Team Member Members

Employee Handbook

Revised November ****

WELCOME TO UPSHIFT!

Congratulations on passing your onboarding session! You are now a valued member of Upshift. Upshift is a Company that has been built with a focus on integrity, teamwork, passion, communication, impact, and respect. We expect every team member of Upshift to uphold these values and provide them to our partners, other team members, and clients on a daily basis. We recognize that, as an “Upshifter”, you see the nitty and gritty details of our operations. This makes you an extremely valuable resource for ideas to improve the way we operate and making our workplace more attractive. Upshift’s management team is committed to open communication within the organization. We always welcome any feedback or ideas you may have as well as assist with any issues you may encounter. You aren’t here by accident. Upshift carefully screens those who apply to our Company, and we hire only a small percentage that represent the best and brightest. We believe our success is based on having the best people, teamwork, and technology that works to bring us together. As an Upshifter, you are the face of our Company while working for businesses that use our platform. We realize that your hard work is what makes us look good and when you succeed, we succeed. Thank you for being an Upshifter; We’re happy to call you one of our own. The purpose of this handbook is to communicate the expectations that are held for all Upshifters. With that being said, we are in an ever-changing business world, it cannot anticipate every circumstance, question, or policy. This document should be considered a living document and, as times change, the need may arise to make changes or add to the policies described in this handbook. Upshift reserves the right to revise, supplement, deviate from or rescind any policy or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Rest assured; we will make an effort to notify employees of any changes that occur. As a condition of employment, you will be required to sign your agreement to adhere to all Company policies. Upon creation of your Upshift account, you will receive a link to the location where our most up-to-date policy manual is housed. After any changes in policy occur and are reflected in this document, your continued employment will serve as acknowledgement and agreement to those policy updates.

Once again, congratulations on joining Upshift!

Sincerely,

The Upshift Team

Revised November 2023

TABLE OF CONTENTS

TABLE OF CONTENTS 3

EMPLOYMENT POLICIES 7

EQUAL EMPLOYMENT OPPORTUNITY 7 REASONABLE ACCOMMODATIONS 7 HARASSMENT AND DISCRIMINATION 8 HARASSMENT DEFINED 9 SEXUAL HARASSMENT 9 REPORTING & INVESTIGATION PROCEDURE 10 RETALIATION PROHIBITED 11 DRUG-FREE AND ALCOHOL-FREE WORKPLACE 11 WORKPLACE VIOLENCE 12 AT-WILL EMPLOYMENT 13 EMPLOYMENT CATEGORY 13 EMPLOYMENT CLASSIFICATIONS 14 EXEMPT 14 NON-EXEMPT 14 RESIGNATIONS 14 TERMINATIONS 14 RELIGIOUS ACCOMODATIONS 15 LACTATION ACCOMODATIONS 15 FAMILY MEDICAL LEAVE ACT 15 MILITARY FAMILY LEAVE ENTITLEMENT 17 BACKGROUND CHECKS 17 SELF-DISCLOSURE OF CONVICTIONS 18 EMPLOYMENT VERIFICATION 18 IMMIGRATION COMPLIANCE 19 SOLOCITATION AND DISTRIBUTION 19 NO EXPECTATION OF PRIVACY 19 USE OF COMMUNICATIONS AND COMPUTER SYSTEMS 20 DISPUTE RESOLUTION & MUTUAL ARBITRATION AGREEMENT 21 Revised November 2023

UPSHIFT POLICIES 24

EMPLOYMENT AT UPSHIFT 24 PERSONNEL RECORDS 24 ACCESS TO PERSONNEL FILES 24 EMPLOYEE PRIVACY POLICY 24 PERSONAL PROPERTY 25 ISSUED MATERIALS AND EQUIPMENT 25 ATTENDANCE & PUNCTUALITY 25 INCLEMENT CONDITIONS 26 COMMUNICABLE DISEASE POLICY 26 BREAK PERIODS 27 DRESS CODE 27 TOBACCO USE 28 PAYROLL 28 PAY PERIODS 28 OVERTIME & HOLIDAY PAY 28 PAY OPTIONS 28 DEDUCTIONS 29 GRATUITY 29 CONTACTING UPSHIFT 29 SHIFT BASICS 30 SEARCHING AND APPLYING 30 CONFIRMING YOUR SHIFTS 30 WORK/ACTIVITY REQUIREMENTS 31 AVAILABILITY FOR FUTURE WORK 31 RECORDING YOUR HOURS 31 SHIFT CANCELLATION 32 DISCIPLINARY POLICY 32 STRIKE POLICIES 33 STRIKE APPEAL 35 RELIABILITY RATING 35 SOCIAL MEDIA AND INTERNET POLICY 35 STATE & LOCAL POLICIES 37

Revised November 2023

ARIZONA 37 NOTIFICATION OF CONSTRUCTIVE DISCHARGE 37 EARNED PAID SICK TIME 37 KENTUCKY 40 PREGNANCY ACCOMMODATION 40 ADOPTION LEAVE 41 MINNESOTA 41 RIGHT TO REVIEW PERSONNEL RECORDS 41 WAGE DISCLOSURE PROTECTIONS 42 NURSING MOTHERS, LACTATING EMPLOYEES, AND PREGNANCY ACCOMMODATIONS 43 FAMILY AND MEDICAL LEAVE FOR EMPLOYERS COVERED BY THE FMLA 43 DULUTH EARNED SICK AND SAFE TIME 52 MINNEAPOLIS SICK AND SAFE TIME 54 ST. PAUL EARNED SICK AND SAFE TIME 56 BLOOMINGTON SICK AND SAFE TIME 59 NURSING MOTHERS, LACTATING EMPLOYEES, AND PREGNANCY ACCOMMODATIONS 62 BONE MARROW DONATION LEAVE 63 ORGAN DONATION LEAVE 63 SCHOOL CONFERENCE AND ACTIVITIES LEAVE 64 MICHIGAN 64 SOCIAL SECURITY NUMBER PRIVACY ACT 64 PAID MEDICAL LEAVE 65 NEVADA 67 PREGNANCY ACCOMMODATIONS 67 PAID LEAVE 68 PENNSYLVANIA 69 PHILADELPHIA NOTICE REGARDING UNPAID WAGES 69 ALLEGHENY COUNTY PAID SICK TIME 70 PHILADELPHIA PAID SICK TIME 72 PITTSBURGH PAID SICK TIME 74 PHILADELPHIA DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING LEAVE 77 PITTSBURGH PREGNANCY ACCOMMODATION 78 Revised November 2023

SOUTH CAROLINA 80 PREGNANCY ACCOMMODATIONS 80 LACTATION ACCOMMODATION 81 SAFETY 82

COMMITMENT TO SAFETY 82 SAFETY COMMUNICATION 82 SAFETY TRAINING 82 REPORTING AN INJURY 82 LIGHT OR MODIFIED DUTY POLICY 83 WORKERS COMPENSATION 83 DISASTER PLAN AWARENESS 84 EARTHQUAKE SAFETY 84 FIRE SAFETY 84 FIRST AID AND URGENT CARE 85 RESCUE BREATHING 86 CHOKING 87 ELECTRIC SHOCK 88 BLEEDING 88 BROKEN BONES 89 GENERAL SAFETY RULES AND WORK PRACTICES 90 SAFE WORK PRACTICES FOR THE OFFICE 91 COMPUTER HEALTH AND SAFETY TIPS 91 SAFE WORK PRACTICES FOR THE WAREHOUSE 92 LIFTING 92 CONVEYORS 92 HAND TRUCKS 92 LADDERS 92 TOOLS 93 UPSHIFT EMPLOYEE HANDBOOK ACKNOWLEDGEMENT 94

Revised November 2023

EMPLOYMENT POLICIES

EQUAL EMPLOYMENT OPPORTUNITY

It is Upshift’s (here within, the Company’s) policy and practice to provide and promote equal employment opportunities for all applicants and employees. It is the responsibility of all employees to ensure that the concepts of equal employment opportunity and non-discrimination are understood, abided by, and carried out by everyone. Upshift hires, trains, promotes, compensates, and administers all employment practices without regard to race, color, religion, gender identification, creed, sex, national origin, age, mental or physical disability, pregnancy (or related condition), citizenship status, genetic information, ancestry, sexual orientation, veteran status, military status, marital status, order of protection status, or any other protected category as defined by applicable law. Harassment and/or discrimination of employees, because they are members of any of these protected groups, is prohibited and will not be tolerated. Upshift will investigate and act appropriately in response to any such incidents which are reported in as confidential a manner as possible. Every good faith effort will be taken by Upshift to fulfill the objectives of this policy. See the Harassment and Discrimination policy for details regarding reporting incidents and/or concerns. REASONABLE ACCOMMODATIONS

Upshift is committed to complying with applicable federal, state, and local laws governing reasonable accommodations of individuals, including, but not limited to, the Americans with Disabilities Act (ADA). To that end, we will endeavor to make a reasonable accommodation to applicants and employees who have requested an accommodation or for whom Upshift has notice may require such an accommodation, without regard to any protected classifications, related to an individual's:

● Disability, meaning any physical, medical, mental, or psychological impairment, or a history or record of such impairment;

● Sincerely held religious beliefs and practices;

● Needs as a victim of domestic violence, sex offenses, or stalking;

● Needs related to pregnancy, childbirth, or related medical conditions; and/or

● Any other reason required by applicable law, unless the accommodation would impose an undue hardship on the operation of our business. Any individual who would like to request an accommodation based on any of the reasons set forth above should contact the Upshift Support Team via the Help Center. Accommodation requests can be made in writing using a form which can be obtained from the Upshift Support Team via the Help Center. If an individual who has requested an accommodation has not received an initial response within five (5) business days, the employee should contact the Upshift Support Team via the Help Center.

Revised November 2023

After receiving a request for an accommodation or learning indirectly that an Upshifter may require such an accommodation, Upshift will engage in an interactive dialogue with the Upshifter.

Even if an Upshifter has not formally requested an accommodation, Upshift may initiate an interactive dialogue under certain circumstances, such as when Upshift has knowledge that Upshifter’s performance at work has been negatively affected and a reasonable basis to believe that the issue is related to any of the protected classifications set forth above, in compliance with applicable law. In the event Upshift initiates an interactive dialogue with an employee, it should not be construed as Upshift belief an individual requires an accommodation, but will serve as an invitation for the employee to share with Upshift any information the employee desires to share, or to request an accommodation.

The interactive dialogue may take place in person, by telephone, or by electronic means. As part of the interactive dialogue, Upshift will communicate openly and in good faith with the employee in a timely manner in order to determine whether and how Upshift may be able to provide a reasonable accommodation. To the extent necessary and appropriate based on the request, Upshift will attempt to explore the existence and feasibility of alternative accommodations as well as alternative positions for the employee. Upshift is not required to provide the specific accommodation sought by the employee, provided the alternatives are reasonable and either meet the specific needs of the employee or specifically address the employee's limitations.

As part of the interactive dialogue, Upshift reserves the right to request supporting documentation, to the maximum extent permitted by applicable law. Upshift will endeavor to keep confidential all communications regarding requests for reasonable accommodations and all circumstances surrounding the employee's underlying reason for needing an accommodation.

Upshift will not allow any form of retaliation against employees who have requested an accommodation, for whom Upshift has notice may require such an accommodation, or who otherwise engage in the interactive dialogue process. Employees with questions regarding this policy should contact the Upshift Support Team via the Help Center.

HARASSMENT AND DISCRIMINATION

Upshift insists that all employees be treated with dignity, respect, and courtesy. We believe it is your right to work in an environment that is free from harassment, hostility, and intimidation. Upshift will not tolerate harassment by anyone, including any supervisor, co-worker, vendor, client, partner, contractor, customer, or other regular visitor of Upshift. Harassment and/or Revised November 2023

discrimination of employees, because they are members of any of these protected groups, is prohibited and will not be tolerated. Any violation of this policy may be considered grounds for disciplinary action, up to and including termination. In addition to being a violation of this policy, harassment or retaliation based on any protected characteristic as defined by applicable federal, state, or local laws also is unlawful. For example, sexual harassment and retaliation against an individual because the individual filed a complaint of sexual harassment or because an individual aided, assisted or testified in an investigation or proceeding involving a complaint of sexual harassment as defined by applicable federal, state, or local laws are unlawful.

HARASSMENT DEFINED

Harassment generally is defined in this policy as unwelcome verbal, visual or physical conduct that denigrates or shows hostility or aversion towards an individual because of any actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Harassment can be verbal (including slurs, jokes, insults, epithets, gestures, or teasing), visual

(including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation of applicable federal, state, or local laws. Because it is difficult to define unlawful harassment, employees are expected to always behave in a manner consistent with the intended purpose of this policy.

SEXUAL HARASSMENT

Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws. Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal, visual or physical conduct of a sexual nature when:

● submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual's employment; or

● submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or

● the conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Examples of conduct that violate this policy include: Revised November 2023

● unwelcome flirtations, leering, whistling, touching, pinching, assault, blocking normal movement;

● requests for sexual favors or demands for sexual favors in exchange for favorable treatment;

● obscene or vulgar gestures, posters or comments;

● sexual jokes or comments about a person’s body, sexual prowess or sexual deficiencies;

● propositions or suggestive or insulting comments of a sexual nature;

● derogatory cartoons, posters and drawings;

● sexually-explicit e-mails, text messages or voicemails;

● uninvited touching of a sexual nature;

● unwelcome sexually-related comments;

● conversation about one’s own or someone else’s sex life;

● conduct or comments consistently targeted at only one gender, even if the content is not sexual; and

● teasing or other conduct directed toward a person because of the person’s gender. REPORTING & INVESTIGATION PROCEDURE

All Upshift employees are responsible for helping assure that we avoid harassment. Any individual who believes that he or she has been subjected to harassment or discrimination, as prohibited by this policy, or who has witnessed harassment or discrimination, should submit a complaint to Upshift Support Team via the Help Center. In addition, Upshift encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it immediately be discontinued. Often this action alone will resolve the problem. We recognize, however, that an individual may prefer to pursue the matter through complaint procedures and are committed to supporting prompt resolution.

● Any employee wishing to submit a complaint (i.e. the “complainant”) should submit a written statement to the Upshift Support Team via the Help Center, or alternatively, the CEO, or their designee, in the event that the Upshift Support Team via the Help Center is the alleged harasser/discriminator. The written statement should state the specific facts and/or perceived wrongful act (e.g. location, names, dates, times) to be investigated. All such written statements should be submitted within thirty (30) days after the incident or act which gives rise to the complaint unless the time for submission is extended by the Upshift Support Team via the Help Center, or designee because the complainant has shown good cause for such an extension.

● Upshift Support Team via the Help Center, the CEO, or their designee, shall promptly investigate the complaint. Confidentiality will be maintained during the investigatory process to the extent practical and appropriate under the circumstances. All reasonable efforts, including but not limited to convening a conference with the complainant and/or Revised November 2023

the accused harasser/discriminator, to discuss the complaint and the results of the investigation, will be taken to resolve the matter.

● If the complainant or the accused is not satisfied with the disposition of the investigation, he/she may submit in writing an appeal to the CEO or their designee who will review the investigation report and make a final decision. At the CEO’s option, their designee may conduct further investigation if necessary.

● Reporting harassment, discrimination, retaliation, or participating in an investigation will not reflect adversely upon an individual’s status or affect future employment. Any employee who retaliates against another for exercising their rights under this policy shall be subject to discipline up to and including termination.

● The right to confidentiality, both of the complainant and of the accused, will be respected consistent with Upshift’s legal obligations and with the necessity to investigate allegations of misconduct and to take corrective action when this conduct has occurred.

● If an investigation results in a finding that the complainant falsely accused another of harassment, discrimination, or retaliation knowingly or in a malicious manner, the complainant will be subject to appropriate discipline, up to and including termination.

● A substantiated charge against an employee will subject the employee to disciplinary action, up to and including termination.

● Additionally, Upshift managers who are shown to have had knowledge that such harassment occurred in their immediate departments or work groups and took inadequate or no action to eliminate it are similarly subject to disciplinary action, up to and including termination.

The filing of a complaint under the procedures described herein shall not limit, extend, replace, or delay the right of any person to file a similar complaint or charge with any appropriate local, state, or federal agency or court.

RETALIATION PROHIBITED

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action, up to and including termination. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

DRUG-FREE AND ALCOHOL-FREE WORKPLACE

Alcohol and drug abuse is a serious problem in our society, causing personal grief for afflicted individuals and significant costs to businesses. Unfortunately, when abuse of such substances affects job performance, Upshift is also negatively impacted. Our goal is to maintain a drug-free workplace in an effort to prevent accidents, injuries, and other problems stemming from abuse of drugs, alcohol, or other controlled substances. The unlawful or unauthorized use, abuse, solicitation, theft, possession, manufacture, consumption, transfer, purchase, sale or distribution of controlled substances (including medical Revised November 2023

marijuana), drug paraphernalia or alcohol by an individual anywhere on Company premises, while on Company business (whether or not on Company premises) or while representing the Company, is strictly prohibited. Employees and other individuals who work for the Company also are prohibited from reporting to work or working while they are using or under the influence of alcohol or any controlled substances, which may impact the employee's ability to perform their job or otherwise pose safety concerns, except when the use is pursuant to a licensed medical practitioner's instructions and the licensed medical practitioner authorized the employee or individual to report to work. However, this exception does not extend any right to report to work under the influence of medical marijuana or to use medical marijuana as a defense to a positive drug test, to the extent the employee is subject to any drug testing requirement, except as permitted by and in accordance with applicable law. In the event an employee receives a positive result on a drug test given or mandated by Upshift, the employee may be subject to disciplinary action, up to and including termination. Other violations of this policy may also result in disciplinary action, up to and including termination.

WORKPLACE VIOLENCE

Upshift is committed to providing a safe, respectful work environment for all our employees, partners, and clients. Violent actions, threats of violence, or other forms of intimidation spoken or taken by an Upshift employee towards another Upshifter or anyone partnered with or served by Upshift will not be tolerated. Violation of this policy may result in immediate termination of employment.

In keeping with the spirit and intent of this policy, Upshift is committed to:

● Investigate and take prompt action, up to and including immediate termination, against any employee who violates the principles above.

● Take appropriate action when dealing with clients, former employees, or visitors to Upshift facilities who engage in such behavior. Such action may include notifying the police, or other law enforcement personnel, and prosecuting violators of this policy to the maximum extent of the law.

All employees are responsible for maintaining a work environment that is free from threatening behavior and violence. Accordingly, each employee has a duty to report any threat, instance of harassment or offensive conduct, or violent act observed or experienced at work. In addition, any employee who has reason to believe that a violent act may be committed on the worksite, or against an individual related to the business in any way, must promptly report that belief or suspicion to the employee’s designated representative or Upshift Support Team via the Help Center. No employee who in no way participated in or instigated such reported activity, and who in good faith either makes a report or participates in an investigation under this policy will experience retaliation of any kind.

Revised November 2023

Any employee who displays a tendency to engage in violent, abusive, or threatening behavior, or who otherwise engages in behavior that Upshift, in its sole discretion, deems offensive or inappropriate, will be subject to disciplinary action, up to and including termination. Any employee who applies for or obtains a protective or restraining order against an individual associated with Upshift or which lists Upshift premises, premises belonging to any of our clients or partners, or premises upon which any of our clients or partners operate as being protected areas should inform the Upshift Support Team via the Help Center immediately. Upshift may require the employee to furnish a copy of the order. In an effort to maintain a safe work environment, Upshift reserves the right to take action relating to any relevant details arising from the production of such an order.

AT-WILL EMPLOYMENT

Your employment relationship with Upshift is that of "employment-at-will." This means that you may resign from employment at any time; and that Upshift also reserves the right to terminate the employment relationship at any time, with or without notice, for cause or without cause. No representative of Upshift, other than the CEO, has the authority to enter into any agreement for a specified period of time, or to make any agreement contrary to the preceding statement regarding at-will employment. Any such agreement must be by individual agreement, in writing, and signed by you and the CEO. No one has the authority to make any verbal statements of any kind, or at any time, which are legally binding on Upshift. EMPLOYMENT CATEGORY

Upshifters are designated as part-time, seasonal employees. A part-time employee is one who is hired to work for an undefined period with a work schedule that may range from zero (0) to thirty-nine (39) hours per week. Benefits: All Upshifters are eligible to enroll in certain benefits following their first paycheck from Upshift. You will receive an email and a text message after your first payday with enrollment instructions. If you take no action to waive or enroll you will be enrolled automatically in the Base Medical Plan. Refer to the Summary Plan Description for detailed information.

EMPLOYMENT CLASSIFICATIONS

EXEMPT

This is a classification that has been established by the Fair Labor Standards Act, for purposes of regulating overtime compensation. Exempt employees are employees that are not eligible for overtime compensation, in accordance with applicable federal and state wage and hour laws. Revised November 2023

Positions that are generally exempt are executive, administrative, supervisory, or professional in nature.

NON-EXEMPT

This is a classification that has been established by the Fair Labor Standards Act, for the purpose of regulating overtime compensation. Non-exempt employees are entitled to overtime compensation, in accordance with applicable federal and state wage and hour laws. Your employment classification may be amended at a later date, in which case you will be notified of any changes. The above definitions are not to be construed as a guarantee of work hours. RESIGNATIONS

If you would like to terminate your employment with Upshift, please communicate this via the Help Center or an email to the Support Team. We will deactivate your Upshift mobile account by the end of the following pay period and the date we receive your email will be reflected as your resignation effective date. Resigned Upshifters may be eligible for rehire, but will be subject to the current rehire practices and process.

TERMINATIONS

There may be times when we deem it necessary to close or terminate your account for excessive inactivity or other reasons and you may or may not be notified regarding this change. In this instance, you may be considered eligible for rehire but will be subject to current rehire practices and processes. Upshifters who have been terminated for cause are not eligible for future employment with our Company, its parent, or any subsidiaries. All separating employees are required to return any property belonging to Upshift, its clients, partners, or subsidiaries to their local Upshift office by Wednesday at 12 pm (Noon) before their final paycheck is issued. Failure to do so will result in the fair market value of those items being deducted from your final paycheck. Any confidentiality requirements or agreements you entered into as part of your employment with Upshift will continue to be valid and enforced after any separations of the employment relationship in accordance with the agreement and policy. RELIGIOUS ACCOMODATIONS

Upshift is committed to providing equal employment opportunities to all individuals, regardless of their religious beliefs and practices or lack thereof. When the required attire for a shift conflicts with an employee’s religious beliefs or practices, the Upshifter should proactively contact their Upshift Support Team via the Help Center to see if an accommodation can be made. Because religious beliefs and practices vary, as do job responsibilities and uniform requirements, exceptions may not always be possible where safety issues or undue hardship may occur. Upshift Support Team via the Help Center. will work with you and the client on a case-by-case basis to determine what accommodations are available. Revised November 2023

LACTATION ACCOMODATIONS

Upshift respects the needs of nursing mothers who choose to express breast milk during work time. Except in locations where state regulations supersede federal law, Upshift is committed to working with clients to allow reasonable time to express milk as well as a private room (not a restroom) or other private space in proximity to the work area for up to one year following the child’s birth. The Upshifter must provide sufficient advance notice to Upshift via the Help Center of her intent to avail herself of this policy in order to ensure necessary arrangements can be made. Where provided, normally scheduled break or meal periods should be utilized to express milk. However, where additional time is required or a standard break is not provided, the Upshifter should work with the Support Team to arrange additional unpaid break time, make-up time, or other reasonable accommodations.

FAMILY MEDICAL LEAVE ACT:

Upshift meets all regulatory requirements for the Family Medical Leave Act of 1993 (“The FMLA”) and time off is granted under the guidelines of the FMLA. Upshifter employees requesting time off under the FMLA must make their request in writing as far in advance as possible to allow Upshift sufficient time to process the request. It is the purpose of this section to comply with the FMLA For more information concerning the FMLA, or if you have any questions, please contact us through the Help Center.

Eligible employees may take

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