BL Companies | Employee Handbook | 2022

▪ Letter from the President & CEO ▪ Overview of the Company ▪ Mission, Vision, Strategy & Values INTEGRITY........................................7 – 28 Hiring Practices Employment Records Work Environment Assets Ethical Practices Adherence to Policies EXCELLENCE....................................29 – 34 Safety Professional Development Evaluation and Development Plans Open Door Policy EMPLOYEE OWNERSHIP....................35 – 48 Employee Benefits Payroll Business Travel and Expenses Employee Engagement Accountability RELATIONSHIPS................................49 – 51 Clients and Business Partners Employee Owners AGILITY............................................52 – 53 Geography Services Client Services ▪ Letter from the Human Resources Department ▪ Handbook Acknowledgement

Our core values identify what we stand for as a company, guide how we behave and provide a compass for decision making and interactions within BL Companies, with clients

and with business partners.

Employee Owners, BL Companies is a growing company with over 400 employee owners across the United States. Our core values provide a common basis to guide our daily decision making and interactions. The core values are as follows: ▪ Integrity ▪ Excellence ▪ Employee Ownership ▪ Relationships ▪ Agility As we updated the Employee Handbook, we decided to align our Employee Handbook policies and procedures under these values. Some policies could fit under more than one section, but are only referenced in one. Our core values identify what we stand for as a company, guide how we behave and provide a compass for decision making and interactions within BL Companies, with clients and with business partners. The policies and procedures in the Employee Handbook are a reflection of those values. It is important that everything we think, say or do reflects adherence to laws, regulations and our policies. We all want to work for a company that does things right and does the right things – even when no one is looking. I ask that you read the enclosed Employee Handbook and personally commit to complying with its requirements. The Handbook is not just a guideline of the existing policies and procedures that govern our day-to-day work practices; it is a reflection of our culture and our integrity as a company.

Carolyn Stanworth, President & CEO

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BL Companies, an employee-owned firm, is a leader in delivering high- quality, integrated architecture, engineering, environmental, land surveying and related services to public and private clients for land development, building design and infrastructure projects. Founded in 1986 as a small transportation, planning and civil engineering firm, BL Companies has grown to become a leading firm sought after for our quality, creativity and expertise in producing successful project outcomes. We are dedicated to total client satisfaction. Our success is founded in our employee owners and a culture that inspires challenges and insists on nothing short of professional excellence. Historically listed in the Top 500 Design Firms in the Country by Engineering News Record, BL Companies has offices in Connecticut, Florida, Massachusetts, Maryland, New Jersey, New York, North Carolina, Ohio, Pennsylvania, Rhode Island, Tennessee and Texas. As a 100% employee-owned Company, we advocate a team approach and strive to formulate long term relationships with our clients and business partners. We believe there is no limit to what a team can do when working in a true partnership. Supplying clients with creative solutions based on a collaborative process assures a result that is greater than the sum of its parts. BL Companies encourages professionalism, teamwork, innovation, leadership and continued improvement. BL Companies expects employee owners to treat each project and each client with the utmost respect, the required confidentiality and the highest level of professionalism and expertise. Employee owners at BL Companies are the foundation of our existence as a firm and a professional community. We help support our employees in finding the right balance between work and life. We are pleased to be an employee-owned, team- oriented company where every individual shares in each other’s successes. BL Companies strives to provide a pleasant working atmosphere, a competitive wage and benefit package and ample opportunity for challenge.

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MISSION: our core purpose To provide creative solutions that enhance the built and natural environment through the leadership and dedication of our employee owners working in partnership with our clients

VISION: our future To be our clients’ first choice for Architecture,

Engineering, Environmental and Land Surveying Services. We will be sought after for our quality, creativity and expertise.

STRATEGY: our plan To serve our existing and future clients by providing multi-discipline services in each region serving the Retail, Commercial and Residential, Energy and Public Infrastructure markets while maintaining sustained profitability through engaged employee owners.

VALUES: our core values INTEGRITY

We behave ethically and respectfully while holding ourselves accountable for our actions and performance. EXCELLENCE We perform our work safely and take pride in achieving outstanding results in all aspects of what we do and the way we do it. EMPLOYEE OWNERSHIP We encourage the imagination, enthusiasm and collaboration of employees as it creates unlimited potential resulting in sustainable financial performance and profitability. We assist, support and reward personal and professional growth. RELATIONSHIPS We build enduring relationships with our clients, business partners and communities by providing creative solutions and delivering exceptional service. AGILITY We embrace change by being flexible, proactive and decisive in a constantly changing environment.

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Hiring Practices Employment Records Work Environment Assets Ethical Practices Adherence to Policies

We behave ethically and respectfully while holding ourselves accountable for our actions and performance.

HIRING PRACTICES Equal Employment Opportunity and Immigration Law In order to provide equal employment and advancement opportunities to all individuals, employment decisions at BL Companies are based on merit, qualifications and abilities. The Company is committed to a policy of recruiting, hiring, training and promoting qualified individuals without regard to race, color, ancestry, religion, gender, gender identity, age, marital status, national origin, veteran status, disability, sexual orientation or any other characteristic protected by law. Employee Owners with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of the Director of Human Resources. If at any time you do not feel a concern you have about discrimination has been adequately addressed, you should bring your concern directly to the attention of the General Counsel. Employee Owners can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination is subject to disciplinary action. Discipline can range from a warning up to and including termination of employment. BL Companies is committed to employing only United States citizens and aliens who are authorized to work in the United States. The Company does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new

employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with BL Companies within the past 3 years, or if their previous I-9 was not retained or is no longer valid. BL Companies participates in E-Verify. E-Verify is the federal system that verifies this I-9 form against Social Security numbers through a partnership between the Department of Homeland Security and the Social Security Administration. Background Checks BL Companies believes that hiring qualified individuals to fill positions contributes to the overall strategic success of the Company. Background checks serve as an important part of the selection process at BL Companies by promoting a safe environment for current and future employees. contingent upon satisfactory results of a thorough background investigation. Background checks or drug and alcohol screening may be conducted on current employees if required by a particular client for a particular situation. Background checks will include: ▪ Criminal history check – Searches for a felony and/or misdemeanor through data from federal, state and county levels. As of January 1, 2012, all offers of employment at BL Companies are

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▪ Check to confirm identification and eligibility to work in the United States – Verification of Social Security number. ▪ Residential address verification – Verification of residence history based on given addresses. ▪ Sex offender registry check – Review of published government listing. ▪ Motor vehicle driving record check – Searches of driving records to verify licenses and review of driving history through the DMV. ▪ Education and professional license verification – Verification of education and professional licenses will be done directly with the schools and licensing boards as submitted by the applicant. ▪ Drug Testing – 10-panel drug screening, including marijuana. Procedure: For all new hires, after a verbal and/ or written employment offer is made, the prospective employee will sign a consent form authorizing the Company to perform the check. After receiving the consent form, the Human Resources Department will request the background check through a third party agency. All background checks will be performed in compliance with federal and state statutes, including the Fair Credit Reporting Act. For new hires, information attained from the background check process will only be used as part of the employment process and kept strictly confidential. A member We encourage you to reach out to the Human Resources Department with any questions about the policies in this Employee Handbook!

of the Human Resources Department will review the information. In instances where negative information is obtained, the General Counsel, Executive Director of the Department, President, if need be, and the Director of Human Resources will assess the potential risks and liabilities related to the job’s requirements and determine whether the individual will be hired. If there are statutory reporting requirements, those will be followed. Current employees will go through the same process if mandated by a client for a particular project. The Human Resources Department will maintain records that will include the position the employee is applying for or for current employees, the position held, the employee’s name, and the date of the background check. Only members of the Human Resources Department will have access to this information. A copy of the report will be given to the employee upon request. Employment Classifications It is the intent of BL Companies to clarify the employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the “at- will” employment relationship at any time is retained by both the employee and the Company.

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EMPLOYEE: A person who receives wages or salary from the Company.

EXEMPT EMPLOYEE: Employees who are not subject to the overtime provisions of the wage and hour laws. Their positions have qualified for exemption under the law as executive, administrative, outside sales or professional employees.

NON-EXEMPT EMPLOYEE: Employees who are compensated hourly or who are eligible for overtime as provided in applicable wage and hour laws.

In addition to the above categories, each employee will belong to one of the following classifications:

REGULAR FULL-TIME : An employee who has successfully completed the Introductory Period and who regularly works forty (40) or more hours weekly. Regular full-time employees are eligible for all Company benefits.

REGULAR PART-TIME: An employee who has successfully completed the Introductory Period and who regularly works fewer than forty (40) hours weekly. These employees are not eligible to receive Company benefits, with the exception that they may be able to participate in the Company’s Health Insurance, 401K and ESOP Plan if the employee meets plan eligibility requirements. (See Health Insurance, 401K & ESOP Plan elsewhere in this Handbook).

INTRODUCTORY PERIOD: A newly-hired person, whether full-time or part-time, who has not yet completed ninety (90) days of uninterrupted employment or who, in the Company’s determination, has not yet demonstrated sufficient competency in the performance of his or her job duties. Successful completion of the Introductory Period does not guarantee continued employment and does not change the at-will nature of the employment relationship. The eligibility for benefits during the Introductory Period varies by benefit. See the discussion under “Introductory Period” in the Handbook.

TEMPORARY/ON-CALL: A temporary employee is one who is hired for a limited duration or to assist in the completion of a specific project. These employees are not eligible to receive Company benefits, with the exception that they may be able to participate in the Company’s 401K Plan if the employee meets plan eligibility requirements. (See 401K Plan elsewhere in this Handbook). There is no restriction regarding duration of employment as long as the employee understands and accepts the terms of employment. He or she can be employed for a specific time or it can be open ended. There is no requirement that he or she be converted to a Regular employee after some specified time. Temporary employees can be paid on an hourly or salary basis based on job classification. There is

no limit on the amount of hours they can work per week. Temporary employees may be hired as a full time employee (40 hours per week), part-time (a specified number of hours per week that is less than 40) or on-call (the hours fluctuate from week- to-week). If an employee is hired as a part-time temporary employee, like all hourly employees, he or she must be paid according to wage and hour law (i.e. time and a half after 40 worked hours.) A temporary employee should receive an employment letter stating the terms of his or her employment. If the terms include the possibility of being reviewed to become a regular full- time employee, that review should occur as specified in the employment letter and should be documented.

INTERN: An employee, full-time or part-time, typically a student, who is hired to work for a fixed period of time such as a school semester or summer break. Interns are not eligible to receive Company benefits, with the exception that they may be able to participate in the Company’s 401K Plan if the employee meets plan eligibility requirements. (See 401K Plan elsewhere in this Handbook).

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Paycom BL Companies has partnered with Paycom, a comprehensive Human Resources and Payroll System. Paycom aligns with our company culture of investing in our people, which includes providing our valued team members with the best technology and resources. You will find that Paycom offers you more functionality, and it’s incredibly easy to use. Instead of having multiple logins and passwords, you’ll have just one login to your Employee Self-Service tool, accessible 24/7 on desktop and mobile. You will be able to: ▪ change contact information ▪ enroll in benefits and make plan changes for qualifying events ▪ access paystubs and W-2 statements ▪ review your deductions ▪ change your withholdings ▪ access on-demand training ▪ access evaluations, development plans, technical training ▪ view and sign important documents. Introductory Period All new employees are considered to be in an Introductory Period for a period of ninety (90) days. The Introductory Period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. During the Introductory Period, employees are not eligible to use Paid Time Off (PTO). These employees will be paid for Company-sanctioned holiday time or CPTO during the Introductory Period after 30 days of employment. During this time, job performance and contribution will be closely evaluated and the employee is expected to demonstrate his or her ability in an efficient manner. Any time off taken by a non-exempt employee during this Introductory Period will be unpaid. Any time off taken by an exempt

employee previously approved by his or her supervisor will have such time counted against his or her PTO account. Any PTO balances will be paid upon separation of employment. The Company reserves the right to extend an employee’s Introductory Period based on the employee’s job performance at the Company’s discretion. Successful completion of the Introductory Period does not guarantee continued employment and does not change the at-will nature of the employment relationship. EMPLOYMENT RECORDS Employee Data Changes It is the responsibility of each employee to promptly notify the Company of any changes in personal data. Personal mailing addresses, telephone numbers, number and names of dependents, legal name changes, individuals to be contacted in the event of an emergency and other such information should be accurate and current at all times. Inaccuracies may prevent an employee from receiving important correspondence or communications. The employee should notify the Human Resources Department of any personal data changes and update their information in their Paycom account. Access to Personnel Records BL Companies maintains a personnel file on each employee. The personnel file includes such information as the employee’s job application, resume, records of training, salary increases and other employment records. Personnel files are the property of BL Companies and access to the information they contain is generally restricted. Information may be disclosed to permit BL Companies to monitor and/or comply with legal obligations. Employees who wish to review their own file should contact the Human Resources Department. Employees also have access

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to Paycom to view their personnel files. Alternatively, the employee may submit a written request to the Human Resources Department, receive a copy of their file and submit comments if desired. Medical records, if any, will be kept in a separate confidential file. BL Companies maintains this information in the strictest confidence and may not use or disclose medical information about the employee without the employee first having signed an authorization form permitting such use or disclosure. Use of Employees Information As part of the process of obtaining new work, the Company is often asked to provide a prospective client with information about the qualifications of the Company and of individual employees. In response, the Company may provide information about individual employees including, but not limited to, educational background, degrees, certifications, professional licenses and professional experience, including experience obtained while employed elsewhere. This information may also be used by the Company or provided to others for business reasons. Some of this information, particularly regarding individual licenses, may be posted on the Company’s internal website or Paycom. Individual employees are required to cooperate with the Company in compiling this information and keeping it up-to-date. When there is a reason to use or to provide such information, the Company will not seek permission for, or provide notice of, the particular use or disclosure.

Employees’ photographs (headshots and event pictures) may be used on Company Intranet and/ or Internet, Paycom, printed and/or electronic employee newsletters, printed client newsletter; and, for editorial, trade, social media, advertising, and any other marketing purpose. Occasionally, social security numbers are required for various RFP and RFQ submittals prepared by the Marketing Department as well as some professional license applications. In order to prevent identity theft, for all RFP and RFQ submittals, only a portion of the social security number is provided with a note that the entire social security number may be provided upon request. The full social security number shall be given out only with the employee’s consent. WORK ENVIRONMENT BL Companies has three work environment options for employees – fully remote, fully in- office or hybrid. Fully Remote – While fully remote anticipates that most of an employee’s work will be done at home, this environment also contemplates that a fully remote employee could be asked to come into the office for a meeting, a presentation, a training or to be with that employee’s team for work-related, including team-building, matters as well as attend off-site client meetings or hearings. Fully In-Office – This environment is self- explanatory. Please note that there are some roles that require an employee to be

BL may use employees’ photographs in our newsletters and on social media. Say cheese!

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in the office full time. If an employee is hired for one of those roles, he/she will be fully in- office. Hybrid – This environment will be a certain number of days in the office and a certain number of days at home. Upon approval of this arrangement by the employee’s supervisor and Executive Director, the employee will be expected to designate the days that he/she will be in the office and to generally stick to that schedule. Working Hours and Attendance Regardless of which arrangement an employee is working under, regular office hours for the Company are Monday through Friday from 8:30 a.m. to 5:30 p.m. Employees are entitled to one 1-hour unpaid lunch break, making the workday eight (8) hours and the workweek forty (40) hours. Employees may be required to work more than forty (40) hours in order to meet client and Company needs. Any variation of this schedule must be approved by the employee’s supervisor and Director. The nature of our business requires teamwork. When an employee is absent from work, everyone else must make adjustments to cover the workload. BL Companies expects employees to be reliable and punctual in reporting for work. This includes if an employee is working from home. As the workday begins at 8:30, employees working from home are expected to be logged in and ready to work by 8:30 a.m. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated absence. Employees are also required to phone each day of their absence. If it is necessary to schedule appointments during the workday, employees are encouraged to make them early in the morning or late in the day so as to cause as little disruption of the workday as possible. Employees who do not report for work –

whether in the office or at home – and fail to notify their supervisor of the reason for their absence for a period of three (3) or more consecutive days will be considered to have voluntarily abandoned their job. Desk Space Each of BL’s offices is unique. Currently, some offices are able to accommodate all employees who want to work in the office and others cannot. Therefore, each office will be treated differently. If the office can accommodate all employees, all employees, whether fully in- office or hybrid will have a seat. For offices where there is not enough space for all, those who are fully in the office will have a seat. The spaces will then be allocated based on days in the office and availability. Those employees who are only in the office 1-2 days a week or are fully remote, may not have a dedicated desk space. However, there will be areas in the office available for such employees when they need to come into the office where they can connect their laptop and work productively. circumstances may change as leases are renewed or not renewed. Employees are not guaranteed a dedicated spot in any office as BL’s infrastructure needs will change over time. Requesting the Type of Work Environment Each employee may request which type of work environment he or she would prefer. That request should be communicated to the employee’s supervisor. Upon approval from both the supervisor and the Executive Director, the employee’s request will be granted. No employee request will be unreasonably withheld. If circumstances change in an employee’s performance, the team’s performance, the employee’s role or client demands, For those offices that can currently accommodate every employee,

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an employee may be asked to return to the office full time or for a greater number of days than originally requested. BL Companies makes no guarantee that an employee’s work requirement request will be granted or that it will not change if circumstances change. Equipment Upon hire, every employee at BL will be provided the following equipment based on the type of work environment requested and approved: Fully Remote Laptop User ▪ A laptop computer ▪ Two monitors, one with a camera ▪ A keyboard and mouse ▪ A docking station Fully Remote Desktop User ▪ A laptop computer (no software loaded) ▪ Two monitors, one with a camera ▪ A keyboard and mouse ▪ A docking station ▪ A desktop computer that remains in the office in a bank of computers along with a keyboard and mouse Fully in the Office Laptop User ▪ A laptop computer ▪ Two monitors, one with a camera ▪ A keyboard and mouse ▪ A docking station Fully in the Office Desktop User ▪ Two monitors, one with a camera ▪ A keyboard and mouse ▪ A desktop computer that remains in the office at the employee’s desk Hybrid Laptop User ▪ A laptop computer ▪ Four monitors (two for office and two for home), one in the pair with a camera ▪ Two keyboards and mice ▪ Two docking stations Hybrid Desktop User ▪ A laptop computer (no software loaded) ▪ Four monitors (two for office and two for home), one in the pair with a camera ▪ Two keyboards and mice ▪ One docking station for home ▪ A desktop computer that remains in the office at the employee’s desk

All equipment provided to the employee by BL is owned by BL and will need to be kept in good working order and returned upon departure. Additionally, such equipment is to be used for BL business purposes only. Supplies BL Companies will supply employees who are 100% remote or hybrid with appropriate office supplies as deemed necessary. BL will also reimburse such employees for business- related expenses such as shipping costs that are reasonably incurred in carrying out an employee’s job responsibilities. Home Set Up and Safety Employees working any part of the week from home shall establish an appropriate work environment within his or her home for work purposes. BL recommends that an employee working any part of the week from home have cable or fiber internet and bandwidth of equal to or greater than 200 megabytes per second. BL will not be responsible for costs associated with the setup of any employee’s home office such as providing furniture or lighting. Employees are expected to maintain their home workspace in a safe manner free from safety hazards. Inclement Weather BL will close a particular office only when that state’s Governor declares a State of Emergency and has also issued a travel ban. If the Governor sends state employees home, it is not the same as a State of Emergency. As all employees will have the ability to work from home, employees should leave the office early or not come in at all to ensure a safe commute and work from home for the whole day or for the remaining hours of the day. Dress Code and Personal Appearance BL Companies strives to maintain a professional environment. It is important to have a professional personal appearance while conducting Company business. Employees are expected to dress and groom

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themselves in accordance with accepted social and business standards, particularly if the employee’s job involves dealing with clients or visitors in person or on video calls. Office Appearance The Company makes every effort to provide employees with the space and resources required to perform their job. In order to provide a safe and comfortable atmosphere, the office is cleaned on a daily basis. Employees are encouraged to keep their workspace neat and presentable. In addition, common areas such as the reception area, kitchen, copy areas, filing rooms supply closets and conference rooms should be kept neat and orderly. To this end, employees are asked to clean up after themselves and leave the area in the same (or better) condition than it was found. As we work in an open environment, please be mindful of your surroundings. Please be advised that it is our Company policy that pets are not allowed in any of our BL offices and Company vehicles. Office Security Employees are requested not to leave valuables exposed during the day and to remove all valuables overnight and on weekends. Any valuables left in the building should be locked up at all times. Requests for locks should be made to the Human Resources Department. The Company is not responsible for the loss of personal valuables. Employees who are responsible for their department’s equipment must be sure to lock such equipment in a secure area at the end of the business day.

Before borrowing any piece of equipment from another employee’s work area, please ask permission. If an employee observes any suspicious or unusual activity, he or she is requested to report such activity to his or her Department Director or supervisor. Smoking Free Environment All of BL Companies’ facilities and Company vehicles are smoke free. No smoking is allowed in any Company facility (including smokeless tobacco, vaping, and e-cigarrettes). Smoking is only permitted in designated areas outside of Company facilities during breaks. Drug and Alcohol Use Policy It is BL Companies’ desire to provide a drug-free, healthful and safe workplace. To promote this goal, employees are required to report to work in an appropriate mental and physical condition to perform their jobs in a satisfactory manner. While on BL Companies’ premises and while conducting business-related activities off BL Companies’ premises, no Employee may misuse alcohol or be under the influence of alcohol or drugs. BL Companies also prohibits reporting to work or performing services under the influence of alcohol or consuming alcohol while on duty or during work hours. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.

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The above prohibitions include the use of marijuana. Accordingly, while on BL Companies’ premises and while conducting business-related activities off BL Companies’ premises, no employee may use marijuana or be under the influence of marijuana. Once employed, employees are subject to drug and/or alcohol testing if the employee’s behavior or performance creates a reasonable suspicion of drug or alcohol use. Current employees may be subject to a drug screening if required by a client for a particular project. (Please see Background Check Policy.) Additionally, employees may be subject to drug and alcohol testing if the employee was involved in a work-related incident in which drugs and/or alcohol may have been a factor. Non Harassment Environment It is the Company’s policy to maintain an environment free of any type of harassment, discrimination and retaliation. Any type of harassment, including sexual harassment, directed at any employee is subject to disciplinary action. Harassment is any verbal, written or physical conduct designed to threaten, intimidate or coerce an employee for the purpose or effect of creating an intimidating, hostile or offensive work environment. Examples of harassment include: slurs or negative stereotyping, threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility that is placed on walls or elsewhere on Company’s premises or circulated in the workplace on Company time or using Company equipment by e-mail, phone, voice mails, text messages or social networking sites. Like all forms of prohibited discrimination, sexual harassment will not be tolerated. Examples of sexual harassment include: unwelcome sexual advances; suggestive or lewd remarks; unwanted hugs, touches,

kisses, requests for sexual favors; retaliation for complaining about sexual harassment; and derogatory or pornographic posters, cartoons or drawings. Any employee who witnesses or who is subjected to sexual harassment or intimidation should immediately contact their Supervisor or the Director of Human Resources. If an employee does not feel comfortable addressing the issue with their supervisor or the Director of Human Resources, he or she should contact the Company’s General Counsel. All complaints of sexual harassment will be promptly and confidentially investigated in accordance with this procedure. BL Companies prohibits retaliation against any employee who reports harassment or participates in an investigation of such reports. BL Companies will maintain confidentiality throughout the investigation process to the extent possible and any information will be disclosed strictly on a need-to-know basis. Complaint and Resolution Procedures Employee Owners can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination or harassment is subject to disciplinary action. Discipline can range from a warning up to and including termination of employment. BL Companies will follow the following procedures for lodging a complaint of harassment, discrimination or retaliation. BL will treat all aspects of the procedure confidentially to the extent reasonably possible. 1. Complaints should be submitted as soon as possible after an incident has occurred. The Director of Human Resources may assist the complainant in completing a written statement or, in the event an employee refuses to provide information in writing, the Director of Human Resources will memorialize the verbal complaint.

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investigation will submit a written report of his or her findings to the Company. If it is determined that a violation of the Plan has occurred, the Director of Human Resources will recommend appropriate disciplinary action. The appropriate action will depend on the following factors: a) the severity, frequency and pervasiveness of the conduct; b) the quality of the evidence (e.g., firsthand knowledge, credible corroboration). 7. CEO and the Executive Director of that discipline will review the investigative report and recommendations made by the Director of Human Resources or General Counsel and any statements submitted by the complainant or respondent, discuss results of the investigation with the Director of Human Resources and other management staff as appropriate, and decide what action, if any, will be taken. 8. Once a final decision is made by the CEO and the Executive Director of that discipline, the Director of Human Resources and the General Counsel will meet with the complainant and the respondent separately and notify them of the findings of the investigation. If

2. Upon receiving a complaint or being advised by a supervisor that violation of this Affirmative Action Statement and Plan (“Plan”) has taken placed, the Director of Human Resources will notify the CEO and the Executive Director of that discipline and review the complaint with the Company’s General Counsel. 3. The Director of Human Resources will initiate an investigation to determine whether there is a reasonable basis for believing that the alleged violation of the Plan occurred. 4. If necessary, the complainant and the respondent will be separated during the investigation, either through reassignment or administrative leave. 5. During the investigation, the Director of Human Resources, together with the General Counsel or other management employees, will interview the complainant, the respondent and any witnesses to determine whether the alleged conduct occurred. 6. Upon conclusion of an investigation, the Director of Human Resources, General Counsel or the Executive Director who conducted the

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Computers, computer files, the e-mail system and software furnished to employees are BL Companies’ property intended for Company business.

BL Companies reserves its right to monitor its e-mail system – including an employee’s mailbox – at its discretion. In certain situations, BL Companies may be compelled to access and disclose messages sent over its e-mail system.

Employees should not use a password, access a file or retrieve any stored communication without authorization. To ensure compliance with this policy, computer usage may be monitored. Employees shall not share an e-mail password, provide e-mail access to an unauthorized user or access another user’s e-mail box without authorization.

BL Companies provides laptop and tablet computers to certain employees at the Company’s expense. These computers are provided to enable these employees to perform work while traveling for the Company or at home (after normal business hours). It is understood that any employee who receives a laptop or tablet computer from the Company will use it only for work related purposes Although used by employees, these laptops and tablets shall remain the property of the Company and must be returned to the Company upon request or separation of employment.

The existence of passwords and “message delete” or “message unsent” functions do not restrict or eliminate BL Companies’ ability or right to access electronic communications.

BL Companies purchases and

licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation.

Offensive, demeaning or disruptive messages are prohibited. Employees shall not post, display or make easily available any access information or messages, which are derogatory, defamatory, obscene, threatening or otherwise inappropriate.

Unless authorized by the software developer, BL Companies does not have the right to reproduce such software for the use on more than one (1) computer.

Employees may only use software on local area networks or on multiple machines according to the software license agreement. BL Companies prohibits the illegal duplication of software and its related documentation.

Employee e-mail communications are not considered private despite any such designation either by the sender or the recipient.

Messages sent to recipients outside of BL Companies are not secure.

All e-mail correspondence is the property of BL Companies.

E-mail should also be used solely for business purposes.

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Social Media General Provisions BL Companies takes no position on an employee’s decision to start or maintain a personal blog or participate in other social networking activities when the employee is not at work (or is on personal time.) Blogging or other forms of social media or technology include but are not limited to video or wiki postings, sites such as Facebook, LinkedIn, Instagram and Twitter, chat rooms, personal blogs or other similar forms of online journals, diaries or personal newsletters not affiliated with BL Companies. However, unless specifically instructed, employees are not authorized and, therefore, prohibited from speaking on behalf of BL Companies. Employees may not publicly discuss clients, projects, employees or any work-related matters, whether confidential or not, outside Company- authorized communications. Employees are expected to protect the privacy of BL Companies and its employees and clients. Always be fair and courteous to co-workers, clients and business partners who work on behalf of BL Companies. If you decide to post complaints or criticism, avoid using statements that reasonably could be viewed as malicious, threatening or intimidating, that disparage co-workers, clients and/or business partners or that might constitute harassment or bullying. Employer Monitoring Employees are cautioned that they should have no expectation of privacy while using the Internet while at work. Employees’ postings can be reviewed by anyone, including BL. BL Companies reserves the right to monitor comments or discussions about the Company, its employees, clients and the industry, including projects and competitors, posted on the Internet by anyone, including employees and non- employees.

disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be implemented. If the investigation is inconclusive or if it is determined that there has been no violation of the Affirmative Action Plan, but potentially problematic conduct may have occurred, the Director of Human Resources may recommend appropriate preventive action. Nothing in this Complaint and Resolution Procedure may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state or Solicitation for any cause during working time is not permitted. Employees are not permitted to distribute non-Company literature in work areas at any time during working time. Working time is defined as the time assigned for the performance of the employee’s job and does not apply to break periods and meal times. Employees are not permitted to sell chances, merchandise or otherwise solicit or distribute literature without prior approval from their Discipline Director or the Human Resources Director. Persons not employed by BL Companies are prohibited from soliciting or distributing literature on Company property or from being on Company property if their intent is to distribute literature or solicit for any cause. Socializing During Work Time Our work is generally accomplished by teams and we encourage Employee Owners to take the time to get to know each other. There are many opportunities to do that such as lunch, breaks, Company events and off hours. Employees are expected to devote their work time to work activities. Socializing is to take place in areas that do not disturb other people who are working. federal agencies or the courts. Solicitation and Distribution

Employee Handbook

Integrity 19

ASSETS Company Equipment

of computers and electronic information as tools to perform the work and support the Company. It is the responsibility of each employee to ensure that this technology is used for proper business purposes and in a manner that does not compromise the confidentiality of sensitive information. Phones and Cell Phones Personal use of Company-owned telephones for long-distance and toll calls is not permitted. Employees should practice discretion in using Company telephones when making local personal calls and may be required to reimburse the Company for any charges resulting from their personal use of the telephone. Cell phones are provided to employees for business purposes only. Cell phones should not be used if lower cost alternatives are available. Accordingly, they should not be used in the office or for lengthy conference calls. The Company may require reimbursement for personal use of the Company cell phone. Hands-free devices must be used where required by law and should be used whenever driving. ▪ Employees may not use a hand-held cell phone while operating a Company vehicle, a rental vehicle used for Company business or when driving a personal vehicle on Company business whether the vehicle is in motion or stopped at a traffic light. This includes, but is not limited to, answering or making phone calls, engaging in phone conversations, and reading or responding to emails, instant messages, and text messages. ▪ If Employees need to use their phones, they must pull over safely to the side of the road or another safe location.

Equipment essential in accomplishing job duties is expensive and may be difficult to replace. When using BL Companies’ property, employees are expected to exercise care, perform required maintenance and follow all operating instructions, safety standards and guidelines. Employees should notify their supervisor if any equipment appears to be damaged, defective or needs repair. Prompt reporting of damages, defects and the need for repairs can prevent deterioration of equipment and possible injury to employees or others. Employees should not attempt to repair damaged equipment on their own. Company equipment should be used only for Company-related activities and never for personal use. Use of Company Assets Company vehicles and equipment should only be used for Company-related travel and services and not for personal use. Company vehicles may be driven home and used as transportation to and from jobsites only when approved by the Executive Discipline Director. Vehicles or equipment used for personal reasons may result in disciplinary action. If a BL vehicle or piece of equipment is damaged by an employee and the use is found to be personal, the employee will be responsible for reimbursing the Company for the damage. Computers, Email, Phones, Cellphones and Internet BL Companies is committed to providing an environment that encourages the use

Employees must treat all information about the Company’s clients, their projects and other business information as confidential and not disclose it to, or discuss it with, anyone outside the Company.

20 Employee Handbook BL Companies

Internet Use ▪ BL Companies’ network, including its connection to the Internet, is to be used primarily for business- related purposes. Any unauthorized use of the Internet is strictly prohibited. Unauthorized use includes, but is not limited to: connecting, posting or downloading pornographic material; engaging in computer “hacking” and other related activities; attempting to disable or compromise the security of information contained on BL Companies’ computers; or otherwise using BL Companies’ computers in a manner which interferes with their business purpose. ▪ Anything sent through the Internet passes through a number of different computer systems, all with different levels of security. The confidentiality of messages may be compromised at any point along the way. ▪ BL Companies reserves the right to monitor Internet use at its discretion. ▪ Because postings placed on the Internet display BL Companies’ address, employees should make certain before posting information on the Internet that the information reflects the standards and policies of BL Companies. ▪ Information posted or viewed on the

Internet may constitute published material. Therefore, reproduction of information posted or otherwise available over the Internet may be done only by express permission from the author. ▪ Employees may not establish Internet or other external network connections that could allow unauthorized persons to gain access to the Company’s systems and information. These connections include the establishment of hosts with public modem dial-ins, World Wide Web home pages and File Transfer Protocol (FTP). ▪ All files downloaded from the Internet must be checked for possible computer viruses. If you are uncertain whether your virus checking software is current, you must check with the IT Department before downloading. Vehicles Company vehicles are available for use by employees for Company-related travel. A gasoline credit card is available for each vehicle and employees are required to maintain the gas level for the next driver. If more than one (1) employee needs a vehicle and none are available, the employee will be reimbursed for mileage in a personal vehicle at the current Internal Revenue Service rate. However, if the Company vehicle is available and the employee opts not to use it, he or she will not be reimbursed for mileage. Please be advised that it is our Company policy that pets are not allowed in any of our BL Company vehicles.

Employee Handbook

Integrity 21

ETHICAL PRACTICES Confidentiality

keep such information confidential and to use it solely in the interest of the Company. When in doubt, the employee should treat the matter in the strictest confidence and consult the Legal Department or the Human Resources Department for clarification. This confidentiality provision extends to all employees during their employment with the Company and after their departure. All employees will be required to sign a Confidentiality Agreement. All employees are responsible for becoming familiar with, and complying with, the policies contained in it. Conflicts of Interest and Moonlighting Policies In order to protect BL Companies’ interests, any outside employment undertaken by a Company employee must not conflict with his or her obligation to BL Companies. Employees should avoid any situation that may involve a conflict of interest with the Company. These prohibitions include, but are not limited to: ownership or a substantial interest in a business that interacts or competes with the Company or its clients; engagement in any outside activity for which remuneration is received and which could present an opportunity for conflict with the Company or its clients; and the use of confidential information gained in the course of employment for the benefit of the employee or a third party.

Employees sometimes have access to confidential, secret and proprietary information learned or acquired through their association with the Company. Such employees must use and/or disclose such information only for the performance of their jobs. Particular care must be taken to keep confidential any information of possible value to competitors or potentially damaging to clients and their competitors, or information received under an express or implied confidentiality obligation or information received from third parties. Employees must treat all information about the Company’s clients, their projects and other business information as confidential and not disclose it to, or discuss it with, anyone outside the Company. In many instances, the identity of a client or even the fact that a project is being considered at a particular site is extremely sensitive. Confidential information about the Company and/or clients should never be shared with anyone outside the office. In addition, all information proprietary to the Company including but not limited to client lists, client prospects, marketing data and procedures, pricing protocols, etc. are trade secrets that must not be shared with anyone outside the Company. Information acquired in the course of employment must not be used for individual benefit. Access to confidential information does not carry with it personal benefit or advantage but imposes an obligation to

22 Employee Handbook BL Companies