SoCal Employee Handbook

General Policies & Procedures

PAY TRANSPARENCY NON DISCRIMINATION PROVISION

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. If you believe that you have experienced discrimination, you may contact the OFCCP per the below: 1.800.397.6251 | TTY 1.877.889.5627 | www.dol.gov/ofccp

200 CONSTITUTION AVENUE NW WASHINGTON, DC 20210 tel: 1-800-397-6251 TTY: 1-877-889-5627 www.dol.gov/ofccp

EMPLOYMENT

Initial Employment Period New employees go through an adjustment period as they learn their new job. During this 90-day introductory period, you and the Company have the opportunity to evaluate whether you and the job are a suitable match. Employees who complete this introductory period are not guaranteed employment for any specific period. We hope that you will make the most of this "trial" period by learning your new job and demonstrating your ability and interest. After 30 continuous days of employment, full-time employees become eligible for benefits. Employment Classifications Your job is classified as either hourly, non-exempt, or exempt. Hourly and Non-exempt employees are paid overtime at the rate of time and one-half their regular rate of pay for all hours worked beyond 8 hours in a day and 40 hours per week, in accordance with applicable wage and hour laws. You must maintain a record (through the Company’s time-keeping system or through handwritten time sheets) of the total hours you work each day. These hours must be accurately recorded and must reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures and – if you are required to clock out – meal breaks. You must be paid for all hours that you work; therefore, it is a violation of the Company’s policies for you to perform any work off the clock. In the unlikely event that your manager or supervisor asks you to work “off the clock,” report that immediately to the Human Resources Department. It is also a violation of our work rules for any employee to “punch in” or to record time for another employee. Employees caught doing this will be subject to discipline up to and including termination. Exempt employees include salaried employees whose duties are executive, professional, sales, or other specific job categories. Exempt employees are not paid overtime for work performed beyond 40 hours in a regular week. This is in accordance with applicable wage and hour laws.

Employee Handbook January 2025