Employee Handbook v.2025

that are less severe than termination. Examples of less severe forms of discipline include verbal warnings, written warnings, performance improvement plans, demotions and suspensions. Although one or more of these forms of discipline may be taken, no formal order or procedures are necessary. CODAC reserves the right to determine which type of disciplinary action to issue in response to any type of performance issue or rule violation. This statement of prohibited conduct does not alter or limit the policy of at-will employment. Either the employee or CODAC may terminate the employment relationship at any time for any reason, with or without cause, and with or without notice. As previously set forth in this Employee Handbook, only the President/CEO of CODAC or its authorized representative has the authority to enter into an employment agreement that alters the at-will employment relationship, and any such agreement must be in writing and signed by the President/CEO of the CODAC or its authorized representative. Choosing to speak up about workplace concerns helps build a healthy, ethical, and compliant agency and is part of our culture. To promote that culture, CODAC encourages employees to speak up and raise questions and concerns promptly about any situation that may violate our Code of Conduct, our core values or our policies. At CODAC, our people are our most valuable asset. It benefits all of us if we raise our concerns so CODAC may consider them carefully and address them properly. FOLLOW CODAC'S COMMITMENT TO OUR CODE AND THE LAW CODAC is deeply committed to promoting a culture of ethical conduct and compliance with:  Our Code, Core Values, and policies.  The laws, rules, and regulations that govern our business operations; and  Best practices in accounting, auditing and financial reporting matters. We expect all of our employees, officers, directors, and agents to follow this commitment in all aspects of their work. RAISE HONEST GOOD FAITH QUESTIONS AND CONCERNS ABOUT CONDUCT THAT MAY VIOLATE OUR CODE OF CONDUCT Consistent with our commitment to ethics, compliance, and the law, we welcome your good faith questions and concerns about any conduct you believe may violate our Code of Conduct, especially conduct that may be illegal, fraudulent, unethical or retaliatory. For purposes of this policy, and because our Code of Conduct captures standards of ethics and compliance at a broad level, references to our "Code of Conduct" should be read to encompass all of our obligations to perform our jobs in a manner that is consistent with CODAC's policies and procedures, as well as applicable laws. We promote an environment that fosters honest, good faith communications about matters of conduct related to our business activities, whether that conduct occurs within CODAC, involves one of CODAC’s contractors, suppliers, consultants, or clients, or involves any other party with a business relationship to CODAC. REPORTING AND ANTI-RETALIATION POLICY WE ENCOURAGE A SPEAK UP CULTURE

Employee Handbook v. 05.2025

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