Insite Employee Handbook

HANDBOOK New Employee Handbook 2022

Contents

6.4 Dress Code 6.5 Personal Cell Phone/Mobile Device Use 6.6 Employment of Relatives 6.7 Employee Relationships 6.8 Workplace Privacy and Right to Inspect

1 WELCOME

1.1 Welcome Letter from CEO Chris Rozum 1.2 Insite Values 1.3 At-Will Employment

2 INTRODUCTORY LANGUAGE AND POLICIES 2.1 Revisions to Handbook

7 BENEFITS

7.1 FLSA Job Classifications 7.2 Company Job Classifications 7.3 Health Insurance 7.4 Other Non-Medical Coverages

3 HIRING AND ORIENTATION POLICIES

3.1 Employment Authorization Verification 3.2 Disability Accommodation 3.3 EEO Statement and Non-Harassment Policy 3.4 Religious Accommodation

7.5 Employee Assistance Program (EAP) 7.6 Flexible Spending Account (FSA) 7.7 Health Savings Account (HSA) 7.8 Paid Time Off (PTO) 7.9 Leave Policy 7.10 Holidays 7.11 Unemployment Compensation Insurance Policy 7.12 COBRA 7.13 Military Leave (USERRA) 7.14 Jury Duty Leave 7.15 Voting Leave

4 WAGE AND HOUR POLICIES 4.1 Attendance Policy

4.2 Introduction to Wage and Hour Policies 4.3 Job Abandonment 4.4 Paycheck Deductions

4.5 Recording Time 4.6 Travel Expenses

5 PERFORMANCE, DISCIPLINE, LAYOFF, AND TERMINATION 5.1 Resignation Policy 5.2 Exit Interview 5.3 Open Door/Conflict Resolution Policy

8 SAFETY AND LOSS PREVENTION 8.1 Drug and Alcohol Policy 8.2 General Safety Policy

8.3 Policy Against Workplace Violence

5.4 Employee Leveling and Development Plan 5.5 Standards of Conduct

9 TRADE SECRETS AND INVENTIONS 9.1 Inventions

6 GENERAL POLICIES

6.1 Computer Security and Copying of Software 6.2 Use of Company Technology 6.3 Location Policy

9.2 Confidentiality and Nondisclosure of Trade Secrets

10 ACKNOWLEDGMENT OF RECEIPT AND REVIEW

Employee Handbook

September 2021

1.0 ! WELCOME

1.1 ! LETTER FROM CEO CHRIS ROZUM

Dear Insiter,

If you're now starting with our company, I'd like to wish you a warm welcome to the Insite family. And if you've been here for a while, thanks for being part of the team. No matter what role you fill here at Insite, your presence is critical to the success of this firm, and I appreciate the work you do. I started Insite in 2007 from a tiny home office in the living room of my Cape Coral home. For the first two years, I was the only employee. From those small beginnings, Insite has blossomed into an organization with a global footprint and a leader in our space. This extraordinary growth has been the product of consistently performing quality work, caring for our clients and staff, and bringing aboard exceptionally talented individuals such as yourself.

These are all very important, but I'd like to point out another key ingredient of our success.

At Insite, we strive to maintain a workplace that inspires accomplishment. We work hard to give you all you need to flourish. This idea goes beyond the physical structure, creature comforts, and tools we share, the ongoing training we offer, or even the compensation you receive. Above all, we treasure Insite's corporate culture. Its ability to solidify our foundation supports us and propels us to even greater achievements, both as an organization and as individuals. And that culture is what this book is all about. Collectively and democratically, we have articulated our culture into a set of values and everyday guidelines that you will soon read. While we generally abhor micromanagement and applaud freedom to self-direct, any successful company needs a set of policies to maintain its identity as it moves forward. I invite you to embrace these values and guidelines and support others to do so as well. This way, as the company scales and new clients and employees come aboard, the intangibles that make Insite unique and special will remain the same over the coming years. Maintaining the culture and ethics that got us here ensures our continued success in the future. Thank you for taking a few moments to read this short book. If you have suggestions to improve our culture, or anything else at Insite, I'm eager to hear them. Thanks once again for joining the Insite family. I'm excited for you to be here. You're a valuable part of our journey.

Welcome to the Insite adventure!

Sincerely,

!!!!!!!!!!!!!!!

!!!!!!!!!!!!!

Chris Rozum

Employee Handbook

September 2021

1.2 ! Insite Values

Please read over the Insite mission/values card. It clearly states the purpose of Insite and the principles we apply on individual, family, and corporate levels as we accomplish our mission. These ideas are important. It's who we are. These statements form the foundation that supports Insite's work, ethics, and unique culture. Please take our mission and values to heart and embody them during your career at Insite. Also, encourage others to do the same. In this way, Insite's core identity will remain intact as our company evolves and scales.

Employee Handbook

September 2021

1.3 At-Will Employment

Your employment with Insite Managed Solutions, LLC, its subsidiaries and affiliates (hereafter "Insite") is voluntarily entered into and is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, as an employee you have the right to leave INSITE at any time, with or without notice and with or without cause. Nothing in this handbook or any other INSITE document should be understood as creating an employment contract, either expressed or implied, or to be construed as a guarantee of continued employment for any specific time or in any specific type of work. This at-will relationship exists regardless of any statements made by any office personnel to the contrary. Only the CEO has the authority to negotiate or modify the at-will status of an individual's relationship with INSITE . Furthermore, any such modifications are only effective if placed in writing and signed by the CEO.

Employee Handbook

September 2021

2.0 INTRODUCTORY LANGUAGE AND POLICIES

2.1 Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment, including company policies and procedures. The handbook is not a contract. INSITE reserves the exclusive right to alter, suspend, revoke, terminate, or change any policies within this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically via email or in a posting on company bulletin boards (Teams, etc.).

Employee Handbook

September 2021

3.0 HIRING AND ORIENTATION POLICIES

3.1 Employment Authorization Verification

New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with INSITE . If you are currently employed and have not complied with this requirement or if your status has changed, please inform Human Resources.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by INSITE .

3.2 Disability Accommodation

Insite complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, INSITE will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, it is your responsibility to notify your manager or Human Resources. You may be asked to include relevant information such as:

• ! A description of the proposed accommodation. • ! The reason you need an accommodation. • ! How the accommodation will help you perform the essential functions of your job.

After receiving your request, INSITE will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by INSITE in connection with a request for accommodation will be treated as confidential. INSITE encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, INSITE is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on INSITE . If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law. INSITE will not discriminate or retaliate against employees for requesting an accommodation.

Employee Handbook

September 2021

3.3 EEO Statement and Non-Harassment Policy

Equal Opportunity Statement

Insite is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation because of race, color, religion, sex, national origin, age, disability, marital status, veteran status, or any other status protected by federal, state, or local laws. INSITE is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms conditions and privileges of employment. INSITE will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. INSITE will take appropriate corrective action, if and where warranted. INSITE prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with Human Resources.

Policy Against Workplace Harassment

INSITE has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's race, color, religion, sex, national origin, age, disability, marital status, veteran status, or any other status protected by federal, state, or local laws. All forms of harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Employee Handbook

September 2021

Sexual Harassment

Sexual harassment, whether between persons of the same or opposite sex, is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:

• ! Unwelcome requests for sexual favors, • ! Lewd or derogatory comments or jokes,

• ! Comments regarding sexual behavior or the body of another, • ! Sexual innuendo and other vocal activity such as catcalls or whistles, • ! Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature, • ! Repeated requests for dates after being informed that interest is unwelcome, • ! Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to INSITE or any government agency, • ! Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors, and, • ! Any unwanted physical touching, assaults, blocking, or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion towards an individual because of the individual's race, color, religion, sex, national origin, age, disability, marital status, veteran status, or any other status protected by federal, state, or local laws. Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment: • ! The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories • ! Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace, and • ! A display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify Human Resources or any member of executive management.

INSITE prohibits retaliation against employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy.

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September 2021

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If INSITE determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, INSITE may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.

3.4 Religious Accommodation

INSITE is dedicated to treating its employees equally, with respect, and recognizes the diversity of their religious beliefs. All employees may request an accommodation when their religious beliefs cause a deviation from INSITE dress code or the individual's schedule, basic job duties, or other aspects of employment. INSITE will consider the request but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are cost, the effect that an accommodation will have on current established policies, and the burden on operations — including other employees — when determining a reasonable accommodation. At no time will INSITE question the validity of a person's belief.

If you require a religious accommodation, speak with Human Resources.

Employee Handbook

September 2021

4.0 WAGE AND HOUR POLICIES

4.1 Attendance Policy

All employees perform important functions for INSITE . The company depends on every employee to be at work and on time each and every day. We expect all employees to be reliable and punctual in reporting for scheduled work. Our normal business hours at the company headquarters and delivery centers are 9:00am to 5:00pm, Monday through Friday. These hours may vary while on client sites. Our incubator office hours will be set up to service the need of our customers. Hours will likely extend into the evenings and weekends. We understand that circumstances outside of your control may occasionally arise causing you to be late or absent from work. It is the employee's responsibility to notify their manager if they expect to be late or absent. Unplanned absences from work (sick, etc.) will count against your allotted PTO time. Please remember that poor attendance and excessive tardiness is disruptive, places a burden on other employees and INSITE , and may lead to disciplinary action, up to and including termination of employment.

4.2 Introduction to Wage and Hour Policies

At INSITE , pay depends on a wide range of factors, including pay scale surveys, individual experience, individual effort, profits, and market forces. If you have any questions about your compensation, including matters such as paid time off, commissions, overtime, benefits, or paycheck deductions, speak with Human Resources.

4.3 Job Abandonment

Any employee who fails to report to work for a period of three days or more without notifying his or her manager or Human Resources will be considered to have abandoned their job and voluntarily terminated their employment relationship.

4.4 Paycheck Deductions

INSITE is required by law to make certain deductions from your pay each pay period. This includes income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions (Social Security and Medicare), and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the information you list on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary deductions from your paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services. Your deductions will be reflected in your wage statement. INSITE will not make deductions to your pay that are prohibited by federal, state, or local law. If you have any questions about deductions from your pay, please contact Human Resources. You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an immediate adjustment, which will be paid no later than your next regular payday.

4.5 Recording Time

INSITE is required by applicable federal, state, and local laws to keep accurate records of hours worked by certain employees. To ensure that INSITE has complete and accurate time records and that employees are paid for all hours worked, non-exempt employees are required to record all working time using appropriate INSITE software. Exempt employees may also be required to track days or time worked. Speak with your manager for specific instructions.

Employee Handbook

September 2021

You must accurately record all of your time to ensure you are paid for all hours worked and must follow established INSITE procedures for recording your hours worked. Time must be recorded as follows:

• ! Immediately before starting your shift. • ! Immediately after finishing work. • ! Immediately before and after any other time away from work.

If you become aware of any pay discrepancies, unrecorded or improperly recorded work hours, or any involuntarily missed meal or break periods, please notify Human Resources.

Falsifying time entries is strictly prohibited. Falsifying time entries includes working "off the clock". If you falsify your own time records, the time records of co-workers, or if you work off the clock, you will be subject to discipline up to and including termination. Immediately report to Human Resources any employee or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.

4.6 Travel Expenses

Insite will reimburse employees for business travel expenses. Employees are expected to care for their own travel arrangements following the guidelines set in place with our Travel Expense policy. Flights, meals, car rentals, and hotels are some expenses that will be tracked, recorded, and passed on to our clients. Please see the INSITE Travel Expense policy for more detailed information.

Employee Handbook

September 2021

5.0 Performance, Discipline, Layoff, and Termination

5.1 Resignation Policy

INSITE hopes that your employment here will be a mutually rewarding experience; however, INSITE acknowledges that varying circumstances can cause you to resign employment. We intend to handle any resignation in a professional manner and with minimal disruption to the workplace.

Notice

INSITE acknowledges your at-will employment status and understands you may terminate your employment at any time with or without notice and with or without cause. However, to assist in the orderly transition of your duties and to remain in good standing with INSITE , management would encourage you to provide a minimum two-week notice of your resignation. Any notice of resignation should be in writing and delivered to your manager. If you provide less notice than encouraged, we may deem you to be ineligible for rehire, depending on the circumstances of the notice given.

Final Pay

INSITE will pay separated employees in accordance with applicable laws and other sections of this handbook.

Notify us if your address changes during the calendar year in which resignation occurs to ensure tax information is sent to the correct address.

Return of Property

Employees must return all INSITE property at the time of separation, including cellphones, keys, laptops, chargers, monitors, and credit cards. Failure to return some items may result in deductions from your final paycheck where state law allows.

5.2 Exit Interview

You may be asked to participate in an exit interview when you leave INSITE . The purpose of the exit interview is to provide management with greater insight into your decision to leave employment, to help us identify opportunities for improvement, and to assist INSITE in developing effective recruiting and retention strategies. Your cooperation in the exit interview process is appreciated.

5.3 Open Door/Conflict Resolution Policy

INSITE strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the workplace to the attention of your manager or Human Resources. To help manage conflict resolution we have instituted the following problem- solving procedure: If you believe inappropriate conduct or activity on behalf of INSITE , management, employees, vendors, customers, or any other persons or entities related to INSITE has occurred, bring your concerns to the attention of Human Resources at a time and place that will allow them to appropriately listen to your concern.

Employee Handbook

September 2021

5.4 Employee Leveling and Development Plan

INSITE utilizes an Employee Leveling and Development tool to help managers and employees assess current job performance, identify opportunities for growth and improvement, and to enable employees to further their career at INSITE . The tool is designed to guide employees, with the input of their direct manager, through an assessment of the employee's current skill sets and identify growth opportunities.

5.5 Standards of Conduct

INSITE wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all our employees, clients, customers, and other stakeholders. We all share in the responsibility of improving the quality of our work environment. By deciding to work here, you agree to follow our rules. The Standards of Conduct policy is designed to allow employees the opportunity to correct an issue. Corrective action steps include verbal warning, written warning, final warning, and termination. While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to change our at-will employment relationship or to limit our right to discipline or discharge employees for any reason permitted by law.

Examples of inappropriate conduct include:

• ! Violation of the policies and procedures set forth in this handbook. • ! Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances. • ! Being under the influence of alcohol during working hours on INSITE property (including in Company vehicles), or on INSITE business. • ! Inaccurate reporting of the hours worked by you or any other employees. • ! Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of INSITE or in the preparation of any employment-related documents including, but not limited to, job applications, personnel files, employment review documents, intra-company communications, or expense records. • ! Taking or destroying INSITE property. • ! Fighting with, or the harassment of, any fellow employee, vendor, or customer. • ! Disclosure of INSITE trade secrets or proprietary and confidential information (i.e., financial reports, sales records, marketing plans, business strategies, product development information, customer lists, patents, trademarks, etc.) of INSITE or its customers, contractors, suppliers, or vendors. • ! Refusal or failure to follow directions or to perform a requested or required job task. • ! Refusal or failure to follow safety rules and procedures. • ! Excessive tardiness or absences. • ! Failure to dress according to INSITE policy. • ! Engaging in outside employment that interferes with your ability to perform your job at this company. • ! Gambling on INSITE premises. • ! Lending keys or keycards to INSITE property to unauthorized persons.

Nothing in this policy is intended to limit your rights under the National Labor Relations Act, or to modify the at- will employment status where at-will is not prohibited by state law.

Employee Handbook

September 2021

6.0 General Policies

6.1 Computer Security and Copying of Software

Software programs purchased and provided by INSITE are to be used only for creating, researching, and processing materials for company use. By using INSITE hardware, software, and networking systems you assume personal responsibility for their use and agree to comply with this policy and other applicable policies, as well as city, state, and federal laws and regulations. All software acquired for or on behalf of INSITE or developed by INSITE employees or contract personnel on behalf of the INSITE , is and will be deemed INSITE property. It is the policy of INSITE to respect all computer software rights and to adhere to the terms of all software licenses to which INSITE is a party. The IT Department is responsible for enforcing these guidelines. You may not illegally duplicate any licensed software or related documentation. Unauthorized duplication of software may subject you and/or INSITE to both civil and criminal penalties under the United States Copyright Act. To purchase software, obtain your manager's approval. All software acquired by INSITE must be purchased through the IT Department. You may not duplicate, copy, or give software to any outsiders including clients, contractors, customers, and others. You may use software on local area networks or on multiple machines only in accordance with applicable license agreements entered by INSITE .

6.2 Use of Company Technology

This policy is intended to provide INSITE employees with the guidelines for use of INSITE IT resources and communications systems.

This policy governs the use of all IT resources and communications systems owned by or available at INSITE , and all use of such resources and systems when accessed using your own devices, including but not limited to:

• ! Email systems and accounts. • ! Internet and intranet access. • ! Telephones and voicemail systems, including wired and mobile phones, and smartphones. • ! Printers, photocopiers, and scanners. • ! Fax machines, e-fax systems, and modems. • ! All other associated computer, network, and communications systems, hardware, peripherals, and software, including network key fobs and other devices.

General Provisions

INSITE IT resources and communications systems are to be used for business purposes only unless otherwise permitted under applicable law.

All content maintained in INSITE IT resources and communications systems are the property of INSITE . Therefore, employees should have no expectation of privacy in any message, file, data, document, facsimile, telephone conversation, social media post, conversation, or any other kind or form of information or communication transmitted to, received, or printed from, or stored or recorded on INSITE electronic information and communications systems.

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September 2021

INSITE reserves the right to monitor, intercept, and/or review all data transmitted, received, or downloaded over INSITE IT resources and communications systems in accordance with applicable law. Any individual who is given access to the system is hereby given notice that INSITE will exercise this right periodically, without prior notice and without prior consent. The interests of INSITE in monitoring and intercepting data include, but are not limited to: protection of INSITE trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.); managing the use of the computer system; and/or assisting employees in the management of electronic data during periods of absence. You should not interpret the use of password protection as creating a right or expectation of privacy, nor should you have a right or expectation of privacy regarding the receipt, transmission, or storage of data on INSITE IT resources and communications systems.

Do not use INSITE IT resources and communications systems for any matter that you would like to be kept private or confidential.

Violations

If you violate this policy, you will be subject to corrective action, up to and including termination of employment. If necessary, INSITE will also advise law enforcement officials of any illegal conduct.

Work Location Policy

Objective INSITE has three work location models: in-office, hybrid and remote. Appendix A provides a listing of all current job titles, and their work location options. However, you will need to work with your manager to determine your work location status. Work location does not change the terms and conditions of your employment with INSITE . ! Definitions • In-office : In-office employees will have a designated workspace at the Corporate HQ or Delivery Center where they report. They are expected to be in the office during core business hours (9am - 5pm Monday – Friday). With the manager’s prior approval they may be permitted to work from home a maximum of one day per week. The recommended commute time is less than or equal to 45 minutes. ! • Hybrid : Hybrid employees will not have a designated workspace in the Corporate HQ or Delivery Center where they report. It is recommended that hybrid employees report to the Corporate HQ or a Delivery Center four times per month. They should work with their manager to determine the actual number of in-office days and to ensure face-to-face time with in-office employees is maximized. Hybrid employees will be responsible for all costs associated with traveling to/from the office and for any applicable hotel accommodations associated with reporting to the office. The recommended commute time is less than or equal to two hours. A hybrid employee may be required to report to the office more frequently as dictated by individual performance and/or company needs. ! • Remote : Remote employees will not have a designated workspace in the office or delivery center where they report. They have no minimum amount of time that they are required to report to the office. Instead, they will work with their manager to determine when and how often they should be reporting to the office and whether they or INSITE will bear the costs associated with traveling to/from the office. !

Employee Handbook

September 2021

Eligibility INSITE has compiled a list of all jobs and provided a recommendation for location. You will need to work with your manager to determine which work model your position and/or project is best suited for. !

An appropriate level of communication between the employee and manager will be agreed to and maintained while employees are working outside of the office. !

Employees not in the office must be available by phone, Teams and email during core business hours (9am - 5pm Monday – Friday), be available for staff meetings, and other meetings deemed necessary by management. !

Equipment Equipment supplied by the organization will be maintained by the organization. Equipment supplied by the employee, if deemed appropriate by the organization, will be maintained by the employee. INSITE accepts no responsibility for damage or repairs to employee-owned equipment. Upon termination of employment, all company property will be returned to the company, unless other arrangements have been made. ! Employees are responsible for establishing an appropriate environment within their home for work purposes. The space should have a professional appearance, as if you were in the office for a zoom meeting, with the background free of an untidy appearance such as an unmade bed, or laundry. It should be free of interruptions such as children or pets. INSITE will not be responsible for costs associated with the setup of the employee’s home office, such as remodeling, furniture, lighting, repairs, or modifications to the home office. !

The company will not pay for data communication charges and the company cell phone hot spot may not be used in lieu of high-speed internet. !

Security Consistent with the organization’s expectations of information security for employees working at the office, hybrid and remote employees will be expected to ensure the protection of proprietary company and customer information accessible from their home office. ! Safety Employees are expected to maintain safety in their home workspace free from hazards. Hybrid and remote employees are responsible for notifying the employer of such injuries as soon as practicable. The employee is liable for any injuries sustained by visitors to his or her home worksite. ! Working hybrid or remote is not designed to be a replacement for appropriate childcare. Although an individual employee’s schedule may be modified to accommodate childcare needs, the focus of the arrangement must remain on job performance and meeting business demands. ! Ad Hoc Arrangements Temporary hybrid or remote working arrangements may be approved for circumstances such as inclement weather or special projects. These arrangements are approved on an as-needed basis with no expectation of ongoing continuance. ! Other informal, short-term arrangements may be made for employees on family or medical leave to the extent practical for the employee and the organization and with the consent of the employee’s health care provider, if appropriate. !

All ad hoc arrangements are made on a case-by-case basis focusing first on the business needs of the organization. !

Employee Handbook

September 2021

6.3 Dress Code

An employee's personal appearance and hygiene is a direct reflection of our company's image. Therefore, it is important that we all dress in a manner that instills respect for our position and the work we perform on behalf of our clients. At the INSITE headquarters we promote a business casual environment. This environment is designed to project a professional and distinguished image to our clients and colleagues. While leading and participating in business meetings on site and/or virtually, our attire should inspire confidence in our skills, abilities, and recommendations.

If your manager deems your attire to be inappropriate for the workplace or a client setting, you will be asked to leave work to change clothes. Repeated violations of the dress code will result in disciplinary action.

Monday-Thursday : We ask that all employees follow a business casual dress code. Clothing should be neatly pressed, free of holes and fraying, as well as, of a conservative nature (not be too revealing). While we may not be in the same room as our clients, we are often in contact with them virtually via teleconference. To that end, we expect attire as follows: • ! Button-down dress shirts, polo shirts, slacks, blouses, dresses, and skirts of appropriate length. • ! Dress shoes, heels, sandals, and flats. • ! Jeans without any holes, rips, or fraying may be worn if they are appropriate. • ! A well-groomed appearance.

Prior to any video call with a client, employees must:

• ! Remove any piercing outside of the ear. • ! Cover any visible tattoos to the extent they can be covered.

Hawaiian Friday : As part of our Insite culture, we promote and embrace Hawaiian Shirt Friday. Expectations for Hawaiian Shirt Friday are:

• ! Hawaiian shirts, • ! Shorts, capris, khakis, sneakers, and flip flops, • ! Attire must be free of inappropriate or offensive designs or wording.

Off-site : When travelling to meet a client on location, employees are expected to understand the client's culture, dress code, and to represent our company in a professional manner. In some instances, Business Formal attire may be required. This includes:

• ! Suits, slacks, dresses, skirts, blouses, and blazers, • ! Collared, button-down dress shirt with a tie,

• ! Dress shoes, heels, and flats, • ! Well-groomed appearance, • ! No piercing outside the ear, • ! Visible tattoos covered to the extent they can be covered, and • ! When specifically requested by a client, jeans without holes, rips, or fraying.

Employees working in an Incubator Office: employees working in the incubator offices may observe a casual dress policy when they have no in-person client contact.

Employee Handbook

September 2021

The following list is a guideline of appropriate and inappropriate attire under the casual dress policy. These are examples only. Managers or supervisors may determine if an employee is dressed inappropriately for the workplace within the summer dress policy.

Appropriate casual dress !

• ! T-shirts (no graphics). • ! Polo Shirts. • ! Khakis.

• ! Denim jeans. • ! Capri pants. • ! Company logo wear. • ! Dresses or skirts (knee length). • ! Dressy sandals. • ! Casual shoes including clean athletic shoes.

Inappropriate casual dress ! • ! Shorts. • ! Logo clothing (sport teams, cartoon characters, etc.) other than company logo. • ! Flip-flops. • ! Sleeveless tops, halter tops or tank tops. • ! Sweatpants. • ! Leggings. • ! Tight, revealing or otherwise inappropriate clothing. • ! Athletic wear. • ! Clothing that is ripped, frayed, stained or messy. ! Employees who report to work inappropriately attired will be asked to leave work to change clothes and will be required to use personal time or vacation time to do so.

Any questions regarding appropriate dress should be directed to Human Resources.

Personal Cell Phone/Mobile Device Use

For Incubator Employees Only – While INSITE permits employees to bring personal cell phones and other mobile devices into the Incubator offices they must be turned off or set to silent or vibrate mode while working at your desk. They may be used during lunch and breaks.

Employee Handbook

September 2021

6.4 Employment of Relatives

INSITE is committed to a policy of employment and advancement based on qualifications and merit. While evaluating new talent, INSITE does not discriminate in favor of or in opposition to the employment of relatives.

For the purposes of this policy, the term "relatives" refers to any person related to an existing employee by blood or marriage (within the third degree), or to a domestic partner or significant other of an existing employee. The company may hire an individual meeting the above definition if we deem that person to be the best fit for the defined position. The intent of this policy is to ensure the company continues to provide productive and safe environment, free from bias and discrimination, for all employees. To further minimize this risk, related employees will not be permitted to:

• ! work on the same engagement together, • ! travel on company business together, • ! be a direct report of the other, • ! have the ability to influence the other's leveling rating, rate of pay, or • ! have the authority to approve travel expenses or PTO.

Employees are responsible for immediately notifying Human Resources when they become aware of relatives, domestic partners, or significant others applying/interviewing for open positions.

Failure of any employee to report the existence of a relationship during the hiring process may result in corrective action, up to and including termination.

6.5 Employee Relationships

INSITE believes in a work environment where employees maintain clear boundaries between their personal and professional interactions. With this policy, it is the company's intent to establish rules governing personal, romantic relationships that may develop over time and to provide clear guidelines for how these relationships are to be conducted in the office and associated working environments. An employee who becomes involved in a personal, romantic relationship with another employee is required to disclose this information to Human Resources. Once disclosed, Human Resources will take the necessary steps to acknowledge the situation and ensure each employee is aware of the relevant policies, procedures and company expectations related to inter-office relationships. The intent of this policy is to ensure the company continues to provide a safe environment, free from actual or perceived harassment, for all employees. To minimize this risk, employees involved in a personal, romantic relationship will not be permitted to:

Employee Handbook

September 2021

This policy is applicable to all employees, regardless of their status, position, or department within the company. Any exception or deviation from this policy must be in writing and approved by the CEO. Employees are responsible for reporting any personal, romantic relationships, or changes thereto, to Human Resources.

Failure of any employee to report a personal, romantic relationship may result in corrective action, up to and including termination.

6.6 Workplace Privacy and Right to Inspect

INSITE property, including but not limited to phones, computers, tablets, desks, workplace areas, company vehicles, or machinery, remains under the control of INSITE and is subject to inspection at any time, with or without notice to any employees, and with or without their presence. You should have no expectation of privacy in any of these areas. We assume no responsibility for the loss of, or damage to, your personal property stored or maintained on INSITE premises including that property kept in desks and file cabinets.

Employee Handbook

September 2021

7.0 Benefits

7.1 FLSA (Fair Labor Standards Act Job Classifications) Job Classifications

Nonexempt employees If you are classified as non-exempt at the time of your hiring, you will be eligible for minimum wage and overtime pay in accordance with federal, state, and local laws. Exempt employees If you are classified as exempt at the time of your hiring, you are not eligible for overtime pay as otherwise required by federal, state, or local laws. If you have a question regarding whether you are exempt or non-exempt, contact Human Resources for clarification.

7.2 Company Job Classifications

Regular full-time employees Any employee who is not in a temporary status and works an average of at least 30 hours per week for more than 120 days in a year. Generally, full time employees are eligible for the full-time benefits package, subject to the terms, conditions and limitations of each benefit program. Regular part-time employees Any employee who is not in a temporary position and works an an average of less than 30 hours per week for more than 120 days in a year. Regular part-time employees are eligible for some of the benefits offered by the company, subject to the terms, conditions and limitations of each benefit program Temporary full-time employees Are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work the company's full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary part-time employees Are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work less than the company's full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

7.3 Health Insurance

The INSITE health insurance plans provide full-time employees and their dependents access to medical insurance benefits. These benefits are provided on a cost-share basis to employees.

Employees are eligible to participate in the health insurance plan, subject to the terms and conditions of the agreement between INSITE and the insurance carrier. Employees become eligible to participate in the company's health insurance plan on the 1st day of the month following date of hire. A reduction in hours or a change in employment classification that would result in loss of eligibility to participate in the health insurance plan may qualify an employee for benefits continuation under the State continuation guidelines or Consolidated Omnibus Budget Reconciliation Act (COBRA), based on the company's group size.

Employee Handbook

September 2021

7.4 Other Non-Medical Coverages

In an effort to provide access to other high-quality benefits, INSITE maintains agreements with non-medical vendors to provide employees with access to Dental, Vision, Voluntary Life Insurance, Short-term Disability, Accident, and other ancillary insurance coverages. These coverages are voluntary with the employee being responsible for all associated premiums. Premiums for these coverages will be collected through payroll deduction.

Employees become eligible to participate in these non-medical benefit plans on the 1st of the month following date of hire.

7.5 Employee Assistance Program (EAP)

INSITE provides confidential assistance through its employee assistance program (EAP) to all eligible employees and their family members/dependents. The EAP provides confidential access to professional counseling services for help with personal concerns that may impact job performance. These concerns may include, but are not limited to, health, marital, family, financial, legal, emotional, alcohol abuse, and drug use. The EAP can help assess the problem, offer guidance, and provide a referral to quality care. Voluntary participation in the EAP will not jeopardize your opportunities for promotion or employment. You can contact the EAP directly. Any information about your contact, participation, or any recommended treatment is confidential and will not be disclosed to INSITE .

7.6 Flexible Spending Account (FSA)

INSITE provides Flexible Spending Account (FSA) benefits for eligible employees. FSAs provide tax-free reimbursement to employees for health care and/or dependent care expenses that are not reimbursed by any other insurance or reimbursement program. A Health Care FSA provides eligible employees the opportunity to pay for medical expenses, on a pretax basis, that are not reimbursed by an insurance plan. Both the amount you contribute and the amount you are reimbursed from your Health Care FSA are income tax free. A Dependent Care FSA provides eligible employees the opportunity to pay for dependent care expenses for a child, disabled spouse, or dependent parent, on a pretax basis. Both the amount you contribute and the amount you are reimbursed from your Dependent Care FSA are income tax free.

All regular full-time employees are eligible for the above FSA benefits.

If eligible, you may elect an annual amount to contribute, which will be divided and deducted from your pay each pay period and may be used to pay for eligible expenses. Annual elections are limited by established plan maximums and are subject to applicable IRS forfeiture and rollover provisions.

Contact Human Resources for a copy of the plan summary and for questions about this benefit.

Employee Handbook

September 2021

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