2025-462-E-DEAPR-Recreation Factory Partners-portsplex Management Agreement

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22 We expect all employees to report to work on time and perform a full day of work on each scheduled workday. We recognized that time away from work and flexibility is healthy for our employees. We also recognize that occasionally our employees will be forced to unexpectedly miss work. For these reasons, we have instituted leave of absence policies to govern these situations. This section of our handbook is designed to inform our employees of our expectations and, when necessary, of an employee’s leave options. Failure to follow these policies will result in discipline, up to and including termination of employment. Paid Leave(PTO) Paid leave is available to both exempt employees (salaried employees) and to full time hourly staffed (defined as working more than 32 hours per week on a consistent basis. For staff that work hourly and also provide independent contractor services hours are calculated only for non-contractor related activities. PTO is defined to cover both vacation days and, where applicable, sick days. Paid leave may be take in ½ or full day increments only. Full-time salaried and hourly employees are eligible to earn and use paid leave as described below. How Paid Leave is Earned. For both salaried and full-time hourly staff, PTO accrues immediately upon hire. In the employee’s first year of employment, a full-time salaried employee is entitled to 10.5 days of paid leave, calculated as 3.25 hours earned per pay period. Upon their fifth consecutive anniversary, full-time salaried employees (only) are entitled to an additional 2.5 days of paid leave, for a total of 13 days, calculated as 4 hours earned per pay period. Full-time hourly staff are entitled to 5 days of PTO which accrues at 1.5 hours per pay period. For both salaried and hourly staff, these total hours of PTO are intended to cover both vacation and sick days combined. Part-time hourly staff are not entitled to sick days. If a salaried employee’s paid leave period falls in conjunction with an observed holiday of the company, the holiday absence will not be deducted from his or her paid leave time. Hourly staff are not paid for holiday closures. Paid leave time must be used during the year it is earned (year is defined as a calendar year starting January 1st and ending December 31st). An employee cannot accrue paid leave and roll it over to the next year. Unused paid leave is forfeited at the end of the year. If your employment terminates for any reason, any unused paid leave is forfeited. How to Use Paid Leave. To use paid leave, an employee must complete a leave request form. This form must be submitted to their supervisor at least 14 days prior to the first day of leave, where possible. We will attempt to honor all requests but t it will not always be possible to do so. Paid leave will be scheduled on a first-come, first-serve basis. An employee may be required to split paid leave time and/or to schedule it at another time so as not to disrupt our business operational needs. Remember that our business responsibilities are our first priority. The employee’s immediate supervisor’s decision, in this regard, is final and binding. What To Do About Being Absent or Late As soon as an employee knows he or she will be late to work or absent from work, he or she must immediately inform his or her immediate supervisor by telephone. If the supervisor is not available, the employee must speak to another supervisor. We expect employees to give us as much advance notice as possible when planning absences. If the absence is unplanned, we expect employees to notify us at least one (1) hour before ATTENDANCE AND LEAVE POLICIES Docusign Envelope ID: 177AA06A-30B4-42FF-A85A-78B5A7C51DBE