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2 Revised July 2021 TABLE OF CONTENTS WELCOME HISTORY OF ALLIANCE BANK HANDBOOK DISCLAIMER EMPLOYMENT POLICIES Equal Employment Opportunity Job Posting Definitions of Employment Status New Employee Orientation Training and Review Period Telecommuting Policy Personnel Records Maintenance/Employee Privacy Resignations Reduction In Force Reinstatement of Service after Rehire Employment References WAGE AND SALARY POLICIES Pay Periods Pay Advances Time and Attendance EMPLOYEE BENEFITS Paid Time Off Holidays Excused Absences Medical Insurance Long Term Disability 401k Profit Sharing Plan Educational Assistance LEAVES OF ABSENCE Family and Medical Leave Military Leave STANDARDS OF CONDUCT General Guidelines Code of Conduct Productive Work Environment Alcohol/Drug Abuse Firearms Workplace Safety and Reporting of Injuries Solicitations Smoking Business Attire Internet/Intranet/E-Mail Social Media Personal Electronic Equipment Employee Communications

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6 Revised July 2021 HISTORY OF ALLIANCE BANK Alliance Bank has a long history of growth, change, and diversification. It all started in mid-year 1927 when the First State Bank of Sulphur Springs was closed for insolvency. Two of the largest depositors were Charles Ashcroft (and his related interests), and the Lindley family banks of Ridgeway and Brashear. Mr. Ashcroft and Jim Lindley met to consider reopening the bank so that they could get their deposits back. They re-chartered as Sulphur Springs State Bank on June 13, 1927. Mr. Lindley served as president with Mr. Ashcroft as vice-president. George S. Prim came from the Ridgeway Bank to serve as cashier. The bank was located on the southwest corner of Main and Gilmer Streets. (In fact, the vault door from that bank remains in that building today.) The bank generated a profit and paid a dividend that first year, and the trend has never been interrupted. On the last day of 1927, we purchased the Ridgeway State Bank, starting a period of profitable acquisitions and acceleration in the growth of the bank. The First State Bank of Cumby was bought, followed by the Brashear bank. When a bank at Yantis was closed and sold, the Sulphur Springs State Bank hired the president, and he brought customers with him, adding to the rapid growth. Soon, a Mt. Vernon bank purchased the bank in Sulphur Bluff, and most of the customers preferred to do business with Sulphur Springs State Bank. When the bank in Como closed, most of the deposits and notes came to Sulphur Springs. Then, finally, we purchased a bank in Pickton to round out this period of incredible growth. In or about 1933, there was a fire in the bank, resulting in the need to find another building. We purchased the First National Bank to get their larger facility. It was located where the current main bank is on the north side of the downtown square. Eddie Kistenmacher joined us with this purchase, and he and Jack Kennemur were responsible for verifying the consolidation of the cash—which had to be done before the bank opened the next morning. They always liked to tell the story of how they locked Gerald Prim and L.F. Bridges, Jr., the young bookkeepers, in the bank with the ledgers to complete the consolidation. After many hours, as dawn was breaking, the two bookkeepers decided to get some coffee at the café across the street. When they discovered they were locked in, they lowered the window and yelled to the waiter. He delivered coffee to them, and they finished the job at about 8:00 AM, in time for the bank to open. The next major phase of growth for the bank began in 1937 when Carnation Milk opened a canning plant in Sulphur Springs. Bank management saw a strong future for the dairy industry in Hopkins County with this local buyer, and they started encouraging farmers to participate. The bank offered 100% financing on dairy cows for anyone with a contract to sell to Carnation. Thus, began the long love affair between the dairy industry and Sulphur Springs State Bank. In 1943, J.C. Lindley died, and Charles Ashcroft succeeded him as president. Then, George S. Prim became president upon Mr. Ashcroft’s death. For the next sixteen and a half years, Mr. George, as he was widely known, gave the bank strong leadership as its president. His tenure as president led to the completion of a new banking home next door to the main bank—on the lot where Bridges Cash Store had been located. The old bank building was razed, and one of the first auto banks in this part of the state was built. This gave Sulphur Springs State Bank the reputation of a progressive, forward thinking bank. (As an aside--it has been said that the most significant change in banking between 1927 and 1964 was the decline in the use of paperweights. With the advent of air conditioning, we no longer used blow fans, so paperweights went the way of Model T’s and milking stools. Since then, this business has changed so much that we are participants in the financial industry--not the banking industry.) To continue with our history, Mr. Prim died in February 1963, and was succeeded by L.F. Bridges, Jr. His years as president were marked by remarkable expansion of the county’s dairy industry and by rapid growth of the bank. During this time (1963-1979), the bank increased loan volume tremendously by encouraging dairymen to upgrade their herds with northern Holsteins and update their equipment and facilities. Also, during this period, property was purchased on the east side of Church Street, and a modern auto bank was built.

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7 Revised July 2021 At the close of 1978, Mr. Bridges retired, and Gerald Prim became the bank’s fifth president. He served until January 1984. While he was president, we continued to enjoy rapid, healthy growth. We added parking facilities and rebuilt the banking house--even under budget. The reputation and the presence of the bank were enhanced to an unbelievable degree during the period of 1965 to 1984, thanks to the leadership of Mr. Bridges and Mr. Prim. At the end of 1983, Mr. Prim decided it was time to cut back and enjoy his golf and local broadcasting more, so he resigned, but stayed on the Board as a consultant. L. F. Bridges, III, (Alec) became president in January 1984. The next 15 years were marked by another period of expansion through acquisition and growth. In October 1984, The Southtown branch was opened, and in July 1990, the American National Bank—Greenville was purchased from the FDIC. Subsequently, the downtown auto bank was reconstructed to the current facility, and a new building was built at 5804 Wesley to house our Greenville branch. In 1993, the Wolfe City National Bank, with offices in Wolfe City and Commerce, was purchased from the FDIC. And, in February 1996, Sulphur Springs State Bank merged with Colonial Bank of Greenville in a further commitment to serve the people of Hunt County and to diversify our markets. As a result of the merger, our assets topped the $300 million mark for the first time. In October 1996, the Sulphur Springs State Bank became Alliance Bank—a major change for many long-time customers and employees, but a welcome renewal to the commitment of serving the many markets we represent. In 1996, during this time of change and reorganization, Alec Bridges was promoted to the position of Chairman of the Board/Chief Executive Officer, and Bill Williams was named President. Mr. Williams served in that position until May 1999, when he retired and was succeeded by Thomas C. Sellers. In 2004, Mr. Bridges’ role became that of Chairman of the Board, and Mr. Sellers was named Chief Executive Officer. As we continue to grow and evolve in the extremely competitive financial industry, it has been determined that our future growth will be in markets outside of our traditional agricultural lending base. We are always exploring new ways of offering our services to a broader consumer market. This dedication to expansion has led us to develop a wide array of products and services, including our very popular on-line Internet banking. We have also opened a full-service branch in Rockwall, Texas—the heart of the metroplex growth area. Alliance Bank completed construction of its initial branch in Rockwall in October 2005 and now operates (2) branches in Rockwall. In July of 2015, Alliance Bank opened a Loan Production Office in McKinney, Texas. As 2018 ended, Alliance Bank was presented an opportunity to acquire First National Bank of Mount Vernon. In March 2019 that purchased was approved, FNBMV was chartered in 1900, currently with corporate offices and three banking locations in Mount Vernon and Franklin County. First National began serving the residents and visitors to the Cypress Springs area in 1992 and completed a newly constructed branch in 2016. First National opened a full-service branch inside the Brookshire’s Grocery Store in Mount Vernon in 1996. To further enhance Alliance Bank’s “Have it All” philosophy, the bank expanded its services by offering securities and insurance. Alliance Bank Financial Services is a full-service brokerage firm offering our customers a wide variety of investment alternatives to help them achieve their financial goals. Galyean Insurance Agency was purchased by the bank in 2004. The agency is a full-service agency offering personal lines, commercial lines and Life and Health insurance with locations in each of the counties we serve. During its long history, Alliance Bank has maintained a commitment to its shareholders, customers, and employees to remain a strong, stable, and viable community bank—one which not only provides financial products and services but contributes and participates in the communities we serve. Our plans for future growth and expansion will always be centered on this commitment.

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9 Revised July 2021 HANDBOOK DISCLAIMER This handbook applies to all entities and their employees operating under the Alliance Bancshares, Inc. holding company which includes Alliance Bank, Alliance Bank Financial Services, and Gaylean Insurance Agency. Herein when the company is referenced as Alliance Bank or when employees are referenced/associated with Alliance Bank, those statements include all employees under the Alliance Bancshares, Inc. holding company. The policies and procedures set forth in this employee handbook are not a binding employment contract. This handbook provides general guidelines only and none of its provisions are contractual in nature. Employment with Alliance Bank is “at will”, meaning that employment may be terminated at any time, with or without notice, for any reason or no reason, by Alliance Bank or the employee. This handbook is not a contract guaranteeing employment for any specified period of time. Either Alliance Bank or the employee may end the relationship at any time, with or without cause, notice, or reason. No officer, supervisor, or representative other than Alliance Bank’s President/Chief Executive Officer has the authority to enter into any agreement guaranteeing you employment for any specified period of time or to make any written or oral promises, agreements, or commitments contrary to this policy. Further, any employment agreement entered into by the President/Chief Executive Officer will not be enforceable unless it is in writing. This handbook replaces and supersedes all earlier Alliance Bank personnel practices, policies, and guidelines. NOTICE OF EMPLOYER’S RIGHT TO UNILATERALLY CHANGE POLICY HANDBOOK The policies and procedures found in this employee handbook may change from time to time at the sole discretion of Alliance Bank. Alliance Bank explicitly reserves the right to change or modify any of the provisions contained in these policies and procedures at any time, with or without advance notice.

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11 Revised July 2021 EQUAL EMPLOYMENT OPPORTUNITY Our goal at Alliance Bank is to recruit, hire, and maintain a diverse workforce. Equal employment opportunity is good business as well as being the law and applies to all areas of employment, including recruitment, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. As an equal opportunity employer, Alliance Bank does not discriminate in its employment decisions on the basis of race, religion, color, national origin, gender, age, disability, genetic information, or on any other basis that would be in violation of any applicable federal, state, or local law. Furthermore, Alliance Bank will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship, safety, and/or health risk. As a government contractor, the organization has adopted a written Affirmative Action Plan to ensure utilization of minorities, the disabled, Vietnam-era or disabled veterans, and women at all levels and divisions of the organization. This plan will be revised on an annual basis. Alliance Bank is committed to making a good-faith effort toward achieving the objectives of the Plan. Any employee who would like to review the Plan may do so by scheduling an appointment with the Human Resources Department during normal business hours. As a government contractor, Alliance Bank will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. JOB POSTING Because Alliance Bank believes in promoting employees from within, we established a job-posting program to give all employees an opportunity to apply for positions that interest them and for which they are qualified. Vacancies for non-exempt positions are communicated electronically to all employees through Microsoft Outlook. Postings include the job title, job grade, minimum hiring specifications, and closing date for filing applications. Positions are posted for five working days. Employees may be limited to submitting two (2) internal applications within a 12-month period. New employees still in their training and review period may be excluded from consideration until they have successfully completed that phase of employment. To apply for a posted position that is in the same job grade as your current position, you must meet the minimum hiring specifications for the position, have a good overall work record, and have been in your current position for at least one year. To apply for a posted position that is in a higher job grade than your current position, you must meet the minimum hiring specifications for the position and have a good overall work record. The one year waiting period in your current position is waived for promotional opportunities. If an employee is absent from work, the individual may submit a job bid within 24 hours of returning to work. This bid will then be considered unless another person has already been selected to fill the job. You are required to obtain your supervisor's signature and your senior vice president’s signature when submitting an application for a posted position. The Human Resources Department will contact you regarding the status of your candidacy. The Executive Team may waive or make changes to this process at any time with or without notice. IN THIS SECTION… • Equal Employment Opportunity • Job Postings • Definitions of Employment Status • New Employee Orientation • Training and Review Period • Personnel Records Maintenance/Employee Privacy • Resignations • Reinstatement of Service after Rehire

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12 Revised July 2021 DEFINITIONS OF EMPLOYMENT 0 The following terms will be used to describe the classification of employees and their employment status: EXEMPT: Employees whose positions meet specific tests established by the Fair Labor Standards Act (FLSA) and are exempt from overtime pay requirements. NON-EXEMPT: Employees whose positions do not meet FLSA exemption tests and are paid one and one-half times their regular rate of pay for hours worked in excess of 40 per week. FULL-TIME: Employees who are scheduled to work 30 or more hours per week and have completed the 90-day training and review period. They are employed for an indefinite length of time and are eligible for all employee benefits. PART-TIME: Employees scheduled to work less than 30 hours per week. They are employed for an indefinite length of time and are not eligible for benefits unless specifically stated. TEMPORARY: Employees who are hired to "fill-in" on occasion when regular employees are out of the bank or workload demands are greater than usual. They are not eligible for benefits. NEW EMPLOYEE ORIENTATION It is the Bank's policy to acquaint new employees with their duties and make them feel a part of our institution as quickly as possible. All new employees will report initially to the Human Resources Department where they will receive and discuss a copy of our Employee Handbook, review how to use the ADP timekeeping system, and fill out all necessary payroll forms. At the conclusion of the orientation and on-boarding process, the employee will be sent to the immediate supervisor who will review the job description and thoroughly explain the new employee's job responsibilities and the supervisor's expectations. TRAINING AND REVIEW PERIOD It is the policy of Alliance Bank to place all new employees into a "training and review" period for at least the first 90 calendar days of employment. This period provides supervisors with the first opportunity to observe, train, and evaluate the performance of new employees, and it provides the employees an opportunity to decide if they like working for the Bank. During the 90-day period, the supervisor will be completing standardized training review forms evaluating the employee’s performance. These forms will be discussed with the employee and will be signed by both supervisor and employee. Our policy remains that an individual is employed at our will even after retention following the 90-day training and review period. TELECOMMUTING POLICY Telecommuting allows employees to work at home, on the road or in a satellite location for all or part of their workweek. Alliance Bank considers telecommuting to be a viable, flexible work option when both the employee and the job are suited to such an arrangement. Telecommuting may be appropriate for some employees and jobs but not for others. This policy applies to all Alliance Bank employees authorized to work remotely as a primary job function or temporarily allowed by their managers to work from home or other location on an irregular basis due to extenuating circumstances. It in no way changes the terms and conditions of employment with Alliance Bank. Employees who are approved to work remotely must follow all Alliance Banks policies, procedures, and guidelines like their office-based colleagues. If the Executive Vice President and/or CEO agree, a telecommuting policy/agreement will be prepared and acknowledged by employee.

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13 Revised July 2021 PERSONNEL RECORDS MAINTENANCE / EMPLOYEE PRIVACY It is the policy of Alliance Bank to maintain complete and accurate records regarding employees' employment history in compliance with applicable laws and government regulations, while respecting the rights of employees and protecting their privacy. Therefore, the Bank has established the following guidelines and procedures pertaining to the personnel records: 1. The Human Resources Department will be responsible for setting up and maintaining all personnel folders. 2. Personnel folders will contain only information required for business or legal purposes. 3. Employee personnel folders will be maintained under conditions of strict security and high confidentiality. Only Bank officers and supervisors with a clearly defined "need to know" or authorized representatives of government agencies on official business will be provided access to the information contained in the personnel records. 4. The Bank will provide employees with adequate access to information in their own files and guarantee the right of each employee to correct inaccurate information or express disagreement with information which the Bank maintains is accurate. 5. The Bank will limit information released to outside sources to accurate employment verification data based on information contained in the employee’s personnel folder. RESIGNATIONS Employees desiring to resign for any reason should give two (2) weeks' notice. The Bank cannot favorably recommend an employee who resigns on short notice without exceptional circumstances. Paid leave may not be used in lieu of notice. An employee who wishes to retire must notify his or her immediate supervisor and the Human Resources Department in writing at least one month before the planned retirement date. It is the practice of Alliance Bank to give special recognition to employees at the time of their retirement. To be eligible for a retirement gift, the recipient must meet the following conditions: • Employed with Alliance Bank for a minimum of fifteen consecutive years AND recipient must be at least 65 years of age. OR • Employed with Alliance Bank for 25 consecutive years of service at any age. REDUCTION IN FORCE The policies and procedures regarding the reduction-in-force of Bank personnel are as follows: 1. When economic or other conditions necessitate a reduction in the work force, the Bank will make every effort to retain employees by offering alternatives such as transfers or reduced working hours. 2. The reductions-in-force will be done based on job classification, seniority, and work performance. The Bank must maintain a staffing pattern which will allow for continued efficient operation in all departments. 3. The Human Resources Department will maintain a record of employees who are laid off and notices and responses to recall. REINSTATEMENT OF SERVICE AFTER REHIRE Because Alliance Bank appreciates the dedicated service of its employees, we have developed this policy so that rehired employees may regain credit for past service as such service may affect eligibility for related benefits and employment considerations. The benefits included in this policy are any for which eligibility is based in whole or part upon length of service, excluding 401k and insurance plans. (Reinstatement of 401k vesting and insurance eligibility are controlled by those plans

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14 Revised July 2021 separately.) Achievement of service restoration can be accomplished when the following criteria are met: 1. Five (5) or more years of service must have taken place prior to separation. 2. The gap in service from separation to rehire must not have exceeded six (6) months. 3. One (1) year of continuous service must have been completed since rehire. The application of the foregoing criteria will be made only once. Persons separating a second time will not be eligible for service restoration. EMPLOYMENT REFERENCES It will be the policy of Alliance Bank to give employment references on former employees, when requested. All references will be given by the Human Resources Department. Because of the potential liability to the Bank and individuals, no other supervisor or officer should share previous employment information with prospective employers. The Human Resources Department will provide truthful and accurate information regarding the employee’s tenure with us. It will also be the policy of Alliance Bank that no officers or supervisors will write letters of recommendation for former employees.

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16 Revised July 2021 PAY PERIODS Exempt employees are paid on the 15th and the last working day of each month. Non-exempt employees are paid bi-weekly on Fridays. If a payday falls on a holiday or weekend, payroll will be processed on the last working day of the payroll period. PAY ADVANCES It is the policy of Alliance Bank to give no pay advances to employees. TIME AND ATTENDANCE Each employee is required to work the hours normally scheduled for his or her position. Schedules are prepared based on business need and subject to change at any time. This may include the need for evenings, weekends, or holiday coverage. The Bank defines its attendance policies in these terms: ABSENCE: The failure of an employee to report during the hours normally scheduled to work. TARDINESS: Arriving late at the job without an acceptable reason. EXCUSED ABSENCE: An absence before which the employee, or someone acting for the employee, notifies the supervisor and for which the supervisor gives permission to the employee. UNEXCUSED ABSENCE: An absence for which the employee did not give notice or for which the supervisor did not give permission. Violations to the bank’s attendance policy will be addressed through the disciplinary process. OVERTIME In situations where overtime work is necessary, these procedures will be followed: 1. Supervisors will notify employees as early in the day as possible when they determine overtime work may be required. However, supervisors have the authority to require employees to work overtime without prior notice to ensure work is completed on a timely basis. 2. Employees are expected to work overtime when requested. 3. All employees, with the exception of designated supervisory and administrative personnel, are subject to the requirements of the federal wage and hour laws (the Fair Labor Standards Act) and, as such, will be compensated for overtime work at the rate of time and one-half for all hours worked over 40. (Paid time off during the period will not be counted as time worked for the purposes of overtime pay calculation.) 4. Employees who anticipate the need for overtime to complete the week’s work must notify the supervisor in advance and obtain approval prior to working hours that extend beyond their normal schedule. 5. Employees who fail to obtain approval prior to working hours that extend beyond the 40-hour workweek may be subject to disciplinary action. Continued overtime offenses may result in termination. IN THIS SECTION… • Pay Periods • Pay Advances • Time and attendance

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17 Revised July 2021 EMPLOYEE TIME RECORDS Federal labor laws require the keeping of accurate records of hours worked. The Bank has instituted procedures to meet this requirement. All non-exempt employees are required to utilize the ADP timekeeping system to record hours worked and must punch in the time for these periods each day: A. Arrival at work at the beginning of the workday. B. Departure time for lunch break or other absence from work. C. Time returned from lunch break or other absence from work. D. Departure from work following completion of the workday. Employees are expected to regularly and accurately use the ADP system to record their time. If an employee misses an entry in the timekeeping system, the employee should notify their supervisor as soon as possible. The supervisor will manually enter the employee’s work hours on the timekeeping system. Non-exempt employees are prohibited from adjusting their own time in the ADP timekeeping system. Employees who consistently miss time clock entries or violate other portions of the Time and Attendance policy, will be subject to disciplinary actions.

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19 Revised July 2021 PAID TIME OFF It is the policy of Alliance Bank to offer paid time off to all regular, full-time and part-time employees. This time off policy combines traditional vacation, sick, and personal leave plans into one flexible, paid time off policy. 1. The number of days of paid time off for non-exempt employees is determined as follows: A. All non-exempt regular employees hired between January 1 and May 31 in a calendar year will receive paid time off based on an accrual of 3.69 hours per bi-weekly pay period. B. Employees hired after May 31 are eligible for a paid leave accrual of 2.15 hours per pay period. C. Paid time off accruals for regular full-time employees beginning in January of the second through fifth years will be 5.23 hours per bi-weekly pay period. D. In the sixth through 15th calendar years of employment, paid time off accrual will be 6.77 hours per pay period. E. In the 16th calendar year and beyond, paid time off will accrue at a rate of 8.31 hours per pay period. F. Part-time employees are eligible for one week of paid leave upon completion of each 12 months of continuous service. Paid time will be based on the average number of hours worked per week during the previous six-month period. 2. Paid time off for exempt employees is listed below: A. For junior officers and non-officer, exempt employees, there will be an allowance of 40 hours for those who are hired between January 1 and May 31 in a calendar year. Beginning in January of the second through tenth year, paid time off will accrue at a rate of 5.0 hours per pay period. And, in the calendar years following the tenth anniversary, paid time off will accrue at a rate of 6.67 hours per pay period. Other paid time off will be granted with supervisor approval. B. Senior officers (vice-president and above) will have an allowance of 40 hours for those who are hired between January 1 and May 31 in a calendar year. Beginning in January of the second year and beyond, paid time off will accrue at a rate of 6.67 hours per semi-monthly pay period. Other paid time off will be granted with supervisor approval. 3. Each non-exempt employee full time and part time will be eligible for an “employee day out” (eight hours) during the month of his/her birthday. This time must be scheduled in advance and approved by the employee’s supervisor. 4. Employees who have an unexpected need to be absent from work should notify their direct supervisor before the scheduled start of their workday, if possible. The direct supervisor must also be contacted on each additional day of unexpected absence. If an employee’s unexpected paid leave is excessive, the supervisor may require a doctor’s note before the employee returns to work. If an employee is absent three days without notifying his/her supervisor, the Bank may consider the employee to have voluntarily terminated employment. 5. To schedule planned paid time off, employees should request advance approval from their supervisors. Requests will be approved based on a number of factors, including business needs and staffing requirements, and time off may be restricted during peak work periods, such as holidays. Employees are required to schedule a minimum of one leave period of five consecutive days each year. 6. Time off will be paid at the employee’s normal wage. It will not include overtime or any special forms of compensation such as incentives, ATM pay, etc. IN THIS SECTION… • Paid Time Off • Holidays • Excused Absences • Medical Insurance • Long Term Disability & Life Insurance • 401K Profit Sharing Plan • Educational Assistance

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20 Revised July 2021 7. Employees will not be required to take paid leave if they work at least six hours in a scheduled day. If an employee works less than six hours, he/she will receive regular pay for hours worked and paid time off to make up the difference between hours worked and the eight hours upon which each employee’s day is based. (For instance, an employee comes in at 8:00 AM and leaves at 10:30 AM. This employee will be paid 2.5 hours of regular time and 5.5 hours of paid leave time.) 8. Paid time off is accrued with each pay period. Employees will be eligible to take paid leave at the beginning of each calendar year. However, if they leave the Bank’s employ before the number of hours accrued equals the time actually taken, they will reimburse the difference to the Bank out of the last paycheck. Hours earned, but unused, during that calendar year, will be paid at termination or in the case of a reduction-in-force. (Paid time off may not be used in lieu of two weeks’ notice.) New employees will be eligible to schedule time off at the successful completion of the 90-day training and review period. 9. Each employee must take at least one week of paid leave annually during the calendar year in which it accrues. Non-exempt employees may carry forward a maximum of 40 paid time off hours each year to a total of 720 hours. Other leave not taken will be forfeited and may not be carried forward to a subsequent year, except in cases where management requests an employee to defer time off to the following year due to an operational or personnel crisis. Accumulated leave not taken will be paid upon termination or promotion into an exempt level position. EXCUSED ABSENCES FUNERAL LEAVE The Bank will grant funeral leave with pay for a death in a regular full-time employee's immediate family. Immediate family is defined as the employee's spouse, child, stepchild, parent, stepparent, mother-in-law, father-in-law, sister, brother, sister-in-law, brother-in-law, grandparent, grandparent-in-law, great-grandparent, great-grandparent-in-law, or family member living in the employee's household. The employee must notify his or her supervisor as soon as possible when funeral leave is required. The actual number of days allowed for funeral leave will depend upon the individual circumstances. JURY DUTY We feel it is important for employees to fulfill their civic responsibility by serving on jury duty when requested. If an employee is summoned for jury duty, the summons or subpoena should be presented to his or her supervisor as soon as it is received. The employee will continue to receive full pay for the normal workday(s) served in court, up to a maximum of 15 business days. Jury pay is not deducted from regular salary. An employee should report to work if dismissed early from jury service. MEDICAL/DENTAL/VISION INSURANCE Regular full-time employees (those who work 30 or more hours per week) are eligible for medical/dental/vision coverage under the Bank's group policy after successful completion of the 90-day training and review period and the qualifying period then in effect with our insurance carrier. Booklets detailing the coverage are available on reference documents under Human Resources. Consult the Human Resources Department if you have additional questions. HOLIDAYS At Alliance Bank, we normally observe and pay regular, full-time employees' salaries on the following legal holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Columbus Day Veterans' Day Thanksgiving Day Christmas Day Effective dates for these holidays will be posted annually. In order to be eligible for holiday pay, you must be at work the day before and the day after the holiday or have an excused absence.

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21 Revised July 2021 LONG-TERM DISABILITY INSURANCE & LIFE INSURANCE All regular full-time employees (those who work 30 or more hours per week) are covered by a long-term disability insurance policy. The insurance becomes effective 90 days after an employee becomes disabled. The Bank pays the full premium cost of this benefit. And, regular full-time employees are issued a life insurance policy after successful completion of the training and review period and the qualifying period then in effect with our insurance carrier. The Bank pays the full premium cost. The amount of the policy will be one times the employee’s scheduled annual salary with a minimum benefit of $25,000 and a maximum of $100,000. Annual update of the life insurance value will coincide with contract renewal. Contact the Human Resources Department for more information. 401K PROFIT SHARING PLAN In order to allow you to plan and prepare for a financially secure retirement, Alliance Bank has instituted a 401k tax deferred retirement/savings plan. Employees who work more than 1,000 hours per year are eligible to participate in the plan after successful completion of the 90-day training and review period. Newly hired employees are enrolled automatically in the Bank’s 401k Profit Sharing plan 90 days after their hire date. Beginning with the first pay period following the 90-day period, 3% of eligible pay is withheld automatically on a pre-tax basis. Contributions are invested in the applicable Retire fund as determined by the employee’s date of birth. Employees who do not wish to participate in the 401k Profit Sharing Plan can decide and notify Human Resources prior to the automatic enrollment or they will have a 90-day period to opt out of the plan after contributions begin. The plan booklet will be given to you upon eligibility. For additional information, please contact the Human Resources Department. EDUCATIONAL ASSISTANCE At Alliance Bank, we encourage employees to obtain additional knowledge, skills, or other training which, in the judgment of the Bank, will improve their abilities to perform their present jobs or enhance their potential for jobs for which they might reasonably qualify. The types of educational courses eligible for financial assistance are divided into three categories: College-level courses, graduate banking schools, and job-related seminars or workshops. COLLEGE-LEVEL COURSES Regular full-time employees who have a minimum of two years' continuous service are eligible for educational assistance in college-level programs. Courses which meet the criteria for assistance must be job-related and a direct benefit to the employee's current job and/or future career opportunities with the Bank. Employees must have a degree plan in a business field. The courses can be classroom instruction or Internet-based. If an employee is interested in participating in the educational assistance program, a Tuition Reimbursement Form should be completed and returned to the Human Resources Officer no later than four weeks prior to the start of the course. Applications to the program must be approved by the Supervisor, the department’s Senior Officer, and the Human Resources Director. Employees with marginal performance will not be accepted into the program. A maximum of two courses per semester will be allowed, as long as job performance is not affected. Amount of reimbursement will be limited to current tuition for a public institution of higher learning. If a student enrolls in a private school or Internet program, tuition will be prorated to equal the public-school level. Enrollment should be in classes that do not conflict with the employee's scheduled working hours.

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22 Revised July 2021 The student's course grade will be the deciding factor in the Bank's reimbursement of tuition and textbooks. A grade of "B" or above-----100% reimbursement A grade of "C"----------------80% reimbursement A grade of "D" or below-----No reimbursement Upon completion of the course, students must submit to the Human Resources Department evidence of grade earned, tuition paid, and book receipts in order to qualify for reimbursement. Registration, parking, and all other miscellaneous fees will not be reimbursed. If an employee resigns from the Bank within one year after course completion and reimbursement, the employee is required to refund Alliance Bank 100% of the amount reimbursed for the course. If an employee resigns from the Bank within two years after course completion and reimbursement, the employee is required to refund Alliance Bank 50% of the amount reimbursed for the course. Such agreement is included in the Tuition Reimbursement Application. If an employee changes their degree plan and the new degree is no longer in a business field, they may be required to reimburse the bank under the same conditions as an employee who resigns. Financial aid for education will not be available if an employee is already receiving education assistance through another source. GRADUATE BANKING SCHOOLS As an integral part of an officer's job, continuing education through graduate banking schools is often required for updates and additional knowledge related to job performance. Alliance Bank encourages officers to take advantage of this type of course. The Bank will cover the cost of tuition, travel and housing expense, and other related fees. If an officer resigns from the Bank within one year after course completion, the employee is required to refund Alliance Bank 100% of the amount reimbursed for the course. If an employee resigns from the Bank within two years after course completion, the employee is required to refund Alliance Bank 50% of the amount reimbursed for the course. We do reserve the right to limit the number of courses an officer participates in and the number of employees who attend such courses each year. The final approval for each course rests with the CEO. JOB-RELATED SEMINARS AND WORKSHOPS If an employee is interested in a job-related seminar, first level supervisory and Senior Vice President level approval is required for the Bank to cover the fees and expenses. Again, we do reserve the right to limit the number of courses an employee participates in and the number of employees who attend such courses each year. If the seminar, conference, certification, etc. cost is in excess of $1,000.00 per employee and the employee resigns from Alliance Bank within one year after course completion/certification attained and/or incentive/awards paid by the bank in recognition of the achievement, the employee understands they may be required to refund Alliance Bank 50% of the amount of monies paid.

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24 Revised July 2021 FAMILY AND MEDICAL LEAVES OF ABSENCE It is the policy of Alliance Bank to grant up to 12 weeks of family and medical leave during any 12-month period to eligible employees, in accordance with the Family and Medical Leave Act of 1993 (FMLA). The leave may be paid, unpaid, or a combination of paid and unpaid, depending on the circumstances and as specified in this policy. 1. Eligibility In order to qualify to take family and medical leave under this policy, the employee must meet all of the following conditions: A. The employee must have worked for the Bank at least 12 months, or 52 weeks. The twelve months, or 52 weeks, need not have been consecutive. For eligibility purposes, an employee will be considered to have been employed for an entire week even if the employee was on the payroll for only part of a week or if the employee is on leave during the week. B. The employee must have worked at least 1250 hours during the twelve-month period immediately before the date when the leave would begin. 2. Type of Leave Covered In order to qualify as FMLA leave under this policy, the employee must be taking the leave for one of the reasons listed below: A. the birth of a child and in order to care for that child; B. the placement of a child for adoption or foster care; C. to care for a spouse, child, or parent with a serious health condition; or D. the serious health condition (described below) of the employee. An employee may take leave because of a serious health condition that makes the employee unable to perform the functions of the employee's position. A serious health condition is defined as a condition which requires inpatient care at a hospital, hospice, or residential medical care facility, or a condition which requires continuing care by a licensed health care provider. This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences. Generally, a chronic or long-term health condition which, if left untreated, would result in a period of incapacity of more than three days, would be considered a serious health condition. Employees with questions about what illnesses are covered under this FMLA policy or under the Bank's sick leave policy are encouraged to consult with the Human Resources Department. The Bank may require an employee to provide a doctor's certification of the serious health condition. The certification process is outlined in Section 7. If an employee takes paid sick leave for a condition that progresses into a serious health condition and the employee requests unpaid leave as provided under this policy, the Bank may designate all or some portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the necessary qualifications. An eligible employee can take up to 12 weeks of leave under this policy during any 12-month period. The Bank will measure the twelve-month period as a rolling 12-month period measured backward from the date an employee uses any leave under this policy. Each time an employee takes leave, the Bank will compute the amount of leave the employee has taken under this policy and subtract it from the 12 weeks of available leave, and the balance remaining is the amount the employee is entitled to take at that time. For example, if an employee used four weeks of FMLA leave beginning February IN THIS SECTION… • Family and Medical Leave • Military Leave

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25 Revised July 2021 1, 2006, four weeks beginning June 1, 2006, and four weeks beginning December 1, 2006, the employee would not be entitled to any additional leave until February 1, 2007. On February 1, 2007, the employee would be entitled to four weeks of leave. If a husband and wife both work for the Bank, and each wishes to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent "in-law") with a serious health condition, the husband and wife may only take a total of 12 weeks of leave. 3. Employee Status & Benefits During Leave While an employee is on leave, the Bank will continue the employee's health benefits at the same level and under the same conditions as if the employee had continued to work. If an employee chooses not to return to work for reasons other than a continued serious health condition, the Bank will require the employee to reimburse the Bank the amount it paid for the employee's health insurance premium during the leave period. If the employee does not return at the end of the leave period, the employee's notification of his/her intent not to return will be the COBRA qualifying event. The employee should consult the Bank's COBRA policy in the Benefit Plan Description. Under current Bank policy, the employee pays a portion of his/her health care premium and dependent health care premium. While on paid leave, the Bank will continue to make payroll deductions to collect the employee's premium. While on unpaid leave, the employee must continue to make this payment either in person or by mail. The payment must be received in the Human Resources Department by the 15th day of each month. If the payment is more than 30 days late, the employee's health care coverage may be dropped for the duration of the leave. 4. Employee Status after Leave An employee who takes leave under this policy will be able to return to the same job or a job with equivalent status, pay, benefits, and other employment terms. The position will be the same or one which entails substantially equivalent skill, effort, responsibility, and authority. The Bank may choose to exempt certain highly compensated employees from this requirement and not return them to the same or similar position. 5. Use of Paid and Unpaid Leave If the employee has accrued paid leave, the employee must use paid leave first and take the remainder of the twelve weeks as unpaid leave. An employee who is taking leave because of the employee's own serious health condition or the serious health condition of a family member must use all available paid time off prior to being eligible for unpaid leave. An employee taking leave for the birth of a child must use all available paid leave before being eligible for unpaid leave for the remainder of the 12 weeks. An employee who is taking leave for the adoption or foster care of a child must use all available paid time off prior to being eligible for unpaid leave. If a bank observed holiday falls during a regular employee’s FMLA leave, the following will occur: A. If the employee is using PTO hours, they will receive holiday pay. B. If the employee is out of PTO time, they will not receive holiday pay. C. If the employee is on an intermittent leave or a reduced schedule, they will receive holiday pay as long as they work their scheduled hours the day before and the day after the holiday.

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26 Revised July 2021 6. Intermittent Leave or a Reduced Work Schedule The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year), or under certain circumstances may use the leave to reduce the work week or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 weeks over a 12-month period. The Bank may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule. For the birth, adoption, or foster care of a child, the Bank and the employee must mutually agree to the schedule before the employee may take the leave intermittently or work a reduced hour schedule. Leave for birth, adoption, or foster care of a child must be taken within one year of the birth or placement of the child. If the employee is taking leave for a serious health condition or because of the serious health condition of a family member, the employee should try to reach agreement with the Bank before taking intermittent leave or working a reduced hour schedule. If this is not possible, then the employee must prove that the use of the leave is medically necessary. The Bank may require certification of the medical necessity, discussed in Section 7. 7. Certification of the Serious Health Condition The Bank may ask for certification of the serious health condition. The employee should try to respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. If an employee fails to provide 30 days’ notice for foreseeable leave with no reasonable excuse for the delay, the leave request may be denied until at least 30 days from the date the employer receives notice. While on leave, employees are requested to report periodically to the Bank regarding the status of the medical condition and their intent to return to work. Medical Certification Forms are available from the Human Resources Department. Certification for the serious health condition shall include: the date when the condition began, its expected duration, diagnosis, and a brief statement of treatment. For medical leave for the employee's own medical condition, the certification must also include a statement that the employee is unable to perform work of any kind or a statement that the employee is unable to perform the essential functions of the employee's position. For a seriously ill family member, the certification must include a statement that the patient requires assistance and that the employee's presence would be beneficial or desirable. If the employee plans to take intermittent leave or work a reduced schedule, the certification must also include dates and the duration of treatment and a statement of medical necessity for taking intermittent leave or working a reduced schedule. The Bank has the right to ask for a second opinion if it has reason to doubt the certification. The Bank will pay for the employee to get a certification from a second doctor, which the Bank will select. If necessary, to resolve a conflict between the original certification and the second opinion, the Bank will require the opinion of a third doctor. The Bank and the employee will jointly select the third doctor, and the Bank will pay for the opinion. This third opinion will be considered final. 8. Procedure for Requesting Leave Except where leave is not foreseeable, all employees requesting leave under this policy must submit the request in writing to their immediate supervisor, with a copy to the Human Resources Department. When an employee plans to take leave under this policy, the employee must give the bank 30 days’ notice. If it is not possible to give 30 days’ notice, the employee must give as much notice as is practicable. An employee undergoing planned medical treatment is required to make a reasonable effort to schedule the treatment to minimize disruptions to the Bank's operations.

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27 Revised July 2021 ADDENDUM TO FAMILY AND MEDICAL LEAVES OF ABSENCE Effective January 28, 2008, the National Defense Authorization Act of 2008 amended the Family and Medical Leave Act of 1993 to permit a “spouse, son, daughter, parent, or next of kin” to take up to 26 weeks of leave to care for a “member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient services, or is otherwise on the temporary disability retired list, for a serious injury or illness.” Categories of qualifying leave: Qualifying Exigency Leave 1. Employers must provide qualified employees with up to 12 weeks of leave for any “Qualifying Exigency”. 2. “Qualifying Exigency” arises when a spouse, son, daughter, or parent of the employee is on active duty or has been notified of an impending call to active duty in support of a contingency operation. 3. “Qualifying Exigency” must be related to a service member’s “contingency operation”. 4. “Contingency Operation” includes any operation: A. Designated by the Secretary of Defense in which the armed forces are or may become involved in military actions, operations or hostilities against an enemy of the U.S.; OR B. Results in active duty of the members of the Armed Forces during a war or national emergency declared by the President or Congress; OR C. Action in response to events such as natural disasters, terrorist or subversive activities or required military operations. Service Member Leave 1. Employers must provide up to 26 weeks of leave to care for a “covered service member”. A “covered service member” is a member of the Armed Forces, including the National Guard or Reserves and who is undergoing medical treatment, recuperation or therapy, is on outpatient status (of a military treatment facility) or is otherwise on the temporary disability retired list for a serious injury or illness. 2. “Covered service member” must be the employee’s child, spouse, parent or next of kin. MILITARY LEAVES OF ABSENCE Employees who enter military service will be granted a leave of absence without pay for active reserve duty and regular active duty in the Armed Forces of the United States. Leaves will be granted for the entire term of enlistment, induction, or call-up. In instances involving a military leave of absence, these procedures should be observed: 1. An employee who enlists or is called up for active duty must submit a copy of the military orders and a written request for a leave of absence to his or her supervisor as soon as possible. 2. Upon approval, the supervisor will forward the document to the Human Resources Officer who will review the request for compliance with Bank policies and procedures and file the documents in the employee's personnel file. 3. For employees who are on active duty for more than 90 days, all Bank-paid benefits will be suspended. 4. Employees returning from military service will be re-employed in accordance with whatever law or laws are in effect and which apply to the individual's case.

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29 Revised July 2021 GENERAL GUIDELINES Groups of people who are working together for any purpose require certain guidelines pertaining to their conduct and relationships. Accordingly, it is important that our employees be aware of their responsibilities to the Bank and to fellow employees. It is our intention to take a constructive approach to disciplinary matters to ensure that actions which would interfere with operations or an employee's job are not continued. Violations of our standards will result in one of the following forms of disciplinary action: verbal warning, written warning, paid or unpaid suspension, probation, or discharge. In arriving at a decision for proper action, the following will be considered: • the seriousness of the infraction • the past record of the employee • the circumstances surrounding the matter Although it is impossible to identify every possible violation of standards of conduct, the following is a partial list of infractions which will result in disciplinary action: • Falsification of Bank records. Falsification of personnel records, including employment applications and timecards. • Theft, fraud, carrying weapons or explosives, or violation of criminal laws on Bank premises. • Fighting, throwing things, horseplay, practical jokes, or other disorderly conduct which may endanger the well-being of an employee or customer. • Threatening, intimidating, coercing, using abusive language, or otherwise interfering with the performance of fellow employees. • Insubordination or refusal to comply with instructions or failure to perform reasonable duties to which assigned. • The possession or consumption of alcoholic beverages, illegal drugs, or abuse of prescribed drugs on Bank premises. • Performance which does not meet the standard requirements of the position. • Engaging in such other practices as may be inconsistent with the ordinary and reasonable rules of conduct necessary to the welfare of our institution and our employees. CODE OF CONDUCT CORPORATE STATEMENT A financial institution’s activities are affected by laws and regulations, as well as its responsibilities to its shareholders, customers, employees, and the communities it serves. The Code of Conduct provides the avenue for ensuring that the conduct of its employees is consistent with the institution’s corporate responsibilities. This Code of Conduct embodies not only legal and regulatory requirements, but also the standards by which our employees must conduct themselves. IN THIS SECTION… • General Guidelines • Code of Conduct • Productive Work Environment • Alcohol/Drug Abuse • Firearms • Workplace Safety & Reporting of Injuries • Solicitations • Smoking • Business Attire • Internet/Intranet/E-mail • Social Media • Personal Electronic Equipment • Employee Communications

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30 Revised July 2021 CONFLICT OF INTEREST A financial institution’s reputation for integrity is its most valuable asset and is directly affected by the conduct of its employees. For this reason, employees must not use their positions for private gain, to advance personal interests or to obtain favors or benefits for themselves, members of their families, or any other individuals, corporations or business entities. A basic premise of this Code of Conduct is that each employee represents Alliance Bank and is obligated to act in the Bank’s best interest, and in the best interests of its customers and stockholders, without regard to the employee’s personal or financial interest or activities. Employees are expected to recognize and avoid those situations where personal or financial interest or relationships might influence or appear to influence the employee’s judgment on matters affecting our institution. Employees should understand that a conflict of interest may arise when there is a mere opportunity for conflict to occur. Although employees may not intend to create a conflict of interest, they should manage their affairs to avoid even the appearance of such conflict. If an employee has any doubt about a certain situation, the employee should contact his/her supervisor to discuss it immediately. CONFIDENTIAL INFORMATION The unauthorized use or release of confidential information during or after employment with Alliance Bank is a breach of this Code of Conduct. Confidential information with respect to the Bank, our customers, prospective customers, suppliers, shareholders, and employees acquired in the course of business is to be used solely for corporate purposes and never to be discussed with or divulged to unauthorized people. The need for confidentiality extends to everyone, including family, friends, and acquaintances. Customers, suppliers, shareholders and employees expect Alliance Bank and its employees to keep information regarding their personal and business affairs in strict confidence at all times. Examples of confidential information include the following: customers’, suppliers’, shareholders’ or employees’ business relationships, loans, accounts, balances, credit ratings, experiences, or any other transaction with Alliance Bank. Other examples of confidential information include, but are not limited to, corporate policies, objectives, goals and strategies; list of clients, customers or vendors; employee records; and other materials such as graphs, memoranda, documents, manuals, reports, records, software or hardware for use in computer or word processing equipment, training materials, bulletins, and similar originals or copies of records whether or not you have contributed to their creation. When an employee leaves Alliance Bank, the employee may not retain any confidential information. Confidential information available to one affiliate or department of the Bank should only be communicated to other affiliates or departments when there is a legitimate business need to know. FINANCIAL ACCOUNTABILITY AND INTERNAL CONTROLS Alliance Bank has numerous internal control policies and procedures. The Bank expects all employees to be familiar with and operate within established internal controls. Alliance Bank’s internal and external auditors periodically audit internal control policies, procedures, and compliance in order to assess the efficiency of these controls. All employees involved in these periodic assessments shall provide accurate information and shall complete the internal control certification in a timely manner. INTEGRITY OF ACCOUNTING AND FINANCIAL INFORMATION Alliance Bank maintains the highest standards in preparing the accounting and financial information disclosed to the public. There should never be issued any information that is false, misleading, incomplete or would lead to mistrust by the public, our customers, or our stockholders. All accounting records shall be compiled accurately, with the appropriate accounting entries properly classified when entered on the books. No payments on behalf of Alliance Bank shall be approved or any transaction made with the intention or understanding that part or all of such payment will be used for any purpose other than that described by the documents supporting it. No fund,

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31 Revised July 2021 asset, or liability of Alliance Bank shall, under any circumstances or for any purpose, be concealed or used for an unlawful or improper purpose. MONEY LAUNDERING AND TRANSACTION STRUCTURING Alliance Bank may unknowingly be used to launder money derived from criminal activity. The intention behind these types of transactions is to hide ownership of the funds from the government. The Bank makes every effort to resist being associated with money laundering or any other type of criminal activity. Any employee who knowingly and willfully launders money, or attempts or assists someone in laundering money is subject to substantial fines or imprisonment or both. Also, in accordance with the Bank Secrecy Act (BSA), any employee who willfully structures a transaction, or attempts or assists someone in structuring a transaction to avoid the currency reporting requirements of BSA is subject to substantial fines and up to twenty years imprisonment. Alliance Bank employees are prohibited from engaging in money laundering and/or transaction structuring. The Bank’s prosecution policy will apply in all cases. All employees are required to immediately report all attempts to launder money, structure a transaction, and/or all suspicious activities. EMBEZZLEMENT, THEFT, AND MISAPPLICATION OF FUNDS Alliance Bank holds each employee responsible for maintaining accurate and complete records. Anyone who embezzles, steals, or willfully misappropriates any monies, funds, or credit of the Bank is subject to fine or imprisonment or both. Alliance Bank’s prosecution and restitution policy will apply in all cases. USE OF CORPORATE LETTERHEAD Alliance Bank’s name, logo, or corporate letterhead may not be used for any purpose other than in the normal course of official company business, unless expressly approved by senior management. RELATIONSHIP WITH THE MEDIA Alliance Bank’s relationship with the media is an important one that affects our image in the community. Employees should refer all questions or requests for information from reporters or other media representatives to the President/CEO to ensure consistency and accuracy of information. MATERIAL GOODS OFFERED TO EMPLOYEES It is a federal crime for any officer, director, employee, agent or attorney of Alliance Bank to corruptly solicit, demand or accept for the benefit of any person anything of value from anyone in return for any business, service or confidential information of Alliance Bank, intending to be influenced or rewarded, either before or after a transaction is discussed or consummated. Although all transactions and businesses are covered, some examples include extension of credit, underwriting transactions, investment advice, trust matters, checking accounts and purchases from suppliers. The person who improperly offers or promises something of value under these circumstances is guilty of the same offense. Substantial criminal penalties can result from non-compliance. It is not uncommon for bankers to have close social or family ties with some of those with whom they do business. Things of value exchanged between an Alliance Bank employee and family members or social friends are not covered by this Code of Conduct if they are exchanged solely because of the family or social relationship and not in connection with a bank transaction or bank business. However, the exchange of things of value that may create the appearance of a conflict of interest should be avoided.

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32 Revised July 2021 Acceptance of things of value in connection with bank business is generally prohibited. An employee may accept meals, refreshments, travel arrangements or accommodation, or entertainment, all of reasonable value, in the course of a meeting or other occasion the purpose of which is to hold bona fide business discussions or to foster better business relations, provided the benefit would be paid for by Alliance Bank as a reasonable expense if not paid for by another party; advertising or promotional materials of nominal value, such as pens, pencils, note pads, key chains, calendars and similar items; discounts or rebates on merchandise or services that do not exceed those available to their customers; gifts of modest value that are related to commonly recognized events or occasions, such as a promotion, new job, wedding, retirement, Christmas, bas or bar mitzvah; civic, charitable, educational, or religious organizational awards for recognition of service and accomplishment. An employee may not receive things of value for purely personal benefit, or for the personal benefit of anyone other than Alliance Bank, which serve no demonstrable business purpose. Gifts of cash in any amount are expressly prohibited. On a case-by-case basis, the Bank may approve other circumstances, not described herein, in which employees may accept something of value in connection with Alliance Bank business. Approval may be given by senior management, after consultation with legal counsel, in writing on the basis of a full written disclosure of all relevant facts submitted by the employee, providing compliance with federal law. Whenever any situation arises with regard to matters concerning things of value, you must make full disclosure to senior management and receive management’s written response. Permanent files will be maintained of all disclosures and responses. MATERIAL GOODS OFFERED BY EMPLOYEES Employees may not, on behalf of Alliance Bank in connection with any transaction or business of Alliance Bank, directly or indirectly give, offer, or promise anything of value to any individual, business entity, organization, governmental unit, public official, political party or any other person for the purpose of influencing the actions of the recipient. This standard of conduct is not intended to prohibit normal business practices such as providing meals, entertainment, tickets to cultural and sporting events, promotional gifts, favors, discounts, price concessions, gifts given as a token of friendship or special occasions (such as Christmas) as long as they are of nominal and reasonable value under the circumstances and promote Alliance Bank’s legitimate business interests. ESTATE MATTERS No employee or member of an employee’s family (with certain limited exceptions) may accept any benefit under a will or trust instrument of a customer of Alliance Bank with a value greater than $1,000 unless the customer is a member of the employee’s family or senior management has approved, after consultation with legal counsel. An employee may never demand, request, or solicit any benefit under a will or trust instrument of a customer of Alliance Bank. No employee or member of an employee’s family may act in any fiduciary capacity under a will, trust, or other instruments of a customer of Alliance Bank unless prior senior management approval has been obtained after consultation with legal counsel and the employee turns over to the Bank any commission or fees received. This does not apply to a will, trust, or other instrument established by a member of the employee’s family. In all estate or trust matters involving employees where Alliance Bank is a fiduciary, senior management of the Bank must be consulted in advance in order to ensure compliance with applicable laws and regulations. OUTSIDE ACTIVITIES Employee’s activities must not interfere or conflict with the interests of Alliance Bank. Acceptance of outside employment, outside speaking engagements, election to the board of directors of other organizations, representation of Alliance Bank customers in dealings with Alliance Bank, and participation in activities on behalf of outside organizations or in political activities represent potential conflicts of interest. Employees must submit a request for participation and/or employment to their respective Executive Vice President and a copy of that request and approval must be on file in the Human Resources Department. Appropriate gainful employment outside the Alliance Bank system is permissible but discouraged. Employees should not

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33 Revised July 2021 engage in outside employment that interferes with the time and attention that must be devoted to their duties at the Bank or adversely affects the quality of the work they perform. Outside employment should not compete or conflict with the activities of Alliance Bank; involve the use of company equipment, supplies, or facilities; imply Alliance Bank’s sponsorship or support; or adversely affect the Bank’s reputation. Again, employees must obtain approval and disclose all outside employment to senior management through a written memo sent to the Human Resources Department. Alliance Bank encourages employees to participate in worthwhile civic, social, educational, and charitable organizations and activities. However, employees must not act without senior management approval in the following capacities: any signing capacity on any account of another, except a family member, held in Alliance Bank; an official of any neighborhood associations, clubs within Alliance Bank or trade or professional organizations associated with banking or business. SOUND PERSONAL FINANCES The manner in which employees manage their personal finances can affect on-the-job performance and the Bank’s image in the community. Therefore, employees must avoid any circumstances that may lead to over extension of credit or salary attachments or drawing checks against insufficient funds or other financially embarrassing situations. If an employee fails to maintain his/her account in good standing, the bank will actively pursue various remedies. These may include employee counseling, closing of the account, and discipline, up to and including termination. As a means to fulfill our fiduciary responsibility to our customers, banking regulations, and Alliance Bank Policies and procedures, there may be times when we will review employee bank accounts and statements. Employees and their families should borrow only from financial institutions that regularly lend money. Borrowing may be done only on a normal basis with no favored treatment. Employees and their families may not borrow from customers and suppliers except those who engage in lending in the usual course of their business, and then only on terms customarily offered to others under similar circumstances without special concessions as to interest rate, terms, security, repayment terms, and penalties. EMPLOYMENT OF RELATIVES OR PERSONS HAVING CLOSE PERSONAL RELATIONSHIPS To minimize security risks and avoid conflicts of interest, immediate family members or other persons with whom an employee has a close personal relationship should not work in the same department, be placed in a position where one may supervise another, or be placed where one may be in a position of processing, tracking, monitoring, or recording of transactions initiated by the family member. Exceptions to the policy must be approved by senior management. If an occasion does arise in which two employees become “immediate family,” we may have to take action so that we continue to meet our responsibilities and the guidelines of bank regulations. Immediate family members are defined as spouse, parent, stepparent, child, stepchild, sibling, grandparent, or in-law. DISCLOSURE AND RECORDKEEPING If an employee believes he/she will be in violation of this Code of Conduct, the employee must disclose the facts of the situation to his/her supervisor or other appropriate senior officer. Failure to do so is a separate breach of this Code. Disclosure should always be in writing, and a written response to the employee should be given by senior management. A file of disclosures and responses will be maintained by the bank. ACKNOWLEDGMENT Every employee will be required to sign a statement that he/she has read this Code of Conduct and understands its provisions and agrees to abide by them. Employees may also be required to provide a periodic acknowledgment. CODE OF CONDUCT VIOLATIONS Any employee who violates any section of this Code of Conduct is subject to disciplinary action, up to and including termination. Suspicions of Code of Conduct violations and/or other criminal activity or business abuses should be reported

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34 Revised July 2021 immediately to one’s supervisor, the Audit Department, the Security Department, or the Human Resources Department. PRODUCTIVE WORK ENVIRONMENT Alliance Bank strives to maintain a workplace that fosters mutual employee respect and promotes harmonious, productive working relationships. Our organization believes that discrimination, harassment, and/or retaliation in any form constitute misconduct that undermines the integrity of the employment relationship. Therefore, the Bank prohibits discrimination and/or harassment that is sexual, racial, or religious in nature or is related to anyone’s gender, national origin, citizenship status, color, age, sexual orientation, genetic information, disability, veteran status, or any other basis protected by federal, state, or local law. This policy applies to all employees throughout the organization and to all individuals who may have contact with any employee of this organization. Furthermore, Alliance Bank will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship, health, or safety concern. Unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a harassing and/or discriminatory nature will constitute harassment and/or discrimination when the person involved feels compelled to submit to that misconduct in order to keep his/her position, to receive appropriate pay, or to benefit from certain employment decisions. If this type of misconduct interferes with an employee’s work or creates an intimidating, hostile, or offensive work environment, it also may be considered harassment and/or discrimination. This behavior can include but is not limited to suggestive or insulting noises, facial expressions, vulgar language, nicknames, slurs, derogatory comments, cartoons, jokes, written materials, and offensive gestures or touching. Alliance Bank expects that everyone will act responsibly to establish a pleasant and friendly work environment. However, if an employee feels he/she has been subjected to any form of harassment and/or discrimination, the employee should report that conduct to his/her immediate supervisor, another member of management, or Human Resources within three calendar days of the offense. Employees are not required to approach the person who is harassing and/or discriminating against them, and they may bypass any offending member of management. The person the harassment or discrimination is reported to will take the necessary steps to initiate an investigation of the discrimination and/or harassment claim. Alliance Bank will conduct its investigation in as confidential a manner as possible. Interviews, allegations, statements, and identities will be kept confidential to the extent possible and allowed by law. However, the Bank will not allow the goal of confidentiality to be a deterrent to an effective investigation. A timely resolution of each complaint will be reached and communicated to the employee. Appropriate corrective action, up to and including termination, will be taken promptly against any employee engaging in discrimination and/or harassment. The corrective action issued will be proportional to the severity of the conduct. The alleged harasser’s employment history and any similar complaints of prior unlawful discrimination and/or harassment will be taken into consideration. Alliance Bank prohibits retaliation of any kind against employees, who, in good faith, report harassment and/or discrimination or assist in investigating such complaints. If an employee feels he/she has been subjected to any form of retaliation, the employee should report that conduct to his/her immediate supervisor, another member of management, or Human Resources within three calendar days of the offense. Employees are not required to approach the person who is retaliating against them, and they may bypass any offending member of management. ALCOHOL/DRUG ABUSE In accordance with Worker's Compensation statutes of Texas, Alliance Bank has adopted this alcohol/drug abuse policy. We have a vital interest in maintaining a safe, healthy, and efficient working environment for our employees--a working environment as free from the use of illegal and non-prescribed drugs and alcohol as reasonably possible. An employee under the influence of illegal drugs or alcohol on the job poses serious safety and health risks, not only to the user, but also to all who come into contact with that employee. The benefits to be derived from reducing the number of accidents and the greater safety of all our employees justifies the policy which the law requires of us. An employee is strictly prohibited from selling, purchasing, possessing, or using alcoholic beverages, illegal drugs and/or non-

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35 Revised July 2021 prescribed narcotic drugs, inhalants, or other known substances which may alter an individual's behavior on Bank premises. Possession or use of equipment specifically intended for use with the above listed substances is also strictly prohibited. An employee taking a prescribed or over-the-counter narcotic or drug as directed by a physician, must advise his or her supervisor of its use if it interferes with the employee's ability to function on the job. In such cases, the employee may remain on the job or may be required to take a leave of absence or other appropriate action as determined by management. An employee may be requested to undergo a blood test, urinalysis, "breath-analyzer" test, or other diagnostic test at any time there is reason to believe the above stated policy has been violated. Refusal to submit immediately upon request to a search of Bank property or diagnostic test, or a positive result on such tests indicating violation of the policy may result in disciplinary action up to and including immediate discharge. FIREARMS Alliance Bank shall prohibit possession of firearms in buildings of the Bank. "Possession" shall mean having any firearm on one's person or concealed in personal items as well as bringing and storing a firearm inside one of the Bank's buildings. An exception to this policy is an officer or employee who is transporting Bank funds and/or answering Bank security alarms outside of regular banking hours who may have possession of such a firearm inside one of the buildings of the Bank. This exception must be approved in writing, in advance, by the employee's supervisor. Any employee suspected of possession of firearms in violation of this policy will be counseled to determine if he/she is in possession of such firearm inside one of the Bank's buildings and thereby advised of the possibility of a search of his/her work area, personal items, and a physical search of the employee. After counseling of an employee, if in the opinion of the Security Officer and Human Resources Representative, there is still sufficient reason to suspect that the employee is in possession of a firearm, the Bank may conduct a search of the employee's work area, personal items, and of the employee's person. Such a search shall include, but is not limited to, a visual inspection, a physical search, and/or the use of a metal detector as circumstances warrant. All searches under this policy will normally be conducted by the Security Officer in the presence of a Human Resources Representative. If an employee's person or clothing is to be searched, the person performing the search shall be of the same sex as the person being searched. If the available Security Officer is not of the same sex as the person being searched, a supervisor of the same sex will be designated to conduct the search at that time. That designated supervisor shall have no further authority to conduct searches except in that specific instance and at that specific time. Violations of this policy shall result in disciplinary action, up to and including termination. WORKPLACE SAFETY & REPORTING OF INJURIES It is our goal to keep Alliance Bank a safe place for our employees, our customers, and our visitors. We expect our employees to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate supervisor. If there are witnesses to the accident, they, too, should talk to the supervisor. If the employee is injured, he/she should be sent to the hospital or a primary care physician for evaluation. The Human Resources Department must also be contacted immediately so that appropriate paperwork can be completed. SOLICITATIONS, COLLECTIONS & PETITIONS Solicitations, distribution of literature, collections, or circulation of petitions is not permitted in working areas of the Bank. This policy is not intended to prevent the Bank from carrying on its normal community relations/employee relations programs

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36 Revised July 2021 or activities, which may, from time to time, necessitate management approval and direction of distributions and solicitations on Bank premises. SMOKING All Alliance Bank facilities are to be non-smoking areas for our employees and customers. This includes the use of electronic cigarettes. BUSINESS ATTIRE We believe that personal appearance and grooming are an asset to our employees and play an important part in establishing a desirable and professional impression of our institution. We ask that you avoid extremes in dress, makeup, and hair styles, and that you dress conservatively at all times. All employees, both male and female, are expected to be neat, clean, and dressed in a manner that management would consider in good taste and appropriate for a banking environment. Fridays are normally considered "casual days" where employees may wear less formal clothing but are still expected to dress professionally and in good taste. On occasion, there will be days where employees will be allowed to wear special outfits such as western wear, high school colors, Halloween costumes, etc. An employee whose personal appearance is unacceptable to the Bank's general standard will be informed of this decision immediately. If the problem is not corrected promptly and cooperatively, the employee will be subject to disciplinary action. INTERNET, INTRANET, AND E-MAIL CODE OF CONDUCT The Internet, Intranet, and E-Mail systems are important vehicles for providing information, serving customers, and acquiring information. In order to protect the integrity of these systems, we have set guidelines which will govern use of them as they become more prevalent in our workplace. Every Bank employee is responsible for ensuring that the Internet, Intranet, and E-Mail, when available, are used properly and in accordance with this policy. Any questions about this policy should be directed either to the Network Administrator, the Bank Security Officer or the Human Resources Director. 1. The Internet, Intranet, and E-Mail system of the Bank is part of the business equipment and technology platform and should be used for Bank purposes only. Personal business should not be conducted by means of these electronic systems. 2. Employees should disclose information or messages from the E-Mail system only to authorized employees. 3. Employees are expected to conduct themselves honestly and appropriately on the Internet, Intranet, and E-Mail systems and should respect copyrights, software licensing rules, property rights, and privacy of others. Knowingly using these systems to violate laws or regulations or carry out illegal activity is grounds for disciplinary action, up to and including termination. 4. Employees do not have a personal privacy right in any matter created on, received through, or sent from the Bank E-Mail system. Employees should not enter personal matters into the E-Mail system. The Bank, in its discretion, reserves the right to monitor and to access any matter created on, received through, or sent from the E-Mail system. Access to any sites or files on the internet may also be monitored by Bank management. All files downloaded into the Bank's computers become the property of the Bank, and management has the right to inspect all files at any time. The act of downloading or distributing pirated software or data is strictly prohibited. 5. Even if you have a password for the E-Mail system, it is impossible to assure the confidentiality of the system.

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37 Revised July 2021 6. The provisions of the Bank's "No Solicitations, Collections, or Petitions" policy apply fully to the E-Mail System. 7. No E-Mail messages should be created or sent that may constitute intimidating, hostile, or offensive material on the basis of sex, race, color, religion, national origin, sexual orientation, or disability. If, while using the Internet, an employee accidentally becomes connected to a site that has sexually explicit or offensive material, he/she must disconnect immediately. The Bank's policy against sexual or other harassment applies fully to the Internet, Intranet, and E-Mail systems. Any violation of that policy is grounds for discipline, up to and including discharge. 8. Employees may not use their own personal e-mail accounts to conduct company business, including storing work-related documents and e-mail messages in personal accounts, communicating this data to third parties using a personal account, or “bouncing” messages from your company account to your personal account. 9. The Bank expressly reserves the right to access, retrieve, read, and delete any communication that is created on, received through, or sent in the E-Mail system to assure compliance with this or any other Bank policy. 10. Any employee who becomes aware of misuse of the Internet, Intranet, or E-Mail Code of Conduct should promptly contact the Network Administrator, the Bank Security Officer or the Human Resources Director. Employees who are found responsible for breaches of security or confidentiality through the use of these electronic systems will be held accountable. Disciplinary action, up to and including termination, may result. SOCIAL MEDIA Alliance Bank recognizes the growing importance of online social media networks as a communication tool. This policy addresses employees’ use of such networks including: personal websites, web logs (blogs), wikis, social networks, online forums, virtual worlds, and any other kind of social media. Alliance Bank respects the right of employees to use these media during their personal time. Use of these media during company time or on company equipment, however, is prohibited. Alliance Bank takes no position on employees’ decision to participate in the use of social media networks. In general, employees who participate in social media are free to publish personal information without censorship by the Bank. Employees must avoid, however, posting information that could harm Alliance Bank using the guidelines set forth below. All employees are responsible for maintaining the company’s positive reputation and under no circumstances should employees present the company to the public in a manner that diminishes its standing within the community. Instead, employees are responsible for presenting the company in a manner that safeguards the positive reputation of themselves, as well as the company’s employees, managers and shareholders. If an employee chooses to identify him or herself as an Alliance Bank employee on any social media network, he or she must adhere to the following: 1. Employees are required to state in clear terms that the views expressed on any social media network are the employee’s alone and that they do not necessarily reflect the views of Alliance Bank. 2. Employees are prohibited from disclosing information on any social media network that is confidential or proprietary to Alliance Bank or to a third party that has disclosed information to the company. For example, information about or identifying the company’s customers, co-workers, incidents that occur at Alliance Bank, or information that may be valuable to a competitor including specific product information or pricing. 3. Employees are prohibited from displaying the Alliance Bank logo on any social media network without permission from the Bank. Also, they should not post images of co-workers without the co-workers’ consent. Finally, employees are prohibited from posting any nonpublic images of Alliance Bank premises and property. 4. Employees are prohibited from making statements about the Bank, their coworkers, our customers, competitors, agents, or partners that could be considered as harassing, threatening, libelous, or defamatory in any way.

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38 Revised July 2021 5. Employees are prohibited from acting as a spokesperson for Alliance Bank or posting comments as a representative of the Bank. 6. Employees are prohibited from sharing any communication that engages in personal or sexual harassment, unfounded accusations, or remarks that would contribute to a hostile work environment (racial, sexual, religious, etc.), as well as any behavior not in agreement with Alliance Bank’s Code of Conduct Policy or general corporate policies. 7. Employees may not use or disclose their bank email address or use it as a source of contact information on any social media network. Employees who participate in social media may still decide to include information about their work at Alliance Bank as part of their personal profile, as it would relate to a typical social conversation. This may include: 1. Work information included in a personal profile, to include company name, job title, and job duties. 2. Status updates regarding an employee’s own job promotion. 3. Personal participation in the Bank’s sponsored events, including volunteer activities. An employee who is responsible for a social media posting that fails to comply with the guidelines set forth in this policy or that otherwise causes harm to Alliance Bank may be subject to discipline, up to and including termination. Employees will be held responsible for the disclosure, whether purposeful or inadvertent, of confidential or proprietary company information, information that violates the privacy rights or other rights of a third party, or the content of anything posted on any social media. Further, employees may be liable for monetary damages for such disclosure. Anything posted on an employee’s Web site or Web log or other Internet content for which the employee is responsible will be subject to all Alliance Bank policies, rules, regulations, and guidelines. Alliance Bank is free to view and monitor an employee’s website or web log at any time without consent or previous approval. Finally, employees should let the Marketing Department know if they encounter incorrect information about Alliance Bank that might randomly appear online. Employees themselves should not attempt to correct any such information that appears online. PERSONAL ELECTRONIC EQUIPMENT Employees are prohibited from using cell phones in their work area. Employees may use the bank’s telephone system for emergency situations and limited personal contacts. Under no circumstance should an employee utilize a device’s recording features (image, video, sound) unless expressly permitted by the Bank to do otherwise. These provisions do not apply to designated Bank personnel who must use such devices in connection with their positions of employment or carry a bank issued cell phone. Employees issued bank owned devices (such as cell phones, tablets, and/or laptops) are expected to regularly check and respond to phone calls, text messages, and/or emails (including evenings, weekends, holidays, etc.). Failure to respond in a timely manner as determined by management may result in loss of device and/or disciplinary action, up to and including termination of employment. Employees should not connect personal computers or data storage devices (such as CD’s/DVD’s, external hard drives, flash drives, smart phones, ipods/ipads/itouch or similar devices, mobile computing devices, or other data storage media) to the Bank’s hardware unless expressly permitted to do so by the company. Any employee bringing a personal computing device, data storage device, or image recording device onto Bank premises thereby gives permission to Alliance Bank to inspect the personal computer, data storage device, or image recording device at any time with personnel of the Bank’s choosing and to analyze the files, other data, or data storage devices or media that may be connectable to the personal computer or image recording device in question. Employees who do not wish such inspections to be done on their personal computers, data storage devices, or imaging devices should not bring such items to work at all.

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39 Revised July 2021 Violations of this policy, or failure to permit an inspection of any device covered by this policy, shall result in disciplinary action, up to and possibly including immediate termination of employment, depending on the severity and repeat nature of the offense. In addition, the employee may face both civil and criminal liability from Alliance Bank, from law enforcement officials, or from individuals whose rights are harmed by the violation. EMPLOYEE COMMUNICATIONS Under normal conditions, a job-related question, problem, idea, or concern, should be discussed with the first level supervisor. The simplest, quickest, and most satisfactory solution will be reached at this level. If, however, discussion with the supervisor doesn't answer the question or resolve the matter to the employee's satisfaction, he or she should talk to the next level supervisor or senior officer. If the issue is still not resolved, the employee should submit the complaint in writing to the Human Resources Officer. The final appeal is to the Bank President/CEO. When the issue or problem personally involves the immediate supervisor, the employee may bypass that individual and proceed to the next person in authority. At any time, the employee may seek the advice and guidance of the Human Resources Officer.

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41 Revised July 2021 EMPLOYEE HANDBOOK RECEIPT ACKNOWLEDGMENT I have received a copy of our employee handbook, which I understand is not an employment contract, and the highlights were reviewed with me. If it is determined that an employee’s performance is unsatisfactory, for any reason, the organization will be under no obligation to retain his/her employment. I understand that this handbook and the contents within apply to all entities and their employees operating under the Alliance Bancshares, Inc. holding company which includes Alliance Bank, Alliance Bank Financial Services, and Gaylean Insurance Agency. Each of the items covered in the Handbook is subject to interpretation by management, and policy matters are subject to change without notice—with the exception of the Employment-at-Will doctrine. In any event, the employee is employed at will and has no contract of employment and may be discharged at the option of the employer for any reason at any time. I have read the Bank’s Code of Conduct Policy and I understand its provisions and I agree to abide by them. I also understand that paid time off leave is accrued with each pay period. If I should leave the bank’s employ for any reason before the leave accrued equals the actual leave taken, I hereby authorize Alliance Bank to withhold the difference from my final paycheck or if there is not enough to cover the balance, I will reimburse the bank the difference. Signature: _______________________________ Date: ___________ Print Name: _________________________________________________