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BLU KROME EMPLOYEE HANDBOOK

ABLE OF CONTENT 1 Welcome 1 1 History Goals Culture 1 2 Purpose of Handbook 1 3 At Will Employment 2 Workplace Commitments 2 1 Equal Opportunity Employment 2 2 Non Harassment Non Discrimination 2 3 Drug Free Alcohol Free 7 Work Performance 7 1 Expectations 7 2 Reviews 7 3 Insubordination 8 Discipline Policy 8 1 Grounds for Disciplinary Action 8 2 Procedures 8 3 Termination 2 4 Open Door Policy 9 Health and Safety 3 Company Policy and Procedures 9 1 Workplace Safety 3 1 Code of Professional Conduct 9 2 Workplace Security 3 2 Dress Code 9 3 Emergency Procedures 3 3 Payday 3 4 Company Property 10 Benefits 10 1 PTO 4 Employment Classification 4 1 Exempt 4 2 Non Exempt 4 3 Part Time Full Time or Temporary Status 10 2 Health and Dental Insurance 10 2 IRA 10 4 Mileage Reimbursement 10 5 Voting Paid Time Off 10 6 Workmen s Compensation 5 Attendance Policies 5 1 General Attendance 11 Termination Policies 5 2 Tardiness 11 1 Voluntary Termination 5 3 Breaks 11 2 COBRA Continuation of Benefits 11 2 Exit Interview 6 Leave Policies 6 1 Vacation 12 Acknowledgments of Receipt 6 2 Sick Leave 12 1 Team Member Copy 6 3 Family and Medical Leave Act 12 2 Employer Copy 6 4 Holidays 6 5 Jury Duty 6 6 Military Leave 6 7 Leave of Absence

SECTION 1 WELCOME 1 1 HISTORY GOALS CULTURE Blu Krome was founded in 2020 on the principle idea that a construction company could provide superior quality work 1 2 PURPOSE OF THIS HANDBOOK This handbook has been prepared to inform new team members of the policies and procedures of Blu Krome and to establish the company s expectations It is not all inclusive of our policies rather it offers an overview of the work environment unparalleled customer service and an Blu Krome reserves the right to unilaterally revise inclusive work environment that makes suspend revoke terminate or change any of its team members feel respected heard and appreciated while providing a path to develop and grow their careers Our goal is to create a winning experience for clients and team members alike policies in whole or in part whether described within this handbook or elsewhere in its sole discretion 1 3 AT WILL EMPLOYMENT Employment at Blu Krome is at will An at will employment relationship can be terminated at any time with or without reason or notice by either the employer or the team member

SECTION 2 WORKPLACE COMMITMENTS 2 1 EQUAL OPPORTUNITY EMPLOYMENT related action on the basis of race color religion creed age sex disability national origin marital or veteran status sexual orientation gender identity or any other status protected by applicable law Harassment is generally defined as unwelcome verbal or non verbal conduct based upon a Blu Krome is an equal opportunity employer and person s protected characteristic that denigrates does not unlawfully discriminate against Team or shows hostility or aversion toward the person Members or applicants for employment on the because of the characteristic and which affects the basis of an individual s race color religion creed person s employment opportunities or benefits sex national origin age disability marital status has the purpose or effect of unreasonably veteran status sexual orientation gender identity interfering with the person s work performance or or any other status protected by applicable law has the purpose or effect of creating an This policy applies to all terms conditions and intimidating hostile or offensive working privileges of employment including recruitment environment Harassing conduct includes but is hiring placement compensation promotion not limited to epithets slurs or negative discipline and termination stereotyping threatening intimidating or hostile Whenever possible Blu Krome makes reasonable the workplace of written or graphic material that accommodations for qualified individuals with disabilities to the extent required by law acts denigrating jokes and display or circulation in denigrates or shows hostility or aversion toward an individual or group based on their protected characteristic 2 2 NON HARASSMENT POLICY NON DISCRIMINATION POLICY Sexual harassment is defined as unwelcome Blu Krome prohibits discrimination or harassment other verbal visual or physical conduct of a based on race color religion creed sex national sexual nature when origin age disability marital status veteran status sexual orientation gender identity or any other status protected by applicable law Each individual has the right to work in a professional atmosphere sexual advances requests for sexual favors and 1 Submission to such conduct is made either explicitly or implicitly a term or condition of an individual s employment 2 Submission to or rejection of such conduct by an that promotes equal employment opportunities individual is used as the basis for employment and is free from discriminatory practices including decisions affecting such individual or without limitation harassment Consistent with its 3 Such conduct has the purpose or effect of workplace policy of equal employment opportunity unreasonably interfering with an individual s work Blu Krome prohibits and will not tolerate performance or creating an intimidating hostile harassment on the basis of race color religion or offensive working environment creed sex national origin age disability marital status veteran status sexual orientation gender identity or any other status protected by applicable law Violations of this policy will not be tolerated Discrimination includes but is not limited to making any employment decision or employment Examples of sexual harassment include unwelcome or unsolicited sexual advances displaying sexually suggestive material unwelcome sexual flirtations advances or propositions suggestive comments verbal abuse of a sexual nature sexually oriented jokes crude or vulgar language or gestures graphic

SECTION 2 or verbal commentaries about an individual s body display or distribution of obscene materials physical contact such as patting pinching or brushing against someone s body or physical assault of a sexual nature Reporting Any company team member who feels that he or she has been harassed or discriminated against or has witnessed or become aware of discrimination or harassment in violation of these policies should bring the matter to the immediate attention of his or her supervisor Blu Krome will promptly investigate all allegations of discrimination and harassment and take action as appropriate based on the outcome of the investigation An investigation and its results will be treated as confidential to the extent feasible and Blu Krome will take appropriate action based on the outcome of the investigation Team members are subject to drug testing 1 When they cause or contribute to accidents that damage a Blu Krome vehicle machinery equipment or property that result in an injury to themselves or another team member requiring medical attention 2 When there is reason to believe that an employee may be using drugs or may be under the influence of drugs or alcohol 3 As part of periodic follow up testing if the employee is found to have breached these policies but has been permitted to remain employed Team members who refuse to cooperate in a drug test or who test positive will be subject to disciplinary action up to and including termination 2 4 OPEN DOOR POLICY Blu Krome has an open door policy and takes team No team member will be retaliated against for member concerns and problems seriously The making a complaint in good faith regarding a company values each team member and strives to violation of these policies or for participating in provide a positive work experience Team good faith in an investigation pursuant to these members are encouraged to bring any workplace policies If a team member feels he she has been concerns or problems they might have or know retaliated against the team member should file a about to their supervisor or some other member of complaint using the procedures set forth above management 2 3 DRUG FREE ALCOHOLFREE ENVIRONMENT Team members are prohibited from unlawfully consuming distributing possessing selling or using controlled substances while on duty In addition team members may not be under the influence of any controlled substance such as drugs or alcohol while at work driving company vehicles on company premises or engaged in company business Prescription drugs or over thecounter medications taken as prescribed are an exception to this policy Anyone violating this policy may be subject to disciplinary action up to and including termination

SECTION 3 COMPANY POLICIES AND PROCEDURES 3 1 PROFESSIONAL CONDUCT Blu Krome expects its team members to adhere to a standard of professional conduct and integrity This ensures that the work environment is safe comfortable and productive Team members should be respectful courteous and mindful of others feelings and needs General cooperation between coworkers and supervisors is expected Individuals who act in an unprofessional manner may be subject to disciplinary action The paycheck will reflect work performed for the previous period Paychecks include salary or wages earned minus any mandatory or elected deductions Mandatory deductions include federal or state withholding tax and other withholdings for insurance Notify Human Resources if the paycheck appears to be inaccurate Advances on paychecks are not permitted Information regarding final paychecks can be found under the termination section of this handbook 3 2 DRESS CODE A team member s personal appearance and hygiene is a reflection on Blu Krome s character Team members are expected to dress appropriately for their individual work Any change in name address telephone number marital status or number of exemptions claimed by a team member must be reported to Human Resources immediately responsibilities and position This includes appropriate shoes and safety wear Team members will be provided with 3 Blu Krome t shirts to wear Pants should be long and free from rips and holes Shorts and sweatpants are not permitted Shoes should be puncture resistant non slip and closed toed Sneakers sandals and open toed shoes are not permitted PPE personal protective equipment is provided and should always be worn when needed For more information on PPE see the Blu Krome safety manual 3 3 PAYDAY Paychecks are distributed every week on Friday by direct deposit based on timesheets submitted one week prior If the pay date lands on a holiday paychecks will be distributed on the closest business day before the holiday 3 4 COMPANY PROPERTY Company property such as equipment vehicles tools and computers are not for private use These devices are to be used strictly for company business and are not permitted off grounds unless authorized Company property must be used in the manner for which it was intended Upon termination team members are required to surrender any company property they possess

SECTION 4 EMPLOYMENT CLASSIFICATION 4 2 NON EXEMPT TEAM MEMBERS Blu Krome assigns positions determines overtime must be approved in advance Team wages and compensates team members for overtime in accordance with state and local laws and the Fair Labor Standards Act 4 1 EXEMPT TEAM MEMBERS Exempt team members are those that are excluded Non exempt team members are those eligible for overtime pay of 1 5 times the regular hourly rate of pay for all hours worked over 40 per work week All members should consult with Human Resources if they have questions regarding their classification as a non exempt Team Member 4 3 PART TIME FULL TIME OR TEMPORARY STATUS from the overtime pay requirements of the Fair Part time or full time status depends on the Labor Standards Act Exempt team members are number of hours per week a team member works paid a salary and are expected to work beyond Regular team members who work fewer than 30 their normal work hours whenever necessary to hours receive part time classification Part time accomplish the work of the company Exempt team team members are not eligible for Team Member members are not eligible to receive overtime benefits as described in this handbook Regular compensation Team members should consult with team members who work at least 30 hours receive Human Resources if they have questions regarding full time classification their classification as an exempt team member SECTION 5 ATTTENDANCE POLICIES 5 1 GENERAL ATTENDANCE Blu Krome maintains normal working hours of 7 30 am to 4pm Hours may vary depending on work location and job responsibilities Supervisors will provide Team Members with the following week s work schedule on Friday afternoons While every effort is made to maintain a consistent schedule this schedule is tentative and subject to change Your supervisor will give as much advance notice as possible to any schedule changes Should a team member have any questions regarding the work schedule the team member should contact the supervisor Blu Krome does not tolerate absenteeism without excuse Team Members who will be absent from work should notify a supervisor in advance or as soon as practicable in the event of an emergency Failure to notify your supervisor when you will be absent may result in disciplinary action Chronic absenteeism may result in disciplinary action Team Members who need to leave early for illness or otherwise should inform a supervisor before departure Unauthorized departures may result in disciplinary action

SECTION 5 5 2 TARDINESS 5 3 BREAKS It is expected and important that all team members Team members are entitled to one paid 15 minute maintain a practice of reliable consistent break for every 4 hours worked A mandatory 30 attendance at all times Team members are minute meal break will be deducted from team expected to arrive on time and ready for work A members daily hours after 5 hours worked In the team member who arrives 5 minutes after their event of a missed meal break a missed meal break scheduled arrival time is considered tardy If you form should be complete signed by a supervisor must be late call your supervisor as soon as and turned into Human Resources Meal breaks are possible The company recognizes that situations required and excessive missed meal breaks can arise which hinder punctuality regardless result in disciplinary action excessive tardiness is prohibited and may be subject to disciplinary action LEAVE POLICIES SECTION 6 6 1 VACATIONS Accrued PTO will be used for vacation days To request time off fill out a PTO request form and forward requests to a supervisor Requests may be approved or denied based on company resources Blu Krome is flexible in approving time off when doing so would not interfere with company operations 5 2 SICK LEAVE Accrued PTO will be used for sick days Situations may arise where a team member needs to take time off to address medical or other health concerns The company requests that team members provide notification to their supervisor as soon as practicable when taking time off Team members who miss more than 3 consecutive days may be required to present a doctor s release to Human Resources that permits them to return to work Abuse of this policy may result in disciplinary action 6 3 FAMILY AND MEDICAL ACT LEAVE Blu Krome offers leave consistent with the requirements of the Federal Family and Medical Leave Act FMLA Under the FMLA a team member may be eligible for an unpaid family and medical leave of absence Under the federal FMLA a person who has worked as a team member of this company for at least 1 250 hours for twelve months is eligible for FMLA leave Up to twelve weeks of unpaid leave per year is available for the following reasons The birth of a child and to care for the Care for a spouse son daughter or parent newborn child who has a serious health condition or Placement of a child into adoptive or Care for team members with their own foster care with the Team Member serious health conditions

SECTION 6 If the need for leave is foreseeable team members should notify a supervisor 30 days prior to taking FMLA leave If the need for FMLA leave arises unexpectedly team members should notify a supervisor as soon as practicable giving as much notice to the company as possible Team members may be required to provide medical certifications supporting the need for leave if the leave is due to a serious health condition of the team member or team member s family member periodic recertification of the serious health condition and periodic reports during the leave regarding the team member s status and intent to return to work Team members must return to work immediately after the serious health condition ceases and team members who have taken leave because of their own serious health condition must submit a fitness for duty certification before being allowed to return to work Leave may be taken on an intermittent or reduced schedule to care for an illness yet may not be taken intermittently for the care of a newborn or newly adopted child When leave is taken intermittently the company may transfer the team member to another position with equivalent pay and benefits which is better suited to periods of absence Subject to certain conditions the team member or the company may choose to use accrued PTO concurrent with FMLA leave The company will maintain group health insurance coverage for a team member on family and medical leave on the same terms as if the team member had continued work Arrangements will be made for the team member to pay their share of health insurance premiums while on leave Blu Krome may recover premiums paid to maintain health coverage for a team member who fails to return to work from family and medical leave If a team member would like the company to maintain other paid benefits during the period of leave premiums and charges which are partially or wholly paid by the team member must continue to be paid by the team member during the leave time Family and medical leave will not result in the loss of any employment benefit accrued prior to the date on which the leave commenced However a team member on family and medical leave does not continue to accrue PTO benefits during the period of family and medical leave Upon returning from FMLA leave a team member will be restored to his her original job or an equivalent job with equivalent benefits pay seniority and other employment terms and conditions as provided by the Family and Medical Leave Act 6 4 HOLIDAYS Accrued PTO will be used for the following holidays New Year s Day Labor Day Martin Luther King Jr Day Thanksgiving Memorial Day Christmas Independence Day

SECTION 6 6 5 JURY DUTY TIME OFF 6 7 LEAVE OF ABSENCE The company understands that occasionally team Regular full time team members may request members are called to serve on a jury Team an unpaid leave of absence after the exhaustion members who are selected for jury duty must of PTO A request for a leave of absence must provide a copy of their jury summons to a be submitted in writing in advance to the team supervisor Accrued PTO can be used for time member s immediate supervisor taken for jury duty Leave of absences that are granted are unpaid 6 6 MILITARY LEAVE Team members called to active military duty military reserve or National Guard service may be eligible to receive time off under the Uniformed Services Employment and Reemployment Rights and will not be considered until a team member has exhausted all accrued PTO Continuation of team member benefits during a leave of absence will be addressed on an individual basis as required by law Act of 1994 To receive time off team members must provide notice and a copy of their report orders to an immediate supervisor Military leave is granted on an unpaid basis Upon return with an honorable discharge a team member may be entitled to reinstatement and any applicable job benefits they would have received if present to the extent provided by law SECTION 7 WORK PERFORMANCE 7 1 EXPECTATIONS 7 2 REVIEWS Blu Krome expects every team member to should attempt to achieve their job act in a professional manner Satisfactory objectives and act with diligence and performance of job duties and consideration at all times Poor job responsibilities is key to this expectation performance can result in disciplinary action Team members up to and including termination Blu Krome will perform annual team member performance evaluations The goal of a performance review is to identify areas where a team member excels and areas that need improvement The company uses performance reviews as a tool to determine pay increases promotions and or terminations All performance reviews are based on merit achievement and other factors may include but are not limited to

SECTION 7 All performance reviews are based on merit achievement and other factors may include but are not limited to Quality of work Attitude Knowledge of work Job skills Attendance and punctuality Teamwork and cooperation Compliance with company policy Past performance reviews Improvement Acceptance of responsibility and constructive feedback Team members should note that a performance review does not guarantee a pay increase or promotion Written performance evaluations may be made at any time to advise team members of unacceptable performance Evaluations or any subsequent change in employment status position or pay does not alter the team members at will relationship with the company 7 3 INSUBORD INATION Supervisors and team members should Acts of insubordination are subject to interact with mutual respect and disciplinary action up to and including common courtesy Team members are termination expected to take instruction from supervisors or other persons of If a team member disagrees with a authority Failure to comply with supervisor the team member should instructions or unreasonably delaying first try to mediate the situation by compliance is considered explaining their position If possible a insubordination compromise might be met and accusations of insubordination avoided DISCIPLINE POLICY 8 1 GROUNDS FOR DISCIPLINARY ACTIONS Blu Krome reserves the right to discipline and or terminate a team member who violates company policy practices or rules of conduct Poor performance and misconduct are also grounds for discipline or termination

SECTION 8 The following actions are unacceptable and considered grounds for disciplinary action This list is not comprehensive rather it is meant merely as an example of the types of conduct that Blu Krome does not tolerate These actions include but are not limited to Engaging in acts of discrimination or harassment in the workplace Possessing distributing or being under the influence of illicit controlled substances Being under the influence of a controlled substance or alcohol at work Unauthorized use of company property equipment devices or assets Damage destruction or theft of company property equipment devices or asset Removing company property without prior authorization Falsification misrepresentation or omission of information documents or records Lying Insubordination or refusal to comply with directives Failing to adequately perform job responsibilities Excessive or unexcused absenteeism or tardiness Disclosing confidential or proprietary company information without permission Illegal or violent activity Falsifying injury reports or reasons for leave Possessing unauthorized weapons on premises Disregard for safety and security procedures Disparaging or disrespecting supervisors and or co workers and Any other action or conduct that is inconsistent with company policies procedures standards or expectations This list exhibits the types of actions or events that are subject to disciplinary action It is not intended to indicate every act that could lead to disciplinary action The company reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case 8 2 PROCEDURES Disciplinary action is any one of a number of options used to correct unacceptable behavior or actions Discipline may take the form of oral warnings written warnings probation suspension demotion discharge removal or some other disciplinary action in no particular order The course of action will be determined by the company at its sole discretion as it deems appropriate 8 3 TERMINATION Employment with the company is on an at will basis and may be terminated voluntarily or involuntarily at any time Upon termination a team member is required to turn in all reports and paperwork required to be completed by the Team Member to return all documents equipment keys access cards or other property belonging to Blu Krome that are in the team members possession or control

SECTION 9 HEALTH AND SAFETY 9 1 WORKPLACE SAFETY Blu Krome takes every reasonable precaution to ensure that team members have a safe working environment Safety measures and rules are in place for the protection of all team members Ultimately it is the responsibility of each team member to help prevent accidents To ensure the continuation of a safe workplace all team members should review and understand all provisions of Blu Krome s workplace safety policy Team members should use all safety and protective equipment provided to them and maintain work areas in a safe and orderly manner free from hazardous conditions Team members who observe an unsafe 9 3 EMERGENCY PROCEDURES practice or condition should report In the event of an emergency dial it to a supervisor immediately In 911 immediately If you hear a fire the event of an accident team alarm or other emergency alert members must notify a supervisor system proceed quickly and calmly immediately Report every injury to the nearest exit only a supervisor regardless of how minor to a may authorize Team Members to supervisor immediately Physical reenter Review the Team Member discomfort caused by repetitive safety handbook for specific safety tasks must also be reported For guidelines standards and more information about job regulations injuries refer to the Blu Krome safety manual 9 2 WORKPLACE SECURITY Team members 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 Guard personal belongings and company property SECTION 10 TEAM MEMBERS BENEFITS This handbook contains descriptions of some of Blu Krome s current team member benefits Eligible team members are full time team members who have worked a full calendar month following their date of hire For example If your date of hire is February 14th you are eligible for benefits April 1st after working the full calendar month of March 10 1 PTO PAID TIME OFF PTO provides you with the flexibility to use your time off to meet your personal needs It refers to any time a team member is paid and not working including holiday pay sick time personal time and vacation time PTO will be accrued at a rate of 3 hours for every 40 hours worked Team members must earn and accrue PTO before they may be used At the end of the calendar year remaining accrued PTO may be carried over into the next year but cannot exceed 80 hours

SECTION 10 10 2 HEALTH AND DENTAL INSURANCE Blu Krome makes group health and dental benefits available to eligible team members and their family members Blu Krome pays 50 of the team members health insurance The remaining costs are the team members responsibility Team Members can receive details about benefits provided contribution rates and eligibility from Human Resources 10 3 A SIMPLE IRA SAVINGS INCENTIVE MATCH PLAN FOR TEAM MEMBERS Blu Krome offers full time team members a simple IRA plan Team members may elect to contribute a beforetaxed percentage or set amount of their earned income each week up to 14 000 a year to an IRA Blu Krome will match 100 of the first 3 contributed Team members can receive details from Human Resources 10 4 MILEAGE REIMBURSEMENT Blu Krome offers mileage reimbursement for team members who use their personal vehicles for business purposes Team members who use their personal vehicles for approved business purposes will receive a mileage allowance of 56 cents per mile This allowance is to compensate for the cost of gasoline oil depreciation and insurance The normal commute the journey between home and work does not count The journey must be useful to the business and its everyday activities and have a primarily business purpose A detailed mileage log must be submitted for reimbursement and include the following The time and date of each journey The total number of miles covered odometer readings can be useful for mileage tracking The destination to and from The reason for the journey Mileage reimbursement logs must be submitted no later than Monday by 5pm from the previous week and will be paid on the following Friday paycheck 10 5 VOTING TIME OFF Team members are encouraged to participate in elections Blu Krome grants incremental time off to cast a ballot in an election Voting time off is granted on a paid basis of 2 hours Should extenuating circumstances arise while voting notify a supervisor as soon as possible

SECTION 10 10 6 WORKERS COMPENSATION As required by law the company provides workers compensation benefits for the protection of team members with work related injuries or illnesses Workers compensation insurance provides coverage to team members who receive job related injuries or illnesses If a team member is injured or becomes ill as a result of their job it is the team members responsibility to immediately notify a supervisor of their injury in order to receive benefits Report every illness or injury to a supervisor regardless of how minor it appears The company will advise the team member of the procedure for submitting a workers compensation claim If necessary injured team members will be referred to a medical care facility Team members should retain all paperwork provided to them by the medical facility Failure to report a work related illness or injury promptly could result in denial of benefits A team member s report should contain as many details as possible including the date time description of the illness or injury and the names of any witnesses A separate insurance company administers the worker s compensation insurance Representatives of this company may contact injured team members regarding their benefits under the plan SECTION 11 TERMINATION 11 2 COBRA CONTINUATION OF HEALTH BENEFITS 11 1 VOLUNTARY TERMINATION Reconciliation Act COBRA a qualified team member Blu Krome recognizes that personal situations may who terminates employment for reasons other than arise which require a voluntary termination of gross misconduct on the team members part or employment Should this occur the company requests who loses health and dental coverage due to a that the team member provide two weeks advance reduction in work hours may temporarily continue notice in writing This request does not alter any team group health and dental coverage for themselves members at will relationship with Blu Krome their spouse and any covered dependent children at Under the federal Consolidated Omnibus Budget the full premium rate plus administrative fees That All rights and privileges of employment with the eligibility normally extends for 18 months company terminate upon the date of separation As further discussed in Section 8 3 terminating team members are required to return all company property assigned to them Failure to do so may result in the withholding of their final paycheck 11 3 EXIT INTERVIEW The company may request an exit interview upon notice of termination The purpose of the exit interview is to complete necessary forms collect company property and discuss employment experiences with the company