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Dear Joel,

I am pleased to offer you the position of Customer Service Associate at Lowe’s #1622, located at: 51 May Boulevard

Danville, KY 40422-8330

This position may be contingent upon all job requirements needed for you to perform your working duties. Your employment is contingent upon the successful completion of Lowe’s background and drug screening process. The terms of this offer which you should carefully read and consider, are as follows: Rate of Pay:

Your rate of pay will be $14.50 per hour to be paid on a biweekly basis. Employment Classification:

Part-time – normally scheduled up to 25 hours per workweek based on your availability and the needs of the business; there is no minimum number of hours guaranteed. Benefits:

You may also be eligible for benefits based upon your employment classification as noted above: Visit: www.mylowesbenefits.com for more information regarding eligible benefits and enrollment periods if applicable.

At-Will Employment:

Employment at Lowe’s Home Centers, LLC (Lowe’s) is at-will, meaning that you can resign at any time for any reason, with or without cause and with or without advanced notice. Likewise, Lowe’s may terminate your employment at any time, with or without cause and with or without advanced notice. Job Description:

I acknowledge that I have read the Job Description and I understand what would be expected of me. The Company reserves the right to change or reassign job duties or to combine positions at any time. I also understand that I am an at- will employee, and the Job Description does not constitute a contract of employment. Agreement to Arbitrate Disputes

In exchange for the mutual promises in this Agreement, Lowe’s offer of employment, and your acceptance of employment by Lowe’s Companies, Inc., Lowe’s Home Centers, LLC (whichever is your employer) and its successors or assigns (hereinafter “Lowe’s”), you and Lowe’s agree that any controversy between you and Lowe’s (including Lowe’s affiliates, agents, employees, and predecessors), arising out of or relating to your employment or the termination of your employment shall be settled by binding arbitration, at the insistence of either you or Lowe’s. THIS AGREEMENT TO ARBITRATE DISPUTES MEANS THAT, EXCEPT AS PROVIDED HEREIN, THERE WILL BE NO COURT OR JURY TRIAL OF DISPUTES BETWEEN YOU AND LOWE’S WHICH ARISE OUT OF OR ARE RELATED TO YOUR EMPLOYMENT OR THE TERMINATION OF YOUR EMPLOYMENT. You and Lowe’s agree, however, that only a court of competent jurisdiction may interpret this Agreement to Arbitrate Disputes and resolve challenges to its validity and enforceability, including but not limited to its applicability to any given dispute and the Class Action Waiver and Individual PAGA Claim Arbitration Requirement discussed below. The arbitrator shall have no jurisdiction or power to make such determinations.

This Agreement to Arbitrate Disputes is intended to be broad and to cover, to the extent otherwise permitted by law, all such disputes between you and Lowe’s including but not limited to those arising out of federal and state statutes and local ordinances, such as: Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1866; the Sarbanes-Oxley Act of 2002; the Equal Pay Act; the Fair Labor Standards Act; the Pregnancy Discrimination Act; the Family Medical Leave Act; the Americans with Disabilities Act; the Fair Credit Reporting Act; and any similar federal, state and local laws. However, this provision is not applicable to (1) claims for workers’ compensation benefits, (2) claims of sexual assault or sexual harassment; (3) your rights under the Employee Retirement Income Security Act

(ERISA); or (4) any claim not arbitrable under applicable law. For the avoidance of doubt, a claim for workers’ compensation retaliation is not a claim for workers’ compensation benefits even where the workers’ compensation retaliation claim is codified under a state’s workers’ compensation law. This Agreement also does not preclude you from filing a claim or charge with a federal, state or local administrative agency, such as the Equal Employment Opportunity Commission, the National Labor Relations Board, or similar state or local agencies. Informal Resolution. You and Lowe’s agree that good-faith informal efforts to resolve disputes often can result in a prompt, low-cost and mutually beneficial outcome. You and Lowe’s therefore agree that, before either you or Lowe’s demands arbitration of claims covered by this Agreement to Arbitrate Disputes, the party demanding arbitration will provide notice of the claims to the other party. Within 30 days, either party may request an informal dispute resolution conference. If no party requests such a conference within 30 days, then the demand for arbitration may be filed. But if a conference is requested by either party, the parties will personally meet and confer, via telephone or videoconference, in a good-faith effort to resolve the dispute before the arbitration demand may be filed. If you are represented by counsel, your counsel may participate in the conference, but you shall also fully participate in the conference. The informal dispute resolution conferences shall be individualized, such that a separate conference must be held each time either party intends to commence individual arbitration; multiple individuals initiating claims cannot participate in the same informal telephonic dispute resolution conference, unless agreed to by the individuals and Lowe’s. The informal dispute resolution conference shall occur within 60 days after a party requests the conference, unless an extension is agreed upon by the parties. To notify Lowe’s that you intend to initiate an informal dispute resolution conference, email ad4rnx@r.postjobfree.com, providing your name, telephone number, Employee ID, and a description of your claim. In the interval between the time of notice and the informal dispute resolution conference, the parties shall be free to attempt to resolve the initiating party’s claims. These informal dispute resolution procedures, if invoked by either party, must be fulfilled before commencing arbitration, and the arbitrator shall dismiss any arbitration filed without fully and completely complying with these procedures. If an arbitration is dismissed because a party failed to comply with these informal dispute resolution procedures, the party that failed to comply with the informal dispute resolution procedures shall be responsible for paying any arbitration filing fees and costs incurred by the other party. The statute of limitations and any filing fee deadlines shall be tolled while the parties engage in the informal dispute resolution process required by this paragraph. INITIATION OF ARBITRATION. If, following the informal resolution process, either party wishes to initiate arbitration, the initiating party must notify the other party in writing within the applicable statute of limitations period. This demand for arbitration must include (1) the name and address of the party seeking arbitration, (2) a statement of the legal and factual basis of the claim, (3) a description of the remedy sought, (4) the amount in controversy, and (5) the original personal signature of the party seeking arbitration. Any demand for arbitration by you must be delivered to the to Lowe’s Legal Department, 1000 Lowe’s Blvd, Mail Code LGL, Mooresville, NC 28117, ad4rnx@r.postjobfree.com. The arbitration shall be conducted by a single arbitrator under the current applicable rules, procedures and protocols of NAM (National Arbitration and Mediation) as may be amended from time to time. The most current version of the NAM rules are available at: https://www.namadr.com/resources/rules-fees-forms/. Lowe’s also can provide you with hard copies of the NAM rules upon request. Notwithstanding these rules, all parties to the arbitration shall have the right to file a dispositive motion, and shall not be required to seek permission from the arbitrator to do so. Should NAM decline to administer the arbitration for any reason, the parties will select an arbitrator using the procedures employed by NAM, who will employ the NAM Rules. In this event, the list of potential arbitrators for selection must include only individuals who are attorneys with at least 10 years of experience in employment law. The parties will select a mutually agreeable arbitration location. If you initiate arbitration, you will be responsible for paying a filing fee equal to the fee you would have to have paid if you filed a complaint in federal court. The arbitrator will have the authority to waive this filing fee if you can prove financial hardship. Lowe’s will bear the remainder of the arbitration filing fees and the fees and expenses of the arbitrator. As permitted by law, either party may seek an award of costs, fees, and other remedies for frivolous or harassing claims or defenses.

CLASS ACTION WAIVER. To the extent permissible by law, there shall be no right or authority for any dispute to be litigated or arbitrated as a class action, consolidated action, representative action, non-individual action, or collective action (“Class Action Waiver”). This Class Action Waiver applies to all claims brought under any applicable law, except California’s Private Attorneys General Act of 2004, Cal. Lab. Code § 2698, et seq. (“PAGA”), which is covered by the Individual PAGA Claim Arbitration Requirement below. THIS MEANS THAT ALL DISPUTES BETWEEN YOU AND LOWE’S ARISING OUT OF YOUR EMPLOYMENT OR THE TERMINATION OF YOUR EMPLOYMENT SHALL PROCEED IN ARBITRATION SOLELY ON AN INDIVIDUAL BASIS, AND THAT THE ARBITRATOR’S AUTHORITY TO RESOLVE ANY DISPUTE AND TO MAKE WRITTEN AWARDS WILL BE LIMITED TO YOUR INDIVIDUAL CLAIMS. INDIVIDUAL PAGA CLAIM ARBITRATION REQUIREMENT. To the extent permissible by law, claims brought under PAGA must be resolved on an individual basis in arbitration under this Agreement, and you may not seek in arbitration recovery of penalties or any other award under PAGA on a non-individual basis or based on harms allegedly suffered by other employees (“Individual PAGA Claim Arbitration Requirement”). THIS MEANS THAT THE ARBITRATOR’S AUTHORITY TO RESOLVE ANY DISPUTE AND TO MAKE WRITTEN AWARDS WILL BE LIMITED TO YOUR INDIVIDUAL CLAIMS UNDER PAGA. TO THE EXTENT THE LAW PERMITS YOU TO PURSUE NON-INDIVIDUAL CLAIMS UNDER PAGA, ANY NON-INDIVIDUAL CLAIMS WILL BE LITIGATED IN A COURT OF COMPETENT JURISDICTION.

Nothing in this Agreement shall be construed to prohibit settlements on a class-wide, collective, and/or representative basis.

To the maximum extent permitted by applicable law, should the parties have both arbitrable and non-arbitrable claims, the arbitrable claims shall proceed first in arbitration and the non-arbitrable claims shall be stayed, and any applicable statutes of limitations tolled, pending completion of the arbitration. You agree that in any action that includes a sexual harassment or sexual assault claim, you will not pursue any other claims in that same action; instead, you will bring all other claims in a different action. This Agreement shall be governed by the Federal Arbitration Act (“FAA”). If for any reason the FAA does not apply, the state law governing arbitration agreements in the state where you last worked as a Lowe’s employee shall apply. If any provision, portion, or application of the Class Action Waiver or Individual PAGA Claim Arbitration Requirement is found to be unenforceable or unlawful for any reason, (1) the unenforceable provision, portion, or application shall be severed from this agreement; (2) severance of the unenforceable provision, portion, or application shall have no impact on the Agreement to Arbitrate Disputes (including the provision, portion, or application of the Class Action Waiver or Individual PAGA Claim Arbitration Requirement that remains valid) or the parties’ attempt to arbitrate any remaining claims on an individual basis under the Agreement to Arbitrate Disputes (including the provision, portion, or application of the Class Action Waiver or Individual PAGA Claim Arbitration Requirement that remains valid); and

(3) the class, collective, consolidated, or non-individual action (including, but not limited to, any non-individual PAGA action) brought on behalf of other individuals must be litigated in a civil court of competent jurisdiction and not in arbitration (but stayed pending the completion of arbitration of any arbitrable disputes). You and Lowe’s agree that this Agreement to Arbitrate Disputes shall apply to all positions you may hold as an employee of Lowe’s.

To the extent you and Lowe’s previously agreed to arbitrate disputes arising out of or related to your employment or termination of your employment, this Agreement modifies and supplements that agreement. If any term or provision in this Agreement conflicts with any such prior agreement to arbitrate disputes, the terms of this Agreement shall control. If any term or provision in this Agreement is found to be unenforceable for any reason, then the remainder of this Agreement shall be binding and enforceable, as noted above. However, if this entire Agreement is found to be unenforceable, then the previous agreement to arbitrate disputes shall control. You acknowledge that you have read and understood the terms of this Agreement to Arbitrate Disputes. You also acknowledge that your electronic acceptance/e-signature indicates that you reviewed and accepted this Agreement to Arbitrate Disputes on the date and time indicated. Your electronic acceptance/e-signature shall have the same force and effect as a handwritten signature, and you understand that there is no need for a handwritten signature on this Agreement to Arbitrate Disputes in order for the Agreement to be effective. Complete Offer:

You acknowledge that this employment offer letter represents the entire agreement between you and Lowe’s and that no verbal or written agreements, promises or representations that are not specifically stated in this employment offer letter, are or will be binding upon Lowe’s. The terms of this offer are contingent upon the execution of the “Agreement to Arbitrate Disputes.”

If you wish to accept these terms of employment, please add your electronic signature in the space provided. I accept Lowe’s offer with the terms and conditions of employment as described herein. Signature: {{Sig_es_:signer1:signature}}

Printed Name: Joel Vaughn

Date: February 19, 2024

Joel Vaughn (Feb 19, 2024 08:36 EST)