Retail Services United States

Associate

Field Guide

September ****

Dear Associate,

Whether you are new to the team or you have been with the company for years, I’d like to start off by thanking you for being part of the SAS Retail Services (‘SAS”) organization. You are part of a global family made up of experienced and customer-focused teams; committed to providing best-in-class retail merchandising solutions, with real-time industry-leading technologies.

The people who power SAS strive every single day to translate the vision of our retail partners into a successful reality. To do this well, it is always our goal to make our Associates our priority.

Founded in 1991, SAS developed merchandising service programs for some of the largest retailers and consumer brands in the United States and around the world. At SAS, we know more than anyone that our Associates in the field are the true backbone of our company. After all, you are our representative out there on the store floor or at our customer’s headquarter office, working directly with our client teams, perfecting every shelf, sign and service, often making the impossible possible. It is because of you that we are the unquestioned industry leader in the space we operate in and that is why we are here to support you in every way we can.

One way we would like to show our support is through this important document: the SAS Retail Services Associate Field Guide. We have developed this Field Guide to provide you with visibility into some of the specific policies created to make everyday a great one.

This Field Guide offers a general overview of your employment with SAS, as well as our expectations of you that may not be covered to the same degree in the Advantage Solutions Associate Handbook. This Field Guide is also a tool to help you succeed during your time with the company. It is recommended that you become familiar with both the Associate Handbook, as well as the Field Guide. Though we cannot cover every situation that may come up during your employment with us, we have made sure that you always have someone to contact should you have any questions.

Thank you again for choosing to be part of the SAS team. We are happy to have you here.

Best,

Kyle Patterson President, SAS Retail Services

About the Field Guide: This Field Guide is intended to help you become better acquainted with SAS Retail Services. It outlines some of the policies and practices applicable to you.

Before we get started, there are a few things you should know about this Field Guide:

At-Will Employment: This Field Guide is not an employment contract and does not alter your at-will employment status (see the very next section for the definition of “at-will” employment).

Applicability: This Field Guide applies to all Team Leads, Remodel Crew Leads, Lead Merchandisers and Merchandisers.

Updates: Our business needs and the law constantly change. As such, we have the right to update this Field Guide as we see fit and at any time and without advance notice.

Previous SAS Policy: This Field Guide replaces all previous policies and other materials that have been issued on the subjects we cover below. This Field Guide contains our latest and greatest thoughts on these matters.

Supplement to Associate Handbook: This Field Guide is to be used as a supplement to the Associate Handbook. Both can be accessed at sasretail.xyz/SASconnects. Some of the material covered might be covered in more detail in other official SAS documents which can also be accessed at sasretail.xyz/SASconnects. You should refer to these documents for more specific information.

General Guidelines: This Field Guide contains only general guidelines. It would be impossible for us to cover every possible scenario or issue concerning your employment. For this reason, we will always make ourselves available to answer any question you may have about any of the below policies.

At-Will Employment Policy & Separation from Employment: Your employment with SAS is and always will be “at- will”. This is legal jargon for the following: You can end your employment with SAS at any time and without reason or notice. Likewise, SAS may also end your employment at any time without reason or notice.

While we are confident that you will have a rewarding experience during your employment with SAS, if you do decide to leave us, we hope you can give advance notice so that we have time to ensure coverage for upcoming projects and assignments. We also require a written and signed resignation letter. Whether you leave us on a voluntary or involuntary basis, you are expected to return all company-furnished property and equipment-such as tablets, credit cards, office equipment, tools, name tags, uniforms, SAS documents, etc. on or before your last day of work.

Open Door Policy: In this Field Guide, we make several assurances about your employment with SAS, including our promise to maintain a work environment free of discrimination, harassment and bullying. As with all your concerns, we want to know if you think we are not being true to our word. We cannot stress enough the importance of contacting us right away to discuss any issues about your working conditions, our policies and procedures, ethical concerns, disciplinary actions, your pay or any (yes, any) other items related to your employment.

We also want to make something clear – You are employed by SAS. You are not employed by any of our retail partners. As such, any issues you might experience in the workplace can only be resolved by SAS and we request that you bring any of your concerns to our attention only (including any concerns about our retail partners).

How can we help? The quickest way to resolve any work-related issue is to speak directly with your manager (or lead in charge). If you are uncomfortable discussing a particular topic with these individuals or they cannot assist you, you are welcomed to contact anyone in your management chain.

You can also access online tools at sasretail.xyz/SASconnects On this website, you will find useful information on everything from the Associate Handbook to payroll procedures to MyOracle and our other company policies. If you cannot find what you are looking for on the website, we have also assembled a team of knowledgeable HR Advisors who can provide guidance on any number of HR issues. If one of our HR Advisors is unable to resolve your problem, they will immediately route you to the appropriate individual who can provide assistance.

To contact the Associate Service Center, submit a ticket online at https://helpdesk.asmnet.com or call 888-***-****. The contact information can also be found on the last page of this Field Guide.

Lastly, throughout this Field Guide, we refer to various departments that operate out of our corporate offices in Orange, California. You can reach any of these departments by dialing our main office line at 888-***-****.

Conduct & Performance Expectations Policy: Here is the deal - SAS is a service company and our success depends on establishing positive impressions for our retail partners and their customers. You are on the front lines of our company and play a pivotal role in helping us achieve our goals. Since our business hinges on your job performance, we expect you to be committed to conducting yourselves professionally in line with SAS standards and making the greatest positive impact on our retail partners. You must also help your co-workers to achieve success and refrain from interfering with their work performance. While we encourage you to share your ideas for improving your job and SAS as a whole, you must still follow your manager’s reasonable directions at all times. Finally, everyone (and we mean everyone) must be treated with the highest level of respect. This includes our retail partners, employees, customers and your co-workers.

Simply put, we do not tolerate certain behaviors and conduct in the workplace or while traveling for work, whether or not they are specifically directed at a SAS employee, a retail partner’s employee or customer or anyone that SAS does business with. This includes the following:

Using foul, inappropriate, abusive or vulgar language

Interfering with a co-worker’s work, including engaging in any type of personal conversation with a co-worker when you’re not working, and they are working

Falsification or altering of SAS documents or records

Bringing any type of weapon or other dangerous device or substance onto SAS or a retail partner’s property (unless expressly permitted by law)

Refusing to follow a reasonable directive from any of your managers or supervisors

Acting in a disrespectful manner toward another SAS Associate or retail partner employee or customer

Recording conversations or taking videos or photos in the workplace or recording work-related conversations outside of the workplace without consent (unless expressly permitted by law)

Any form of theft

When staying in overnight lodging provided by SAS, acting in a disrespectful manner toward lodging staff, violating any lodging policies or reckless damage to lodging rooms or amenities

Destroying, damaging, misusing, or using without prior authorization any property that doesn’t belong to you

Any form of dishonesty or failing to be forthright with us or any of our retail partners

Fighting or making any type of physical threat

Disclosing confidential or proprietary SAS business information not available to the general public (this does not include discussions about terms and conditions of employment)

Duplicating or distributing work schedules as schedules may change following the original posting

Failing to follow general, food and workplace safety rules

Harassing, bullying, threatening, intimidating or coercing any other SAS Associate, retail partner employee or customer or business partner at any time (including during off-duty hours)

Using the office computer to visit Internet sites or send communications which are illegal, which violate any of our other policies or which are otherwise offensive or inappropriate

Using company phones, company-provided Internet or other company equipment for non-business purposes or for purposes which violate any of our other policies

Engaging in any other conduct that is not otherwise considered concerted activity protected by the law and which is unethical, unprofessional or otherwise detrimental to our legitimate business interests, other Associates or retail partners

While we sincerely hope it never comes to it and will do whatever is within reason to help you succeed with SAS, we will be forced to impose disciplinary measure, including possible termination if you engage in any of the above behaviors. In some situations, we may ask an Associate to leave work and temporarily remove them from the schedule while we investigate a situation that is brought to our attention. We ask that you don’t put us in this position. Dealing with unacceptable workplace behavior is the part of our job that we dislike the most and it takes away from allowing us to focus on achieving our goals. Since it would be impossible for us to list every single possible infraction that falls in our list of unacceptable behaviors, we reserve the right to determine if your conduct is not in line with our standards, values and goals as a company.

The same goes for your job performance. If your observable performance is not in line with our standards or at an acceptable level, we will let you know about it. Failure to demonstrate immediate and sustained improvement of any performance issues may likewise result in disciplinary measures.

We want to give Associates advance notice, whenever possible, of problems with their conduct or performance so they have an opportunity to correct them. We expect most performance and behavioral issues to be resolved this way. This doesn’t mean that we won’t take more serious action when appropriate. We may utilize any level of discipline to address a problem as we deem necessary, including immediate termination of employment if warranted under the circumstances. All of your managers will make themselves available to discuss any disciplinary issues and how best to move forward from those issues and succeed in the future.

Ethical Expectations Policy: We have the privilege of operating out of various retail locations throughout the country, so it is absolutely critical that we never do anything that may lead to our retail partner’s distrust. In order to avoid this issue altogether, we require that you comply with the following guidelines and take the following precautionary steps before, during and after your work shifts:

Any personal belongings you bring to your work location are your responsibility

Be prepared to open any bags you have for inspection upon entering or exiting your assigned work location

We reserve the right to inspect company and personal property (cars, purses, bags, etc.) while an Associate is on any property owned by SAS or a retail partner

Do not store items for future purchase or purchased items in or on shopping carts.

It’s our preference that any personal shopping should wait until after your work shift has ended to avoid any issues with storage of your purchases while you’re working

Any products you purchase at one of our retail partners for personal use must be immediately removed from the location and you must keep the receipt until the end of your shift (again, we will not assume responsibility for safeguarding your purchases)

All food or drinks or other products sold by our retail partners must be purchased in advance of consumption, you must keep the receipt for the remainder of the workday and you should be prepared to produce the receipt for inspection upon request

Absent an emergency or to avoid danger or harm, you may not leave your work area unattended without prior approval from your supervisor and without properly storing company provided equipment (if no immediate

coverage is available)

Scheduling & Attendance Standards Policy: It is important to us to be completely transparent regarding our scheduling policies and practices. Depending on the nature of the customer and our work scope, scheduling at SAS can vary from time to time. This means that you should expect to be scheduled to work more shifts during peak business times and fewer shifts during slow business periods – often times during the end of the calendar year when retailers have what is referred to as “blackout periods”. You will never be guaranteed to work a specific number of shifts or hours for any given week. We schedule Associates using the following criteria:

Volume of available work and business needs

Your availability to work (Associates with more open availability are given preference over Associates with more limited availability)

Your observable job performance

If you have any questions or concerns regarding scheduling in your location, you should first speak with your manager and they will review our scheduling protocols with you. It is solely your responsibility to obtain your work schedule in advance of the upcoming workweek and your manager will tell you how to do so.

We consider regular attendance to be an essential function of your position. When you are scheduled to work, showing up and being on time are vital to achieving our goals as a company and demonstrating our commitment to our retail partners. We are very serious about this and any of the following attendance issues will lead to disciplinary measures:

Unapproved absence(s) calling off from work without proper notice

Showing up to work after your shift starts or returning A pattern of calling off from work

to work late after a meal or rest break Leaving work early without approval from your manager Failing to report to work without any notification (“no or another lead in charge

call, no show”)

If you are unable to make your scheduled shift, you are required to contact your manager or a lead in charge at least 2 hours before the start of your shift so that there is enough time to schedule another Associate. An acceptable form of notification will be determined by your manager. If the form of notification is by phone and you are unable to speak directly to your manager or a lead in charge, you must leave a voice mail including a phone number where you may be contacted.

Promotions, Transfers & Demotions Policy: We are proud to offer career advancement opportunities to all of our Associates. To be considered for a transfer, an Associate must have held their current position for at least six months, notify their current supervisor of intent to apply and be in good standing. As a courtesy, you should notify your manager prior to requesting a transfer or interviewing for a promotion. We expect your manager to always support you in this endeavor.

To be considered for a transfer, an Associate must have held their current position for at least six months, notifytheir current supervisor of intent to apply and be in good standing. If the Associate is offered and accepts the transfer,

(1)the Associate will promptly inform their current supervisor

(2)the current and new supervisor will agree on a mutually convenient transfer date (generally in approximately two weeks if possible)

(3)the new supervisor will inform the Associate of the transfer date; and

(4)the current and new supervisor will be responsible for processing the transfer.

In order to be eligible for a promotion to a full-time position, you may be required to complete a full background check and sign all appropriate SAS employment agreements, if applicable. All promotions will be consistent with our Employment of Related Parties policy which can be found in the Associate Handbook. While we are discussing this subject, we should also mention that whether or not you are being promoted, we always reserve the right to complete a post-employment background check on you at any time, so long as it is undertaken for a legitimate business reason, is related to your individual job duties, and it is compliance with all applicable laws.

We may demote or transfer you at our discretion. If you request to be demoted or transferred, we require such request in writing and signed by you.

Appearance & Grooming Policy: We must look and act the part! In order to portray an image of professionalism at all times, you must demonstrate proper personal hygiene and grooming. This includes having a well-groomed appearance at work and maintaining good personal habits (proper hygiene, washing hands after using the restroom, etc.). In addition, you must abide by the following dress code at all times while working:

Company-issued polo shirt with optional long- sleeve, solid colored shirt under polo shirt

Depending on your work assignment, solid colored blue or black jeans or plain khaki pants (no more than one inch above the ankle)

Optional solid colored, logo free blue, black or gray sweater, sweatshirt or jacket (only when working in refrigerator or freezer section)

A company provided name badge (and only this badge) clipped to your shirt with your name

clearly displayed

Completely closed, clean, skid resistant shoes

No capris pants, shorts, crop tops, tank tops or halter tops

No clothing that is faded, torn, baggy, or tight or that has colored patterns, logos or writing.

No visible tattoos that we consider offensive or inappropriate.

No sunglasses, earbuds, or headphones of any kind

Associates may also be notified of mandatory dress code requirements and restrictions specific to their division or department that must be followed.

When all is said and done, we reserve the right to determine whether your clothes and appearance are appropriate for work. The Company will reasonably accommodate an Associate’s religious beliefs, medical condition or disability by making exceptions to this policy as appropriate. Associates who need such an accommodation should speak with their manager or Human Resources well in advance of reporting to work. Any exceptions to this policy will be considered on a case-by-case basis.

Cellphones & Electric Devices Policy: Our policy on cellphones and other electronic devices at work is straightforward – unless you are expressly instructed otherwise or your job requires the use of a cell phone, you are not allowed to use them for personal use while you are working, and they must be turned off and completely hidden from view. This includes walking through the location prior to the beginning of your work shift, leaving the location at the end of your work shift or walking around the store during a break. While this policy may seem overly restrictive, we promise you that we have a good reason. When you are seen using any type of electronic device in your work location (even on a break) it gives the impression to retail partners employees and customers that we are distracted and not focused on doing our jobs. You may only use your cellphone or other personal electronic devices during meal and rest breaks and only in the breakroom or outside the work location. To avoid any temptation, you are encouraged to leave your cellphone and other personal electronic devices in your vehicle or in another secure location while you are working. SAS is not responsible for any lost or stolen cellphones or other electronic devices or any other personal belongings for that matter.

ACKNOWLEDGMENT

I acknowledge that:

A copy of the SAS Retail Services Employee Guide can be made available for review in my assigned work location upon request.

I can always access this Field Guide and the Associate Handbook in addition to other company policies and documents referenced in this Field Guide on the at

sasretail.xyz/SASconnects

I agree that I am an Associate of SAS and not its customer or any of its business partners. I acknowledge that any questions that I may have regarding this Field Guide or my employment with SAS or any work-related issued that I may experience should be brought to the attention of any individual in my management chain or Human Resources.

I understand that nothing in this Field Guide creates or is intended to create a promise or representation of continued employment and that employment with SAS is always at-will, except as otherwise provided by law, which means either SAS or I have the right to terminate the employment relationship at any time without reason or notice. I also understand and agree that this Field Guide is not a contract of employment and that no oral or written representation made by SAS management creates an express or implied contract of employment.

I understand that SAS reserves the right to amend, modify, rescind, delete, supplement, or add to the provisions of this Field Guide as it deems appropriate from time to time in its sole and absolute discretion. I also understand that this Field Guide supersedes and replaces all previous Field Guides (whether written or oral) which pertain to the same subject matter (except the Advantage Solutions Code of Conduct and the Associate Handbook, which is to be applied in conjunction with this Field Guide).

E-SIGNATURE STATEMENT

I agree, and it is my intent, to sign this document, SAS Retail Services Field Guide by checking the “Signature check box” below and clicking on “Submit” below and by electronically submitting this document to the Company, I understand that my signing and submitting this document in this fashion is the legal equivalent of having placed my handwritten signature on the submitted document.

Signature

(checking the checkbox above is equivalent to a handwritten signature)

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