2024-08-08_alina.evans_The Key Employee Handbook - CANADA - Corporate Field - DRAFT July 2024 - BLACKLINE.docx

2024  Corporate and Field Handbook

Table of Contents

(all section titles are linked to provide quick access)

Welcome to

We are thrilled to welcome you to TheKey! As a  of TheKey (or “the Company”), your contribution cannot be overstated. Every  has an important role in realizing our mission and vision. We value your unique abilities, experience and background and know that you will  the  brand, culture and future.

We are here to support your success. If, at any time, you need assistance or guidance, please do not hesitate to ask your direct supervisor or the leadership team.

Each of us is responsible for upholding the Company brand for excellence. We expect you to give your best  and to act with integrity and professionalism at all times. We are happy that you have joined us and we look forward to achieving success together.

About TheKey

TheKey is the comprehensive care solution for seniors who wish to age with dignity and independence in their home. The Company offers concierge-level care management and in-home support for seniors and their families throughout the United States and Canada.

As a mission-driven organization, the Company’s dedicated experts are passionate about caring for clients as they “age in place” in the comfort of their home. TheKey’s holistic approach to care is based on the lifestyles of the longest-living people in the world and promotes a healthy mind, body, and spirit through the proprietary Balanced Care Method™. By hiring the most experienced, fully vetted team members and a full-time team of experts, TheKey consistently provides exceptional service as a standard practice. Building on a legacy of excellence in customer service, innovation, and care management, TheKey is a valued partner in communities providing peace of mind for clients and their loved ones

Mission

Be the most trusted source of long-term care for aging at home.

Vision

Change how the world lives and ages at home.

Values

Passion

Let caring for others inspire us every day.

Compassion

Show kindness and respect to all clients, team members, and co-workers.

Innovation

Find innovative solutions to improve our service—and our company.

Above & Beyond

Go the extra distance and always do the right thing.

TheKey Principles

” serve as a guide to acting ethically, legally, and responsibly towards our clients, partners, stakeholders, and communities.  strives to provide high-quality services in compliance with all applicable laws, regulations, and guidelines, as well as our internal policies and procedures. 

The Principles contain the following four (4) elements:

Excellence

Client Focused

Integrity

Partnership

By aligning with these Principles, team members not only create a more respectful and ethical workplace but also contribute to the long-term success and sustainability of TheKey. Team members may address any questions to compliance@thekey.com.

Handbook

This Handbook is designed to familiarize team members with the guidelines and practices of TheKey (the “Company” or “TheKey”) as it relates to their employment. The Handbook contains general information and is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described.

This Handbook supersedes all previously issued team member manuals and handbooks, with the exception of any jurisdiction-specific supplement, which may accompany and supplement this Handbook in operation.  practices, policies and benefits described here may be modified from time to time or discontinued at the Company’s sole discretion. All such revisions, deletions, or additions must be in writing. No oral statements or representations can change the provisions of this Handbook. We will take reasonable steps to inform team members in a timely manner of any material changes of the Handbook. Subjects in the Handbook are summarized and team members should refer to specific subject documents for additional details.

This Handbook does not constitute an express or implied contract guaranteeing continued employment for any team member. No Company manager or supervisor has any authority to enter into a contract of employment express or implied.

This Handbook may apply to  who are subject to an employment agreement signed by the  (or the  representative) and the Company. In the event of a  between a binding employment agreement and this Handbook, the employment agreement will supersede and take precedence over the Handbook.

It is every team member’s responsibility to read, understand and comply with the policies and procedures as outlined in this Handbook, and any subsequent version of the Handbook that is released during your employment with the Company.

Team members may address specific questions concerning eligibility of particular benefits or policies or applications to leadership or the Human Resources team by contacting HRServiceCenter@TheKey.com or (888) 874-8088. Policies and supplemental documents are available to all corporate team members electronically through Workplace, which is the company’s intranet site.

If you have any questions regarding information contained in this section, contact the Human Resources Service Center at (888) 874-8088 or

TheKey is committed to

promoting equal employment opportunities for all individuals with disabilities or perceived disabilities accordance with provide reasonable accommodations  qualified applicants and team members  physical or mental limitations  a disability, unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result on the Company.

As a part of this commitment, the Company will engage in the interactive process to determine reasonable accommodations for qualifying team members. Any team member who is requesting an accommodation in order to perform the essential functions of their job should contact the Human Resources team to request such an accommodation. The team member requesting an accommodation must specify in writing what barriers or limitations are prompting the request. Human Resources and the team member will engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodation(s) may be appropriate.

In some cases, this interactive process may be triggered without a request from the team member, such as when the Company receives notice from its own observation or another source that a medical impairment may be impacting the team member’s ability to perform essential job functions.

TheKey will evaluate information obtained from the team member, their healthcare provider, and work with the team member to identify possible accommodations that are reasonable and will not impose an undue hardship on the Company. Team Members are required to cooperate with this process by providing all necessary documentation supporting the need for accommodation and be willing to consider alternative accommodations, when applicable. Applicants and team members who have disabilities are required to inform the Company of their need for an accommodation. In many cases, the Company will have no way of knowing whether an individual needs an accommodation unless it is brought to the Company’s attention.

If an identified accommodation is reasonable and will not impose an undue hardship on the Company and/or a direct threat to the health and/or safety of the individual or others, the Company will generally make the accommodation, or it may propose another reasonable accommodation which may also be effective. Team members are required to cooperate with this process by providing all necessary documentation supporting the need for accommodation, and being willing to consider alternative accommodations when applicable.

Team members who wish to request unpaid time away from work to accommodate a disability should speak to the Company’s Human Resources team.

TheKey will not retaliate or otherwise discriminate against a team member or applicant who requests an accommodation in accordance with this policy.

Reasonable Accommodation for Pregnancy, Childbirth, and Related Medical Conditions

Any team member affected by pregnancy, childbirth, or a related medical condition who requires an accommodation to perform the essential functions of their job, enjoy an equal employment opportunity, and/or obtain equal job benefits should contact the Company’s Human Resources team to request such an accommodation. Human Resources will communicate with the team member and engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodation(s) may be appropriate. In some cases, this interactive process may be triggered without a request from the team member, such as when the Company receives notice from its own observation or another source that a medical impairment may be impacting the team member’s ability to perform essential job functions.

Team members who believe they need an accommodation related to pregnancy, childbirth, or a related medical condition must specify, preferably in writing, what barriers or limitations prompted the request. The Company will evaluate information obtained from the team member, and possibly the team member’s health care provider or another appropriate health care provider, regarding any reported or apparent barriers or limitations, and will then work with the team member to identify possible accommodations, if any, that will help to eliminate or otherwise address the barrier(s) or limitation(s). If an identified accommodation is reasonable and will not impose an undue hardship on the Company and/or a direct threat to the health and/or safety of the individual or others, the Company will generally make the accommodation, or it may propose another reasonable accommodation which may also be effective. Team members are required to cooperate with this process by providing all necessary documentation supporting the need for accommodation, and being willing to consider alternative accommodations when applicable.

For team members working in a jurisdiction that has a pregnancy, childbirth or related medical condition accommodation law, the Company will comply with all legal requirements, including providing greater or different benefits than those indicated here.

The Company will not require any eligible team member to accept an accommodation other than any reasonable accommodation arrived at through the interactive process outlined above or require such team member to utilize paid or unpaid leave when another reasonable accommodation can be provided. The Company will further take no action to discriminate or retaliate against a team member affected by pregnancy, childbirth, or related medical condition with respect to the terms, conditions, or privileges of employment for requesting an accommodation pr making a charge, testifying, assisting, or participating in any manner in an investigation, proceeding, or hearing provided under applicable law.

Religious Accommodation

The Company will provide reasonable accommodation for team members’ religious beliefs, observances, and practices when a need for such accommodation is identified and reasonable accommodation is possible. A reasonable accommodation is an accommodation that eliminates the conflict between a team member’s religious beliefs, observances, or practices and the team member’s job requirements, without causing undue hardship to the Company.

The Company has developed an accommodation process to assist team members, Company management, and Human Resources. Through this process, the Company establishes a system of open communication between team members and the Company to discuss conflicts between religion and work and to take action to provide reasonable accommodation for team members’ needs. The intent of this process is to ensure a consistent approach when addressing religious accommodation requests. Any team member who perceives a conflict between job requirements and religious belief, observance, or practice should bring the conflict and request for accommodation to the attention of Human Resources to initiate the accommodation process. The Company requests that accommodation requests be made in writing, and in the case of schedule adjustments, as far in advance as possible.

If you have any questions regarding information contained in this section, contact the Human Resources Service Center at (888) 874-8088 or HRServiceCenter@TheKey.com.

Office Access and Security

Team members and office security is an important priority for TheKey. Building access badges/keys may be provided to team members on their first day of work based on their role with the Company. If a team member is issued an access badge, it should be worn and visible at all times.

Upon separation from the Company, all security/access badges and/or keys must be returned to a supervisor or the Human Resources team.

Some offices may utilize guest passes. Team members should work with their direct supervisor to understand the requirements for having a pre-approved visitor in a field office (example: vendor on-site support). The  of the approved visitor is the team member’s responsibility.

Children  Pets  the Workplace

Our worksites are considered a place of business. Children are not allowed in the workplace except for pre-approved Company sponsored events (example: holiday party, etc.). Service animals are allowed in the workplace in accordance with  TheKey will make reasonable accommodations for individuals with disabilities who require the assistance of a service animal. However, it's important to note that emotional support animals, therapy animals, and pets  not considered service animals under  and may not be allowed in the workplace. TheKey will ensure compliance with applicable laws and regulations.To request an accommodation, please contact the .

Team Member Employment Status

Team  of the Company are classified  and are further classified for administrative purposes. The following designations are used throughout this Handbook.

Team Member:  members are team members whose job assignments meet specific tests established by are compensated on a salary basis. Team members should consult their

Team Member:  team members are team members whose  tests team members are eligible to receive overtime pay for hours worked in excess of  hours in a given week, as  by  law. Team members should consult their .

Full-Time Regular Team Member: A full-time regular team member is one who consistently works at least 30 or more hours per week. Full-time team members are eligible for all Company sponsored benefits. Please consult the “Benefits” section of this Handbook for information regarding benefits available for full-time team members.

Part-Time Regular Team Member: A part-time regular team member is one who works at least 20 hours per week on a regular basis. Please consult the “Benefits” section of this Handbook for information regarding benefits available to part-time team members.

Team Member: A  team member is one who does not have a regular work schedule but instead works hours as assigned.  team members are not eligible for any Company sponsored benefits or bonuses regardless of the nature of their work or length of time they provide services.

Background Checks

The Company recognizes the importance of maintaining a safe, secure workplace with team members who are qualified, reliable, and non-violent, and who do not present a risk of serious harm to their co-workers or others. To promote these concerns and interests, the Company reserves the right to investigate an individual’s prior employment history, personal references, and educational background, as well as other relevant information. Consistent with legal or contractual requirements, the Company also reserves the right to obtain and to review an applicant’s or a team member’s criminal conviction record, and related information, and to use such information when making employment decisions, but only to the extent permissible under applicable law.

A pending criminal matter may be considered in appropriate circumstances for business-related reasons, consistent with applicable law. All background checks will be conducted in strict conformity with the federal laws and  Company will comply with applicable laws relating to the use of background checks for employment purposes.

Third-party services may be hired to perform these checks and the Company will ensure that all background checks are conducted and held in compliance with applicable laws. The Company reserves the right to make the sole determination concerning information or any employment decision arising out of the background check.

Post-Hire Background Checks

Post-hiring background checks will be conducted on current team members as needed to verify their continued eligibility for employment.

By accepting or continuing employment with TheKey, team members are deemed to have consented to the conduct of post-hiring background checks.

The  of Human Resources shall recommend appropriate action if a post-hiring background check indicates that a current team member may be unsuitable for continued employment.

Self-Reporting

All  are  to any arrests, criminal charges complaints, or allegations of abuse of  permissible under applicable law.

members may be placed on administrative leave  the  of the

, the team member’s work history, and the impact on the businessdecisions regarding employment

the team member

Failure to  may result in corrective action up to and including termination

Team Member Eligibility and Work Authorization

the verify the legal working status of all unlawful to  anyone who does not have the legal right to  in . All team members will be required to provide current documentation  to , as  by  law.

Team  who are  employment termination

.

Bridging of  for Rehired

When recognition of prior service is granted, a rehired team member’s service date will be adjusted in accordance with the service restoration rule.

“Bridging of Service” allows  eligibility under  circumstances for team members who have worked with TheKey as a regular team member in the past and are later rehired. If a temporary team member is converted to a regular full-time team member, bridging of  will not be calculated for the temporary period.  information.

Work Week

For overtime pay calculation purposes, the workday begins at 12:00 a.m. and ends at 11:59 p.m. The workweek begins on Monday at 12:00 a.m. and ends on Sunday at 11:59 p.m.

Work Schedules

The work schedule for regular full-time team members is 40 hours each workweek with an eight-hour workday, exclusive of the meal period. Business hours vary by location or department.

The work schedule is established by the supervisor based on the needs of the department. Flexible scheduling may be available to vary the start and end times of the regular work day within established limits. Any change to a team member’s schedule must be authorized by the supervisor.

We expect team members to be at work as scheduled to ensure that we fulfill our commitments to our clients and colleagues. Team members should notify their supervisor as early as possible if they expect to be absent or tardy. Team members should report to their work location ready to work at the beginning of their arranged schedule.

The Company has discretion to modify the work schedule, when necessary. Advance notice will be provided when possible.

team members are not expected to review emails, accept, or make work-related calls or text messages, connect to the Company’s network, or do any other work outside of normal working hours, except as provided in this policy, or as otherwise authorized by Company management. All time spent working outside a team member’s previously scheduled work time must be previously authorized by Company management and reported by the team member as working time.

team members will be compensated for all time worked and will be paid overtime where required by applicable law. Team members are considered to be working while responding to a call or email. If  team member, outside of normal work hours, responds to or initiates work-related emails or phone calls, works on Company matters on a computer, or connects to the Company’s computer network, the team member will be compensated for the time spent doing so and that time must be recorded using the standard method for recording time work.

Overtime Hours Worked

All  are eligible for overtime pay. Compensation for all overtime hours worked by  in accordance with  and federal law. Overtime is based on actual hours worked as required by law. Paid time off, such as sick pay, holiday hours paid but not worked, bereavement leave, paid time off, and floating holidays, will not count toward hours worked for the purpose of determining overtime pay, with the exception of periods of time during these categories of time when the  team member performed actual work on behalf of the Company.

Overtime work should be approved in advance by a supervisor.  team members must submit all hours worked following the timekeeping process within Workday. Working overtime without prior authorization may result in corrective action, up to and including termination of employment.

When operating requirements or other needs cannot be met during regular working hours, team members may be scheduled to work overtime. When this occurs, their supervisor will attempt to provide as much advance notice as possible; however, this may not always be possible. Overtime is a condition of employment and team members are expected to work overtime when requested.

are expected to work as much of each workday as is necessary to complete their job responsibilities. No overtime or additional compensation is provided to  team members as they are paid a salary covering all hours worked.

Minimum Wage

It is  policy to compensate team members at a rate equal to or greater than the established  minimum wage .

Time Records

To ensure that team members are compensated for all hours worked, all team members are required to accurately report all hours of work in Workday by clocking in immediately before beginning work and clocking out immediately after completing all work, including before and after taking a meal break. No team member is authorized to record a start or stop time before beginning or completing work. Time worked must be reported on the same day on which the work was actually performed.

Workday is the system of recording hours worked to calculate pay. All worked time must be entered and submitted in Workday by no later than 11:59 p.m. of the pay period due date. All submitted time worked must be approved and submitted by your supervisor in Workday by the pay period due date.

It is essential that all time worked be accurately and timely recorded and reported for payroll processing. All  team members are responsible for reporting all time worked and failure to do so may result in corrective action, up to, and including termination.

Altering, falsifying, tampering with time records, or recording time on another team member’s time record is forbidden.

It is a violation of Company policy for anyone to instruct or encourage another team member to work off-the-clock, to incorrectly report hours worked or to alter another team member’s time records. If anyone instructs or encourages a team member to incorrectly report hours worked, work off-the-clock, or to alter another team member’s time records, or if a team member is aware of any other possible deviations from this policy, that team member is required to immediately report such conduct to the HR Service Center by emailing  or calling (888) 874-8088.

Adjustments in pay due to errors in recording time worked, in neglecting to record time worked, or in neglecting to record other paid time off will be made on the following payday or as otherwise required by law.

If team members have other questions or concerns related to pay, hours, or similar issues, team members must follow the reporting procedure set forth in the section titled

Off--Clock Work Prohibited

The Company is committed to compensating every team member for all work performed in accordance with all applicable laws.  are required to accurately record all hours worked and supervisors may not request, require, or permit any  team members work without compensation.  team members are prohibited from performing any “off-the-clock” work. “Off-the-clock” work is defined as time worked, but not reported on your time records.  may not perform any work without compensation.

must promptly notify the HR Service Center immediately if they are advised not to report all time worked or are otherwise prevented or discouraged from accurately reporting all time worked.

Reviewing Your Pay Stub, Reporting Errors, and Obtaining More Information

Team members are required to carefully review their timecards prior to the end of each pay period to ensure all hours are accurate and reflect all hours worked. It is each team member’s responsibility to review their  upon receipt of each pay period to ensure that they have been properly paid for all hours of work (i.e., correct rate, no improper deductions, accurate number of hours, including any overtime, etc.).

All  errors must be reported immediately to the HR Service Center who will engage the appropriate member of the Payroll Department. The Payroll Department will adjust the error no later than the team member’s next regular pay period following the reporting of the error. If any team member,  or , has questions about deductions from their pay, believes they have been subjected to improper deductions, or believes that the amount paid does not accurately reflect the team member’s total hours worked or salary, that team member should promptly contact the HR Service Center.

Lost  must be reported to the Human Resource Service Center immediately. The Company will attempt to put a stop-payment on the  and reissue a new one. However, the team member is solely responsible for the monetary loss and the Company cannot be responsible for the loss or theft of a  if a stop payment cannot be placed on the  prior to it being cashed.

Meal  Rest Periods

The Company complies with all applicable federal and  meal and rest period laws. Meal and rest periods provide team members an opportunity during the workday for time away from work responsibilities. Access the  digital posters on Workplace (intranet site) and physical posters in offices for additional information related to any applicable meal and rest period requirements.

Any rest breaks of short duration, meaning a rest break lasting between five and 20 minutes in duration will be counted as “hours worked” and paid accordingly. Meal breaks lasting 30 minutes or more are not considered hours worked  and will not be paid for  team members.

team members must be completely relieved from work duties during any unpaid meal break.

Holiday Pay

will receive holiday pay  they work

on a company recognized holiday will  on a holiday

For example, a full-time  team member  worked six (6) hours on a companyrecognized holiday would be paid eight (8) hours at regular pay plus six (6) hours at time and a half (1.5).

Team members work

team members  and 1.5 hourly rate for the the holiday.

Payday

Team members are paid on a bi-weekly pay frequency, every other Friday. Each  covers work completed in the previous two work weeks. Team members are encouraged to confirm their pay calendars with their supervisor because not all offices have the same schedule.

When a payday falls on a banking holiday, payments made via direct deposit will usually be issued the day before the holiday. However, team members who are paid via live  may experience a delay due to the holiday.

Team members are encouraged to sign up for direct deposit in Workday.  and pay slips are mailed via . There may be a delay in mail delivery if a federal holiday is on or after the Wednesday of a pay week.

Withholdings

The Company is required by law to make certain deductions from your  each pay period. Such deductions typically include federal and  taxes and  Depending on the  in which you are employed and the benefits you choose, there may be additional deductions. All deductions and the amount of the deductions are listed on your pay stub. deductions are on  and  Statement forms  available  all team members the out of electronic records in writing during onboarding.

If questions or concerns about any pay deductions arise, team members may discuss and resolve them with your supervisor or the Payroll department.

Direct Deposit

The Company offers and encourages team members to have their  deposited directly into the bank/credit union account(s) of their choice. Team members must enter their direct deposit information in Workday.

Expense Reimbursements

Business Travel Expenses

The Company reimburses team members for all business expenses necessary to perform their job, in accordance with applicable law. Business expenses as defined by  guidelines are ordinary and necessary expenses of traveling away from home for business, profession, or job. Team members are prohibited from incurring expenses that are unreasonably high, lavish or extravagant, or that are for personal purposes. Expense reports for approved business expenses must be completed in the Coupa expense reporting software in accordance with the process outlined by the Finance Department.

Mileage Reimbursement

The Company does not issue gas cards and does not reimburse for direct fuel costs. Instead, team members will be reimbursed for vehicle and fuel-related expenses by submitting a mileage reimbursement request in Coupa. The purchase (or approval of the purchase) of gasoline for reimbursement is not permitted.

Mileage reimbursement requests must be submitted in the Coupa expense reporting system in accordance with the process outlined by the Finance Department and will be paid at the  standard mileage rate for .

Additional policy information and the required expense reimbursement process is available by viewing the Finance and Analytics section of Workplace, the Company intranet site.

Team members should report any supervisor that discourages or takes any action to prevent a team member from requesting reimbursement. Team members may contact the Human Resources Department or utilize any of the other avenues outlined in the Handbook to report team member concerns.

Travel Time

The Company will compensate  team members for time spent traveling for purposes of conducting the Company’s business in compliance with applicable  law. Travel time is defined as time spent traveling as part of the team member’s regular job duties, such as travel from jobsite to jobsite during the workday. Travel time does not include a team member’s normal commute to and from work, which includes travel from home to the first work site at the beginning of the workday and travel from the last work site to home at the end of the workday, unless applicable law requires otherwise. When required by applicable law,  team members are compensated at their regular hourly rate of pay for travel time.

team members are not expected to accept or make calls or complete any paperwork before they begin their commute or after they finish their commute. Any work that is approved for  team members to do at home can be done on their own schedules. There is no work that  team members will be asked to do immediately before or immediately after their commute.

Team members must record all other time spent traveling as time worked, when that travel is required by the team members’ work duties.

Failure to adhere to this policy, including failure to record all compensable travel time and failure to record all work will be addressed as a performance issue and the team member will be subject to corrective action, up to and including employment termination.

Travel Between Work Sites

team members must accurately record as time worked all time spent traveling between work sites during the workday. For  team members, time spent traveling between work sites during the workday is counted as hours worked for purposes of calculating hours of work and overtime premiums and will be paid overtime in accordance with applicable  law.

Special Commute to Work Sites

If traveling to a particular work site at the start of the workday or from a work site at the end of the workday extends  team member’s day past the team member’s normal commute time, the additional travel time will be compensated. On these occasions,  team members must report the extraordinary commuting time to their immediate supervisor and record as time worked the extra time spent commuting to and from a client site that exceeds their regular commute time.

Contact your supervisor if your actual travel time exceeds the estimated travel time to ensure payment for all hours worked.

Employment of Relatives

The Company understands that family members can be a good source for hiring quality team members. However, having relatives working at the same Company may result in conflicts of interest, the appearance of impropriety, and/or may adversely affect colleague morale.

The Company has established guidelines for the hiring of relatives of current team members. For purposes of this policy, relatives are defined as a spouse, domestic partner, parent/stepparent, child/stepchild, sibling, grandparent cousin, aunt/uncle, nephew/niece, and in-law.

Relatives of currently employed team members are required to disclose their relationship during the application process. Failure of the applicant to disclose the existence of a relative relationship with any currently employed team member during the application process may result in the applicant being ineligible for hire and/or subject to corrective action up to and including termination after the applicant is hired. The hiring of any relative must be approved by Human Resources prior to the applicant’s hire.

Relatives may be hired into the Company if:

They are fully qualified for the position

They will not work under the same direct supervisor and/or team

There will be no direct or indirect reporting relationship

There is no potential for a conflict of interest or harm to the Company

If a relative relationship is established after employment between two team members, it is the responsibility and obligation of the individuals involved in the relationship to disclose the existence of the relationship to management. Failure to disclose the relationship by the team members may result in corrective action up to and including termination. After disclosure, if the Company determines in its sole discretion that an actual or potential conflict of interest exists, the Company reserves the right to transfer, terminate or take any other action it deems appropriate against one or both team members. For any questions related to this policy, contact the Human Resources team.

Personal Relationships

When team members who work in the same department of the Company are romantically involved, it may cause misunderstandings, actual or potential conflicts of interest, complaints of favoritism, and possible claims of sexual harassment. A romantic relationship is defined as a relationship that may be reasonably expected to lead to the formation of a consensual intimate or sexual relationship. Individuals who are involved or become involved in a romantic relationship with a team member may not occupy a position that will be working directly for, or supervising the team members with whom they are involved. This policy applies to all team members without regard to gender or sexual orientation of the individuals involved.

If a romantic relationship is formed at any time between two team members where one team member involved in the relationship is, or will be, working directly for or supervising the other, each team member involved in such a relationship is responsible to disclose the existence of the relationship to management. Failure to disclose the relationship by the team members may result in corrective action up to and including termination. The team members may be given the opportunity to decide who is to be transferred to another position, if available. If a prompt decision is not made by the team members, or at the Company’s discretion, the Company will decide who is to be transferred or, if necessary, terminated from employment.

In other cases where the Company, based on its judgment, perceives there to be a conflict or potential for conflict because of a romantic relationship between two team members, even if there is no line of authority or reporting involved, the Company reserves the right to take prompt remedial action, including by way of reassignment or termination of one or both team members.

Contact with the Media

To ensure that the Company communicates with the media in a consistent, timely, and professional manner about matters related to the Company, team members should notify Human Resources that they have been contacted by the media whenever team members are asked to speak on behalf of the Company so that the Company knows that a media inquiry has been made. Team members should not respond to media inquiries on the Company’s behalf without authorization. This rule does not prevent team members from speaking with the media, but team members should not attempt to speak on behalf of the Company unless the team member has specifically been authorized to do so by an officer of the Company.

No Solicitation/Distribution of Literature

The Company has established the following rules applicable to all team members and non-team members that govern solicitation, distribution of written material and access to Company property:

Team members may engage in solicitation activities only during non-working times. No team member may engage in solicitation during their own working time or during the working time of the team member or the team members at whom such activity is directed;

Team members may distribute or circulate any written or printed material only in non-work areas, during non-working times. No team member may distribute or circulate any written or printed material in work areas at any time, or during their own working time or the working time of the team member or team members at whom such activity is directed;

Non-team members are not permitted to solicit or to distribute written material for any purpose on Company property; and

Off-duty team members are not permitted in work areas.

Strict compliance with these rules is required.

As used in this policy, “working time” includes all time for which a team member is paid and/or is scheduled to be performing services for the Company; it does not include break periods, meal periods, or periods in which a team member is not performing and is not scheduled to be performing services or work for the Company.

Section : Performance and Conduct

Team Member Information

Name/Address/Emergency Contact

TheKey is required to keep current records of team member names, addresses, and emergency contact information. Team members can update their contact information by logging into Workday and entering the new information.

Team members are responsible for notifying the human resources department in the event name address accurate .

Team Member References

All requests for team member references on behalf of the Company and employment verifications should be directed to the HR Service Center. Leaders and team members are not authorized to act on behalf of the Company in connection with references for current or former team members By policy, TheKey discloses only the dates of employment and the title of the last position held of former team members for employment verifications. Written authorization is required for release of any requested information.

Access to Personnel Files

Personnel records are maintained by the human resources department. As required by law, some records relating to medical issues and internal investigations are maintained in separate files. For purposes of this policy, a personnel file includes records related to performance and training as well as other records used for hiring, promotion and corrective action decisions.

Team members, or their representative, may request access to their personnel file by submitting a request to human resources in writing to the HR Service Center at HRServiceCenter@TheKey.com. Team members may also request copies of documents in their personnel file. Requests for copies must be made in writing to human resources. TheKey will adhere to  regulations regarding team member access to personnel files.

Open Communication

The Company is committed to maintaining an open and direct working relationship with team members and welcomes team members to raise any issues or concerns related to their employment. It is up to the team member whether a concern is brought to management; however, discussing these concerns with a supervisor not only gives management an opportunity to respond to issues or concerns, but it also gives leadership the opportunity to improve the Company for all team members.

When an immediate supervisor is not available, or a team member feels more comfortable approaching another member of the leadership team, they are welcome to bring the issue or concern to another member of the leadership team, the Human Resources team, or via any of the other avenues outlined in this Handbook.

This procedure, which we believe is important for both team members and the Company, cannot guarantee that every problem will be resolved to the team member’s satisfaction. However, the Company values the observations of its team members and the opportunity to raise issues of concern, in good faith, without the fear of retaliation.

Standards of Conduct

Proper behavior and conduct is critical to a collaborative work environment and a high performing team. Although it is not possible to provide an exhaustive list of all types of impermissible conduct and performance, the following are some examples of conduct that may lead to corrective action, including immediate termination:

Falsifying or making a material omission on an employment application, new hire information and/or other Company documents or records, including but not limited to time records.

Insubordination, including, but not limited to, failure or refusal to comply with the instructions of a supervisor or failure to perform reasonable duties that are assigned.

The use of abusive or threatening language toward another team member, client or third party.

Performing non-work matters or personal business during work time or while utilizing Company property, including the Company’s computer equipment, business telephone, email systems, or other Company property not in accordance with Company policy.

Abusive, disruptive or harassing behavior, including but not limited to threatening, intimidating, coercing, or otherwise interfering with the performance of other team members.

Fighting, throwing things, horseplay, practical jokes, undesirable or other abusive physical contact or other disorderly conduct which may endanger the well-being of any individual on Company premises.

Sleeping while on duty.

Failure to maintain satisfactory attendance and punctuality.

Unplanned absences without notice to a supervisor or department head except in the Company’s discretion where a reasonable justification is provided.

Failure to abide by  safety and reporting standards.

Engaging in acts of dishonesty or fraud.

Theft, unauthorized removal or possession, misuse or damage of Company property or property belonging to other team members, clients, vendors, etc. This includes all materials kept on the premises by the Company, including but not limited to both manual and digital reports and other documents, and all personal property kept on the premises in individual work areas and in common areas such as an office break room/kitchen.

Damaging or destroying Company property due to careless or willful acts.

Bringing dangerous or unauthorized materials, such as explosives, firearms, or weapons onto the Company premises, including the parking lot, lobby areas, or into any event sponsored by the Company unless expressly permitted by law. Team members are not permitted to bring firearms, or weapons of any sort, into the workplace.

Possession, distribution, sale, or use of illegal drugs while on Company premises, while on duty or while operating a vehicle while on Company business, or at an event sponsored by the Company.

Conduct, which may reflect adversely on the Company, its reputation and/or goodwill

Performance that does not meet the minimum performance or behavioral expectations of the team member’s position.

Failure to cooperate in a reasonable investigation.

Failure to abide by any Company policy, including but not limited to the policy.

Engaging in criminal conduct whether or not related to job performance.

Excessive and/or inappropriate use of personal cell phones or other media devices during work hours.

Failure to comply with any applicable federal, , or local laws.

Attendance and Punctuality

Punctual and regular attendance is an essential job responsibility of each team member. Team members are expected to report to work as scheduled, on time and prepared to start their job. Team members also are expected to remain at work for their entire work schedule. Late arrival, early departure or other absences from scheduled hours are disruptive to our clients and colleagues and must be avoided. Team members are expected to discuss expectations as it relates to attendance with their direct supervisor.

exceptions are described in separate policies.

TheKey recognizes that occasional emergencies, illness, or personal business may make it necessary to be unexpectedly absent or tardy. If a team member is unable to report to work or will arrive late, they must contact their supervisor on or before their start time. Reporting tardiness or an absence to a peer is not acceptable; the team member should speak directly with their supervisor. If a team member is scheduled to be at work before their supervisor, a voicemail message may be left and should include a telephone number and any applicable contact information to ensure work is handled appropriately.

Team members are to call daily if the absence is of short duration (3 days or less) unless other arrangements have been made. When a team member is absent for more than five (5) days, they should contact the HR Service Center to discuss whether a leave of absence is appropriate. Please also see the section on Leaves of Absence in this Handbook.

Failure to adhere to this attendance and punctuality policy and to follow the procedures outlined above for tardiness and absences may result in corrective action, up to, and including immediate termination of employment. Team members should contact their supervisor to review the attendance policy and see if any other department specific policies apply.

Outside Employment

Team members are free to have outside employment and activities so long as they do not affect attendance and/or job efficiency at TheKey and do not violate the Company’s Conflict of Interest Policy found on the Company Workplace Intranet under HR Policies. When considering an additional job outside of TheKey, team members should seriously consider the effects that such extra work or opportunities may have on the limits of a team member’s endurance, overall personal health, and effectiveness with the Company. Team members are required to discuss the acceptance of any outside job with their supervisor. If the outside employment is deemed to violate the Company’s Conflict of Interest or other Company policy, it may be prohibited as permitted by applicable law.

After Hours Using Computers  Devices

This policy applies to  team members who have been granted remote network access by the Company. These team members are given remote access to the Company’s computer network in order to conduct work and/or provide services while out of the office or outside of normal working hours.

During normal working hours, team members are permitted to use communications devices on a regular and frequent basis and in accordance with their immediate supervisor’s instructions to stay in contact and stay informed of any work assignments or needs of the Company.

Connecting to the Company’s computer network for specifically authorized business purposes and performing authorized computer-based tasks for the Company is also working time.  team members are not otherwise expected to work outside of normal working hours, except for authorized overtime.

Failure to adhere to this policy, including the performance of unauthorized overtime work or work outside of a scheduled shift, failure to record all work-related communications and failure to record all work (whether authorized or unauthorized), will be addressed as a performance issue and could lead to corrective action, up to and including employment termination.

OfficeDelayed Opening or Closing

Team members are generally expected to report for work during times of rain, snow, wind, and other weather conditions. However, the safety of team members is of the utmost concern to the Company. The Company encourages team members to exercise their judgment in determining whether inclement weather presents a hazardous condition. If the office is open, but a team member does not report for work, the time off will be taken as Paid Time Off (PTO), if available, or as unpaid time.

If the Company declares an emergency office closing, steps will be taken to notify all team members. Team members who are late because of weather conditions will be given a chance to make up their missed time contingent upon work schedules and weather conditions permitting.

Gifts, Gratuities and Business Courtesies

TheKey is committed to competing solely on the merit of our products and services. Team members may not give or accept business courtesies that constitute, or could reasonably be perceived as constituting, unfair business inducements that would violate law, regulation, or policies of TheKey, or would cause embarrassment or reflect negatively on the reputation of the Company.

Team Members may accept unsolicited gifts, other than money, that conform to the reasonable ethical practices of the marketplace, including, , fruit baskets and other modest presents that commemorate a special occasion, and other gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty, advertising or promotional items).

Generally, team members may not accept compensation, honoraria, or money of any amount from entities with whom TheKey does or may do business. Tangible gifts (including tickets to a sporting or entertainment event) that have a market value greater than $100 may not be accepted unless approval is obtained from management.

Team members with questions about accepting business courtesies should talk to their supervisor or the Human Resources team.

Smoke-Free

The Company provides a work environment that is smoke-free. TheKey prohibits smoking and vaping on all Company premises and in or near a client’s premises or client homes. Smoking is defined as the “act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind.” Vaping refers to the use of electronic nicotine delivery systems or electronic smoking devices such as e-cigarettes, e-pipes, e-hookahs, and e-cigars.

The Company does not discriminate against individuals on the basis of their use of legal products, such as tobacco. However, such use must occur during non-working time and not in a Company building or designated smoke free premises near a client premise or client home. Team members who violate this policy or who tamper with no-smoking signs will be subject to corrective action, up to, and including termination of employment. Team members that observe other individuals smoking in the workplace or in the presence of a client have a right to object and should report the violation to their supervisor, the Company’s Human Resources team, or to another member of Company management. Team members will not receive corrective action or retaliated against for reporting smoking that violates this policy.

Drug  AlcoholFree Workplace

TheKey has a longstanding commitment to provide a safe, quality-oriented and productive work environment. Alcohol and drug misuse poses a threat to the health and safety of team members and clients of TheKey and to the security of Company and client equipment and facilities. For these reasons, TheKey is committed to zero drug use and misuse in the workplace. Celebratory and limited alcohol consumption in the workplace may be considered with pre-approval by your Division executive.

The Company prohibits any use, sale, purchase, transfer, or possession of any illegal or non-legally prescribed drug by its team members at any time.  laws in which marijuana is no longer illegal; however, the Company continues to enforce the zero-tolerance policy in the workplace. This means the use, possession, sale, or growth of marijuana in the workplace is strictly prohibited. TheKey will endeavor to accommodate individuals with disabilities, but will not accommodate the use of medical marijuana at work or excuse other policy violations related to medical marijuana.

Team members are prohibited from being under the influence of alcohol or any drug (such as marijuana) while performing Company business. Legally prescribed medications and over the counter drugs are excluded from this rule and permitted only to the extent that the use of such medications does not adversely affect the team member’s work ability, job performance or the safety of that team member or others, and in accordance with federal

Drug Testing

A team member may be asked or required to submit to testing procedures designed to detect the presence of drugs and/or alcohol if that team member’s actions, based on objective factors such as the team member’s appearance, speech,  or other conduct and facts that the team member possesses or is under the influence of drugs or alcohol, lead to a reasonable suspicion that they possess or are under the influence of drugs or alcohol. Any team member who does not cooperate fully with any such investigation is subject to corrective action, up to, and including immediate termination of employment. Pre-employment drug screenings are conducted based on  requirements.

Employee Assistance

TheKey will assist and support team members who voluntarily seek help for drug or alcohol addiction before becoming subject to corrective action or termination under this or other Company policies. Such team members will be allowed to use accrued Paid Time Off (PTO), placed on a leave of absence, referred to treatment providers and otherwise accommodated as required by law. Team Members may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety-sensitive, require driving, or if they have violated this policy previously.

Right to Search

The Company wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, the Company prohibits the control, possession, transfer, sale, or use of such materials on its premises to the extent permitted by applicable law. The Company requires the cooperation of all team members in administering this policy.

Desks, lockers, and other storage devices are provided for the convenience of team members but remain the sole property of the Company. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of the Company at any time, either with or without prior notice.

In addition, to ensure the safety and security of team members and customers, and to protect the Company’s legitimate business interests, the Company reserves the right to question and inspect or search any team member or other individual entering or leaving Company premises or job sites. The inspection or search may include any packages or items that the individual may be carrying, including briefcases, handbags, knapsacks, shopping bags, etc. If  team member is present during any search or inspection, the team member must report the time spent during the search or inspection as working time.

These items are subject to inspection and search at any time, with or without prior notice. The Company also may require team members to agree to reasonable inspection of their personal property and/or person while on the job or on the Company’s premises. The individual may be requested to self-inspect their personal property or person by displaying the contents of any packages and/or turning out their pockets, etc., in the presence of a representative of the Company, typically a management team member of the same gender. The Company will not tolerate any team member’s refusal to submit to a search.

Business Casual Dress Guidelines

Team member appearance contributes to the culture and reputation of TheKey. Team members are expected to present themselves in a professional manner that results in a favorable impression by clients and partners. The Company requires team members to maintain a neat and clean appearance that is appropriate for the workplace setting and for the work being performed.

Performance

At TheKey, we believe feedback is a two-way street, and we value the input of every team member. By fostering a culture of continuous feedback, we aim to create a supportive environment where everyone can thrive and contribute to our collective success. Team members can expect to receive regular feedback from their leaders and are also encouraged to seek feedback. Leaders are encouraged to provide timely, specific, and actionable feedback to help team members understand their performance and areas for development.

Leadership at TheKey is committed to ensuring that our feedback processes are not just about evaluation, but also about growth and development. Together, we can cultivate a culture where feedback is not only given but also received openly and constructively, enhancing our individual and collective effectiveness.

Voluntary Resignation

Resigning team members are requested to submit a letter of resignation to their supervisor indicating their decision to leave the Company, the effective date and provide at least two weeks’ notice; less notice may result in ineligibility for rehire. Also, failure to report to work for three (3) consecutively scheduled workdays without notice to, or approval by, their supervisor or failure to return upon the conclusion of an approved leave of absence is considered a voluntary resignation. A team member’s end date will be associated with the last day worked. Paid Time Off (PTO) cannot be taken as the final work day.  unused PTO will be paid . Generally, team members will not be entitled to commissions or other incentive pay that becomes payable after separation unless otherwise required by law or provided in a specific commission/incentive plan document.

Return of Company Property

All Company-owned property, including laptops, cell phones keys and key cards, identification badges, credit cards, Company-owned documents containing Company, Client, or personnel information, must be returned on the last day of employment. No information belonging to the Company can be copied for the team member’s use. The Company may also take all action deemed appropriate to recover or protect Company property, including but not limited to legal action.

Termination of Benefits

Medical, dental, and vision benefits will terminate at the end of the month in which the separation was effective. Further details on benefit end dates will be provided upon departure.

Exit Interviews

Exit surveys will be emailed to team members who voluntarily separate from employment in an effort to gather valuable feedback on the member’s work experience. Follow-up exit interviews may be conducted by Human Resources.

Involuntary Terminations

Failure to meet the Company’s minimum performance and  expectations and/or violation of Company policies and rules may lead to termination. The Company has established a number of performance management practices that are intended to give  an opportunity to improve their conduct and/or performance where appropriate and possible.

While leaders are encouraged to utilize these practices where appropriate, the Company maintains the discretion to terminate employment without any prior warning Nothing in this Handbook or in the Company’s policies or practices shall be construed as granting  a right to employment or to a progressive corrective action process.

Medical, dental, and vision benefits will terminate at the end of the month in which the separation was effective. Further details on benefit end dates will be provided upon departure.  unused PTO will be paid . Generally, team members will not be entitled to commissions or other incentive pay that becomes payable after separation unless otherwise required by law or provided in a specific commission/incentive plan document.

Use of Company Premises

Any use of the Company premises for private social gatherings without prior leadership approval is strictly prohibited. With specific permission and prior scheduling of the desired room/space by the leader of the department, team member-related gatherings such as birthday parties or baby showers may be held after business hours. Any attendance at such events is voluntary and on the attendee’s, own time. The authorizing leader is responsible for designating all individual(s) to clean up the room and return it to its “business” condition immediately following the event.

Use of the Company’s Office Equipment

Equipment provided on Company premises is for the express use of team members in the fulfillment of their job responsibilities. Company postage, copiers, and overnight delivery service accounts are not to be used for personal purposes.

Team Member Property

The Company assumes no responsibility for the security of team members’ personal items and property brought onto Company premises. Such personal property, including but not limited to lockers, packages, purses, and backpacks, may be inspected upon reasonable suspicion of unauthorized possession of TheKey property, illegal substances, or articles and/or as otherwise permitted by law.

Use of Company Equipment, Email, and Telephone Systems

Telephone Use and Monitoring

The Company’s telephone lines are intended for business use. Team members should seek approval from a team leader or manager for all long-distance calls prior to making the call. The Company may monitor telephone calls between team members and customers or other business partners for training, quality control purposes, and other business purposes as permitted by law. Team members should have no expectation of privacy in telephone calls made using Company equipment. Telephone monitoring will be done on a case-by-case basis. Leaders should partner with the Service Desk to discuss their needs.

To protect the interests of the Company’s network and our fellow team members, TheKey reserves the right to monitor or review all data and information contained on a team member’s company-issued computer or electronic device, the use of the internet, or the Company’s intranet. We will not tolerate the use of company resources to create, access, store, print, solicit, or send any materials that are harassing, threatening, abusive, sexually explicit, or otherwise offensive or inappropriate. Questions about the proper use of company resources should be directed to your supervisor.

It is each team member’s responsibility to comply with this policy. Violation of this policy may result in corrective action, up to and including termination. All team members with network access must comply with the following important guidelines:

Systems Use Guidelines

Do not share your password with anyone and keep it secure.

Do not use Company computers to gain unauthorized access to networks, computers, systems, data, or documents inside or outside the Company.

Do not download or install any software on a Company computer without prior written consent from the Service Desk.

Do not store personal files on any computer or the network. Do not transfer from or store outside the network any Company files or data except for temporary use to perform authorized work. Prohibited storage devices include: Laptops, hard drives, removable drives, CDs, DVDs, USB drives, etc.

Do not abuse email. Do not send emails relating to personal business ventures or forward large emails (exceeding 5 MB or more).

Do not display, store, or email any obscene or pornographic material on any computer. Do not visit any internet sites that are obscene or pornographic.

Home or Remote Use Guidelines

If you access the TheKey network from a remote computer, including personal or Company-owned laptops, you are required to comply with the following guidelines:

Do not store your password in any of the connection windows; if you are asked whether you would like to save your password, select “No”.

Do not store any data that is Company property at home or on any type of local medium unless prior approval is obtained for temporary use. If you are working in a disconnected state that requires storage of a temporary copy on the computer, you must move the file back to the corporate network upon reconnection.

Do not share corporate-supplied equipment, your computer, or your password with family members.

Company-Issued Equipment

Team members should utilize Company-issued equipment, including laptops, computers, and cell phones to conduct all Company business. Team members should refrain from utilizing personal devices to conduct business. Likewise, team members should refrain from using Company-issued equipment to conduct personal business. Company information shall not be forwarded to personal emails or personal devices.

Team members are responsible for all company equipment issued to them to complete their work duties, including laptops, computers, and cell phone devices, as applicable to their role, and are expected to return company-issued equipment within ten (10) business days of separating from the company for any reason. Failure to return company-issued equipment may result in legal action to recuperate the equipment and/or a charge of $1,000  per company-issued laptop/tablet and $400  per company-issued mobile device.

Generally, team members may not use Company equipment such as computers, copiers, and fax machines in the conduct of an outside business or support of any religious, political, or other outside daily activity, except for company-requested support to nonprofit organizations. Team members must also not solicit contributions nor distribute non-work-related materials during work hours.

Laptop Use Regulations

Each team member who is provided a laptop is responsible for the physical security of the laptop. All laptops acquired for or on behalf of TheKey are Company property. The laptop must be locked and stored in a secure location when it is not in the immediate possession of the authorized user. In addition, the user must return the laptop immediately upon request of the Company.

Team members must notify their supervisor immediately if the laptop is lost, stolen, misplaced, or damaged. All work created or performed on the laptop is Company property. The laptop is subject to inspection by the Company at any time without further advance notice. The laptop must be used in a manner that complies with all Company policies, including the Acceptable Use of Electronic Communications, , Confidentiality of Client Matters, Care of Client Records, Protecting Company Information, and Solicitation and Distribution. Violations of this policy may be grounds for corrective action up to and including termination.

Team members are to not leave any documents on the laptop. Store documents on the laptop temporarily when working in disconnected status but be sure to return them to the network when reconnected. Do not leave a laptop unattended in a public place (hotel lobby, airport, coffee shop, etc.) for any period of time. If your laptop is stolen, contact the Service Desk immediately.

Personal Smartphone

Team members should avoid using personal smartphones for work purposes. In limited circumstances and with approval from their supervisor using a personal smartphone for business purposes may be permitted. Such use should be during regular working hours only. Work done using personal devices, regardless of whether during regular working hours, must be reported as time worked.

In general, personal smartphones may be used away from the team member’s workstation for personal calls during authorized meal or rest periods and at workstations in emergency situations only. Team members must follow applicable laws regarding cell phone use while driving an automobile in the course and scope of employment including laws prohibiting use or requiring hands-free devices. Use of cell phones in violation of any applicable laws is expressly prohibited by the Company. Failure to abide by such laws may result in corrective action, up to and including immediate termination.

Mobility Privileges

Obtaining corporate mobility technology is a privilege that allows team members to access their corporate email on a smartphone and/or tablet. All team members are expected to maintain the same level of professionalism when communicating using a smartphone and/or tablet.

Section : Time Off

Office Closings -Weather

In the event that hazardous weather conditions such as snow or ice or a natural disaster occur, team members should call their respective office to determine if it is closed. If the office is officially closed due to hazardous weather conditions or a natural disaster, team members do not need to report to work unless they are directed by their supervisor informing them that they are specifically requested to attempt to come to work for an emergency purpose or to work from home.

If telephone services are out, team members should listen to their local radio station use their best judgment, and proceed accordingly. Senior leadership at each site shall decide if hazardous weather conditions warrant the closing of the office.

Holidays

The Company recognizes paid holidaysholidays  below

holiday

will

Paid Time Off (PTO

The Company has established a program of Paid Time Off (PTO) for the benefit of regular fulltime team  Eligible team members may use PTO for vacation, sick leave, and other time away from work for personal reasons. All PTO time must be pre-approved by your supervisor unless you experience an unforeseen  Connect with your Supervisor to understand all attendance and time off request policies that apply to your role.

Eligibility and Accrual

Sick Leave

Bereavement Leave

Regular full-time and part-time team members are eligible immediately upon hire for up to three (3) consecutive paid non-worked days in the event of the death of an immediate family member unless additional time is granted under  law. Part-time team members are eligible for bereavement pay in proportion to the number of hours they normally are scheduled to work.

Immediate family is defined as spouse, common law spouse, or domestic partner; a parent (including legal guardian, step, or in-law), grand-and great-grandparent (including step or in-law), child (including step), or sibling (including step or in-law) of the team member, spouse, common law spouse or domestic partner; and the spouse, common law spouse or domestic partner of the team member’s parents, grand and great-grandparents, children, or siblings.

Team members should use their Paid Time Off in the event of the death of a non-immediate family member. If a request is outside the above guidelines and considered a special circumstance, it must be reviewed and approved in advance by the Human Resources team before Bereavement Leave is paid.

Time off without pay in excess of this bereavement time may be made available with the approval of the team member’s supervisor. The Company reserves the right to request written verification of a team member’s familial relationship to the deceased.

Time Off for Voting

The Company encourages all team members to fulfill their civic responsibilities and to vote in official public elections. Generally, working hours are such that a team member will have ample time to cast a vote before or after the work shift.

If team  not have sufficient time to vote, they will be

to take up to  hours  with pay, for this purpose that the team member’s working hours begin less than ) hours after the opening of the polls and end less than ) hours before the closing of the polls.  time off  be taken at the beginning or the end of the regular working shift, whichever allows for more free time, and the time taken off shall be combined with the voting time available outside of working hours to a maximum of ) hours combined.

To receive time off for voting, team members must notify their supervisor in advance If  law provides for greater or different leave benefits, the Company will comply with applicable law.

Jury Duty/Witness Service

The Company encourages all regular full-time and part-time team members to fulfill their civic responsibilities and to respond to jury service summons or subpoenas, attend court for prospective jury service, or serve as a juror, or appear pursuant to a subpoena. The Company will pay its team members their routine salary or hourly rate up to the equivalent hours of their typically scheduled work week for up to one (1) week once every two (2) years, provided that proof of duty is verified by the team member's supervisor.

Team members on jury duty service longer than 5 days in duration or more often than once every two years will need to use PTO unless otherwise required by law. Team members on jury duty are expected to report to work on those days when jury service is not required for at least half of the regular workday. For example, if a team member is discharged from jury service at 11:30 am, and not required to report for jury service until the following day, the team member would be required to report to work for the remainder of the regular work day unless granted PTO for the remainder of the day. Team members need to clock in and out using the time sheet provided by the jury service agency and submit it to their supervisor upon completion of their service.

Additional unpaid leaves of absence for jury duty or service as a witness as required by law may be granted upon written request regardless of the length of service, provided the team members give their supervisor reasonable notice of such required service or testimony. Upon request, the Company will provide a letter describing Company policy to enable team members summoned for jury duty to limit their service to one (1) week in a two (2) year period or otherwise as appropriate. If  law provides for greater or different leave benefits, the Company will comply with applicable law.

Time Off for Other Purposes

The Company complies with all applicable laws regarding time off for various activities/situations including, but not limited to, , Victims of Domestic Violence, , etc. For more information, contact the HR Service Center.

Leaves of Absence

Leaves of absence are considered for all eligible team members on a non-discriminatory basis in cases of medical illness, disability, personal emergency, certain family care responsibilities, work-related injury or illness, and military duty Unless otherwise required by  or federal law, the granting of a leave of absence is at the Company’s sole discretion. All leaves of absence are available only on an unpaid basis unless the team member is using PTO or as otherwise required by law. If a team member works in a  with additional leave policies, the HR team will provide .

Manager's Responsibility

During a team member's approved leave of absence, it is the responsibility of the manager to respect the team member’s privacy and refrain from contacting them unless explicitly permitted by the team member. Managers should ensure that team members are also aware of this policy and refrain from contacting the absent team member, except as necessary for business purposes and with the team member’s prior consent. Violation of this policy may result in disciplinary action in accordance with Company policy and procedures. By adhering to these guidelines, TheKey upholds our commitment to maintaining a supportive and respectful work environment for all team members.

Leave

Section : Benefits

TheKey offers corporate team members valuable benefits plans to support their physical, emotional, social, and financial well-being.

New hire benefit elections must be processed in Workday within 30 days of a team member’s date of hire. Benefit elections will become effective as of the first of the month after the date of hire. Team members working at least 18 hours per week will be eligible for all Company benefit plans with the exception of medical.

Please refer to www.thekeybenefits.com or the Benefits Hub on the Workplace intranet for detailed information.

Any questions should be directed to the HR Service Center by emailing hrservicecenter@thekey.com or call (888) 874-8088.

Employee Assistance Plan (EAP)

TheKey provides an  assistance program (“EAP”) at no cost to team members and their families. This counseling program is available 24 hours a day, seven days a week. It is a confidential, safe, and easy-to-use resource. EAP counselors will help team members clarify their concerns, assess their situation, and identify options to help them resolve problems.

Compensation

Our focus on team member health, safety, and wellness means we take workplace safety seriously. When a team member is injured on the job, our goal is to get that team member healthy and back to their usual work as quickly as possible. If the team member sustained a work-related injury, illness, or exposure that requires treatment beyond minor first aid, they must open a workers’ compensation claim which is separate from their health insurance. It is critical that team members immediately notify their supervisor of any work-related injury, illness, or exposure regardless of severity.

Any on-the-job injuries, exposures to disease, or illnesses that require medical treatment (other than minor first aid) must also be reported as a workers’ compensation claim to ensure timely care and payment of related expenses. To open a claim, contact the Workers Compensation team, a team representative will assist in finding an authorized workers’ compensation medical provider. Treatment should only be sought in an emergency room for incidents that are truly emergencies. External appointments for treatment of a work-related injury, illness, or exposure must be coordinated during personal time or team members may use Sick time or PTO if they must miss work for an appointment.

Team members who are ill or injured as a result of a work-related incident, and who are eligible for leave under the  will be placed on  during the time they are considered to be temporarily disabled by their treating provider as permitted by applicable law. Please  the Leave of Absence section above for eligibility requirements.

Unless otherwise required by law, the Company is not liable for the payment of workers’ compensation benefits for any injury which arises out of a team member’s voluntary participation in any off-duty recreational, social, or athletic activity which is not part of the team member’s work-related duties.

All new hire employees are required to complete  training upon their hire date. This training is key to ensure a safe and secure working environment for both employees and the clients we serve.

In addition to the initial training, caregivers are also mandated to participate in the training on an annual basis to stay informed about industry best practices, safety protocols, etc.

Summary of Benefits

Descriptions of team member benefits can be found by going to www.TheKeyBenefits.com. Team members can obtain benefits information including the benefits guide, videos, Summary Plan Documents (“SPD”), 401(k) information, and more. After reviewing the website and benefits guide, if a team member has any questions, they may contact the HR Service Center at HRServiceCenter@TheKey.com.

Department owner: | Human Resources

Distribute to: | Corporate and Field Team Members

Applicable divisions: | TheKey including all divisions and subsidiaries

Version | 2024

Accrual