paperwork. 6.3 COMPANY PROPERTY; CONFIDENTIAL AND PERSONAL INFORMATION The security of Company property is of vital importance to the Company. Company property includes not only tangible property, like desks and computers, but also intangible property such as trade secrets stored in electronic formats and other confidential information. It is critical for the Company to preserve and protect its own confidential information, as well as that of customers, suppliers, and third parties. In 8/28/2025​

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addition, certain forms of personal information must be protected from unauthorized disclosure and otherwise maintained as confidential, both under Company policy and, for certain information, under applicable law. All employees are responsible for ensuring that proper security is maintained at all times in accordance with this Guideline. In addition to this Guideline, each employee is expected to ensure proper security—including only proper use, and authorized access to and disclosure of—confidential information and personal information in accordance with other Company requirements. These include the Company’s Security Regulations, the Technology Use and Security Guideline in this Handbook, and the terms of any separate confidentiality and/or employment agreement between the Company and employee. I. Confidential and Personal Information For purposes of this policy, the Company uses the following definitions: ●​ “Confidential Information” means any information of a confidential or secret nature that may be disclosed to employees or created, discovered, or received, or learned by employees by virtue of their employment with the Company, that relates to the business of the Company or to the business of any parent, subsidiary, affiliate, customer, supplier, or vendor of the Company, or any other party with whom the Company agrees to hold information in confidence. Confidential Information covered by this Agreement includes, without limitation: (i) trade secrets; (ii) confidential, proprietary information that does not rise to the level of a statutorily protectable trade secret that is made the property of the Company through positive operation of law in the form of this mutual agreement of the parties; and (iii) information that is otherwise legally protectable. Examples of Confidential Information include, but are not limited to: the identity or and information regarding clients, prospective clients, vendors, and prospective vendors; financial information, reports, and forecasts; inventions, improvements and other intellectual property; know-how; designs, processes, or formulas; software; computer code, algorithms, techniques and models relating to risk management, financial analysis, and investment strategies; market or sales information or plans; and business plans, prospects and opportunities (such as possible acquisitions or dispositions of businesses or facilities) that have been discussed or considered by the management of the Company, and other information of commercial value that is not known generally or publicly outside of the businesses of the Company. The foregoing are only examples of Confidential Information. If employees are uncertain as to whether any particular information or material constitutes Confidential Information, employees shall seek written clarification from either their direct supervisor, or if they are no longer employed by the Company, from the Director/Site Supervisor/COO.. Notwithstanding the definition set forth above, Confidential Information does not include information that employees can show by competent proof that: (a) became generally known to the relevant public (through no fault of their own); (b) was lawfully received by employees from a third party without breach of any confidentiality obligation; (c) was known to employees prior to their employment with the Company; or (d) became known to employees, for the first time, after their employment with the Company has ended and without any misappropriation of the Company’s proprietary documents, files, or information. Given the nature of the Company’s business, protecting Confidential Information and Personal Identification Information is of vital concern to the Company. Confidential Information is one of the Company’s most important assets. It enhances the Company’s opportunities for future growth, and indirectly adds to the job security of all employees. In fact, failure to take reasonable measures to protect the Company’s Confidential Information may jeopardize its status as a trade secret. Personal Information

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is, by its very nature, sensitive information—the type of information that that is expected to be safeguarded and used only for specific reasons by the persons to whom it relates. Even more, laws in the United States and other countries protect certain types of Personal Identification Information, and employees should not disclose such protected Personal Identification Information that has been acquired and retained by the Company about other individuals to any third party or from one country to another without prior managerial approval. For these reasons, and subject to the exclusion (*) below: (i) while employed by the Company, employees must not use or disclose any Confidential Information or Personal Identification Information that they produce or obtain during employment with the Company, except to the extent such use or disclosure is required in connection with performing their jobs; and (ii) employees may not use or disclose Confidential Information or Personal Identification Information for any reason after the employment relationship with the Company ends. Misuse or unauthorized disclosure of Confidential Information or Personal Identification Information may result in immediate termination, as well as potential personal and criminal liability. Exclusion: Nothing in this Guideline shall be deemed to limit or prohibit employees from engaging in concerted group activity and communications with co-employees to try to improve their working conditions, as provided under Section 7 of the National Labor Relations Act and under California law, or from discussing or disclosing information about unlawful acts in the workplace, such as suspected harassment or discrimination or any other conduct that employees have reason to believe is unlawful, as protected by applicable law. In addition, employees are permitted to disclose Confidential Information that they are required to disclose pursuant to judicial order or other legal mandate; should such a circumstance arise, the employee shall give the Company prompt notice, prior to the deadline of the disclosure requirement, and fully cooperate with any efforts by the Company to obtain and comply with any protective order imposed on such disclosure. In addition, pursuant to the Defend Trade Secrets Act, an individual shall not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that (A) is made (i) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. If an employee files a lawsuit for retaliation by the Company for reporting a suspected violation of law, the employee may disclose the trade secret to the employee’s attorney and use the trade secret information in the court proceeding, if the employee (A) files any document containing the trade secret under seal; and (B) does not disclose the trade secret, except pursuant to court order. In the event that disclosure of Company trade secrets was not done in good faith pursuant to the above, the employee may be subject to substantial damages, including punitive damages and attorneys’ fees. II. Obligations on Employment Termination On termination of employment, whether voluntary or involuntary, all tangible and intangible Company property must be returned to the Company immediately. This includes documents, materials, data files, and records of any kind, including any that contain Confidential Information or Personal Information, and also includes any copies of all or part of these resources and any extracted information from these resources in the employee’s possession, wherever they exist, including in personal files, records, accounts, or in the cloud. In this regard, the terminating employee must immediately notify the Company if there is Confidential Information or Personal Information anywhere outside the Company stored in the employee’s personal computer, or in a mobile, cloud, or other storage medium, and work with the

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Company to identify all such Information and its location, and help ensure it is retrieved and/or permanently deleted by the Company (or the Company’s designated agent). III. Security To avoid loss of Company property, the Security Department maintains and promulgates security procedures, which include maintaining control of entrances, exits, restricted areas, document control, and record keeping. Specific procedures regarding the protection of Company property, traffic throughout the facilities, and designation of restricted areas are issued by the Security Department and posted on Company bulletin boards [and on the Company’s intranet]. In addition, employees are expected to comply with Company policies regarding the authorized and secure use of the Company’s computer and information technology as described in Security Regulations and the Technology Use and Security guideline of this Handbook. Employees are expected to abide by all of the Company’s security procedures. Avoiding loss, misappropriation, or theft of Confidential Information or Personal Identification Information is an important part of each employee’s job, both when employees are on-site at a Company location and when they are elsewhere, such as working on a remote basis from home, in airports, or in public cafes or coffee shops. Accordingly employees must observe good security practices, including the following: ●​ Employees are expected to keep Confidential Information secure from outside visitors and anyone who is not authorized to access, see or use such information, including when such information exists in electronic formats, taking care to shield and protect it from visibility when it is displayed on computer monitors and screens on any mobile or other device. ●​ Employees are not to remove Company property or make copies of Company Property capable of being copied without authorization. ●​ Employees are prohibited, both under California law and Company policy, from recording any oral conversations with supervisors, coworkers, customers, or anyone else, whether live/in-person or on phones (mobile/cellular and landline) without the express prior consent of all parties to the communication. ●​ Failure to adhere to Company policies regarding Confidential Information and Personal Identification Information will be considered grounds for dismissal. Given the sensitivity of Confidential Information and Personal Identification Information, employees may only dispose of such information by secure methods approved by the Company. If an employee has any doubt or question about how to handle Confidential Information or Personal Identification Information, the employee should consult with the Director/Site Supervisor/COO. IV. Technology Use And Security The Company provides various Technology Resources to authorized employees to assist them in performing their job duties for the Company. Each employee has a responsibility to use the Company’s Technology Resources in a manner that increases productivity, enhances the Company’s public image, and is respectful of other employees. Failure to follow the Company’s policies regarding Technology Resources may lead to disciplinary measures, up to and including termination of employment. Moreover, the Company reserves the right to advise appropriate legal authorities of any violation of law by an employee. Company employees are reminded that, in addition to the requirements of this policy, all usage of Technology Resources is also subject to Company’s “Company Property; Confidential and Personal Information” policy.

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1. Technology Resources Definition Technology Resources consist of all electronic media and storage devices, software, and means of electronic communication including any of the following: personal computers and workstations; laptop computers; mini and mainframe computers; tablets; computer hardware such as disk drives, tape drives, external hard drives and flash/thumb drives; peripheral equipment such as printers, modems, fax machines, and copiers; computer software applications and associated files and data, including software that grants access to external services, such as the Internet or cloud storage accounts; electronic mail; telephones; mobile phones; personal organizers and other handheld devices; voicemail systems; and instant messaging systems. 2. Authorization Access to the Company’s Technology Resources is within the sole discretion of the Company. Generally, employees are authorized to have access to such of the Company various technologies as (i) is necessary for them to perform their job duties, and (ii) as expressly provided to them in advance by authorized representatives of the Company. Further, an employee provided access to Company Technology Resources has permission to use and access such Resources only to the extent needed to perform their job duties. Finally, employees must successfully complete Company-approved and required training before they are authorized to access and use the Company’s Technology Resources. If employees contend that they need additional access, or additional forms of technology, in order to perform their jobs, they must contact their manager to request such access and/or technology. 3. Use The Company’s Technology Resources are to be used by employees during working time only for the purpose of conducting Company business. Employees may, however, use the Company’s Technology Resources for the following incidental non-work related uses during nonworking time as long as such use does not interfere with the employee’s duties, is not done for pecuniary gain, and does not violate any Company policy: ●​ To use the telephone system for brief and necessary calls ●​ To send and receive necessary and occasional communications ●​ To prepare and store incidental data (such as personal calendars, personal address lists, and similar incidental data) in a reasonable manner ●​ To access the Internet and personal social media sites for brief personal searches and inquiries during meals, breaks, or other nonworking time, provided that employees adhere to all other usage policies The Company assumes no liability for loss, damage, destruction, alteration, receipt, transmission, disclosure, or misuse of any personal data or communications transmitted over or stored on the Company’s Technology Resources. The Company accepts no responsibility or liability for the loss or non-delivery of any personal electronic mail or voicemail communications or any personal data stored on any Company property. The Company strongly discourages employees from storing any personal data on any of the Company’s Technology Resources.

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4. Improper Use A. Prohibition Against Harassing, Discriminatory and Defamatory Use The Company is aware that employee emails are often less formal than traditional written memoranda. Employees must take care, however, not to let informality degenerate into improper use. As set forth more fully in the Company’s “Equal Employment Opportunity Policy” and its “Policy Against Harassment, Discrimination, and Retaliation,” the Company does not tolerate discrimination or harassment based on race, color, religion, religious creed (including religious dress and religious grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity (including transgender identity), gender expression (including transgender expression), because an individual has transitioned (to live as the gender with which they identify), is transitioning, or is perceived to be transitioning), sex stereotyping, national origin, ancestry, citizenship, age (40 years and over), mental disability and physical disability (including HIV and AIDS), legally protected medical condition or information (including genetic information), protected medical leaves (requesting or approved for leave under the Family and Medical Leave Act or the California Family Rights Act), military and/or veteran status, service, or obligation, reserve status, national guard status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault, stalking, a crime involving physical injury, or whose covered family member is deceased due to crime, enrollment in a public assistance program, engaging in protected communications regarding employee wages or otherwise exercising rights protected under the California Fair Pay Act, requesting a reasonable accommodation on the basis of disability or bona fide religious belief or practice, or any other status protected by applicable laws. Under no circumstances shall employees use the Company’s Technology Resources to transmit, receive, or store any information that is discriminatory, harassing, defamatory, obscene, indecent, threatening, or that otherwise could adversely affect any individual, group, or entity (e.g., sexually explicit or racial messages, slurs, jokes, or cartoons). B. Prohibition Against Violating Copyright Laws Employees shall not use the Company’s Technology Resources to copy, retrieve, forward, or send copyrighted materials unless the employee has the author’s permission or is accessing a single copy only for the employee’s reference. C. Other Prohibited Uses Employees shall not use the Company’s Technology Resources for any illegal purpose, violation of any Company policy, for pecuniary gain, or in any way that discloses trade secrets or other confidential or proprietary information of the Company, business partners, vendors, or customers. V. Company Access To Technology Resources All messages sent and received, including personal messages, and all data and information stored on the Company’s Technology Resources (including on its electronic mail system, voicemail system, or computer systems) are Company property regardless of the content. As such, the Company reserves the right to access all of its Technology Resources including its computers, voicemail, and electronic mail systems, at any time, in its sole discretion. No employee, other than the Director/Site Supervisor/COO, has authority to waive, vary or amend the Company’s right to access its Technology Resources.

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1. No Reasonable Expectation Of Privacy Although the Company does not wish to examine personal information of its employees, on occasion, the Company may need to access its Technology Resources including computer files, electronic mail messages, and voicemail messages. Employees should understand, therefore, that they have no right of privacy with respect to any messages or information created, collected, or maintained on the Company’s Technology Resources, including personal information or messages. The Company may, at its discretion, inspect all files or messages on its Technology Resources at any time for any reason. The Company may also monitor its Technology Resources at any time in order to confirm compliance with its policies, for purposes of legal proceedings, to investigate misconduct, to locate information, or for other business purposes. 2. Passwords Certain of the Company’s Technology Resources can be accessed only by entering a password or using login credentials. Passwords and login credentials are intended to prevent unauthorized access to information. Passwords and login credentials do not confer any right of privacy upon any employee of the Company. Thus, even though employees may maintain passwords or be provided with login credentials for accessing Technology Resources, employees must not expect that any information maintained on Technology Resources or that moves through such Resources, including electronic mail and voicemail messages, are private. Employees are expected to maintain their passwords and login credentials as confidential. Employees must not share passwords, or forward login credentials unless authorized by (specify, e.g., Technology Coordinator) and must not access coworkers’ systems without express authorization. 3. Data Collection The best way for employees to ensure the privacy of personal information is not to store or transmit it on the Company’s Technology Resources. So that employees understand the extent to which information is collected and stored, examples of information currently maintained by the Company are provided below. The Company may, however, in its sole discretion, and at any time, alter the amount and type of information that it retains. ●​ Telephone Use and Voicemail: Records are kept of all calls made from and to a given telephone extension. Although voicemail is password-protected, an authorized administrator can listen to voicemail messages and also reset the password. ●​ Electronic Mail: Electronic mail is backed up and archived. Although electronic mail is password-protected, an authorized administrator can read electronic mail and also reset the password. ●​ Desktop Facsimile Use: Copies of all facsimile transmissions are maintained in the facsimile server. ●​ Document Use: Each document stored on Company computers has a history that shows which users have accessed the document for any purpose. ●​ Internet Use: Internet sites visited, the number of times visited, and the total time connected to each site are recorded and periodically monitored. 4. Deleted Information

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Deleting or erasing information, documents, or messages maintained on the Company’s Technology Resources is, in most cases, ineffective. All employees should understand that any information kept on the Company’s Technology Resources may be electronically recalled or recreated regardless of whether it may have been “deleted” or “erased” by an employee. Because the Company periodically backs up all files and messages, and because of the way in which computers reuse file storage space, files and messages may exist that are thought to have been deleted or erased. Therefore, employees who delete or erase information or messages should not assume that such information or messages are confidential or ever were confidential. If a legal dispute arises, or may arise in the future, it may be unlawful to attempt to delete or erase certain information. Employees shall fully comply with Company policy regarding retention or destruction of information. Notwithstanding the above, the Company shall delete personal employee information to the extent required by applicable law, including as required by the California Consumer Privacy Act. VI.

The Internet And On-Line Services

The Company provides authorized employees access to online services such as the Internet. The Company expects that employees will use these services in a responsible way and for business-related purposes only. Under no circumstances are employees permitted to use the Company’s Technology Resources to access, download, or contribute to Internet sites that contain inappropriate content such as that which is discriminatory, harassing, defamatory, obscene, indecent, threatening, or that otherwise could reasonably adversely affect any individual, group, or entity. Additionally, employees may not use the Company’s Technology Resources to post, comment, send, or otherwise upload any information to any Web sites or other online groups, including web logs (i.e., “blogs”), social networking Web sites, newsgroups, discussion groups, or non-Company email groups, except in accordance with the Company’s Social Media Policy. These actions will likely generate junk electronic mail and may expose the Company to liability or unwanted attention because of comments or other contributions that employees may make. The Company strongly encourages employees who wish to access the Internet for non-work-related activities to obtain their own personal Internet access accounts that are unaffiliated with the Company, and to use such accounts at home on their own personal computer. VII.

Online Monitoring

The Company monitors both the amount of time spent using online services and the sites visited by individual employees. The Company reserves the right to limit such access by any means available to it, including revoking access altogether. The Company, through technological tools, may also prohibit or limit access to certain Web sites considered inappropriate by the Company or its technology provider. VIII.

Confidential Information

The Company is very sensitive to the issue of protection of trade secrets and other confidential and proprietary information of the Company as well as that of its business partners, vendors, and customers (“Confidential Information”). Confidential Information includes all confidential, and personal information covered by the Company’s guideline in this Manual regarding “Company Property; Confidential, And Personal Information.” Therefore, employees are expected to use good judgment and to adhere to the

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highest ethical standards when using or transmitting Confidential Information on the Company’s Technology Resources. Confidential Information should not be accessed through the Company’s Technology Resources in the presence of unauthorized individuals. Similarly, Confidential Information should not be left visible or unattended. Moreover, any Confidential Information transmitted via Technology Resources should be marked with the following confidentiality legend: “This message contains confidential information. Unless you are the addressee (or authorized to receive for the addressee), you may not copy, use, or distribute this information. If you have received this message in error, please advise [employee’s name] immediately at [employee’s telephone number] or return it promptly by mail.” Employees should adhere to Company’s security policy with regard to Confidential Information and take all appropriate measures to safeguard the confidentiality and security of such information. Employees should avoid sending Confidential Information via unsecure platforms, and should only transmit Confidential Information when absolutely necessary and only via approved platforms. Employees should also verify electronic mail addresses before transmitting any messages containing Confidential Information. IX.

Software Use

1. License Restrictions All software in use on the Company’s Technology Resources is officially licensed software. No software is to be installed or used that has not been duly paid for and licensed appropriately for the use to which it is being put. No employee may load any software on the Company’s computers, by any means of transmission, unless authorized in writing in advance by the Director/Site Supervisor/COO and thoroughly scanned for viruses or other malware prior to installation. X. Software For Home Use Before transferring or copying any software from a Company Technology Resource to another computer or other device, employees must obtain written authorization from the Director/Site Supervisor/COO. It is the employee’s responsibility to adhere to applicable licensing requirements, including not making or distributing unauthorized copies of software to others. Upon departure from the Company, it is the employee’s responsibility to remove all Company software from non-Company computers and other devices on which Company software has been installed, and to promptly notify the Company’s Director/Site Supervisor/COO if the employee is unable to do so for any reason. If an employee sells or otherwise transfers out of their own possession or control their own personally owned computer, the employee must first notify the Company and work with the Company to ensure all Company data and related software is deleted and/or remediated prior to such sale or other transfer. Please ask the Director/Site Supervisor/COO for assistance if needed. XI. Security The Company has installed a variety of programs and devices to ensure the safety and security of the Company’s Technology Resources. Any employee found tampering with or disabling any of the Company’s security devices will be subject to discipline up to and including termination. Moreover, the Company reserves the right to advise appropriate legal authorities of any violation of law by an employee.

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To maintain the effectiveness of the Company’s security measures, employees should use only secure networks established by the Company to access or use Confidential Information. Such information may not be downloaded, stored, or copied onto any non-Company equipment or media (including personally owned computer, handheld devices, external memory devices, or disks) without prior written approval of the Director/Site Supervisor/COO.. If Confidential Information is downloaded, stored, or copied onto non-Company equipment or media, employees must: ●​ Take all appropriate measures to safeguard against loss, theft, damage, or breach of such equipment or media. ●​ Permanently delete such information prior to selling or otherwise transferring out of their own possession or control such equipment or media. ●​ If they resign, are terminated, or are requested to do so by management, work collaboratively with the Company to identify all such Information and its location, and help ensure it is retrieved and/or permanently deleted by the Company (or the Company’s designated agent. Similarly, employees may not send Confidential Information to their personal e-mail accounts, even for work-related purposes, without prior written approval of the Director/Site Supervisor/COO. Any loss or suspected loss of Confidential Information, or any suspicious activity such as external hacking attempts or unusual internal activity, should be reported immediately to Company management. XII.

Remote Access To Technology Resources

The Company may, at its sole discretion, provide certain employees with remote access systems such as a laptop, smartphone, tablet, or other personal organizer to allow such employees to handle the tasks associated with their jobs while working away from the office. Employees must take care to ensure the security of all Company-provided equipment. Employees must not share network passwords or other PINs with anyone. As soon as an employee believes Company-provided equipment is lost or that the security and confidentiality of the data on that equipment has been compromised, they must notify the Director/Site Supervisor/COO.. If Company-provided equipment is lost, or if it is damaged as a result of carelessness, employees may be responsible for replacement fees. The Company-provided remote access system should only be used for Company-related business. The Company may decide at any time that it is no longer necessary or appropriate for certain employees to possess a remote access system and their ability to use such systems may be discontinued, in which case such employees are expected to return any Company-issued remote access systems in accordance with Company’s “Company Property; Confidential and Personal Information” policy. The Company does not expect or require employees to work on tasks (including e-mail, work product, etc.) during meal periods or after scheduled working times. Any and all use of remote access systems shall be made in compliance with Company’s “Hours Of Work, Overtime, And Pay Day policy.” Use of public or home networks, such as unencrypted WiFi networks, can be a threat to the security and reliability of the Company’s Technology Resources. Accordingly, employees must only access Company Technology Resources via means that are specifically approved by the Director/Site Supervisor/COO. XIII. Electronic Mail Guidelines Employees are expected to use sound judgment with respect to use of the Company’s electronic mail (“e-mail”). All employees should adhere to the following with respect to use of e-mail:

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●​ Always ask before sending an e-mail if it is the appropriate medium of communication. When communicating about a sensitive subject, consider whether e-mail is the appropriate medium or whether using the phone rather than e-mail might be more appropriate (but keep in mind that voicemail is similar to e-mail; voicemail may be stored on a computer server and may be forwarded to third parties). ●​ Use the “front page” test. Assuming that e-mail is the appropriate medium of communication, each e-mail should be treated as a formal written document. Do not write anything in an e-mail that could not be printed on the front page of the newspaper. Off-the-cuff, sarcastic, or angry comments can come back to haunt the author. ●​ E-mail is part of the workplace environment. E-mail containing harassing, abusive, or false comments is not only prohibited by Company policy, but also may serve as the basis for legal liability. Employees and managers should exercise the same care and sensitivity in communicating via e-mail as they would when communicating in person or in letters. Offensive e-mail received from others should not be forwarded, and the recipient should ask the sender to refrain from sending inappropriate e-mail and/or report it to their manager or Talent Management, using—as appropriate—the Open Door Policy, Procedure for Reporting Employee Complaints, and/or process established in the Policy Against Harassment, Discrimination, and Retaliation. ●​ Provide context. As with other forms of communication, there is a risk that an e-mail message may be taken out of context. To reduce the risk that the message will be taken out of context, consider including the original message to which the reply e-mail relates. ●​ Know your audience. When sending an e-mail, always double-check to whom the e-mail is addressed, especially when using the “reply to all” button. Ask whether it is appropriate for each addressee to receive the e-mail and whether sending the e-mail to a particular addressee will result in the unauthorized disclosure of Confidential Information. If in doubt, remove the doubted addressee. ●​ Avoid using a home or personal computer for business purposes unless the device has been expressly approved in advance for such use. When working remotely, use only company-provided devices, unless you have received the written approval from the Director/Site Supervisor/COO. XIV.

Audits

The Company may perform auditing activity or monitoring to determine compliance with these policies. Audits of software and data stored on the Company’s Technology Resources may be conducted without warning at any time. 6.4. SOCIAL MEDIA POLICY I. Statement of Policy At the Company, we understand that social media can be a fun and rewarding way to share one’s life and opinions with family, friends and co-workers around the world. The Company respects the right of employees to use it as a medium of self-expression. At the same time, use of social media also presents certain risks and carries with it certain responsibilities. To assist employees in making responsible decisions about their use of social media, the Company has established these guidelines for appropriate use of social media. This policy applies to all employees who work for the Company. All employees who post on their own personal social media accounts but who identify their affiliation with the Company should adhere to the guidelines below. II. Guidelines

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In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating, sharing, or posting information or content of any sort online using interactive technologies on the Internet, including to an employee’s own or someone else’s web log or blog, journal or diary, personal web site, personal account on a social networking or affinity web site, web bulletin board or a chat room, or to any virtual community, whether or not associated or affiliated with the Company, as well as any other form of electronic communication (all referred to hereafter as “blogging”). The same principles and guidelines found in the Company’s policies apply to employees’ blogging activities. Ultimately, employees are solely responsible for what they post online. Before creating online content, employees should consider some of the risks and rewards that are involved. A. Know and follow the rules Employees should carefully read these guidelines and the Company’s employment policies that address social media, including the Company Property: Confidential and Personal Information Policy, the External Communications Policy, the Equal Employment Opportunity Policy, and the Policy Against Harassment, Discrimination, and Retaliation, and ensure their postings are consistent with these policies. Inappropriate postings that include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject employees to disciplinary action up to and including termination. Employees should not have an expectation of privacy with respect to information or communications that they post using the Company’s computers or networks. As stated in the Technology Use and Security policy, the Company has the right to monitor all activity on its equipment and technology systems. In addition, when using social media, employees should comply with the site’s terms of service, acceptable use policy and any other posted guidelines. Also, employees must maintain the privacy of the Company’s non-public, proprietary information. Such information may include information regarding [list examples, i.e., unreleased financial data, potential acquisitions, internal analyses, pricing, etc., ensuring that the list does not reference employee personnel or compensation information], and other information pertaining to the Company’s processes. Employees are prohibited from posting trade secrets, attorney work product or attorney-client privileged communications or other confidential business information (such as non-public information regarding the Company’s anticipated business, products or services, research, development, customers, finances, and inventions). ●​ Employees’ online activities should show basic respect for others. For example, they should not use ethnic or racial slurs, or obscenity, and should avoid personal attacks or threats ●​ Employees who travel internationally should be careful to avoid making online comments that are openly critical of or hostile to the countries to which they plan future travel (including the countries’ governments, ruling parties, officials, religious values and other aspects of their culture), as some governments impose imprisonment and other criminal penalties for such online statements B. Exercise best judgment and discretion Employees should keep in mind that they are more likely to resolve work-related complaints by speaking directly with co-workers or by utilizing any of the Company’s procedures for raising concerns or complaints (i.e., the Company’s Open Door Policy or Procedure for Reporting Employee Complaints, or for concerns involving suspected harassment, discrimination or retaliation, by using the complaint reporting procedure described in the Policy Against Harassment, Discrimination, and Retaliation). Nevertheless, if employees decide to post complaints or criticism, they should avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening, or

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intimidating, or that might constitute harassment or bullying. Examples include offensive posts meant to intentionally harm a coworker or posts that could contribute to a hostile work environment on the basis of race, national origin, sex, veteran status, disability, religion or any other status protected by law or company policy. Employees are personally responsible for what they post, and the Company will not assume any liability for those statements. C. Be honest, accurate and transparent Employees should strive to remain honest and accurate when posting information or news, and if they make a mistake, they should be open about it and correct it quickly. This includes being open about any previous posts they have altered. The Internet archives almost everything; therefore, even removed or deleted postings can be searched. Employees should never post any information or rumors that they know to be maliciously false about the Company, fellow employees or people working on behalf of the Company. D. Posts involving the Company ●​ Employees should not create a link from their social media accounts, blog, website or other social networking site to the Company’s website without identifying themselves as a Company employee. In addition, they must use their best judgment and exercise discretion when linking to people on social media sites. Co-workers and members of the public may see employee connections and make judgments about them or their work. ●​ Employees must not violate copyright, trade secret, fair use, privacy, libel and defamation, federal securities and financial disclosure laws. ●​ Employees should never represent themselves as a spokesperson for the Company; employees are not authorized to speak on the Company’s behalf unless they obtain specific prior written approval from the Company. If the Company is a subject of the content employees are creating, employees should be clear and open about the fact that they are an employee; make clear that their views are their own; and make clear that their views do not represent those of the Company, fellow employees or people working on behalf of the Company. Similarly, if employees publish a blog or post or share online related to the work they do or subjects associated with the Company, they likewise should make it clear that they are not speaking on behalf of the Company. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of the Company.” Employees may not promote any of the Company’s products or services without fully disclosing their relationship with the Company. E. Using social media at work Employees should refrain from using social media while on work time, unless it is work-related as authorized by their supervisor or consistent with the Company’s policies. Also, employees may not use the Company’s email addresses to register on social networks, blogs or other online tools utilized for personal use. F. Retaliation is prohibited The Company prohibits taking negative actions against employees for reporting a possible deviation from this policy or for cooperating in an investigation into such a situation. Any such retaliation is subject to employment termination or other disciplinary action. G. Policy complies with applicable law

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Nothing in this policy, or any Company policy, limits the rights of employees to 1) discuss pay, hours, or other terms of employment or working conditions, or 2) communicate with a government agency or official regarding these topics or any violation of law. This Policy will be administered in compliance with applicable laws and regulations. H. Media contacts Employees who are contacted by the media should not speak on the Company’s behalf and should refer all media inquiries seeking a statement from the Company to the Department. I. Questions regarding this Social Media Policy Employees with any questions or who need further guidance should contact the Directgor/Site Supervisor. 6.5 MOBILE DEVICE USAGE POLICY This policy applies to the use of cellular telephones, smart telephones, tablets, personal organizers, or other mobile devices, whether personal or provided by the Company (collectively, “mobile devices”) while working; the personal use of Company-provided mobile devices; and the permissible use of mobile devices while driving. I. Use of Mobile Devices While Working While working, employees are expected to devote their time and attention to performing their job. Excessive usage of mobile devices for personal calls, texts, receiving or responding to personal e-mail, or for any other personal reason while working, regardless of the device used, can interfere with employee productivity and be distracting to others, and for certain positions, can pose a threat to the safety of the employee or others. All usage of mobile devices while at work must be in accordance with Company policies. The Company will not be liable for the loss of personal mobile devices brought into the workplace. II. Use of Company-Provided Mobile Devices Where job or business needs require it, the Company may issue a mobile device to an employee for work-related purposes. Employees who believe that they need a Company-provided mobile device for work-related purposes should contact the Director/Site Supervisor/COO.. Employees in possession of Company equipment, such as mobile devices, are expected to protect the equipment from loss, damage, or theft. This provision does not require the employee to purchase insurance for the device, and does not hold the employee responsible for normal wear and tear or loss for reasons beyond the employee’s control. Upon resignation or termination of employment, or at any time upon request, the employee is expected to produce the mobile device for return or inspection of the device and any data stored on it. Non-exempt employees who reasonably determine that it is necessary to make or respond to calls after regular hours for work-related purposes, whether using a Company-provided or personal mobile device or other telephone, must promptly record that time as time worked, and will be paid for that time.

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Non-exempt employees should check that such after-hours work complies with Company policies regarding working overtime hours. III. Safe and Lawful Use of Mobile Devices When Driving The Company strictly prohibits the use of all hands-on mobile devices while operating a motor vehicle when (a) the device is used for business reasons while driving at any time, and (b) the device is used while driving on Company business. This includes use of the device to send or receive calls, e-mails, texts, and other communications Note that in California, use of a hands-on mobile device while driving (whether for work or not) may be criminally punished. Employees may use hands-free mobile devices while driving, solely for calls, if it is both safe and lawful to do so. However, safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call is unavoidable and pulling over is not an option, employees are expected to keep the call short, refrain from discussion of complicated or emotional discussions, and keep their eyes on the road at all times. Special care should be taken in situations where there is traffic or inclement weather, road construction, or the employee is driving in an unfamiliar area. In situations where job responsibilities include regular driving while making or accepting of business calls, hands-free equipment will be provided to facilitate the provisions of this policy. Employees whose job responsibilities do not specifically include driving, but who are issued a mobile device for business use, also are expected to abide by the provisions above. Under no circumstances may employees place themselves or others at risk to fulfill business needs. Employees who are charged with traffic violations resulting from the use of a mobile device while driving will be solely responsible for all liabilities that result from their actions. IV. Special Responsibilities for Managerial Staff As with any policy, managerial staff members are expected to serve as role models for proper compliance with the provisions above and are encouraged to regularly remind employees of their responsibilities in complying with this policy. V. Compliance All usage of mobile devices as addressed in this policy must also be in accordance with all Company policies on acceptable use, non-harassment/non-discrimination, security, and confidentiality [including the Technology Use And Security policy, and Section XII thereof relating to “Remote Access To Technology Resources”]. In addition, employees must adhere to all federal, state, and local rules and regulations regarding the use of mobile devices while driving. Violations of this Mobile Device Usage policy will be subject to discipline, up to and including termination.

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6.6 SMOKING The Company prohibits smoking, including e-cigarettes and vaping, in the workplace. 6.7 CONFLICTS OF INTEREST Employees are expected to devote their best efforts and attention to the full-time performance of their jobs. Moreover, employees are expected to use good judgment, to adhere to high ethical standards, and to avoid situations that create an actual or potential conflict between their personal interests and the legitimate business interests of the Company. A conflict of interest exists when the employee’s loyalties or actions are divided between the Company’s interests and those of the employee or another, such as a competitor, supplier, or customer. Examples include: Employees who take a second job in the evenings or weekends with a competitor of the Company that sells products or services that compete with those of the Company; accepting payment from another company for information about the Company; or owning part of a supplier that sells goods or services to the Company. Both the fact and the appearance of a conflict of interest should be avoided. Employees unsure as to whether a certain transaction, activity, or relationship constitutes a conflict of interest should discuss it with their immediate supervisor or the Director/Site Supervisor/COO for clarification. Any exceptions to this policy must be approved in writing by the Director/Site Supervisor/COO. This policy will not be interpreted in a way that has a reasonable tendency to chill protest or protected concerted activity or that violates the National Labor Relations Act or other laws that protect employee free speech. Employees should take care not to read or construe any provision in this policy in a way suggesting that it restricts their (1) ability to communicate about pay, hours, or other terms of employment or working conditions, (2) ability to communicate with a government agency or official regarding these topics or any violation of law; or (3) right to engage in protected concerted activity to improve their terms and conditions of employment. While it is not feasible to describe all possible conflicts of interest that could develop, some of the more common conflicts that employees should avoid include the following: o​ Accepting personal gifts or entertainment from competitors, customers, suppliers, or potential suppliers; o​ Working for a competitor, supplier, or customer; o​ Engaging in self-employment in competition with the Company; o​ Using proprietary or confidential Company information, such as Company trade secrets, for gain or to the Company’s detriment; o​ Having a direct or indirect financial interest in or relationship with a competitor, customer, or supplier, except that ownership of less than one percent (1%)) of the publicly traded stock of a corporation will not be considered a conflict; o​ Using Company property or labor for personal use; o​ Acquiring any interest in property or assets of any kind for the purpose of selling or leasing it to the Company; o​ Committing the Company to give its financial or other support to any outside activity or organization; or o​ Developing a personal relationship with a subordinate employee of the Company or with an employee of a competitor, supplier, or customer that might interfere with the exercise of impartial judgment in decisions affecting the Company or any employees of the Company.

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If an employee or someone with whom an employee has a close relationship (e.g., a family member or close companion) has a financial or employment relationship with a competitor, customer, supplier, or potential supplier, the employee must disclose this fact in writing to the Director/Site Supervisor/COO. Employees should be aware that if they enter into a personal relationship with a subordinate employee or with an employee of a competitor, supplier, or customer, a conflict of interest may exist, which requires full disclosure to the Company. Part-time employees may engage in outside employment, provided that they disclose such employment and get written approval from their immediate supervisor. Failure to adhere to this policy, including failure to disclose any conflicts or to seek an exception, may result in discipline, up to and including termination of employment. 6.8 DRUG-FREE WORKPLACE I. Purpose of Guideline It is the intent of the Company to maintain a workplace that is free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Employees who are under the influence of/impaired by a drug or alcohol on the job compromise the Company’s interests and endanger their own health and safety and the health and safety of others. Substance abuse in the workplace can also cause many other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for co-workers, behavior that disrupts other employees, and inferior quality in products or services. To further its interest in avoiding accidents, to promote and maintain safe and efficient working conditions for its employees, and to protect its business, property, equipment, and operations, the Company has established this Guideline concerning the use of alcohol and drugs. As a condition of continued employment with the Company, each employee must abide by this Guideline. II. Definitions For purposes of this Guideline: ●​ “Illegal drugs or other controlled substances” means any drug or substance that (a) is not legally obtainable; or (b) is legally obtainable but has not been legally obtained; or (c) has been legally obtained but is being sold or distributed unlawfully. ●​ “Legal drug” means any drug, including any prescription drug or over-the-counter drug, that has been legally obtained and that is not unlawfully sold or distributed. ●​ “Abuse of any legal drug” means the use of any legal drug (a) for any purpose other than the purpose for which it was prescribed or manufactured; or (b) in a quantity, frequency, or manner that is contrary to the instructions or recommendations of the prescribing physician or manufacturer. ●​ “Reasonable suspicion” includes a suspicion that is based on specific personal observations such as an employee’s manner, disposition, muscular movement, appearance, behavior, speech or breath odor; information provided to management by an employee, by law enforcement officials, by a security service, or by other persons believed to be reliable; or a suspicion that is based on other surrounding circumstances. ●​ “Possession” means that an employee has the substance on his or her person or otherwise under his or her control.

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III. Prohibited Conduct A. Scope The prohibitions of this section apply whenever the interests of the Company may be adversely affected, including any time an employee is: ●​ On Company premises ●​ Conducting or performing Company business, regardless of location ●​ Operating or responsible for the operation, custody, or care of Company equipment or other property ●​ Responsible for the safety of others in connection with, or while performing, Company-related business B. Alcohol The following acts are prohibited and will subject an employee to discharge: ●​ The unauthorized use, possession, purchase, sale, manufacture, distribution, transportation, or dispensation of alcohol; or ●​ Being under the influence of alcohol from unauthorized consumption. C. Illegal Drugs The following acts are prohibited and will subject an employee to discharge: ●​ The use, possession, purchase, sale, manufacture, distribution, transportation, or dispensation of any illegal drug or other controlled substance; or ●​ Being under the influence of/impaired by any illegal drug or other controlled substance. D. Legal Drugs The following acts are prohibited and will subject an employee to discharge: ●​ The abuse of any legal drug ●​ The purchase, sale, manufacture, distribution, transportation, dispensation, or possession of any legal prescription drug in a manner inconsistent with law or ●​ Working while impaired by the use of a legal drug whenever such impairment might : o​ (a)Endanger the safety of the employee or some other person; o​ (b)Pose a risk of significant damage to Company property or equipment; or o​ (c)Substantially interfere with the employee’s job performance or the efficient operation of the Company’s business or equipment. IV. Disciplinary Action A. Discharge for Violation of Guideline A first violation of this Guideline will result in immediate discharge whenever the prohibited conduct: ●​ Caused injury to the employee or any other person, or, in the sole opinion of management, endangered the safety of the employee or any other person; 8/28/2025​

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●​ Resulted in significant damage to Company property or equipment, or, in the sole opinion of management, posed a risk of significant damage; ●​ Involved the sale or manufacture of illegal drugs or other controlled substances; ●​ Involved the possession, distribution, or dispensation of illegal drugs or other controlled substances [or alcohol in a quantity greater than for personal use; ●​ Involved an employee who had not completed the introductory period or was a casual, seasonal, or temporary employee or ●​ Involved the failure of an employee to report a criminal conviction, as required by Sections IV C and V C, below. B. Discretion Not to Discharge In circumstances other than those described in Paragraph A, above, the Company, in the discretion of management, may choose not to discharge an employee for a first violation of this Guideline if the employee satisfactorily participates in and completes an approved drug or alcohol abuse ‘assistance’ or rehabilitation program when recommended by the Company. C. Effect of Criminal Conviction An employee who is convicted under a criminal drug statute for a violation occurring in the workplace or during any Company-related activity or event will be deemed to have violated this Guideline. D. Written Warning An employee who is not discharged for a first violation of this Guideline will receive a final written warning [and immediate suspension without pay for a period of 10 calendar days. E. Effect of Second Violation A second violation of this Guideline at any time will result in immediate discharge. F. Effect of Discharge on Eligibility for Rehire Employees who are discharged for a violation of this Guideline will not be eligible for rehire by the Company. V. Drug-Free Awareness Program A. Employee Awareness The Company has established a Drug-Free Awareness Program that is designed to inform employees about the dangers of drug abuse in the workplace and to help ensure that employees are familiar with this Guideline and with the disciplinary actions that can result from a violation of this Guideline. From time to time, employees will be requested to attend one of the sessions of the Drug-Free Awareness Program. During each such session, employees will be given current information about available programs offering counseling and rehabilitation.

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B. Management Awareness Managers and supervisors should be attentive to the performance and conduct of those who work with them and should not permit an employee to work in an impaired condition or to otherwise engage in conduct that violates this Guideline. When management has reasonable suspicion to believe that an employee or employees are working in violation of this Guideline, prompt action will be taken. C. Criminal Convictions Employees must notify the Company of any conviction under a criminal drug statute for a violation occurring in the workplace or during any Company-related activity or event. Employees must notify the Company within five days after any such conviction. When required by federal law, the Company will notify any federal agency with which it has a contract of any employee who has been convicted under a criminal drug statute for a violation occurring in the workplace. VI. Use of Legal Drugs The Company recognizes that employees may, from time to time, be prescribed legal drugs that, when taken as prescribed or according to the manufacturer’s instructions, may result in impairment. Employees may not work while impaired by the use of legal drugs if the impairment might endanger the employee or someone else, pose a risk of significant damage to Company property, or substantially interfere with the employee’s satisfactory and competent job performance. If an employee is so impaired by the appropriate use of legal drugs, he or she may not report to work. To accommodate the absence, the employee may use accrued sick leave, [personal leave,] or vacation time. The employee may also contact the Director/Site Supervisor/COO to determine whether or not he or she qualifies for an unpaid leave of absence, such as family care or medical leave. Nothing in this Guideline is intended to sanction the use of accrued sick leave, personal leave, or vacation time to accommodate absences due to the abuse of legal drugs. Further, nothing in this Guideline is intended to diminish the Company’s commitment to employ and reasonably accommodate qualified disabled individuals. The Company will reasonably accommodate qualified disabled employees who must take legal drugs because of their disability. VII. Unregulated or Authorized Conduct A. Customary Use of Over-the-Counter Drugs and Advance Notice of Nothing in this Guideline is intended to prohibit the customary and ordinary purchase, sale, use, possession, or dispensation of over-the-counter drugs, so long as that activity does not violate any law or result in an employee being impaired by the use of such drugs in violation of this Guideline. Employees who do take, or anticipate that they will take, any prescription or over-the-counter drugs that could be considered “illegal” must provide appropriate documentation indicating the type of medication and dosage amount used, or that will be used, by the employee to the Director/Site Supervisor/COO. Employees are not asked nor required to, and should not, disclose or identify any underlying medical or health condition necessitating the employee’s usage of such drug. The Company will maintain such information as confidential medical information in accordance with applicable law. Failure to report such use, or expected use, of such a drug may result in disciplinary action, up to and including termination, and may result in the drug being deemed an illegal drug. B. Off-the-Job Conduct. This Guideline is not intended to regulate off-the-job conduct, so long as the employee’s off-the-job use of alcohol or drugs does not result in the employee being under the influence of or impaired by the use of alcohol or drugs in violation of this Guideline.

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C. Authorized Use of Alcohol The Company may provide alcohol for consumption at certain events, such as social functions. The consumption of alcohol at these events does not violate this Guideline. VIII. Confidentiality Disclosures made by employees to the Director/Site Supervisor/COO concerning their use of legal drugs will be treated confidentially and will not be revealed to managers or supervisors unless there is an important work-related reason to do so in order to determine whether it is advisable for the employee to continue working. Disclosures made by employees to the Director/Site Supervisor/COO concerning their participation in any drug or alcohol rehabilitation program will be treated confidentially. IX. Counseling/Employee Assistance Employees who suspect they may have alcohol or drug problems, even in the early stages, are encouraged voluntarily to seek diagnosis and to follow through with the treatment as prescribed by qualified professionals. Employees who wish to voluntarily enter and participate in an approved alcohol or drug rehabilitation program are encouraged to contact Director/Site Supervisor/COO, who will determine whether the Company can accommodate the employee by providing unpaid leave for the time necessary to complete participation in the program. Employees should be aware that participation in a rehabilitation program will not necessarily shield them from disciplinary action for a violation of this Guideline, particularly if discipline is imposed for a violation occurring before the employee seeks assistance. X. Drug Testing Testing of Applicants for Designated Safety-Sensitive Positions As part of the Company’s employment screening process, any applicant to whom an offer of employment is made must pass a test for controlled substances, under the procedures described below. The offer of employment is conditioned on a negative test result. Applicants will be informed of the Company’s drug testing policy in the employment application. 2.

Reasonable Suspicion Testing

If an employee occupies a designated safety-sensitive position and his or her supervisor or manager has a reasonable suspicion that the employee is working in an impaired condition or otherwise engaging in conduct that violates this Guideline, the employee will be asked about any observed behavior and offered an opportunity to give a reasonable explanation. If the employee is unable to explain the behavior, he or she will be asked to take a drug test in accordance with the procedures outlined below. If the employee refuses to cooperate with the administration of the drug test, the refusal will be handled in the same manner as a positive test result. C. Procedures for Drug Testing The Company will refer the applicant or employee to an independent, National Institute on Drug Abuse (NIDA)-certified medical clinic or laboratory, which will administer the test. The Company will pay the cost of the test and reasonable transportation costs to the testing facility. The employee will have the 8/28/2025​

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opportunity to alert the clinic or laboratory personnel to any prescription or non-prescription drugs that he or she has taken that may affect the outcome of the test. All drug testing will be performed by urinalysis. Initial screening will be done by EMIT II. Positive results will be confirmed by gas chromatography/mass spectrometry. The clinic or laboratory will inform the Company as to whether the applicant passed or failed the drug testIf an employee fails the test, he or she will be considered to be in violation of this Guideline and will be subject to discipline accordingly. D. Acknowledgment and Consent Any employee subject to testing under this policy will be asked to sign a form acknowledging the procedures governing testing, and consenting to (1) the collection of a urine sample for the purpose of determining the presence of alcohol or drugs, and (2) the release to the Company of medical information regarding the test results. Refusal to sign the agreement and consent form, or to submit to the drug test, will result in the revocation of an applicant’s job offer, or will subject an employee to discipline up to and including termination E. Confidentiality All drug testing-records will be treated as confidential.

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