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A T o o l k i t f o r U . S . S u p e r v i s o r s a t e X p .LEAVES OF ABSENCE

This document is a resource for managers and supervisorsat eXp who supervise an employee that may be currentlytaking, or will soon take, a leave of absence. The benefitsand programs mentioned within this toolkit apply to allfull-time, permanent employees in the U.S. working for anyeXp World Holdings entity.Are you a manager with an employee about to be out? Usethis document to understand the types of leave as well asresources available to employees.LOASUPERVISOR TOOLKIT.

Short-Term Disability5FMLA vs. STD6Parental Leave8Bereavement Leave7Supervisor Responsibility9People Team Responsibility12TELUS Health EAP13FMLA4Resources14Supervisor Dos10TOPICNAVIGATIONSupervisor Don’ts11Use this navigation page to go directly tothe topic of your Interest by clicking on apage number or title. Please select themenu icon , available on every page, tonavigate directly back to this menu.

This leave type is permitted for:Family and Medical Leave (FMLA) is a federal measure that ensures employees’jobs will be held for them while they’re out. FMLA is a job protection only and isseparate from any time off benefits related to pay. FMLA entitles employees to 12workweeks of leave in a given 12-month period. the birth of a child or placement of a child for adoption or foster care,to bond with a child (leave must be taken within one year of the child’s birthor placement),to care for the employee’s spouse, child, or parent who has a qualifyingserious health condition,for the employee’s own qualifying serious health condition that makes theemployee unable to perform the employee’s job,for qualifying exigencies related to the foreign deployment of a militarymember who is the employee’s spouse, child, or parent.FMLAEVERYTHING YOUNEED TO KNOW.Employees are eligible for FMLA if they have worked for eXp for at least 12 monthsor at least 1,250 hours over the past 12 months.Time taken off work due to pregnancy complications can be counted against the12 weeks of FMLA.

SHORT-TERMDISABILITYSTD.Since FMLA provides job protection, short-term disability (STD) is employees arepaid when they are unable to work due to a medical condition. If an employee’stime off is medical in nature, they are required to go through the short-termdisability (STD) process. eXp pays for employees to have this disability benefit forfree and it's a mandatory part of the Leave of Absence process. STD needs to be approved by eXp’s short-term disability vendor, Unum, andcoordinated through the employee’s medical care provider. This benefit is provided at no cost to the employee.Short-term disability is payable for up to 12 weeks at 60% of pre disabilityearnings regardless of how long the employee has been employed or what otherbenefits they currently hold (i.e. medical, dental, etc.). The long-term disability (LTD) benefit will kick in after the employee hasalready been out for their medical need for 12 weeks.For parental leave, eXp will continue to pay a percentage of the employee’s basicweekly earnings based upon the STD benefit of that week.Short-term disability claims stay in “pending” status until the medical event(surgery, birth of a child, etc.) takes place. Once the medical event happens, theemployee will need to notify Unum so that they can move the claim into“processing.” Claims usually process for about a week.

FMLASTDUnpaid leave.Paid leave.Federal program.Private program paid for by eXp.Covers a wide range of family,medical, and military-related leave.Covers qualifying medical conditions.FMLA VS. STDWHAT’S THE DIFFERENCE?*FMLA and STD can be taken concurrently.

BEREAVEMENT LEAVESUPPORTING EMPLOYEES IN THEIR TIME OF NEED.If there is a death in an employee’s immediate family (parent, grandparent, sibling, spouse/domestic partner or child), they areeligible to receive a paid leave of absence of up to five days. These days do not need to be taken consecutively.They may choose to extend their leave by using accrued PTO or FTO. If no such time is available, any additional time they take won’tbe compensated. Any absence lasting longer than 5 business days needs to be reported to the People Team. This is managedinternally and separate from FMLA.

PARENTALLEAVESUPERVISING NEWPARENTS.The Parental Leave Policy allows for:HIGHLIGHTSMaternity Benefit – 16 weeks paid at 100%Non Birth Parent – 8 weeks paid at 100%Adoption or Surrogacy Leave – 8 to 16 weeks paid at 100%NEW BABY KITSAs a part of becoming a parent, eXp sends employees something special(around the time of their leave) to welcome the little one home eXp-style. This kit may include items like a baby blanket with eXp logo, a onesie, orsimilar.PARENTAL LEAVE POLICY DETAILSU.S. Parental Leave Policy (updated March 2023)eXp U.S. Employee Parental Leave FAQ

SUPERVISOR RESPONSIBILITYSUPPORTING EMPLOYEES DURING A LEAVE.As a manager or supervisor at eXp, there are some responsibilities you have in order to ensure employee leavesare managed accurately.Please be sure to:Alert the People Team if you are aware of an employee that may need extended time off for FMLA. We ask for 30 daysadvanced notice, when possible.Always alert the People Team if an employee has been hospitalized or out sick for 5 days or more.Encourage employees to reach out and participate in the Employee Assistance Program.

SUPERVISORDOsKEEP IN MIND FORABSENT EMPLOYEES....encourage employees who have personal relationships with the absentemployee outside of the office to check in and say hello.This kind of casual contact lets the employee on leave know they haven’tbeen forgotten at work. Colleagues should not have work-relateddiscussions. They can pass along a message of “hello” from others in theworkplace but shouldn’t discuss work events or other work-related topicswith the employee on leave....reach out occasionally, as the absent employee’s manager.You can send an occasional card or reach out to say “Hi, how are you?” tokeep the employee feeling connected....include on-leave employees in emails unrelated to work.This can be a great way to continue to keep them involved. For example,make sure the absent employee gets an invite to the team Holidaycelebration, with a note that they’re welcome but not required to attend.As a supervisor at eXp with an employee on leave, do...

SUPERVISORDON’TsKEEP IN MIND FORABSENT EMPLOYEES....converse with the absent employee about work topics.If you end up talking work, at best you may owe the employee wages fortime considered work. At worst, your work-related communication may beviewed as interfering with a leave. If the employee brings up work, there’s noharm in saying, “We miss you here, but let’s not talk about work.”...discuss the absent employee’s health issue or diagnosis.The general rule for employers is to ask only what’s absolutely necessaryabout an employee’s health in order to accommodate their requests....disrespect the absent employee’s wishes.Occasionally, employees on leave indicate they don’t wish to be contacted atall. At eXp, we expect supervisors to respect the absent employee’s wishesand not reach out with casual check-ins or non-work-related information.As a supervisor at eXp with an employee on leave, don’t...

PEOPLE TEAM RESPONSIBILITYWHAT’S GOING ON BEHIND THE SCENES?The People Team will reach out to an employee once they are made aware of a potential leave. The purpose of this contact is toexplain leave options and details with each individual employee and engage them in the process.IMPORTANT TO KNOW:Leave approvals for FMLA and STD are managed through a third-party administrator, Unum.Employees must call Unum in order to file their claim and report their absence.The People Team will work with the employee directly on managing their time out, completing timesheets while onleave, and alerting you (their manager) of the expected leave time. Please go ahead and approve any PTO or Sick Timerequested within ADP during this time off period."

You may find that you want to provide support to your employee using leave. eXpsupervisors genuinely care for the mental, physical and financial well-being oftheir direct-reports. If you want to help your employee who is going through achallenge, you can provide them with details about TELUS Health, the eXpemployee assistance program.access to online resources and information to support mental, physical,social, and financial well-being.Employees can invite family members within their household to access certainfeatures in TELUS so they can find confidential help and advice on hundreds oftopics .Employees can call, chat, or use the online portal to connect with an intakespecialist, who will provide resources or pair the employee with an advisor orcounselor. TELUSHEALTH EAPEMPLOYEEASSISTANCEPROGRAM.TELUS Health is a 100% confidential and free employee assistance program (EAP).Their innovative well-being solution provides:expert guidance from professional advisors, any time, about any issue, eitherwork-related or personal.exclusive offers and discounts for employees to make their money go further.Access online at login.lifeworks.com (username: exp | password: lifeworks) or call1-800-433-7916.

Please reach out to the Manager of Employee Benefits forquestions. It is our goal to help support you while yourteam member is on leave.benefits@exprealty.nethr@exprealty.netWE AREHERE FOR YOU.

A T o o l k i t f o r U . S . S u p e r v i s o r s a t e X p .LEAVES OF ABSENCET h i s h a s b e e n