The Scoir Employee Handbook

Paid Time Off

Working at Scoir can sometimes be arduous and stressful. We understand and want to make sure people don’t get burnt out. So, to promote the general health and well-being of our team members while providing flexibility for any unforeseen emergencies and family circumstance, Scoir offers full-time employees the opportunity to take as much paid time off (“PTO”) as each individual deems appropriate. You don’t need to accrue PTO days and the number of PTO days available to you is not limited by the calendar or your length of time with the company. This policy does, however, include certain caveats:

• With the exception of illnesses, emergencies, and other unforeseeable circumstances, Scoir requires a 2-for-1 notice period, meaning you must request time off at least 2 full business days in advance for each workday you intend to take off.

• Planned PTO is subject to the needs of the business. Your absence cannot jeopardize our ability to meet company obligations, client needs, or team deadlines. Therefore, you should discuss your plans for taking PTO with your manager prior to finalizing any travel or other arrangements.

• PTO under this policy cannot be taken as an extension of, or in lieu of, the company’s Parental Leave, Maternity Leave, or any other leave and time off policy.

• Utilizing this paid time-off policy does not relieve you from meeting your general work obligations and performance expectations. Be sure to delegate, postpone, or otherwise manage projects and tasks in your absence.

Rule and Procedures

Requesting Planned Paid Time Off

Request PTO, for both full days and partial days, through Gusto for management planning and record-keeping purposes. An advance conversation with your manager is strongly recommended for PTO periods greater than 3 days.

Approving/Rejecting Paid Time Off Requests

Managers may reject PTO requests if:

• other team members with similar or complementary duties have already requested paid time off during the same period.

• the PTO period requested is too busy or includes an important business deadline.

Managers cannot reject PTO requests to:

• discipline employees.

• force employees to fulfill duties that aren’t urgent.

• approve the PTO request of another employee who made a later request.

Paid Time Off Due to Illness, Emergency, or Other Unforeseeable Circumstance

As soon as practicable,

• notify your manager by phone, text, or Slack about the fact that you're taking PTO and provide your best estimate about the duration of your absence.

• request paid time off (in arrears) through Gusto for record-keeping purposes

Disclaimers

This policy is not, and may not be construed to be, a contract between Scoir and any of its employees. This policy does not in any way impact the “at will” nature of your employment relationship between Scoir. The company reserves the right to change this policy at any time in any way, with or without notice.

Any abuse of this policy that results in your failure to meet work obligations, expectations, and professional standards may subject you to performance counseling and/or discipline, up to and including termination.

No one shall be entitled to any payments for PTO under this policy upon her/his cessation of employment with Scoir.

As is the case with all company policies, Scoir management retains the exclusive right to interpret this Paid-Time-Off policy in the event of any disagreement or ambiguity.

Paid Scoir Holidays

The following days are official company holidays. Unless exceptional circumstances require otherwise, no team members are required to work on these dates.

• Presidents' Day (Third Monday in February)

• Spring Break (the Friday before the first Sunday following the 14th day of the lunar month beginning on or just after March 21, which some refer to as Good Friday or the Friday of Passover)

• Memorial Day (Last Monday in May)

• Juneteenth (June 19th or, if a Saturday, the Friday immediately preceding it, if a Sunday, the Monday immediately following it)

• Independence Day (4th of July or, if a Saturday, the Friday immediately preceding it, a Sunday, the Monday immediately following it)

• Labor Day (First Monday in September)

• Thanksgiving (Fourth Thursday in November)

• Day after Thanksgiving (Fourth Friday in November)

• Winter Break (December 24th through January 2nd)

Days falling immediately prior to long weekends are generally light working days and, if traveling, you are encouraged to knock off early to get out ahead of traffic.

Parental Leave

We think it’s vital for new parents to have adequate time to care for and bond with their child. In support of this, Scoir offers new parents 3 weeks (15 work days) of paid parental leave (“Parental Leave”), subject to the following terms and conditions.

Rule and Procedures

Eligibility

To be eligible for Parental Leave, you must meet each of the following criteria:

• You are a biological parent of a newborn child, a legal parent of a newly adopted child who is not the biological child of your spouse or partner, or a temporary caregiver of a child placed with you under a foster care program. (Any one of these instances is considered a “Qualifying Event.”)

• You have been employed by Scoir on a continuous, full-time basis for at least 12 months prior to the Qualifying Event.

• You have not taken any Parental Leave under this policy in the past 12-month period.

Duration

Eligible employees will be eligible for 15 work days of Parental Leave per Qualifying Event. A multiple birth, adoption, or placement (e.g., birth of twins, adoption of siblings) does not increase the duration of eligible Parental Leave for that Qualifying Event.

Eligibility Period

Parental Leave may be taken at any time during the seven-month period immediately following a Qualifying Event (“Eligibility Period”). Parental Leave may not be taken after or extend beyond this seven-month Eligibility Period.

Parental Leave Period

Parental Leave must be taken as one continuous period of time, unless otherwise agreed with your manager in writing and shared with the People Team during the Eligibility Period.

Compensation

During your Parental Leave period, the company will pay 100% of your regular salary and all company-provided benefits for which you are enrolled. Salary payments during Parental Leave will occur on regularly scheduled pay dates.

Requesting Parental Leave

Submit a written request for Parental Leave to your manager and the People Team no less than 30 days prior to your expected commencement of Parental Leave or, if the need for Parental Leave was not foreseeable, as soon as possible. You must provide any documentation that the People Team may reasonably request to substantiate your eligibility for Parental Leave.

Coordination with Other Policies and Benefits

Parental Leave Policy

Parental Leave may be taken consecutively with any Maternity Leave to which you may be eligible.

Family and Medical Leave Policy

Parental Leave taken under this policy will run concurrently with any statutory leave entitlement under the Family and Medical Leave Act (“FMLA”). Any Parental Leave taken under this policy that falls under the FMLA definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption or foster care will be counted as part of the 12 weeks of leave entitlement under FMLA. All other requirements and provisions of FMLA will apply. In no case will the total amount of leave - paid or unpaid - taken for a single Qualifying Event exceed 12 weeks. Please refer to the Family and Medical Leave Policy for further guidance on FMLA.

If you take Parental Leave under this policy but do not qualify for leave under FMLA, you will be afforded the same level of job protection during your Parental Leave period as you would receive if you were taking FMLA-qualifying leave.

Paid Time Off Policy

Parental Leave may not be used in conjunction with paid time off taken under the company’s Paid Time Off Policy.

Disability Insurance Benefits

Parental Leave cannot be used during the “elimination period” of any short-term disability, long-term disability, or other state-provided benefit.

Disclaimers

Any unused Parental Leave will be forfeited at the end of the Eligibility Period. You will not be entitled to any payments for unused Parental Leave under this policy upon cessation of your employment with Scoir. As is the case with all company policies, Scoir management retains the exclusive right to interpret this Parental Leave Policy in the event of any disagreement or ambiguity.

Maternity (Childbirth) Leave

Scoir offers 3 weeks (15 work days) of paid maternity leave to support recovery or preparation for childbirth. Maternity leave may be taken prior to delivery or following childbirth, or split between the two.

Rule and Procedures

Eligibility

Employees giving birth who, prior to giving birth, have been employed by Scoir on a continuous, full-time basis for at least 12 months will be eligible for paid Maternity Leave under this policy.

Duration

Eligible employees may take up to 15 work days of paid Maternity Leave per childbirth. A multiple birth does not increase the duration of eligible Maternity Leave for that qualifying event.

Eligibility Period

Maternity Leave may be taken in whole or in part either before or after childbirth, or in combination, provided that Maternity Leave does not begin more than 2 weeks prior to the expected delivery date and does not extend beyond the 12th week following childbirth.

Compensation

During Maternity Leave, the company will pay 100% of your regular salary and all company-provided benefits for which you are enrolled. Salary payments during Maternity Leave will occur on regularly scheduled pay dates.

Requesting Maternity Leave

Submit a written request for Maternity Leave to your manager and the People Team no less than 30 days prior to your expected commencement of Maternity Leave or, if the need for Maternity Leave was not foreseeable, as soon as possible. You must provide any documentation that the People Team may reasonably request to substantiate your eligibility for Maternity Leave.

Coordination with Other Policies and Benefits

Maternity Leave Policy

Maternity Leave may be taken consecutively with any Parental Leave to which you may be eligible.

Family and Medical Leave Policy

Maternity Leave taken under this policy will run concurrently with any statutory leave entitlement under the Family and Medical Leave Act (“FMLA”). Any Maternity Leave taken under this policy that falls under the FMLA definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption or foster care will be counted as part of the 12 weeks of leave entitlement under FMLA. All other requirements and provisions of FMLA will apply. Please refer to the Family and Medical Leave Policy for further guidance on FMLA.

Paid Time Off Policy

Maternity Leave may not be used in conjunction with paid time off taken under the company’s Paid Time Off Policy.

Disability Insurance Benefits

Maternity Leave cannot be used during the “elimination period” of any short-term disability, long-term disability, or other state-provided benefit. While on short-term-disability, employees will still receive company benefits. Upon completion of disability pay, the missed premium payments will be deducted from maternity/parental leave pay.

Disclaimers

Any unused Maternity Leave will be forfeited at the end of the eligibility period. You will not be entitled to any payments for unused Maternity Leave under this policy upon cessation of your employment with Scoir. As is the case with all company policies, Scoir management retains the exclusive right to interpret this Maternity Leave Policy in the event of any disagreement or ambiguity.

Bereavement Leave

You may take up to five (5) days of paid leave due to the death of a family member or someone else close to you. Simply let your direct manager know about the days you plan to be absent from work.

Voting Leave

You may take as much time as you need to vote in any local, state, or federal election.

Jury Duty Leave

If you’re called for jury duty, the company will provide you with paid time off to report and serve. However, if your absence from work would create a hardship for the company, the company may ask you to request postponement of your jury service. Please advise your direct manager as soon as you receive a summons or notice of jury duty and discuss the timing before committing.

Family and Medical Leave Act (FMLA)

Scoir will grant family and medical leave in accordance with the requirements of applicable state and federal law in effect at the time the leave is granted. Although the federal and state laws sometimes have different names, Scoir refers to these types of leaves collectively as “FMLA Leave.” In any case, employees will be eligible for the most generous benefits available under applicable law.

Employee Eligibility

To be eligible for FMLA Leave benefits, you must: (1) have worked for Scoir for a total of at least 12 months; (2) have worked at least 1,250 hours over the previous 12 months as of the start of the leave; and (3) work at a location where at least 50 employees are employed by Scoir within 75 miles, as of the date the leave is requested.

Reasons for Leave

State and federal laws allow FMLA Leave for various reasons. Because an employee’s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law:

(1) the birth, adoption, or foster care of an employee's child within 12 months following birth or placement of the child (“Bonding Leave”);

(2) to care for an immediate family member (spouse, child, or parent with a serious health condition (“Family Care Leave”);

(3) an employee’s inability to work because of a serious health condition (“Serious Health Condition Leave”);

(4) a “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed Forces (“Military Emergency Leave”); or

(5) to care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Service Member,” as defined below (“Military Caregiver Leave”).

Definitions

“Child,” for purposes of Bonding Leave and Family Care Leave, means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and incapable of self-care because of a mental or physical disability at the time that Family and Medical Leave is to commence. “Child,” for purposes of Military Emergency Leave and Military Caregiver Leave, means a biological, adopted, or foster child, stepchild, legal ward, or a child for whom the person stood in loco parentis, and who is of any age.

“Parent,” for purposes of this policy, means a biological, adoptive, step or foster father or mother, or any other individual who stood in loco parentis to the person. This term does not include parents “in law.” For Military Emergency leave taken to provide care to a parent of a military member, the parent must be incapable of self care, as defined by the FMLA.

“Covered Active Duty” means (1) in the case of a member of a regular component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country; and (2) in the case of a member of a reserve component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country under a call or order to active duty (or notification of an impending call or order to active duty) in support of a contingency operation as defined by applicable law.

“Covered Service Member” means (1) a member of the Armed Forces, including a member of a reserve component of the Armed Forces, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred or aggravated in the line of duty while on active duty that may render the individual medically unfit to perform his or her military duties, or (2) a person who, during the five (5) years prior to the treatment necessitating the leave, served in the active military, Naval, or Air Service, and who was discharged or released therefrom under conditions other than dishonorable (a “veteran” as defined by the Department of Veteran Affairs), and who has a qualifying injury or illness incurred or aggravated in the line of duty while on active duty that manifested itself before or after the member became a veteran.

Length of Leave

The maximum amount of FMLA Leave will be twelve (12) workweeks in any 12-month period when the leave is taken for: (1) Bonding Leave; (2) Family Care Leave; (3) Serious Health Condition Leave; and/or (4) Military Emergency Leave. However, if both spouses work for Scoir and are eligible for leave under this policy, the spouses will be limited to a total of 12 work weeks off between the two of them when the leave is for Bonding Leave or to care for a parent using Family Care Leave. The applicable 12- month period utilized by Scoir is a rolling backward 12-month period. Under this method, the 12-month period is measured backward from the day an employee uses any FMLA leave.

The maximum amount of FMLA Leave for an employee wishing to take Military Caregiver Leave will be a combined leave total of twenty-six (26) workweeks in a single 12-month period. A "single 12-month period" begins on the date of your first use of such leave and ends 12 months after that date.

If both spouses work for and are eligible for leave under this policy, the spouses will be limited to a total of 26 workweeks off between the two when the leave is for Military Caregiver Leave only or is for a combination of Military Caregiver Leave, Bonding Leave and/or Family Care Leave taken to care for a parent.

Under some circumstances, you may take FMLA Leave intermittently—which means taking leave in blocks of time, or by reducing your normal weekly or daily work schedule. Leave taken intermittently may be taken in increments of no less one hour increments. Employees who take leave intermittently or on a reduced work schedule basis for planned medical treatment must make a reasonable effort to schedule the leave so as not to unduly disrupt Phenom People’s operations. Please contact the HR Department prior to scheduling planned medical treatment. If FMLA Leave is taken intermittently or on a reduced schedule basis due to foreseeable planned medical treatment, Scoir may require you to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave.

As discussed more generally below, if your request for intermittent leave is approved, Scoir may later require you to obtain recertifications of your need for leave. For example, Scoir may request recertification if it receives information that casts doubt on your report that an absence qualifies for FMLA Leave.

Notice and Certification

Bonding, Family Care, Serious Health Condition, and Military Caregiver Leave

An employee is required to provide:

• when the need for the leave is foreseeable, 30 days advance notice or such notice as is both possible and practical if the leave must begin in less than 30 days (normally this would be the same day the employee becomes aware of the need for leave or the next business day);

• when the need for leave is not foreseeable, notice within the time prescribed by Scoir’s normal absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required as soon as is otherwise possible and practical;

• when the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days (for Military Caregiver Leave, an invitational travel order or invitational travel authorization may be submitted in lieu of a Certification of Health-Care Provider form);

• periodic recertification (upon request); and

• periodic reports during the leave.

At Scoir’s expense, it may also require a second or third medical opinion regarding your own serious health condition or the serious health condition of your family member. In some cases, Scoir may require a second or third opinion regarding the injury or illness of a “Covered Service Member.” Employees are expected to cooperate with Scoir in obtaining additional medical opinions that Scoir may require.

When leave is for planned medical treatment, you must try to schedule treatment so as not to unduly disrupt Scoir’s operation. Please contact the People Team prior to scheduling planned medical treatment.

Recertifications After Grant of Leave

In addition to the requirements listed above, if your FMLA Leave is certified, Scoir may later require medical recertification in connection with an absence that you report as qualifying for FMLA Leave. For example, Scoir may request recertification if (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly (e.g., your absences deviate from the duration or frequency set forth in the previous certification; your condition becomes more severe than indicated in the original certification; you encounter complications); or (3)Scoir receives information that casts doubt upon your stated reason for the absence. In addition, Scoir may request recertification in connection with an absence after six months have passed since your original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by Scoir shall be at the employee’s expense.

Military Emergency Leave

An employee is required to provide:

• as much advance notice as is reasonable and practicable under the circumstances;

• a copy of the covered military member's active duty orders when the employee requests leave and/or documentation (such as Rest and Recuperation leave orders) issued by the military setting forth the dates of the military member’s leave; and

• a completed Certification of Qualifying Exigency form within 15 calendar days, unless unusual circumstances exist to justify providing the form at a later date.

Failure to Provide Certification and to Return from Leave

Absent unusual circumstances, failure to comply with these notice and certification requirements may result in a delay or denial of the leave. If you fail to return to work at your leave’s expiration and have not obtained an extension of the leave, Scoir may presume that you do not plan to return to work and have voluntarily terminated your employment.

Compensation During Leave

Generally, FMLA Leave is unpaid. However, you may be eligible to receive benefits through State- sponsored wage-replacement benefit programs. All such payments will be integrated so that you will receive no more than your regular compensation during this period. The use of paid benefits will not extend the length of a FMLA Leave.

Benefits During Leave

Scoir will continue making contributions for your group health benefits during your leave on the same terms as if you had continued to work. This means that if you want your benefits coverage to continue during your leave, you must also continue to make any premium payments that you are now required to make for yourself or your dependents. Employees taking Bonding Leave, Family Care Leave, Serious Health Condition Leave, and Military Emergency Leave will generally be provided with group health benefits for a 12 work week period. Employees taking Military Caregiver Leave may be eligible to receive group health benefits coverage for up to a maximum of 26 workweeks. In some instances, Scoir may recover premiums it paid to maintain health coverage if you fail to return to work following a FMLA Leave.

Your length of service as of the leave will remain intact, but accrued benefits such as vacation and sick leave will not accrue while on an unpaid FMLA Leave.

Job Reinstatement

Under most circumstances, you will be reinstated to the same position held at the time of the leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. However, you have no greater right to reinstatement than if you had been continuously employed rather than on leave. For example, if you would have been laid off had you not gone on leave, or if your position has been eliminated during the leave, then you will not be entitled to reinstatement.

Prior to being allowed to return to work, an employee wishing to return from a Serious Health Condition Leave must submit an acceptable release from a health care provider that certifies the employee can perform the essential functions of the job as those essential functions relate to the employee's serious health condition. For an employee on intermittent FMLA leave, such a release may be required if reasonable safety concerns exist regarding the employee’s ability to perform his or her duties, based on the serious health condition for which the employee took the intermittent leave. Employer has the option of choosing to require a simple statement of ability to return to work. “Key employees,” as defined by law, may be subject to reinstatement limitations in some circumstances. If you are a “key employee,” you will be notified of the possible limitations on reinstatement at the time you request a leave.

Fraudulent Use of FMLA Prohibited

An employee who fraudulently obtains FMLA Leave from Scoir is not protected by the FMLA’s job restoration or maintenance of health benefits provisions. In addition, Scoir will take all available appropriate disciplinary action against such employee due to such fraud.