At Aegis, we liken ourselves to the rhino, a bold leader who runs toward challenges. We often find ourselves forging new paths in the construction industry. We create these paths without fear or hesitation. People do not join Aegis to be part of the status quo. People come here to push the envelope and to do innovative work.

You have joined a company with an unparalleled reputation for quality and expertise. We believe that every employee contributes directly to Aegis's growth and success. These are not just words in a letter. We believe in these words and demonstrate them every single day.

Our Aegis Way sets the tone for our company and provides an understanding of our values. Our Employee Handbook details every aspect of your work life at Aegis, our policies, procedures, and benefits. We know these things can be tough to understand; if you have questions or need clarification, please contact our Human Resources Department.

Welcome to Aegis

David J. Hatwell
Chief Executive Officer

Aegis Project Controls ("Aegis" or the "Company") was founded in 2006 with the sole mission to improve the construction industry by providing project controls and construction solutions unlike any other in the world. Like the rhino, Aegis faces complex challenges head-on to create exceptional outcomes. We are innovators and entrepreneurs. Our growth and success are fueled by our dedication to going above and beyond.

Internally, we constantly seek new and improved ways to improve Aegis. As a result, our policies can and will be revised. As these policies change, our Employee Handbook will be updated accordingly. We will notify you when items are added, removed, or amended. We will always take the time to explain not only the changed policy, but the "why" behind it.

And now some legal stuff:

Nothing in this Employee Handbook is intended to prevent employees from engaging in activities protected by state or federal law, including the National Labor Relations Act, such as discussing wages, benefits, or other terms and conditions of employment, or other legally required activities. Nothing in this Employee Handbook is intended to limit any benefits required by law or regulation.

This Employee Handbook replaces prior Aegis employee handbooks, manuals, and guides, and such prior handbook, manual, or guide is no longer in effect.

This document represents our policies. If you have any questions or concerns about a policy, please refer to this information first. You are also welcome to contact our human resources (HR) department for further assistance. They are the ones who understand all the legalese (and this handbook) best. Most importantly, they appreciate feedback, new perspectives, and different ways to approach the rules and regulations.

Some of our staff live and work in locations where local laws require a different or unique policy. When needed, you will be informed of these policies and where to find them.

Our Employee Handbook is not a contract and should not be construed as an express or implied contract or agreement. It is simply our corporate rules of engagement. Our agreement with you is your employee offer letter or employment agreement. No statement or promise by a supervisor, manager, or other employee may be interpreted as a change in policy, nor will it constitute an agreement with an employee. Nothing in this Employee Handbook is intended to limit any benefit required by law.

Aegis maintains an open-door policy. We encourage you to raise concerns and reach out to any manager to discuss any ideas, suggestions, concerns, or questions. We welcome your thoughtful suggestions to improve Aegis. If you have further ideas, suggestions, or concerns after meeting with a manager, please feel free to meet with HR or any other manager, up to and including the president or CEO.

We are typically a business casual environment, but specific clients or events may require more formal attire. Be aware of your schedule and who you are meeting with, and dress accordingly. Aegis-branded gear is encouraged when appropriate to the setting. Employees required to be on project sites must always adhere to any site-specific safety-related dress requirements. When working from home, you are expected to maintain a neat, professional appearance during virtual meetings.

Aegis is not responsible for any loss, damage, or theft of personal items that employees bring to work. Employees should take appropriate precautions to safeguard personal items brought to the workplace. Employees should report lost personal items to their manager.

Aegis reserves the right to examine, inspect, or search at any time and without notice any and all Company property (including, without limitation, Company vehicles, desks, offices, cabinets, lockers, storage compartments, and computers) and the contents therein or thereon. No employee has the right, based on expectations of privacy or otherwise, to interfere with or prevent such examinations, inspections, or searches of Company property. Any items an employee does not want to have examined, inspected, or searched should not be brought to the workplace.

Aegis' workweek begins at 12:00 am on Monday and ends at 11:59 pm on Sunday. Most full-time employees are required to work Monday through Friday, eight hours a day, and at least 40 hours each week. Part-time employees generally work 29 hours or less a week. Employees typically work during core business hours, 8:00 am-5:00 pm. To fulfill business needs, employees may be assigned different schedules. Employees may be required to travel to client offices, project sites, or other locations to meet business objectives.

Aegis understands the need for employees to balance personal and professional responsibilities and therefore allows flexible working arrangements at the manager's discretion. Flexible working arrangements allow managers to organize work to meet both the employee and business needs. Flexible scheduling does not reduce the total number of hours a full-time employee is expected to work—typically 40 hours per work week—nor does it change job duties or responsibilities. Aegis allows a flexible work schedule to allow the employee to adjust their start or stop time, typically within two hours of core business hours. Any flexible work schedule must be communicated and approved by your manager. Employees are expected to maintain the agreed-upon schedule and communicate any challenges. Aegis may make changes to schedules to meet business needs.

To maintain a professional atmosphere, Aegis requires that employees be punctual. When an employee is unable to come to work as scheduled, it is the employee's responsibility to notify their manager as soon as practicable before their regular start time, generally at least 30 minutes before if possible. If an employee needs to leave work due to illness or emergency, they must contact their manager as soon as possible.

Tardiness or attendance problems may result in disciplinary action, up to and including termination. If an employee is absent from work for three or more days without notifying Aegis, the employee may be deemed to have abandoned their position, and employment may be terminated.

All staff must enter time daily, with the week's time submitted by noon on the following Monday. If Monday is a holiday, time must be submitted by COB the following business day. Time must also be submitted by noon on the first of the month for the prior month.

Employees will track their time in quarter-hour increments. Employees assign their time to specific projects and to particular functions or services provided. Each project will have a unique code. The project and service codes, including various overhead codes, are found in the time-tracking software.

Non-exempt employees will be paid time-and-a-half for all hours worked in excess of 40 hours in a work week. California non-exempt employees also are paid: (i) time-and-a-half for all hours worked in excess of eight hours up to and including twelve hours in any workday, and for the first eight hours of work on the seventh consecutive day of work in a workweek; and (ii) double their regular rate of pay for all hours worked in excess of twelve in any workday, and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek. Overtime may not be worked without the prior approval of your manager. Non-exempt employees may not work before or after their scheduled hours or during their lunch periods without prior approval from their manager. Overtime pay is based on actual hours worked.

Refer to the teleworking policy located on The Hub.

At Aegis, we want to ensure you have a clear understanding of your employment classifications and what benefits you are eligible for. Please note that these classifications do not guarantee employment for any specified duration.

Employees are classified as exempt (not eligible for overtime pay) or non-exempt (eligible for overtime pay). Every employee is also designated as either regular or temporary, and as either full-time or part-time.

Non-exempt employees: Employees who are covered by the Fair Labor Standards Act (FLSA) and any comparable state laws, including but not limited to legal requirements concerning minimum wages and overtime pay. Non-exempt employees are paid time and a half for all hours worked over 40 hours in a workweek. These employees generally work eight-hour days with an unpaid lunch hour. California non-exempt employees also are paid: (i) time-and-a-half for all hours worked in excess of eight hours up to and including twelve hours in any workday, and for the first eight hours of work on the seventh consecutive day of work in a workweek; and (ii) double their regular rate of pay for all hours worked in excess of twelve in any workday, and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek.

Exempt employees: Employees who are exempt from the minimum wage and overtime provisions of the FLSA and any comparable state laws. Exempt employees hold jobs that meet certain standards and criteria established under the FLSA by the U.S. Department of Labor and any comparable state laws. These employees are not paid overtime.

Regular, full-time: An employee who is employed for an indefinite period and is generally required to work at least forty hours per week is considered a full-time employee. These employees are eligible for the complete benefit package subject to the terms, conditions, and limitations of the benefit program. Employees who regularly work at least thirty hours per week are considered full-time solely for purposes of health insurance eligibility, to the extent required by law.

Regular, part-time: An employee who is employed for an indefinite period and is generally scheduled to work fewer than 40 hours per week. These employees are eligible for certain benefits offered by Aegis, subject to the terms, conditions, and limitations of each specific benefit program.

Temporary, full-time: Employees who are hired as interim replacements, either to supplement the workforce temporarily or to assist in the completion of a specific project, and who are temporarily scheduled to work Aegis' full-time schedule for a limited duration. Employment beyond the initially scheduled period does imply a change in employment status.

Temporary, part-time: Employees who are hired as interim replacements either to supplement the workforce temporarily or to assist in the completion of a specific project and who are temporarily scheduled to work less than Aegis' full-time schedule for a limited duration. Employment beyond the initially scheduled period does not imply a change in employment status. Summaries of benefit and leave eligibility are available in Attachment 2

Aegis participates in E-Verify, a federal program that verifies employees are authorized to work in the United States (US). All U.S.-based employees must provide valid documentation proving identity and work authorization. Form I-9 and E-Verify must be completed no later than three business days after the employee's start date. Employment is contingent upon verification of E-Verify and completion of Form I-9.

Employees must disclose if they are arrested, charged with a felony, convicted of a felony, or convicted of a criminal offense that may reasonably affect their ability to perform their job, compromise workplace safety, impact Aegis' business or operations, or trigger a legal or contractual reporting obligation for Aegis. This policy applies during the entire course of employment, regardless of when or where the offense occurred.

Aegis values its employees and is committed to maintaining a safe and healthy work environment. All employees are expected to carry out their duties safely and to refrain from any conduct that could adversely affect their performance and/or place them at risk of harm to their health and safety while engaging in Aegis work or representing clients at meetings and public and private functions. Employees are also expected to report any unsafe conditions to their manager promptly.

We expect Aegonians to take safety seriously. Always use protective equipment and follow established safety guidelines and procedures.

Maintaining a safe work environment requires the continuous cooperation of all employees. If you are involved in an accident or sustain an injury or work-related illness while on the job, regardless of how insignificant it may seem, you must immediately report the accident, injury, or illness to your manager and HR. Aegis provides workers' compensation insurance in accordance with the applicable workers' compensation law; however, coverage may be denied if an injury is not reported promptly.

Failure to report any accident is a violation of company policy and may result in disciplinary action, including termination of employment.

Aegis will not tolerate any violence or the threat of violence in the workplace. Under no circumstances should anyone bring a firearm or other dangerous weapon to work or to an Aegis event. Any employee in possession of a firearm or other weapon while at our offices, at Aegis events, or while otherwise fulfilling job responsibilities may face disciplinary action, including termination of employment.

No use of tobacco products, including cigarettes, smokeless tobacco, and electronic cigarettes, is permitted within any Aegis office at any time.

Alcohol and drug use pose a threat to the health and safety of Aegis employees and clients, and to the security of Aegis equipment and offices. For these reasons, Aegis maintains a drug-free workplace and prohibits employees from using alcohol without authorization.

The use, possession, manufacture, distribution, dispensation, sale, or influence of illegal drugs or controlled substances, or intoxicating cannabinoids is strictly prohibited while working, on duty, or on Aegis' premises, at any job site, or while driving or operating a motor vehicle or other equipment on behalf of Aegis. All employees must report to work and remain throughout the workday capable of performing their duties safely and effectively, free from impairment.

The unauthorized use or possession of alcohol while working, on duty, or on Aegis business is prohibited. Where alcohol consumption is permitted at Aegis (such as at certain Aegis functions), only employees of legal age may consume alcohol, and they must do so responsibly to avoid adversely affecting or jeopardizing their work performance, their safety, the safety of others, or Aegis' reputation and business.

Employees who are prescribed medical marijuana for a qualifying condition and would like to request an accommodation must submit an HR ticket. Approval of any accommodation will be determined in accordance with applicable law and does not permit impairment while working.

Violation of this policy may result in disciplinary action up to and including immediate termination of employment.

Aegis, in its sole discretion, reserves the right to require any employee to undergo tests or screening (including, without limitation, urinalysis and/or blood tests) for the presence of alcohol or illegal drugs or controlled substances in any of the following circumstances to the extent permitted by applicable law:

• Whenever Aegis suspects or has reason to believe that an employee's work performance or on-the-job behavior may have been affected in any way by drugs or alcohol.
• When an employee is involved in, causes, or contributes to a workplace or other on-the-job accident (including, but not limited to, motor vehicle or motorized equipment accidents) or potential accident in which personal injuries or property damage occur, or the potential for personal injury or property damage existed, even if the employee does not exhibit observable symptoms of being under the influence.
• When required by government regulations; and/or
• at random, periodically and at unannounced times, either individually or as part of a blanket test of all or any portion of Aegis' employees.

The above should not be construed as a complete list of when or the only times under which testing/screening may occur.

In cases where an employee refuses to undergo a drug or alcohol test/screen or where a drug or alcohol test/screen indicates the presence or use of illegal drugs, controlled substances, or alcohol, Aegis, in its sole discretion, may impose disciplinary action on the employee, up to and including immediate termination of employment, to the extent permitted by applicable law.

Consistent with the requirements of the Drug-Free Workplace Act, employees working on federal government contracts must notify HR of any conviction for violating a criminal drug statute that occurred in the workplace within five days after such conviction.

If an employee believes or self-identifies that they have a substance abuse problem with legal or illegal drugs or controlled substances, Aegis wants to help. We will support and assist employees in preventing violations of the company's Drug-Free Workplace policy. Our support will include helping identify counseling and rehabilitation services and providing leave under any applicable leave policy or at Aegis' discretion.

Aegis has offices and projects across the country, so a single weather policy isn't possible. During a weather event, Aegis remains operational, and employees are expected to telework. Employees at a regional office will follow the weather policy applicable to that office. Employees located at a project site should adhere to the weather policy applicable to that site. If, at any time, you feel that coming to work would be unsafe due to the weather conditions, use your discretion regarding travel safety, and communicate with your manager as soon as possible.

If an employee is scheduled to work but unable to do so during a weather closing, the employee must use PTO or a Personal Day.

See Attachment 1 – Office Inclement Weather Policies

In the event of a natural disaster—whether impending or occurred—that poses a significant and prolonged safety concern for you or your employees, please contact HR or your Regional President as soon as possible. All such issues will be handled on a case-by-case basis, considering the specific circumstances of each case. We take the safety and security of our staff seriously, and we will work to ensure that you are kept safe and secure.

Employment with Aegis is "at will," meaning employment can be terminated by either the employee or Aegis at any time, for any reason not protected by law or for no reason. This "at will" employment relationship may not be changed, except by a written agreement signed by the president of the Aegis Companies. This "at will" relationship may not be modified by any oral or implied promises or agreements.

No employee has the right to continued employment by anything stated or inferred in this Employee Handbook.

Aegis is committed to the principle of equal employment opportunity. We believe that our differences enable us to be the best we can be. Aegis complies with all applicable laws that prohibit discrimination and harassment in the workplace. Aegis strictly prohibits discrimination or harassment based on race, color, national origin, religion, age, sex, disability, veteran status, gender identity or expression, sexual orientation, pregnancy, genetic information, or any other characteristic protected by applicable law in all terms, conditions, and privileges of employment including, without limitation, recruiting, hiring, assignment, compensation, promotion, discipline, and termination.

This policy covers conduct occurring at Aegis' office(s), all locations where Aegis provides services, and all work-related activities, regardless of location. This policy covers conduct that occurs via any form of communication, including cyber communication or other use of communications and information systems.

This policy covers all Aegis employees. Aegis will not tolerate discrimination or harassment, whether engaged in by fellow employees, supervisors, or managers. Nor will Aegis tolerate discrimination or harassment engaged in by non-employees who conduct business with Aegis to the extent that it affects any Aegis employee. While on the job, employees must not engage in any form of discrimination or harassment with respect to anyone, including other employees, customers, visitors, guests, or anyone with whom an employee comes into contact while on the job.

Appropriate disciplinary action may be taken against any employee violating this policy.

Forms of harassment

While all forms of discrimination and harassment are prohibited, it is essential to understand the types of conduct that may be viewed as harassment and are not to be engaged in.

Non-sexual harassment—Forms of harassment include, but are not limited to, making, displaying, or circulating epithets or derogatory statements, remarks, comments, jokes, or slurs, posters, cartoons, drawings, or other written materials that are based on a person's race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, disability, or other characteristic protected by applicable law. For example: saying or writing an ethnic, racial, or sex-based slur; forwarding an offensive or derogatory "joke" email; displaying offensive material such as a noose, swastika, or other hate symbols; threatening or intimidating a person because of the person's religious beliefs or lack of religious beliefs; making comments based on stereotypes about older workers; mimicking a person's disability; mocking a person's accent; making fun of a person's religious garments, jewelry, or displays; physically assaulting a person.

Sexual harassment—Sexual harassment includes, but is not limited to, the conduct described above when based on sex or sexual in nature, as well as unwelcome or unwanted sexual advances, requests for sexual acts or favors, threatening a person's job or offering preferential treatment in exchange for sexual favors, lewd or sexually suggestive remarks, comments, or jokes, asking intrusive questions about a person's sexual orientation, gender identity, gender transition, or intimate body parts, display or circulation of pornography or sexually demeaning depictions of people including AI-generated and deepfake images and videos, or other pictures or written materials of a sexual nature, groping or other inappropriate physical contact or other verbal, written or physical conduct of a sexual nature when (i) submission to or rejection of this conduct by an individual is used explicitly or implicitly as a factor in decisions affecting hiring, evaluation, promotion, retention or other aspects of employment; or (ii) this conduct substantially interferes with an individual's employment or creates an intimidating, hostile, or offensive work environment.

Without limiting the foregoing, employees must not use Aegis', their own, or someone else's computer (including instant messaging), telephone (including texting), voicemail, email, or other communications or information systems to engage in harassment or other conduct prohibited by this policy.

Complaint procedure

Employees who believe that they are being subjected to inappropriate behavior should notify the offender that their behavior is unwelcome. If for any reason an individual does not want to confront the offender directly, or if this approach does not successfully end the inappropriate behavior, or if an individual believes that they or another employee are being subjected to discrimination or harassment in violation of this policy, the individual should promptly report the matter either to their manager or to HR. Aegis cannot act unless it is made aware of the situation.

Supervisors – reporting

Any supervisor or manager receiving a report or complaint of, or otherwise becoming aware of, discrimination, harassment, or retaliation must report it immediately to HR.

Investigation

All reports of discrimination, harassment, or retaliation will be promptly investigated. The investigation may include interviews with any person having relevant information, including the complainant, the accused, and any witnesses.

To the extent possible, Aegis will protect the confidentiality of a complaint. Information concerning the complaint will be limited to those who need to be informed to investigate and respond to the complaint.

Protection against retaliation

Aegis prohibits and will not tolerate retaliation against any individual who makes a complaint under this policy, or anyone who has assisted a person making a complaint or provided information during an investigation under this policy. Retaliation is a violation of this policy and should be reported immediately. The same complaint and investigation procedures described herein will also apply to any complaint of retaliation.

Disciplinary action

Upon completion of an investigation, appropriate action will be taken. Any individual found to have engaged in discrimination, harassment, or retaliation will be subject to disciplinary action, up to and including termination of employment.

As an equal opportunity employer, Aegis does not discriminate based on disability or pregnancy (including pregnancy, childbirth, related medical conditions and/or breastfeeding), and provides reasonable accommodation for employees in accordance with the law to enable them to be able to perform the essential functions of their jobs or to enjoy the benefits and privileges of employment. Aegis also provides reasonable accommodations to pregnant employees in accordance with law for minor and episodic needs, or to avoid or alleviate risks or pain, related to, affected by, or arising out of, pregnancy, childbirth, and related medical conditions. Any employee who believes they need such accommodation should inform HR. We cannot evaluate the need for accommodation unless it is brought to our attention.

Any manager who receives a request for accommodation based on disability or pregnancy (including pregnancy, childbirth, related medical conditions, or breastfeeding) must promptly notify HR.

Aegis is committed to providing a work environment that respects all employees' religious beliefs and practices. Aegis will provide reasonable religious accommodation in accordance with applicable law to those employees whose sincerely held religious beliefs, practices, or observances conflict with a policy or procedure unless such accommodation creates an undue hardship.

An employee whose religious beliefs, practices, or observances conflict with their job, work schedule, or with Aegis' policy or practice on dress and appearance, or with other aspects of employment, and who seeks a religious accommodation should submit a request for the accommodation to their immediate manager and HR. Employees are encouraged to submit written requests that include the type of religious conflict that exists and the employee's suggested accommodation.

Aegis acknowledges that employees may have personal or familial relationships within the organization, including but not limited to parent-child, sibling, or spousal relationships. To ensure fairness and avoid potential conflicts of interest, familial relationships must be disclosed to HR.

Employees who are family members may not have a direct reporting relationship with one another. In addition, whenever possible, family members should not be placed within the same supervisory or reporting chain.

The employment or transfer of family members within the organization requires the explicit approval of Aegis leadership and Human Resources.

Employees are paid on the first and fifteenth of every month. If either of those dates falls on a weekend or holiday, employees are paid on the preceding business day. Employees are paid in arrears for work performed in the preceding pay period. For example, on March 1, Aegonians are paid for time worked from February 1-15. Employees can access their payroll information, including pay stubs, from our Human Resources Information System (HRIS).

Notification procedure – improper deductions

Aegis conforms to the FLSA and state and local laws in paying salaried exempt employees. Aegis strives to ensure that employees are paid correctly, but errors may occur. If you believe errors have been made in your pay, please contact HR promptly through the HR ticketing system so that the matter can be investigated. Any corrections that need to be made will generally be processed in the next payroll cycle, unless otherwise mandated by law.

Deductions - salaried employee

If you are an exempt employee, you will typically be paid your full salary for every week in which you perform work for Aegis. However, Aegis may make deductions from your salary if any of the following circumstances occur:

• You have no remaining paid leave (other than sick and/or safe leave time), and you are absent from work for one or more days for personal reasons other than sickness, your pay will be deducted for those full days missed, to the extent permitted by law.
• You have no remaining sick and/or safe leave, and you are absent from work for one or more days due to sickness or disability, your pay will be deducted for those full days missed, to the extent permitted by law.
• You are suspended without pay for one or more days for violating Aegis' policies, including, but not limited to, those on non-discrimination and harassment, conduct, and drugs and alcohol. Your pay will be deducted for each full day during the duration of the suspension, to the extent permitted by law.

This is not an exhaustive list of all circumstances under which Aegis can make a deduction from your salary, but it is intended to serve as a guide to the most common examples when a deduction may be made.

Pay transparency policy statement

Aegis sometimes performs government contract work. As a government contractor, Aegis will not discharge or otherwise discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. If you have any questions about this policy, please submit an HR ticket.

Aegis is committed to offering competitive and meaningful benefits that support the well-being of our team. We consistently evaluate and re-evaluate the best possible benefits, so benefits will periodically change. Unless otherwise required by law or explicitly stated, benefits such as health insurance and retirement programs typically apply to full-time employees. The descriptions in the Employee Handbook are not intended to provide detailed information regarding all benefits. Detailed benefit plan descriptions can be found on Aegis' intranet site, The Hub.

Aegis currently offers eligible employees:

• Health, dental and vision insurance for employees and eligible dependents
• Employees contribute a portion of the premium.
• Voluntary supplemental insurances
• Company-paid:
• Term life and accidental death & dismemberment (AD&D)
• Short-term disability
• Long-term disability

Details on plan information and eligibility can be found on The Hub.

Aegis offers a retirement savings plan to help you save for retirement. The plan allows eligible employees to make pre-tax or post-tax contributions. Aegis also offers a matching pre-tax contribution to eligible employees. All matching contributions vest after two years of service. For more information about plan eligibility, matching contributions, and investment options, refer to the retirement materials on The Hub.

Employees are encouraged to consult a financial expert before making any distribution from the retirement plan. Aegis offers each employee financial planning advice through our plan professionals. This service is included with your Aegis retirement plan package.

Aegis is committed to your health and wellness, and we encourage all employees to participate in wellness activities to help maintain a well-rounded, healthy lifestyle. Aegis offers monthly membership reimbursement to all regular, full-time employees. The finance team sets and communicates the monthly amount limit and terms. More information can be found on The Hub. The activity membership enrollment is handled through our HRIS. Once enrolled, you pay the activity membership through the semi-monthly payroll, and it appears as a line item on your pay stub. Upon request, an employee must provide a copy of the activity receipt. If the receipt is not provided, the activity membership benefit may be revoked.

Aegis provides full-time employees with monthly parking or commuter benefits. The finance team sets and communicates the monthly amount limit and terms. More information on the current limits can be found on The Hub.

Full-time employees receive the following paid holidays, unless otherwise specified in their employment offer:

• New Year's Day
• Martin Luther King, Jr. Day
• Presidents' Day
• Memorial Day
• Juneteenth
• Independence Day
• Labor Day
• Thanksgiving Day
• The day after Thanksgiving
• Christmas Day

Holidays falling on a Saturday will be recognized on the preceding Friday. Holidays falling on a Sunday will be recognized the following Monday. If one of the above holidays falls during an employee's paid time off (PTO), holiday pay will be provided instead of the PTO time that would otherwise have applied. There is no payment of any unused holiday upon termination of employment. Part-time employees do not receive paid holidays.

Holiday early dismissal

At Aegis' leadership discretion, the company may close offices early on the business day before a holiday. If the office is closing early, you will be notified through our regular communications channels. The early close must be noted on your timesheet. To maintain a high level of service to our clients, exceptions to these discretionary closures may be made for clients and operational work that may require you to work through standard business hours.

If you are on PTO during a periodic early dismissal, your time will be recorded as PTO. PTO may not be modified or reduced due to early dismissal.

All full-time regular employees receive two personal days per year in addition to accrued PTO and Aegis' regular paid holidays. Personal days allow employees additional paid leave for personal reasons, such as appointments, family matters, religious observances, parent-teacher conferences, and emergencies.

Personal days are available at the beginning of each calendar year. The personal day may be used to cover full- or partial-day absences. It must be taken in the calendar year in which it is given. Personal days do not carry over to the next calendar year, nor may they be cashed out if not taken or paid upon termination of employment.

Employees must submit their personal day requests through the time-off approval system at least three days in advance of their desired time off.

All regular, full-time employees working 40-hour work weeks accrue 15 days (120 hours) of PTO during a 12-month period. This PTO policy is designed to encompass entitlements under applicable sick and safe leave laws. PTO is accrued at a rate of five hours per pay period. Since PTO is accrued over time, employees do not have any PTO available on their start date.

On day one after your third anniversary, full-time employees accrue 18 days (144 hours) of PTO during a 12-month period. PTO is accrued at a rate of six hours per pay period.

On day one after your fifth anniversary, full-time employees accrue 20 days (160 hours) of PTO during a 12-month period. PTO is accrued at a rate of 6.67 hours per pay period.

On day one after your eighth anniversary, full-time employees accrue 22 days (176 hours) of PTO during a 12-month period. PTO is accrued at a rate of 7.33 hours per pay period.

On day one after your eleventh anniversary, full-time employees accrue 24 days (192 hours) of PTO during a 12-month period. PTO is accrued at a rate of 8 hours per pay period.

On day one of your fifteenth anniversary, full-time employees accrue 25 days (200 hours) of PTO during a 12-month period. PTO is accrued at a rate of 8.33 hours per pay period.

Employees may carry over accrued but unused PTO from one year to the next, up until they reach their applicable maximum amount. Employees may accrue PTO to a maximum of 15 days in the first two years of employment, 18 days for the third and fourth years, 20 days from the fifth to seventh year, 22 days from the eighth to the tenth year, 24 days from the eleventh to the fourteenth year, and 25 days after fifteen years. Once the maximum is reached, no further PTO hours will accrue until PTO is used and the employee's PTO hours drop below their current accrual limit.

Employees must submit their planned PTO request(s) through the HRIS at least two weeks before taking PTO. Your request to use PTO is not guaranteed until your manager approves it.

For PTO taken for foreseeable sick or safe leave, employees must provide seven days' advance notice before the leave begins, unless otherwise required by law. PTO requests for unforeseeable sick or safe leave must be made as soon as practicable. Aegis may require reasonable documentation to ensure that an employee is well enough to work when an employee takes three or more consecutive days unless otherwise required by law.

Employees may use PTO in increments of one quarter hour or greater unless otherwise required by law. All employees must record their PTO taken on their timesheets. If PTO is not recorded as required, the employee will be prompted to correct the entry in a timely manner, or Aegis may correct the PTO entries on the employee's behalf to maintain accurate records. Repeated noncompliance may result in disciplinary action.

Part-time employees (and, to the extent required by law, temporary employees) will accrue PTO on a reduced basis, proportionate to the equivalent full-time schedule. For example, an employee working a regular schedule of 20 hours per week will accrue PTO at a rate of 50% of those above, but a minimum of one hour of paid sick and safe leave for every 30 hours worked, up to seven days per calendar year. The PTO policy for part-time and temporary employees is designed to encompass entitlements under applicable sick and safe leave laws. Accrued but unused leave may be carried over from one year to the next, up to a total accrual of 112 hours at any time. Once 112 hours are reached, no further PTO hours will accrue until PTO is used and the employee's PTO hours drop below their current accrual limit.

Accrued, but unused PTO will be paid upon termination of employment.

Employees may be required to use PTO for certain absences not covered under other paid leave policies, to the extent permitted by law.

Retaliation against an employee for requesting or taking sick or safe leave under this policy is strictly prohibited.

An employee who receives a summons for jury duty must submit a copy of the summons to HR immediately to arrange the required time away from work and discuss with their manager how their work will be handled in their absence. Employees released from jury service are expected to return to work. However, if the employee reports for jury service for four or more hours (including travel time), they will not be required to return to work. Proof of jury service is required. Aegis provides up to five days of paid jury duty leave. Beyond five days, leave is unpaid unless otherwise required by applicable law.

Aegis also provides leave for an employee to appear as a witness in any civil or criminal proceeding, including discovery proceedings, in response to a subpoena requiring the employee to appear at such proceeding; or to attend certain proceedings involving minors that the employee has a right to attend under law; or that the employee, as the victim, has a right to attend under law. Witness leave is unpaid unless otherwise required by applicable law.

Finally, victims of certain, specified felony crimes or immediate family members of a victim, a registered domestic partner of a victim or the child of a registered domestic partner of a victim, may receive leave to attend judicial proceedings related to that crime. To take this leave, employees must provide Aegis with a copy of the notice of the proceedings in advance. Should advance notice not be possible, employees must give Aegis appropriate documentation evidencing attendance at the judicial proceeding upon returning to work. Crime victim leave is unpaid unless otherwise required by applicable law.

Retaliation for requesting or taking jury duty, witness, or crime victim leave is strictly prohibited.

Employees who need to be absent from work due to military service will be granted a leave of absence in accordance with federal and state laws governing such leaves. Employees are expected to notify their manager and HR of their military orders as soon as reasonably possible to allow appropriate arrangements to be made.

If you have worked for Aegis for at least 12 consecutive months, you are entitled to take up to two days of leave to be used on the days leading up to your immediate family member departing for or returning from active military duty outside the United States as a member of the armed forces. For purposes of this policy, immediate family members include the employee's spouse, parent, stepparent, child, stepchild, or sibling. Retaliation for requesting or taking military leave is strictly prohibited.

Full-time employees are eligible for up to five days of paid bereavement leave in a calendar year for the death of an immediate family member, miscarriage, or failed IVF. If an employee needs to take bereavement leave, they should notify their manager, submit an HR ticket as soon as possible, and code the time accordingly in their timesheet.

For purposes of this policy, immediate family members include an employee's spouse/domestic partner, parent, parent-in-law, stepparent, grandparent, step-grandparent, child, stepchild, child-in-law, sibling, stepsibling, sibling-in-law, or an adult who stood in loco parentis to the employee during their childhood.

Under no circumstances will bereavement leave carry over to the next calendar year, nor may it be cashed out if not taken or paid upon termination of employment.

Aegis provides paid leave for eligible employees to vote, in accordance with applicable law governing such leave. Employees must notify HR of the need for such leave. Retaliation for requesting or taking voting leave is strictly prohibited.

Aegis provides leave to employees in accordance with the Family and Medical Leave Act of 1993 (FMLA), which provides unpaid, protected leave to eligible employees in certain circumstances.

An employee is eligible for FMLA if they have worked at Aegis for at least 12 months, have worked at least 1,250 hours during the 12 months before the leave begins, and work at a location where the company employs 50 or more employees within 75 miles. If you have any questions about your eligibility for FMLA leave, please contact HR.

If eligible, you may take up to 12 workweeks of unpaid leave during a rolling 12-month period measured backward from the date you use any FMLA leave, for any combination of the following reasons:

• the birth of a son or daughter and to care for such son or daughter (leave to be completed within one year of the child's birth);
• the placement of a son or daughter with you for adoption or foster care and to care for the newly placed son or daughter (to be completed within one year of the child's placement);
• to care for a son, daughter, spouse, or parent with a serious health condition
• to care for your own serious health condition, which renders you unable to perform any of the essential functions of your position; or
• a qualifying exigency of a spouse, son, daughter, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).

You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, measured forward from the first day that you take FMLA leave for this purpose, to care for a spouse, son, daughter, parent, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service, as defined by the FMLA's regulations (known as military caregiver leave). During a single 12-month period, an eligible employee is entitled to a combined total of 26 workweeks of leave under this paragraph and the preceding paragraph.

Employees are required to provide at least 30 days' advance notice when the leave is foreseeable. Employees are to give notice and requests for leave to HR. If the leave is unforeseeable, the employee must notify HR as soon as possible. Any supervisor or manager who receives a notice or request for leave must immediately notify HR.

FMLA leave may be taken intermittently (in separate blocks of time) or on a reduced leave schedule when medically necessary due to an employee's own serious health condition, the serious health condition of a covered family member, to care for a covered military member, or for a qualifying exigency. Intermittent or reduced schedule leave will be tracked using the smallest increment of time used for other forms of leave, provided it is not greater than one hour. Leave taken for the birth, adoption, or placement of a child generally must be taken in a continuous block unless the Company agrees to permit intermittent or reduced schedule leave. When leave is foreseeable based on planned medical treatment, employees must make a reasonable effort to schedule the leave so as not to unduly disrupt the Company's operations. The Company may require medical certification supporting the need for intermittent or reduced schedule leave and may require recertification as permitted by law.

If leave is requested due to your own or a family member's serious health condition, you must provide medical certification from an appropriate health care provider. If the Company has reason to doubt the validity of the certification provided, the Company may require that you obtain, at the Company's expense, the opinion of a second health care provider approved by the Company, regarding any information required to be certified. If the second opinion differs from the original certification provided, you may obtain the opinion of a third health care provider mutually agreed upon by you and the Company, regarding any information required to be certified. The Company will pay the cost of the opinion of the third health care provider, whose opinion will be final and binding on you and the Company. Additionally, if military-related leave is requested, the Company may require a copy of certain certifications and/or other documentation.

While you are on FMLA leave, Aegis will maintain your group health insurance coverage at the same level and under the same circumstances as when you were actively working. Upon returning from approved FMLA leave, you have the right to be restored to the same job or an equivalent position, subject to the terms, limitations, and exceptions provided by law.

Consistent with Company policy for all types of leave, you will not accrue leave or other benefits while you are on unpaid FMLA leave, unless otherwise required by law. Additionally, you will not be paid for holidays that occur during the leave, unless otherwise required by law. However, the leave period will be treated as continuous service (i.e., no break in service) for purposes of eligibility to participate in the Company's retirement plan.

Employees who are eligible for both FMLA leave and leave under a state or local paid family and/or medical leave law should contact HR for more details. A copy of the FMLA poster is contained in Attachment 3 to this handbook. Retaliation against an employee for requesting or taking leave under this policy is strictly prohibited.

You must meet the following requirements to be eligible for this Aegis benefit and policy.

• A minimum of one year of tenure with Aegis, no exceptions.
• An active regular, full-time employee.
• This covers adding a dependent child to your family through birth, surrogacy, or adoption (a "Parental Leave Event").
• Notify HR at least three months before commencing parental leave.
• Notify HR at least two weeks before your return to work date.
• To the extent permitted by law, Parental Leave runs concurrently with all family and medical leave benefits established by state and federal laws, including short-term disability (STD) where applicable.

Federal, state, and local laws, and short-term disability.

• Where applicable, state-paid family leave laws that provide partial wage replacement for part or all of the leave period will be applied concurrently with Aegis' parental leave benefit. Employees who are eligible for short-term disability benefits and/or state-administered paid family and/or medical leave benefits must apply for and coordinate those benefits to receive any paid parental leave from the Company under this policy. Pay provided to eligible employees under this policy will be reduced by any amounts paid to the employee or that the employee was eligible for pursuant to short-term disability and/or state-administered paid family and/or medical leave, to the extent permitted by law. The intent of this policy is for employees to receive their full compensation during the parental leave, first from any available short-term disability and state-administered paid family and/or medical leave, and then from the Company supplementing the portion that is not covered by such programs. At no time will employees receive Company-paid parental leave that would result in the employee receiving more than their regular compensation during their parental leave
• For birthing parents, STD benefits may apply during the medically certified recovery period—typically six to eight weeks post-delivery—and will be applied concurrently with Aegis' parental leave benefit.
• Aegis will assist in coordinating benefits but is not responsible for the administration or approval of external benefit programs.
• To the extent permitted by law, leave under this policy will run concurrently with any other applicable leave for these circumstances, including but not limited to any available FMLA and/or other leave available under applicable federal, state, or local law. If an employee is eligible for leave under both this policy and a federal, state, or local law that requires additional paid or unpaid parental leave, the employee will receive such additional leave to the extent required by applicable law. If an employee is not eligible for leave under this policy but is eligible for leave under a federal, state, or local law, the employee will receive leave to the extent required by applicable law.

You may choose to take parental leave in separate blocks of time, provided that:

• Each period of leave is taken in increments of no less than two full work weeks unless otherwise required by applicable law, and
• The total amount of leave does not exceed the maximum allowable duration under this policy and applicable laws.

Employees requesting leave must provide their schedule to HR and coordinate it with their manager at least three months before their leave.

Employees should not expect to combine PTO and Personal Day(s) with parental leave to exceed 12 weeks.

Weeks 1-7 (period one) - Paid parental leave

You may take seven weeks of paid Parental Leave anytime within the 6-month period following the child's birth or placement.

• Seven weeks paid.
• If state or local law, or STD, provides compensation to the employee, Aegis expects employees to take leave paid by the state or local fund or STD first. Aegis will fill in the paid leave to ensure the employee receives the full Aegis benefit.
• Any week that includes a paid holiday will be counted as a full week of Parental Leave.

Weeks 8-12 (period two) - Unpaid parental leave

You may extend your Parental Leave for an additional four weeks with no compensation during this period.

• During this period, no compensation will be paid by Aegis.
• Accrued and approved PTO and Personal Day(s) may run concurrently with the unpaid portion of Parental Leave.
• All employee benefits will remain active. However, during the unpaid portion of Parental Leave, you will be responsible for your portion of benefit premiums.

All employees who are actively working or on paid leave—PTO, Personal, Bereavement, or Parental leave—will continue to accrue PTO and be paid for holidays.

Employees on unpaid leave, including the unpaid portion of Family and Medical or Parental leave, and employees receiving income replacement benefits such as long-term disability or workers' compensation, will not accrue PTO or receive holiday pay during such leave, unless otherwise required by law.

During an unpaid medical or family leave period, Aegis will maintain an employee's group health plan benefits on the same basis of coverage as if the employee were continuously employed. Therefore, any share of group health plan premiums previously paid by the employee must continue to be paid by the employee during the unpaid medical or family leave period. If the employee's payment of health insurance premiums is more than 30 days late, Aegis may discontinue health insurance coverage upon notice to the employee, to the extent permitted by law. If premiums are raised or lowered, the employee will be required to pay the new premium rates. To the extent that an employee's medical or family leave is paid, the employee's portion of health insurance premiums will continue to be deducted from the employee's compensation.

Aegis maintains a personnel file for each employee. Personnel files contain basic personal information (e.g., name, address, phone number) and information about your employment status, such as copies of your résumé, salary increase records, and performance review documentation. Your personnel file is the official record of your employment with Aegis.

Aegis will make every effort to restrict access to your personnel file to those who have a legitimate need for such access, such as managers in certain circumstances. However, we will cooperate with requests from authorized law enforcement agencies or local, state, or federal agencies conducting official investigations or audits. We will also respond to subpoenas as required, including providing copies of documents contained in your personnel file.

Keeping your personnel records up to date is essential for accurate pay deductions, benefits, and other matters. You should promptly update the HRIS if there are any changes to your personal information, including but not limited to changes to:

• legal name
• address
• home or emergency contact telephone numbers
• marital status
• number of dependents
• beneficiary information
• direct deposit details
• tax withholding elections

Changes must be made as soon as possible after they occur, as there are generally short periods—often no more than 30 days—to make applicable modifications to insurance coverage and/or other benefits. Appropriate documentation may be required regarding the change.

Any employee receiving a request for information of any nature about another employee, a former employee, or an applicant for employment must refer the request to HR.

Aegis encourages employees to speak with HR before deciding to leave Aegis. When an employee chooses to end their employment relationship with Aegis, we ask for written notice by submitting a ticket to HR at least two weeks in advance, unless your employment agreement specifies otherwise. Although advance notice is not required (unless otherwise specified in your employment agreement), such notice helps Aegis to properly plan for separation of employment, including, but not limited to, transfer of responsibilities and projects. After providing notice, the employee will not be permitted to use PTO or Personal Days for any purpose other than sick or safe leave. If an employee does not give such notice before leaving, this may affect Aegis’ decision to consider the employee for future employment.

Aegis reserves the right to impose any form of discipline it deems appropriate for unsatisfactory performance, violations of Aegis policies, inappropriate conduct, or other reasons deemed appropriate. Forms of discipline that may be imposed include, but are not limited to, the following, any of which may be imposed independent of any other form of discipline:

• Verbal warning
• Written warning
• Suspension with or without pay
• Termination of employment

Any specific references in this Employee Handbook to disciplinary action should not be construed as the only instances for which disciplinary action may be imposed.

Improper conduct includes but is not limited to:

• Policy and rule violations - Violating any policy outlined in this Employee Handbook, The Aegis Way, or elsewhere, including, without limitation, Aegis nondiscrimination and harassment, technology, drug and alcohol, and safety policies; violation of any Aegis rule.
  
• Unsatisfactory performance – Not meeting the goals and objectives of your position.
• Unauthorized absence - Leaving work before the end of a workday or not being ready to work at the start of a workday without your manager’s approval; stopping work before the specified time; failure to properly communicate with your manager regarding absences or late arrivals.
• Safety violations - Violation of security or safety rules or failure to observe safety rules or Company safety practices.
• Possession of weapons - Possession of firearms, weapons, or explosives on Company property or while on duty, consistent with applicable law.
• Criminal or unethical activities - Engaging in criminal or unethical conduct.
• Insubordination - Refusing to obey management instructions.
• Theft - Theft or unauthorized possession of Company property or the property of fellow employees; unauthorized possession or removal of any Company property; unauthorized use of Company equipment or property for personal reasons; using Company equipment for personal profit.
• Dishonesty - Falsification or misrepresentation of work records; falsifying data requested by the Company; alteration of Company records or other Company documents.
• Bulletin boards - Unauthorized posting, removing, or altering of information on Company bulletin boards.
• Inappropriate language - Using abusive, vulgar, or obscene language toward any employee, visitor, client, or other person with whom the Company does business.
• Threatening persons - Threatening, intimidating, or harassing fellow employees, visitors, clients, or other people with whom the Company does business.
• Workplace violence - Acts or threats of violence, including fighting or provoking a fight, on Company property or while on Company business; hitting or shoving an individual; intentional destruction or threatening to destroy Company property; making harassing or threatening phone calls; horseplay.

Every Aegis employee shares responsibility for conducting our business with integrity and honesty, and maintaining the confidence placed in us by our clients and business partners. This is a serious obligation, and we expect all employees throughout the organization to uphold the highest standards in safeguarding our clients', business partners', and Aegis' information.

Employees routinely handle confidential and proprietary information about Aegis, our clients, and our business partners. Such information includes, but is not limited to, Aegis' specialized business methods, processes, sales and marketing techniques, financial information, business plans, trade secrets, intellectual property, and related information, as well as confidential and proprietary information relating to or received from clients or business partners that is not publicly available. Each employee must maintain the confidentiality of this information and should disclose it only to those people within Aegis with a legitimate business need to know in carrying out their work for Aegis. Disclosure of information to outside parties is only allowable with proper authorization, which may include approval from our clients and business partners, and must never be used for personal benefit or any purpose unrelated to Aegis business. Unauthorized disclosures or misuse of confidential information may result in disciplinary action, up to and including termination, and may also result in legal consequences.

Nothing in this Employee Handbook prohibits employees from reporting possible violations of law or regulation to any governmental agency or entity or from making other disclosures that are protected under applicable laws or regulations. Employees will not be held criminally or civilly liable under federal or state trade secret law for the disclosure of a trade secret that is made in confidence to a government official, or to an attorney, provided that disclosure is solely for the purpose of reporting or investigating a suspected violation of law, or is made in a sealed court filing. An employee bringing suit against Aegis for retaliation claims relating to the report of a suspected violation of law may disclose a trade secret to their attorney and in the court proceedings, provided the trade secret is filed under seal and is not otherwise disclosed except pursuant to court order.

Aegis provides computers, systems, networks, software, phones, email, internet access, and other information and communications-related devices and resources (collectively, "Communication/Information Systems") to aid its employees in the performance of their duties.

All Aegis communications/information systems:

• Is the property of Aegis or is used pursuant to a license granted to Aegis.
• Is to be used only in connection with an employee's duties as an employee of Aegis and in accordance with this and all other IT policies, which may be found on The Hub.
• Belongs solely to Aegis, including emails in your corporate email account, all Aegis documents, software, presentations, brochures, rate cards, and any other item produced or provided by Aegis; and
• Is expressly forbidden from being copied to a non-corporate device.

Communication/information systems are to be used for Aegis business purposes during working time and not for other purposes, including, but not limited to:

• for any illegal, fraudulent, or unauthorized purpose;
• to solicit or to address employees regarding commercial, religious, or political causes;
• Using company systems, networks, devices, or resources for personal purposes;
• to send, receive, file, or post any messages, files, or other materials that are defamatory, discriminatory, obscene, pornographic, or otherwise inappropriate and/or which are intended to harass, threaten, or intimidate another person; and
• violating any other Aegis policy, such as disclosure of confidential information.

Aegis has the right to restrict and/or terminate an employee's access to Communication/ Information Systems, including network privileges and/or access to the internet at any time and at its sole discretion.

Aegis provides internet access in our offices to employees exclusively for Company business use and purposes. Employees are not to use Aegis-provided internet access for non-work-related reasons. You should have no expectation of privacy from your use of Aegis' internet connection. Aegis may, without notice:

• Monitor any individual's usage of Aegis’ internet connection;
• Keep logs of the internet sites visited by any individual;
• Identify the individual sites that have been visited;
• Monitor the number of times a site may be visited;
• Identify the pages within a site that have been visited;
• Determine the duration of any visit to any site and to each page of a site;
• Monitor any other information or statistics that may be available.

You should assume Aegis knows what internet sites you visit. You are expected to act professionally and appropriately because, among other things:

• Communications with some non-business sites, particularly of the pornographic or inappropriate type, significantly increase the risk of Aegis' computer systems being “spammed," resulting in system-wide slowdown or stoppage, inconvenience for everyone, and substantial extra work for our systems personnel.
• Non-business usage of Aegis' internet connection may be perceived by others as offensive or creating a hostile work environment (particularly if the websites that are being visited include pornographic or other inappropriate materials). Aegis’ employment policies prohibit any activity that might be defamatory, discriminatory, offensive, in violation of any state or federal laws, or that creates a hostile work environment.

• All information and other materials contained in Aegis Communication/Information Systems are considered Aegis property. Employees shall not be entitled to any right, title, or interest (including any copyrights, trademarks, trade secrets, patents, moral rights, and similar rights) in and to any files, messages, and other material authored, created, developed, or otherwise placed in or on Aegis Communication/Information Systems.
• Aegis Communication/Information Systems are not private even if passwords or other security measures are used. There is no assurance of privacy or confidentiality, and you should have no expectation of privacy in your use of Aegis' Communication/Information Systems. Aegis has and will have access to, and reserves the right to access and monitor, any and all Aegis Communication/Information Systems.
• Any data, information, or materials that an employee does not want to have accessed, monitored, read, or listened to should not be conveyed by, processed on, disseminated by, or stored in Aegis Communication/Information Systems.
• Unauthorized access, copying, and/or removal of data, information, or materials from Aegis Communication/Information Systems is prohibited.

Refer to the AI policy located on The Hub.

All IT hardware and software purchases will be routed through Aegis IT by submitting a request via the IT ticketing system. For exceptional circumstances, such as an immediate need for a keyboard or mouse, purchasing and reimbursement will only be approved after notifying Aegis by submitting an IT ticket.

Taking hardware to a third party or store for repairs or service is permitted only with prior approval from IT.

It is the policy of Aegis that there is no illegal copying, distribution, reverse assembly, reverse compiling, translation, or alterations to computer software used at Aegis, whether on Aegis’ computers or Aegis' network. It is also against Aegis policy for any employee to load unauthorized software onto Aegis’ computers or Aegis' network. In addition, software may not be given to any third party (including family and friends transferred, or made available electronically through a timesharing service, network, or other system that provides access to multiple users unless a proper license (such as a network license) has been obtained.

No software shall be installed on any Aegis Communication/Information Systems without prior approval from IT and installation by authorized IT personnel. Any unapproved software that is installed can be removed by Aegis without notice or warning.

No non-work-related files or other information from the internet or other sources outside Aegis’ private network, including but not limited to information on portable media devices, are to be downloaded directly to Aegis' network or the hard drive of any Aegis computer used by you.

Viruses can seriously damage Aegis’ Communication/Information Systems. To prevent viruses from infecting Communication/Information Systems, the Company requires that all computers or other portable removable media devices brought to the Company’s premises be scanned for viruses before working with the devices or copying the contents of the device to the hard drive, network, or other Communication/Information System. If you plan to use a computer or media device received from an outside source or that was used outside the Company's premises, please contact IT to have the item checked for viruses. In addition, no information is to be downloaded directly from the internet into Aegis’ network or hard drives. Any data downloaded from the internet must be scanned for viruses as set forth above.

Users must never download, click on links, or open attachments from e-mails without being 100% certain of the sender's identity. Users must immediately contact IT whenever they believe that a system has been infected with a virus. This will allow steps to be promptly taken to ensure that no further infection occurs, and, if necessary, that expertise needed to eradicate the virus is engaged.

Portable laptops, notebooks, and other transportable computers, as well as other communication or information processing devices containing information relating to Aegis or its business must not be left unsecured when not in use. Loss or theft of any such computers or devices must be reported immediately to IT via a ticket. In addition to notifying IT, do not take any other action, such as attempting to fix a broken device or purchasing a new phone yourself.

Passwords associated with Aegis accounts must comply with the password policy and, when available, use two-factor authentication. Sharing and reusing passwords is prohibited. The specific Password Policy requirements can be found on The Hub.

All Aegis property provided to you or otherwise in your possession or control, including but not limited to technological equipment, keys, access cards, documents, and all copies thereof, must be returned to Aegis upon termination of employment and/or upon request.

Aegis recognizes social media as a powerful tool for communication, collaboration, and professional development. While these platforms offer opportunities to engage with communities and share ideas, they also risk exposing the company's confidential information, damaging its reputation, and undermining compliance with legal and ethical standards. This policy is intended to guide employees in using social media responsibly, both in their personal and professional capacities, while upholding Aegis’ values and protecting its interests.

All employees are expected to comply with Aegis' existing policies when using social media, including but not limited to:

• The Equal Employment Opportunity and Anti-Harassment Policy
• The Technology Policy
• The Confidential Information Policy
• The Code of Ethics and Conduct

Any behavior that would violate these policies in a traditional setting also constitutes a violation when it occurs online.

Employees may use social media for personal purposes during non-working time and designated breaks, provided such use does not interfere with job performance or involve excessive use of company resources. Personal use of social media is not permitted during working time when using Aegis’ IT systems, unless authorized in writing. Employees must never disclose confidential or proprietary information about Aegis, its clients, or its partners on any social media platform, regardless of whether the account is personal or professional.

When engaging in personal social media activity, employees are expected to use their personal email addresses. If an employee chooses to disclose their affiliation with Aegis, they must include a disclaimer stating that their views are their own and do not represent those of the company.

For example, an appropriate disclaimer might read, "The views expressed here are my own and do not reflect the views of my employer.”

Employees should exercise good judgment in all online communications, recognizing that their statements may be publicly accessible and could reflect on Aegis, even if a disclaimer is included. Posts should be respectful, accurate, and free from discriminatory, harassing, or defamatory content. Employees are also expected to respect copyright laws and avoid sharing content that infringes on others' intellectual property rights.

Aegis reserves the right to monitor publicly available social media content that may impact the company's operations, reputation, or legal standing. Violations of this policy may result in disciplinary action, up to and including termination of employment. Employees are encouraged to seek guidance from HR.

All media inquiries must be directed to the Director of Marketing and Communications. Employees are not authorized to speak to the media on behalf of Aegis without written approval. If an employee chooses to talk to the media in a personal capacity, they must clearly state that they do not represent Aegis and must do so only outside of working time.

Aegis is committed to complying with all applicable U.S. export controls laws and regulations. These regulations, including the International Traffic in Arms Regulations (ITAR) (administered by the Department of State), the Export Administration Regulations (EAR) (administered by the Bureau of Industry and Security (BIS)), and certain other export control laws and regulations, limit the transmission of certain technologies, information, and services to non-U.S. Citizens and to certain foreign countries for reasons of foreign policy and national security. These export control rules are complex and may target or restrict activities within certain countries or with designated institutions, entities, and individuals, even if no controlled items are involved. Through your work at Aegis, you may interact with material subject to these regulations. To help you identify the material, it will generally have certain markings or labeling informing you of the restrictions, or have specific defense applications, or be "dual use” for civilian and defense purposes. You should not make decisions concerning transmission of this information on your own. If any material is marked as export controlled, you shall not, and shall not permit any third parties to, directly or indirectly, export, re-export or release any regulated materials to any jurisdiction or country to which, or any party to whom, the export, re-export or release of any regulated material is prohibited by applicable law, regulation or rule. Failure to comply with export control regulations can result in severe legal and financial penalties.

If you have any questions about applying these export control rules, please contact HR.

Aegis is committed to conducting its business with honesty and integrity, upholding the highest ethical standards. The Aegis Way is not a comprehensive roadmap for every business, legal, and ethical situation we encounter, nor is it possible to create one. While this Employee Handbook contains policies and procedures relevant to our day-to-day operations, the Aegis Way represents the broad framework for how we address ethical issues as we make decisions individually and collectively.

All employees, officers, contractors, agents, and directors are required to comply with both the letter and spirit of the Aegis Way. We are all responsible for our own actions. We are expected to work with our colleagues to create a collaborative work environment where people are comfortable and proud to be part of.

Aegis employees, officers, contractors, agents, or directors who fail to adhere to the letter or spirit of the Aegis Way may be subject to disciplinary action, up to and including additional training, reassignment to lower-risk functions, or termination of employment. Failure to report violations of the Aegis Way is also grounds for disciplinary action up to and including termination.

Although personal time is your own, employees are expected to consistently demonstrate conduct that reflects Aegis' values and maintains its reputation, including outside the workplace. Behavior or actions occurring beyond work that may adversely affect the company’s image, foster a hostile environment, or breach legal and ethical standards may be subject to review and disciplinary measures, to the extent permitted by applicable law.

No employees, officers, contractors, agents, or directors of Aegis shall knowingly destroy a document or record with the intent to obstruct or influence the investigation or proper administration of any matter within the jurisdiction of any government department or agency or in relation to or contemplation of any such matter or case.

At Aegis, we strive to be and remain a trusted advisor and service provider to our clients. Our clients' trust in us is our lifeblood. As such, a foundational question we must all ask ourselves when faced with an ethically challenging decision is the following: "If the details are known, will trust in Aegis be increased? or diminished?"

If any employee is or becomes aware that any individual at any level within Aegis is acting in a way that, in the employee's judgment, violates our Code of Ethics, our policies, or could otherwise be considered business misconduct, you are required to report such conduct. Misconduct reports should be directed to a manager or HR. Reports can be made anonymously, although providing a name facilitates investigation and follow-up.

At Aegis, we maintain an environment where important issues can be freely discussed without fear of retaliation. We will not tolerate retaliation against anyone who makes a report in good faith. Any suspected retaliation should be reported in the same manner as a violation.

We value our relationships with our government and private customers. In upholding our obligations to these customers, Aegis will respond promptly to questions, concerns, and reports of wrongdoing. Investigations will be as confidential as possible given their circumstances. All Aegis employees, officers, and directors will cooperate fully with Aegis' investigations, as well as those of the government, private investigators, or regulators. If you receive a request for information by or on behalf of any government entity, you must contact the President and Chief Operating Officer immediately so Aegis may respond professionally, courteously, and accurately.

Aegis values the trust of our customers and respects the privacy of their information. Any Aegis employee, officer, or director who handles government-proprietary or source-selection information plays an essential role in protecting it from inappropriate or unauthorized use or disclosure. Government proprietary or source selection information must be shared only with individuals who have a "need to know" and, in some cases, with specific permission from the customer. Additionally, the information must not be disclosed outside of Aegis and must be used only for legitimate Aegis business purposes. Seek clarification from HR whenever government proprietary and source selection information is received and as questions arise.

Hiring or discussing possible employment with former and current government employees could create the perception—even if it is not accurate—that Aegis is attempting to influence or reward the government employee's decision to purchase our services or influence how laws and regulations affecting Aegis are enforced. To avoid the appearance of improper influence, Aegis employees, officers, and directors must obtain prior HR clearance before having employment-related discussions with government employees, elected officials, or members of their immediate families.

Employees must not engage in any form of bribery, either directly or through any third party (such as an agent or distributor). Specifically, employees must not bribe a foreign official anywhere in the world.

Aegis must only offer or accept business courtesies that are for business purposes, modest, infrequent, and are not prohibited by law or company policies or regulations.
that apply to all parties involved, including those of the recipient. Exchanging gifts and sharing entertainment for a legitimate business purpose can foster constructive relationships with third parties. However, gifts and entertainment should never affect, or appear to influence, impartial business decision-making by Aegis employees or anyone else.

Gifts and entertainment should never be offered or received in exchange for preferential treatment. Employees may not receive gifts from our clients or business partners if the gift exceeds $100 in value for each individual gift or $500 in value for each event, unless approved in writing by the employee’s manager, with such written approval recorded in a log. Where written approval is needed, the approving manager shall be, at a minimum, a regional vice president or equivalent. Gifts of cash are never appropriate to accept. You must never provide gifts, entertainment, or transportation to U.S. government officials or customers.

Where gifts are made, all associated receipts and documentation associated with the gift, including any written authorizations and business reason, shall be submitted consistently with existing expense recognition policies, and shall be subject to managerial review. Expenses borne by Aegis related to such gifts not properly authorized shall be subject to reimbursement from the employee to the extent permitted by law.

Aegis does not make donations, whether in cash or kind, to any political party or candidate, as this may be perceived as an attempt to gain an improper business advantage. Where employees choose to make contributions in cash or in kind, there should be no perception that such contributions are made by or related to Aegis in any way.

The Executive Team is responsible for the Code of Ethics. These responsible officials will ensure ethics training occurs as required and that periodic reviews occur to assess whether the Company’s practices, procedures, policies, and internal controls remain adequate to (1) monitor for potential misconduct, (2) report/disclose misconduct when appropriate, and (3) uphold the values of Aegis. The responsible officials also periodically track incidents of misconduct to ensure they are met with appropriate and proportional discipline. If you have any questions concerning Aegis’ Code of Ethics, please contact HR.

Aegis strives to encourage and promote objectivity in business decision-making. Avoiding conflicts of interest is critical to maintaining integrity and honesty in the way Aegis conducts its business.

Any conflict that would cause or be perceived as a conflict with the interests and well-being of Aegis, as determined by Aegis, or that would impair or appear to impair an employee's integrity or objectivity must be avoided. If unavoidable, it must be disclosed to your manager and HR.

Aegis employees have a duty of loyalty to the Company. Employees are expected to make business decisions with Aegis’ best interests in mind, and to exercise business judgment independent of external influences, including personal financial interests, external business relationships, outside employment, and familial relationships. Employees should not have any business or personal financial interest in any organization that competes with Aegis' services, or that provides credit or insurance to Aegis, except where the interest has been disclosed and approved by HR in advance, unless otherwise allowed by applicable law. Potential conflicts of interest can arise in any of the following circumstances when an Aegis employee:

• Accepts additional employment by another company, unless otherwise allowed by applicable law.
• Accepts gifts from a potential business partner.
• Works for another company in either a full-time, part-time, advisory, or any other role, unless otherwise allowed by applicable law.
• Has a financial interest in a business partner or competitor.
• Inappropriately communicates with a competitor.
• Conducts business with any firm in which the employee or an immediate family member has a financial interest.

These potential conflicts are discussed further below.

• Outside employment – Employees must disclose any existing full- or part-time employment, including self-employment, before being hired by Aegis. Employees must also provide advance notice to HR if they seek, obtain, or continue any full- or part-time employment opportunities outside of Aegis, including any self-employment opportunities. Employees must obtain written approval from Aegis, to the extent permitted by law, if the outside employment involves any Aegis competitor, is deemed to interfere (in the manager's judgment) with the employee's position at Aegis or otherwise creates a potential organizational conflict of interest. If any outside employment is approved, the employee must keep HR informed on an ongoing basis of the amount of time required and the nature of the work to ensure that no conflict of interest or interference with the employee's responsibilities to Aegis arises.
• Outside business – Employees are prohibited from conducting the business of any outside employment during their working time at Aegis.
• Outside directorships – Employees who wish to serve or continue to serve on the board of directors of any organization, for-profit or not-for-profit, must disclose their plans to HR so a determination can be made by the Aegis Board of Directors as to whether such a position conflicts with employment at Aegis.
• Financial interest in Aegis' competitors, customers or clients – Employees must disclose to HR any direct or indirect (via family members) financial interest in Aegis' competitors, customers or clients. For purposes of this paragraph, "financial interest" is an ownership interest of greater than 5% in the entity concerned.
• Financial interest in other organizations – In supporting our clients, the objectivity of Aegis and its employees is paramount. For this and other reasons, Aegis endeavors to avoid any organizational or personal conflicts of interest. Aegis also endeavors to prevent situations where an employee's objectivity may be questioned. Employees must self-report to Aegis any direct or indirect interest in any other organization where such interest might create a conflict either for Aegis or for the employees.
• Corporate opportunities – Aegis prohibits employees from using Aegis' property, information, resources, or position for personal gain or to compete with Aegis in any way. Aegis also prohibits employees from taking or diverting to any third party any business opportunity discovered through the use of any of Aegis' property, information, or resources. This prohibition is taken seriously, and employees found to violate these prohibitions are subject to disciplinary action, up to and including termination of employment.