HIRING EMPLOYMENT ELIGIBILITY AJK complies with the Immigration Reform and Control Act, employing only those persons who are legally eligible to work in the United States. All employees are asked on their first day of employment to provide original documents verifying the right to work in the United States and to sign a verification form required by federal law (USCIS Form I-9). If an individual cannot verify their right to work within three days of hire, AJK must terminate the individual’s employment. AJK participates in the E-Verify program, a service of the DHS and SSA. RECRUITING AND HIRING PROCEDURES We do not accept, nor keep on file, unsolicited applications or resumes. When a possible need to fill a position within AJK arises, the following procedures will be implemented: • Review past employees that fit the particular skill set that we need and then reach out to them. • If we are not able to fill the need from past employees, we utilize a referral method for locating additional talent. • If we cannot get a referral candidate, we then reach out to Employment Agencies and Temporary Services. • Only after exhausting all other means will we utilize a mass hire approach by utilizing newspaper ads, internet marketing or similar means. NEW HIRES The first 60 days of continuous employment at AJK are considered an introductory period. During this time, you will learn your responsibilities and get acquainted with fellow employees and with AJK. Completion of the introductory period does not entitle you to remain employed by AJK for any definite period of time. Your status as an at-will employee does not change - the employment relationship may be terminated with or without cause and with or without advance notice, at any time by you or AJK. After completion of the introductory period, eligible employees will receive the AJK-sponsored benefits described in this handbook. EMPLOYEE CLASSIFICATION Employees are classified as either exempt or non-exempt for pay administration purposes, as determined by the federal Fair Labor Standards Act (FLSA) and California’s wage and hour laws. The definitions of the worker classification categories can be summarized as follows: • Exempt Employees: Management, supervisory, professional, sales or administrative employees, whose positions meet FLSA and California standards, are exempt from overtime pay requirements. Revised January 2024 Page 7 of 55