Handbook 2026 - May

About This Handbook

This handbook has been created as a resource for you. It will provide you with an overview of our team-focused work approach, our values and our expectations of you as a team member here at Symmons Industries. Additionally, you will learn what you can expect from Symmons.

Within this handbook you can find general company guidelines and important information on key topics as they relate to working at Symmons in the United States; local laws and regulations may differ. If you are employed by Symmons in CA or outside of the U.S.A., please contact our HR department with any specific questions you may have regarding applicable variances.

This handbook is not a contract or guarantee of employment for any period. While we hope you will remain employed with us for the long term, your employment with us is “at-will”, meaning that your employment is not for a definitive period. It may end

at any time by you or by us, with or without cause or notice. We reserve the right to change, modify, add or discontinue any of the information contained or referred to in our handbook. Outside of this content there are many other resources about employment at Symmons. We offer full policy descriptions, documents describing our benefit plans and resources available to our team members, and other helpful links in UKG. Your manager will be your primary source of information. We encourage open dialog with your manager and also members of the Human Resources team.

This handbook supersedes all prior handbooks, manuals, policies, and procedures issued by the Company. We hope that after reading this information that you will have a comprehensive understanding of our policies, and our team-focused work environment.

Message from the CEO: Welcome to Symmons!

Welcome to the Symmons team. Whether you are new to Symmons, or you joined our company years ago, you have made the right choice to be part of a team that values ideas and solutions and operates in a customer-first culture. We are excited you are here!

As you start, or continue on your journey with us, you will notice a few shared themes at Symmons. The first is that we are defined not by our titles but by the actions we take each day to support our team and deliver value to our customer Our goal is to deliver exceptional products and services while fostering a workplace rooted in our core values:

 Customer Focused

 Resilient

 Can Do Attitude

 Win as a Team

In the pages ahead you will learn a great deal about our company, but please know that we are all here to answer any questions you may have. Again, welcome to the team at Symmons!

Tim O’Keeffe Chief Executive Officer

OUR PROMISE TO OUR CUSTOMERS

OUR CORE VALUES

THE SYMMONS STORY

We Make Things Right. We've always made things right.

introducing the more at symmons.com

THE SYMMONS TEAM

The Symmons TeamEmployment Classifications

Our team is made up of a variety of different roles. This chart demonstrates the classifications to help you understand the employment status and benefits eligibility. These classifications do not guarantee employment for any specified period of time.

Team Member:

Full-Time Team Member:

Part-Time Team Member:

Temporary, Seasonal, Intern or Co-Op Team Members:

A person who is hired to perform work for a wage or salary and who is paid directly by Symmons.

A person who is normally and consistently scheduled to work a minimum of thirty (30) hours per week and whose employment is not limited to a specific period of time or purpose. Full-time team members are eligible for benefits provided by Symmons.

A person who is normally and consistently scheduled to work less than thirty (30) hours per week, and who is not eligible for Symmons’ benefits unless otherwise specified or required by law.

A person who is hired to work for a limited, specified period of time, regardless of the number of hours worked, and who is not eligible for Symmons’ benefits unless otherwise required by law. Employment beyond any initially stated period does not in any way imply a change in employment status. Examples include Interns & Cooperative Education Students, Seasonal Workers, and Contingent Team Members.

Non-Exempt Status:

Exempt Status:

Team members whose work is covered by the Fair Labor Standards Act (FLSA) and who are not exempt from the law’s requirements concerning minimum wage and overtime and who are, therefore, entitled to overtime pay.

To qualify for FLSA Exempt classification, team members generally must meet certain tests regarding their job duties and be paid on a salary basis. Sample examples of exempt job duties are: regularly directing the work of at least two or more full time employees, exercise of discretion and independent judgment with respect to matters of significance and primary duties must be work defined as predominantly intellectual in character.

Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the US Department of labor regulations.

Equal Opportunities on the Symmons Team!

Congratulations on being part of a company that has a rich and proud history. Since our roots are founded from a family base, we understand the importance of bringing people together. We celebrate the diversity and things which distinguish who we are. We recognize the importance of giving each team member equal opportunity to continually do their best work.

Our commitment to you is to provide a safe and rewarding place to work, i.e. an environment in which you can thrive. We believe in opportunity for growth and development for all.

We recruit, employ, train, promote and compensate our team members without regard to race, religion, color, national origin, citizenship, sex, veteran’s status, age, marital status, sexual preference, physical or mental disability or any other protected personal characteristic or protected status by law.

The Americans with Disabilities Act (ADA) and the ADA Amendments Act, known as the ADAAA, are federal laws that protect applicants and individuals with disabilities who might need reasonable accommodations in order to perform the essential job duties of a position they’re otherwise qualified for.

At Symmons, we do not discriminate based on physical or mental differences. We comply with all federal and state laws

concerning the employment of persons with disabilities and act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). It is our policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

Symmons will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job. However, we reserve the right to review whether this accommodation may cause a direct threat, safety issues in our workplace or create an undue hardship to Symmons. To facilitate reasonable accommodations, we will need applicable team members to have a Health Providers report completed. Please contact the Human Resources Department for these forms or any additional questions.

For Symmons, equal employment is not only a legal commitment; it is an ethical commitment as well. Should you feel that you have been the victim of discriminatory treatment or harassment of any kind, we encourage you to speak with your manager, a member of the managerial team with whom you feel comfortable, or Human Resources. While we hope this sort of negative activity never happens, we are dedicated to making sure it is addressed swiftly and appropriately.

EXPECTATIONS OF YOU AS A TEAM MEMBER

Conduct at Symmons

Our core values of customer focused, "can do" attitude, resilient and win as a team, highlight the areas we want all our team members to focus on as they operate every day. We believe it is important that all of us treat our internal and external customers with mutual honesty, respect and dignity. Showing respect to each other is an important foundation for creating a fair and professional work environment. The code of conduct policies are guidelines for acceptable business behaviors.

Symmons seeks to ensure that ALL our Team Members maintain a working environment that encourages mutual respect, promotes civil and congenial relationships and is free from all forms of harassment & violence.

Should your conduct violate these expectations, the company will address as needed. Actions may include disciplinary action and discharge from employment.

Keeping it Confidential

When you join the team, it is our expectation that information pertaining to our business, including all nonpublic information concerning the Company, its vendors and suppliers, is kept strictly confidential. This also applies to other team members’ personal information.

If you are in doubt whether something is confidential, please use sound judgment and do not disclose without consulting a member of management or Human Resources.

Meeting & Collaboration Spaces

We put a lot of effort into creating designated spaces which encourage constant communication, collaboration, learning and dialogue among our Team Members.

Our break rooms and game areas are great for taking a moment to connect with fellow team members or just relax. There are dedicated meeting rooms which may be reserved via Microsoft Outlook calendar system. We also have team ”huddle rooms” or areas where you have the flexibility to use at any time. They are great open work spaces where you can pull a bunch of peers together for an impromptu meeting to brainstorm the next great idea.

These spaces are equipped with technology that can accommodate audio, video and visual presentations.

We also encourage our team members to use the picnic benches surrounding our offices. There is nothing better than having some fresh air and natural sunlight fuel our discussions!

Communication

As a new team member, it can be overwhelming to grasp all the information you need to know to begin your role. We believe in frequent communication with our team, and use a variety of ways to share important news and messages, including town hall meetings and monthly updates from our CEO. Company information often times is delivered electronically but is also posted in each of our buildings on our bulletin boards and on the Symmons Portal, our private network created to share company related information across the organization.

Our bulletin boards contain information regarding the company, policies and important mandated Federal and State information. They are for official Company use only, and only notices approved by the Director of Human Resources may be posted.

Symmons University, an online educational tool, features learning courses about Symmons products and services.

Social media outlets like Facebook, Instagram, and YouTube are valuable resources for keeping informed about business related Symmons news and products as well.

Interactions with Others

Teamwork means demonstrating respect for each other at all times. Verbal or physical harassment, abuse or intimidation is behavior which defeats our team focused approach at Symmons and will not be tolerated.

Harassment is defined as any unwelcome conduct that is based on race, color, religion, gender, national origin, age, disability or sexual orientation. Symmons will not tolerate derogatory words, opinions, jokes or inappropriate comments being used to or by team members. Offensive conduct may include name calling, physical assaults/threats, stalking, aggressive intimidation, flashing of weapons, ridicule or mockery, insults, offensive objects or pictures which all are detractors to a positive work environment.

If you feel you are the victim of discrimination/harassment, if you experience potentially dangerous, harassing, intimidating or threatening behavior or situations with others, clients or vendors in any form, please report the situation immediately to your manager or Human Resources.

You're always “in the know” while you're at Symmons! i

Our Harassment-Free Workplace

Sexual harassment is unlawful and is defined as unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct. Other considerations are:

•Submission to the conduct is an explicit or implicit term of employment

•Submission to or rejection of the conduct is used as the basis for an actual or implied employment decision, including job loss, demotion, or change in responsibility or benefits

•The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or of creating an intimidating, hostile, or offensive work environment

Examples of behavior which violates this policy may include, but are not limited to:

• Explicit sexual propositions; sexual innuendoes; sexually suggestive comments, sexually oriented teasing or kidding; sexually oriented jokes; obscene gestures or language; obscene or sexually suggestive pictures or drawings; physical contact, such as patting, pinching, or touching

Workplace Safety and Violence Prevention

Symmons is strongly committed to providing a safe work environment and we have established a zero-tolerance policy for workplace violence against or by our team members.

If you witness any workplace violence situation, we strongly discourage you from engaging in any physical confrontation with a violent or potentially violent individual. We ask that you report any incidents immediately to a manager, Human Resources Department and/or contact the local police department.

Resolving Complaints and Disputes

As a member of our team, you are always granted the opportunity to raise any problem, concern, claim, complaint, suggestion, issue or question and receive a timely and appropriate response.

You are encouraged to share your concerns or complaints directly with your direct manager, other members of the management team or Human Resources.

While we cannot promise that you will receive the response you would prefer, the Director of Human Resources is committed to listening to your concerns in a fair and impartial manner You will receive a prompt and candid response to the issues you raise.

Your reports can be submitted anonymously by contacting the Director of Human Resources:

Phone: 781-664-5178

Email: HR@symmons.com or

Mail: 39 Brooks Drive, Braintree MA 02184

All submissions will be investigated and prompt action will be taken to resolve the reported incidents. You will never be subject to retaliation for making a report in good faith or for cooperating in a resulting investigation.

Company Dress Code

Our team reflects the Company not only in the way we perform but how we present ourselves to others. While at Symmons, we ask you to dress in a manner that is representative of our company and our brand, i.e. always tidy, professional and neat. Individual style is a personal matter and although we do not wish to inhibit this, our expectations are that our team members will not dress in a manner which could be considered distracting or reflect negatively on Symmons. Additionally, please ensure underwear is covered (e.g bra straps and boxers) should never be visible. Clothing with holes should not be worn in either the plant or the office.

Basic guidelines for appropriate workplace dress do not include tights, shorts, tank tops, halter tops, low-cut blouses or sweaters, or any extreme style or fashion in dress, footwear, accessories, fragrances or hair. Clothing must be consistent with the standards for a business environment while you are in the office, e.g. shorts, yoga pants, tight fitting, transparent/ revealing outfits, and t-shirts are not acceptable in our offices or when visiting with customers.

If you are in the production and laboratory facilities, you should dress in a way that meets safety standards and is appropriate for the type of work being performed.

Appropriate grooming and attire is also a courtesy to your co-workers. Be considerate of others when it comes to fragrances, scented lotions, and proper hygiene.

If you arrive for work inappropriately dressed or groomed, or with an appearance that is not consistent with these standards, you may be asked to leave work by your manager and correct the concern before returning.

Focus on Symmons - Conflict of Interest

Now that you are a part of our team, Symmons has the expectation that you will devote your full work time, abilities, and attention to our business. Be smart and avoid any involvement, influence or relationship which might conflict or appear to conflict with the best interests of Symmons. If you find yourself in a situation which your loyalty may be divided, talk to your manager or Human Resources. You should always promptly disclose any situation where an actual or potential conflict may exist.

Examples of potential conflict situations include:

• Having a financial interest in any business transaction with Symmons

• Owning or having a significant financial interest in, or other relationship with, a Symmons competitor, customer or supplier

• Accepting gifts, entertainment or other benefit of more than a nominal value from a Symmons competitor, customer or supplier

Other Employment

Being a part of a team means collaborating with others to achieve a unified goal. At Symmons we embrace teamwork and expect that each person within the company make their job functions a priority. We respect the values that come with holding multiple jobs at one time and secondary employment is not discouraged. We ask that our Team Members ensure that any other job does not potentially pose a conflict of interest, does not adversely affect your job performance or impair your ability to fulfill all of your job responsibilities at Symmons.

Working with Friends and Family

Team members will be hired based on their qualifications and promotions are awarded based on merit. While we welcome your recommendations for our open positions, favoritism and potential conflicts of interest due to personal and family relationships may hamper the positive team approach we’ve cultivated at Symmons. As a result, we do not allow team members in a close personal or family relationship to report toone another

Hours of Work

Our offices in Braintree are open to the public from 8:00 a.m. to 5:00 p.m. Our “Core Office Hours” (9:00 a.m. to 4:00 p.m.) are the times we expect most team members to be available for our customers and to achieve the goals of the company. Production shifts begin from 7:00 a.m. to 3:30 p.m. in our plant.

Your regular schedule may differ in order to meet our business needs. Your manager is responsible for determining your schedule and ensuring the department runs efficiently. You are expected to work the hours for which you are scheduled unless otherwise approved by your manager To the extent possible, you should schedule personal appointments or events outside of your regularly scheduled hours.

In some instances, you may be asked by your manager to change to an alternative schedule in order to meet business demands or deadlines. If a change in your schedule will be necessary, your manager will give you as much notice as possible.

Standard Hours of Operations –Monday to Friday

Good Attendance is Good Teamwork

You’ve committed to Symmons by accepting your job and your department is depending on you. Our expectation is that you will demonstrate respect for your team members and excel in your function with good attendance by coming to work as scheduled and on time.

We respect your time as well, which is why we require any absences from work should be planned for by requesting approval in advance from your manager. Any time that you are unable to report to work on time or as scheduled, you should contact your manager at least one hour before your expected start time and provide an honest explanation. If you are unable to call yourself,

you need to have someone contact your manager on your behalf and you should then follow up with your manager directly as soon as you are able.

Tardiness and having unexcused absences impacts the productivity of your department. Patterns of absenteeism or tardiness may result in discipline, including discharge, even if you have not yet exhausted available paid time.

If you use sick time for more than 3 consecutive days, certification of illness or injury from your doctor will be required. Also, you must make a good faith effort to notify your manager in advance if the need for using sick time is foreseeable. We expect that you will still follow proper call-out procedures by contacting your manager within one hour of the start of your shift.

Absences due to illnesses or injuries that are approved as Family and Medical Leave (FMLA) will not be counted negatively against your attendance record. Medical documentation within the guidelines of the FMLA may be required in these instances.

Not reporting to work and not calling to report the absence is a “no call/no show”; a “no call/no show” lasting three work days may be considered job abandonment and deemed a voluntary resignation of employment.

Flexible Work Arrangements

In certain circumstances, it may be possible for you to establish a regular schedule that can give you flexibility in your work week. Symmons supports a number of possible flexible work arrangement options such as temporary reduced hours, summer hours, flex time, telecommuting (a work-from-home arrangement).

If you would like to be considered for a flexible work arrangement, start by talking to your manager to see if it can work for you and your department. Your manager will consider your request, keeping in mind the goals of the department along with your track record of performance and ability to manage your work responsibly while meeting business objectives. Requests for flexible work arrangements are evaluated on a case by case basis, and will require the approval of your manager, Human Resources and the department executive.

Our first and foremost duty will always be in servicing our customers, delivering quality and achieving our goals; if our obligations to these commitments become compromised, or our business needs change, flexible work arrangements may be changed or discontinued.

Manufacturing Team Members Break Periods

As a company with a customer-first culture, delivering a quality product on time is a main focus in our Operations. Productivity is critical in our success, which is why we expect Plant team members to be at their workstations and ready to begin work at the start of their shifts. Leaving a workstation for an unauthorized leave or break impacts the productivity in the Plant. Should you need to leave your station outside of your scheduled break, you must receive permission from the department manager.

•6 hours worked = 30-minute unpaid lunch break

•6 hours worked = 10-minute paid rest break

oMorning at 9:45 a.m. - 9:55 a.m.

o Afternoon at 2:30 p.m. - 2:40 p.m.

Rest breaks and lunch breaks are taken separately, not combined.

This is your time to replenish your body and mind. You are entitled to this time and it is important that you do not work through or skip lunch breaks. While it’s not something that would be possible on a regular basis, if for any reason you want to forgo a lunch break, as an exception to the norm, you should ask for your manager’s approval in advance.

Overtime: Working Above and Beyond

Working together sometimes means working extra hours. You may be asked to pitch in on weekends, holidays or additional weekday hours to achieve the tasks set forth by your manager. We will try and give as much notice as possible when we see this as a need and expect that you will support the needs of the business during these times.

If you are a non-exempt team member, you will be paid overtime for any time worked in excess of 40 hours per week; the overtime pay rate is one and onehalf times the regular hourly rate of pay. Overtime pay is based on actual hours worked; time taken for a lunch or dinner break is not included as time worked for purposes of computing overtime. You should only work overtime if your manager has approved it in advance.

Any time off for sick or personal leave, or any leave of absence, will not be factored in as hours worked when calculating overtime. In the event you take a partial work week off, Symmons does include vacation and floating holiday time taken during the work week (If the time was scheduled and approved in advance by your manager according to Symmons’ time off policies) as hours worked when calculating overtime.

Solicitation and Distribution

We all have special interests and outside organizations which we may support. However, during work time, you should refrain from solicitation for outside interests or causes with other team members. Distribution of advertising material, handbills, or printed or written literature of any kind is prohibited during working time, and is prohibited in working areas of the Company.

Outside organizations or individuals may not make solicitations or distribute literature at any time.

The sole exceptions to this policy are charitable and community activities supported by Symmons’ management team and company-sponsored programs related to Symmons’ products and services.

Cell Phones are Silent at Symmons

To make the best use of your work time and for the safety and respect of others, personal phone calls, texting and other personal use of electronic communication devices while you are at work should be kept to a minimum during work hours. However, use of cell phones, texting, etc. is not permitted on the Plant floor, and must be limited to scheduled break times outside of the production area of the Plant.

Communicating with the Press or Media

Team members should not engage in discussion with members of the media, or make any off-the-record or anonymous statements about Symmons’ operations or activities. We have one source for media communications so that all media interaction can be recorded appropriately and messages are consistent. If you are contacted or approached by a member of the media, please direct them to Human Resources.

Posting, Tweeting, Blogging: Using Social Media

As a Symmons’ team member, you might want to share your Symmons pride and use social media to post about your association with our company on Facebook, Instagram, blogs or other online forums. We believe our team members can be our best and brightest brand ambassadors. So, go ahead and talk about our company, our vision and values, and our culture. Just be sure to follow these guidelines when it comes to what you communicate online:

•Clearly brand your online posts as personal and purely your own and not that of Symmons.

•Only communicate on behalf of the company if you have been specifically authorized to do so

•Proper copyright and reference laws should be observed by team members when posting online.

• Never post or share sensitive or confidential company information, or information about our business partners, customers or other team members.

•Discriminatory or harassing content or derogatory remarks regarding Symmons, our competitors, our management, customers or other team members, will not be tolerated.

Email Guidelines

Communication is key! The email systems provided by Symmons are intended to assist employees in carrying out company business by facilitating communication between individuals and work groups. Team members should always consider that information transmitted via email can be vulnerable to a variety of security/ confidentiality threats.

When sending messages internally or externally, we ask that all of our team members use good business sense in terms of the tone and content which is used. Engrained in our team culture, we promote as much in person communication as possible versus multiple email exchanges.

Also, please be considerate of circulating files that may contain copyrighted or non-public materials for which required permission to use or distribute was not obtained.

Email signatures are automatically setup for all our team members by the I.T. Department.

Business and Travel Expenses

While conducting Symmons business, you may spend money for travel and entertaining. We ask that you spend the company money like your own and be reasonable with your expenses. Team members will be reimbursed for all necessary business-related expenses they incur provided that all approvals as described in this policy are obtained, and required documentation is properly submitted. All expenses must have a clear and distinct business purpose.

Symmons only reimburses for actual expenses incurred and does not offer per diem.

The following items are a summary of the full Travel and Expense policy which will be updated periodically and may be requested from any member of the Finance Department.

Corporate Credit Card Eligibility and Process

To be eligible for a corporate credit card, the cardholder:

•Must be a Symmons full time employee.

•Incurs business, travel or entertainment expenses while conducting business on Symmons’ behalf.

•Must submit an application for a corporate credit card. The application is subject to manager approval.

•Must pass credit review by the corporate credit card provider, where applicable.

You must use your corporate credit card for business travel related expenses whenever possible.

• You may only use your corporate credit card for business expenses. Personal use of the corporate credit card is prohibited. Personal use violations may result in card revocation, and disciplinary action up to andincluding termination.

• You are responsible for managing the use of your corporate credit card. Do not loan your card to others.

•Reconcile your corporate credit card using Concur. All reports need to be submitted by the 25th of each month

• Employees must not make payments directly to the card issuer

• Cash advances are not permitted on the corporate card.

Report any disputed expenses directly to the card issuer promptly upon receipt of your transaction and notify the program administrator

Spend wisely – like it’s your own money!

Travel expenses must be within guidelines, reasonable, and within the annual approved budget. You should purchase the most economical round-trip ticket that meets your travel plans.

You must use your corporate credit card for business travel related expenses whenever possible.

When it’s necessary to travel for company business, please contact Atlas Travel, our online travel service provider This agency will be responsible for making all your travel arrangements.

You should record all travel and business expenditures to the Accounting Department using the Concur online expense system. Alternately, if you don’t have a company credit card or access to Concur you may complete the expense report form from our Accounting Department. All expenses should be submitted no later than the 25th day of the month.

For more information on Symmons’ business travel policy, you can find the full policy by contacting our Accounting Department.

Business Expenses Approved Purchasing Methods

The following expense sections set forth the guidelines to be used for determining appropriate levels of expense. Different guidelines may be appropriate based upon geographical locations and specific circumstances.

• Use the requisition system to initiate a purchase of non-travel and entertainment expenses when expense is greater than $2500.

• You may submit a check request to accountspayable@symmons.com for payment to be made directly to vendor.

• For all business expenses over $10K a PO is required.

Auto Allowance

A monthly auto allowance will be provided to a team member whose principal duties require extensive business travel as part of their job requirements.

The auto allowance should be utilized for the purchase/lease of a vehicle as well as insurance and any maintenance and/or repairs of the vehicle. The driver is required to review and sign the auto allowance policy annually. Symmons will conduct an annual review to ensure compliance with our policy and confirm minimum requirements are maintained.

Helpful Tip:

Always take a photo of your receipt with your phone right away - you’ll avoid lost receipts and save time later when finalizing your expenses.

Approval Levels Required

Before making a purchase and committing resources please:

• Obtain an approval from the appropriate level and use correct purchasing method.

• For all capital purchases please fill out a Capital Equipment Request.

Office Supplies

Team members located in Braintree must use the supplies cabinet located in 39 Brooks or vending machines located on the shop floor for all office supplies.

•Braintree team members must use central ordering for any special requests: officesupplies@symmons.com

•External team members may use their corporate credit card to make a purchase that meets the business need while considering the overall cost to Symmons.

• All office equipment such as printers should be approved by a manager prior to purchase.

Each region will be assigned a budget Before purchasing any materials, be sure to have guidelines from your manager on costs to maintain the budgetary guidelines.

“Symmons–Hosted” External Group Functions

Symmons hosted events, such as conferences, tradeshows, customer seminars and job fairs are considered part of normal business and are permissible. Although Symmons team members may be present, these events are intended to be customer or business focused events.

•The expense report submitter is responsible for listing all attendees and specify whether the attendee is a Symmons team member, from another company as well as documenting the business justification for the meal expense.

WORKING @ SYMMONS

We value you as a part of our team and will continue to remain committed to giving our team highly competitive benefits and support programs to ensure your experience with Symmons is a positive one.

Understanding Your Paycheck: Everybody Loves Pay Day!

Pay Periods:

Paychecks are issued on a bi-weekly basis on Fridays; if the payroll day falls on a company holiday, paychecks are issued on the day before the holiday.

It is important to us that you clearly understand your paycheck and any deductions from your pay. First, there are certain deductions to your pay that are required by law. Your payroll stub itemizes the mandatory deductions made from your gross earnings, like social security, federal income tax, state income tax where applicable, and any other legally mandated taxes or deductions. Additionally, there may be deductions from your pay that you authorize.

We are required by law to accept certain assignments or garnishments against a team member’s wages, and we will follow all state and federal laws concerning garnishment of wages.

Any questions that you may have about your paycheck or the deductions made should be addressed to the Human Resources Department.

To enable ease of delivery, all our team members will be required to utilize direct deposit services. This feature enables salaries to go into team members bank of choice and to your individual bank accounts through the electronic transfer of funds.

It is important your personnel records are accurate and upto-date so you may continue to receive uninterrupted benefits. Certain information also is necessary to determine the amount of wage deductions for federal and state income tax You should update any change in your name, address, telephone number, marital status, number of dependents and your emergency contact information in the HRIS system

Tracking Your Time

Accurately reporting time worked is the responsibility of every team member. Symmons must have an accurate record of time worked in order to calculate pay and benefits.

Time worked includes all time that a team member is required to be physically at work for Symmons. Time worked is used to determine overtime pay required for non-exempt team members. The following provisions are included as time worked:

• Work Away from Premises or at Home: A non-exempt team member should not perform work away from the premises, job site or at home unless approved in advance in writing by the Department Manager.

• Break Time: Rest periods of 10 minutes or less are counted as time worked.

Per the Fair Labor Standards Act (FLSA), Symmons does not count the following provisions as time worked:

• Paid Leave: Approved paid absences, including but not limited to sick leave, vacation leave, holiday leave, FMLA,

military leave, jury and witness duty, funeral/bereavement leave, and voting time off are not counted as time worked.

• Lunch or Meal Breaks: Uninterrupted time off for a lunch or meal break is not counted as time worked.

All Team Members are responsible for entering or verifying their hours worked and any exception time such as a leave of absence or sick time. All of our hourly Production Team Members are required to swipe their I.D. badges on the time clock system to record when they start and end each shift. Managers will review and approve the time record in the HRIS before it is submitted for payroll processing.

All leave of absences should be recorded before or within the pay period taken.

You should never alter, falsify or tamper with time records or record time on another person’s time record. Falsifying time records is a violation of our conduct standards and may result in termination.

Non-exempt team members must:

•Accurately record the time they begin and end their work, as well as the beginning and ending time of each meal break.

•Record the beginning and ending time of any departure from work for personal reasons.

Work Authorization, Verification of Employment and your Personnel Records

To comply with federal law, all team members must be authorized to work in the United States. As part of the on-boarding process, you will complete a Form I-9 to verify your identity and eligibility to work. Additionally, Symmons uses E-Verify, a federal system that helps confirm the information provided on your Form I-9.

Your personnel file contains information that you provide to us, including your application, resume, and personal information for payroll and benefits purposes. Your file also contains records of your performance, changes in your status, and your pay and benefit transactions. We place a great deal of importance on the accuracy and truthfulness of this information and expect that our team members are truthful about their information.

Occasionally, we may receive requests/verification of employment details about you from entities with which you may be conducting personal business. To facilitate these requests, we will need them in writing to our Human Resources Department. Salary information will only be disclosed if we have your signed release to do so or if required to respond by law.

To view a copy of your personnel file, contact Human Resources for an appointment. You’ll be able to view your file within the Human Resources Department, as these files are considered confidential; they are safeguarded in a secure, locked area and are not allowed outside of the department. Managers only have access to personnel file information on a need-to-know basis.

Coaching & Disciplinary Discussions

Occasionally, we may have to have conversations with our team members when they are not meeting performance expectations or are not following company policies. Our approach to these discussions are to always be respectful, fair and open. These can range from informal discussions, written warnings, Performance Improvement Plans (PIPs) and/or termination of employment.

We expect managers to have discussions with their direct team members on their observations, evaluations and corrective action needed as soon as possible. This will provide opportunities for the team member to respond to the areas being addressed. To ensure everyone is aligned on the discussions, we will document expected areas of improvement.

Performance Improvement Plans (PIPs) are formalized discussions which are held with your direct manager and a member of the Human Resources department which identify areas of performance concerns. A specified period is given where corrective action is expected, e.g. 30 days to 90 day plans. The result of performance plans may be a successful improvement of consistent performance or a decision to terminate employment.

If you have a concern about any aspect of your role you should discuss it with your immediate manager. If you feel the matter has not been resolved through informal discussions, you can bring the issue to your department leader and/or the Human Resources Department.

Performance Management Process

At Symmons, we believe that ongoing performance feedback and development are essential to our success as a team and to the growth of every team member. Our Performance Management process is designed to encourage open communication, align individual contributions with company goals, and support continuous improvement and career growth.

Fluid Feedback Process

Performance feedback is conducted three times per year through our Fluid Feedback process. This structured yet flexible approach provides team members and managers an opportunity to reflect on performance, discuss accomplishments, identify growth opportunities, and strengthen alignment with Symmons’ core values.

Both team members and managers complete a Fluid Feedback review, which includes feedback on job performance, demonstration of core values, and key contributions. The process also incorporates the Entrepreneurial Operating System (EOS) methodology, assessing each team member under the principle of Right Person, Right Seat to ensure individuals are both a cultural fit and effectively performing in their role.

At the conclusion of each Fluid Feedback cycle, team members receive an overall performance rating that reflects both results and behaviors tied to our core values. This rating helps guide development discussions, recognition, and eligibility for merit increases.

Merit and Compensation Review

Each year in June, a formal Merit Process is conducted. During this process, team members may be eligible for a pay increase based on individual performance, contribution, and alignment with company goals. Merit adjustments are determined through the results of the performance review process and are subject to overall company performance and budget considerations.

Career Development and Growth

Symmons encourages all team members to take an active role in their professional development. Regular check-ins and Fluid Feedback discussions provide opportunities to talk with your manager about career goals, skill development, and future growth within the organization. Together, managers and team members can identify training or career pathways that align with both personal aspirations and business needs.

Beyond the formal Fluid Feedback cycles, team members are encouraged to seek and provide feedback regularly. Recognition of achievements and constructive coaching are key to fostering a culture of learning, accountability, and team success.

COMPENSATION AND REWARDS

The compensation and benefit programs at Symmons are designed to consider the holistic needs of our Team Members. As a result, Team Members total compensation package includes competitive salaries, incentive bonus programs and a generous suite of benefit offerings.

Salary

Your salary will be reviewed on a merit basis annually. Adjustments may be made depending on the company’s profit and revenue position, as well as your performance. A performance review does not always result in an automatic salary increase.

Salary adjustments aren’t normally made outside of the annual review process, but may be considered in unique situations. Exceptions will need the review and approval of the department manager, the executive team and Human Resources.

Bonuses

Growing the company is what we all work for here at Symmons. When the company is doing well, it is a direct reflection of the overall team’s performance. We reward our team for hard work and dedication when we reach our business goals and periodically may

distribute discretionary bonuses to our team members in recognition of that success. While we’d like to distribute bonuses each year, bonuses are not guaranteed nor should be expected if previously received. They are discretionary and based on the performance of the company. If a bonus is to be paid, only team members who are actively at work and employed on the date of the payment are eligible to receive the bonus.

Reward Programs

There are a variety of ways that we recognize team members who exemplify behaviors that are indicative of our Core Values, and we provide incentive programs around those behaviors. From spot awards to service awards, team members who contribute to our success are rewarded. While these programs

can change from time to time along with our company initiatives, they are always reflective of our Core Values and reward dedication and hard work.

Employee Discount Program

We are proud of our company and the values behind our brand. So, we like to show them off!

Symmons offers a generous discount on our products to regular team members. You may place your orders for our products through Customer Service Payment is expected at the time of your order pickup. These items are for you to enjoy, it is expected that such items are not placed for resale in any form.

Training and Development Opportunities

We believe that the talent we have working for Symmons is what sets us apart. Just as you show your commitment on a daily basis, we are equally committed to helping you cultivate your skills, shine and grow with Symmons. Therefore, we encourage team members to enroll in training and development programs, online as well as classroom based, throughout the year We support participation in training in many areas including but not limited to technical, vocational, leadership and business skills training.

Additionally, we offer learning through Symmons University, our online educational tool. This program features learning courses about Symmons products and services and is available for all our team members.

To find out more about the opportunities that are available and how to enroll, see your manager or contact Human Resources.

Job Postings, Promotions and Transfers

Staying with Symmons doesn’t mean you have to stay in one place. When new openings arise, we share those opportunities through job postings internally with team

members first. This gives you the chance to apply and receive advance consideration either before or concurrent with our consideration of external candidates for employment.

In order to be considered for an opportunity, we encourage our team members to formally apply for positions which they believe are a great match for their skills and development. Job postings are shared internally for 7 calendar days during which time applications may be submitted to Human Resources. If there is a position that interests you, be sure to speak with your manager and Human Resources to apply for the role. It is important that your manager is aware of your request to be considered a candidate for another role.

Generally, you must have worked for Symmons in your current position for at least six months and have a proven track record of consistent and quality work which meet expectations. In some cases, you may be asked to make a temporary or long-term job transfer to accommodate our business needs.

Human Resources will review each applicant’s qualifications and the Hiring Manager and/or Human Resources will interview all qualified candidates.

Education Reimbursement

We encourage learning and growth. Symmons will support you if you wish to continue your education to secure increased responsibility and growth within your professional career. In keeping with this philosophy, we have established a reimbursement program for expenses incurred through approved institutions of learning.

If you are a full-time team member in good standing, who has been on the team for at least one year, you are eligible for participation in this program.

All courses must be job-related and approved by your management team and Human Resources before enrolling.

Tuition Reimbursement Program

Tuition, course materials and books will be reimbursed at a rate of 85% after successful completion of an approved course up to a maximum of $5,250 per calendar year. This education may include college credit courses, continuing education unit courses, or a technical/professional organization granting some type of certificate of accomplishment or achievement.

You will need to earn a minimum grade of “C” for undergraduate courses and a “B” for graduate courses, or obtain a certification, in order to be reimbursed. Receipts must validate expenses, and a copy of the final grade report or certification must be presented to show hours or certification received. Tuition reimbursement may be considered taxable income, in certain circumstances.

If you choose to leave the company within 2 years of receiving the continuing education assistance, you may be asked to repay monies you have received.

Professional Certifications and Memberships

You may be reimbursed for costs for participation in professional organizations, clubs or associations that have a direct relationship to furthering your knowledge in your current or future role and add values to Symmons business. This is subject to manager’s approval.

BENEFITS OF BEING A TEAM MEMBER

Our Symmons team works hard, and we recognize the contribution made each day to the success of our company. In return, Symmons is committed to caring for our team members and providing an environment where that hard work and success is rewarded. Our benefits package offers provisions for protection, professional development and personal time off, as well as programs that allow team members to share in the success of the Company.

A number of options related to health and wellness are available to full-time team members upon hire. Eligibility for most benefits depends upon a variety of factors, including your employment classification.

Some benefit programs require contributions from you, but many are fully paid by Symmons. We reserve the right to add, amend, modify or terminate any benefit plan or program.

The list on the right provides an overview of the main benefits offered by Symmons. Current information on these benefits and others, and any associated costs to you, is covered in more detail in the Symmons HRIS or can be found with Human Resources.

For Your Health

Medical Insurance

Dental Insurance

Vision Plan

Onsite Fitness Center

For Your Financial Well Being

Competitive Compensation Package

Short-Term Disability Insurance

Long-Term Disability Insurance

Life and AD&D Insurance

Health Savings Account

401(k) Retirement Savings Plan

Symmons Products Discount

For Your Personal Life

Employee Assistance Program

Tuition Reimbursement

Service Awards

Vacation

Paid Sick Time

Holidays & Floating Holidays

Paid Parental Leave

Paid and Unpaid Leave Programs

Symmons’ 401(k) Retirement Savings Plan

Symmons provides a generous 401(k) Retirement Savings Plan for our fulltime team members. The plan includes a provision for you to save both pretax and post-tax (Roth) deferrals from your pay, and we provide a dollar-fordollar match on the first 6% of salary that you contribute. All new full-time team members are eligible to participate without a waiting period

Medical/Dental/Vision

A number of options related to health and well-being are available to full-time team members upon hire including:

•Comprehensive generous medical plan with low out-ofpocket premium cost-sharing (80% of the monthly premiums are paid by Symmons) and coverage for routine care at no cost.

•Health Savings Account (HSA) generously funded by Symmons which can be used to pay for you or your families health expenses which are connected to your medical/dental/vision plan.

• Two available dental plan options covering dental and orthodontia services.

•Vision care benefits that provide discounts on eye exams and eye-wear.

Enrollment and investment information is available through our partner, Fidelity Investments. Changes to your salary deferrals, beneficiary designations, requesting or paying off an existing loan or investigating the option of a hardship withdrawal can all be done by logging on to Fidelity's Net Benefits website:

www.401k.com

Employee Assistance Program (EAP)

If you find that you are struggling with personal matters, Symmons can help you through our Employee Assistance Program (“EAP”). Our EAP offers confidential guidance and resources for counseling, legal assistance, financial guidance and work-life services for team members and their immediate household family members. You may seek help anonymously for such matters as alcohol or other chemical dependency, family and marital problems, personal and work-related stress situations and anxiety disorders. We are here to support you and your goals for better health.

Our EAP benefit also provides extensive and convenient program management tools and support for team members to easily utilize EAP services.

For more information on the EAP services and how to contact them, please connect with Human Resources.

Fitness Center on Site

At Symmons, we believe in supporting the mind, body and soul for our team members. As part of that we’re pleased to provide an on-site Gym and shower facilities at our Braintree location. To ensure each team member is aware of the operations & safety guidelines, we request that a waiver be signed prior to your first use of the fitness center

Facility Hours

The Symmons Fitness Center is open Monday through Friday 5:30 AM to 7:00 PM

Use of Fitness Center

We encourage all Symmons team members to use the fitness center. The use of the fitness center is on your own time and can be used throughout the day Flexing your lunch period requires approval of your manager/teamlead

Guests

Due to liability reasons, Symmons cannot allow significant others, children, friends, siblings or guests to use the Symmons Fitness Center. This facility is exclusively for the use of Symmons team members only.

Lockers

Lockers are provided for use during your workouts (you need to provide your own lock if you require one). Overnight lockers are not available. Please take your workout gear with you after you finish your workout.

Gym Attire

Gym/Workout attire should be worn Proper gym footwear is required. Shirts must be worn at all times while exercising.

Use of Gym Equipment

Please be courteous of others. If someone is waiting, use of the equipment should be limited to 20 minutes. Please be sure to return all equipment (weights, etc.) back to its proper storage location. Wipes are provided in the fitness center and you must wipe down all equipment after use. If you notice a piece of equipment not working properly please submit a Building Maintenance Request on the portal.

GENERAL HEALTH, SAFETY, AND SECURITY

We want you to enjoy being here and feel safe while at work. As a Company, we maintain a healthy and safe environment for you. As a team, we all need to take responsibility to conduct all tasks in a safe and efficient manner. We will comply with all local, state and federal safety and health regulations and program standards. In addition, we have special safety concerns for use in particular areas within Symmons.

Photo Identification Badge and Team Member Building Access

When you join Symmons and you regularly work in our office, plant or warehouse, we make it official with a photo identification badge. It is important that you wear this at all times when at Symmons.

This ID badge is used to disarm the proximity readers to the side of our entrance doors when entering our office, plant and warehouse buildings (which are electronically locked at all times). If you are an hourly team member working in the plant or warehouse, it is also used to swipe in and out of our time clock system throughout the course of your workday. It is also a great way for your fellow team members to learn your name!

Should you lose your badge, your first lost badge will be replaced at no charge. Additional requests for replacement badges will be subject to a $10 fee.

Building Access

Access to our buildings will only be through the designated entrances and exits.

Visitors

All visitors to Symmons must first register at the Front Kiosk at 39 Brooks Drive for a visitor’s pass and must be escorted by the team member with whom they are meeting.

What to Expect with Mother Nature

Inclement Weather and Emergency Closings

While Mother Nature can be very unpredictable, Symmons tries to remain consistent. When faced with a snowstorm, inclement weather or emergency situation, our facilities will remain open as our global customers rely on our promise to deliver. Decisions to delay opening or to close our office, plant or warehouse will be made only in extreme weather conditions.

The safety and well being of our team is paramount, and we encourage you to use caution at all times, including during your commute to and from work. In the event Symmons is open during a storm, you are ultimately responsible for your own safety. If you decide that, in your opinion, weather conditions prohibit you from safely making it to work when Symmons is open, you should notify your manager. Employees who can work remotely are expected to continue working as usual during periods of inclement weather.

There may be situations of severe weather or power outages resulting in the closure of our Braintree facilities. In this situation, Symmons will remain business as usual for employees who can perform their work remotely. Similarly, if there are situations where remote team members lose power and our Braintree facilities are open, team members should coordinate a plan with their manager about safely traveling to Symmons. Your decision to not work as scheduled will require that you use your own accrued vacation or floating holiday hours for the time you miss from work.

If it becomes necessary to shut down our facilities due to weather or another emergency, every effort will be made to notify our team by 5:00 am of the day in question. An email

notification will be sent out to all team members and our weather emergency phone hotline (781-206-2120) will be updated to reflect any closures. If there is a question as to whether we will be closed or have a delayed opening, a voicemail message to that effect will be made on our telephone system. If there is no message on the system indicating a closing or delayed opening, Symmons is open as usual for business.

Incident Reports

Keeping a safe work environment is our commitment to you. However, we need your help to do so. We ask that you report all accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues immediately, no matter how minor, to your manager. Managers will first ensure the hazard is removed, and then work with you to complete an Incident Report form. Completing an Incident Report form right away is important for a number of reasons. First, the facts are still fresh in everyone’s memory. Second, we can take the appropriate steps to prevent a similar incident. Lastly, it ensures that we will be in compliance with the laws governing reporting deadlines. All incident reports are investigated, whether related to an actual incident or a “near miss”, to determine the root cause of the incident with the goal of prevention and remediation in mind.

If you or another team member needs emergency treatment, contact your manager or any manager immediately and seek help from the posted First Responders or contact outside emergency response agencies, (i.e. 911) if needed.

General Safety

At Symmons, we take the health and safety of our people very serious. There is a safety committee which is responsible for identifying the emergency equipment on site, safety lights, alarm testing, training needs and refresher courses.

Additionally, we have trained team members who are certified in CPR, AED Defibrillators and First Aid who are prepared to respond in the event of an emergency on site. At each of our locations we have labeled first aid kits, smoke alarms, defribillitators, sprinklers and fire extinguishers. There are some eye wash stations in our laboratory and Plant floor.

The list of first responders are posted next to our emergency equipment and also on our bulletin boards.

Emergency Drills and Evacuation Procedures

To ensure everyone is trained and aware of our safety procedures, we will conduct periodic emergency drills and evacuations to the designated safety areas at our locations.

Falls/Slips and Slides

Wet floor signs will always be erected as a precaution to warn persons of wet floor surfaces. All passages, walkways and stairways should be kept clear and properly lit.

Machinery

Persons operating heavy duty equipment should be adequately trained and follow the safety provisions set out in the training/equipment manuals.

Always keep safety forefront in your mind

Perform tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations.

Workers’ Compensation & OSHA

While we hope you’ll never need it, Symmons provides workers’ compensation insurance to help in the event of any illness or injury you might suffer while working on company premises, traveling on official company business, or attending an activity officially sponsored by Symmons.

Workers’ compensation statutes require that you report any illness or injury caused by the workplace, no matter how slight. Even if your injury does not require medical attention, you and your manager should complete an Incident Report Form. This will ensure that you have documentation of the event in case medical treatment is later needed, so that your

right to workers’ compensation benefits is not jeopardized This report will help to correct existing safety hazards. You can obtain the required forms from your manager, or from Human Resources.

A federal law, the Occupational Safety and Health Act (OSHA), requires that we keep and publicly post records of all illnesses and accidents that occur on the job. Under this law, you reserve the right to know about any health hazards, which might be present in your workplace. We strive for transparency and continuous improvement while maintaining focus on safe operations and safe behavior

Specific Safety Policies for the Symmons Production Environment

Plant Operations and Quality Engineering Laboratories

All team members and visitors should be aware of the following basic requirements when entering, working in or travelling through these areas:

•Cell phone use is prohibited at all times.

•Certified Safety glasses with side shields must be worn at all times.*

•Open–toed shoes, sandals and high-heels are not allowed; Footwear that meets our safety standards should be worn at all times.

• Headphones and earbuds are not permitted on the production and laboratory floors.

•Radio usage on the production and laboratory floors is allowed provided that noise levels and content are appro-priate and do not present a distraction to others.

To assist with noise control in our Plant, hearing protection foam earplugs are available for use.

*If you regularly work in the Plant or production environment and wear prescription glasses, Symmons has a Prescription Safety Glasses program that will cover the cost of the glasses themselves (not the doctor’s examination fees). Please see your manager or Human Resources for more information.

Privacy and Security in Our Workplace

Symmons takes great care to balance the need for safe, secure and appropriate operations with respect for individual privacy. However, to maintain this level of safety, the company may conduct reasonable monitoring and surveillance activities. We execute such measures to protect the rights of our team members, create a safe work environment, protect sensitive corporate information and assets, and demonstrate compliance with federal laws. Symmons will use methods including, but not limited to, telephone system monitoring, video camera surveillance, electronic and digital equipment and e-mail monitoring software. This process, as outlined above, benefits you and Symmons.

While video surveillance cameras may be used primarily for safety and security reasons, the Company’s video surveillance systems have been designed and maintained to minimize privacy intrusion. Video surveillance does not extend to restrooms, changing rooms or the gym locker rooms.

We provide the tools, supplies, equipment and technology for you to do your job here at Symmons. These items and their contents are the property of the Company and should be treated with respect. While they are available to you to execute your job functions, please know that they remain the company’s property. That being said, this property may be monitored and searched by Symmons at any time. There is no level of privacy to be assumed by you while using Company property.

Symmons is Drug and Alcohol-Free

Staying focused on your job means staying clear headed. Therefore, alcohol and controlled substances may not be present or used during working hours at Symmons.

As part of our pre-employment verifications, we screen all team members for the use of illegal drugs and narcotics. While employed, no team member should report to work or be on our premises while using illegal drugs, alcohol or controlled substances. These prohibitions do not include the authorized and reasonable consumption of alcohol if you are of legal drinking age at functions sponsored by the Company.

We reserve the right to test any team member we suspect has violated our drug and alcohol-free workplace policy.

If you have concern that your drug or alcohol use is extending outside of your control, we encourage you to seek assistance before your drug and alcohol use renders you unable to perform your essential job functions or jeopardizes the health and safety of yourself or others. Symmons has access to an Employee Assistance Program (EAP) that can help you confidentially should you find yourself in need of support. While we will always have the same expectations for high job performance standards regardless of whether you have sought a referral, the services of our EAP are here to support and help you in case of need. Please see Human Resources for more information about our EAP program.

Symmons is Smoke-Free

Symmons is committed to promoting the health and wellbeing of its team members and maintaining a clean and professional workplace. To that end, smoking and vaping are prohibited in all indoor areas of company property, including offices, conference rooms, restrooms, hallways, and any other enclosed workspaces.

Smoking and vaping are permitted only in designated outdoor areas away from building entrances. Team members are expected to dispose of cigarette and vaping materials responsibly. Smoking is permitted in designated smoking areas only.

Inspection of Packages, Property and Belongings

In an effort to protect team members and the Company from theft, and to enforce our policy on the possession or use of drugs, alcohol, weapons, and stolen property, Symmons reserves the right to search team members and their personal property (e.g., vehicles, clothing, packages, purses, brief cases, lunch boxes, or other containers brought onto Company premises). Investigation of personal property will only be executed when there is reason to believe Company policy is being violated. As a team member, you are expected to cooperate in the conducting of such searches.

Searches of the facilities and grounds, including Company property in the possession of the team members, may be conducted at any time and do not have to be based upon suspicion of a policy violation. You may not withhold permission for the Company to search Company-supplied property including lockers, desks, file cabinets, computers, cell phones and the like.

SYMMONS SYSTEMS GUIDELINES

We want you to be engaged and interactive while at work. As a valued team member you will be issued tools/equipment to do your job. Our expectation is that each team member will respect the use of these tools and understand that they remain the property of Symmons Industries.

The physical premises, electronic devices and systems are to be used for legitimate Symmons business purposes. However, Symmons allows some limited personal use of these systems so long as it does not interfere with work time. Limited personal use includes brief email transmissions between or among individuals. Bulk or mass email transmissions for commercial, political, charitable or other non-business reasons are considered

personal use, and are NOT allowed. We have created parameters for communicating about non-Symmons business while at work. We believe that these parameters are fair and respectful of our property and your privacy. Be Smart and DON’T use the company’s systems to engage in inappropriate behavior, access inappropriate internet websites, chat rooms or other sites inappropriate for a work environment or inconsistent with Symmons’ policies. We will never tolerate obscene and unlawfully harassing communications, unauthorized transmissions of copyrighted materials or transmission of confidential information.

Prohibited

System and Network Activities

The following activities are strictly prohibited:

•Installing any software that is not properly licensed and authorized by the IT Department.

•Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources, copyrighted music, and the installation of any copyrighted software for which Symmons or the end user does not have an active license.

•Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan horses, e-mail bombs, etc.).

•Revealing your account password to others or allowing use of your account by others. This includes family and other household members when work is being done remote.

•Using a Symmons computing asset to actively engage in procuring or transmitting material, or attempting to do so, in a manner that could be construed as a violation of criminal, sexual harassment or hostile workplace laws in the user’s local jurisdiction, or Symmons policy.

•Effecting security breaches or disruptions of network communication. Security breaches include, but are not limited to, accessing data of which the team member is not an intended recipient or logging into a server or account that the team member is not expressly authorized to access, unless these duties are within the scope of regular duties. For purposes of this section, “disruption” includes, but is not limited to, network sniffing, pinged floods, packet spoofing, denial of service, and forged routing information for malicious purposes.

•Port scanning or security scanning is expressly prohibited unless prior notification to Information Security is made.

•Executing any form of network monitoring which will intercept data not intended for the team member's host, unless this activity is a part of the team member's normal job/duty.

•Circumventing user authentication or security of any host, network or account.

•Interfering with or denying service to any user other than the team member's host (for example, denial of service attack).

•Using any program/script/command, or sending messages of any kind, with the intent to interfere with, or disable, a user’s terminal session, via any means, locally or via the Internet/Intranet/Extranet.

•Providing information about, or lists of, Symmons team members to parties outside Symmons.

Prohibited Email and Communications Activities

•Sending unsolicited email messages, including the sending of “junk mail” or other advertising material to individuals who did not specifically request such material (email spam).

•Any form of harassment via email or telephone, whether through language, frequency, or size of messages.

•Unauthorized use, or forging, of email header information.

•Solicitation of email for any other email address, other than that of the poster’s account, with the intent to harass or to collect replies.

•Creating or forwarding “chain letters”, “Ponzi” or other “pyramid” schemes of any type.

•Use of unsolicited email originating from within Symmons Industries networks.

•Posting the same or similar non-business-related messages to large numbers of Usenet newsgroups (newsgroup spam).

Rest, Recharge, and Time Away

Scheduling Time Off

You’ve worked hard and you’ve earned your paid time off. Before you book your travel plans be sure to request and receive approval from your manager in advance to take time off. It is our goal to accommodate your request for time off, but each department needs to operate efficiently while in the absence of a team member. In cases where there is a conflict, business needs may not always allow for your manager to approve your request. Departmental procedures for requesting time off may vary, so please talk to your manager

Vacation

We know you’ll like it here but that doesn’t mean you’ll be here all the time. For eligible full–time team members, vacation is accrued at a rate determined by your years of service with Symmons, beginning with your date of hire, as illustrated in the table below:

Vacation time may be scheduled in either 4 hour or 8 hour increments. You may carry over up to 40 hours of accrued, unused time from one calendar year to the next; any accrued, unused time in excess of 40 hours will be forfeited as of the end of the year

Team members are allowed to “borrow” against vacation time that is not yet accrued. If you leave Symmons, your accrued, unused vacation will be paid to you as required by law, and any negative vacation balance will be offset in your final paycheck.

Holidays and Floating Holidays

Everyone deserves a good holiday! At Symmons we offer both company holidays and floating holidays. Full-time team members will be paid for company holidays, but must work the day before and the day after the day on which the holiday is observed, unless vacation or floating time was requested and approved by your

manager in advance. If you are a parttime team member, you will receive holiday pay for the hours you were regularly scheduled to work on the day the company holiday was observed.

Depending on how the holidays fall in a given year, we may designate additional days as company holidays or provide as many as 3 Floating Holidays. As with vacation time, floating holidays must be scheduled in either 4 hour or 8 hour increments and approved in advance by your manager. If you are hired during the calendar year, you will receive a prorated amount of floating holiday time.

Floating holidays must be taken in the calendar year in which given; unused floating holidays are not carried over to the next calendar year and are not paid upon termination of employment unless otherwise required by law. So use them, don’t lose them!

When You’re Feeling Under the Weather

Sick Time

Everyone becomes ill occasionally, and we have plans that help provide support for you during those times. In an effort to keep others healthy, we ask that you use your best judgment on your health before you come to work. Team members are entitled to a total of 7 sick days per year (prorated if you work less than 40 hours per week or if you begin your employment mid-year). Sick time can be used if you miss work to (1) care for a physical or mental illness, injury or medical condition affecting you or your child, spouse, parent, or parent of a spouse; (2) attend routine medical appointments for you or your child, spouse, parent, or parent of a spouse; (3) address the effects of domestic violence on you or your dependent child; or (4) to care for themselves or their spouse in the event of pregnancy loss or failed assisted reproduction, adoption, or surrogacy. If you have to take sick time, your time off will be tracked in 1 hourincrements

Non-exempt team members will be paid for unused sick time at the end of each calendar year. Unused sick time cannot be carried over from one year to the next, and is not paid out if you should leave Symmons.

How to File a Short-Term Disability Claim

Short-Term Disability

If you need to be out of work on an extended sick leave, you may be eligible for Short-Term Disability (STD). Short Term Disability pays you 70% of your base weekly pay for a short period of time. Symmons provides this coverage to all fulltime regular team members at no cost. You are eligible to apply for benefits if you are unable to work due to your own non-work related illness or injury and you have completed 12 months of continuous employment. A team member receiving workers’ compensation or disability benefits under any state or federal plan will not be eligible for benefits under this program.

There is a waiting period of 7 business days before benefits under this plan can begin. During this waiting period, you will need to use your sick time or your accrued vacation time Once on an approved Short Term Disability, you may elect to use your accrued unused vacation time to close the gap between your weekly STD benefits and your regular base weekly pay.

Short-Term Disability benefits can continue for up to 12 weeks in a rolling calendar year. Eligibility for disability benefits will be based on medical certification from your health care provider, which includes the starting and

expected end date when you are able to return back to work, as well as any relevant medical documents. Your doctor must submit the information to our third party benefit provider who will review the certification and make a determination on benefit qualification.

Short-Term Disability benefits may be paid in conjunction with other leave programs, and eligibility will run concurrently with eligibility for any leave or paid time off benefits to which you may be entitled under Symmons’ policies and the law.

As soon as you‘re aware you’ll need time off, you should let your manager know and apply for benefits with Human Resources. A minimum of 30 days’ notice is required when the need for a medical leave of absence and Short-Term Disability benefits is known, or as soon as practical if the need was unknown. If the application for Short-Term disability is not received in a timely manner, benefits may be delayed or denied.

Long-Term Disability

In the event you exhaust both sick leave and Short-Term Disability benefits and still are unable to return to work due to your own medical condition, Long-Term Disability (LTD) benefits may be available. Symmons offers all full-time team members a non-contributory LTD plan that can help replace some of your income for an extended period when you cannot work. This plan will pay you a monthly benefit of 66.67% of your monthly earnings (up to a maximum benefit of $11,000 per month), less any other offsets like social security disability income, if you cannot work because of an extended illness or injury, subject to an elimination period of 90 days. Monthly benefits are generally available until you are able to return to work in some capacity or you reach age 65.

Eligible team members are enrolled into the plan on the first of the month following 30 days of employment. Our LongTerm Disability plan is insured through a third party; in the event you need to file a claim for benefits, Human Resources

will assist you with contacting our third party insurance company.

Eligibility for our Long-Term Disability plan ends on the last day of your employment with Symmons.

Paid Family and Medical Leave

Paid Family and Medical Leave (PFML) benefits may be available to team members depending on the state in which you work. These state administered programs provide paid time off for qualifying life events such as caring for a new child, recovering from a serious health condition, caring for a family member with a serious health condition, or certain military-related reasons. PFML programs vary by state in terms of eligibility, benefit amount, and length of leave. When applicable, PFML may run concurrently with the federal Family and Medical Leave Act (FMLA) and any company provided leave benefits.

Family and Medical Leave

In accordance with the Family and Medical Leave Act (FMLA), Symmons provides eligible team members up to 12 weeks of unpaid time off during a “rolling” 12 month period (looking backward for the 12 month period prior to the start of leave) for the following reasons:

• To care for your child after birth, or placement for adoption or foster care;

• To care for your spouse, son, daughter or parent (but not in-law) who has a serious health condition;

• For your own serious health condition (including incapacity due to pregnancy, prenatal medical care or child birth);

• Because of a qualifying exigency arising out of the military active duty status, or order to active duty status in the National Guard or Reserves in support of contingency operation of a team member’s spouse, son, daughter or parent. In some cases, there may be a special leave entitlement of up to 26 weeks to care for an injured Service member who is undergoing medical treatment, recuperation, or therapy.

You are eligible to apply for FMLA leave if you are a full-time team member employed by Symmons, have 12 months of service, and have worked 1,250 hours over the previous 12 months.

You can take leave in a block of time when medically necessary or due to a qualifying event. Alternately, leave may be taken intermittently or on a reduced leave schedule. Available paid time off, i.e. vacation and/or sick days, must be used prior to any unpaid Leave of Absence. Substitution of paid time for unpaid FMLA leave time does not extend the length of your leave, and the paid time will run concurrently with your FMLA entitlement.

As a team member on approved FMLA leave, you will continue to participate in the Company’s group insurance plans, so long as you continue to pay your portion of the insurance premiums, while on leave. Upon return from FMLA leave, under most circumstances, Symmons will restore you to your original or equivalent position with equivalent pay, benefits, and other employment terms.

If you intend to take time off under this policy, you should notify your manager at least 30 days in advance of your need for leave and the anticipated timing and duration of the leave, if known. When 30 days’ notice is not possible, you should provide notice as soon as practicable and generally must comply with our normal call-in procedures.

The FMLA provides minimum standards for family and medical leave. You may be entitled to additional leave under state law. You can find more information about your rights and responsibilities under the FMLA by contacting Human Resources. We are committed to complying with the FMLA and will not allow interference with or retaliation for the exercise of any right provided under FMLA. If you believe your FMLA rights have been violated, contact the Human Resources Department immediately. We will investigate any FMLA complaints and take prompt and appropriate action to address and remedy any FMLA violation.

Small Necessities Leave

Team Members who are eligible for FMLA leave are also entitled to Small Necessities Leave, which allows a total of twenty-four hours of unpaid leave during any twelve month period for the purpose of meeting certain family obligations. This benefit is not available to temporary employees, such as independent contractors, employees of staffing companies, leased employees, unpaid co-op students or interns, and/or individuals whose compensation is reported on a form other than a Form W-2.

Eligible Team Members may take up to 24 hours of unpaid leave in a 12-month period for the following purposes:

•Participation in school activities directly related to the educational advancement of your child, such as parent teacher conferences or interviewing for a new school;

•Accompanying your child to routine medical or dental appointments; or

•Accompanying your elderly relative to routine medical or dental appointments or appointments for other professional services related to that elder’s care.

As with FMLA, you can take leave intermittently and any available paid time off, such as vacation and sick days, will be substituted for unpaid leave, in accordance with Symmons policy.

In an effort to keep your department running smoothly, inform your manager at least 7 days in advance if you need to take time under this leave program. If the need for leave is unforeseeable, report it to your manager as soon as is practicable. We may require that a request for leave be supported by a certification.

Personal Leave

Life is full of surprises and sometimes you need to take personal time. You may request an unpaid personal leave of absence if you are a full-time team member who has completed at least twelve months of continuous service and are in good standing.

Personal leave is leave that is not covered by other leaves of absence provided by Symmons. Team members are required to exhaust all available earned, unused paid time off during the leave before being granted an unpaid leave. (Vacation, floating holiday, etc.).

You must submit a written request for a personal leave of absence to Human Resources at least two weeks before the leave is to begin, and must clearly state an intent to return and the anticipated return to work date. The maximum amount of leave that we will consider is 30 days.

While on unpaid leave, you are responsible for your share of the premium payments in order to maintain your health coverage.

Your request will be considered on the basis of the compelling nature of the reason given, the length of time requested, our business requirements, your length of service and your performance record. If your request for a Personal Leave is approved, we will make reasonable efforts to return you to your former position or a comparable job. However, restoration to any position is not guaranteed. Failure to return to work on the expiration of your approved leave may be deemed a voluntary resignation of your employment with Symmons.

Parental Leave

Congratulations! You are a parent. Now is your time to enjoy your child and bond with your family. Full-time team members with at least three months of consecutive service with Symmons are entitled to eight weeks of Parental Leave for the birth of a new child or the adoption of a child. Two weeks of leave will be paid at 100% of your regular weekly base pay; the remaining six weeks under this policy will be unpaid. If both parents work for Symmons, both are entitled to 8 weeks of leave combined for the birth or adoption of the same child.

Benefits under this policy are limited to once in a rolling 12-month period. Substitution of paid time for unpaid Parental Leave does not extend the length of your leave, and the paid time will run concurrently with other types of leave or time off (e.g. sick time, vacation, disability, FMLA, personal, workers’ compensation, etc.) to which you are entitled.

Parental Leave is also granted for the placement of a child under the age of 18 or under the age of 23 if the child is mentally or physically disabled, the same requirements apply for this purpose.

Inform your manager or Human Resources in writing at least 30 days in advance if you need to take Parental Leave, or leave under the FMLA, when the need is foreseeable, and include the anticipated timing of the start and duration of the leave, if known.

Bereavement

Losing a loved one is never easy. We understand the difficulties one may face during those times and we will support you in taking some time to grieve and attend to the arrangements for your deceased relative.

The bereavement benefit is eligible only to Symmons team members. Please see allowances below:

Jury Duty

It is your day in court and you’ll be out of work. Your job and income is protected at Symmons while you are serving on a jury. This applies to all full-time and part–time Symmons team members who receive notification from state or federal courts of an obligation to serve on a jury or to act as a court witness.

Bereavement Leave Relationship

5 bereavement days For the death of a spouse, child or stepchild

3 days for immediate family For the death of a mother, father, sister, brother, grandparent, motherin-law, father-in-law, brother-in-law, sister-in-law, grandparent-in-law, sonin-law, daughter-in-law, stepfather, stepmother, stepbrother or stepsister

1 day for extended family For the death of an aunt, uncle, or cousin

*If additional time beyond the paid Bereavement Leave is needed, vacation time may be requested or a personal leave of absence considered.

Symmons will provide the difference between payment received by the state or federal government for jury service and your regular day’s pay for time spent serving on jury duty. You will need to provide copies of the subpoena or jury summons to your manager as soon as you are notified, and your manager will provide court documentation to payroll for processing.

However, if your leave is due to your own case (as a plaintiff or defendant) or for a non-subpoenaed court appearance, you will not receive paid time off. You may use your earned and unused vacation or floating holiday time if it’s available.

Military Duty

Thank you for your service. We are proud of the job you do here and for our country!

When duty calls, know that Symmons will support you in your service. Symmons proudly follows the guidelines established by the Uniformed Services Employment and Reemployment Rights Act (USERRA) regarding military leave.

Team members taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists, National Guard members for training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such service. Subject to certain exceptions under the applicable laws, these benefits are generally limited to five years of leave.

Unless military necessity prevents it, or is otherwise impossible or unreasonable, you should provide Symmons with notice of the need for leave as far in advance as is reasonable under the circumstances.

For a call to temporary or reserve duty, Symmons will make up the difference, if any, between a team members pay and our government’s base pay for up to two week’s per year

If you are called to active duty, Symmons will ensure that you receive your full pay and benefits during your active duty service.

Thank you for your service!

Reinstatement Guidelines

Subject to the terms and conditions of USERRA, employees who are on Military Leave generally are entitled to reinstatement provided they meet certain conditions, including that the cumulative period of Military Leave did not exceed five years; the employee was not released from service under dishonorable or other than honorable conditions; and the employee reports for work or applies for reinstatement as required by USERRA.

When our team members return from duty, they should apply for reinstatement in accordance with the following timeframes:

• Less than 31 days service: By the beginning of the first regularly scheduled work period after the end of the calendar day of duty, plus time required to return home safely and an eight hour rest period. If this is impossible or unreasonable, then as soon as possible.

• 31 to 180 days: The employee must apply for reemployment no later than 14 days after completion of military service. If this is impossible or unreasonable through no fault of the employee, then as soon as possible.

• 181 days or more: The employee must apply for reemployment no later than 90 days after completion of military service.

• Service-connected injury or illness: Reporting or application deadlines are extended for up to two years for persons who are hospitalized or convalescing.

TERMINATION OF EMPLOYMENT

Although we hope your employment with us will always be a mutually rewarding experience, we understand that varying circumstances and personal needs may cause team members to move on from Symmons. If you leave Symmons’ employment, there are a number of considerations to work through.

Voluntary Resignation

We ask that you give Symmons at least two weeks’ notice of resignation in writing which confirms what your final working day will be. During this “notice period”, resigning team members are expected to work as scheduled and cannot use paid leave, (unless it was time previously planned and approved) prior to giving notice.

Also, you must work on your final day i.e. you cannot use vacation hours.

Team members who provide less than two weeks’ working notice may be deemed ineligible for rehire.

Retirement

Thank you for your time and commitment to Symmons. Your contributions have helped shape who we are today!

If you plan to retire you should notify your manager and Human Resources in writing at least one (1) month before the planned retirement date. We are excited to support you in this life transition.

If you retire from Symmons with at least 20 years of service and are age 62 or older, you (and your spouse) will have the option to continue your health coverage until you reach age 65. During this time, you will be responsible for your share of the health benefit premium. Please note that Health Savings Account contributions will no longer be available after retirement. In addition, you will receive a lump sum payment for your unused vacation in an amount equivalent to your retirement year’s full 12-month accrual, even if it is not yet earned. Please speak with a member of the Human Resources Department for information on how to take advantage of this special program for retirees.

COBRA

When you leave Symmons, if you were covered under the Company’s group insurance plan, you and your dependents may have the option to continue or convert your coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA).

COBRA gives team members and their families who lose their health benefits the right to choose to continue group health benefits for limited periods of time under certain circumstances such as job loss, reduction in hours worked, transition between jobs, death, divorce, and other life events. Qualified individuals may be required to pay the entire premium for coverage up to 102% of the cost to the plan. You should receive written notification of your right to continue coverage within two weeks of your last day on the job. Should you have questions about this coverage, contact Human Resources.

Exit Interview

We are sorry to see you go, but before you depart we’d like to meet with you.

Once the Human Resources department receives your termination date details, an exit interview will be arranged on or before your last day of work. At this meeting we will ask you a few questions about your experiences at Symmons and we will collect any of your company tools/property. These items may include IT equipment, cell phone, keys, identification badge and any samples or marketing and promotional materials.

Your payment for accrued, unused vacation leave will be paid in accordance with state regulations, usually on your final paycheck. All group health insurance benefits (i.e., medical, dental, vision) will end on the last day of the month in which you end employment; Life, AD&D insurance and disability end on your last day of active employment.

Thank You!

We are glad you chose Symmons; we appreciate you and the contributions you make to our team.

We're glad you're here!

It is our hope that this handbook has explained the expectations we have of you and what you can expect from Symmons. Your manager or Human Resources can answer additional questions you may have about our policies outlined here. We encourage you to always ask questions, raise concerns and share ideas.

Now that you are a part of the Symmons team, you can look forward to engaging with other team members, creating solutions for our customers through your ideas and, most importantly, thriving within this innovative customer-first culture.

Handbook Receipt Acknowledgment

The Symmons Employee Handbook has been created as a resource for you. It will provide you with an overview of our team-focused work approach, our values and our expectations of you as a team member here at Symmons Industries. Additionally, you will learn what you can expect from Symmons.

Within the handbook you can find general company guidelines and important information on key topics as they relate to working at Symmons in the United States; local laws and regulations may differ. If you are employed by Symmons in CA or outside of the U.S.A., please contact our HR department with any specific questions you may have regarding applicable variances.

The handbook is not a contract or guarantee of employment for any period. While we hope you will remain employed with us for the long term, your employment with us is “at-will”, meaning that your employment is not for a definitive period. It may end at any time by you or by us, with or without cause or notice. We reserve the right to change, modify, add or discontinue any of the information contained or referred to in our handbook. Outside of this content there are many other resources about employment at Symmons. We offer full policy descriptions, documents describing our benefit plans and resources available to our team members, and other helpful links in our HRIS as well as on the Symmons Portal.

EMPLOYEE ACKNOWLEDGEMENT

I acknowledge that I have received information regarding the availability of the Employee Handbook via Symmons Industries Internal Employee Portal and HRIS. I understand and agree that it is my responsibility to read and familiarize myself with the policy and procedure within 30 days of my hire date. If I have any questions, I understand that it is my responsibility to ask my manager or Human Resources.

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Symmons Handbook 2026

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