General Employment Policies 5.
Introductory Statement 6.
Harassment Discrimination and Retaliation Prevention 7.
Confirmation of Harassment Discrimination and Retaliation Prevention Policy 11.
At-Will Employment Status 12.
Right to Revise 12.
Diversity, Equity, and Inclusion 13.
Hiring 14.
Service Credit 15.
Full-Time Employees 15.
Inactive Status 15.
Job Duties 15.
Job Sharing 16.
New Hires 18.
Part-Time Employees 18.
Regular Employees 18.
Temporary Employees 18.
Time Off and Leaves of Absence 19.
Bereavement Leave 20.
Civil Air Patrol Leave 20.
Crime or Abuse Victims' Leave and Accommodation 20.
Crime or Abuse Victims' Leave for Treatment 21.
Extended Medical Leave 22.
FMLA 23.
CFRA 29.
Jury Duty and Witness Leave 34.
Leave Donation Program 34.
Military Leave 36.
Military Spouse Leave 36.
Organ and Bone Marrow Donor Leave 36.
Paid Time Off 37.
Sick Leave 38.
San Francisco Paid Parental Leave 39.
Personal Leave 41.
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Pregnancy Disability Leave Five or More Employees 41.
School and Child Care Activities Leave 42.
Sick Leave - Berkeley 43.
Sick Leave - Emeryville 46.
Sick Leave - Oakland 49.
Sick Leave - San Francisco 51.
School Appearances Involving Suspension 54.
Time Off for Voting 55.
Criminal Judicial Proceedings and Victims' Rights Leave 55.
Volunteer Civil Service Personnel 55.
Benefits 56.
Benefits Overview 57.
External Employee Education 57.
Holidays 58.
San Francisco Lactation Accommodation 58.
Lactation Accommodation 59.
Paid Family Leave 60.
Workers' Compensation 61.
Management 63.
Employee Property 64.
Employment of Relatives 64.
Names and Addresses Policy 64.
Open-Door Policy 64.
Performance Evaluations 65.
Personnel Records 65.
Workplace Privacy - Audio/Video Recordings 66.
Company Property 67.
Electronics and Social Media 68.
Employer Property 71.
Guests and Visitors 71.
Housekeeping 72.
Off-Duty Use of Facilities 72.
Personal Use of Company Cell Phone 72.
Smoking 73.
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Solicitation and Distribution of Literature 73.
Employee Conduct 74.
Business Conduct and Ethics 75.
Conducting Personal Business 75.
Confidential Information 75.
Conflicts of Interest 76.
Customer Relations 76.
Dress Codes and Other Personal Standards 77.
Drug and Alcohol Abuse 78.
News Media Contacts 79.
Off-Duty Conduct 79.
Other Employment 79.
Political Activity 79.
Prohibited Conduct 80.
Prohibited Use of Company Cell Phone While Driving 80.
Punctuality and Attendance 82.
Wages 83.
Advances 84.
Reporting-Time Pay 84.
Meal and Rest Periods 84.
Overtime for Nonexempt Employees 86.
Pay for Mandatory Meetings/Training 87.
Payment of Wages 87.
Timekeeping Requirements 88.
Work Schedules 88.
Safety and Health 89.
Employees Who Are Required to Drive 90.
Ergonomics 90.
Fragrance Policy 90.
Health and Safety 90.
Inclement Weather/Natural Disasters 91.
Recreational Activities and Programs 91.
Security 91.
Workplace Violence 92.
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Termination 93.
Employee References 94.
Involuntary Termination and Progressive Discipline 94.
Reductions in Force 94.
Voluntary Resignation 94.

Introductory Statement

Welcome! As an employee of Sentry Living Solutions (the "Company"), you are an

important member of a team effort. We hope that you will find your position with the

Company is rewarding, challenging, and productive.

We look to you and the other employees to contribute to the success of the Company.

This employee handbook is intended to explain the terms and conditions of employment

of all full- and part-time employees and supervisors.

This handbook summarizes the policies and practices in effect at the time of

publication.* This handbook supersedes all previously issued handbooks and any policy

or benefit statements or memoranda that are inconsistent with the policies described

here.

*In addition to the policies covered in this handbook, Sentry Living Solutions also

maintains and incorporates by reference, separate policies and procedures addressing

COVID-19 in the workplace.

Please take the time to review the policies in this handbook, as well as Sentry Living

Solutions' COVID-19 policies and procedures. Your supervisor or manager will be

happy to answer any questions you may have. Again, welcome!

Harassment Discrimination and Retaliation Prevention

Sentry Living Solutions is an equal opportunity employer. Sentry Living Solutions is

committed to providing a work environment free of harassment, discrimination,

retaliation, and disrespectful or other unprofessional conduct based on: • Race

• Religion (including religious dress and grooming practices) • Color • Sex/gender (including pregnancy, childbirth, breastfeeding, or related medical

conditions), sex stereotype, gender identity/gender expression/transgender

(including whether or not you are transitioning or have transitioned) and sexual

orientation

• National origin • Ancestry

• Physical or mental disability

• Medical condition

• Genetic information/characteristics

• Marital status/registered domestic partner status

• Age (40 and over) • Sexual orientation

• Military or veteran status

• Any other basis protected by federal, state, or local law or ordinance or regulation

Sentry Living Solutions also prohibits discrimination, harassment, disrespectful or

unprofessional conduct based on the perception that anyone has any of those

characteristics or is associated with a person who has or is perceived as having any of

those characteristics.

In addition, the Company prohibits retaliation against individuals who raise complaints of

discrimination or harassment or who participate in workplace investigations.

All such conduct violates Company policy.

Harassment Prevention

The Company's policy prohibiting harassment applies to all persons involved in the

operation of the Company. The Company prohibits harassment, disrespectful or

unprofessional conduct by any employee of the Company, including supervisors,

managers, and co-workers. The Company's anti-harassment policy also applies to

vendors, customers, independent contractors, unpaid interns, volunteers, persons

providing services pursuant to a contract and other persons with whom you come into

contact while working.

Prohibited harassment, disrespectful or unprofessional conduct includes, but is not

limited to, the following behavior: • Verbal conduct such as epithets, derogatory jokes or comments, slurs or

unwanted sexual advances, invitations, comments, posts, or messages;

• Visual displays such as derogatory and/or sexually oriented posters,

photography, cartoons, drawings, or gestures; • Physical conduct including assault, unwanted touching, intentionally blocking

normal movement or interfering with work because of sex, race, or any other

protected basis; • Threats and demands to submit to sexual requests or sexual advances as a

condition of continued employment, or to avoid some other loss and offers of

employment benefits in return for sexual favors; • Retaliation for reporting or threatening to report harassment; and • Communication via electronic media of any type that includes any conduct that is

prohibited by state and/or federal law or by company policy.

Sexual harassment does not need to be motivated by sexual desire to be unlawful or to

violate this policy. For example, hostile acts toward an employee because of their

gender can amount to sexual harassment, regardless of whether the treatment is

motivated by sexual desire.

Prohibited harassment is not just sexual harassment but harassment based on any

protected category.

Non-Discrimination

The Company is committed to compliance with all applicable laws providing equal

employment opportunities. This commitment applies to all persons involved in Company

operations. The Company prohibits unlawful discrimination against any job applicant,

employee, or unpaid intern by any employee of the Company, including supervisors and

coworkers.

Pay discrimination between employees of the opposite sex or between employees of

another race or ethnicity performing substantially similar work, as defined by the

California Fair Pay Act and federal law, is prohibited. Pay differentials may be valid in

certain situations defined by law. Employees will not be retaliated against for inquiring

about or discussing wages. However, Sentry Living Solutions is not obligated to

disclose the wages of other employees.

Anti-Retaliation

The Company will not retaliate against you for filing a complaint or participating in any

workplace investigation or complaint process, and will not tolerate or permit retaliation

by management, employees, or co-workers.

Reasonable Accommodation

Discrimination can also include failing to reasonably accommodate religious practices or

qualified individuals with disabilities where the accommodation does not pose an undue

hardship.

To comply with applicable laws ensuring equal employment opportunities to qualified

individuals with a disability, the Company will make reasonable accommodations for the

known physical or mental limitations of an otherwise qualified individual with a disability

who is an applicant or an employee unless undue hardship would result.

Any job applicant or employee who requires an accommodation to perform the essential

functions of the job should contact an HR manager and discuss the need for an

accommodation. The Company will engage in an interactive process with the employee

to identify possible accommodations, if any, that will help the applicant or employee

perform the job. An applicant, employee or unpaid intern who requires an

accommodation of a religious belief or practice (including religious dress and grooming

practices, such as religious clothing or hairstyles) should also contact an HR manager

and discuss the need for an accommodation. If the accommodation is reasonable and

will not impose an undue hardship, the Company will make the accommodation.

The Company will not retaliate against you for requesting a reasonable accommodation

and will not knowingly tolerate or permit retaliation by management, employees, or co-

workers.

Complaint Process

If you believe that you have been the subject of harassment, discrimination, retaliation,

or other prohibited conduct, bring your complaint to your supervisor or to any of the

following individuals: • Any other Company supervisor • The HR Manager, the office manager, the personnel manager • Executive Director, Carlos Cienfuegos

You must do so as soon as possible after the incident. You can take your complaint to

any of these individuals. If you need assistance with your complaint, or if you prefer to

make a complaint in person, contact the HR manager. Please provide all known details

of the incident or incidents, names of individuals involved, and names of any witnesses.

It would be best to communicate your complaint in writing, but it is not mandatory.

The Company encourages all individuals to report any incidents of harassment,

discrimination, retaliation, or other prohibited conduct forbidden by this policy

immediately so that complaints can be quickly and fairly resolved.

You also should be aware that the Federal Equal Employment Opportunity Commission

and the California Department of Fair Employment and Housing investigate and

prosecute complaints of prohibited harassment, discrimination, and retaliation in

employment. If you think you have been harassed or discriminated against or that you

have been retaliated against for resisting, complaining, or participating in an

investigation, you may file a complaint with the appropriate agency. The nearest office

can be found by visiting the agency websites at www.dfeh.ca.gov and www.eeoc.gov. Supervisors must refer all complaints involving harassment, discrimination, retaliation,

or other prohibited conduct to the HR manager of the Company so the Company can try

to resolve the complaint.

When the Company receives allegations of misconduct, it will immediately undertake a

fair, timely, thorough, and objective investigation of the allegations in accordance with

all legal requirements. The Company will reach reasonable conclusions based on the

evidence collected.

The Company will maintain confidentiality to the extent possible. However, the

Company cannot promise complete confidentiality. The employer's duty to investigate

and take corrective action may require the disclosure of information to individuals with a

need to know.

Complaints will be: • Responded to in a timely manner • Kept confidential to the extent possible

• Investigated impartially by qualified personnel in a timely manner • Documented and tracked for reasonable progress

• Given appropriate options for remedial action and resolution

• Closed in a timely manner

If the Company determines that harassment, discrimination, retaliation, or other

prohibited conduct has occurred; appropriate and effective corrective and remedial

action will be taken in accordance with the circumstances involved. The Company will

also take appropriate action to deter future misconduct.

Any employee determined by the Company to have engaged in harassment,

discrimination, retaliation, or other prohibited conduct will be subject to appropriate

disciplinary action, up to, and including termination. Employees should also know that if

they engage in unlawful harassment, they can be held personally liable for the

misconduct.

Employees may access the complaint process through the employee portal on the

Sentry Living Solutions’ website.

At-Will Employment Status

Employees at Sentry Living Solutions personnel are employed on an at-will basis. This

means that the employment relationship may be terminated at any time with or without

reason or advance notice by either the employee or the Company. Nothing in this

handbook limits the right to terminate at-will employment.

No employee or representative of the Company has any authority to enter into an

agreement for employment for any specified period of time or to make an agreement for

employment on other than at-will terms. Only the Executive Director of Sentry Living

Solutions has the authority to make any such agreement, which is binding only if it is in

writing.

Nothing in this at-will statement is intended to interfere with an employee's rights to

communicate or work with others toward altering the terms and conditions of their

employment, such as communications regarding wages, scheduling, or other terms of

employment.

Right to Revise

This employee handbook contains the employment policies and practices of Sentry

Living Solutions in effect at the time of publication. All previously issued handbooks and

any inconsistent policy statements or memoranda are superseded.

Sentry Living Solutions reserves the right to revise, modify, delete, or add to any and all

policies, procedures, work rules, or benefits stated in this handbook at any time, except

for the policy of at-will employment.

Any written changes to this handbook will be distributed to all employees so that you will

be aware of any new policies or procedures. No oral statements or representations can

in any way alter the provisions of this handbook.

This handbook contains the entire agreement between you and Sentry Living Solutions

as to the duration of employment and the circumstances under which employment may

be terminated. Nothing in this employee handbook or any other personnel document,

including benefit plan descriptions, creates or is intended to create a promise or

representation of continued employment for any employee.

Nothing in this statement is intended to interfere with your right to communicate or work

with others toward altering the terms and conditions of your employment, such as

communications regarding wages, scheduling, or other terms or conditions of

employment.

Diversity, Equity, and Inclusion

Sentry Living Solutions is committed to fostering a diverse workforce and maintaining a

workplace that is equitable, inclusive, and safe for all employees. From recruiting

practices, to pay and benefits, promotions, and all other aspects of employment with us,

an environment of equity is of the utmost importance.

We not only recognize that you, our employees, comprise a wide range of backgrounds

and characteristics, but we believe those differences should be celebrated and valued.

Whether it's race, religion, gender, national origin, ancestry, color, language, age,

marital status, sexual orientation, gender identity, gender expression, physical or mental

disability, medical condition, genetic information/characteristics, veteran status, political

affiliation, or any other characteristic, these are parts of each of you that contribute to

your experiences as humans, and ultimately to the knowledge and expertise that make

you a valuable asset to the Company.

Sentry Living Solutions is committed and determined that there is access, opportunity,

and advancement for all individuals. We are always looking for ways in which we can

cultivate an inclusive work environment, strengthen our cultural competency, and train

our managers and employees to provide opportunities for growth and development.

It is our intention that all our employees, regardless of any particular background or

characteristic, are always treated with respect and dignity. Likewise, we expect that as

our employees, you treat your coworkers, supervisors and other team members with the

same dignity and respect at all times.

Disrespect, inappropriate behavior or conduct toward others will not be tolerated and

may subject an employee to disciplinary action, up to and including termination.

If you feel you have been mistreated, harassed, or discriminated or retaliated against in

violation of the Company's Harassment, Discrimination and Retaliation Prevention

policy, please contact your supervisor or HR manager.

Hiring

Service Credit

Sentry Living Solutions will give service credit to employees previously employed by the

The company provided the break in service does not exceed 365 days. Generally, the

break-in service time will be deducted from the employee's original service date.

HR manager will discuss reinstatement of benefits and another length of service issues

with rehired employees. Special rules apply to the reinstatement of paid sick leave benefits

under the California Healthy Workplaces, Healthy Families Act.

Full-Time Employees

Regular full-time employees are those who are scheduled for and do work 40 hours per

week. Regular full-time employees are eligible for most employee benefits described in

this handbook. Benefit eligibility may depend on length of continuous service. Benefit

eligibility requirements may also be imposed by the plans themselves or by law.

Inactive Status

Employees who are on any type of leave of absence, work-related or non-work-related,

that exceeds any protected state, federal or local leave of absence will be placed on

inactive status.

Health Benefits Extension

Unless a health benefits extension is covered by state or federal law, benefits will

terminate according to our insurance carrier's policy. Employees on inactive status may

be eligible under the Consolidated Omnibus Budget Reconciliation Act (COBRA) or the

California Continuation Benefits Replacement Act (Cal-COBRA) to elect to continue

their health care coverage at the employee's expense.

Contact the HR manager for more information.

Job Duties

During the introductory period, your supervisor will explain your job responsibilities and

the performance standards expected of you. Please keep in mind that your job

responsibilities may change at any time during your employment. From time to time, you

may be asked to work on special projects, or to assist with other work necessary or

important to the operation of your department or Sentry Living Solutions. Your

cooperation and assistance in performing such additional work is expected.

Sentry Living Solutions reserves the right, at any time, with or without notice, to alter or

change job responsibilities, reassign, or transfer job positions, or assign additional job

responsibilities.

Job Sharing

Job-sharing is defined as two part-time employees assigned to share the duties and

responsibilities of a full-time job position. Sentry Living Solutions will support job sharing

where reasonable and practical and where Company operational and business needs

will not be negatively affected. In order for job sharing to work, the two individuals work

as a team to accomplish one full-time position's duties, communicate effectively, and

ensure continuity of work.

The Executive Director is responsible for identifying if a job-sharing arrangement is

workable within their department. The Executive Director must assess the impact and

outcome in terms of production, quality, and absenteeism, and whether job sharing is in

the best interests of the Company and employees. The Executive Director must also

assess the overall feasibility of the job-sharing arrangement. Any job-sharing

arrangement must receive final approval from both the Executive Director and the

Executive Director. The decision as to whether to allow a job-sharing arrangement is

within the discretion of the Company and some jobs may be unsuitable for job sharing.

The exact details of the job share arrangement will be decided by and implemented by

the manager and Executive Director to ensure that operational needs are met.

Examples of job-sharing arrangements are as follows: • Split days -- one partner working the first half of the shift and the other partner

working the second half. • Split weeks -- one partner working the first 2.5 days (e.g., Monday to Wednesday

morning) and the other partner working the remaining 2.5 days (e.g., Wednesday

afternoon to Friday) • Two days one week and three days the next, with the job sharers alternating to

work the extra day. • Alternate weeks -- one partner works one week; the next partner works the

following week.

Job sharers must have a strong commitment to the job and to making the job-sharing

arrangement work. Job sharers must ensure that there is a workable communication

system in place so that supervisors, co-workers, customers and/or clients can expect to

communicate with both job sharers via the person on duty at the time.

Job sharing will affect your eligibility for certain benefits. Please contact the Executive

Director for specific details. The Executive Director has the general responsibility of

overseeing the day-to-day implementation of this job-sharing policy in accordance with

payroll and legal requirements.

If a job-sharing position is approved, your position is part of a full-time position which

has been divided under a job-sharing arrangement. Should your job share co-worker

resign or transfer, your supervisor and the Executive Director, will assess the needs of

the Company and determine a course of action. The following are potential options: • Convert the remaining job-sharing co-worker to a full time 40-hour work week

position. • Advertise the position as a part-time job share. If the position cannot be filled, the

position will revert to a full-time position with the requirement that the remaining

co-worker assume the full-time requirements of the position, including the 40-

hour work week. • Adjust the work schedule of the remaining job co-worker to meet office needs.

• Allow the remaining job share co-worker to continue working the part-time

schedule.

Job sharing arrangements will be continually evaluated and can be discontinued at any

time. An approved job share agreement does not change or alter the at-will nature of

the employee's employment with the Company. Employment at-will means that the

employment relationship may be terminated, with or without cause and with or without

advance notice at any time by the employee or the Company.

New Hires

The first 90 days of continuous employment at Sentry Living Solutions is considered an

introductory period. During this time, you will learn your responsibilities, get acquainted

with co-workers and determine whether or not you are happy with your job. Your

supervisor will closely monitor your performance.

Completion of the introductory period does not entitle you to remain employed by Sentry

Living Solutions for any definite period of time. Your status as an at-will employee does

not change. The employment relationship may be terminated with or without cause and

with or without advance notice, at any time by you or the Company.

Part-time employees are those who are scheduled for and do work fewer than 40 hours

per week, but not fewer than 20 hours. Part-time employees are eligible for the following

Sentry Living Solutions benefits: • pro-rated holidays

• five (5) PTO days per year • paid sick leave based on your working location

• all other benefits, as required by law

Regular Employees

Regular employees are those who are hired to work on a regular schedule. Regular

employees may be classified as full-time or part-time.

Temporary Employees

Temporary employees are those employed for short-term assignments. Short-term

assignments generally are periods of three months or fewer; however, such

assignments may be extended. Temporary employees are not eligible for employee

benefits except those mandated by applicable law.

Time Off and Leaves of Absence

Bereavement Leave

Sentry Living Solutions grants leave of absence to employees in the event of the death of the employee's current spouse, registered domestic partner, child, parent, legal guardian, brother, sister, grandparent, or grandchild; or mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, or daughter-in-law. An employee with such a death in the family may take up to three (3) consecutive scheduled workdays off with pay with the approval of the Company. The employee's supervisor may approve additional unpaid time off.

Civil Air Patrol Leave

No employee with more than 90 days of service shall be disciplined for taking time off to perform emergency duty as a volunteer in the California Civil Air Patrol. If you are a Civil Air Patrol volunteer, please alert your supervisor that you may have to take time off for emergency duty. When taking time off for emergency duty, please alert your supervisor before doing so, giving as much advance notice as possible.

Up to 10 days of leave for duty may be taken each year. However, leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and the extension of leave is approved by the Company.

Crime or Abuse Victims' Leave and Accommodation

If you are the victim of crime or abuse, you are eligible for unpaid leave. While the leave is generally unpaid, employees can use their paid sick time under California's Healthy Workplaces, Healthy Families Act for the purposes described below.

You are considered a victim of crime or abuse who is eligible for unpaid leave if you are:

• A victim of stalking, domestic violence, or sexual assault;

• A victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury;

• A person whose immediate family member is deceased as a result of a crime. "Immediate family member" includes:

• Regardless of age, your biological, adoptive, or foster child, stepchild, or legal ward, a child of a registered domestic partner, a child to whom you stand in loco parentis, or a person to whom you stood in loco parentis

when the person was a minor;

• Your biological, adoptive, or foster parent, stepparent, or legal guardian or that of your spouse or registered domestic partner, or a person who stood in loco parentis when you or your spouse or registered domestic partner was a minor child;

• Your legal spouse or registered domestic partner;

• Your biological, foster, or adoptive sibling, a stepsibling, or half-sibling; or

• Any other individual whose close association with you is the equivalent of a family relationship described in any of the bullets above.

You may request leave if you are involved in a legal action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure your or your child's health, safety, or welfare. Please provide reasonable advance notice of the need for leave, unless advance notice is not feasible. Contact HR manager.

If you need a reasonable accommodation for your safety at work, contact HR manager. If you are requesting a reasonable accommodation, you will need to submit a written statement signed by you, or by an individual acting on your behalf, certifying that the accommodation is for the purpose of your safety at work.

For reasonable accommodation requests, the Company will also require certification demonstrating that you are the victim of crime or abuse. The Company may request recertification every six months. Please notify the Company if an approved accommodation is no longer needed.

The Company will engage in an interactive process with you to identify possible accommodations, if any, that are effective and will make reasonable accommodations unless an undue hardship will result.

Sentry Living Solutions will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave or accommodation under these provisions.

Crime or Abuse Victims' Leave for Treatment

You are considered a victim of crime or abuse who is eligible for unpaid leave if you are:

• A victim of stalking, domestic violence, or sexual assault;

• A victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury; or

• A person whose immediate family member is deceased as a result of a crime. "Immediate family member" includes:

when the person was a minor;

• Your legal spouse or registered domestic partner;

• Your biological, foster, or adoptive sibling, a stepsibling, or half-sibling; or

• Any other individual whose close association with you is the equivalent of a family relationship described in any of the bullets above.

You may request leave for any of the following purposes:

• To seek medical attention for injuries caused by crime or abuse;

• To obtain services from a domestic violence shelter, program, rape crisis center, or victim services organization or agency as a result of the crime or abuse; • To obtain psychological counseling or mental health services related to experiencing crime or abuse;

• To participate in safety planning and take other actions to increase safety from future crime or abuse, including temporary or permanent relocation.

Please provide reasonable advance notice of the need for leave unless advance notice is not feasible. Contact HR Manager.

Sentry Living Solutions will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave under this provision.

The length of unpaid leave an employee may take is limited to 12 weeks provided for in the federal Family and Medical Leave Act (FMLA) for eligible employees.

Extended Medical Leave

On occasion, an employee may need a medical leave of absence that extends beyond limits under any state or federal mandatory leave law. In addition, there may be circumstances when an employee needs a medical leave allowed under disability laws and in accordance with this policy.

In these situations, an extended medical leave of absence may be granted for medical disabilities (other than pregnancy, childbirth, and related medical conditions) with a doctor's written certificate of disability. Extended disability leaves will also be considered on a case-by-case basis, consistent with the Company's obligations under federal and state disability laws.

Employees should request any leave in writing and as far in advance as possible.

A medical leave begins on the first day your doctor certifies that you are unable to work and ends when your doctor certifies that you can return to work. Your supervisor will provide you with a form for your doctor to complete, showing the date you were disabled and the estimated date you will be able to return to work. When returning from a medical disability leave, you must present a doctor's certificate declaring fitness to return to work.

Upon return from medical leave, you will be offered the same position you held at the time your leave began, if available. If your former position is not available, a comparable position will be offered. If neither the same nor a comparable position is available, your return to work will depend on job openings existing at the time of your scheduled return. Sentry Living Solutions makes no guarantees of reinstatement, and your return will depend on your qualifications for existing openings. Sentry Living Solutions will comply with any reinstatement obligations under state or federal law

California workers' compensation laws govern work-related injuries and illnesses. California pregnancy disability laws govern leaves taken because of pregnancy, childbirth, and related medical conditions.

An employee that needs reasonable accommodations should contact HR Manager and discuss the need for accommodation.

FMLA

The federal Family and Medical Leave Act (FMLA) provides up to 12 workweeks of unpaid family/medical leave within a 12-month period, under the following conditions:

• You have been employed with the Company for a total of at least 12 months prior to the commencement of leave. The 12 months of employment must have accumulated within the previous seven years (certain exceptions apply);

• You have worked at least 1,250 hours during the previous 12-month period before the need for leave*; and

• You are employed at a worksite where there are 50 or more employees within a 75-mile radius.*Special hours of service eligibility requirements apply to airline flight crew employees.

Leave may be taken for one or more of the following reasons:

• Your serious health condition that makes you unable to perform your job; • To care for your family member who has a serious health condition. For purposes of FMLA leave, a "family member" includes your:

• Spouse.

• Parent.

• Child under the age of 18, or child over the age of 18 and incapable of self-care due to mental or physical disability at the time FMLA leave is to begin.

• The birth of your child, or placement of a child with you for adoption or foster care;

• Because of a qualifying exigency related to covered active duty or a call to covered active duty of your spouse, child, or parent in the Armed Forces of the United States, or to care for a covered servicemember. (See Military Family Leave Entitlements below.)

• Incapacity due to pregnancy, prenatal medical care, or childbirth.

Depending on your reason for leave, you may also be eligible for California Family Rights Act (CFRA) leave, in which case both your FMLA leave and CFRA leave will run concurrently. (See the CFRA Leave policy for additional information and CFRA leave eligibility.) For additional information about eligibility for FMLA and how it may or may not interact with CFRA leave, contact HR manager.

Military Family Leave Entitlements

• Eligible employees whose spouse, son, daughter, or parent is on covered active duty or call to covered active-duty status may use their 12-week leave

entitlement for certain qualifying exigencies. Qualifying exigencies 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.

• Eligible employees may also take a special leave entitlement of up to 26 weeks of leave during a single 12-month period to care for a covered servicemember. A covered servicemember is either:

• A current member of the Armed forces, including a member of the

National Guard or Reserves, who is undergoing medical treatment,

recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or • A veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.

*The FMLA definitions of "serious injury or illness" for current

servicemembers and veterans are different from the FMLA definition of "serious health condition."

Calculating the 12-month Period

For purposes of calculating the 12-month period during which 12 weeks of family and medical leave or qualifying exigency leaves may be taken under FMLA, Sentry Living Solutions uses calendar year.

Under most circumstances, leave under federal and state law will run at the same time and an eligible employee will be entitled to a total of 12 weeks of family and medical leave in the designated 12-month period.

For leave to care for a covered servicemember, the 12-month period begins on the first day of the leave, regardless of how the 12-month period is calculated for other leaves. Leave to care for a covered servicemember is for a maximum of 26 workweeks during a 12-month period.

Pregnancy, Childbirth or Related Conditions and Baby Bonding

Time off because of pregnancy disability, childbirth or related medical condition counts as FMLA leave, but not for CFRA leave. Employees who take time off for pregnancy disability and who are eligible for FMLA will be placed on FMLA that runs at the same time as their pregnancy disability leave (PDL).

Once the pregnant employee is no longer disabled, or once the employee has given birth and exhausted PDL, the employee may apply for leave under the CFRA, for purposes of baby bonding.

Under the FMLA, leave taken for the birth, adoption, or foster care placement of a child must be taken as a continuous block of leave unless the Company grants intermittent leave. If, however, your baby bonding leave is under both FMLA and CFRA (running concurrently), such leave does not have to be taken in one continuous period of time: CFRA leave taken for the birth or placement of a child will be granted in minimum

amounts of two weeks. However, the Company will grant a request for a CFRA leave (for birth/placement of a child) of less than two weeks' duration on any two occasions. The Company may also grant additional requests for leave lasting less than two weeks at its discretion. Any leave taken (under either FMLA or CFRA) must be concluded within one year of the birth or placement of the child with the employee.

Leave Procedures

The following procedures shall apply to FMLA leave:

• Please contact HR manager as soon as you realize the need for family/medical leave. If the leave is based on the expected birth, placement for adoption or foster care, or planned medical treatment for your serious health condition or that of a family member, you must notify the Company at least 30 days before leave is to begin. You must consult with your supervisor regarding scheduling of any planned medical treatment or supervision to minimize disruption to the operations of the Company. Any such scheduling is subject to the approval of your health care provider or the health care provider of your child, parent, or spouse.

• If you cannot provide 30 days' notice, the Company must be informed as soon as is practical.

• If the FMLA request is made because of your own serious health condition, the Company may require, at its expense, a second opinion from a health care provider that the Company chooses. The health care provider designated to give a second opinion will not be one who is employed on a regular basis by the Company.

• If the second opinion differs from the first opinion, the Company may require you, at the Company's expense, to obtain the opinion of a third health care provider designated or approved jointly by you and the employer. The opinion of the third health care provider shall be considered final and binding on you and the Company.

Certification

Sentry Living Solutions requires you to provide certification. You will have 15 calendar days from the Company’s request for certification to provide it to the Company unless it is not practical to do so. The Company may require recertification from the health care provider if you request additional leave upon expiration of the period in the original certification. (For example, if you need two weeks of family and medical leave, but following the two weeks you need intermittent leave, a new medical certification will be requested and required.) If you do not provide medical certification in a timely manner to substantiate the need for family and medical leave, the Company may delay approval of the leave, or continuation thereof, until certification is received. If certification is never received, the leave may not be considered FMLA leave.

If the leave is needed to care for a sick family member, you must provide a certification from the health care provider stating:

• Date of commencement of the serious health condition;

• Probable duration of the condition;

• Estimated amount of time for care by the health care provider; and • Confirmation that the serious health condition warrants your participation.

Under the FMLA, when both parents are employed by the Company, and request simultaneous leave for the birth or placement for adoption or foster care of a child, the Company will not grant more than a total of 12 workweeks of FMLA leave for this reason. However, if baby bonding leave is under both FMLA and CFRA (running concurrently), each parent employed by the Company is entitled to 12 workweeks of leave for this reason.

If your serious health condition is the reason for leave, you must provide a certification from the health care provider stating:

• Date of commencement of the serious health condition;

• Probable duration of the condition; and

• Your inability to work at all or to perform any one or more of the essential functions of your position because of the serious health condition.

If you are on leave because of your own serious health condition, the Company will also require a medical release to return to work form or certification from your health care provider that you are able to resume work.

Failure to provide a release to return to work from your health care provider may result in denial of reinstatement until the certificate is obtained.

Leave Related to Military Service

A leave taken due to a "qualifying exigency" related to military service must be supported by a certification of its necessity. A leave taken due to the need to care for a servicemember must be supported by a certification by the servicemember's health care provider or other certification allowed by law. Special certification requirements apply to leaves related to military service.

Health and Benefit Plans

If you are taking FMLA leave, you will be allowed to continue participating in any health and welfare benefit plans in which you were enrolled in before the first day of the leave (for a maximum of 12 workweeks, or 26 workweeks if the leave is to care for a covered servicemember) at the level and under the conditions of coverage as if you had

continued in employment for the duration of such leave. The Company will continue to make the same premium contribution as if you had continued working. The continued participation in health benefits begins on the date leave first begins. In some instances, the Company may recover premiums paid to maintain health coverage if you fail to return to work following FMLA leave.

Employees on pregnancy disability leave will be allowed to continue to participate in group health coverage for up to a maximum of four months of pregnancy disability leave (if such insurance was provided before the leave was taken) on the same terms as if you had continued to work. The right to continued group health coverage during pregnancy disability leave is a separate and distinct entitlement from the CFRA entitlement.

Payment is due when it would be made by payroll deduction.

Substitution of Paid Leave

Generally, FMLA leave is unpaid. The Company may require, or you may choose, to use accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, you must comply with the Company's normal paid leave policies. For more information on those specific circumstances requiring or allowing the substitution of paid leave contact HR manager.

Reinstatement

Under most circumstances, upon return from FMLA leave, you will be reinstated to your original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. However, an employee has no greater right to reinstatement than

if the employee had been continuously employed rather than on leave. For example, if an employee on FMLA leave would have been laid off had the employee not gone on leave, or if the employee's job is eliminated during the leave and no equivalent or comparable job is available, then the employee would not be entitled to reinstatement. In addition, an employee's use of FMLA leave will not result in the loss of any employment benefit that the employee earned before using FMLA leave.

Reinstatement after FMLA leave may be denied to certain salaried "key" employees under the following conditions (however, this exception will not apply if the FMLA leave runs concurrently with CFRA leave):

• An employee requesting reinstatement was among the highest-paid 10 percent of salaried employees employed within 75 miles of the worksite at which the employee worked at the time of the leave request;

• The refusal to reinstate is necessary because reinstatement would cause substantial and grievous economic injury to the Company's operations;

• The employee is notified of the Company's intent to refuse reinstatement at the time the Company determines the refusal is necessary; and

• If leave has already begun, the Company gives the employee a reasonable opportunity to return to work following the notice described previously.

Time Accrual

Please contact HR manager with any questions regarding accrual of other Company provided paid leave benefits (such as PTO or sick leave) during unpaid FMLA leave.

Carryover

Leave granted under any of the reasons provided by FMLA and/or CFRA will be counted as family/medical leave and will be considered as part of the 12-workweek entitlement (26-workweek entitlement if leave is to care for a servicemember) in any 12-month period. No carryover of unused leave from one 12-month period to the next 12- month period is permitted.

Intermittent Leave

You may take FMLA leave intermittently (in blocks of time, or by reducing your normal weekly or daily work schedule) if the leave is for your serious health condition or that of a qualifying family member and the reduced leave schedule is medically necessary as determined by the health care provider of the person with the serious health condition. The smallest increment of time that can be used for such leave is one hour.

See also the discussion of Pregnancy, Childbirth or Related Conditions and Baby Bonding above.

CFRA

California's California Family Rights Act (CFRA) provides up to 12 workweeks of unpaid family/medical leave within a 12-month period, under the following conditions:

Leave may be taken for one or more of the following reasons:

• Your serious health condition that makes you unable to perform your job; • To care for your family member who has a serious health condition. For purposes of CFRA leave, a "family member" includes your:

• Spouse;

• Parent;

• Child of any age;

• Registered domestic partner;

• Grandparent;

• Grandchild;

• Sibling;

• Parent-in-law;

• The birth of your child, or placement of a child with you for adoption or foster care;

• Because of a qualifying exigency related to covered active duty or a call to covered active duty of your spouse, registered domestic partner, child, or parent in the Armed Forces of the United States. (See Qualifying Exigencies Related to Active Duty below.)

Please note that incapacity due to pregnancy, prenatal medical care or childbirth is not an eligible reason for CFRA leave. However, if you are eligible for leave under the Family Medical Leave Act (FMLA), then such leave will run concurrently with FMLA. (See Pregnancy Disability Leave and FMLA Leave policies for additional information).

If you are also eligible for leave under the FMLA, and depending on your reason for CFRA leave, FMLA may run concurrently with your CFRA leave. (See the FMLA Leavepolicy for additional information regarding FMLA leave eligibility).

For additional information about eligibility for CFRA leave and how it may or may not interact with FMLA leave, contact HR manager.

Qualifying Exigencies Related to Active Duty

• Eligible employees whose spouse, domestic partner, child, or parent is on covered active duty or call to covered active-duty status may use their 12-week leave entitlement for certain qualifying exigencies. Qualifying exigencies may include, but are not necessarily limited to, attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post

deployment reintegration briefings.

Calculating the 12-month Period

For purposes of calculating the 12-month period during which 12 weeks of CFRA leave may be taken, Sentry Living Solutions uses calendar year.

Pregnancy, Childbirth or Related Conditions and Baby Bonding

Leave because of a disability for pregnancy, childbirth or related medical condition is not counted as time used under CFRA leave. Employees who take time off for pregnancy disability will be placed on pregnancy disability leave (PDL). (See Pregnancy Disability Leave policy for more information.)

If an employee is eligible for FMLA leave, then PDL will run concurrently with FMLA. (See FMLA Leave policy for additional information).

Once the pregnant employee is no longer disabled, or once the employee has given birth and exhausted PDL, the employee may apply for leave under the CFRA, for purposes of baby bonding.

Any leave taken for the birth, adoption, or foster care placement of a child does not have to be taken in one continuous period of time. CFRA leave taken for the birth or placement of a child will be granted in minimum amounts of two weeks. However, the Company will grant a request for a CFRA leave (for birth/placement of a child) of less than two weeks' duration on any two occasions. The Company may also grant additional requests for leave lasting less than two weeks at its discretion. Any leave taken must be concluded within one year of the birth or placement of the child with the employee.

Leave Procedures

The following procedures shall apply to CFRA leave:

• If you cannot provide 30 days' notice, the Company must be informed as soon as is practical.

• If the CFRA request is made because of your own serious health condition, the Company may require, at its expense, a second opinion from a health care provider that the Company chooses. The health care provider designated to give a second opinion will not be one who is employed on a regular basis by the Company.

Certification

Sentry Living Solutions requires you to provide certification. You will have 15 calendar days from the Company's request for certification to provide it to the Company, unless it is not practical to do so. The Company may require recertification from the health care provider if you request additional leave upon expiration of the time period in the original certification. (For example, if you need two weeks of family and medical leave, but following the two weeks you need intermittent leave, a new medical certification will be requested and required.) If you do not provide medical certification in a timely manner to substantiate the need for family and medical leave, the Company may delay approval of the leave, or continuation thereof, until certification is received. If certification is never received, the leave may not be considered CFRA leave.

If the leave is needed to care for a sick family member, you must provide a certification from the health care provider stating:

• Date of commencement of the serious health condition;

• Probable duration of the condition;

• Estimated amount of time for care by the health care provider; and • Confirmation that the serious health condition warrants your participation.

If your serious health condition is the reason for leave, you must provide a certification from the health care provider stating:

• Date of commencement of the serious health condition;

• Probable duration of the condition; and

• Your inability to work at all or to perform any one or more of the essential functions of your position because of the serious health condition.

Failure to provide a release to return to work from your health care provider may result in denial of reinstatement until the certificate is obtained.

Leave Related to Military Service

A leave taken due to a "qualifying exigency" related to military service must be supported by a certification of its necessity. Special certification requirements apply to leaves related to military service.

Health and Benefit Plans

If you are taking CFRA leave, you will be allowed to continue participating in any health and welfare benefit plans in which you were enrolled in before the first day of the leave (for a maximum of 12 workweeks) at the level and under the conditions of coverage as if you had continued in employment for the duration of such leave. The Company will continue to make the same premium contribution as if you had continued working. The continued participation in health benefits begins on the date leave first begins. In some instances, the Company may recover premiums paid to maintain health coverage if you fail to return to work following CFRA leave.

Payment is due when it would be made by payroll deduction.

Substitution of Paid Leave

Generally, CFRA leave is unpaid. The Company may require, or you may choose, to use accrued paid leave while taking CFRA leave. In order to use paid leave for CFRA leave, you must comply with the Company's normal paid leave policies. For more information on those specific circumstances requiring or allowing the substitution of paid leave contact HR manager.

Reinstatement
Under most circumstances, upon return from CFRA leave, you will be reinstated to your

original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. However, an employee has no greater right to reinstatement than if the employee had been continuously employed rather than on leave. For example, if an employee on CFRA leave would have been laid off had the employee not gone on leave, or if the employee's job is eliminated during the leave and no equivalent or comparable job is available, then the employee would not be entitled to reinstatement. In addition, an employee's use of CFRA leave will not result in the loss of any employment benefit that the employee earned before using CFRA leave.

If you are on a FMLA-only leave, without CFRA running concurrently, there may be conditions in which you may be denied reinstatement if you are a "key" employee. (Please refer to the Reinstatement section of the FMLA Leave policy for additional information.)

Time Accrual

Please contact HR manager with any questions regarding accrual of other Company provided paid leave benefits (such as PTO or sick leave) during unpaid CFRA leave.

Carryover

Leave granted under any of the reasons provided by CFRA and/or FMLA will be counted as family/medical leave and will be considered as part of the 12-workweek entitlement in any 12-month period. No carryover of unused leave from one 12-month period to the next 12-month period is permitted.

Intermittent Leave

You may take CFRA leave intermittently (in blocks of time, or by reducing your normal weekly or daily work schedule) if the leave is for your serious health condition or that of a qualifying family member and the reduced leave schedule is medically necessary as determined by the health care provider of the person with the serious health condition. The smallest increment of time that can be used for such leave is one hour.

See also the discussion of Pregnancy, Childbirth or Related Conditions and Baby Bonding above.

Jury Duty and Witness Leave

Sentry Living Solutions encourages employees to serve on jury duty when called. Non exempt employees who have completed their introductory periods will receive no pay while serving on jury duty. Exempt employees will receive full salary unless they are absent for a full week and perform no work. You should notify your supervisor of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk of performance of jury service. If work time remains after any day of jury selection or jury duty, you will be expected to return to work for the remainder of your work schedule.

Fees Paid by the Court
You may retain any mileage allowance or other fee paid by the court for jury services.

Leave Donation Program

Statement of Policy

Sentry Living Solutions has a leave donation program that is meant to aid employees who are suffering from a crisis event that has resulted in a need for additional time off in excess of their available sick or other paid time. The program allows eligible employees to voluntarily donate time from their available sick leave to their co-workers in accordance with the policy.

This policy is strictly voluntary. The policy does not guarantee any employee the right to extended leave beyond what is provided for by the Company's stated policy and its legal obligations. Final approval of receipt of any sick leave donation and of the ability to donate accrued leave rests with HR manager.

Donations made under this policy shall be deemed to be equivalent one-hour increments and are not based on the job classification or salary of the donating employee or the recipient employee.

Eligibility to Donate

In order for you to donate sick leave to another employee you must:

• Be employed by Sentry Living Solutions for one year

• Donate sick leave in units of one full hour

• Donate no more than 25 percent of your current balance • You must maintain a minimum of 24 hours in your current balance after the donation.

• Not be currently on an approved leave of absence

Employees who donate leave are not permitted to exhaust their own sick leave balance because they may experience their own need for time off.

Guidelines for Receipt of Leave Donation

Employees who would like to receive donated sick time from co-workers, must have a crisis event as determined by HR manager.

A crisis event includes circumstances such as the following:

• A catastrophic injury or illness of an employee or immediate family member. • Death of an immediate family member.

• A crisis of a severe nature that directly impacts the employee, such as a catastrophic casualty loss due to a natural disaster.

Donated time can only be used for time off related to the approved crisis event. Recipient employees must use their own available paid leave time prior to using any donated time. Employees who receive donated sick time may receive no more than 480 hours (12 weeks) within a rolling 12 month-period. The leave donation program does not guarantee the recipient employee the right to extended leave beyond the company's stated policy and its legal obligations. The decision as to whether a personal leave should be granted, whether there is a crisis event, or whether the employee can receive donated sick time is within the discretion of Sentry Living Solutions.

Any donated sick time that is in excess of the time used by the recipient for the approved crisis event will be returned to the donor. There is no "cash" value to the recipient of the donated sick time.

Procedure

If you want to donate sick time to a co-worker, you must make a written request to HR manager who will confirm eligibility. The request must be approved by Executive Director.

The identity of donors will remain confidential.

Donations under the program are voluntary and no employee will be subject to intimidation or disparate treatment for participating in or declining to participate in the leave donation program. Misrepresenting or falsifying the need to receive donated leave under this program is grounds for discipline, including termination.

Military Leave

Employees who wish to serve in the military and take military leave should contact HR manager for information about their rights before and after such leave. You are entitled to reinstatement upon completion of military service, provided you return or apply for reinstatement within the time allowed by law.

Military Spouse Leave

Employees who work more than 20 hours per week and have a spouse or registered domestic partner in the Armed Forces, National Guard or Reserves who have been deployed during a period of military conflict are eligible for up to 10 unpaid days off when their spouse is on leave from (not returning from) military deployment.

You must request this leave in writing to HR manager within two business days of receiving official notice that your spouse will be on leave. You must attach to the leave request written documentation certifying that your spouse will be on leave from deployment.

Organ and Bone Marrow Donor Leave

Employees who are donors for organ or bone marrow may take time off as follows:

• You must be employed for at least a 90-day period immediately before the beginning of leave.

• You may take up to 30 business days of paid leave, and up to an additional 30 business days of unpaid leave in any one-year period for the purpose of donating an organ to another person. The one-year period is calculated from the date the employee begins their leave.

• You may take up to 5 business days of leave in any one-year period for the purpose of donating bone marrow to another person. The one-year period is calculated from the date the employee's leave begins.

• During the leave for organ/bone marrow donors, Sentry Living Solutions will continue to provide and pay for any group health plan benefits the employee was enrolled in prior to the leave of absence.

• Leave taken for the purpose of organ or bone marrow donation is not leave for the purpose of family medical leave under the federal Family and Medical Leave Act or the state California Family Rights Act.

Employees who wish to take a leave of absence to donate bone marrow or an organ will be required to provide written verification of the need for leave, including confirmation that the employee is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow.

Sentry Living Solutions requires that employees taking leave for organ donation use two weeks of accrued but unused sick leave or PTO.

Sentry Living Solutions requires that employees taking leave for bone marrow donation

use five days of accrued but unused sick leave or PTO.

Once a Donor has exhausted the required paid sick leave or PTO, the employee will be paid for the remaining leave of absence, if additional leave is needed, up to the maximum allowed by law.

Paid Time Off

You are entitled to paid time off (PTO) based upon your years of active service. Active service commences with your first day of work and continues thereafter unless broken by an absence without pay, a leave of absence or termination of employment.

PTO can accrue to a maximum cap. Once this cap is reached, you will have a reasonable amount of time to take accrued PTO. If no PTO is taken during that reasonable amount of time period, no further PTO will accrue until some paid time off is used.

You become eligible to take PTO beginning on the 90th day of employment.

PTO is a flexible bank of time that you can use for any reason, including vacation, illness, care for family members or other personal matters. You will need to schedule time off with your supervisors. Specific provisions relating to paid sick leave under California's Healthy Workplaces, Healthy Families Act, including procedures relating to notification and usage of this paid sick time, are discussed below.

Accrued, unused PTO is paid when your employment with the Company ends. Employees on unpaid leave do not accrue PTO. Paid time off will be accrued on the following basis:

∙ Full-time employees accrue 10 days of Paid Time Off per year to a

maximum of 20 days of PTO.

∙ Part-time employees accrue 5 days of Paid Time Off per year to a

maximum of 10 days of PTO.

You may not use PTO before its accrual. You will not be paid for any vacation time taken in excess of accrued PTO or prior to PTO eligibility. You may not cash out accrued PTO.

Your use of PTO may run concurrently with other leaves pursuant to local, state, or federal laws.

California Paid Sick Leave

California provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "Act"). All employees who have worked in California for the same employer for 30 or more days within a year from the start of their employment are eligible for protected paid sick time under the Act. You cannot be discriminated or retaliated against for requesting or using paid sick time.

In addition to the amount you will accrue as PTO in our separate PTO policy, Sentry Living Solutions will provide you three days or 24 hours of paid sick time at the beginning of each 12-month period, as set forth below. Sentry Living Solutions does not pay employees for unused paid sick leave.

If you have any questions about paid sick leave, please contact HR manager. Employees hired on or before July 1, 2015:

On July 1, 2015, Sentry Living Solutions will provide eligible employees with three days or 24 hours of paid sick time. The full amount will be placed into your leave bank at this time. However, employees are not eligible to take their paid sick time until the 90th day of employment with the Company.

Unused paid sick time will not carry over from year to year. However, Sentry Living Solutions will place three days or 24 hours of paid sick time into your leave bank on July 1 of each year. Employees will be able to access all three days or 24 hours of paid sick time at the beginning of each 12-month period.

Employees hired after July 1, 2015:

Sentry Living Solutions provided eligible employees with three days or 24 hours of paid sick time. The full amount was placed into your leave bank at this time. However, employees were not eligible to take their paid sick time until the 90th day of employment with the Company.

Unused paid sick time will not carry over from year to year. However, Sentry Living Solutions will place three days or 24 hours of paid sick time into your leave bank each year on your anniversary date. Employees will be able to access all three days or 24 hours of paid sick time at the beginning of each 12-month period.

Qualifying Reasons for Paid Sick Leave

Paid sick time under the Act can be used for any of the following reasons:

• Diagnosis, care, or treatment of an existing health condition for an employee or "covered family member," as defined below.

• Preventive care for an employee or an employee's covered family member. Preventive care may include self-quarantine as a result of potential exposure to COVID-19 if quarantine is recommended by civil authorities, or other situations, such as where there has been exposure to COVID-19 or where an employee has traveled to a high-risk area.

• For certain specified purposes when the employee is a victim of crime or abuse. For purposes of paid sick leave, a "covered family member" includes:

• A child: Defined as a biological, foster or adopted child; a stepchild; or a legal ward, regardless of the age or dependency status of the child. A "child" also may be someone for whom you have accepted the duties and responsibilities of raising, even if they are not your legal child.

• A parent: Defined as a biological, foster, or adoptive parent; a stepparent; or a

legal guardian of an employee or the employee's spouse or registered domestic partner. A "parent" may also be someone who accepted the duties and responsibilities of raising you when you were a minor child, even if they are not your legal parent.

• A spouse.

• A registered domestic partner.

• A grandparent.

• A grandchild.

• A sibling.

Use of Paid Sick Time and Notification

You can use paid sick time for any of the above qualifying reasons protected by the Act. If the need for paid sick time is foreseeable, you must provide advance oral or written notification to supervisor or HR manager. If the need for paid sick time is not foreseeable, should provide notice to supervisor or HR manager as soon as practicable.

You can also decide to use PTO for any of the above reasons. However, if you want the time off to be protected paid sick time, you should designate the time off accordingly so we can treat it as such.

San Francisco Paid Parental Leave

Employees who receive California Paid Family Leave (PFL) payments from the California Employment Development Department (EDD) for purposes of new child bonding during the first year after the child's birth or placement with the employee through foster care or adoption may be eligible to receive Supplemental Compensation from Sentry Living Solutions as required by San Francisco's Paid Parental Leave Ordinance (PPLO). The PPLO program does not provide employees with a right to a leave of absence; it is limited to a city-mandated wage replacement benefit for employees receiving PFL benefits from the state for new child bonding purposes.

Sentry Living Solutions will provide Supplemental Compensation in an amount equal to 100 percent of your gross weekly wages, less the amount of PFL benefits, up to a cap if you are receiving the Maximum Weekly Benefit Amount under the PFL law. The total amount of Supplemental Compensation you receive from all employers, combined with PFL benefits, may not exceed 100 percent of your current normal gross weekly wages. Supplemental compensation is available for the duration that you are receiving PFL payments, which may be up to a total of eight weeks.

For more information about Supplemental Compensation, please contact HR manager. To be eligible to receive Supplemental Compensation, you must:

• Have been employed with Sentry Living Solutions at least 180 days prior to the start of the leave period;

• Perform at least eight hours of work per week for Sentry Living Solutions in San Francisco;

• Perform at least 40 percent of your total work hours for Sentry Living Solutions in San Francisco;

• Apply for and receive paid family leave compensation from the state of California under the California PFL law for the purpose of bonding with a new child; and

Before you can receive Supplemental Compensation, you must complete and submit a Paid Parental Leave Form (PPL Form) to HR manager. On the PPL Form, you must:

• Indicate how you will provide Sentry Living Solutions with notice of the EDD PFL benefit amount you will receive from EDD (see below);

• Agree to reimburse Sentry Living Solutions the full amount of Supplemental Compensation you received if you voluntarily separate from employment within 90 days of the end of the leave period and Sentry Living Solutions requests reimbursement in writing; and

• Report wages from other employer(s), if any, and submit a copy of the completed PPL Form to each employer.

You can notify Sentry Living Solutions of the amount of PFL you are receiving by selecting one or both of the following options:

• Providing Sentry Living Solutions with a copy of the Notice of Computation as soon as you receive it from EDD, notifying Sentry Living Solutions when you receive your first PFL payment from the EDD and providing Sentry Living Solutions with the Notice of Payment you receive from the EDD; and/or

• Providing the EDD with written authorization to disclose the weekly PFL benefit amount to Sentry Living Solutions upon request, and then notify Sentry Living Solutions on the PPL Form that you have granted such permission to EDD.

If you plan to receive PFL benefits intermittently, you must notify Sentry Living Solutions of the schedule of intermittent leave you provided to the EDD.

Personal Leave

A personal leave of absence without pay may be granted at the discretion of Sentry Living Solutions. Requests for personal leave should be limited to unusual circumstances requiring an absence of longer than six weeks. Approved personal absences of shorter duration are not normally treated as leaves, but rather as excused absences without pay.

Pregnancy Disability Leave

If you are pregnant, have a related medical condition, or are recovering from childbirth, please review this policy. Any employee planning to take pregnancy disability leave (PDL) should advise the personnel department as early as possible. Please make an appointment with the personnel manager to discuss the following conditions:

• The length of pregnancy disability leave will be determined by the advice of your

physician, but employees disabled by pregnancy may take up to four months of leave per pregnancy (the working days you normally would work in one-third of a year or 17 1/3 weeks). Part-time employees are entitled to leave on a pro rata basis. The four months of leave includes any period of time for actual disability caused by your pregnancy, childbirth, or related medical condition. This includes leave for severe morning sickness and for prenatal care, doctor-ordered bed rest, as well as other reasons. Your healthcare provider determines how much time you need for your disability;

• Sentry Living Solutions will also reasonably accommodate medical needs related to pregnancy, childbirth, or related conditions or temporarily transfer you to a less strenuous or hazardous position (where one is available) or duties if medically needed because of your pregnancy;

• If you need to take PDL, you must inform Sentry Living Solutions when a leave is expected to begin and how long it will likely last. If the need for a leave, reasonable accommodation, or transfer is foreseeable (such as the expected birth of a child or a planned medical treatment for yourself), you must provide at least 30 days advance notice before the PDL or transfer is to begin. Consult with the personnel manager regarding the scheduling of any planned medical treatment or supervision in order to minimize disruption to the operations of the Company. Any such scheduling is subject to the approval of your health care provider;

• For emergencies or events that are unforeseeable, we need you to notify the Company, at least verbally, as soon as practical after you learn of the need for the leave;

• Failure to comply with these notice requirements may result in delay of PDL, reasonable accommodation, or transfer;

• Pregnancy leave usually begins when ordered by your health care provider. You must provide Sentry Living Solutions with a written certification from a health care provider for need of PDL, reasonable accommodation or transfer. The

certification must be returned no later than 15 calendar days after it is requested by the Company. Failure to do so may, in some circumstances, delay PDL, reasonable accommodation or transfer. Please see the personnel department for a medical certification form to give to your health care provider;

• Leave returns will be allowed only when your health care provider sends a release;

• You are required to use accrued sick time (if otherwise eligible to take the time) during PDL. You are allowed to use accrued PTO (if otherwise eligible to take the time) during PDL; and

• Leave does not need to be taken in one continuous period of time and may be taken intermittently, as needed. Leave may be taken in increments of one hour.

If intermittent leave or leave on a reduced work schedule is medically advisable you may, in some instances, be required to transfer temporarily to an available alternative position that meets your needs. The alternative position does not need to have equivalent job duties, but must have the equivalent rate of pay and benefits, and you must be qualified for the position. The position must better accommodate your leave requirements than your regular job. Transfer to an alternative position can include

altering an existing job to better accommodate your need for intermittent leave or a reduced work schedule.

When your health care provider releases you to return to work, from PDL, you will be reinstated to your same position held at the time the leave began or, in certain instances, to a comparable position, if available. There are limited exceptions to this policy. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed.

If you are on PDL, you will be allowed to continue to participate in group health insurance coverage for up to a maximum of four months of disability leave (if such insurance was provided before the leave was taken) at the level and under the conditions that coverage would have been provided if you had continued in employment continuously for the duration of the leave. In some instances, the Company can recover premiums paid to maintain your health coverage if you fail to return from PDL. PDL may impact other benefits or a seniority date. Please contact the personnel department for more information.

School and Child Care Activities Leave

Employees are encouraged to participate in the school or childcare activities of their child(ren).

The absence is subject to all of the following conditions:

• Time off under this policy can only be used by parents, guardians, grandparents, stepparents, foster parents or a person who stands in loco parentis to one or more children of the age to attend kindergarten through grade 12 or who are with a licensed childcare provider;

• The amount of time off for school or childcare activities described below cannot exceed a total of 40 hours each year;

• You can use the time off to find, enroll or reenroll a child in a school or with a licensed childcare provider or to participate in activities of the child's school or licensed childcare provider. The time off for these purposes cannot exceed eight hours in any calendar month. You must provide reasonable advance notice to your supervisor before taking the time off;

• You can also use time off to address a "childcare provider or school emergency" if you give notice to the Company. A "childcare provider or school emergency" means that your child cannot remain in a school or with a childcare provider due to one of the following:

• The school or childcare provider has requested that your child be picked up, or has an attendance policy (excluding planned holidays) that prohibits your child from attending or requires your child to be picked up from the school or childcare provider;

• Behavioral or discipline problems;

• Closure or unexpected unavailability of the school or childcare provider, excluding planned holidays; or

• A natural disaster, including, but not limited to, fire, earthquake, or flood.

• If more than one parent is employed by Sentry Living Solutions, the first employee to request such leave will receive the time off. Another parent will receive the time off only if the leave is approved by their supervisor;

• You must use PTO leave in order to receive compensation for this time off; and

• If you who do not have paid time off available, you will take the time off without pay.

Sick Leave - Berkeley

As of October 1, 2017, Berkeley law provides for mandatory paid sick leave under the City's Paid Sick Leave Ordinance (the "Ordinance"). As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "State Law"). This policy is intended to comply with the requirements of the Ordinance and the State Law by providing a single paid sick leave benefit ("Berkeley Sick Leave," or" BSL"). Employees eligible for BSL are not eligible for sick leave under any other Company policy.

If you have any questions about BSL, please contact HR manager.

Eligible Employees

All employees, including part-time and temporary employees, who perform at least two hours of work in a calendar week in the City of Berkeley for Sentry Living Solutions will be entitled to BSL.

Amount of Berkeley Sick Leave

Eligible employees accrue BSL at the rate of one hour of BSL for every 30 hours worked, beginning on their first day of employment with the Company. BSL accrues in hour-unit increments. However, new employees are not eligible to use BSL until their 90th day of employment.

The Company does not pay employees for unused BSL. Employees who are rehired within one year of separation from employment may be eligible for reinstatement of previously accrued and unused BSL.

Cap on Accrual

Employees may accrue a maximum of 72 hours of BSL. After an employee has reached this maximum amount, no additional BSL will accrue until some or all of the employee's BSL is used. Accrued, unused BSL carries over from year to year, subject to the maximum accrual.

Limit on Amount of Berkeley Sick Leave That Can Be Taken Each Year

The maximum amount of BSL an employee is allowed to use in each calendar year is 48, regardless of how much BSL an employee has accrued.

Qualifying Reasons for Berkeley Sick Leave

Berkeley Sick Leave can be used for the following reasons:

• For medical care, treatment, diagnosis, or preventive care, or for any other medical reason related to an employee's own illness, injury, or medical condition. • To aid or care for a covered family member, as defined below, who is receiving medical care, treatment, diagnosis, or preventive care, or for any other medical reason related to a covered family member's illness, injury, or medical condition. • For certain, specified purposes when an employee is a victim of crime or abuse.

For purposes of BSL, a covered family member includes:

• A child, defined as a biological, foster or adopted child; a stepchild; or a legal ward, regardless of the age or dependency status of the child. "Child" also includes a child of a domestic partner or a child to whom you act as a parent, even if they are not your legal child.

• A parent, defined as a biological, foster, or adoptive parent; a stepparent; or a legal guardian. "Parent" also includes a person who is a biological, foster, or adoptive parent, a stepparent, or a legal guardian of your spouse or registered domestic partner; or a person who acted as your parent when you were a minor, even if he/she is not your legal parent.

• A sibling, including biological, adoptive, foster and step-relationships. • A grandparent, including biological, adoptive, foster and step-relationships. • A grandchild, including biological, adoptive, foster and step-relationships. • A spouse.

• A registered domestic partner

• A designated person you name in advance on a form provided for this purpose, if you do not have a spouse or registered domestic partner.

• Contact HR manager to obtain a designation form. Within 30 hours after BSL begins to accrue, employees will be given a window of 10 workdays to make the designation. Employees will be provided an annual

opportunity during open enrollment to designate a person or to change the designation, with a window of 10 workdays to do so.

Use of Berkeley Sick Leave

Berkeley Sick Leave is intended to be used only when actually required for the reasons described above and is not to be used for other "personal" absences. Employees are not required, as a condition of using BSL, to search for or find a replacement worker to cover the hours during which the employee is using BSL. Employees cannot be discriminated or retaliated against for requesting or using accrued BSL.

If the need for paid sick leave is foreseeable, employees must provide reasonable advance oral or written notification to the HR manager. If the need for paid sick leave is not foreseeable, employees must provide notice of the need for the leave to the HR manager as soon as practicable.

An employee's use of BSL may run concurrently with other leaves under local, state, or federal law.

Incremental Use

Each time an employee uses Berkeley Sick Leave, BSL can be used in an initial minimum increment of one hour followed by 15 minutes increments.

Berkeley Sick Leave and Workers' Compensation Benefits

Berkeley Sick Leave is a benefit that also covers absences for work-related illness or injury. Employees who have a work-related illness or injury are covered by workers' compensation insurance. However, workers' compensation benefits usually do not cover absences for medical treatment. When you report a work-related illness or injury, you will be sent for medical treatment, if treatment is necessary. You will be paid your regular wages for the time you spend seeking initial medical treatment.

Any further medical treatment will be under the direction of the health care provider. Any absences from work for follow-up treatment, physical therapy or other prescribed appointments will not be paid as time worked. If you have accrued and unused BSL, you may use BSL to receive pay for these absences.

If you do not have accrued BSL, you may choose to substitute paid time off for further absences from work related to your illness or injury.

Sick Leave - Emeryville

As of July 2, 2015, Emeryville law provides for mandatory paid sick leave under the City's Minimum Wage and Paid Sick Leave Ordinance (the "Ordinance"). As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "State Law"). This policy is intended to comply with the requirements of the Ordinance and the State Law by providing a single paid sick leave benefit ("Emeryville Sick Leave," or "ESL"). Employees eligible for ESL are not eligible for sick leave under any other Company policy. If you have any questions about ESL, please contact HR manager. Eligible Employees

All employees, including part-time and temporary employees, who perform at least two hours of work in a calendar week in the City of Emeryville for Sentry Living Solutions will be entitled to ESL.

However, new employees are not eligible to use ESL until their 90th day of employment.

Amount of Emeryville Sick Leave

Eligible employees accrue ESL at the rate of one hour of ESL for every 30 hours worked, beginning on their first day of employment with the Company. Exempt employees are presumed to work 40 hours per workweek for purposes of ESL accrual. If an eligible employee’s normal workweek is less than 40 hours, accrual will be based on the employee’s normal workweek.

The Company does not pay employees for unused ESL. Employees who are rehired within one year of separation from employment may be eligible for reinstatement of previously accrued and unused ESL.

Cap on Accrual

Employees may accrue a maximum of 72 hours of ESL. After an employee has reached this maximum amount, no additional ESL will accrue until some or all of the employee's ESL is used. Accrued, unused ESL carries over from year to year, subject to the maximum accrual.

Qualifying Reasons for Emeryville Sick Leave

Emeryville Sick Leave can be used for the following reasons:

• For medical care, treatment, diagnosis, or preventive care, or for any other medical reason related to your own illness, injury, or medical condition.

• To aid or care for a covered family member, as defined below, who is receiving medical care, treatment, diagnosis, or preventive care, or for any other medical reason related to a covered family member's illness, injury, or medical condition.

• For certain, specified purposes when you or a covered family member is a victim of crime or abuse.

• To aid or care for a guide dog, signal dog, or service dog of yours or a covered family member.

Use Related to COVID-19

Emeryville Sick Leave can also be used if you take time off work because:

• Public health officials or healthcare providers require or recommend you isolate or quarantine to prevent the spread of disease;

• You fall within the definition of a "vulnerable population" under the guidance from the state or any other official subsequent updates;

• Your business or work location temporarily ceases operations in response to a public health or other public official's recommendation;

• You need to provide care for a family member who is not sick but who public health officials or healthcare providers have required or recommended to isolate or quarantine; or

• You need to provide care for a family member whose school, childcare provider, senior care provider, or work temporarily ceases operations in response to a public health or other public health official's recommendation.

For purposes of ESL, a covered family member includes:

• A child, defined as a biological, foster, or adopted child; a stepchild; or a legal ward, regardless of the age or dependency status of the child. "Child" also

includes a child to whom you act as a parent, even if they are not your legal child. • A parent, defined as a biological, foster, or adoptive parent; a stepparent; or a legal guardian. "Parent" also includes a person who is a biological, foster, or adoptive parent, a stepparent, or a legal guardian of your spouse or registered domestic partner; or a person who acted as your parent when you were a minor, even if they are not your legal parent.

• A sibling.

• A grandparent.

• A grandchild.

• A spouse.

• A registered domestic partner.

• A designated person you name in advance on a form provided for this purpose, if you do not have a spouse or registered domestic partner.

• Contact HR manager to obtain a designation form. Within 30 calendar days after ESL begins to accrue, employees will be given a window of 14 calendar days to make the designation. Employees will be provided an

annual opportunity by January 31st of each year to change the

designation, with a window of 14 calendar days to do so.

Emeryville Sick Leave is intended to be used only when actually required for the reasons described above and is not to be used for other "personal" absences. Employees are not required, as a condition of using ESL, to search for or find a replacement worker to cover the hours during which the employee is using ESL. Employees cannot be discriminated against or retaliated against for requesting or using accrued ESL.

Employees are required to provide reasonable oral or written notification to the HR manager of an absence from work for which ESL is or will be used.

An employee's use of ESL may run concurrently with other leaves under local, state, or federal law.

Incremental Use

Emeryville Sick Leave can be used in a minimum increment of one hour. Emeryville Sick Leave and Workers' Compensation Benefits

Emeryville Sick Leave is a benefit that also covers absences for work-related illness or injury. Employees who have a work-related illness or injury are covered by workers' compensation insurance. However, workers' compensation benefits usually do not cover absences for medical treatment. When you report a work-related illness or injury, you will be sent for medical treatment if treatment is necessary. You will be paid your regular wages for the time you spend seeking initial medical treatment.

Any further medical treatment will be under the direction of the health care provider. Any absences from work for follow-up treatment, physical therapy or other prescribed appointments will not be paid as time worked. If you have accrued and unused ESL, you may use ESL to receive pay for these absences.

If you do not have accrued ESL, you may choose to substitute paid time off for further absences from work related to your illness or injury.

Sick Leave - Oakland

As of March 2, 2015, Oakland law provides for mandatory paid sick leave under the City's Minimum Wage and Sick Leave Ordinance (the "Ordinance"). As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "State Law"). This policy is intended to comply with the requirements of the Ordinance and the State Law by providing a single paid sick leave benefit ("Oakland Sick Leave," or "OSL"). Employees eligible for OSL are not eligible for sick leave under any other Company policy.

If you have any questions about OSL, please contact HR manager.

Eligible Employees

All employees, including part-time and temporary employees, who perform at least two hours of work in a particular week in the City of Oakland for Sentry Living Solutions will be entitled to OSL.

However, new employees are not eligible to use OSL until their 90th day of employment.

Amount of Oakland Sick Leave

Eligible employees accrue OSL at the rate of one hour of OSL for every 30 hours worked, beginning on their first day of employment with the Company. OSL accrues in hour-unit increments. Exempt employees accrue OSL based on a 40-hour workweek, unless their regular workweek is less than 40 hours. In such instances, OSL accrual will be based on their regular workweek.

The Company does not pay employees for unused OSL. Employees who are rehired within one year of separation from employment may be eligible for reinstatement of previously accrued and unused OSL.

Cap on Accrual

Employees may accrue a maximum of 72 hours of OSL. After an employee reaches this maximum amount, no additional OSL will accrue until some or all of the employee's OSL is used. Accrued, unused OSL carries over from year to year, subject to the maximum accrual.

Qualifying Reasons for Oakland Sick Leave

Oakland Sick Leave can be used for the following reasons:

• For medical care, treatment, diagnosis, or preventive care, or for any other

medical reason related to your own illness, injury, or medical condition.

• For certain, specified purposes when you or a covered family member is a victim of crime or abuse.

For purposes of OSL, a covered family member includes:

• A child, defined as a biological, foster, or adopted child; a stepchild; or a legal ward, regardless of the age or dependency status of the child. "Child" also includes a child of a domestic partner or a child to whom you act as a parent, even if they are not your legal child.

• A registered domestic partner.

• A designated person you name in advance on a form provided for this purpose, if you do not have a spouse or registered domestic partner.

• Contact HR manager to obtain a designation form. Within 30 hours after OSL begins to accrue, employees will be given a window of 10 workdays to make the designation. Employees will be provided an annual

opportunity during open enrollment to designate a person or to change the designation, with a window of 10 workdays to do so.

Use of Oakland Sick Leave

Oakland Sick Leave is intended to be used only when actually required for the reasons described above and is not to be used for other "personal" absences. Employees are not required, as a condition of using OSL, to search for or find a replacement worker to cover the hours during which the employee is using OSL. Employees cannot be discriminated against or retaliated against for requesting or using accrued OSL.

Employees must provide reasonable oral or written notification to the HR manager of an absence from work for which OSL is or will be used.

An employee's use of OSL may run concurrently with other leaves under local, state, or federal law.

Incremental Use

Oakland Sick Leave can be used in a minimum increment of one hour.

Oakland Sick Leave and Workers' Compensation Benefits

Oakland Sick Leave is a benefit that also covers absences for work-related illness or injury. Employees who have a work-related illness or injury are covered by workers' compensation insurance. However, workers' compensation benefits usually do not cover absences for medical treatment. When you report a work-related illness or injury, you will be sent for medical treatment if treatment is necessary. You will be paid your regular wages for the time you spend seeking initial medical treatment.

Any further medical treatment will be under the direction of the health care provider. Any absences from work for follow-up treatment, physical therapy or other prescribed appointments will not be paid as time worked. If you have accrued and unused OSL, you may use OSL to receive pay for these absences.

If you do not have accrued OSL, you may choose to substitute paid time off for further absences from work related to your illness or injury.

Sick Leave - San Francisco

As of February 7, 2007, San Francisco law provides for mandatory paid sick leave under the City's Paid Sick Leave Ordinance (the "PSLO"). As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "State Law"). This policy is intended to comply with the requirements of the PSLO and the State Law by providing a single paid sick leave benefit ("San Francisco Sick Leave," or "SFSL"). Employees eligible for SFSL are not eligible for sick leave under any other Company policy.

If you have any questions about SFSL, please contact HR manager.

Eligible Employees

All employees, including part-time and temporary employees, who work at least 56 hours per year in the City and County of San Francisco for Sentry Living Solutions will be entitled to SFSL.

However, new employees are not eligible to use SFSL until their 90th day of employment.

Amount of San Francisco Sick Leave

Eligible employees accrue SFSL at the rate of one hour of SFSL for every 30 hours worked, beginning on their first day of employment with the Company. SFSL accrues in hour-unit increments.

The Company does not pay employees for unused SFSL. Employees who are rehired within one year of separation from employment may be eligible for reinstatement of

previously accrued and unused SFSL.

Cap on Accrual

Employees may accrue a maximum of 72 hours of SFSL. After an employee has reached this maximum amount, no additional SFSL will accrue until some or all of the employee's SFSL is used. Accrued, unused SFSL carries over from year to year, subject to the maximum accrual.

Qualifying Reasons for San Francisco Sick Leave

San Francisco Sick Leave can be used for the following reasons:

• For medical care, treatment, diagnosis, or preventive care, or for any other medical reason related to your own illness, injury, or medical condition.

• For certain, specified purposes when you or a covered family member is a victim of crime or abuse.

• For purposes related to donating your bone marrow or your organ to another person, or to care for or assist a covered family member for purposes related to that person's donating bone marrow or an organ to another person.

Use Related to COVID-19

San Francisco Sick Leave can also be used if you take time off work because:

• Public health officials or healthcare providers require or recommend you isolate or quarantine to prevent the spread of disease;

• You fall within the definition of a "vulnerable population" under the San Francisco Department of Public Health's (DPH) March 6, 2020, guidelines or any

subsequent updates (as of March 6, 2020, a "vulnerable population" is a person who is 60 years old or older or a person with a health condition such as heart disease, lung disease, diabetes, kidney disease, or weakened immune system);

• Your business or work location temporarily ceases operations in response to a public health or other public official's recommendation;

• You need to provide care for a family member who is not sick but who public health officials or healthcare providers have required or recommended to isolate or quarantine; or

For purposes of SFSL, a covered family member includes:

• A registered domestic partner.

• A designated person you name in advance on a form provided for this purpose, if you do not have a spouse or registered domestic partner.

• Contact HR manager to obtain a designation form. Within 30 hours after SFSL begins to accrue, employees will be given a window of 10 workdays to make the designation. Employees will be provided an annual

opportunity one hour to designate a person or to change the designation, with a window of 10 workdays to do so.

Use of San Francisco Sick Leave

San Francisco Sick Leave is intended to be used only when actually required for the reasons described above and is not to be used for other "personal" absences. Employees are not required, as a condition of using SFSL, to search for or find a replacement worker to cover the hours during which the employee is using SFSL. Employees cannot be discriminated against or retaliated against for requesting or using accrued SFSL.

If the need for paid sick leave is foreseeable, employees shall provide reasonable advance oral or written notification to the HR manager. If the need for paid sick leave is not foreseeable, employees shall provide notice of the need for the leave to the HR manager as soon as practicable.

An employee's use of SFSL may run concurrently with other leaves under local, state, or federal law.

Incremental Use

San Francisco Sick Leave can be used in a minimum increment of one hour. San Francisco Sick Leave and Workers' Compensation Benefits

San Francisco Sick Leave is a benefit that also covers absences for work-related illness or injury. Employees who have a work-related illness or injury are covered by workers'

compensation insurance. However, workers' compensation benefits usually do not cover absences for medical treatment. When you report a work-related illness or injury, you will be sent for medical treatment if treatment is necessary. You will be paid your regular wages for the time you spend seeking initial medical treatment.

Any further medical treatment will be under the direction of the health care provider. Any absences from work for follow-up treatment, physical therapy or other prescribed appointments will not be paid as time worked. If you have accrued and unused SFSL, you may use SFSL to receive pay for these absences.

If you do not have accrued SFSL, you may choose to substitute paid time off for further absences from work related to your illness or injury.

School Appearances Involving Suspension

If you are the parent or guardian of a child facing suspension from school is summoned to the school to discuss the matter, you should alert your supervisor as soon as possible before leaving work. In agreement with California Labor Code Section 230.7, no discriminatory action will be taken against an employee who takes time off for this purpose.

Time Off for Voting

If you do not have sufficient time outside of working hours to vote in an official statewide election, you may take off enough working time to vote, including up to two hours off without loss of pay. This time should be taken at the beginning or the end of the regular working shift, whichever allows for more free time for voting and the least time off work. If you know or have reason to believe that time off will be necessary to be able to vote on election day, you must give your supervisor at least two working days' notice.

Criminal Judicial Proceedings and Victims' Rights Leave

If you are the victim, or the family member of a victim of certain serious crimes, you may take time off from work to attend judicial proceedings related to the crime or to attend proceedings involving rights of the victim.

If you are the family member of a crime victim, you may be eligible to take this leave if you are the crime victim’s spouse, parent, child, or sibling. Other family members may also be covered, depending on the purpose of the leave.

The absence from work must be in order to attend judicial proceedings or proceedings involving rights of the victim. Only certain crimes are covered. You must provide reasonable advance notice of your need for leave and documentation related to the proceeding may be required. If advance notice is not possible, you must provide appropriate documentation within a reasonable time after the absence.

Any absences from work to attend judicial proceedings or proceedings involving victim rights are unpaid, unless you choose to use accrued and unused paid time off.

For more information regarding this leave (including whether you are covered, when and what type of documentation is required and which type of paid time off can be used), please contact a Company representative with day-to-day personnel responsibilities.

Volunteer Civil Service Personnel

No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, peace officer, or emergency rescue personnel. Employees who perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel may also take up to a total of fourteen days unpaid leave time per calendar year to engage in required fire, law enforcement or emergency rescue training. Please alert your supervisor that you may have to take time off for emergency duty or emergency duty training. When taking time off for emergency duty, please alert your supervisor before doing so when possible. If you are an official volunteer firefighter, reserve peace officer or emergency rescue personnel, please alert your supervisor if you have training. Volunteer firefighters, reserve peace officers and emergency rescue personnel may take up to a total of fourteen days per calendar year to engage in fire, law enforcement or emergency rescue training.

Benefits

Benefits Overview

Sentry Living Solutions is committed to providing the following benefits for eligible employees. Benefit eligibility may be dependent upon your employee classification (full time versus part-time, for example) and on length of continuous employment at Sentry Living Solutions. Benefit eligibility requirements may also be imposed by the plans themselves.

Upon becoming eligible for certain employee benefit plans, you will receive Summary Plan Descriptions which describe the benefits in greater detail. For information regarding employee benefits and to answer any questions you may have contact HR manager.

The Company reserves the right to modify, amend or terminate benefits and to modify or amend benefit eligibility requirements at any time and for any reason, subject to any legal restrictions.

The Company offers the following employee benefits:

• Health Insurance (50%)

• Dental Insurance

• 401(k)

External Employee Education

Some employees may need to attend training programs, seminars, conferences, lectures, meetings, or other outside activities for the benefit of Sentry Living Solutions or the individual employees. Attendance at such activities, whether required by the Company or requested by individual employees, requires the written approval of the general manager. To obtain approval, any employee wishing to attend an activity must submit a written request detailing all relevant information, including date, hours, location, cost, expenses, and the nature, purpose, and justification for attendance.

Attendance at any such event is subject to the following policies on reimbursement and compensation. For attendance at events required or authorized by the Company, customary and reasonable expenses will be reimbursed upon submission of proper receipts. Acceptable expenses generally include registration fees, materials, meals, transportation, and parking. Reimbursement policies regarding these expenses should be discussed with the general manager in advance.

Employee attendance at authorized outside activities will be considered hours worked for non-exempt employees and will be compensated in accordance with normal payroll practices.

This policy does not apply to an employee's voluntary attendance, outside of normal working hours, at formal or informal educational sessions, even if such sessions generally may lead to improved job performance. While Sentry Living Solutions generally encourages all employees to improve their knowledge, job skills, and promotional qualifications, such activities do not qualify for reimbursement or compensation under this policy unless prior written approval is obtained as described previously.

Holidays

Sentry Living Solutions observes the following paid holidays:

• NEW YEAR'S DAY (JANUARY 1)

• MARTIN LUTHER KING JR.'S BIRTHDAY (3RD MONDAY OF JANUARY)

• PRESIDENTS' DAY (3RD MONDAY IN FEBRUARY)

• MEMORIAL DAY (LAST MONDAY IN MAY)

• JULY 4TH (INDEPENDENCE DAY)

• LABOR DAY (1ST MONDAY IN SEPTEMBER)

• INDIGENOUS PEOPLE'S DAY (2ND MONDAY IN OCTOBER)

• VETERANS DAY (NOVEMBER 11)

• THANKSGIVING DAY AND THE FRIDAY AFTER (4TH THURSDAY AND FRIDAY IN NOVEMBER) • CHRISTMAS EVE (DECEMBER 24)

• CHRISTMAS DAY (DECEMBER 25)

When a holiday falls on a Saturday or Sunday, it is usually observed on the preceding Friday or the following Monday. However, Sentry Living Solutions may grant another day off in lieu of closing. Holiday observance will be announced in advance. Holidays are not paid, unless you work during the holiday. Nonexempt employees working on holidays will be paid at their regular rate of pay, unless eligible for overtime. Employees may use accrued PTO during their unpaid holidays.

San Francisco Lactation Accommodation

Sentry Living Solutions recognizes lactating employees’ rights to request lactation accommodation and accommodates lactating employees by providing a reasonable amount of break time and a suitable lactation location to any employee who desires to express breast milk for the employee's child, subject to any exemption allowed under applicable law.

The break time shall, if possible, run concurrently with any break time already provided to the employee. Any break time provided to express breast milk that does not run concurrently with break time already provided to the employee shall be unpaid. The time that it takes an employee to get to and from the lactation location and, if at a separate location, to and from a refrigerator and sink with running water, shall not be included as part of an employee’s break time.

The lactation location will be private (shielded from view and free from intrusion from co workers and the public) and located close to the employee's work area. The location will be safe, clean, and free of toxic or hazardous materials; have a surface to place a breast pump and other personal items; have a place to sit; and have access to electricity. Sentry Living Solutions will also provide access to a refrigerator and a sink with running water in close proximity to the employee's work area. The lactation location will not be a bathroom or restroom. The room or location may include an employee’s private office if it otherwise meets the requirements of the lactation space. Multi-purpose rooms may be used as lactation space if they satisfy the requirements for space;

however, use of the room for lactation takes priority over other uses.

Employees who desire lactation accommodations should contact HR manager to request accommodations. An employee’s request may be provided orally, by email, or in writing, and need not be submitted on a specific form. (Documentation, such as a doctor’s note, is not required for a lactation accommodation, or as to the number of or duration of lactation breaks needed by an employee.) We will respond in writing or by email to your request within five business days and will engage in an interactive process with you to determine when and where lactation breaks will occur. Denials of requests will be in writing and identify the basis for denial or assertion of an undue hardship as required by law. Records relating to accommodation requests will be kept in accordance with applicable law.

Discrimination on the basis of sex includes discrimination based on breastfeeding and related medical conditions and is unlawful. San Francisco's Lactation in the Workplace Ordinance expressly prohibits retaliation against lactating employees for exercising their rights granted by the ordinance. The Company will not tolerate retaliation against employees who exercise their rights to lactation accommodation, including those who request time to express breast milk at work and/or who lodge a complaint related to the right to lactation accommodation.

Lactation Accommodation

Sentry Living Solutions recognizes lactating employees’ rights to request lactation accommodation and accommodates lactating employees by providing a reasonable amount of break time and a suitable lactation location to any employee who desires to express breast milk for their infant child, subject to any exemption allowed under applicable law.

If possible, the break time should run concurrently with your normally scheduled break time. Any break time to express breast milk that does not run concurrently with your normally scheduled break time is unpaid.

The lactation location will be private (shielded from view and free from intrusion from co workers and the public) and located close to your work area. The location will be safe, clean, and free of toxic or hazardous materials; have a surface to place a breast pump and other personal items; have a place to sit; and have access to electricity or alternative devices (including, but not limited to extension cords or charging stations) needed to operate an electric or battery-powered breast pump. Sentry Living Solutions will also provide access to a sink with running water and a refrigerator suitable for storing milk in close proximity to your workspace. If a refrigerator cannot be provided, Sentry Living Solutions will provide another cooling device suitable for storing milk, such as an employer-provided cooler. The lactation location will not be a bathroom or restroom. The room or location may include an employee’s private office if it otherwise meets the requirements of the lactation space. Multi-purpose rooms may be used as lactation space if they satisfy the requirements for space; however, use of the room for lactation takes priority over other uses for the time it is in use for lactation purposes.

Employees who desire lactation accommodations should contact HR manager to

request accommodations. An employee’s request may be provided orally, by email, or in writing, and need not be submitted on a specific form. We will engage in an interactive process with you to determine when and where lactation breaks will occur. If we cannot provide break time or a location that complies with this policy, we will provide a written response to your request.

Sentry Living Solutions will not tolerate discrimination or retaliation against employees who exercise their rights to lactation accommodation, including those who request time to express milk at work and/or who lodge a complaint related to the right to lactation accommodation. If you believe you have been denied reasonable break time or adequate space to express milk or have been otherwise been denied your rights related to lactation accommodation, you have the right to file a complaint with the Labor Commissioner.

Paid Family Leave

Employees may be eligible for Paid Family Leave (PFL) wage replacement benefits, which are funded through payroll deductions and coordinated through the Employment Development Department (EDD). PFL provides partial pay for up to eight weeks when you need to take leave from work to:

• To care for a parent, parent-in-law, child, spouse, registered domestic partner, grandparent, grandchild, or sibling who is seriously ill;

• To bond with your newborn, foster child or newly adopted child: or • For a qualifying exigency related to the covered active duty or call to covered active duty of your spouse, registered domestic partner, parent, or child in the Armed Forces of the United States.

The PFL program does not provide employees with a right to a leave of absence; it is limited to a state-mandated wage replacement benefit.

Workers' Compensation

Sentry Living Solutions, in accordance with state law, provides insurance coverage for employees in case of work-related injury. The workers' compensation benefits provided to injured employees may include:

• Medical care;

• Cash benefits, tax free, to replace lost wages; and

• Assistance to help qualified injured employees return to suitable employment.

To ensure that you receive any workers' compensation benefits to which you may be entitled, you need to:

• Immediately report any work-related injury to your supervisor;

• Seek medical treatment and follow-up care if required;

• Complete a written Employee's Claim for Workers' Compensation Benefits (DWC

Form 1) and return it to HR manager; and

• Provide the Company with a certification from your health care provider regarding the need for workers' compensation disability leave, as well as your eventual ability to return to work from the leave.

Upon submission of a medical certification that an employee is able to return to work after a workers' compensation leave, the employee under most circumstances will be reinstated to their same position held at the time the leave began, or to an equivalent

position, if available. An employee returning from a workers' compensation leave has no greater right to reinstatement than if the employee had been continuously employed rather than on leave.

An employee's return depends on their qualifications for any existing openings. If, after returning from a workers' compensation disability leave, an employee is unable to perform the essential functions of their job because of a physical or mental disability, the Company's obligations to the employee may include reasonable accommodation, as governed by the Americans with Disabilities Act or the California Fair Employment and Housing Act.

The law requires Sentry Living Solutions to notify the workers' compensation insurance company of any concerns of false or fraudulent claims.

COVID-19

COVID-19 may be a work-related injury. If you test positive for COVID-19, please notify the Company immediately so we may notify our workers' compensation carrier as required by law.

Workers' Compensation and CFRA/FMLA

Employees who are ill or injured as a result of a work-related incident, and who are eligible for family and medical leave under state and/or federal law California Family Rights Act (CFRA) and/or Family Medical Leave Act (FMLA), will be placed on CFRA and/or FMLA during the time they are disabled and not released to return to work. The leave under these laws will generally run concurrently.

Paid Sick Leave and Workers' Compensation Benefits

Paid sick leave is a benefit that also covers absences for work-related illness or injury. Employees who have a work-related illness or injury are covered by workers' compensation insurance. However, workers' compensation benefits usually do not cover absences for medical treatment. When you report a work-related illness or injury, you will be sent for medical treatment, if treatment is necessary. You will be paid your regular wages for the time you spend seeking initial medical treatment.

Any further medical treatment will be under the direction of the health care provider. Any absences from work for follow-up treatment, physical therapy or other prescribed appointments will not be paid as time worked. If you have accrued and unused sick leave, you may choose to substitute paid sick leave for any time that would otherwise

be unpaid.

If you do not have accrued, paid sick leave, or if you have used all of your sick leave, you may choose to substitute paid time off for further absences from worked, related to your illness or injury.

Management

Employee Property

An employee's personal property, including but not limited to lockers, packages, briefcases, purses, messenger bags, and backpacks, may be inspected upon reasonable suspicion of unauthorized possession of Sentry Living Solutions property, possession of dangerous weapons or firearms, or abuse of the Company's drug and alcohol policy.

Employment of Relatives

Relatives of employees may be eligible for employment with Sentry Living Solutions only if individuals involved do not work in a direct supervisory relationship, or in job positions in which there is a conflict of interest. The Company defines "relatives" as spouses, registered domestic partners, children, siblings, parents, in-laws, and step relatives. Present employees who marry or become registered domestic partners will be permitted to continue working in the job position held only if they do not work in a direct supervisory relationship with one another or in job positions involving conflict of interest.

Names and Addresses Policy

Sentry Living Solutions is required by law to keep current all employees' names and addresses. You are responsible for notifying the Company in the event of a name or address change.

Open-Door Policy

Suggestions for improving Sentry Living Solutions are always welcome. At some time, you may have a complaint, suggestion, or question about your job, your working conditions, or the treatment you are receiving. Your complaints, questions, and suggestions are important to us.

If you have a complaint, suggestion, or question, speak with your immediate supervisors as soon as possible. If you are not comfortable speaking to your immediate supervisor, please bring the issue to the personnel manager or any other member of management.

Also, if you have raised the issue and if the problem persists, you may present it to the personnel manager, who will investigate and provide a solution or explanation.

If the problem is not resolved, you may also present the problem to the president of Sentry Living Solutions, who will attempt to reach a final resolution.

While a written complaint will assist us in investigating your concerns, it is not required that you put your complaint in writing. If you need assistance with your complaint, or you prefer to make a complaint in person, contact HR manager.

This procedure, which we believe is important for both you and the Company, cannot guarantee that every problem will be resolved to your satisfaction. However, Sentry Living Solutions values your observations, and you should feel free to raise issues of concern without the fear of retaliation.

Performance Evaluations

Each employee will receive periodic performance reviews conducted by their supervisor. Your first performance evaluation will take place after the employee completes the introductory period. Subsequent performance evaluations will be conducted annually. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems.

Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others. The performance evaluations are intended to make you aware of your progress, areas for improvement, and objectives or goals for future work performance. Favorable performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of Sentry Living Solutions and depend upon many factors in addition to performance. After the review, you will be required to sign the evaluation report simply to acknowledge that it has been presented to you, that you have discussed it with your supervisor, and that you are aware of its contents.

Personnel Records

You have a right to inspect or receive a copy of the personnel records that Sentry Living Solutions maintains relating to your performance or to any grievance concerning you. Certain documents may be excluded or redacted from your personnel file by law, and there are legal limitations on the number of requests that can be made.

Any request to inspect or copy personnel records must be made in writing to the HR manager. You can obtain a form for making such a written request from the HR manager.

You may designate a representative to conduct the inspection of the records or receive a copy of the records. However, any designated representative must be authorized by you in writing to inspect or receive a copy of the records. Sentry Living Solutions may take reasonable steps to verify the identity of any representative you have designated in writing to inspect or receive a copy of your personnel records.

The personnel records may be made available to you either at the place where you work or at a mutually agreeable location (with no loss of compensation for going to that location to inspect or copy the records). The records will be made available no later than 30 calendar days from the date Sentry Living Solutions receives your written request to inspect or copy your personnel records (unless you/your representative and Sentry Living Solutions mutually agree in writing to a date beyond 30 calendar days but no later than 35 calendar days from receipt of the written request).

If you request a copy of the contents of your file, you will be charged the actual cost of copying.

Disclosure of personnel information to outside sources, other than your designated

representative, will be limited. However, Sentry Living Solutions will cooperate with request from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required.

Workplace Privacy - Audio/Video Recordings

Due to concerns regarding the potential for invasion of privacy, sexual or other harassment, and protection of proprietary or confidential information, employees may not use any audio or video recording devices while on working time. You also may not use any audio or video recordings in work areas that Sentry Living Solutions has identified as confidential, secure, or private, unless you are engaged in protected activity related to improving the terms and conditions of your employment, such as documenting health and safety issues.

The company uses or may use video surveillance in public areas (not in restrooms, locker rooms or changing areas). The video surveillance will not include sound recording.

Company Property

Electronics and Social Media

This policy is intended to protect the Company's computer systems and electronic information.

For purposes of these policies, the following definitions apply: "Computers" are defined as desktop computers, laptops, handheld devices (including but not limited to iPhones, smart phones, iPads, and other electronic tablets and cell phones), computer software/hardware and servers, and telephones.

Sentry Living Solutions also uses various forms of "electronic communication." "Electronic communications" includes e-mail, text messages, telephones, cell phones and other handheld devices (such as cell phones, smart phones, writing tablets or iPads), fax machines, and online services including the Internet.

"Electronic information" is any information created by an employee using computers or any means of electronic communication, including but not limited to, data, messages, multimedia data, and files.

The following general policies apply:

• Computers and all data transmitted through Sentry Living Solutions servers are Company property owned by the Company for the purpose of conducting Company business. These items must be maintained according to Sentry Living Solutions rules and regulations. Computers must be kept clean, and employees must exercise care to prevent loss and damage. Prior authorization must be obtained before any Company property may be removed from the premises.

• All electronic communications also remain the sole property of Sentry Living Solutions and are to be used for Company business. For example, email messages are considered Company records.

• Electronic information created by an employee using any computer or any means of electronic communication is also the property of Sentry Living Solutions and remains the property of Sentry Living Solutions.

• Information stored in Sentry Living Solutions computers and file servers, including without limitation customer lists, vendor lists, and employee lists are the property of the Company and may not be distributed outside the Company in any form whatsoever without the written permission of the Executive Director.

• Violation of any of the provisions of this policy, whether intentional or not, will subject Sentry Living Solutions employees to disciplinary action, up to and including termination.

Monitoring of Company Property

Sentry Living Solutions reserves the right to inspect all Company property to ensure compliance with its rules and regulations, without notice to the employee and at any time, not necessarily in the employee's presence. Sentry Living Solutions computers

and all electronic communications and electronic information are subject to monitoring, and no one should expect privacy regarding such use. The Company reserves the right to access, review and monitor electronic files, information, messages, text messages, e mail, Internet history, browser-based webmail systems and other digital archives and to

access, review and monitor the use of computers, software, and electronic communications to ensure that no misuse or violation of Company policy or any law occurs. E-mail may be monitored by the Company and there is no expectation of privacy. Assume that e-mail may be accessed, forwarded, read, or heard by someone other than the intended recipient, even if marked as "private."

Employee passwords may be used for purposes of security, but the use of a password does not affect the Company's ownership of the electronic information or ability to monitor the information. The Company may override an employee's password for any reason.

Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by Sentry Living Solutions management.

Prohibited Use

All existing Company policies apply to employee use of computers, electronic communications, electronic information, and the Internet. This includes policies that deal with misuse of Company assets or resources. It is a violation of Sentry Living Solutions policy to use computers, electronic communications, electronic information, or the Internet, in a manner that: is discriminatory harassing or obscene; constitutes copyright or trademark infringement; violates software licensing rules; is illegal; or is against Sentry Living Solutions policy. It is also a violation of policy to use computers, electronic communications, electronic information, or the Internet to communicate confidential or sensitive information or trade secrets.

The display of any kind of sexually explicit multimedia content, message, or document on any Company computer is a violation of the Company's policy against sexual harassment. This description of prohibited usage is not exhaustive, and it is within the discretion of Sentry Living Solutions to determine if there has been a violation of this policy. Employees that engage in prohibited use will be subject to discipline and/or immediate termination.

This policy is not intended to limit the ability of employees to discuss with other employees the terms and conditions of their employment, including such topics as wages, job performance, workload, supervisors, or staffing.

Computer and Internet Use

Sentry Living Solutions provides computers, electronic communications, electronic information, and information technology resources, including the Internet, to its employees to help them do their job. Company provided computers; electronic communications, electronic information and the Internet are only to be used only for work-related purposes. No personal use of this Company property is permitted at any time. However, this policy is not intended to limit the ability of employees to use

Company email systems to communicate with other employees regarding the terms and conditions of their employment, including such topics as wages, job performance, workload, supervisors, or staffing.

Social Media

Sentry Living Solutions does not use, nor does it condone the use of social media in the workplace for any purpose. Social media is a set of Internet tools that aid in the facilitation of interaction between people online. If you have specific questions about which programs the Company deems to be social media, consult with the HR manager.

Use of Internet based programs such as Facebook, Linked In, and Twitter (this is not meant to be an exhaustive list) is a violation of Company policy and use of Company property (including computers or handheld devices) to access social media tools or programs during working time on the work premises can result in discipline up to and including termination.

The Company uses filtering software to block access to all social media sites.

Employees can use their own personal devices to engage in social media during non working times, such as breaks and meal periods; however, all other Company policies against inappropriate usage, including the Company's no tolerance for discrimination, harassment or retaliation in the workplace, and protection of confidential or trade secret information apply.

Nothing in the Company's social media policy is designed to interfere with, restrain or prevent employee communications regarding wages, hours or other terms and conditions of employment.

Employee-owned Devices

Employees' own computers (including handheld devices) and electronic communications are not to be used during work time. Employees may use personal devices during non-working times, such as breaks and meal periods; however, all other company policies against inappropriate usage, including the Company's no tolerance for discrimination, harassment, or retaliation in the workplace, apply.

Employer Property

Lockers, furniture, desks, computers, cell phones, data processing equipment/software, vehicles, and tablets are Sentry Living Solutions property and must be maintained according to Company rules and regulations. They must be kept clean and are to be used only for work-related purposes. Sentry Living Solutions reserves the right to inspect all Company property including computer or phone data or messages to ensure compliance with its rules and regulations, without notice to the employee and at any time, not necessarily in the employee's presence. Prior authorization must be obtained before any Company property may be removed from the premises.

Company voice mail and/or electronic mail (e-mail) including texting, pagers and mobile email are to be used for business purposes. Sentry Living Solutions reserves the right to monitor voice mail messages, and e-mail messages, and texts to ensure compliance

with this rule, without notice to the employee and at any time, not necessarily in the employee's presence.

Sentry Living Solutions may periodically need to assign and/or change "passwords" and personal codes for

• E-MAIL

• VOICE MAIL

• CELLPHONES

• COMPUTERS

• TABLETS

These communication technologies and related storage media and databases are to be used only for Company business and they remain the property of Sentry Living Solutions.

Sentry Living Solutions reserves the right to keep a record of all passwords and codes used and/or may be able to override any such password system. Messages on the company voicemail and email systems are subject to the same company policies against discrimination and harassment as are any workplace communications. Offensive, harassing, or discriminatory content in such messages will not be tolerated.

For security reasons, employees should not leave personal belongings of value in the workplace. Terminated employees should remove any personal items at the time they leave Sentry Living Solutions. Personal items left in the workplace are subject to disposal if not claimed at the time of an employee's termination.

Guests and Visitors

Visits from friends and family should be kept to a minimum, in order to preserve an appropriate work environment. It is extremely important that the impression left with Sentry Living Solutions visitors is that of a professional organization with the highest standards of conduct.

Emergencies in which children must be in the office for an extended length of time are to be kept to an absolute minimum. The Company may not be used as a substitute for regular childcare of employees' children. On those occasions when children are present, they should not be allowed to disrupt others in the office.

Your child is your responsibility and must be under your direct supervision at all times. If a child is ill, you must present a doctor's note to your immediate supervisor indicating the child is not contagious. Under no circumstances may children provide work for the Company, unless the child is hired as an employee pursuant to Company policies.

If you wish to bring a minor child to work and prior notice is possible, request from your supervisor and complete the Guest and Visitors Request form, which will be reviewed by HR manager. You should also use the Guest and Visitors Request form if you wish to bring your pet to work.

The Company reserves its right in its sole discretion to deny such a request for reasons

including, but not limited to, the requested guest or visitor has been disruptive in the past, there is a special event scheduled on the date(s) requested, or the work environment is not appropriate for the visitor or guest due to safety or other reasons.

Housekeeping

All employees are expected to keep their work areas clean and organized. People using common areas such as lunchrooms, locker rooms, and restrooms are expected to keep them sanitary. Please clean up after meals and dispose of trash properly.

Employees must also follow all COVID-19 safety and policies and procedures at all times.

Off-Duty Use of Facilities

Employees are prohibited from remaining on Sentry Living Solutions premises or making use of Company facilities while not on duty. Employees are expressly prohibited from using Company facilities, Company property, or Company equipment for personal use. This policy is not intended to limit the ability of employees to use the Company's email systems to communicate with other employees regarding the terms and conditions of their employment during non-working times, including such topics as wages, job performance, workload, supervisors, or staffing.

Personal Use of Company Cell Phone

Cell phones (including handheld devices and smart phones such as iPhones) may be provided to some employees to assist them in performing their job. Cell phones are company property. Data (including web browsing), messages (including voice mail, mobile email, and text messaging), and other stored electronic information is subject to monitoring and employees do not have an expectation of privacy in the use of this Company property.

The Company may ask you to assign a password to your Company cell phone to prevent unauthorized access. This password does not affect the Company's ownership of the cell phone or ability to monitor the information.

Company cell phones must not be used in any manner that violates any other Company policy, including safety policies, confidentiality polices, electronic and social media policies, and policies against discrimination and harassment.

Employees are prohibited from using Company-issued cell phones and any other Sentry Living Solutions property to conduct personal business. Employees who are provided a Company cell phone may use the phone for personal reasons only in the case of an emergency. Other personal use is prohibited.

Smoking

Smoking is prohibited at this workplace. The smoking prohibition applies to all smoking

devices, including, but not limited to, the use of electronic smoking devices, such as electronic cigarettes, pipes, hookahs, and vaping devices.

Solicitation and Distribution of Literature

In order to ensure efficient operation of the Company's business and to prevent disruption to employees, we have established control of solicitations and distribution of literature on Company property. Sentry Living Solutions has enacted rules applicable to all employees governing solicitation, distribution of written material, and entry onto the premises and work areas. All employees are expected to comply strictly with these rules. Any employee who is in doubt concerning the application of these rules should consult with their supervisor.

No employee shall solicit or promote support for any cause or organization during their working time or during the working time of the employee or employees at whom such activity is directed. No employee shall distribute or circulate any written or printed material in work areas at any time, or during their working time or during the working time of the employee or employees at whom such activity is directed.

Under no circumstances will non-employees be permitted to solicit or to distribute written material for any purpose on Company property.

Employee Conduct

Business Conduct and Ethics

No employee may accept a gift or gratuity from any customer, vendor, supplier, or other person doing business with Sentry Living Solutions because doing so may give the appearance of influencing business decisions, transactions, or service. Please discuss expenses paid by such persons for business meals or trips with the Company in advance.

Conducting Personal Business

Employees are to conduct only Sentry Living Solutions business while at work. Employees may not conduct personal business or business for another employer during their scheduled working hours.

Confidential Information

Each employee is responsible for safeguarding the confidential information obtained during employment.

In the course of your work, you may have access to trade secrets or similarly protected proprietary or confidential information regarding Sentry Living Solutions' business (such as financial data, research and development, marketing, business plans or strategies, suppliers, business partners or customers). You have a responsibility to prevent revealing or divulging any such information unless it is necessary for you to do so in the performance of your duties or as required by law.

Access to, or disclosure of, confidential information should be on a "need-to-know" basis and must be authorized by your supervisor. Any breach of this policy will not be tolerated, and legal action may be taken by the Company.

This policy does not prohibit employees from confidentially disclosing trade secret, proprietary or confidential information to federal, state, and local government officials, or to an attorney, when done to report or investigate a suspected violation of the law. Employees may also disclose the information in certain court proceedings if specific procedures to protect the information are followed. Nothing in this policy is intended to conflict with 18 U.S.C. sec. 1833(b) or create liability for disclosures of trade secrets that are expressly allowed by 18 U.S.C. sec. 1833(b).

Nothing in this policy prevents you from discussing or disclosing information about unlawful acts in the workplace, such as harassment or discrimination or any other conduct that you have reason to believe is unlawful.

Conflicts of Interest

All employees must avoid situations involving actual conflict of interest. Personal or romantic involvement with a competitor, supplier, or subordinate employee of Sentry Living Solutions, which impairs an employee's ability to exercise good judgment on behalf of the Company, can create an actual conflict of interest. Supervisor-subordinate romantic or personal relationships also can lead to supervisory problems, possible claims of sexual harassment, and morale problems.

An employee involved in any of the types of relationships or situations described in this policy should immediately and fully disclose the relevant circumstances to their immediate supervisor, or any other appropriate supervisor, for a determination about whether an actual conflict exists. If an actual conflict is determined, Sentry Living Solutions may take whatever corrective action appears appropriate according to the circumstances. Failure to disclose facts shall constitute grounds for disciplinary action.

Customer Relations

Employees are expected to be polite, courteous, prompt, and attentive to every customer. When an employee encounters an uncomfortable situation that they do not feel capable of handling, the general manager should be called immediately.

Ours is a service business and all of us must remember that the customer always comes first. Our customers ultimately pay all of our wages. Remember, while the customer is not always right, the customer is never wrong.

Customers are to be treated courteously and given proper attention at all times. Never regard a customer's question or concern as an interruption or an annoyance. You must respond to inquiries from customers, whether in person or by telephone, promptly and professionally.

Never place a telephone caller on hold for an extended period. Direct incoming calls to the appropriate person and make sure the call is received.

Through your conduct, show your desire to assist the customer in obtaining the help they need. If you are unable to help a customer, find someone who can.

All correspondence and documents, whether to customers or others, must be neatly prepared and error-free. Attention to accuracy and detail in all paperwork demonstrates your commitment to those with whom we do business.

Never argue with a customer. If a problem develops or if a customer remains dissatisfied, ask your supervisor or the general manager to intervene.

Dress Codes and Other Personal Standards

Employees are expected to wear clothing appropriate for the nature of our business and the type of work performed. Avoid clothing that can create a safety hazard.

Because each employee is a representative of Sentry Living Solutions in the eyes of the public, each employee must report to work properly groomed and wearing appropriate clothing. Employees are expected to dress neatly and in a manner consistent with the nature of the work performed.

The following are examples of acceptable office attire:

• SUITS

• DRESS SHIRTS

• BLOUSES

• SWEATERS

• SPORT COATS

• BLAZERS

• JEANS

• SLACKS

• SKIRTS

• BUSINESS DRESSES

Graphic T-shirts, tank or halter tops, and casual shoes or sneakers are not permitted for any employees. All clothing should be clean and without rips or holes. Employees who report to work inappropriately dressed may be asked to clock out and return in acceptable attire.

All employees required to wear uniforms provided by Sentry Living Solutions must take care of their uniforms and report any wear or damage to their supervisors. Instructions regarding cleaning and maintenance of uniforms will be provided. Supervisors will inform you of additional requirements regarding acceptable attire. Certain employees may be required to wear safety equipment or clothing. Any deviations from these guidelines must be approved by your supervisor.

This dress code policy will not be enforced in a manner that discriminates against anyone based on a protected class, such as race, sex, gender identity or gender expression, religion, national origin, or any other class protected by federal, state, or local law. For more information, see the Harassment, Discrimination and Retaliation Prevention policy. Employees who need a reasonable accommodation because of religious beliefs, observances or practices should contact a company representative with day-to-day personnel responsibility and discuss the need for accommodation.

Drug and Alcohol Abuse

Sentry Living Solutions is concerned about the use of alcohol, marijuana, illegal drugs, or controlled substances as it affects the workplace. Use of these substances, whether on or off the job can detract from an employee's work performance, efficiency, safety, and health, and seriously impair Company operations. In addition, the use or possession of these substances on the job constitutes a potential danger to the welfare and safety of other employees and exposes the Company to the risks of property loss or damage, or injury to other persons.

The following rules and standards of conduct apply to all employees while on Company property, at work, or working on Company business. The following are strictly prohibited by Company policy:

• Being under the influence of, or impaired by, an illegal or controlled substance, alcohol, or marijuana while on the job.

• Using or possessing illegal or controlled substances, alcohol, or marijuana while on the job (including the illegal use of prescription drugs and possessing drug paraphernalia)

• Distributing, selling, or purchasing of an illegal or controlled substance, alcohol, or marijuana while on the job.

Violation of these rules and standards of conduct will not be tolerated and will include disciplinary action up to and including termination. Sentry Living Solutions also may bring the matter to the attention of appropriate law enforcement authorities.

To enforce this policy, Sentry Living Solutions reserves the right to conduct searches of Company property or employees and/or their personal property, and to implement other measures necessary to deter and detect abuse of this policy.

An employee's conviction on a charge of illegal sale or possession of any controlled substance while off Company property will not be tolerated because such conduct, even though off duty, reflects adversely on Sentry Living Solutions. In addition, the Company must keep people who sell or possess controlled substances off Company premises to keep the controlled substances themselves off the premises.

Sentry Living Solutions will encourage and reasonably accommodate employees with alcohol, marijuana, or drug dependencies to seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment or rehabilitation leave. The Company is not obligated, however, to continue to employ any person whose performance of essential job duties is impaired because of drug, alcohol, or marijuana use. Additionally, employees who are given the opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not automatically be reemployed or be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the Company's treatment of employees who violate the regulations described previously. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.

News Media Contacts

Employees may be approached for interviews or comments by the news media. Only contact people designated by the Executive Director may comment to news reporters on Sentry Living Solutions policy or events relevant to Sentry Living Solutions.

This policy does not limit your right to discuss the terms and conditions of his or her employment, or to try and improve these conditions.

Off-Duty Conduct

While Sentry Living Solutions does not seek to interfere with the off-duty and personal conduct of its employees, certain types of off-duty conduct may interfere with the Company's legitimate business interests.

Off-duty conduct by an employee that directly conflicts with the Company's essential business interests and disrupts business operations will not be tolerated.

Other Employment

While employed by Sentry Living Solutions, employees are expected to devote their energies to their jobs with the Company.

Employment that directly conflicts with the Company's essential business interests and disrupts business operations is strictly prohibited.

If you wish to engage in additional employment that may create a real conflict of interest, you must submit a written request to Sentry Living Solutions explaining the details of the additional employment. If the additional employment is authorized, Sentry Living Solutions assumes no responsibility for it. Sentry Living Solutions shall not provide workers' compensation coverage or any other benefit for injuries occurring from or arising out of additional employment. Authorization to engage in additional employment can be revoked at any time.

Political Activity

Many employees participate in political activities on their own time. Company time, facilities, property, or equipment (including all computers, networks, and electronic equipment) must not be used for your outside political activities. Sentry Living Solutions will not reimburse any employee for political contributions, and you should not attempt to receive or facilitate such reimbursements.

Absent a formal statement by Sentry Living Solutions announcing any political endorsements, you must not, through your own actions, speech, contributions, or written communication, mislead others to believe that Sentry Living Solutions officially endorses or opposes any candidates for political office that Sentry Living Solutions itself has not publicly announced. Company employees are entitled to their own personal position.
The Company will not discriminate against employees based on their lawful political

activity engaged in outside of work.

Prohibited Conduct

Employees are expected to conduct themselves in a manner to further the Company's objectives. The following conduct is prohibited and will not be tolerated by Sentry Living Solutions. This list of prohibited conduct is illustrative only; other types of conduct that threaten security, personal safety, employee welfare and Company operations also may be prohibited and will result in disciplinary action up to and including termination.

• Falsifying employment records, employment information, or other Company records;

• Inefficient or careless performance of job responsibilities or inability to perform job duties satisfactorily;

• Recording the work time of another employee or allowing any other employee to record your work time, or falsifying any timecard, either your own or another employee's;

• Theft and deliberate or careless damage or destruction of any Company property, or the property of any employee or customer;

• Removing or borrowing Company property without prior authorization; • Unauthorized use or misuse of Company equipment, time, materials, or facilities; • Provoking a fight or fighting during working hours or on Company property; • Participating in horseplay or practical jokes on Company time or on Company premises;

• Carrying firearms or any other dangerous weapons on Company premises at any time;

• Causing, creating, or participating in a disruption of any kind during working hours on Company property;

• Insubordination, including but not limited to failure or refusal to obey the orders or instructions of a supervisor or member of management, or the use of abusive or threatening language toward a supervisor or member of management;

• Using abusive, threatening, or intimidating language at any time on Company premises;

• Violation of Company punctuality and attendance policies. Absences protected by state or federal law do not count as violations of this policy. Protected paid sick time under California law does not count as a violation of this policy;

• Failing to obtain permission to leave work for any reason during normal working hours, not including meal periods;

• Failing to observe working schedules, including rest and meal periods; • Sleeping or malingering on the job;

• Making or accepting personal telephone calls, including cell phone calls, of more than three minutes in duration during working hours, except in cases of emergency or extreme circumstances;

• Working overtime without authorization or refusing to work assigned overtime; • Violation of dress standards;

• Violation of any safety, health, security or Company policy, rule, or procedure;

• Violation of the Company's drug and alcohol policy;

• Committing a fraudulent act or a breach of trust under any circumstances; • Violating the Company's anti-harassment or equal employment opportunity policies; and

• Failing to promptly report work-related injury or illness.

This statement of prohibited conduct does not alter the Company's policy of at-will employment. Either you or Sentry Living Solutions remain free to terminate the employment relationship at any time, with or without reason or advance notice.

Prohibited Use of Company Cell Phone While Driving

In the interest of the safety of our employees and other drivers and pedestrians on the road, Sentry Living Solutions employees are prohibited from using cell phones (including all smart phones) or other wireless communication devices (including laptops and tablets) while driving on Company business and/or Company time. This prohibition includes any use of the cell phone or other wireless communications device, such as answering or placing calls, engaging in conversations, texting, Web browsing or using any smart phone application while driving.

If your job requires that you keep your cell phone or other wireless communication device turned on while you are driving, you must use a hands-free, voice-operated device always. Under no circumstances should employees place phone calls while operating a motor vehicle while driving on Company business and/or Company time.

Violating this policy is a violation of law and a violation of Company rules. Employees Under Age 18

A person under the age of 18 years is prohibited from driving a motor vehicle while using a wireless telephone, even if equipped with a hands-free device, or while using a mobile service device. The prohibition would not apply to such a person using a wireless telephone or a mobile service device for emergency purposes. Violating this policy is a violation of law and a violation of Company rules.

Writing, sending, or reading text-based communication - including text messaging, instant messaging. e-mail, web browsing and use of smart phone applications - on a wireless device or cell phone while driving is also prohibited under this policy. Violating this policy is a violation of law and a violation of Company rules.

You must also safely pull off the road before conducting Company business.

Punctuality and Attendance

As an employee of Sentry Living Solutions, you are expected to be punctual and regular in attendance. Tardiness or absences can cause problems for your co-workers and your supervisor. When you are absent, your assigned work must be performed by others. You are expected to report to work as scheduled, on time, and prepared to start work.

Employees also are expected to remain at work for their entire work schedule, except

for meal periods or when required to leave on authorized Company business. Late

arrivals, early departures or other unanticipated and unapproved absences from

scheduled hours are disruptive and must be avoided.

If you are unable to report for work on any day, you must provide reasonable advance

notice to your supervisor before the time you are scheduled to begin working for that

day. You must inform your supervisor of the expected duration of any absence. If you

fail to provide reasonable advance notice before your scheduled time to begin work and

do not arrive in time for your assigned shift, you will be considered tardy for that day. If

the circumstances for your tardiness or absence were unforeseen, inform your

supervisor as soon as practical of the reason for the tardiness or absence.

Excessive absenteeism or tardiness, providing false information or abuse of leave laws

will not be tolerated. Generally, if you fail to report for work without any notification to

your supervisor and your absence continues for a period of two days, Sentry Living

Solutions will consider that you have voluntarily abandoned or quit your employment.

Absences protected by local, state, and federal law do not count as a violation of

the punctuality and attendance policy. Paid sick time protected under California

law does not count as a violation of this policy.

Wages

Advances

Sentry Living Solutions does not permit advances against paychecks or against

unaccrued paid time off. Likewise, Sentry Living Solutions does not grant payouts of

accrued paid time off, except at the termination of employment.

Reporting-Time Pay

Sentry Living Solutions will comply with all applicable regulations regarding reporting-

time pay for nonexempt employees.

Sentry Living Solutions will pay a minimum of two hours of pay to employees who are

required to report to work on a day other than their normally scheduled workday.

Sentry Living Solutions will not pay employees for reporting under the following

circumstances: • Interruption of work because of the failure of any or all public utilities; • Operations can't begin due to threats to employees or the Company's property,

or when recommended by civil authorities; or • Interruption of work because of natural causes or other circumstances beyond

the Company's power to control.

Reporting time pay does not apply to employees on paid standby status, who are called

to work at times other than their usual shift.

Meal and Rest Periods

Rest Breaks

All nonexempt employees are entitled to uninterrupted rest break periods during their

workday. If you are a non-exempt employee, you will be paid for all such break periods,

and you will not clock out.

Number of Rest Breaks

You will be authorized and permitted one (1) 10-minute net rest break for every four (4)

hours you work (or a major fraction thereof, which is defined as any amount of time over

two [2] hours). A rest break need not be authorized for employees whose total daily

work time is less than three and one half (3.5) hours.

You will be relieved of all duty during your rest break periods. You are free to come and

go as you please and are free to leave the premises. You are expected to return to work

promptly at the end of any rest break.

If you work a shift from three and one-half (3.5) to six (6) hours in length you will be

entitled to one (1) ten-minute rest break. If you work more than six (6) hours and up to

10 hours, you will be entitled to two (2) ten-minute rest breaks. If you work more than 10

hours and up to 14 hours, you will be entitled to three (3) ten-minute rest breaks.

Timing of Rest Breaks

You are authorized and permitted to take a rest break in the middle of each four-hour

work period.

Your rest break will be scheduled by the supervisor or HR manager

Meal Period

All nonexempt employees will be provided an uninterrupted unpaid meal period of at

least 30 minutes if you work more than five (5) hours in a workday. You must clock out

for your meal period. You will be permitted a reasonable opportunity to take this meal

period, and you will be relieved of all duty. During your meal period, you are free to

come and go as you please and are free to leave the premises. You are expected to

return to work promptly at the end of any meal period.

If your total work period for the day is more than five hours per day but no more than six

hours, you may waive the meal period. This cannot be done without the mutual consent

of you and your supervisor. You must discuss any such waiver with your supervisor in

advance.

The waiver must be in writing.

Timing of Meal Period

Your meal period will be provided no later than the end of your fifth hour of work. For

example, if you begin work at 8:00 a.m., you must start your meal period by 12:59 p.m.

(which is before the end of your fifth hour of work).

Your meal period will be scheduled by supervisor or HR manager

Second Meal Period

If you work more than 10 hours in a day, you will be provided a second, unpaid meal

period of at least 30 minutes. Again, you must clock out for your meal period. You will

be permitted a reasonable opportunity to take this meal period, and you will be relieved

of all duty. There will be no control over your activities during your meal period. During

your meal period, you are free to leave the premises and are free to come and go as

you please. You are expected to return to work promptly at the end of any meal period.

Depending on the circumstances, you may be able to waive your second meal period if

you took the first meal period and if your total hours worked for the day is no more than

twelve hours. This cannot be done without the mutual consent of you and your

supervisor and must be in writing. You must discuss any such waiver with your

supervisor in advance.

Timing of Second Meal Period

This second meal period will be provided no later than the end of your 10th hour of

work.

Your second meal period will be scheduled by your supervisor or HR manager.

Recording Meal Periods

You must clock out for any meal period and record the start and end of the meal period.

Employees are not allowed to work "off the clock." All work time must be accurately

reported on your time record.

If for any reason you are not provided a meal period in accordance with our policy, or if

you are in any way discouraged or impeded from taking your meal period or from taking

the full amount of time allotted to you, please immediately notify HR manager.

Anytime you miss a meal period that was provided to you (or you work any portion of a

provided meal period), you will be required to report to HR manager and document the

reason for the missed meal period or time worked.

Please also refer to the Sentry Living Solutions Timekeeping Policy.

Overtime for Nonexempt Employees

Employees may be required to work overtime, but Sentry Living Solutions strives to limit

any overtime work. Only actual hours worked in each workday or workweek can apply in

calculating overtime. Sentry Living Solutions does not want you to work outside of your

normally scheduled work hours. All overtime work must be previously authorized by a

supervisor. Failure to notify your supervisor of overtime can result in discipline, up to

and including termination of employment for repeated violations. Sentry Living Solutions

provides compensation for all overtime hours worked by non-exempt employees in

accordance with state and federal law as follows: • All hours worked in excess of eight hours in one workday or 40 hours in one

workweek will be treated as overtime. A workday begins at 12:01 a.m. and ends

at midnight 24 hours later. Workweeks begin each Sunday at 12:01 a.m.; • Compensation for hours in excess of 40 for the workweek, or in excess of eight

and not more than 12 for the workday, and for the first eight hours on the seventh

consecutive day of work in one workweek shall be paid at a rate one and one-

half times the employee's regular rate of pay; • Compensation for hours in excess of 12 in one workday and in excess of eight on

the seventh consecutive workday in a workweek shall be paid at double the

the regular rate of pay; and

• Exempt employees may have to work hours beyond their normal schedules as

work demands require. No overtime compensation will be paid to exempt

employees.

Pay for Mandatory Meetings/Training

Sentry Living Solutions will pay non-exempt employees for their attendance at

meetings, lectures, and training programs under the following conditions:

• Attendance is mandatory; • The meeting, course, or lecture is directly related to the employee's job; • The employee who is required to attend such meetings, lectures, or training

programs will be notified of the necessity for such attendance by their supervisor; • The employee will be paid at the then applicable minimum wage for time spent at

meetings, lectures, and training programs if the employee does not perform any

productive work during such attendance; • Employees who do perform productive work during attendance at meetings,

lectures or training programs will be compensated at their regular rate of pay;

and

• Any hours in excess of eight in a day or 40 in a week will be paid at the

appropriate overtime rate, at the hourly rate in effect at the time the overtime

work is being performed.

Payment of Wages

Paychecks are normally available at the office. If you observe an error on your check,

please report it immediately to your supervisor.

Paydays are scheduled every other week. If a regular payday falls on a weekend or

holiday, you will be paid on the preceding business day.

Sentry Living Solutions offers automatic payroll deposits. You may begin and stop

the automatic payroll deposits at any time. To begin automatic payroll deposit, you must

complete a form (available from the payroll department) and return it to payroll at least

10 days before the pay period for which you would like the service to begin. You should

carefully monitor your payroll deposit statements for the first two pay periods after the

service begins.

To stop automatic payroll deposit, complete the form available from the payroll

Department and return it to payroll at least 10 days before the pay period for which you

would like the service to end. You will receive a regular payroll check on the first pay

the period after the receipt of the form provided it is received no later than 10 days before

the end of the pay period.

Timekeeping Requirements

All nonexempt employees are required to use a timesheet to record time worked for

payroll purposes. All time worked must be accurately reported on your time record. All

programs must check in through Paychex and Daily Notes.

You must record your own time at the start and at the end of each work period. You

must clock out for your meal period and record the start and end of the meal period.

You are not allowed to work "off the clock." Working off the clock violates company

policy. Any work performed before or after a regularly scheduled shift must be approved

in advance by your supervisor. If you perform any off-the-clock work, please report the

work to your supervisor.

You also must record your time whenever you leave the building for any reason other

than Sentry Living Solutions business.

You will be required to certify that your time record is accurate.

Any handwritten marks or changes on the timecard must be initialed by a supervisor.

Punching another employee's timecard, allowing another employee to punch your

timecard, or altering a timecard is not permissible and is subject to disciplinary action.

Any errors on your timecard should be reported immediately to your supervisor. Please

also refer to Sentry Living Solutions' Meal and Rest Break Policy

Work Schedules

Sentry Living Solutions is normally open for business between the hours of 9:00 am to

5:00 pm, Monday-Friday. Your supervisor will assign your individual work schedule. All

employees are expected to be at their desks or workstations at the start of their

scheduled shifts, ready to work.

Exchanging work schedules with other employees is discouraged. However, if you need

to exchange schedules, notify your supervisor, who may authorize an exchange if

possible. Work schedule exchanges will not be approved for the mere convenience of

an employee or if the exchange interferes with normal operations or results in excessive

overtime.

The workweek begins at 12:01 a.m. Sunday and ends at midnight on Saturday.

Safety and Health

Employees Who Are Required to Drive

Employees whose job duties require them to drive a Company vehicle or their own

vehicles for Company business will be required to show proof of current valid driving

licenses and proof of insurability under the Company's policy or current effective

insurance coverage before the first day of employment.

Sentry Living Solutions participates in a system that regularly checks state

Department of Motor Vehicles (DMV) records of all employees who are required to

drive as part of their job.

If an employee is required to drive as part of their job, Sentry Living Solutions retains

the right to transfer to an alternative position, suspend, or terminate an employee whose

license is suspended or revoked, or who fails to maintain personal automobile insurance

coverage or who is uninsurable under the Company's policy.

Employees who drive their own vehicles on Company business will be reimbursed at

the rate of the current IRS standard mileage rate per mile.

Ergonomics

Sentry Living Solutions is subject to Cal/OSHA ergonomics standards for minimizing

workplace repetitive motion injuries. The Company will make necessary adjustments to

reduce exposure to ergonomic hazards through modifications to equipment and

processes and employee training. The Company encourages safe and proper work

procedures and requires all employees to follow safety instructions and guidelines.

Sentry Living Solutions believes that the reduction of ergonomic risk is instrumental in

maintaining an environment of personal safety and well-being and is essential to our

business. We intend to provide appropriate resources to create a risk-free environment.

If you have any questions about ergonomics, please contact the HR manager.

Fragrance Policy

We strive to maintain a fragrance-free workplace. Employees may not wear any of the

following in the workplace or when on the job, regardless of location, if they may come

in contact with customers or coworkers: cologne, after-shave lotion, perfume, perfumed

hand lotion, fragranced hair products, fragranced deodorants, and/or similar products.

Health and Safety

All employees are responsible for their own safety, as well as that of others in the

workplace. To help us maintain a safe workplace, everyone must be safety-conscious at

all times. Report all work-related injuries or illnesses immediately to your supervisor or

to the human resources department. In compliance with California law, and to promote

the concept of a safe workplace, Sentry Living Solutions maintains an Injury and Illness

Prevention Program. The Injury and Illness Prevention Program is available for review

by employees and/or employee representatives in the general manager's office.

Sentry Living Solutions also maintains a written COVID-19 Prevention Program in

compliance with California law, which is available for review by employees and/or

authorized representatives.

In compliance with Proposition 65, Sentry Living Solutions will inform employees of any

known exposure to a chemical known to cause cancer or reproductive toxicity.

Inclement Weather/Natural Disasters

In the event of severe weather or a natural disaster that prevents employees from safely

traveling to and from work, the following leave policies will apply • Inclement weather: Conditions that excuse absence from work include wildfires

and earthquakes. If weather conditions prevent you from safely traveling to work,

you must notify your supervisor or HR manager by phone, if telephone service is

functional, or by any other available means. Employees will not be paid for

workdays when weather conditions prevent them from reaching the worksite.

Absences will be unpaid or will be deducted from accumulated paid time off. • In the event of a natural disaster, the office will be closed if the building is

damaged or highways leading to the office are damaged. For instructions on

reporting to another location, contact the office immediately, if possible.

Recreational Activities and Programs

Sentry Living Solutions or its insurer will not be liable for payment of workers'

compensation benefits for any injury that arises out of an employee's voluntary

participation in any off-duty recreational, social, or athletic activity that is not part of the

employee's work-related duties.

Security

Sentry Living Solutions has developed guidelines to help maintain a secure workplace.

Be aware of persons loitering for no apparent reason in parking areas, walkways,

entrances and exits, and service areas. Report any suspicious persons or activities to

security personnel. Secure your desk or office at the end of the day. When called away

from your work area for an extended length of time, do not leave valuable and/or

personal articles in or around your workstation that may be accessible. The security of

facilities as well as the welfare of our employees depends upon the alertness and

sensitivity of every individual to potential security risks. You should immediately notify

your supervisor when unknown persons are acting in a suspicious manner in or around

the facilities, or when keys, security passes, or identification badges are missing.

The Company's workplace security program is described in detail in the Company's

Illness and Injury Prevention Program (IIPP).

Workplace Violence

Sentry Living Solutions has adopted the following workplace violence policy to ensure a

the safe working environment for all employees.

The Company has zero tolerance for acts of violence and threats of violence. Without

exception, acts and threats of violence are not permitted. All such acts and threats,

even those made in apparent jest, will be taken seriously and will lead to discipline up

to and including termination.

Possession of non-work-related items that could be used as weapons on Company

premises and at Company-sponsored events shall constitute a threat of violence.

It is every employee's responsibility to assist in establishing and maintaining a violent-

free work environment. Therefore, you are expected and encouraged to report any

incident which may be threatening to you or your co-workers or any event which you

reasonably believe is threatening or violent.

You may report an incident to any supervisor or manager.

A threat includes but is not limited to, any indication of intent to harm a person or

damage Company property. Threats may be direct or indirect, and they may be

communicated verbally or nonverbally. The following are examples of threats and acts

that shall be considered violent - this list is in no way all-inclusive:

Example Type of Threat

Saying, "Do you want to see your next

birthday?" Indirect

Writing, "Employees who kill their

supervisors have the right idea." Indirect

Saying, "I'm going to punch your lights

out." Direct

Making a hitting motion or obscene

gesture Nonverbal

Displaying weapons Extreme

Stalking or otherwise forcing undue

attention on someone, whether

romantic or hostile

Extreme

Taking actions likely to cause bodily

harm or property damage Acts of violence

The Company's workplace violence program is described in detail in the Company's

Illness and Injury Prevention Program (IIPP).

Termination

Employee References

All requests for references must be directed to the personnel manager. No other

manager, supervisor, or employee is authorized to release references for current or

former employees.

By policy, Sentry Living Solutions discloses only the dates of employment and the title

of the last position held by former employees.

Involuntary Termination and Progressive Discipline

Violation of Sentry Living Solutions policies and rules may warrant disciplinary action.

The Company has a system of progressive discipline that may include verbal warnings,

written warnings, and suspension. The system is not formal, and Sentry Living Solutions

may, in its sole discretion, utilize whatever form of discipline is deemed appropriate

under the circumstances, up to, and including, the immediate termination of employment.

The Company's policy of progressive discipline in no way limits or alters the at-will

employment relationship.

Reductions in Force

Under some circumstances, Sentry Living Solutions may need to restructure or reduce

its workforce. If restructuring our operations or reducing the number of employees

becomes necessary, the Company will attempt to provide advance notice, if possible, to

help prepare affected individuals. If possible, employees subject to layoff will be

informed of the nature of the layoff and the foreseeable duration of the layoff, whether

short-term or indefinite.

In determining which employees will be subject to layoff, Sentry Living Solutions will

consider, among other things, operation and requirements, the skill, productivity, ability,

and past performance of those involved, and also, when feasible, the employee's length

of service.

Voluntary Resignation

Voluntary resignation results when an employee voluntarily quits their employment at

Sentry Living Solutions or fails to report to work for three consecutively scheduled

workdays without notice to, or approval by, their supervisor (unless the absence is

protected by law). All Company-owned property, including vehicles, keys, uniforms,

identification badges, and credit cards, must be returned immediately upon termination

of employment.

Contents

Introductory Statement

Harassment Discrimination and Retaliation Prevention

Hiring

Time Off and Leaves of Absence

Benefits

• NEW YEAR'S DAY (JANUARY 1)

• MARTIN LUTHER KING JR.'S BIRTHDAY (3RD MONDAY OF JANUARY)

• PRESIDENTS' DAY (3RD MONDAY IN FEBRUARY)

• MEMORIAL DAY (LAST MONDAY IN MAY)

• JULY 4TH (INDEPENDENCE DAY)

• LABOR DAY (1ST MONDAY IN SEPTEMBER)

• INDIGENOUS PEOPLE'S DAY (2ND MONDAY IN OCTOBER)

• VETERANS DAY (NOVEMBER 11)

• THANKSGIVING DAY AND THE FRIDAY AFTER (4TH THURSDAY AND FRIDAY IN NOVEMBER) • CHRISTMAS EVE (DECEMBER 24)

• CHRISTMAS DAY (DECEMBER 25)

Management

Company Property

• E-MAIL

• VOICE MAIL

• CELLPHONES

• COMPUTERS

• TABLETS

Employee Conduct

• SUITS

• DRESS SHIRTS

• BLOUSES

• SWEATERS

• SPORT COATS

• BLAZERS

• JEANS

• SLACKS

• SKIRTS

• BUSINESS DRESSES

Wages

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