BL Companies | Employee Handbook | 2024

a Supervisor considers serious or when a verbal warning has not helped change unacceptable behavior or performance. The Supervisor, in consultation with Human Resources may place the Employee on a Performance Improvement Plan. Each Performance Improvement Plan will be provided with a specific time period. Within this time period, the Employee must demonstrate a willingness and ability to meet and maintain the conduct and work requirements specified by the Supervisor and the Company. The Supervisor and Employee should meet regularly to assess the progress of the Performance Improvement Plan. If the Employee has met the goals and expectations described in the Performance Improvement Plan, the Supervisor will document that he or she has successfully completed the Performance Improvement Plan. If established goals are not met, dismissal may occur. Performance Improvement Plans may be extended by Supervisors as long as the Employees are showing sufficient improvement in their performance. BL Companies reserves the right to administer appropriate disciplinary action for all forms of disruptive or inappropriate behavior. Each situation will be dealt with on an individual basis. Separation from Employment An employee, who wishes to resign from the Company, while not required, is asked to give two (2) weeks’ notice and to submit his or her resignation in writing to the Company. PTO accrued up to the date of resignation will be paid. An employee’s last day of employment can’t be a PTO day or holiday. Upon resignation, BL Companies can determine an employee’s last day of employment to be prior to the end of the two-week period based on BL’s business needs.

An employee who resigns or is terminated by the Company for whatever reason is not eligible to receive paid holidays or Company paid time off and the employee is required to submit a final time sheet. Such employees may be invited to an exit interview. They will also receive an Unemployment Compensation Form and are entitled to continue medical coverage monthly pursuant to COBRA regulations. All BL Companies’ property, such as keys, cell phones, laptops, all client files, internal BL policies and procedures, etc. must be returned to BL Companies at the time of the employee’s separation from employment. Employees will be responsible for any lost or damaged items belonging to the Company. The value of any property issued and not returned may be deducted from an employee’s paycheck, and employees may be required to sign a wage deduction authorization form for this purpose. Employees who are unable to report to work due to illness, injury or personal emergencies must notify their supervisor before the scheduled start of their workday. BL Companies may request a physician’s statement verifying that the employee was absent from work due to illness or any injury. Such verification may also be requested for other sick leave absences. Insubordination Insubordination is refusing to do, or simply not doing, a task or activity requested of the employee by a supervisor or a member of Company management that is a fair request and within the appropriate spectrum of business needs. Insubordination will lead to disciplinary action and/or termination. Unscheduled Absences and Insubordination

30 Employee Handbook BL Companies