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W e l c o m e t o t h et h e T e a mDear Team Member,If you're holding this manual, it's becauseyou've joined the team here at Main Street.Since 2003, we've been working towardsbuilding a community of team members wholearn to grow and develop as we serve ourcommunity.Debra and I have learned a lot through theyears, and have gained wisdom on how tohave clear structure and systems within ourcompany. The structure has changed over the years, butour values have not. Our mission to serve ourcommunity, to value people over profit, and tomaintain a reputation of honesty, integrity, andsafety as employers, and as a "place" in thecommunity continues to be our guidingpurpose for doing what we do. As you work here, we hope Main StreetRoasters will become more than just anotherjob, but be a family you can be a part of, and aplace where you know you matter and belong. Thank you for sharing your gifts and talentswith us. We're excited to work together. Marcus MillerMarcus MillerFounder, Main Street Roasters

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W h a t M a t t e r s M o s tCommit to the LORD whatever you do,and he will establish your plans. Proverbs 16:3 What We Expect From YouJust as the verse states, we are confident that God has been part ofthe Main Street Roasters story from the beginning, and we're just hereto serve, work together, and be a place for the local community to dolife each day. We know that we’re here for a purpose, and that makesworking in the service industry rewarding. We expect you to catch thevision, learn to serve with joy andgratefulness - and be happy tocome to work each day. We recognize that some days areharder than others, and someseasons are busier, or morestressful. We're confident thatyou'll find your purpose if youfocus on serving others andmeeting their needs every day.We're so glad you're part of theteam.

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Employment Manual 1. WELCOME AND INTRODUCTION ..........................................................................................42. EMPLOYEE DEFINITION AND STATUS, AT-WILL EMPLOYMENT DEFINED ....................52.1. Employment Classification .............................................................................................52.2. Orientation Period for New Employees ..........................................................................53. EMPLOYMENT POLICIES .....................................................................................................63.1. Equal Employment Opportunity ......................................................................................63.2. Immigration Law Compliance .........................................................................................63.3. Employee Background Check ........................................................................................63.4. Criminal Records ............................................................................................................63.5. Hire Date, Anniversary Date(s), and Year(s) of Service .................................................63.6. Personnel Records and Administration ..........................................................................73.7. Change of Personal Data ...............................................................................................73.8. Safety and Health ...........................................................................................................73.9. Building Access and Security .........................................................................................93.10. Personal Property ...........................................................................................................93.11. Health-Related Issues ....................................................................................................93.12. Employee Requiring Medical Attention ...........................................................................93.13. Weather-Related and Emergency-Related Closings ......................................................94. STANDARDS OF CONDUCT .................................................................................................94.1. General Guidelines .........................................................................................................94.2. Attendance and Punctuality ............................................................................................94.3. Scheduling and Requested Time Off ............................................................................104.4. Unscheduled Absence ..................................................................................................104.5. Break and Meal Periods ..................................................................................................104.6. Space Management ........................................................................................................114.7. Customer-Focused Policies ............................................................................................114.8. Harassment Policy ..........................................................................................................12Effective 01/01/2024 Page 1Version 2.0

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Main Street Roasters at its option, may change, delete, suspend or discontinue parts or the policy in its entirety, at any time without prior notice. In the event of a policy change, employees will be notified. Any such action shall apply to existing as well as to future employees.Employment Manual 4.9. Violence in the Workplace ...............................................................................................124.10. Confidential Information and Non-Disclosure Agreement ...............................................124.11. Authorization to Produce Physical Likeness ...................................................................134.12. Ethical Standards ............................................................................................................134.13. Dress Code, Piercings, Tattoos, Appearance ...............................................................134.14. Company Property .......................................................................................................154.15. Employee Use of Computer, Phone, Mail, Email, etc. / Privacy Policy ........................154.16. Use of the Internet, Social Networking, and Telephone ...............................................164.17. Use of Computer Software ...........................................................................................164.18. Smoking Policy .............................................................................................................174.19. Drug-Free Workplace Policy ........................................................................................174.20. Gifts ..............................................................................................................................184.21. Solicitations and Distributions ......................................................................................184.22. Complaint Procedure ....................................................................................................184.23. Corrective Discipline .....................................................................................................194.24. Crisis Suspension, Immediate Termination ..................................................................204.25. Outside Employment ....................................................................................................204.26. Employment Termination/Resignation ..........................................................................214.27. Return of Company Property ........................................................................................215. COMPENSATION POLICIES ...............................................................................................215.1. Base Compensation .....................................................................................................215.2. Tips ...............................................................................................................................215.3. Pay Increases and Performance Bonuses ...................................................................215.4. Timekeeping Procedures .............................................................................................225.5. Overtime Pay ................................................................................................................225.6. Payroll and Paydays .....................................................................................................225.7. Performance and Salary Reviews ................................................................................22Effective 01/01/2024 Page 2Version 2.0

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Main Street Roasters at its option, may change, delete, suspend or discontinue parts or the policy in its entirety, at any time without prior notice. In the event of a policy change, employees will be notified. Any such action shall apply to existing as well as to future employees.Employment Manual 5.8. Opportunities for Advancement—Progression and Promotion .....................................225.9. Benefits Eligibility .........................................................................................................235.10. Health Insurance ..........................................................................................................235.11. Worker’s Compensation ...............................................................................................235.12. Unemployment Compensation .....................................................................................235.13. Social Security ..............................................................................................................236. TIME-OFF BENEFITS ..........................................................................................................246.1. Holiday Policy ...............................................................................................................246.2. Paid Time Off (PTO) .....................................................................................................246.3. Excused Absences .......................................................................................................256.4. Family and Medical Leave Act of 1993 (FMLA) ............................................................256.5. Bereavement Leave .....................................................................................................286.6. Military Leave ...............................................................................................................286.7. Extended Disability Leave ............................................................................................286.8. Uniformed Services Employment and Reemployment .................................................286.9. Personal Leave of Absence ..........................................................................................287. EXPENSES .............................................................................................................................287.1. Introduction ...................................................................................................................287.2. Company Supplies and Expense Reimbursement .......................................................288. EMPLOYEE COMMUNICATIONS ........................................................................................298.1. Open Communication ...................................................................................................298.2. Staff Meetings and Annual Year-End Meeting/Party ....................................................298.3. Suggestions ..................................................................................................................298.4. Closing Statement ........................................................................................................299. ACKNOWLEDGMENT ..............................................................................................................30Effective 01/01/2024 Page 3Version 2.0

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Employment Manual 1. WELCOME AND INTRODUCTIONMain Street Roasters Mission Statement Main Street Roasters exists to serve our community. We put our heart into every part of our business and endeavor to provide a quality product and experience. Main Street Roasters Guiding Principles Are: 1.To create enthusiastically satisfied customers by providing excellence in product, service, atmosphere, and cleanliness. 2.To ensure profitability for the business as is necessary for continued growth and success. 3.To offer all patrons a total “quality without compromise” experience. 4.To provide a wholesome, Christian environment that is encouraging and inviting to everyone. 5.To provide a quiet, peaceful, relaxing, and hospitable environment for people of all ages and races, providing a home away from home. 6.To provide employees with proper training, a pleasant work environment, and the opportunity to develop both personally and professionally. 7.To practice “Local Coffee, Local People” by focusing on excellence in both community relationships and respect for the coffee craft. Welcome to Main Street Roasters. This document has been developed in order to familiarize employees with Main Street Roasters (“MSR”) and provide information about company policies, operations & procedures, and benefits affecting employment at Main Street Roasters. The content of this manual is not and should not be considered an employment contract or a promise of employment between Main Street Roasters and any of its employees. No oral statement or promise by any staff member of Main Street Roasters (“Staff member”), manager of Main Street Roasters (“Manager”), or individual charged with overseeing the administrative duties of managing Main Street Roasters (“Administrative Management”) may be interpreted as a change in policy nor will it constitute an agreement with an employee. Main Street Roasters, at its option, may change, delete, suspend, or discontinue parts of the policy in its entirety, at any time without prior notice. Any such actions shall apply to employees existing as of the time of the action as well as to all future employees with continued employment being the consideration between MSR and employee. Should any provision in this Employment Manual be found to be unenforceable and invalid, such finding does not invalidate the entire Employment Manual, but only the subject provision.This handbook cannot address every situation that could possibly arise in the workplace. Therefore, any unique situation that presents itself will be handled with care and concern by MSR Managers and Administrative Management given the specific facts of each unique scenario regardless of whether such situation is addressed in this employment manual or not.Effective 01/01/2024 Page 4Version 2.0

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Employment Manual 2. Employee Definition and Status, At-Will Employment Defined2.1. Employment Classification2.2. Orientation Period for New EmployeesAn employee of MSR is a person who regularly works for Main Street Roasters on a wage or salary basis. Employment with MSR is considered to be an employment at will, which may be terminated by either party, at any time, for any reason, or for no reason, with or without cause. Continued employment at MSR is not guaranteed, and there is no safeguard against termination for any cause, unless legally specified otherwise. Neither Administrative Management nor Managers possess the authority to establish employment agreements or pledge employment for a specific duration that contradicts this employment-at-will provision. Employees of MSR are classified as either “exempt” or “non-exempt.” This is necessary because, by law, employees in certain types of jobs are entitled to overtime pay for hours worked in excess of forty (40) hours per workweek. EXEMPT employees are those employees who are employed in an executive, administrative, or professional capacity and who are excluded from specific provisions of federal and state wage and hour laws. NON-EXEMPT employees are those employees who are not employed in an executive, administrative, or professional capacity, and who are entitled to overtime pay under the specific provisions of federal and state laws. The measurement period for determining employment status classification for hourly employees is November 1 to October 31. In addition to the above overtime classifications, every employee is assigned an employment status classification: • Administrative Management (Exempt) • Manager (Non-Exempt) • Full-Time Hourly—average 30 or more hours per week for the year (Non-Exempt) • Part-Time Hourly—average less than 30 hours per week (Non-Exempt) • Temporary/Seasonal—full-time or part-time (Non-Exempt)MSR monitors and evaluates every new employee’s performance for the first thirty (30) days of any employee’s employment with MSR beginning on the date of the employee’s first scheduled shift and ending at the conclusion of the employee’s 30th day of employment with MSR (“Orientation Period”). This Orientation Period is intended to determine whether further employment in a specific position or with MSR is appropriate, whether the employee is suited to the job assignment, and if the employee is capable of satisfactorily performing the assigned work.The Orientation Period is not a guarantee of employment for the first thirty (30) days and all employees shall remain at will employees, both during the Orientation Period and thereafter.Effective 01/01/2024 Page 5Version 2.0

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Employment Manual 3. Employment Policies 3.1. Equal Employment Opportunity3.2. Immigration Law Compliance3.3. Employee Background Check3.4. Criminal Records3.5. Hire Date, Anniversary Date(s), and Year(s) of ServiceThroughout the Orientation Period, a Manager and/or a qualified employee will assist in acquainting each new employee with the new employee’s responsibilities, while also assessing performance. This period also facilitates discussions between the employee and Manager concerning work habits, progress, and future objectives.In evaluating the performance of an employee, MSR will consider the following factors: 1. Attendance/Promptness 2. Dependability 3. Quality of Work 4. Quantity of Work 5. Attitude/Cooperation 6. Housekeeping/Safety 7. Ability to Learn New Skills 8. Professionalism At any time during the Orientation Period or at the end of the Orientation Period, the Administrative Management may meet with the employee to review the employee’s performance progress.Main Street Roasters is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and not on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, weight, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any other factor protected by law.All offers of employment are contingent on verification of the candidate’s right to work in the United States. On the first day of work, every new employee will be asked to provide original documents verifying his or her right to work and, as required by federal law, to sign a Federal Form I-9, Employment Eligibility Verification Form.Prior to making an offer of employment, MSR may conduct a job-related background check. A comprehensive background check may consist of prior employment verification, professional reference checks, education confirmation, and a credit check.When appropriate, a criminal records check may be performed to protect MSR’s interest and that of its employees and clients.The first day a MSR employee reports to work for employment is considered the hire date (“Hire Date”). The first anniversary date (“First Anniversary Date”) is January 1 of the calendar year immediately following the hire date. Each subsequent January 1 date is considered an additional anniversary date. Effective 01/01/2024 Page 6Version 2.0

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Employment Manual 3.6. Personnel Records and Administration3.7. Change of Personal Data3.8. Safety and HealthContinuous employment from one Anniversary Date to the next Anniversary Date, i.e., January 1 to January 1 (a calendar year) is defined as a year of service. Total Years of Service are used to calculate eligibility for certain benefits and the level of the benefits earned.The task of handling personnel records and related administration functions at MSR has been assigned to the Controller. Every employee will meet with the Controller on or before the first day of work to fill out the necessary new employee paperwork. Personnel files will be kept confidential at all times and include some or all of the following documents: 1. Federal Tax Form W-4 2. Federal Employment Eligibility Verification Form I-9 3. Indiana Tax Form WH-4 4. Insurance and other benefits enrollment forms, related change action forms 5. Attendance records, personnel change action forms, disciplinary action forms, etc. All medical records, if any, will be kept in a separate confidential file.Any change in an employee’s name, address, telephone number, marital status, dependents, insurance beneficiaries, or a change in the number of tax withholding exemptions, needs to be reported in writing without delay to the Controller.The safety and health of employees is a priority and the responsibility of each and every employee. MSR makes every effort to comply with all federal and state workplace safety requirements. Each employee is expected to obey safety rules and exercise caution and common sense in all work activities. For the safety and security of all MSR employees and MSR property, only employees of MSR are allowed in designated areas. These areas are: 1. Behind the counter 2. Kitchen area 3. Employee room 4. Storage areas 5. Offices At no time should an employee allow an individual not employed by MSR to be in any of the above state designated areas.Effective 01/01/2024 Page 7Version 2.0

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Employment Manual Workplace safety and security: The company takes every reasonable precaution to ensure that employees have a safe working environment. Safety measures and rules are in place for the protection of all employees. Employees who observe an unsafe practice or condition should report it to a Manager. Employees must be alert and aware of any potential dangers to themselves or their coworkers. Take every precaution to ensure that your surroundings are safe and secure. Store personal items in lockers provided. Safety is the responsibility of each and every employee. By using good safety practices and common sense, most accidents can be prevented.Workplace injury: If there is an injury on the job related to your performance of your job, or suspected injury or illness related to your performance of your job, notify a Manager as soon as possible. If a claim for Worker’s Compensation needs to be made, it is important that records of the injury or accident be made promptly. In case of any emergency, dial 911 and seek all appropriate assistance.Workplace illness: Employees who fall ill during their scheduled work time should notify the Manager as soon as possible.Cleanliness on the Job At Main Street Roasters, a healthy and clean work environment is encouraged at all times, both for the benefit of the employee and out of concern for customers. Main Street Roasters requires all employees who work directly with food, either preparing or serving, to follow proper food handling procedures as required by law. Employees are also required to wash hands: • After handling used utensils and equipment. • After coughing, sneezing, using a tissue, or using tobacco products. • After eating or drinking (except when using proper employee drink containers with straws). • After touching bare body parts (other than clean hands). • After using the restroom. • As needed, during food preparation.Main Street Roasters requires employees to adhere to these five steps for proper hand washing, as outlined by the local Department of Environmental Health. 1. Wet hands and exposed portion of arms with warm water. 2. Using soap, work up a soapy lather that covers hand and forearms. 3. Vigorously rub hands together for at least 20 seconds. 4. Rinse hands and forearms in clean water. 5. Dry hands with a paper towel. 6. Use of disposable gloves for one application is enforced.Effective 01/01/2024 Page 8Version 2.0

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Employment Manual 3.9. Building Access and Security3.10. Personal Property3.11. Health-Related Issues3.12. Employee Requiring Medical Attention3.13. Weather-Related and Emergency-Related Closings4. STANDARDS OF CONDUCT 4.1. General Guidelines4.2. Attendance and PunctualityEmployees may park vehicles in the municipal lots as indicated by management. Employees are not permitted to park along the street near businesses to keep those parking spaces available for valued customers and other community members who are shopping in the downtown area.MSR assumes no risk for any loss or damage to personal property and recommends that all employees have personal insurance policies covering the loss of personal property left at the office. A lock is provided in every employee locker and it is recommended that employees use it to secure your personal property while on shift. Employees who become aware of any health-related issue should notify the Manager of health status as soon as possible.Employees should report all non-emergency work-related injuries and accidents immediately to the Manager on duty. If the injury qualifies for workers compensation, it is important that details of the accident be recorded and reported promptly. In case of any emergency situation, dial 911 and seek any appropriate assistance.At times, emergencies such as severe weather, fires, or power failures may disrupt company operations. In such instances, the Administrative Management will decide on the closure and the Manager or Administrative Management will provide the official notification to the employees.All employees are urged to become familiar with MSR’s rules and standards of conduct and are expected to follow these rules and standards faithfully in each aspect of the employee’s job and in conducting the company’s business.MSR employees are expected and required to be present at all shifts for which the employee is scheduled (“Scheduled Shift”). Regular and punctual attendance is required. Punctuality is defined as being ready for a shift ten minutes prior to a scheduled shift starting. MSR expects employees to be ready to fulfill their duties and at their assigned workstation at the beginning of each Scheduled Shift and also upon return from break. Employees are expected to remain at the employee’s assigned workstation during the employee’s Scheduled Shift and may only leave the assigned workstation as necessary to conduct MSR business, or to complete assigned work task. Reasonable rest and bathroom breaks away from the work station are also permitted.Effective 01/01/2024 Page 9Version 2.0

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Employment Manual 4.3. Scheduling and Requested Time Off4.4. Unscheduled Absence4.5. Break and Meal PeriodsUnless previously authorized, and, except for emergency situations, employees are not permitted to leave the building during their Scheduled Shift without notifying the Manager. It is the employee’s responsibility, when leaving the building, to inform the Manager where they will be and their estimated time of return.Employees are expected to promptly return to their assigned workstation upon completion of any tasks or authorized breaks. Employees are expected to work until the conclusion of their Scheduled Shift and to complete all tasks assigned during their Scheduled Shift before leaving. All employees must check in with the Manager on duty prior to leaving to receive approval and confirmation that the employee’s Scheduled Shift has concluded.In case of sickness, an employee must notify the Manager that the employee is not able to attend their Scheduled Shift as soon as possible in order to provide the Manager a reasonable amount of time to help the employees find a replacement for an employee’s Scheduled Shift.MSR employees should not be tardy. Tardiness is defined as arriving late for any scheduled shift or after any scheduled break. Tardiness is not limited to the beginning of a shift. Repeated tardiness is will be handled as follows: 1st Tardy = excused but addressed and documented by Manager. 2nd Tardy = verbal warning and documentation by Manager. 3rd Tardy = write-up and discussion with Manager. Failing to show up for an entire shift may be cause for an immediate write-up. To meet the needs of customers, both full and part-time employees are scheduled. This allows the store and its employees to operate with more flexibility. Every MSR employee is required to commit to a minimum of three shifts per week.Requests for time off are handled on a first-come, first-served basis. In the case of weekends or days that many employees request off (i.e. school breaks, holidays, etc.), Management may limit the number of employees allowed off for those days. If you would like to request time off, please allow a minimum of two (2) weeks notice.Schedules are not a suggestion and are issued bi-weekly. Once shifts are scheduled, it is the employee’s responsibility to know when they are scheduled and to work their Scheduled Shift. If the employee has a major conflict with the Scheduled Shift, it is their responsibility to find a qualified replacement (someone who is properly trained for the scheduled shift), to notify the Manager, and to request the shift change. Be prepared to give a reason/explanation for the change in schedule.Absence from work for two (2) consecutive days without notifying the Manager may be considered a voluntary resignation.MSR wants all employees to work with fresh attitude and appropriate energy level. Therefore, it is important to take time during the workday to take a break and relax. One (1) paid 15-minute break is allowed during a shift. Breaks are not allowed between 11:30 AM and 12:30 PM or between 5:30 PM and 7:00 PM. Employees must get approval from a manager or team leader before going on break.Effective 01/01/2024 Page 10Version 2.0

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Employment Manual 4.6. Space Management4.7. Customer-Focused PoliciesEmployees must respect the time policy and strictly follow the 15-minute break allowed out of respect for fellow employees. The manager may ask employees to shorten break if there is unexpected rush. This is standard procedure and may occur from time to time. Every employee is responsible for the neatness and good order of all common work areas, as well as his or her individual work area at all times. All employees are expected to cooperate in maintaining the establishment in the best possible manner. All common areas are to be kept neat in appearance at all times. It is the responsibility of every individual using the facilities to maintain these areas at all times. When any project or work task is completed, the work area is to be restored to its normal condition. 1. Treat the Customer with Respect: MSR employees are expected to demonstrate customer-centric behavior at all times. This means treating customers with respect, kindness, and professionalism, as well as ensuring their needs and concerns are addressed to the best of the employee’s ability. This comes as first priority over any other checklists or tasks. 2. Discussing Customers: By showing respect to customers, Management will enforce a culture that refrains from any behavior or actions that could be perceived as disrespectful, rude, discriminatory or offensive to customers. There is no tolerance for making derogatory comments, engaging in heated arguments, or using offensive language to customers or in reference to customers. 3. No Discrimination: MSR employees are prohibited from discriminating against customers on the basis of race, gender, religion, nationality, disability, sexuality, or any other characteristic. Management reserves the right to take corrective action that may result in termination if this discriminatory behavior is observed. 4. Dissatisfied Customers and Complaints: Management wants the customer to leave MSR with the desire to visit again. When customers express dissatisfaction or are unhappy, MSR employees should address these concerns professionally. The first step is to seek resolution based on training received and job description for employee’s current status. If more assistance is required, go to a Manager. Retaliation, slander, or disrespect against customers for making complaints is strictly prohibited and may result in termination.5. Confidentiality: MSR employees should respect the privacy and confidentiality of customer information and transactions. Sharing customer information, with anyone outside of MSR staff, including purchases, transactions, preferences, or any other information gathered by working at MSR is strictly prohibited.6. Disruptions, Customer Injury, or Escalations Process: If a MSR employee encounters a difficult or disruptive customer, customer group, or potentially dangerous situation or injury, they should follow the company’s process. This may involve notifying a Supervisor, Manager, or Administrative Management to handle the situation appropriately. In some cases, local law enforcement or emergency contacts are contacted for a customer injury or potential injury. For any customer injury or incident, an incident report needs to be completed with customer information. 7. Consequences for Violations: Violations of this customer-centric policy, including disrespectful or harmful behavior toward customers, can result in disciplinary action up to and including termination of employment. The severity of consequences may depend on the nature and repetition of the offense. Effective 01/01/2024 Page 11Version 2.0

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Employment Manual 4.8. Harassment Policy4.9. Violence in the Workplace4.10. Confidential Information and Non-Disclosure AgreementMSR does not tolerate workplace harassment. Workplace harassment can take many forms. It may be, but is not limited to, bullying, non-verbal harassment, verbal harassment, sexual harassment. These actions may result in consequences ranging from write-ups, to suspension, or termination of employment. Any employee who believes that they have been harassed should report the incident to the Administrative Management as soon as possible. After any report of any incident, a thorough and impartial investigation will be conducted in a timely and confidential manner. After the investigation, disciplinary action, where appropriate, will be taken, up to, and including, dismissal. 1. Cyber Bullying: Harassment conducted through electronic means, such as emails, instant messaging, social media, or other online group messaging platforms. 2. Bullying: Engaging in persistent, harmful, or intimidating behavior intended to demean or undermine a colleague.Taking repeated and direct adverse actions against an individual. 3. Non-Verbal Harassment: This includes offensive gestures, displays of offensive materials or messages, or any other non-verbal conduct that creates a hostile, unkind work environment. 4. Verbal Harassment: Offensive, derogatory, or insulting comments, slurs, pranks, or jokes based on an individual's protected characteristics, such as race, gender, religion, or disability. 5. Unwanted Romantic Advances: Pursuing romantic or sexual relationships with colleagues against one’s wishes or in violation of personal privacy.6. Sexual Harassment: Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other unwelcome verbal or physical contact of a sexual nature when such conduct creates an offensive, hostile, and intimidating working environment and prevents an individual from effectively performing the duties of that position. MSR has adopted a policy prohibiting workplace violence. Consistent with this policy, acts or threats of physical violence, including intimidation, harassment, and/or coercion, which involve or affect MSR or which occur on Main Street Roasters property, will not be tolerated.By accepting employment with MSR, employees agree, acknowledge, and understand that they will become privy to trade secrets, know-how’s, menus, recipes, methods, processes, procedures, policies, manner of service, equipment, and store set-up created by Main Street Roasters. Employees further agree to not disclose any of MSR’s trade secrets, know-hows, menus, recipes, methods, processes, procedures, policies, manner of service, equipment, and store set-up information and the like created by Main Street Roasters to third parties. MSR employees further agree, acknowledge, and understand that all written documents, handbooks, manuals, papers, and other written information provided to employees or made available to employees are the sole exclusive property of Main Street Roasters and shall be returned to MSR upon termination.MSR employees are strictly prohibited from using any of MSR’s confidential or customer information, either during or after employment.Effective 01/01/2024 Page 12Version 2.0

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Employment Manual 4.11. Authorization to Produce Physical Likeness4.12. Ethical Standards4.13. Dress Code, Piercings, Tattoos, AppearanceSpecifically, all food and drink recipes are the confidential property of Main Street Roasters. After termination of employment for any reason, the employee shall maintain this confidence and not discuss or disclose any customer or MSR confidential information whatsoever.All MSR employees are required to sign a Non-Disclosure Agreement as a condition of their employment and will also sign the Non-Disclosure form upon termination of employment for any reason.By accepting employment with MSR, employees expressly grant to Main Street Roasters and its affiliates, the right to photograph employees and/or use their picture, silhouette and other reproductions of their physical likeness (as the same may appear in any still camera photograph, video or other electronic imaging and/or motion picture film) and any sound recordings of their voice (“Likeness”), in Company’s advertising, educational and promotional materials used in connection with its business (“Materials”). By accepting employment with MSR, employees acknowledge and agree that Main Street Roasters, its directors, officers, employees, agents, assigns, controlled and controlling persons are further released from any and all liabilities, obligations, and/or claims arising out of or in connection with the use of their Likeness as set forth herein. This acknowledgment and agreement shall remain in full force and effect until Main Street Roasters receives a written revocation by the employee.MSR insists on the highest ethical standards in conducting its business. Doing the right thing and acting with integrity are the two integral driving forces behind MSR’s continued success.When faced with ethical issues, employees are expected to make the right professional decision consistent with MSR’s principles and standards. We encourage transparency in daily practices with vendors, customers, and staff members. Employees are expected to show cleanliness at all times. A neat and professional appearance while conducting business in the workplace is enforced. Dressing in a fashion that is clearly unprofessional, that is deemed unsafe, or that negatively affects MSR’s reputation or image is not acceptable. MSR’s dress standards reflect common sense professionalism and health code laws. Employees are expected to abide by the dress code whenever working a shift.In order to identify themselves as MSR staff, while working a shift, all employees are required to wear the following:1. Their company issued name tag 2. Either a Main Street Roasters apron over their outfit, or a Main Street Roasters shirt with the MSR logo visible to other staff and customersIn the service industry, MSR has an obligation to serve people in a safe and hygienic manner. MSR does not want to be perceived as unsafe, unhygienic, or inappropriate as a food service business. As part of an environment that has high standards, MSR chooses to hold its employees to a level that may be considered somewhat restrictive. Effective 01/01/2024 Page 13Version 2.0

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Employment Manual Piercings: In a foodservice environment, staff members are allowed to only wear small, discreet piercings such as stud earrings or nose studs, provided they do not pose a safety hazard or interfere with hygiene practices. Piercings that could potentially come in contact with food or food preparation surfaces must be securely covered with appropriate bandages to prevent contamination. Large or dangling piercings such as hoop earrings, excessive facial piercings, or body jewelry that could present a safety concern or interfere with job performance may need to be removed or appropriately covered during work hours. Employees are encouraged to use clear or skin toned retainers for piercings in visible areas if they choose not to remove them during working hours to maintain a professional appearance. Tattoos: Tattoos that feature offensive, explicit, or inappropriate content are strictly prohibited in the workplace. Any tattoo that could be perceived as negative in nature and not professional must be covered as they do not align with company’s values. MSR reserves, for itself, the exclusive right to determine whether an employee’s tattoo is perceived as negative in nature or not professional.Hair: To ensure sanitary practices, long hair reaching shoulder length should be tightly and securely fastened away from the face and neck. Hair clips, braids, headbands, elastic bands are all suggested to keep hair secured.Individuals involved in food preparation should wear appropriate hair restraints upon the request of manager. Maintaining clean and well-groomed hair is essential. Employees must regularly wash their hair to prevent the transfer of oils and contaminants to food or food preparation surfaces. Clean hair is also expected from staff members who interact with customers, as guests anticipate a specific level of professionalism and a clean appearance when being greeted. Failure to maintain one's appearance will result in a Manager addressing the issue.Apparel: Apparel plays a crucial role in creating a professional and cohesive image for MSR. For that reason, specific guidelines for all staff members are required. For bottoms, specific pants that are appropriate, clean, and neat are allowed. Only skirts that are knee length or below knee are allowed. Leggings to be worn under skirts, but not in place of pants, khakis, jeans, or capris.For tops, clean and laundered collared shirts, polo shirts, t-shirts, sweaters, and dresses are allowed, but only if worn with a Main Street branded apron. If the employee chooses to not wear an apron, the only appropriate top is a Main Street branded shirt. (Provided). For footwear, open-toed shoes, casual shoes, and any comfortable footwear is permitted, with the requirement being that these can comfortably accommodate standing, walking, and extended use of stairs.Sweatpants, mini skirts, joggers, or any other casual clothing article are forbidden. Shorts, cut-offs, ripped pants, holes in clothing, or patches in clothing are not permitted. No clothing with suggestive or offensive messaging or images are allowed. We do not allow dirty, soiled, or stained clothing.Effective 01/01/2024 Page 14Version 2.0

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Employment Manual 4.14. Company Property4.15. Employee Use of Computer, Phone, Mail, Email, etc. / Privacy PolicyCorrective Action: Failure to adhere to dress codes will result in verbal or written warnings, action plans, and in case of repeated violations, termination of employment may occur.MSR will provide employees with the equipment needed to do the job. None of this equipment should be used for personal use, nor removed from the physical confines of MSR, unless it is approved for a job that specifically requires use of company equipment outside the physical facility.Property of MSR, including computers, phones, email, and voice mail, should be used only for conducting company business. While incidental and occasional personal use of company computers, phones, email, or voice mail systems may be permitted on a strictly limited basis, any information and/or messages stored in these systems as a result of such limited personal use will be treated no differently than other business-related information and/or messages. In addition to the system hardware and software, all electronic and printed files and electronic and printed messages are the property of MSR, whether or not they are composed, received and/or sent by the employee. The employee should not expect that any information in any form, written, electronic, digital, etc., is private. Email messages and other electronic files constitute business records belonging to MSR. Any works created or received by an employee, in any form, in the course of employment is the property of MSR. Because all messages are the property of MSR, in addition to having no expectation of privacy, employees should be aware that deleted files may be retrieved and read by the Management of MSR. MSR reserves the right to retrieve, monitor, or review any information and/or messages in any form in MSR’s system. All such information and/or messages may be disclosed by MSR for any purpose. Any such disclosure may be made without notice to the employee and without the permission of the employee.Receiving or downloading, and/or sending or uploading of proprietary information is prohibited without prior authorization from Management. Such information includes, but is not limited to, copyrighted materials, trade secrets, food and drink recipes, proprietary financial information, or any such similar materials.Employees are expected to respect the confidentiality of messages sent to others. Employees may not access or review email or voice mail messages that are not specifically distributed to them. MSR information may not be disclosed to anyone not specifically authorized to receive it, whether outside or inside MSR. All data is to be considered confidential unless otherwise specifically identified. Software purchased or developed for use in connection with computers of MSR is proprietary and may not be copied without the owner’s permission. Introduction of unauthorized software on MSR systems, adding software to MSR computers that is personally purchased or developed for non-MSR business, or installing any software on MSR computers without permission is prohibited. All Passwords are property of Main Street Roasters and must be disclosed to the appropriate MSR representative upon request. All policies prohibiting sexual and/or any other type of harassment, coercion, and/or intimidation are equally applicable to email and voice mail systems.Effective 01/01/2024 Page 15Version 2.0

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Employment Manual 4.16. Use of the Internet, Social Networking, and Telephone4.17. Use of Computer SoftwareEmployees are responsible for using the Internet in a manner that is ethical and lawful. Use of the Internet must solely be for business purposes and must not interfere with employee productivity. Social Networking - MSR recognizes an employee’s right to express personal viewpoints on social media platforms when using your personal identity or identifier. Additionally, all employees of MSR do and shall enjoy all protections of your speech as required by the National Labor Relations Board. In keeping with these principles and legal requirements, MSR has established the following rules related to social media posts: 1. You must obey the law. Do not post any information or engage in any online activity that violates applicable local, state, or federal laws. 2. You must respect the privacy of others. You are never permitted to identify a customer or co-worker in an online posting without his or her prior written permission. 3. You may not make false or malicious statements. You are prohibited from online postings which (a) disparage any customer of MSR (regardless of whether said customer was identified in the online posting or not); (b) are egregiously offensive or knowingly and maliciously make a false statement about MSR or a fellow MSR employee; (c) publicly disparage MSR policies, employees, products, or services without relating your complaints to any labor controversy (as the term is used and known by the National Labor Relations Board); or (d) from disparaging the quality of MSR’s employees, products and its business policies in a manner reasonably calculated to harm the company’s reputation and reduce its income.Nothing in this policy is intended to, or will be applied in a manner, that limits employee’s rights to engage in protected concerted activity as prescribed by the National Labor Relations Act. Telephone use at Main Street Roasters is limited:• Customers and friends are not allowed to use the MSR telephones unless an exception is authorized by the Manager.• Employees may use the MSR telephones for emergency calls only—NOT for personal use. Do not use the store telephone to make scheduling changes. Make any arrangements for meals/breaks or after work plans before reporting to work. • Personal mobile phone use—Any mobile phone use while on shift is prohibited. Mobile phones will be kept in the employee room in lockers and be used on break only.• Members of management may have access to personal mobile devices as allowed for management purposes.Main Street Roasters does not condone the illegal duplication of software. The copyright law is clear. The copyright holder is given certain exclusive rights, including the right to make and distribute copies. Title 17 of the U.S. Code states that “it is illegal to make or distribute copies of copyrighted material without authorization” (Section 106). The only exception is the user’s right to make a backup copy for archival purposes (Section 117).Effective 01/01/2024 Page 16Version 2.0

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Employment Manual 4.18. Smoking Policy4.19. Drug-Free Workplace Policy Main Street Roasters ensures a smoke-free environment for all employees and customers. To smoke, kindly remove company-provided aprons and hats before stepping outside. Indiana law prohibits smoking within eight (8) feet of an entrance at enclosed public spaces or places of employment.Main Street Roasters is committed to achieving a safe work environment that is free from the influence of alcohol and illegal drugs, as defined by federal, state or local laws and regulations through education, intervention, an, if appropriate, corrective action. Main Street Roasters strictly prohibits unauthorized use, possession, manufacture, distribution, dispensation or sale of illegal drugs, drug paraphernalia, controlled substances or alcohol on company premises, during company business, in company vehicles, and/or during work hours. Employees are required to be free from the influences of illegal drugs and alcohol while working regardless of whether the employee has a lawfully issued medical marijuana card.Policy: Main Street Roasters requires all employees to report for work in a condition that allows performance of duties in a safe and efficient manner. Employees will not be permitted to work under the influence of alcohol or prohibited drugs thereby affecting job performance. Violation of any provision of this policy will be considered just cause for disciplinary action up to and including termination, even for a first offense. In addition, refusal to adhere to any part of the policy may be considered an act of insubordination and also may lead to disciplinary action up to and including termination. This drug-free policy and related procedures may be modified by Main Street Roasters at any time in order to comply with any applicable federal, state, or local laws or to better serve the needs of the company.Prohibited Drugs: Prohibited drugs are defined as illegal substances, including controlled substances as defined in the Controlled Substance Act (21 U.S.C. 8120) and the Code of Federal Regulations (21 CFR 1308.11-1308.15) and prescription controlled substances which have not been prescribed by a licensed physician or dentist for specific treatment purposes for the employee. Abuse of prescription or over-the-counter drugs will also be treated as a substance abuse problem under this policy. This policy prohibits the illegal use, sale, transfer, distribution, possession, or unlawful manufacture of narcotics, drugs, or other controlled substances while on the job or on company premises (including vehicles used for company business). These include, but are not limited to, marijuana, cocaine, crack, PCP, heroin, LSD, amphetamines, hallucinogens, and barbiturates. Any illegal substances found on such premises will be turned over to the appropriate law enforcement agency and may lead to criminal prosecution.Alcohol: The use of alcohol on the job or on company premises is prohibited. The use of alcohol in vehicles used for company business is strictly prohibited. Alcohol possession applies to all open or unsealed alcoholic beverage containers. Such containers are not allowed on the job or on company premises. Possession of such containers in vehicles used for company business is never authorized.Effective 01/01/2024 Page 17Version 2.0

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Employment Manual 4.20. Gifts 4.21. Solicitations and Distributions4.22. Complaint ProcedureReasonable Suspicion Drug Testing: Alcohol or drug tests may be required for employees in the following circumstances: - When unsatisfactory job performance or other employee behavior is reasonably indicative of substance and/or alcohol abuse; - During and after participation in a drug and/or alcohol rehabilitation program for a reasonable period of time as determined by the company; and/or - When required by law If a supervisor identifies an employee with a behavior pattern and/or job performance reasonably indicative of substance and/or alcohol abuse, the supervisor may recommend that the employee undertake alcohol and/or drug testing.An employee who is involved with illegal drug activity off-the-job may be considered in violation of this policy. In determining whether disciplinary action will be imposed for this activity, Main Street Roasters will consider the circumstance of each incident, including, but not limited to, any adverse effect the employee's actions may have on its customers, other employees, the public, or the company’s reputation and image.Any questions regarding the reporting of violations should be directed to a Manager, Controller, or Owner.Participation in a rehabilitation program will not be considered a barrier to employment nor a cause for disciplinary action. Employees will not be disciplined merely because of participation in a rehabilitation program or excused from the disciplinary consequences of conduct which is in violation of this policy or any other company policies or job requirements. This policy outlines the minimum Drug Free Workplace standards for Main Street Roasters.Advance approval from Administrative Management is required before an employee may accept or solicit a gift of any kind from a customer. Employees are also not permitted to give unauthorized gifts to customers.Main Street Roasters does not allow any kind of solicitation or distribution of materials that are unrelated to MSR and its related companies. This means that people or organizations outside of MSR’s related companies are prohibited from selling, promoting, distributing, or posting any printed material at any time on the property. Exceptions may be authorized or pre-arranged by Administrative Management only. In the capacity of an employee, refrain from engaging in solicitation for any organization or the distribution of materials on MSR's premises, whether during active work hours, during breaks, or while off duty.Employees who have a job-related issue, question, or complaint should first discuss it with the Manager. Employees who observe, become aware of, or, in good faith, suspect a violation of the Standards of Conduct of MSR should immediately report the violation or suspected violation to a member of Management.Effective 01/01/2024 Page 18Version 2.0

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Employment Manual 4.23. Corrective DisciplineThe purpose of a corrective discipline policy is to assist the employee in changing or correcting performance, attendance, and/or behavior by providing the employee information about current performance, attendance, and/or behavior. Unacceptable behavior that does not lead to immediate dismissal may be dealt with in the following manner: a) Verbal Warning b) Written Warning c) Time-off SuspensionVerbal Warning is generally the first step, followed by Written Warnings and Time-off Suspensions. However, this policy is not a guarantee that the procedure will be followed step-by-step in any specific order, or that every step will occur in the corrective disciplinary process.Generally, the Corrective Discipline policy may be applied when the employee demonstrates the following behaviors and/or job performance issues. However, this list is not all-inclusive and, notwithstanding this list, all employees remain employed “at will”. • Malicious gossip and/or spreading rumors, engaging in behavior designed to create discord and lack of harmony• Interfering with another employee on the job, willfully restricting work output or encouraging others to do the same• Unsatisfactory or careless work; mistakes due to carelessness or failure to get necessary instruction and also includes refusal or failure to follow instructions• Any act of harassment or discrimination• Leaving work or stopping work before the end of the workday without prior approval from the Manager• Not being at the work station ready to begin assigned tasks at the start of a shift or when returning from an authorized break period• Loitering or loafing during working hours; sleeping on the job• Excessive use of MSR telephones or personal cell phones for personal calls while working• Obscene or abusive language; rudeness, indifference, disorderly behavior, or antagonistic conduct directed toward a client or fellow employee• Violation of MSR’s electronic mail and voice mail policies• Negligently or recklessly use or damage to MSR property• Unexcused or excessive absences• Dress code violations• Lack of care for customers, or any service related concerns that are not corrected• Any act of malicious conduct toward a customer, or breaking our values defined in our Customer-Focused PoliciesEffective 01/01/2024 Page 19Version 2.0

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Employment Manual 4.24. Crisis Suspension, Immediate Termination4.25. Outside EmploymentBecause of the serious nature of certain violations and behaviors, MSR may choose to implement immediate termination without warning. At minimum, an employee who commits any such serious violation of policy will be suspended without pay pending an investigation of the situation. Following the investigation, the employee may be terminated without any previous disciplinary action having been taken.Generally, Crisis Suspension and/or Immediate Termination may be applied when the employee demonstrates any of the following behaviors and/or job performance issues. However, this list is not all-inclusive and, notwithstanding this list, all employees remain employed “at will”.• Being under the influence of alcohol or controlled substance drugs while at work; use or possession or sale of alcohol or a controlled substance drug in any quantity while on MSR premises (medications legally prescribed by a physician which do not impair work performance are exempt)• Unauthorized possession of dangerous or illegal firearms, weapons or explosives (i.e. fireworks of any kind) on MSR property or while at work• Engaging in any criminal conduct or acts of violence, or making threats of violence toward anyone on MSR premises or when representing MSR• Fighting or any behavior that provokes fighting while on MSR property• Insubordination or refusing to obey instructions pertaining to assignments, refusal to assist on special assignments• Threatening, intimidating or coercing fellow employees on or off the premises, at any time, for any reason• Conversion or theft of MSR property or the property of fellow employees• Unauthorized possession or removal of any MSR property, including documents, from the premises without prior permission from management• Unauthorized use of MSR equipment or property for personal purposes, using MSR equipment for profit-making ventures or activities• Dishonest or willful falsification or misrepresentation on any employment application for employment or any other required record or document• Misrepresentations about medical or personal leave, falsifying reason for a leave of absence• Alteration of MSR records or other MSR documents• Immoral conduct or indecency on MSR property• Disclosure of MSR confidential information or client communicationsEmployees may not take an outside job, either for pay or as a donation of personal time, with a customer or competitor of MSR; nor may employees do work outside of scheduled hours, if it competes or interferes in any way with the services that MSR provides to its customers.Effective 01/01/2024 Page 20Version 2.0

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Employment Manual 4.26. Employment Termination/Resignation4.27. Return of Company Property5. COMPENSATION POLICIES 5.1. Base Compensation5.2. Tips5.3. Pay Increases and Performance BonusesAfter the application of corrective discipline, if it is determined by Management that an employee’s performance does not improve, or if the employee is again in violation of MSR practices, rules, or standards of conduct, employment may be terminated. However, there is no guarantee, expressed or implied, that MSR will follow a step-by-step policy or procedure in any specific order, or that every step will occur in the corrective disciplinary process. Notwithstanding all other considerations, all employees remain employed “at will”.When an employee independently decides to terminate employment, customary business etiquette entails providing a two (2) weeks' notice. This entails maintaining one's current employment status for a duration of two weeks. Management requests that employees adhere to this standard courtesy policy to allow sufficient time for the recruitment of a suitable replacement. Administrative Management may schedule an exit interview with an employee on or around the final day of tenure.Any and all MSR property issued or in the possession of employees must be returned to MSR at the time of termination. Employees will be responsible for any lost or damaged items.It is MSR’s desire to pay each employee a wage or salary that is competitive with other employers in the marketplace and in a way that will be motivational, fair, and equitable. Compensation may vary based on roles and responsibilities, individual, and company performance, and in compliance with all applicable laws.All wages paid by MSR are at or above minimum wage. Tips are calculated separately from hourly wage, not part of the hourly wage.All cash and credit card tips are income, must be reported, and are subject to employment taxes. Employer maintains the right to withhold tip and reclaim a portion of credit card tips to cover credit card processing fees.MSR reserves the right to pool tips or divide by shift. Select shifts do not qualify for tip due to current work position assigned.Pay increases and performance bonuses may be given to employees at the discretion of Management. As a company, the MSR philosophy is to reward good performance, loyalty, and commitment to excellence with pay increases and bonuses. There are four (4) factors that typically determine pay increases and bonus availability and amounts: (a) MSR performance, namely, profits; (b) individual employee performance; (c) length and quantity of service; and (d) promotion.Effective 01/01/2024 Page 21Version 2.0

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Employment Manual 5.4. Timekeeping Procedures5.5. Overtime Pay5.6. Payroll and Paydays5.7. Performance and Salary Reviews5.8. Opportunities for Advancement—Progression and PromotionAccurate records of the time worked by employees are required by law and MSR is obligated to keep these records. Each employee must cooperate by providing accurate and timely information on time worked. MSR uses the Point of Sale (POS) system for timekeeping. The employee is responsible for being on time according to the clock on the POS system. • Employees are expected to complete personal routines (i.e. restroom, putting personal belongings in locker, etc.) before they clock in and are ready to begin actively working. • Employees may not clock in for another staff member. • In the event of inaccuracies in recording time through the POS system, employees are expected to promptly inform management of the error in order to facilitate its correction within the POS system.Overtime compensation is paid to non-exempt employees in accordance with federal and state wage and hour restrictions. All overtime work performed must receive the Manager’s prior authorization.Pay day shall be weekly on Friday. The pay will be for services performed during the previous week period prior to the week in which the pay date falls. Weeks report from Monday through Sunday. All pay shall be by direct deposit to a bank account designated by the employee.For example, the Pay Period beginning Monday, December 25, 2023 and ending on Sunday, December 31, 2023 will have a Pay day of Friday, January 5, 2024.MSR has a periodic review process for providing formal and informal performance feedback. Depending on the employee assignment and length of service, a formal or informal performance review may be conducted periodically as deemed necessary.Salary/wage reviews typically occur in conjunction with year-end reviews by MSR of both MSR’s profit performance for the year and the employee’s personal performance. Typically, MSR may recommend a performance bonus and/or an adjustment in base/salary wage rate, or it may recommend no action at all. MSR would like to provide employees with every opportunity for advancing to other positions or opportunities within the company. Approval of progression moves or promotions depends largely upon training, experience, work record, and business need. However, MSR reserves the right to look outside the company for potential employees as well.Effective 01/01/2024 Page 22Version 2.0

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Employment Manual 5.9. Benefits Eligibility5.10. Health Insurance5.11. Worker’s Compensation5.12. Unemployment Compensation5.13. Social SecurityAll full-time employees will enjoy all of the benefits described in this manual as soon as they meet all of the eligibility requirements for each particular benefit. Part-time employees are not eligible for benefits except as specifically agreed by MSR. The Measurement Period for determining employment status classification for hourly employees is November 1 to October 31. The Administrative Period for signing up for benefits for the following year is November 1 to December 31. The Stability Period when the benefits are effective is January 1 to December 31.All full-time employees are eligible to participate in MSR’s medical insurance plan. MSR pays a minimum of 50% of the cost of the individual coverage premium. Additional coverage options, if desired by the employee, are available. The employee is responsible for 100% of the cost for any such additional coverage options. If an employee’s spouse has access to health insurance coverage at an outside place of employment, spouse is not eligible to be added to the MSR health plan benefit. Management reserves the right to request a letter of insurance eligibility from the insurer of the spouse or other family member.The waiting period for newly eligible persons is thirty (30) days. Coverage for enrolled subscribers and enrolled dependents begins on the first day of the month following completion of the required waiting period. All health insurance premium costs paid by the employee qualify as a pre-tax deduction. When available, participating employees will be required to contribute to the payment of the health plan premiums via payroll deduction cost sharing. In accordance with U.S. Internal Revenue Service provisions, MSR will provide employees the opportunity to participate in a Section 125 plan. All employees are entitled to Workers’ Compensation benefits provided by coverage supplied by MSR. This coverage is automatic and immediate and protects employees from costs associated with treatment for work-related injury or illness. If an employee cannot work due to a work-related injury or illness, Workers’ Compensation insurance pays his or her medical bills and may provide a portion of his or her income until he or she can return to work, in accordance with State law.Unemployment compensation is designed to offer temporary income to individuals who are unemployed due to reasons beyond a person’s control. Depending upon the circumstances, employees may be eligible for Unemployment Compensation upon termination of employment with MSR. The United States Government operates a system of mandated insurance known as Social Security. As a wage earner, employees are required by law to contribute a set amount of weekly wages to the trust fund from which benefits are paid. As an employer, MSR is required to deduct this amount from all compensation an employee receives. In addition, MSR matches employee contribution dollar for dollar, thereby paying one-half of the cost of employee Social Security benefits.Effective 01/01/2024 Page 23Version 2.0

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Employment Manual 6. TIME-OFF BENEFITS 6.1. Holiday Policy6.2. Paid Time Off (PTO)Exempt employees are eligible for holiday pay for designated Corporate holidays provided the employee is employed by MSR on both the business days immediately preceding and following the specific holiday. Non-exempt employees are not eligible for holiday pay. Main Street Roasters will be closed on the following holidays: 1. Memorial Day 2. Labor Day 3. Thanksgiving Day 4. Christmas Day (Observed)If an exempt employee has to work on New Year’s Day Observed or Independence Day Observed, the exempt employee will be able to take another paid day off during the same week that the holiday falls on.All Administrative Management, Managers, and Regular Full-Time employees of MSR are eligible to accrue Paid Time Off which includes vacation, sick, and personal time off. PTO is earned and accrued on an annual basis. Each full-time employee is eligible for PTO from the Anniversary Date of his or her employment based upon attaining the following Years of Service. Employees must average over 30 hours to be eligible to accrue Paid Time Off. Years of Service AttainedDays of PTO Earned One (1) year to Five (5) yearsAdministrative Management - 12 Days Paid Managers - 6 Days Paid Regular Full-Time - 2 Days PaidSix (6) years to Ten (10) yearsAdministrative Management - 14 Days Paid Managers - 8 Days Paid Regular Full-Time - 4 Days PaidEleven (11) years to Fifteen (15) yearsAdministrative Management - 17 Days Paid Managers - 11 Day Paid Regular Full-Time - 7 Days PaidSixteen (16) years or moreAdministrative Management - 20 Days Paid Managers - 14 Days Paid Regular Full-time - 10 Days PaidCooperation and consideration of all parties involved is always the desired method to resolve any scheduling conflicts. In any event, the needs of MSR will be the determining factor when, and if, a PTO request may be approved. Effective 01/01/2024 Page 24Version 2.0

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Employment Manual 6.3. Excused Absences6.4. Family and Medical Leave Act of 1993 (FMLA) Any eligible employee requesting extended PTO vacation must make the request two (2) weeks prior to the time of the scheduled PTO. A personal time off request must be made forty-eight (48) hours prior to the requested time off. The request should be submitted in writing to the Manager. If this is impossible due to unforeseen circumstances, the employee is required to request this time off directly from the Manager and document the request in writing at the earliest opportunity. It is the responsibility of the employee to secure the necessary approval. When making a PTO request, the following guidelines should be noted: 1. Wrapping a PTO day before or after a holiday may not be monopolized by any one employee. 2. PTO days may be used in whole or half (½) day increments. 3. All earned vacation time is deposited/credited on the Anniversary Date of the calendar year in which the vacation time must be used. 4. PTO may not be carried forward past any Anniversary Date, nor is PTO time compensated for in any other way. All unused PTO is forfeited in the event it is not utilized prior to the Anniversary Date. If an employee resigns or is terminated without cause, available PTO will be prorated and paid out if any is still available. In the event of unexpected unavailability for work or anticipated tardiness, direct notification to the Manager is mandatory. In the case of anticipated tardiness, please furnish an estimated time of arrival. For any absence to be considered excused, and therefore, eligible for application of PTO if available, the proper permissions must be received or the proper notifications must be provided. If this is not the case the absence will be considered unexcused. Once PTO has been exhausted, there may be times when it may be necessary to be absent from work. If no PTO is available, the absence will be considered unpaid leave. MSR is required to comply with the Family Medical Leave Act (FMLA). Contact the Controller if you have questions or would like to request FMLA leave.Entitlement: The Family and Medical Leave Act of 1993 (FMLA), amended by the implementation of new family leave entitlements enacted under the National Defense Authorization Act of 2008, provides covered employees with an entitlement to 12 workweeks of unpaid leave during any 12-month period for certain family and medical reasons. As a general rule, to be eligible to take FMLA leave, a full-time or part-time employee must: •have been employed by the company for at least 12 months (separate periods of employment will be counted, provided that the break in service does not exceed seven years); and •have worked at least 1,250 hours in the preceding 12 months from the first date of leave (must be actual hours worked, not including time off, whether paid or unpaid).Basic Leave Entitlement: !FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: Effective 01/01/2024 Page 25Version 2.0

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Employment Manual • For a serious health condition that makes the employee unable to perform the employee’s job; !• For incapacity due to pregnancy, prenatal medical care or childbirth; !• To care for the employee’s child after birth, or placement for adoption or foster care; or !• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition.Military Family Leave Entitlements: An eligible employee with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use his or her 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits an eligible employee to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. Under certain conditions, FMLA may be taken intermittently, or an employee may work under a reduced work schedule by taking family and medical leave for part of each workweek. An employee must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the company’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. An employee may elect to substitute other paid leave, as appropriate, for any of the 12 weeks of unpaid leave under the FMLA. Current law and regulations governing granting and using annual and sick leave (including advanced leave) apply. Job Benefits and Protection: During FMLA leave, the eligible employee may continue health benefits coverage if the employee is eligible for health benefits coverage; however, for periods of unpaid FMLA leave, the employee will be responsible for paying the employee contribution upon return to work. Upon return from FMLA leave, most employees will be restored to original or equivalent positions with equivalent pay, benefits and other employment terms. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.Advance Notice: An employee is required to provide notice of his or her intent to take family and medical leave to the Controller not less than 30 days before leave is to begin when the leave is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with normal call-in procedures and the process for requesting leave.Effective 01/01/2024 Page 26Version 2.0

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Employment Manual An employee requesting FMLA leave must submit a leave request directly to the Controller. Leave requests that are not submitted according to policy and as soon as practicable may be delayed or denied based on individual facts and circumstances.Medical Certification: The company requires medical certification for FMLA leave taken by an employee who has a serious health condition, or to care for an employee’s spouse, son, daughter, or parent who has a serious health condition. An employee must provide sufficient information for the company to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions; the family member is unable to perform daily activities; the need for hospitalization or continuing treatment by a health care provider; or circumstances supporting the need for military family leave. An employee also must inform the company if the requested leave is for a reason for which FMLA leave was previously taken or certified. An employee may also be required to provide periodic recertification supporting the need for leave.If the medical certification is incomplete, the company will provide the employee with the opportunity to correct or complete the medical certification. The employee will have 7 calendar days to resolve any deficiencies or the FMLA leave request may be denied.The company may request recertification and/or a second opinion for the serious health condition of the employee or the employee’s family member in accordance with FMLA regulations. If a second opinion is required, the company will choose a healthcare provider to give the second opinion and will pay the cost. If the first and second opinions differ, the company may require a third opinion. The healthcare provider giving the third opinion will be jointly approved by the company and the employee. The third opinion will be binding. The company will pay the cost of the third opinion. Once the company receives a completed medical certification, the employee will be notified within 5 business days whether the leave is approved or denied and whether the leave will be designated as FMLA leave. If an employee is absent from work for a serious health condition or a condition that progresses into a serious health condition, the company may designate all, or some portion, of the absence as FMLA leave, to the extent that the absence meets the necessary qualifications. Remedies: If an employee believes he or she has been denied any of the rights and requirements of FMLA, the employee may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer.Additional Information: Any questions regarding FMLA leave should be directed to the Controller. Key Definitions: Serious health condition: A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee's job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity (inability to work) of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regiment of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.Immediate family member: an immediate family member is a spouse, child or parent.Effective 01/01/2024 Page 27Version 2.0

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Employment Manual 6.5. Bereavement Leave6.6. Military Leave6.7. Extended Disability Leave6.8. Uniformed Services Employment and Reemployment6.9. Personal Leave of Absence7. EXPENSES 7.1. Introduction7.2. Company Supplies and Expense Reimbursement In the event of the death of a member of an employee’s immediate family, the employee may request paid bereavement leave. • Administrative Management and Managers are eligible for up to three (3) consecutive paid days off. • Regular Full-Time employees are eligible for up to one (1) paid day off. One (1) additional unpaid day may be requested, if needed. Unpaid bereavement leave may also be requested if the death is not immediate family. Immediate family is defined as current spouse, a child, a current stepchild, mother and/or father, current spouse’s mother and/or father, a sibling, and a grandmother and/or grandfather. All bereavement leave, with or without pay, must be requested in writing from management.Employees who serve in U.S. military organizations or state military groups such as the National Guard may take the necessary time off to fulfill this obligation and will retain all of the legal rights for continued employment under existing laws.If a period of disability continues beyond the time provided for within the Family/Medical Leave of Absence section, an employee may apply in writing for an extended disability leave. MSR is not required to approve such a request.As an Equal Opportunity Employer, MSR is committed to providing the basic employment and reemployment services and support as set forth in the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).In special circumstances, MSR may grant a leave for a personal reason, but not for taking employment elsewhere or becoming self-employed. A personal leave of absence must be requested in writing and is subject to the discretion of the Administrative Management. Only those purchases and expenses that are legitimate, reasonable, and comply with this policy will be authorized and approved by MSR.Only authorized persons may purchase supplies in the name of MSR. No employee whose regular duties do not include purchasing may incur any expense on behalf of MSR. Without a proper authorization to purchase from the Manager or the Administrative Management, MSR is not obligated for any purchase. Effective 01/01/2024 Page 28Version 2.0

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Employment Manual 8. EMPLOYEE COMMUNICATIONS 8.1. Open Communication8.2. Staff Meetings and Annual Year-End Meeting/Party8.3. Suggestions8.4. Closing Statement We all want to work in an atmosphere of mutual trust and support. If an employee has an issue with another co-worker, MSR encourages the employee to discuss it with the co-worker directly and try to resolve it as soon as possible. If a resolution is not reached or if the employee does not feel comfortable addressing it directly with the co-worker, the employee should arrange a meeting with the Manager to create a workable solution to the problem. If the concern, problem, or issue is not properly addressed, the employee should contact a member of Administrative Management. Any information discussed in an Open Communication meeting is considered confidential, to the extent possible, while still allowing Management to respond to the problem. Retaliation against any employee for appropriate usage of Open Communication channels is unacceptable. MSR Management encourages open communication, feedback, and discussion about any matter of importance to an employee. In order to effectively communicate major changes in products, systems, major procedural changes or major policy changes, MSR may schedule company-wide staff meetings. Attendance at the staff meeting is mandatory, unless prior approval for an absence has been granted by Administrative Management. Responsibility for all information shared during staff meetings and posted on the employee group message board lies with each individual. Minor product, systems, procedural and policy changes will be communicated verbally by the Manager along with a post on the employee group message board. MSR plans an annual company-wide party before the busy holiday season begins. It is a celebration of and for the employees that work hard to make the business a valued and successful part of the community. Management feels it is important for the employees to make attendance at this event a priority.MSR encourages all employees to bring forward suggestions and good ideas about making MSR a better place to work and enhancing its service to customers. Any employee who sees an opportunity for improvement is encouraged to bring it to the attention of the Manager or the Administrative Management. All suggestions are valued.Successful communication is the key to a successful workplace environment. Successful communication is a two-way process. Employees are expected to stay aware of changes in procedures, policies, etc. Employees are also expected to share ideas, suggestions, personal goals, problems, etc, as they affect the work environment at MSR. Effective 01/01/2024 Page 29Version 2.0

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Employment Manual 9. ACKNOWLEDGMENT I acknowledge that I have received a copy of the Main Street Roasters Employment Manual, and I do commit to read and follow these policies. I am aware that if, at any time, I have questions regarding Main Street Roasters company policies I should direct them to Administrative Management for clarification. I know that Main Street Roasters company policies and other related documents do not form a contract of employment and are not a guarantee by Main Street Roasters of the conditions and benefits that are described within them. Nevertheless, the provisions of such Main Street Roasters company policies are incorporated into the acknowledgment, and I agree that I shall abide by its provisions. I also am aware that Main Street Roasters, at any time, may on reasonable notice, change, add to, or delete from the provisions of the company policies.Print Employee NamePositionEmployee SignatureDateEffective 01/01/2024 Page 30Version 2.0

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History of Main Street RoastersOne of our dreams for Nappanee was to offer a local space where community couldhappen, where friends, young and old, could connect and new friendships could bemade. In 2003, our dream became a reality. We were privileged to open Main StreetCoffee House at the location of the iconic B&B restaurant in the heart of downtownNappanee. In 2005, we began to plan for a full remodel and an expansion into the building nextdoor. These plans included a larger baking facility and more seating area for ourguests. The most important part of this expansion was the addition of a coffeeroasting facility. By adding our own in-house coffee roasting, we were able to offera better product and increase quality control. Marcus loved the art of coffeeroasting and began training and exploring different methods. In 2008, he started working full-time in coffee roasting and managing the coffeehouse. This allowed us to start roasting coffee for more than just our in-houseusage, and we began to form wholesale connections with nearby businesses. In 2017, we entered the next phase of expansion when we moved our roastingfacilities into a separate building just a few doors down from the coffee house. Atthe same time, we upgraded to a larger coffee roaster. The added space in theroastery has given us the ability to operate more efficiently with increased space forcoffee storage and order processing. After the coffee roasting facilities moved outof the coffee house, we began the final phase of our expansion project. Thisinvolved opening up the old roasting space for more retail and seating space. Since 2018, we’ve experienced substantial growth in our coffee house, roasting, andonline business. We continue to look for ways to create better systems, streamlineour processes, and serve our customers in the best way possible. We credit God forhis continued faithfulness in our lives and for giving us the ability to work and serve.Although a lot has changed over the years, our goal and vision for our businessremain the same.Thank you for being part of a team that is making a difference in ourcommunity - we're so glad you've decided to join us!

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Welcome to Main Street Roasters. We are pleased to have you as a newmember of our organization.This document has been developed in order to familiarize employees withMain Street Roasters (“MSR”) and provide information about companypolicies, operations & procedures, and benefits affecting employment at MainStreet Roasters. The content of this manual is not and should not be considered anemployment contract or a promise of employment between Main StreetRoasters and any of its employees. No oral statement or promise by any StaffMember, Manager or Administrative Management may be interpreted as achange in policy nor will it constitute an agreement with an employee.Main Street Roasters, at its option, may change, delete, suspend, ordiscontinue parts or the policy in its entirety, at any time without prior notice.Any such action shall apply to existing as well as future employees withcontinued employment being the consideration between MSR and employee. Should any provision in this Employment Manual be found to beunenforceable and invalid, such finding does not invalidate the entireEmployment Manual, but only the subject provision.a b o u t t h i s m a n u a l

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