BL Companies | Employee Handbook | 2024

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.

16 Employee Handbook BL Companies