US Handbook 2023

U.S. Associate Handbook

Table of Contents Welcome to Dwellworks! ............................................................................................................................................... 5 Introduction to the Associate Handbook .................................................................................................................... 6 Associate Resources and Other Policies ................................................................................................................ 6 How to Raise a Concern or Report a Violation ....................................................................................................... 6 Section 1 – About Dwellworks ...................................................................................................................................... 7 About Dwellworks ..................................................................................................................................................... 7 Corporate Culture and Values .................................................................................................................................. 7 Our Mission ................................................................................................................................................................ 7 Office Locations ........................................................................................................................................................ 7 Section 2: Workplace Policies ...................................................................................................................................... 8 Equal Employment Opportunity ............................................................................................................................... 8 Open-Door .................................................................................................................................................................. 8 Law Observance ........................................................................................................................................................ 8 Sexual Harassment ................................................................................................................................................... 8 Reporting Sexual Harassment ................................................................................................................................. 9 Supervisory Responsibilities ................................................................................................................................... 9 Anti-Retaliation Policy .............................................................................................................................................. 9 Complaint and Investigation of Sexual Harassment .............................................................................................. 9 Anti-Discrimination and Anti-Harassment ............................................................................................................ 10 Discrimination .......................................................................................................................................................... 11 Harassment .............................................................................................................................................................. 11 Corrective Actions ................................................................................................................................................... 11 Anti-Bullying ............................................................................................................................................................ 11 Disability Accommodation ..................................................................................................................................... 12 Systems and Information Use ................................................................................................................................ 12 Conflict of Interest ................................................................................................................................................... 13 Gifts .......................................................................................................................................................................... 14 Fraternization ........................................................................................................................................................... 14 Solicitation and Distribution ................................................................................................................................... 14 Workplace Searches ............................................................................................................................................... 15 Violence/Firearm Policy .......................................................................................................................................... 15 Drug, Alcohol, and Tobacco ................................................................................................................................... 15 Drug & Alcohol Screening; Background Checks; Credit Checks ....................................................................... 15 Human Trafficking ................................................................................................................................................... 16 Accident Prevention ................................................................................................................................................ 16 Associate Confidentiality ........................................................................................................................................ 16 Record & Information Security ............................................................................................................................... 17 Press Protocol ......................................................................................................................................................... 17 Intellectual Property Usage .................................................................................................................................... 17

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Social Media ............................................................................................................................................................. 17 Protect the Company’s Goodwill, Brands, and Business Reputation ................................................................ 18 Respect Intellectual Property and Confidential Information ............................................................................... 18 Respect and Comply with the Terms of Use of all Websites You Visit .............................................................. 18 Respect Others ........................................................................................................................................................ 18 Associate File .......................................................................................................................................................... 18 Automobile Insurance & Device Usage ................................................................................................................. 19 Personal Calls during Office Hours ....................................................................................................................... 19 Attendance Policy ................................................................................................................................................... 19 Absenteeism ............................................................................................................................................................ 19 Tardiness .................................................................................................................................................................. 19 Job Abandonment ................................................................................................................................................... 20 Company Guests ..................................................................................................................................................... 20 Discipline Guide ...................................................................................................................................................... 20 Section 3: Working at Dwellworks ............................................................................................................................. 20 Business and Office Hours ..................................................................................................................................... 20 Associate Status Definitions .................................................................................................................................. 20 Employment Status ................................................................................................................................................. 20 BEST 40 .................................................................................................................................................................... 20 Work Schedules & Breaks ...................................................................................................................................... 20 Alternate Work Schedules ...................................................................................................................................... 21 Cleveland Associates .............................................................................................................................................. 21 Remote Working Requirements ............................................................................................................................. 21 Office Closings ........................................................................................................................................................ 22 Pay Practices ........................................................................................................................................................... 22 Deductions from Paycheck .................................................................................................................................... 22 Recording Work Hours ........................................................................................................................................... 22 Overtime ................................................................................................................................................................... 22 Travel Time ............................................................................................................................................................... 22 Health and Wellness ................................................................................................................................................ 23 Shared Spaces ......................................................................................................................................................... 23 Personal Property .................................................................................................................................................... 23 Parking Lots ............................................................................................................................................................. 23 Company Communication ...................................................................................................................................... 23 Charity Events ......................................................................................................................................................... 23 Performance Reviews ............................................................................................................................................. 23 Dress for Your Day Policy ...................................................................................................................................... 24 Ending the Employment Relationship ................................................................................................................... 24 Layoffs ...................................................................................................................................................................... 24

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Section 4: Leave Programs ......................................................................................................................................... 24 Holidays .................................................................................................................................................................... 24 Company Leave Programs ..................................................................................................................................... 25 Paid Time Off (PTO) ................................................................................................................................................. 25 Bereavement ............................................................................................................................................................ 25 Volunteer Hours ....................................................................................................................................................... 26 Jury Duty Leave ....................................................................................................................................................... 26 Family Medical Leave Act (FMLA) .......................................................................................................................... 26 Disability Benefits ................................................................................................................................................... 26 Short-Term Disability .......................................................................................................................................... 27 Long Term Disability ........................................................................................................................................... 27 Associate’s Responsibilities While on Leave ....................................................................................................... 27 Return to Work After Leave .................................................................................................................................... 28 Personal Leave ........................................................................................................................................................ 28 Continuing Education Leave .................................................................................................................................. 28 Military and National Guard Leave ......................................................................................................................... 28 Witnesses and Victims of Crime ............................................................................................................................ 28 Civil Service ............................................................................................................................................................. 29 Section 5: Associate Benefits .................................................................................................................................... 29 Health Benefits ........................................................................................................................................................ 29 Health Savings Account ......................................................................................................................................... 29 Health Flexible Spending Plan ............................................................................................................................... 29 Dependent Care Flexible Spending Plan ............................................................................................................... 30 COBRA ..................................................................................................................................................................... 30 Medical Benefits Abroad ......................................................................................................................................... 30 Life Insurance .......................................................................................................................................................... 30 401(K) Plan ............................................................................................................................................................... 31 Section 6: Expenses .................................................................................................................................................... 31 Travel and Expense Policy ..................................................................................................................................... 31 Air Travel .................................................................................................................................................................. 31 Rental Cars ............................................................................................................................................................... 32 Mileage Reimbursement Expenses ....................................................................................................................... 32 Hotel Accommodations .......................................................................................................................................... 33 Meal Expenses ......................................................................................................................................................... 33 Gratuity Amounts .................................................................................................................................................... 33 Incidental Expenses ................................................................................................................................................ 33 Submitting Expenses for Reimbursement ............................................................................................................ 34 Non-Covered Expenses .......................................................................................................................................... 34

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© 2023 Dwellworks, LLC

Welcome to Dwellworks!

We are excited to have you on our team. Your dedication to our global organization is central to our success and our ability to provide the best service experience for clients and customers in global mobility and business travel. We hope this handbook is helpful as you embark on your career as a valued member of Dwellworks. You’ll soon come to know that our five core values — Integrity, Teamwork, Performance, Innovation, and Fun — are so much more than just names of a few of the meeting rooms in our Cleveland headquarters. These values guide our daily business decisions and interactions. They are the foundation of our unique corporate culture and reflect the way we present ourselves internally to the team and externally to the world. As Dwellworks grows, we will continue to cultivate a friendly, fun, and stimulating work environment, and strive to promote a healthy work-life balance. Again, thank you for joining the Dwellworks team and helping our organization continue to be a great place to work.

Sincerely,

Bob Rosing CEO

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© 2023 Dwellworks, LLC

Introduction to the Associate Handbook This document is the Associate Handbook (“Handbook”) for the employees (the “Associates” or an “Associate”) of Dwellworks, LLC (the “Company” or “Dwellworks”), and all of its subsidiary and affiliated entities. The policies, rules, and procedures within this Handbook have been established for the benefit of all U.S. Dwellworks Associates and are provided as a means of outlining the policies that guide Dwellworks in its daily operations. This Handbook is not a contract of employment. No policy or provision in this Handbook is intended to create an implied or express contract of employment between an Associate and Dwellworks. Employment is “at will” and is terminal “at will” by Dwellworks or the Associate for any reason or no reason, with or without notice or cause. Any oral statements or promises to the contrary are not binding on Dwellworks or an Associate. Dwellworks retains the right, at its sole discretion, to change, modify, interpret, suspend, or cancel all or any part of this Handbook or any personnel policy, written or unwritten, without notice or without giving cause or justification. Any deviation, whether individual or universal, is not and shall not be a precedent for future deviation. This Handbook supersedes all prior handbooks, memoranda, written materials, or oral communications relating to Dwellworks employment matters. Every Associate is free to discuss any problems, questions, or policies contained in this Handbook with any officer, director, or executive (the “Leadership Team” or a “Leader”) of Dwellworks. If Associates have questions regarding any aspect of their job or a policy, practice, or procedure, they should contact the Human Resources Department (“Human Resources”) or a member of the Leadership Team. Any Associate who feels that a policy has not been administered in accordance with this Handbook should refer the problem directly to the Associate’s Leader or to another member of the Leadership Team. No Associate will be penalized or discriminated against in any way for having requested consideration of the application of these policies or questioning the application of a policy in any situation. Dwellworks always welcomes suggestions that will aid in maintaining the best working environment possible. Nothing in this Handbook or in any other Company Policy will be construed to prohibit Associates from discussing or communicating about wages, benefits, or other terms and conditions of employment protected under federal and state law, or from engaging in concerted activity for the purpose of addressing terms and conditions of employment or the Associate’s mutual aid and protection in the workplace. Please read and review the Handbook carefully. Understanding the policies and practices described in this Handbook is your responsibility as an Associate of Dwellworks. When you have completed your review, please sign the form sent to you by Human Resources acknowledging that you have reviewed this Handbook, understand its contents, and agree to abide by it. Associate Resources and Other Policies In addition to this Handbook, Dwellworks expects all Associates to know, understand, and abide by the Dwellworks Associate Code of Conduct (“Code of Conduct”), which can be located on the Dwellworks intranet. Dwellworks also maintains additional policies that Associates are required to abide by; these policies may be accessed on Dwellworks’ intranet under ‘Company Policies.’ How to Raise a Concern or Report a Violation Follow these reporting steps when you experience a situation where you feel that there has been a violation of this Handbook or the Code of Conduct. 1. Talk to your Leader . Bring the issue to your Leader’s attention. Your Leader will involve Human Resources if needed. 2. Talk to a second person . If you do not feel comfortable reporting the issue to your Leader, contact any member of the Leadership Team, the Legal Department, or Human Resources directly. 3. Report via the Red Flag Hotline . If you do not feel comfortable speaking with someone directly or if you feel that the issue was not properly resolved, use the Dwellworks Red Flag Hotline (the “Hotline”).

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If reporting through the Hotline, make sure to provide enough detailed information so that the issue can be properly investigated. Make an anonymous report using the following code:

+ Call 1.877.647.3335 or go online at www.redflagreporting.com Code: 8003992626 Company: Dwellworks, LLC

Section 1 – About Dwellworks About Dwellworks

Dwellworks is a privately-held provider of global mobility and business travel service solutions. In 2007, two mobility services companies came together to create a more holistic mobility solution, and in late 2008, two additional companies joined to create the initial company that officially branded as Dwellworks in 2009. Since then, Dwellworks has grown in size, geography, and capability to the organization we are today. We have 15+ years of experience operating as the Dwellworks team; however, our collective experience is well over 30 years of experience, leadership, and service in the relocation, real estate, accommodations, and business travel industries. At Dwellworks, we deliver services to people who are mobile for work in programs managed by our primary clients, the Relocation Management Companies (RMCs) as well as the companies who employ the global workforce. Through our Dwellworks Living brand, we also provide short term housing solutions for people moving both to relocate to new destinations and for extended travel and work assignments. All told, we support over 50,000 individuals and families each year, across hundreds of locations, with housing and services for global mobility and business travel. We make these processes smoother and less stressful through the services we offer, including: + Destination Services – for US domestic and global relocations + Corporate Housing (Dwellworks Living) – serviced apartments and housing solutions in 125+ countries + Intercultural Solutions – for cultural acclimation in new geographies worldwide + Real Estate Services (Station Cities) – supporting destination and retail customers in select US markets + Property Management – for vacant and tenant-occupied homes in the US Corporate Culture and Values Dwellworks strives to maintain a healthy work-life balance and unique corporate culture by providing quality of life opportunities for Associates and promoting Dwellworks values of Integrity, Teamwork, Performance, Innovation, and Fun. Our Mission Dwellworks brings together knowledgeable, authentic, and innovative people dedicated to providing the world’s best global mobility and business travel support solutions. We value and respect our clients, customers and each other and our extended stakeholder system of suppliers, investors and local communities. We strive to inspire, educate, and learn. We collaborate, solve problems, and achieve goals together while making a positive impact on the people, the planet, and communities we serve. Office Locations United States – Global Headquarters, China, Costa Rica, Germany, Hong Kong, Luxembourg, and the United Kingdom, with a distributed service, consultant, and property partners service team across the globe.

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Section 2: Workplace Policies Equal Employment Opportunity

Dwellworks believes in fostering a work environment for Associates that is free from unlawful employment discrimination. Dwellworks is firmly committed to prohibiting discrimination on the basis of race, color, sex, age, religion, ancestry, national origin, citizenship, disability, military status, sexual orientation, gender identity and expression, political belief or activity, status as a veteran, genetic information, or any other legally protected class (together, known as “Protected Class(es)”). This Policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation, benefits, social and recreational programs, and all other conditions and privileges of employment in accordance with all applicable laws. Open-Door Dwellworks maintains an Open-Door Policy, which encourages Associates to discuss their problems, questions, or complaints with a member of the Leadership Team or Human Resources. It is likely that someone within Dwellworks will be able to help the Associate work out a solution in the best interest of all concerned. If an Associate believes that any policy has not been administered in accordance with this Handbook, the Associate should report their concern to a member of the Leadership team, Human Resources, or the Legal Department. Associates are not penalized or discriminated against in any way for having requested consideration of the application of any of the policies contained in this Handbook. Law Observance All Associates are required to obey all applicable laws at all times. In connection with that duty, all Associates are reminded that vigilance and affirmative actions against wrongdoing are essential to gaining and maintaining a reputation for integrity. Any Associate who is aware of any illegal activity by another Associate, regardless of position or level of leadership, is required to report it. Sexual Harassment Dwellworks does not tolerate offensive or inappropriate sexual behavior in the workplace. Conduct which constitutes sexual harassment is prohibited by law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity, and the status of being transgender. Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when any of the following occurs: + Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; + Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or + Such conduct has the purpose or effect of unreasonably interfering with an individual’s’ work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment can take many forms and may include one or more of the following: + Belittling jokes or comments based on gender stereotypes; + Behavior which insists that gender stereotypes be maintained and exercised in the workplace; + Uninvited touching, kissing, or embracing; + Making promises or threats in return for sexual favors; + Displays of sexually graphic material including posters, cartoons, and screensavers; + Repeated unwanted invitations; + Staring or leering at a person or parts of their body; + Sexually explicit conversation; + Persistent questions or insinuations about a person’s private life;

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+ Any behavior that creates a sexually hostile work environment; or + Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity or expression, and the status of being transgender, such as: o Interfering with, destroying, or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform their job; Sexual harassment is not limited to the physical workplace itself. It can occur while Associates are traveling for business, at employer-sponsored events, or at social gatherings. Calls, texts, emails, and social media usage by Associates can constitute workplace harassment, even if they occur away from the workplace premises, on personal devices, or during non-work hours. Reporting Sexual Harassment Any person who has suffered or observed sexual harassment at Dwellworks by anyone, including Leaders, co workers, clients, customers, or suppliers, is responsible to report such incidents. If you believe that you have been subjected to sexual harassment, you are encouraged to complete the complaint form that can be found at https://www.dwellworks.com/media/1699/dwellworks-combat-harassment-complaint-form.docx and submit it to Human.Resources@dwellworks.com or file a report through http://www.redflagreporting.com and use the following code for the US: 8003992626. If you are more comfortable reporting an incident verbally or in another manner, the Human Resources Department should complete the form, provide you with a copy, and follow the Dwellworks’ Sexual Harassment Prevention Policy by investigating the claims, as outlined below. Reporting such incidents as soon as they occur will help initiate a quicker response. Complaints will be handled in confidence and in a manner consistent with a thorough investigation. Appropriate corrective action will be taken based upon the outcome of the investigation. Supervisory Responsibilities All Leaders who receive a complaint or information about sexual harassment or observe or suspect what may be sexual harassment are required to report such suspected sexual harassment to the Human Resource Department or Legal Department without undue delay. Anti-Retaliation Policy Dwellworks strictly prohibits all forms of unlawful retaliation including, but not limited to, discipline, reprisal, or intimidation against an Associate for participating in any of the following lawful activities: + Submitting a good faith internal complaint with management specifically opposing unlawful discrimination or harassment; + Filing a good faith complaint of unlawful discrimination or harassment with the US Equal Employment Opportunity Commission or applicable state agency; + Participating in Dwellworks’ internal investigation into allegations of discrimination or harassment; + Supporting another Associate’s internal or administrative complaint or unlawful discrimination; + Requesting a disability accommodation under the Americans with Disability Act or applicable state law; + Requesting or taking leave under the Family Medical Leave Act or applicable state law; + Filing a workers’ compensation claim; or + Any other protected activity. Complaint and Investigation of Sexual Harassment Dwellworks recognizes that the question of whether a particular course of conduct constitutes sexual harassment requires a factual determination. Dwellworks also recognizes that false accusations of sexual harassment can have serious effects on innocent persons. If an investigation results in a finding that a person who has accused another of sexual harassment has maliciously or recklessly made false accusations, the accuser will be subject to appropriate disciplinary actions, up to and including termination. o Sabotaging an individual’s work; or o Bullying, yelling, or name-calling.

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All complaints or information about sexual harassment will be investigated, whether that information was reported in verbal or written form. Investigations will be conducted in a timely manner. An investigation of any complaint, information, or knowledge of suspected sexual harassment will be prompt and thorough. All persons involved, including complainants, witnesses, and alleged harassers will be accorded due process, as outlined below, to protect their rights to a fair and impartial investigation. Any Associate may be required to cooperate as needed in an investigation of suspected sexual harassment. Dwellworks will not tolerate retaliation against Associates who file complaints, support another’s complaint, or participate in an investigation regarding a violation of this policy. While the process may vary from case to case, investigations should be done in accordance with the following steps: Upon receipt of complaint, the Human Resources Department will conduct an immediate review of the allegations and take any interim actions (e.g., instructing the respondent to refrain from communications with the complainant), as appropriate. If a complaint is verbal, Human Resources will encourage the individual to complete the “Complaint Form” in writing. If the individual refuses, Human Resources will prepare a Complaint Form based on the verbal reporting. + If documents, emails, or phone records are relevant to the investigation, take steps to obtain and preserve them. + Request and review all relevant documents, including all electronic communications. + Interview all parties involved, including any relevant witnesses. + Create a written documentation of the investigation (such as a letter, memo, or email), which contains the following: o A list of all documents reviewed, along with a detailed summary of relevant documents; o A list of names of those interviewed, along with a detailed summary of their statements; o A timeline of events; o A summary of prior relevant incidents reported or unreported; and o The basis for the decision and final resolution of the complaint, together with any corrective action(s). + Keep the written documentation and associated documents in a secure and confidential location. + Promptly notify the individual who reported and the individual(s) about whom the complaint was made of the final determination and implement any corrective actions identified in the written document. The corrective actions may include appropriate disciplinary actions, up to and including termination. + Inform the individual who reported the right to file a complaint or charge externally as outlined in the next section. Anti-Discrimination and Anti-Harassment In order to promote a healthy and productive work environment, Dwellworks strives to create and maintain a workplace free from harassment and discriminatory conduct towards any person. Any type of harassment or discrimination of any person due to their status as a Protected Class member is strictly prohibited. This Policy covers any manner or form of communication, including but not limited to, oral, verbal, written, electronic, or behavioral. Dwellworks will take appropriate corrective action in those instances where Dwellworks or its Leaders know of harassment or discriminatory conduct toward any Associate or applicant for employment. Dwellworks will enforce this Policy consistent with all applicable laws. All Associates and Leaders are responsible for: + Affirmatively assuring Associates that all forms of harassment and discriminatory conduct are expressly prohibited, that Human Resources and the Leadership Team will conduct a prompt and thorough investigation concerning reported and suspected occurrences of harassment or discriminatory conduct, and that Dwellworks will take appropriate corrective action;

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+ Informing Leaders or Human Resources of all reported or suspected occurrences of discriminatory conduct. Although not required, it is strongly encouraged that reports of discriminatory acts be made in writing; and + Rejecting any offer or promise of sexual or other favors made by any Associate or applicant for employment in anticipation of or in exchange for some employment decision and concurrently advising such Associate or applicant for employment that such an exchange violates this Policy and will not be condoned. Discrimination Workplace discrimination is strictly prohibited by Dwellworks. Workplace discrimination is defined as denying any person equal treatment in the terms and conditions of employment because of their status as a Protected Class member. Harassment Dwellworks prohibits harassment of any kind, whether based on a Protected Class or general behavior. Harassment can include such behavior as slurs, demeaning jokes or comments, innuendoes, unwelcome compliments, cartoons, pictures, pranks, hazing, stereotypical comments, derogatory descriptions, or other verbal or physical conduct. Such behavior is considered harassment when it has the purpose or effect of creating an intimidating, hostile, or offensive working environment; unreasonably interferes with an individual’s work performance; or affects an individual’s workplace opportunities. Some examples of workplace harassment include, but are not limited to: + Offensive physical contact, derogatory language, or intimidating actions; + Insulting or threatening gestures or language (overt or implied); + Inappropriate shouting in the workplace; + Unjustified and unnecessary comments about an individual’s work or capacity for work; + Openly displayed pictures, posters, graffiti, or written materials which might be offensive; + Phone calls, messages, or e-mails which are threatening, abusive, or offensive to Associates; + Persistent following or stalking within the workplace or to and from the workplace; or + Exclusion of a person or group from regular conversations, work assignments, work-related social activities, and networks in the workplace. Corrective Actions Any Associate who believes that Associate has been subjected to any form of workplace harassment or discrimination should report it immediately. All reported or suspected occurrences of harassment or discriminatory conduct will be promptly and thoroughly investigated. Dwellworks recognizes that the question of whether a particular course of conduct constitutes harassment and/or discrimination requires a factual determination. Dwellworks also recognizes that false accusations of harassment and/or discrimination can have serious effects on innocent persons. If an investigation results in a finding that a person who has accused another of harassment and/or discrimination has maliciously or recklessly made false accusations, the accuser will be subject to appropriate disciplinary actions, up to and including termination. Anti-Bullying Dwellworks promotes a workplace culture where all Associates are able to work in an environment free of bullying and bullying-like behavior. Bullying can be distinguished from more common examples of harassment in that it is often about changing the perceptions and behaviors of others, whereas harassment focuses on belittling or targeting individuals or groups on the basis of perceived differences. Bullying other Associates is strictly prohibited; any Associate that bullies another individual will be subject to disciplinary action, leading up to and including termination. Dwellworks defines bullying as persistent, malicious, unwelcome, severe, and pervasive mistreatment that harms, intimidates, offends, degrades, or humiliates an Associate, whether verbal, physical, or otherwise, at the place of work, during work hours, at work-Associated events, or in the course of employment. Bullying can include loud

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and aggressive tactics like yelling or screaming and also subtle intimidation like inappropriate comments about personal appearance, constant criticism, isolating workers from regular work interaction, withholding information, or imposing impossible and unreasonable deadlines. Examples of bullying include, but are not limited to: + Staring, glaring, or other nonverbal demonstrations of hostility; + Being held to a different standard than the rest of an Associate’s workgroup including exclusion from group meetings/activities or facing unrealistic deadlines for tasks; + Consistent ignoring or interrupting of an Associate in front of co-workers; + Personal attacks such as angry outbursts, excessive profanity, or name-calling; + Encouragement of others to turn against the targeted Associate; + Sabotage of a co-worker’s work product or undermining of an Associate’s work performance; + Stalking; + Unwelcomed touching; + Repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets; + Unreasonable interference with an Associate’s ability to do the Associate’s work; or + Conduct that a reasonable person would find hostile and offensive. Dwellworks encourages all Associates to report bullying and bullying-like behavior. No adverse employment action will be taken for any Associate making a good faith report of alleged bullying. Dwellworks recognizes that the question of whether a particular course of conduct constitutes bullying requires a factual determination. Dwellworks also recognizes that false accusations of bullying can have serious effects on innocent persons. If an investigation results in a finding that a person who has accused another of bullying has maliciously or recklessly made false accusations, the accuser will be subject to appropriate sanctions, up to and including termination. Disability Accommodation In accordance with the Americans with Disabilities Act of 1990 (“ADA”), the ADA Amendments Act of 2008, and the Ohio Civil Rights Act, Dwellworks will provide reasonable accommodations to allow Associates and applicants with disabilities to apply for and perform their jobs, unless doing so would create an undue hardship for Dwellworks. An Associate with a disability affecting that Associate’s ability to perform the essential functions of that position should notify Human Resources as soon as possible so that the Associate’s needs and reasonable accommodations can be discussed. Dwellworks may require medical certification from the Associate’s physician Dwellworks’ systems and information include all electronic and telephonic communication systems including e mail, voicemail, messaging; videos; computers and computer systems; business equipment, including mobile devices; internet systems, including networks and servers; and all information transmitted by, received by, or stored in electronic systems (the “Systems”). The Systems and Information are the property of Dwellworks and may only be used for business purposes. Limited personal use of the internet is a special exception to the general prohibition against the personal use of Dwellworks’ Systems and Information. Personal use of the Systems and Information should be minimal and limited to the sending of messages and non-sensitive and non-confidential information. Personal use should not be excessive or inappropriate. The use of data storage devices such as portable hard-drives, jump/flash drives, or other personal USB equipment is prohibited unless authorized by Dwellworks’ Information Technology Department (“IT”). Use of Dwellworks’ Systems to access the internet is a privilege granted by Dwellworks and may be revoked at any time for any reason. Foul, inappropriate, abusive, threatening, or offensive messages are prohibited. Use of the internet to access any sites or areas that are inconsistent with the legitimate business interests of Dwellworks is strictly prohibited. before making any accommodations. Systems and Information Use

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Uploading or downloading copyrighted photos, music, or videos; using recreational games; participating in the creation or transmission of unsolicited commercial e-mail that is unrelated to legitimate Company purposes; engaging in private or personal business activities; maintaining, organizing, or participating in non-work-related blogs, web journals, chat rooms, or private/personal/instant messaging; deliberately propagating any viruses, worms, Trojan horses, codes, or files designed to disrupt, disable, impair, or otherwise harm Company Systems; causing congestion, disruption, disablement, alteration, or impairment of Company Systems; and defeating or attempting to defeat Dwellworks’ security restrictions are all strictly prohibited actions. Associates are expected to use secure Wi-Fi when they are not connected to the internet in the Cleveland office. When working remotely, an Associate should ensure the internet network they connect to is a trusted, secure network, such as their personal Wi-Fi. When an Associate is working remotely in a public location, they should not connect to any public Wi-Fi networks, as public networks are not always secure and may expose the Associate and Dwellworks to additional risks. Dwellworks reserves the right to review all content contained in any of its Systems. Associates have no right of privacy with respect to any aspect of such Systems. Dwellworks has the right to inspect any and all files stored in the Systems at any time for any reason. This includes, but is not limited to, any areas or drives that may be labeled or described as “private” or “personal.” Dwellworks may, at its discretion, install software to monitor activity on its Systems to detect violations of this Policy. Associates must be aware that any communications sent, received, or stored using Dwellworks’ Systems are not private and are subject to viewing, downloading, inspection, release, and archiving by Dwellworks at all times. Dwellworks reserves the right to override any individual password and access all Systems. Unlicensed or user-owned software may not be installed, downloaded, or uploaded on any of Dwellworks’ Systems. Dwellworks prohibits the installation of freeware and shareware for personal use on its Systems. If installation of any software, including shareware or freeware is required by an Associate for work-related purposes, a request to IT may be made. IT will then review the request and advise the Associate accordingly. IT may require any user-owned software agreements to be retained by Dwellworks for the duration of the use of the user-owned software. Associates required to relinquish their possession of computer equipment to Dwellworks for any reason must return all Company-owned software at the same time. Company-owned software may not be copied for any reason, without the express written permission of Dwellworks, and then only for legal, internal use. Company owned software may never be distributed to anyone not employed by Dwellworks. Dwellworks Systems remain the sole and exclusive property of Dwellworks and are not to be treated as an Associate’s personal property. Dwellworks may be required to report illegal activities and may have to provide information to law enforcement officials and regulatory agencies. Dwellworks also has the right to restrict or deny access to the Internet to any individual who does not fully comply with this policy. If an Associate suspects or is aware of a violation of this policy, that Associate must immediately report it. Conflict of Interest A conflict of interest exists when the duty of an individual connected with Dwellworks can be prejudiced by actual or potential personal benefits from another source (a “Conflict of Interest”). Each Associate is expected to avoid any investment or association that interferes, might interfere, or might appear to interfere with the independent exercise of judgment in the best interests of Dwellworks. A Conflict of Interest includes but is not limited to the following examples when an Associate: + Has a significant direct or indirect financial interest, obligation to, or personal relationship with an actual or potential competitor, vendor, or customer of Dwellworks; + Conducts business on behalf of Dwellworks with a principal officer or representative of a vendor or customer who is a relative by blood or marriage; + Accepts gifts of more than nominal value (>$25.00 USD) from an actual or potential competitor, vendor, or customer without prior approval from your Leader. Additionally, the acceptance of cash gifts is strictly prohibited in all circumstances, regardless of approval from a member of the Leadership Team; or + Engages in a business venture which may be construed as a Conflict of Interest or allegiance.

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© 2023 Dwellworks, LLC