The Wallace Foundation Staff Guide

March 2025

WorkingTogetheratWallace AGuideforStaff

INTRODUCTION

Inthis Staff Guide,weshareourpoliciesandpractices,groundedinour Core Values,thatguide howweworktogetherto createthekindofworkplacewhereweallcanthriveandcontributein supportofourmission.Clearly-articulatedpoliciesalsohelptoensureweareincompliancewith theapplicableregulationsandlegislationgoverningourworkplace.

Weeachhaveapersonalresponsibilitytobefamiliarwiththepoliciesinthe Staff Guide andto practicethemeveryday,sopleasecarefullyreadandreviewthisguideand otherrelevant materialsontheintranet.Ifyouhavequestionsorwishtoshareyourthoughtsaboutanyofour policiesorpractices,pleasereachouttoHumanResources.

Pleasenote:

 The Staff Guide isnotintendedtobeall-inclusive;however,itdoessupersedeany previousemployeehandbook.

 Intheeventthereisaconflictbetweenthesepoliciesandfederal,state,orlocallaw,the applicablelawwillcontrol.

 Descriptionsofbenefitplansandprogramsaremerelybriefsummaries;inallcases,the planprovisions as contained in the plan documents and insurance contracts govern eligibilitytoparticipateandspecificcoverageundertheplanorprogram.

Withrespecttothepolicies,practices,guidelines,andproceduresinthe Staff Guide:

 TheWallaceFoundation(“Wallace”)expresslyreservestherighttorevise,change,or terminateanyorallprovisionsfromtimetotime,withorwithoutnotice,andtodeviate fromthemtotallyorpartiallyatanytime.

 Theyarenotintendedto form,norshalltheybedeemedtoform,anybindingor contractualobligations,expressorimplied,uponWallace.

 Theydonotconstituteacontractortermsofemploymentbetween Wallaceandits employees.Wallaceemployeesare at-will employeeswhomayterminatetheir employment,orwhoseemploymentmaybeterminated,atanytimeforanyreason. Employeesshouldnotrelyonthenon-bindinginformationinthisguidewhenmaking decisionsrelatedtoemployment.

 TheChiefHumanResourcesOfficerhastheprimaryresponsibilityforinterpretationof allpolicies,practices,guidelines,andproceduresoutlinedinthisguide.

March2025

I:OURCOREVALUES

O

URCOREVALUES

A Statement of Core Values setsoutthekindofworkanorganizationbelievesismostimportant andthesharednormsofbehavioritexpectsfrom itsmembers. Thepurposeofavalues statementis:

 toguidechoicesaboutmission(whatoutcomeswewanttoaccomplishforwhich beneficiaries) and strategy (howweplantoaccomplishourmission)and

 tohelpeverymemberoftheorganizationunderstandwhatisexpectedintermsoftheir behaviortowardsothersinternallyandexternally.

At The Wallace Foundation, we develop long-term, inquiry-led approaches to creating a more equitable society by developing and sharing evidence-based strategies to make meaningful contributions in partnership with others locally and for the field. At Wallace we strive to do excellent work in service to and with others. Together, we aspire to create an engaging and inclusive work environment based on mutual respect and support, and driven by equity, diversity (of all kinds), transparency, continuous learning, and collaboration.

WebelievethatTheWallaceFoundationcanmakeasignificantcontributiontosocial improvementifwebringthesevaluestolifeinouractionsandareeffectiveinourchoicesof missionandstrategy.

MISSION-RELATEDVALUES

Long-Term

Thekindsofproblemsimportanttousaredifficultandtakeyearstoimprove.Wemakealongtermcommitmenttofindingandencouragingtheuseofpossiblesolutions.Wevaluepersistence, engagedleadership,andpublic-privatepartnerships.Weworkactivelywithourgranteesto enablethemtosustaingoodworkbeyondtheinvolvementofWallace,both financiallyandin termsofstakeholdersupport.

Inquiry-Led

Learningdriveseverythingwedo.Wedesignourworktolearnaboutimportantunanswered questionsinthefieldbysupportinginnovationsbypractitioners,capturingwhatislearnedfrom thisworkalongwiththeworkofothers,andsharingitinusefulformstocatalyzebroadimpact. Weembraceacontinuousimprovementphilosophy,beingwillingtochangeourstrategiesand approachesaswelearnwhatworksanddoesnotwork.

Equitable

Equityisacross-cuttingconcept,affectingallourothervaluesandeverythingwedo.Atthe broadestlevel,equitymeansthatfairnessisembeddedinthesystems,structures,andpracticesof oursociety,givingallpeopletheopportunityandsupportnecessarytoreachtheirfullpotential ashumanbeings.Weseektofollowasetofcommonprinciplesthatdefinewhatequitymeansto

uswhileleavingroomforlearningand authenticallyincorporatingwhatequitymeanstoothers inourwork.

Wemustnameandgrapplewiththehistorical,structural,andsystematic causesofracialand otherformsofinequityinaconstructiveway—seekingtounderstanddisparitiesandwhythey exist.

Ourworkshouldforegroundracialequity,butnotbelimitedtoit.Weareconcernedwiththe marginalizationofpeoplebasedonanyelementoftheiridentity.

Amoregranulardefinitionofequitywillvaryfromonecontexttoanother.Asafunder,weneed toapproachconversationsaboutequitywithhumilityandbecarefultoavoidusingthepowerof ourmoneytoimposeasingledefinitionongrantees.

Ourcommitmentistoapplyanequitylenstoallourefforts—interrogatingwhatequitymeansin thefieldsinwhichwework,intheinitiativeswedesign,inthevoicesweattendto,inthepeople andorganizations(grantees,partners,consultants,researchersandvendors)wechoosetowork with,andinallotheraspectsofourstrategiesand operations.

Evidence-Based

Webelieveinthepowerofevidencetosupportpositivechange.Wevalueawidevarietyof sourcesandtypesofevidence.Weshouldalwaysconsiderequityinmakingchoicesaboutthose sourcesandevidencetypesaswellasthequestionsweseektoanswerandtheresearcherswe commission.Ourworkshouldaimtogenerateknowledgethatisusefultoourintendedaudience. Moreover,theresearchshouldbecarriedoutinawaythattakesintoaccounttheneedsand sensitivitiesofthosebeingstudied.Becauseconstructiveuseofevidencedependsonanaccurate understandingofit,wearecommittedtoacknowledgingthelimitationsofevidence,sayingmore onlyasweknowmore,andpreservingourowncredibilityasareliablesource.

Meaningful

Wecareaboutaddressingimportantproblemsinwaysthatcontributetolastingimprovementsin practiceandpolicyonabroadscale.Wethereforevalueworkinginsystemsthataffectmany individualsandwherechangecanhavealastingimpact.Weaimhigh,believingwemustbe strategic,focused,andrealisticinourplansandapproaches.

Partnership

Weaimtoworkwithgranteesandothersinamutuallybeneficialpartnership,co-developing knowledgeandrespectingthecontextinwhichtheyoperate.Wewanttobesensitivetothe powerdynamicbetweenfundersandgranteesandtheburdenourinquiry-ledapproachplaceson grantees.

LocallyandfortheField

Weseekto createsocialvalueintwoways.Whilewedonotfavoranyoneplaceorcommunity, weinvestinstrengtheningthecapacity(people,skills,practices,policies,andlocalsupport)of ourgranteesinprovidingservicestotheircommunitiesandconstituencies.Atthesametime,we seektocreateadditionalsocialvaluebycapturingandsharingwhatwelearnfromourgrantees inusefulformsthatallowpractitionersandpolicymakerswhodonotgetgrantsfromour Foundationtomakefurtherprogress.Weunderstandthatadaptationtothelocalcontextis necessaryforthespreadofimprovementsinpoliciesandpractices.

CULTURALVALUES

AtWallace,westrivetodoexcellentworkinservicetoandwithothers.Together,weaspireto createanengagingandinclusiveworkenvironmentbasedonmutualtrustandrespect,drivenby equity,diversity(ofallkinds),transparency,collaboration,andcontinuouslearning.

MutualTrustandRespect

Why: Allowsallteammemberstofeelvaluedfortheirachievements,abilities,andqualities.

How:

 Wevalueanddrawonindividuals'expertiseandexperience.

 Weassumegoodintentions,probeforunderstanding,andevenwhenconflictarisesor thesubjectisfraught,disagree withoutbeingdisagreeable.

 Wesupporteachotherto besuccessful,andworktoempowereachotherwithinthe contextofcollaborativedecision-making.

Weseekto earntrustbybeinghonest,transparent,reliable,andrespectful.

Diversity,Equity,andInclusion

Why: Providesasenseofcommunity,belonging,andcommonpurpose,leadingtoamore positiveorganizationalcultureandfullemployeeengagement,helpingtheFoundationtoevolve, innovate,andsolveproblems.

How:

 Wecultivateaworkplacethatseekstoincludeallfacetsofdiversity,makingit comfortableforpeopleto“bringtheirwholeselves”towork.

 Weseekto capturethevalueofdifferentperspectives,experiences,andwaysofthinking.

 Westrivetoensurethatprogramsandprocessesareimpartialandfair and thatweoffer theindividualizedsupportneededtopromoteanequitableworkplaceinwhichallcan thrive.Weacknowledgethebalancebetweenflexibilitytoaccommodateindividualneeds andsupportforteamprocesses.

Weactivelyseektounderstandwheretherearebarrierstofullparticipation,andweare committedtodismantlingthem.

Collaboration

Why: Bringspeoplewithdifferentbackgrounds,skills,expertise,andperspectivestogetherto brainstormideas,overcomeobstacles,andusecreativeproblem-solvingincludingthroughan interdisciplinaryapproachinordertoachieveresultsthatarebetterthananyoneofuscouldhave achievedalone.

How:

 Wenurturethevaluesthatenable effectivecollaborationtotakeplace:trust,respect,and sharedpurpose.

 Weproactivelyseekmultipleperspectives,provideinputtoothers,andlistenwith openness.

 Wevalueinterdisciplinaryworkandapproaches.

Weregularlyrecognizeindividuals'effortsandcontributionsinoursharedwork.

ContinuousLearning

Why: Ensuresthateveryonedevelopsthehabitofacquiringandimprovingskills,knowledge, andabilitiestosupportbothpersonalandprofessionaldevelopment.

How:

 Asindividuals,wecontinuouslydevelopourskillsandknowledgesothatwecanbeas effectiveaspossible.

 Asagroup,wereflectregularlyonourwork—andourcollaborationwith colleagues—to identifywhatisworkingwell,alongwithopportunitiesforimprovement.

 Weembracethediscomfortofchallengestoourpracticesandwaysofthinking.

 Wesupportandcoacheachotherinlearning.

 Weacknowledgeourmistakesandlearnfromthem.

Werecognizethatweall learnindifferentwaysandkeepthisinmindasweengagewithone another.

Excellence

Why: Ensuresthatweaspiretoproducethehighestqualityworksothatwecanmakethe greatestpossibleprogresstowardachievingourmission.

How:

 Wesetambitiousgoalsforcontributingtopositivesocialbenefit,identifyingtherequired stepsandresources.

 Westriveforaccuracy,consistency,andriskmitigation,drawingonrelevantexpertise andconsideringallviableoptions.

Wecultivateasafeenvironmenttoexperiment,givingoneanotherthespacetoinnovate.

Accountability

Why: Holdsallstaffmemberstohighexpectations,whichfosterstrustamongindividualsand teams,andensureswealwaysactasgoodstewardsoftheresourcesthathavebeenentrustedto usforthepublicgood.

How:

 Wetakepersonalresponsibilityforexcellencein ourwork,supportingourcolleaguesto dothesameandcelebratingachievements.Westrivefortimelinessandresponsiveness withinagreed-uponschedules.

 Weseekoutopportunitiesforourcolleaguestolead,learn,andgrow.

 Werecognizetheimportanceofsharingconcerns oralternativeviewswhenwehave them,andallofus—especiallymanagers—arecommittedtocreatinganenvironmentin whicheveryonefeelssafeandsupportedindoingso.

 Weshareknowledge,tools,bestpractices,andcontactsasresourcestosupportthe successofourcolleaguesand,ultimately,ofWallace’sendeavors.

Weareintentional,thoughtful,andstrategicwithhowweinvestourhumanandfinancial resourceswithafocusonpresentandfutureopportunities,whileensuringcongruencewithour mission.

Thesearethestandardstowhichweholdourselvesaccountableoverthelongrun,recognizing thathumansfallshortfromtimetotime.Whenwedo,theimportantthingistoacknowledgethe mistake,takeresponsibilityforit,andlearnfromit.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

II:OURWORKPLACE

EqualEmploymentOpportunityPolicyandPolicyAgainstDiscriminationand DiscriminatoryHarassment

ReasonableAccommodations

AccommodationsforNursingMothers

Drug-,Alcohol-,andSubstance-FreeWorkplace

Violence-FreeWorkplace

DressforYourDayGuide

BuildingSecurityandEmergencyProcedures

EQUALEMPLOYMENTOPPORTUNITYPOLICYANDPOLICYAGAINST DISCRIMINATIONANDDISCRIMINATORYHARASSMENT(“EEOPOLICY”)

EqualEmploymentOpportunity

TheWallaceFoundation(the"Foundation")isanEqualEmploymentOpportunityemployerand iscommittedtocomplyingwithallfederal,state,andlocalEqualEmploymentOpportunity ("EEO")laws,includingbymaintainingaworkplacefreefromharassmentanddiscrimination. Ourdifferentidentitiesimpactourunderstandingoftheworldandhowothersperceiveus. For example,anindividual’srace,ability,orimmigrationstatusmayimpacttheirexperiencewith genderdiscriminationintheworkplace.Whilecertainpartsofthispolicyarefocusedonsexual harassmentandgenderdiscrimination,themethodsforreportingandinvestigating discriminationbasedonotherprotectedidentitiesarethesame.Thepurposeofthispolicyisto teachemployeestorecognizediscrimination,includingdiscriminationduetoanindividual’s intersectingidentities,andprovidethetoolstotakeactionwhenitoccurs.Allcoveredpersons (definedbelow)arerequiredtoworkinamannerdesignedtopreventsexualharassmentand discriminationintheworkplace.

Inthispolicywedelineate:

 Whoandwhatiscoveredunderthispolicy

 Whatisdiscriminatoryharassment

 Whatissexualharassment(withexamples)

 Wheresexualharassmentcanoccur

 Whatretaliationisandtheprohibitionagainstit

 Howtoreportpolicyviolations

 Additionalresponsibilitiesforthosewithsupervisoryauthority(“supervisors”)and managers

 Whatbystanderinterventionis

 Howweconductaninvestigationofacomplaint

 Yourlegalprotectionsandexternalremedies

Whoandwhatiscoveredunderthispolicy?

TheFoundationprohibitsdiscrimination—includingdiscriminatoryandsexualharassment— against(1)employees(includingpart-timeandtemporary),(2)interns(paidorunpaid),(3) Boardmembers,(4)otherpersonsprovidingservicesataFoundationworkplace(suchas freelancers,gigworkers,independentcontractors,subcontractors,andvendors,aswellas personsprovidingequipmentrepair,cleaningservices,oranyotherservicesthroughacontract withtheFoundation),and(5)applicantsforemployment(orforaninternshiporthird-party contractorpositiondescribedabove)(collectivelyreferredtoas“coveredpersons,”and individuallyasa“coveredperson”)becauseoftheindividual’sraceorcolor,religionorcreed, alienageorcitizenshipstatus,sex(includingpregnancy),nationalorigin,age,sexualorientation, genderidentityorexpression,sexualandreproductivehealthdecisionsordecisionmaking(of coveredpersonsortheirdependents),disability,height,weight,maritalstatus,familialstatus, domesticpartnershipstatus,caregiverstatus,geneticinformationorpredisposinggenetic

characteristics,militarystatus,domesticviolence,sexualviolence,orstalkingvictimstatus,preemploymentarrestrecord,oranyothercharacteristicprotectedbylaw(individually,a“Protected Characteristic”,andcollectively,“ProtectedCharacteristics.”)TheFoundationalsoconsidersfor employmentqualifiedapplicantsandthird-partycontractorswithcriminalhistoriesconsistent withfederal,state,andlocallaw.

ThispolicyappliestoallactivitiesoftheFoundation,including,butnotlimitedto,recruitment, hiring,compensation,assignment,training,promotion,performanceevaluation,discipline,and termination.

Whatisdiscriminatoryharassment?

AspartofthisEEOPolicy,theFoundationprohibitsconductthatconstitutesorcouldleador contributetoharassmentbecauseofanindividual’sProtectedCharacteristic(s).Whentaken againstanindividualbecauseofthatindividual’sProtectedCharacteristic(s),examplesofsuch conductinclude,butarenotlimitedto

 Ethnicslurs;

 UseoftheFoundation'scomputers(includingviatheinternet)ore-mailsystemtoview ordistributeraciallyoffensivecommunications;and/or

 Bullying,yelling,orname-calling

 Creatingdifferentexpectationsforindividualsbasedontheirperceivedidentities

 Threatening,intimidating,orhostileactsdirectedataparticularreligiousgroupor directedatanindividualbecauseoftheirage,color,orethnicity.

Harassmentdoesnotrequireintenttooffend.Thus,inappropriateconductorlanguagemeantasa joke,aprank,orevenacomplimentcanleadorcontributetoharassment.

Whatissexualharassment?

TheFoundationdoesnottolerateanyformofsexualharassment,andallemployeesarerequired toworkinamannerthatpreventssexualharassmentintheworkplace.Sexualharassmentis offensive,aviolationofourpolicies,andagainstthelaw.ItsubjectstheFoundationand individualswhoharasstoliability.Sexualharassmentwillnotbetolerated.Anycoveredperson whoengagesinsexualharassmentorretaliationwillbesubjecttoremedialand/ordisciplinary action,uptoandincludingtermination.

Allcoveredpersonshavealegalrighttoaworkplacefreefromsexualharassmentandcan enforcethisrightbyfilingacomplaintinternally withtheFoundation,withagovernment agency,orincourtunderfederal,state,orlocalanti-discriminationlaws.Sexualharassmentcan occurbetweenanyindividuals,regardlessoftheirsexorgender,withNewYorklawprotecting allCoveredPersons.Acomplaintallegingsexualharassmentmaybefiledagainstasupervisor, manager,asubordinate,aco-workeroranyoneintheworkplace,memberoftheBoard, independentcontractor,contractworker,vendor,grantee,client,customer,orvisitor.

Whatissexualharassment(withexamples)?

Sexualharassmentisaspecifictypeofdiscriminatoryharassmentandisunlawfulunderfederal, state,andwhereapplicable,locallaw.Sexualharassmentisalsoemployeemisconductandwill notbetolerated.CoveredpersonsareurgedtoreportsexualharassmentusingtheComplaint Procedureprovidedbelow.Sexualharassmentincludesharassmentonthebasesofsex,sexual orientation,self-identifiedorperceivedsex,genderexpression,genderidentity,andthestateof beingtransgender.Sexualharassmentisnotlimitedtosexualcontact,touching,orexpressionsof asexuallysuggestivenature.Sexualharassmentincludesallformsofgenderdiscrimination includinggenderrolestereotypingandtreatingcoveredpersonsdifferently becauseoftheir gender.

Understandinggenderdiversityisessentialtorecognizingsexualharassmentbecause discriminationbasedonsexstereotypes,genderexpressionandperceivedidentityareallforms ofsexualharassment.Thegenderspectrumisnuanced,butthethreemostcommonwayspeople identifyarecisgender,transgender,andnon-binary.Acisgenderpersonissomeonewhose genderalignswiththesextheywereassignedatbirth.Generally,thisgenderwillalignwiththe binaryofmaleorfemale.Atransgenderpersonis someonewhosegenderisdifferentthanthe sextheywereassignedatbirth.Anon-binarypersondoesnotidentifyexclusivelyasamanora woman.Theymightidentifyasboth,somewhereinbetween,orcompletelyoutsidethegender binary.Somemayidentifyastransgender,butnotalldo.Respectinganindividual’sgender identityisanecessaryfirststepinestablishingasafeworkplace.

AlloftheFoundation’spoliciesconcerningsexualharassmentapplytoallcoveredpersons, regardlessofimmigrationstatus.Harasserscanbeasuperior,asubordinate,acoworker,or anyoneintheworkplaceincludinganindependentcontractor,contractworker,vendor,client, customer,orvisitor.Anycoveredpersonwhoengagesinsexualharassmentorretaliationwillbe subjecttoremedialand/ordisciplinaryaction,uptoandincludingtermination.Anysupervisoror managerwhoengagesinsexualharassmentorretaliationorwhoknowinglyallowssexual harassmentorretaliatoryconducttocontinuewillalsobesubjecttoremedialand/ordisciplinary action,uptoandincludingtermination.

Sexualharassmentcanoccurbetweenanyindividual,regardlessofsexorgender,anddoesnot havetobebetweenmembersofdifferentsexesorgenders.Sexualharassmentincludes harassmentonthebasisofsex,sexualorientation,self-identifiedorperceivedsex,gender expression,genderidentityandthestatusofbeingtransgender.Anyharassingconduct,evena singleincident,canbeaddressedunderthispolicy.Harassmentdoesnotneedtobesevereor pervasiveinordertobeviolativeofthispolicyorNewYorklaw.Coveredpersonsshouldnot feeldiscouragedfromreportingharassmentbecausetheydonotbelieveitisbadenough,or converselybecausetheydonotwanttoseeacolleagueterminatedoverlessseverebehavior.Just asharassmentcanhappenindifferentdegrees,potentialdisciplineforengaginginsexual harassmentwilldependonthedegreeofharassmentandmightincludeeducationand counseling.Itmayleadtosuspensionorterminationwhenappropriate.

Therearetwomaintypesofsexualharassment:

 Behaviorsthatcontribute toahostileworkenvironment include,butarenotlimitedto, words,signs,jokes,pranks,intimidation,orphysicalviolencewhichareofasexual nature,orwhicharedirectedatanindividualbecauseofthatindividual’ssex,gender identity,orgenderexpression.Sexualharassmentalsoconsistsofanyunwantedverbalor physicaladvances,sexuallyexplicitderogatory,ordiscriminatorystatementswhicha coveredpersonfindsoffensiveorobjectionable,causesacoveredpersondiscomfortor humiliation,orinterfereswiththecoveredperson’sjobperformance.Theimpacted personneednotbetheintendedtargetoftheharassment.

 Sexualharassmentalsooccurswhenapersoninauthoritytriestotradejobbenefitsfor sexualfavors. Thiscanincludehiring,promotion,continuedemploymentoranyother terms,conditions,orprivilegesofemployment.Thisisalsocalled quidproquo harassment.

Behaviorthatmayconstitutesexualharassmentincludes,butisnotlimitedto:

 Threateningtotakeortakingemploymentactions,suchasdischarge,demotion,or reassignment,ifsexualfavorsarenotgranted

 Demandsforsexualfavorsinexchangeforjobbenefitsorfavorableorpreferential treatment,whetherwithrespecttohiring,promotion,continuedemployment,oranyother terms,conditions,orprivilegesofemployment

 Unwelcomeandrepeatedflirtations,propositions,oradvances;repeatedrequestsfora dateorromanticgestures,includinggift-giving

 Unwelcomephysicalcontact,suchaskissing,hugging,touching,pinching,patting,or grabbing

 Rape,sexualbattery,molestation,orattemptstocommittheseassaults,whichmayalso beconsideredcriminalconduct

 Sexually-orientedorsexualgestures,noises,remarks,orjokes

 Sexstereotyping,whichoccurswhensomeone’sconductorpersonalitytraitsarejudged basedonotherpeople’sideasorperceptionsabouthowindividualsofaparticularsex shouldactorlook

 Intentionalmisuseofanindividual’spronouns

 Offensive,insulting,derogatory,lewd,ordegradingremarks

 Unwelcomecommentsaboutappearance

 Inappropriatepersonalquestionsandcomments,suchasinquiries/commentsabouta person’ssexuality,sexualexperience,orromantichistory

 Sexualordiscriminatorydisplaysorpublicationsanywhereintheworkplace

 Hostileactionstakenagainstanindividualbecauseofthatindividual’ssex,sexual orientation,genderidentity,ortransgenderstatus,suchasinterferingwithordestroying thatperson’sworkspace,sabotagingthatperson’swork,bullying,yelling,orname calling

 Anyotherwords,signs,jokes,pranks,intimidation,orphysicalviolencewhichareofa sexualnature,orwhicharedirectedatanindividualbecauseofthatindividual’ssex, sexualorientation,genderidentity,ortransgenderstatus

 Anyotherunwantedverbalorphysicaladvances,sexuallyexplicitderogatorystatements orsexuallydiscriminatoryremarksmadebysomeonewhichareoffensiveor objectionabletotherecipient,whichcausetherecipientdiscomfortorhumiliation,or whichinterferewiththerecipient’sjobperformance.

Thelistaboveisnotintendedtobeall-inclusive.

Whereharassmentcanoccur

Unlawfulharassmentisnotlimitedtothephysicalworkplaceitself.Itcanoccurwhile employeesareworkingremotely,travelingforbusinessoratemployer-sponsoredeventsor parties.Calls,texts,emails,andsocialmediausagebyemployeescanconstituteunlawful workplaceharassment,eveniftheyoccurawayfromtheworkplacepremisesornotduring workinghours.Accordingly,careshouldbetakenininformalbusinesssituations,including workandindustry-relatedparties,functions,andbusinesstripstoensurethatthispolicyis strictlyfollowed.

Retaliation

Retaliationisunlawfulandisanyactionbyanemployerorsupervisor/managerthatpunishesan individualuponlearningofaharassmentclaim,thatseekstodiscouragecoveredperson(s)from makingaformalcomplaintorsupportingasexualharassmentordiscriminationclaim,orthat punishesthosewhohavecomeforward.Theseactionsneednotbejob-relatedoroccurinthe workplacetoconstituteunlawfulretaliation.Forexample,threatsofphysicalviolenceoutsideof workhoursordisparagingsomeoneonsocialmediawouldbecoveredasretaliationunderthis policy.

Examples of conduct that may constitute retaliation if motivated by a retaliatory purpose may include,butarenotlimitedto

 Demotion,termination,denyingaccommodations,reducedhours,ortheassignmentofless desirableshifts

 Publiclyreleasingpersonnelfiles

 Refusingtoprovideareferenceorprovidinganunwarrantednegativereference

 Labelinganemployeeas“difficult”andexcludingthemfromprojectstoavoid“drama”

 Undermininganindividual’simmigrationstatus

 Reducing work responsibilities, passing over for a promotion, or moving an individual’s desktoalessdesirableofficelocation

Threatsoractsofretaliationagainstindividualswhoreportinappropriateconductpursuantto thispolicyorprovideinformationinconnectionwithareportbyanotherindividualwillnotbe tolerated.Intheeventyoubelievethatyouhavebeenretaliatedagainstforsuchaction,you shouldusetheaboveprocedurestoreportthepertinentfactspromptly.TheFoundationwill investigateandtakeappropriateactioninthemannerdescribedabove.

Inaccordancewithapplicablelaw,thispolicyagainstretaliationincludesaprohibitionon retaliatingagainstanyonewhoengagedinoneormoreofthefollowing(a“Protectiveactivity”):

 Filedacomplaintofunlawfulharassmentordiscrimination(including,inallcases, discriminationbasedonreproductiveorhealthdecisionsanddecisionmaking),either internallyorwithanyanti-discriminationagency

 Encouragedanothertomakesuchacomplaint

 ReportedthatanotherCoveredPersonwassubjectedtounlawfulharassmentor discrimination

 Testifiedorassistedinaproceedinginvolvingunlawfulharassmentordiscrimination underananti-discriminationlaw

 Opposedunlawfulharassment,includingbymakingaverbalorinformalcomplaintto management,orbysimplyinformingasupervisorormanagerofharassment

 Complainedthatanotheremployeehasbeensexuallyharassed

Nocoveredpersonshallbesubjecttoadverseemploymentaction—includingtheactionslisted above—becausetheyengagedingoodfaithinaprotectedactivity.Anycoveredpersonwho retaliatesagainstanyoneforengaginginaprotectedactivitywillbesubjectedtodisciplinary action,uptoandincludingtermination.Theseprotectionsextendtothosewhoengageina protectedactivityingoodfaith,eveniftheircomplaintsarenotsubstantiatedordonotrisetothe levelofapolicyviolation.However,coveredpersonsmaybesubjecttodisciplinaryactionfor makingintentionallyfalsestatementsinconnectionwithallegationsofdiscrimination.All coveredpersonswhobelievetheyhavebeensubjecttoretaliationinviolationofthispolicy shouldreporttheirconcernusingtheComplaintProceduresdescribedabove.

ReportingPolicyViolations

PreventingviolatesofthisEEOPolicyiseveryone’sresponsibility.TheFoundationcannot preventorremedyunlawfulharassmentordiscriminationunlessitknowsaboutit.Anycovered personwhohasbeensubjectedto,witnesses,orbecomesawareofbehaviorthatmayconstitutea violationofthispolicyisencouragedtoreportsuchbehaviortoamanager,supervisor,theChief HumanResourcesOfficer,orthePresident.

Reportscanbemadeverballyorinwriting.Tosubmitawrittencomplaint,employeesare encouragedtousethecomplaintformavailable hereontheintranet.Employeeswhoare reportingonbehalfofotheremployeesshouldusethecomplaintformand notethatitison anotheremployee’sbehalf.Alternatively,acomplaintmaybesubmittedto reporting@wallacefoundation.org

Employeesandindividualscoveredunderthispolicywhobelievetheyhavebeenavictimof unlawfulharassment,orotherviolationsofthispolicy,mayalsoseekassistanceinother availableforums,asexplainedinthesectiononLegalProtections.

Additionalresponsibilitiesforsupervisorsandmanagers

Additionalrulesapplytosupervisorsandmanagers.Nosupervisorormanagermayatanytime: (1)threatenorimplythatanindividual’ssubmissiontoorrejectionofasexualadvance,or harassmentordiscriminationbasedonanyotherprotectedcategory,willinanywayinfluence anydecisionregardingthatindividual’semploymentorengagement,performanceevaluation,

advancement,compensation,assignments,discipline,discharge,oranyothertermorcondition ofemploymentorengagement;or(2)makeanyemploymentorengagementdecisionconcerning anindividualonanydiscriminatorybasis.Allsupervisorsandmanagerswhoreceiveacomplaint orinformationaboutsuspectedsexualharassmentoranyotherviolationofthis,observewhat maybesexuallyharassingorotherprohibitedbehavior,orforanyreasonssuspectthatsexual harassmentoranyotherdiscriminatoryharassmentisoccurring,are requiredtoreportany complaintthattheyreceive,oranyharassmentorotherviolationofthisEEOPolicythatthey observeinaccordancewiththeproceduresabove.

Inadditiontobeingsubjecttodisciplineforengaginginsexuallyharassingorother discriminatoryharassingconductthemselves,supervisorsandmanagerswillbesubjectto disciplineforfailingtoreportsexualharassmentorotherdiscriminatoryharassment,or otherwiseknowinglyallowingsexualharassmentorotherdiscriminatoryharassment,to continue.Supervisorsandmanagerswillalsobesubjecttodisciplineforengaginginany retaliation.

Bystanderintervention

Anycoveredpersonwitnessingharassmentasabystanderisencouragedtoreportit.A supervisorormanagerwhoisabystandertoharassmentisrequiredtoreportit.Therearefive standardmethodsofbystanderinterventionthatcanbeusedwhenanyonewitnessesharassment ordiscriminationandwantstohelp:

1. Abystandercaninterrupttheharassmentbyengagingwiththeindividualbeingharassed anddistractingthemfromtheharassingbehavior.

2. Abystanderwhofeelsunsafeinterruptingontheirowncanaskathirdparty tohelp interveneintheharassment.

3. Abystandercanrecordortakenotesontheharassmentincidenttobenefitafuture investigation.

4. Abystandermightcheckinwiththepersonwhohasbeenharassedaftertheincident,see howtheyarefeelingand letthemknowthebehaviorwasnotokay.

5. Ifabystanderfeelssafe,theycanconfronttheharassersandnamethebehavioras inappropriate.Whenconfrontingharassment,physicallytouchinganindividualisnever anappropriateresponse.

Thoughnotexhaustive,anddependentonthecircumstances,theguidelinesabovecanserveasa briefguideofhowtoreactwhenwitnessingharassmentintheworkplace.

Howweconductaninvestigationofacomplaint

Allcomplaintsofsuspectedunlawfulharassmentordiscriminationwillbeinvestigated— whetherreportedinverbalorwrittenform—inamannerdesignedtopromotefairnessand impartialityforallinvolved.

Investigationswillbeconductedinastimelyandconfidentialamanneraspossible,consistent withtheneedtoconductathoroughandeffectiveinvestigation,andshouldordinarilybe completedwithin30days.

Anyemployeemayberequiredtocooperateasneededinaninvestigationofapotentialviolation ofthispolicy.Employeeswhoparticipateinanyinvestigationwillnotberetaliatedagainst.

Uponreceiptofacomplaint,theFoundationwillpromptlybeginaninvestigation.Atypical investigationmayinclude

 Iftheindividualhaspresentedaverbalcomplaint,preparingawrittenrecordin conformancewiththecomplaintform

 Takingappropriateinterimactionsduringtheinvestigationperiodbasedonthecomplaint

 Requesting,obtaining,preserving,and reviewingallrelevantdocuments(printand electronic)includingemails,andphonerecords

 Interviewingallpartiesinvolved,includinganyrelevantwitnesses

 Creatingwrittendocumentationofallaspectsoftheinvestigation

 Notifyingthecomplainantandthepersonagainstwhomthecomplaintwasfiledofthe finalresolution

 Implementinganycorrectiveaction

Yourlegalprotectionsandexternalremedies

InaccordancewiththerequirementsofNewYorkstatelaw,theFoundationisprovidingthe additionalinformationbelowregardinglawsandlegalremediesrelatingtosexualharassment andsexualandreproductivehealthdecisionsordecisionmaking,asapplicable:

Sexualharassmentanddiscriminationorretaliatoryactsagainstanemployeeonthebasisof sexualandreproductivehealthdecisionsordecisionmakingarenotonlyprohibitedbythe Foundationbutarealsoprohibitedbyapplicablelaw.Asidefromtheinternalprocessatthe Foundation,(i)fordiscriminationorretaliatoryactsbasedonsexualandreproductivehealth decisionsordecisionmaking,employeesmayalsochoosewhetherornottopursuelegal remediesincourtundertheLaborLawand(ii)forsexualharassment,employeesmaychoose whetherornottopursuelegalremedieswiththefollowinggovernmentalentitiesatanytime.

NewYorkStateHumanRights

TheNew YorkStateHumanRightsLaw(HRL),codifiedasN.Y.ExecutiveLaw,art.15,§290 etseq.,appliestoallemployersinNewYorkState,andprotectscoveredpersons,regardlessof immigrationstatus.AcomplaintallegingviolationoftheHumanRightsLawmaybefiledeither withtheDivisionofHumanRights(DHR)orinNewYorkStateSupremeCourt.

ComplaintsofsexualharassmentfiledwithDHRmaybesubmittedanytimewithinthreeyears oftheharassment.IfanindividualdoesnotfileacomplaintwithDHR,theycanbringalawsuit directlyinstatecourtundertheHRL,withinthreeyearsoftheallegedsexualharassment.An individualmaynotfilewithDHRiftheyhavealreadyfiledaHRLcomplaintinstatecourt.

ComplaininginternallytotheFoundationdoesnotextendyourtimetofilewithDHRorincourt. Thethreeyearsarecountedfromthedateofthemostrecentincidentofharassment.

YoudonotneedanattorneytofileacomplaintwithDHR,andthereisnocosttofilewithDHR.

DHRwillinvestigateyourcomplaintanddeterminewhetherthereisprobablecausetobelieve thatsexualharassmenthasoccurred.Probablecausecasesreceiveapublichearingbeforean administrativelawjudge.Ifsexualharassmentisfoundatthehearing,DHRhasthepowerto awardrelief.Reliefvaries,butitmayincluderequiringyouremployertotakeactiontostopthe harassment,orrepairthedamagecausedbytheharassment,includingpayingofmonetary damages,punitivedamages,attorney’sfees,andcivilfines.

DHR’smainofficecontactinformationis:NYSDivisionofHumanRights,OneFordhamPlaza, FourthFloor,Bronx,NewYork10458.Youmaycall(718)741-8400orvisitwww.dhr.ny.gov.

Gotowww.dhr.ny.gov/complaintformoreinformationaboutfilingacomplaintwithDHR.The websitehasadigitalcomplaintprocessthatcanbecompletedonyourcomputerormobiledevice fromstarttofinish.Thewebsitehasacomplaintformthatcanbedownloaded,filledout,and mailedtoDHRaswellasaformthatcanbefilledoutonline.Thewebsitealsocontainscontact informationforDHR’sregionalofficesacrossNewYorkState.YoumaycalltheDHRsexual harassmenthotlineat1-800-HARASS3formoreinformationaboutfilingasexualharassment complaint.

CivilRightsActof1964

TheUnitedStatesEqualEmploymentOpportunityCommission(EEOC)enforcesfederalantidiscriminationlaws,includingTitleVIIofthe1964federalCivilRightsAct(codifiedas42 U.S.C.§2000eetseq.).AnindividualcanfileacomplaintwiththeEEOCanytimewithin300 days(or,incertainotherjurisdictions,180days)fromthemostrecentincidentofharassment. ThereisnocosttofileacomplaintwiththeEEOC.TheEEOCwillinvestigatethecomplaint, anddeterminewhetherthereisreasonablecausetobelievethatdiscriminationhasoccurred.If theEEOCdeterminesthatthelawmayhavebeenviolated,theEEOCwilltrytoreacha voluntarysettlementwiththeemployer.IftheEEOCcannotreachasettlement,theEEOC(or theDepartmentofJusticeincertaincases)willdecidewhethertofilealawsuit.TheEEOCwill issueaNoticeofRighttoSuepermittingworkerstofilealawsuitinfederal courtiftheEEOC closesthecharge,isunabletodetermineiffederalemploymentdiscriminationlawsmayhave beenviolated,orbelievesthatunlawfuldiscriminationoccurredbutdoesnotfilealawsuit.

Individualsmayobtainreliefinmediation,settlement,orconciliation.Inaddition,federalcourts mayawardremediesifdiscriminationisfoundtohaveoccurred.Ingeneral,privateemployers musthaveatleast15employeestocomewithinthejurisdictionoftheEEOC.

Anemployeeallegingdiscriminationatworkcanfilea“ChargeofDiscrimination.”TheEEOC hasdistrict,area,andfieldofficeswherecomplaintscanbefiled.ContacttheEEOCbycalling 1-800-669-4000(TTY:1-800-669-6820),visitingtheirwebsiteatwww.eeoc.govorviaemailat info@eeoc.gov.

IfanindividualfiledanadministrativecomplaintwithDHR,DHRwillautomaticallyfilethe complaintwiththeEEOCtopreservetherighttoproceedinfederalcourt.

LocalProtections

Manylocalitiesenforcelawsprotectingindividualsfromsexualharassmentanddiscrimination. Anindividualshouldcontactthecounty,city,ortowninwhichtheylivetofindoutifsuchalaw exists.Forexample,employeeswhoworkinNewYorkCitymayfilecomplaintsofsexual harassmentordiscriminationwiththeNewYorkCityCommissiononHumanRights.Contact theirmainofficeatLawEnforcementBureauoftheNYCCommissiononHumanRights,22 ReadeStreet,1stFloor,NewYork,NewYork;call311or(212)306-7450;orvisit www.nyc.gov/html/cchr/html/home/home.shtml.

ContacttheLocalPoliceDepartment

Iftheharassmentinvolvesunwantedphysicaltouching,coercedphysicalconfinementorcoerced sexacts,theconductmayconstituteacrime,andyoushouldconsiderwhetheryouwishto contactthelocalpolicedepartment.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

EqualEmploymentOpportunityandPreventionofDiscriminatoryHarassment March2025

REASONABLEACCOMMODATIONS

TheFoundationwillprovidereasonableaccommodationsconsistentwiththelawtootherwise qualifiedemployeesandapplicantswithadisabilityandwithneedsrelatedtoreligious observanceorpractices;pregnancy,childbirth,orrelatedmedicalconditions;orstatusasa victimofdomesticviolence,sexoffenses,orstalking.Whatconstitutesareasonable accommodationisdependentuponthecircumstancesandwillbeaddressedonacase-by-case basis.TheFoundationwillnotdiscriminateorretaliateagainstanyindividualforrequestingan accommodation.

Ifyouwishtorequestanaccommodationbasedonthecircumstancesnotedinthispolicy,please makeyourrequestinwritingtoHumanResources.Therequestshouldincludea)thereasonyou arerequestinganaccommodation,b)whattheaccommodationis,andc)how,iftheFoundation approvestherequestedaccommodation,itwillallowyoutoperformtheessentialfunctionsof yourposition.Ifyouwishtoprovideanysupportingdocumentationwithyourrequest,youmay doso.

Afterreceivingyourrequest,theFoundationwillengageinacooperativedialoguewithyou.A cooperativedialoguecanbeeitherinwritingororally,takesplacewithinareasonable timeframe,andisintendedtounderstandthelimitationsandexplorepotentialreasonable accommodationsthatcouldovercomethelimitationswithoutimposinganunduehardshiponthe Foundation.TheFoundationisnotrequiredtoprovidethespecificaccommodationyourequest andmayprovideanalternativeaccommodation.

Duringthecooperativedialogue,theFoundationreservestherighttorequestsupporting documentation.

Afterengagingincooperativedialogue,theFoundationwillprovideyouwithafinalwritten determinationregardingyourrequest.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

ACCOMMODATIONSFORNURSINGMOTHERS

Applicablelaw—consistentwiththeFoundation’svalues—givesallemployeesinNewYorkthe righttoexpressbreastmilkintheworkplace.

UsingBreakTimeForBreastMilkExpression

TheFoundationprovidesasmuchpaidbreaktimeasisreasonablynecessaryforemployeesto expressbreastmilkwhentheemployeehasareasonableneedtoexpressbreastmilk.Thistimeis providedforaslongastheemployeechoosestoexpressbreastmilkfollowingchildbirth.The Foundationwillprovidepaidbreaktimeasoftenasanemployeereasonablyneedstoexpress breastmilk.Thenumberofpaidbreaksanemployeewillneedtoexpressbreastmilkisuniqueto eachemployee,andtheFoundationwillprovidereasonablebreaktimesbasedontheindividual.

TheFoundationwillnotdiscriminateinanywayagainstanemployeewho choosestoexpress breastmilkintheworkplace.TheFoundationwillnotrequireanemployeetoworkbeforeor aftertheirnormalhourstomakeupforanytimeusedaspaidbreaktimetoexpressbreastmilk. TheFoundationwillcontinuetofollowexistingfederalandstatelaws,regulations,andguidance regardingmealtimesandpaidbreaktimeregardlessofwhethertheemployeeusessuchtimeto expressbreastmilk.Foradditionalinformationregardingwhatconstitutesamealperiodora breakperiodunderstate andfederallaw,pleaseseethefollowingresources:

 NYDepartmentofLaborWebsiteonDayofRest,BreakTime,andMealPeriods: dol.ny.gov/day-rest-and-meal-periods

 NYDepartmentofLaborFAQsonMealandRestPeriods: dol.ny.gov/system/files/documents/2021/03/mealand-rest-periods-frequently-askedquestions.pdf

 U.S.DepartmentofLaborFLSAFAQonMealandRestPeriods: dol.gov/agencies/whd/fact-sheets/22-flsa-hoursworked

 U.S.DepartmentofLaborFLSAFactSheetonCompensationforBreak TimetoPump BreastMilk:dol.gov/agencies/whd/fact-sheets/73-flsa-break-timenursing-mothers

TheFoundationdoesnotrequirethatanemployeeworkswhileexpressingbreastmilk,but applicablelawdoesnototherwisepreventanemployeefromvoluntarilychoosingtodosoif theywantto(inotherwords,it’scompletelyuptoyou).Employeeswhoworkremotelyhavethe samerightstopaidtimeoffforthepurposeofexpressingbreastmilk,asallotheremployees whoperformtheirworkin-person.

MakingARequestToExpressBreastMilkAtWork

Ifanemployeewantstoexpressbreastmilkatwork,theymustgivetheFoundationreasonable advancenotice,generallybeforereturningtotheworkplaceiftheemployeeisonleave.This advancenoticeistoallowtheFoundationtimetoprepareappropriatelocation(s)andadjust schedulesifneeded.Employeeswishingtorequestaroomorotherlocationtoexpressbreast milkintheworkplaceshoulddosobysubmittingawrittenrequesttohumanresources.The Foundationwillrespondtothisrequestforaroomorotherlocationtoexpressbreastmilkin

writingwithinfivebusinessdays.TheFoundationwillnotifyallemployeesinwritingthrough emailorprintedmemowhenaroomorotherlocationhasbeendesignatedforbreastmilk expression.

LactationRoomRequirements

Inadditiontoprovidingthenecessarytimeduringtheworkday,theFoundationwillprovidea privateroomoralternativelocationforthepurposeofbreastmilkexpression,whichwillnotbea restroomortoiletstall.Wehavedesignatedthe“WellnessRoom”forsuchpurpose. In all cases, a nursing mother’s use of the Wellness Room takes priority over use by another employee for any purpose that is not pumping and/or expressing breast milk.

TheWellnessroommeetsthefollowingcriteriarequiredunderthelaw,asitwill:

 Beclosetoanemployee’sworkarea

 Providegoodnaturalorartificiallight

 Beprivate–bothshieldedfromviewandfreefromintrusion

 Haveaccessible,cleanrunningwaternearby

 Haveanelectricaloutlet(iftheworkplaceissuppliedwithelectricity)

 Includeachair

 Provideadesk,smalltable,counter,orotherflatsurface

Underthelaw,thespaceforexpressinglactationdoesnotneedtobeaseparatespaceforevery nursingemployee.Ifmorethanoneemployeeisnursing,weaskthattheyworkoutwitheach otherthetimesforuseoftheWellnessRoom.Iftheaccessandusecannotberesolvedinthis manner—orifoneormoreemployeesisuncomfortabledoingso—weasktheemployeesto pleaseseeHumanResources.Anyspaceprovidedforbreastmilkexpressionwillbeclosetothe workareaoftheemployee(s)usingthespace.Thespacewillbeinwalkingdistance,andthe distancetothelocationshouldnotsignificantlyextendanemployee’sneededbreaktime.

Toensureprivacy,ifthelactationroomhasawindow,itwillbecoveredwithacurtain,blindor othercovering.Inaddition,itwillhaveadoorand,inmostcases,alock(theWellnessRoomhas adoorequippedwithafunctionallock).

TheFoundationallowsemployeestostorebreastmilkintherefrigeratorintheWellnessRoom. However,theFoundationisnotresponsibleforensuringthesafekeepingofexpressedmilk storedinanyrefrigeratorintheworkplace.

Employeesarerequiredtostoreallexpressedmilkinlabeled,closedcontainersandbringmilk homeeachevening.Thespacedesignatedforexpressingbreastmilkwillbemaintainedand cleanatalltimes.

Ifthere areanyquestionsorconcernswithrespecttoaccess,useoftheWellnessRoom,or priorityfornursingmothers,pleaseseeHumanResources.HRwillrespondinareasonable timeframe,nottoexceedfivebusinessdays.

WhilenotcurrentlyapplicablegiventheWellnessRoom’sdesignationasalactationspace,ifthe Foundationcandemonstrateunduehardshipinprovidingaspacewiththeaboverequirements, theFoundationwillstillprovidearoomorotherlocation—otherthanarestroomortoiletstall— thatisincloseproximitytotheworkareawhereanemployeecanexpressbreastmilkinprivacy andmeetsasmanyoftherequirementsaspossible.

Unduehardshipisdefinedinthestatuteas“causingsignificantdifficultyorexpensewhen consideredinrelationtothesize,financialresources,nature,orstructureoftheemployer’s business.”However,theFoundationwillnotdenyanemployeetherighttoexpressbreastmilk intheworkplaceduetodifficultyinfindingalocation.

NewYorkStateDepartmentofLaborFederalResources

Ifanemployeebelievesthattheyareexperiencingretaliationforexpressingbreastmilkinthe workplace,orthatCRIis inviolationofthispolicy,theyshouldcontacttheNewYorkState DepartmentofLabor’sDivisionofLaborStandardsat1-888-52-LABOR,LSAsk@labor.ny.gov orvisitwww.dol.ny.gov/breast-milk-expression-workplacetofile acomplaint.AlistofNY DOLofficesisavailableatwww.dol.ny.gov/location/contact-division-labor-standards.NYDOL complaintsregardingemployees’rightsregardingtheexpressionofbreastmilkunderNewYork lawareconfidential.

FederalResources

ThefederalPUMPActwentintoeffectin2023,expandingprotectionsforalmostallemployees expressingbreastmilkatwork.UnderthePUMPAct,anycoveredworkersnotprovidedwith breaksandadequatespaceforuptoayearafterthebirthofachildareabletofileacomplaint withtheU.S.DepartmentofLabororfilealawsuitagainsttheiremployers.Formore information,pleasevisitwww.dol.gov/agencies/whd/pump-at-work.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

AccommodationsforNursingMothers March2025

DRUG-,ALCOHOL-,ANDSUBSTANCE-FREEWORKPLACE

Theabuseofdrugs,alcohol,orothersubstancescanimpairjobperformanceandhaveanadverse effectonproductivityandtheFoundation’sreputation.

Theuse,possession,sale,ordistributionofillegaldrugs,themisuseofprescriptiondrugs,and themisuse,sale,ordistributionofalcoholicbeveragesorcannabis/marijuanaisprohibitedwhile onFoundationpremisesorwhileconductingFoundationbusinessoutsidetheoffice.Alcoholis notpermittedonthepremisesexceptunderthecircumstancesdescribedinthenextparagraph. Non-prescriptiondrugscannabis/marijuanaisnotpermittedonthepremisesatanytime.Ifan employeemanifestsspecificarticulablesymptomsofimpairmentthatimpactstheirjob performanceorcouldendangerworkplacehealthandsafety,theFoundationmaytake disciplinaryaction,uptoandincludingimmediatetermination,forthisoranyotherviolationof thispolicy.

TheNew YorkDepartmentofLaborhasissuedguidancestating,“Thereisnodispositiveand completelistofsymptomsofimpairment.Rather,articulablesymptomsofimpairmentare objectivelyobservableindicationsthattheemployee’sperformanceofthedutiesoftheposition. .. aredecreasedorlessened.”FortheFoundation,thesesymptomswouldinclude,butnotbe limitedto,slurringofspeech,lossofbalanceorcoordination,inabilitytofocus,deteriorationin memory,cognitionorjudgment,inappropriatebehavior,orlossofconsciousness.

TheremaybeWallace-sanctionedeventsintheoffice(e.g.,Boarddinnersorsocialevents)or outsidetheofficeatconferencesorbusinessandsocialevents,wheremoderateconsumptionof alcoholicbeveragesispermissible,providedthatconsumptiondoesnotimpairyourjob performance,judgment, orabilitytoadheretoconductstandards.Moderateconsumptionof alcoholinsuchcircumstanceswillnotbeconsideredaviolationofthispolicy.

Drugandalcoholtestingwillbecarriedoutincompliancewithanyapplicablestateandfederal lawsandregulations.Anemployeewhohaspositivetestresults,orwhorefusestosubmitto alcoholanddrugtesting,maybesubjecttodisciplinaryactionuptoandincludingterminationof employment.TheFoundationiscommittedtomaintainingconfidentialitywithrespecttothis policy,consistentwiththeneedtoconductinvestigationsandenforcethepolicy.

Ifyouhaveanalcoholordrugdependency(includingcannabis/marijuana),youarestrongly encouragedtoseekadviceandobtaintreatmentbeforethedependencyaffectsyourjob performance.AppropriatetreatmentmaybeavailablethroughtheFoundation’sbenefit programs:UnitedHealthcare/Oxfordhealthinsuranceplan(informationlocatedintheDocument Center inPaylocity)orHumana’sEmployeeAssistanceProgram(locatedintheDocument CenterinPaylocity).YoushouldcontactUHC/Oxfordinadvancetofullyunderstandwhat coverageisprovidedundertheplan.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

VIOLENCE-FREEWORKPLACE

TheWallaceFoundationstrivestomaintainasafeworkplace freeofviolenceandexpectsthatall staffwillunderstandandshareinthisresponsibility.

TheFoundationwillnottolerateanytypeofworkplaceviolenceandprohibitsemployeesfrom makingthreatsorengaginginactsofviolenceonFoundationpremisesorwhileconducting Foundationbusinessoutsidetheoffice.Prohibitedconductincludes,butisnotlimitedto

 Possessingguns,knives,orotherweapons

 Makingthreatsofviolenceagainstanyotherperson

 Striking,orattemptingorthreateningtostrike,anyotherperson

Reporting

EmployeesareexpectedtoexercisegoodjudgmentandinformtheChiefHumanResources Officerifanindividualexhibitsbehaviorwhichcouldbeasignofthepotentialforviolence. Suchbehaviormayincludediscussingweaponsorbringingthemtotheworkplace,displaying overtsignsofhostilityoranger,ormakingthreateningremarks.

Anypotentiallyviolentsituationorviolationofthispolicymustbereportedimmediatelytothe ChiefHumanResourcesOfficer.

IftheChiefHumanResourcesOfficerisnotavailable,theemployeeshouldinformtheGeneral Counsel.

Allreportedincidentswillbepromptlyinvestigated.Inconductingitsinvestigation,the Foundationwillstrivetokeeptheidentityofindividualsmakingreportsasconfidentialas possible.Actsorthreatsofviolencemaybereportedtotheproperauthorities.

Anyemployeewhoengagesinworkplaceviolenceorwhofailstofollowthispolicy’sreporting proceduremaybesubjecttoappropriatedisciplinaryaction,uptoandincludingtermination.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

Workplace March2025

DRESSFORYOURDAYGUIDE

Wehavea“dressforyourday”policy for both the office and working remotely (includingcalls). Employeesshouldconsidereachday’sactivitieswhendeterminingwhattowear.

KeyPrinciples:

 Balancecomfortandprofessionalism: Yourattitudeshouldreflectrespectforgrantees, visitors,andcolleagues—whetherinpersonorvirtually.

 Useyourbestjudgement:Wetrustyoutodecidewhatisappropriateforaprofessional setting.Aimforclothingthatalignswithourcollaborativeandrespectfulworkplace culture.

 Specialconsiderations:Businessattireisrequiredforallboardandcommitteemeetings.

 Anoteoncertainhairstyles:ConsistentwiththeFoundation’sobligationsunder applicablelawanditsownvalues,theFoundationdoesnotdiscriminateagainst employeesbasedontheirrighttomaintainnaturalhairorhairstylesthatareclosely associatedwithracial,ethnic,orculturalidentities.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

BUILDINGSECURITYANDEMERGENCYPROCEDURES

OfficeAccessandBuildingSecurity

Themanagementof140Broadwayprovidesbuildingsecuritypersonnelwhoareonduty24/7. Allstaffhaveanaccesscardtoentertheelevatorlobbyandourofficeonthe49th floor.To complywithBuildingManagement’spolicy,onlyvisitorswhohavebeenregisteredinthe building’ssecuritysystemin advance willbeadmittedatthelobbydesktocomeuptotheoffice.

Toaddavisitor:

 Toameeting:Add“WallaceGuests”toyourOutlookmeetinginvitationandincludethe nameandorganizationoftheguests.

 Ifnottoameeting:Sendanemailto“WallaceGuests”withyourguest’snameorask whoeverissittingatthereceptiondesktoaddaguesttothesecuritysystem.

EmergencyProcedures

TheFoundationcomplieswithbuildingproceduresintheeventofafireorotheremergency situationsinthebuilding.Whenanalarmsounds,allstaffandvisitorswillgatheratStairwayB toawaitinstructions.

TheLifeSafetyTeam1 isresponsibleforconductingasearchofthefloorandensuringallstaff andvisitorshaveassembledbyStairwayB.Tofacilitatecommunicationsinanemergency,the Foundationsubscribestoatextalertsystemtosendtextmessagestostaffintheeventofan officeclosureorotheremergencysituations.

Emergencyinformationisprovidedtostaffintwoforms:

 Emergency Information Wallet Cards

o Outsideemergencymeetinglocationintheeventofabuildingevacuation(will advise)

 BrookfieldPlaza–1NorthEndAvenue

 Pier11–WallStreetFerryTerminal

o TelephonenumberfortheOperationsSpecialistisontheemergencycardforenroute travelemergencyassistance.

 Emergency Desk Card

o EachstaffmemberhasanEmergencyDeskCardwithinformationonwhattodoin theeventofanemergency(e.g.,smoke/fire,medicalemergency,otherconcerns) duringandafterbusinesshours,locationofalarms,wheretogatherintheoffice (StairwayB),andthenamesandtelephoneextensionsfortheLifeSafetyTeam.

1 TheLifeSafetyTeam:FireWarden(OperationsSpecialist),threeDeputyFireWardens,andfoursearchers.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice

BuildingSecurityandEmergencyProcedures

March2025

III:OURRESPONSIBILITIES

CodeofEthics

Whistleblower

ConfidentialityofInformation

AppropriateUseofTechnology

CODEOFETHICS

AsstaffofTheWallaceFoundation,weholdourselvestothehigheststandardofethical behaviorinourgrantmakingandeveryaspectoftheFoundation’sbusiness.Asaphilanthropy weholdapublictrustandstrivetoactatalltimeswithintegrity,transparency,ingoodfaith,and inanhonestandethicalmanner—incompliancewithalllawsandregulationsandavoiding undisclosedactualorpotentialconflictsofinterest.

SomeoftheprovisionsoftheCodeofEthicsmayrequireinterpretationgiventhecontextof specificdecisionsormaysuggestdifferentandmutuallyexclusivecoursesofaction.These situationsrequiretheapplicationofjudgmenttransparentlyandingoodfaith.Anystaffmember whofacessuchasituationshouldnotmakethedecisionalone.Forpotentialconflictsofinterest andacceptanceofgifts,thedisclosurerequirementistotheGeneralCounsel.Foroutside employmentandconsultancies,BoardandAdvisorycommittees,andparticipationinreview panels,we’veoutlinedspecificprocedurestoelevateissuesforreview.

I. POLITICALACTIVITIESANDAFFILIATIONS

AsaprivateFoundation,theWallaceFoundationisstrictlyprohibitedfromengaginginany politicalcampaignactivitiesonbehalfof,orinoppositionto,anycandidateforpublicoffice (whetherlocal,state,federalorforeign)(referredtointhispolicyas“politicalcampaign activities”).Politicalcampaignactivitiescaninclude,forexample,candidateendorsements, publicstatementsofposition(verbalorwritten)fororagainstacandidate,fundraisingforor makingcontributionstoacandidate’scampaign,volunteeringforacandidate’scampaign,and voterengagementactivitiesconductedinamannerthatfavorsaspecificcandidateorparty (pleasenotethatthisisnotanexhaustivelist).

WhiletheFoundationmuststrictlyadheretotherestrictionsonpoliticalcampaignactivities, Foundationemployeesmayengageinpoliticalactivitiesintheirpersonal,individualcapacities, ontheirowntime(i.e.,outsideofFoundationworkinghours)usingtheirownresources(i.e.,not usingFoundation-issueddevices,workspace,etc.),andprovidedthatsuchactivitiesdonotand willnotconflictorinterferewithemployees’abilitytocarryouttheirFoundationresponsibilities andcommitments.

Ifanemployeeparticipatesinpersonalpoliticalcampaignactivities,theemployee’sposition/title andprofessionalaffiliationwiththeFoundationmaybenotedonlyifnecessaryorappropriate foridentificationorbiographicalpurposesandshouldnotindicateorsuggesttheendorsementor supportoftheFoundationofanypoliticalactivity. Inpublicappearancesorstatements (includingonsocialmedia),theemployeeshouldmakeanaffirmativedisclaimerorotherwise makeclearthattheemployeeisparticipating/appearing/communicatingintheirpersonaland individualcapacityandnotonbehalfof,orrepresentinganypositionorviewsof,the Foundation.

Inaddition,nopoliticalcampaignactivities,includingphonecalls,meetings,oremails,maybe conductedduringtheemployee’sFoundationworkinghoursorusingFoundationresources.No politicalcandidateorcampaignparaphernalia,signs,images,orlogosshouldbedisplayedor

visiblewhenanemployeeismakingFoundationworkcallsbyZoom,Teams,orother telecommunicationsplatforms,orinperson.

FoundationemployeesmaynotusetheirFoundationworkemailaddress,theirFoundationwork phonenumber,ortheirFoundation-issuedworklaptops,tablets,phones,orotherelectronic devicestosendorreceivecommunicationsandinformationortomakeorreceivecallsrelating topersonalpoliticalcampaignactivities.

Foundationemployeesmaynotengageinanypersonalpoliticalcampaignfundraisingorother politicalcampaignactivitieswhileontheFoundation’spremisesorduringFoundationin-person orelectronicmeetingsandmaynotuseFoundationresourcestotransmittheirpersonalcampaign contributionsorothercampaign-relatedcorrespondence.

Ingeneral,employeesmustnotifytheirsupervisorandobtaintheapprovaloftheGeneral Counsel,whowillconsultwiththeFoundation’sPresident,orinthecaseofthePresident,the ChairoftheBoardofDirectors,inadvanceofanyinvolvementinpoliticalcampaignactivitiesif thetimecommitmentforactivitiesmayconflictorinterferewiththeirresponsibilitiesand commitmentstotheFoundationoriftheemployeewishestoassumeanofficialpositionwitha politicalcampaign,eveninavolunteercapacity(i.e.,asacandidate,treasurer,campaign organizer,memberofacampaignadvisorycommittee,etc.)orwillbemakingpublic appearancesonbehalfofacandidateoratacampaignevent,orisotherwiseinvolvedina politicalcampaignorelectionactivitywithasimilardegreeofresponsibility,authority,or visibility.

Forclarity,itisgenerallynotnecessaryforanemployeetonotifyorobtainapprovalfor participatinginordinaryvolunteeroutreachortrainingactivitiesdonepart-timeorforshort periods.

II. CONFLICTOFINTEREST

TheseConflictofInterestproceduresapplytoallFoundationstaff.Additionally,staffmembers whoareofficersenumeratedbelow,“keypersons” (definedbelow),and Investmentstaffofthe Foundationaresubjecttocertainadditionaloralternativeproceduresandrequirementsas indicatedbelow.Further, employeeswhoaredisqualifiedpersonsaresubjecttothe“selfdealing”rulessetforthbelow.

A. ConflictofInterestProceduresforAllStaff

UnderNewYorkState andfederallaw,conflictsofinterestarenotinherentlyillegal,norare theytoberegardedasareflectionupontheintegrityoftheindividualinvolved.Itisthemanner inwhichtheindividualandtheFoundationdealwithadisclosedconflictthatdeterminesthe proprietyofthetransaction.

Staffshouldnotknowinglyactinanywaythatmightreasonablycreateanundisclosedactualor potentialconflictofinterestorimpairyourobjectiveandindependentjudgmentandactionswith regardtofulfillingyourresponsibilitieswithintheFoundation.

Aconflictofinterestmayexist:

i) Whenyouoroneofyourrelatedparties(definedbelow)hasadirectorindirect personal,business,orfinancialinterestinanytransaction,agreement,orarrangement thattheFoundationisaparticipantin,or

ii) Inanyothercircumstancewheretherecouldbeanactualorpotentialconflictofinterest forsomeotherreason,includingwhenyourinterests,orthoseofoneofyourrelated parties,maybeseenascompetingwiththeinterestsoftheFoundation.

Suchtransactionsmayinclude(butarenotlimitedto)compensationarrangementswiththe Foundation,andgrants,contracts,investments,andothertransactionsinwhichpersonal, business,orfinancialbenefitisorwillbeprovidedtoyouoroneofyourrelatedparties.

Thefollowingtransactionsareexcludedbylawfrombeingconsideredconflictsofinterestunder thissection:(i)atransactionwherethetransactionis de minimis oryourfinancialinterestorany relatedparty’sfinancialinterestis de minimis,(ii)atransactionthatwouldnotcustomarilybe reviewedbytheBoardofDirectorsortheboardsofsimilarorganizationsintheordinarycourse ofbusinessandthatisavailabletoothersonthesameorsimilarterms,and (iii)atransactionthat constitutesabenefitprovidedtoyouoranyofyourrelatedpartiessolelyasamemberofthe classofbeneficiariesthattheFoundationintendstobenefitinfurtheranceofitsmissionand whichisavailabletoallsimilarlysituatedmembersofthesameclassonthesameterms.Please notethatwithrespecttotheFoundation’sdirectors,officers,andotherdisqualifiedpersons,any potentialconflictofinteresttransactionmaybeprohibitedundertheself-dealingrules(see below)andtheprovisionsofthisparagraphexcludingcertaintransactionsfromreviewdonot apply.

“Relatedparties”aredefinedas:

i) Relatives,includingaspouseordomesticpartner;ancestors(e.g.,parents, grandparents);siblingsandhalf-siblings;children(whethernaturaloradopted); grandchildren;greatgrandchildren;spousesordomesticpartnersofsiblings, half-siblings,children,grandchildren,andgreatgrandchildren;andmembersof theindividual’shousehold;

ii) Anyentityortrustofwhichyouoroneofyourrelativesdescribedinparagraph (i)aboveservesasadirector,trustee,officer,oremployee.

iii) Anyentityortrustinwhichyouoroneofyourrelativesdescribedinparagraph (i)abovehavea35%orgreaterownershiporbeneficialinterestor,inthecase ofapartnershiporprofessionalcorporation,adirectorindirectownership interestinexcessof5%.

Ifyoususpectthattheremaybeaconflictofinterest,youmustdiscloseingoodfaiththenature andextentofsuchinterestandallothermaterialfactsabouttheinterestortransaction,if applicable,totheGeneralCounsel.YoumustobtaintheapprovaloftheGeneralCounselbefore engagingintheactivityinquestion.

AnyconflictsinvolvingtheGeneralCounselshallbedisclosedtothePresident,whoshallmake adeterminationandreporttheoutcometotheAuditCommittee.

Additionally,atthetimeofhireandannuallythereafter,andwheneverthereisachangeinthe informationrelevanttothisPolicy,youarerequiredtocompleteandsignadisclosurestatement forthisConflictofInterestPolicyandsubmitittotheGeneralCounsel.

B. SpecificConflictofInterestProceduresforOfficersandKeyPersons

Thefollowingsectionappliesonlytoofficersandkeypersons.UndertheNewYorkNot-forProfitCorporationLaw,officersandkeypersons aresubjecttoadditionalrequirementswith respecttoconflictsofinterest(definedabove).(Theserequirementsalsoapplytothe Foundation’sBoardofDirectors.)

TheWallaceFoundationofficersare

 President

 Treasurer

 ChiefInvestmentOfficer

 AssistantTreasurer

 ChiefFinancialOfficer

 ChiefHumanResourcesOfficer

 CorporateSecretary

 AssistantSecretary

A“keyperson”meansanyperson,otherthanadirectororofficer,whetherornotanemployeeof theFoundation,who(a)hasresponsibilitiesorexercisespowersorinfluenceovertheFoundation asawholesimilartotheresponsibilities,powers,orinfluenceofdirectorsandofficers,(b) managestheFoundationorasegmentoftheFoundationthatrepresentsasubstantialportionof theactivities,assets,income,orexpensesoftheFoundation,or(c)alone,orwithothers,controls ordeterminesasubstantialportionoftheFoundation’scapitalexpendituresoroperatingbudget. KeypersonsincludeanymemberoftheSeniorManagementTeam.

TheAuditCommitteeoftheBoardwilloverseetheimplementationofandcompliancewith thesespecificConflictofInterestProcedures.

1. Disclosing,AddressingandDocumentingConflictsofInterest

a) Disclosure

Intheeventanyofficerorkeypersonortheirrelatedparties(asdefinedabove)hasa directorindirectpersonal,business,orfinancialinterestinatransaction,grantor contractrequestthattheFoundationisconsideringandinthecaseofanypotential conflictofinterest,theofficerorkeypersonshalldiscloseingoodfaiththenature andextentofsuchinterestorinvolvementandallothermaterialfactsaboutthe transaction,grant,orcontractrequesttotheGeneralCounsel,whoshallmakea determinationastowhetheraconflictexistsinaccordancewiththeseConflictof InterestProceduresandreporttheoutcometotheAuditCommitteeoftheBoard;orif inthecontextofaBoardmeeting,tothefullBoard;orifinthecontextofan InvestmentCommitteemeeting,totheInvestment Committee.TheBoardor applicablecommitteeshallreviewthedeterminationoftheGeneralCounselin accordancewiththeseConflictofInterestProcedures.Disclosureshallbemadeprior toanyconsiderationoftheproposedtransactionbytheBoardorcommittee,or promptlyaftertheofficerorkeypersonhasknowledgeoftherelevantfacts ifthey hadnoactualknowledgepriortotherelevantBoardorcommitteeaction.

b) Respond to Questions; Recusal; Refrain from Influence

Theofficerorkeypersonshallansweranyquestionsandprovideanyinformation reasonablyrequestedbyanyboardmemberorcommitteememberpertainingtothe officer’sorkeyperson’sinterestinthetransaction,grant,orcontractorregardingthe termsoftheproposedtransaction,grant,orcontractpriortothedeliberationsorvote onsuchmatter.Beyondrespondingtosuchrequestsforinformation,theofficeror keypersonshallnotbepresentatorparticipateinthedeliberationsorvoteonsuch transactionorgrantrequestandshallrefrainfromattemptingtoimproperlyinfluence thedeliberationsorvotingonthematter.

c) Steps and Standard for Foundation Approval

OncetheFoundationbecomesawareofanactualorpotentialconflictofinterest,the BoardofDirectorsorrelevantcommitteemustdetermine,actingwithoutthe presence,participationorinfluenceoftheinterestedofficerorkeyperson,thatthe transactionorgrantinquestionisfairandreasonabletotheFoundationand isinthe Foundation’sbestinterests.Indeterminingwhethertheproposedtransactionorgrant isfair,reasonableandin theFoundation’sbestinterests,theBoardorCommitteewill reviewavailableinformationregardingthecostorbenefitofcomparable arrangements,ifany.

Ifanofficer,keyperson,oroneoftheirrelatedpartieshasasubstantialfinancial interestinatransaction,theBoardorcommitteemustconsideralternative transactions,i.e.,whethertheFoundationisabletoobtainwithreasonableeffortsa moreadvantageousalternativearrangementthatwouldnotgiverisetoaconflictof interest.Anytransactionorgrantrequestinwhichanofficer,keyperson,orrelated partyhasaconflictofinterestmustbeapprovedbynotlessthanamajorityofthe membersoftheBoardor committee,asapplicable,presentatameetingatwhich

thereisquorum. InterestedBoardmembers,ifany,maybecountedsolelyfor determiningthepresenceofaquorum.

d) Disclosure to the Audit Committee

IfaconflictofinteresttransactionisreviewedbyaBoardcommitteeotherthanthe AuditCommittee,theexistenceofthematteranditsdisposition(including compliancewiththerequirementsofthisPolicy)mustbepromptlydisclosedtothe AuditCommittee.

e) Documentation

Theminutesofthemeetingatwhichthetransactionisdiscussedshallreflect:all disclosuresandrecusals withrespecttothetransactionorgrant,togetherwiththe basisforalldeterminationsandapprovals,includingthetermsoftheapplicable transactionorgrant;thattheinterestedpersondidnotvoteandwasnotpresentduring deliberationsandthevote;anydatatheBoardorcommitteerelieduponin determiningthatthetransactionorgrantisreasonableandinthebestinterestsofthe Foundation,includingconsiderationofanycomparablearrangements(totheextent considered);howsuchcomparabilitydatawasobtained;andthedeterminationmade. Ifalternativetransactionswererequiredtobeconsideredduetothepresenceofa substantialfinancialinterest,theminutesshalldocumentsuchconsiderationaswell.

2. DisclosureStatement

Atthetimeoftheinitialelection,appointmentorhiringofanyofficerorkeypersonand annuallythereafter,suchindividualmustcomplete,sign,andsubmittotheGeneralCounselof theFoundationawrittendisclosurestatementidentifyingtothebestoftheirknowledge:

i) anyentityortrustofwhichsuchindividualisanofficer,director,trustee,member, owner(eitherasasoleproprietororapartner)oremployeeandwithwhichthe Foundationhas(orisknowntobeindiscussionstohave)arelationship; ii) anytransaction,agreement,orotherarrangement(includinggrantsbytheFoundation)in whichtheFoundationisaparticipantandinwhichtheindividualorrelatedpartywith respecttothatindividualmighthaveaconflictinginterest;and iii) anyotherintereststhatcouldgiverisetoaconflictofinterest.

Eachofficerandkeypersonmustupdatetheirdisclosurestatementasnecessarytoreflect changesduringthecourseoftheyear.Completeddisclosurestatementswillbeavailablefor inspectionbyanymemberoftheBoard.TheGeneralCounselwillreviewthedisclosure statementsandprovideacopyofallcompleteddisclosurestatementstotheChairoftheAudit CommitteeandwillperiodicallyupdatetheChairoftheAuditCommitteeconcerning compliancewiththedisclosurestatementrequirementsofthisPolicy.

AcopyofthisPolicywillbegiventoeachofficerorkeyperson.

C. SpecialInvestmentProceduresforOfficers,KeyPersons,andInvestmentStaff

Officers,keypersons,andallFoundationInvestmentstaffhaveadutynottoengageinany investmentactivitythatconflictsorcompeteswiththeFoundation’sinterestsandadutynotto derivepersonalfinancialbenefitthroughtheuseofspecialknowledgeorprivilegedinformation acquiredthroughtheirserviceasanofficer,keyperson,ormemberoftheFoundation’s Investmentstaff.TheSpecificConflictofInterestProceduresforOfficersandKeyPersons outlinedabovewillapplywithrespecttoinvestmentactivitiesunderconsiderationby(orinthe instanceofinvestmentto)theInvestmentCommittee,includingtheChiefInvestmentOfficer operatingundertheauthoritydelegatedtohimbytheCommittee,whichcouldpotentiallygive risetoaconflictofinterest.Additionallimitationsassetforthbelowmayalsoapply.Further, additionallimitationsapplytodirectors,officers,andotherdisqualifiedpersonsundertheselfdealingrulesandshouldbediscussedwiththeGeneralCounsel.

Generally,theFoundationwillnotinvestdirectlyinorganizationsinwhichanofficer,key personormemberoftheFoundation’sInvestmentstaffhasamaterialownershipinterestorholds aboardposition.

InaccordancewiththeSpecificConflictofInterestProceduresforOfficersandKeyPersons outlinedabove,iftheInvestmentCommitteediscussesamatterinwhicha Committeemember ortheirrelatedpartyhasadirectorindirectfinancialinterest,suchCommitteemembermust disclosesuchinteresttotheInvestmentCommittee,andapartfromrespondingtothe Committee’srequestsfor information,theinterestedCommitteemembermustnotbepresentat orparticipateinthediscussionorattempttoinfluenceanydeliberationsorvotingonthematter. Inmakinganydeterminationsinvolvingaconflictofinterest,theInvestmentCommitteeshall followtheSpecificConflictofInterestProceduresforOfficersandKeyPersonsoutlinedabove andshallpromptlyreportanysuchdeterminationsmadetotheAuditCommittee.

Officers,keypersons,andmembersoftheFoundation’sInvestmentstaffshallcomplywithall lawsandregulationsrelatingtotheuseandcommunicationofmaterial,non-publicinformation inconnectionwithinvestmentactivities.Thisincludesthedutynottocommunicate,ortrade whileinpossessionofmaterial,non-publicinformation.

Officers,keypersons,andmembersoftheFoundation’sInvestmentstaffandtheirrelatedparties arenotpermittedtoseekorreceiveanypersonalbenefitoradvantageinconnectionwiththe investmentorprospectiveinvestmentofassetsoftheFoundation,ortousetheprestigeor influenceoftheirpositionforsuchpurpose.IntheInvestmentarea,apersonalbenefitmight include,forexample,aplacementfee,areducedmanagementfee,orareducedminimum investment,oranyotherbenefitnotavailabletoeveryotherqualifiedinvestor.Anyofferofsuch apersonalbenefitmustbedisclosedtotheGeneralCounsel,whoshallmakeadeterminationand reporttheoutcometotheAuditCommitteeandtheInvestmentCommittee.

Officers,keypersons,andmembersoftheFoundation’sInvestmentstaffmustalsodisclosein advanceanyarrangementunderwhichtheyortheirrelatedpartiesareproposingtoco-invest withtheFoundationtotheGeneralCounsel,whoshallmakeadeterminationandreportthe outcometotheAuditCommitteeandtheInvestmentCommittee.

Officers,keypersons,andmembersoftheFoundation’sInvestmentstaffarerequiredtoobtain approvalfromtheGeneralCounsel(whoshallmakeadeterminationandreporttheoutcometo theAuditCommittee)priortoanyinvestmentinanIPOinacompanyinwhichtheFoundation holdsanequityordebtinterest.Secondarypublicofferingsbypublicly-tradedcompaniesin whichtheFoundationownslessthan10%oftheequityareexcludedfromthisrule.TheGeneral CounselshouldpromptlyreportanysuchrequestandapprovaltotheInvestmentCommittee.

Withrespecttoanyinvestmentmatter,ifthereisanydoubtoruncertaintywithrespectto whetheraconflictofinterestexistsinaspecificsituation,theconflictmustbedisclosedtothe InvestmentCommitteeinaccordancewiththeConflictofInterestPolicy,andtheInvestment CommitteeshallreviewthesituationinaccordancewiththeSpecificConflictofInterest ProceduresforOfficersandKeyPersonsoutlinedabove.

D. ConflictsInvolvingtheGeneralCounsel

Notwithstandinganyoftheabove,anyconflictsinvolvingtheGeneralCounselshallbedisclosed tothePresident,whoshallmakeadeterminationandreporttheoutcometo theAuditCommittee.

E. Self-DealingRulesforOfficers

Anexcisetaxisimposedforanydirectorindirectactofself-dealingbetweenaprivate Foundationanda“disqualifiedperson,”e.g.,director,officers,andpersonshavingsimilar powersorresponsibilitieswithrespecttotheFoundation(suchaskeyemployees),substantial contributors,familymembersofsuchpersons,andanycorporation,partnership,trust,orestatein whichsuchpersons(andtheirfamilymembers)collectivelyhavemorethan35%ofthevoting power,profitsinterest,orbeneficialinterest.

Self-dealingtransactionsgenerallyincludetheseactionsbetweenaprivateFoundationanda disqualifiedperson:

 Thesale,exchange,orleasingofpropertybetweentheFoundationand any disqualifiedperson.

 Thelendingofmoneyorotherextensionofcredit betweentheFoundationanda disqualifiedperson.

 Thefurnishingofgoods, services,orfacilitiesbetweentheFoundationanda disqualifiedperson.

 PaymentofcompensationorexpensesbytheFoundationtoadisqualifiedperson (otherthanthepaymentofreasonableandnecessarycompensationorreimbursement ofexpensesbytheFoundationtoadisqualifiedpersonforpersonalservices).

 ThetransferoruseoftheFoundation’sincomeorassetsbyorforthebenefitofa disqualifiedperson.

Notethatthere areno de minimis exceptionstotheserules.

Asageneralrule,thepublicrecognition“benefit”adisqualifiedpersonreceivesasa consequenceofbeingassociatedwiththeFoundation’scharitableactivitiesisnotself-dealing becausethebenefitisconsideredincidentalortenuous.However,recommendingthatthe Foundationmakeagrantthatfulfilledapersonalpledgewouldbeself-dealing.

III. GIFTS,SERVICES,INVITATIONS,TICKETS,ANDTABLES

Thetwoprinciplessetforthbelowarerelevantindeterminingwhenitisorisnotappropriatefor anemployeetoacceptanygift,entertainment,services,orfavorotherthanthatofnominalvalue (definedforpurposesofthispolicyas$75.00orunderinvalue):

 Wewishtoavoidanyactionswhichcouldcreateanobligation(orthe appearanceofanobligation)toathirdpartydoingbusinesswith,orseekingto dobusinesswith,orseekingagrantorcontractfromtheFoundation.

 Wewishtobeabletoeffectivelymanageandassesstheworkofcurrentor potentialgranteesandcontractorsandmaintainrespectfulrelationshipswithall ourpartners.

Disclosureoftheacceptanceofanyoftheseitems,exceptthoseofnominalvalueasdefined herein,shouldbemadeinwritingtotheGeneralCounselwhenitisreceivedorinadvance,if possible.

Specifically,whenconductingbusiness,youmustpayforyourmealsandotherrelatedexpenses, exceptforhospitalityofnominalvalue,asdefinedabove.

Ingeneral,youmayacceptaticketorexclusiveinvitationtoprivatereceptions,events,galas, performances,andthelikesponsoredbygrantees,potentialgrantees,orotherorganizationswith abusinessrelationshipwiththeFoundationandtypicallymadeavailabletofunders,onlyifthe eventisfreeortheFoundationpaysfortheticketandthereisa reasontodosorelatedtoyour managementofthegrantortomaintainarespectfulrelationshipwithagrantee.Themanagerof thepersonattendingtheeventisrequiredto approvetheacceptanceoffreeticketsorthe purchaseoftickets,asanyotherbusinessexpense.InthecaseofthePresident,theapprovalof theChairoftheBoardis required.

TheFoundationdoesnotgenerallypurchasetablesorrafflesorotherwisesupportfundraising efforts,unlesstherelationshipwiththegranteewouldbeharmedbynotdoingso,asoursupport ofcharitablecausesispredominantlythroughourgrantmakingprograms.

IV. OUTSIDEEMPLOYMENTORCONSULTANCIES

Priortoacceptinganyoutsideemploymentorconsultancy,allstaffarerequiredtodisclosesuch employmentorconsultancyinwritingtotheGeneralCounselandtheFoundationwillreview andadvisewhethertheactivityispermitted.Thedisclosureshouldincludeinformationaboutthe organization,yourspecificscopeofresponsibilities,anyfeesorremuneration,length/termofthis employmentorconsultancy,andif/howtheFoundationwillbeidentified.

YourrequestwillbereviewedbytheGeneralCounselwiththePresident.TheGeneralCounsel willrespondinwriting,indicatingwhetherornottheactivityispermittedand,ifpermitted,what conditionsapplyandunderwhatcircumstancesyoumayberequiredtoabstainfromFoundation discussionsanddecisions.

V. BOARDANDADVISORYCOMMITTEEMEMBERSHIPS

Staffmayreceiverequeststoserveasamemberofboardsand/orboardoradvisorycommittees. Priortoacceptinganysuchrequest(exceptthoseprovidedforinthegrant agreement)toserveon aboardorcommittee,suchrequestsshouldbereviewedwithyourmanagerandawrittenrequest presentedtotheGeneralCounsel.TheGeneralCounselwillreviewtherequestwiththe Presidentfollowingtheguidelinesfordisclosureofoutsideemploymentandconsultancies.In thecaseofthePresident, therequestistobemadetotheChairoftheBoard.

Forboardsandadvisorycommitteesincludedinagrantagreementorcontract,participation shouldbediscussedwithyourmanagerbeforeaccepting,buttherequestneednotbesubmitted totheGeneralCounsel.

VI. PARTICIPATIONINREVIEWPANELS

Youmaybeaskedtoparticipateasanexpertrevieweronapanel,similartothereviewpanels thattheFoundationsometimesusesforitswork.Suchrequestsshouldbereviewedwithyour managerandtheGeneralCounsel,whowillreviewtherequestwiththePresidenttoensurethat participationwouldnotpresentanyconflictofinterestandcanbeappropriatelybalancedwith yourresponsibilitiesattheFoundation.Youmaynotacceptanyfeeorhonoraria,butthe Foundationwillreimbursecoveredtravelexpensesforpanelparticipationthathasbeen approved.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

StaffCodeofEthics AdoptedbytheBoardofDirectorsFebruary25,2025

WHISTLEBLOWER2

IfacurrentorformerWallaceFoundation(“Foundation”)BoardofDirectors(“Board”)member, officer,employee,independentcontractor,orvolunteer(each,a“Reporter”)becomesawareofor hasareasonablegoodfaithbeliefthattheFoundationmaybeinvolvedinillegalactivity,fraud, orviolationofaFoundationpolicy,oriftheReportersuspectsanyimproprietyregardingthe Foundation’saccountingmethods,internalcontrols,auditprocesses,oranyotherfinancial matter,theReportershouldimmediatelyreportsuchconcern(“suspectedwrongfulact”)toan authorizedcomplaintrecipient(“Recipient”).Recipientsvarybasedonthepositionofthe Reporterandthecircumstances,asfollows:

ReportsbyBoardMembers

 Ordinarily,reportsshouldbemadeto theGeneralCounselortheChairof theAuditCommittee

 IfthereportisabouttheGeneral Counsel,thenthereportshouldbe madetotheChairoftheAudit Committee

 IfthereportisabouttheChairofthe AuditCommittee,thenthereport shouldbemadetotheGeneral Counsel

 IfthereportisaboutboththeGeneral CounselandtheChairoftheAudit Committee,thenthereportshouldbe madetothePresidentortheBoard Chair

ReportsbyAllOthers

 Ordinarily,reportsshouldbemade totheGeneralCounsel

 Ifthecomplaintisaboutthe GeneralCounsel,thenthereport shouldbemadetothePresident

 Ifthecomplaintisaboutthe President,thenthereportshould bemadetotheChairoftheAudit Committee

IncaseswheremultipleRecipientsarelisted,thereportshouldbemadetotheRecipientto whomtheReporterfeelsmostcomfortablereporting.ThecontactinformationfortheRecipients islistedattheendofthisWhistleblowerPolicy.

Reportsmaybesubmittedinwritingorverballyandshouldcontainasmuchdetailaspossibleto allowanappropriateinvestigationtobegin.Promptreportingisencouragedtoensurethatthe complaintcanbereviewedpromptly,andthattheFoundationhasaccesstorelevantwitnesses anddocumentsinordertoensuretheinvestigationisthorough.Reportsmaybesubmitted anonymouslyornot.Anonymousreportsofsuspectedwrongfulactsthatdonotcontain sufficientdetailmaypreventaninvestigationfrombeginning.TheReportershouldretainall documentsthatcouldberelevanttoaninvestigationofthematter.

2 ThisWhistleblowerPolicyis modeledontherequirementsofSection715-boftheNewYorkNot-for-Profit Corporation.ThisFoundationisalsocommittedtocomplyingwithSection740oftheNewYorkLaborLaw.For moreinformationonSection740,pleaseseethe“NoticeofEmployeeRights,Protections,andObligationsUnder LaborLawSection740,”postedintheFoundation’soffice(andavailableontheNewYorkDepartmentofLabor’s websitehere).

Fortheavoidanceofdoubt,othersubjectsonwhichtheFoundationhasexistingcomplaint policiesormechanisms, suchasmattersofallegeddiscriminationorharassmentandretaliation thereof,shouldbeaddressedunderthosepoliciesandmechanisms.

Allreportswillbereceivedandacteduponinconfidencetothemaximumextentpossiblegiven legalrequirementsandtheneedtogatherfacts,conductaneffectiveinvestigation,andtake necessarycorrectiveaction.

TheGeneralCounselshallberesponsibleforadministeringthisWhistleblowerPolicyand overseeinginvestigations.AllreportsreceivedunderthispolicybytheChairoftheAudit CommitteeorthePresidentwillbepromptlyforwardedtotheGeneralCounsel,exceptfor reportsconcerningtheGeneralCounselorwhereitwouldotherwisebeinappropriatetoforward areporttotheGeneralCounsel.Insuchcase,thePresidentandChairoftheAuditCommittee willsharesuchreportwithoneanotheranddeterminewhowillbedesignatedasanappropriate alternatetooverseetheinvestigation.

TheGeneralCounselorPresidentwillshareallreportsandinvestigationswiththeAudit Committee,exceptthatanyreportsorinvestigationsabouttheChairoftheAuditCommittee shallbesharedwithallmembersoftheAuditCommittee,excludingtheChairoftheAudit Committee.

Followinginvestigation,theFoundationwilltakesuchappropriateremedialanddisciplinary actionasitdeemsjustifiedbythecircumstances.

Thepersonwhoisthesubjectofareportshallnotbepresent atorparticipateinanyBoardor committeedeliberationsorvoteonthematterrelatingtothereport,providedthatsuchperson maypresentbackgroundinformationoranswerquestionsatameetingpriortothe commencementofdeliberationsorvotingattherequestoftheBoardorcommittee.Board memberswhoareemployeesmaynotparticipateinanyBoardorcommitteedeliberationsor votingrelatingtotheadministrationofthisWhistleblowerPolicy.

Noadverseaction,including,butnotlimitedto,intimidation,harassment,discrimination, adverseemploymentconsequences,threatenedoractualreportstoimmigrationauthorities,or otherretaliationmaybetakenagainstanyReporterwhoingoodfaith(1)reportsallegationsof improprietiescoveredbythisWhistleblowerPolicyorillegalactivitieswhichtheReporter reasonablybelievestobetrue,(2)assistsintheinvestigationofareportedviolation(including throughtestimony),or(3)objectstoorrefusesto participateinanimproprietycoveredbythis WhistleblowerPolicy.

TheimproprietiescoveredbythisWhistleblowerPolicyinclude,butarenotlimitedto,the following:

 SupplyingfalseormisleadinginformationontheFoundation’sfinancialdocuments

 ProvidingfalseinformationtoorwithholdingmaterialinformationfromtheFoundation’s auditors

 ViolationsoftheFoundation’spolicies

 Foundationassetsbeingusedforpersonalgainorbenefit

 Paymentforservicesorgoodsthatarenotrenderedordelivered

 Anyactivity,policy,orpracticethatthereporterreasonablybelievesposesasubstantial andspecificdangertothepublichealthorsafety

 Anyactivity,policy,orpracticethattheReporterreasonablybelievesisinviolationof law,rule,orregulation,includingembezzlementandfraud

 Planning,facilitating,orconcealinganyoftheabove.

Formoreinformationonspecifictypesofprotectedactivities,prohibitedretaliation,andother detailsregardingrightsandresponsibilitiesunderSection740oftheNewYorkLaborLaw, pleaserefertothe“NoticeofEmployeeRights,Protections,andObligationsUnderLaborLaw Section740,”postedintheFoundation’soffice(andavailableontheNewYorkDepartmentof Labor’swebsite).

AcopyofthisWhistleblowerPolicywillbedistributedtoallBoardmembers,officers, employees,independentcontractors,andvolunteersinanappropriatemanner,andalsobe includedintheStaffGuideandBoardmaterialsandpostedontheFoundation’sintranet.

RecipientContactInformation3

President

 WillMiller

 (212)251-9844

 WMiller@wallacefoundation.org

General Counsel

 JenniferMaimone-Medwick

 (212)251-9823

 jmaimonemedwick@wallacefoundation.org

Chair of the Audit Committee

 KentMcGuire

 (404)583-7770

 kmcguire@hewlett.org

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

Whistleblower AdoptedbytheBoardofDirectorsFebruary25,2025

3 Thecontactinformationwillalsobemadeavailable,andregularlyupdatedon,theFoundation’sintranet.

CONFIDENTIALITYOFINFORMATION

ItistheresponsibilityofeachstaffmembertoproperlysafeguardanyandallFoundation informationthatissecret,confidential,proprietary,or“know-how”oftheFoundation(hereinafter collectivelyreferredtoasthe“ConfidentialInformation”)andpromptlyreturnitattheendofthe employmentrelationship.ConfidentialInformationincludes,butisnotlimitedto,personneland payrolldata,granteeorganizationinformation,proposals,reviewprocessesanddecisions,grantee agreements,investmentprocessesanddecisions,financialrecords,manuals,records,vendor relationships,contractualagreementsandprovisions,computerprograms,andothersuch information,inclusiveofallmedia(print,electronic,orother)formatsinwhichtheConfidential Informationisstored.AllConfidentialInformationistheexclusivepropertyofTheWallace Foundation.

YoumaynotdiscloseanyConfidentialInformationtoanypersonwhodoesnothaveanofficial needtoknowinthecourseoffulfillingyourresponsibilitiesfortheFoundation.Further,youora familymembermaynotuseConfidentialInformationforpersonalorfinancialadvantageorto provideanydirectorindirectbenefittoyouoranyfamilymembers.AsdefinedintheInternal RevenueCodeasa“disqualifiedperson”andforpurposesofthispolicy,familymembersare consideredtoincludespouses,ancestors,childrenandtheirspouses,grandchildrenandtheir spouses,andgreatgrandchildrenandtheirspouses.

IfyouarerequiredbyoperationoflaworcourtordertodiscloseanyConfidentialInformation, youmustprovidetheFoundationwithreasonable advancenoticebeforedisclosingthe ConfidentialInformationandmustcooperatewiththeFoundation’sefforttopreventorrestrict disclosure,exceptwhereprohibitedbylaw.

TheseconfidentialityobligationsshallsurviveafteremploymentattheFoundationends.

Notwithstandingtheforegoing,thispolicyshallnotbedeemedtoprohibitemployeesfrom speakingwithlawenforcement,theirattorney,theNewYorkAttorneyGeneral,theEqual EmploymentOpportunityCommission(“EEOC”),theNewYorkStateDivisionofHumanRights, oralocalcommissiononhumanrightsaboutfactualinformationrelatedto adiscrimination, harassment,orretaliationclaim,ortoapplywhereotherwiseprohibitedbylaw.Further,this policydoesnotprohibitemployeesfromparticipatingin,orcooperatingwith,theEEOC,National LaborRelationsBoard,oranyothergovernmentalorlawenforcementagencyinany investigation,administrativeproceeding,oraction.Additionally,exceptforsupervisorsor managersasthetermsaredefinedforpurposesoftheNationalLaborRelationsAct(“NLRA”), thispolicydoesnotprohibitemployeesfrom(1)discussingwagesandotherworkingconditions withco-workers;(2)takingactionwithoneormoreco-workerstoimproveworkingconditions by,amongothermeans,raisingwork-relatedcomplaintsdirectlywiththeFoundationorwitha governmentagency;(3)takinglawfulorganizingactions;(4)takinganyotheractionprotectedby Section7oftheNLRA;or(5)choosingnottoengageinanyoftheforegoingactivities.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

APPROPRIATEUSEOFTECHNOLOGY

TheWallaceFoundationmakesavailableinformationtechnologyandcommunicationsystemsto facilitateandsupportstaffinaccomplishingbusinessgoalsandhasestablishedstandardsfor appropriateuseofthesesystems.Thispolicyaddressessystemsintegrity,access,andstaff’s personalresponsibilitytomaintainthesecurityofoursystemsandcomplywithallFoundation policiesintheiruseoftechnology.

OwnershipandControlofElectronicCommunicationsSystems

Allhardware,software,networks(includingWi-Finetworks),communicationssystems, equipment,electronicdata(includingemail,instantmessaging,andalldocuments),socialmedia, software foraccessingtheinternet(includingwebbrowsersandcontentofwebsearches), telephones,faxmachines,handhelddevicessuchastabletsandsmartphone,photocopiers,and voicemailmessages,andanyotherelectromagnetic,photoelectric,andphoto-opticalsystems madeavailableto employeesarethepropertyofWallace,includinganycommunications transmittedthroughsuchSystems(“ElectronicCommunicationSystems”).TheFoundation reservestheright,initsdiscretion,tomonitor,access,retrieve,read,discloseand/ordeleteany materialonitsElectronicCommunicationsSystems,orsuchSystemsaccessedusingthe Foundation’sequipment,foranypurpose,regardlessofwhetherpasswordsorothersecurity measuresareused,withoutnotificationtostaff.Accordingly,employeeshavenoexpectationof privacywithrespecttotheiruseoftheFoundation’sElectronicCommunicationssystems.

SystemsIntegrity,Configuration,andManagement

Wallacehasestablishedstandardsforsystemsconfiguration,setup,andsoftwarethatapplyto thenetwork,officecomputers,Foundationlaptops,smartphones,andanyotherelectronic equipment.Ifothersoftwareorapplicationsarerequiredforyoutodoyourwork,pleasediscuss withtheInformationTechnologyManagerwhowillreviewanddeterminewhethersuch additionalsoftwareorapplicationscanbemadeavailable.

Weoperateinfullaccordwithcopyright,licensingprovisions,andallapplicableagreementsfor alloftheFoundation’ssoftwareandmaterials.Therefore,nocopiesshouldbemadeofany softwareormaterials. Inaddition,staffmaynotdownload,upload,orotherwiseaddany unauthorizedorillegallyobtainedsoftware,videos,music,orothermaterialstoanycomputeror electronicsystemsownedbytheFoundation.

Toprotectthetechnologyinfrastructure,weuseapplicationstoblockSPAM,phishingemails, viruses,andothermalware.Asaprecaution,staffshouldcheckwiththeInformationTechnology Manager before:

 UsingFlashdrivesonbothahomecomputerandofficecomputer,andusinganydisksor CDsonFoundationequipment

 Connectingsmartphones, musicplayers,personalmemorykeys,andotherdigitalstorage deviceswithanyWallaceequipment

 Usingpersonalonlinefilestorageservices,suchasDropbox.

Fornetworksecurity,staffmaycheckpersonalemailusingWallaceequipmentifneeded,using web-based email services only (e.g.,Gmail,Yahoo,AOL).Pleasedonotaccessordownload attachmentsorclickonlinksreceivedthroughpersonalemails.Weaskthatstaffrecognizethat theyareresponsibleandaccountablefortakinganyactionthatwillcompromisetheintegrityof oursystems.

Forbusinesscontinuity,Wallacemaintainsaprocesstoback-upandstoredatathatisonthe StaffshouldonlystorefilesinBoxDriveorGoogleDrivefor all work-relatedfiles.Google Driveisnotbackeduptoathirdparty,socriticalfilesshouldonlybestoredinBoxDrive.Please donotstorefilesonyourPCdesktoporinotherfoldersthatarelocaltothePC(suchas Documents,Downloads,Videos,etc.)becausetheycouldbelostorstolenifthelaptopislost.

Generally,eachunitwillestablishandmanagetheorganizationoffilesonthesharedunitdrive.

Tosupportthemostefficientoperationofthesystem,staffshouldperiodicallyreviewanddelete filesthatarenolongerneeded.Wealsoencourageyoutoregularlyreviewthecontentofyour emailbox,deletemessagesyounolongerneed,andemptyyour“DeletedItems”folder.

Access,Security,andConfidentiality

AppropriateaccesstotheFoundation’ssystems,filesanddataisdeterminedforeachstaff memberatthetimeofhirebasedontheir responsibilities.TheInformationTechnologyManager configuresthisaccess.Wehavearobustpasswordpolicytofurthermanageaccessandsecurity ofthesystem.Wealsorequireallstafftousemulti-factorauthenticationmechanismswhen accessingtheirWallaceaccount.

Weconductbi-annualsecurityawarenesstrainingforallstaff,supplementedwithonlinetraining modules,securityalerts,andperiodictestphishingemailssenttostaff.

Allusers,particularlythosewithaccesstoconfidentialinformation,havearesponsibilityto protecttheFoundation’sdataincompliancewithour Confidentiality of Information policy.If suchdatamustbetransmitted,pleasediscussthisinadvancewiththeInformationTechnology Managertoensureappropriatesafeguardsareinplace.Duringtheworkday,screensshouldbe lockedwhenawayfrom yourdesk.Whenleavingtheofficefortheday,pleaselogofforlockthe screen,andturnoffthemonitor.Confidentialinformationshouldnotbetakenoutoftheoffice onalaptop,memorykey,oranyothermedia.Pleasedonotstoreconfidentialinformation directlyonyourlaptop,butratheronBoxDrive.

Allusersshouldcomplywiththirdpartypoliciesthatprotectconfidentialandproprietary informationandcopyrightlawsthatgovernthetransmission,downloading,printing,orsharing ofanycopyrightedmaterialsorconfidentialinformation.

Weaskallstafftotakeappropriateand reasonablemeasurestoensurelaptopsandother Wallace-ownedequipmentisnotstolen,lost,ordamagedwhileoutsidetheoffice.

WeaskthatwhenreturningalaptoporotherequipmenttoIT,regardlessofitsoperational condition,effortshouldbemadetocarefullycleantheoutsideoftheequipmentbeforeitis returned.Butoverall,pleasekeepthecomputerclean.Also,pleasedonotdecoratethelaptop withstickers,etc.

Pleasebemindfultokeepthecomputerphysicallysafeandsecure.Donotleaveitinacaborin yourcarovernight,andwhentraveling,packitinyourcarry-onluggageandnotyourchecked luggage.

WeaskthatstaffnotifyITwhentheyaretravelingoutsidetheUS.LoginsfromoutsidetheUS areblockedbydefault,soifyouwillneedtoaccessWallaceresourceswhiletraveling internationally,ITwillneedtoknowinadvancetobeabletomakeanappropriateexception whileyouareaway.

AppropriateUse

TheFoundation’sinformationtechnologyandcommunicationssystemsareprovidedtosupport staffinaccomplishingourbusinessobjectives.AllWallacepoliciesapplytoelectronic communications,including,butnotlimitedto,ourcommitmenttomaintainaproductive workplacefreeofdiscriminatoryandsexualharassment,avoidconflictsofinterest,andprohibit engagementinpoliticalactivity.OurequipmentandWallaceemailaddressshouldnotbeused forpersonalemails,blogging,socialnetworking,orwhileonsocialmediasites.

WehavedesignatedstaffwhoareauthorizedtopostonsocialmediaonbehalfofWallace. Pleaseseeadditionalguidelinesaboutsocialmediainourpolicy Speaking Engagements, Social Media and Contact By External Media.

EmailshouldconformtostandardsforFoundationcorrespondence,beclearandsuccinct,and addresstopicsthatareappropriateforwrittencommunication.Reviewemailsbeforesending— anemailbecomesapermanentdocumentthatcanbeforwardedtoanyone.Confidentialor sensitivetopicsgenerally arebetteraddressedinpersontoallowfordiscussion.Thisalsoapplies tointernalandexternalcommunicationssentthroughSlackorotherinstantmessagingsystems.

AllstaffhaveaZoomaccounttouseforvideoconferencing.Ourstandardsfor“Appropriate Use”andallFoundationpoliciesapplywhenusingvideotechnology.YoumayuseZoomfor personalvideoconferencingwithfriends,colleagues,andfamily.

Weaskthatpersonalcellphonesbeonanon-audiblesignalwhileintheoffice.

ITSupport

Toeffectivelyutilizetechnologyinourwork,werequirecertainlevelsofproficiencybystaff. Aninitialorientationtoourinformationandcommunicationsystemsisprovidedatthetimeof hire,andITstaff,aswellasourthird-partysupportvendor,SolutionSimple,are availablefor ongoingsupport,troubleshooting,andresolutionoftechnicalissues.Thissupportisforthe Foundation’ssystem,hardware,andsoftware only.Unfortunately,ourInformationTechnology

staffisnotavailabletoprovideadviceorassistancewith personal electronicequipmentunlessit directlyaffectsyourabilitytoworkremotely.

UseofArtificialIntelligence

PleasereviewtheFoundation’sUseofArtificialIntelligencePolicyavailable here.Thepolicy specifiesappropriatestandardsforuseandstorageofFoundationinformationinartificial intelligence(AI)andgenerativeAI(GenAI)tools.Thispolicyappliestoanypersongranted accesstoFoundationinformation,includingregularemployees,temporaryemployees, consultants,andvendorpersonnel.Allsuchpersonnelareresponsibleforcompliancewiththis policy.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice

AppropriateUseofTechnology March2025

SPEAKINGENGAGEMENTS,SOCIALMEDIA,ANDCONTACTBYEXTERNAL MEDIA

Tohelpadvanceourmissionandsharewhatwearelearningwithpolicymakersandpractitioners tocatalyzebroadimpact,weseekoutandoftenacceptopportunitiestorepresenttheFoundation throughspeakingengagementsandparticipationonpanels,maintainanactivepresencefor Wallaceonsocialmediaplatforms,andwritejournalarticlesandblog/articleposts.

Inthispolicyweshare:a)ourprocessforhowdecisionsaboutspeakingengagements,articles andblogsaremade;b)howwemanageoursocialmediapresenceandconsiderationswhenyou participateonsocialmediaabouttopicstiedtoWallace;andc)howtohandleanycontactfrom externalmedia.

SpeakingEngagements,Articles,andBlogs:ReviewandDecisionProcess

OnbehalfoftheFoundation,Wallacedevelopsopportunitiesforspeakingengagements, presentationsorparticipationinpaneldiscussionthatenableustosharewhatweandour partnersarelearning.Sometimes,invitationsfortheseopportunitiesaresentdirectlytoan individualstaffmember.Weaskthatanyrequeststhatcometoyoudirectly bereviewedwiththe VicePresidentofCommunications before acceptingordecliningthem.Thisapproachallowsus tofollowthesestepstodeterminewhorepresentsWallaceandwhatwecommunicate:

 Applyourcriteria1 toensurewearepursuingthebestopportunitiesfortheFoundation overall

 DeterminewhoisbestpositionedtorepresentWallace,takingintoconsiderationthe makeupoftheaudience,topic(initiative-specificorFoundation-wide),if mediawillbe present,andwhetheritisakeynoteorpanel

Inmakingdecisions,weareguidedbythreefactors:a)whoisagoodmatchfortheopportunity; b)whoisavailable;andc)ourdesiretoprovideopportunitiestoabroadrangeofstafftoextend ourreachandcapacity,whilealsoprovidingindividualprofessionaldevelopmentopportunities forstaff.

 Workingtogether,weensurethetalkthatisdevelopedisalignedwiththeFoundation’s pointofview,reflectsmessagemapsandnarrativeframeworksdevelopedin interdisciplinaryteams,incorporatesrelevantinformation,andmeetsourstandardsfor credibility,non-partisanship,clarity,andorganization.

Weusethissameapproachandconsiderationswithrespecttowritingop-edsandarticles(print oronline),andblogposts.(Thisprocessdoesnotapplytotopicsastaffmembermayhave expertiseinbutarenotconnectedwithWallace’swork;forexample,atalk ongenealogyor coachingbaseball.)

1 Factorsconsideredforacceptanceinclude:Dowehavecontenttosharethatisrelevanttotheaudience?Isthe audienceoneweseektoreach?Isthesponsoringorganization/publication/venue/socialmediasitereasonably credibleandconsistentwithourbrand?Isourpresenceneededtomitigatepossiblemisrepresentations?

SocialMedia

DesignatedstaffintheCommunicationsunitareresponsibleforposting,managing,and maintainingWallace’ssocialmediaplatforms(e.g.,XandFacebook)followingestablished guidelines.Aswithspeakingengagements,anyrequestthatcomestoyouforWallaceto contributeonasocialmediaplatformshouldbereviewedinadvancewiththeVicePresidentof Communications.

Weencourageyouto“like”and“friend”Wallacesothatyoureceiveourtweetsandposts,and thatyouconsiderretweetingandsharingourmessagestofurtherextendourreach.

Thelinesbetweenpersonaland“official”professionalidentificationcanbeblurryonsocial media.OnthoseoccasionswhenyouareofferinganopinioninanareawheretheFoundation works,participatingonasiteengagedinadvocacyorpolitics,orcommentingontheworkofa granteeorformerstaffmember,yourcommentscouldreasonablybeperceivedasspeakingfor Wallace.Inthesecases,weaskthatyoupleasenotesomethingtotheeffectof: “The views are my own.”

Wealsoaskthatyoupleasebemindfulofyourresponsibilitytoprotectconfidentialand proprietaryinformationoftheFoundation,grantees,andpartners.Thisincludesstrategy discussions,informationcontainedinproposals,granteereports,Boarddiscussions,financeand investments,personnelinformation,andallinformationdescribedinour Confidentiality of Information policy.

ContactsbyExternalMedia

TheFoundationhasdevelopedprotocolstothoughtfullyconsideranddetermineourresponseto inquiriesfromexternalmediasources.Pleaseimmediatelyreferany/allrequestsforinformation orcommentfromexternalmedia—email,telephone,mail,postingandcommentsonlineandon socialmediaplatforms—totheVicePresidentofCommunications.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

V:STAFFING

RecruitmentandOnboarding

CategoriesofEmployment/Overtime

SeparationfromEmployment

GuidelinesforWorkingIn-OfficeandRemotely

RECRUITINGANDONBOARDING

TheWallaceFoundationiscommittedtoemploymentpracticesthatensurequalifiedindividuals areplacedinpositionstosupporttheachievementoftheFoundation’smissionandgoals,to maintainadiverse5 workplacewheredifferingperspectivesareasourceofourstrength,andto complywithallapplicablelawsandregulations.

Recruiting

TheFoundation’srecruitmentprocessisdesignedtodeveloparobustanddiversecandidatepool andmakeallreasonableeffortstoensurethatdiversecandidatesaremaintainedthroughto finalistinterviews,engageprospectivecandidatesthroughawell-definedinterviewprocess,and enabletimelydecisionstofillopenpositions.TheChiefHumanResourcesOfficerisresponsible foroverseeingtherecruitmentandemploymentprocessfortheFoundation.

TheFoundationwillnotemployfamilymembersofstaffwhensuchemploymentwouldresultin onerelativesupervisinganotherorworkinginthesameunit.Forpurposesofthispolicy,“family members”includespouses,domesticpartners,parents/stepparents,grandparents,siblings/stepsiblings,andallcomparablerelationshipsincludinganyrelativesordependentswhoregularly liveinthestaffmember’shousehold.

Onboarding

Ourapproachtoonboardingisgroundedinour Core Values andsharedresponsibilityto contributetofosteringtheculturewestrivefor–oneofmutualrespectandsupport,celebrating diversity,continuouslearning,collaboration,excellence,andaccountability.Akeycomponentof ouronboardingprocessisaconversationwiththePresidentaboutourvalues,culture,andhow weworktogether.

Youronboardingplansupportsyouinmeetingouroverallgoalstoa)gettoknowandbuild strongworkingrelationshipswithyourcolleagues;b)understandyourindividual,unit,andteam responsibilities;c)learnhowweworktogetherinacollaborativeandinterdisciplinaryapproach tofulfilltheFoundation’smission;andd)learnmoreaboutourapproachtophilanthropy,values, initiatives,andstrategies.

Thereareregularcheck-inswiththeChiefHumanResourcesOfficertoseehowyouaredoing andidentifywaysinwhichwecanbestsupportyou.Trainingincludessexualharassment preventionandITSecurityAwarenessforeveryone,andspecializedtrainingtiedtoyour position(e.g.,ourapproachtopublicpolicyorGMS360,ourgrantsmanagementsystem).

AcornerstoneofonboardingisdevelopingLearningGoalswithyourmanager:aplanand timelineforyoutocomeupthelearningcurve.

5 Weuse“diversity”or“diverse”broadlytoencompassallfacetsofwhatmakeuswhoweare,includingour differingbackgroundsand lifeexperiences.

TosupportyouinonboardingatWallaceandinyourlearning,weaskmanagerstoprovide ongoingfeedback,makinggooduseof“teachablemoments.”Andweencourageyoutoask questions,seekandprovidefeedback,andtake fulladvantageof“opendoors”--withyour manager,humanresources,andthepresident.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

CATEGORIESOF

EMPLOYMENT/OVERTIME

TheFoundationhiresintooneofthreecategoriesofemployment:

 Full-time regular employee: workstheFoundation’snormalfull-timeworkweek (typicallyaround37.5hours,asdescribedinmoredetailbelow)onaregularbasisat anestablishedsalarylevel.Theemployeemaybeexemptornon-exempt(from minimumwageandovertimerules)basedontheposition.Generally,afull-time regularemployeeiseligibleforcoverageunderthebenefitplansandtimeoff policiesoftheFoundation

 Part-time regular employee:worksaregularworkschedulethatislessthanthe Foundation’snormalfull-timeworkweekatanestablishedsalarylevelandiseither exemptornon-exemptbasedontheposition.Eligibilityforcoverageunderthebenefit plansandtimeoffpoliciesisdeterminedbythehoursapart-timeemployeeis regularlyscheduledtoworkeachweek andtheapplicableprovisionsoftheindividual benefitplansandpolicies

 Temporary employee: hiredforaspecifiedduration,generallyonafull-timebasisin anexemptornon-exemptposition.Atemporaryemployeeisnoteligiblefor coverageundertheFoundation’sbenefitplansexceptwheremandatedbylawor specifiedbyplanterms,butwillbeeligibleforpaidholidaysandPTO(as determinedbythehoursatemporaryemployeeisregularlyscheduledtoworkeach weekandtheapplicabletermsofthePTOpolicy)

Overtime

Incompliancewithapplicable,overtimepaymentismadeforemployeesinpositionsdesignated asnon-exemptundertheFairLaborStandardsAct.Overtimeispaidatoneandone-halftimes thebaserateofpayfortimeworkedoverforty(40)hoursinaworkweek.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

CategoriesofEmployment/Overtime

March2025

SEPARATIONFROMEMPLOYMENT

WhileTheWallaceFoundationhopesthatemploymentrelationshipsarelong-termand rewarding,employmentatWallaceisatwill.Thismeansthatyouhavetherighttoresignatany timewithorwithoutcauseornotice.Similarly,theFoundationmayterminatetheemployment relationshipatanytime,withorwithoutcauseornotice.

Ifanemployeeisresigningfromemployment,theFoundationrequeststheemployeeprovidea minimumnoticeofonemonthinwriting.

TheFoundationaddressesperformanceissuesandimproperconductonacase-by-casebasis. Disciplinaryaction,uptoandincludingtermination,canbetakenforreasonswhichinclude,but arenotlimitedto

 ViolationoftheFoundation’spoliciesincluding,butnotlimitedto,EqualEmployment OpportunityandHarassment-FreeWorkplace,CodeofEthics,andConfidential Information

 Poorperformance

 Excessiveabsence,lateness,orleavingearly

 FalsificationofFoundationrecords

 TheftordestructionofFoundationproperty

 Insubordination

HumanResourceswillprovideinformationandmeetwiththeemployeeto reviewbenefitplan coverageuponseparation,anddiscussapplicable Foundationpoliciessuchasprotectionof confidentialinformation,andreturnofallFoundationproperty.

References

Allexternalinquiriesrelatedtostaff,including,butnotlimitedto,referencechecksandrequests foremployeeinformation,shouldbeimmediatelyreferredtotheChiefHumanResources Officer.Inresponsetoreferencecalls,theFoundationwillgenerallyprovideonlythedatesof employmentandpositiontitle.Anywrittenrequestforinformationrequiresasigned authorizationbytheemployeebeforetheFoundationwillreleasethatinformation.

AnypostingbyacurrentFoundationemployeeto socialmediasites(e.g.,LinkedIn)commenting ontheworkofanotheremployeeorformeremployeeisconsideredareferenceandnotpermitted underthispolicy,except iftheemployeeincludesadisclaimerthattheirviewsaretheirownand notreflectiveoftheFoundation’s,asdescribedinourguidelinesforsocialmediainthe Speaking Engagements, Social Media, and Contact by External Media policy.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

SeparationfromEmployment March2025

GUIDELINESFOR

WORKING

IN-OFFICEANDREMOTELY

RegularSchedule

Ourregular,full-timeweeklyscheduleforeveryoneiscurrentlydefinedasa37.5-hour workweekscheduledbetweenthehoursof9a.m.and5p.m.,workingtogetherin-personthree daysperweek(Tuesday,Wednesday,andThursday)andremotelytwodaysperweek(Monday andFriday).Onoccasion,wemayaskstafftoworkin-persononaMondayandFridaywhen needed.Examplesincludepreparingfor/attendinganeventormeetingandwhenin-person collaborationisthebestapproachtomeetingtimeline-oroutcome-drivenwork.Shouldthisask bemade,yourmanagermayapproveanadditionalremotedaybasedontheteam’sprioritiesand schedule.

FlexibilitytoourRegularSchedule

Weunderstandthatonoccasionyoumayneed additionalflexibilitysuchasadjustedworkhours orwouldlikeadditionalremoteworktimetobestaccomplishyourwork.Weencourageyouto discussanytimelyneedswithyourmanager.Yourmanagermayapprovearequestforflexibility orworkingremotelyona case-by-casebasis,whichshouldbetreatedasanexception.When workingremotelyduringanin-personday,pleaseupdateyourOutlookcalendaraccordinglyand includeaphonenumberwhereyoucanbereachedifneeded.

PleaserequestPTOifyouareunavailableforanentirehalfday.

 Ifyouattendanoutsideappointmentat9a.m.andparticipateinyourteammeetingat 11am(andworkfortheremainderoftheday),youdonotneedtotakeahalf-day(orany) ofPTO.

 Similarly,ifyouattendadentistappointmentat3:30p.m.,workinguntil3p.m.,youdo notneedtotakeahalf-dayofPTO.

Whenschedulingappointmentsthatrequireyouto beofflineduringregularhours,pleasediscuss withyourmanageraheadoftime.

Ifyouarefeelingunwell,weencourageyoutorestandtakePTO.Ifyouarenotsymptomaticbut couldbecontagiousandwishtoworkremotelyondayswhereyouarenototherwisescheduled todoso,pleasediscusswithyourmanager.Ifyouhavebeenfever-freeforatleast24hours withouttheaidofmedicationandyoursymptomsareimproving,youmayworkin-personand takeappropriatemeasuresasneeded,

ChangestotheRegularSchedule

Holidays

Holidaysareobservedontheirscheduleddate.Ourholidayschedule alsoincludeshalf-days priortoanobservedholidaywhentheofficeclosesatlunchtime,andweworkremotelyduring thefirsthalfoftheday.

OfficeClosing

EmployeesmayworkremotelywhenNYCpublicschoolshaveunscheduledclosuresorremote learningduringthefallandspringsemesters(excludingscheduledbreaks,holidays,andteacher in-services,aswellasanyclosuresduringthesummermonthswhenschoolisnotinsessionfor moststudents).PleaserefertoourBusinessSecurityandEmergencyProcedurespolicyforwhen wecloseintheeventofanemergency.

SummerFridayHours

Duringthesummer,theFoundationclosesat1p.m.beginningtheFridayofMemorialDay weekendandthroughtheFridaybeforeLaborDayweekend.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

VI:EMPLOYEEBENEFITS&TIMEOFF

EmployeeBenefits

Performance,Development,andCompensation

TuitionReimbursement

ProfessionalCertificationandContinuingEducation

MatchingGifts

HumanitarianAidMatchingGifts

CommunityServiceMatchingGifts

PaidTimeOff(PTO)

PaidPrenatalPersonalLeave

Holidays

LeavesofAbsence

EMPLOYEEBENEFITS

EmployeebenefitplansandprogramsareanintegralpartofTheWallaceFoundation’stotal compensationpackage.Ourtotalcompensationphilosophyistobecompetitivewiththemarket tohelpusattract,retain,andmotivatehighlytalentedstaffwho,workingtogether,are responsibleforadvancingtheFoundation’smission.

AfulldescriptionofthebenefitplansandprogramsofferedbytheFoundation,andemployee enrollmentinformation,areprovidedtotheemployeeatthetimeofhire.Changestotheplans andupdatesaregenerallycommunicatedwhenmade.

PresentedhereisasnapshotofourSummaryofMyTotalRewards.Inallcases,theplan provisionsascontainedintheplandocuments,SummaryPlanDescription(SPD),insurance contracts,certificatesofcoverage,andSummaryofBenefitsandCoverage(SBC)govern eligibilitytoparticipateandspecificcoverageundertheplan,policy,orprogram(includingin theeventofanyconflictwithdescriptionsinthis Staff Guide).TheFoundationreservestheright tochangeoreliminateanyoftheseplans,policies,orprogramsatanytime.Furtherdescriptions, summaries,plandocuments,certificates,privacystatements,andrequirednoticesareonthe intranet.

Thedescriptionsbelowapplyto full-time regular employees and,unlessotherwisenoted, coveragebeginsonthefirstdayofemploymentundercurrentplanterms.ASummaryofMy TotalRewardsforpart-timeregularemployeeswillbeprovidedatthetimeofhire.

HEALTHINSURANCEAND HEALTHREIMBURSEMENT ACCOUNT(HRA)

HealthInsurance:WeprovideachoiceofUnitedHealthcare/OxfordGold HighDeductible HealthPlans:PPOPlanwithaHealthReimbursementAccount(HRA)and EPOCo-Payment Plan.BothplansusetheFreedomnetworkandallowyoutochoosein-networkorout-ofnetworkservices.Theplansalsoincludepreventivecareandin-networkprescriptiondrug benefits.

PPOPlan

TheFoundationpays80%ofthecostforallcategoriesofcoverageandtheemployeepays20% throughpayrolldeduction.Youmayelecttopayyourcontributiontothehealthplanpremiumon apre-taxbasis1,therebyreducingyourtaxableincome.

1 Foryouandqualifying“dependents”asdefinedbytheIRS

ThePPOPlanincludesa Health Reimbursement Account (HRA),toreduceyourout-of-pocket costswhenusingin-networkproviders.Youpayaportionofthedeductible,andtheFoundation reimbursestheremainderofthedeductibleandco-insuranceuntiltheout-of-pocketmaximumis reached.

HealthReimbursementAccount

EPOPlan

TheHealthReimbursementAccountisnotavailableforthisplan.Youmayelecttopayyour contributiontothehealthplanpremiumonapre-taxbasis2,therebyreducingyourtaxable income.

DENTAL

TheLincolnFinancialDentalConnectplanprovidesreimbursementtoplanmaximumsfor servicesbothin-andout-of-networkfollowingtheschedulebelow,andanorthodontiabenefit forchildren.TheFoundationpays100%ofthecostofcoverage.

VISION

VisionbenefitsareprovidedbyVisionServicePlan(VSP)andcovereyeexams,frames,and contactlensesfromdesignatedin-networkprovidersonaco-paymentbasis,orreimbursement, uptospecifiedmaximums,forout-of-networkservices.TheFoundationpays100%ofthecost.

2 Foryouandqualifying“dependents”asdefinedbytheIRS

RETIREMENT

TheWallaceFoundation403(b)RetirementPlan

Uponcompletionofsixmonthsofcontinuousservice,theFoundationcontributes15%ofyour compensationtothepre-taxaccount,subjectto IRScontributionlimitations.Contributionsare 100%vestedimmediately.Fromthefirstdayofemployment,youcanalsobuildsavingsby directingyourcontributionstoeitherorbothyourpre-taxandRothaccounts.Your total contribution—pre-taxandRoth—cannotexceedtheannualIRSmaximumemployeeelective deferralamount.For2025,themaximumelectivedeferralis$23,500withanadditional$7,500 Catch-up/Age50+Contribution.Also,beginningin2025,employeeswhoattainages60,61,62, or63duringeachcalendaryearareeligibleforanenhancedcatch-upcontribution,which,in additiontotheregularannualIRSmaximumamounts,allowsthemtocontributeanadditional amountuptothegreaterof$10,000or150%ofthestandardcatch-upamountforthatyear(in 2025,themaximumis$11,250).Theplanoffersadiversifiedportfolioofinvestmentoptionsfor youtodirectcontributions.

Inadditiontothe403(b)Plan,theFoundationprovidesnon-qualifiedretirementplansfor qualifyingstaff.Underthe457(b)DeferredCompensationPlan,seniormanagerscanmake voluntarycontributionssubjecttoIRSlimits.UndertheSupplementalExecutiveRetirementPlan (SERP),forseniormanagersearningovertheannualIRScompensationlimit,theFoundation contributes15%ofthesalaryabovethelimittotheSERP.

SHORT-ANDLONG-TERMDISABILITY

Short-TermDisability

TheFoundationprovidesshort-termdisabilitybenefitsintheeventofa certifieddisabilityby NewYorkLife.Yourabsencemustbesevencontinuousdaystobeeligibleforreviewand certificationbyNewYorkLife:

 Firstfourweeksofcertifieddisability:Wallacemaintains100%ofyoursalary.

Thereafter:

 60%ofyoursalarytoamaximumof$3,0003 perweekforupto26weeks;and

 Based on your length of service,theFoundationtakesupthedifferenceto100%ofyour salary.Theformulaforthisportionofthebenefit istwoweeksofpayforeachfullyear ofserviceuptoamaximumof26weeks(suchnumberofweeks,anemployee’s“Earned SalaryContinuationBenefitTerm”).Fortheavoidanceofdoubt, anemployee’ssalary continuationbenefitiscappedatonceperbenefit year.

AllpaymentsfromNew YorkLifearemadetotheFoundationwho continuesyoursalary.

3 TheNewYorkStatestatutorybenefitof50%of paytoamaximumof $170/weekisincludedintheinsured benefit.

Long-Term Disability

Afteracontinuoussix-monthperiodofcertifieddisabilityandsubjecttocertificationbyNew YorkLife,long-termdisabilitybenefitswillprovide60%ofyoursalaryto amaximumof $12,500permonthforanapprovedperiod,offsetbyanyotherpaymentyouarereceivingfor disability.TheFoundationpays100%ofthecost.

LIFE/ACCIDENTAL DEATHANDDISMEMBERMENT INSURANCE

Lifeinsurance,throughNewYorkLife,providesyourdesignatedbeneficiarywithabenefit equaltothreetimesearningstoamaximumof$1,000,000(subjecttoareductionforage). AD&Dbenefitsofthreetimesearningstoamaximumof$1,000,000arepaidfollowinga schedulebasedonthetypeofloss.TheFoundationpays100%ofthecostoflifeandAD&D coverage.

FLEXIBLE SPENDINGACCOUNTS

FlexibleSpendingAccounts

Staffmayelecttosetaside pre-tax dollarsupto anannualmaximumforreimbursementof qualifyinghealthanddependentcareexpenses.For2025,theannualmaximumforhealthcareis $3,300andfordependentcare$5,000.

TRANSPORTATIONAND PARKING

Transit

Youcandesignateaportionofyourpay,upto$325/monthin2025,tobedeductedona pre-tax basistopayforexpensesforcommutingbypublictransit.Inaddition,youcandeductthrough payrollthebalanceofyourcommutingexpenseonapost-taxbasis. Only transit expenses purchased using your Benefit Mastercard provided by Optum/ConnectYourCare are eligible for reimbursement.

CommuterParking

Inadditiontotransit,youcandesignateaportionofyourpay,upto$325/monthin2025,ona pre-tax basisforparkingexpensesatorneartheofficeoralocationfromwhichyoucommute usingpublictransit.YoumayuseyourBenefitMastercardorfileforreimbursementfor commuterparkingexpenses.

EMPLOYEE ASSISTANCE/WORK-LIFEPROGRAM

SupportLincprovidesabroadrangeofconfidentialservices:behavioralhealthcounseling,and consultationandresourcesforwork-life(childandelder/seniorcare),legal,financial,and identitytheft/fraud.TheFoundationpaysfortheseservices.

HEALTHADVOCATE

HealthAdvocateisaconfidentialservicewithastaffofmedicalprofessionalsandclaims specialiststosupportyouandyourfamilytofindthehealthcareservicesyouneed,make informeddecisionsaboutcare,andresolveinsuranceandclaimsissues.TheFoundationpaysfor thisservice.

BUSINESSTRAVEL ACCIDENTINSURANCE

Businesstravelaccidentinsuranceprovidesabenefitpayableintheeventofdeathorpermanent totaldisabilityofsixtimessalarytoamaximumof$3,000,000ifyouareonauthorizedbusiness travel.TheFoundationpays100%ofthecostofthisinsurance.

WORKERSCOMPENSATION,SOCIALSECURITY,ANDUNEMPLOYMENT INSURANCE

WorkersCompensation

Thisbenefitprovidessalaryreplacementassistanceintheeventofanon-the-jobinjuryorillness toeligibleindividualswhomeettheNewYorkStatequalifyingrequirements.TheFoundation pays100%ofthecost.

SocialSecurity/Medicare

TheFoundationcontributesanamountequaltoyourownrequiredcontribution,resultingina monthlyretirementbenefitandhealthinsurancewhenyouareeligible.

UnemploymentInsurance

Unemploymentinsuranceprovidestemporaryfinancialassistancetoeligibleindividualswho meettheNewYorkStatequalifyingrequirements.Thebenefitisfundedthroughpaymentsmade bytheFoundation.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

PERFORMANCE,DEVELOPMENT,ANDCOMPENSATION

AnnualPerformanceandDevelopmentCycle

Ourapproachtoperformanceenhancementreflectsandsupportsourcultureandinterdisciplinary approach.Wearecommittedtothesuccess,development,andleadershipofourstaffinsupport ofproducinghigh-qualitywork,demonstratingahighlevelofengagement,andseekingto closelyalignwithourvalues.

Ongoingfeedbackandcoachingaretheunderpinningofourapproach,supportedbyquarterly coachingconversations,ayear-endreview,andacollaborativegoal-settingprocess:

 Annual review:Discussprogressagainstgoalsandreflectonstrengthsand development opportunitiesfortheprioryear

 Mid-year conversation:Discussprogressagainstgoalsandlearningplan,howwecan supportyourwork,andtomakeanychangestogoals

Wesupportourapproachwithguidanceondevelopinggoals,andgivingandreceivingfeedback inperformancereviews.Wealsouse“growthmindset”asaframeworkforcontinuing encouragementofandsupportforyourprofessionaldevelopmentandgrowth,bothasan individualandhowwecometogethertoworkcollaborativelyinteams. Whilethedescriptions inthissectionreflectourintendedapproachtoreviews,pleasenotethatvariancesmayoccurat theFoundation’sdiscretionandfailureto conductareviewisnotanindicatorofsatisfactory(or unsatisfactory)performanceoraguaranteeofcontinuedemployment.

Regular coaching conversations areagoodorganizationalpractice,providinganopportunityfor anintentionalconversationto

 Understand“howyouaredoing”overall

 Cometoasharedunderstandingofprogressagainstagreed-uponattainmentmeasuresfor yourgoalsandresponsibilities.Byunderstandingwhetherthegoalwasmet,andwhat contributedtoachievingthegoalorslowedprogress,weinformtheconversationabout goalsfortheupcomingyear,andstrengthsanddevelopmentopportunities

 ReflectoncompetenciesandourCulturalValuestoassesshowwellweareworkingwith eachotherinourinterdisciplinaryteamenvironment,andreinforceourcommitmentto learningandprofessionaldevelopment

SettingGoals

GoalsalignwiththeoverallstrategiesandprioritiesoftheFoundationandteams,succinctly describeexpectationsfor thework,andclearlystateattainmentmeasures,usingtheSMARTIE model:–Specific,Measurable,Ambitious,Realistic,Time-bound,Inclusive,andEquitable.

ContinuousLearningandDevelopment

Framedwithinourvalueof Continuous Learning,andtoreflectourcommitmenttoyour development,weseektoalignwiththeconceptsofa“growthmindset”—embracingtheideathat wecanalwaysimprove,committingtoaplantodoso,andrecognizingthatsuccessismaking progressfromwherewearenow.

Creatingdevelopmentgoalswithyourmanagerdetailspecificactions,thesupportyouneed, timeline,andwhatwouldbeindicatorsofprogress andsuccess.Duringyourregularcoaching conversations,youwillreflectonyourprogresswithyourmanagerandupdateyourgoals accordinglybasedonyourgrowthand/ornewareasforfocus.

Year-EndReviewConversations

Weencourageandhopeconversationswithyourmanageraboutperformanceoccurregularly: regularcoachingconversations,ayear-endperformancereview,andamid-cycleconversation. Individualandmanagerassessmentsarekeycontributorstocomingtoasharedunderstanding aboutperformance.

Themid-cycleconversationisanopportunitytodiscussprogressagainstyourgoals, responsibilities,andlearningplan,and,ifneeded,talkabouthowtogetaprojectorworkback ontrack.Italsoprovidesanopportunitytocoursecorrectforgoalssetearlierintheyearthat mayhavechanged,andaddnewgoalsandresponsibilities.

Throughouttheyearandduringeveryconversationwithyourmanager,wealsoreflectonhow wedoourworkinreferencetoyourCulturalValueswhicharelocated here

CoreCompetencies

OurCoreCompetenciesaresituatedwithintheframeworkofourculturalvalues.

EffectiveFeedbackforPerformanceDiscussions

Weseektobeeffectivegiversandreceiversoffeedbackinourday-to-dayconversationsandin performancediscussions.Werecognizethattherearethreetypesoffeedback,and allare discussedinperformancereviews:

 Appreciation:toexpressthanks,motivate,encourage,acknowledge,andconnect

 Coaching:tohelpyoutoincreaseknowledge,skill,practice,andcapability,aswellas supportyourprofessionalgrowthanddevelopment

 Evaluation:toshareandunderstandyourmanager’sperspectiveofyourperformance againstexpectations

LearningGoals

AnintegralpartofourapproachtoonboardingisthedevelopmentofLearningGoals.Learning

Goalsalignwithourvalueof Continuous Learning andreinforceourcommitmentto professionalgrowthanddevelopment.IndevelopingyourLearningGoals,youwillidentify topicsandareaswhereit wouldbebeneficialtodeepenandbroadenyourunderstandingof Wallace,ourwork,andresponsibilities;clearlyarticulatedesiredoutcomesforspecificposition responsibilitiesandprojects;andensureweidentifyandprovidethesupportandresources neededforyoutogetstartedsuccessfully.

YouwilldevelopLearningGoalsduringyourfirstmonthatWallace,andregularlycheckinwith yourmanageraboutprogressonyourgoals,whatyouarelearning,whereyouhavequestions, andwhattopicsyouwant todiveintomoredeeply.

Compensation

TheFoundation’scompensationphilosophyistobecompetitivewiththemarketintotal compensationtohelptheFoundationattract,retain,andmotivatehighlytalentedstaffwho, workingtogether,areresponsibleforadvancingtheFoundation’smission.Totalcompensation includesbothsalaryandthewiderangeofbenefit plans,programs,andpoliciesWallace provides.PleasenotethatthebelowareguidelinesfromwhichtheFoundationmaydepartatany timeatitssolediscretion.

Asacharitableorganization,theFoundationmusttakeintoaccountcertain constraintswith respecttocompensation:

 The Foundation’s commitment to being good stewards:usingFoundationresources responsiblyforthepublicgood

 It is a legal requirement for all nonprofits (includingtheFoundation)thatallcompensation mustbe“reasonableandnecessary.”Inorderto assessreasonableness,theFoundation obtainsandreliesonappropriatedataastocomparability.Compensationpaidtoofficers and certainseniormanagementissubjecttoadditionalscrutinybecausepaymentofunreasonable compensationisaself-dealingtransaction.

PracticesthattheFoundationhasadoptedtomanagewithintheseconstraintsinclude

 AnnualreviewoftheFoundation’soverheadraterelativetopeerfoundations

 Reviewofcompensationcompetitivenessbyanindependentthirdpartythroughmarket surveys:

o Overallmarkettrendannuallyforallstaff

o Individualcompetitivenessanalysisforseniormanagementannually

o Individualcompetitivenessanalysisforallstaffevery3-4years

 Regularcompetitivebenchmarkingofbenefits

SalaryIncreases

Generally,therearethreetypesofsalaryincreases:

 Market trend: Allstaffreceivethesame(ifany)markettrendincreaseinJanuary—ifthere isamarkettrendincrease—basedoncompetitivedataunlessperformance“needs improvement.”

 Competitive market adjustments: Periodicadjustmentstobringsalaryuptothecompetitive rangewouldbemadeif asalaryfellsignificantlybelowthemarketforasustainedperiod oftime.

 Promotions: Changetoahigher-levelposition.

SalaryStructureandCompetitiveRange

TheFoundation’ssalarystructurehasthreeelements:

 Competitive range:90%to110%ofmarketmedian

 Maximum salary for a position:150%ofmarketmedian;settingalimitfor“reasonableand necessary”compensation

 Minimum salary for a position:80%ofmarketmedian;toaffordadegreeofflexibility, whenappropriate,inmakingasalaryoffer

TheFoundationgenerallybenchmarkstothemarketmedian,whichistheprevalentmarket practice,andcompensationwithin10%ofthemarketmediantobeinthecompetitiverange.

TheFoundation’smarketmedianisbasedonrobustandcomparativesurveydata,compiledby anindependentcompensationconsultant,basedon

 TheFoundation/non-profitsector

 Positionmatchingtosurveydescriptionswith+/- adjustmentsforscopeofresponsibilities

 Multipledatapointsforeachpositiondrawnfrommultiplesurveys,multipleorganizations ineachsurvey,andmultipleincumbentsineachposition

 Adjustmentsindataforcomparableorganizationsize

 Adjustmentsforageographicdifferentialof15%toreflectNYClocation,unlesssurvey dataisalreadyadjustedforlocationorasthemarketforagivenrolemaydictate

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

TUITIONREIMBURSEMENT

Fordegreeprogramsata fully-accreditedinstitutionofhighereducation,ourpolicy providesreimbursementforcertaintuitionexpensesforallstaff.Costsforbooks,registration, activity/laboratory/specialfees,entrancetestsorclassmaterialsarenotcovered.Onlycurrent employeesingoodstandingarecoveredbythispolicy.

TheFoundationwillreimburseupto100%ofeligibletuitioncostsforcourseworktowardan initialbachelor’sdegreeandupto50%ofeligibletuitioncostsforcourseworktowardsany master’sordoctoraldegreeprovidedapplicable requirementsaremet:

 Approvalisrequiredin advance ofstartinganycoursework

 Reimbursementrequiresdocumentationofsuccessfulcompletion/passinggrade

 Staffmembermustbeanemployeeingoodstandingatthetimereimbursementis approved

 Annualmaximumreimbursementperemployee:$5,250

InitialApproval

Staffshouldcompletethe Request for Approval of Degree Program formavailablehereonthe intranetandsubmitwiththemanager’ssignaturetohumanresources.

Reimbursement

Torequestreimbursementforcoursestakenandsuccessfullycompletedwithapassinggrade, astaffmembershouldcompletethetuitionreimbursementformavailable hereontheintranet andsubmitittohumanresources.

Staffmembersareencouragedtoconsultwiththeirpersonaltaxadvisorregardingthetax treatmentofpolicypaymentsmadeunderthispolicy.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

PROFESSIONALCERTIFICATIONANDCONTINUINGEDUCATION

TheProfessionalCertificationandContinuingEducationpolicyprovidesforreimbursementof job-relatedfees andexpensesforinitialcertificationsandlicenses,andcontinuingeducation requirementsrelevanttoyourcurrentoranticipatedresponsibilitieshereattheFoundation.Our policyisintendedtosupportyouandreinforceourcommitmenttolearningandprofessional development.Onlycurrentemployeesingoodstandingarecoveredbythispolicy.

TheProfessionalCertificationandContinuingEducationpolicyisin addition toourTuition Reimbursementpolicy.

Specifically,thispolicycovers

 Acquisitionofcertaininitialcertifications,includingCharteredFinancialAnalyst(CFA), informationtechnologycertifications(networkmanagement,SharePointdeveloper), CertifiedEmployeeBenefitsSpecialist(CEBS),andadministrativeskills(Microsoft OfficeSpecialist)

 Fulfillmentofcertaincontinuingeducationrequirementstomaintainalicenseor certification—forthecertificationsnotedabove,plusCertifiedPublicAccountant(CPA), the legalprofession,andothercomparableprofessionallicensesorcertifications.

Reimbursementisbasedonthesecriteria:

 Initialcertification/continuingeducationisrelevanttoastaffmember’scurrentor anticipatedresponsibilitiesattheFoundation

 Thefollowingexpensesarefullyreimbursable(atcost):examinationfees;studyguides, textbooks,andcoursematerials;andallcoursework,includingpreparation,eitheronline orclassroom

 TheFoundationwillreimburseeligibleexpensesupto$5,000peremployee,peryear

 Approvalisrequiredinadvanceforinitialcourseofstudyandcontinuingeducation credits

 Reimbursementforexaminationfeesiscontingentuponwrittendocumentationof successfulcompletionof/passingtheexam,course,orcertification

 Staffmembermustbeanemployeeingoodstandingatthetimethereimbursement paymentismade

ApprovalandReimbursementProcess

Initialapproval: Inadvance,completetheRequestforApprovalsectionofthe Professional Certification and Continuing Education form locatedhereontheintranet.Pleasehaveyour VicePresidentand HumanResourcessignoffontheform.

Reimbursement

PleaseuseacopyoftheformindicatingapprovalandcompletetheRequestforReimbursement section.Includedocumentationforallexpenses.Forexaminationfees,courses,andcertifications pleaseincludedocumentationofsuccessfulcompletion/apassinggrade.Becausetheseexpenses arecoveredunderthe“StaffDevelopment”budget,HumanResourceswillreviewand,if appropriate,approvethereimbursement.

Staffmembersareencouragedtoconsultwiththeirpersonaltaxadvisorregardingthetax treatmentofpaymentsmadeunderthispolicy

MATCHINGGIFTS

TheWallaceFoundationrecognizesitsemployees’generositybyprovidingmatchingfundsto qualifyingcharitableorganizationsthatemployeespersonallysupportthroughtheMatching GiftsProgram(the“Program”).Allfull-timeandpart-timeemployees(referredtobelowas “EligibleDonors”)areeligiblefortheMatchingGiftsProgram.

HowtheProgramWorks

UndertheProgram,theFoundationwillmatchcontributionsmadebyEligibleDonorsto qualifyingnot-for-profitorganizationsonatwo-to-onebasis.TheFoundationwillcontributeup toamaximumamountof$15,000foreachEligibleDonorperyear.Thisamountmaybe contributedtooneormoreeligibleorganizations.

Pleaseseetheinstructionsbelowforhowtohaveacontributionmatched.

EligibleOrganizations

Organizationseligibleto receiveamatchinggiftmustbelocatedintheUnitedStatesand recognizedastax-exemptpubliccharitiesunderSection501(c)(3)oftheInternalRevenueCode orasaccreditededucationalinstitutions(K-12andhighereducation).

IneligibleOrganizations

IneligibleOrganizationsinclude

 Foreignorganizations

 Organizationsthatpromoteorengageinviolence,terrorism,bigotry,orthedestructionof anystate

 Religiousorganizations(churches,synagogues,mosques,andotherhousesofworship)or otherorganizationsprimarilypromotingreligiouspurposes. Faith-based community service organizations or schools may be considered eligible if the program:

o Isopentoallindividualsinthecommunityregardlessofreligiousbelief

o Servesasecularpurpose,suchasafoodpantry,homelessshelter,oreducation

o Doesnotrequireparticipationinprayer,worship,orotherreligiousactivities asaconditionofreceivingservice(s)offered

o Doesnotusetheindividualdonationorresultingmatchtopropagateabelief inaspecificfaith

 Donoradvisedfunds,privateFoundations,supportingorganization,andpersonaltrusts

EligibleContributions

Atax-deductible,personalcharitablecontributionof$25ormoremadedirectlytoaneligible organizationwhiletheEligibleDonorisactivelyemployedbytheFoundation.

IneligibleContributions

IneligibleContributionsarecontributionsmadetoanyIneligibleOrganizationandalsoinclude contributions:

 Madetoareligiousorganization,exceptacontributiontoafaith-basedcommunity serviceorganizationorschoolsmaybeeligible(seeIneligibleOrganizationsabove)

 Usedtomakeorfulfillapledgeorotherpersonalobligation

 Madetosupportpoliticalpurposes,influencelegislation,orelectcandidates

 Madeforreligiouspurposes,tofulfillatithe,ortosupportreligiousactivities andprograms

 Whereaportionofthepaymentisnottaxdeductible(e.g.,wherethereisa benefittotheEligibleDonorsuchasmemberships,galaorticketpurchases, eventregistrations,oradmissionfees)

 DirectlyorindirectlybenefittheEligibleDonor,theirfamily,orotherperson(s) designatedbytheemployeesuchas:

o Tuition,books,fees,orotherstudentexpenses

o Individual,familyorgroupmembershipfeesordues

o Subscriptionfeesforpublications

o Anyotherpaymentwherethedonorortheirfamilyreceivesgoodsorservicesin return

 Madejointlybyseveralindividualsorwithfundsprovidedbyotherindividuals

 Ofrealorpersonalproperty,non-cash/in-kind,cryptocurrency,insurance premiums,charitablegiftannuities,orbequests

InstructionsforMatchingGiftRequests

TheMatchingGiftsformislocated hereontheintranet.

AnEligibleDonorshouldcompletePartAandsendtheform,alongwiththeircontribution,to therecipientorganization.Theformincludesinformationfortherecipientorganizationto completeandreturntotheFoundation,andtherecipientorganizationshouldalsosendalongits tax-exemptinformationtotheFoundationforprocessing. Aseparateformisrequiredforeach contribution.

TheFoundationwillreviewandapprovethematchinggiftrequesttoensureitisconsistentwith therequirementssetforthinthispolicyandinalignmentwiththeFoundation’scharitable missionandreputation.Ifthematchinggiftrequestisapproved,theFoundationwillsendthe matchingcontributionsdirectlytotheorganization.FinancewillsendtheEligibleDonoran emailnotifyingthatthematchinggifthasbeensent.

The Foundation reserves the right to determine whether a matching gift will be made, and may suspend, amend, or discontinue this Matching Gifts Program at any time. The Foundation also reserves the right to change or revoke this policy at any time without notice.

MatchingGifts

March2025

HUMANITARIANAIDMATCHINGGIFTS

Humanitariandisasters,whethernaturalormanmade,affectpeopleandcommunitiesin heartrendingways.Therecoveryfromdevastatingdamagerequiresalong-termapproach,yetthe bulkofphilanthropygiveninresponsetodisastersisshort-terminnature.Giventhemissionand approachoftheWallaceFoundation,theFoundationwantstocontributetodisasterrecoveryin waysthatfocusonmedium-andlong-termrecoveryeffortsservingthemostvulnerable populations.

In2017,theFoundation’sseniormanagementteamdevelopedthefollowingguidelinesforthe Foundation’sgrantmakingforhumanitarianaidinresponsetoadisaster:

 ConsistentwiththeFoundation’sscopeasanationalFoundation,grantswillbelimitedto statesandterritoriesoftheUnitedStates.

 Intheeventofahumanitariandisaster,theFoundationwillassessthedisasterand recoveryeffortsonacase-by-casebasisandwillmakeadeterminationaboutthetypeand scopeofanyFoundationsupporttobeprovided.

 Ifsupportwillbeprovided,theFoundationwilldeterminetheappropriategrantrecipient.

 Generally,thelevelofgivingwillreflectthepresenceintheaffectedareas ofFoundation grantees,partners,externalrelationships,andstaff:

o Limited/smallconcentration:$150,000

o Significantconcentration:$250,000

HumanitarianAidMatchingGiftsProgram

WhenadeterminationhasbeenmadetomakeFoundationgrantsforhumanitarianaidinthe eventofadisaster,itwillbeaccompaniedbytheHumanitarianAidMatchingGiftsProgram.

ThisProgramprovidesanopportunityforEligibleDonors(asdefinedintheMatchingGifts ProgramPolicy)tomakecontributionstoorganizationsengagedinhumanitarianaidandrelief andrecoveryeffortsrelatedtothedisastersupportbeingprovidedbytheFoundation.This ProgramisinadditiontotheMatchingGiftsProgram.ContributionsbyEligibleDonorsunder thisProgramarenotincludedintheEligibleDonor’seligiblecontributionsfortheMatching GiftsProgram,andanymatchesmadebytheFoundationunderthisProgramdonotcount towardstheMatchingGiftsProgrammaximumannualcontribution.

ForcontributionsmadeunderthisHumanitarianAidMatchingGiftsProgram,theFoundation willprovideatwo-to-onematch,uptoamaximumamountof$2,000perEligibleDonorper year ThisamountmaybecontributedtooneormoreEligibleOrganizations.Theotherterms andconditionsoftheMatchingGiftsProgramshallapplytothisprogram.

The Foundation reserves the right to determine whether a matching gift will be made, and may suspend, amend, or discontinue this Humanitarian Aid Matching Gifts Program at any time. The Foundation also reserves the right to change or revoke this policy at any time without notice.

HumanitarianAidMatchingGifts March2025

COMMUNITYSERVICEMATCHINGGIFTS

InadditiontotheFoundation’sotherMatchingGiftsProgram,theCommunityServiceMatching GiftsProgramrecognizes volunteerismandcommunityserviceasavalueheldbythe Foundation.TheProgramprovidesanopportunityforFoundationemployeestovolunteerwith non-profitorganizationsofpersonalinterestandbuildcollegialitybyworkingtogetherona projectasamemberofaself-organizedteam.

HowdoesthisProgramwork?

For individual employees:

 Forevery20hoursofvolunteerworkbyaFoundationemployeeatanEligible Organization,theFoundationwillmakeacontributionof$1,000totheEligible Organization.

For self-organized teams workingonaproject:

 ForteamsofatleastthreeFoundationemployees,whovolunteeratleast10hours eachonaspecificproject9 withanEligibleOrganization,theFoundationwillmakea contributionof$1,500totheEligibleOrganization.

o Foreachadditionalemployeeontheteamworkingatleast10hoursonthesame specificprojectwiththeEligibleOrganization,theFoundationwilladd$500to itscontributiontotheEligibleOrganization.

Whatnon-profitorganizationsareeligible?

EligibleOrganizationsaredefinedintheFoundation’sMatchingGiftsProgrampolicy.

 Please note:OrganizationswhoarerecipientsoftheFoundation’sServicetothe FieldgrantsarenoteligibleunderthisProgramasFoundationemployeescanfulfill theirvolunteerserviceresponsibilitiesduringtheworkday.

HowdoemployeessubmitarequestforaCommunityServiceMatchingGift?

Therearethreesimplesteps:

1) CompletetheHoursReport(IndividualorTeam)located hereontheintranet.For teamprojects,allmembersoftheteamshouldsigntheTeamHoursReport.

2) AsktheorganizationtocompletetheOrganizationDueDiligenceform(located hereon theintranet)andprovideitsIRSdeterminationletter.

3) SendtheHoursReport,OrganizationDueDiligenceform,and IRSdeterminationletter to Community Service Matching Gifts/Finance.Financewillcompletetheduediligence

9 Aprojectisaspecificallydefinedworkactivitythatrequiresmultiplevolunteersworkingtogetheratthesametime atthesamelocation.Aprojectmaybeonedayorarecurringprojectsuchasateamworkingtogetheronceamonth.

reviewandsendtheFoundation’scontributiontotheorganization,notifyingthe employee(s)(individualand/orteammembers)thatthecontributionhasbeensent.

The Foundation reserves the right to determine whether a matching gift will be made, and may suspend, amend, or discontinue this Community Service Matching Gifts Program at any time. The Foundation also reserves the right to change or revoke this policy at any time without notice.

PAIDTIMEOFF(PTO)

TheFoundationmaintainsapaidtimeoff(PTO)programforregularemployeesintendedto provideforperiodsofrest,relaxation,andcontinuedwell-being.ThisgeneralPTOpolicy satisfies—andfarexceeds—theFoundation’sobligationsundertheNewYorkStateandCity Sick/Safeleavelaws.

Full-TimeEmployees

A full-time regular employee iseligibletoaccruePTOasfollows: Full-TimeRegularEmployee

year ofhire:

January1–March31

1–June30

AsofJanuary1,eachemployeehasavailablethefullallocationofPTOdaystoscheduleduring theyear.Forexample,ifyouhave25daysand3carryover,28daysareavailable.

Part-TimeandTemporaryEmployees

A part-time regular or temporary employee iseligibletoaccruePTOasfollows:

 Exempt employee:Allotmentisbasedonthepercentageoftheworkweek(e.g.,afterthe yearofhire(25days),anemployeewhoworksan80%scheduleiseligible for20PTO days).

 Nonexempt employee:Allotmentsisbasedonthehoursworkedinaweek(e.g.,afterthe yearofhire,anemployeescheduledtowork15hoursperweekiseligiblefor10PTO days10).

SchedulingandApprovingPTO

Leaveunderthispolicymaybeusedforanyreason,includingforallreasonssetforthinNew YorkStateandCitySafe/SafeLeaveLaws.Whenusedforsick/safeleavepurposes,the Foundationrequeststhatyouprovideadvancenotice—whenyouare abletodoso—andenterthe PTOinRepliconuponyourreturn.Forallotheruses,toensuretimelyand accurateprocessingof payroll,plannedPTOshouldberequestedandapprovedinRepliconatleasttwoweeksin advance.IntheeventofunplannedPTO(otherthanforsick/safeleavepurposes),please enterin Repliconandaskyourmanagerto approvethePTOassoonaspossible.

15hours/37.5hours=0.4.Applying0.4x25PTOdays=10PTOdays.

Whenyouleaveworkduetotheonsetofillnessorhaveapersonalappointmentoutsidethe office,useofPTOisdeterminedbasedonwhetheryouworkaportionofthemorningor afternoon.AhalfdayofPTOiscountedonlyifyouareoutoftheofficefortheentiremorning orafternoon.Forexample:

 Youcomeintotheofficeandleaveat11:00a.m.forthebalanceofthedayduetoillness: ahalfdayonlyfortheafternoonwillbeconsideredPTO.

 Youcomeintotheofficeandleaveat2:00p.m.forthebalanceofthedayduetoillness: noPTOisused.

 Youhaveanoutsideappointment,leavetheofficeat11:30a.m.,andreturnat2:00p.m.: noPTOisused.

Holidays

IfafulldaydesignatedholidayoccursduringPTO,thedaywillbepaidasaholiday,notaPTO day(withnouseofPTOrequired).

Forearlyclosingsatlunchtimebeforeaholiday(e.g.,thedaybeforeThanksgiving),ifyouwill beoutforthefullday,ahalfdaywillbeconsideredPTO.

IfyouschedulePTOonFridayduringsummerhourswhentheofficeclosesatlunchtime,itis consideredahalfdayofPTO.

SummerFridayHours

Duringthesummer,theFoundationclosesat1p.m.beginningtheFridayofMemorialDay weekendandthroughtheFridaybeforeLaborDayweekend.

IllnessDuringPTO

IfanillnessoccursduringscheduledPTO,thattimewillgenerallybepaidandrecordedasPTO. However,shouldtheillnessbecertifiedbytheinsurancecompanyas“Short-termDisability,” the certified dayswillbeconsideredShort-termDisability,notPTO.

Carryover

Uptosix(6)unusedPTOdaysmaybecarriedoverfromonecalendaryeartothenext.

PTOuponseparationofemployment

Uponseparationfromemployment,paymentforunusedPTOispro-ratedbasedonthedateof departure(notbasedonthefullyear’sscheduledallotment).Forexample,ifanemployeehasa balanceof30PTOdaysonJanuary1andleavesJune30,dayseligibleforpayoutwouldbe proratedas:2.5/monthx6months=15days.Payoutwouldbe15daysminusdaystaken.

Paymentforthesedayswillbeincludedinthefinalpaycheckandcommunicatedinthe separationfromserviceletter.Nootherleavewillbepaidoutonseparationofemployment.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

PaidTimeOff(PTO) March2025

PAIDPRENATALPERSONALLEAVE

TheFoundationwillprovideitsNewYorkemployeeswiththebelowPaidPrenatalPersonal Leave(“PPPL”)policyconsistentwiththeNewYorkStateSickLeaveLaw.

UndertheFoundation’sPPPLpolicy,allpregnantemployeesareprovidedthree(3)days (equivalentto22.5hours)ofpaidprenatalpersonalleaveduringanyfifty-twoweekcalendar period.Paidprenatalpersonalleaveisleavetakenforthehealthcareservicesreceivedbyan employeeduringtheirpregnancyorrelatedtosuchpregnancy,includingphysicalexaminations, medicalprocedures,monitoringandtesting,discussionswithahealthcareproviderrelatedtothe pregnancy,endofpregnancycare,andfertilitytreatment.Thethree(3)days(22.5hours)ofpaid prenatalpersonalleaveareimmediatelyavailabletoemployeesinitsentiretystartingonthefirst dayofemployment.PPPLmaybetakeninhourlyincrements,andbenefits forpaidprenatal personalleavewillbepaidinhourlyinstallments.Whentheneedforaleaveunderthispolicyis foreseeable,theemployeemustprovidenoticeto humanresourcesatleast7daysbeforethe effectivedateoftheleave.Theemployeeotherwisemustprovidenoticeassoonaspracticable.

Employeesthattakeleavepursuanttothispolicywillreceivecompensationattheirregularrate ofpayortheapplicableminimumwage,whicheverisgreater.TheFoundationwillnotpayan employeeforunusedpaidprenatalleaveuponanemployee’stermination,resignation, retirement,orotherseparationfromemployment.

TheFoundationwillnotrequirethatemployees,orahealthcareorserviceprovider,disclose confidentialinformationrelatingtoamentalorphysicalillness,injury,orhealthconditionof suchemployeeorsuchemployee'sfamilymember,orinformationrelatingtoabsencefromwork duetodomesticviolence,asexualoffense,stalking,orhumantrafficking,asaconditionof providingpaidprenatalpersonalleavepursuanttothispolicy.

Uponanemployee’sreturntoworkfollowingPPPL,theFoundationwillrestoretheemployeeto thepositionofemploymentheldbythatemployeepriortoanyPPPLwiththesamepayand othertermsandconditionsofemployment.However,agrantofPPPLdoesnotalterthe Foundation’srighttorestructure,reorganizeoreliminateanypositionattheFoundationatany timeandforanyreason.

PaidprenatalpersonalleaveisprovidedinadditiontoPTOandChildandFamilyCareLeave.

TheFoundationwillnotretaliateagainstanyemployeebasedontheirlegitimateuseofor requesttousePPPLunderthispolicy.

AbuseofPPPL,evenifanemployeeiswithintheallottednumberofPPPLdays,willbe consideredgroundsfordisciplinaryaction,uptoandincludingsuspensionwithoutpayand/or terminationofemployment.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

PrenatalPersonalLeave March2025

HOLIDAYS

Includinghalfdaysforearlyclosing,weexpectthatthenumberofholidayseachyearwillfloat between13-15holidays.Weissueaholidayschedulefortheupcomingyearthatisbasedonthe following



FromDecember25throughDecember31,theFoundationisclosed

 Ontheday before adesignatedfederalholiday:

o IftheholidayoccursonMonday,thereisnoearlyclosingoradditional holiday

o IftheholidayoccursonTuesday,theFoundationisclosedforafullday onMonday

o IftheholidayoccursonWednesday,Thursday,orFridaytheFoundation closesat1:00p.m.

Outlookinvitationsaresentforholidaystoaddtoyourcalendarandaredesignatedaspaid holidaysandthoseweaskyoutotakeintoconsiderationwhenschedulinginternalandexternal meetings:

 PaidHolidays:(P)

 SchedulingHolidays:(S)

PaidholidaysarealsoenteredintothePTOsystem.Paidholidaystypicallyare:NewYear’s Day,MartinLutherKing,Jr.Day,MemorialDay,Juneteenth,IndependenceDay,LaborDay, Thanksgivingandthedayafter,andtheyear-endclosing.

Holiday Pay

Ifanon-exemptemployeeisrequiredtoworkonadesignatedholiday,theemployeewillbepaid attime-and-one-halfforhoursworked.

IfadesignatedholidayoccursduringscheduledPaidTimeOff,thatdayispaidandrecordedasa holiday,notasaPTOday.

Holidaypayduringaleaveofabsenceisdeterminedbythetypeofleave(see Leaves of Absence policy).

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

Holidays January2021

LEAVESOFABSENCE

TheWallaceFoundation’sLeavesofAbsencepolicyisdesignedtocomplywithallapplicable local,state,andfederallawsandregulations,andtoprovideeligibleemployeeswithextended timeawayfromworktomanagepersonalorfamilyresponsibilities,recoverfromanillnessor injury,orrespondtocivicduties.

Leavesofabsence:

 FamilyandMedical

 Short-TermDisability

 ChildandFamilyCare

 Bereavement

 JuryorWitnessDuty

 WorkersCompensation

 MilitaryService

 BloodDonation

 BoneMarrowDonation

 TimeofftoVote

 TemporaryScheduleChanges

FAMILYANDMEDICAL

InaccordancewiththeFamilyandMedicalLeaveAct,Wallace’sFamilyandmedicalleave provideseligiblestaffwith unpaid, job-protected leave(withcontinuationofgrouphealth insuranceunderthesame termsandconditionsasiftheemployeehadnottakenleave) forupto 12workweeksforspecifiedfamilyandmedicalreasons,andforupto26weekstocarefora coveredmilitaryservicememberwithaseriousinjuryorillness.

TobeeligibleforFamilyandMedicalLeave,astaffmembermusthavebeenemployedbythe Foundationforatleast12months,or52weeks,andhaveworkedatleast1,250hoursinthe previous12-monthperiod.

Leavemaybetakenfor

 Twelve(12)workweeksofleaveina12-monthperiodfor

o Birthofachildandtocarethenewbornchildwithinoneyearofbirth

o Placementforadoptionorfostercare,andtocareforthenewly-placedchild, withinoneyearofplacement

o Tocarefortheemployee’sspouse,child,orparentwhohasaserioushealth condition

o Aserioushealthcondition1 thatmakestheemployeeunabletoperformthe essentialfunctionsoftheirjob

1 TheFoundationfollowstheDepartmentofLaborguidelinesunderthefederalFamilyandMedicalLeaveAct (FMLA)todefinea“serioushealthcondition.”

o Anyqualifyingexigencyarisingoutofthefactthattheemployee’sspouse,child, orparentisacoveredmilitarymemberon“coveredactiveduty”

 Twenty-six(26)workweeksofleaveduringasingle12-monthperiodtocarefora coveredservicememberwithaseriousinjuryorillnessiftheeligibleemployeeisthe servicemember’sspouse,child,parent,ornextofkin(militarycaregiverleave).

RequestforFamilyandMedicalLeave,andReporting

Whentheneedforleaveisforeseeable,thestaffmembershouldmakea writtenrequestforthe leaveatleast30daysinadvanceofthequalifyingcircumstance.Arequestforleaveshould bemadetoHumanResources.If30days’noticeisnotpracticable, thestaffmembershould requestleaveassoonaspracticable

Iftherequestisforyourownserioushealthcondition,pleaseprovidemedicalcertificationfrom yourhealthcareproviderestablishingthemedicalnecessityfortheleave.Themedical certificationshouldbeonthehealthcareprovider’sletterheadand mustinclude

 Contactinformation(name,address,telephonenumber,faxnumber,email)ofthehealth careproviderandthetypeofmedicalpractice/specialty

 Whenyoucameunderthecareofthehealthcareproviderforthisserioushealth condition

 Whentheserioushealthconditionbegan

 Howlongtheserioushealthconditionisexpectedtolast

 WhetheryouastheemployeeareunabletoworkinyourpositionattheFoundationdue tothisserioushealthconditionandwhy,andthelikelydurationofthisinabilitytowork

 Whetheryourneedforleaveiscontinuousorintermittent

TheFoundationmayrequestwrittencertification(e.g.,healthcareprovider’sstatementforthe serioushealthconditionofafamilymember)todetermineiftherequestis aqualifying circumstanceforleave,inallcasesconfiningitsrequestsinthemannerprescribedbylaw.2

TheFoundationwillprovideawrittendeterminationwhetherornottherequestqualifiesfor leaveandinformationonbenefitscoverageandtimeoffpoliciesduringtheleave.

SchedulingofLeave

Thestaffmembermaytakeleavein12consecutiveweeks,mayusetheleaveintermittently(take adayperiodicallywhenneededovertheyear)or,undercertaincircumstances,mayusetheleave toreducetheworkweek orworkday,resultinginareducedhourschedule.Inallcases,theleave maynotexceedatotalof12workweeks(or26workweekstocareforanillorinjuredservice member)overa12-monthperiod.3

2 TheFoundationwillbeguided bytheDepartmentofLabor’sformsandguidelinesforthesecertifications.

3 IfanemployeeandspousebothworkfortheFoundation,theemployeeandspousemayonlytakeacombinedtotal of12weeksofleaveforbirthofachild,adoptionor placementofachildinfostercare,ortocareforaparent(but notaparent-in-law)or26weekstocarefor acoveredinjuredorillservicemember.

Leaveforbirth,becominganadoptiveorfosterparent,andtocareforthechildmustbetaken withinoneyearofthebirthorplacementofthe child.

AccrualandUseofPTO

Any paid leave,forexample,certifieddisabilityorChildandFamilyCareLeave(described below),willrunconcurrentlywithFamilyandMedicalLeave.4 Fortheperiodofleavethatis concurrentwithpaidleave,theemployeecontinuestoaccruePTOdays.

AstaffmembermustuseallaccruedPTOpriorto thestartofan unpaid leave(wherethe employeeisreceivingneitherpaynorstatutorybenefits).FortheperiodofFamilyandMedical Leavethatis unpaid,theemployeedoesnotaccruePTOdays.PTOdaysavailableforthe balanceoftheyearwillbecalculateduponreturnfromleave.

Holidays

HolidaysthatoccurduringFamilyandMedicalLeavearecountedaspartofthe12-week leave—andnotasadditionaldays.Iftheemployeeison unpaid leaveforanyreason,thereisno payfortheholiday.

BenefitsEligibilityDuringFamilyandMedicalLeave

Health,dental,vision,life/AD&Dinsuranceandshort-andlong-termdisabilitybenefits:These Foundation-providedbenefitscontinueatthesamelevelandunderthesameconditionsasifthe staffmemberhadcontinuedtowork.

Whileon paid leave,payrolldeductionswillcontinuefortheamountofthepremiumduefor healthinsurance.Whileon unpaid leave,thestaffmembermustsubmittimelypaymentofthe employeeportionofthepremiumtocontinuecoverage.Specificinformationregardingpayment ofpremiumswillbeprovidedbyHumanResourcesatthetimeofleave.

Wallace’scontributiontothe403(b)RetirementPlan:Whileanemployeeisinreceiptofpay fromWallacewhileonleave,theFoundation’scontributiontothe403(b)RetirementPlan continuesandtheemployeemaymakevoluntary contributions.During unpaid leave,thestaff memberisnoteligibletoreceivetheFoundation’scontributiontotheretirementplanandmay notmakeanyvoluntaryretirementplancontributions.

ReinstatementuponReturntoWork

UponreturntoworkfromanapprovedFamilyandMedicalLeave,astaffmemberwillbe reinstatedtotheirformerpositionoranotherpositionwithequivalentpay,benefits,andterms andconditionsofemployment,subjecttoapplicablelawandtheFoundation’srightto restructure,reorganize,oreliminateanypositionattheFoundationatanytime.Anemployee

4 Certifieddisabilityperiod:forexample,ifastaffmemberiscertifiedbytheinsurancecompanyforshort-term disabilityforsixweeks,thesix weekswillbedesignatedasFamilyandmedicalleaveandcountedtowardthe12weekperiod.

whofailstoreturntoworkattheendoftheleaveorhasnotmetrequirementsforrequested notificationsorcertificationsduringtheleave,forfeitstherighttoreinstatementtothesameor similarposition.

TheFoundationwillnotretaliateagainstanyemployeebasedontheirlegitimateuseoforrequest touseFamilyandMedicalLeaveunderthispolicy.

SHORT-TERMDISABILITY

Wallaceprovidesshort-termdisabilitybenefitsintheeventofadisability certified byNewYork LifeInsurance.Yourabsencemustbeforsevencontinuouscalendardaystobeeligiblefor reviewanddeterminationofcertificationbyNewYorkLifeInsurance.

Theshort-termdisabilitybenefitis

 First four weeks of certified disability:Wallacemaintains100%ofyoursalary,paying thedifferencebetweenanyapplicableshort-termdisabilitybenefitsandtheemployee’s regularsalary.Thereafter:

 60%ofyoursalary,toamaximumof$3,0005 perweek,foruptoatotalof26weeks, withthepotentialforadditionalpayduringthisperiod;and

 Based on your length of service,Wallacemakesupthedifferenceto100%ofyoursalary forupto26weeks.Theformulaforthisportionofthebenefitistwoweeksoffullpayfor eachcompletedfullyearofservice(suchnumberofweeks,anemployee’s“Earned SalaryContinuationBenefitTerm”).Fortheavoidanceofdoubt, anemployee’ssalary continuationbenefitshallbecappedatonceinabenefityear

 EmployeesmayuseavailablePTOaftertheconclusionoftheEarnedSalary ContinuationBenefitTermtoreceivetheir fullsalary(onaone-to-one-daybasis).

Allshort-termdisabilitypaymentsfromNewYorkLifeInsurancearemadetotheFoundation whocontinuesyoursalary.

BenefitsCoverage

Coveragecontinuesunderthehealth,dental,vision,life/AD&Dinsuranceandshort-andlongtermdisabilityinsurancepoliciesduringleavefor certified disabilitysubjecttoemployee contributionsbeingmadeasrequiredandcompliancewithotherpolicyprovisions.

TheFoundation’scontributiontothe403(b)RetirementPlancontinuesbasedonthesalary amountbeingpaid,i.e.,100%ofyoursalaryor60%tothemaximum.Theemployeemaymake voluntarycontributions.

5 TheNYSstatutorybenefitof50%ofpay toamaximumof$170/weekisincludedinthe60%benefit.An employeemustbeemployedbytheFoundationforatleastfour(4)weeksorpreviouslyemployedinNYSas definedinthestatute.

Whileon paid leave,theemployeecontinuestoaccruePTOdaysandispaidfordesignated holidays.

PleaseadviseHumanResourcesassoonasyouareawareofanabsencethatwouldbe consideredeligiblefordisabilitycertificationbyNewYorkLifeInsurance,andwithinnomore than7-10daysofbecomingdisabled.HRwillprovideadditionalinformationaboutinitiatinga claimreviewbyNewYorkLifeInsurance.

Whenadisabilityhasended,astaffmembermustbemedicallycertifiedbythephysicianto returntowork.ThiscertificationmustbeinwritingandpresentedtoHumanResourceseither beforeorimmediatelyuponreturntowork.

LeaveunderthispolicyrunsconcurrentlywithleaveundertheFoundation’sfamilyandmedical leavepolicy.

CHILDANDFAMILYCARELEAVE6

TheFoundationprovides job-protected paid ChildandFamilyCareLeaveforstaffwhohavea regularworkscheduleof20ormorehoursperweekandwhohavecompleted26weeksof employmentwiththeFoundationfor

 Bondingwithachildfollowingbirthorplacement foradoptionorfostercarewithin12 months:

o 100%ofsalaryforthefirsteightweeks(withtheFoundationpayingthedifferences betweenthestatutorybenefitandtheemployee’sregularsalary),plus

o 67%oftheiraverageweeklywage,subjecttothecurrentyear’sapplicablebenefits capundertheNYPaidFamilyLeavelaw(NYPFL).

 Providingcareforacoveredfamilymember7 withaserioushealthconditionandasa “militarycaregiver”totendtoobligationswhenacoveredfamilymemberiscalledtoor servingactivedutymilitaryservice:

o ThepercentofsalarytotheNYPFLcapforupthemaximumnumberofweeks designatedinthechartbelow.

Employeeswho:(1)regularlywork20hoursormoreperweekfortheFoundation,butwillnotbe employedbytheFoundationfor26consecutiveweeks,or(2)regularlyworkfewerthan20hours per week for the Foundation and will not work 175 days in a 52-week period for the Foundation maywaiveNewYorkStatePaidFamilyLeavecoverage.TheFoundationwillprovideemployees who meet one of these criteria with a Paid Family Leave waiver, which they may complete and returntotheFoundationiftheywishtooptout.

6 Wallace’sFamilyLeavecomplieswiththerequirementsoftheNewYorkPaidFamilyLeaveLaw(NYPFL).The Foundationpays100%ofthepremiumforNYPFL.

7 “Familymembers”underNYPFLincludespouses,domesticpartners,children/stepchildren,parents/stepparents, parents-in-law,grandparents,grandchildren,andsiblings(biological,adopted,step,andhalf).

SchedulingofLeave

ThestaffmembermaytakeChildandFamilyCareLeaveinconsecutiveweeksormayusethe leaveintermittentlytakingaworkdayperiodically whenneededovertheyear.

ThemaximumnumberofweeksofChildandFamilyCareLeaveavailableinacalendaryearis cumulative.Forexample,in2025ifastaffmembertookfourweekstobondwithachild,only eightweeksremainavailabletosubsequentlycareforanillfamilymemberwithinthesame calendaryear.

ChildandFamilyCareLeaverunsconcurrentlywithFamilyandMedicalLeave.

Administration

Thelawrequiresthatourdisabilityclaimsadministrator(NewYorkLifeInsurance)makethe determinationaboutwhatqualifiesforChildandFamilyCareLeave.Please adviseHuman ResourcesassoonasyouareawareofanabsencethatcouldbeconsideredeligibleforChildand FamilyCareLeave.HRwillprovideinformationonfilingarequestforcertificationwithNew YorkLifeInsurance,includingthedocumentationrequired.Iftheleaveiscertified,Wallacewill continueyoursalary astheNYPFLbenefitissentdirectlytoWallace.

BenefitsCoverage

Coveragecontinuesunderthehealth,dental,vision,life/AD&Dinsuranceandshort-andlongtermdisabilityinsurancepoliciesduringcertifiedChildandFamilyCareLeavesubjectto employeecontributionsbeingmadeasrequiredandcompliancewithotherpolicyprovisions.

TheFoundation’scontributiontothe403(b)RetirementPlancontinuesbasedontheactualsalary beingpaid.Theemployeemaymakevoluntary contributions.

WhileonChildandFamilyCareLeave,whichispaidleave,theemployeecontinuestoaccrue PTOdaysandispaidfordesignatedholidays.

TheFoundationwillreinstatetheemployeetothesamepositionoracomparablepositionwith comparablebenefits,pay,andothertermsandconditionsofemploymentiftheemployee complieswithalltermsandconditionsofChildandFamilyCareLeave.However,thegrantof suchleavedoesnotaltertheFoundation’srightto restructure,reorganize,oreliminateany positionattheFoundationatanytime.TheFoundationdoesnotretaliateagainstanyemployee basedontheirlegitimateuseoforrequesttouseofleaveunderthispolicy.

BEREAVEMENT

TheFoundationoffersfourdaysofpaidtimeoffforstaffafterthedeathofan immediatefamily member.Animmediatefamilymemberincludesaspouse,domesticpartner,parent/stepparent, grandparent,child/stepchild,grandchild,sibling,sibling-in-law,andparent-in-law,including anyrelativeordependentwhoregularlylivedinyourhouseholdatthetimeofdeath.Foran immediatefamilymember,theFoundationwillmakeamemorialcontributiontoanorganization (qualifyingnon-profit)designatedbythestaffmember.

TheFoundationoffersonedayofPTOforstafftoattendthefuneralofanyotherrelative.

PleaserequestBereavementLeavefromyourmanagerandenteryourapprovedleavein Replicon.

JURYORWITNESSDUTY

Allregularemployeesareeligibleforpaidleaveintheeventthattheyaresummonedtojury dutyorrequiredtotestifyasawitnessundersubpoenainajudicialproceeding,providedthatthe employeeisnotapartytothelawsuit(althoughPTOmaybeavailableinsuchcases).Temporary employeesarepaidonly totheextentrequiredbyapplicablelaw.

Astaffmembershouldinformtheirmanagerasfarinadvanceaspossibleofscheduledjury duty.

Thestaffmembermayretainanypaymentprovidedbythecourtfortheirjuryservice.

TIMEOFFTOVOTE

TheFoundationencouragesallemployeestoexercisetheirrighttovote.Anemployeewhois eligibletovotemaytakeoffasmuchworkingtimeaswillenablethemtovoteinanyelection. Thetimeoffshallbetakeneitheratthebeginningortheendoftheemployee’sworkingshift. However,anemployeewillonlybepaidforuptotwohoursofsuchtimeoff(althoughPTOmay beusedtoreceivepayforadditionaltimeofftovote,inaccordancewiththetermsofthePTO policy).AnemployeewhorequirestimeofftovotemustnotifyHumanResourcesatleasttwo dayspriortoanelection.

BLOODDONATIONLEAVE

TheFoundationwillgrantoneunpaidleaveofabsence(ofupto3hours)inanycalendaryearto anemployeewhoseekstodonateblood.Pleasenotethatexemptemployeestakingablood donationleavewillbepaidinaccordancewithstateandfederallaw.Blooddonationleavedoes notaccrueorcarryoverfromcalendaryeartocalendaryear.AccruedPTOmaybeusedduring blooddonationleavetoreceivefullpay,inaccordancewiththetermsofthePTOpolicy.

Employees must provide advance notice to Human Resources of their intent to donate blood at least three(3)working days prior to thedate the leave will beused. The Foundation will provide

reasonableaccommodations forashorternoticeperiodifanemployeeexperiencesanemergency requiringtheemployeedonatebloodfortheirownsurgeryorthatofafamilymember.

Employees returning from time off for donating blood may be required to show proof of their blood donation in the form of a notice of blood donation or a good faith effort at blood donation fromthebloodbank.

BONEMARROWDONATIONLEAVE

TheFoundationwillprovideanunpaidleaveofabsencetoeligibleemployeeswhoseekto undergoamedicalproceduretodonatebonemarrow.Bothfull-andpart-timeemployeesare eligible.AccruedPTOmaybeusedduringbonemarrowdonationleavetoreceivefullpay,in accordancewiththetermsofthePTOpolicy.

Thecombinedlengthoftheleaveshallbedeterminedbythephysician,butmaynotexceed twenty-fourworkhours,unlessagreedtobytheFoundation.TheFoundationwillrequire verificationbyaphysicianforthepurposeandlengthofeachleaverequestedbytheemployeeto donatebonemarrow.

Employeesshouldspeaktohumanresourcestodetermineiftheyareeligibleforadditional benefits,suchasshort-termdisabilityorotherleaves.

TEMPORARYSCHEDULECHANGES

InaccordancewithNewYorkCitylaw,theFoundationprovidesallemployeeswhohave worked80hoursormorepercalendaryearinNewYorkCitywith2temporaryschedule changespercalendaryear,whichcanbeusedeitherontwoseparateoccasionsoronone occasioncoveringuptotwobusinessdays.TheFoundationmay,initssolediscretion,provide employeeswithmoreschedulingflexibilitythanisrequiredbylaw,butmaintainsthispolicyto ensurecompliancewithapplicableminimums.

Anemployeemayrequestatemporaryschedulechangefora“personalevent,”whichincludes anemployee’sneedto:(a)careforachildunder18;(b)careforanindividual(“carerecipient”) withadisabilityforwhomtheemployeeprovidesdirectandongoingcaretomeetthedaily needsoflivingandwhoisafamilymember(which,forpurposesofthispolicy,includes individualsrelatedbybloodtotheemployeeandindividualswhosecloseassociationwiththe employeeistheequivalentofafamilyrelationship)orresidesintheemployee’shousehold;(c) attendalegalproceedingorahearingforpublicbenefitsfortheemployee,afamilymember,or theemployee’schildunder18orcarerecipient;or(d)foranyreasonforwhichleavemaybe grantedunderNewYorkCity’sSick/SafeLeaveLaw.

Anemployeerequestingatemporaryschedule changeshoulddosoassoonastheemployee becomesawareoftheneedfortheschedulechangeandshouldnotifyHumanResources.The initialrequestneednotbeinwriting,butawrittenrequestmustbemade assoonasis practicable,andnolaterthanthesecondbusiness dayaftertheemployeereturnstowork followingtheconclusionofthetemporarychangeinworkschedule.Theemployee’srequest

shouldinclude(a)thedateoftherequestedtemporaryschedulechange;(b)thatthechangeis duetoa“personalevent”asdescribedabove;and(c)theproposedtypeoftemporarychange, suchasusingunpaidtimeoff,ascheduleswapwithanotheremployee,orachangeinworking hours.

Iftheemployee’stemporaryschedulechangerequestisgranted,theFoundationmayeither approvetheemployee’s proposedtemporarychangeorrequiretheemployeetotakeunpaidleave fortherequestedday(s).Atemporaryschedulechangerequestmaybedeniediftheemployee hasalreadyexceededthenumberofallowablerequestsforthecalendaryearortherequestwas notfora“personalevent”reason.Ifanemployeesubmitsawrittenrequestforatemporary schedulechange(includingafterinitiallymakingarequestinpersonorbyphone),inadditionto replyingimmediatelytotheinitialrequest,theFoundationwillprovideawrittenresponsewithin 14daysafterthewrittenrequestissubmitted.

Anemployee’srighttorequesttemporaryschedulechangesunderthispolicyisinadditiontothe employee’srighttoothertypesofleavedescribedinthis Staff Guide (forexample,PTO,paid familyleave,etc.).

TheFoundationwillnotretaliateagainstanyemployeebasedontheemployee’slegitimateuse ofatemporaryschedulechangeunderthispolicy.Employeeswhobelievethattheyhavenot beenpermittedtemporaryschedulechangesinaccordancewiththispolicyorthattheyhavebeen retaliatedagainstfordoingsoshouldusethecomplaintproceduresdescribedaboveinthe Foundation’sEEOPolicy.

WORKERS’COMPENSATION

Astaffmemberwhosuffersajob-relatedinjuryorillnessmaybeentitledtomedicalexpenses, lostincomeandothercompensationthroughtheFoundation’sworkerscompensationcoverage, asrequiredunderNewYorkWorkers’CompensationLaw.Anyaccidentwhichoccursonthe jobshouldbereportedimmediatelytoHumanResources.

Incompliancewiththelaw,medicalbenefitsarepaidfromthedateofinjury,andlostwage benefitsarepaidafterthefirstseven(7)daysofabsencefromworkduetotheinjuryorillness.

ToreturntoworkafteraninjuryorillnessunderWorkers’Compensation,thestaffmembermust bemedicallycertifiedtoreturn.ThiscertificationmustbeinwritingandpresentedtoHuman Resourceseitherbeforeorimmediatelyuponreturntowork.

PERSONAL/UNPAIDLEAVE

Regularemployeesmayrequest unpaid personalleaveforaperiodofupto threemonthsto addresspersonalmatters.

Torequestunpaidpersonalleave,thestaffmembermustmakeawrittenrequesttotheChief HumanResourcesOfficeratleastthirty(30)daysinadvanceoftheleaveindicatingthereason fortherequestandtheexpectedlengthoftimeoff.

TheFoundationwillconsiderrequestsforpersonalleaveonacase-by-casebasisand communicateitsdeterminationinwriting.

Whileastaffmembermaybeabletoreturntothesameorequivalentposition,thereisno reinstatementrequirementorguaranteethatthesameorequivalentpositionwillbeavailable uponreturnfromapersonalleave.

Personal/UnpaidLeaveis unpaid,andassuchtherewillbenoaccrualofPTOduringtheleave. Nocontributiontothe403(b)RetirementPlanwillbemadeduringapersonalleave,andthe employeemaynotmakeavoluntarycontribution.ContinuedcoverageundertheFoundation’s benefitsandinsuranceprogramswillbesubjecttothetermsandconditionsofeachpolicy.Inall cases,thestaffmemberwillberesponsibleforpaymentofthefullpremiumdue(bothemployer andemployeecontribution)foranyperiodofcontinuedcoverage.

MILITARYSERVICE

TheFoundationwillgrantleavesofabsenceformilitaryserviceincompliancewiththe provisionsandrequirementsoftheUniformedServicesEmploymentandReemploymentRights Actof1994(USERRA),asamended.Thiswillincludeleaveforperiodsofvoluntaryor involuntaryserviceinthearmedforcesforalltypesofactiveduty,inactivedutytrainingand full-timeNationalGuardduty.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

LeavesofAbsence March2025

TRAVEL&BUSINESSEXPENSEGUIDELINES

OurworkatTheWallaceFoundationoftenrequiresthatwetravelorholdmeetingsatouroffice toadvanceFoundationstrategiesandinitiatives,supportthediffusionofknowledgetocatalyze broadimpact,andmanagebusinessrelationshipsacrossallareasoftheFoundation.Wealso sponsorandparticipateinconveningsandconferences,asspeakersandlearners,tobenefitthe Foundation,andforprofessionaldevelopment.PleaseseetheTravelandBusinessExpense Guidelinesontheintranetformoredetail.

Inthispolicy,weaddresstravelplanningandreservations,ourguidelines,filingexpensereports, andapplicablesectionsofourCodeofEthics.

TravelPlanningandReservations

TravelNumber:Alltrips require aTravelNumberforexpensereportingandtracking,andto maketravelarrangementsontheAmTravportal.BeforeaccessingtheAmTravportalsite,please obtainaTravelNumberfromthespreadsheetlocated hereontheintranet.Pleasetakethenext availableTravelNumberandcompletetherequestedinformation.Instructionsforeditingthe documentarepostedwithinthespreadsheet.YouwillalsoneedyourTravelNumbertocomplete Certifyexpensereport,explainedfurtherbelow.

Staffcanmakeair,hotel,Amtrak,andrentalcararrangementsthroughtheAmTravportal (locatedontheCertifyhomescreen).Usetheportal1 tomaketravelarrangementsyourself and/ordesignatetheAssociateorAssistantforyourunittomakeyourtravelarrangements.

Bookingflightsatleastten(10)dayspriortotravelisstronglyencouraged.Thirty(30)days priortotravelispreferabletoreceivelowerfares.Werecognize,ofcourse,thatthereare situationswhenlast-minuteschedulingmustbedone,butgenerally,conferences,PLCmeetings, andsitevisitsarescheduledwellinadvance,andreservationscanbemadeinthistimeframe.

Please do not have a grantee or other outside organization book your hotel or make other travel arrangements.

WhileourarrangementwithAmTravincludestelephone/email/livechatservices,thereisan additionalfeeiftheagentassistsincreating/editingabooking.ContactwithAmTravshould,of course,beusedifyouneedemergencyassistancewitharrangementswhiletraveling.

1 Ifthereisagrouprateforaconference,pleasebookyourroomwhenyouregisterfortheconferenceusingthelink providedbytheconferenceorganizer.GrouprateswillnotappearintheAmTravportal.ForPLCs,theoffice servicesmanagerbooksallroomsforWallacestaffaspartof ouroverallarrangementwiththehosthotel.

TravelGuidelines

ThesebindingguidelinesforbusinesstravelandexpensesapplytoallFoundationemployees

Air

Whensearchingforflights,youmustbookthemosteconomical(non-stop)farethatwillgetyou toyourdestinationupto3hourspriortowhenyouneedtoarrive(e.g.,ifyouneedtoarriveat 3:00p.m.,butaflightthatarrivesat1:00p.m.islessexpensivethantheflightthatarrivesat3:00 p.m.,youmustbooktheflightthatarrivesat1:00p.m.),and



AllFlights

o “Regular”EconomyorCoach(lowest-costnon-stopflight):Fareallowsforseat assignmentatbookingandonecarry-onbagandpersonalitematnocharge.

o Feesforseatassignmentatbookingandcarry-onluggageforthefareclassyou selectarepermitted.Wewillalsocoverfeesforonecheckedbagwithinstandard sizeandweightparameters(unlessthereisbusinessneedforoverages).

o Ifonlyamiddleseatisavailableattimeofbooking,upgradingfor“extra legroom”ispermitted

 ScheduledFlightTimeOverFourHours

o Wewillcoverthefeefor“extralegroom”inEconomy/Coachclass.

Rail:

Acelabusinessclass

Lodging:

“Mid-market”hotels,generallyKimpton,Hyatt,Hilton,orMarriott,wheneveravailable2 and closetothemeetinglocation.Ifthehotelstayisinconjunctionwithaconference,pleasebook usingtheconferencerate.

Reimbursablehotelexpensesincluderoomchargesandtaxes,mealsthroughroomserviceorin thehotelrestaurant(subjecttogeneralmealrules,describedbelow),andhotelWi-Fi(subjectto Wi-Firules,below);allotherincidentalchargesaretheresponsibilityofthestaffmember.

TransportationToandFromtheAirport:

Staffshouldselecteithertaxi,ride-hailingservices(e.g.,UberandLyft),orpublictransportation, takingintoconsiderationavailability,convenience,safety,and cost.

2 ForreservationsforstaffhotelstaysinNewYorkCity,pleaseuse“bestrate”onlineservices.

Meals:

Mealexpensesshouldbereasonableandgenerallywithinthesedailyrangesperpersonincluding gratuity:breakfast(upto$25),lunch(upto$40),anddinner(upto$75).FollowingIRS guidance,whentraveling,personalmealswillbeeligibleforreimbursementonlywhenyour travelincludesanovernightstay.Anitemizedreceiptforthemealmustbeincludedwithyour expensereport.

CarRental:

Reservationsmustbewithnationalvendorsforamid-sizecar,whenavailable.Staffshould declineallinsuranceofferedbytherentalcarprovider,astheFoundation’sinsurancecovers rentalcars.Staffwhopurchaseadditionalinsurancewillnotbereimbursedforthecostofthe insuranceandwillberesponsibleforanyadditionalexpenses,includingdeductiblesor loss/diminutionofprimarycoverage,thatmaybeincurredasaresultoftheirdecisiontodoso.

PersonalAutomobile:

Whenapersonalautomobileisusedforbusinesspurposes,reimbursementwillbeaccordingto IRSguidelinesandrates.ThecurrentIRSreimbursementrateisposted hereontheintranet.To bereimbursedformileage,selectthemileagecategoryincertify.Oncethecategoryisselected, newfieldswillappearaskingfortheTO&FROMaddresses.Thenbyclicking“MAPIT,” Certifywillcalculatethedistance,savethemap,andapplytheIRSrate.

Wi-Fi:

Ifwi-fiisneededandfreewi-fiisunavailable,staffcanpurchasewi-fiforthedurationoftheir flightand/orhotelstay.

Personalmembershiprewardsforair,railandhotelareretainedbytheemployee.Pleaseenter yourmembershiprewardnumberinyourAmTravportalprofile.

BookingOutsideourGuidelinesontheAmTravPortal

TheAmTravsiteisintegratedwithourtravelguidelinesandstandardsindicatedabove.Forair travel,ifyouselectaflightthatis$150ormorethanthelowestlogicalfairwithinthetime window(+/-threehoursofpreferreddeparture/arrivaltime),thesystemwillaskyoutoentera reasonforbookingoutsidethisguideline.Afteryouenteryourreason,thebookingwillgo through.Similarly,forhotelbookingsoutsidetheguidelines,youwillbeaskedtoenterareason beforeproceeding.

Notificationofflightandhotelbookingsoutsideofourpolicywillbeemaileddirectlyto managersandwillalsobeincludedinthemonthlyreportreviewedbyFinanceandOperations.

Please save your confirmation email which is your receipt for your Expense Report. In most cases, your booking receipt will atomically save to your Certify wallet.

OtherBusinessMealsandCatering

Reasonableexpensesforbusinessmealsareconsideredeligibleforreimbursementinthese situations:

 AbusinessmealhostedeitheroffsiteorattheFoundationwithguests

 Astaffmeal (eitheronsiteoroffsite)withmembersoftheteamorunittowelcomenew staff,forteamandstaffrecognition,orrecognizestaffwhoareleavingWallace

 Ifworkingpast8:00p.m.onatime-sensitiveproject,dinneriseligibleforreimbursement (upto$35)

Allrequestsformeetings,meals,andcateringinandoutoftheFoundation’soffice,shouldbe madethroughtheOperationsSpecialistusingtheMeetingandConferenceRoomRequestForm locatedhereontheintranet.Ifaspecialset-upfortheconferenceroomorvenueisrequired, pleaseindicateonform.

StaffWorkingAfterHours

Ifastaffmemberworks onsiteatourofficeafter8:00p.m.andtakesacaborride-hailing/ridesharingservicehomeforsafetyorconvenience,thereasonablecostwillbereimbursed. Similarly,dinneriseligibleforreimbursementforupto$35,includinggratuity.

CodeofEthicsandGiftAcceptance

PleaseseetheCodeofEthicspolicy,whichaddressesthepolicyonacceptanceofgifts,services, invitations,tickets,andtables.

AmericanExpressCards

Tofacilitatepayment,reportingandtrackingofbusinessexpenses,theFoundationtypically providesstaffwhotravelonbehalfoftheFoundationorareresponsibleformakingpurchasesfor theFoundationwithanAmericanExpresscreditcard.Useofthecardissubjecttothetermsof thispolicyandanyotherapplicablerules.TheFoundationmaysuspendcardaccessatanytime foranyreason.PleaseusetheAmericanExpresscardfor business expenses only

YourAmericanExpresscardshouldbeusedwhenbookingwithAmTrav.Whenarrangements aremadebytheOperationsSpecialist,thechargeswillbebookedtoyourAmericanExpress card.

AllrewardpointsforpurchasesonyourWallaceAmericanExpressaccruetotheFoundation.

Reporting&Reimbursement

Staffwithbusiness-relatedexpenses(CorporateAmericanExpresscardorout-of-pocket purchases)areaskedto completetheirmonthlyexpensereportusingCertify.Allchargesonthe CorporateAmericanExpresscardareautomaticallypopulatedtoyourCertifywallet,andother out-of-pocketexpensescanbeadded(e.g.,cashfareforridesharing,hoteltips).Instructionsfor howtocompleteyourexpensereportcanbefound hereontheintranet.

Whensubmittingyourexpensereport,pleaseindicatetheTravelNumberonyourexpensereport nexttotheassociatedcharges. Itemizedreceiptsarerequiredforallexpenses.

TofacilitatetimelypaymentoftheAmericanExpressbill,weaskthatyousubmityourCertify expensereportforallbusiness-relatedexpenseswithinseven(7)businessdaysofthemonth’s close.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

EMPLOYMENTLAWPOSTINGS

Tocomplywithlocal,stateandfederalrequirements,thefollowingnoticesareposted hereonthe intranetandonthebulletinboardinthemailroom:

UnitedStates

 EmployeePolygraphProtectionAct

 EmployeeRightsundertheFairLaborStandards Act/FederalMinimumWage

 EqualEmploymentOpportunity

 FamilyandMedicalLeave

 IRS“CheckYourWithholding”

 OSHAJobSafetyandHealth

 UniformedServicesEmploymentandRe-employmentRightsAct(USERRA)

 FormI-9E-Verify

StateofNewYork

 CorrectionLaw–Article23-A

 DisabilityBenefits

 EmployeeBloodDonationLeave

 HumanRightsLaw–DiscriminationNotice

 JobSafetyandHealthProtection

 MinimumWageInformation

 PaidFamilyLeave

 RightsofEmployeestoExpressBreastMilk

 UnemploymentInsurance

 Workers’Compensation

 COVID-19PaidSickLeave(terminatingJuly31,2025)

 ElectronicCommunicationsPrivacyNotice

 VeteranBenefitsandServices

 LaborLawSection740

NewYorkCity

 PaidSickLeaveAct

 StopSexualHarassmentActFactsheet

 TemporaryScheduleChangeNotice

NYHeroAct

Tohelppreventoccupationalexposuretoanairborneinfectiousdisease,theNewYorkstate legislaturepassedtheNewYorkHealthandEssentialRightsActinMay2021.TheActrequires employerstoadoptandimplementamodelairborneinfectiousdiseaseexposurepreventionplan eitherbyadoptingthelaborcommissioner’smodelplanorbycreatingitsownsafetyplanthat meetsorexceedstheminimumstandardsestablishedbythestatelaborcommissioner. FoundationseniormanagementadoptedtheNYStatemodelplanonJuly22,2021.Theadopted plancanbefoundhereinEmployeeLawPostingsontheintranetandonthebulletinboardinthe mail/copyroom.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice.

EmploymentLawPostings March2025

WorkingTogetheratWallace: AGuideforStaff

ACKNOWLEDGEMENTOFRECEIPT

IunderstandthatthepurposeofWorkingTogetheratWallace:AGuideforStaff(“Guide”)isto informmeaboutTheWallaceFoundationguidelines,policies,andpractices.Anyandallprevious verbaland/orwrittenpolicies, procedures, and/orguidelinesthatarecontrarytothosehereinare supersededtotheextentoftheconflict.

IunderstandthatallinformationpresentedtomeinthisGuide—includedpolicieslinkedtoor cross-referencedherein—issubjecttochangewithorwithoutnoticeatthediscretionofthe Foundation.Intheeventthatanyquestionarisesregardingthemeaningofanyprovisionofthis Guide,theFoundation’sinterpretationwillgovern.AnychangestotheGuidemustbeinwriting andaresubjecttotheapprovaloftheFoundation’sPresidentordesignee,or,whererequired,a dulyauthorizedrepresentativeoftheBoard.

Furthermore,IacknowledgethatthisGuideisnotacontractofemployment,nordoesitcreate anybindinglegalobligationsonbehalfoftheFoundation.

EmploymentattheFoundationisatwill.TheFoundationemployeeshavetheabsoluterightto resignatanytimewithorwithoutcauseornotice.Similarly,theFoundationmayterminatethe employmentrelationshipatanytime,withorwithoutcauseornotice.Nothingcontainedinthis Guideshouldbeinterpretedasinanywaylimitingthisat-willrelationship.

IhavereceivedthisGuideandhavebeeninformedthatitisadditionallyavailableontheintranet.I understandthatitismyresponsibilitytoreadit—includingallFoundationpolicies,boththose linkedtoandreferencedhereinandallotherFoundationpolicies—inordertounderstandthe guidelines, policiesandpracticescontainedandreferencedtherein—andtocomplywiththem.In accordancewithapplicablelaw,IamalsospecificallyacknowledgingthatIhavebeenprovided priorwrittennoticeofelectronicmonitoringoftheFoundation’selectroniccommunicationssystem, assetforthintheOwnershipandControlofElectronicCommunicationsSystemspolicyinthe Guide. IunderstandthatmyviolationofanyoftheprovisionsofthisGuideoranyFoundation policymaysubjectmetodisciplinaryaction,uptoandincludingterminationofmyemployment.If thereisanythingIdonotunderstandinany Foundationpolicy,Iwillrequestanexplanationfrom humanresources.

EmployeeSignature

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