APRIL 2021

Our company ......................................................................................................................... 4

Letter from our CEOs............................................................................................................................... 5
Company history. ..................................................................................................................................... 6
Company vision, mission and core beliefs. ........................................................................................... 7
Continuity of policies – right to change or discontinue......................................................................... 8
Equal opportunity policy.......................................................................................................................... 8
Background checks. ................................................................................................................................ 9
Recruitment. ......................................................................................................................................... 10
Dispute resolution program. ................................................................................................................ 10
Harassment policy. ............................................................................................................................... 11
Personal relationships policy. .............................................................................................................. 17
Drug, alcohol, controlled substance abuse. ....................................................................................... 18
Social media policy............................................................................................................................... 19
Privacy. .................................................................................................................................................. 21
Employment classifications. ................................................................................................................ 21
Employee safety. .................................................................................................................................. 22
Return to work after serious non-work-related injury or illness. ....................................................... 24
Performance improvement/business conduct policy. ....................................................................... 24
Resignation. .......................................................................................................................................... 28
Compensation ..................................................................................................................... 30
Equal pay. ............................................................................................................................................. 31
Payday. .................................................................................................................................................. 31
Pay advances........................................................................................................................................ 31
Overtime compensation. ...................................................................................................................... 31
Compensable time definition. ............................................................................................................. 31
Wage rate.............................................................................................................................................. 32
Mileage reimbursement. ...................................................................................................................... 32
Maximum authorized hours per service order policy. ........................................................................ 33
Accurate and timely reporting of timesheets policy. .......................................................................... 34
Audit of service order policy................................................................................................................. 35
Rest periods and meal periods. .......................................................................................................... 35
Payroll deductions. ............................................................................................................................... 36
Payment methods. ............................................................................................................................... 36
Employee benefits .............................................................................................................. 37
Insurance. ............................................................................................................................................. 38
Employee assistance program (EAP). ................................................................................................. 38
Employee 401k plan. ........................................................................................................................... 38
Paid time off policy. .............................................................................................................................. 39
Paid sick leave. ..................................................................................................................................... 42
Bereavement leave. ............................................................................................................................. 43
Jury duty. ............................................................................................................................................... 44
Holidays................................................................................................................................................. 44
FMLA policy. .......................................................................................................................................... 45
Non-FMLA policy. .................................................................................................................................. 49
Uniformed services employment and reemployment rights act (USERRA)………………………………….51
Paid family leave. ................................................................................................................................. 53
Miscellaneous leave laws. ................................................................................................................... 53
Voting. ................................................................................................................................................... 53

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Miscellaneous policies ........................................................................................................ 54
Confidentiality of company information. ............................................................................................. 55
Appropriate use of company information. .......................................................................................... 55
Confidentiality of client information. ................................................................................................... 56
Conflict of interest. ............................................................................................................................... 58
Business communication etiquette. ................................................................................................... 58
Telephone / wireless devices. ............................................................................................................. 59
Company equipment. ........................................................................................................................... 59
Marketing photography and video. ..................................................................................................... 59
Smoking. ............................................................................................................................................... 60
Dress code. ........................................................................................................................................... 60
Outside employment. ........................................................................................................................... 61
Emergency closings.............................................................................................................................. 61
Handbook acknowledgement .............................................................................................................. 62

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Our company
Whatever your position at Premium, you will be in the company of people who succeed. You already
have the necessary tools, but your assignments will challenge you to creatively apply those tools.
Whether you are executing an in-store retail assignment on your own two feet or working on a project
team at Corporate Headquarters, Premium will give you the support to help you create results.

Letter from our CEOs.

Welcome to Premium Retail Services, Inc.! We are pleased to have you with us and hope that you find
your new job rewarding and challenging. Premium is a growing company, and we feel that all of us
have the opportunity to benefit from this continued growth.

To continue to evolve as a company, we must provide superior service to our clients. This means
employing the best people. As a member of the Premium Retail Services team, you are critical to our
success. Through shared success, we all reach our goals.

Premium strives to create an exciting, challenging and rewarding work environment that allows you to
flourish. As a dynamic company, we offer many career opportunities. We want you to build a long and
successful association with Premium and be a happy and productive member of our team. Through
your dedication, creativity, perseverance and hard work, our company will continue to grow.

Once again, welcome to the Premium team. We appreciate your confidence in our future.
Let’s grow together.

Regards,

Brian Travers Kevin Travers

Chief Executive Officer Chief Executive Officer

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Company history.
Premium Retail Services, Inc. was founded in 1985 by Ron Travers in suburban St. Louis, Missouri.
Ron was a senior sales executive for a Fortune 100 consumer packaged goods manufacturer. In his
28 years of experience in that industry, he saw the need for professional retail services that would
supplement the efforts of a direct sales force. At that time, there was no provider of that kind of
service. Ron saw an opportunity and left the corporate world to launch Premium Retail Services, Inc.

Premium was a pioneer in the retail merchandising industry. Ron’s understanding of retail needs and
his commitment to customer service enabled Premium to make a name for itself as an innovative and
cost-effective alternative for in-store retail merchandising. Over the years, Premium evolved through
several stages of tremendous growth as the industry exploded in the early 1990s. As the industry
grew, Premium continued to be a pioneer utilizing the latest training, tools and technology to become a
best-in-class retail services company.

Premium’s vision and commitment has never changed, as Premium is continually researching and
prototyping new retail methods and tools that today’s competitive marketplace demands. In short, the
Company is poised to face the challenges of an ever-changing retail landscape, just as we have been
throughout our history.

Premium provides strategy, brand advocacy, merchandising and support services for manufacturers
and retailers in all classes of trade nationwide. Our field operations and corporate leadership are
centralized at our Headquarters in Chesterfield, Missouri.

Field Operations Managers, Team Leaders and experienced Field Representatives (Reps) work on
Premium’s behalf in all 50 states, many U.S. territories and Canada, providing the scale and reach our
retail and manufacturer partners deserve.

We use a proprietary enterprise management system called QTrax to manage our workforce. It is a
web-based portal that provides a variety of tools to assist in planning work, deploying resources,
tracking execution and reporting results in real time. A large majority of our work force utilizes QTrax.

With a name like Premium, our partners expect the best. We work hard every day to ensure we deliver.

Behind every decision. Premium.

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Company vision, mission and core beliefs.
Vision
Be the world’s leading retail solution provider by empowering brands to realize their full potential using
Premium’s products, solutions and relationships.

Mission
Premium creates inspired strategies that help retailers and manufacturers surprise consumers, drive
brand awareness and spark sales.

Core beliefs
Family - When Ron Travers founded Premium in 1985, it was centered around family values.
Today, sons Brian and Kevin Travers maintain a family-first culture.
Partnership - We build close, candid relationships with our people and our clients. Premium strives
to be more than just a vendor; we’re partners.
Integrity - We believe in doing what’s right, even when no one’s watching. We strive to do what’s
right for our people, our company and our partners.
Creativity - The phrase “that’s not in our business model” doesn’t exist in our vocabulary. We are
committed to breaking the mold to solve retail challenges and deliver results.
Eclipsing expectations - When your name is Premium, simply meeting goals is table stakes. We
strive to deliver above and beyond, moving forward by moving beyond what’s expected.

Our promise:

Premium Retail Services, Inc.’s expectation of every Premium employee is that the work you perform
on behalf of our customers must be exceptional, and that nothing less than great work will be
acceptable.

Your promise:

Prepare for each day.

Execute work with the highest quality, thoroughness and attention to detail.
Report every job and project assignment accurately and on time.

Premium employs exceptional people who are committed to providing exceptional work. If you are
willing to work hard, roll-up your sleeves, and implement each assignment with excellence — we are
glad to have you on the Premium team!

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Continuity of policies – right to change or discontinue.
The policies contained within this handbook, like all the Company’s policies, are intended only to
provide general policy guidance and are presented as a matter of information and reference. The
policies are not intended to cover every policy or situation that might arise, nor are they intended to be
binding upon the Company. Recognizing that it is impossible to foresee all contingencies or
circumstances that may arise, the Company is aware of the need for flexibility in the interpretation and
enforcement of its policies. Accordingly, the Company reserves the right to deviate or depart from,
make exceptions to, interpret, and apply any of its policies and policy revisions as it deems appropriate
based upon the facts or changing circumstances or as it otherwise determines for any reason in its
sole judgment. In addition, the guidelines described within these policies are to be considered
unilateral expressions of general policy that can be added to, modified or deleted by the Company, in
whole or in part, at any time and for any reason, with or without advance notice. Any changes to these
policies will become effective immediately upon approval by Executive leadership unless otherwise
stated.

The Company does not intend, nor should you consider, this handbook to serve as an employment
contract (express or implied) or a definition of the period of your employment. Nothing contained within
this handbook shall limit the right of either the Company or you to terminate the employment relationship
at any time with or without notice for any reason that is not unlawful or no reason. The at-will nature of
the employment relationship can only be changed in a signed writing by Premium’s Chief Executive
Officer. If any of the statements contained within this handbook, though, conflict with or contradict the
oral statements or agreements that have been made by any representative or official of the Company,
the statements contained within this manual shall control the outcome of any such conflict or
contradiction.

Each employee is responsible for complying with all company policies, practices and procedures. This
handbook has been provided to assist you in meeting those expectations. If you have any questions
regarding the content of this handbook, you should contact a Human Resources Manager.

Employees are required to comply with any applicable Addendum to the Employee Handbook. This
handbook (including any applicable Addendums) supersedes and replaces all prior Handbooks issued
by the Company.

Equal opportunity policy.

Premium Retail Services, Inc., an equal opportunity employer, is committed and strives to ensure that
all of its personnel decisions are administered in compliance with all federal, state and local laws
prohibiting discrimination on the basis of race, ethnicity, color, creed, ancestry, national origin, political
beliefs, citizenship, sex, sexual orientation, gender expression, gender identity, pregnancy, marital
status, age, religion, veteran status, physical or mental disability, and any other consideration made
unlawful by the applicable federal, state and local laws. All personnel decisions, including those
related to hiring, job assignment, training, transfer, promotion, demotion, compensation, benefits,

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discipline and separation from employment, therefore, are administered without regard to any of these
factors. The Company maintains that preventing discrimination is the responsibility of every employee.

Any otherwise qualified applicant or employee who, because of a mental or physical condition or
because of a religious belief, requires an accommodation to perform the essential functions of the
position, should contact a Human Resources Manager, and request an accommodation in writing. The
Company will attempt to identify, in conjunction with the applicant or employee, those reasonable
accommodations, that will allow the applicant or employee to perform the essential functions of the
position. If a reasonable accommodation can be identified, that will not impose an undue hardship on
the Company, the Company will offer an accommodation. The Company will also provide
accommodations to pregnant employees as required by applicable law.

If an employee believes that they have been subjected to any form of unlawful discrimination, the
employee should provide a written complaint to their manager, the second level manager, or the
Executive Vice President of Human Resources. The complaint should be specific and should include the
name(s) of the individual(s) involved, the name(s) of any witness(es) and the relief sought. The Company
will promptly conduct a thorough, objective investigation of the complaint and attempt to resolve the
situation. If the Company determines that unlawful discrimination has occurred, the Company will take
appropriate action.

The Company will not tolerate any retaliation against the employee for filing a complaint in good faith.
The Company prohibits retaliation or adverse employment action against any employee who exercises
his or her rights under any anti-discrimination law, who cooperates or participates in any company
investigation, or who participates, in any manner, in any investigation or proceeding, conducted by any
governmental agency.

Background checks.
When making personnel decisions — including hiring, retention, promotion, and reassignment — Premium
considers the backgrounds of applicants and employees and may ask questions about an applicant’s or
employee’s background, or require a background check.

Premium’s use of an applicant’s or employee’s background information to make an employment

decision, regardless of how the information is obtained, complies with all federal, state, or local laws that
protect applicants and employees from discrimination. This includes discrimination based on race, color,
national origin, sex, or religion; disability; genetic information (including family medical history); and age
(40 years or older). These laws are enforced by the Equal Employment Opportunity Commission (EEOC).

In addition, when compiling background information, Premium complies with the Fair Credit Reporting
Act (FCRA). The Federal Trade Commission (FTC) enforces the FCRA.

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Recruitment.
Premium Retail Services, Inc. aggressively recruits to attract top caliber individuals within all levels of
the organization. Company positions may be filled by either transfer or promotion of existing
employees (in conjunction with all transfer / promotion policies), or by new employees who are
recruited or apply. Recruitment may be conducted through social media avenues, advertising,
employment agencies, schools, employee referrals or technical and trade referrals. Managers will
consult with Human Resources Management to consider the most appropriate method of recruitment
for filling departmental positions. All recruitment shall be conducted in an ethical, professional and
non-discriminatory manner, via pre-approved recruitment campaigns, including compliance with all
recruitment postings via social media, applicant tracking systems, and Company policies.

Premium Retail Services, Inc. provides equal employment opportunity to all applicants based on
demonstrated ability, experience and education or training.

Dispute resolution program.

Premium Retail Services, Inc. believes that any employee having a concern, question, or complaint should
have an opportunity to discuss it with a member of management. Premium fosters open communication
channels between and among employees, supervisors, and management.

The Dispute Resolution Program will apply to all disputes that may arise between the Company and its
employees. The goals of the Dispute Resolution Program are: (1) to address any issues that may come up
early, before they become bigger problems; (2) to avoid litigation in court, which is often costly and time
consuming for everyone involved; and (3) to provide a fair and impartial, final and binding dispute resolution
procedure.

Discussions or disputes between the Company and any of its employees will generally be resolved in a four-
step process:

Step 1: First, consult the Employee Handbook. Complaints or concerns regarding matters addressed in the
Employee Handbook should generally be reported in the manner set forth in the Employee Handbook,
which was provided to you upon hire. In the event that the interpretation of any of the provisions of the
Employee Handbook or any other Company policy, procedure, or rule not outlined in the Handbook are
unclear, or employees have additional questions or concerns, the employee should present the complaint
or concern according to the following steps.

Step 2: If the issue is not resolved using Step 1. Employees are strongly encouraged to address issues
through the Verbal Resolution Process using internal channels that are already in place, including: direct
discussion with your immediate supervisor; direct discussion with the second level manager; or contacting a
manager in the Human Resources Department. These channels remain available and should be the
second step for early discussion and resolution of any issues. The Company will maintain its practice of
open communication with employees regarding any issues that may be of concern.

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Step 3: If the issue is not resolved using Steps 1 and 2, the parties shall consider a non-binding
mediation process. Submitting the dispute to mediation is optional and non-mandatory but may assist
in resolving the dispute in an efficient manner. If both parties agree to mediation, the Company shall
pay the mediation fees.

Step 4: As further described in the Mutual Agreement to Arbitrate Claims, if a dispute cannot be resolved
through Step 3, the party with the claim must notify the other party in writing via the Written Resolution
Process prior to taking formal action on the claim.1

Step 5: If a dispute cannot be resolved through Steps 1, 2, 3 and 4, the party with the claim may file an
arbitration action with the American Arbitration Association (AAA) as described in the Mutual Agreement to
Arbitrate Claims.

Except as specifically noted in the Mutual Agreement to Arbitrate Claims, the Dispute Resolution Program
will be mandatory for all employees nationwide. Except where prohibited by law, employees who do not
agree to abide by the program will not be able to work for Premium Retail Services, Inc.

The Dispute Resolution Program, with limited exceptions, requires both the Company and its employees to
agree not to sue the other side in court, but to address disputes through the arbitration process instead.
The decision of the arbitrator is generally final; binding both sides and is not appealable in court. It is always
better to resolve disputes at an early stage, as efficiently as possible. If employees or the Company believe
issues exist that could result in a legal claim, those issues should be addressed as soon as possible. This
Program should result in more efficient, less expensive, but equally effective dispute resolution, which will
be mutually beneficial to both the Company and its employees.

Employees must sign and date the Mutual Agreement to Arbitrate Claims as a condition of employment.
The Human Resources Department is available to answer any questions or discuss any concerns that
employees may have about the Dispute Resolution Program. Contact the Executive Vice President of
Human Resources via email at [email protected].

Harassment policy.
Premium Retail Services, Inc. prohibits harassment based on any status or characteristic protected by
federal, state or local law. No individual working for or providing services to this company, therefore,
shall engage in harassment of any kind (including, without limitation, harassment based upon another
person’s race, ethnicity, color, creed, ancestry, national origin, citizenship, political beliefs, sex, sexual
orientation, gender expression, gender identity, pregnancy, marital status, age, religion, veteran status,
physical or mental disability) against anyone else working for this company, any client of this company
or anyone associated with that client, anyone providing a service to this company, or any guest of this
company. This policy applies to all work-related settings, including, without limitation, the employee’s

1 Employees who worked in California during the time period relevant to the claim are not required to submit a claim via
the Written Resolution Process (Step 4). California employees may proceed directly to filing a demand for arbitration.

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customary work locations, off-site locations (including company social events) where company
business is conducted, and vehicles used for company business.

All company managers have a duty to ensure that employees are not subjected to harassment and to
ensure that employees do not engage in harassment or retaliation. The Company also believes that
cooperation from all employees is the best way to ensure that the work environment remains free of
harassment and that any concerns about harassment are immediately addressed. Accordingly, each
employee is responsible for conducting himself / herself in a non-harassing manner at all times and in
a manner that is consistent with this policy, for immediately reporting violations or possible violations
of this policy in accordance with the reporting procedures in this policy, and for taking such other
action as would be reasonably appropriate to prevent and / or stop any harassment (such as
confronting the harasser, when appropriate and sensible to do so, telling him / her in a respectful
manner that his / her conduct is unwelcome and offensive, and asking that he / she stop the
behavior).

Harassment may encompass a wide range of verbal, physical and visual behaviors in the workplace
and may be sexual in nature or non-sexual in nature. “Verbal harassment” includes epithets,
derogatory comments or slurs. “Physical harassment” includes assault, impeding or blocking
movement, or any physical interference with normal work or movement, when directed at an
individual. “Visual harassment” includes derogatory emails, text messages, instant messaging, group
chat applications, or any social media / online platform, posters, cartoons or drawings. Other examples
are given below.

“Sexual harassment” means unwelcome, unsolicited, uninvited, offensive or undesirable conduct of a

sexual nature directed at or affecting an employee of the same sex or of the opposite sex. “Non-sexual
harassment” means conduct that is offensive or shows hostility toward an employee because of his /
her race, ethnicity, color, creed, ancestry, national origin, citizenship, political beliefs, sex, sexual
orientation, gender expression, gender identity, pregnancy, age, religion, veteran status, marital status,
physical or mental disability or any other characteristic protected by law.

Harassment is a violation of this policy in the following situations:

If the employee is promised or given some favorable employment action or benefit only if the
employee will submit to or tolerate the harassing behavior in question.
If the employee is threatened with or suffers adverse employment action because he / she
rejected or refused to tolerate the harassing behavior in question.
If the harassing behavior in question unreasonably interferes with the employee’s work
performance or creates an intimidating, hostile, abusive or offensive work environment, even if
there is no favorable employment action or benefit (or promise of same), even if there is no
adverse employment action (or threat of same), and even if there is no other tangible job
consequence or employment action.

It is not possible to define every action or all words that could be interpreted as harassment. Each
situation depends on several factors (including severity / seriousness, frequency, nature, presence or

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absence of a tangible job consequence, etc.). Each situation will be reviewed on a case-by-case basis.
In some cases, one incident will be sufficient to constitute harassment. In other cases, a pattern or
series of incidents may be necessary. In addition, even if the behavior in question may not constitute
harassment under this policy, it may still be inappropriate for company standards.

The examples of harassing conduct set forth below are not meant to be a complete list of behaviors
that may be objectionable or that may constitute harassment. They are provided so that employees
have a better understanding of the general range of behaviors that might constitute harassment
depending on the circumstances.

Examples of “sexual harassment” include the following:

Sexual advances, propositions or flirtations; requests or pressure of any kind for sexual favors,
activities or contact;
Sexually explicit, graphic, abusive, degrading, intimidating or offensive jokes, comments,
remarks or gestures;
Physical contact or touching of a sexual nature, including physical or sexual assault;
Display, circulation or communication of any sexually suggestive, explicit, graphic, or offensive
objects, pictures, emails or materials of any kind; and
Other similar types of unwelcome sexually related conduct.

Examples of “non-sexual harassment” include the following:

Epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to
race, ethnicity, color, creed, ancestry, national origin, citizenship, political beliefs, sex, sexual
orientation, gender expression, gender identity, pregnancy, age, religion, veteran status,
marital status, physical or mental disability or any other characteristic protected by law.

Written or graphic materials that denigrate or shows hostility or aversion toward an individual
or group because of race, ethnicity, color, creed, ancestry, national origin, citizenship, political
beliefs, sex, sexual orientation, gender expression, gender identity, pregnancy, age, religion,
veteran status, marital status, physical or mental disability or any other characteristic
protected by law: and that is placed on walls, social media, bulletin boards, email, texting,
instant messaging, group chat applications, electronic devices, or elsewhere on company
premises or is otherwise circulated in the workplace.

Other similar types of unwelcome non-sexual harassment.

Each employee has the obligation to report the following:

(1) if he / she has been harassed by another employee or a non-employee;

(2) if he / she has witnessed or observed first-hand the harassment of another employee;

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(3) if harassment has been reported to him / her by another employee;

(4) if he / she has been retaliated against for reporting a violation of this policy or for cooperating or
participating in any company or governmental investigation of harassment; and

(5) if after reporting harassment, the harassment has continued.

Any of these situations must be reported immediately (as soon as they occur or immediately after an
employee obtains knowledge that there has been a possible violation) to the Executive Vice President
of Human Resources. Upon receipt of a report or complaint, the Company will immediately undertake
an objective and thorough investigation. All reports of harassment will be handled with discretion. The
Company will attempt to ensure proper regard for individual privacy concerns. The investigation will
generally include interviewing any individuals who were possibly harassed, any individuals who
allegedly violated this policy and any other potential witnesses. The investigation will include a review
of the credibility of the evidence and of any individuals who have provided information. Employees are
required to participate in all aspects of the Company’s investigation processes. Upon conclusion of the
investigation, the Company will determine if the behavior in question constitutes harassment or other
forms of inappropriate conduct. In determining whether alleged conduct constitutes harassment, the
Company will look at numerous factors, including without limitation, the evidence as a whole, totality of
the circumstances, nature of the conduct, context in which the alleged conduct occurred, credibility of
the witnesses, frequency and severity of the conduct, patterns of inappropriate conduct,
documentation, circumstantial evidence and other factors. If the Company believes that it is more
likely than not that a violation has occurred, then the Company will take appropriate action. Such
action may include disciplinary action, up to and including termination of employment.

Behavior that is not unlawful harassment under this policy might still be inappropriate behavior for the
workplace. Accordingly, if the Company determines that this policy has not been violated or that an
employee’s behavior does not rise to the level of harassment, the Company may still impose
appropriate disciplinary action, up to and including termination. As a general rule, disciplinary action
will be imposed under this paragraph if the Company believes that the behavior was otherwise
inappropriate, unprofessional, unbecoming, objectionable, inconsistent with reasonable rules of
conduct, has resulted in a loss of confidence or trust in the employee, was inconsistent with the spirit
of this policy or was not in the best interests of the Company.

The Company also prohibits retaliation or adverse employment action against any employee who
exercises his / her rights under this policy, who cooperates or participates in any company
investigation, or who participates in any manner in any investigation or proceeding conducted or
pursued by any governmental agency. Prohibited retaliation includes, without limitation, demotion,
suspension, failure to hire or consider for hire, failure to give equal consideration in making
employment decisions, failure to make impartial employment recommendations, and adversely
affecting working conditions or otherwise denying any employment benefit to an individual.

Any complaint alleging retaliation must be promptly reported in the manner set forth above and will be
investigated. The Company cannot promise confidentiality for people who make retaliation complaints.
Identities will be revealed only on a need-to-know basis.

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Bullying

Premium defines bullying as repeated, health-harming mistreatment of one or more people by one or
more perpetrators. It is abusive conduct that includes:

▪ Threatening, humiliating or intimidating behaviors.

▪ Work interference/sabotage that prevents work from getting done.
▪ Verbal abuse.

Premium will not in any instance tolerate bullying behavior. Such behavior violates company values
and guidelines, which clearly state that all employees will be treated with dignity and respect.

Premium considers the following types of behavior examples of bullying:

• Verbal bullying. Slandering, ridiculing or maligning a person or his/her family; persistent name-
calling that is hurtful, insulting or humiliating; using a person as the basis of jokes; abusive and
offensive remarks.
• Physical bullying. Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault,
damage to a person's work area or property.
• Gesture bullying. Nonverbal gestures that can convey threatening messages.
• Exclusion. Socially or physically excluding or disregarding a person in work-related activities.

In addition, the following examples may constitute or contribute to evidence of bullying in the
workplace:

• Persistent singling out of one person.

• Shouting or raising one's voice at an individual in public or in private.
• Using obscene or intimidating gestures.
• Not allowing the person to speak or express himself of herself (i.e., ignoring or interrupting).
• Personal insults and use of offensive nicknames.
• Public humiliation in any form.
• Constant criticism on matters unrelated or minimally related to the person's job performance or
description.
• Public reprimands.
• Repeatedly accusing someone of errors that cannot be documented.
• Deliberately interfering with mail and other communications.
• Spreading rumors and gossip regarding individuals.
• Encouraging others to disregard a supervisor's instructions.

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 • Manipulating the ability of someone to do his or her work (e.g., overloading, underloading,
withholding information, setting deadlines that cannot be met, giving deliberately ambiguous
instructions).
• Assigning menial tasks not in keeping with the normal responsibilities of the job.
• Taking credit for another person's ideas.
• Refusing reasonable requests for leave in the absence of work-related reasons not to grant
leave.
• Deliberately excluding an individual or isolating him or her from work-related activities, such as
meetings.
• Unwanted physical contact, physical abuse or threats of abuse to an individual or an individual's
property (defacing or marking up property).
• Inappropriate remarks in – or exclusion from – team group chats or other social
media/electronic media, including work-related or non-work-related forums.

Individuals who feel they have experienced bullying should report this to their supervisor or to Human
Resources management before the conduct becomes severe or pervasive. All employees are strongly
encouraged to report any bullying conduct they experience or witness as soon as possible to allow
Premium to take appropriate action. Employees found in violation of this policy will be subject to
corrective action, up to and including termination.

Violence in the workplace

The Company is committed to the prevention of workplace violence and is ultimately responsible for
employee health and safety. We will take whatever steps are reasonable to protect our employees
from workplace violence from all sources.

Workplace violence means a threat (statement or behavior), attempt or actual exercise of physical
force by a person against an employee in a workplace that causes or could cause personal injury to
the employee.

Examples of behavior where workplace violence may be found, include:

• Use of physical force
• Explicit threats of violence
• Violent language
• Use of props suggestive of violence
Violent behavior in the workplace is unacceptable from anyone. This policy applies to employees,
vendors, clients, customers and anyone else with whom we conduct business. Everyone is expected to
uphold this policy and to work together to prevent workplace violence. Any employee who is subject to
workplace violence is encouraged to seek assistance from a medical practitioner and / or services
provided by our Employee Assistance Program. All employees are encouraged to raise any concerns
about workplace violence and to report any violent act or threats. Management pledges to investigate

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and deal with all incidents and complaints of workplace violence in a timely and fair manner,
respecting the privacy of all concerned to the extent possible.

Personal relationships policy.

It is the policy of the Company to hire the most qualified candidates and to avoid potential, actual, or
perceived conflicts of interest in placing employees in positions. The Company allows the employment
of relatives but recognizes the sensitive nature of having family members employed by the same
employer. The Company will not tolerate any adverse effect that such relationships may have in the
workplace. The Company also recognizes that friendships and personal relationships of an intimate or
romantic nature may develop between individuals from time to time. The Company has a ZERO
tolerance policy for any intimate / romantic relationship among employees with a direct reporting
relationship (i.e. manager and employee). In the event peers in the workplace and / or employees with
no “reporting” relationship have a personal relationship, it is a matter of personal choice and privacy.
The Company will not tolerate any adverse effect that such relationships may have in the workplace.

A family or personal relationship — either (a) between employees, or (b) between an employee and a
customer, vendor or other business contact of the Company with whom the employee has dealings as
part of his or her job responsibilities, or who has potential influence over the employee’s work
performance or decision-making — will be considered to have an adverse effect in the workplace if:

The individuals involved have a direct, indirect or dotted-line reporting relationship at work;
The relationship unreasonably interferes with or affects, or has the potential to unreasonably
interfere with or affect, an employee’s work performance, objectivity, judgment,
professionalism, business reputation or ability to conduct himself / herself in an appropriate
business manner;
The relationship unreasonably interferes with or affects the work environment of other
employees;
One of the parties to the relationship uses his or her position or influence to cause the other
party to be given more favorable or preferential treatment than is reasonable or equitable
under the circumstances;
One of the parties to the relationship sexually harasses, or otherwise harasses, the other party;

In hiring relatives or those who have a personal relationship with another employee, the Company will
evaluate each situation on a case-by-case basis to determine if placement can reasonably be made
without violating this policy. The Company reserves the right not to hire any individual, if in the sole
opinion of the Company, the hiring of such person might violate this policy.

If a family or personal relationship in the workplace creates or may create a potential, actual or
perceived conflict of interest in violation of this policy, the Company will first try to find a non-punitive,
fair and equitable solution, if appropriate under the circumstances. However, if this is a relationship of
an intimate / romantic nature that is between employees that have a reporting relationship (i.e.

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manager and his / her employee), it may result in disciplinary action up to and including termination
for both parties involved. The Company reserves the right to take any action which it believes would
reduce or eliminate a potential, actual or perceived conflict of interest, including without limitation,
transfer, demotion, disciplinary action or termination of one or all involved employees. The Company
also reserves the right to require that the involved parties decide among themselves who should be
transferred, demoted, or terminated to resolve the situation, and failing mutual agreement, the
Company reserves the right to transfer, demote or terminate the employee with the least amount of
service, unless there is a compelling reason to select an involved individual with more service.

Drug, alcohol, controlled substance abuse.

Premium Retail Services, Inc. is committed to maintaining a drug-free and alcohol-free workplace.
Accordingly, all employees are prohibited from using, possessing, dispensing, distributing or
manufacturing alcohol or any illegal drug (including drug paraphernalia) while on or in any company
property (including all vehicles), while performing work on behalf of the Company at any location, or
while on company time.

All employees, similarly, are prohibited from reporting for or engaging in any work on behalf of the
Company while actually or apparently under the influence of any intoxicants or chemical substances,
including alcohol and marijuana, even if the intoxicant or chemical substance was consumed off
company property or off company time. Any employee who is on medication prescribed by a physician
that may cause them to appear under the influence of an intoxicant or a chemical substance or
otherwise impair their ability to perform their job duties must notify Human Resources Management
immediately. For the purpose of this policy, illegal drugs are drugs or controlled substances that are
either not legally obtainable or are legally obtainable but obtained or used in violation of company
policy.

The Company reserves the right to require each employee and prospective employee to submit to a
drug / alcohol test at any time, with or without reasonable suspicion and with or without advanced
notice, to the fullest extent permitted under the applicable laws. Such testing may include pre-
employment, random, post-accident, reasonable suspicion and fitness-for-duty testing. An employee
will be deemed to have not fully cooperated if that employee refuses to submit to the test, fails to
timely or properly report for the testing as directed, fails to sign any consent, acknowledgement or
other required forms, fails to follow the directions of any testing personnel, attempts to distort or alter
the test results, or otherwise engages in conduct designed to obstruct the testing process or prevent
the obtainment of accurate and reliable test results. Any employee found to have violated this policy in
any manner shall be subject to discipline, up to and including termination. The Company reserves the
right to take whatever action it deems appropriate in its sole judgment (including suspension with or
without pay) pending the results of a drug / alcohol test.

The Company, clients, customers or vendors may sponsor events involving alcohol. Employees are
required to observe the Company policies regarding professionalism and safety in the workplace
during these events. Employees should exercise discretion in the consumption of alcohol during all
company or client / customer / vendor sponsored events. Cannabis (marijuana) in any format must

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never be used at any Company or client-sponsored event. Specific guidelines may be obtained from
your manager or a member of Human Resources management. Violations will subject employees to
disciplinary action, up to and including termination.

Social media policy.

In the rapidly expanding world of electronic communication, social media can mean many things.
Social Media includes all means of communicating or posting information or content of any sort on the
Internet, including to your own or someone else’s blog, journal or diary, personal website, social
networking or affinity website, web bulletin board or a chat room, whether or not associated or
affiliated with Premium, as well as any other form of electronic communication. The same principles
and guidelines found in Premium’s policies apply to your activities online. Ultimately, you are solely
responsible for what you post online. Before creating online content, consider some of the risks and
rewards that are involved. Keep in mind that any of your conduct that adversely affects employees,
customers, suppliers, or people who work on behalf of Premium or Premium’s legitimate business
interests may result in disciplinary action up to and including termination.

Know and Follow the Rules:

Carefully read and understand the Premium Employee Handbook (including the Performance
Improvement / Business Conduct Policy, Privacy Policy, Appropriate Use of Company Information
Policy, Harassment Policy, and Bullying Policy) and ensure your postings are consistent with these
policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of
violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to
disciplinary action up to and including termination.

Guidelines:

1. Be respectful.

Always be fair and courteous to fellow employees, customers, clients, suppliers or people who
work on behalf of Premium. Also, keep in mind that you are more likely to resolve work-related
complaints by speaking directly with your co-workers than by posting complaints to a social
media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using
statements, photographs, video or audio that reasonably could be viewed as malicious,
obscene, threatening or intimidating, that disparage customers, clients, employees or
suppliers, or that might constitute harassment or bullying. Examples of such conduct might
include offensive posts meant to intentionally harm someone’s reputation or posts that could
contribute to a hostile work environment based on race, sex, disability, religion or any other
status protected by law or company policy.

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 2. Be honest and accurate.

Make sure you are always honest and accurate when posting information or news, and if you
make a mistake, correct it quickly. Be open about any previous posts you have altered.
Remember that the Internet archives almost everything; therefore, even deleted postings can
be searched. Never post any information or rumors that you know to be false about Premium,
fellow employees, clients, customers, suppliers, people working on behalf of Premium or
competitors.

3. Post only appropriate and respectful content.

Maintain the confidentiality of Premium trade secrets and private or confidential information.
Trade secrets may include information regarding the development of systems, processes,
products, know-how and technology. Do not post internal reports, policies, procedures or other
internal business-related confidential communications.

Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside

information to others so that they may buy or sell stocks or securities. Such online conduct
may also violate the Premium Performance Improvement/Business Conduct Policy.

4. Express only your personal opinions.

Never represent yourself as a spokesperson for Premium. If Premium is a subject of the

content you are creating, be clear and open about the fact that you are an employee and make
it clear that your views do not represent those of Premium, fellow employees, clients,
customers, suppliers or people working on behalf of Premium. If you do publish a blog, or post
online, related to the work you do or subjects associated with Premium, make it clear that you
are not speaking on behalf of Premium. It is best to include a disclaimer such as “The postings
on this site are my own and do not necessarily reflect the views of Premium.”

5. Retaliation is prohibited.

Premium prohibits taking negative action against any employee for reporting a possible
deviation from this policy or for cooperating in an investigation. Any employee who retaliates
against another employee for reporting a possible deviation from this policy or for cooperating
in an investigation, will be subject to disciplinary action, up to and including termination.

6. Media Contacts.

Employees should not speak to the media on Premium’s behalf without contacting a Human
Resources Manager and the Marketing Department. All media inquiries should be directed to
those departments.

Nothing in this policy should be construed to prohibit employees from any use of social media that is
protected under the National Labor Relations Act, including discussions regarding employees’ terms
and conditions of employment.

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Privacy.
All electronic information and communication systems provided by Premium Retail Services, Inc.,
including telephones, mobile / smart devices, fax / copy machines, computers, software, tablets, as
well as, all information and communications transmitted by, received from or stored in those systems,
including e-mail, instant messaging, text, and social media posts, are the sole property of the
Company. The Company reserves the right to access, monitor, review or remove / request removal of
information contained within its systems or cloud platforms accessed through the Company systems,
at any time and for any reason, with or without notice, and to access and search employee
workstations, desks and any other work or storage space, furniture or equipment, in situations in
which the Company deems such searches necessary. The Company also reserves the right to search
any bags, packages or other belongings brought onto the Company’s or client’s / customer’s premises.
Employees, therefore, should not expect any such information, locations or items to be private, despite
the use of passwords, locks or other protective measures. Employees and former employees or
independent contractors are required to provide passwords to Premium Retail Services, Inc’s devices /
systems / documents to the Company upon request. Employees and former employees with access to
client devices / systems / documents are required to provide passwords as requested.

When working in retail locations, all employees must comply with each specific retailer’s security /
privacy rules. Employees may be required to certify to a client / retailer privacy and / or security policy
as part of their specific job duties or assignments.

Employment classifications.
There are three classifications of employees:

Regular Full-time
An employee who works a minimum 37.5-hour workweek on a regularly scheduled basis and is
properly classified in the Company’s applicable system.

Regular Part-time
An employee who works less than a normal 37.5-hour workweek on either a regularly scheduled basis
or on an irregular basis.

Temporary
An employee hired for a position required for only a specific, known duration, and who is not entitled to
benefits. A temporary employee may work full-time or part-time hours.

All employees are classified as exempt and non-exempt per these definitions:

Exempt
Employees who, because of their positional duties and responsibilities and level of decision-making
authority, are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).

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Non-exempt
Employees who, because of the type of duties performed, the usual level of decision-making authority,
and the method of compensation, are subject to all Fair Labor Standards Act (FLSA) provisions including
the payment of overtime.

Employee safety.
Premium Retail Services, Inc. strives to provide its employees with a safe work environment. To
accomplish this goal, both management and employees must diligently undertake efforts to promote
safety. Employees may also reach out to our safety contacts at [email protected] for
additional guidance.

Responsibilities

• Obey the safety rules

• Follow safe job procedures
• Use prescribed personal protective equipment
• Observe restricted areas and all warning signs
• Report all malfunctions and unsafe conditions to a manager immediately
• Promptly report every accident and injury to your manager
• Cooperate with any requests of management, or any organization that partners with Premium
on the investigation of workplace injuries or illnesses
• Follow the care prescribed by the attending physician when treated for an injury or illness

All job-related injuries or illnesses must be reported to your manager or to a Human Resources
Manager within a reasonable period of time, regardless of whether medical attention is required, so
that the injury or illness can be properly evaluated and documented. If medical attention is needed
and your manager or a Human Resources Manager is not available, employees are urged to seek
immediate medical attention at the nearest Urgent Care of Emergency Room (depending on severity).
In the case of a serious injury, an employee’s reporting obligation will be deferred until circumstances
reasonably permit a report to be made. Failure to report an injury or illness may preclude or delay the
payment of benefits, if any, to the employee and could subject Premium Retail Services, Inc. to fines
and penalties. Any manager who receives notice of a job-related injury or illness must immediately
report that information to Human Resources management. We support employees’ rights to report
injuries and illnesses that occur at work and encourage employees to make such reports. Employees
who report a work-related injury or illness will not be subjected to retaliation.

Lifting procedure
Since many of our jobs require lifting, below are techniques we expect every Premium Retail Services,
Inc. employee to follow.

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 • Plan your lift in advance. Know your path of travel and ensure it is clear.
• Bring the load as close as possible before you lift.
• Separate feet: put one slightly in front of the other.
• Bend your knees to a comfortable degree. (Remember, since leg muscles are stronger than
back muscles, it is better to bend and push up from the knees rather than from the waist.)
• Lift the load straight up slowly, in a continuous fashion, avoiding fast, jerky movements.
• Don’t twist your body while carrying a heavy load.
• Setting the load down is just as important as picking it up. Using your leg and back muscles,
comfortably lower the load by bending your knees.
• When lifting, always make sure the load is balanced and even.
• Never lift or carry a load above your head or on the side of your body.
• Get help when necessary.

Seatbelts
Premium recognizes seat belts are extremely effective in preventing injuries and loss of life. Employees
must wear seat belts when operating a vehicle for company business. Failure to use your seat belt is a
serious safety violation that may result in disciplinary action.

Distracted driving

All employees must adhere to all federal, state, and local laws regarding the use of wireless devices while
driving. All drivers must use a hands-free wireless device while driving if you choose to talk and drive
while working. Employees are prohibited from using a wireless device to write, send or read text-based
communications while driving.

Employees shall not operate a motorcycle or scooter (two or three-wheeled motor vehicles) for company
business use.

Additional resources on employee safety are provided via the Company’s Learning Management System
and within the QTrax web portal. Your safety is of the utmost importance.

Work-related incident / accident reporting

Work-related injuries / illness should be reported on the same day accidents occur. Any work-related
injury can have the potential to become a workers’ compensation claim. Employees are instructed to
report all work-related injuries to their manager as soon as possible. The manager is responsible for
informing Human Resources management as soon as possible at [email protected].

If an injury occurs:

• If emergent, seek emergency medical care immediately – call 911.

• Notify your manager as soon as possible, after emergent medical needs are met.
• Provide your manager with the details of your incident, including need for medical care and
safety suggestions to prevent reoccurrence.

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 • If non-emergent medical treatment is needed, seek care at the nearest Urgent Care medical
facility.
• Human Resources management / Safety management will provide communication with
further instructions to manage the incident.

Return to work program for work-related injuries

Premium wants to provide meaningful work activity for employees who become unable to perform all,
or portions, of their regular work assignments due to a work-related illness or injury. Our Return to
Work Program includes temporary transitional or modified duty work. Upon release to full duty, an
employee will normally be restored to his / her original or an equivalent position. Premium reserves the
right to temporarily hire, train, and employ an employee to complete tasks during the injured workers’
absence.

Premium’s goal is to prevent work-related injuries from happening. We are concerned when one of our
employees is injured or ill due to a work-related condition. We believe such absences cost both
Premium and its employees. Premium wants an injured employee to get the best possible medical
treatment immediately, to assure the earliest possible recovery, and return to work.

Return to work after serious non-work-related injury or

illness.
A serious illness or injury is an illness, injury, impairment or condition that causes the employee to be
absent from work for three (3) or more consecutive workdays, or that may impair the employee’s ability
to perform the essential functions of his or her position, or to work in that position without posing a
direct threat to the employee or to others in the workplace. All employees who have been absent from
work due to a non-work-related serious illness or injury are required to submit to Human Resources
Management a fitness-for-duty certification that has been completed by their physician, certifying that
they can perform the essential functions of their position and will not cause a direct threat to
themselves or to others while working in that position, before they will be reinstated. Employees
returning from an FMLA leave of absence whose condition does not meet these criteria will not be
required to submit a fitness-for-duty certification. Any questions regarding this policy or any requests for
accommodation upon returning to work should be directed to Human Resources Management. If the
medical condition at issue constitutes a disability and a reasonable accommodation can be identified
through the interactive process that will not impose an undue hardship on the Company, then the
Company may offer an accommodation.

Performance improvement/business conduct policy.

All employees are expected to conduct themselves in a professional and efficient manner. Employees
who fail to meet the expected standards of conduct and performance will be subject to discipline. The

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severity of the discipline will depend upon the seriousness of the violation as determined by the
Company. Because the employment relationship is at-will, an individual’s employment may be
terminated at any time, for any reason that is not unlawful and without resort to progressive discipline.

Examples of conduct that can lead to discipline, up to and including termination, are set forth below.
This list is not intended to be all-inclusive. Other conduct that the Company considers to be detrimental
to the security, safety, employee welfare, business or the Company’s best interests may also result in
discipline, up to and including termination.

Violation of policy

Violation of any company and / or client policy or practice.

Violence in the workplace

Any conduct that might endanger the safety or well-being of others, including without limitation,
harassment, bullying, threats, attacks, fighting, disorderly conduct, horseplay, intimidation, verbal
abuse, violence, or throwing of objects.

Weapons / dangerous substances

Possession or use of any weapons while on duty, on company, client or customer premises, or in
company vehicles, including any dangerous objects or substances not necessary to performing duties,
used inappropriately or used for a purpose other than the object’s intended purpose. (Employees who
store firearms or concealed weapons in their personal vehicles will not be subject to discipline if they
possess the proper permits in accordance with applicable state laws.)

Damage, destruction or theft

Negligent or intentional destruction, damaging, defacing, sabotaging, unauthorized removal, theft,

misuse or misappropriation of any company, client or customer property or the property of others
(including, but not limited to, product, records, tools, equipment, vehicles, structures, etc.).

Safety

Failure to observe safety rules or creating, contributing to or engaging in any unsafe act or condition.
Inappropriate communications and conduct. Use of abusive, insolent, belligerent, vulgar, profane,
objectionable or inappropriate language or conduct toward an employee, client, customer, vendor, or
any other person conducting business with the Company.

Loss / denial of access to client or customer locations

Failure to maintain access to a client or customer location may result in termination. This includes a
client or customer prohibiting an employee access to their retail establishment and / or work
location(s).

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Misrepresentations

Alteration, falsification, misrepresentation (including inaccuracy or omission), manipulation, or

dishonesty of any kind, orally or in writing, of any facts or information related to the employee’s duties,
requested, required by, or submitted to the Company is prohibited. This includes, but is not limited to:
employment application, employee information sheet, interviews, travel and business reports, any
work / payroll or time records, financial or operations reports, application for or receipt / use of
benefits, requests for time off or leaves of absence, personnel records and investigations.

Gambling

Gambling or conducting, soliciting or participating in lotteries, pools or other games of chance on

company or client / customer premises.

Failure to report policy violations

Failure to report violations of company or client / customer policies.

Failure to cooperate

Failure to cooperate in any company or client / customer investigation.

Insubordination

Failure or refusal to perform work or duties, or failure or refusal to comply with directions / instructions
received from a manager or client.

Criminal / illegal activities

Engaging in any illegal activity on or off company premises or on or off company time; or having an
unacceptable motor vehicle record if the Company considers driving to be an essential function of the
employee’s job. Employees must disclose all misdemeanor or felony convictions that occur while
employed with Premium Retail Services, Inc. immediately upon conviction to Human Resources
Management, in compliance with all local, state, federal, and US territory laws.

Attendance

Absenteeism, tardiness or leaving work early that is deemed excessive or unacceptable by the
Company, including, but not limited to, abuse or misuse of PTO / sick days or leave of absence. Failure
to return to work upon expiration of PTO or upon expiration of any leave of absence. Failure to report to
work for three (3) consecutive workdays without permission, without notifying the direct manager each
day of absence prior to scheduled starting time, or without explanation satisfactory to the Company.
Some programs may follow a team-specific attendance policy which requires compliance.

Performance, productivity or disregard of duties

Failure or refusal to perform work up to the standards expected by the Company or at a level acceptable
to the Company or engaging in any conduct which, in the opinion of the Company, constitutes a disregard

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of duties or of the employment relationship (including, but not limited to, leaving the Company or client
premises or assigned work area during working hours without permission, walking off the job, wasting
time or loafing, sleeping on the job, intentional restriction of productivity, abuse of scheduled work time,
working off the clock, working unauthorized overtime, working without proper authorization, interfering
with any other employee’s performance, working elsewhere while on approved leave of absence from the
Company, working on or off the job in violation of any medical restrictions imposed by a health care
provider, etc.).

Disparagement and defamation

Communicating any statements about any employee, representative, client, customer, subsidiaries or
vendor of the Company that the Company deems to be false, disparaging, vicious or malicious.

Unauthorized use of company or client property

Unauthorized or inappropriate use, as determined by the Company, of company or client time,

materials, product, facilities, computers, telephones, equipment, vehicles, records or other company or
client property for purposes not related to company business (including, but not limited to, seeking
other employment, job prospecting or having any contact with prospective employers on company time
or premises or by using company property, etc.).

Failure to report work-related accidents and safety incidents

Failure to promptly report any work-related accident, injury, illness, damage or threat to any property or
person.

Unethical conduct or business misconduct

Engaging in any behavior that is an actual, potential or perceived conflict of interest; disclosing
confidential information; making unauthorized statements to outsiders; receipt of tips and gratuities
without program executive authorization; moonlighting without prior authorization from management
or if it interferes with employee’s job performance in any manner; working elsewhere while on
approved leave of absence from the Company; working on or off the job in violation of any medical
restrictions imposed by a health care provider; engaging in any commercial activity which conflicts
with, has the potential to conflict with or gives the appearance of conflicting with the interest of the
Company without prior authorization from Human Resources Management; committing any criminal or
illegal act on or off duty; and any other activity that the Company considers to be unethical or
inconsistent with reasonable rules of conduct necessary or appropriate to the welfare of the Company,
its subsidiaries, employees, customers, clients or vendors.

Unauthorized entry

Knowingly permitting unauthorized persons to be in company or client / customer facilities or on

company or client / customer premises.

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Unauthorized electronic recordings

Photographing, videotaping, or electronically recording any company and / or customer property,

employees, business operations, meetings, or other communications or activities without the advance,
written consent of Human Resources Management and the client / customer, that aren’t within the
normal course of the position duties.

Miscellaneous

Any other conduct deemed to not be in the best interests of the Company and / or a client / customer,
including but not limited to, conduct which, in the opinion of the Company, reflects adversely on the
employee, the Company and / or a client, is unprofessional or unbecoming to the employee, results in
a loss of confidence or trust in the employee or in the employee’s ability to perform at a level
acceptable to the Company, indicates an incompatibility of any kind between the Company and / or a
client / customer and the employee, damages or hurts the Company’s and / or a client’s / customer’s
reputation, adversely affects relations with clients or vendors, or is inconsistent with reasonable rules
of conduct necessary to the welfare of the Company, its business, or its employees, customers,
subsidiaries, clients, or vendors.

Authorization of release of personal information

Employees of Premium Retail Services, Inc. acknowledge that they may have access to merchandise,
cash, and other items of value belonging to clients while working. Employees understand and agree
that Premium and its clients have a legitimate business interest in loss prevention. Employees must
understand that there may be times when the client company and / or law enforcement needs certain
personal information to complete its investigation into a suspected theft or other criminal activity.

Employees authorize and consent to Premium disclosing personal information on file to client
management and / or law enforcement in response to a good faith request by client management and
/ or law enforcement if it is requested in connection with a criminal investigation or occurrence at the
location where the employee has provided services. Personal information may include the following:
full legal name, date of birth, home address, telephone number, email address, and driver’s license
number.

Resignation.
Employees resigning their position must notify their manager, in writing, of their intended resignation
date. A minimum of a two-week notice is requested. Managers and above are expected to provide a
three-week notice. This provides us the opportunity to obtain a replacement and maintain proper
service to our client. Premium reserves the right to convert any or all of the notice period to a non-
working notice period.

Employees are considered to have voluntarily resigned if they fail to report to work by either a
prescribed leave return date, or have no direct communication with their manager for a period of three
consecutive workdays.

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Prior to departure, please ensure that Human Resources has a current mailing address, current email
address and current phone number. The Company may need this information regarding the
continuation of benefits, tax forms and other company communication after departure.

Premium will issue a final paycheck to the terminating employee on the next regular payday, unless
otherwise required by state or U.S. Territory law.

When separating from Premium, health benefits will end on the last day of the month in which the
employee terminates. All final insurance premiums will be paid in full through normal payroll deductions, or
as required through Human Resources benefits management.

Employees who are resigning are required to return all property belonging to the Company or
applicable client, including without limitation, all keys, business documents, copies and duplicates,
equipment, equipment peripherals, flash drives and any other property issued to the employee during
his / her employment. This includes equipment, product, and marketing materials provided by any
client and / or customer. Terminating employees must surrender all passwords, login credentials, or
other security data points to all utilized company / client systems, devices and / or websites.

Devices that have fingerprint and / or voice-activated security systems in place must be removed prior
to departure.

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CALIFORNIA EMPLOYEES ONLY: This Compensation section must be read in conjunction with the
Addendum to Employee Handbook for California Employees (“Addendum”), which contains additional,
and sometimes different, information for California employees. If there is a conflict between this
Handbook and the Addendum, the Addendum shall govern.

Equal pay.
Premium believes that employees should be compensated equitably and without discrimination.
Premium vigorously supports equal pay for equal work, with allowable pay differences based on factors
not prohibited by law and believes that any improper pay disparities should be promptly addressed. In
determining pay, Premium supports employer flexibility to reward employees, taking into consideration
legitimate business factors such as education, qualifications, relevant experience, skills, seniority,
geographic location, and performance.

Payday.
Paydays are bi-weekly. There are 26 pay periods each calendar year.

Pay advances.
It is company policy to decline all requests for early paychecks or pay advances.

Overtime compensation.
Non-exempt (hourly) employees will be paid at the rate of one and one-half times their regular hourly
rate of pay for all time worked more than 40 hours in any one workweek. “Workweek” means the 7-day
period that begins at 12:00 a.m. Sunday and ends at 11:59 p.m. the following Saturday.

Premium is in compliance with all applicable city, county, state, and US Territory regulated overtime
requirements.

Overtime is never at the employee’s discretion. Overtime shall only be incurred at the request of the
Company through the employee’s manager. Managers shall ensure that no unauthorized overtime
hours are worked.

Compensable time definition.

Premium Retail Services, Inc. will always be in compliance with all applicable federal, state, city and local
wage and hour laws under the Fair Labor Standards Act.

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“Compensable in-store time” includes time spent in a facility performing work for Premium Retail
Services, Inc., including time that you are required to wait to perform your duties or to obtain any required
approvals or signatures from store personnel. This includes applicable rest periods. (See Rest and meal
periods policy.) It does NOT include time spent on personal business such as shopping in the store, time
spent during meal periods, or time spent on other matters unrelated to your work for Premium.

“Compensable travel time” includes time spent traveling from a job site where you performed work for
Premium Retail Services, Inc. to another job site where you performed work for Premium. It does NOT
include time spent traveling from home to a job site or from a job site to home. It does NOT include time
spent traveling from a job site where you performed work for Premium to another job site where you
performed work for another person or entity and not for Premium, or vice versa.

“Compensable reporting and scheduling time” includes time spent on reports or schedules required for
work on behalf of Premium Retail Services, Inc.

“Other compensable time” includes time spent completing required training programs or attending any
required meetings with Managers and / or client / company personnel.

The following items should NOT BE CLAIMED on a timesheet:

• Travel time FROM the employee’s house TO the first location of the day.
• Travel time FROM the LAST location of the day TO the employee’s house.
• Travel time TO or FROM a location that is not worked on behalf of Premium
Retail Services, Inc.
• In-store, reporting, scheduling, or other time that is not worked on behalf of
Premium Retail Services, Inc.

Wage rate.
Your wage rate is the rate paid for a specific job. Wage rates change by job. Please review the final job
instructions provided on the Company’s QTrax website. Premium Retail Services, Inc. is in compliance
with all applicable local, city, state, federal and US Territory wage rate required deductions.

Mileage reimbursement.
Premium Retail Services, Inc. adheres to all US Territory, federal, state, and local laws regarding
mileage reimbursement practices. Premium provides mileage reimbursement on an exception basis.
Unless otherwise required by federal, state, or local law, mileage that is reimbursed on the exception
basis is limited to the miles driven using your personal vehicle from the first location to the last
location, and between multiple locations on a given shift. Mileage driven using your personal vehicle
between your home and the first location of the day and from the last location of the day to your home
is not reimbursable, unless otherwise required by law.

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Special mileage

Circumstances may arise in which special mileage might be warranted (also referred to as “Access”
within the QTrax web portal). Special mileage is limited and only granted based upon special
circumstances. All special mileage must be approved in ADVANCE by management. Special mileage
will be listed on the daily timesheet. In the event any special mileage omissions or inaccuracies exist
on a daily timesheet, employees must submit the timesheet as an “Issue,” within the QTrax web
portal and contact their Manager as soon as possible. (See Accurate and timely reporting of
timesheets policy.)

Program mileage

Select programs allow for different mileage reimbursement practices. If you are eligible to participate
in a mileage program, Premium Retail Services, Inc. will communicate the details.

By submitting their timesheets, employees certify that the mileage listed, if applicable, is correct. If the
mileage is incorrect, employees must submit an ”Issue” timesheet within the QTrax web portal. Your daily
timesheet is a log of one or more Service Orders / locations worked on that day. The locations worked
each day are used to substantiate the miles. Mileage reimbursement payments are made under an
Accountable Plan as defined by the Internal Revenue Service. Under the Accountable Plan, mileage
reimbursement payments are NOT part of taxable wages.

Employees who falsify mileage reimbursement submissions may be subject to the Performance
Improvement Policy, up to and including termination.

Exempt employees who utilize different reporting tools outside of the QTrax web portal for their work may
have a different mileage reimbursement program. Please refer to the Travel and Expense Policy and any
applicable addendum.

Maximum authorized hours per service order policy.

The following section is applicable to employees who utilize the QTrax web portal.

All service orders (work assignments) contain a maximum quantity of hours that employees are
authorized to work, which is expected to provide employees ample time to complete all work required
for each assignment, including but not limited to reading service order instructions, reporting, checking
email, and drive time. The maximum hours per service order (work assignment) is defined in the Rep
Instructions.

When completing service orders (work assignments), circumstances may arise in which time worked
above the maximum authorized hours might be warranted. Regardless of the circumstances,
employees are prohibited from performing any work beyond the maximum authorized hours unless
they have received ADVANCED approval from their manager. If additional time is approved by the
manager, the time will appear on the service order and must be reported on the daily timesheet. In the
event additional time omissions or inaccuracies exist on the daily timesheet, employees must submit

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the item as an “Issue” within the QTrax web portal and call their manager as soon as possible. (See
Accurate and timely reporting of timesheets policy.)

The Company has a ZERO tolerance policy regarding fraudulent reporting of data (including photo
uploads), completed work or timesheets. Any employee found to have misrepresented hours worked,
tasks performed or store manager signoffs regarding completed work will be subject to disciplinary
action, up to and including termination of employment. Offenders may be subject to civil and / or
criminal liability.

If an employee has any questions about whether any time spent is compensable and should be
included on their daily timesheet, or if any of the information listed is incorrect, they must contact their
manager.

Accurate and timely reporting of timesheets policy.

Accurate and timely completion of the QTrax electronic daily timesheet is a requirement of all
employees who report via the QTrax web portal.

A daily timesheet must be completed for every day within the pay period, even on days with no hours
worked. All daily timesheets must be submitted no later than the end of the payroll period (See the
Payroll Calendar posted on the QTrax web portal for more details on pay periods and pay dates). The
daily timesheet is a list of service order(s) compiled by the employee for services worked on that day.
Each daily timesheet must be completed and marked as “Accurate and Complete” or marked as an
“Issue.”

Accurate and complete — Selecting this option means employees have carefully reviewed the daily
timesheet and certify that it is accurate and complete. Employees must NEVER submit a daily
timesheet as “Accurate and Complete” if any omissions or inaccuracies exist.

Issue — In the event any omissions or inaccuracies exist on the daily timesheet, employees must
submit the timesheet as an “Issue,” and contact their manager as soon as possible so that the issue
can be resolved in the current pay period.

Consequences of inaccurate or late timesheets — Failure to submit timely timesheets and / or making
changes to timesheets after submitted as “Accurate and Complete” may result in disciplinary action,
up to and including termination of employment.

The Company has a ZERO tolerance policy regarding fraudulent reporting of data (including uploaded
photos), completed work or timesheets. Any employee found to have misrepresented hours worked,
tasks performed, store manager signoffs, or any other fraudulent behavior regarding completed work
will be subject to disciplinary action, up to and including termination of employment. Offenders may be
subject to civil and / or criminal liability.

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Audit of service order policy.
Accurate and timely completion of the QTrax electronic daily timesheet is a requirement of all
employees who report via the QTrax web portal. The daily timesheet is a list of service order(s)
compiled by employees for services worked on that particular day.

Service order via paper copy — On the date worked, employees must sign and obtain the store
manager’s name, signature and store stamp for each service order. On a routine basis, employees will
be required to submit selected service orders, as requested, in order to review compliance with the
store manager’s signature and store stamp requirement. The audit notification will appear on the
QTrax website. Once an employee has been notified of a service order(s) audit, he / she should follow
the instructions provided to submit the service order(s).

For audit purposes, employees must retain the most recent 60 days (rolling) of completed service
orders.

Service order via mobile device — Electronic service orders may be audited at any time per the Company’s
discretion. Employees must report electronically in store. Employees must contact their manager while in
store if they experience any issues.

Consequences of incomplete service orders

In the event audited service order(s) contain omission of the required information, or employees fail to
provide the requested documentation, they will be subject to disciplinary action, up to and including
termination.

The Company has a ZERO tolerance policy regarding fraudulent reporting of data, photos, work or
timesheets. Any employee found to have misrepresented hours worked, tasks performed, or required store
manager sign-offs regarding completed work will be subject to termination, and loss of compensation to the
extent of misrepresented hours. In addition, offenders may be subject to civil and / or criminal liability for
the harm to Premium’s business and reputation.

Rest periods and meal periods.

Except as noted under federal, state, U.S. Territory or local law, all non-exempt employees working at
least 4 hours are eligible for a paid 10-minute rest period. Non-exempt employees working 8 or more
hours in a day are eligible for two paid 10-minute rest periods. Rest periods should not be scheduled
at the beginning or end of a shift. Except as noted under local, city, state, federal, or U.S. Territory law,
non-exempt employees working five (5) or more hours, must take a 30-minute unpaid meal period
prior to starting their fifth hour of work. Employees should not schedule any rest periods and / or meal
periods back-to-back. Failure to comply with the Meal period policy may subject you to disciplinary
action up to and including termination.

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Payroll deductions.
Based on federal, state and U.S. Territory laws, Premium Retail Services, Inc. is in compliance with
mandatory deductions from employees’ gross wages.

Every employee must complete a federal (and state, if applicable) withholding allowance certificate, IRS
Form W-4 in compliance with federal (and state, if applicable) regulations. The employee may
electronically complete a new Form W-4 at any time if his or her circumstances change within Premium’s
web based Human Capital Management system. Employees are expected to comply with the instructions
on Form W-4. Optional deductions include any benefit premiums not paid for by the Company. Voluntary
contributions (if applicable), such as a pension (401k) plan, are also deducted each pay period.

Premium Retail Services, Inc. will comply with court-ordered deductions received from government
agencies. If the Company makes an improper deduction from an employee’s pay, the employee should
report it immediately. Premium will review the concerns and, if appropriate, will correct the mistake on the
next regular pay date, or in accordance with local, state, federal, or U.S. Territory law. Employees may be
subject to deductions regarding overpayments and / or loss / damage of company property in accordance
with all federal, state and U.S. Territory laws.

Year-end statements

Employees will receive annual Wage & Tax Statement, IRS Form W-2, for the preceding year mailed on or
before January 31.

Employees will receive an annual Health Insurance notice, IRS Form 1095, for the preceding year, mailed in
accordance with current IRS guidelines.

Verification of income or employment

Employees should direct all requests for employment or income verification to vaultverify.com, using the
Premium Retail Services, Inc. Company code of 90590.

Payment methods.
Premium Retail Services, Inc. employees are paid via a Pay Card, direct deposit, or, in accordance with state
law, a “live” paper paycheck.

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Insurance.
Premium Retail Services, Inc. offers eligible employees several benefit programs to assist them and
their families. Each eligible employee will have the option to elect or waive participation.

Eligibility

Employees classified in the Company’s applicable system as full-time (regularly and consistently
working a minimum of 37.5 hours per week) are eligible to enroll effective the first of the month
following 60 consecutive days of full-time employment. Additionally, Premium offers limited health
benefits to part-time field-based employees and benefits to those employees who qualify under the
Affordable Care Act (ACA). Details regarding plan options, contribution amounts and the enrollment
process for full-time, part-time, and ACA eligible employees will be provided upon eligibility. Employees
are requested to waive insurance if declining coverage.

If an employee does not enroll during their initial eligibility period, they will be considered a late
enrollee and coverage will be denied. An employee’s next opportunity to enroll will be during the
Company’s Open Enrollment process or within 30 days of a Qualifying Life Event (birth / adoption of a
child, marriage / divorce, loss of previous coverage, etc.).

Premium Retail Services, Inc. has the right to change insurance companies or to modify or terminate
eligibility requirements, benefits, or coverage at any time.

Employee assistance program (EAP).

Premium Retail Services, Inc. provides a confidential Employee Assistance Program (EAP) which
assists employees with support and guidance for matters that range from personal issues an
employee might be facing to providing information on everyday topics that affect the employee’s life.
The EAP can offer support with education, dependent care, legal support, care giving, finances,
lifestyle management, fitness management, and working smarter.

Employees have unlimited access to consult with a professional counselor via telephone. Face-to-face
counseling sessions are available, if needed. For legal and financial topics, employees can receive a
free initial 30-minute office or telephone consultation with an attorney or seasoned financial
professional and certified public accountant (CPA). A variety of training resources are also available to
help employees manage their quality of life.

Please contact the Human Resources Department to obtain contact information for the EAP at
[email protected].

Employee 401k plan.

The Company offers employees the opportunity to participate in a 401k retirement plan.

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Eligibility — All employees who have attained at least age 21, completed 6 months of service and worked
501 hours or more in the previous 6 months and / or previous calendar year are eligible to enroll on the
next January 1 or July 1.

Contributions — all employee deferrals are made before tax and the maximum amount allowed varies
each year based on the federal guidelines.

In general, there is a core group of funds from which to choose. Employees can allocate percentages of
contributions among any or all these funds.

Transfer of monies between fund choices is allowed up to twice per month. Changes in funds or
changes in allocation of the percentage of contribution to any or all funds are allowed at any time.

Participant statements will be available on-line, unless the employee requests a statement to be
mailed.

Rollovers — The 401k Plan will accept qualified rollover distributions from the employee’s date of hire.

Loans — Loans are not allowed.

Hardship — Monies, which do not have to be repaid, may be withdrawn from an employee’s 401k plan
only for the following allowed reasons and taxes will be charged to any such withdrawal:

• Payments of amounts needed to prevent eviction from or foreclosure on the mortgage of the
participant’s principal residence.
• Uninsured medical expenses incurred by participant, spouse, dependents or primary
beneficiary named under the plan.
• Costs directly related to the purchase (excluding mortgage payments) of the participant’s
principal residence.
• Payment of tuition, related education fees or room and board for the next twelve months of
post-secondary education expenses for the participant, the participant’s spouse, children,
dependents or primary beneficiary named under the plan.
• Expenses for the repair of damage to the participant’s principal residence that would qualify
for the casualty deduction under Code §165 (determined without regard to whether the loss
exceeds 10% of adjusted gross income).
• Payments for burial or funeral expenses for the participant’s deceased parent, spouse,
children, dependent or primary beneficiary named under the plan.

Paid time off policy.

Premium Retail Services, Inc. has established this paid time off (PTO) policy recognizing that
employees have diverse needs for time off from work. A paid time off program promotes a flexible

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approach to time off by combining vacation, sick, and personal leave. PTO allows full-time employees
to save time off for their highest priorities and to reduce unscheduled absences. Employees are
accountable and responsible for managing their own PTO hours to allow for adequate reserves if there
is a need to cover vacation, illness or disability, appointments, emergencies, or other situations that
require time off from work.

The reason for the absence does not matter. PTO does not take the place of any qualified paid time for
jury duty, bereavement leave, military leave, or workers’ compensation.

The Paid Time Off Policy is administered per federal, state and U.S. Territory laws. The Company
reserves the right to administer the Paid Time Off Policy as it deems necessary.

Eligibility

PTO is accrued upon hire or transfer into a full-time classified position. Full-time is classified as
consistently working a minimum of 37.5 hours per week, and as recorded in the Company’s Human
Resources information system.

Employees who transition from a part-time position into a full-time position that were previously eligible
for any city, county, state or U.S. Territory paid sick leave time, may or may not be eligible for the
transition of any accrued sick time to paid time off accruals, in accordance with all state, county, city,
or U.S. Territory laws.

Full-time employees have an amount of paid time off based on consecutive years of service as a full-
time employee. Part-time service does not count towards the determination of accrual rates based on
years of service.

Process

PTO accruals are available for use in the pay period following completion of thirty (30) days of
employment in accordance with all local, city, state, U.S. Territory and federal paid leave laws. All hours
thereafter are available for use in the pay period following the pay period in which hours are accrued.
Accruals are based upon paid hours up to 2,080 hours per year, excluding overtime.

Length of service determines the rate at which the employee will accrue PTO. Employees become
eligible for the higher accrual rate in the pay period in which the employee’s applicable service
anniversary date falls, provided there is a minimum of five (5) business days remaining in the pay
period.

PTO will be accrued throughout the calendar year. New full-time hires will accrue PTO at a rate of 3.08
hours per pay period from their full-time hire date.

PTO schedule

Below is the PTO schedule based on years of consecutive full-time service.

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Limited dedicated programs / divisions may have a PTO schedule that varies from the one below.
Employees are advised of their PTO schedule upon hire or transfer into a full-time position.

Years of Full-Time Service PTO Annual Anniversary Total Accrual Rate Per Pay Period

Less than 1 year 10 days 3.08 hours

1 to 2 years 15 days 4.62 hours

3 to 5 years 20 days 6.15 hours

6+ years 25 days 7.69 hours

Use and scheduling of PTO

Employees are required to use available PTO when taking time off from work. PTO may be taken in
increments as minimal as one (1) hour.

Whenever possible, PTO must be scheduled in advance. PTO is subject to manager approval,
department staffing needs and established departmental procedures. Failure to get approval in
advance may result in a delay or non-payment of the PTO. An excessive number of unplanned PTO
days may result in disciplinary action. Unplanned PTO requests must be submitted immediately upon
the employee’s return to work.

Failure to accurately request and record all paid time off in the company’s applicable Human
Resources systems will result in corrective action. Employees should communicate time off to co-
workers and / or customers / clients in accordance with departmental and division guidelines.

Unscheduled absences will be monitored. An employee will be counseled when the frequency of
unscheduled absences adversely affects the operations of the department. The manager (in
conjunction with Human Resources management) may request that the employee provide a statement
from a healthcare provider concerning the justification for an unscheduled absence if the unscheduled
absence is due to illness or injury.

Due to fluctuations in our business, the following may happen: during peak volume, an employee’s
PTO request may be declined and during slow periods an employee may be required to take PTO per
his / her manager’s discretion. Employees are responsible for ensuring proper coverage during time
away from work. Employees are accountable to ensure that their full-time status is maintained each
week on their timesheet. (Any combination of actual hours worked plus PTO hours must equal a
minimum of 37.5 hours per week consistently.)

Limited programs / divisions may have client-sanctioned dates and times when PTO is not allowed.
Employees are required to follow these guidelines when requesting time off.

Employees are limited to using a maximum of five (5) consecutive PTO days (40 hours) in a single
occurrence. In the event an employee wishes to request more than five (5) consecutive PTO days (40
hours), he / she must obtain prior approval from his / her manager and a Human Resources Manager.
Employees are responsible for ensuring proper coverage during pre-planned time away from work.

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Employees requesting paid time off in increments of one (1) hour over excessive days, or via a regular
schedule is not allowed. Any excessive use of PTO in one (1) hour increments is subject to manager
approval, company or department staffing needs, and established company or departmental
procedures. Excessive use of PTO in smaller hourly increments may result in corrective action. Limited
programs / divisions may have restrictions against the use of paid time off in one (1) hour increments
where penalties occur, and PTO may be denied assuring service level agreements are maintained.
Employees will be required to follow the program/division practice on paid time off policies.

An employee is required to use PTO hours according to his or her regularly scheduled workday. PTO is
paid at the employee’s straight time rate. PTO is not considered hours worked for any overtime
calculation.

Employees may borrow against their PTO accruals up to a maximum of forty (40) hours (five [5] days)
per calendar year. In accordance with federal, state, and U.S. Territory law, Premium will make a
deduction from an employee's final pay upon voluntary or involuntary separation to recover any
negative paid time off balance. Requests for paid time off beyond negative forty (-40) hours will be
denied. Abuse of requesting paid time off hours that have not been accrued may be subject to
corrective action.

PTO is in addition to the designated company paid holidays for full-time classified employees.

Employees will be allowed to rollover a maximum of five (5) PTO days (40 hours) into the following
calendar year. Remaining PTO balances in excess of forty (40) hours will be forfeited at the end of
each calendar year, except where state or U.S. Territory law applies.

Leaves of absence

If an employee is out on a leave of absence, the employee’s PTO accruals will stop during his / her
length of absence. PTO accruals will start again upon the employee’s return.

Separation of employment

Premium Retail Services, Inc. reserves the right to deny or force the use of PTO during an employee’s
notice period. Employees who leave Premium, whether voluntarily or involuntarily, may or may not be
paid for any unused, accrued PTO, in accordance with all federal, state, U.S. Territory, and local laws.
If, upon termination, the employee has used more PTO hours than have been accrued, the overpaid
amount will be deducted from the employee’s final wages, in accordance with local, city, state or U.S.
Territory paid leave laws.

Paid sick leave.

Premium Retail Services, Inc.’s Paid Time Off (PTO) benefits are in compliance with all local, city, state,
U.S. Territory and federal paid sick leave laws. Employees covered by the PTO benefit are not eligible
for any additional paid sick leave.

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Employees may consult local laws regarding paid sick leave guidelines for their city or state. Premium
complies with all local and state paid sick leave laws.

Bereavement leave.
If a full-time classified (37.5 or more hours worked per week consistently) regular employee has a
death occur in their family, they will be compensated at their base rate of pay for time lost from their
regular work schedule in accordance with the following guidelines.

An employee will be granted up to five (5) days off from work with pay in the event of the death of:

• Spouse
• Child
• Parent
• Sibling

An employee will be granted up to three (3) days off from work with pay in the event of the death of:

• Grandparents
• Grandchildren
• Stepparent / Stepchild / Stepsibling
• Parent-in-law / Son or Daughter in-law

An employee will be granted up to one (1) day off from work with pay to attend the funeral of:

• Brother / Sister-in-law
• Spouse’s Grandparent
• Aunt / Uncle
• Niece / Nephew
• Step-Grandparent

If additional time is requested, it will be deducted from the employee’s PTO accruals.

Full-time corporate-classified employees should make requests for bereavement leave via the
applicable time tracking system. Full-time classified employees reporting via QTrax must submit
requests via the Bereavement Leave Request Form located under the full-time benefits information
section within QTrax. Employees must follow the instructions on the form.

A copy of the family member’s obituary, funeral program, or death certificate may be requested to be
sent to the Human Resources Department. If proper documentation is not available, PTO may be
applied in lieu of bereavement pay, if available.

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Premium Retail Services Inc. complies with all local, city, state, U.S. Territory and federal laws
regarding bereavement leave.

Jury duty.
Premium Retail Services Inc. will grant full-time classified (37.5 or more hours worked per week
consistently) regular employees time off for mandatory jury duty.

Full-time corporate-classified employees should make requests for jury duty via the applicable time
tracking system. Full-time classified employees reporting via QTrax must submit requests via the Jury
Duty Leave Request Form located under the full-time benefits information section within QTrax.
Employees must follow the instructions on the form.

A copy of the jury duty summons must be supplied to the Human Resources Department when
requesting leave for jury duty.

The employee is entitled to full pay for each day of jury duty or service up to a maximum of five (5) days
per year.

Time off for court appearances as a party to any civil or criminal litigation shall not be compensated,
and the Company may require the use of PTO (if available) for such appearances. Employees who are
not eligible to receive paid time off for jury duty will receive unpaid time off as required by applicable
law. The Company complies with all federal, state, city, local, U.S. Territory and federal laws regarding
jury duty service.

Holidays.
Premium Retail Services, Inc. provides the following paid holidays for all regular full-time classified
employees (37.5 or more hours worked per week consistently). Part-time and temporary employees
are not eligible for holiday pay.

• New Year’s Day

• Martin Luther King Jr. Day
• Good Friday
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Eve Day
• Christmas Day

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Limited dedicated programs / divisions may have a paid holiday observance schedule that varies from
those listed above.

If a designated holiday falls within an employee’s approved PTO period, the holiday is not considered a PTO
day. If an exempt employee works a holiday due to business needs, he / she may take another day off in
lieu of the holiday during the same pay period, with prior approval from the employee’s manager. Non-
exempt employees who work on a company recognized holiday will be paid for their time worked, in
addition to holiday pay.

FMLA policy.
The Family and Medical Leave Act of 1993 (FMLA), as amended thereafter, requires covered
employers to provide FMLA to eligible employees. Following is a summary of the leave requirements
under the FMLA. These same requirements are also posted on Premium’s premises. This policy and
the posting do not necessarily include all FMLA requirements, disclosures, or information employees
may need to know, but are intended to provide employees with basic FMLA information.

Eligibility requirements

In order to be eligible for FMLA, an employee must have worked for Premium Retail Services, Inc. for at
least twelve (12) months prior to commencement of leave, worked at least 1,250 hours during the
twelve (12) months prior to commencement of leave, and must be employed at a worksite where 50 or
more employees are employed by the employer within 75 miles of that site at the time notice is given
of the need for leave.

Reasons for leave

Eligible employees may take FMLA for the following purposes:

For incapacity, due to the employee’s pregnancy, prenatal medical care, or childbirth;
To care for the employee’s child after birth, or placement for adoption or foster care;
To care for the employee’s spouse, child, or parent, who has a serious health condition;
For a serious health condition that makes the employee unable to perform his / her essential
job functions;
To address certain qualifying exigencies related to a covered family member’s (the employee’s
spouse, son, daughter, or parent) active duty or call to active duty status in the National Guard
or Reserves in support of a contingency operation; and / or
To care for a covered military service member (if the employee is the spouse, parent, son,
daughter, or next of kin of said service member) who: (a) is a current member of the military
(Armed Forces, National Guard, or Reserves) or was a member of the Armed Forces and was
discharged or released under conditions other than dishonorable at any time during the five-
year period prior to the first date the employee takes FMLA to care for the individual; (b) has
incurred a serious injury or illness in the line of duty on active duty that may render the service

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 member medically unfit to perform his or her duties; and (c) is undergoing medical treatment,
recuperation or therapy, or is in out-patient status, or is on the military’s temporary disability
retired list.

Definitions

All definitions of FMLA apply, but two key definitions are:

Serious health condition. This means an illness, injury, impairment, or physical or mental
condition that involves either an overnight stay in a medical care facility, or continuing
treatment by a health care provider for a condition that either prevents the employee from
performing the essential functions of the employee’s job, or prevents the qualified family
member from participating in school or other daily activities. Subject to certain conditions, the
continuing treatment requirement may be met by a period of incapacity of more than three (3)
full consecutive calendar days combined with at least two in-person visits to a health care
provider (the first within seven (7) days and the second within 30 days of the onset of
incapacity) or one in-person visit (within seven (7) days of the onset of incapacity) and a
regimen of continuing treatment prescribed at that visit, or incapacity due to pregnancy, or
incapacity due to a chronic condition. Other conditions may meet the definition of continuing
treatment.

Qualifying exigency. This may include attending certain military events, arranging for
alternative childcare, addressing certain financial and legal arrangements, attending certain
counseling sessions, and attending post-deployment reintegration briefings.

Amount of leave

Eligible employees are entitled to a maximum of twelve (12) weeks of unpaid, job-protected leave
(FMLA) during a rolling 12-month period, measured backwards from each date that leave is used.

If the leave is to care for a covered military service member who incurred a serious injury / illness in
the line of duty on active duty, an eligible employee is entitled to a maximum of 26 weeks of unpaid
leave for such purpose during a single 12-month period. During that single 12-month period, leave
(FMLA) taken for other reasons is also counted, and an employee may not exceed the 26-week
maximum for all FMLA leave taken regardless of the reason.

Use of leave

An employee does not need to use FMLA in one block. Leave can be taken intermittently or on a
reduced leave schedule when medically necessary. Employees must make reasonable efforts to
schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations.
Leave due to qualifying exigencies may also be taken on an intermittent basis.

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Substitution of paid time off benefits for unpaid leave

Employees are required to use accrued paid time off (PTO) benefits while on FMLA, unless prohibited
by any state or U.S. Territory laws. PTO will not continue to accrue while an employee is on FMLA, but
accruals will resume upon returning to work from FMLA.

Employee notice of need for leave and other responsibilities

If the need for leave is foreseeable, an employee must provide 30 days’ advance notice. If not
foreseeable, then the employee must give as much notice as reasonably possible. This normally
means providing notice on the same day as, or next business day, after the employee learns of the
need for leave.

When notifying Human Resources Management of the need for FMLA, an employee must provide
sufficient information for the Company to determine if the leave might qualify as FMLA. The employee
must also provide the anticipated timing and duration of the leave. Sufficient information may include
that the employee is unable to perform job functions, the family member is unable to perform daily
activities, the need for hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave. Calling in “ill” or “sick” is not enough.
Employees must inform the Company if the requested leave is for a reason for which FMLA was
previously taken or certified. If so, the employee must specifically mention the “FMLA” or state the
specific qualifying reason FMLA is needed.

Certification of need for leave

Employees may be required to provide a certification and periodic recertification supporting the need
for leave. Any certification that is submitted must be complete and sufficient and returned within 15
calendar days.

Premium Retail Services, Inc. may also require second and third opinions from health care providers,
at the Company’s expense, if the leave is for the serious health condition of the employee or a family
member. Premium Retail Services, Inc. may also request authentication and clarification of any
medical certification that is submitted by contacting the health care provider.

Employer notices and other responsibilities

If an employee requests FMLA, Premium Retail Services, Inc. will notify the employee whether he / she
is eligible for such leave. If the employee is eligible, the notice will specify any additional information
required (such as a certification of a health care provider form), as well as, the employee’s rights and
responsibilities. If the employee is not eligible, the notice will provide a reason for the ineligibility.

Once Premium Retail Services, Inc. has received a complete and sufficient certification (if one is
required), the employee will receive a designation notice. The notice will either designate the leave as
FMLA-protected and the amount of leave counted against the employee’s FMLA entitlement (if it can
be calculated) or will advise the employee that the leave is not FMLA-protected.

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Benefits and protections while on leave

While on FMLA, Premium Retail Services, Inc. will maintain the employee’s health coverage under the
Company’s group health plan on the same terms as if the employee had continued to work. Use of
FMLA cannot result in the loss of any employment benefit that accrued prior to the start of an
employee’s leave.

Employees on FMLA are financially responsible for their portion of any elected benefit premiums that
are missed during such leave.

Permissible and prohibited activities while on leave

An employee who is on an approved leave of absence is expected to engage in only those activities
that are necessary for, consistent with, and appropriate for the purpose of the leave. An employee is
also prohibited from working elsewhere or engaging in self-employment while on leave (including
working any additional job the employee was working while also working for the Company prior to
taking leave), without the Company’s advance written consent. Use of FMLA for any reason other than
for which it was requested and approved may result in termination.

Return to work

If an employee was on leave for his / her own serious health condition, he / she must provide a
medical release upon return to work. If the employee is released to work with restrictions, the
employee must also provide a copy of the work restrictions (or such other form covering work
restrictions as may be required by the Company) from his / her health care provider. Upon return from
FMLA, an employee will normally be restored to his / her original or an equivalent position with
equivalent pay, benefits, and other employment terms.

Unlawful acts by employers

The FMLA makes it unlawful for any employer to: (a) interfere with, restrain, or deny the exercise of any
right provided under FMLA; and (b) discharge or discriminate against any person for opposing any
practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

Enforcement

If an employer violates the FMLA, an employee may file a complaint with the U. S. Department of Labor
or may bring a private lawsuit against an employer. FMLA does not affect any federal, state or U.S.
Territory law prohibiting discrimination or supersede any state or local law or collective bargaining
agreement which provides greater family or medical leave rights. An employee may obtain additional
information from the U.S. Department of Labor Wage and Hour Division by calling 1-866-4US-WAGE (1-
866-487-9243 or TTY: 1-877-889-5627) or at the following website: www.dol.gov/whd.

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Non-FMLA policy.
Purpose

When the Company’s FMLA Policy does not apply, Premium Retail Services, Inc. may provide family,
medical, or a personal leave of absence to eligible employees in some circumstances. If an employee
is or will need to be absent for more than three consecutive workdays and the Company’s FMLA Policy
does not apply, the employee must request a leave of absence through Human Resources
Management, which is then subject to the Company’s approval and the following provisions.

Eligibility requirements

To be eligible for a Non-FMLA leave of absence, an employee must be a regular full-time or part-time
employee and have continuously worked for Premium Retail Services, Inc. at least 90 days prior to
leave commencing. In addition, the leave must not be available under the Company’s FMLA policy (that
is, the employee must be ineligible for FMLA or have exhausted his / her 12-week FMLA leave
allowance). If the leave is required by law and the law has less stringent eligibility requirements than
this policy, the employee must meet the less stringent ones (e.g., leave that would be a reasonable
accommodation under the Americans with Disabilities Act Amendments Act [ADAAA] or state / U.S.
Territory disability discrimination laws; leave that may be required under the Pregnancy Discrimination
Act or state / U.S. Territory pregnancy discrimination laws; and leave that may be required under the
state / U.S. Territory workers’ compensation laws; etc.).

Reasons for leave

Eligible employees may take a Non-FMLA leave of absence for: (1) a serious health condition or
disability that makes the employee unable to perform the employee’s job (including work-related
injuries and illnesses); (2) compelling and extraordinary personal reasons not covered above, but only
if approved in Premium’s sole discretion and if the Company believes the employee’s time away from
the job would be in the best interests of both the employee and the Company; or (3) such other
reasons as may be required by applicable law.

Amount of leave

The maximum amount of leave will be determined on a case-by-case basis, may vary depending on the
reason for the leave or any applicable law, and is subject to Premium‘s discretion and such terms and
conditions as the Company may impose. The Company may consider prior leaves that the employee
has taken, the amount of leave needed, the reason for the leave, and other factors.

Use of leave

A Non-FMLA leave of absence is a continuous leave of absence for an extended period. A Non-FMLA
leave of absence may not be granted on an intermittent basis. In some cases, when leave is due to the
employee’s own serious health condition, the Company may grant a reduced schedule leave (where
the employee works less than his / her regular hours for a period of time, such as when chemotherapy,

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physical therapy, or other planned medical treatment is needed on an ongoing basis, but the employee
is otherwise able to work).

Use of paid time off benefits while on leave

Employees are required to use paid time off (PTO) benefits while on a Non-FMLA leave of absence until
exhausted, after which the leave will be unpaid. PTO will not continue to accrue while an employee is
on a Non-FMLA leave of absence, but accruals will resume upon return to work from the Non-FMLA
leave of absence.

Employee notice

An employee must provide the same amount of notice and comply with the other notification
requirements that are included in Premium’s FMLA Policy.

Benefits while on leave

Employees on a Non-FMLA leave of absence are financially responsible for their portion of any elected
benefit premiums that are missed during such leave.

Permissible and prohibited activities while on leave

An employee who is on an approved leave of absence is expected to engage in only those activities
that are necessary for, consistent with, and appropriate for the purpose of the leave. An employee is
also prohibited from working elsewhere or engaging in self-employment while on leave (including
working any additional job the employee was working while also working for the Company prior to
taking leave), without the Company’s advance written consent. Use of Non-FMLA leave of absence for
any reason other than for which it was requested and approved may result in termination.

Return to work

If an employee is on leave for his / her own health condition and is released to work without
restrictions, he / she must submit a medical release from his / her health care provider prior to
returning to work. If the employee is released to work with restrictions, the employee must also provide
a copy of the work restrictions (or such other form covering work restrictions as may be required by the
Company) from his / her health care provider.

Job placement upon return to work

An employee has no greater rights to job restoration than if the employee had not taken a Non-FMLA
leave of absence.

Except as may be required by law, there is no guarantee of job reinstatement into any position upon
return from a Non-FMLA leave of absence. If the employee is on leave for his / her own health
condition and is released to work without restrictions, or is returning from a Non-FMLA leave of
absence for any other reason, the employee may be placed in the same or an equivalent job if required
by law or otherwise in any open position for which he / she is qualified.

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If an employee is on leave for his / her own health condition and is released to return to work with
restrictions, the Company will determine if any reasonable accommodation is required by law, and can
be made, or if the Company is able to offer light / modified duty. If a reasonable accommodation or
light / modified duty is offered, and the employee rejects it, the employee’s employment may be
terminated. If an employee fails to return to work on the agreed upon return date, the Company will
assume that the employee has resigned. If the Company cannot place the employee and is not
required by law to do so, the employee’s employment may be terminated.

Uniformed services employment and reemployment

rights act (USERRA).
Premium is committed to protecting the job rights of employees absent on military leave. In
accordance with federal and state law, it is the Company’s policy that no employee or prospective
employee will be subjected to any form of discrimination on the basis of that person's membership in
or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no
person will be denied employment, reemployment, promotion, or other benefit of employment on the
basis of such membership. Furthermore, no person will be subjected to retaliation or adverse
employment action because such person has exercised his or her rights under applicable law or this
policy. If any employee believes that he or she has been subjected to discrimination in violation of this
policy, the employee should immediately contact a Human Resources Manager.

Eligibility

Employees taking part in a variety of military duties are eligible for benefits under this policy. Such
military duties include leaves of absence taken by members of the uniformed services, including
Reservists, National Guard members for training, periods of active military service, and funeral honors
duty, as well as time spent being examined to determine fitness to perform such service. Subject to
certain exceptions under the applicable laws, these benefits are generally limited to five years of leave
of absence.

Procedures for military leave

1. Unless military necessity prevents it, or is otherwise impossible or unreasonable, an employee

should provide Premium with notice of the need for leave as far in advance as is reasonable under the
circumstances. Written notice is preferred, but not required under the law or this policy.

2. To request a temporary or extended military leave of absence, the employee should generally obtain
a request for leave from Human Resources management at [email protected]. A
written application is not required under the law or this policy.

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3. Human Resources management will review, collect any applicable insurance premiums from the
employee, generate other applicable documents, and process accordingly.

4. Employees on temporary or extended military leave may, at their option, use any or all accrued paid
time off during their absence.

5. When the employee intends to return to work, he or she must make application for reemployment to
Human Resources management within the application period set forth below.

6. If the employee does not return to work, the manager must notify Human Resources management
so that appropriate action may be taken.

Benefits

If an employee is absent from work due to military service, benefits coordination must be managed
through Human Resources by contacting [email protected]:

Reemployment

Upon an employee's prompt application for reemployment (as defined below), an employee will be
reinstated to employment in the following manner depending upon the employee's period of military
service:

1. Less than 91 days of military service: (i) in a position that the employee would have attained if
employment had not been interrupted by military service; or (ii) if found not qualified for such position
after reasonable efforts by the Company, in the position in which the employee had been employed
prior to military service.

2. More than 90 days and less than 5 years of military service: (i) in a position that the employee would
have attained if employment had not been interrupted by military service or a position of like seniority,
status and pay, the duties of which the employee is qualified to perform; or (ii) if proved not qualified
after reasonable efforts by the Company, in the position the employee left, or a position of like
seniority, status and pay, the duties of which the employee is qualified to perform.

3. Employee with a service-connected disability: if after reasonable accommodation efforts by the

employer, an employee with a service-connected disability is not qualified for employment in the
position he or she would have attained or in the position that he or she left, the employee will be
employed in (i) any other position of similar seniority, status and pay for which the employee is
qualified or could become qualified with reasonable efforts by the Company; or (ii) if no such position
exists, in the nearest approximation consistent with the circumstances of the employee's situation.

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Exceptions to reemployment

In addition to the employee's failure to apply for reemployment in a timely manner, an employee is not
entitled to reinstatement as described above if any of the following conditions exist:

1. The Company’s circumstances have so changed as to make reemployment impossible or

unreasonable.

2. Reemployment would pose an undue hardship upon Premium.

3. The employee's employment prior to the military service was merely for a brief, non-recurrent period
and there was no reasonable expectation that the employment would have continued indefinitely or for
a significant period.

4. The employee did not receive an honorable discharge from military service.

Documentation

An employee's manager will, upon the employee's reapplication for employment, request that the
employee provide the Company with military discharge documentation to establish the timeliness of
the application for reemployment, the duration of the military service, and the honorable discharge
from the military service.

Paid family leave.

Various states have specific paid family leave laws. The Company is in compliance with all local, city,
state, U.S. Territory and federal paid family leave laws.

Miscellaneous leave laws.

Different states offer leaves for various other reasons. Premium Retails Services, Inc. is in compliance
with all local, city, state, U.S. territory and federal leave laws.

Voting.
Employees are encouraged to take advantage of polling hours prior to the beginning or following the
end of the workday.

If this cannot be arranged and the employee is a full-time regular employee, the employee’s manager
will approve time off to vote either at the beginning or end of the workday, provided that the employee
gives at least one day’s notice to their manager. Premium Retail Services, Inc. is in compliance with all
applicable local, city, state, U.S. Territory and federal voting laws.

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Confidentiality of company information.
In carrying out its business, Premium Retail Services, Inc. has developed, and continues to develop,
confidential and proprietary business information. This includes, without limitation, information
relating to the Company’s products and services, customer information, pricing, business plans and
strategies, financial information, pending projects and proposals, negotiations and contracts,
marketing data and strategies, accounting methods, programs and spreadsheets, research and
development strategies, scientific data and formulae, technological data, inventions and discoveries,
production processes, internally developed software and programs, administrative policy manuals,
procedures and guidelines, and all other information relating to the business, methods of operation,
finances and affairs of the Company.

The success of this company depends in substantial part upon the Company’s ability to safeguard its
confidential and proprietary business information. All employees who are exposed to, receive or
develop information that is deemed confidential or proprietary by the Company, must take the
appropriate steps to ensure that the information is not improperly disclosed. Accordingly, no employee
shall, at any time, communicate or disclose to any unauthorized person, or use for the employee’s own
account or allow any unauthorized person to use, without the prior written consent of the Company’s
Chief Executive Officer, any of the Company’s confidential or proprietary information. If it is necessary
in the course of carrying out your duties for the Company to share confidential or proprietary
information with another employee, the employee must ensure that the sharing of that information is
truly necessary and promotes the interests of the Company, that the employee with whom the
information will be shared has a need to know that information and has the necessary clearance, that
any documents containing confidential or proprietary information that are shared with the other
employee are conspicuously marked as being confidential, proprietary or classified, and that any such
documents or information are transferred directly to the other employee in person or via email (as
opposed to being left with another employee, or left on the employee’s desk or chair) and specifically
identified at that time as being confidential or proprietary. All employees shall immediately return all
confidential and proprietary information in whatever form to the Company upon the cessation of
employment for any reason, or whenever requested to do so during employment by the Company, and
shall not thereafter retain or use any such information in any form, with or without modification.

This policy applies to all employees regardless of whether they have signed a confidentiality and non-
solicitation agreement with the Company. For those employees who have signed a confidentiality and
non-solicitation policy with the Company, the terms of those agreements shall supersede any
conflicting terms set forth within this policy.

Appropriate use of company information.

Company computers and email or other systems are company property.

All employees are expected to use good judgment in using company or client systems, email and the
internet, and to avoid indiscretions such as offensive or inappropriate messages (see Social media

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policy). Although limited personal use of email and internet (during lunch and breaks) is acceptable,
under no circumstances is offensive or inappropriate material allowed in the workplace (see
Harassment policy). In the event an employee receives an email they believe violates company policy,
notify a Human Resources Manager immediately. Misuse of company and client systems, email,
internet, as well as any other form of electronic communication (whether or not associated or affiliated
with Premium), may result in disciplinary action up to and including termination.

Confidentiality of client information.

Since 1985, Premium Retail Services, Inc. has built a strong reputation as a trusted advocate of our
clients. Our team is deeply committed to operating with integrity in all that we do. The close working
relationship we maintain with clients puts Premium in a privileged position, often with access to
sensitive and confidential client information. Premium operates with a stringent, zero tolerance policy
for any violation of client confidentiality.

Confidentiality

In partnering with clients, Premium employees often learn of and have access to sensitive, confidential
or proprietary data, information, trade and research secrets, transactions about the Company, its
activities, customers, suppliers or joint venture and joint project partners. Premium’s policy prohibits
the unauthorized disclosure or use of sensitive, confidential or proprietary data, trade and research
secrets and information about any client

Employees agree to preserve as confidential any and all information, material, documents and data
related to the business activities of Premium’s clients, including but not limited to, business plans,
financial data, customer lists and product information that may be disclosed to, or received by the
employee from our client or Premium, and information which is independently developed by the
employee as a result of the relationship during the term of the employee’s employment and for a
period of two (2) years thereafter.

Employees:

• Shall hold the confidential information in trust and confidence for Premium and shall protect
the confidential information with conscientiousness and common sense.
• Shall only use the confidential information for the limited purpose of performing his / her
duties pursuant to the client relationship and limit access to and disclosure of any confidential
information to necessary Premium employees only. Employees should take special care and
maintain special awareness of Premium clients who compete in the marketplace.
• Shall never use or exploit any such confidential information for his / her own benefit or any
other person’s or entity’s benefit.

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Protection of outside data

Premium utilizes proprietary data owned by joint venture partners, suppliers and clients. The protection
of such data is of the highest importance and must be managed with the greatest attention and care for
Premium to merit the continued confidence of such parties. No employee shall disclose or use sensitive,
confidential or proprietary information to anyone unless to the client he or she represents and as
authorized by Executive leadership.

Personal obligations

All employees must perform all duties to the fullest extent of their capabilities, ensure that all confidential
information that is made available to them by virtue of their position is not divulged without written
permission, and avail themselves of information and material that will improve their effectiveness for all
matters relating to the business of Premium.

Perceived conflict

All employees must use their best judgment to avoid situations of real or perceived conflict. In doing so,
they must not accept or solicit any gifts, hospitality or other benefits that may have a real, apparent or
probable influence on their objectivity to carry out their official duties and responsibilities or that may
place them or Premium under obligation.

Key operational practices

Following are operational policies and practices to enforce the Company’s confidentiality and non-
disclosure policies. However, no number of operational practices can sufficiently address every possible
situation. It is therefore the responsibility of the employee to apply this policy and use heightened
judgment in all matters related to protection of clients’ confidential information.

• Employees cannot transfer to an internal competitor of their current client unless a minimum
of six (6) months has elapsed from the time the employee is no longer assigned to or involved
in their client’s business activities in any manner.
• Business Analysts will not have workings on any client contacts that have a real or perceived
conflict of interest.
• Conference calls with clients must take place behind closed doors and at discreet volumes
when on speakerphone.
• Desks of employees are locked and secured when said employees are away from their
workstation and no sensitive, confidential information is left in any way accessible.
• Computers and mobile devices are locked when employees are not attending to them.
• Special care must be given in casual conversations between employees. Off the cuff remarks
or references to confidential information will be considered violation of this policy.

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Zero Tolerance

Premium maintains a zero-tolerance policy as it relates to client confidential information and the
responsibilities of all employees established here. Violation of this policy will result in immediate
termination.

Conflict of interest.
Most employees of Premium Retail Services, Inc. shall not engage in the same or a similar line of
business carried on by the Company. An employee shall not have a financial interest in a company,
which is a competitor of or supplier to the Company.

Financial interests held by an employee or by his or her immediate family members in such companies
are to be disclosed immediately to the Executive Vice President, Human Resources so that a
determination can be made as to whether a conflict exists. Members of the employee’s immediate
family include spouse, children, and any other relative sharing the same home as the employee.
Violation of this policy may result in immediate termination.

Business communication etiquette.

When communicating for work purposes, professionalism and courtesy are expected in all
communication platforms.

When answering the phone, employees should always state their first and last name at a minimum.
Adding the Company’s name or department is an extra courtesy, but optional.

Employees that are issued a company mobile phone and / or desktop phone, should set up a
professional voice mail message, including their first and last name. The default or no-name voice mail
is not an acceptable business practice. Employees should review their voice mails regularly, and never
allow it to become ‘full’ where additional messages are unable to be left on your mobile or desktop
device.

Employees that are issued a company e-mail address and / or client email address should set up their
email signature using only the standard company email signature. Employees that are going to be “out
of office” for a half day or more should follow the out of office email notification protocol and turn on
automatic reply for all work-related email accounts, to ensure your clients and co-workers are aware
that your reply may be delayed, or whom to contact for an immediate response.

Employees should upload a professional photo / headshot on all company systems that allow for a
photo, and never casual or non-business appropriate photos.

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Telephone / wireless devices.
Personal calls of short duration may be received and made at your desk or workstation. Personal
telephone call privileges are subject to change or terminate at any time. If an employee is found
spending more than just limited time on personal calls, this privilege will be revoked to the offending
employee.

Use of an employee’s personal wireless device (mobile phone, tablet, etc.) should be limited to breaks
and short in duration. Employees are asked to keep wireless devices on silent or vibrate during
business hours. When feasible, employees should keep voices low while on personal phone calls or
move away from others so as not to disturb others during work hours. Due to the nature of some work
duties, employees may not be allowed to use a personal wireless device at their normal workstation.

Company equipment.
Employees are expected to take extra precaution to secure and properly care for all company and
client-issued equipment, including behaving responsibly and using good judgement to protect and
secure all company and client-issued equipment and accessories from damage and / or theft.
Employees must never leave company and client-issued equipment in areas where theft may occur,
such as in a vehicle, retail establishment, or other venue out of the employee’s site. Company-issued
equipment is property of Premium Retail Services, Inc. Premium reserves the right to monitor, review,
or extract any data / information contained on company and client-issued electronic devices. Company
or client-issued equipment that has been neglected, misused, or used in violation of company policies
may be grounds for disciplinary action, up to and including termination. Premium reserves the right to
have employees pay all or part of the cost to repair or replace company and client-issued equipment to
the fullest extent permitted by law.

Upon termination or resignation, employees must return all company and client-issued equipment and
accessories in working order as instructed. Employees may be held financially responsible for
damaged or unreturned company equipment to the full extent permitted by law. Failure to return all
equipment and accessories in working order will be considered theft and may lead to criminal
prosecution by Premium Retail Services, Inc.

Marketing photography and video.

The photo / video authorization and release form expresses employee consent to the Company’s use
of any and all photographs and videos taken of employees, whether taken now or some time in the
future. Employees may revoke their consent to have photos and videos taken in the future by
informing Human Resources management in writing of their desire to revoke consent.

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Employees are not required to consent to the photo / video authorization and release. If an employee
chooses not to consent, it is their responsibility to inform the photographer at any Company event the
employee attends that they have not signed the photo / video authorization and release.

Smoking.
Smoking, including cigarettes, electronic smoking devices, and all other tobacco products will not be
allowed in any Premium Retail Services, Inc. office at any time. Employees that work outside of a
Premium facility should only smoke in designated areas where smoking is permitted. It is strongly
preferred when an employee is working at a site location to avoid smoking until the assignment is
completed and the employee is not on the client / customer’s premises. This policy is for the health
and safety of all employees.

Dress code.
Our goal is to portray a neat, tasteful appearance at all times — good individual judgment is the best
guideline. If an employee is unsure of an outfit and / or proper grooming standards, the employee
should err on the side of professionalism or ask their manager for their opinion.

If an employee has tattoos and / or body / facial piercings, other than conservative earrings, and they
have contact with clients, they are asked to make sure that all visible facial / body piercings are
removed, and tattoos are covered.

Corporate Employees — A smart casual dress code is the expectation for employees on most business
days, typically comprised of well-fitting, neat and appropriate pieces that are slightly less formal than a
business casual or business professional dress code. Smart casual is much more elevated and put-
together than dressing for off-hours and avoids items that are too casual or loose-fitting. On an
occasional basis, employees are required to dress business professional and/or may be required to
avoid wearing attire with client logos or branding. Corporate communications will advise employees as
to expected dress code for these days in Premium office buildings.

Field Employees — Our standard dress code for field employees is khaki style pants, collared polo style
shirt, plain facial covering, and comfortable, closed-toed walking shoes. Other specific customer or
client programs may require a different dress code that will be communicated by the employee’s
manager.

These requirements must always be adhered to when working on behalf of the client.

Hygiene

Premium Retail Services, Inc. recognizes that the presentation of its employees in the workplace
contributes to a professional environment and the public image that has contributed to the success of

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the Company. Premium expects employees to be well-groomed and professional in appearance when
coming to work or engaged in work-related tasks with customers, clients, and colleagues.

Every employee is expected to practice daily hygiene and good grooming habits as set forth in further
detail below.

Hair should be clean, combed, and neatly trimmed or arranged. Unkempt hair is not permitted.
Sideburns, mustaches, and beards should be neatly trimmed. Non-traditional hair colors are
not permitted.
Make-up must be professional and conservative.
Fragrant products that may be offensive should be used in moderation out of concern for
others in the workplace. Employees, customers, and visitors may have sensitivities or allergies
to fragrant products, including but not limited to perfumes, colognes, fragrant body lotions or
hair products.
Hands and nails should be clean and conservatively manicured.
Employees may wear tasteful jewelry in moderation. Where job duties present any type of
safety risk, earrings, rings, necklaces, and bracelets may be prohibited or severely limited. No
other visible body jewelry / body piercings may be worn while an employee is in the workplace.
No visible tattoos or other body art (such as ball bearings, spikes, etc.) are permitted in the
workplace. Exceptions may be made for employees who have small, non-offensive tattoos that
cannot easily be covered by standard clothing (i.e., wrist, neck, etc.).

Employees seeking an exception from any of the above standards should speak with a Human
Resources Manager. Violations of this policy may result in discipline, up to and including termination.

Outside employment.
Full-time employees are expected to be working solely for Premium Retail Services, Inc. Any outside
employment should be promptly disclosed to Human Resources Management. In certain circumstances,
outside employment will be approved, but the Company retains the right to review and evaluate each
situation on an individual basis.

Emergency closings.
Except for regularly scheduled holidays, Premium Retail Services, Inc. will be open for business
Monday through Friday during normal business hours. The Company recognizes that circumstances
beyond its control, such as inclement weather, national crisis or other emergencies do occur. On such
occasions, the Corporate office may close for all or part of a regularly scheduled workday.

For such events, please contact your manager for information regarding your schedule.

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Handbook acknowledgement
I acknowledge that I have received a paper or electronic copy of the Employee Handbook from
Premium Retail Services, Inc. (“Company”) and that I have read, understand and have familiarized
myself with the policies and procedures contained in the handbook. If I am employed in California, I
also acknowledge that I have received a paper or electronic copy of the Addendum to the Employee
Handbook for California Employees (“Addendum”) and have read, understand and have familiarized
myself with the policies and procedures contained in the Addendum. I recognize that I should address
any questions that I may have about the handbook and / or Addendum, as well as questions about any
employment matters not addressed in the handbook and / or the Addendum, to a Human Resources
Manager.

I understand that except for the at-will policy, which can only be changed, in writing, signed by the
Company’s Chief Executive Officer, all policies and practices contained or referenced in the handbook
(and, if applicable, the Addendum) may be changed by the Company at any time, with or without prior
notice. The Company reserves the right to change my hours, wages and working conditions at any time. I
understand and agree that, other than the Chief Executive Officer of the Company, no manager or
representative of the Company is authorized to enter into any agreement, expressed or implied, for
employment for any specific period or to make any agreement for employment other than at-will. Any
employment agreement that limits either party’s ability to terminate the employment relationship at-will
must be in writing and must be signed by the Company’s Chief Executive Officer.

I also understand and agree that nothing contained in the handbook (and, if applicable, the
Addendum) creates or is intended to create a promise or representation of continued employment or
should be construed as a contract (express or implied) of employment. I also understand and agree
that my employment with the Company is at-will and may be terminated by either the Company or me
at any time for any reason that is not unlawful. If my employment with the Company should end for any
reason, I shall return any property belonging to the Company / client that is in my possession, to my
manager no later than my last day of employment.

I understand that this handbook (and, if applicable, the Addendum) supersedes all prior agreements,
understandings and representations concerning my employment relationship with the Company.

____________________________________________________________________ __________________________
Employee’s Signature Date

__________________________________________________________________________________________________
Printed Name (First) (Middle) (Last)

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