Employment Policy

Hiring and Onboarding

New Hires and Introductory Periods

The first 90 days of your employment is considered an introductory period.

During this period, you are required to become familiar with WeSalute and your roles and responsibilities. We will have the opportunity to support you with feedback and performance evaluations.

Your introductory period with WeSalute can be shortened or lengthened as deemed appropriate by ExecutiveOps and PeopleOps. Your completion of the introductory period does not imply guaranteed or continued employment.

Employment Authorization Verification

I-9 Form

To be onboarded as a new hire, you will be required to complete a federal I-9 Form in your Deel profile on the first day of paid employment. You must provide documents approved by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with WeSalute.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to the expiration of the initial period in order to remain employed by WeSalute.

Background Checks

WeSalute wants to ensure a safe workspace for you. To take the right steps in securing that, WeSalute will perform a screening prior to your start date.

You will successfully complete a background check to confirm the validity of no criminal record, education, employment history, and other personal information. If you have any questions concerning this process, please reach out to PeopleOps.

Employment Policies

At-Will Employment

Working at WeSalute is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause.

We respect your right to leave WeSalute at any time, with or without notice and with or without cause. To accommodate any needed transitions within the company, we respectfully request two weeks' advance notice of your departure from WeSalute.

Only ExecutiveOps has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by an ExecutiveOps Team Member.

You have a written contract or offer letter, which is an agreement between you and WeSalute, concerning the terms of your employment. If your contract or offer letter is inconsistent with WeSalute Open, the written contract or offer letter is the controlling document for your terms of employment. Neither WeSalute Open nor any other communication by its personnel, whether oral or written, is intended in any way to create a contract of employment.

Nothing in WeSalute Open or any other company document should be understood as creating a contract, guaranteed or continued employment, a right to work only "for cause," or any other guarantee of continued benefits or employment.

WeSalute is in compliance with all federal and state employment laws, and our WeSalute Open policies reflect those laws. WeSalute also complies with any applicable local laws, although there may not be an express-written policy regarding those laws contained in WeSalute Open.

Nothing in WeSalute Open will be interpreted, applied, or enforced to interfere with you in the exercise of your rights under the National Labor Relations Act.

Non-disclosure Agreement

During your onboarding process, you will be assigned to complete a signature for the WeSalute Non-disclosure Agreement through your Deel profile. This document will be sent to your personal email and must be complete prior to your start date.

The Non-disclosure Agreement is a contract through which you will agree to not disclose WeSalute confidential and proprietary information. It is a contract through which Team Members agree not to disclose information covered by the agreement. The Non-disclosure Agreement protects our sensitive, non-public business information and keeps our confidential information protected and safe.

Outside Employment

All outside employment is prohibited for Full-time Team Members without ExecutiveOps approval. It is your responsibility to disclose any outside employment and receive approval before commencing any outside work.

Part-time Team Members are expected to refrain from additional employment or committing to a work schedule that exceeds a regular workweek with major overtime or excessive work hours.

You are not permitted to engage your talents, whether paid or volunteer, with a firm or enterprise that competes in any way with WeSalute.

You are required to sign a Non-disclosure Agreement before beginning your employment with WeSalute. You are not permitted to reveal what you learn regarding WeSalute techniques, systems, procedures, policies, programs, or any other information to any other individual, enterprise, or company whether a competitor or not.

Permission to hold any outside employment or any business interests with anybody doing business with WeSalute, its partners, suppliers, agencies, or vendors must be secured in writing from WeSalute. Failure to secure advance permission may result in immediate termination.

After you submit a request via the PeopleOps Help Desk, ExecutiveOps will review and determine whether the outside work may create a conflict and affect the quality or value of your work performance or availability. If you are working double shifts without ExecutiveOps approval, then the result may lead to immediate termination.

WeSalute recognizes that you may wish to seek additional employment during off-hours, but in all cases, we expect that any outside employment will not affect your attendance, job performance, productivity, work hours, or work schedule, or would otherwise adversely affect your ability to effectively perform your duties or in any way create a conflict of interest.

Military Leave ("USERRA")

WeSalute complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to your Manager and PeopleOps.

When returning from a military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify us of your intent to return to employment based on the requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact PeopleOps.

Payroll

Payroll Introduction

On your first day of work, you will be directed to your Deel profile to enroll in direct deposit.

The standard payroll period is twice monthly for all WeSalute Team Members.

If a payroll date falls on a holiday, you will be paid on the preceding workday.

If a payroll date falls on a Saturday, paychecks will be issued on Friday. If a payroll date falls on a Sunday, paychecks may be issued on Monday.

Special provisions may be required from time to time if holidays fall on pay dates.

Check with your Manager if this type of date arises.

Non-Exempt Payroll

Recording Time

At WeSalute, we are is required by federal, state, and local laws to keep records of your hours worked if you receive an hourly wage, known as non-exempt payroll.

You must track your time by using our time-tracking software services provided by Deel Time.

Here are instructions on how to record your time:

• Clock in when starting your shift

• Clock out for your break time for your meal period

• Clock in for your break time after your meal period

• Clock out after finishing work

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If you have forgotten how to clock in/out of Deel Time, please reach out to PeopleOps in Help Desk for assistance on how to accurately submit your time.

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Please reach out to your Manager for more specific timekeeping instructions or AdministrativeOps for regarding any time discrepancies.

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Your time must be recorded daily in Deel Time in order to be compensated accurately for the pay period.

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Your timesheets will be approved and audited by AdministrativeOps and your Manager, so be sure to accurately record your time entries.

Overtime

If you are paid hourly, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your Manager. Your written approval will be recorded in your HRIS profile in Deel.

At certain times WeSalute may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.

Expense Reimbursement

WeSalute reimburses certain expenses that are incurred for your work with us. Please use Deel to submit approved reimbursements.

Communications Equipment

WeSalute assists you with the purchase of a headset with a one-time reimbursement of $50.00

Travel

Travel Expenses

WeSalute will pay the amounts incurred for expenses when you are traveling when an official receipt of the expense is submitted. A credit card statement is not considered a receipt.

WeSalute does not generally provide cash travel advances. Normally, you will be expected to use personal credit cards and/or your own cash and submit approved expenses on the standard Expense Report Form and include official receipts.

When traveling on WeSalute business, book your travel reservations with WeSalute travel partners where we have discount offers or with AdministrativeOps pre-approval.

You must use economy class bookings to be reimbursed for airfare on Company business. Also, private, noncommercial aircraft or chartered aircraft are not to be used for company travel. Airfare may be charged to personal credit cards and submitted for reimbursement with a copy of the boarding pass.

For hotel stays, in-room movies, refreshment bars, or other incidentals such as spa treatments or massages are not approved Company expenses. For car rentals, you must keep receipts for gas purchases and tolls and submit them for reimbursement. WeSalute has a Uber Business account that should be used for business travel. Please submit travel expenses for reimbursement within 30 days of travel.

Here are examples of legitimate travel expenses:

• Airline tickets

• Meals and hotel rooms or lodging

• Car rental, bus, taxi, parking

• Business supplies and services

• Associated gratuities and tips (must be reasonable)

• Other expenses necessary to achieve the business purpose (within expectations)

Travel Insurance

WeSalute does not pay for individual travel insurance such as those policies sold to cover airline cancellation.

You are covered under our group TravelProtection policy as an employee benefit. This benefit provides you $50,000 of emergency travel medical evacuation insurance for air ambulance support and other emergency travel services.

Travel with this information and access to your policy information should an emergency arise.

Reporting Travel Expenses

Original receipts are required with submission in an expense report to be reimbursed. Your expense report should include a description of the expense, its business purpose, date, place, and the participants. Expenses reports are to be sent to AdminstrativeOps.

Misconduct, Workspace Reduction, and Employment Insurance

Misconduct

While it is impossible to list everything that could be considered misconduct in the workspace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge you for any reason permitted by law.

Examples of inappropriate behavior include:

• Violation of the principles and policies in WeSalute Open

• Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances

• Being under the influence of alcohol during working hours (including in Company leased or rented vehicles)

• Inaccurate reporting of the hours worked

• Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of WeSalute or in the preparation of any employment-related documents including, but not limited to, job applications, personnel files, employment review documents, intra-company communications, or expense records

• Theft, destruction or recklessness resulting in loss of Company property

• Possession of potentially hazardous or dangerous property (when not permitted) such as firearms, weapons, chemicals, etc., without prior authorization

• Fighting with, or harassment of (as defined in our EEO policy), any Team Member, vendor, or customer

• Disclosure of Company trade secrets and proprietary and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development information, customer lists, patents, trademarks, etc.) of WeSalute or its customers, contractors, suppliers, or vendors

• Repeated refusal to follow directions or to perform a requested or required job or task

• Refusing to follow safety rules and procedures

• Excessive tardiness or absences

• Working unauthorized overtime

• Obscene language in the workspace

• Engaging in outside employment that has not been disclosed or approved and/or interferes with your ability to perform your job at the Company

• Giving out passwords to Company software to unauthorized persons

• Misrepresenting the Company or speaking on behalf of the Company to outside parties without authority to do so.

Retaliation and Your Rights

The federal law protects you or job applicants from retaliation when either internally or to an outside source like the Equal Employment Opportunity Commission --- about workspace discrimination or harassment. This also stands true if the claim turns out to be unfounded, as long as it was directed with good intentions.

Understanding your Equal Employment Opportunity rights is called "protected activity," and it can be delivered in different circumstances. Please contact our PeopleOps team if you face concerns or questions regarding your retaliation rights.

Criminal Activity/Arrests

WeSalute is required to report all criminal activity to the authorities by law. If you are involved in criminal activity while working at WeSalute whether on or off Company property, it may result in disciplinary action including suspension or termination of employment.

Workspace Reductions

If necessary based upon business needs, WeSalute ExecutiveOps may decide to implement a Reduction In Force ("RIF"). We acknowledge that RIFs can be a trying experience for all involved, and WeSalute will make its best effort to make sound business decisions while acknowledging the needs of its workspace. RIFs most often involve either furlough or layoff activity.

Furloughs

A furlough is a mandatory temporary leave of absence that you are expected to return to work or face reduced hours. Furloughs are executed for unfortunate circumstances that the employer is facing. Depending on the specific circumstances, furloughed Team Members may be able to continue benefits coverage and also collect unemployment insurance for the reduction in the time worked.

Layoffs

Layoffs can be considered a temporary or permanent separation from employment due to lack of work availability. To be clear, there is no blame against you when layoffs are administered for termination. An employer often hopes to recall workers back to work from a layoff, and for that reason, may call the layoff "temporary," although it may end up being a permanent situation. Generally, most laid-off Team Members will typically be eligible to collect unemployment benefits.

Termination

At WeSalute, we value longevity careers for our Team Members. We want to set you up for success by providing performance management that coaches our people to build a long-term career. However, there are circumstances that ultimately result due to long-term performance issues.

At WeSalute we have built a methodical system that involves a case creation by our managers to track performance management. Managers are expected to deliver to ExecutiveOps and PeopleOps their Team Members' performance issues to be reviewed appropriately. The final approval will only be executed by ExecutiveOps and PeopleOps.

Exit Interview & Survey

You may be asked to participate in an exit interview and/or survey when you leave WeSalute that will be recorded for legal and compliance purposes. The purpose of the exit interview is to provide ExecutiveOps with insight into your decision to terminate employment, identify any trends that need attention or opportunities for improvement, and assist WeSalute in developing effective recruitment and retention strategies. Your cooperation in the exit process is much appreciated.

Personal Data Changes

It is your obligation to provide WeSalute with your current contact information, including your current mailing address and telephone number in your Deel Profile. Contact PeopleOps if there are any changes to your marital or tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings.

Please also refer to Deel "request change" to keep your personal information up to date.

Policy Review, Disciplinary, & Responsibility

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