This Employee Handbook serves as a comprehensive guide to Parker Hughes Management's policies, procedures, and expectations. It is designed to provide clarity on your rights and responsibilities, ensuring a fair and productive work environment. We encourage you to familiarize yourself with its contents, which are structured as follows:

Welcome to Parker Hughes Management. This Employee Handbook is designed to acquaint you with our company, our policies, and provide you with important information about working conditions, employee benefits, and some of the policies affecting your employment. By accepting employment with us, you have a responsibility to Parker Hughes Management and to your fellow employees to adhere to certain rules of behavior and conduct. The aim of this handbook is to provide you with a general understanding of our basic human resource policies, to acquaint you with what you can expect from the company, and what the company expects from you. We encourage you to read this handbook carefully and to consult it whenever you have questions about your employment with Parker Hughes Management. This handbook is not intended to answer all questions that may arise during your employment, but to provide a framework for understanding the mutual responsibilities between you and the company. This Employee Handbook is not a contract of employment and should not be deemed as such. Any questions or concerns regarding its contents should be addressed to the Human Resources Department. As a California employer, Parker Hughes Management is committed to complying with all applicable state and federal laws and regulations. We expect all employees to perform their job in accordance with the highest standards of business conduct, ethics, and to comply with all applicable laws and regulations.

Parker Hughes Management is committed to providing an equal employment opportunity (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Parker Hughes Management complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or human resources department. Parker Hughes Management will not allow any form of retaliation against individuals who raise concerns or provide information about discrimination or harassment in the workplace.

In compliance with applicable laws, Parker Hughes Management is committed to providing reasonable accommodations to employees with disabilities. This policy extends to all aspects of employment, including the application process, job performance, and career advancement.

In accordance with California law and company policy, Parker Hughes Management classifies employees based on the nature of their employment relationship and the duties they perform. The classifications are as follows:

Employment classification may impact eligibility for certain benefits, protections, and obligations under California law and company policies. Parker Hughes Management is committed to complying with all applicable laws and regulations regarding employment classification, including those pertaining to overtime, minimum wage, and employee benefits.

This Work Hours and Overtime Policy applies to all employees of Parker Hughes Management who are classified as non-exempt under the Fair Labor Standards Act (FLSA) and California state law. The policy is designed to comply with applicable federal and state laws governing the payment of overtime.

Parker Hughes Management is committed to providing a workplace where pay and promotion decisions are based on merit, qualifications, and performance. We adhere to all applicable federal, state, and local laws regarding pay practices and promotion criteria. It is our policy to ensure that all employees are treated equitably without regard to Protected Characteristics.

Pay increases and promotions within Parker Hughes Management are determined by a variety of factors, including but not limited to, job performance, qualifications, experience, and market competitiveness. Employees are encouraged to speak with their supervisors or the Human Resources department if they have questions about their pay or career advancement opportunities.

Parker Hughes Management LLC utilizes a daily shared tip pool across all locations. This means:

• All tips collected at all Parker Hughes locations each day are combined into a single shared tip pool.

• At the end of each business day, the total pooled tips are distributed among eligible hourly employees who worked that day, in accordance with the company’s distribution practices.

• Managers and Shift Leaders do not participate in the tip pool. They are compensated under separate agreements, which may include salaries, commissions, or bonuses, as determined by the company.

Tip amounts may vary from day to day based on customer activity and total collections. The company does not guarantee any specific tip amounts, as distribution is dependent on daily totals and hours worked.

Parker Hughes Management LLC reserves the right to revise, modify, or discontinue this policy at any time, provided any changes comply with applicable federal, state, and local laws. Employees will be notified in writing if any updates are made to the tip pooling policy.

Parker Hughes Management is committed to fostering a culture of high performance, accountability, and continuous improvement. To support this commitment, the following performance review and management processes are established:

In accordance with California state law and federal regulations, Parker Hughes Management is committed to providing a variety of leave options to its employees, recognizing the importance of balancing work responsibilities with personal obligations. The following leave policies are designed to support our employees in managing health, family, and military commitments:

Parker Hughes Management is committed to providing a safe and healthy work environment for all employees. In compliance with California law and in furtherance of our commitment to fostering a workplace free of hazards, the following health and safety policies are hereby established:

This Confidentiality Agreement ("Agreement") is made between Parker Hughes Management ("Employer") and the Employee ("Employee") and is effective as of the date of the Employee's acceptance of employment with the Employer. The purpose of this Agreement is to protect the confidentiality of information and to prevent its unauthorized disclosure.

This Intellectual Property Rights clause applies to all employees of Parker Hughes Management (the "Employer") located within the jurisdiction of California. The purpose of this clause is to protect the intellectual property rights of the Employer, while also respecting the rights of employees.

This Social Media Policy applies to all employees of Parker Hughes Management (the "Employer") and outlines the standards expected when employees use social media platforms, both personally and professionally. The purpose of this policy is to protect the reputation of the Employer, ensure compliance with applicable laws and regulations, and prevent the unauthorized disclosure of Confidential Information and Intellectual Property.

This Termination of Employment clause applies to all employees of Parker Hughes Management ("Employer") within the jurisdiction of California. Termination of employment with the Employer can occur under several conditions, including but not limited to, resignation, retirement, dismissal for cause, or layoffs due to business needs.

Parker Hughes Management LLC partners with an independent third-party service to provide employees with a safe, confidential, and accessible way to report workplace concerns at any time. Reports may be submitted anonymously, and all matters are investigated impartially. This service supports our dispute resolution process. Employees are encouraged to use this resource to ensure every concern is addressed promptly, fairly, and in accordance with all applicable laws and company policies.

The Parker-Hughes Management Employer Harassment and Discrimination Protection Plan (the “EHP Plan”) provides a safe and secure platform for employees who need to seek assistance with workplace harassment, discrimination and misconduct issues. Instead of reaching out to your human resources department, manager, or your supervisor, and as set forth in this supplement to your employee handbook (the “Supplement”), you can voice your workplace harassment, discrimination and misconduct issues to The Work Shield, LLC (“Work Shield”).

Work Shield administers the EHP Plan, investigates incidents involving harassment and discrimination, and then provides a recommended course of action to Parker-Hughes Management (the “Organization”) about each investigated incident. This way, the Organization does not control the intake, investigation, or reporting of such incidents. As provided to you on Work Shield’s Digital ID Card as well as identified on the Work Shield breakroom posters, you can file an Incident Report Form (“IRF”) online or by proxy on behalf of another employee, at phm.workshieldportal.com, or you may also call the 24/7 toll-free Call Center at 866.946.5558. You may refer online at phm.workshieldportal.com to the EHP Plan for policies that are associated with harassment and discrimination topics.

TO THE EXTENT THE EHP PLAN CONFLICTS WITH YOUR ORGANIZATION’S HARASSMENT, DISCRIMINATION, MISCONDUCT AND/OR ANY TITLE VII POLICIES, THE LANGUAGE AND REPORTING PROCEDURES OF THIS SUPPLEMENT SHALL CONTROL AND SUPERSEDE ANY HANDBOOK PROVISIONS, AND IN THE EVENT THAT AN ORGANIZATION HANDBOOK ADDRESSING HARASSMENT, DISCRIMINATION, MISCONDUCT AND/OR ANY TITLE VII ISSUES DOES NOT EXIST, THIS SUPPLEMENT SHALL ALLOW THE EHP PLAN TO OUTLINE AND CONTROL ANY AND ALL REPORTING PROCEDURES RELATED TO HARASSMENT, DISCRIMINATION AND MISCONDUCT ISSUES.

The EHP Plan cannot anticipate every situation or answer every question about harassment, discrimination or misconduct issues. From time to time, circumstances will undoubtedly require that the policies, practices and benefits described in the EHP Plan be changed. Accordingly, the Organization and Work Shield each reserve their right to modify, supplement or rescind any provision of the EHP Plan as it deems necessary. If any changes to the EHP Plan become necessary, the Organization will endeavor to notify you of such changes by distributing revised pages to you. When new policies are added or existing policies are changed, the most recent policy shall prevail and govern any new action taken. Furthermore, coverage under the EHP Plan continues until 18 months post-termination of employment, as set forth under the EHP Plan.

IMPORTANT: PLEASE NOTE THAT GOING TO YOUR HUMAN RESOURCES DEPARTMENT, MANAGER, OR YOUR SUPERVISOR FAILS TO QUALIFY AS EXHAUSTING YOUR ADMINISTRATIVE REMEDY GIVEN THE ORGANIZATION’S INCORPORATION OF THE EHP PLAN. YOU OR A PROXY ON YOUR BEHALF MUST FILE AN IRF IN ORDER TO HAVE ANY WORKPLACE HARASSMENT, DISCRIMINATION OR MISCONDUCT ISSUE ADDRESSED AND/OR RESOLVED. THIS IS THE ADMINISTRATIVE REMEDY AVAILABLE TO ALL EMPLOYEES. AN IRF MAY BE FILED BY AN EMPLOYEE OR BY PROXY ON AN EMPLOYEE’S BEHALF.

AGAIN, NOT REPORTING YOUR HARASSMENT, DISCRIMINATION OR MISCONDUCT INCIDENT TO WORK SHIELD VIA AN IRF DOES NOT EXHAUST THE ADMINISTRATIVE REMEDY AVAILABLE TO YOU. PLEASE REPORT TO WORK SHIELD ANY ISSUES YOU MAY ENCOUNTER.

Parker Hughes Management LLC partners with Work Shield to provide a robust, independent, and impartial dispute resolution process. This streamlined procedure ensures workplace concerns are addressed professionally, confidentially, and in compliance with all relevant regulations.