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Table of Contents Contents Welcome to TEC Equipment. 1 Foreword . 2 TEC’s Values – The TEC Way. 3 TEC’s Culture . 5 TEC’s Customer Commitment . 6 Workplace Commitments. 7 At-Will Employment . 7 Equal Opportunity Employer. 7 Americans with Disabilities Act (ADA)/ Americans with Disabilities Act Amendments Act (ADAAA)..Error! Bookmark not defined. Lactation Accommodation Policy. Error! Bookmark not defined. No Harassment Policy . 9 Drug & Alcohol Free Workplace . 10 Open Door Policy. 10 Affirmative Action . 10 I-9 Immigration Reform. 10 Employment . 12 Employee Classifications . 12 Code of Professional Conduct . 13 Professional Expectations. 13 Professional Use of Electronic Media. 14 Gift and Entertainment Policy . 14 Dress Code. 16 Attendance . 16 Absences . . . . . 16 Sufficient Notice . 17 Tardiness. 17 Job Abandonment . 17 Pre-Employment Screening. 17 Job Performance . 18

Performance Management . 18 Salary Review . 18 Employee Personnel Files. 18 Professional Development . 18 Disciplinary Action Policy . 19 Transfers. 19 Rehire . 20 Verification of Employment Requests. 20 Employment Termination . 20 Employment of Relatives and Cohabitants . 21 Company Property and Tool Maintenance . 21 Workspace and Office Equipment. 21 Solicitation and Distribution. 21 Bulletin Boards . 22 Employee Pay . 22 Travel . 25 Expense Reimbursement. 26 Workplace Health and Safety . 26 Overview . 26 Accident and Injury Reporting. 28 Reasonable Grounds for Drug & Alcohol Testing. 28 Random Drug & Alcohol Testing . 28 Smoke Free and Tobacco Free Policy . 29 Prevention of Workplace Violence. 29 Weapons Policy . 30 Vehicle Usage . 30 Inclement Weather . 32 Time Off and Leaves of Absence . 32 Paid Holidays . 32 Vacation. 33 Paid Sick Leave. 35 Leaves of Absence . 35

Family and Medical Leave Act . 35 State and Local Leaves . 37 Paid Bereavement Leave. 37 Jury Duty and Witness Leave . 38 Voting Leave (Arizona employees only) . 38 Military Leave . 38 Volunteer Firefighters/Peace Officers Leave . 38 School Activity Leave (California employees only). 39 Job-Related Illness or Injury: Workers’ Compensation . 39 Personal Leave of Absence. 40 Information Technology. 40 Proprietary Information . 40 Hardware Usage . 41 Software Usage . 41 Internet Based Software Usage. 42 Mobile Device Usage. 42 Access Control and Password Confidentiality . 43 Technology Privacy. 44 Resource Utilization . 44 Equipment Return Policy. 45 Risks, liabilities and disclaimers . 45 Benefits. 45 Overview . 45 Healthcare & Insurance. 45 401(k) . 46 HIPAA. 46 Employee Referral Program . 46 Educational Assistance . 47

Welcome to TEC Equipment I’m pleased you’ve joined us and wish you well on this new journey! I want you to have a great experience with us. At TEC we all share the values of Teamwork, Entrepreneurship and a strong Customer-Focus. With a strong commitment to these values, we have grown to become the west’s leading full- service heavy-duty truck dealership. We’ve come a long way since I founded TEC in 1976, selling used trucks and trailers in Portland, Oregon! Our footprint now covers Washington, Oregon, Nevada, Arizona and California, from Seattle to LA to Phoenix, providing our customers convenient access to a host of valued premium products and services. Over time, we’ve created a pretty successful recipe to grow and prosper. And, I absolutely believe that our employees are the “secret sauce” to our success. Our employees have helped create and define our culture of helping people and solving problems. This drives our commitment to serve every customer with care and respect in delivering the best products and service we can. Thanks for choosing TEC. I look forward to meeting you and celebrating your contributions. David A. Thompson President TEC Equipment Handbook – 04/01/2020 Company Confidential 1

Foreword Whether you have just joined TEC or have been at TEC for a while, we are confident that you will find our Company a dynamic and rewarding place in which to work, and we look forward to a productive and successful time while you are with TEC. We consider the employees of TEC to be one of our most valuable resources. This handbook has been written to serve as the guide for the employer/employee relationship. There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to your manager or Human Resources. Neither this handbook nor any other TEC document confers any contractual right, either express or implied, to remain in TEC's employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will with or without cause and without prior notice by the Company, or you may resign for any reason at any time. No supervisor or other representative of TEC except its President has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the above. This handbook and the information in it should be treated as confidential and supersedes all previous TEC employee handbooks. TEC may modify the provisions of this handbook at any time. No portion of this handbook should be disclosed to others, except TEC employees and others affiliated with TEC whose knowledge of the information is required in the normal course of business. (“TEC” includes all affiliates and subsidiaries of TEC Equipment, Inc.) TEC Equipment Handbook – 04/01/2020 Company Confidential 2

Workplace Commitments At-Will Employment Employment at TEC is at-will, which means that employment may be terminated at any time, for any reason, or for no reason, and with or without notice, by either the employee or TEC in accordance with applicable law. Although TEC may choose to provide an employee with information regarding the cause or reason for a termination, cause is not required. Nothing in this handbook or in any document or statement will limit the right to terminate employment at-will. No officer or employee of TEC, other than the President, has any authority to enter into any agreement for employment for any specified period of time or to make any agreement for employment other than at-will, in which case such agreement must be in writing and signed by TEC’s President. No TEC employee is authorized to enter into any express or implied agreements contrary to the foregoing. This Employee Handbook does not constitute an employment contract of any kind or alter any employee’s at-will employment status. Equal Opportunity Employer It is the policy of TEC to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information, or any other protected characteristic under applicable law. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce, and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all Company- sponsored employee activities. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity, or age limitations will be adhered to by the Company where appropriate. Employees and applicants will not be subjected to harassment, intimidation, threats, retaliation, coercion, or discrimination because they have exercised any right protected by law. We believe in and practice equal opportunity. All employees are responsible for supporting the concept of equal opportunity and diversity and assisting our Company in meeting its objectives. Americans with Disabilities Act (ADA)/ Americans with Disabilities Act Amendments Act (ADAAA) In accordance with the Americans with Disabilities Act (ADA)/Americans with Disabilities Act Amendments Act (ADAAA) and all applicable federal and state laws, TEC Equipment will not discriminate against qualified individuals with disabilities in regard to job application procedures, hiring, and other terms and conditions of employment. It is further the policy of TEC to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process unless such accommodation would cause an undue hardship or direct threat to workplace safety. To provide further clarity, a few terms are defined here. Any questions should be directed to Human Resources: TEC Equipment Handbook – 04/01/2020 Company Confidential 7

 A disability is defined as a physical or mental impairment that substantially limits one or more major life activities of the individual, a record of such an impairment, or being regarded as having such an impairment.  Undue hardship is an action requiring significant difficulty or expense by the Company.  A direct threat is a significant risk to the health, safety, or well-being of individuals with disabilities or others when this risk cannot be eliminated by reasonable accommodation. When an individual with a disability requests accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, he or she will be given the same consideration for employment as any other applicant. Applicants who pose a direct threat to the health, safety, and well-being of themselves or others in the workplace when the risk cannot be eliminated by reasonable accommodation will not be hired. TEC will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a safety risk to these individuals or others in the workplace and the risk cannot be eliminated by reasonable accommodation or if the accommodation creates an undue hardship to the Company. All employees are required to comply with the Company’s safety standards. Current employees who pose a safety risk to the health or safety of themselves or other individuals in the workplace will be removed from the workplace/placed on leave until an organizational decision has been made concerning the employee’s immediate employment situation. To request a reasonable accommodation, employees must notify their manager or Human Resources of the need for and nature of the requested accommodation. If a manager receives a reasonable accommodation request, he/she must immediately notify Human Resources. Each employee’s case will be reviewed on an individualized basis via an interactive process. If the need for a reasonable accommodation due to a disability is not obvious, Human Resources may request medical documents related to the request for accommodation. The interactive process is a collaborative process that takes into consideration the individual’s preferences, however, TEC may select and implement an alternative accommodation that is most appropriate for both the individual and the employer. Lactation Accommodation Policy TEC will provide a reasonable amount of break time to accommodate an employee’s need to express milk for the employee’s infant child. The company will make a reasonable effort to provide the employee with the use of a room (other than a bathroom) or other location that is private and is in close proximity to the employee’s work area. The space provided to the employee to express milk will comply with all applicable federal and state requirements. Employees must notify their manager or the Human Resources department of their need to express milk. Once a manager/supervisor is made aware of a request from an employee needing to express milk they will make Human Resources aware immediately. Once notified, the manager and/or Human Resources will respond directly to the employee regarding their request. The requested break time should, if possible, be taken concurrently with other scheduled break periods. Nonexempt employees must clock out for any lactation breaks that do not run concurrently with normally scheduled rest periods. The Company reserves the right to deny a request. If the request is denied the affected employee will be TEC Equipment Handbook – 04/01/2020 Company Confidential 8

provided the reason for denial in writing. No Harassment Policy TEC is committed to providing a non-discriminatory and harassment-free work environment. TEC’s policy prohibits sexual harassment, and harassment based on pregnancy, childbirth related medical conditions, race, religion, creed, color, national origin, ancestry, physical or mental ability, medical condition, marital status, age, gender, sexual orientation, or any other basis protected by applicable law. This also includes conduct based on the perception that anyone has any of those characteristics, or is associated with a person who has, or is perceived as having, any of those characteristics. TEC’s anti-harassment policy applies to all persons involved in the operation of TEC, including, but not limited to, co-workers, managers, directors, independent contractors, temporary staff, clients, customers, vendors, visitors, and non-employees. Prohibited harassment may take many forms, including, but not limited to, the following behavior:  Hostile environment sexual harassment, including, but not limited to, unwelcome conduct of a sexual nature, including jokes or other communication, touching, comments and the like, which unreasonably interfere with a co-worker’s (or other person’s) ability to perform their job because of the hostile environment which is created.  Physical harassment such as physical interference with normal work, impeding or blocking movement, assault, unwelcome physical contact, staring at a person’s body, and threatening, intimidating, or hostile acts that relate to a protected characteristic.  Visual harassment, such as a communication, distribution, or display of offensive or obscene photographs, calendars, posters, cards, cartoons, drawings, and gestures, display of sexually suggestive or lewd objects, unwelcome notes or letters, and any other written or graphic material that denigrates or shows hostility or aversion toward an individual based on or related to a protected characteristic, that is placed on walls, bulletin boards, desks, or elsewhere on the employer’s premises or distributed or circulated in or from the workplace.  Quid pro quo sexual harassment including, but not limited to, the making of unwanted sexual advances and/or requests for sexual favors where either submission to such conduct is made an explicit or implicit term or condition of employment; or when an individual’s submission to or rejection of such conduct is used as the basis for employment decisions affecting that individual. Harassment can be a single act or continuous, and does not have to cause a decline in productivity of the employee to be considered harassment. If comments, gestures, or conduct of any co-worker, manager, client, customer, or other person doing business with TEC is offensive, employees should immediately report the facts of the incident to their manager, any member of management, or to Human Resources. Managers are required to refer all harassment complaints to Human Resources. Human Resources can be contacted by calling 503-247-4065 or emailing [email protected]. Complaints and any necessary action taken to resolve complaints will be handled as confidentially as possible, given TEC’s obligation to investigate and act upon reports of such harassment. TEC will not take any adverse action against any employee who, in good faith, reports an incident of harassment or perceived harassment or participates in any investigation relating to alleged harassment. If an employee believes that they have been retaliated against for any of the above, the employee must immediately report findings to Human Resources. An employee who violates this policy and/or retaliates against an employee in any way will be subject to disciplinary action up to and including termination. TEC Equipment Handbook – 04/01/2020 Company Confidential 9

Drug & Alcohol Free Workplace The health, safety, and wellbeing of our employees are our top priority at TEC. We recognize alcohol and drug abuse as potential health, safety, and security problems. It is expected that employees will assist in maintaining a work environment free from the effects of alcohol, drugs, or other intoxicating substances (including marijuana). Compliance with this substance abuse policy is made a condition of employment. Employees are prohibited from the following when reporting to work, while on the job, on Company or customer premises or surrounding areas, in any Company vehicle or vehicle for Company business:  The unlawful use, possession, transportation, manufacture, sale, dispensation, or other distribution of an illegal or controlled substance or drug paraphernalia;  The unauthorized use, possession, transportation, manufacture, sale, dispensation, or other distribution of alcohol; and  Being under the influence of alcohol or having a detectable amount of an illegal or controlled substance in the blood or urine (“controlled substance” means a drug or other substance as defined in applicable federal laws on drug abuse prevention). Any employee violating these prohibitions will be subject to disciplinary action up to and including termination. TEC may also bring this matter to the attention of the appropriate law enforcement officials. In order to enforce this policy, pursuant to applicable law, TEC reserves the right to conduct searches of TEC property, employees or employee personal property, and to implement other measures when appropriate to detect and deter any violation of this policy. Any employee convicted under any criminal drug statue for a violation occurring while on the job, on Company or customer premises, or in any vehicle used for Company business, must notify the Company no later than 5 days after such a conviction. A conviction includes any finding of guilt, plea of no contest, deferred prosecution agreement, and/or imposition of a fine, jail sentence, or other penalty. This Policy will be applied in a way that is compliant with applicable law. Open Door Policy TEC has an open door policy and takes employee concerns and problems seriously. The Company values each employee and strives to provide a positive experience. Employees are encouraged to bring any workplace concerns or problems they might have or know about directly to their manager or a member of senior management. Human Resources can also be contacted directly for concerns regarding the workplace. Affirmative Action As part of the Company’s status as a federal contractor, TEC will also take affirmative action as called for by applicable laws and Executive Orders to ensure that covered demographics are introduced into our workforce and considered for promotional opportunities. I-9 Immigration Reform TEC complies with the Immigration Reform and Control Act of 1986 by employing only United States citizens and non-citizens who are authorized to work in the United States. All employees are required on their first day of employment to sign a verification form required by federal law (USCIS Form I-9) and to provide original documents verifying their right to work in the United States by the third day of employment. Human Resources uses the government website E-Verify to verify employee Form I-9 information. TEC follows mandatory E-Verify processes should there be issues with confirming an TEC Equipment Handbook – 04/01/2020 Company Confidential 10

individual’s employment eligibility. If an individual cannot verify their right to work within required timeframes, TEC must terminate their employment. TEC Equipment Handbook – 04/01/2020 Company Confidential 11

Employment Employee Classifications Proper classification of employees is important to administering wages, determining eligibility under TEC’s employee benefit plans, and complying with applicable employment and tax laws. All employees, whether full-time, part-time, or temporary, are classified as exempt or non-exempt for overtime and minimum wage requirements as determined by the federal Fair Labor Standards Act (FLSA). The definitions of the employee classification categories are as follows: Exempt: Management, supervisory, professional, sales, or administrative employees, whose positions meet FLSA standards, and are exempt from overtime pay requirements. Non-exempt (hourly): Employees whose positions do not meet the FLSA exemption standards and are paid overtime. Employees classified as non-exempt generally work in non-supervisory, non- professional or non-administrative capacities. Overtime work, however, is prohibited without specific manager authorization. Employment status is one of the following: Non-Temporary Full-Time: Employees regularly scheduled to work 30 hours or more per week, eligible for any and all employer sponsored benefits. *Truck, Trailer, & Auto Transport Sales Associates and Insurance Sales Producers are not eligible for paid Vacation time. Non-Temporary Part-Time: Employees regularly scheduled to work less than 30 hours per week and are not eligible for paid Vacation time or employer sponsored health benefits except where required by law. Will be eligible for 401(k) participation; will be eligible for paid Holidays if working regular schedule of at least 20 hours per week. Temporary Full-Time (employed by TEC): Employees regularly scheduled to work 30 hours or more per week, eligible for any and all employer sponsored benefits. Will be eligible for 401(k) participation. Will not be eligible for paid Holidays. Temporary Part-Time (employed by TEC): Employees regularly scheduled to work less than 30 hours per week who are not eligible for paid Vacation time or employer sponsored health benefits except where required by law. Will be eligible for 401(k) participation. Will not be eligible for paid Holidays. Non-employees who may perform work for TEC on occasion include: Temporary Workers: Persons employed by staffing agencies who TEC retains for assistance with specific projects or assignments of limited duration, which shall not exceed 12 months without the written approval of TEC’s Chief Human Resources Officer. Wages earned by such persons are paid by the applicable staffing agency, not TEC. Temporary Workers do not receive benefits through TEC, including but not limited to health benefits, Holiday, Vacation, worker’s compensation. Independent Contractors: Persons engaged to provide services to TEC pursuant to a written contract or verbal agreement, where TEC does not control the details of how such services are performed. Payments to independent contractors are processed by TEC’s Accounts Payable department. TEC Equipment Handbook – 04/01/2020 Company Confidential 12

Code of Professional Conduct TEC expects employees to conduct themselves in a professional, ethical, and businesslike manner both on and off the job, as well as at all Company meetings, functions, and training sessions. Honesty and integrity are a core component of professionalism and must be taken seriously as well as executed with judgment and common sense throughout employment at TEC. TEC promotes and encourages:  Environments free of sexual and other unlawful harassment, and racial insensitivities;  Employment rights of qualified employees with disabilities;  Proper conduct toward customers, vendors, and fellow employees; and  Avoidance of situations which may lead to a conflict of interest or a suspicion of conflict between self-interests and a duty to the employer or its customer. Certain types of conduct will not be permitted at TEC. Unacceptable conduct includes but is not limited to embezzlement, gross unprofessional misconduct, release of proprietary information, commission of a crime, insubordination, dishonesty, illegal acts, engaging in unfair methods of competition, theft, or activities that cause an unreasonable restraint of trade. These acts will not be tolerated and will result in disciplinary action up to and including termination. If an employee is aware of or sees theft or any violation of the professional code of conduct occurring, the employee should notify their manager. Professional Expectations Off-Duty Conduct While TEC does not seek to interfere with the off-duty and personal conduct of its employees, certain types of off-duty conduct may interfere with TEC’s legitimate business interests. For this reason, employees should be aware of the following policies. Employees are expected to conduct their personal affairs in a manner that does not adversely affect TEC’s, or their own, integrity, reputation, or credibility. Illegal or immoral off-duty conduct on the part of an employee that adversely affects the employer’s legitimate business interests or the employee's ability to perform their job will not be tolerated. Employees who violate off-duty conduct expectations may be subject to disciplinary action up to and including termination. While employed by TEC, employees are expected to devote their energies to their jobs with TEC. For this reason, second jobs are strongly discouraged. The following types of outside employment are strictly prohibited:  Employment that conflicts with an employee’s work schedule, duties, or work responsibilities;  Employment that creates a conflict of interest or is incompatible with the employee’s employment with TEC;  Employment that impairs, or has a detrimental effect on, the employee’s work performance with TEC;  Employment that requires or results in the employee conducting work or related activities for the other employer on TEC's property, during the employee’s working hours, or using TEC 's facilities and/or equipment; and  Employment that directly or indirectly competes with the business or the interests of TEC. Employees who wish to engage in outside employment that may create a real or apparent conflict of interest must submit a written request to TEC explaining the details of the outside employment. If the outside employment is authorized, TEC assumes no responsibility for the outside employment. TEC will not provide Workers' Compensation coverage or any other benefit for injuries occurring from, or arising out of, outside employment. Authorization to engage in outside employment may be revoked TEC Equipment Handbook – 04/01/2020 Company Confidential 13

by TEC at any time. Professional Use of Electronic Media As social networking sites and blogs continue to increase in popularity, employees are reminded that such sites should only be visited during non-working hours. In addition, as an employee of TEC and a representative of TEC, there are certain guidelines that employees should adhere to at all times.  When employees speak or take action on behalf of the Company, they must do so with consideration of the generally accepted practices of the Company or upon approval of the Corporate Management. Should an employee publicly take a position inconsistent with our policy or practice, we ask that the employee make clear they do not speak as a Company representative.  Personal blogs should have clear disclaimers that the views expressed by the author in the blog is the author’s alone and do not represent the views of the Company. Writing should be clear and in first person. Writing should be clear that the author is speaking for themselves and not on behalf of the Company.  Information published on blog(s) should comply with the Company’s confidentiality and disclosure of proprietary data policies. This also applies to comments posted on other blogs, forums, and social networking sites.  Authors should be respectful to the Company, other employees, customers, partners, and competitors.  Employees must be aware their online presence reflects the Company and that actions captured via images, posts, or comments can reflect that of our Company.  Authors should not reference or cite Company customers or vendors without their express consent.  Copyright laws should be respected, and sources should be referenced or cited appropriately. Company logos and trademarks may not be used without written consent. Additionally, employees who use blogs as a platform to berate or threaten fellow employees or Company personnel may give rise to an affirmative obligation on the part of TEC to take action to stop such harassment and comply with the Company’s legal duty to ensure a harassment-free workplace. An employee who breaches a confidentiality agreement, violates a Company policy, harasses a fellow employee, or carries out their blogging during business hours, may be disciplined for such behavior up to and including termination. Gift and Entertainment Policy Introduction Maintaining the highest ethical and business standards is essential to the reputation and overall success of TEC. TEC recognizes that business gifts and entertainment, on a modest scale, are frequently used to develop and strengthen relationships among employees, suppliers, vendors, and/or customers. TEC employees therefore must take great care to ensure that their receipt of any gift or entertainment (including travel) does not result in an appearance that the giver will receive preferential treatment in their dealings with TEC. Accordingly, TEC has adopted the following policies regarding gifts and entertainment. Accepting Gifts TEC employees may accept the following gifts from business associates in the ordinary course of their employment, provided the gift:  Does not result in an appearance of preferential treatment, better prices or terms, or an award of business in the giver’s dealings with TEC;  Would not embarrass TEC or the giver if disclosed publicly;  If valued at more than $100 and less than $500, is disclosed in writing to the recipient’s TEC Equipment Handbook – 04/01/2020 Company Confidential 14

direct manager and the general manager or executive;  If valued at $500 or greater, is approved in advance by the recipient’s direct manager and the general manager or executive with oversight of the recipient’s job area; and  Would not prevent the recipient from awarding TEC’s business to one of the giver’s competitors. Unacceptable Gifts The following gifts are never acceptable, regardless of size:  Cash;  Gifts prohibited by law;  Gifts received as a bribe, payoff, or kickback;  Gifts the recipient knows are prohibited by the giver’s organization; or  Gifts of services or promises of employment. Accepting Entertainment TEC employees may accept business entertainment, such as sporting event tickets or meals, offered by suppliers, vendors, or customers, for legitimate business purposes, provided the entertainment:  Does not result in an appearance of preferential treatment, better prices or terms, or an award of business in the giver’s dealings with TEC;  Is infrequent;  Is reasonably related to a legitimate business purpose, such as building goodwill and enhancing a business relationship;  Is not provided as a bribe, payoff, or kickback, or otherwise prohibited bylaw;  Would not prevent the recipient from awarding TEC’s business to one of the giver’s competitors;  Is in good taste and reasonable and appropriate in the context of the business relationship and would not embarrass TEC or the giver if disclosed publicly;  If valued at more than $100 and less than $500, is disclosed in writing to the recipient’s direct manager; and  If valued at $500 or greater, is approved in advance by the recipient’s direct manager and the general manager or other executive with oversight of the recipient’s job area. Unacceptable Entertainment The following entertainment is never acceptable:  Entertainment that a reasonable person would find excessive or extravagant under the circumstances;  Entertainment that the recipient knows is prohibited by the giver’s organization; and  Entertainment not attended by the giver or members of the giver’s organization (such entertainment is instead subject to the gift policy above). Accepting Travel Infrequently, TEC’s suppliers, vendors, customers, or other business associates may pay for travel expenses for TEC employees and/or their family members. Examples include paid vacations awarded as part of a sales contest or similar event. Acceptance by TEC employees of such paid travel and related expenses must be approved in advance by the recipient’s direct manager and the general manager or other executive with oversight of the recipient’s job area. In determining whether to approve such travel and related expenses, the applicable manager and executive must consider whether the proposed travel:  Could give the appearance that the giver has or will receive favorable treatment from TEC, damage TEC’s reputation, or otherwise prove embarrassing to TEC if disclosed publicly;  Is reasonable and appropriate under the circumstances and reasonably related to legitimate business objectives; and  Is frequent in nature with respect to the particular giver and employee. Exceptions Any exceptions to the above policies may be approved only by TEC’s Chief Operating Officer or Chief Financial Officer. Managers may, at their discretion, also adopt more stringent policies regarding gifts, entertainment, and travel for members of their departments. TEC Equipment Handbook – 04/01/2020 Company Confidential 15

Dress Code An employee’s personal appearance and hygiene is a reflection on the Company’s character. Employees are expected to dress appropriately for the individual work responsibilities and position. Guidelines:  Employees may dress according to the requirements of their position and appropriateness of their business function. This means that employees should keep their day’s schedule in mind. We recognize that different levels of dress may be appropriate for different occasions. All employees should judge their business attire for meetings and contacts outside of the office and dress accordingly.  Employees working with heavy machinery or involved with hazardous working conditions must wear well-fitting clothing and all required Personal Protective Equipment (PPE) pertaining to their department and facility.  We ask that at all times employees make certain that their appearance is well-groomed and clean and that clothing is appropriate, neat, clean, and well-fitting. We respect individual preference and choice in appearance and are confident that employees will use their best judgment while maintaining attire that does not jeopardize professionalism, productivity, or safety. Attendance Punctual and regular attendance is an essential responsibility of each employee at TEC. Any tardiness or absence causes problems for fellow employees and managers. When an employee is absent, others must perform the work, which diminishes the smooth functioning of the team they are a part of and causes loss of productivity. Employees are expected to report to work as scheduled: on time and prepared to start work. Employees are also expected to remain at work (other than for mandatory rest breaks and meal periods) for their entire scheduled shift each workday. Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided and may lead to discipline, up to and including termination. The purpose of this policy is to promote the efficient operation of TEC and minimize unscheduled absences. Hourly non-exempt employees are responsible for accurately recording their time. Not following required timekeeping processes may lead to discipline, up to and including termination. Absences Absence is the failure of an employee to report for work when the employee is scheduled to work.  “Excused Absence” occurs when all of the following conditions are met: 1. The employee provides sufficient notice to their manager; 2. The absence request is approved by their manager; and; 3. The employee has accrued sufficient Vacation time to cover such absence unless otherwise allowed by Company policy (e.g., eligibility for Paid Sick Leave, Leave of Absence, Bereavement Leave, etc. If a Leave of Absence, employee must follow the requirements under applicable Time Off and Leaves of Absence policy.)  “Unexcused Absence” occurs when the excused absence criteria is not met. If an employee will be absent or late for work, they are required to notify their manager as soon as practicable, no later than 15 minutes prior to the start of the scheduled starting time. If unable to call, employees are responsible for having someone contact management on their behalf in a timely manner. An employee will be counseled and subject to appropriate discipline up to and including termination when the frequency of unscheduled absences adversely affects the operations of the department. If an illness or injury prevents the employee from performing their regularly scheduled duties, a physician’s statement may be requested in accordance with applicable law to verify (a) the extent of TEC Equipment Handbook – 04/01/2020 Company Confidential 16

the illness or injury; (b) if and when the employee will be able to return to work, if applicable; and (c) whether the employee is capable of performing their regularly scheduled duties, and if not, what duties the employee is capable of performing. A physician’s statement alone does not automatically excuse an absence. Vacation may not be used for missed time because an employee reports late to work or has an unexcused absence. Sufficient Notice  For a scheduled absence of 8 hours or more, employees must submit a request for time off in advance of at least 2 weeks (14 days). The time off request must be submitted through the UTM (UltiPro Time Management). o Please note: For scheduled Medical Leave of Absence, notice must be given 30 days in advance. Review the Leave of Absence section in the Handbook for further information.  For a scheduled absence of less than 8 hours, employees must request time off at least 2 working days in advance.  For an emergency absence occurring: o At the beginning of their shift, employees must notify their manager as soon as practicable, no later than 15 minutes prior to the beginning of their shift; o During their shift, employees must notify their manager before leaving the premises. • Note: Notification and acknowledgement from management does not necessarily excuse the absence  Managers must approve any exceptions to this provision or any conflicts in scheduling. TEC managers shall always have discretion to allow or deny a request for a scheduled absence, in alignment with any applicable local, state, or federal regulations. Tardiness Employees are expected to report to work on time. If an employee is unable to report to work as scheduled, the employee must notify their manager no later than 15 minutes prior to their regular starting time. This notification does not excuse the tardiness but is required to notify the manager that a schedule change may be necessary. Habitual unexcused tardiness is not permitted and may lead to disciplinary action up to and including termination. Job Abandonment Any employee who fails to report to work for a period of at least 3 consecutive days, without notifying their manager, will be considered to have abandoned their position and voluntarily terminated their employment relationship with TEC. Pre-Employment Screening All applicants are required to pass the following:  Pre-hire Drug Screen  Criminal Background Check Driver Motor Vehicle Records: It is the policy of TEC to have its motor vehicle insurance carrier obtain and review the Motor Vehicle Records (MVRs) for each prospective employee; and annually on all employees, especially those with driving responsibilities and who hold a Commercial Driver’s License (CDL) as required by the Company’s liability insurance coverage. Excluded drivers will not be eligible to be hired in positions that require driving for Company business use as a part of the required duties. TEC Equipment Handbook – 04/01/2020 Company Confidential 17

Job Performance Job performance is a key component to the success of TEC. Employees are expected to bring their best effort into all work-related activities as well as effectively execute all job related tasks. Job performance is based on the effort, quality, quantity, attentiveness, and effectiveness of work performed by an employee. Employees that do not meet performance expectations, interfere with other employee’s job performance, use unsafe work practices, or are inattentive to required job duties will be considered in violation of this policy and may be disciplined up to and including termination. Performance Management The purpose of performance management is to benefit employees and the Company by helping employees achieve improved job performance. Job performance is a matter for open and frequent discussions between an employee and their manager. Formal performance evaluations are up to the individual manager. When poor performance cannot be improved through coaching alone, disciplinary action may need to be applied. Disciplinary action means that an employee’s job is at risk. The goal of disciplinary action through performance management is to improve employee performance to an acceptable level for their job. Salary Review Salary increases are largely contingent on Company performance and financials, and are not guaranteed. A performance review does not always result in an automatic salary increase. The employee’s overall performance and salary level relative to their position responsibilities are evaluated to determine if a salary increase would be warranted. Employee Personnel Files Employee files are maintained by Human Resources and are considered confidential. A manager considering the hire of a former employee or transfer of a current employee may be granted access to the file, or limited parts of it, in accordance with anti-discrimination laws. TEC Equipment allows access to personnel files in accordance with applicable law. Requests for copies of personnel file must be in writing and signed by the employee/former employee. TEC reserves the right to charge for cost of obtaining copies, in accordance with applicable laws. Employees should promptly update the following information in UltiPro when a change occurs:  Name, address, and telephone number  Beneficiary information  Person to notify in case of an emergency  Marital status and dependents Employees can update this personal information including Payroll information such as W-4 deductions and direct deposit information in UltiPro. Professional Development Employees may need to attend training programs, seminars, conferences, lectures, meetings, or other outside activities for the benefit of TEC or the individual employee. Attendance at such activities, whether required by the Company or requested by individual employees, requires management approval in advance of event. TEC Equipment Handbook – 04/01/2020 Company Confidential 18

For attendance at events required or authorized by the Company, customary and reasonable expenses will be reimbursed upon submission of proper receipts. Acceptable expenses generally include registration fees, materials, meals, transportation, and parking. Employee attendance at authorized outside activities will be considered hours worked for non- exempt employees and will be compensated in accordance with normal payroll practices. This policy does not apply to an employee’s voluntary attendance, outside of normal working hours, at formal or informal educational sessions, even if such sessions generally may lead to improved job performance. While TEC generally encourages all employees to improve their knowledge, job skills, and promotional qualifications, such activities do not qualify for reimbursement or compensation under this policy unless prior approval is obtained. Disciplinary Action Policy TEC reserves the right to terminate an employee at any time for any lawful reason with or without prior disciplinary counseling or notice. Nothing in this Handbook or any other TEC document is intended to:  Modify this “at-will” employment;  Promise progressive discipline or disciplinary counseling; or  Promise notice in circumstances where TEC considers immediate termination or discipline to be appropriate. Disciplinary actions may include verbal, written, or final warnings, or termination. TEC reserves the right to take the disciplinary action deemed warranted under the circumstances. TEC also reserves the right to exercise discretion in discipline. Prior warning is not a requirement for termination. If an employee is disciplined in writing, copies of any warnings are placed in the individual’s personnel file. TEC reserves the right to take any disciplinary action it considers appropriate, including termination, at any time. In addition to those situations discussed elsewhere in this handbook, listed below are some other examples where immediate termination could result. This list is general in nature and is not intended to be all-inclusive:  Discourtesy to a customer, provider, or the general public resulting in a complaint or loss of good will.  Refusal or failure to follow reasonable directives from a supervisor, manager, or TEC officer.  Breach of confidentiality relating to employer, employee, customer, or provider information.  Altering, damaging, or destroying Company property or records, or another employee’s property.  Dishonesty.  Providing false or misleading information to any TEC representative or on any TEC records including the employment application, benefit forms, time cards, expense reimbursement forms, investigations, etc.  Fighting or engaging in disorderly conduct on TEC’s or a customer’s premises.  Violations of any of TEC’s employment policies including, but not limited to, confidentiality, security, solicitation, conflict of interest, and code of conduct.  Conduct or performance issues of a serious nature.  Refusal to take or failure of a drug or alcohol test. Transfers Transfers for open positions are available on an equal opportunity basis to qualified employees who are in good standing. Interested employees must notify their manager prior to applying for an open transfer position. Hiring managers in turn, must contact an employee’s current manager before offering a position to an employee in another department or location. Hiring managers must notify Human Resources who will then provide an offer letter with the new position details to the employee. The offer letter must be signed by the employee before the transfer effective date. TEC Equipment Handbook – 04/01/2020 Company Confidential 19

Rehire Rehire is available to qualified former employees on an equal opportunity basis for all open positions. Candidates re-hired after their termination will be required to pass all pre-screening in the same manner as a new employee Verification of Employment Requests TEC uses a service called Verification Manager for all verification of employment requests. All requests for employment and income verifications must be directed to www.verificationmanager.com. Employment Termination Employment with TEC is at-will, which means that either an employee or TEC may terminate the employee’s employment at any time, with or without advance notice, for any reason, or no reason. No one, other than the President of TEC, has the authority to alter an employee’s at-will status, to enter into an agreement for employment for a specified period of time, or to make any other agreement contrary to this policy. Furthermore, any such agreement must be in writing and must be signed by the President of TEC. Employment with TEC may be terminated for any of the following reasons, including, but not limited to:  Voluntary resignation;  Retirement;  Reduction in force;  Involuntary termination, with or without cause, with or without advance notice;  Failure to report to work without notice for three consecutive days (Job abandonment);  Prolonged disability resulting in an inability to safely and satisfactorily perform all of the essential functions of the job with or without reasonable accommodation;  Theft, harassment or discrimination; or  Safety policy violation. If an employee wishes to resign from TEC, it is requested that they give at minimum 2 weeks’ written notice. Final Paycheck At termination, employees will receive their final check within the required legal time limit and via direct deposit or live check based on the required local and state requirements. Unused accrued Vacation will be included in the final paycheck. Sales commissioned employees will be paid out no later than the 11th business day of the month following the month in which commissions were earned. Benefits at Termination Medical, dental, and vision benefits end on the last day of the month of employment. Premiums due for the current month’s medical, dental, and vision coverage will be deducted from an employee’s final paycheck. Short-term disability, long-term disability, and life insurance coverage end on the employee’s termination date. Any unpaid premiums will be deducted from an employee’s final paycheck. An employee whose employment is terminated for anything other than gross misconduct has the option to continue any medical, dental, and vision benefit in place at termination for themselves and/or eligible dependents under the guidelines of the Consolidated Omnibus Budget Reconciliation Act (COBRA). If elected, COBRA coverage can last up to eighteen months. Employees will be notified by mail no later than 14 days after termination. TEC Equipment Handbook – 04/01/2020 Company Confidential 20

Return of Company Property Employees are required to return all Company property in their possession, including but not limited to keys, uniforms, customer files, license plates, Company vehicles, laptops, software, etc. TEC may use whatever legal means it deems necessary to recover any unreturned property. Personal Property Personal items left in the workplace after an employee’s termination date are subject to disposal. Employment of Relatives and Cohabitants Relatives and cohabitants of TEC employees will be considered for equal opportunity employment on the basis of their qualifications. Employees must promptly disclose to Human Resources if anyone they are related to or cohabiting with is or becomes a TEC employee, and must also report any known or perceived conflict of interest. Decisions regarding this provision are always at the absolute discretion of the Company. Company Property and Tool Maintenance All Company-furnished equipment including but not limited to tools, furniture, lockers, cabinets, desks, computers, telephones, cellular phones, handheld devices, voice mail systems, e-mail, and all other Company-owned property and systems are considered Company property and furnished to employees for business purposes. Employees must:  Treat Company-furnished equipment and tools with respect and care;  Tag and report all failed Company-furnished equipment or tools for repair;  Notify management of Company equipment or tools that need to be replaced; and  Notify management of missing equipment or tools. For the safety and efficiency of employees, TEC upgrades and replaces equipment and tools when necessary. Personal Tools Employees are expected to maintain their personal tools with safety and security in mind. TEC is not responsible for the damage or loss that may occur to an employee’s personal tools. Workspace and Office Equipment Employees are responsible for maintaining the workspace assigned to them. Presenting a clean, organized, and professionally appropriate space is essential to the Company image and work flow. Office equipment such as computers, monitors, phones, office supplies, and all other TEC-owned property are not permitted to be removed from the offices without prior management approval. For security reasons, employees should not leave personal belongings of value in the workplace. Personal items are subject to inspection and search, with or without notice, and with or without the employee’s prior consent. Solicitation and Distribution 21 It is the policy of the Company to prohibit solicitation and distribution on its premises or through inter-office mail by non-employees and to permit solicitation and distribution by employees only as TEC Equipment Handbook – 04/01/2020 Company Confidential

outlined below: Commented [RS1]: There was a note from Cathy  TEC limits solicitation and distribution on its premises because, when left unrestricted, such asking if the workweek definition could be under the activities can interfere with the normal operations of the Company, can be detrimental to OT/Double Pay section, just before where the states efficiency, can be disruptive, and can pose a threat to security. OT definitions start. Thoughts?  All managers are responsible for administering this policy and for enforcing its provision.  Persons who are not employed by TEC are prohibited from soliciting funds or signatures, Commented [AF2]: I definitely think the workweek conducting membership drives, posting, distributing literature or gifts, offering to sell or to should be defined in this area but we could mention it purchase merchandise or services (except by representative of suppliers properly identified), again in the OT/DT section? or engaging in any other solicitation, distribution, or similar activity on Company premises.  Solicitation and distribution of literature with appropriate approval should not interfere with working time of either the employee making the solicitation or distribution, or the targeted employee. The term “working time” does not include an employee’s authorized lunch or rest periods or other time when the employee is not required to be working. Bulletin Boards Bulletin boards create the flow of information regarding work practices, including federal, state, and local laws, as well as important internal workplace information. Employees are not permitted to remove information on bulletin boards without prior approval from Human Resources. Employee Pay Pay Periods and Pay Days The TEC workweek begins Monday and ends Sunday. Pay checks are distributed to exempt and non-exempt employees on every other Friday.  If a pay date lands on a Holiday, paychecks will be distributed on the closest business day to the Holiday.  Commissions and bonuses are paid out on the 11th business day of the month following the month in which they were earned. This typically falls on or about the 15th of the month. If the 11th business day falls on a Holiday, payment will be made the next business day.  Employees on a bonus program must be employed the entire month in order to be eligible for a bonus payout for that month.  Employee paychecks will reflect work performed during pre-determined pay periods and earned commissions and bonuses.  Paychecks include salary or wages earned less any mandatory or elected deductions. o Mandatory deductions include federal, state, and local tax deductions, and wage attachments. o Elected deductions are deductions authorized by an employee, and may include, for example, contributions to benefit plans.  Employee paychecks are paid out via direct deposit or paper check. Direct deposit is highly encouraged to help save Company resources and increase processing efficiency. Employees may contact Payroll to request additional information. Employees should immediately notify Payroll if their paycheck is inaccurate, or has been misplaced or stolen. It is the employee’s responsibility to confirm that the information included in their paycheck stub(s) is accurate. Information regarding final paychecks can be found under the Employment Termination section in this handbook. Non-Exempt Employee Provisions Timesheets TEC Equipment Handbook – 04/01/2020 Company Confidential 22

Employees are responsible for clocking into the UTM (UltiPro Time Management) or Attendance on Commented [RS3]: There was a note from Cathy Demand (Oregon Branches) daily and for verifying their timesheet each pay period. Employees must asking if the workweek definition could be under the clock in at the start of their shift, out for lunch, back in from lunch, and out at the end of their shift. At the OT/Double Pay section, just before where the states end of the pay period, employees are responsible for submitting the timesheet in UTM or approving the OT definitions start. Thoughts? timesheet in Attendance on Demand. This ensures that the employee has reviewed their timesheet and confirms accuracy. Commented [AF4]: I definitely think the workweek should be defined in this area but we could mention it In the event that an employee has a time card error, they must notify their manager as soon as possible again in the OT/DT section? and complete the Company’s Missed Punch Log (MPL) form. Managers are responsible for correcting the employee’s time in UltiPro or Attendance on Demand and sending all MPL forms to the Payroll Commented [AF5]: Fixing the bullet points helps a ton Department at the end of each pay period. but it doesn’t hurt to be extra clear it’s a CA-only thing…just a suggestion! In no circumstance should any employee clock in for another employee or from an unauthorized device. All time worked must be recorded exactly as it occurred. Employees or managers found to be falsifying time records or encouraging such activity are subject to disciplinary action up to and including termination of employment. Overtime/Double Time Pay Occasional overtime may be required to meet workload needs. Non-exempt employees are eligible for overtime pay as defined by state regulations. Hours worked is defined as the hours that employees are physically on the job performing services for TEC. Holidays, Vacations, and other authorized but non- worked hours are not counted in overtime hours. The TEC workweek begins Monday and ends Sunday.  Arizona, Oregon, Washington, and Nevada define overtime as hours worked in excess of 40 hours per work week.  California defines overtime as hours worked in excess of 8 hours per day, the excess of 40 hours in the workweek, and the first 8 hours worked on the 7th consecutive day of work in a workweek. In California, double time occurs after 12 hours worked in a single day and hours worked beyond 8 on the 7th consecutive day in a single workweek. Non-exempt employees are required to obtain prior approval from their manager for all overtime work. Employees working overtime without prior approval are subject to discipline up to and including termination. Mandatory Overtime TEC non-exempt employees can expect to be asked to work overtime when department necessity arises. Mandatory overtime hours are not optional. Non-compliant employees will be considered in violation of this policy and may be subject to disciplinary action up to and including termination. Mandatory Rest and Meal Breaks The scheduling of meal periods and rest breaks for non-exempt employees is set by the employee’s immediate manager in accordance with applicable law. In California, Nevada, Oregon, and Washington, non-exempt employees receive a paid 10-minute rest break for each four-hour period worked or major fraction thereof in accordance with applicable law. The following additional conditions apply in the state indicated: California: Rest breaks should be taken in the middle of the work period. No rest break is required if the entire shift is less than 3.5 hours. Nevada: Rest breaks should be taken in the middle of the work period. No rest break is required if the entire shift is less than 3.5 hours. Oregon: Rest breaks should be taken in the middle of the work period. No rest break is required if the entire shift is less than two hours. TEC Equipment Handbook – 04/01/2020 Company Confidential 23

Washington: Rest breaks should be taken as near as possible to the midpoint of the work Commented [KF6]: Why do we state when meal period and must start no later than the third hour worked. No employee may work more than three periods must be taken but not when rest breaks must consecutive hours without a rest break. be taken? I think we also need to indicate when rest breaks are not required (e.g., in Oregon, for shifts less Arizona state law does not require paid rest breaks for non-exempt employees; however, management than two hours). generally provides one paid 10-minute rest break during each four-hour period worked by an Arizona non-exempt employee. Commented [KF7]: Need to include provision for when second and third meal periods are provided. Non-exempt employees on rest breaks are not required to clock in and clock out because this time is considered “time worked” and is compensable. During rest breaks, employees shall be relieved of all Commented [KF8]: Need to include provision for duties and may leave work premises. second meal period. Mandatory Meal Periods Commented [RS9]: The way this is phrased seems Employee meal periods are important to Company productivity and employee health. odd. Its directly from the WA state government: https://lni.wa.gov/workers-rights/workplace- Non-exempt employees are required to take meal periods as follows: policies/rest-breaks-meal-periods-and-schedules And https://www.dol.gov/agencies/whd/state/meal-  California: Meal periods of no less than 30 minutes must be taken by employees who work 5 breaks#Washington or more hours in one work period. The meal period must begin no later than the start sixth hour worked. A second 30-minute meal period is required if 10 or more hours are worked in one work period, and it= must start no later than the start of the eleventh hour worked.  Oregon: Meal periods of no less than 30 minutes must be taken by employees who work 6 or more hours in one work period. o If the shift is less than 7 hours, the meal should be taken after the second hour of work or end before the fifth hour worked. o If the shift is 7 or more hours, the meal should be taken after the third hour of work or end before the sixth hour worked. A second 30-minute meal period is required for employees who work 14 or more hours in one work period. A third 30-minute meal period is required for employees who work 22 or more hours in one work period.  Washington: Meal periods of no less than 30 minutes must be taken by employees who work 5 or more hours in one work period. Employees must be at least 2 hours into the shift before the meal time can start. The meal period cannot start more than 5 hours after the beginningof the shift. Employees working more than 3 hours beyond their scheduled shift are entitled to additional meal periods. Additional 30-minute meal periods must be given within five hours from the end of the first meal period and for each additional five hours worked.Arizona and Nevada: Meal periods of no less than 30 minutes must be taken by employees who work 8 or more hours in one work period. During meal periods, non-exempt employees shall be completely relieved of job duties, may leave work premises, and must clock out upon commencement of the meal period, and clock back in when returning to work. The meal period will not be included in the total hours of work per day and is not compensable. . Impermissible Use of Meal Period and/or Rest Breaks Neither meal periods nor the rest break(s) may be used to account for an employee's late arrival or early departure or to cover time off for other purposes. It is not permitted to combine meal and rest breaks. Rest breaks cannot be combined to substitute a meal period. Employees who do not timely take required meal periods and/or rest breaks may be subject to discipline, up to and including termination. TEC Equipment Handbook – 04/01/2020 Company Confidential 24

Exempt Employee Provisions Exempt (Salaried) employees:  Are permitted to takes rest breaks and meal periods as needed.  Are exempt from overtime. TEC complies with the salary basis requirements of the Fair Labor Standards Acts (FLSA). TEC does not make improper deductions from the salaries of exempt (and non-exempt) employees. If an exempt employee believes an improper deduction has occurred on their paycheck, they must immediately report this information directly to their manager and/or Payroll. Reports of improper deductions will be investigated promptly. If it is determined that an improper deduction has occurred, the employee will be reimbursed for any improper deduction made. Travel Some employees may be required to travel to perform Company business. All travel must be authorized in advance by the employee’s manager. While traveling for Company business, employees are expected to comply with all applicable Company policies. Travel Expenses Employees will be reimbursed for reasonable travel expenses, subject to TEC Equipment’s Expense Reimbursement policy. Use of an employee’s personal vehicle for business will be reimbursed at $0.35 per mile. It is important that employees consider Company time when traveling to job sites so that any personal errands do not impact the employee’s effectiveness in meeting Company responsibilities. Travel Pay TEC Equipment will comply with applicable law when compensating employees for time spent traveling on Company business. Time spent by exempt employees for travel related to the performance of their job duties is included in the employee’s salary, and no additional compensation will be paid for travel time. Non-exempt employees who travel related to the performance of their job duties will be paid for all compensable travel time. This does not include the employee’s commute to and from home and the regular work site. Overtime/Double-Time Pay Non-exempt employees who travel will be paid overtime and double-time for all daily and weekly overtime hours worked, pursuant to applicable law. Meal Period and Rest Breaks Employees are directed to take all meal and rest breaks, in accordance with TEC’s Meal and Rest Breaks policy. The following are guidelines for determining compensable time while traveling: Compensable 25  Time spent from the employee’s arrival at the airport to the time the employee reaches the destination (e.g., work site, meeting location, hotel, etc.) is compensable time.  Time spent at meals or non-work-related events outside of the employee’s regular workday is compensable if the employee’s attendance is required by the manager.  Excess early arrival time beyond the airline’s recommended arrival time is not typically compensable time. TEC Equipment Handbook – 04/01/2020 Company Confidential

 On overnight travel, time spent driving a vehicle or as a passenger of a vehicle to and from the work site and hotel is compensable time. Not Compensable  Travel time from the employee’s home to a work site within reasonable proximity of the employee’s regular work site, and back home again, is typically not compensable.  Time spent at meals or non-work-related events outside of the employee’s regular workday is not compensable if the employee’s attendance is voluntary.  Time spent after work duties are completed for the workday, time spent during meal breaks, or time spent on purely personal pursuits such as shopping, sightseeing, and visiting family or friends is not compensable time if the employee performed no work during this time. Employees must receive authorization bytheir manager in advance to perform work outside of the workday. Employees with questions regarding travel pay should contact their manager. Expense Reimbursement Employees will be reimbursed for reasonable pre-approved costs and expenses incurred on the Company’s behalf while engaged in authorized business activities or travel. Employees seeking reimbursement should incur the lowest reasonable travel expenses and exercise care to avoid the appearance of impropriety. If a circumstance arises that is not specifically covered in the travel or business expense policies, the most conservative course of action should be adopted. Travel for employees must be authorized in advance. The employee is responsible for verifying that planned travel is eligible for reimbursement before making travel arrangements. Travel and business expenses will not be reimbursed unless they are detailed on an Expense Report Form and submitted to the Accounts Payable department within 60 days after completion of the business activity. Original receipts for all expenses must accompany the Expense Report. Workplace Health and Safety Overview TEC is committed to providing a safe workplace and appropriate safety training. The Company is subject to the federal Occupational Safety and Health Act (OSHA) and other state safety and health standards and regulations. Employees must abide by all Company safety and health policies. Safety Committees have been established at each TEC dealership to maintain safety communication and high safety standards. Employees are responsible for their own safety and the safety of their coworkers. Employees are responsible for using good judgment, using the comprehensive training received, and following the rules set forth in this handbook. All injuries, no matter how small or insignificant, must be reported to an employee’s manager. If the employee is injured, requires first aid, or witnesses a “near miss,” the employee should contact their manager and ask for help in completing an incident report. Incident reports are used to build the Company’s annual OSHA log as required by law. Near miss scenarios help to identify potential danger areas before a serious accident occurs or poor safety standards and practices. Any employee TEC Equipment Handbook – 04/01/2020 Company Confidential 26

who is injured and/or loses time from work because of a job related injury will be compensated according to the Workers’ Compensation Act. No employee who sustains an absence-causing injury will be allowed to return to work until they are released by a doctor. If an employee fails to report an accident/incident to their manager, this could result in their claim for Workers’ Compensation benefits being delayed or denied, dependent on state law. Failing to report an accident or injury or reporting a fraudulent claim could result in disciplinary action up to and including termination for all parties involved. General Safety Rules Ultimately, each employee is responsible for acting reasonably and making the workplace safe. TEC’s general safety rules include but are not limited to the following:  All accidents, incidents, injuries, and unsafe conditions must be reported to the employee’s manager or employee in charge immediately. Details of an accident must not be discussed with outside parties unless authorized by an immediate manager.  Sufficient time is to be taken to perform job tasks safely.  Employees must comply with all policies and procedures pertaining to workplacesafety.  Warning signs, posted instructions, and placards marking restricted areas or potential hazards are to be properly placed and to be complied with at all times.  Long hair must be pulled back and/or covered to prevent it from being entangled in moving machinery or equipment, becoming exposed to ignition sources, or otherwise posing a safety hazard.  Wrist watches, finger rings, earrings, watches, key rings or other suspended jewelry must not be worn when working around rotating machinery or electrical equipment. If a ring or watch must be worn, it shall be adequately covered/protected to prevent it from becoming a safety hazard (such as tape over a ring).  Contents of filing cabinets shall be arranged so as not to overbalance the cabinet. Contents must be distributed evenly throughout the entire cabinet.  Telephone or electrical cords in walking areas must be encased by floor moldings or taped to the floor. Debris shall not be left on the floor where it will cause a tripping hazard.  Employees must not lift heavy objects without the help of another employee and/or lifting device. When lifting any object, safe lifting procedures must be used to avoid back strain or injury.  When gasoline or any other flammable material is transported in a Company vehicle, the flammable material must be in an approved container and only in approved limited quantities.  Tools, materials, and equipment being transported must be loaded to prevent injury to occupants from sudden starts/stops or shifting loads and must be secured appropriately.  Unauthorized passengers are not allowed in Company vehicles or equipment.  Extreme care must be exercised during adverse weather conditions. Such conditions can cause slippery surfaces, reduced visibility, increased or decreased body temperature, and additional stress on equipment.  Use only authorized paths or routes to and from yards, shops and stations. Avoid dangerous short cuts. Avoid stepping on surfaces covered with oil, grease, wet paint, or other substances creating a slipping hazard. Do not walk behind parked units or between parked units where it can be avoided.  Any object being transported must be safely secured.  Appropriate Personal Protective Equipment (PPE) and/or clothing must be worn when doing hazardous work or when in the vicinity where hazardous work is being performed. If PPE is not specified or an employee is in doubt, the employee should consult their manager. Only authorized and American National Standards Institute (ANSI) approved PPE will be worn.  Operation of a forklift or any other industrial equipment must only be performed by certified operators. TEC Equipment Handbook – 04/01/2020 Company Confidential 27

 Pits and floor openings must be covered or otherwise guarded.  Operating internal combustion motors inside a closed environment (building, van, etc.) is prohibited unless exhaust is expelled to the outside atmosphere or sufficient ventilation is provided.  Stay clear of all pinch points/crush points.  Material Safety Data Sheets (MSDSs) provide important information about the materials employees work with, including potential toxic effects, precautions to be taken, protective equipment to be used, safe handling/storage procedures, and medical/emergency treatment.  Any safety hazards identified should be promptly reported to the facility’s safety committee, allowing the hazard to be fixed before causing an accident. Accident and Injury Reporting TEC practices preventative health and safety training, continuing education programs, and monthly safety meetings to decrease the incidence of on-the-job injury and accidents. All TEC employees are required to follow appropriate safety protocol and report any unsafe practices, unsafe equipment, or potential hazardous conditions immediately to management. In the event of an accident or injury, employees must:  Immediately report their accident or injury to their manager or appropriate representative of TEC;  Immediately complete an accident report and take photographs of the accident if applicable (e.g. photos of damage from car accident);  Immediately seek a post-accident or injury medical evaluation from a Company-approved provider;  Immediately seek a post-accident or injury drug screening from a Company-approved provider;  Complete and submit any and all state required documentation to Human Resources timely. (California employees are required to submit a Medical Provider Form). Failure to immediately report an accident or injury is a violation of TEC’s Accident and Injury Reporting protocol and policy and employees may be subject to disciplinary action up to and including termination. All employees should review the Workers Comp – Accident and Injury Reporting page on TEC Connect for important information regarding the accident and injury reporting process. Reasonable Grounds for Drug & Alcohol Testing When reasonable grounds exist, TEC reserves the right to drug test employees in the event of:  Based on specific aspects of contemporaneous documented observations concerning the employee's appearance, behavior, or speech, that the employee may be under the influence of a controlled substance, which may be impairing their ability to perform their job;  On the job injury;  Violation of any safety rule that exposes anyone to risk or injury;  Accident investigation;  Failure to complete or comply with a treatment program already started;  Employee admissions regarding drug or on-the-job alcohol use or impairment. An employee who refuses to be tested, adulterates a test, deliberately avoids testing, or has a positive test result, will be in violation of the TEC Drug & Alcohol Free Workplace Policy and may be subject to disciplinary action up to and including termination. Random Drug & Alcohol Testing The Department of Transportation (DOT) requires random drug and alcohol testing for those who hold an active Commercial Driver’s License (CDL), as well as an annual or biannual physical exam. TEC TEC Equipment Handbook – 04/01/2020 Company Confidential 28

complies with this requirement by conducting random drug tests from the pool of employees who have an active CDL. TEC uses a DOT-compliant 3rd party consortium which owns selecting those for required random drug testing. If an employee is selected (whether in an on-duty or off-duty status), they must proceed immediately to a collection site upon notification. Failure to immediately report to a collection site to complete the random testing may result in disciplinary action. If an employee tests positive for drugs or alcohol as a result of a random drug test, then the employee may face disciplinary action up to and including termination. Smoke Free and Tobacco Free Policy TEC is committed to the wellbeing of our employees and customers. The Smoke Free and Tobacco Free policy covers smoking, vaping, and other use of tobacco products (including, but not limited to, cigarettes, pipes, cigars, snuff, or chewing tobacco). As required by applicable state and local laws and also motivated by our desire to provide a healthy work environment for our employees, the following policy has been adopted and shall apply to all employees and customers. This policy applies to:  All areas of buildings occupied by Company employees.  All Company-sponsored off-site conferences and meetings.  All vehicles owned or leased by the Company. By law, smoking is not permitted in the following locations within the distance noted below from any entrance, exit, window, or air intake vent:  Arizona: 20 feet  California: 20 feet  Oakland: 25 feet  Oregon: 10 feet  San Francisco: 15 feet  Washington: 25 feet Smoking is permitted only outside of buildings, trailers, shops, and other facilities in designated smoking areas. Employees must dispose of any litter properly in the receptacles provided and are not to leave cigarette butts or other traces of litter or tobacco use on the ground or anywhere else. No additional breaks beyond those allowed under the Company's break policy may be taken for the purpose of using tobacco or similar products. An employee who violates the TEC Smoke Free and Tobacco Free policy may be subject to disciplinary action up to and including termination. Prevention of Workplace Violence All employees, customers, vendors, and business associates should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous to others. Conduct that threatens, intimidates, or coerces another employee, customer, vendor, or business associate will not be tolerated. TEC resources may not be used to threaten, stalk, or harass anyone at or outside the workplace. TEC treats threats coming from an abusive personal relationship as it does other forms of violence. It will be a violation of this policy for any individual to engage in any conduct, verbal or physical, which intimidates, endangers, or creates the perception of intent to harm persons or property. Examples include but are not limited to: 29  Physical assaults or threats of physical assault, whether made in person or by other means (e.g., in writing, by phone, fax, e-mail, etc.).  Verbal conduct that is intimidating and has the purpose or effect of threatening the health TEC Equipment Handbook – 04/01/2020 Company Confidential

or safety of a co-worker.  Possession of firearms or any other lethal weapon on Company property, in a vehicle being used on Company business, in any Company-owned or leased parking facility, or at a work- related function.  Any other conduct or acts which management believes represents an imminent or potential danger to workplace safety/security. Indirect or direct threats of violence, incidents of actual violence, and suspicious individuals or activities should be reported as soon as possible to a manager or Human Resources. When reporting a threat or incident of violence, the employee should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident. Employees must promptly inform either their manager or Human Resources of any protective or restraining order that they have obtained that lists the workplace as a protected area. TEC will not retaliate against employees making good-faith reports. TEC is committed to supporting victims of domestic violence by providing referrals to the Company’s Employee Assistance Program and community resources and providing reasonable time off for reasons related to domestic violence. Weapons Policy Employees may not, at any time while on any property owned, leased, or controlled by TEC, including anywhere that Company business is conducted, such as customer locations, vendor locations, trade shows, restaurants, Company event venues, and so forth, possess or use any weapon. Weapons include, but are not limited to, guns, knives or swords with blades over four inches in length, explosives, and any chemical whose purpose is to cause harm to another person. Regardless of whether an employee possesses a concealed weapons permit or is allowed by law to possess a weapon, weapons are prohibited on any Company property or in any location in which the employee represents the Company for business purposes, including those listed above. Possession of a weapon can be authorized by the Company's President to allow security personnel or a trained employee to have a weapon on Company property when this possession is determined necessary to secure the safety and security of Company employees. Only the President, or his designee, may authorize the carrying of or use of a weapon. Employees who violate this policy will be subject to disciplinary action, up to and including termination. Vehicle Usage Authorized Operators, Users, and Occupants of Company Vehicles The operation or use of any Company Vehicle is limited to Company business use by the assigned driver or other Company employee acting under the authority of the assigned driver and in compliance with Company policies. No other person is authorized or permitted to operate or use a Company vehicle, including but not limited to, the spouse, friend, children, or other family member of the Company employee. Company employees, clients, vendors, and suppliers are allowed to occupy a Company vehicle in the course of Company business interests or activities. An employee whose operating license or privileges have been suspended or revoked must notify their manager or Human Resources immediately. Operating or using a Company vehicle or a personal vehicle for Company business under a suspended or revoked license is a violation of the Vehicle Usage policy. TEC Equipment Handbook – 04/01/2020 Company Confidential 30

Under no circumstances shall an individual remove or in any way deface Company information, safety information, or other Company authorized information on a Company vehicle. No other decals, bumper stickers, or other information may be displayed on a Company vehicle without Company executive- level authorization. Violations of this Policy Use or operation of a Company vehicle under any of the following circumstances is considered a direct violation of this policy and may result in disciplinary action, up to and including termination.  Unauthorized operation or use of a Company vehicle.  Smoking in a Company vehicle.  Operating or occupying a Company vehicle while not wearing a seat belt.  Operating a Company vehicle without a valid operator’s license or under suspensionor revocation of operating privileges.  Operating or using a Company vehicle by anyone who has consumed any alcoholic beverage of any amount whatsoever.  Operating or parking a Company vehicle at an establishment that serves alcohol as its primary business.  Operating, using, or occupying a Company vehicle by anyone who has consumed or ingested any controlled or illegal substance or drug, unless the controlled substance or drug has been prescribed by a physician having knowledge that a vehicle may be operated or used by that person while under the influence of the controlled substance or drug.  Operating a Company vehicle in a careless or dangerous manner, including speeding or any other unlawful operation.  Hauling goods or pulling any type of trailer for any reason other than Company business, including but not limited to the hauling or pulling of boats, motorcycles, etc.  Operating, using, or occupying a Company vehicle for any reason except as may be necessary for traveling to and from work or for Company business use only.  Deviation from normal and ordinary travel routes to or from work is not authorized or permitted, unless directly related to Company business. No employee driving, operating, or occupying a Company vehicle shall engage in any activity that is or could be construed as detrimental to the Company’s reputation in the community. Company Vehicle Accident Reporting All accidents are to be reported to management immediately after the accident occurs; management must report the accident to Human Resources within 24 hours. A drug and a breath alcohol test will be administered to the driver of the vehicle. TEC will review all accidents and make a determination as to whether it was preventable or non- preventable. A preventable accident is defined as an accident in which the driver failed to do everything reasonably possible to avoid it. In the event of an accident, an employee should exercise common sense and good citizenship, and should always:  Stop their vehicle at the scene of the accident;  Not move the vehicle until instructed by a law enforcement officer;  Give or arrange for aid and assistance to the injured;  Share insurance information;  Retain a copy of the other driver’s insurance and accident report, if applicable;  Report the accident immediately to their manager; and  Complete the Motor Vehicle Accident Reporting Form and submit to their manager The laws governing local, state, and federal highways must be followed. TEC intends to comply with 31 all traffic and safety laws and regulations. Any fines, penalties, or imprisonment levied as results of infractions are the responsibility of the employee and may subject the employee to discipline, up to and including termination. TEC Equipment Handbook – 04/01/2020 Company Confidential

Traffic Violations Employees who receive a parking or traffic citation while using a personal or a Company vehicle are responsible for all fines, court costs, and violation-related expenses. If the traffic citation or accident alleges use of alcohol or other intoxicants or drugs, whether in a Company vehicle or personal vehicle while on Company business, the employee must notify their manager immediately at the time of citation. Any violation of this policy or any misrepresentation of eligibility to use a personal automobile on Company business may result in serious disciplinary action, up to and including termination of employment. Mobile Telephone/Device Use Whether in personal, Company, or rental vehicles, any use by TEC employees of mobile telephones/devices while driving on Company business must be in accordance with applicable traffic laws, regulations, and other legal requirements. Employees must never use mobile telephones/devices in a way that distracts or impairs the employee’s ability to operate any vehicle while on Company business. An employee who violates this policy is subject to disciplinary action, up to and including termination. Personal Vehicles TEC is not responsible for any damage that might occur to employee vehicles including theft of contents while parked on Company property. Employees must exercise extreme caution when driving on Company property and obey all signs and speed limits. Washing or repairing personal vehicles on site is prohibited. Inclement Weather TEC will make every effort to maintain normal work hours during inclement weather. Employees are required to immediately notify their manager if inclement weather will affect their attendance. Employee safety during inclement weather is of the utmost importance to the Company. Employees are advised to use caution when traveling to and from work. TEC attempts to accommodate individual situations by allowing the use of Vacation or Floating Holiday time in these situations. Non-exempt (hourly) employees may take the day as unpaid or utilize Vacation or Floating Holiday time in these situations. Paid Sick time may not be utilized to cover for time missed due to inclement weather. Time Off and Leaves of Absence Paid Holidays 32 There are 7 paid Company Holidays and 1 paid Floating Holiday. 1. New Year’s Day 2. Memorial Day 3. Independence Day 4. Labor Day 5. Thanksgiving Day 6. Day After Thanksgiving 7. Christmas Day 8. Floating Holiday TEC Equipment Handbook – 04/01/2020 Company Confidential

All full-time employees and part-time employees (excluding temporary employees) who work a regular schedule of at least 20 hours per week are eligible to receive Holiday pay for Company Holidays at time of employment. Full-time employees will receive Holiday pay in full day increments. Part-time employees will receive Holiday pay as follows: Average Hours Scheduled Per Week Paid Holiday Hours 20-23 4 24-27 5 28-31 6 Should a Holiday fall on a weekend, the Holiday will be observed on the work day closest to the Holiday. Refer to Employee Classifications on eligibility for this benefit. Employees are paid for the number of hours they would have been regularly scheduled to work on the day in question. If business needs require a non-exempt employee to work during a Holiday, they will be compensated for all hours worked. The non-exempt employee will also receive the Holiday pay they would have otherwise been entitled to receive. Floating Holiday: Employees who work at least 20 hours per week will receive a Floating Holiday (based on the schedule above) after they’ve completed 90 days of employment. Eligible employees may only use up to one Floating Holiday per calendar year. An unused Floating Holiday is not carried over to next calendar year or paid out at termination. If an employee is rehired in the same calendar year and has met the 90 day employment requirement, the employee may use any unused Floating Holiday in that calendar year. Vacation TEC provides paid Vacation as a benefit to non-temporary full-time employees. Truck, Trailer, Auto Transport, and Insurance Sales people and part-time employees scheduled to work less than 30 hours per week are not eligible for paid Vacation time. The Holiday Accrual Schedule is administered as follows: Length of Service Eligible Employees 0 to 2 years 1.54 hours per pay period 3.08 hours per pay period >2 years to 9 years 4.62 hours per pay period >9 years 150 hours Maximum Accrual Vacation accrual begins at time of employment. Employee Vacation will be paid when taken, at the employee’s current base rate of pay. Employees must submit a Vacation Request through the UTM (UltiPro Time Management) at least 33 2 weeks before the requested leave. Employees must ensure that they have enough accrued leave available to cover the dates requested. Requests will be approved based on a number of TEC Equipment Handbook – 04/01/2020 Company Confidential

factors, including department operating and staffing requirements. The manager should respond within 3 business days of the date of the request is submitted that the request has been approved or denied. If the request for Vacation is denied, the manager should provide an appropriate reason on the request returned to the employee. A maximum of 150 hours of Vacation leave may be allowed to accrue at any one time. Once reached, no further Vacation will accrue until Vacation days have been reduced below the maximum. Vacation time will then begin accruing again, but there will be no credit given for the hours lost while at the maximum level. Requests for “pay in lieu” of Vacation will only be granted on an emergency basis for up to one half of the employee’s earned Vacation, not to exceed 40 hours, and must be approved by an employee’s manager and next level manager. Employees taking time off beyond their available Vacation balance may be unpaid unless otherwise required under state or federal law. Unpaid time off beyond any available time off or leaves of absence is subject to manager approval. TEC Equipment Handbook – 04/01/2020 Company Confidential 34

Paid Sick Leave Paid Sick Leave is administered for eligible exempt and non-exempt employees as outlined by state and city requirements in Arizona, California, Oregon, and Washington. TEC provides Nevada employees 16 hours of sick time front-loaded at the beginning of the calendar year. New Hires are eligible to use sick time beginning on their 91st day of employment. Employees must submit a Sick Pay Request through the UTM (UltiPro Time Management) at least 10 days before a scheduled or planned appointment or absence that qualifies under the Sick Time Policy. Employees must ensure that they have Sick time available to cover the dates requested. For an unscheduled absence that qualifies under the Sick Time Policy, employees must notify their manager as soon as practicable. Leaves of Absence Leave of Absence requests must be made by completing a Request for Leave of Absence form found on the Company intranet (TEC Connect) and returning the form to Human Resources. Employees who have knowledge of a need for leave of absence must submit their request form at least 30 days in advance of the first day of needed leave. If an employee is approved for an intermittent leave of absence (if the absence type requested requires intermittent use), the employee must contact the Senior Benefits Specialist by phone call before each shift for which the employee needs to use intermittent leave. This is in addition to the usual and customary policy of the employee notifying their supervisor/manager prior to any shift for which they will not report. Use of a leave of absence for a purpose other than that requested and not following the required processes may result in disciplinary action up to and including termination. Below are leave provisions that may apply to an employee’s request. TEC also recognizes other state and local leave laws, which are not defined in detail in this policy. Please contact Human Resources for additional information. Family and Medical Leave Act Employees who need time off work for purposes covered under state and/or federal family and medical leave regulations must request a leave of absence from Human Resources at least 30 days prior to the planned absence, or as soon as the need for time off is known if the leave is unforeseen. Managers must also notify Human Resources as soon as they become aware of an employee’s need for leave. This process must be followed even if the employee has Sick or Vacation time remaining. The federal Family and Medical Leave Act (FMLA) is available to employees who have (a) completed at least 12 months of service, (b) who have worked at least 1,250 hours in the previous 12 months, and (c) who work at a location where the Company employs at least 50 other employees within a 75-mile radius. Eligible employees may take 12 workweeks of leave in a rolling 12-month period backward from the first date of FMLA leave to care for themselves or to care for a covered family member. . Care for self:  A serious health condition that makes the employee unable to perform the essential functions of their job; o Note - Leave to care for self may be taken either intermittently or on a reduced leave schedule, whenever such a leave is determined to be medically necessary.  If an employee needs a leave because of a foreseeable planned medical procedure, they must TEC Equipment Handbook – 04/01/2020 Company Confidential 35

notify TEC at least 30 days prior to the planned absence and make a reasonable effort to schedule it so as not to excessively disrupt TEC’s operations, subject to the approval of the patient’s health care provider. Managers also must notify Human Resources as soon as they become aware of an employee’s need for leave, even if the employee has Sick or Vacation time remaining.  Work time missed due to a workers compensation related injury or illness may apply towards FMLA hours, subject to state law. Care for covered family members:  The birth of a child and to care for the newborn child within one year of birth;  The placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement; o Employees who take a leave to care for a newborn child or a newly placed child, and whose spouses also are employed by TEC, are entitled to a combined total of 12 work weeks.  To care for the employee’s spouse, child, or parent who has a serious health condition; o Leave to care for a child, spouse, or parent who has a serious health condition may be taken either intermittently or on a reduced leave schedule, whenever such a leave is determined to be medically necessary.  Any qualifying emergency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or  26 workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave). Applying for the Leave Employees must submit a Request for Leave of Absence to Human Resources as early as possible (no later than 30 days in advance when leave is foreseeable, or as soon as practical if leave is unforeseeable) before their leave begins. If the employee’s leave is foreseeable and the employee does not provide at least 30 days’ notice, approval for the leave may be delayed and any absence may be considered unexcused. If the leave is for the employee’s or a family member’s serious health condition, the employee is also required to submit a medical certification signed by a physician within 15 calendar days of receiving the certification form and instructions (The Medical Certification form will be provided by Human Resources once a leave request form has been received.) The medical certification must include all of the following information:  The date on which the serious health condition began;  The probable duration of the condition;  That the leave being requested is medically necessary;  An estimate of the amount of time that the physician believes the employee needs to take in order to care for themselves or care for the child, parent, or spouse; and  If leave is being sought for caring for covered family members, a statement that the serious health condition warrants the participation of a family member to provide care during a period of treatment or supervision of the child, parent, or spouse. If an intermittent leave or leave on a reduced-time leave schedule is sought, the certification must also state that the employee’s leave on these bases is necessary for the care of the patient or will assist in recovery, the expected duration and schedule of the leave, and if necessary, the date(s) on which the treatment will be given and the duration of the treatment. If additional leave is required, employees must submit an additional certification containing the TEC Equipment Handbook – 04/01/2020 Company Confidential 36

information outlined above. Return to Work If an employee takes approved FMLA leave they will be returned to the same or equivalent position (if the former position no longer exists) with regard to employment, benefits, pay, and other terms and conditions of employment. An employee that takes leave is still subject to nondiscriminatory employment actions such as layoff or discipline that would have been taken without regard to the employee’s leave. Integration with other Benefits FMLA leave is unpaid. If an employee takes FMLA leave, they must first use any accrued Sick time then any accrued Vacation time concurrently with the leave. The amount of paid time off an employee uses will not lengthen the amount of leave to which they are otherwise entitled. Employees will not accrue Vacation or other leave and will not be paid for Holidays during their leave of absence. Exempt employees will not be paid their regular salary while on an approved leave of absence. In the event an exempt employee works while on leave, the employee will be paid his or her regular daily salary for each day during which the employee performs any work. TEC will maintain employee group health benefits during the first 12 work weeks of an approved leave of absence. If not previously paid, employees are required to pay the employee portion of benefit premiums upon return from their absence. The following actions may result in a delay or denial of requested FMLA leave. Absences not covered by approved leave will be subject to disciplinary action, up to and including termination.  Failure to follow TEC’s leave request policy  Failure to follow TEC’s absence call-in procedure  Failure to return requested medical certification  Engaging in fraud or misrepresentation in use of FMLA leave State and Local Leaves TEC also recognizes other state and local leave laws, which are not defined in detail in this policy. Please contact Human Resources for additional information. Employees who need time off work for purposes covered under state or local family and medical leave regulations must request a leave of absence by completing a Leave of Absence Request Form at least 30 days prior to the planned absence, or as soon as the need for time off is known if the need for leave is unforeseen. Managers must also notify Human Resources as soon as they become aware of an employee’s need for leave. This process must be followed even if the employee has Sick or Vacation time remaining. In circumstances where the leave qualifies for both the federal FMLA and a state or local leave, the leaves will run concurrently. Paid Bereavement Leave Non-temporary full-time salaried exempt and non-temporary full-time hourly non-exempt employees may be absent, with pay, for up to 3 consecutive work days because of a death in an immediate family member or of a domestic partner. Paid Bereavement Leave does not cover non-consecutive work days. Immediate family includes current spouse, mother, stepmother, father, stepfather, sister, stepsister, brother, stepbrother, child, stepchild, current mother-in-law, current father-in-law, TEC Equipment Handbook – 04/01/2020 Company Confidential 37

grandparents, and grandchildren. Notice of the desire to use this benefit must be given to an employee’s manager as soon as possible. Jury Duty and Witness Leave TEC encourages employees to fulfill their civic obligations. If an employee is called to serve on a jur y or appear as a witness, they must immediately notify their manager. Employees are required to provide a copy of the jury or witness notification to their manager. Regular full-time employees who have completed 60 days of service are eligible to receive up to 24 hours per calendar year of their regular wage or salary while serving as a juror or witness during work hours. Employees must notify their manager and provide court documentation to their manager that notes the dates and times duties were performed as a juror. If work time remains after any day of jury selection or jury duty, employees will be expected to return to work for the remainder of their work shift. If an employee initiates a lawsuit (not related to any protections under applicable domestic or crime victim’s leave) and needs to take time away from work to appear in court, the employee will be expected to make the time off request as far in advance as possible and use Vacation time. The Jury Duty and Witness Leave provisions do not apply. Voting Leave (Arizona employees only) All full-time and part-time Arizona employees can receive time off with pay to vote. To be eligible for paid voting leave, the employee must make a request prior to the day of the election. Eligible employees will be provided with enough paid leave to have up to three (3) consecutive hours to vote between either the opening of the polls and the start of their shift, or the end of their shift and the closing of the polls. Employees will only receive pay for missed scheduled hours due to taking time to vote. For example, if voting polls open at 7:00 a.m. and an employee’s shift starts at 9:00 a.m., the employer could comply with the voting leave law by allowing the employee to arrive at work at 10:00 a.m. and paying the employee wages for the one (1) hour they would have otherwise worked. The employee’s manager may specify the hours an employee can leave to vote. Military Leave Regular full-time employees requesting leave for service in the uniform services will be subject to the guidelines of the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA), which provides additional benefits and job protection for individuals returning to civilian employment after serving in the military. Employees will be given unpaid leave pursuant to USERRA and TEC will be required to restore employees to employment after their return within 5 years of cumulative military service, except under certain circumstances. For additional information regarding Military Leave, contact Human Resources. Volunteer Firefighters/Peace Officers Leave Employees may take unpaid time off to perform emergency duty as a volunteer firefighter or peace officer. If an employee is participating as a volunteer firefighter or peace officer, the employee must alert their manager so that they may be aware of the fact that the employee may have to take time off for emergency duty. In the event that an employee need to take time off for emergency duty, the employee must alert their manager and the Senior Benefits Specialist before doing so when possible. TEC Equipment Handbook – 04/01/2020 Company Confidential 38

School Activity Leave (California employees only) If an employee employed in California is the parent or guardian (“Parent” means a parent, guardian, stepparent, foster parent, or grandparent of, or a person who stands in loco parentis to, a child) of a child or children of the age to attend kindergarten through grade 12, or a licensed child care provider, they may take unpaid time off from work, up to 40 hours each year for the following child-related activities:  To find, enroll, or reenroll their child in a school or with a licensed child care provider, or to participate in activities of the school or licensed child care provider of their child, if the employee, prior to taking the time off, gives reasonable notice to their manager of the planned absence. Time off for these purposes shall not exceed eight hours in any calendar month of the year, up to 40 annual hours.  To address a child care provider or school emergency, if the employee gives notice to their manager. If more than one parent of a child is employed at the same worksite, School Activity Leave for planned non-emergency absences applies only to the parent who first gives notice to the employer. The other parent may take a planned absence simultaneously for that same child only if they obtain manager’s approval for the requested time off. An employee may be required to provide documentation from the school or licensed child care provider verifying that they engaged in permitted child-related activities on a specific date and time. Time off to attend school activities is unpaid unless the employee chooses to use Vacation* in order to receive compensation. *Paid Sick Time and Floating Holiday are not available for use for School Activity Leave Job-Related Illness or Injury: Workers’ Compensation Employees are entitled to take a leave of absence for the duration of any disability due to an occupational illness or injury. When on occupational disability, employees must be examined by a healthcare provider and certified to be disabled from returning to employment. During leave, employees may be eligible to receive Workers' Compensation insurance benefits subject to applicable state law. An employee’s leave of absence will end as soon as a healthcare provider certifies that they are able to safely perform all of the essential functions of their job, with or without reasonable accommodation. Employees released back for modified duty will be required to return to work performing modified job duties in any capacity that is available. If TEC receives medical evidence satisfactory to TEC that an employee will be permanently unable to safely resume all of the essential functions of their job, with or without reasonable accommodation, and if reassignment to a vacant position is not possible, the employee’s employment may be terminated. Employees will be reinstated to their former position when a healthcare provider certifies that the 39 employee is able to perform safely all of the essential functions of their job, with or without reasonable accommodation. The exceptions to this rule are as follows:  When an employee directly or indirectly indicate to TEC that they do not intend to return to TEC’s employ;  When the employee’s former position no longer exists;  When TEC had to replace the employee as a business necessity;  When the employee is no longer qualified for their former job; or TEC Equipment Handbook – 04/01/2020 Company Confidential

 When the employee cannot return to their former job without posing a direct threat to their own health or safety or to the health and safety of another employee or customer. TEC will not be held liable for the payment of workers compensation benefits for any injury which arises out of voluntary participation in any off-duty, recreational, social or athletic activity which is not part of an employee’s work-related duties. Personal Leave of Absence Personal leave not covered by federal or state mandate may be granted on a case-by-case basis. TEC grants personal leaves with consideration of business necessity, the purpose and urgency of the request, and the employee's performance, seniority, and attendance records. A written request, detailing the purpose and the dates of the leave, and prior approval by the appropriate management chain up to the Regional leader/Vice President and the Chief Human Resources Officer is required. Employees are required to use any unused Vacation which will be paid on the regularly scheduled biweekly pay days. Vacation does not accrue while on leave. Health insurance will continue through the month in which the personal leave began and can be continued during the leave by self-paying appropriate premiums through COBRA. During personal leave employees may not accept gainful employment elsewhere or engage in any activity that the Company considers being in conflict with its best interests. Use of a leave of absence for a purpose other than that requested may result in disciplinary action up to and including termination. An employee failing to report to work on the first working date following the expiration of the leave will be considered to have voluntarily resigned. In such a case, the termination date will be considered the last day worked. TEC does not guarantee that an employee’s position will be held or a position will be available at the end of personal leave. Information Technology It is the policy of TEC that its employees and temporary staff regard Information Resources as an important Company asset. Information and information systems, including, but not limited to, computers, laptops, software, cellphones, smartphones, and tablets, are TEC property and are provided to improve the productivity and efficiency of TEC employees. These assets must be protected from unauthorized use, disclosure, modification, or destruction in a manner consistent with their value and sensitivity. The following is the Company’s technology, social media, and social networking policy. The absence of or lack of explicit reference to a specific site does not limit the extent of the application of this polic y. No resource access may be given without written authorization from the employee’s manager. Where no policy or guideline exists, consult with the Information Technology (IT) department. Employees who violate any of TEC’s Information Technology policies may be subject to disciplinary action, up to and including termination of employment. Proprietary Information 40 “Proprietary Information” means all business and technical information made available, directly or indirectly, to employees and contractors. This includes all reports, drawings, electronic files, and other information rightfully acquired or developed by employees or contractors. It also includes information about TEC, its offices, facilities, products, technical and production processes, or any other information that is not generally known in the industry which TEC considers confidential. TEC Equipment Handbook – 04/01/2020 Company Confidential

Employees and contractors will only use proprietary information as required in performance of their duties and will not disclose proprietary information for any reason to any party, except as directed by TEC. Hardware Usage All computer and telecommunications resources are the property of TEC. Personal resources are not authorized to perform Company business without the expressed, written permission of the Chief Information Officer (CIO.) Resources acquired through promotional deals or belonging to contracted companies shall still be treated as Company property if they will be utilized in any way for Company business. All computer, printer, peripheral, and telephone purchases shall be coordinated with the IT Department, unless otherwise specified by IT Management, to ensure usability and compatibility with existing networks and standards. No modifications shall be made to TEC-owned hardware except by an authorized member of the IT staff. Though all computers are Company property, employees should only use equipment that was specified for their use. Applications and settings for the intended users may be adversely affected by unexpected or unauthorized logins. Software Usage Viruses, spyware, and adware present the largest outside threat to TEC’s network and information resources. All computers shall have the Company’s anti-virus software installed, and no one shall disable the anti-virus software other than an authorized IT staff member. Employees shall not download or install any freeware or shareware software packages other than an authorized IT staff member. Software updates or upgrades should not be installed without permission from the IT Department. Any external media, such as CD or USB memory stick, are not authorized for use on Company resources unless they are scanned for viruses and approved for use by the IT Department before copying or running any files from it. Employees shall not open, respond to, or forward any emails from unknown senders, from advertisers, or with any attachments that are not expected. Since viruses can send emails using stolen addresses, employees should not assume that a file is safe just because they recognize the sender. These precautions apply to personal email accounts accessed through the Internet as well as Company email. All critical files stored locally on a computer need to be backed up regularly to a network drive by the employee. Commercial software shall not be copied, except the IT Department may make an archive of software in case the original media is destroyed. Licensed software shall not be used in any way that violates that software’s license agreement, most notably by installing on more than one computer. Software intended for personal use only is not authorized to be installed on Company equipment as it may violate the software’s terms of agreement, and place TEC liable for penalty by law. Network Usage Access to the TEC network shall be limited to official business unless authorized by the CIO. Computers not owned by TEC are prohibited from being connected to TEC’s network, including, but not limited to, mobile technology such as personal telephones and tablets, switches and wireless access points. Stand-alone devices, such as printers, cameras, or mobile devices shall not be attached to Company computers without the written approval of the CIO. TEC Equipment Handbook – 04/01/2020 Company Confidential 41

IT staff should be notified at least 5 business days before any equipment or computers are to be moved, or new equipment is connected to the network to ensure network connectivity is in place without unnecessarily disrupting current activities. More time may be required if network or telephone infrastructure does not already exist at the new location. Employees must have approval from an authorized member of the IT Department prior to connecting to the Company network from a remote location. If a user is authorized to access the network remotely then that user and the computer are held to the same standards as if they were physically connected. Internet Based Software Usage Internet based software applications shall not be used to perform Company business, store, or share Company information without the written permission from the CIO. Employees are expected to exercise the same discretion when using internet based applications as non-internet based applications. Personal information such as passwords or email addresses shall not be shared inside or outside of TEC. Employees using TEC accounts are acting as representatives of TEC. As such, employees should act accordingly to avoid damaging the reputation of the organization. Employees shall not place Company material, confidential or otherwise, (copyrighted software, internal correspondence, etc.) on any publicly accessible internet computer without the written permission of the CIO. Alternate Internet Service Provider connections to TEC networks are not permitted except through authorized applications provided by the IT Department. This Company reserves the right to inspect an employee’s computer system for violations of this or any other Information Technology policy. Mobile Device Usage “Mobile Device” means any cell phone, smart phone, wearable smart device, or tablet. Mobile devices may be provided to an employee based on management’s discretion, but they remain the property of TEC. Employees are expected to exercise the same discretion using mobile devices as is expected when using other computer hardware or software. TEC policies pertaining to harassment, discrimination, retaliation, trade secrets, confidential information, and ethics apply to employee use of mobile devices. Nonexempt employees may not use personal or Company-owned mobile devices for work purposes outside of their normal work schedule without authorization in advance from management. This includes reviewing, sending and responding to e-mails or text messages, responding to phone calls, or making phone calls. Employees may not use personal or Company-owned mobile devices for work purposes during periods of unpaid leave without prior authorization from management. TEC reserves the right to deactivate or retain access on the mobile device during periods of unpaid leave. TEC expects mobile-device users to:  Protect their Company-issued device from theft, damage, abuse, and unauthorized use. This includes keeping the protective case and screen cover on at all times;  Use a passcode of at least 4 digits or device standard, whichever is greater, to maintain only authorized access;  If the device is lost or stolen, the user will notify the IT Department within one hour or as soon as practical after noticing the device is missing. The IT staff will lock and disable the device upon notification. A lost or stolen device will be replaced at the expense of the department to which the responsible party reports to:  Maintain usage within reasonable business use. If business use requirements are dramatically different than the standard plan, management must contact the IT Department to discuss other available options;  Comply with TEC appropriate use policies when using the device as listed in this document; and  Abide by all applicable Company policy and law governing the use of mobile devices while driving. TEC Equipment Handbook – 04/01/2020 Company Confidential 42

Mobile Plan & Device  The Company will provide employees with a mobile plan suitable for their device and role.  The standard mobile plan will allow: o Unlimited calls o Unlimited text o 1GB of data  TEC IT has total authority over the Company plan and usage against that plan.  Employees who are eligible for a Company mobile as part of their role, will be able to choose a device from the approved models.  Employees will receive a replacement device if their current device no longer works or is no longer fit for purpose, subject to management approval. Additional Guidelines:  TEC IT Department has complete oversight and management of device usage.  The Company-provided devices are provided as a productivity tool for business use. IT reserves the right to suspend services for non-use, limited business use, or excessive personal use.  Due to data plan restrictions, employees should opt to use their work landline phone, when at their workstation, to make and receive calls, and connect to the TEC Guest Wi-Fi network when at a TEC location.  TEC employees are permitted limited use of Company IT equipment for personal needs if the use does not interfere with official business and imposes no additional expense to the Company. Since data on the Company’s plan is limited, personal phone calls should be limited to brief occasional calls. Cellular data usage should be limited to business use only. All limited personal use must be in compliance with TEC appropriate use guidelines.  Mobile device selection and issuance is based on list of approved models, availability, and management discretion.  Technical assistance or support is handled by the IT Department.  International roaming services may be available on a temporary basis for business travel only. Data rate plans for e-mail and broadband cards are an additional cost to TEC for mobile device users traveling outside the continental United States. Employees with official Company travel plans abroad should contact the IT Department 30 days prior to travel to request temporary international roaming features. Failure to add the international roaming feature could result in cost overages for which the employee may be responsible.  TEC reserves the right to recall/disconnect Company-provided mobile devices due to budget restrictions or changes to deployment priorities.  Employees are prohibited from taking pictures of TEC resources including, but not limited to property, employees and equipment unless authorized by a TEC Executive. Questions related to Information Technology policies and guidelines should be directed to the TEC IT Support Desk (TEChdesk) at [email protected]. Access Control and Password Confidentiality TEC resources are protected by issuing unique IDs and passwords to authorized users. Authorization to access Company information and systems is granted upon completion of a “User Access Form,” which must be approved by the manager of each authorized user. All authorized users and their managers are responsible for protecting information and information systems assigned to, or accessed by them from unauthorized use, disclosure, modification, or destruction. To comply with security standards and to help control the use of stolen passwords, all computer systems shall require passwords in accordance to set standards. It may be necessary to assign and/or change passwords and personal codes for voice mail, e-mail, computer, laptop, software, or mobile device. These items are to be used for TEC’s business and they remain the property of TEC. TEC Equipment Handbook – 04/01/2020 Company Confidential 43

Technology Privacy Though the IT Department takes the privacy of every person very seriously, employees or any users of Company resources should expect that such usage might be monitored. Department managers have the right to view an employee’s email, Internet usage, phone records, or any other communications or documents created, sent, received, accessed, or downloaded on TEC electronic devices. This applies to personal emails accessed through Company resources as well. For security and maintenance purposes, IT staff may monitor equipment, systems, and network traffic at any time. Privacy Expectations TEC employees do not have a right, nor should they have an expectation, of privacy while using Company-provided devices at any time, including accessing the Internet and using e-mail and voice communications. To the extent that employees wish that their private activities remain private, they should avoid using the Company-provided device for personal use. By acceptance of the Company- provided device, employees imply their consent to disclosing and/or monitoring of device usage, including the contents of any files or information maintained or passed-through that device. Resource Utilization 1. Limited Personal Use. TEC resources are finite; however, limited personal use is permitted if approved by the CIO , and:  The use incurs no additional expense to the Company;  Any programs are run locally, and do not unduly use network bandwidth or storage;  The employee is authorized to use the equipment (i.e., an employee cannot use the Internet for personal use if that employee is not already allowed to use the Internet for business use);  This use does not impede Company business, reduce productivity, or interfere with the productivity or duties of others; and  All other Company policies and procedures are adhered to. 2. Inappropriate Activities. Employees or contractors must not use Company resources for any activities deemed inappropriate. If employees have any questions regarding appropriate use, they should discuss that use with their supervisor. Prohibited activities include, but are not limited to:  Using streaming video or audio, such as Internet radio, except for business purposes.  Creating or knowingly downloading or distributing any malicious or disruptive program.  Making personal calls, except for reasonable use to immediate family.  Participating in peer-to-peer file sharing, which is a substantial virus threat as well as a risk of license infringement punishable by law.  Subscribing to an Internet service that regularly or constantly downloads information, such as weather info or sports scores.  Using Company equipment to gain unauthorized access to other systems.  Creating or forwarding mass mailings such as chain letters, hoaxes, or unsolicited virus warnings.  Creating, copying, or transmitting any material or communication that is illegal or offensive, such as hate speech or material that ridicules others based on race, creed, religion, color, sex, disability, national origin, sexual orientation, or any other protected class.  Creating, viewing, accessing, downloading, storing, or transmitting any material or communication that is sexually oriented, related to gambling, illegal weapons, terrorist activities, or any other prohibited activity.  Using Company resources for commercial purposes or in support of any personal “for profit” activities (e.g., preparing others’ tax returns, selling online or over the phone, etc.).  Using a Company email address to register for any non-job related email groups or newsletters, or when subscribing to any Internet services for personal use.  Posting any Company information to the Internet, unless in the course of performing TEC Equipment Handbook – 04/01/2020 Company Confidential 44

Company business, as this can be a violation of the Company’s proprietary information policy.  Modifying, moving, or deleting any data files that belong to another user or department, without first notifying the owner and ensuring a proper backup exists if necessary. Equipment Return Policy  Employees that leave TEC, whether voluntarily or involuntarily are required to return all Company-issued equipment to their manager. TEC may use whatever legal means it deems necessary to recover any unreturned property.  TEC does not authorize transferring Company numbers to another plan. Risks, liabilities and disclaimers  Lost or stolen devices must be reported to the Company (IT Department) within 24 hours. Employees are responsible for notifying their mobile carrier immediately upon loss of a device.  The employee is expected to use his or her devices in adherence to the Company’s acceptable use policy as outlined above. Employees in violation of the Information and Technology Policy may be disciplined for such behavior up to and including termination of employment. Benefits Overview At TEC Equipment we offer a well-rounded benefits package to meet the needs of our employees. We offer a comprehensive medical, dental, and vision plan to qualified employees and dependents. Along with this we offer employer-sponsored and voluntary life insurance, voluntary short-term and employer-sponsored long-term disability, flexible spending accounts, 401(k), an Employee Assistance Program (EAP), and Vacation and Holiday benefits. TEC reserves the right to terminate, suspend, withdraw, reduce, or modify the benefits offered at any time. No statement in this or any other document and no oral representation should be construed as a waiver of this right. The following information is merely intended to provide information regarding currently available programs. All benefits programs are governed by applicable law and/or program documents. More information on TEC’s benefit programs and provider contact information is available in the annual benefit guide, on TEC Connect (http://tec/human-resources/benefits/), or by contacting the Human Resources Department. Healthcare & Insurance Subject to applicable eligibility provisions, eligible full-time employees may participate in the following employee benefits starting the first of the month following 60 days of employment:  Medical  Vision  Dental  Employee Assistance Program (EAP) TEC Equipment Handbook – 04/01/2020 Company Confidential 45

 Life Insurance  Flexible Spending Account (FSA)  Disability 401(k) Full-time and part-time employees attaining the age of twenty (20) are automatically enrolled in TEC’s 401(k) Savings Plan at the next quarterly enrollment after completing one month of employment,. The quarterly enrollment periods are January 1st, April 1st, July 1st, and October 1st. Participants automatically enrolled will be invested in the qualified default investment alternative (QDIA) at a 4% participation level. If an employee wishes to not participate (opt-out) in the 401(k) benefits, they are required to contact the 401(k) provider to do so. HIPAA TEC complies with all Health Insurance Portability and Accountability Act (HIPAA) regulations regarding employee rights to privacy concerning medical information. Should an employee require assistance from Human Resources in resolving insurance information, they will be asked to sign a HIPAA release. Employee Referral Program The Employee Referral Program has been established to encourage employees to help source the best and brightest talent for TEC. Employees who refer a hired full-time candidate will be eligible to receive a $100 financial reward, less applicable taxes, after the new employee completes 3 months of employment. Referral Eligibility All full time employees are eligible for referral awards, unless the employee is:  An employee working in Human Resources,  A director or manager who has direct hiring authority over the position they are attempting to fill, or  A family member in the same department of the position being filled. No referral credit is given for:  Individuals currently or formerly on a temporary assignment with TEC, or  Former employees. Process  Employees should refer candidates who meet the qualifications for open positions to apply online via the TEC Job Center (www.tecequipment.com/jobcenter).  The referral date may not be earlier than the date the job requisition is posted. The hiring of a referred employee must occur within 180 days (six months) of the initial referral date.  It is the responsibility of the employee to complete an Employee Referral Form located on TEC Connect and ensure it is submitted to Human Resources within 180 days of the initial referral date.  Human Resources will track all referrals and work with Payroll to ensure that payments to the referring employee are processed at the appropriate time.  In the event that an applicant is referred by more than one employee, the first referral received will be honored. TEC Equipment Handbook – 04/01/2020 Company Confidential 46

Educational Assistance The Company will reimburse up to a maximum of $1,500 per calendar year incurred by an eligible employee for continuing education through an accredited program that either offers growth in an area related to their current position or might lead to promotional opportunities. In order to be eligible, the employee must have completed at least one continuous year of employment at TEC, must complete the Education Reimbursement Application and Agreement Form, and must have their manager’s and second level manager’s approval. Qualifying education assistance expenses related to course(s) or certification(s) include: books/certification study materials; tuition; lab fees; or exam fees. Courses include college credit courses, continuing education unit courses, seminars, and certification tests. Employees must earn a passing grade of at minimum “B” or its equivalent, or obtain a certification to receive any reimbursement. Expenses must be validated by receipts, and a copy of the final grade card or certification must be presented to show hours or certification received. Any questions should be directed to Human Resources. If an employee terminates their employment within 2 years of receiving any reimbursement under this policy, the employee shall repay to TEC all such reimbursement received during the 2-year period immediately preceding termination. TEC Equipment Handbook – 04/01/2020 Company Confidential 47