GREENFIELD MANUFACTURING, INC. EMPLOYEE HANDBOOK - EXCERPT Last Updated: September 2024 SECTION 12: TIME OFF AND LEAVE POLICIES 12.1 Paid Time Off (PTO) All full-time salaried employees are eligible for PTO beginning on their date of hire. PTO accrues on a per-pay-period basis according to the following schedule: Years of Service 0-2: 15 days per year (4.62 hours per biweekly pay period) Years of Service 3-7: 20 days per year (6.15 hours per biweekly pay period) Years of Service 8+: 25 days per year (7.69 hours per biweekly pay period) PTO must be requested at least two weeks in advance for absences of three or more consecutive days. Single-day or two-day requests require at least 48 hours notice. All PTO requests are subject to manager approval based on operational needs. Unused PTO may be carried over to the following calendar year, up to a maximum of 10 days. Any PTO balance exceeding the carryover maximum as of December 31 will be forfeited. The company does not pay out unused PTO at year-end. Upon separation from the company, unused PTO will be paid out at the employee's current rate of pay, regardless of the reason for separation. This payout is capped at 15 days regardless of the employee's accrued balance. 12.2 Sick Leave All employees accrue sick leave at a rate of 1 day per month of employment, up to a maximum bank of 60 days. Sick leave may be used for the employee's own illness, medical appointments, or to care for an immediate family member (spouse, child, or parent) who is ill. A doctor's note is required for absences of three or more consecutive sick days. Sick leave is not paid out upon separation from the company. 12.3 Holidays The company observes the following paid holidays: New Year's Day, Martin Luther King Jr. Day, Presidents' Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve, Christmas Day, New Year's Eve (half day) When a holiday falls on a Saturday, it will be observed on the preceding Friday. When a holiday falls on a Sunday, it will be observed on the following Monday. Production employees required to work on a company holiday will receive their regular pay plus time-and-a-half for all hours worked on the holiday. 12.4 Bereavement Leave Employees may take up to 3 paid days for the death of an immediate family member (spouse, child, parent, sibling). One paid day is provided for the death of a grandparent, grandchild, or in-law. Additional unpaid time may be granted at the manager's discretion. 12.5 Jury Duty Employees called for jury duty will receive their full regular pay for up to 10 business days. Employees must provide the jury duty summons to their manager and HR within 48 hours of receiving it. Any jury duty compensation received from the court must be remitted to the company. If jury service exceeds 10 business days, additional time will be unpaid unless otherwise required by law. SECTION 14: WORKPLACE CONDUCT 14.1 Attendance Regular and punctual attendance is essential. Employees are expected to report to work on time and to remain for their full scheduled shift. Unexcused absences or patterns of tardiness may result in disciplinary action up to and including termination. An absence is considered "unexcused" if the employee fails to notify their direct supervisor at least one hour before the start of their scheduled shift. Three unexcused absences within a rolling 90-day period will result in a written warning. Five unexcused absences within a rolling 12-month period will result in termination. Employees who are absent for three or more consecutive days without notifying their supervisor will be considered to have voluntarily resigned their position. 14.3 Electronic Communications Company email, internet access, and electronic devices are provided for business purposes. Employees should have no expectation of privacy when using company systems. The company reserves the right to monitor, access, and disclose any electronic communications or data created, stored, or transmitted using company resources. Limited personal use of company email is permitted, provided it does not interfere with work responsibilities, does not involve any prohibited conduct, and does not consume excessive resources. Personal devices used to access company email or systems are subject to the company's Mobile Device Management (MDM) policy. The company may remotely wipe company data from personal devices upon separation or security incident. SECTION 16: SAFETY 16.1 General Safety All employees are responsible for maintaining a safe work environment. Employees must report unsafe conditions, equipment defects, or workplace injuries to their supervisor or the Safety Manager immediately. Production floor employees must wear required personal protective equipment (PPE) at all times while on the production floor. Required PPE includes: safety glasses, steel-toed boots, hearing protection in designated areas, and any additional PPE specified for particular tasks or areas. Failure to wear required PPE will result in immediate removal from the production floor and may result in disciplinary action. 16.2 Drug and Alcohol Policy The company maintains a drug-free workplace. The use, possession, distribution, or being under the influence of illegal drugs or alcohol on company premises or while conducting company business is strictly prohibited and will result in immediate termination. The company may conduct drug testing under the following circumstances: pre-employment, reasonable suspicion, post-accident, random testing for safety-sensitive positions, and return-to-duty following a positive test. Employees taking prescription medications that may affect their ability to perform their duties safely must notify their supervisor or HR. Such notification will be kept confidential.