Any complaint will remain confidential, to the extent possible, and will be monitored to ensure reasonable progress and timely closures. If AJK determines that harassment, discrimination, retaliation, or other prohibited conduct has occurred, appropriate and effective remedial action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future misconduct. AJK will not retaliate against you for filing a complaint and will not knowingly permit retaliation by management employees or your coworkers. AJK also prohibits retaliation against anyone who participates in workplace investigations. Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination. Moreover, any supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination. Additionally, under California law, employees may be held personally liable for harassing conduct that violates the California Fair Employment and Housing Act. IMMIGRATION LAW COMPLIANCE AJK is committed to full compliance with the federal immigration laws. These laws require that AJK verify the identity and legal ability of all prospective employees to work in the United States no later than three business days after the date of hire. To comply with this regulation, AJK is enrolled in the Federal E-Verify program. Accordingly, all new hires must attest to their identity and legal authority to work in the United States on the USCIS Form 1- 9 in advance of the expiration of the authorization. All offers of employment and continued employment are contingent on the employee (or potential employee) furnishing satisfactory evidence of identity and legal authority to work in the United States. Any applicant or employee who submits false information to AJK will be terminated in accordance with federal regulations. RIGHT TO REVISE This employee handbook contains the employment policies and practices of AJK in effect at the time of publication. All previously issued handbooks and any inconsistent policy statements, or memoranda are superseded. AJK reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at- will employment. Nothing in this employee handbook or in any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee. Revised January 2024 Page 6 of 55