Team MemberEmployee Handbook

Employment with Ivey's is voluntary and based on the mutual consent of the team member and Ivey's.

The team member may resign at any time, with or without cause or advance notice. Likewise, Ivey's may terminate the employment relationship at any time, with or without notice or cause, so long as there is no violation of applicable federal or state law.

Nothing in this handbook is intended to create an employment contract or to guarantee continued employment. The policies in this handbook do not create contractual obligations of any kind between Ivey's and any team member.

These provisions have been developed at management's discretion. Except for Ivey's employment-at-will policy, these provisions may be amended, revised, or cancelled at any time, at Ivey's sole discretion.

These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the President of Ivey's.

To provide equal employment and advancement opportunities to all individuals, employment decisions at Ivey's are based on merit, qualifications, and abilities.

Ivey's does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by applicable law.

Ivey's will make reasonable accommodations for qualified individuals with known disabilities unless doing so would create an undue hardship.

This policy applies to all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Team members with questions or concerns about discrimination in the workplace are encouraged to bring them to the attention of their immediate supervisor or the General Manager.

Team members may raise concerns and make reports without fear of reprisal. Anyone found to engage in unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

Employing relatives in the same area of the organization may create conflicts or concerns related to favoritism and team member morale. In addition to concerns about unfair treatment at work, personal conflicts from outside the workplace may carry over into day-to-day working relationships.

For purposes of this policy, a "relative" is any person who is related by blood or marriage, or whose relationship with the team member is similar to that of persons who are related by blood or marriage.

Although Ivey's does not prohibit employing relatives of current team members, the company is committed to monitoring situations where such relationships exist in the same work area.

If actual or potential problems arise, Ivey's will take prompt action to address the situation. This may include reassignment or, if necessary, termination of employment for one or both individuals involved.

Ivey's uses employment classifications to help team members understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specific period of time. Employment remains at-will, and either the team member or Ivey's may terminate the employment relationship at any time, with or without cause, subject to applicable law.

Each team member is designated as either nonexempt or exempt under federal and state wage and hour laws.

• Nonexempt team members are entitled to overtime pay under the applicable provisions of federal and state law.
• Exempt team members are excluded from certain provisions of federal and state wage and hour laws.

A team member's exempt or nonexempt classification may be changed only with written notice from Ivey's management.

In addition to exempt or nonexempt status, each team member will be assigned to one of the following employment categories:

Regular Full-Time

Regular full-time team members are not in a temporary or introductory status and are regularly scheduled to work Ivey's full-time schedule.

Regular full-time team members must consistently record 32 hours or more per workweek. If a team member's hours fall below this threshold after qualifying, the team member may be moved to the employment classification that best reflects their consistently recorded hours per workweek.

Part-Time

Part-time team members are not assigned to a temporary or introductory status and are regularly scheduled to work fewer than 32 hours per week.

Part-time team members receive all legally mandated benefits, such as Social Security and workers' compensation insurance, but are not eligible for Ivey's other benefit programs unless otherwise required by law or approved by company policy.

Introductory

Introductory team members are those whose performance is being evaluated to determine whether continued employment in a specific position or with Ivey's is appropriate.

The introductory period is 90 days.

It is the responsibility of each team member to promptly notify Ivey's of any changes to their personnel data.

Personnel data should be accurate and current at all times. This includes, but is not limited to:

• Mailing address
• Telephone number
• Number and names of dependents
• Emergency contact information
• Educational accomplishments
• Other relevant employment or status information

If any personnel data changes, the team member should notify the General Manager as soon as possible.

The introductory period gives new team members an opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the position meets their expectations.

Ivey's uses this period to evaluate the team member's capabilities, work habits, and overall performance.

Either the team member or Ivey's may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice, subject to applicable law.

All new and rehired team members work on an introductory basis for the first 90 calendar days after their date of hire.

Any significant absence will automatically extend the introductory period by the length of the absence. If Ivey's determines that the introductory period does not allow sufficient time to thoroughly evaluate the team member's performance, it may be extended for a specified period.

During the introductory period, new team members are eligible for benefits required by law, such as workers' compensation insurance and Social Security.

Ivey's relies on the accuracy of information provided in employment applications, as well as any other information submitted during the hiring process and throughout employment.

Any misrepresentation, falsification, or material omission may result in the individual being removed from further consideration for employment. If the individual has already been hired, it may result in disciplinary action, up to and including termination of employment.

Supervisors and team members are encouraged to discuss job performance and goals informally on an ongoing, day-to-day basis.

At the end of a team member's introductory period, there will typically be an informal evaluation to determine whether the employment relationship will continue.

Additional formal performance evaluations may be conducted to give supervisors and team members the opportunity to:

• Discuss job tasks
• Identify and correct areas needing improvement
• Encourage and recognize strengths
• Discuss positive and purposeful approaches for meeting goals

Team member performance is generally evaluated on an ongoing 12-month cycle, beginning at the end of the calendar year.

Bonus pay and wage increases are subject to performance evaluation results and supervisor discretion.

Team members may hold a job with another organization as long as they continue to satisfactorily perform their job responsibilities with Ivey's.

All team members are held to the same performance standards and scheduling requirements, regardless of outside employment or other work commitments.

If Ivey's determines, in its sole discretion, that a team member's outside employment interferes with job performance, the ability to meet Ivey's scheduling or business requirements, or creates an actual or potential conflict of interest, the team member may be required to end the outside employment as a condition of continued employment with Ivey's.

Team members are expected to avoid outside employment that interferes with their responsibilities to Ivey's or conflicts with Ivey's business interests.

Resignation is a voluntary act by the team member to end employment with Ivey's.

Although advance notice is not required, Ivey's requests at least two weeks' written notice from all team members.

Team members who do not provide the requested advance notice may be considered ineligible for rehire.

Employment termination is a normal part of personnel activity in any organization, and many terminations occur for routine reasons. The following are examples of common circumstances under which employment may end:

• Resignation: Voluntary employment termination initiated by the team member.
• Discharge: Involuntary employment termination initiated by Ivey's.
• Layoff: Involuntary employment termination initiated by Ivey's for non-disciplinary reasons.
• Retirement: Voluntary employment termination initiated by the team member after meeting age, length of service, and any other applicable criteria for retirement.

Because employment with Ivey's is based on mutual consent, both the team member and Ivey's may terminate the employment relationship at will, with or without cause, at any time, subject to applicable law.

Team members will receive their final pay in accordance with applicable state law.

Team members are paid weekly on Thursdays.

Each paycheck includes earnings for work performed through the end of the previous payroll period.

The primary method of payment is direct deposit into the team member's designated bank account.

To ensure accurate and timely payment, team members must complete a direct deposit form and provide either a blank voided check or a printed direct deposit form from their bank.

Team members should promptly notify management of any changes to their direct deposit information to help prevent delays or payment errors.

Accurately recording time worked is the responsibility of every nonexempt team member.

Federal and state laws require Ivey's to keep accurate time records to calculate team member pay and benefits.

Time worked includes all time spent on the job performing assigned duties.

Nonexempt team members must accurately record:

• The time they begin work
• The time they end work
• The beginning and ending time of each meal period
• The beginning and ending time of any split shift
• Any departure from work for personal reasons

Overtime should be approved before it is worked, whenever possible.

Altering, falsifying, or tampering with time records, or recording time on another team member's record, may result in disciplinary action, up to and including termination of employment.

The supervisor will review and approve the time record before it is submitted for payroll processing.

If corrections or modifications are made to a time record, both the team member and the supervisor must verify the accuracy of the changes.

When operating requirements or other business needs cannot be met during regular working hours, team members may be scheduled or asked to work overtime.

When possible, team members will be given advance notice of mandatory overtime assignments. All overtime must be approved in advance by the team member's supervisor.

Overtime assignments will be distributed as equitably as practical among team members who are qualified to perform the required work.

Overtime compensation is paid to all nonexempt team members in accordance with applicable federal and state wage and hour laws.

Overtime pay is based on actual hours worked. Time off for sick leave, vacation leave, or any other leave of absence is not considered hours worked for purposes of calculating overtime.

Failure to work scheduled overtime, or working overtime without prior authorization from a supervisor, may result in disciplinary action, up to and including termination of employment.

The law requires Ivey's to make certain deductions from every team member's compensation, including applicable federal, state, and local income taxes.

Ivey's must also deduct Social Security taxes from each team member's earnings up to the specified limit known as the Social Security wage base. Ivey's matches the Social Security taxes paid by each team member, as required by law.

Ivey's may offer programs and benefits beyond those required by law. Eligible team members may voluntarily authorize deductions from their paychecks to cover the cost of participating in these programs.

Pay setoffs are deductions taken by Ivey's, typically to pay a debt or obligation owed to Ivey's or to others, where permitted by applicable law.

Team members with questions about paycheck deductions or how they were calculated should contact their supervisor for assistance.

All full-time team members are provided a 50-minute meal period each workday.

Supervisors will schedule meal periods to accommodate operating requirements.

During meal periods, team members will be relieved of all active responsibilities and restrictions and will not be compensated for that time.

Work schedules vary throughout Ivey's.

Supervisors will inform team members of their individual work schedules.

Staffing needs and operational demands may require changes to start and end times, as well as the total hours scheduled each day or week.

Ivey's Building Materials will reimburse team members for reasonable business travel expenses incurred while on assignments away from their normal work location. All business travel must be approved in advance by the General Manager.

Team members whose travel plans have been approved should make all travel arrangements through Ivey's travel department.

When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives will be reimbursed by Ivey's. Team members are expected to limit expenses to reasonable amounts.

Team members who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by Ivey's may not be used for personal use without prior approval.

Cash advances to cover reasonable anticipated expenses may be made to team members after travel has been approved. Team members should submit a written request to their supervisor when travel advances are needed.

With prior approval, team members traveling on business may be accompanied by a family member or friend when the presence of a companion will not interfere with successful completion of business objectives. Team members may also combine personal travel with business travel, as long as time away from work is approved. Additional expenses arising from non-business travel are the responsibility of the team member.

When travel is completed, team members should submit completed travel expense reports within seven days. Reports should be accompanied by receipts for all individual expenses.

Team members should contact their supervisor for guidance and assistance on procedures related to travel arrangements, travel advances, expense reports, reimbursement for specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the team member, may be grounds for disciplinary action, up to and including termination of employment.

Ivey's will grant holiday time off to eligible team members for the holidays listed below:

• New Year's Day (January 1)
• Independence Day (July 4)
• Thanksgiving (fourth Thursday in November)
• Christmas Eve (December 24)
• Christmas Day (December 25)
• Team member's birthday

To qualify for holiday time off, these holidays must fall within the Monday–Saturday work week. A team member's birthday may be rescheduled within the same work week with management approval.

Ivey's will grant paid holiday time off to qualified, full-time team members. Holiday pay will be calculated by multiplying the team member's straight-time pay rate as of the date of the holiday by eight hours.

Flexible Scheduling Days

The following days are not counted as PTO, but may be treated as flexible scheduling days to allow for early closing if management determines it is appropriate:

• Memorial Day
• Labor Day
• Day before Thanksgiving
• New Year's Eve

If a recognized holiday falls during an eligible team member's paid absence, such as vacation or sick leave, holiday pay will be provided instead of the paid time off benefit that would otherwise apply.

Paid time off for holidays will not be counted as hours worked for purposes of determining overtime.

Vacation time off with pay is available to eligible team members for rest, relaxation, and personal pursuits.

Qualified full-time team members may earn and use vacation time as described in this policy. To qualify, a team member must have completed one calendar year of service and must consistently record 32 or more hours per week.

The amount of paid vacation time a team member receives each year increases with length of employment as follows:

• After completing one calendar year of employment, an eligible full-time team member is entitled to six vacation days each year.
• After five years of eligible service, the team member's vacation time will increase to 12 vacation days each year.

Length of eligible service is calculated based on a benefit year. The benefit year is the 12-month period that begins when the team member starts to earn vacation time.

A team member's benefit year may be extended for any significant leave of absence, except military leave. Military leave does not affect this calculation. Team members should refer to the applicable leave of absence policies for more information.

Paid vacation time may be used in minimum increments of one day.

To request vacation time off, team members must submit the request through the payroll software at least two weeks in advance.

All vacation requests are requests only. A supervisor may deny a request when necessary. Requests will be reviewed based on several factors, including business needs and staffing requirements.

Vacation time off is paid at the team member's base pay rate at the time vacation is taken. It does not include overtime or any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Team members are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits.

If available vacation time is not used by the end of the benefit year, it will expire. Unused vacation benefits will not be paid out at the end of the year. Vacation benefits are a "use-it-or-lose-it" program.

Upon termination of employment or resignation in good standing, team members will be paid for unused vacation time earned through the last day of work.

To remain in good standing, a team member must provide a Notice of Intention to Resign at least two weeks before leaving employment.

This payout provision does not apply to sick leave, jury duty, bereavement leave, or birthday benefits. Those benefits will not be paid upon termination or resignation.

Team members who need time off due to the death of an immediate family member should notify their supervisor immediately.

Up to three days of paid bereavement leave will be provided to eligible, qualified full-time team members. To be eligible, the team member must have completed one calendar year of service and must consistently record 32 hours or more per week.

Bereavement pay is calculated based on the team member's base pay rate at the time of absence and does not include special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. With their supervisor's approval, team members may use any available paid leave for additional time off, as needed.

For purposes of this policy, Ivey's defines "immediate family" as the team member's spouse, parent, child, or sibling; the team member's spouse's parent, child, or sibling; the team member's child's spouse; grandparent; or grandchild.

Ivey's encourages team members to fulfill their civic responsibilities by serving on jury duty when required.

Team members may request unpaid jury duty leave for the duration of the required absence.

Qualified full-time team members are eligible for up to two days of straight-time pay for jury duty. To qualify, the team member must have completed one calendar year of service and must consistently record 32 hours or more per week.

Jury duty pay does not count as hours worked for purposes of calculating overtime, consistent with how other benefit pay is treated.

Team members may also use any available paid time off, such as vacation benefits, during jury duty leave.

Team members must provide their jury duty summons to their supervisor as soon as possible so arrangements can be made to accommodate the absence. Team members are expected to report to work whenever the court schedule permits.

Either Ivey's or the team member may request an excuse from jury duty if, in Ivey's judgment, the absence would create serious operational difficulties.

Ivey's will continue to provide health insurance benefits through the end of the month in which unpaid jury duty leave begins. After that, team members will be responsible for the full cost of these benefits if they wish coverage to continue.

When the team member returns from jury duty, benefits will again be provided by Ivey's according to the applicable plans.

Ivey's recognizes that team members may occasionally need time away from work for personal, medical, family, military, or other serious reasons. This policy explains how leave of absence requests are handled when the time away is not otherwise covered by another specific policy in this handbook.

A leave of absence may be granted at Ivey's discretion, subject to business needs, staffing requirements, applicable law, and the circumstances of the request. Nothing in this policy guarantees approval of a leave request or changes the at-will nature of employment.

Team members should request a leave of absence as far in advance as possible. When the need for leave is foreseeable, the request should be submitted before the leave begins. When the need for leave is unexpected, the team member should notify their supervisor or management as soon as possible.

Leave requests should include:

• The reason for the requested leave
• The expected start date
• The expected return date
• Whether the team member is requesting to use any available paid time off
• Any supporting documentation that may be required

Ivey's may request reasonable documentation to support a leave of absence request, including medical certification when the leave is related to a health condition. Medical information will be treated as confidential and shared only with those who have a legitimate business need to know.

Unless otherwise required by law or approved by management, leaves of absence are unpaid. Team members may be required or permitted to use available paid time off, such as vacation or sick leave, during an approved leave of absence, depending on the reason for the leave and applicable company policy.

During an approved leave of absence, team members are expected to remain in communication with Ivey's regarding their status and expected return-to-work date. If the expected return date changes, the team member must notify management as soon as possible.

Failure to return to work at the end of an approved leave, failure to request an extension before the leave expires, or failure to maintain required communication with Ivey's may be treated as a voluntary resignation.

When a team member is ready to return from a medical leave of absence, Ivey's may require a release from a healthcare provider confirming that the team member is able to return to work and identifying any work restrictions. Ivey's will review any restrictions and determine whether reasonable accommodation may be available.

Approval of a leave of absence does not guarantee reinstatement to the same position unless required by law. Ivey's will make reasonable efforts to return the team member to the same or a similar position when practical, depending on business needs, staffing requirements, and applicable law.

Team members on leave remain responsible for any required employee portion of benefit premiums, if applicable. Failure to make required payments may result in loss of coverage, subject to the terms of the applicable benefit plan and applicable law.

This policy does not replace or reduce any rights provided by applicable federal, state, or local law, including rights related to military leave, pregnancy accommodation, disability accommodation, workers' compensation, or other protected leave. Team members with questions about leave eligibility or procedures should contact their supervisor, management, or Human Resources.

Purpose

Ivey Lumber Company is committed to supporting team members who are pregnant, have recently given birth, or are experiencing related medical conditions.

This policy outlines the rights, responsibilities, and available accommodations for pregnancy- and maternity-related needs, in compliance with Louisiana Revised Statutes § 23:341–342, the Pregnant Workers Fairness Act (PWFA), the Americans with Disabilities Act (ADA), and the Pregnancy Discrimination Act (PDA).

Equal Treatment

No team member will be discriminated against, harassed, or treated unfairly due to pregnancy, childbirth, or a related medical condition.

Pregnant team members will be treated the same as other team members with temporary medical conditions or work restrictions.

Reasonable Accommodations

Ivey Lumber will provide reasonable accommodations to pregnant team members, or to team members affected by childbirth or related medical conditions, unless doing so would cause undue hardship to business operations.

Examples of reasonable accommodations may include:

• More frequent or longer breaks for rest, restroom use, or hydration
• Temporary reassignment to less physically demanding tasks
• Permission to sit or stand as needed
• Modified work schedules or lighter duty where available
• Leave or time off for medical appointments or recovery related to pregnancy or childbirth
• Private space, other than a restroom stall, for expressing breast milk

Team members seeking an accommodation should submit a Pregnancy Accommodation & Leave Request Form to management or Human Resources.

Supporting documentation from a healthcare provider may be requested, if necessary, to confirm work restrictions or expected return dates.

Team members may be asked to provide the name of their healthcare provider for verification purposes only. Ivey Lumber will not contact a healthcare provider or request medical details without the team member's written consent.

Leave for Pregnancy and Childbirth

Under Louisiana law, team members may request a reasonable period of leave for disability due to pregnancy or childbirth.

• For a normal pregnancy and delivery, up to six weeks of leave is typically provided.
• For more disabling pregnancies or complications, up to four months of leave may be allowed when medically necessary.

Team members may use any available paid leave first, such as vacation or sick time. Additional leave may be unpaid unless otherwise authorized.

A doctor's note may be required to confirm the need for leave and to determine the anticipated return-to-work date.

Team members will be reinstated to the same or an equivalent position upon return from pregnancy or maternity leave, consistent with company policy and applicable law.

Medical and Confidential Information

All medical information, documentation, or healthcare provider communications related to pregnancy or childbirth will be:

• Maintained in a confidential file separate from regular personnel records
• Used solely to administer accommodations, leave, and return-to-work processes
• Shared only with management or Human Resources personnel who have a legitimate need to know

Notice and Documentation

Team members are encouraged to notify their supervisor, management, or Human Resources as soon as possible after learning of a pregnancy or anticipating a need for accommodation or leave.

A Pregnancy Accommodation & Leave Request Form is available through management or Human Resources to document requests and ensure compliance.

Non-Retaliation

Ivey Lumber strictly prohibits any form of retaliation against a team member who:

• Requests or uses a pregnancy accommodation or leave
• Files a complaint or participates in an investigation regarding pregnancy discrimination
• Exercises rights protected under state or federal law

Any team member who believes they have been subjected to retaliation should report it immediately to management or Human Resources.

Manager Responsibilities

Supervisors and managers must:

1. Respond promptly and respectfully to all accommodation or leave requests.
2. Engage in an interactive process with the team member to identify practical solutions.
3. Maintain confidentiality and ensure fair treatment.
4. Coordinate with Human Resources to document and implement accommodations.

Summary

Pregnancy and related medical conditions are recognized under both state and federal law as situations that require fair treatment and reasonable support.

Ivey Lumber values the health, safety, and continued employment of all team members and will work with team members in good faith to accommodate their needs while maintaining business operations.

Eligible team members at Ivey's are provided a wide range of benefits. Some benefit programs, such as Social Security, workers' compensation, state disability, and unemployment insurance, cover team members as prescribed by law.

Benefit eligibility depends on several factors, including team member classification. A supervisor or manager can identify the programs for which a team member is eligible. Details of many benefit programs are included elsewhere in this handbook.

The following benefit programs are available to eligible full-time team members who consistently record 32 hours or more per week.

Upon Hire

• Employee discounts

After 60 Days

• Health coverage option
• Holiday pay for: New Year's Day, July 4th, Thanksgiving, Christmas Eve, Christmas Day

After 1 Year

• Simple Savings Plan
• Sick/personal leave benefits: four days, paid at straight time
• Vacation benefits: six days, paid at straight time
• Vacation benefits after five years: 12 days, paid at straight time
• Team member birthday paid time off. Birthdays may be flexed into the work week and are paid at straight time.
• Bereavement leave: three days of straight-time pay for qualifying circumstances
• Jury duty: up to two days of straight-time pay for qualifying circumstances

Vacation vs. Sick Leave

Vacation time should be scheduled at least two weeks in advance with the person responsible for making the schedule.

Unused PTO, including vacation, sick, and personal leave, is not redeemable at the end of the year and does not roll over. Team members should check with their manager if they have questions.

To remain eligible for full-time benefits, team members must consistently maintain an average of at least 32 hours per week. If a team member's scheduled or recorded hours regularly fall below 32 hours per week, the team member may lose eligibility for full-time benefits, subject to review by management.

If a team member's first PTO accrual occurs during the fourth quarter of the calendar year, the team member will receive a 180-day grace period from the date the benefit is received to use the benefit so it is not lost at the end of the year.

Vacation time and other PTO benefits are paid at the team member's base pay rate at the time they are taken. PTO does not include overtime or any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Team members are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits. If available vacation is not used by the end of the benefit year, it will expire. Unused vacation benefits will not be paid out at the end of the year. Vacation benefits are a "use-it-or-lose-it" program.

Separation from Employment

Upon termination of employment or resignation in good standing, team members will be paid for unused vacation time earned through the last day of work.

To remain in good standing, a team member must provide a Notice of Intention to Resign at least two weeks before leaving employment.

This payout provision does not apply to sick leave, jury duty, bereavement leave, or birthday benefits. Those benefits will not be paid upon termination or resignation.

As a benefit to team members, Ivey's offers an employee discount on most purchases. The discount amount may vary depending on the selling margin or type of item.

The employee discount is for team members only and is not available to relatives, friends, or others.

The employee discount is available only on purchases made by cash, credit card, or check. No employee discount will be applied to items purchased on other payment terms.

In-house accounts for team members may be placed on Category Price Plans, but purchases made through those accounts are not eligible for the employee discount.

Ivey's offers a Simple IRA savings plan that gives eligible team members the opportunity to save for retirement.

This benefit is available to qualified, regular full-time team members.

To be eligible to join the Simple IRA savings plan, a team member must be 21 years of age or older.

Eligible team members may enroll only during open enrollment periods and may participate subject to all terms and conditions of the plan.

The Simple IRA savings plan allows participating team members to choose how much of their salary to contribute and how to invest their plan account, so they can tailor their retirement savings to their individual needs.

Ivey's also contributes a matching amount of up to 3% of each participating team member's salary.

Because contributions are automatically deducted from pay before federal and state tax withholdings are calculated, participating team members may reduce their current taxable income.

Amounts deducted are generally taxed when distributed, though favorable tax rules typically apply to IRA distributions.

Team members should contact Human Resources/General Manager for more information about the Simple IRA plan.

Ivey's provides a comprehensive workers' compensation insurance program at no cost to team members.

This program covers work-related injuries or illnesses that require medical, surgical, or hospital treatment.

Subject to applicable legal requirements, workers' compensation insurance provides benefits after a short waiting period, or immediately if the team member is hospitalized.

Team members who sustain a work-related injury or illness must notify their supervisor immediately.

No matter how minor an injury may seem, it is important to report it right away.

Prompt reporting helps ensure eligible team members can receive coverage as quickly as possible.

The successful business operation and reputation of Ivey's are built upon the principles of fair dealing and ethical conduct. Ivey's reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as the highest standards of conduct and personal integrity.

The continued success of Ivey's depends upon the trust of its customers, and Ivey's is dedicated to preserving that trust. Team members owe a duty to Ivey's, its customers, and its shareholders to act in a way that merits the continued trust and confidence of the public.

Ivey's will comply with all applicable laws and regulations and expects its directors, officers, and team members to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, good judgment, based on high ethical principles, should guide team members with respect to acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with the team member's immediate supervisor and, if necessary, with the General Manager for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every Ivey's team member. Disregarding or failing to comply with this standard of business ethics and conduct may lead to disciplinary action, up to and including termination of employment.

Team members are expected to conduct business in a manner that avoids actual or potential conflicts of interest. This policy outlines acceptable standards of conduct and provides guidance on when to seek clarification.

Team members should contact the General Manager with questions or for additional information about conflicts of interest.

Transactions with outside firms must be conducted within a framework established and controlled by Ivey's executive leadership. Business dealings with outside firms should not result in unusual gains for those firms.

For purposes of this policy, "unusual gain" includes bribes, product bonuses, special fringe benefits, unusual price breaks, or other windfalls designed to benefit Ivey's, the team member, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval.

An actual or potential conflict of interest exists when a team member is in a position to influence a decision that may result in personal gain for the team member or a relative as a result of Ivey's business dealings.

For purposes of this policy, a "relative" is any person related by blood or marriage, or whose relationship with the team member is similar to that of people who are related by blood or marriage.

The mere existence of a relationship with an outside firm does not create a presumption of guilt. However, if a team member has any influence on transactions involving purchases, contracts, or leases, the team member must disclose any actual or potential conflict of interest to an officer of Ivey's as soon as possible so that safeguards can be put in place to protect all parties.

Personal gain may result not only when a team member or relative has significant ownership in a firm with which Ivey's does business, but also when a team member or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Ivey's. For purposes of this policy, a "substantial gift" means any gift, favor, discount, entertainment, service, merchandise, or other benefit with an estimated value of more than $50, or any cash or cash equivalent of any amount.

Protecting confidential business information and trade secrets is vital to Ivey's interests and success.

Confidential information includes, but is not limited to:

• Compensation data
• Computer processes
• Computer programs and codes
• Customer lists
• Customer preferences
• Financial information
• Marketing strategies
• Trade secrets
• Proprietary business information

Team members may be required to sign a non-disclosure agreement as a condition of employment.

Team members who improperly use or disclose trade secrets or confidential business information may be subject to disciplinary action, up to and including termination, as well as legal action, even if they do not personally benefit from the disclosure.

To maintain a safe and productive work environment, Ivey's expects team members to be reliable and punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other team members and on Ivey's.

In the rare instance when a team member cannot avoid being late to work or is unable to work as scheduled, they must notify their supervisor as soon as possible in advance of the anticipated tardiness or absence. Texting is not an acceptable form of communication.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

To ensure orderly operations and maintain the best possible work environment, Ivey's expects team members to follow rules of conduct that protect the interests and safety of all team members and the organization.

It is not possible to list every form of behavior that is considered unacceptable in the workplace. The following are examples of conduct that may result in disciplinary action, up to and including termination of employment:

• Theft or inappropriate removal or possession of property
• Falsification of timekeeping records
• Working under the influence of alcohol or illegal drugs
• No call/no show for reasons other than a health emergency
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating company-owned vehicles or equipment
• Fighting or threatening violence in the workplace
• Boisterous or disruptive activity in the workplace
• Negligence or improper conduct leading to damage of company-owned or customer-owned property
• Insubordination or other disrespectful conduct
• Violation of safety or health rules
• Smoking in prohibited areas
• Sexual or other unlawful or unwelcome harassment
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
• Excessive absenteeism or any absence without notice
• Unauthorized absence from a workstation during the workday
• Unauthorized use of telephones, mail systems, or other company-owned equipment
• Unauthorized disclosure of business secrets or confidential information
• Violation of personnel policies
• Unsatisfactory performance or conduct
• Unauthorized passengers riding in or using company vehicles
• Failure to follow "True Blue" policies according to company specifications
• Failure to adhere to the schedule, including arriving late, clocking in early without approval, leaving early without manager approval, or having unexcused absences
• Failure to call a manager before the shift starts when absent or late

Employment with Ivey's is at the mutual consent of Ivey's Building Materials and the team member. Either party may terminate the employment relationship at any time, with or without cause, and with or without advance notice, subject to applicable law.

The purpose of this policy is to state Ivey's position on administering equitable and consistent discipline for unsatisfactory workplace conduct.

The most effective disciplinary measure is one that does not have to be enforced and results from good leadership and fair supervision at all levels of employment.

Ivey's best interest lies in ensuring fair treatment of all team members and making certain that disciplinary actions are prompt, consistent, and impartial. The primary purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the team member for satisfactory service in the future.

Although employment with Ivey's is based on mutual consent, and both the team member and Ivey's have the right to terminate employment at will, with or without cause or advance notice, Ivey's may use progressive discipline at its discretion.

Disciplinary action may include any of the following steps, depending on the severity of the problem and the number of occurrences:

• Verbal warning
• Written warning
• Suspension, with or without pay
• Termination of employment

There may be circumstances in which one or more steps are bypassed.

For most disciplinary issues, progressive discipline will normally follow this general sequence:

1. A first offense may result in a verbal warning.
2. A subsequent offense may result in a written warning.
3. Another offense may result in suspension, with or without pay.
4. A further offense may result in termination of employment.

If more than 12 months have passed since the last disciplinary action, the process is subject to start over according to management discretion.

Ivey's recognizes that certain problems may be serious enough to justify suspension or, in extreme situations, termination of employment without following the usual progressive discipline steps.

While it is impossible to list every type of behavior that may be considered a serious offense, the Employee Conduct and Work Rules policy includes examples of issues that may result in immediate suspension or termination of employment.

The problems listed in that policy are not necessarily all serious offenses, but may also be examples of unsatisfactory conduct that can trigger progressive discipline.

By using progressive discipline, Ivey's hopes that most problems can be corrected at an early stage, benefiting both the team member and Ivey's.

Ivey's is committed to providing the best possible working conditions for its team members. As part of that commitment, Ivey's encourages an open and honest environment where problems, complaints, suggestions, and questions receive timely responses from team members, supervisors, and management.

Ivey's strives to ensure fair and honest treatment of all team members. Supervisors, managers, and team members are expected to treat one another with mutual respect.

Team members are encouraged to share positive and constructive feedback. If a team member disagrees with established rules of conduct, policies, or practices, they may raise their concern through the problem resolution procedure.

No team member will be penalized, formally or informally, for voicing a complaint in a reasonable, businesslike manner or for using the problem resolution procedure.

If a team member believes a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to follow the steps below. The team member may stop the procedure at any step.

Problem Resolution Steps

1. The team member presents the problem to their immediate supervisor as soon as possible after the incident occurs. If the supervisor is unavailable, or if the team member believes it would be inappropriate to contact that person, the team member may present the problem to the Store Manager.
2. The supervisor responds during the discussion or, when necessary, after consulting appropriate management. The supervisor documents the discussion.
3. If the problem remains unresolved at the store level, the team member presents the problem to the General Manager.
4. The General Manager counsels and advises the team member, assists in putting the problem in writing, meets with the team member's manager or managers if necessary, and directs the team member to the President for review.
5. The team member presents the problem to the President in writing.
6. The President reviews and considers the problem, informs the team member of the decision, and forwards a copy of the written response to the General Manager for the team member's file. The President has full authority to make any adjustment deemed appropriate to resolve the problem.

Not every problem can be resolved to everyone's total satisfaction. However, through open discussion and mutual understanding, team members and management can build confidence in one another. This confidence is important to maintaining an efficient and harmonious work environment.

Ivey's is committed to providing a work environment free from discrimination and from conduct that may be considered harassing, coercive, or disruptive, including sexual harassment.

Actions, words, jokes, or comments based on a person's sex, race, color, national origin, age, religion, disability, or any other legally protected characteristic will not be tolerated.

Sexual harassment includes unwanted sexual advances and visual, verbal, or physical conduct of a sexual nature. It may take many forms of offensive behavior, including gender-based harassment of a person of the same sex as the harasser.

Examples of sexual harassment include, but are not limited to:

• Unwanted sexual advances
• Offering employment benefits in exchange for sexual favors
• Making or threatening reprisals after a negative response to sexual advances
• Visual conduct, including leering, making sexual gestures, or displaying sexually suggestive objects, pictures, cartoons, or posters
• Verbal conduct, including derogatory comments, epithets, slurs, or jokes
• Verbal sexual advances or propositions
• Verbal abuse of a sexual nature
• Graphic verbal comments about a person's body
• Sexually degrading words used to describe a person
• Suggestive or obscene letters, notes, messages, or invitations
• Physical conduct, including touching, assaulting, or impeding or blocking movement

Unwelcome sexual advances, whether verbal or physical, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1. Submission to such conduct is made, either explicitly or implicitly, a term or condition of employment.
2. Submission to or rejection of such conduct is used as a basis for employment decisions.
3. The conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

Reporting Harassment

Any team member who experiences or witnesses sexual or other unlawful harassment in the workplace should report it immediately to their supervisor.

If the supervisor is unavailable, or if the team member believes it would be inappropriate to contact that person, the team member should immediately contact the store manager, the general manager, or any other member of management.

Team members may raise concerns and make reports without fear of reprisal or retaliation.

Investigation and Confidentiality

All allegations of sexual or other unlawful harassment will be investigated promptly and discreetly.

To the extent possible, the confidentiality of the reporting team member, witnesses, and the alleged harasser will be protected from unnecessary disclosure.

When the investigation is complete, the reporting team member will be informed of the outcome as appropriate.

Manager Responsibilities

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately report the matter to Human Resources, the Personnel Director, or another appropriate member of management so it can be investigated in a timely and confidential manner.

Anyone who engages in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

Ivey's believes that a work environment in which employees maintain clear boundaries between personal and business interactions is essential to effective operations. Although this policy does not prevent friendships or romantic relationships between co-workers, it establishes boundaries for how those relationships are conducted during working hours and in the work environment.

Individuals in supervisory or managerial roles, and others with authority over employees' terms and conditions of employment, are subject to stricter requirements under this policy due to their role-model status, access to sensitive information, and ability to affect the employment of subordinate employees.

This policy does not preclude or interfere with the rights of employees protected by the National Labor Relations Act or any other applicable statute concerning the employment relationship.

Procedures

1. During working time and in working areas, employees are expected to conduct themselves in an appropriate workplace manner that does not interfere with others or overall productivity.
2. During nonworking time, such as lunches, breaks, and before and after work periods, employees engaging in personal exchanges in nonwork areas should conduct themselves appropriately to avoid offending others or making others uncomfortable.
3. Employees are strictly prohibited from engaging in physical contact that a reasonable person would deem inappropriate in the workplace anywhere on company premises, whether during working hours or not.
4. Employees who allow personal relationships with co-workers to adversely affect the work environment will be subject to Ivey's disciplinary policy, including counseling for minor issues. Failure to change behavior and meet expected work responsibilities is viewed as a serious disciplinary matter.
5. Employee off-duty conduct is generally regarded as private, as long as it does not create problems within the workplace. An exception to this principle is romantic or sexual relationships between supervisors and subordinates.
6. Any supervisor, manager, executive, or other company official in a sensitive or influential position with Ivey's must disclose the existence of a romantic or sexual relationship with another co-worker. Disclosure may be made to the individual's immediate supervisor or the director of HR. Ivey's will review the circumstances to determine whether any conflict of interest exists.
7. When a conflict of interest or potential risk is identified due to a company official's relationship with a co-worker, Ivey's will work with the parties involved to consider options for resolving the problem. The initial solution may be to ensure the parties no longer work together on matters where one can influence or take action for the other. Matters such as hiring, firing, promotions, performance management, compensation decisions, and financial transactions are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage. In some cases, other measures may be necessary, such as transfer of one or both parties to other positions or departments. If one or both parties refuse to accept a reasonable solution, such refusal will be deemed a voluntary resignation.
8. Failure to cooperate with Ivey's to resolve a conflict or problem caused by a romantic or sexual relationship between co-workers, or among managers, supervisors, or others in positions of authority, in a mutually agreeable fashion may be deemed insubordination and result in disciplinary action up to and including termination.
9. The provisions of this policy apply regardless of the sexual orientation of the parties involved.
10. Where doubts exist as to the specific meaning of the terms used above, employees should make judgments based on the overall spirit and intent of this policy.

Dress, grooming, and personal hygiene standards contribute to team member morale and shape the image Ivey's presents to customers and visitors.

During business hours, or when representing Ivey's, team members are expected to maintain a clean, neat, and tasteful appearance.

Team members should dress and groom themselves based on the requirements of their position, accepted workplace standards, and the needs of their job duties. This is especially important for team members who work directly with customers or visitors.

If a supervisor determines that a team member's appearance is inappropriate, the team member may be asked to leave the workplace until properly dressed or groomed. In these circumstances, the team member will not be compensated for time away from work.

Team members should consult their supervisor with questions about what constitutes appropriate appearance. Where necessary, reasonable accommodation may be made for a person with a disability.

The following personal appearance guidelines should be followed:

• Shoes must provide safe, secure footing and offer protection against workplace hazards.
• An official Ivey's shirt appropriate to the team member's department must be worn. Issued vests are an acceptable alternative to tucked-in shirts inside the store.
• Hats must be Ivey's hats. Exceptions may be made for plain caps with no text, plain straw hats, or plain beanies. Hats must be worn facing forward and may not be worn crooked or backwards.
• Shorts may be worn if the majority of the team member's clocked-in time is spent outside. Shorts must have belt loops and must be within three inches above or below the kneecap. Gym shorts, cutoffs, or shorts with offensive writing or patterns are not allowed.
• Belts, accessories, or additional clothing must not display offensive or obscene messaging or logos.
• Pants must be worn at waist level with no underwear showing.
• Mustaches and beards must be clean, well-trimmed, and neat.
• Unnaturally colored hair and extreme hairstyles are subject to manager discretion.
• Offensive body odor and poor personal hygiene are not professionally acceptable.
• Jewelry must not be functionally restrictive, dangerous to job performance, or excessive.
• Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during business hours.
• Torso body piercings with visible jewelry, or jewelry that can be seen through or under clothing, must not be worn during business hours.
• In-ear headphones are not allowed while working around equipment, in the warehouse, or on the front line of customer service.

Ivey's strives to maintain a positive work environment where team members treat one another with respect and courtesy.

Sometimes problems arise when a team member is not aware that their workplace behavior may be disruptive or distracting to others.

Many day-to-day issues can be resolved by politely speaking with a co-worker and raising the concern. In most cases, common sense and courtesy will guide an appropriate resolution.

Ivey's encourages all team members to keep an open mind and to accept constructive feedback, or a request to change behavior that may affect another team member's ability to concentrate and be productive.

The following workplace etiquette guidelines are not intended to be strict work rules with disciplinary consequences. They are suggestions for appropriate workplace behavior to help everyone be more mindful and considerate of co-workers and the work environment.

Team members should contact their supervisor with any comments, concerns, or suggestions regarding these workplace etiquette guidelines.

• Replace paper in the copy machine and printer paper trays when they are empty.
• Avoid public accusations or criticism of other team members. Address concerns privately with those involved or with a supervisor.
• Minimize unscheduled interruptions of other team members while they are working.
• Communicate by email or phone whenever possible instead of walking unexpectedly into someone's office or workspace.
• Be conscious of how your voice carries, and lower it when talking on the phone or to others in open areas.
• Keep socializing to a minimum, and conduct conversations in areas where the noise will not distract others.
• Avoid blocking walkways while carrying on conversations.
• Refrain from using inappropriate language that others may overhear.
• Avoid discussing personal issues in public conversations that can be easily overheard.
• Monitor the volume when listening to music, voicemail, or a speakerphone that others can hear.
• Clean up after yourself and do not leave behind waste or discarded papers.

To help maintain a safe and healthy work environment for team members, customers, and visitors, Ivey's has established a workplace safety program.

Team member safety is a top priority at Ivey's.

Ivey's shares information about workplace safety and health through regular internal communication channels, including supervisor and team member meetings, bulletin board postings, memos, and other written communications.

Each team member is expected to follow safety rules and use caution in all work activities.

Team members must immediately report any unsafe condition to the appropriate supervisor.

Team members who violate safety standards, create hazardous or dangerous situations, or fail to report or, when appropriate, correct such situations may be subject to disciplinary action, up to and including termination of employment.

If an accident results in injury, no matter how minor it may seem, team members must immediately notify the appropriate supervisor.

These reports are necessary to comply with applicable laws and to begin insurance and workers' compensation procedures.

When operating any company equipment, including trucks, forklifts, and navigators, safety belts must be worn at all times.

When operating a truck, this includes wearing a passive restraint belt and shoulder harness.

Team members must never operate equipment unless they have received proper training.

Ivey's is committed to maintaining a drug-free, healthy, and safe workplace. To support this goal, team members must report to work in an appropriate mental and physical condition so they can perform their jobs safely and satisfactorily.

While on Ivey's premises, team members may not use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs.

The legal use of prescribed medication is permitted only if it does not impair the team member's ability to perform the essential functions of the job safely and effectively, and does not endanger the team member or others in the workplace.

Marijuana and Safety-Sensitive Positions

Although marijuana may be legal for medicinal purposes in the state of Louisiana, it remains a Schedule I controlled substance under federal law. Illegal drug use remains grounds for disciplinary action, up to and including termination of employment.

Any position involving the use or operation of high-risk equipment, including trucks, forklifts, chop saws, or other equipment identified by Ivey's, is subject to total restrictions on marijuana use.

Legally obtained medicinal marijuana may be considered only for positions that do not involve the use or operation of equipment Ivey's deems high-risk.

Violations and Consequences

Violations of this policy may result in disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.

Assistance and Rehabilitation

Team members with questions or concerns about substance dependency or abuse are encouraged to discuss these matters with their supervisor or the store manager to receive assistance or referrals to appropriate resources in the community.

Team members with drug or alcohol problems that have not resulted in, and are not the immediate subject of, disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or treatment program.

Leave may be granted if the team member agrees to:

• Abstain from use of the problem substance
• Abide by all Ivey's policies, rules, and prohibitions relating to conduct in the workplace
• Participate in the rehabilitation or treatment program
• Return to work only when able to perform job duties safely and satisfactorily

Leave may be denied if granting the leave would cause Ivey's undue hardship.

Drug-Free Workplace Act

Under the Drug-Free Workplace Act, a team member who performs work for a government contract or grant must notify Ivey's of a criminal conviction for drug-related activity occurring in the workplace. The report must be made within five days of the conviction.

Team members with questions about this policy or issues related to drug or alcohol use in the workplace should raise their concerns with their supervisor or the General Manager without fear of reprisal.

Ivey's is committed to providing a safe, efficient, and productive work environment for all team members. Drug or alcohol use, or being under the influence while at work, may pose serious safety and health risks.

To support a safe and healthy work environment, job applicants and team members may be asked to provide body substance samples, such as urine and/or blood, to determine the illicit or illegal use of drugs or alcohol.

Refusal to submit to drug testing may result in disciplinary action, up to and including termination of employment.

Employees will be drug tested upon hire and may periodically be subject to random and for cause testing.

Class A Drivers (DOT) will be subject to random pool testing to remain compliant with federal guidelines.

Questions about this policy or its administration should be directed to store manager.

To support Ivey's commitment to a safe and healthy work environment, smoking in the workplace is prohibited except in areas specifically designated for smoking.

If the preferences of smokers and nonsmokers conflict, the preferences of nonsmokers will prevail.

This policy applies equally to all team members, customers, and visitors.

Equipment and vehicles that are essential to job duties are expensive and can be difficult to replace.

When using company property, team members are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Team members should notify their supervisor if any equipment, machines, tools, or vehicles appear damaged, defective, or in need of repair.

Prompt reporting of damage, defects, and needed repairs can help prevent further deterioration and possible injury to team members or others.

Supervisors can answer questions about a team member's responsibility for maintaining and caring for equipment or vehicles used on the job.

Improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, may result in disciplinary action, up to and including termination of employment.

Ivey's is committed to preventing workplace violence and maintaining a safe work environment.

In light of increasing violence in society, Ivey's has adopted the following guidelines to address intimidation, harassment, threats of violence, or acts of violence that may occur during business hours or on Ivey's premises.

All team members, including supervisors and temporary team members, should be treated with courtesy and respect at all times.

Team members are expected to refrain from fighting, horseplay, or any other conduct that could endanger others.

Firearms, weapons, and other dangerous or hazardous devices, substances, or materials are prohibited on Ivey's premises without proper authorization.

Conduct that threatens, intimidates, or coerces another team member, customer, or member of the public at any time, including during off-duty periods, will not be tolerated.

This prohibition includes all acts of harassment, including harassment based on sex, race, age, or any other characteristic protected by federal, state, or local law.

All threats of violence or acts of violence, whether direct or indirect, should be reported as soon as possible to an immediate supervisor or any other member of management.

This includes threats made by team members, customers, vendors, solicitors, or other members of the public.

When reporting a threat of violence, team members should be as specific and detailed as possible.

Suspicious individuals or activities should also be reported as soon as possible to a supervisor.

Team members should not place themselves in danger. If a team member sees or hears a commotion or disturbance near their workstation, they should not attempt to intercede or investigate.

Ivey's will promptly and thoroughly investigate all reports of threats of violence, acts of violence, suspicious individuals, or suspicious activities.

The identity of the person making a report will be protected as much as practical.

To maintain workplace safety and protect the integrity of an investigation, Ivey's may suspend team members, with or without pay, pending investigation.

Anyone found to be responsible for threats of violence, acts of violence, or other conduct that violates these guidelines will be subject to prompt disciplinary action, up to and including termination of employment.

Ivey's encourages team members to bring disputes or differences with other team members to the attention of their supervisor or the General Manager before a situation escalates into potential violence.

Ivey's is committed to helping resolve team member disputes and will not discipline team members for raising such concerns in good faith.

To help maintain a safe, secure, and productive work environment, Ivey's reserves the right to conduct workplace searches when there is a legitimate business reason to do so, including concerns related to safety, security, theft, policy violations, misconduct, or protection of company property.

Workplace searches may include, but are not limited to, company property, work areas, desks, lockers, storage areas, vehicles on company property, equipment, electronic devices provided by Ivey's, files, documents, packages, bags, or other personal items brought onto Ivey's property.

Team members should not have an expectation of privacy in company-owned property, equipment, systems, work areas, desks, lockers, vehicles, or storage areas, whether or not such areas are assigned to a specific team member or secured by a lock.

Personal items brought onto company property may also be subject to search when Ivey's has a legitimate business reason, safety concern, or reasonable suspicion of a policy violation or misconduct. Searches will be conducted in a reasonable manner and with respect for team members' dignity and privacy to the extent practical.

Refusal to cooperate with a workplace search may result in disciplinary action, up to and including termination of employment.

If prohibited, unauthorized, illegal, unsafe, or improperly possessed items are found during a search, Ivey's may take appropriate action, including disciplinary action, removal of the item, notification of law enforcement, or other steps deemed necessary.

Nothing in this policy is intended to interfere with any rights protected by applicable law. Workplace searches will be conducted in accordance with applicable federal, state, and local laws.

Workplace monitoring may be conducted by Ivey's to support quality control, team member safety, security, and customer satisfaction.

Computers furnished to team members are the property of Ivey's. As such, computer usage and files may be monitored or accessed.

Ivey's may conduct video surveillance in non-private workplace areas.

Video monitoring may be used to identify safety concerns, maintain quality control, detect theft or misconduct, and discourage or prevent harassment and workplace violence.

Team members may request access to information gathered through workplace monitoring that may affect employment decisions.

Access will be granted unless there is a legitimate business reason to protect confidentiality or an ongoing investigation.

Because Ivey's respects team members' legitimate privacy rights, workplace monitoring will be conducted in an ethical and respectful manner.

Emergencies such as severe weather, fires, power failures, or other unexpected events may disrupt company operations. In extreme cases, these circumstances may require closing a work facility.

When operations are officially closed due to emergency conditions, time off from scheduled work will be unpaid. However, with supervisory approval, team members may use available paid leave, such as unused vacation benefits.

If an emergency closing is not authorized, team members who do not report to work will not be paid for the time off.

Team members in essential operations may be asked to work when operations are officially closed. In these circumstances, team members who work will receive regular pay.

To support the safety and security of team members and Ivey's facilities, only authorized visitors are permitted in the workplace.

Restricting unauthorized visitors helps maintain safety standards, reduce theft risk, protect equipment, safeguard confidential information, support team member safety, and prevent unnecessary distractions.

Guests should be discouraged from extended visits. If a visitor's length of stay interferes with a team member's work, the visitor may be asked to leave.

For safety and security reasons, family members and friends of team members are discouraged from visiting during working time.

In an emergency, team members will be called to meet any visitor outside their work area.

All visitors should enter Ivey's through the main entrance. Authorized visitors will receive directions or be escorted to their destination.

Team members are responsible for the conduct and safety of their visitors.

If an unauthorized individual is observed on Ivey's premises, team members should immediately notify their supervisor or, if necessary, direct the individual to the main entrance.

To maintain a productive and harmonious work environment, people who are not employed by Ivey's may not solicit or distribute literature in the workplace at any time.

Ivey's recognizes that team members may have interests in events and organizations outside the workplace. However, team members may not solicit or distribute literature related to these activities during working time.

Working time does not include lunch periods, work breaks, or any other time when team members are not on duty.

Posting written solicitations on company bulletin boards is prohibited.

Company bulletin boards are reserved for official organization communications, including:

• Affirmative Action statement
• Employee announcements
• Internal memoranda
• Job openings
• Organization announcements
• Payday notice
• Workers' compensation insurance information
• State disability insurance or unemployment insurance information

Ivey's recognizes that artificial intelligence tools may be useful in helping team members work more efficiently, improve communication, summarize information, generate ideas, and support certain business tasks. At the same time, AI tools must be used thoughtfully, responsibly, and in a manner consistent with Ivey's values, policies, and commitment to customers, team members, and the company.

AI should be treated as a tool to assist with work, not as a replacement for good judgment, personal responsibility, or management decision-making. Team members remain responsible for the accuracy, appropriateness, confidentiality, and quality of any work product created with the assistance of AI.

Ivey Lumber AI Principles

1. AI should augment judgment, not replace it. AI can draft. Humans decide.

AI may assist by:

• Drafting customer emails
• Suggesting reorder quantities
• Summarizing meetings
• Proposing documentation or first drafts
• Organizing notes, outlines, or ideas
• Improving grammar, clarity, or tone

However, AI does not make final business, personnel, purchasing, or customer commitment decisions. For example:

• Managers make personnel decisions.
• Buyers make final purchasing decisions.
• Salespeople own customer commitments.
• Supervisors and managers review and approve important documentation.
• Team members remain accountable for the work they submit, send, approve, or rely upon.

If a decision could materially affect a team member, customer, vendor, safety issue, legal matter, or significant dollar amount, a human manager or authorized decision-maker must review and approve it.

Team members may use approved AI tools for appropriate business purposes, such as drafting or improving written communication, summarizing non-confidential information, brainstorming ideas, organizing notes or outlines, creating first drafts of general business content, improving grammar/clarity/tone, and learning about general concepts or processes.

Team members must not enter confidential, sensitive, proprietary, customer, vendor, financial, personnel, payroll, medical, legal, or nonpublic company information into any AI tool unless the tool has been approved by Ivey's for that specific use.

Examples of information that should not be entered into unapproved AI tools include, but are not limited to:

• Customer names, account information, purchase history, pricing, or payment information
• Team member personal information, disciplinary records, payroll information, medical information, or employment records
• Vendor pricing, contracts, rebates, or negotiation details
• Financial reports, margins, budgets, forecasts, or nonpublic business results
• Trade secrets, internal processes, passwords, access credentials, or proprietary company information
• Legal documents, claims, investigations, or privileged communications

AI-generated content must be reviewed carefully before it is used, shared, published, or relied upon. AI tools may produce inaccurate, incomplete, biased, outdated, or misleading information. Team members are responsible for verifying information and ensuring that any AI-assisted work is accurate, professional, and appropriate for the intended use.

AI may not be used to make final employment decisions, including decisions related to hiring, discipline, promotion, pay, scheduling, performance evaluation, termination, or other terms and conditions of employment, unless specifically approved by Ivey's and reviewed for compliance with applicable law.

AI may not be used to impersonate another person, create misleading communications, falsify records, generate deceptive content, bypass company policies, avoid required approvals, or perform work in a way that violates Ivey's standards of ethics and conduct.

Team members should be transparent with management when AI is used in a way that materially contributes to business documents, customer-facing content, policies, reports, or other important work product. Managers may require review, revision, or approval of AI-assisted work before it is used.

Use of AI must comply with all other Ivey's policies, including policies related to confidentiality, non-disclosure, computer and email usage, internet usage, business ethics, harassment, discrimination, social media, workplace monitoring, and protection of company property.

Team members who are unsure whether a particular AI tool or use is appropriate should ask their supervisor, management, or Human Resources before using it.

Misuse of AI tools, including unauthorized disclosure of confidential information, reliance on inaccurate AI-generated content, or use of AI in a way that violates company policy, may result in disciplinary action, up to and including termination of employment.

Computers, computer files, the email system, and software furnished to team members are Ivey's property and are intended for business use. Team members may not access files or retrieve stored communications without authorization.

To ensure compliance with this policy, computer and email usage may be monitored.

Ivey's strives to maintain a workplace free of harassment and respectful of the diversity of its team members. Therefore, Ivey's prohibits the use of computers and the email system in ways that are disruptive, offensive to others, or harmful to morale.

Examples of prohibited use include, but are not limited to:

• Displaying or transmitting sexually explicit images, messages, or cartoons
• Sending ethnic slurs, racial comments, off-color jokes, or similar content

Email may not be used to solicit others for commercial ventures, religious or political causes, outside organizations, or other nonbusiness matters.

Ivey's purchases and licenses various computer software for business purposes. Ivey's does not own the copyright to this software or its related documentation.

Team members may use software on local area networks or on multiple machines only as permitted by the applicable software license agreement. Ivey's prohibits the illegal duplication of software and its related documentation.

Team members should notify their immediate supervisor, the General Manager, or any member of management upon learning of violations of this policy.

Team members who violate this policy may be subject to disciplinary action, up to and including termination of employment.

Internet access is provided by Ivey's to help team members obtain work-related information, data, and technology. The following guidelines are intended to promote responsible and productive Internet use.

Internet usage is intended for job-related activities. However, incidental and occasional brief personal use is permitted within reasonable limits. Abuse of company time through excessive Internet surfing may be grounds for disciplinary action.

All Internet data composed, transmitted, or received through Ivey's computer communication systems is considered part of Ivey's official records and may be subject to disclosure to law enforcement or other third parties.

Team members should ensure that business information contained in Internet email messages and other transmissions is accurate, appropriate, ethical, and lawful.

The equipment, services, and technology provided to access the Internet remain the property of Ivey's at all times. Ivey's reserves the right to monitor Internet traffic and retrieve or read any data composed, sent, received, or stored through company systems and online connections.

Data composed, transmitted, accessed, or received through the Internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any team member or other person.

Examples of unacceptable content include, but are not limited to:

• Sexual comments or images
• Racial slurs
• Comments or images that could reasonably offend someone based on race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is prohibited. As a general rule, if a team member did not create the material, does not own the rights to it, or has not received authorization for its use, the material should not be placed on the Internet or distributed through company systems.

Team members are responsible for ensuring that any material sent over the Internet is sent only by someone with appropriate distribution rights.

Team members should take necessary antivirus precautions before downloading or copying any file from the Internet. All downloaded files should be checked for viruses, and compressed files should be checked before and after decompression.

Abuse of Internet access provided by Ivey's in violation of law or company policy may result in disciplinary action, up to and including termination of employment. Team members may also be held personally liable for violations of this policy.

The following are examples of prohibited Internet-related activities:

• Sending or posting discriminatory, harassing, or threatening messages or images
• Using company time or resources for personal gain in conflict of interest with Ivey's
• Stealing, using, or disclosing another person's code or password without authorization
• Copying, pirating, or downloading software or electronic files without permission
• Sending or posting confidential material, trade secrets, or proprietary information outside the company
• Violating copyright law
• Failing to observe licensing agreements
• Engaging in unauthorized transactions that may incur a cost to the company or initiate unwanted Internet services or transmissions
• Sending or posting messages or material that could damage Ivey's image or reputation
• Viewing or exchanging pornography or obscene materials
• Sending or posting messages that defame or slander other individuals
• Attempting to access the computer system of another organization or person without authorization
• Refusing to cooperate with a security investigation
• Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
• Using the Internet for political causes or activities, religious activities, or gambling
• Jeopardizing the security of the company's electronic communication systems
• Presenting personal views as representing those of Ivey's
• Sending anonymous email messages
• Engaging in any other illegal activity

Ivey's provides cellular telephones to some team members as a business tool. These phones are intended to help team members communicate with management, other team members, clients, associates, and others as needed for business.

Cell phone use is primarily intended for business-related calls. Occasional, brief personal use is permitted within reasonable limits. Cell phone invoices may be monitored regularly.

While Driving or Operating Equipment

When driving, cell phone usage must comply with current FMCSA standards.

• Phones must be placed in a hands-free device mounted close to the driver.
• While operating a commercial motor vehicle (CMV) on a roadway, including while moving forward or temporarily stationary because of traffic, traffic signals, or other delays, the following are prohibited: reaching, holding, dialing, texting, reading.
• Proper usage may include using an earpiece or speakerphone function, using voice-activated dialing, or dialing by pushing a single button.

Use of a personal cell phone while operating an Ivey's vehicle in the manner described above is prohibited.

Cell phone or earbud use is strictly prohibited while operating forklifts.

Personal Cell Phones, Smartwatches, Tablets, and Other Devices

While at work, team members are expected to use personal cell phones and other devices with discretion. Excessive personal calls, texting, or general device use during the workday can interfere with productivity and may distract others.

Team members are encouraged to make personal calls during nonwork time or while on break, out of customer sight.

Ivey's is not liable for the loss of personal cell phones or other personal devices brought into the workplace.

Ivey's Social Media Policy has two distinct applications:

1. Social media use on behalf of Ivey's
2. Personal social media use related to Ivey's, team members, customers, or company business

Company Social Media Use

Any team member who uses, posts, or engages in social media on behalf of Ivey's must follow these guidelines:

• Use good judgment and common sense.
• Be respectful, honest, and professional.
• Use extra care with privacy and confidentiality.

Team members posting on behalf of Ivey's must ensure all content is appropriate, accurate, and consistent with Ivey's values and business interests.

Personal Social Media Use

When engaging in social media personally, team members must use extreme caution when making work-related posts.

Any violation of this policy may result in disciplinary action, up to and including termination of employment.

The following types of posts are prohibited:

• Posts that berate, slander, belittle, harass, or unlawfully discriminate against any customer, co-worker, supervisor, or member of management
• Posts that disclose proprietary information, strategic processes, confidential information, trade secrets, customer information, or other nonpublic company information
• Posts that are unlawful, threatening, harassing, or otherwise violate Ivey's policies

Posts that may be considered detrimental to Ivey's business interests, reputation, or goals will be reviewed by management and may result in disciplinary action, up to and including termination of employment.

Team members should use good judgment, be respectful and honest, and remain mindful of privacy and confidentiality when engaging in social media personally.

Nothing in this policy is intended to restrict rights protected by applicable law, including team members' rights to discuss wages, hours, or other terms and conditions of employment.

Shopping at Ivey's should always be an easy and welcoming process for customers. However, certain payment policies help protect Ivey's from fraud and other payment-related risks.

Credit Card Policy

If a customer pays with a credit card in person, the card must be inserted using the chip reader on one of Ivey's credit card processors.

Credit card payments over the phone will not be accepted unless the customer has an established cash account or charge account with Ivey's. A payment link can be sent out to the customer in this instance.

If a customer wishes to pay through an account, the required account information must be collected and placed on file. The transaction should then be processed through that account.

Team members should use extreme caution when a customer calls from a distance and requests product delivery or pickup by a third-party freight provider.

Check Policy

For checks less than $500, team members must ensure the check is completed correctly, including: date, payee listed as Ivey's, dollar amount, written dollar amount, and signature.

Team members must also request identification from the customer and confirm that the ID matches the check.

The team member should write down the customer's ID or driver's license number and phone number, and obtain a fingerprint on the check.

For checks of $500 or more, funds must be verified before accepting the check.

To verify funds, call the bank listed on the check and say: "I need to verify funds on a check, please." Provide the bank with the account number from the check and the dollar amount of the check.

If the bank verifies that funds are available, the check may be accepted. If the bank does not verify the funds, do not accept the check. Ask the customer for another form of payment.

If the bank is not available, a manager must decide whether the check may be accepted.