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EMPLOYEE HANDBOOKJANUARY 20242021 Wounded Warrior Roofing All Rights Reserved

WELCOME LETTERABOUT THIS HANDBOOK EMPLOYMENT POLICIES Employment At-Will Policy (8) Equal Employment Opportunity (8) Genetic Information Nondiscrimination Act (GINA) (8) Immigration Law Compliance (9) Americans with Disabilities Act (9) Drug-Free Workplace (10) Sexual and other Unlawful Harassment (12)EMPLOYMENT PRACTICES Employment Status (16) Work Hours (16) Breaks for Expression of Breast Milk (17) Time Reporting Procedures (17) Meal Periods (17) Overtime (17-18) Pre-Authorization for Overtime Overtime Required when Requested Direct Deposit (18) Wage Withhohlding (court ordered) (18) Changes in Assignment (19) Employee Records (19) Employment of Relatives (19)678-1216-19TABLE OF CONTENTS22021 Wounded Warrior Roofing All Rights Reserved

WORKPLACE EXPECTATIONS Working Relationships - Open Door Policy (20) Confidential Information (20) Conflicts of Interest (21) Anti-Kickback Policy (22) Consent to Search (23) Attendance and Punctuality (24) Personal Appearance (24) Employee Performance (25) Career Development (25) Corrective Action (25) Rules of Conduct (26) Criminal Activity (27) Emergency Evacuation (28) Emergency Closings - Severe Weather (28-29)EMPLOYEE BENEFITS Group Insurance (30) HIPAA Rights Special Enrollment Rights (30) Retirement Plan (31) ERISA Rights (32) Vacation (33) Personal Days (34) Holidays (34) Religious HolidaysLEAVES OF ABSENCE Bereavement (35) Domestic Violence (35) Family and Medical Leave Act (35) Intermittent FMLA Leave (36) Compensation and Benefits during FMLA Leave (37) 320-2930-3435-412021 Wounded Warrior Roofing All Rights Reserved

Job Restoration Following Leave (37) Outside Employment (37) Jury Duty (38) Military Duty (38) Leave for Training (38) Active Military Duty (38-39) Personal Leave of Absence (40) Workers’ Compensation (41)SEPARATION FROM COMPANY Voluntary Termination (42) Employee References (42) Job Abandonment (42) Involuntary Termination (43) COBRA - Continuation of Health Coverage (43) COMMUNICATIONS Proper Etiquette (44) Computer Password Control/Email (44) Internet Usage (45-47) Social Media (48) Definitions (48) Permissible Uses (48) Prohibited Conduct (48-19) Expectation of Privacy (50) Disciplinary Action (50)GENERAL POLICIES Employee Property (51) Employer Property (51) Housekeeping (51)442-4344-5051-552021 Wounded Warrior Roofing All Rights Reserved

Inspection (51) Non-Solicitation (52) Personal Mail (52) Personal Telephone Calls (53) Property Theft of Damage (53) Personal Use of Company Equipment (53) Safety Equipment (53) Smoke-Free Environment (53) Violence in the Workplace (54) Visitors (54) Work-Related Injuries and Illnesses (55)EMPLOYEE ACKNOWLEDGMENT FORMAPPENDIX 1 556572021 Wounded Warrior Roofing All Rights Reserved

WELCOME TO WOUNDED WARRIOR ROOFING, LLCCommencing operations in 2021, Wounded Warrior Roofing has emergedas a distinguished roofing contractor in the State of Oklahoma. Ourunwavering commitment to innovation, quality, and diligent efforts arewhat has enabled us to maintain a prominent position in both theCommercial and Residential roofing industry. Within our Company, we possess numerous invaluable resources, withour employees and contractors being the most treasured. Yourexceptional dedication to customer care, installation, manufacturing, andservices has been instrumental in upholding our esteemed reputationwithin the industry. As a company, our objective is to consistently provide our customerswith honest, reliable, and high-quality service, without any compromise.As a valued member of our team, it is our utmost priority to keep youwell-informed about the latest happenings at the Company. In pursuit ofthis, we have meticulously crafted this Employee Handbook andencourage you to reach out with any queries you may have. Sincerely,Jason M. Fisher62021 Wounded Warrior Roofing All Rights Reserved

7ABOUT THIS HANDBOOK This Employee Handbook is intended to help employees understand Wounded WarriorRoofing. It explains many of our philosophies and beliefs and describes some of ouremployment guidelines in general terms. We hope it will serve as a useful referencedocument throughout an employee’s tenure with Wounded Warrior Roofing.This Employee Handbook serves only to outline the major employment policies ofWounded Warrior Roofing.. The Employee Handbook is not intended to be and shallnot be considered all-inclusive. This employee handbook is also not intended to be asubstitute for the good judgment, common sense, and discretion of Companypersonnel. ALL EMPLOYEES ARE EMPLOYED "AT-WILL" AND WOUNDED WARRIOR ROOFINGRESERVES THE LEGAL RIGHT TO DISCHARGE OR TERMINATE EMPLOYEES AT ANYTIME WITH OR WITHOUT CAUSE, AND WITH OR WITHOUT NOTICE. LIKEWISE,EMPLOYEES HAVE THE LEGAL RIGHT TO TERMINATE THEIR EMPLOYMENT AT ANYTIME AND FOR ANY REASON. THIS EMPLOYEE HANDBOOK IS NOT A CONTRACT,AND IT IS NOT INTENDED TO CREATE ANY CONTRACTUAL OBLIGATIONS ON THEPART OF WOUNDED WARRIOR ROOFING. As circumstances may arise in which Wounded Warrior Roofing determines thatchanges to these policies are necessary, Wounded Warrior Roofing reserves theunilateral right to change these policies at any time with or without notice to itsemployees. Accordingly, no statement in this Employee Handbook is intended as acontractual commitment or obligation of Wounded Warrior Roofing to any employee. No one at Wounded Warrior Roofing has the right to enter into any employmentagreement with any employee contrary to the provisions of this section of theEmployee Handbook. In addition, this Employee Handbook supersedes and replacesall previous personnel manuals and employee handbooks. Throughout the handbook, Wounded Warrior Roofing will be referred to as “WoundedWarrior Roofing”, WWR or the “Company”. 2021 Wounded Warrior Roofing All Rights Reserved

Employment At-Will Policy Employment with Wounded Warrior Roofing is on an at-will basis. The employmentrelationship may be terminated at any time by either ‘Company’ or by the employee for anyreason not expressly prohibited by law. Any written or oral statement to the contrary by asupervisor, corporate officer, or other agent of ‘Company’ is invalid and should not be reliedupon by any prospective or existing employee. All employees of ‘Company’ are employed at will and, as such, are free to resign at anytime with or without reason. ‘Company’, likewise, retains the right to terminate anemployment at any time with or without reason or notice. While we hope our relationship is mutually beneficial, we cannot make any guarantees;expressed or implied, concerning the length of your employment with us. This statement of policy includes all terms relative to your employment, and norepresentations may be made contrary to the foregoing, either expressed or implied, unlessin a written document signed by you and an appropriate officer of the company. ThisHandbook and its contents as well as other documents do not provide an employmentagreement for a specified time period. Equal Employment Opportunity To provide equal employment and advancement opportunities to all individuals,employment decisions at ‘Company’ will be based on merit, qualifications, and ability. At‘Company’, no decision or evaluation regarding hiring, compensation, promotion, transfer,training, termination, social and recreational programs, etc., will be based on or influencedby an individual’s race, color, sex, age, religion, national origin, marital status, sexualorientation, or status as a military veteran. Likewise, physical or mental disability will notbe an issue in decisions, except as defined by essential job requirements. Employees withproblems or concerns related to Equal Employment Opportunity should be brought to theattention of their immediate supervisor or Executive Management. Genetic Information Nondiscrimination Act (GINA) GINA (Genetic Information Nondiscrimination Act of 2008) is a Federal law that prohibitsdiscrimination in health coverage and employment based on genetic information. PerryRoofing prohibits the use of genetic information for hiring, firing, or promotion decisions,and for any decisions regarding terms of employment. EMPLOYMENT POLICIES82021 Wounded Warrior Roofing All Rights Reserved

Immigration Law Compliance Wounded Warrior Roofing is committed to employing only those persons authorizedto work in the United States and does not unlawfully discriminate based oncitizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each newemployee, as a condition of employment, must complete the Employment EligibilityVerification Form I-9 and present documentation establishing identity andemployment eligibility. Subsequent to hire, employees are required to maintain theireligibility to work in the United States and if applicable, furnish currentdocumentation to the Company. Former employees who are rehired must alsocomplete the form if they have not completed an I-9 with the Company within thepast three years, or if their previous I-9 is no longer retained or valid. Employees with questions or seeking more information on immigration law issuesare encouraged to contact Human Resources. Employees may raise questions orcomplaints about immigration law compliance without fear of reprisal. Americans with Disabilities Act Wounded Warrior Roofing is committed to complying with all applicable provisions ofthe Americans with Disabilities Act and its amendments (“ADA” and the "ADAAA")as well as state and local laws regarding disabilities. It is the company’s policy notto discriminate against any qualified employee or applicant with regard to any termsor conditions of employment because of such individual’s disability or perceiveddisability so long as the employee can perform the essential functions of the job,with or without a reasonable accommodation. Consistent with this policy of non-discrimination, the Company will provide reasonable accommodations to a qualifiedindividual with a disability, provided that such accommodation does not constitutean undue hardship on the Company. Employees with a disability who believe they need a reasonable accommodation toperform the essential functions of their job must contact their supervisor and HumanResources. The Company encourages individuals with disabilities to come forwardand request a reasonable accommodation. 92021 Wounded Warrior Roofing All Rights Reserved

Drug- Free Workplace Wounded Warrior Roofing is committed to providing superb customer service and asafe and healthy workplace. As part of its commitment to safeguard the health of itsemployees, and to promote a drug-free community, the Company has established thispolicy on the use or abuse of illegal and/or controlled substances and alcohol by itsemployees. Examples of illegal or controlled substances include, but are not limitedto: alcohol such as spirits; wines, malt beverages, and other intoxicating liquors;amphetamines; cannabinoids; cocaine; phencyclidine (PCP); hallucinogens; opiates;barbituates; benzodiazepines; synthetic narcotics; designer drugs, etc. Recognizingthat substance abuse is a problem detrimental to society; the Company has taken apro-active position in fighting this problem. The Company views substance abuse asa serious threat to our employees, visitors, and vendors. The purposes of this policy are as follows:To establish and maintain a safe, healthy working environment for all employees;1.To reduce the incidence of injury to person or property;2.To reduce absenteeism, presenteeism, tardiness, and indifferent job performance;and3.To provide assistance toward outpatient rehabilitation for any employee whoseeks the Company’s help in overcoming any addiction to, dependence upon orproblems with alcohol or drugs.4.The Company encourages employees who abuse drugs and/or alcohol to voluntarilyseek assistance either through the American Addiction Centers Hotline at 888-824-0751, or by other qualified substance abuse treatment provider of your choosing. Itis the employee’s responsibility to seek help before drug and alcohol problems leadto disciplinary action. The manufacturing, distribution, dispensing or possession and/or use of alcohol orillegal drugs on Company property or during assigned work hours is prohibited andwill subject the employee to discipline up to and including termination. Prescription drugs prescribed by an employee's physician may be taken duringworking hours. However, the employee shall notify his/her supervisor of suchprescription drug use if the use of properly prescribed drugs will affect theemployee's work performance. Abuse of prescription drugs will not be tolerated. 102021 Wounded Warrior Roofing All Rights Reserved

11This policy is pursuant to the drug-free workplace program under the OklahomaWorkers’ Compensation law. These regulations provide that upon implementation ofa drug-free workplace program, under certain circumstances, an employer mayrequire an employee to submit to a test for the presence of drugs or alcohol and, if adrug or alcohol is found to be present in the employee’s system at a level prescribedby law, the employee may be disciplined by the Company, up to and includingtermination, and may forfeit their eligibility for medical and indemnity benefits. Allemployees are hereby notified that it is a condition of employment for an employeeto refrain from reporting to work or be working with the presence of drugs or alcoholin his or her body. In accordance with this policy, circumstances under which ‘Company’ reserves theright to require drug and/or alcohol testing of employees include: Applicants/New Hires: Any applicant who is offered employment shall, as a conditionof employment, submit to testing for the presence of drugs and alcohol. Applicantswho refuse to take a drug test when requested will not be considered foremployment. Reasonable Suspicion: If a supervisor has reasonable suspicion that an employee isunder the influence of alcohol or illegal drugs while at work, the Company mayrequire the employee to undergo drug and/or alcohol testing. Reasonable suspicionmay be observed behavior or reported by a reliable and credible source or can beindependently corroborated. Random Testing: All employees may be subject to random testing on a periodicbasis. Post- Accident or Injury: Employees who are involved in a job-related accident orincident which results in bodily injury which requires medical attention beyondsimple first aid or that involves significant property loss or damage shall be requiredto undergo drug and/or alcohol testing. Employees who refuse to take a drug test when requested will be subject todiscipline, up to and including termination. An employee who refuses to submit to adrug test will forfeit his eligibility for all Workers’ Compensation medical andindemnity benefits. 2021 Wounded Warrior Roofing All Rights Reserved

Disciplinary action, up to and including termination, may be instituted for anyemployee who has a positive confirmed drug test. Confidentiality of recordsconcerning drug testing will be maintained except to the extent necessary to complywith this policy. All information, reports, memos and drug test reports, written orotherwise, received by the Company through the drug testing program will be keptconfidential as provided by law. Employees and job applicants may confidentiallyreport the use of prescription or non-prescriptions medication both before and afterhaving a drug test. All employees who have been enrolled in a rehabilitation program for drug and/oralcohol abuse are required to take drug and alcohol tests on a quarterly, semi-annualor annual basis (as determined by the Company), for two years after return to work. Those employees with drug or alcohol abuse problems make up only a small fractionof the work force, and the Company regrets any inconvenience that may be caused tothe many non-abusers by the problems of the few. It is believed, however, that thebenefits to be derived from the reduction in number of accidents, the greater safetyof all employees and visitors, and the rehabilitation or termination of those who,because of alcohol or drugs, are a burden upon all other employees, will more thanmake up for any personal inconveniences. The Company solicits earnestly theunderstanding and cooperation of all employees in implementing the policies setforth herein. Visitors are asked to refrain from the use of alcohol or drug use onCompany property. Sexual and Other Unlawful Harassment Wounded Warrior Roofing is committed to providing a work environment that is freefrom all forms of discrimination and conduct that can be considered harassing,coercive, or disruptive, including sexual harassment. Actions, words, jokes, orcomments based on an individual's sex, race, color, national origin, age, religion,disability, sexual orientation, or any other legally protected characteristic will not betolerated. Sexual harassment is defined as unwanted sexual advances, or visual,verbal, or physical conduct of a sexual nature. This definition includes many forms ofoffensive behavior and includes gender-based harassment of a person of the samesex as the harasser. The following is a partial list of sexual harassment examples: 122021 Wounded Warrior Roofing All Rights Reserved

a) Unwanted sexual advances;b) Offering employment benefits in exchange for sexual favors;c) Making or threatening reprisals after a negative response to sexual advancesd) Visual conduct that includes leering, making sexual gestures, or displaying sexually suggestive objects or pictures, cartoons or posters;e) Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes;f) Verbal sexual advances or propositions;g) Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations;h) Physical conduct that includes touching, assaulting, or impeding or blocking movements.Unwelcome sexual advances (either verbal or physical), requests for sexual favors,and other verbal or physical conduct of a sexual nature constitute sexual harassmentwhen: a) Submission to such conduct is made either explicitly or implicitly a term or condition of employment;b) Submission or rejection of the conduct is used as a basis for making employment decisions;c) The conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.Employees who experience or witness sexual or other unlawful harassment in theworkplace, must immediately report it the supervisor or to any member of SeniorManagement for prompt attention and resolution. Employees can raise concerns andmake reports without fear of reprisal or retaliation. ll allegations of sexual harassment will be quickly and discreetly investigated. To theextent possible, confidentiality will be maintained and the identity of any witnessesand the alleged harasser will be protected against unnecessary disclosure.Communications will be made to others only on a limited "need to know" basis. Whenthe investigation is completed, the employee will be informed of the outcome of theinvestigation. 132021 Wounded Warrior Roofing All Rights Reserved

All allegations of sexual harassment will be quickly and discreetly investigated. Tothe extent possible, confidentiality will be maintained and the identity of anywitnesses and the alleged harasser will be protected against unnecessary disclosure.Communications will be made to others only on a limited "need to know" basis. Whenthe investigation is completed, the employee will be informed of the outcome of theinvestigation. Any supervisor or manager who becomes aware of possible sexual or other unlawfulharassment must immediately advise any member of management so it can beinvestigated in a timely and confidential manner. Upon completion of theinvestigation, if necessary, corrective measures will be taken. These measures mayinclude, but are not limited to, training, counseling, warning, suspension, orimmediate dismissal. Anyone, regardless of position or title, found throughinvestigation to have engaged in improper harassment will be subject to disciplineup to and including discharge. If the investigation is inconclusive, Wounded WarriorRoofing may still provide counseling or take other appropriate steps. Wounded Warrior Roofing prohibits any form of discipline or retaliation for reportingin or participating in an investigation in good faith the incidents of harassment inviolation of this policy, pursuing any such claim or cooperating in the investigation ofsuch reports142021 Wounded Warrior Roofing All Rights Reserved

END OF SECTION152021 Wounded Warrior Roofing All Rights Reserved

EMPLOYMENT PRACTICES Employment Status Employment status is based on the number of scheduled hours on a regular basisand role within the organization. These classifications do not guarantee employmentfor any specified period of time. Regular Full-Time Employee- is assigned to a budgeted position, is scheduled towork a minimum of thirty (30) hours per weekly pay period Regular Part-Time Employee- is assigned to a budgeted position, is scheduled towork less than 29 hours Temporary Employee- hired to fill a job classification on a short-term basis expectedto be less than six months. Temporary employees do not accrue any type of benefits,do not receive performance raises, and are not governed by the introductory periodpolicy. Non-Exempt (hourly) employee- is entitled to overtime pay under the specificprovisions of federal and state laws Exempt (salary) employee- is excluded from specific provisions of federal and statewage and hour laws 16Work Hours For payroll and accounting purposes, the work week runs from Tuesday at 12:00am toMonday at 11:59pm and pay periods are weekly. Work schedules for employees vary throughout the company. Supervisors will advisetheir employees of the beginning and ending times for their schedule. Staffing needsand operational demands may necessitate variations in starting and ending times, aswell as variations in the total hours that may be scheduled each day and week. 2021 Wounded Warrior Roofing All Rights Reserved

17Breaks for Expression of Breast Milk The company provides reasonable break time for an employee to express breast milkfor her nursing child for up to one (1) year after the child’s birth each time suchemployee has the need to express milk. An employee should notify her supervisor orHuman Resources should she wish to be provided a break and/or location forexpressing breast milk or a location for its storage. Time Reporting Procedures All exempt employees must communicate their approved vacation and sick time tothe Accounting Office Manager. All office, warehouse and service employees areexpected to clock in and out each day. Employees must clock in and out forthemselves and must alert their supervisor if they have missed a punch. Commercialand residential field personnel are required to initial the time sheet indicating theirapproval of worked time. Meal Periods Non-exempt employees are required to take an unpaid lunch break which is eitherhalf or one hour based on the department needs. Part-time employees normally takea lunch break only if their workday exceeds five (5) hours. Employees are required toclock in and out for meal periods. Employees are expected to be on the job andready to work at their scheduled times after meal periods. Promptness is essential,and any repeated unexcused lateness hinders the operation of the Company and isgrounds for disciplinary action, up to and including termination.Overtime All non-exempt employees who work more than forty (40) hours in a workweek areentitled to receive overtime pay computed at the rate of 1 and 1/2 times theemployee's regular hourly rate of pay for all hours worked in excess of forty (40) inany one workweek. Only those hours that are actually worked are added together to determine overtimepay. For example, compensated holidays are not hours worked and are, therefore, notcounted in making overtime calculations. 2021 Wounded Warrior Roofing All Rights Reserved

18Pre-Authorization for Overtime A non-exempt employee may not work overtime without the express prior writtenapproval of the employee’s supervisor or another member of management. Anydeviation from this requirement will result in discipline, up to and includingtermination. Overtime Required when Requested Working overtime when requested by the employee's supervisor or other member ofmanagement is a job requirement. In order to be excused from such overtime, theemployee must demonstrate to the supervisor that the employee will suffer majorpersonal or medical hardship if they are required to perform overtime. Direct Deposit Direct deposit is highly recommended for all staff members. Direct deposit into achecking or savings account, or both, is available, which offers the most convenientand efficient way to be paid. Employees may start or stop direct deposit at any time. If an employee changes bank account(s), it is their responsibility to provide theirsupervisor with the new direct deposit Information in the form of a voided check/deposit slip or letter from the bank inorder to update their direct deposit bank information. If the direct deposit isrejected because the employee fails to communicate a change in bank accounts, theemployee will be responsible for any service charges. Employees receive a pay stub that details the amount earned, all deductions, and theamount deposited to each bank account into which funds have been deposited. Wage Withholding (court ordered) It is the policy of Wounded Warrior Roofing to comply with all valid claims againstthe wages of employees such as garnishments, levies, supporter orders, and/or wageassignments, in accordance with applicable law. Payroll will continue to withholdmonies from the employee’s salary for the entire period specified in the garnishment,federal, family 2021 Wounded Warrior Roofing All Rights Reserved

court, or other assignment, or until the employee or appropriate legal authoritypresents Wounded Warrior Roofing with a written release or notice that theemployee’s financial obligations have been satisfied. If a dated release is received,and the monies have been deducted but not yet paid to the court, the employee maybe able to receive a reimbursement dependent upon the language of the order and/orrelease. Changes in Assignment To pursue business objectives, it may be necessary to change an employee’sassignment in order to use his or her particular skills to the greatest advantage. Thismay mean a transfer to another department, another job, or another shift. AlthoughWounded Warrior Roofing does not change an employee’s assignmentsindiscriminately, it reserves the exclusive right to make such changes to meetbusiness requirements. Employee Records Employee records at Wounded Warrior Roofing must always be accurate. Employeesneed to notify supervisor if their name, address, telephone number and informationabout family status changes. All records are held in confidence and according to law. Employment of Relatives If there is an open position for which a relative qualifies for, he or she may beconsidered for employment with Wounded Warrior Roofing. Because the employmentof relatives in the same area of an organization could influence the initialemployment, salary, retention, work or shift assignment, leave of absence,promotional opportunity, or career growth of one of the related employees, relativesmay not be under each other’s direct supervision. Relatives may not be employed,where the relationship could negatively impact the dynamics of any of the workgroups within the organization, or where it could compromise the integrity orconfidentiality of the work being performed. Any change to this policy would need tobe authorized by an Officer of the Company. END OF SECTION 192021 Wounded Warrior Roofing All Rights Reserved

WORKPLACE EXPECTATIONS Working Relationships- Open Door Policy The special relationships that exist among employees are a very important factor atWounded Warrior Roofing. Wounded Warrior Roofing organization is a team; and assuch, each member has certain responsibilities to other members, and vice versa.The company considers each member to be “not just an employee,” but an individual. The concern of your supervisor, as well as that of other members of the managementteam, extends beyond job-related issues. Supervisors are interested in helping youwhenever you need support, and you should bring any work- related problems to yourimmediate supervisor. If this is not possible or practical, or you are not satisfiedwith the results, you are free to approach any member of management, up to andincluding executive staff members for a solution to the problem. If there is any issue or matter that arises that the employee does not feelcomfortable talking to a member of management about, the employee can contactthe external Human Resource Consultant, Sherli Fisher @ (918) 520-0361. Confidential Information The protection of confidential business information and trade secrets is essential tothe interests and the success of Wounded Warrior Roofing. All employees shareresponsibility to make sure that proper security and confidentiality is upheld. Assuch, employees who are exposed to confidential information or information that isdeemed intellectual property are required to sign a nondisclosure agreement at thetime of hire. Proprietary information includes all information attained by Wounded Warrior Roofingemployees during the course of their work, including standard operating procedures,product specifications, etc.202021 Wounded Warrior Roofing All Rights Reserved

Wounded Warrior Roofing information that is not known generally to the public or theindustry is confidential information. Examples include, but are not limited to,customer lists, customer files, computer records, financial and marketing data,formulas, scientific data, research and development strategies, legal matters, tradesecrets, and certain employee information (salaries, corrective actions, personalinformation, etc.) Employees who improperly use or disclose trade secrets or confidential businessinformation will be subject to disciplinary action, up to and including termination ofemployment and legal action. If you have any questions about proprietaryinformation, or if you observe an unauthorized visitor on company premises, notifyyour supervisor or direct the unauthorized visitor to the reception area of theappropriate facility. Conflicts of Interest Employees have an obligation to conduct business within guidelines that prohibitactual or potential conflicts of interest. This policy establishes only the frameworkwithin which Wounded Warrior Roofing wishes the business to operate. The purposeof these guidelines is to provide general direction so that employees can seekfurther clarification on issues related to the subject of acceptable standards ofoperation. You have a conflict of interest if you place yourself in a position which may have anegative effect on the performance of your job or motivation. A conflict of interestexists when your loyalties or actions are divided between Wounded Warrior Roofinginterests, and those of another, such as competitor, supplier, or customer. Somemore conflicts of interest which employees should avoid include the following: • Accepting transactions from outside firms such as personal gifts or entertainment from competitors, customers, suppliers, or potential suppliers• Committing Wounded Warrior Roofing to give its financial or other support to any outside organization or activity212021 Wounded Warrior Roofing All Rights Reserved

Developing a personal relationship with an employee of Wounded Warrior Roofingthat might interfere with the exercise of impartial judgment decisions affectingthe company or employees of the company.Engaging in self-employment in competition with Wounded Warrior RoofingHaving a direct or indirect financial interest in or relationship with a competitor,customer or supplierObtaining any interest in property or assets of any kind for the purpose of sellingor leasing it to Wounded Warrior RoofingUsing intellectual property or confidential information of Wounded WarriorRoofing for personal gain or to the company’s detrimentUsing assets or labor of Wounded Warrior Roofing for personal useWorking for a competitor, supplier or customerIf employees have a question or need clarification regarding a potential Conflict ofInterest, they should consult their supervisor. 22Anti-Kickback Policy Wounded Warrior Roofing expects our employees at all times to deal with ourtenants, customers and suppliers/vendors in an ethical manner. The Company willnot tolerate the giving or accepting of bribes or kickbacks, or other illegal paymentsin any form and for any purpose. If you intend to make or receive a payment thatcauses you concern, please confer with the President first. Company employees, representatives, and contractors are prohibited from receivingcompensation of any kind from suppliers, vendors, consultants, contractors,applicants, or any other person or individual for the purpose of receiving preferentialtreatment of any kind. The guidelines below define the Company’s policy towardskickbacks and the penalties for offering or receiving kickbacks, bribes or gifts. 2021 Wounded Warrior Roofing All Rights Reserved

Definition: “Kickback,” for the purposes of this policy, means any money, fee,commission, credit, gift, gratuity, object of value, offer of employment, orcompensation of any kind which is offered or received, directly or indirectly, to or bya company employee, contractor, or contractor employee, vendor or vendor employee,or consultant for the purpose of improperly obtaining or rewarding favorabletreatment in connection with a Perry Roofing business contract. The Company’s policy prohibits any person, employee, or organization from: • Providing or attempting to provide or offering to provide any kickback;• Soliciting, accepting or attempting to accept any kickback; or• Including, directly or indirectly, the amount of any kickback in any contract awardedby the Company.Any employee, supplier, contractor, consultant, or vendor in violation of this policywill be prohibited from working with the Company and may be subject to additionalcivil or criminal penalties as provided under U.S. law. Furthermore, violation of thispolicy will lead to disciplinary action up to and including termination. Employees must do everything they reasonably can to avoid conflicts of interest oractions or relationships that give the appearance of conflicts of interest. 23Consent to Search For the safety and well-being of all concerned, the Company reserves the right tomake searches of employees' personal effects that they bring onto the property andto search any packages or other similar items being removed from Companypremises. Additionally, the Company reserves the right to search employeeworkspaces, as it deems necessary, without warning. All employees are subject tothis policy, and your acceptance of, and compliance with, this policy is a condition ofemployment and continued employment. In the event that an employee subsequently refuses to comply with a search requestmade by the appropriate Company personnel at any time while on the premises, theemployee may be subject to immediate termination 2021 Wounded Warrior Roofing All Rights Reserved

24Attendance and Punctuality Regular and punctual attendance is critical to the success of Wounded WarriorRoofing. Frequent tardiness and/or irregular attendance affect employees’ and theteam’s performance. When an employee is absent, he or she must personally notify his/her supervisor ordepartment manager in accordance with departmental procedure. Notification ofabsence from an employee’s family member or some other person on behalf of theemployee is accepted under extenuating circumstances (e.g. emergency, accident,critical injury or illness etc.) An employee on a prolonged absence is encouraged to call his/her supervisor orDepartment Manager at least weekly to inform him/her of progress. Employees returning to work after illness or injury, who have been absent from workfor three (3) or more days will be required to provide to Wounded Warrior Roofing amedical release from an attending physician. In situations of excessive absences,an employee may be asked to provide medical documentation for an absence of lessthan three (3) days.Personal Appearance Dress, grooming, and personal cleanliness standards contribute to the morale of allemployees and affect the business image Wounded Warrior Roofing presents tocustomers and visitors. During business hours or when representing ‘Company’,employees are expected to present a clean, neat, and tasteful appearance. Clothing should be suitable to the type of work being performed and should also bein good taste. Examples of inappropriate clothing, while not an exhaustive list,include: short shorts, hats, buttons or clothing with suggestive messages; skirtswhich are excessively short either standing or sitting, and midriff tops. During orientation, safety requirements will be reviewed with employees, based ontheir department and job functions. In addition, the Supervisor will communicate anyspecific dress code requirements to their employees. Employees who report to work dressed inappropriately may be asked to return homeon their own time to change into more appropriate wear. Repeated offenses mayresult in corrective action. 2021 Wounded Warrior Roofing All Rights Reserved

To encourage two-way communication between employees and their supervisors, westrive to measure everyone on an on-going basis by providing feedback regardingtheir performance. This provides both supervisors and employees the opportunity todiscuss job tasks, identify and correct weaknesses, encourage and recognizestrengths, and discuss positive, purposeful approaches for meeting goals. Anyemployee who would like to discuss his/her performance with the supervisor, isencouraged to do so.Career Development The management team at Wounded Warrior Roofing is dedicated to helpingemployees be successful. Achieving full potential in the career path is up to eachemployee. Employees need to think about what is most important to them and whatis important for their career. By evaluating all the measures regulating the workinglife; the skills, competencies and special abilities required to do a specific job;values, needs and goals; employees can create their “personal” strategic plan. Themost important element of continuous growth is the commitment to personaldevelopment. Corrective Action When there needs to be a change in the behavior or performance of an employee, inmost cases, a verbal warning given by a supervisor is sufficient. Failure to improvewould initiate the formal corrective action process. Incidents contrary to company policies in other portion of this guide or habitualoffenders of various company rules such as those found in Safety manuals, CorporatePolicy manuals, and Standard Operating Procedures will be dealt with by actionsranging from written warning to termination depending on frequency and nature ofthe situation. Rules of Conduct Wounded Warrior Roofing is dedicated to providing a safe and pleasant place towork, and we need everyone’s cooperation to maintain this goal. The companyunderstands that 252021 Wounded Warrior Roofing All Rights Reserved

unanticipated situations may periodically arise and cause a problem with anemployee’s regular work habits. The employee should go directly to his/herdepartment supervisor/manager as soon as this type of problem occurs so thatarrangements can be made to help the employee bring his/her job performance backto an acceptable level. Employees who have worked together for a long time realize that one person’smisconduct may harm the rest, and they expect certain standards of conduct to beestablished and followed. The list provides general examples of the consequencesof certain conduct. The list does not in any way modify the at-will nature of theemployment relationship or create any right to corrective action procedures whichare inconsistent with an at-will employment. Depending upon the severity of the misconduct, employees may be subject todiscipline, up to and including immediate termination, for any of the following: 26a) Insubordination;b) Theft;c) Discourtesy;d) Misuse or destruction of property or the property of another on premises;e) Violation of conflict of interest rules;f) Unauthorized use or disclosure of confidential or proprietary information;g) Falsifying or altering Wounded Warrior Roofing records, including misrepresentation oromission of information on the job application or employee form;h) Unauthorized alteration of timecards or punching or signing of another employee'stimecard;i) Interference with the work performance of others;j) Fighting with another employee;k) Discrimination or harassment, including sexual harassment, of another employee,customer, client or person doing business with Wounded Warrior Roofing;l) Being under the influence of, using, manufacturing, dispensing, distributing, possessing,or selling alcohol, drugs or controlled substances on Wounded Warrior Roofing property orwhile conducting Wounded Warrior Roofing business;m) Dishonesty of any kind in relation to Wounded Warrior Roofing or its customers;n) Sleeping on the job or leaving the job without authorization;2021 Wounded Warrior Roofing All Rights Reserved

o) Possessing a firearm or another weapon on Wounded Warrior Roofing property orwhile conducting Wounded Warrior Roofing business;p) Being convicted of a crime that indicates unfitness for employment or raises athreat to the safety or well-being of Wounded Warrior Roofing employees or property;q) Insubordination or refusing to obey instruction issued by management pertainingto your work; refusal to help out on a special assignment. Engaging in an act ofsabotage; willfully or with gross negligence causing the destruction or damage ofCompany property, or the property of fellow employees, clients, suppliers, or visitorsin any manner.r) Falsification or misrepresentation of employment-related information, documents,or other work records; falsifying the reason(s) for a leave of absence or other datarequested by the Company; alteration of Company records or other Wounded WarriorRoofing documents. Falsification or alteration of your own timesheet, records, orattendance documents; altering another employee’s timesheet or records, or causingsomeone to alter your timesheet or records.27Should performance, work habits, overall attitude, conduct, or demeanor becomeunsatisfactory in the judgment of the Company, based on violations either of theabove or of any other Wounded Warrior Roofing policies, rules, or regulations, theemployee will be subject to disciplinary action, up to and including immediatetermination. This list is not all-inclusive and, notwithstanding this list, all employeesremain employed “at-will”. Criminal Activity Any employee who has been convicted, arrested, indicted or who has been chargedby information in any State or Federal court for any conduct, whether arising on or offduty, must report such conviction, arrest, indictment or charge no later than the nextbusiness day (whether or not the employee actually reports to work that businessday) to the employee’s supervisor or other member of management. Failure topromptly report such information will be grounds for disciplinary action, up to andincluding termination. 2021 Wounded Warrior Roofing All Rights Reserved

28Emergency Evacuation The first priority of the Company is the safety of its employees and guests.Immediately notify the appropriate emergency personnel should any emergencypresent itself. For any emergency requiring the Fire or Police Departments, or tosummon ambulance/paramedics, dial 911. Should an alarm be activated for fire or other emergency, please evacuate thebuilding as rapidly and in as orderly a manner as possible and in cooperation withthose personnel who have responded to the emergency. • Take only enough time to turn off important equipment• Do not use telephones• Remain calm, walking to the outside of the building and maintaining a safedistance from any structure• Do not enter the building until instructed to do so by authorized safetypersonnelRemain in the Main Parking Lot area until it is announced that the drill or actualemergency is over. Emergency Closings – Severe Weather Although the Company will make every effort to remain open for business onscheduled workdays, there may be instances where conditions make it impossible todo so. At times, emergencies such as severe weather, declared state of emergency,terrorist actions, fires, power failures, or earthquakes, can disrupt Companyoperations. In all cases, employee safety will be the primary consideration. Some ofthese circumstances may require the closing of a work facility. Decisions regarding Company closures will generally follow the guidance, as reportedon local news stations, of the local government and school district. However, theCompany reserves the right to make decisions regarding emergency closings that arebelieved to be in the best interests of the safety of all employees, even if the localgovernment does not announce a closure of its own. 2021 Wounded Warrior Roofing All Rights Reserved

In the event of a Company-designated closure, supervisors will notify employees atthe time a decision is made. At such time, employees will be provided withinstructions for keeping abreast of continued Company closures and re-openings.Employees are also asked to stay in communication with their supervisors relative totheir safety and ability to report to work. In certain circumstances, such as ahurricane, employees may be asked to assist the Company in emergencypreparations, including securing equipment. When a TORNADO WATCH is issued by the National/Local Weather Center, we willremain in operation and also use this time to make any last-minute preparations. When a TORNADO WARNING is issued by the National/Local Weather Center duringour hours of operation, the offices will remain open unless notified by Managementof otherwise. All employees are expected to report to work accordingly. Should the offices close,all nonemergency personnel will be sent home, emergency personnel will remain asneeded, to secure our locations. Employees may or may not be paid for time notworked; it will be up to management’s discretion as to whether employees will bepaid for non-worked hours during an emergency closing. 29When a TORNADO WARNING is issued by the National/Local Weather Center outsideour hours of operation, we will remain closed and request that our employees stay incontact with their supervisors for further information. Emergency personnel may becalled in if needed to secure the building and will be paid for time worked. It is eachemployee’s responsibility to provide management with their current contact numbers,including their cell phone numbers, and to know their supervisor’s contact numbersin order to remain informed on our operational plans. Employees who are late or who choose not to report to work when the office isotherwise open will be subject to the provisions of the attendance/tardiness policy. END OF SECTION 2021 Wounded Warrior Roofing All Rights Reserved

30EMPLOYEE BENEFITS Group Insurance Regular full-time employees and their dependents may participate in WoundedWarrior Roofing’s group insurance benefits beginning on the first of the monthfollowing sixty (60) days of employment. The group benefits are medical dental andvison insurance. The spouse and/or the dependent children of covered employeesmay also join the plan. Premiums for the medical, dental and vison insurance isdeducted from the employee’s paycheck on a pre-tax basis and, therefore, employeesdo not pay tax on these benefits. When an employee is on an unpaid leave of absence, he/she is responsible to makearrangements with the Accounting Department to pay for the employee’s share of thebenefits premium. If Wounded Warrior Roofing does not receive the payment for theemployee’s portion of the health insurance premiums within thirty (30) days of thedue date, the employee and covered family members will be dropped from theinsurance and will receive a notice to continue benefits under COBRA. HIPAA Rights Special Enrollment Rights: Under the Health Insurance Portability and Accountability Act (HIPAA) of 1996,employees are given the opportunity to enroll under his/her employer’s group plan ifthey lose other coverage or gain new dependents. If you are declining enrollment foryourself or your dependents (including your spouse) because of other healthinsurance coverage, you may in the future be able to enroll yourself or yourdependents in this plan, provided that you request enrollment within 30 days afteryour other coverage ends. In addition, if you have a new dependent as a result ofmarriage, birth, adoption, or placement of adoption, you may be able to enrollyourself and your dependents, provided that you request enrollment within 30 daysafter the marriage, birth, adoption, or placement for adoption. If you add coverageunder these instances, the maximum length of any pre-existing condition exclusionunder this plan is 12 months. However, a pre-existing condition exclusion does notapply to your pregnancy or that of your covered spouse, or to any newborn or adoptedchild who is added to the coverage within 30 days of the birth or adoption. 2021 Wounded Warrior Roofing All Rights Reserved

31Pre-existing Condition Exclusions: A “pre-existing condition” is a condition for whichmedical advice, diagnosis, care or treatment was recommended or received withinthe six-month period ending on your enrollment date. Your enrollment date is theearlier of his/her first day of coverage under your employer’s group health plan or thefirst day of the waiting period. The maximum length of a pre-existing conditionexclusion under this plan is 12 months (or 18 months if you or your dependents sign-up as late enrollees). Your prior coverage will count toward this plan’s pre-existingcondition exclusion if you do not have a break in coverage between the old plan andthis plan of 63 or more days. The waiting period under this plan does not counttoward the 63-day period. In short, these rules make your health insurance coverage“portable.” You will need to present a copy of a health coverage certificate from yourprior plan in order to prove your prior coverage. If this plan is going to apply a pre-existing condition exclusion to you or your covered dependents, you will be notifiedof this determination and your rights to appeal. Health Certificates: If your coverage under this plan stops, you and your covereddependents will receive a certificate that shows your period of coverage under theplan. You may need to furnish the certificate if you become eligible under anothergroup health plan if it excludes coverage for certain medical conditions that you havebefore you enroll. You may also need the certificate to buy, for yourself or yourfamily, an individual insurance policy that does not exclude coverage for medicalconditions that are present before you enroll. You and your dependents may alsorequest a certificate within 24 months of losing coverage under this plan. To requesta certificate, contact Human Resources. Retirement Plan Wounded Warrior Roofing sponsors a SIMPLE IRA. Employees are eligible on theJanuary 1st after they have earned $5,000 in a previous year. They can begin at anytime after the initial eligibility and can make changes to their investmentcontributions and fund selection. Company matches the employee’s investment, upto 3% of their annual income.2021 Wounded Warrior Roofing All Rights Reserved

32ERISA Rights All participants in the Employee Benefit Program are entitled to certain rights andprotection under the Employee Retirement Income Security Act of 1974, (ERISA).ERISA enables plan participants to: Examine (without charge), at the planadministrator’s office and at other locations, all plan documents including insurancecontracts and copies of all documents filed by the plan with the U.S. Department ofLabor. Examples of these documents include annual reports and plan descriptions.Obtain copies of documents and other plan information upon written request to theplan administrator. The administrator may make a reasonable charge for the copies.Receive a summary of the plan’s annual financial report. The plan administrator isrequired by law to furnish each participant with a copy of this summary financialreport. File suit in a federal court if any materials requested were not received within30 days of the participant’s request, unless the materials were not sent because ofmatters beyond the plan 44 Revised April 2017 administrator’s control. The courtmay require the plan to pay a penalty for each day’s delay until the materials arereceived. In addition to creating rights for plan participants, ERISA imposesobligations upon the persons who are responsible for the operation of the employeebenefit program. In legal terms, such persons are referred to as “fiduciaries.”Fiduciaries must act solely in the interest of the plan participants and they mustexercise prudence in the performance of his/her plan duties. Fiduciaries who violateERISA may be removed and required to make good any losses they have caused theplan. An employer may not fire or discriminate against an employee to prevent theemployee from obtaining a (welfare) benefit or exercising his/her rights under ERISA.If an employee is improperly denied a (welfare) benefit in full or part, the employeehas the right to file suit in a federal or state court. If plan fiduciaries are misusingthe plan’s money, employees have a right to file suit in a federal court or requestassistance from the U.S. Department of Labor. If successful in a lawsuit, the courtmay require that the other party pay legal costs, including attorney’s fees. If youhave any questions about this statement or about your rights under ERISA, you maycontact: The plan administrator; or the nearest office of the Pension and WelfareBenefits Administration, U.S. Department of Labor listed in your telephone directory;or The Division of Technical Assistance and Inquiries, Pension and Welfare BenefitsAdministration, U.S. Department of Labor, 200 Constitution Avenue. 2021 Wounded Warrior Roofing All Rights Reserved

33VacationWounded Warrior Roofing recognizes that employees need time away from work for anumber of reasons. As such, Wounded Warrior Roofing provides time for eligibleemployees to use for vacation. This time is not intended to cover tardiness andmust be scheduled according to department specific requirements. After one (1) year of employment with the company, full-time employees will receive40 hours of vacation and each year thereafter. This amount will be immediatelyavailable to employee, provided that the employee has been with the company a fullyear from date of hire (or, an agreed upon equivalent) and the guidelines for its useare met. Vacation hours are accrued from the date of hire and are based on acombination of factors: years of service and employee position. Please note that vacation time not used within the year’s period will not carryforward without approval from Senior Management. Vacation may be taken in increments of whole weeks, separate days, or half days. Toschedule planned vacation, employees must request advanced approval from theirmanager, and a minimum of two weeks’ notice is preferred. Requests will bereviewed and a decision made based on business needs and staffing requirements. Ifan employee has an unexpected need to be absent from work, he/she is required topersonally notify the manager at the earliest opportunity. Personal Days New hires, who have worked for six (6) months, will be granted Personal Daysaccording to the following hire months to be used during the calendar year: Jan & Feb= 3 Personal Days March & April= 2 Personal Days May & June= 1 Personal Day Every year thereafter, each employee will be given three (3) Personal Days to be usedduring that calendar year. Personal Days cannot be carried forward nor can they beexchanged for a cash equivalent. 2021 Wounded Warrior Roofing All Rights Reserved

34Employee is to notify either his/her project superintendent or project manager(immediate supervisor or front office, if office staff) at the beginning of the work dayin which he/she plans to use Personal Days (or, otherwise, as soon as possible) toassist in making arrangements in light of his/her absence. Holidays Wounded Warrior Roofing observes a number of designated company-paid holidays.Although the dates and days will vary each year, the official holiday schedule may beobtained from your supervisor. Paid holidays are available for employees that havesuccessfully completed six (6) months of employment with the company. Employeeswho work on a paid holiday receive holiday pay for normally scheduled hours on thatday and straight time for hours worked. The following holidays are paid when they fall on a workday Monday-Friday: Labor Day – The first Monday in September New Year’s Day - January 1st Memorial Day - The last Monday in May Independence Day - July 4th Thanksgiving Day – The fourth Thursday of November Christmas Day - December 25th Religious Holidays Wounded Warrior Roofing will make every effort to accommodate the religiousobservances and practices of its employees. Requests for time off for religiousobservance are to be made to the employee’s supervisor with notice.END OF SECTION 2021 Wounded Warrior Roofing All Rights Reserved

35LEAVES OF ABSENCE Bereavement Full-time employees are eligible to receive three (3) days of leave in the event theyrequire time off due to the death of a family member. Family member is defined asspouse, grandparents, parents, brothers, sisters, children, and grandchildren.Requests for Administrative Leave are to be made to the supervisor. If an employeerequires more than three days leave, other available Paid Time Off benefits may beused. Domestic Violence The Company is committed to providing a workplace in which domestic violence isnot tolerated or excused. This policy is intended to increase awareness of domesticviolence and help in responding to the needs of victims. Wounded Warrior Roofingprovides up to three (3) days of unpaid leave in any twelve (12) month period in thecase of imminent danger to the health and safety of an employee or a family or ahousehold member. Contact the supervisor for more information. Family and Medical Leave Act The Company’s employees are covered under the Family and Medical Leave Act(FMLA). There two (2) types of leave available to employees under the FMLA, i.e., thetwelve (12) week leave entitlement (Basic FMLA Leave) and the military family leaveentitlement (Military Family Leave) as described by law and summarized in thispolicy. The FMLA provides employees who have worked for the Company for at leasttwelve (12) months and at least 1,250 hours during the prior twelve (12) months withup to twelve (12) work weeks of unpaid leave for certain family and medical reasonsduring a 12-month period. Eligible employees may take FMLA leave for the following reasons: 1. Birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2. Care of the employee’s spouse, child or parent who has a serious health condition; 2021 Wounded Warrior Roofing All Rights Reserved

3. Care of the employee's own serious health condition; 4. Up to twelve (12) weeks of leave for certain qualifying exigencies arising out of a covered military member's active duty status, or notification of an impending call or order to active duty status, in support of a contingency operation; and 5. Up to twenty-six (26) weeks of leave in a single twelve (12) month period to care for a covered service member recovering from a serious injury or illness incurred in the line of duty on active duty.36Eligible employees are entitled to a combined total of up to twenty-six (26) weeks ofall types of FMLA leave during the single twelve (12) month period. Employees must make reasonable efforts to schedule leave for planned medicaltreatment so as not to unduly disrupt the Company’s operation. If possible,employees should discuss their FMLA request with their supervisor at least thirty(30) days in advance of the leave. If thirty (30) day notice is not possible, noticemust be given as soon as practicable before leave is to begin. Leave may be deniedor delayed if an employee fails to give timely notice. Wounded Warrior Roofing will require an employee taking leave for serious healthreasons to provide a health care provider's certification that leave is medicallynecessary. Wounded Warrior Roofing may require periodic status reports fromemployees on unpaid leave regarding the continued need for leave and theemployee's intent to return to work. Wounded Warrior Roofing will require employeesto provide medical certification of their fitness to return to work after medical leavefor serious personal health problems. Employees may be denied leave orreinstatement after leave until Wounded Warrior Roofing receives proper medicalcertification. Intermittent FMLA Leave An employee does not need to use FMLA leave entitlement within one block. Theleave can be taken intermittently or on a reduced leave schedule when medicallynecessary. Leave may not be taken on an intermittent basis when used to care for 2021 Wounded Warrior Roofing All Rights Reserved

the employee’s own child during the first year following birth, or to care placed withthe employee for foster care or adoption, unless both the employer and employeeagree to such intermittent leave. Intermittent leave or reduced schedule leave mayresult in the employee being temporarily transferred to an equivalent availableposition for which the employee is qualified. Compensation and Benefits during FMLA Leave FMLA leave is unpaid. However, the Company requires that employees use paid timeoff concurrently with FMLA until that time is exhausted. During Family and MedicalLeave, employees shall be entitled to receive the same group health benefits he/shewould have received had no leave been taken. Before their leave commences,employees are responsible to make arrangements to cover any insurance premiumsthat will not be paid for through payroll deductions due to exhausting paid time off.If Wounded Warrior Roofing does not receive the payment for the employee’s portionof the health insurance premiums within thirty (30) days of the date due, theemployee will be dropped from the insurance and will receive a notice to continuebenefits under COBRA. Job Restoration Following Leave Employees returning from FMLA leave are normally entitled to be restored to theiroriginal job or to an equivalent job with equivalent pay, benefits and other terms andconditions of employment. In addition, use of FMLA leave will not result in the lossof any employment benefit the employee earned or was entitled to before usingFMLA leave. Outside Employment Outside employment that is similar in nature to the type of employment beingperformed for Wounded Warrior Roofing during FMLA leave is prohibited, and mayresult in disciplinary action, up to and including immediate termination ofemployment. 372021 Wounded Warrior Roofing All Rights Reserved

38Jury Duty Wounded Warrior Roofing encourages employees to fulfill their civic responsibilitiesby serving jury duty when required. In the event an employee serves on a jury wherea full day’s attendance is not required and there are three (3) or more work hoursremaining, employees will be expected to report to work for the balance of the day. If an employee is served with a subpoena to testify as a witness, he/she will begranted administrative leave without pay. If an employee is subpoenaed to testify inprivate civil actions, he/she will be granted a reasonable amount of unpaid time offto comply with a subpoena, and may use Paid Time Off , if desired. Military Duty Leave for Training An employee who is a member of the Reserve, National Guard or other reservecomponent of the Armed Forces of the United States and is called upon for trainingor other short-term reserve or Guard Duty (i.e., firefighting, policing duty for naturaldisaster, etc.) is eligible for a military leave of absence in accordance with federaland state laws. Active Military Duty A military leave of absence will be granted to employees who are absent from workbecause of service in the United States Armed Forces in accordance with theUniformed Services Employment and Reemployment Rights Act (USERRA). Advancenotice of military service is required, unless military necessity prevents such noticeor it is otherwise impossible or unreasonable. An employee’s formal request formilitary leave should be accompanied by an order or statement from the appropriatemilitary commander evidencing such duty. During leave for active military duty, insurance benefits will continue as if theemployee were still actively employed with the Company, subject to the terms andconditions contained in applicable policies and plan documents. If the employee 2021 Wounded Warrior Roofing All Rights Reserved

elects to continue family/dependent group health insurance coverage or any of theother available options while on active duty, the employee will continue to beresponsible for the associated premium payments, in accordance with the proceduresset up by the Company for that purpose. All regular employees returning from active service are eligible for re-employment inthe same position they left (or a similar one in terms of status, pay and with accruedseniority), under the following conditions: Individual must receive an honorable discharge.Individual must still be qualified to perform the job duties. If the individualneeds to practice job skills, a reasonable time will be granted as determined bythe Company. In the event an individual is not qualified for their former position(required job skills have changed or the individual has a disability whichprecludes them from performing the essential functions of the position), then theindividual will be allowed to attempt to qualify for a similar job.The individual being reinstated must successfully complete an employmentmedical examination or drug screening applicable for the position.If the Company’s circumstances have changed and the position no longer exists,then the veteran may apply for any other open positions.The individual must apply for re-employment within the applicable timeframeslisted below: (a) For periods of military service of 1 to 30 days, they must return by the beginning of the following first regularly scheduled workday with allowance for safe return travel; (b) For periods of military service of 31 to 180 days, they must apply for re- employment no later than 14 calendar days after the completion of their service; or (c) For periods of military service 181 days or more, they must report to work no later than 90 calendar days after the completion of their military service.392021 Wounded Warrior Roofing All Rights Reserved

40All of these periods are extended to two years if the individual is hospitalized orslow to return to health because of an injury incurred or aggravated during militaryservice. If called to Military Duty, please see the supervisor. Personal Leave of Absence Wounded Warrior Roofing may permit a Personal Leave of Absence (up to four weeks)at the discretion of the manager. To be eligible for personal leave, an employeemust have been employed by Perry Roofing for a minimum of twelve (12) months. An employee taking personal leave will be required to use all Paid Time Off availableprior to being placed on unpaid leave of absence. Both paid and unpaid leave counttoward the four (4) week leave limit. An employee may be required to provide at least thirty (30) days advance notice ofintent to take personal leave and must have approval to take the personal leave priorto leave commencing. Employees may not be guaranteed a job when returning to work from a PersonalLeave of Absence but may return to active employment in the same or similar job,considering the employee’s qualification, if such a job is available and vacant.Wounded Warrior Roofing retains the right to fill or eliminate any vacant position asa result of a Personal Leave of Absence should the needs of Perry Roofing require it. An employee who accepts other employment while on a Personal Leave of Absenceor who fails to return to work on the next regularly scheduled workday following theexpiration of the Personal Leave of Absence will be considered to have voluntarilyresigned, effective immediately. To apply for a Personal Leave of Absence, submit a Request for Leave of AbsenceForm to your immediate manager for approval. 2021 Wounded Warrior Roofing All Rights Reserved

41Workers’ Compensation All employees are covered by Workers' Compensation Insurance to the extentrequired by Oklahoma law. A written report upon the occurrence of a job-relatedinjury, no matter how trivial, shall be delivered to the Executive Managementimmediately from the date of the injury, unless the employee is disabled, and then assoon as possible. Any employee who has a job-related injury shall, be required tohave a physical by a doctor appointed and paid for by Wounded Warrior Roofing. Ifeligible for Family and Medical Leave, the employee Workers’ Compensation leavewill run currently with FMLA. END OF SECTION 2021 Wounded Warrior Roofing All Rights Reserved

SEPARATION FROM COMPANY Voluntary Termination Should it become necessary for an employee to resign, employees are encouraged toprovide as much advanced notice of their decision to resign as possible under thecircumstances. Employees who have completed their initial employment period areexpected to give a minimum written notice of resignation of at least ten (10)business days or two (2) weeks. This notice will enable the supervisor to have sufficient time to allow a smoothtransition in delegating responsibilities to other employees, as well as having thenecessary time to issue the final paycheck for working at Wounded Warrior Roofing. If an employee does not give notice, they may pick up their final paycheck thefollowing Friday, or it will be mailed to the employee’s last recorded address. All Company-owned property, including documents, memory sticks, credit cards,company owned vehicles, keys, smart phones, tablets and laptops, etc. must bereturned immediately upon termination of employment. Any accrued and unused vacation and personal days will not be paid upon separationof employment. Employee References All requests for references must be directed to Executive Management. No othermanager, supervisor or employee is authorized to release references for current orformer employees. The Company’s policy regarding references for employees whohave left the Company is to disclose only the dates of employment, the title of thelast position held and the salary or wage amount that the employee last earned. 42Job Abandonment An employee will be considered to have abandoned his/her position if he/she: 2021 Wounded Warrior Roofing All Rights Reserved

43Fails to report to work at the starting time of his/her scheduled shift on the firstworkday following a leave of absenceIs absent from work without notice for two consecutive workdaysWalks off the jobJob abandonment is considered a voluntary resignation without notice, and willresult in the forfeiture of all accrued, unused vacation. Involuntary Termination Executive Management reviews all involuntary terminations prior to a final decision. COBRA – Continuation of Health Coverage The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires mostemployers sponsoring group health plans to offer continued participation toemployees and his/her covered dependents that would otherwise lose these benefits. At the conclusion of employment with Wounded Warrior Roofing, any premiums due,which may include both employee and Company contributions, will be deducted fromthe employee’s final paycheck. The option is available to convert some benefits intoindividually owned programs. The employee and his/her covered dependents mayalso continue existing health, dental, and vision benefits, for a limited period of timethrough COBRA. Wounded Warrior Roofing’s employees and covered dependents have the right tochoose continuation coverage if group coverage is lost due to a reduction in theemployee’s work hours, or if employment is terminated (for reasons other than grossmisconduct). END OF SECTION 2021 Wounded Warrior Roofing All Rights Reserved

44COMMUNICATIONS Proper Etiquette As a representative of Wounded Warrior Roofing, effective email and telephonecommunications, the use of the approved greeting and speaking in a courteous andprofessional manner sets the tone for the organization. The same regular businessetiquette should be employed when speaking from office phones, cell phones and emailcommunication. Computer Password Control/Email Wounded Warrior Roofing relies on its computer network to conduct its business. It isevery employee’s duty to use Wounded Warrior Roofing computer resources responsibly,professionally, ethically, and lawfully. Information security is a very serious issue,because Wounded Warrior Roofing computer systems and the information they containare essential to daily operations and to the future competitive strength of the company. Users are responsible for safeguarding their passwords for access to the computersystem. Individual passwords should not be printed, stored online, or given to others. Passwords do not imply privacy. Use of passwords to gain access to the computersystem or to encode particular files or messages does not imply that Users have anexpectation of privacy in the material they create or receive. Messages left on company electronic equipment (such as voice mail, electronic mail,and computer and network files), even when a personal password is required, aresubject to inspection by company officials. Employees’ passwords are designed toprotect the files and messages from access to other personnel. However, companyofficials retain the exclusive right and ability to access any electronic file whennecessary. When using company electronic equipment, employees need to be aware of thefollowing rules: E-mail is subject to review and monitoring by Wounded Warrior Roofing and shouldbe treated as public information, even when labeled as confidential and privileged.2021 Wounded Warrior Roofing All Rights Reserved

45Personal use of Wounded Warrior Roofing email system is not encouraged andthis use should not interfere with job performance or compromise the interests ofWounded Warrior RoofingSending or posting the following is strictly prohibitedAny communication on an internet discussion group, bulletin board, news group,or other communication center where the communication would be posted from acorporate e-mail address.Confidential information, trade secrets, intellectual property, privileged material,or other matters which may hinder, damage, or impair the interests of WoundedWarrior RoofingE-mail messages that contain sexually explicit language, images, or innuendoE-mail messages which contain harassing or objectionable language regardingindividual race, sex, national origin, sexual orientation, age, religious beliefs,political beliefs, or health Internet Usage Internet access to global electronic information resources on the web is provided byWounded Warrior Roofing to assist employees in obtaining work-related data andtechnology. The following guidelines have been established to help ensureresponsible and productive Internet usage. All Internet usage is limited to job-related activities. Personal use of the Internet is not permitted. All Internet data that is composed, transmitted, or received via our computercommunications systems is considered to be part of the official records of WoundedWarrior Roofing and, as such, may be subject to disclosure to law enforcement orother third parties. Consequently, employees should always ensure that the businessinformation contained in Internet email messages and other transmissions isaccurate, appropriate, ethical, and lawful. The equipment, services, and technology provided to access the Internet remain atall times the property of the Company. As such, Wounded Warrior Roofing reservesthe right to monitor Internet traffic, and retrieve and read any data composed, sent,or received through our online connections and stored in our computer systems. 2021 Wounded Warrior Roofing All Rights Reserved

46Data that is composed, transmitted, accessed, or received via the Internet must notcontain content that could be considered discriminatory, offensive, obscene,threatening, harassing, intimidating, or disruptive to any employee or other person.Examples of unacceptable content may include, but are not limited to, sexualcomments or images, racial slurs, gender-specific comments, or any other commentsor images that could reasonably offend someone on the basis of race, age, sex,religious or political beliefs, national origin, disability, sexual orientation, or anyother characteristic protected by law. The unauthorized use, installation, copying, or distribution of copyrighted,trademarked, or patented material on the Internet is expressly prohibited. As ageneral rule, if an employee did not create material, does not own the rights to it, orhas not gotten authorization for its use, it should not be put on the Internet.Employees are also responsible for ensuring that the person sending any materialover the Internet has the appropriate distribution rights. To ensure a virus-freeenvironment, no files may be downloaded from the Internet without priorauthorization. Abuse of the Internet access provided by Wounded Warrior Roofing in violation oflaw or Wounded Warrior Roofing policies will result in disciplinary action, up to andincluding termination of employment. Employees may also be held personally liablefor any violations of this policy. The following behaviors are examples of previouslystated or additional actions and activities that are prohibited and can result indisciplinary action: a. Sending or posting discriminatory, harassing, or threatening messages orimagesb. Using the organization's time and resources for personal gainc. Stealing, using, or disclosing someone else's code or password withoutauthorizationd. Copying, pirating, or downloading software and electronic files withoutpermissione. Sending or posting confidential material, trade secrets, or proprietaryinformation outside of the organizationf. Violating copyright law2021 Wounded Warrior Roofing All Rights Reserved

47a. Sending or posting discriminatory, harassing, or threatening messages orimagesb. Using the organization's time and resources for personal gainc. Stealing, using, or disclosing someone else's code or password withoutauthorizationd. Copying, pirating, or downloading software and electronic files withoutpermissione. Sending or posting confidential material, trade secrets, or proprietaryinformation outside of the organizationf. Violating copyright lawg. Failing to observe licensing agreementsh. Engaging in unauthorized transactions that may incur a cost to the organizationor initiate unwanted Internet services and transmissionsi. Sending or posting messages or material that could damage the organization'simage or reputationj. Participating in the viewing or exchange of pornography or obscene materialsk. Sending or posting messages that defame or slander other individualsl. Attempting to break into the computer system of another organization or personm. Refusing to cooperate with a security investigationn. Sending or posting chain letters, solicitations, or advertisements not related tobusiness purposes or activitieso. Using the Internet for political causes or activities, religious activities, or anysort of gamblingp. Jeopardizing the security of the organization's electronic communicationssystemsq. Sending or posting messages that disparage another organization's products orservicesr. Passing off personal views as representing those of the organizations. Sending anonymous email messagest. Engaging in any other illegal activitiesu. Using the Internet for recreational purposes during working hours2021 Wounded Warrior Roofing All Rights Reserved

Social Media Definitions 48I. Social Media: As used in this policy, “social media” includes, but is not limitedto blogs, forums, and social networking sites, such as Twitter, Instagram,Facebook, YouTube, Plaxo, MySpace, and any other online collaboration, sharing orpublishing platform, whether accessed through the web, a mobile device, textmessaging, email or any other existing or emerging communications platform.II. Personal Communication Device: A device capable of two-way audio or textcommunication that emits an audible signal, vibrates, and/or displays a message.Examples of personal communication devices include but are not limited to:cellular telephones/Smartphones such as Blackberries, I-Phones, Androids, etc.;pagers/beepers; laptop computers; and other wireless devices.III. Private Social Network Account: Account set up by a Company employee onone of the social networks listed above, for private or personal reasons.Permissible Uses Wounded Warrior Roofing does not prohibit employees from creating, obtaining orusing private social network accounts. Further, Wounded Warrior Roofing does notintend to interfere with its employees’ First Amendment rights or rights’ to engage inprotected concerted activity using a private social network account. WoundedWarrior Roofing expressly recognizes LinkedIn as a business social networking siteand permits its employees to use the Company’s name and to identify theemployee’s role in the Company as part of his/her LinkedIn Profile. Employeesshould carefully read these guidelines and the Harassment Policy contained herein,to ensure their postings are consistent with this policy. Prohibited Conduct: (i) Employees are prohibited from posting statements, photographs, video or audiothat could reasonably be viewed as threatening or intimidating, that disparage fellowemployees, that might constitute harassment or bullying or are discriminatory innature. 2021 Wounded Warrior Roofing All Rights Reserved

49Examples of such conduct might include offensive posts meant to intentionally harmsomeone’s reputation or posts that could contribute to a hostile work environment onthe basis of race, sex, disability, religion or any other status protected by law.(ii) Employees are prohibited from utilizing Company computers to access socialmedia without prior written authorization from the President or his/her designee.(iii) Employees are prohibited from utilizing their personal communication devices toaccess social media during working hours without prior authorization from Presidentor his/her designee.(iv) Employees are prohibited from utilizing their private social network accounts toengage in political activity or private business during working hours.(v) Employees are prohibited from utilizing their private social network accounts todirectly or indirectly suggest that Wounded Warrior Roofing endorses a commercialservice or product, unless they receive prior written authorization from the Presidentor his/her designee.(vi) Employees are prohibited from speaking on behalf of the Company on theirprivate social network accounts unless they have prior written authorization from thePresident or the President’s designee to do so.(vii) Employees are prohibited from utilizing their private social network accounts topost, transmit, discuss or other disseminate any confidential or proprietaryinformation, including customer lists, customer files, computer records, financial andmarketing data, process and procedure descriptions, research plans, computersystems, and trade secrets. When in doubt as to the confidential or proprietarynature of information, employees must consult with the President or his/herdesignee prior to posting such information.2021 Wounded Warrior Roofing All Rights Reserved

50Expectation of Privacy Employees are cautioned that they forfeit any reasonable expectation of privacywhen using social networks, since information posted online may not be secure andmay be viewed and widely disseminated by third parties. Wounded Warrior Roofingreserves the right to monitor Internet communication and activity, including socialmedia use such as blogging, at any time, without prior notice, and to access andexamine information in an employee’s work computer at any time to ensure thatsystem is being used in accordance with Company policy. Wounded Warrior Roofingwill not attempt to surreptitiously intercept secure employee communications (i.e.,Wounded Warrior Roofing will not hack into an employee’s social network account orattempt to obtain an employee’s password in order to access that employee’s socialnetwork account), and will comply with all applicable state and federal laws aspertains to electronic monitoring of employee communications. Disciplinary Action Any employee who is aware of an online posting on a social media page by aCompany employee that violates any provisions of this policy shall notify his or hersupervisor immediately. Violations of this policy and the failure to report violationsof this policy may result in disciplinary action up to and including termination. END OF SECTION 2021 Wounded Warrior Roofing All Rights Reserved

51GENERAL POLICIES Employee Property An employee’s personal property, including but not limited to packages, purses andbackpacks, may be inspected upon reasonable suspicion of unauthorized possessionof Company property, or if there is cause to suspect illegal activity. Employer Property Company-owned equipment, manuals, tools, office machines and reference materialmust be returned to the appropriate department when the task requiring its use iscompleted and may not be removed from Company premises except with the writtenapproval of the respective supervisor. Equipment on lease to Wounded WarriorRoofing may not be removed. Housekeeping All employees are expected to keep their work areas clean and organized. Pick upyour areas so the cleaning crew is able to dust, vacuum, clean around your work area. Common areas such as the kitchen and restrooms should be kept clean by thoseusing them. Inspection Desks, filing cabinets, and other storage devices may be provided for theconvenience of employees but remains the sole property of Wounded WarriorRoofing. These items are the property of Wounded Warrior Roofing and the companycan make no assurances about the security or privacy of any office, desk, locker, filecabinet, computer, or other Wounded Warrior Roofing facility and discourages thestorage of valuables, perishables, and other personal items in them. Additionally, Wounded Warrior Roofing reserves the right to open and inspect anyoffice, desk, computer, diskettes and files, e-mails, file cabinet, voice mail, or anyother item of Company property and its contents, at any time, with or without reason,notice, or consent. 2021 Wounded Warrior Roofing All Rights Reserved

52Wounded Warrior Roofing may also conduct random inspections and/or searches ofany parcels, containers, packages, purses, or other articles which an employee orothers working on Wounded Warrior Roofing property brings to or removes fromWounded Warrior Roofing. Employees may not place personal locks on any company office door, desk, locker, orfile cabinet. At least two members of the management team must be present before any search isinitiated. Except in matters where there is reasonable cause to suspect criminalactivity, employees will be given the opportunity to be present during any inspection.Non- Solicitation Solicitation during work time is prohibited unless it is approved by the President. “Solicitation” is defined as: • Encouraging or persuading other employees to join, donate or work on behalf ofany social, religious, political, fraternal, labor or charitable organization orindividual;• Advertise, publicize or otherwise act as an agent in the sale or distribution ofgoods and services to other employees for the benefit of a third party orbusiness; and• Sale or rental of privately-owned merchandiseThe Company recognizes the right of all employees to engage in solicitationactivities in non-work areas before and after work and during break periods. Visitorshave no right to engage in solicitation activities while on Wounded Warrior Roofing’sproperty and will be removed from the facility if they attempt to do so. Employeesare responsible for the actions of their visitors. Personal Mail Employees are not to use Company stationery, postage, express mail, etc. or theCompany’s mailing address for personal mail or correspondence. Personal items orother mail may be sent from Company premises if the employee has pre-paid theproper postage. 2021 Wounded Warrior Roofing All Rights Reserved

53Personal Telephone Calls Personal phone calls in the office area should be kept to a minimum. During normalworking hours these calls should be limited, so they do not interfere with the workschedule. Property Theft or Damage To prevent theft in the workplace, it is very important that employees make sure theysecure all equipment and personal items any time they leave their work area. Allincidents of theft or damage involving personal or company property should bereported to the supervisor immediately. The stealing of company property, or property of others, regardless of value, mayresult in written warning to termination and, if the circumstances warrant, possibleprosecution. Misuse of company property, or property of others, regardless of value,will result in appropriate corrective action, ranging from written warning totermination. Personal Use of Company Equipment Company equipment should only be used for Company business. Please keep inmind that the cost of operating Company equipment, such as computers, facsimilemachines, copiers, etc. has increased dramatically during the last few years. Taketime to become familiar with the proper use of office equipment and use theseresources wisely. Safety EquipmentSafety is our number one priority therefore safety equipment is not optional.Supervisors will advise employees of the required equipment and where to obtain it.Smoke-Free Environment Wounded Warrior Roofing promotes wellness and safety in the workplace byproviding a smoke-free environment. Wounded Warrior Roofing’s smoking policyprohibits smoking or vaping inside any building or structure on company property.2021 Wounded Warrior Roofing All Rights Reserved

54Smoking or vaping is also not allowed inside company vehicles. Smoking and vapingis permitted only during breaks, mealtimes and before and after working hours, andonly in designated area while on company property. Violence in the Workplace Anyone who is involved in or witnesses behavior that may be potentially threatening,immediately report this to your supervisor. Actions that may indicate a possibleproblem include: Abusing or injuring another personAbusing or damaging propertyBehavior of the potential for misunderstanding, joking about any of the aboveactions is also prohibited.Fighting or threatening to fight with another personHarassing behavior inconsistent with normal work relationshipsHaving possession of a firearm or any other weapon while on companypremises or company businessUsing obscene or abusive language or gestures in a threatening mannerRaising voices in a threatening mannerStalkingThreatening injury or damage against a person or propertyThreatening to use a firearm or any other weaponWhen an employee reasonably believes that a situation with another employee or anyother party may become violent, the employee should immediately leave the areaand report the situation to management. Visitors The Company has a number of people visiting the facility. For reasons of safety andsecurity, Wounded Warrior Roofing does not allow any unescorted visitors to tour thepremises. Should an employee have visitors, we ask that the Office Coordinator beinformed of their names and the time of their arrival, and that they be met in thelobby by the employee. 2021 Wounded Warrior Roofing All Rights Reserved

55Because these visitors may represent corporations who may wish to secure businesswith the Company, we ask that all employees offer their courteous assistance andwelcome all visitors, as well as help in keeping the premises as presentable aspossible. In the event that a conference room is required for a meeting, employeesshould schedule the room as early as possible, indicating the dates and duration ofthe meetings. Work-Related Injuries and Illnesses Wounded Warrior Roofing provides a comprehensive workers compensation insuranceprogram at no cost to employees. These laws provide for medical and compensationbenefits to employees injured during the regular course of their employment. When any incident arises that may require medical attention, the employee mustimmediately notify the supervisor of the incident and be prepared to give specificdetails, i.e., cut on right middle finger. The employee may be required to visit a designated Workers’ Compensation facility,where necessary paperwork will be filled out and a drug test will be administered. When an injury occurs, the First Report of Injury or Illness form must be completed inits entirety by a supervisor. This form is to be used to record all work-related injuriesand accidents. END OF SECTION 2021 Wounded Warrior Roofing All Rights Reserved

56EMPLOYEE ACKNOWLEDGEMENT FORM The Employee Handbook describes important information about Wounded WarriorRoofing Contractors. I understand that I should consult the management regardingany questions not answered in the handbook. I have entered into my employmentrelationship with Wounded Warrior Roofing Contractors, voluntarily and acknowledgethat there is no specified length of employment. Accordingly, either I or WoundedWarrior Roofing can terminate the relationship at will, with or without cause, at anytime, so long as there is no violation of applicable federal or state law. Since the information and policies described here are subject to change, Iacknowledge that revisions to the Handbook may occur, except to Wounded WarriorRoofing Contractors, policy of employment-at-will. All such changes will becommunicated through official notices. I understand that revised information maysupersede, modify, or eliminate existing policies. Only an officer of Wounded WarriorRoofing have the ability to adopt any revisions to the policies in this Handbook. Furthermore, I acknowledge that this Handbook is neither a contract of employmentnor a legal document. I have received the Handbook, and I understand that it is myresponsibility to read and comply with the policies contained in this Handbook andany revisions made to it. This Handbook was given to me this ____ day of ______________________2024. I haveread and understand the information contained in this Handbook. EMPLOYEE'S NAME (printed): _________________________________________________ EMPLOYEE'S SIGNATURE: __________________________________________________ 2021 Wounded Warrior Roofing All Rights Reserved

APPENDIX 1 Substance Abuse ProvidersTulsa County Alcoholics Anonymous (918) 627-2224 Narcotics Anonymous (918) 747-0017National Assistance National Clearinghouse for Alcohol and Drug Information 1-800-729-6686 Drug Information Hotline 1-800-662-4357 (Spanish) 1-800-662-9832 Al-Anon/Alateen Family Groups 1-800-356-9996 American Council on Alcoholism Helpline 1-800-527-5344 800 Cocaine - (Information and Referral Hotline) 1-800-COCAINE Nar-Anon Family Group Headquarters (310) 547-5800 National Council on Alcoholism and Drug Dependency 1-800-NCA-CALL Partnershipfor a Drug-Free America (212) 922-1560 State Assistance 57Drug and Alcohol Abuse 24 Hour Action Helpline Mental Health / Substance AbuseOklahoma Hotline Toll Free: 800-522-90542021 Wounded Warrior Roofing All Rights Reserved