ASSOCIATE HANDBOOK - SiteOne · 2016. 9. 21. · 2 important notice – disclaimer this associate handbook does not create a contract of employment between you and siteone landscape

ASSOCIATE HANDBOOKJUNE 2016

This Associate Handbook supersedes any previous handbooks issued by SiteOne™ Landscape Supply, and all previously issued employee handbooks are hereby revoked.

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**IMPORTANT NOTICE – DISCLAIMER**

THIS ASSOCIATE HANDBOOK DOES NOT CREATE A CONTRACT OF EMPLOYMENT BETWEEN YOU AND SITEONE LANDSCAPE SUPPLY.

YOUR EMPLOYMENT WITH SITEONE LANDSCAPE SUPPLY IS "AT-WILL," MEANING THAT EITHER YOU OR THE COMPANY MAY TERMINATE YOUR EMPLOYMENT AT ANY TIME, WITH OR WITHOUT CAUSE.

THIS ASSOCIATE HANDBOOK SUPERSEDES ANY EMPLOYEE HANDBOOKS PREVIOUSLY ISSUED BY THE COMPANY, AND THUS ANY EMPLOYEE HANDBOOKS PREVIOUSLY ISSUED BY THE COMPANY ARE HEREBY REVOKED.

ANY COMPANY PROCEDURE OR POLICY, INCLUDING ANY POLICY, PROCEDURE, OR PROVISION IN OR REFERRED TO IN THIS HANDBOOK, MAY BE MODIFIED, AMENDED, INCREASED, DECREASED, DEVIATED FROM OR DELETED BY THE COMPANY AT ANY TIME, WITH OR WITHOUT NOTICE.

THIS HANDBOOK DOES NOT AND IS NOT INTENDED TO ADDRESS EVERY POSSIBLE EMPLOYMENT/ASSOCIATE SITUATION. THE COMPANY RESERVES THE RIGHT TO TAKE ACTION OR MAKE A DECISION WHICH IS INCONSISTENT WITH THE PROVISIONS OF THIS HANDBOOK, TO ADDRESS UNIQUE SITUATIONS, ON A CASE-BY-CASE BASIS, IN THE COMPANY'S SOLE DISCRETION, EXCEPT FOR THE TERMS OF THE ARBITRATION AGREEMENT.

NO SUPERVISOR OR MANAGER HAS THE AUTHORITY TO CREATE A CONTRACT BETWEEN YOU AND THE COMPANY OR ALTER YOUR AT-WILL EMPLOYMENT RELATIONSHIP WITH THE COMPANY. NO SUPERVISOR OR MANAGER HAS THE AUTHORITY TO CHANGE YOUR AT-WILL EMPLOYMENT RELATIONSHIP WITH THE COMPANY UNLESS IT IS IN WRITING, STATES THAT IT IS A "CONTRACT OF EMPLOYMENT" AND IS SIGNED BY A DESIGNATED REPRESENTATIVE OF THE COMPANY.

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TABLE OF CONTENTSSECTION 1: OUR COMPANY1.1 . . . . . . . . . . . . . . . . . . . History of the Company 81.2 . . . . .Green Industry’s Number 1 Destination 81.3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Our Vision 81.4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Our Mission 81.5 . . . . . . . . . . . . . . . . . .Our Values and Behaviors 91.6 . . . . . . . . . . . . . The Purpose of This Handbook 9

SECTION 2: THE EMPLOYMENT RELATIONSHIP2.1 . . . . . . . . . . . . . . . . . . . . . Employment Is At Will 102.2 Commitment to Equal Employment Opportunity 102.3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Harassment 102.4 . . . . Accommodating Individuals with Disabilities 13

SECTION 3: HIRING3.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Recruitment 133.2 . . . . . . . . . . . . . . . . . . Employment of Relatives 143.3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . Fraternization 143.4 . . . . . . . . . . . . . . . . . . . . . . Outside Employment 153.5 . . . . . . . . . . Outside Activity During Disability 15

SECTION 4: ASSOCIATE STATUS AND CLASSIFICATIONS4.1 . . . . . . . . . . . . . . . . . . . .Proof of Work Eligibility 154.2 . . . . . . . Full-Time and Part-Time Associates 164.3 . . . . . . . . Full-Time Annual Layoff Associates 164.4 . . . . . . . . . . . . . . . . . . . . . . Seasonal Associates 164.5 . . . . . . . . Exempt and Nonexempt Associates 17

SECTION 5: HOURS5.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hours of Work 175.2 . . . . . . . . . . . . . . . . . . . . . . . Flexible Scheduling 175.3 . . . . . . . . . . . . . . . . . . . . . Meal and Rest Breaks 185.4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Overtime 18

SECTION 6: PAY POLICIES6.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payday 196.2 . . . . . . . . . . . . . . . . . . . . . . . . . . . Time Reporting 196.3 . . . . . . . . . . . . . . . . . . . . . . . . Payroll Deductions 216.4 . . . . . . . . . . . . . . . . .Expense Reimbursements 21

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SECTION 7: ASSOCIATE BENEFITS7.1 . . . . . . . . . . . . . . . . . . . Associate Benefit Plans 237.2 . . . . . . . . . . . . . . . . . . . . . . Health Care Benefits 237.3 . . . . . . . . . . . . . . Savings and Investment Plan 237.4 . . . . . . . . . . . . .Employee Assistance Program 24

SECTION 8: USE OF SITEONE PROPERTY8.1 . . . . . . . . . . . . . . . . . . . . . . . . . SiteOne Property 248.2 . . . . . . . . . . . . . . . . . . . . . . . . . . SiteOne Vehicles 258.3 . . . . . . . . . . . . . . . . . . . . . . . . Telephone System 278.4 . . . . . . . . . . . . . . . . . . . . . . . Use of Cell Phones/ 27 . . . . . . . . Other Electronic Devices While Driving 8.5 . . . . . . . . . . . . . . . . Return of SiteOne Property 28

SECTION 9: LEAVE AND TIME OFF9.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Paid Time Off 289.2 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Holidays 309.3 . . . . . . . . . . Family and Medical Leave (FMLA) 309.4 . . . . . . . . . . . . . . . . . . . . . . . . . Leave of Absence 309.5 . . . . . . . . . . . . . . . . . . . . . . . . . . Lactation Leave 399.6 . . . . . . . . . . . . . . . . . . . . . . . Bereavement Leave 399.7 . Uniformed Services Leave (Military Leave) 409.8 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Voting 409.9 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Jury Duty 419.10. . . . . . . . Other Legally Protected Absences 41

SECTION 10: PERFORMANCE10.1. . . . . . . . . . . . . . . . . . . Your Job Performance 4110.2. . . . . . . . . . . . . . . . . . . . Performance Reviews 42

SECTION 11: WORKPLACE BEHAVIOR11.1. . . . . . Professional Behavior and Discipline 4211.2. . . . . . . . . . . . . . Punctuality and Attendance 4311.3. . . . . . . . . Associate Appearance and Dress 4411.4. . . . . . . . . . . . . . . . . . Personal Cell Phone Use 4511.5. . . . . . . . . . . . . . Solicitation and Distribution 4511.6. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Theft 45

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SECTION 12: HEALTH AND SAFETY12.1. . . . . . . . . . . . . . . . . . . . . . . . . . . . Safety Policy 4512.2. . . . . . . . Workers’ Compensation Insurance 4612.3. . . . . . . . . . . . . . . . . . . . . . Workplace Security 4612.4 . . . . . . . . . . . . . . What to Do in an Emergency 4712.5. . . . . . . . . . . . . . . . . . . . . . .Inclement Weather 4712.6. . . . . . . . . . . . . . . . . . . . . . . . . . Smoking Policy 4712.7 . . . . . . . . . . . . . . . . . . . . . . Workplace Violence 47

SECTION 13: ASSOCIATE PRIVACY13.1. . . . . . . . . . . . . . . . . . . . . . . . . . . . Search Policy 4813.2. . . . . . . . . . . . . . . . . . . . Telephone Monitoring 48SECTION 14: ELECTRONIC COMMUNICATIONS POLICIES14.1 . . . . . . . . . . . . . . . Information Security Policy 4914.2 . . . . . . . . . . . . . . . . . . . . . . . .Social Networking 49

SECTION 15: ASSOCIATE RECORDS15.1. . . . . . . . . . . . . . . . . . . . . . .Your Personnel File 5115.2. . . . . . . . . Confidentiality of Personnel Files 5215.3. . . . . . . . . . . .Personal Information Changes 5215.4 . . . . . . . . . . . . . . . . . . Work Eligibility Records 52

SECTION 16: DRUGS AND ALCOHOL16.1. . . . . . . . . . . . . . .Drug Free Workplace Policy 5216.2. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Inspections 5416.3. . . . . . . . . . . . . . . . . Drug and Alcohol Testing 5416.4 . . . . . . . . . . . . . . . . . Pre-employment Testing 5416.5. . . . . . . . . . . . Reasonable Suspicion Testing 5416.6. . . . . . . . . . . . . . . . . . . . . . . . . Random Testing 5516.7 . . . . . . . . . . . . . . . . . . . . . . . . . . . Post-Accident 5516.8. . . . . . . . . . . . . . . . . . . . . . . .Follow-up Testing 5516.9. . . . . . . . . . . . . . . . . . . . . . . Testing Procedure 5616.10 . . . . . . Criminal Drug Offense Convictions 5716.11 . . . . . . . . . . . . . . . . . . . . . . . . . Confidentiality 5716.12 . . . . . . . . . .Employee Assistance Program 5716.13 . . . . . . . . . . . . . . . . Violations of This Policy 58

SECTION 17: TRADE SECRETS AND CONFLICTS OF INTEREST17.1 . . . . . . . . . Confidentiality and Trade Secrets 5817.2 . . . . . . . . . . . . . . . . . . . . . .Conflicts of Interest 59

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SECTION 18: COMPLAINT POLICIES18.1. . . . . . . . . . . . . . . . . . . .Complaint Procedures 5918.2. . . . . . . . . . . . . . . . . . . . . . . . Open-Door Policy 60

SECTION 19: TERMINATION OF EMPLOYMENT19.1. . . . . . . . . . . . . . . . . . . . . . . . . Final Paychecks 6119.2. . . . . . . . . . . . . . . . . . . . . . . . . . .Exit Interviews 6119.3 References and Employment Verifications 61

SECTION 20: CALIFORNIA SPECIFIC HANDBOOK PROVISIONS20.1. . . . . . . . . . . Equal Employment Opportunity 6220.2. . . . . . . . . . . . . . . . . . . . . Harassment Training 6220.3. . . . . . . . . . . . . . . . . . . . . . . . . . . . .Meal Periods 6320.4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Rest Periods 6420.5. . . . . . . . . . . . . . . . . . Overtime Requirements 6520.6. . . . . . . . . . . . . . . . State Disability Insurance 6520.7 . . . . Family Temporary Disability Insurance 6520.8. . . . . . . . . . . . . . . . . . Leave for Crime Victims 6520.9. . . . . . . . . . . . Leave for Victims of Domestic 66 . . . . . . . . . . . . . . . . . . . . Violence & Sexual Assault 20.10 . . . . . . . . . . . . . . . . . . . . . . . . .Family School/ 67 . . . . . . . . . . . . . . . . . . Day Care Partnership Leave 20.11 .Bone Marrow and Organ Donation Leave 6720.12 . . Pregnancy Disability Leave Of Absence 6820.13 . . . . . . . . . . . . . . . . . . Military Spouse Leave 6820.14. . . . . . . . . . . . . California Family Rights Act 6920.15 . . . . . . . . . . . Volunteer Civil Service Leave 7220.16 . . . . . . . . Time off for Literacy Assistance 7220.17. . . . . . . . . . . . . . . . . . . . Civil Air Patrol Leave 72

SECTION 21: MASSACHUSETTS SPECIFIC HANDBOOK PROVISIONS

SECTION 22: MINNESOTA SPECIFIC HANDBOOK PROVISIONS

SECTION 23: NEW JERSEY SPECIFIC HANDBOOK PROVISIONS

SECTION 24: TEXAS SPECIFIC HANDBOOK PROVISIONS

SECTION 25: STATE SPECIFIC PREGNANCY ACCOMMODATIONS

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Section 1 OUR COMPANY1.1 | History of the CompanyIn 2001, John Deere decided to diversify its North American portfolio and bought McGinnis Farms as well as Century Rain Aid to form a new company: John Deere Landscapes. Over the next decade, John Deere Landscapes continued to expand its geographical footprint and product lines at a fast pace when it acquired United Green Mark from Shemin in 2005 and later acquired Lesco in 2007. In 2013, John Deere decided to divest John Deere Landscapes in order to focus on its global equipment business. John Deere sold 60% of the company to Clayton, Dubilier and Rice (CD&R) while retaining 40% of its ownership. CD&R is a NYC-based private equity company with a tradition of building great businesses, many of which become public companies. As part of the agreement with CD&R, John Deere Landscape was required to change its name; hence as of October 8th, 2015 the name of the company became SiteOne Landscape Supply. Then, on May 12th, 2016, SiteOne Landscape Supply became a public company traded on the New York Stock Exchange.

1.2 | The Green Industry’s Number One DestinationSiteOne Landscape Supply is the primary destination for everything green industry professionals need to grow and succeed. With locations in reach of every job site, a wide breadth of inventory and an innovative customer experience, we are the leading source for green industry supplies. Our world-class team of nearly 3,000 industry experts is focused every day on meeting the unique needs of every customer. We understand our customer’s business, challenges and expectations better than anyone else, making us a true partner in his or her success.

1.3 | Our Vision1. Be a great place to work for our associates

2. Deliver superior quality, service and value to our customers

3. Be the distributor of choice for our suppliers

4. Achieve industry-leading financial performance and growth for ourshareholders

5. Be a good neighbor in our communities

1.4 | Our Mission

To Build a Great Company, In an Industry We Love.

SiteOne builds on a long-standing tradition of providing quality products and service to its customers. The largest wholesale landscape supply distributor in North America, SiteOne currently has over 450 stores and offers a full line of lawn care supplies, nursery stock, irrigation, landscape supplies and landscape lighting to green industry professionals.

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1.5 | Our Values and BehaviorsTALENT FOCUSED: We recruit, develop, mentor and retain the best

CUSTOMER OBSESSED: We are relentless in making our customers successful

FAST MOVING: We hustle and make it happen…safely

TEAM PLAYERS: We respect and support each other and put team first

SOLUTION ORIENTED: We get the facts and solve problems; find win-wins

AGENTS OF CHANGE: We are always looking for the better way

PROFESSIONAL: We do everything with quality and integrity

COMPETITIVE: We have fun…serving our customers and winning!

1.6 | The Purpose of This HandbookWe think that associates are happier and more effective in doing their jobs and serving our customers if they know what they can expect from SiteOne Landscape Supply (“SiteOne”) and what SiteOne expects from them. In the preceding sections, we introduced you to SiteOne’s history, mission, and values. We expect you to incorporate that information into your day-to-day job performance, striving to meet SiteOne’s values in everything you do.

This Handbook will familiarize you with the privileges, benefits, and responsibilities of being an associate (employee) at SiteOne. Please understand that this Handbook can only highlight and summarize SiteOne’s policies and practices. This Handbook provides you with general guidelines; it does not create a contract of employment or guarantee employment for any specific duration. For detailed information, you should talk to your manager or Human Resources.

At SiteOne, as in the rest of the world, circumstances are constantly changing. As a result, we may have to revise, rescind, or supplement these policies from time to time. Nothing in this Handbook constitutes a contract of employment or in any way alters your at-will employment status with SiteOne. These policies may be modified or revoked at any time for any reason. SiteOne will try to provide you notice of changes to all applicable policies and procedures.We are always looking for ways to improve communications with our associates. SiteOne has an open-door policy, and associates are encouraged to bring any issues or concerns they may have to their manager or Human Resources. If you have suggestions for ways to improve this Handbook in particular or employee relations in general, please feel free to bring them to Human Resources.

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SECTION 2 THE EMPLOYMENT RELATIONSHIP2.1 | Employment Is At WillWe are happy to welcome you to SiteOne. We sincerely hope that your employment here will be a positive and rewarding experience. However, we cannot make any guarantees about your continued employment at SiteOne. Your employment here is at will. This means that you are free to quit at any time, for any reason, just as we are free to terminate your employment at any time, for any reason-with or without notice, with or without cause.

All associates are in an at-will employment relationship unless a written contract signed by the CEO and SVP of Human Resources clearly indicates an employment contract exists. Nothing in this Handbook constitutes a contract or promise of continued employment.

2.2 | Commitment to Equal Employment OpportunitySiteOne Landscape Supply is strongly committed to providing equal employment opportunities for all associates and all applicants for employment. All employment decisions at SiteOne-including those relating to hiring, promotion, transfers, benefits, compensation, placement, and termination-will be made without regard to race, color, national origin, genetic information, creed, sex, sexual orientation, gender, gender identity, religion, age, veteran status, uniform service, pregnancy, disability, or any other factor protected by applicable law.

Any associate or applicant who believes that he or she has been discriminated against in violation of this policy should report it to their manager or Human Resources. If your complaint conerns your manager, you should immediately report it to: SiteOne Compliance and Ethics Hotline: 1-844-650-0008 (English) or 1-800-216-1288 (Spanish) or Human Resources at 470-277-7100.

SiteOne will not tolerate discrimination against any associate or applicant.

2.3 | HarassmentPursuant to federal law and applicable state law, it is the policy of SiteOne that all associates shall have the opportunity to work in an atmosphere and environment free from any form of harassment or retaliation on the basis of any protected category, including but not necessarily limited to, race, color, national origin, genetic information, creed, sex, sexual orientation, gender, gender identity, religion, age, veteran status, uniform service, pregnancy, disability, or any other factor protected by applicable law. In keeping with that policy, SiteOne will not tolerate harassment of any kind by or of any associates or applicants for employment.

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“Harassment” is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, national origin, genetic information, creed, sex, sexual orientation, gender, gender identity, religion, age, veteran status, uniform service, pregnancy, disability, or any other factor protected by applicable law and that:

∏ Has the purpose or effect of creating an intimidating,hostile, or offensive working environment; or

∏ Has the purpose or effect of unreasonably interferingwith an individual’s work performance; or

∏ Otherwise adversely affects an individual’s employment opportunities.

Harassment prohibited by this policy also occurs when submission to or rejection of conduct that denigrates or shows hostility or aversion to a person or group of persons because of race, color, religion, gender, sex, national origin, age, disability, or other protected factor is made the basis for an employment decision.

Examples of harassing conduct can include, but are not limited to, the following:

∏ Use of epithets, slurs, negative stereotyping, or threatening,intimidating, or hostile acts, or

∏ Written or graphic material that denigrates or shows hostilityor aversion toward an individual or group, or

∏ Verbal or nonverbal innuendoes that relate to or reflectnegatively upon someone

because of their race, color, creed, religion, gender, gender identity, sex, pregnancy, national origin, age, sexual orientation, genetic information, veteran status, uniform service, disability, disability, or any other protected factor.

Similarly, sexual harassment involves:

∏ Making as a condition of employment unwelcome sexual advances,requests for sexual favors, or other offensive verbal or physical conduct directed toward an individual because of his or her sex.

∏ Making submission to or rejection of such conduct the basisfor employment decisions.

∏ Creating an intimidating, offensive, or hostile workenvironment by such conduct.

Conduct which could rise to the level of sexual harassment can include, but is not limited to:

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∏ Verbal—sexual innuendo, suggestive comments, insults, threats,jokes about gender-specific traits, or sexual propositions.

∏ Nonverbal—making suggestive or insulting noises, leering,whistling, or making obscene gestures.

∏ Physical—touching, pinching, brushing the body, restrictingmovement, coercing sexual intercourse, or assault.

Such forms of harassment or retaliation may constitute discrimination under various state and federal laws and will not be tolerated by SiteOne. Any associate who is found to have engaged in such conduct will receive disciplinary action up to and including termination.

Any associate who feels that he or she has suffered any form of discrimination, harassment, or retaliation by anyone must immediately report the alleged conduct to his or her manager or Human Resources so that an investigation of the complaint can be undertaken. If your complaint concerns your manager, you should immediately report any concerns to Human Resources (470-277-7100) or the SiteOne Compliance and Ethics Hotline: 1-844-650-0008 (English) or 1-800-216-1288 (Spanish). Any associate who observes conduct by another associate which he or she believes to be harassing, retaliatory, or discriminatory must report such conduct as outlined above.

Reports will be treated as confidential to the extent possible without impeding the ability of SiteOne to conduct a discrete and thorough investigation. A representative of management will notify the complaining party of the outcome of the investigation.

Any person employed by SiteOne (any associate) who is found to have violated this policy will be subject to appropriate disciplinary action up to and including termination. Further, any associate who engages in conduct that violates this policy, or whose conduct would violate this policy if allowed to continue, is subject to disciplinary action, up to and including termination. Retaliation or discrimination against an associate for reporting harassment, complaining about harassment, or for participating in a harassment investigation is prohibited. Such misconduct will result in disciplinary action up to and including termination. Any associate that knowingly makes a false report of harassment or discrimination will be subject to disciplinary action up to and including termination.

We trust that all associates will act in a responsible and professional manner to establish a pleasant working environment free of discrimination and harassment.

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2.4 | Accommodating Individuals with DisabilitiesSiteOne complies with the Americans with Disabilities Act (ADA) and applicable state and local laws in ensuring equal opportunity and employment for qualified persons with disabilities. All employment practices, terms, and conditions of employment, and privileges of employment are conducted on a non-discriminatory basis.

An associate needing reasonable accommodation should inform his/her manager. On receipt of an accommodation request, SiteOne will engage in an interactive process with the associate to view possible reasonable accommodation options consistent with the ADA. Reasonable accommodations which do not result in an undue hardship on the operation of SiteOne will be considered for all associates with physical or mental disabilities where their disabilities affect their ability to perform the essential functions of their job. All employment decisions are based on the merits of the situation in accordance with applicable job criteria, not the disability of any individual.

An associate or job applicant who has questions regarding this policy or believes that he/she has been discriminated against based on a disability should notify Human Resources. All such inquiries will be treated as confidentially as possible without impeding the investigation process.

SECTION 3 HIRING3.1 | RecruitmentWe know that SiteOne’s success is determined by its associates, so we search as widely as possible for talented and motivated individuals to fill vacant positions at SiteOne. We conduct all recruiting in a fair and nondiscriminatory manner, as an Equal Opportunity Employer.

Our recruitment methods generally include advertising, employment agencies, and referrals. Although these methods have served us well in the past, we know that the marketplace is ever changing and that finding high-quality people is an evolving process. We encourage our associates to share with us their ideas about what more we can do to find and recruit talented and motivated individuals.

In addition to looking outside SiteOne for new hires, we also look within. After all, we already know the value and quality of our current associates. We post internal job openings on the intranet through the Careers link. If you

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see a posting for a job that interests you, we encourage you to apply for it online. Please be aware, however, that some positions may not be posted, as determined by business needs and developmental opportunities. SiteOne reserves the right to hire the best candidate for the job, whether that candidate is an internal or external candidate. Nothing in this policy limits SiteOne’s ability to seek applicants from outside SiteOne.

3.2 | Employment of RelativesUsually, SiteOne will not refuse to hire someone simply because he or she is related to one of our current associates. If you have a relative who might be perfect to fill an open position at SiteOne, please don’t hesitate to refer this person to us.

There are times, however, when employing relatives is inappropriate and has the potential to affect the morale of other associates and to create perceived conflicts of interest for the relatives involved. The hiring of relatives in the same store or department must be approved by the SVP of Human Resources and the Vice President of the region. Relatives will not be employed in a position where another relative has direct or indirect authority over their job by the nature of their position within SiteOne.

If two associates become related while working for SiteOne, and if one of them is in a position of supervision over the other, only one of the associates will be allowed to keep his or her current position. The other will either have to transfer to another position or leave SiteOne.

Under this policy, the term “relatives” includes an associate’s mother, father, grandmother, grandfather, sister, brother, spouse, son, daughter, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, stepmother, stepfather, stepchildren, aunt, uncle, niece, or nephew. This policy covers biological relationships, marriage relationships, and step relationships. Where sound business practices suggest, a more stringent application of this policy may be required.

3.3 | FraternizationSiteOne strictly prohibits supervisors and managers from dating or engaging in romantic or sexual relationships with associates who report directly or indirectly to them. The terms “dating” and “romantic relationships” include, but are not necessarily limited to, casual dating, serious dating, casual sexual involvement where the parties have no intention of carrying on a long-term relationship, cohabitation, or any other conduct or behavior normally associated

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with romantic or sexual relationships. The restrictions on romantic relationships apply regardless of the sexual orientation of the associates involved.

3.4 | Outside EmploymentSiteOne holds all associates to the same performance standards and scheduling expectations even if they have other jobs. While SiteOne does not seek to intrude on associate’s personal lives, working a second job outside of SiteOne work hours impacts an associate’s ability to dedicate himself or herself to SiteOne. Outside employment should not interfere with your availability to work scheduled hours or in any way contribute to tardiness, absenteeism, or poor job performance. You should consider your employment with SiteOne your primary employment. If SiteOne determines that your outside employment interferes with performance or the ability to meet work requirements, you may be asked to terminate the outside employment if you wish to continue employment with the SiteOne. Any outside employment that constitutes a conflict of interest is strictly prohibited.

3.5 | Outside Activity During DisabilityA number of approved benefits and leaves of absence are provided to associates who are unable to perform the essential functions of their job. Such leave includes FMLA, disability leave, and workers’ compensation disability leave. SiteOne specifically prohibits an associate who is on any of these forms of leave from participating in any activity that would be precluded by their medical restrictions. This includes working for any secondary employer while on a leave of absence if the work to be performed would violate your medical restrictions. Violation of this policy may lead to disciplinary action up to and including immediate termination of employment.

SECTION 4 ASSOCIATE STATUS AND CLASSIFICATIONS4.1 | Proof of Work EligibilityNo later than your first day of employment, you must complete Section 1 of federal Form I-9. Within three business days of your first day of work, you must show us documentation proving your identity and your eligibility to work in the United States. The federal government requires us to do this. Providing false identification as eligibility to work in the United States is grounds for immediate dismissal. Failure to provide acceptable documentation of your identity and eligibility to work within three business days of your first day of employment may result in your immediate termination. SiteOne participates in E-verify.

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4.2 | Full-Time and Part-Time AssociatesDepending on the number of hours per week you are regularly scheduled to work, you are either a part-time or a full-time associate. It is necessary that you understand which of these classifications you fit into, because it will be important in determining whether you are entitled to benefits and leave. (See Section 9 of this Handbook for information about who is entitled to benefits and leave.)

∏ Full-time associates: Associates who are regularly scheduledto work at least 30 hours per week are full-time associates.

∏ Part-time associates: Associates who are regularly scheduledto work fewer than 30 hours per week are part-time associates.

The above classifications may vary as required by state law.

4.3 | Full-Time Annual Layoff AssociatesThere are certain positions that are classified as “full-time annual layoff.” Associates in these positions work a minimum of 30 hours per week and are generally laid off during non-peak season. These associates are laid off for a period of time in the winter when business is slow, with the expectation that they will be rehired at the beginning of our peak season, subject of course to the at-will relationship. They are entitled to the same benefits as regular full-time associates, and they are allowed to continue these benefits during the layoff period if benefit premiums are paid by the associate in accordance with applicable plan documents.

4.4 | Seasonal AssociatesDue to the seasonal nature of our business in some markets, it is necessary for us to hire individuals for short durations during peak seasons. Individuals whom we hire for such work are seasonal associates. They are eligible to participate in the Retirement Plan based on service, but not eligible to participate in any of our other benefit plans, nor can they earn or accrue any leave, such as PTO. We will provide to seasonal associates any and all benefits mandated by law.

Seasonal associates cannot change from seasonal status to any other employment status by such informal means as remaining in our employ for a long period of time or through oral promises made to them by coworkers, members of management, or supervisors. The only way a seasonal associate’s status can change is through the normal hiring process.

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Like all associates who work for SiteOne, seasonal associates work on an at-will basis. This means that both they and the SiteOne are free to terminate their employment at any time, even if they have not completed the seasonal project for which they have been hired. Nothing in this policy or in this seasonal status guarantees employment for any specific duration.

4.5 | Exempt and Nonexempt AssociatesYour entitlement to earn overtime pay depends on whether you are classified as an exempt or a nonexempt associate. Exempt associates are those who do not earn overtime because they are exempt from the overtime provisions of the federal Fair Labor Standards Act and applicable state laws. Nonexempt associates are those who meet the criteria for being covered by the overtime provisions of the federal Fair Labor Standards Act and/or applicable state laws. If you are uncertain about which category you fall into, ask your manager or Human Resources.

Certain salaried positions at SiteOne have been designated as exempt under the Fair Labor Standards Act (FLSA). The Company prohibits deductions from an exempt associates’ salary except as allowed by the FLSA. If an associate is aware of improper deductions from his/her salary, this violation should be reported immediately to their manager or Human Resources. All reported or suspected improper deductions from an exempt associates’ pay will be promptly and thoroughly investigated. If SiteOne determines that improper deductions were made from an exempt associates’ salary, SiteOne will promptly reimburse the associate the amounts improperly deducted. SiteOne will also ensure that improper deductions from pay do not occur in the future.

SECTION 5 HOURS5.1 | Hours of WorkYour manager will let you know your work schedule, including what time you will be expected to start and finish work each day. All associates are expected to be here, ready to start work, at the beginning of their assigned schedule. Unless you make other arrangements with your manager, you are expected to work until the end of your assigned schedule. At times, working longer hours is necessary due to business demands.

5.2 | Flexible SchedulingWe understand that many associates have to balance the demands of their job with the needs of their families and other outside commitments. If you need

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to change your work schedule, please talk to your manager. SiteOne will try to accommodate your request, to the extent practical. Because not all jobs are suitable to flexible scheduling, and because we must ensure that our staffing needs are met, we cannot guarantee that SiteOne will grant your request.

5.3 | Meal and Rest BreaksAssociates are allowed paid rest breaks when time permits and as required by state law. These breaks should be no more than 10 minutes in duration and no more than two in an 8-hour workday. In addition, all associates who work at least 6 hours in a day are entitled to take a 30-minute lunch break. Meal breaks are generally unpaid. However, associates who are required to work or remain at their stations during the meal break will be paid for that time in accordance with federal and state law. Associates who work in states that mandate uninterrupted meal breaks do not have the option of a “working lunch.” These associates must take a minimum 30-minute, uninterrupted meal break in accordance with state law.

Any associate who is required to work through their lunch break must notify their manager so that they can be paid for such worktime. SiteOne will comply with any state meal break laws that are more restrictive than what is contained in this policy.

5.4 | OvertimeOn occasion, we may ask associates to work beyond their regular scheduled hours. We expect associates to work a reasonable amount of overtime—this is a job requirement. We will try to give associates advance notice when overtime work is necessary; however, it will not always be possible to notify workers in advance.

Exempt associates will not be paid for working beyond their regular scheduled hours. Nonexempt associates are entitled to payment for overtime, according to the rules set forth below:

∏ All overtime work must be approved in advance by the associate’smanager. Working overtime without permission violates SiteOne policy and may result in disciplinary action.

∏ For purposes of calculating how many hours an associate has workedin a day or week, our workweek begins at 12:01 a.m. on Sunday and ends at midnight on Saturday. Our workday begins at 12:01 a.m. and ends at midnight each day.

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∏ Nonexempt associates will be paid overtime earnings inaccordance with federal and state law.

∏ Only time actually spent working counts as hours worked. Paid timeoff, holidays, or any other paid time during which an associate does not actually work will not count as hours worked (with the exception of short rest breaks required to be paid by law).

∏ Unless state law dictates otherwise, non-exempt associates will bepaid overtime at the rate of one and a half times their regular hourly rate of pay for all hours worked over 40 in a workweek or as otherwise required by applicable state law.

Any associate with questions regarding their employment status for overtime purposes should see their manager or Human Resources.

SECTION 6 PAY POLICIES6.1 | PaydayAssociates are paid in arrears, and payday is every Friday. Associates are strongly encouraged to utilize direct deposit to ensure timely delivery of their pay. Earnings statements are available online and detail all earnings and deductions made from associates’ earnings during the pay period.

If applicable, paychecks are mailed to associate’s homes from SiteOne Landscape Supply by the United States Postal Service. Although checks are mailed in advance, there is no guarantee that associates will actually receive the check on Friday. Associates who do not utilize direct deposit and whose paychecks are not received in a timely manner must inform their manager and/or payroll department as soon as possible so that a replacement check may be issued. SiteOne complies with all applicable state wage and hour laws.

6.2 | Time ReportingAll associates are required to use the computer system to log their hours. All non-exempt associates are required to clock in and out of work each day. Non-exempt associates are also required to clock out and back in from lunch each day. If an associate is required to work through their lunch break, the associate should not clock out to ensure that the associate is paid for all worktime. The associate may be able to receive a working paid meal break. If you miss a punch, you should notify your manager immediately so that your time can be corrected. Managers are required to review associates’ time punches at the end of the

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week and correct any errors or missed punches prior to the closing of payroll on Saturday. Managers are required to enter notes anytime they edit time for non-exempt associates. Associates are prohibited from clocking in and out for another associate or otherwise falsifying their time record. Any violation of this policy may lead to disciplinary action up to and including termination. Associates are required to keep an accurate record of all time worked each day.

All nonexempt associates are required to accurately record all time worked. Nonexempt associates are prohibited from working “off-the-clock.” Any work performed on behalf of SiteOne must be accurately recorded. If a nonexempt associate is ever asked to work off-the-clock, the associate must immediately report the situation to Human Resources.

Travel Time Defined“Travel time” includes all time that non-exempt associates travel for SiteOne within a single workday that does not involve overnight travel, less an associate’s normal home-to-work commute. Travel between home and work or between the hotel and worksite is considered normal commuting time and is not eligible for compensation. This policy will apply to all associates unless superseded by applicable state law.

Compensable Travel Time Required Under Federal LawAny travel time that occurs within the workday, less an associate’s normal home-to-work commute, will be compensated at the associate’s regular hourly rate of pay and will be factored into overtime calculations. This includes travel to another city that occurs all in the same workday. Similarly, any travel time that occurs on an overnight visit that takes place within an associate’s normal work hours on any day of the week, including Saturdays and Sundays, is treated as compensable work hours. Such travel time will be paid at the associate’s regularly hourly rate and will be factored into overtime calculations. In states that have more restrictive travel time laws, SiteOne will comply with all applicable state travel time laws.

When an associate travels between two or more time zones, the time zone associated with the point of departure should be used to determine whether the travel falls within normal work hours.

Calculating and Reporting Travel TimeAssociates are responsible for accurately tracking, calculating and reporting travel time on their time sheets in accordance with this policy.

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6.3 | Payroll DeductionsYour paycheck reflects your total earnings for the pay period, as well as any mandatory or voluntary deductions from your paycheck. Mandatory deductions are deductions that we are legally required to take. Such deductions include federal income tax, Social Security tax (FICA), and any applicable state or local taxes. Voluntary deductions are deductions that you have authorized. Such deductions might include apparel purchases, Flexible Spending Accounts, or other optional benefits.

If you have any questions about your deductions, or wish to change your federal withholding form (Form W-4), contact Human Resources.

If an associate is aware of unauthorized deductions from his/her salary or wages, this should be reported immediately to their manager or Human Resources. All salary or wage inquiries will be promptly and thoroughly investigated. If SiteOne determines that any unauthorized or inapplicable deductions were made from an associate’s wages or salary, SiteOne will promptly reimburse the associate the amounts payable. SiteOne will also make every effort to ensure that unauthorized deductions from salary or wages do not occur in the future.

6.4 | Expense ReimbursementsFrom time to time, associates may incur expenses on behalf of SiteOne. We will reimburse you for the actual work-related expenses you incur, as long as those expenses are reasonable and necessary business expenses and are supported by appropriate documentation. Falsifying expense reports is grounds for immediate termination of employment.

You must follow these procedures to get reimbursed:

∏ Get permission from your manager before incurring an expense.

∏ Keep a receipt or some other proof of payment for every expense.

∏ Enter your expenses into the computer system as soon as possible.

∏ Submit your receipts, along with a copy of the expense report, to theAccounts Payable department.

SiteOne reserves the right to refuse to reimburse an associate for any expense that is deemed to be excessive or not for legitimate business reasons. Remember that you are spending SiteOne’s money when you pay for business-

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related expenses. We expect you to save money wherever possible. Your manager can assist you in deciding whether an expense is appropriate.

Procedures for Travel ExpensesIf associates are required to travel for work, SiteOne will reimburse you for your reasonable and necessary travel expenses, including:

∏ The cost of travel to and from the airport or train station, including parkingexpenses and tolls

∏ The cost of airline or train tickets—such tickets must be coach classif possible; the cost of a mid-size class rental car, if necessary

∏ A mileage reimbursement, for those associates who use theirown cars for SiteOne travel

∏ The cost of lodging—associates should select moderately priced lodgingwhen possible, and

∏ The cost of meals and other incidental expenses. You must request advanceapproval of all travel expenses from your supervisor and follow the procedures above to have your expenses reimbursed.

Mileage ReimbursementAssociates who use their own vehicle for SiteOne business will be reimbursed at the IRS approved rate. Associates are not entitled to separate reimbursement for gas, maintenance, insurance, or other vehicle-related expenses—the reimbursement rate is intended to encompass all of these expenses.

Before using a personal vehicle for work-related purposes, associates must have a valid driver’s license and adequate insurance coverage. SiteOne does not reimburse associates for their commute to and from the workplace.

To claim mileage reimbursement, you must follow these procedures:

∏ Keep a written record of your business-related travel, including thebeginning and ending odometer reading for each business trip, the date of travel, the location to which you traveled, and the purpose of your trip.

∏ If you anticipate having to travel an unusually long distance, getyour manager’s approval before making the trip.

∏ Enter your mileage as an expense report in the computer system.

∏ Your mileage reimbursement will be paid once approved by your manager.

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SECTION 7 ASSOCIATE BENEFITS7.1 | Associate Benefit PlansAs part of our commitment to our associates and their wellbeing, SiteOne provides eligible associates with a variety of benefit plans, including health, dental, disability, life insurance, 401(K), and Flexible Spending Accounts.

Although we introduce you to those plans in this section, we cannot provide the details of each plan here. Summary Plan Descriptions are available on the Company Intranet. If you would like a copy of the Official Plan Documents sent to you, reach out to Human Resources at 470-277-7100. If there is any conflict between those documents and the information in this Handbook, the official plan documents will control and are what you should rely upon. If you have questions regarding any benefits offered by the Company, please contact Human Resources.

Regular full-time, full-time annual layoff, and part-time associates are eligible to enroll in benefits at the time of hire, during open enrollment, and within 31 days of a qualifying event. Associates are responsible for notifying Human Resources of qualifying events. A qualifying event is defined as the birth or adoption of a child, marriage or divorce of the associate, work status change, or loss of benefits through another provider. Regulations pertaining to qualifying events change often, so contact Human Resources at 470-277-7100 for clarification.

The benefits we provide are meant to help associates maintain a high quality of life—both professionally and personally. We sincerely hope that each associate will take full advantage of these benefits. If you don’t understand information in the plan documents or if you have any questions about the benefits we offer, please talk to a benefits representative at 470-277-7100.

7.2 | Health Care BenefitsSiteOne offers Health Care Benefits to eligible associates in accordance with the terms of the applicable plan documents. For information regarding benefits available to eligible associates, please refer to the applicable plan documents or a benefits representative.

7.3 | Savings and Investment PlanSiteOne will automatically enroll you into the 401(k) Plan with a 3% pre-tax contribution. Keep in mind you will be able to opt out or make changes to your contribution and investment elections at any time by calling Fidelity. SiteOne

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matches 120% of your first 2% of contributions, and then 40% of the next 4%. The Annual Increase Program (AIP) through Fidelity Investments will be automatically activated for each new hire eligible to participate in the SIP. This means that new hires will have their SIP deferral percentage increased by 1% on 1 March of each year following the year of their date of hire. The associate can opt out of the program at any time and may change their SIP deferral percentage at any time.

7.4 | Employee Assistance ProgramPersonal issues and life events can take a toll on your quality of life and work. To help you manage stressful life situations, SiteOne automatically provides you and your family with an Employee Assistance Program (EAP) through the ComPsych Guidance Resources, at no cost to you. Call the EAP 24 hours a day, 7 days a week, for confidential assistance with nearly any personal matter you may be experiencing. Licensed counselors can provide you with access to face-to-face counseling visits as well as legal advice, financial consultation, special needs care, dependent care referrals, other community referrals, college planning and much more.

∏ Toll-Free Number: 844-637-0493

∏ Website: www.guidanceresources.com

∏ Company Web ID: SiteOne

SECTION 8 USE OF SITEONE PROPERTY8.1 | SiteOne PropertyWe have invested a great deal of money in the property and equipment that you use to perform your job. It is an avoidable drain on SiteOne’s bottom line when people abuse SiteOne property, misuse it, or wear it out prematurely by using it for personal business.

We ask all associates to take care of SiteOne property and to report any problems to their manager. If a piece of equipment or property is unsafe for use, please report it immediately to your manager or Safety and Environmental representative, and do not use the equipment until the unsafe condition has been corrected.

We do not allow personal use of SiteOne property unless specifically authorized in this Handbook. Please use property only in the manner intended and as instructed. Failure to use SiteOne property appropriately, and failure to report problems or unsafe conditions, may result in disciplinary action, up to and

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including termination of employment. Associates are strictly prohibited from dismantling, bypassing, or otherwise tampering with any safety shields, safety paneling, or other safety devices on any SiteOne equipment or machinery.

8.2 | SiteOne VehiclesOnly authorized associates may use SiteOne vehicles, and they may do so only on SiteOne business. You must have a valid driver’s license and be approved by Human Resources to use SiteOne vehicles, and we expect that you will drive in a safe and courteous manner.

Associates in a “Driver” position and/or who drive SiteOne vehicles as a part of their job are responsible for exercising good judgment, protecting company assets, and adhering to the following standards:

FUEL CARD: Fuel cards are provided for the purchase of fuel for SiteOne vehicles only. Fuel cards are VIN specific and should be used only for the vehicle to which it is assigned. The use of these cards for the purchase of fuel for personal vehicles or other vehicles not owned by SiteOne is strictly prohibited.

MOTOR VEHICLE REPORT: Drivers should report any traffic citations immediately to their manager, regardless of whether the citation was on personal or company time and regardless of whether the citation relates to the operation of a SiteOne vehicle or a personal vehicle. It is the policy of SiteOne to periodically review the driving history of all drivers, and any undisclosed citations or accidents may result in termination of your employment.

DRIVER QUALIFICATION FILES: SiteOne has implemented a Driver Qualification and Hiring Policy, developed to achieve two goals: The first goal is for the company to meet or exceed all Federal Motor Carrier Safety Regulation (FMCSR) concerning driver qualification. The second goal is to select only the best available drivers: Drivers who share SiteOne’s values and goals of operating in a safe, legal, and professional manner. The Driver Qualification and Hiring Policy is available on the Company Intranet.

ACCIDENT REPORTING: Drivers are obligated to notify the police and store manager immediately in the event of an accident in a company vehicle, regardless how minor or whether there is any damage. Store managers will update the chain of command including safety and fleet managers.

DRIVING RESPONSIBLY: Drivers are responsible for behaving in a manner consistent with good customer service. Driving a SiteOne vehicle is a great marketing tool for SiteOne if the driver is considerate of other drivers and

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abides by the rules of the road. Reports of unsafe or inconsiderate driving will be investigated and may result in dismissal.

MEDICATIONS: Drivers must notify the Safety and Environmental Manager if any medication is being taken that has side effects that could impair driving – including prescription and non-prescription medications.

LOAD SECURITY: Drivers are responsible for ensuring that the load is properly secured prior to leaving the store and that the weight of the load is within regulations. Payment of citations for failure to adhere to regulations will be the responsibility of the driver – not SiteOne– to the extent permitted by applicable law.

PROTECTION OF ASSETS: Drivers are responsible for the products in their possession. No open-bed truck should be left unattended with product on board. Any theft of products in the driver’s possession will be investigated and may be cause for dismissal.

SEAT BELTS: Seat belts are required at all times while operating a SiteOne vehicle. There are absolutely no exceptions to this rule.

SMOKING: Smoking (cigarettes or e-cigarettes) in company vehicles is strictly prohibited.

PERSONAL USE OF SITEONE VEHICLES: The use of SiteOne vehicles for personal use is prohibited, during and after work hours.

PASSENGERS: Drivers are not permitted to transport anyone in a SiteOne vehicle who is not an associate (employee) of SiteOne Landscape Supply.

PAYMENT OF FINES: Drivers will be responsible for citations related to their failure to perform assigned duties. Such violations include, but are not limited to:

Δ SpeedingΔ Over legal weight limitΔ Red Light or stop sign violationsΔ Unsecured LoadΔ Parking in a no parking zoneΔ Reckless drivingΔ Unsafe lane changeΔ TailgatingΔ Failure to yield right of way

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Δ Leaving the scene of accidentΔ Not wearing seatbeltΔ All other moving violationsΔ Passing a mandatory state weigh scale when requiredΔ Failure to maintain or carry medical examiner certificate when requiredΔ Failing to maintain proper logbooks or driver vehicle inspection reports

Violating these policies in any way may result in disciplinary action, up to and including termination of employment.

8.3 | Telephone SystemSiteOne’s phone system is intended for business use. Associates are expected to keep personal calls to a minimum. If you must make or receive a personal call, please keep your conversation brief. Extensive personal use of SiteOne phones is grounds for disciplinary action up to and including termination.

See Section 13 and 14 of this Handbook for information on privacy and telephones.

8.4 | Use of Cell Phones/Other Electronic Devices While DrivingThis policy provides standards for safe use of cell phones and other electronic communication devices (smart phones, tablets, and other handheld devices) by associates when operating SiteOne vehicles, leased or rented vehicles, or personal vehicles while conducting SiteOne business.

Associates should not use handheld cell phones or other handheld electronic devices for any purpose when driving on SiteOne time for SiteOne purposes, whether driving a SiteOne vehicle or personal vehicle. If an associate needs to make or receive a call while driving, the associate should make or receive the call only after parking in a lawfully designated area. If an associate has a hands-free device that allows the associate to talk on a cell phone or other electronic device, the associate may make and receive calls using the hands-free device. Associates are strictly prohibited from texting, e-mailing, surfing the internet, or otherwise using any other electronic communication device while driving on SiteOne time, for SiteOne purposes, and/or within a SiteOne vehicle. Associates are further prohibited from taking notes or writing when talking on a cell phone while operating a SiteOne vehicle or in a private vehicle while conducting SiteOne business. Associates are responsible for all fines and citations received related to improper cell phone use, whether operating a SiteOne vehicle or a personal vehicle.

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Certain associates may be provided SiteOne cell phones or other electronic communication devices. Such electronic communication devices are the property of SiteOne and are intended primarily for business purposes only. Personal use of such SiteOne-issued electronic communication devices should be kept to a minimum during working time. Associates are responsible for reimbursing SiteOne for an excessive or unreasonable personal use of such an electronic device and may be subject to disciplinary action for improper use. Upon termination of employment, associates will be required to return all SiteOne-issued cell phones and other electronic devices. All SiteOne information, including confidential and proprietary information that is stored on a SiteOne-issued cell phone or other electronic device is the property of SiteOne. Associates are prohibited from copying, downloading, or otherwise transferring SiteOne information from a cell phone or other electronic device for use after an associate’s termination of employment.

Violating this policy in any way may result in disciplinary action, up to and including termination of employment.

8.5 | Return of SiteOne PropertyWhen your employment with SiteOne ends, we expect you to return SiteOne property—and to return it clean and in good repair. This includes all manuals and guides, documents, customer lists, phones, radios, computers, equipment, keys, and tools.

If you do not return a piece of property, or if you return a piece of property in disrepair, we will withhold from your final paycheck the cost of repairing or replacing that piece of property to the full extent permitted by law. We also reserve the right to take any other lawful actions necessary to recover or protect SiteOne property.

SECTION 9 LEAVE AND TIME OFF9.1 | Paid Time OffAll regular full-time associates earn and accumulate time in a Paid Time Off (PTO) account to be used for vacation, sick, and personal leave. The amount of PTO earned is based on years of continuous service, using the most recent date of employment. Eligible part time associates will earn PTO on a prorated basis according to the number of hours worked. Temporary and seasonal associates are not eligible for PTO, regardless of the number of hours worked. Full-Time Annual Layoff associates are eligible for PTO, but accrual only continues during active employment.

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Full-time associates earn PTO time according to the following schedule:

Years of Service PTO Hours Earned Per Pay Period Equivalent Days Per Year (Excluding paid holidays)

0-12 months .7692 513-24 months 1.5384 1025-60 months 2.3077 1561-120 months 3.0769 20121 months and above 3.8462 25

Managers have the right to approve or deny PTO based upon business needs. Associates who request time off may not take unpaid leave if they have PTO hours available.

Associates are encouraged to used PTO wisely, giving adequate notice to the manager of intent to take PTO. If circumstances, such as a medical or family emergency, prevent advance scheduling, you must inform your manager as soon as possible that you are taking PTO.

Associates must manage their PTO responsibly to ensure that they have time available for emergencies, such as personal or family illness. An associate who needs time off but has no earned PTO may be eligible to take unpaid leave. However, unless applicable law provides otherwise, managers have the right to approve or deny PTO or unpaid leave, dependent upon business needs. Associates who have accrued PTO hours available may not take unpaid leave; they must use PTO hours during their leave. All paid leave will run concurrent with any unpaid leave of absence.

An associate cannot accrue more than a maximum of 30 days (240 hours) of PTO at any one time. Once an associate reaches 30 days of PTO, the associate will not accrue additional PTO until his/her PTO balance drops below 30 days. Associates are not allowed to “sell” unused PTO days back to the Company for reimbursement unless required by applicable state law. PTO hours will carryover from one year to the next; however, at no point in time will an associate accumulate more than 30 days (240 hours) of PTO unless required by applicable state law. Upon termination of employment, associates will be paid for all accrued but unused PTO.

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For associates who work in jurisdictions that have paid sick leave laws, this policy will be applied consistent with those laws. Under all circumstance, eligible associates will receive all paid sick leave in accordance with applicable state or local law. Part-time and seasonal associates who are not eligible for PTO will receive paid sick leave if they work in a jurisdiction that mandates paid sick leave. Any associate who has questions concerning whether mandated paid sick leave is applicable in their particular work location should contact Human Resources.

Associates will not be able to use PTO during the notice period prior to termination.

9.2 | HolidaysSiteOne observes eight holidays each year, which are published on the Company Intranet.

If a holiday falls on a weekend, your manager will inform you when the holiday will be observed. Ordinarily, holidays falling on a Saturday will be observed the preceding Friday; holidays falling on a Sunday will be observed the following Monday.

Full-time associates are eligible for holiday pay. Part-time associates and seasonal associates are not eligible for holiday pay, unless applicable law requires otherwise. Associates must work the day before and the day after the holiday to receive holiday pay (unless PTO or a scheduled leave of absence is approved in advance with the manager or unless applicable law requires otherwise).

9.3 | Family and Medical Leave (FMLA)Under the Family and Medical Leave Act of 1993, as amended (FMLA), associates may be eligible for a period of job-protected unpaid leave for certain family and medical reasons as described below. This Family Medical Leave Act Policy (“Policy”) provides an overview of associates’ rights and responsibilities under the FMLA as well as the SiteOne's own policies regarding FMLA Leave. SiteOne has posted notices of the FMLA at all SiteOne facilities. The information in those posters is incorporated into this policy by reference.

General EligibilityTo be eligible for FMLA Leave under this Policy, an associate must have worked at SiteOne for at least 12 months and must have worked at least 1,250 hours during the 12-month period prior to the commencement date of any leave requested under this Policy. Eligibility will be determined as of the date the leave commences. Associates who work at a site at which fewer than 50 associates

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are employed within a 75-mile radius are not eligible for leave under this policy. Where business conditions allow, SiteOne may offer unpaid leave for associates who do not meet these eligibility requirements. When a request for FMLA is made, the company will advise of the associate’s eligibility and the associate’s rights and responsibilities.

Types and Duration of FMLA LeaveBonding Leave; Serious Health Condition Leave; Leave to care for a family member with a serious health condition; Active Duty Leave

An associate may be eligible for up to 12 weeks of unpaid leave during a rolling 12-month period (measured backward from the date an associate uses FMLA leave) for the following reasons:

1. The birth of the associate’s child and to bond with the child; or forplacement through adoption or foster care and to bond with thenewly placed child. Such leave must be concluded no later than 12months after the birth or placement of the child with the associate;

2. To care for an immediate family member (spouse, child under18 years old or a child 18 and over who is incapable of self-carebecause of a disability, or parent) with a serious health condition;

3. Because of a serious health condition which renders theassociate unable to perform the functions of his/her job; or

4. Because of any qualifying exigency arising out of the fact that an associate’s spouse, son (of any age), daughter (of any age) or parent, who is serving in any store of the military (including the National Guard or Reserves), has been deployed or called to active duty in a foreign country (“Active Duty Leave”).

Military Caregiver LeaveAn associate also may be eligible for Military Caregiver Leave to care for a spouse, son (of any age), daughter (of any age), parent or next of kin who is: 1) a current member of the Armed Forces, including the National Guard or Reserves, and who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness, which is incurred in the line of duty (or for a pre-existing injury or illness which is aggravated in the line of duty) and that renders the service member medically unfit to perform the duties of his or her office, grade, rank or rating, or 2) a veteran who was a member of any store of the Armed Forces, including the National Guard or Reserves, and who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness that occurred

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in the line of duty (or for a pre-existing injury or illness which was aggravated in the line of duty) at any time within 5 years preceding the treatment, recuperation or therapy. A covered veteran incurs a serious illness or injury for purposes of this paragraph when one of the following occurs:

a) The injury or illness makes him or her medically unfit to perform the duties of his or her office, grade, rank or rating.

b) It causes the service member to have a VA Service Disability Rating is at 50% or greater.

c) It is a mental or physical condition substantially impairs their ability to obtain gainful employment

d) The VA enrolls the associate in the Department of Veteran Affairs Program of Comprehensive Assistance for Family Caregivers.

Eligible associates are entitled to a total of 26 weeks of unpaid Military Caregiver Leave during a single 12-month period. This single 12-month period begins on the first day an eligible associate takes Military Caregiver Leave (as long as it is within 5 years of the covered service member’s active duty) and ends 12 months after that date. Military Caregiver Leave applies on a per-covered service member, per-injury basis, so that an associate may be eligible to take more than one 26-week period of Military Caregiver Leave, but no more than 26 weeks of leave may be taken during any one 12-month period.

An eligible associate is entitled to a combined total of 26 workweeks of leave for all FMLA qualifying reasons during the single 12-month period described above. For example, if an associate takes 10 weeks of FMLA leave due to his/her own serious health condition, the associate may take only 16 weeks of Military Caregiver Leave during that same 12-month period.

DefinitionsA “serious health condition” as referred to above means an illness, injury, impairment, or physical or mental condition that involves:

1. In-patient care (i.e., an overnight stay) in a hospital or other medical care facility (including any period of incapacity or any subsequent treatment in connection with such in-patient care);

2. A period of incapacity of more than three (3) consecutive full calendar days, and any subsequent treatment or period of incapacity relating to the same condition that also involves (i) treatment two (2) or more times by a health care provider or under the supervision of a health care provider within 30 days of the start of the incapacity, or (ii) treatment by a health care provider on at least one (1) occasion within seven (7) days

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of the start of the incapacity which results in a regimen of continuing treatment under the supervision of a health care provider;

3. Any period of incapacity or treatment due to pregnancy, or for prenatal care;

4. Any period of incapacity or treatment due to a chronic serious health condition requiring periodic visits of at least twice a year for treatment by a health care provider;

5. A period of incapacity or treatment which is permanent or long-term due to a condition for which treatment may not be effective, during which the associate (or family member) must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider; or

6. Any period of absence to receive multiple treatments by a health care provider or under the supervision of a health care provider, either for restorative surgery after an accident or other injury, or for a condition that will likely result in a period of incapacity of more than three (3) consecutive calendar days in the absence of medical intervention or treatment.

A “qualifying exigency” referenced above under “Active Duty Leave” refers to the following circumstances:

1. Short-notice deployment: to address issues arising when the notification of a call or order to active duty is seven (7) days or less;

2. Military events and related activities: to attend official military events or family assistance programs or briefings;

3. Childcare and school activities: for qualifying childcare and school related reasons for a child, legal ward or stepchild of a covered military member;

4. Care of the covered military member’s parent if the parent is incapable of self-care;

5. Financial and legal arrangements: to make or update financial or legal affairs to address the absence of a covered military member;

6. Counseling: to attend counseling provided by someone other than a health care provider for oneself, for the covered military member, or child, legal ward, or stepchild of the covered military member;

7. Rest and recuperation: to spend up to fifteen (15) calendar days for each period in which a covered military member is on a short-term rest leave during a period of deployment; or

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8. Post-deployment activities: to attend official ceremonies or programs sponsored by the military for up to 90 days after a covered military member’s active duty terminates or to address issues arising from the death of a covered military member while on active duty.

When Spouses Work TogetherIf both spouses are employed by SiteOne and are eligible for leave under this policy, they are eligible for a combined total of 12 weeks of leave within the applicable 12-month period when the leave is due to the birth or placement of a child or to care for a parent who has a serious health condition, or a combined total of 26 weeks within the applicable 12-month period when the leave is for Military Caregiver Leave. (However, in no event shall the spouses take more than a combined total of 12 weeks of leave within the applicable 12-month period for the birth or placement of a child or to care for a parent who has a serious health condition).

Notice of Need for FMLA LeaveAn associate who wants to take FMLA must follow normal call-in policies and notify the person an associate would normally notify for an absence. Failure to adhere to normal company call-in procedures can result in discipline, as with any other type of leave.

If FMLA applies or believed to possibly apply, the associate will be required, thereafter, to contact Human Resource to complete a request for leave. The associate will be required to fill out prescribed forms requesting leave.

To avoid a delay in FMLA protection, the associate must give notice as soon as possible and practicable under the circumstances of enough facts to advise the person receiving the call that FMLA may apply. Associates are always required to give notice as soon as practicable and possible, but, except for instances of active duty leave, an associate is not required to provide more than thirty (30) days advance notice.

If an associate fails to give the required notice with no reasonable excuse, FMLA coverage may be delayed for a period of time. This can result in discipline for absences taken prior to FMLA coverage commencing.

Associates should make every reasonable effort to schedule foreseeable medical treatments so as not to disrupt the ongoing operations of SiteOne.

Substitution of Paid Leave for Unpaid FMLA LeaveAssociates must concurrently exhaust any short-term disability benefits,

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workers compensation benefits, accrued vacation time, or any other form of applicable paid leave for FMLA leave. All substituted paid leave that is being concurrently exhausted will be counted against an eligible associate’s FMLA leave entitlement. Any leave required under state law will also run concurrently with this policy.

Associates are required to exhaust any accrued PTO in excess of 40 hours. Associates on FMLA Leave may reserve a maximum of 40 hours of PTO in their bank to be used at a later date. An associate may use PTO during an FMLA Leave that drops their PTO bank below 40 hours if they so choose.

Intermittent FMLA LeaveIntermittent or reduced schedule leave is leave at varying times for the same qualifying condition. Intermittent leave or reduced schedule leave may be available if the need for leave is due to an associate’s serious health condition or an associate’s immediate family member’s serious health condition and when the need for intermittent or reduced schedule leave is certified by a health care provider. Intermittent or reduced schedule leave is not available for the birth or placement of a child for adoption or foster care, unless SiteOne agrees. Military Caregiver Leave may be taken intermittently or on a reduced leave schedule when medically necessary. Active Duty Leave may also be taken on an intermittent or reduced leave schedule.

Associates who take foreseeable intermittent or reduced schedule leave must attempt to schedule their intermittent or reduced schedule leaves so as not to disrupt the operations of SiteOne and in some instances, SiteOne may require associates taking foreseeable intermittent or reduced schedule leaves to transfer temporarily to an alternative position for which the associate is qualified and which better accommodates the associate’s leave schedule. Pay and shifts would not be affected by a change to an alternate position. Time worked in the alternate position would not count towards the associate’s FMLA leave entitlement.

Associates taking unforeseeable intermittent leaves must follow SiteOne's standard call-in procedures absent unusual circumstances.

Documentation Supporting FMLA LeaveAn associate requesting leave for a serious health condition must provide a completed FMLA Certification of Health Care Provider Form supporting the need for the leave. A request for reasonable documentation of family relationship verifying the legitimacy of a request for FMLA Leave may also be required.

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The associate will have fifteen (15) days in which to return a completed Certification form following SiteOne’s request for the certification. If the associate fails to provide timely certification after being required to do so, covered leave may be delayed moving forward until the certification form is finally submitted. Absences counted against the associate for a late certification will not be reversed absent exceptional circumstances. If an associate never returns the completed form, the FMLA will be denied and the absences will be unprotected. If the Certification form is incomplete or insufficient, an associate will be given written notification of the information needed and will be given a period of seven (7) days to provide the necessary information.

In some circumstances, a second opinion, at the expense of SiteOne, related to the health condition may be required. If the original certification and the second opinion differ, a third opinion, at the expense of SiteOne, may be required. The opinion of the third health care provider, which SiteOne and the associate jointly select, will be the final and binding decision.

A request for Active Duty Leave must be supported by the Certification of Qualifying Exigency for Military Family Leave form as well as appropriate documentation, including the covered military member’s active duty orders.

A request for Military Caregiver Leave must be supported by the Certification for Serious Injury or Illness of Covered Servicemember form or Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave form as well as any necessary supporting documentation.

Once SiteOne has received a complete and sufficient certification form from the associate, SiteOne will advise the associate whether he or she has been approved or denied FMLA and, if possible, will advise how much FMLA will be used.

RecertificationIn the following circumstances, SiteOne may, in its sole discretion, require recertification of the qualifying reason for FMLA: (1) where the associate needs more leave than the original certification justified; (2) where circumstances and facts cast doubt on the associate’s need for FMLA; or (3) when the need for FMLA extends beyond 6 calendar months. In these situations, the associate will have fifteen (15) days in which to provide a completed Recertification form.

Restoration To Position And BenefitsHealthcare benefits will be maintained while an associate is on FMLA, subject to the payment of premiums explained in this paragraph. For all other benefits, they will be maintained similarly to others on similar forms of leave (paid/

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unpaid). Associates on paid FMLA (because they are concurrently exhausting a paid leave benefit) will continue to have their premium payments deducted from their paycheck as if they were on non-FMLA paid leave. Associates on an unpaid FMLA leave (for which no paid leave is substituted or after all paid leave has been exhausted) will need to maintain the benefits they accrued prior to commencement of the leave by making premium payments. If the payment is not received on the due date or thereafter, the company will provide the associate written notice of non-payment and provide 15 days to make the payment. If the payment is not made within the 15-day window, and at least 30 days have passed from the due date, then coverage under the benefit plan will lapse, retroactively to the original due date.

Associates are permitted to return to whatever position they would have held had they not taken FMLA leave. Generally, this means associates returning from FMLA leave within 12 weeks will be returned to the job position that they held when they went on leave, or a substantially similar one. If the associate would have lost their position even if they had not taken the leave, then there exists no reinstatement right. For example, if the associate’s position is eliminated because of a reduction in force, then no reinstatement right exists.

If an eligible associate fails to pay his or her portion of the required premium payments for benefit coverage, and SiteOne elects to make the associate’s portion of premium payments to keep benefit coverage in effect during a period of paid or unpaid FMLA leave for medical and dental benefits, and/or a period of unpaid FMLA leave for other benefits, SiteOne may recover the amount of the premium payment from the associate regardless of whether the associate returns to work. SiteOne may recover its own share of the premiums paid for maintaining an associate’s medical and dental benefit coverage during any period of unpaid FMLA leave if the associate fails to return from leave after entitlement has expired, provided the associate failure to return to work for a reason other than the continuation, recurrence, or onset of a serious health condition was unrelated to the qualifying reason the associate took FMLA leave.

Return To WorkAssociates on FMLA leave must periodically inform Human Resources of their status and intent to return to work while on FMLA leave. Associates returning from FMLA leave must be able to assume all of the essential functions of their jobs upon return. SiteOne will provide time for the associate to learn of any changes or new technology implementations. As a condition to restoring an associate whose leave was based on the associate’s own serious health condition, the associate must provide certification from the associate’s health care provider stating that the associate is able to resume work. This return to work statement is required for all serious health conditions unless the associate

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has previously provided one for that condition within the past year. If safety issues exist, SiteOne may require a return to work statement every thirty days.

Failure To Return From LeaveUnless required otherwise by law an associate granted a leave of absence under these provisions who fails to return to work upon expiration of the leave will no longer have protected absences. Further absences would count against the attendance policy. SiteOne will comply with the reasonable accommodation obligations of the ADA and will engage in the interactive process for associates unable to return to work due to a disability.

Key EmployeesAn associate who qualifies as a “key employee” may be denied restoration of employment after a period of FMLA leave if holding the associate’s position would cause the company grievous economic injury. A “key employee” is an associate who is salaried and is among the highest paid ten percent of the work force within 75 miles of the place where the associate reports to work. Upon requesting FMLA leave, an associate will be notified by SiteOne of his/her status as a “key employee” if there is a possibility that SiteOne may deny reinstatement after leave.

Benefits During FMLA LeaveDuring the approved FMLA Leave, the associate’s coverage under SiteOne benefits will continue, but if the associate goes without pay, then the associate must make special arrangements to pay his or her share of insurance premiums (if applicable).

In most circumstance, upon return from FMLA Leave an associate will be restored to his original or equivalent position with equivalent pay, benefits, and other employment terms. If, however, an event occurs that would have terminated or altered the employment of the associate had he or she not been on leave (e.g., a reduction in force, elimination of a shift), the employment, leave rights, employment conditions, or restoration rights of that associate will terminate at the same time as if the associate had not been on leave. Employers are prohibited from interfering with or retaliating against associates who exercise their rights under the FMLA.

Interaction with State Leave LawsCertain states require employers to provide greater or different job-protected family and medical leaves and leaves to family members of persons in the military. When applicable, SiteOne complies with all such state leave laws. When leave provided under one of these laws is covered under the federal FMLA, it will count toward the associate’s federal FMLA entitlement and as FMLA Leave

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under this policy. These leave laws vary by state, and the associate should contact Human Resources if he/she has questions.

9.4 | Leave of AbsenceManagement, at its discretion, may allow associates an unpaid leave of absence for up to 30 days. Associates are not entitled to an unpaid leave of absence. An unpaid leave of absence will only be provided in accordance with the terms of this policy. This policy cannot be used to extend FMLA. Any extension of FMLA will be considered under the ADA. Associates on an unpaid leave of absence under this policy have no guaranteed rights to re-employment. SiteOne will make an effort to return an associate to his/her same job or an equivalent job position. Upon the approval of Human Resources, under extenuating circumstances, an unpaid leave of absence may be extended for a duration greater than 30 days. However, such exceptions will be rare and based on the particular circumstances of the particular need for leave, and the business needs of the Company as assessed by Human Resources. Any associate who does not return to work upon completion of his/her leave will be terminated and considered to have voluntarily quit employment. Any associate who is on an approved leave of absence who engages in other employment prohibited by the reasons for leave without the written consent of management or who misrepresents the reason or need for a leave of absence will be subject to disciplinary action, up to and including termination.

9.5 | Lactation LeaveSiteOne will provide a reasonable amount of break time to accommodate a female associate’s need to express breast milk for the associate’s infant child up to age 12 months. If possible, the break time should be taken concurrent with other break periods already provided. If the associate needs longer than a scheduled break to express milk, the remainder of the break will be unpaid. SiteOne will provide a private space other than a restroom for the purpose of expressing breast milk and will make reasonable efforts to provide the associate with the use of a room or other location in close proximity to the associate’s work area for the associate to express milk in private. The associate should notify her manager or Human Resources, if she is requesting time to express breast milk under this policy.

9.6 | Bereavement LeaveIf you suffer the death of an immediate family member, you are entitled to take up to three days of paid bereavement leave. Immediate family members are spouse, domestic partner, parent, stepparent, child, stepchild, brother or sister. One day of paid bereavement leave is authorized for grandparents,

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grandchildren and parents-in-law. Additional time off may be supplemented with PTO if approved by your manager or taken as an unpaid leave if no PTO is available.

9.7 | Uniformed Services Leave (Military Leave)This policy grants Uniformed Services Leave when an associate, voluntarily or involuntarily, serves in the United States uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of uniformed service is required, unless military necessity prevents such notice or it is otherwise impossible or unreasonable. SiteOne complies with USERRA and all applicable state military leave laws. Please see Human Resources for additional information regarding military leave.

An associate whose uniformed services leave has ended must return to work or inform SiteOne that he or she wants to be reinstated in accordance with these guidelines:

∏ For a leave of 30 or fewer days, the associate must report back to work onthe first regularly scheduled workday after completing uniformed services leave, allowing for travel time.

∏ For a leave of 31 to 180 days, the associate must request reinstatementwithin 14 days after uniformed services leave ends.

∏ For a leave of 181 days or more, the associate must request reinstatementwithin 90 days after uniformed services leave ends.

When an associate’s uniformed services leave ends, that associate will be reinstated to the position he or she formerly held, or to a comparable position, as long as the associate meets the requirements of federal and state law.

Uniformed Services Leave is unpaid leave to the extent permitted by applicable law. Associates taking such leaves may elect to use any accrued PTO during the leave.

9.8 | VotingSiteOne encourages associates to exercise their right to vote. Associates who will need to take time off work to vote must inform their supervisors in advance. Associates are expected to work with their managers to ensure that their absence doesn’t negatively impact SiteOne operations. Time off for voting will be unpaid unless PTO is utilized or unless applicable law requires otherwise.

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9.9 | Jury DutyIf you are called for jury duty, you are entitled to take time off as necessary to fulfill your civic responsibilities. No associate will face discipline or retaliation for jury service.

You must immediately inform your manager when you receive your jury duty summons. If you are chosen to sit on a jury, you must inform your manager how long the trial is expected to last. You must also check in with your manager periodically during your jury service, so SiteOne knows when to expect you back at work.

SiteOne recognizes the demands of civic responsibilities and provides compensation for such. SiteOne will pay for up to 10 working days, unless applicable law requires otherwise, provided the service occurs on a regularly scheduled workday. The associate must present a written statement or receipt from the court showing the dates served and compensation received. Any jury duty that lasts more than 10 working days will be unpaid unless required by applicable state law.

9.10 | Other Legally Protected AbsencesIn addition to the leaves described in this Handbook, SiteOne complies with all applicable state laws relating to various forms of protected absences. Depending on the particular state in which you are employed, associates may be legally entitled to time off under various state laws such as:

Δ Domestic violence leaveΔ Emergency response leaveΔ Crime victim leaveΔ School leaveΔ Bone Marrow transfer leave

For additional information and to determine if you qualify for additional leaves of absence, please contact your manager or Human Resources.

SECTION 10 PERFORMANCE10.1 | Your Job PerformanceEach and every associate at SiteOne contributes to the success or failure of our company. We expect everyone to perform to the highest level possible while demonstrating our values.

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Poor job performance can lead to discipline, up to and including termination of employment.

10.2 | Performance ReviewsBecause our associates’ performance is vital to our success, we conduct periodic reviews of individual performance. Through these reviews, associates will share their progress against performance and development goals while receiving feedback on how they are performing against expectations.

We require all associates to participate in the review process. If you have any questions about this process, please discuss your concerns with your manager or Human Resources.

SECTION 11 WORKPLACE BEHAVIOR11.1 | Professional Behavior and DisciplinePeople who work together have an impact on each other’s performance, productivity, and personal satisfaction in their jobs. In addition, how our associates act toward customers and vendors will influence whether those relationships are successful for SiteOne.

Because your conduct affects many more people than just yourself, we expect you to act in a professional manner whenever you are on SiteOne property, conducting SiteOne business, or representing SiteOne at business or social functions.

Although it is impossible to give an exhaustive list of everything that professional conduct means, it does, at a minimum, include the following:

Δ Following all of the rules in this Handbook that apply to youΔ Refraining from threatening, abusive, harassing or outrageous behavior towards customers, coworkers, or vendors

Δ Refraining from hostile jokes aimed at customers, coworkers, or vendors

Δ Treating coworkers, customers, and vendors with patience, respect, and consideration

Δ Being courteous and helpful to others in performing job duties, and

Δ Communicating openly with supervisors, managers, and coworkers

Δ Complying with SiteOne’s harassment policy

Δ Not falsifying employment records or SiteOne documents

The success of SiteOne depends in great part on the loyalty and good will of

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our customers. As a result, we expect our associates to behave in the following manner when interacting with customers:

Δ To treat all customers with courtesy and respectΔ To always be helpful and cheerful toward customersΔ To introduce yourself with name and role in the organizationΔ To address the customer with proper surname (Mr., Mrs., Ms., Dr.)Δ To offer assistance at all times regardless of locationΔ To use professional telephone courtesyΔ To provide assistance and direction, escorting the customer whenever possibleΔ To take ownership in understanding the customer’s request, to exceed the need or expectation whenever possible

Δ To always ensure the safety of our customers

Associates are subject to disciplinary action for failure to adhere to the behaviors listed above and for failing to perform their job duties in a satisfactory manner. Associate conduct deemed to be unacceptable behavior may result in disciplinary action up to and including termination of employment. Management, in its sole discretion, reserves the right to determine when an associate’s behavior is unacceptable and when and what disciplinary action is necessary under a given circumstance. Similarly, associates may be subject to discipline up to and including termination for poor performance and violation of other policies and procedures. The type of disciplinary action that may be imposed may vary depending on the facts and circumstances surrounding each case. The type of disciplinary action that may be imposed may range from verbal warning, to written warning, to suspension and termination of employment. Nothing in this Handbook creates an obligation to follow any particular disciplinary procedure. Management may skip certain disciplinary steps or repeat certain disciplinary steps depending on particular facts of each situation. This policy in no way implies any kind of contract or obligation to follow any particular disciplinary procedure. This policy does not alter the employment at-will relationship.

11.2 | Punctuality and AttendanceYou are important to the effective operation of this business. When you are not here at expected times or on expected days, someone else must do your job or delay doing his or her own job while waiting for you to arrive. If you work with customers or vendors, they may grow frustrated if they can’t reach you during your scheduled work times.

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As a result, we expect you to keep regular attendance and to be on time and ready to work at the beginning of each scheduled workday.

Of course, things will sometimes happen that will prevent you from showing up to work on time. For example, weather, a sick child, or car trouble may delay you. If you are going to be more than 15 minutes late, notify your manager as soon as possible.

If you must miss a full day of work for reasons other than PTO or other approved leave (such as leave to serve on a jury or for a death in a family), you must notify your manager as far in advance as possible.

Any associate who is absent for three consecutive days without calling in and notifying his/her manager will be deemed to have resigned employment without notice. If you are late for work or fail to appear without calling in as required by this policy or by other policies in this Handbook, you will face disciplinary action, up to and including termination of employment.

11.3 | Associate Appearance and DressWe believe that a professional image enhances our work product and makes us more competitive in the marketplace. In part, we convey that image through the appearance of our associates. We ask all associates to use their common sense when dressing for work and to wear attire that is professional and appropriate. We also ask our associates to maintain a neat and clean appearance at all times. Hairstyles and jewelry should be conservative and in good taste. Cosmetics and perfumes should be used in moderation.

Corporate office attire is business casual. Improperly fitting clothing, tennis shoes, flip-flops, shorts, mini-skirts, cropped/halter tops, tank tops, and athletic apparel are not permitted. Corporate department managers are authorized to designate “ jeans days” as they deem appropriate.

Required attire for store associates includes casual slacks, jeans, or shorts and a SiteOne Landscape Supply shirt. Apparel with non-SiteOne Landscape Supply logos is not permitted.

If you have any questions about the proper attire for your position, please contact your manager. We will try to reasonably accommodate an associate’s special dress or grooming needs that are the result of religion, ethnicity, race, or disability.

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11.4 | Personal Cell Phone UseAlthough most associates carry personal cell phones, these can be a distraction in the workplace. Associates are asked to refrain from texting or making calls from their personal phones during work hours. However, they may use their personal cell phones during rest breaks and meal periods. Nothing in this policy prohibits associates from using cell phones as necessary to record unsafe working conditions, violations of SiteOne policies and procedures, or is otherwise necessary to report illegal or unlawful activity to any government agency. Failure to adhere to this policy will lead to disciplinary action, up to and including termination of employment.

11.5 | Solicitation and DistributionIn order to maintain and promote efficient operations, SiteOne has established the following guidelines governing solicitation and distribution of written materials on SiteOne property

∏ Solicitation or distribution of literature by associates duringwork time that in any way interferes with work is prohibited.

∏ Distribution of literature by associates in work areas is prohibited.

∏ Solicitation or distribution of literature by non-associateson SiteOne premises is prohibited.

∏ Distribution of literature by associates in non-work areas duringwork time that in any way interferes with work is prohibited.

“Working time” for the purpose of this guideline is defined as those periods that are designated, for the performance of assigned job tasks by the associate doing the solicitation or distribution, or the associate who is being solicited or receiving literature.

Persons not employed by SiteOne may not solicit or distribute literature on SiteOne property at any time.

11.6 | TheftTheft of any kind is not tolerated. Theft of company property or equipment will result in immediate termination.

SECTION 12 HEALTH AND SAFETY12.1 | Safety PolicySiteOne takes associate safety very seriously. All associates must immediately

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report to their manager any workplace condition that they believe to be unsafe. SiteOne will look into the matter promptly.

All associates are asked to cooperate in helping prevent injury to themselves, other associates, customers, and vendors by observing safety rules as required by applicable state and federal law, DOT, and OSHA. All safety procedures are outlined in Unity Enterprise.

Additional safety requirements may apply to store locations versus corporate locations. Proper personal protective equipment may vary based on location, and associates should refer to the appropriate safety procedure to ensure compliance.

The possession of firearms, weapons, explosives, or other such items on SiteOne property (in vehicles or on the person) is not allowed, except to the extent an applicable state law expressly gives associates the right to keep licensed firearms locked out of sight in their personal vehicles while those vehicles are on SiteOne property. Under no circumstances may a SiteOne associate ever remove a concealed weapon from a vehicle in a SiteOne parking lot.

12.2 | Workers’ Compensation InsuranceIf you suffer from an illness or injury that is related to your work, you may be eligible for workers’ compensation benefits. Workers’ compensation will pay for medical care and lost wages resulting from job-related illnesses or injuries. If you are injured at work, you must inform your manager immediately, regardless of how minor the injury or illness might be. Delays or failure in reporting may affect your rights under state worker’s compensation law.

To find out more about workers’ compensation coverage, contact your Safety and Environmental Manager. Workers’ compensation laws and coverage vary depending on the particular state in which you work.

12.3 | Workplace SecurityIt is every associate’s responsibility to help keep our workplace secure from unauthorized intruders. Every associate must comply with these security precautions.

Associates are allowed to have an occasional visitor in the workplace, but workplace visits should be the exception rather than the rule. If you are anticipating a visitor, please let your manager know. Do not leave your visitor unattended in the workplace. If you have a visitor, you must accompany your visitor at all times.

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After-hours access to the workplace is limited to those associates who need to work late. Associates are not permitted to utilize the property for any reason that is not business related. If you are going to be working past our usual closing time, you must let your manager know.

If you are the last to leave the workplace for the evening, you are responsible for ensuring that the building is locked and all property (gates, etc.) is secure. If you have questions about these responsibilities, please talk to your manager.

12.4 | What to Do in an EmergencyIn case of an emergency, such as a fire, earthquake, or accident, your first priority should be your own safety. In the event of an emergency causing serious injury, IMMEDIATELY DIAL 9-1-1 to alert police and rescue workers of the situation.

If you hear a fire alarm or in case of an emergency that requires evacuation, please proceed quickly and calmly to the fire exits. Remember that every second may count-don’t return to the workplace to retrieve personal belongings or work-related items.

12.5 | Inclement WeatherIn the event of severe or inclement weather, managers should communicate to associates if there is a need to close the office or store. Associates should use caution in the event of severe or inclement weather.

12.6 | Smoking PolicyFor the health, comfort, and safety of our associates, smoking and e-cigarette smoking is not allowed in any SiteOne building or in any SiteOne vehicle. Associates may not take “smoking breaks” in addition to the regular breaks provided to every associate under our policies. You may smoke during lunch or rest break only and then only in designated areas.

12.7 | Workplace ViolenceWe will not tolerate violence in the workplace, on SiteOne property, or at SiteOne events, activities and business meetings. Violence includes physical altercations, coercion, pushing or shoving, horseplay, intimidation, stalking, and threats of violence. Any comments about violence will be taken seriously—and may result in termination of employment. You should not joke or make offhand remarks about violence.

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No WeaponsExcept to the extent an applicable state law expressly gives associates a right to keep licensed firearms locked out of sight inside their personal vehicles while those vehicles are on SiteOne property, no weapons are allowed in our workplace, on SiteOne property, or at SiteOne events, activities and business meetings. Associates are prohibited from carrying any firearm in a SiteOne owned vehicle. Weapons include firearms, knives, brass knuckles, martial arts equipment, clubs or bats, and explosives. If your work requires you to use an item that might qualify as a weapon, you must receive authorization from your manager to bring that item to work or use it in the workplace. Any associate found with an unauthorized weapon in the workplace will be subject to discipline, up to and including termination of employment.

What to Do in Case of ViolenceIf you observe an incident or threat of violence that is immediate and serious, IMMEDIATELY DIAL 9-1-1 and report the incident to the police. If the incident or threat does not appear to require immediate police intervention, please notify your manager or Human Resources. All complaints will be investigated and appropriate action will be taken. You will not face retaliation for making a good-faith complaint of violence or threats of violence.

SECTION 13 ASSOCIATE PRIVACY13.1 | Search PolicyAt times, it may be necessary for SiteOne to properly investigate suspected misconduct, theft, violations of the law, or violations of SiteOne policy. Associates do not have a right to privacy in their workspaces, any other SiteOne property, or any personal property they bring to the workplace. SiteOne reserves the right to search SiteOne premises at any time, without warning, to ensure compliance with our policies on associate safety, workplace violence, harassment, theft, drug and alcohol use, and possession of prohibited items. SiteOne may search all SiteOne property, including but not limited to lockers, desks, file cabinets, storage areas, and workspaces in accordance with applicable state law. SiteOne may also reasonably search personal property brought onto SiteOne premises, including but not limited to toolboxes, briefcases, backpacks, purses, and bags.

13.2 | Telephone MonitoringSiteOne reserves the right to monitor and log calls made from or received on SiteOne telephones in accordance with applicable state law. Therefore, no associate should expect that

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conversations made on SiteOne telephones will be private.

SECTION 14 ELECTRONIC COMMUNICATIONS POLICIES14.1 | Information Security PolicySiteOne provides associates with computer equipment, including an Internet connection and access to an electronic communications system, to enable them to perform their jobs successfully. SiteOne computer equipment and electronic communication systems are company property. The Information Security Policy governs the use of electronic communications, and can be found on the Company Intranet.

ViolationsAny associate who violates the Information Security Policy can be subject to discipline, up to and including termination of employment.

14.2 | Social NetworkingWe understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. For additional guidance on social media policies and procedures, refer to the Social Media Marketing Policy for Associates as maintained by Marketing.

GuidelinesIn the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with SiteOne, as well as any other form of electronic communication. The same principles and guidelines found in SiteOne policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects customers, suppliers, people who work on behalf of SiteOne or SiteOne’s legitimate business interests may result in disciplinary action, up to and including termination.

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Know and follow the rulesCarefully read these guidelines, the SiteOne Harassment Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action, up to and including termination.

Be respectfulAlways be fair and courteous to fellow associates, customers, members, suppliers or people who work on behalf of SiteOne. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, associates or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or SiteOne policy.

Be honest and accurateMake sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about SiteOne, fellow associates, customers, suppliers, and people working on behalf of SiteOne.

Post only appropriate and respectful content∏ Maintain the confidentiality of SiteOne trade secrets and private or

confidential information. Trade secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other nternal business-related confidential communications.

∏ Respect financial disclosure laws. It is illegal to communicate or give a tip” on inside information to others so that they may buy or sell stocks or securities.

∏ Do not create a link from your blog, website or other social networking site to the SiteOne website without identifying yourself as a SiteOne associate

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∏ Express only your personal opinions. Never represent yourself as a spokesperson for SiteOne. If SiteOne is a subject of the content you are creating, be clear and open about the fact that you are an associate and make it clear that your views do not represent those of SiteOne, fellow associates, members, customers, suppliers or people working on behalf of SiteOne. If you do publish a blog or post online related to the work you do or subjects associated with SiteOne, make it clear that you are not speaking on behalf of the company. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of the Company.”

Using social media at workRefrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your manager or consistent with the SiteOne Equipment Policy. Do not use SiteOne email addresses to register on social networks, blogs or other online tools utilized for personal use.

Retaliation is prohibitedSiteOne prohibits taking negative action against any associate for reporting a possible deviation from this policy or for cooperating in an investigation. Any associate who retaliates against another associate for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

For more informationIf you have questions or need further guidance, please contact Human Resources.

SECTION 15 ASSOCIATE RECORDS15.1 | Your Personnel FileSiteOne maintains a personnel file on each associate. The purpose of this file is to allow us to make decisions and take actions that are personally important to you, including notifying your family in case of an emergency, calculating income tax deductions and withholdings, and paying for appropriate insurance coverage. Your personnel file is physically kept in the Human Resources Department. SiteOne adheres to federal and state regulations regarding associate access to personnel records. Unless specifically authorized by state law, associates are prohibited from copying their personnel files. If you have any questions about your personnel file, contact Human Resources.

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15.2 | Confidentiality of Personnel FilesBecause the information in your personnel file is by its nature personal, we keep the file as confidential as possible. We allow access to your file only on a need-to-know basis.

15.3 | Information ChangesBecause we use the information in your personnel file to take actions on your behalf, it is important that the information in that file be accurate. Please enter changes within Employee Self Service whenever any of the following changes:

Δ Your nameΔ Your mailing addressΔ Your phone numberΔ Your dependentsΔ Your marital statusΔ Direct deposit accountsΔ Tax withholding

15.4 | Work Eligibility RecordsIn compliance with federal law, all newly hired associates must present proof that they are legally eligible to work in the United States within the first three days of employment. We must keep records related to that proof, including a copy of the Form I-9 that each associate completes for us. Those forms are kept as confidential as possible. We do not keep them in your personnel file. If you would like more information about your I-9 form, please contact Human Resources.

SECTION 16 DRUGS AND ALCOHOL16.1 | Drug Free Workplace PolicySiteOne is committed to providing a safe, comfortable, and productive work environment for its associates. We recognize that associates who abuse drugs or alcohol at work—or who appear at work under the influence of illegal drugs or alcohol or with detectable levels of illegal drugs in their system—harm both themselves and the work environment.

As a result, we prohibit associates from doing the following:

∏ Appearing at work under the influence of alcohol or illegal drugs

∏ Conducting SiteOne business while under the influence of alcohol or illegal drugs (whether or not the associate is actually on work premises at the time)

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∏ Appearing at work or conducting SiteOne business (whether or not on SiteOne premises) with any detectable level of illegal drug byproducts in the associate’s system or with a blood-alcohol level of 0.04 or more (unless applicable law requires the use of a different blood-alcohol level)

∏ Using alcohol or illegal drugs on the worksite

∏ Using alcohol or illegal drugs while conducting SiteOne business (whether or not the associate is actually on work premises at the time)

∏ Possessing, buying, selling, dispensing, manufacturing, or distributing alcohol or illegal drugs on the worksite

∏ Possessing, buying, selling, dispensing, manufacturing, or distributing alcohol or illegal drugs on SiteOne property or in company vehicles or while conducting SiteOne business (whether or not the associate is actually on work premises at the time)

Illegal drug use includes more than just unlawful drugs such as marijuana, cocaine, or heroin. It also includes the misuse of otherwise legal prescription and over-the-counter drugs. Associates should not consume prescription or over-the-counter drugs in excess of the dosage amounts. All prescription medication brought onto the worksite or on SiteOne property must be contained in its original container. It is the duty of each associate using a prescription or over-the-counter medication to determine from his or her health care provider or pharmacist whether the medication may affect the associate’s ability to perform his or her job safely. If any prescription or over-the-counter medication may affect an associate’s ability to safely perform his or her job, including operating equipment, the associate must notify their manager that he/she is currently taking medication that may impact his/her ability to safely perform his/her job. Upon receiving such notification, the manager must notify the Safety Department for a determination of whether the associate’s use of the medication requires any employment action to ensure continued safe operations.

Although some states do not treat medical marijuana use and, in some instances, recreational marijuana use as unlawful under state law, all marijuana use and possession is still illegal under federal law in all states. Therefore, SiteOne will treat marijuana use in all states as illegal drug use for purposes of this policy, and associates should not assume that they are protected from adverse employment consequences under this policy because they engaged in medical or recreational marijuana use in a state that permits such use. Several states do, however, provide special employment protections for registered medical marijuana users in certain circumstances, and SiteOne will comply with those laws in the states in which they apply.

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We do not prohibit associates from consuming alcohol at social or business functions that we sponsor where alcohol is served. Even at these functions, however, associates may not consume alcohol to the point of intoxication or to the point where they endanger their own safety or the safety of others. In addition, associates may not consume any alcohol at these functions if they will be returning to work that same day.

This policy does not prohibit associates from consuming alcohol while entertaining clients or prospective clients. However, associates may not consume alcohol to the point of intoxication, nor may they consume alcohol if they are going to drive or perform additional work after entertaining the client or potential client. In addition, associates must always conduct themselves professionally and appropriately while on SiteOne business.

16.2 | InspectionsTo ensure that illegal drugs and alcohol do not enter or affect the workplace, SiteOne reserves the right to search containers, lockers, or other items on SiteOne property in furtherance of this policy in accordance with applicable state law. Individuals may be requested to display personal property for visual inspection upon SiteOne request. Failure to consent to a search or display personal property in such a situation for visual inspection will be grounds for discharge or denial of access to SiteOne premises.

16.3 | Drug and Alcohol TestingOur Company supports a drug and alcohol free work environment. Possession or use of illegal drugs or alcohol while working or on Company property is prohibited. Drug and/or alcohol testing is conducted in the circumstances described below.

16.4 | Pre-employment TestingUnless applicable law requires otherwise, all applicants who receive an offer of employment conditioned on a pre-employment drug test will be required to submit to and pass a test to detect current, illegal drug use as a condition of hire.

16.5 | Reasonable Suspicion TestingAssociates in all positions with SiteOne will be required to submit to a drug and/or alcohol test if SiteOne has reason to believe that they are under the influence of alcohol or drugs that may be impairing their ability to safely or effectively perform their job.

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Reasonable suspicion testing will be based upon specific, contemporaneous, articulable observations of a management official concerning the appearance, behavior, speech, or body odors of the associate. Nothing in this policy guarantees associates the right to a drug or alcohol test. Associates may be disciplined under the policy for reasonable suspicion of drug or alcohol use while on SiteOne property or during working time.

16.6 | Random TestingUnless applicable law provides otherwise, the Company will conduct random drug testing of associates in safety sensitive jobs and as required by certain government agencies. To the extent applicable federal law requires random alcohol tests of associates in particular positions (for example, drivers of commercial motor vehicles), the Company will conduct random alcohol tests on associates in those positions. The Company reserves the right to initiate random testing for any or all jobs, to the extent permitted by applicable law.

16.7 | Post-AccidentUnless applicable law provides otherwise, all associates are subject to alcohol and/or drug testing if involved in an on-the-job accident. All associates are required to report any on-the-job accident. Any associate’s involvement in an accident will trigger a drug test if the accident results in a personal injury to any individual requiring first aid or other medical attention or in damage to property, equipment, or a vehicle that is likely to require repair or replacement, unless applicable law requires otherwise. In addition, associates covered by the Federal Motor Carrier Safety Administration’s drug and alcohol testing rules (that is, drivers of commercial motor vehicles) will be subject to post-accident drug and alcohol testing if the accident is covered by those rules.

16.8 | Follow-up TestingSiteOne reserves the right to offer associates who have violated this policy an opportunity to undergo substance-abuse rehabilitation in place of disciplinary action. Associates who accept this offer must enter and successfully complete a counseling/rehabilitation program satisfactory to SiteOne to avoid disciplinary action for the violation of this policy. All associates who have been determined by SiteOne to have used illegal drugs (through a positive drug test, self-identification, or otherwise) in violation of this policy or to have used alcohol in violation of this policy and who have accepted the opportunity to enter a drug or alcohol counseling or rehabilitation program will be subject to periodic, unannounced follow-up drug tests for a one-year period after returning to work or completion of any rehabilitation program, whichever is later in accordance with state law.

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16.9 | Testing Procedure∏ SiteOne will determine for which drugs testing will be performed and the cutoff levels at or above which a test result will be considered positive proof of drug and/or alcohol usage. Currently, a drug test will test for marijuana, cocaine, amphetamines, opiates, and phencyclidine (PCP).

∏ Drug and alcohol test specimens will be collected at a testing facility designated by SiteOne.

∏ Tests for illegal drug use will use a urine specimen. Tests for alcohol use will use a breath specimen.

∏ An initial positive result on a drug or alcohol test will be confirmed by a confirmatory test on the same specimen. A test will not be reported as a positive test result unless the confirmatory test result is positive.

∏ An associate who is asked to submit to a drug or alcohol test may refuse to be tested. However, because submission to drug and alcohol tests required by this policy is a condition of employment, such refusal will result in termination of employment or, in the case of pre-employment testing, the withdrawal of the applicant’s offer of employment.

∏ Before a test result is reported to SiteOne as positive, the applicant or associate will have the opportunity to provide information to a medical review officer to explain the positive result – for example, the use of prescription or nonprescription medication that could affect the test result or the use of marijuana for medical purposes as a registered or authorized medical marijuana user.

∏ Associates and applicants with a confirmed positive test result for alcohol or illegal drugs have a right to have the original test specimen retested by an independent testing laboratory. This retest will be at the expense of the associate or applicant unless applicable law requires otherwise.

∏ Associates and applicants will be notified of any positive drug or alcohol test results and have the right to obtain copies of test records upon request.

∏ An associate who has a confirmed positive test result for alcohol or illegal drugs or who otherwise violates any provision of this policy will be subject to disciplinary action, up to and including immediate termination of employment, unless applicable law requires otherwise or unless the Company chooses, in its discretion, to offer an opportunity for rehabilitation as an alternative to discipline.

∏ If an associate refuses to consent to testing, fails to appear for testing, tampers with the test, or otherwise fails to cooperate with the testing procedure; he or she will be considered to be in violation of this policy and

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subject to discipline, up to and including immediate termination.

SiteOne will comply with any additional state drug or alcohol testing laws. If you have any questions regarding the application of this policy, please contact your manager or a member of Human Resources.

16.10 | Criminal Drug Offense ConvictionsAny associate who is convicted of a criminal drug offense occurring in the workplace must notify Human Resources of that conviction within five calendar days of the conviction.

16.11 | ConfidentialitySiteOne will treat any alcohol test results and other information relating to an associate’s or applicant’s alcohol or illegal drug use as confidential information. Such information will be disclosed only (1) to persons with a legitimate need to know the information, (2) when required by applicable law, or (3) when disclosure is deemed necessary by SiteOne in connection with a judicial, administrative, or arbitration proceeding.

16.12 | Employee Assistance ProgramSiteOne regards its associates as its most important asset. We encourage associates with alcohol or drug abuse problems to seek counseling from a public or private facility. Associates should seek assistance from an employee assistance program or public or private counseling/rehabilitation program before drug or alcohol problems lead to disciplinary action.

SiteOne’s Employee Assistance Program (EAP), provided through ComPsych Guidance Resources, can refer associates to confidential, in-person counseling regarding substance abuse problems and can refer associates to additional resources for dealing with substance-abuse issues. The EAP can be contacted directly by calling (844) 637-0493 or by visiting guidanceresources.com.

An associate is not subject to discipline solely as a result of a self-referral to the EAP or other community resources for treatment. However, use of the EAP or other community resources will not shield the associate from disciplinary action for a violation of SiteOne’s substance abuse policy if such violation comes to SiteOne’s attention through other means, such as direct observation, job performance, drug testing, etc. Moreover, self-identification as a substance abuser or entrance into a substance-abuse treatment program after an associate has violated this substance abuse policy or any other SiteOne policy will not shield the associate from discipline or discharge for the policy violation unless applicable law requires otherwise.

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16.13 | Violations of This PolicyViolation of this policy will subject an associate to disciplinary action up to and including immediate termination. The determination of what disciplinary action is appropriate for a violation of this policy rests solely with the SiteOne. Discipline may be based not only on a violation of this policy, but also on prior poor performance, workplace misconduct, other rule violations, and any other factors which the SiteOne determines to be relevant. As noted above, SiteOne reserves the right to offer an opportunity for substance abuse rehabilitation as an alternative to disciplinary action for violations of this policy. Where state law requires, SiteOne will offer an opportunity for rehabilitation to an associate as an alternative to discipline under certain circumstances when an associate tests positive on a drug and/or alcohol test for the first time. In those states where it is required, SiteOne will comply with the applicable law with respect to offering an opportunity for rehabilitation. This policy in no way implies or creates any contractual obligation to follow any particular procedure.

SECTION 17 TRADE SECRETS AND CONFLICTS OF INTEREST17.1 | Confidentiality and Trade SecretsInformation is part of what makes SiteOne competitive. During your employment here, you will periodically learn sensitive information, either because you help to develop that information or because you need that information to do your job. It is important for the health of this business—and for the wellbeing of associates who depend on this business for their livelihood—that you keep the SiteOne’s confidential and proprietary information you learn through your employment confidential. Associates who improperly disclose confidential information, proprietary information, or trade secret information to anyone outside SiteOne will face disciplinary action, up to and including termination.

SiteOne takes steps to maintain the confidential nature of its confidential and proprietary information. Confidential and proprietary information includes, but is not limited to, proprietary technical business information, financial customer and associate information (except wages), sales figures, business plans and projections, profit and performance reports, customer lists, vendor information, growth strategies, product and services information, and techniques and methods of operation that are not readily available to the public. Associates may not disclose to outsiders or use any confidential or proprietary information without prior authorization from SiteOne. Your obligation to maintain the Company’s Confidential Information as confidential continues after the termination of your employment, regardless of the reason for termination. Nothing in this policy prohibits an associate from using Confidential Information,

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if necessary, in order to report concerns of unlawful conduct to any government agency.

After you leave SiteOne, you are still legally prohibited from disclosing proprietary, trade secret, or confidential information. As outlined in section “Company Property,” all proprietary and confidential information must be returned to SiteOne upon termination of employment. If you disclose such information, we will seek all legal remedies available to SiteOne.

17.2 | Conflicts of InterestSiteOne’s success depends on the hard work, dedication, and integrity of everyone who works here. Because we depend so much on our associates, and because they depend so much on us, we expect all associates to devote their energies and loyalties to SiteOne. We do not allow associates to engage in any activities or relationships that create either an actual conflict of interest or the potential for a conflict of interest.

Although we cannot list every activity or relationship that would create either an actual or potential conflict of interest, examples of activities that violate this policy include the following:

∏ Working for a competitor or customer or vendor as a part-time employee, full-time employee, consultant, or independent contractor, or in any other capacity

∏ Owning an interest in a competitor, customer, vendor, or anyone else who seeks to do business with SiteOne

∏ Using the resources of SiteOne for personal gain or the personal gain of a relative, and

∏ Using your position at SiteOne for personal gain.

Associates who violate this policy face disciplinary action, up to and including termination.

If you are unsure about whether an activity might violate this policy, or if you have any questions at all about this policy, please talk to your manager or Human Resources.

SECTION 18 COMPLAINT POLICIES18.1 | Complaint ProceduresSiteOne is committed to providing a safe and productive work environment, free of threats to the health, safety, and wellbeing of our associates. These threats

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include, but are not limited to, harassment, discrimination, violations of health and safety rules, and violence.

Any associate who witnesses or is subject to inappropriate conduct in the workplace may report it to the Compliance and Ethics Hotline, to their manager, Human Resources, or to any SiteOne officer. Any supervisor, manager, or SiteOne officer who receives a complaint about, hears of, or witnesses any inappropriate conduct is required to immediately notify Human Resources. Inappropriate conduct includes any conduct prohibited by our policies about harassment, discrimination, discipline, workplace violence, health and safety, and drug and alcohol use. In addition, we encourage associates to come forward with any workplace complaint, even if the subject of the complaint is not explicitly covered by our written policies.

We encourage you to come forward with complaints immediately, so we can take whatever action is needed to handle the problem. Once a complaint has been made, Human Resources will determine how to handle it. For serious complaints alleging harassment, discrimination, and other illegal conduct, we will promptly conduct a complete and impartial investigation. All complaints will be handled as confidentially as possible without impeding the investigation process. When the investigation is complete, SiteOne will take corrective action, if appropriate.

We will not engage in or allow retaliation against any associate who makes a good faith complaint or participates in an investigation. If you believe that you are being subjected to any kind of negative treatment because you made or were questioned about a complaint, report the conduct immediately to Human Resources.

18.2 | Open-Door PolicyWe want to maintain a positive and pleasant environment for all of our associates. To help us meet this goal, SiteOne has an open-door policy, by which associates are encouraged to report work-related concerns.

We encourage you to come forward and make your concerns known to SiteOne. If something about your job is bothering you, or if you have a question, concern, idea, or problem related to your work, please discuss it with your immediate manager as soon as possible. If for any reason you don’t feel comfortable bringing the matter to your manager, feel free to raise the issue with Human Resources.

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SECTION 19 TERMINATION OF EMPLOYMENT19.1 | Final PaychecksSiteOne follows state and federal laws regarding payment of final wages and PTO to associates. In most cases, associates will receive their final check for time worked the week after their last week of work, and they will receive a check for earned, unused PTO hours within two weeks of their final check unless state law requires payment sooner.

19.2 | Exit InterviewsWe will hold an exit interview with any departing associate if the associate or their manager requests it. During the interview, you will have the opportunity to tell us about your employment experience here-what you liked, what you didn’t like, and where you think we can improve. We greatly value these comments.

The exit interview also gives us a chance to handle some practical matters relating to the end of your employment. You will be expected to return all SiteOne property at the interview. You will also have an opportunity to ask any questions you might have about insurance, benefits, final paychecks, references, or any other matter relating to your employment.

19.3 | References and Employment VerificationsWhen contacted by prospective employers seeking information about former associates, we will release the following data only: the position(s) the associate held, and the dates the associate worked for SiteOne. All employment verifications are handled by The Work Number at 1-800-367-2884. No associate of SiteOne is permitted to write letters of recommendation for past or present associates for any reason.

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FOR CALIFORNIA ASSOCIATES ONLY

SECTION 20 CALIFORNIA SPECIFIC HANDBOOK PROVISIONS20.1 | Equal Employment Opportunity

We are committed to providing equal employment opportunities to all associates and applicants without regard to race, religion, color, sex, gender identity, sexual orientation, national origin, ancestry, citizenship status, uniformed service member status, marital status, pregnancy, age, protected medical condition, disability or any other protected status in accordance with all applicable federal, state and local laws.

This policy extends to all aspects of our employment practices, including but not limited to, recruiting, hiring, firing, promoting, transferring, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.

SiteOne is also committed to complying with the laws protecting qualified individuals with disabilities. SiteOne will provide a reasonable accommodation for any known physical or mental disability of a qualified individual with a disability to the extent required by law, provided the requested accommodation does not create an undue hardship for SiteOne and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. If you require an accommodation to perform the essential functions of your job, you must immediately contact Human Resources. Once SiteOne is aware of the need for an accommodation, SiteOne will engage in an interactive process to identify possible accommodations that will enable the associate to perform the essential functions of the job.

If you believe that you have been treated in a manner not in accordance with these policies, please notify SiteOne immediately, by speaking with Human Resources. SiteOne takes all complaints of discrimination seriously. You are encouraged to utilize this procedure without fear of reprisal.

20.2 | Harassment TrainingThe harassment policy and complaint procedures contained in the main handbook are applicable to California associates. SiteOne's harassment policy in California will be enforced in accordance with the California Fair Employment and Housing Act (“FEHA”). The FEHA prohibits harassment and discrimination in employment because of race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, marital status, national

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origin, ancestry, mental and physical disability, medical condition, age, pregnancy, denial of medical and family care leave or pregnancy disability leave, and/or retaliation for reporting any violations of this policy. Associates who feel that they have been harassed or discriminated against in violation of this policy must immediately report any violation to the Human Resources Department so that investigation of the complaint can be undertaken. Reports of harassment or unlawful discrimination will be treated as confidential as possible without impeding the investigation. The Company will engage in a thorough investigation. Upon completion of the investigation, the complaining party will be informed of the results of the investigation and if violations of the policy are determined, appropriate disciplinary action, up to and including termination, may be handed down. The Company will not retaliate against any associate for lodging a complaint or participating in an investigation.

In accordance with California Code § 12590.1, supervisors will be provided sexual harassment training and education every two years. Newly hired supervisors or associates promoted into a supervisory position will receive training within six months of assuming supervisory responsibilities.

20.3 | Meal PeriodsExcept for certain exempt associates or as set forth below, all associates who work five or more hours in a day are required to take a 30 minute duty-free meal period beginning no later than the end of the fifth hour of work. An associate who works over 10 hours in a day is required to take a second 30-minute duty-free meal period unless the associate elects to waive the second meal period as provided for below. Associates are completely relieved of their job responsibilities during their meal periods. For this reason, unless there is a valid written agreement for an on-duty meal period, associates must clock in and out for their meal periods, or record the beginning and ending time of the meal period on their timesheet every day. Associates may be required to sign a certification providing, among other things, that they have taken all of their daily meal periods during the pertinent pay period.

Waiver of Meal PeriodAssociates may waive their meal periods under the following circumstances. If an associate will complete their workday in six hours, the associate may waive their meal period. Associates who work over 10 hours in a day may waive their second meal period only if they take their first meal period and they do not work more than 12 hours that day. Anytime an associate elects to waive a meal period they must submit a written request and receive prior written authorization from their manager or Human Resources. Associates may not waive meal periods to shorten their workday or to accumulate meal periods for any other purpose.

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No SiteOne manager or supervisor is authorized to instruct or approve an associate’s wish to forego a meal or rest period required by SiteOne policy. An associate who refuses to take a rest or meal break may be subject to discipline, up to and including termination. Associates should immediately report a manager’s or supervisor’s instruction to skip a meal period to Human Resources.

On-Duty Meal PeriodIn limited situations, certain designated associates may be required to work an on-duty meal period due to the nature of the associate’s duties. Unless your supervisor or Human Resources directs you to take an on-duty meal period due to the nature of your job duties and you agree to an on-duty meal period in writing, you will not be permitted to take an on-duty meal period.

20.4 | Rest PeriodsSiteOne provides all full-time non-managerial and other non-exempt associates with the opportunity to take a 10 minute rest period for every four hours worked (or major fraction thereof), which should be taken so far as practicable in the middle of each work period. SiteOne generally will not authorize a rest period for associates whose total daily work time is less than three and one-half hours. Associates are expected to schedule their rest periods at their own discretion under these guidelines unless instructed otherwise by a supervisor. Rest periods may not be combined with meal periods.

Rest periods are counted as hours worked, and thus, associates are not required to record their rest periods on their timesheets or time cards. Rest periods may not be waived to shorten your workday or be accumulated for any other purpose. Associates may be required to sign a certification providing, among other things, that they have taken all of their rest periods during the pertinent pay period.

Hours Worked Number of Rest Breaks

0 – 3.5 0

3.5 – 6.0 1

6.0 – 10.0 2

10.0 – 14.0 3

14.0 – 18.0 4

20.5 | Overtime RequirementsCalifornia overtime law differs from federal law in that it provides for daily overtime requirements as well as weekly overtime requirements. Working time

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that must be compensated at a rate of no less than one and one-half times the associate’s regular rate of pay includes:

∏ Any work in excess of 8 hours in one workday,

∏ Any work in excess of 40 hours in any one workweek, and

∏ The first 8 hours worked on the seventh consecutive day of work in a workweek.

Furthermore, any work in excess of 12 hours in one workday, and any work in excess of 8 hours on the seventh consecutive day of work in a workweek, must be compensated at a rate of no less than twice the associate’s regular rate of pay.

20.6 | State Disability InsuranceBy state law, we are required to deduct a certain amount from your pay to provide State Disability Insurance (S.D.I.). S.D.I. benefits are payable when you cannot work because of illness or injury unrelated to your employment. For information concerning these benefits, contact the Employment Development Department of the State of California, which administers the S.D.I. program.

20.7 | Family Temporary Disability InsuranceIn addition, we are also required to withhold a certain percentage of your wages pursuant to the Family Temporary Disability Insurance Act (“FTDI”) in order to fund the Paid Family Care Leave Program. FTDI is another disability benefits program that is administered by California’s Employment Development Department which allows eligible associates to receive compensation for lost wages, for up to six weeks in a 12-month period, if you take time off work to provide care for a seriously ill child, spouse, parent, or domestic partner or to bond with a new child. Any benefits under this policy will run concurrently with FMLA/CFRA leave if the associate is eligible.

Despite its name, the FTDI is not a “leave” program; it does not provide you with any entitlement to leave and it does not protect your job while you are out on leave. In addition, you will be required to use up to two weeks of accrued PTO prior to receiving FTDI benefits. Note that you may not be eligible for FTDI benefits if you are receiving State Disability Insurance, Unemployment Compensation Insurance or Workers’ Compensation benefits.

20.8 | Leave for Crime VictimsTo the extent required by law, associates who are victims of certain specified felony crimes, or who are immediate family members of a victim, a registered domestic partner of a victim, or the child of a registered domestic partner of a victim, may receive time off from work to attend judicial proceedings related to

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that crime. To take this leave, the associate must provide SiteOne in advance with a copy of the notice of the proceeding. If advanced notice is not possible, the associate must provide SiteOne with appropriate documentation evidencing the associate’s attendance at the judicial proceeding upon returning back to work. The time off for this purpose will be unpaid to the extent permitted by applicable law.

To the extent required by law, an associate who is the victim of certain specified crimes or delinquent acts may take time off from work, at the victim’s request, to appear in court to be heard in any proceeding involving a post-arrest release decision, plea, sentencing, post-conviction release decision or in which a right of the victim is at issue. For the purposes of this leave, a “victim” is a person who suffers direct or threatened physical, psychological, or financial harm as a result of the commission or attempted commission of certain specified crimes or delinquent acts or is the spouse, parent, child, sibling, or guardian of such a person. To take this leave, the associate must provide SiteOne with reasonable advance notice of the intention to take the time off, unless advance notice is not feasible. If advance notice is not feasible, the associate must, within a reasonable time after the absence, provide SiteOne with appropriate documentation supporting the reason for the absence. Leave taken for this purpose will be unpaid to the extent permitted by applicable law.

20.9 | Leave for Victims of Domestic Violence & Sexual AssaultTo the extent required by law, associates who are victims of domestic violence or of sexual assault may receive leave to: 1) obtain services from a domestic violence shelter or rape crisis center; 2) seek medical attention for injuries caused by domestic violence or sexual assault; 3) obtain psychological counseling for the domestic violence or sexual assault; or 4) take action, such as relocation, to protect against future domestic violence or sexual assault. Leave for these purposes will be unpaid to the extent permitted by applicable law.

To take this leave, the associate must provide SiteOne with advance notice of this leave. If advanced notice is not possible, the associate must provide SiteOne with the following certification upon returning back to work: 1) a police report showing that the associate was a victim of domestic violence or sexual assault; or 2) a court order protecting the associate from the perpetrator or other evidence from the court or prosecuting attorney that the associate appeared in court; or 3) documentation from a medical professional, domestic violence or sexual assault victim advocate, health care provider, or counselor showing that the associate’s absence was due to treatment for injuries from domestic violence or sexual assault.

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The associate may choose to use any accrued personal time off or paid sick time off, if available, for an absence described above.

20.10 | Family School/Day Care Partnership LeaveSiteOne encourages its associates to be involved in the education of their children. Parents, guardians and grandparents with custody of school age children (K-12) or of children in a licensed child day care center are eligible for up to 40 hours of leave each school year to participate in school-related or day-care-related activities of their children, provided the following criteria are met. This leave will be unpaid to the extent permitted by applicable law.

The associate must personally notify his/her supervisor as soon as the associate learns of the need for the planned absence. Associates will be denied time off if they do not provide their managers with adequate notice. SiteOne may require verification of the school or day-care-related activity. Associates are requested to schedule individually-scheduled activities, such as parent/teacher conferences, during non-work hours. Associates who request leave for unauthorized purposes will be subject to discipline, up to and including termination.

An associate who is the parent or legal guardian of a child who is suspended from school may take time off work to appear at the child’s school as required by law. To qualify for this leave, the associate must give SiteOne reasonable notice that he or she has been requested to appear at the child’s school. This leave will be unpaid to the extent permitted by applicable law.

20.11 | Bone Marrow and Organ Donation LeaveSiteOne will grant a paid leave of absence, of up to 30 workdays in any one-year period, for the purpose of donating an organ to another person, and up to five workdays paid leave in any one-year period for bone marrow donation.

Associates must use any accrued unused vacation or sick leave for time off for bone marrow donation. Associates must use up to two weeks of accrued unused vacation or sick, if available, for time off for organ donation. All payments will be integrated with any state disability or other wage reimbursement benefits you may receive.

Time off for bone marrow or organ donation may be taken all at once or incrementally. Associates are required to provide written verification of the fact of donation, and that there is a medical necessity for the donation of the organ or bone marrow. Please alert your manager as soon as you learn of the need for such leave.

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20.12 | Pregnancy Disability Leave Of AbsencePregnancy disability leave is available for female associates with disabilities related to pregnancy, childbirth, or related medical conditions. An associate may take up to four months of leave for this purpose regardless of length of service with SiteOne. The leave is unpaid to the extent permitted by applicable law. Associates who are eligible and take such leave will, on return from leave, have their same or similar position in accordance with state law. A pregnant associate may be transferred to a less strenuous or hazardous position upon request, if such transfer is medically advisable.

Before the start of the leave, the associate will be required to provide SiteOne with a statement from her treating physician that the associate is unable to perform her job and the anticipated date of her return to work. In the event that the leave is longer than the anticipated date of return, additional verification from the treating physician is required, stating that the associate is unable to return to her position with the revised anticipated date of return. Depending on eligibility, medical insurance will be continued during the leave, in accordance with the Plan Document and provisions of federal/state law relating to medical leave, under the same conditions that would apply if the associate had not taken the leave.

If the associate is eligible for leave under the federal Family and Medical Leave Act, the pregnancy disability leave will count against the associate’s entitlement to leave under the Family and Medical Leave Act.

20.13 | Military Spouse LeavePurpose – To provide a leave of absence for an associate who is the spouse (or registered domestic partner) of a qualified member of the United States Armed Forces, National Guard or Reserves while the spouse or domestic partner is on leave from deployment.

Eligibility – To be eligible for a Military Spouse Leave, an associate must be (1) regularly scheduled to work an average of 20 hours per week and (2) the spouse (or registered domestic partner) of a “qualified member” of the United States Armed Forces, National Guard or Reserves, who is on leave from deployment during a “period of military conflict.”

Duration of Leave – Eligible associates may take up to 10 days leave. The leave will be unpaid to the extent permitted by applicable law. Associates may utilize accrued PTO during the leave. o the extent an associate is eligible for leave under the federal Family and Medical Leave Act (FMLA), additional leave for this purpose may be available.

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Procedure for Requesting Military Spouse/Registered Domestic Partner Leave:An eligible associate must (i) notify his or her manager in writing of the intent to take a Military Spouse Leave within two business days of being notified that his or her spouse (or registered domestic partner) will be on leave from deployment and (ii) provide his or her manager with written documentation certifying that the associate’s spouse (or registered domestic partner) will be on leave from deployment during the period the associate is requesting leave.

Any request to extend the leave beyond ten days must be submitted for approval by the associate’s manager and will be treated as a request for planned PTO. Approval of requests for any request to extend the leave beyond ten days will be subject to SiteOne’s ability to provide alternative coverage and/or its operational needs, unless the requested additional leave qualifies as FMLA leave.

DefinitionsQualified Member – means (i) a member of the United States Armed Forces who has been deployed during a period of military conflict to an area designated as a combat theater or combat zone by the President of the United States or (ii) a member of the National Guard or Reserves who has been deployed anywhere during a “period of military conflict.”

Period of Military Conflict – means either a period of war declared by the United States Congress or a period of deployment for which a member of a reserve component of the military is ordered to active duty.

MiscellaneousThis policy is intended to comply with and will be interpreted in accordance with California Military and Veterans Code § 395.10 and all applicable regulations. To the extent this policy may conflict with such laws and regulations, those laws and regulations will control. To the extent a Military Spouse Leave also qualifies as leave under the FMLA, the leave will run concurrently with FMLA leave.

20.14 | California Family Rights ActEligible associates may take up to 12 workweeks of unpaid, job-protected leave under the California Family Rights Act (“FMLA/CFRA”) in a 12-month period for specified family and medical reasons.

In many situations, CFRA leave will also qualify as leave under the federal Family and Medical Leave Act (FMLA), and in those situations, CFRA leave will run concurrently with FMLA leave and count against leave entitlements under both laws.

Associate EligibilityTo be eligible for CFRA leave, you must:

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∏ Have worked at least 12 months for the Company;

∏ Have worked at least 1,250 hours for the Company over the preceding 12 months; and

∏ Work at a location where there are at least 50 associates within 75 miles.

Conditions Triggering LeaveCFRA leave may be taken for the following reasons:

∏ Birth of a child or to care for a newly-born child;

∏ Placement of a child with the associate for adoption or foster care;

∏ To care for an immediate family member (spouse, child, associate’s parent, registered domestic partner) with a serious health condition; or

∏ Because of the associate’s serious health condition which makes the associate unable to perform the functions of the associate’s job.

Duration of LeaveEligible associates may receive up to 12 workweeks of unpaid (unless otherwise provided for by law) leave during any “rolling” 12- month period, measured backward from the date of any CFRA leave. CFRA leave for the birth or placement of a child for adoption or foster care must be concluded within 12 months of the birth or placement. Leave for female associates for disabilities associated with pregnancy or childbirth is not covered by the CFRA, but is available, as described in the Pregnancy Disability Leave of Absence Policy. We encourage associates to see their manager regarding leave related to pregnancy or childbirth, as special rules apply.

Leave taken pursuant to CFRA may be taken all at once, intermittently or through a reduction of an associate’s normal hourly, weekly or daily work schedule, when medically necessary. Intermittent leave for birth of a child, to care for a newly-born child or for placement of a child for adoption or foster care may be available, but may be subject to additional restrictions. Associates who require intermittent leave or a reduced schedule leave should consult with their manager to work out a schedule.

Benefits During LeaveDepending on the purpose of your leave request, you may choose to use accrued PTO or paid sick leave, if available, concurrently with some or all of the CFRA leave. In certain circumstances, SiteOne may require an associate to use his/her accrued PTO or paid sick leave concurrently with CFRA leave. During unpaid CFRA leave, an associate will not be eligible to accrue seniority or benefits, including PTO and holidays.

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Maintenance of Health BenefitsIf an associate and/or his/her family participate in SiteOne’s group health plan, SiteOne will maintain coverage under the plan during an associate’s CFRA leave on the same terms as if the associate had continued to work. If applicable, an associate must make arrangements to pay for his/her portion of health plan premiums while on leave. An associate’s failure to pay such portion, if any, of the premium may result in loss of coverage. Where undertaken, SiteOne may, in some circumstances, recover associate-paid premiums SiteOne paid on the associate’s behalf to maintain health coverage or other benefits for an associate and their dependents.

Job RestorationUpon returning from CFRA leave, an associate will be restored to his/her original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. An associate has no greater rights to his/her job restoration, however, than if the associate had been working during the time of his/her leave.

Notice and Medical CertificationWhen seeking CFRA leave, you must provide:

∏ Thirty days’ advance notice of the need to take CFRA leave, if the need is foreseeable, or notice as soon as practicable in the case of unforeseeable leave;

∏ Medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member must be submitted before your leave begins, or if not possible, within 15 days of SiteOne’s request to provide the certification. If you fail to do so, we may delay the commencement of your leave or withdraw any designation of CFRA leave, in which case your leave of absence would be unauthorized, subjecting you to discipline up to and including termination. Additional medical opinions and periodic re-certifications may also be required;

∏ Periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and

∏ Medical certification of fitness for duty before returning to work, if the leave was due to your serious health condition.

∏ Failure to comply with the foregoing requirements may result in delay or denial of leave.

Failure to Return after CFRA LeaveAny associate who fails to return to work as scheduled after CFRA leave, or who exceeds the 12-week CFRA entitlement, may be subject to termination.

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Limited Nature of This PolicyThis policy is intended to provide only those leave benefits and protections required by CFRA.

20.15 | Volunteer Civil Service LeaveTo the extent required by law, SiteOne gives time off to associates to perform emergency duty or to train as volunteer firefighters, reserve peace officers or as emergency rescue personnel.

An associate who is a volunteer firefighter or reserve peace officer or volunteers as emergency rescue personnel will be granted leave of absence not to exceed a total of 14 days in any calendar year for the purpose of engaging in training for firefighting, law enforcement or working as emergency rescue personnel. If you need time off for training on account of activities that fall under this policy, you should notify your manager as soon as possible so that arrangements to accommodate your absence may be made.

Time off to serve or train as a volunteer firefighter, reserve peace officer or as emergency rescue personnel is unpaid to the extent permitted by applicable law-however, you may choose to use accrued, but unused PTO during this time off. Remember, you should notify your supervisor as far in advance as possible and please keep in mind that the Company may request a copy of your call-to-duty orders, training certificates or other verification that you were called to duty to serve or train. No action will be taken against any associate in any manner for requesting or taking any time off as provided for under this policy.

20.16 | Time off for Literacy AssistanceUnder state law, an associate who discloses a problem with literacy and who requests assistance in enrolling in an adult literacy education program will receive assistance from their employer, as long as this will not cause undue hardship to the employer. An employer’s duty to accommodate may include providing the associate with locations of local literacy education programs or arranging for the literacy education provider to visit the job site. Employers are not required to pay the associate for absences from work because of the associate’s participation in an adult literacy program.

20.17 | Civil Air Patrol LeaveTo the extent required by law, SiteOne provides leave to qualifying civilian volunteers in the California wing of the Civil Air Patrol. Associates who volunteer as part of the California Wing of the civilian auxiliary of the United States Air Force (known as “Civil Air Patrol”) may be entitled to 10 or more days or unpaid leave per calendar year to respond to certain emergency situations when

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responding to an emergency operational mission of the Civil Air Patrol. To be eligible for such leave, an associate must have been employed for at least a 90-day period immediately preceding the commencement of leave.

Time off to serve in the Civil Air Patrol is unpaid to the extent permitted by applicable law – however, you may choose to use accrued, but unused PTO during this time off. Remember, you should notify your manager as far in advance as possible and please keep in mind that SiteOne may request a copy of your certification from the Civil Air Patrol or other verification that you were called to duty to serve. If the requisite certification is requested by the employer but the associate does not provide it, the leave may be denied. If proper certification is provided, no action will be taken against any associate in any manner for requesting or taking any time off as provided for under this policy.

FOR MASSACHUSETTS ASSOCIATES ONLY

SECTION 21 MASSACHUSETTS SPECIFIC HANDBOOK PROVISIONS

MASSACHUSETTS PARENTAL LEAVE

Massachusetts associates who are not eligible for Family or Medical Leave under the FMLA may be eligible for a leave of absence for childbirth, adoption, or for the placement of a child pursuant to a court order under the Parental Leave Act.

Eligible associates are full-time female and male associates who have been employed for at least three (3) months. Associates are eligible for up to eight (8) weeks of unpaid leave for (a) giving birth, (b) caring for a newly placed child under the age of 18 or under the age of 23 if the child is mentally or physically disabled, or (c) for an intended or actual adoption.

The Parental Leave Act also provides that if any two associates of the same employer are the parents to the same child, those associates are only entitled to one aggregate period of eight weeks of leave between them.

The associate who takes leave is generally entitled to be restored to his or her previous or similar position with the same status, pay, and seniority as when the leave period began. These protections apply only to leaves of up to eight weeks. According to the MPLA, the law does not require that an associate be reinstated to a position when associates in similar positions with similar lengths of service and status have been laid off due to economic or other operating conditions. In these circumstances, the associate on leave is to be afforded the same preferential treatment in consideration for another position as he or she would

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have had at the time that his or her leave period began.

Leave under MPLA is unpaid, though associates may use applicable accrued paid time off while on leave. Where an associate qualifies for leave under the MPLA and the federal FMLA as described in the main Handbook, leave under both statutes will run concurrently.

To obtain a Leave of Absence Medical Certification Form, contact the Human Resources Department pursuant to the notification procedures under the federal FMLA provision in the main Handbook.

HarassmentSiteOne will apply its harassment policy contained in the associate handbook in accordance with Massachusetts law. SiteOne prohibits all forms of harassment, including sexual harassment, in the workplace. This policy applies to all associates of SiteOne regardless of their job position.

If an associate believes that he or she has been subjected to sexual or other harassment prohibited by this policy, whether by a supervisor, a co-worker, or other person with whom the associate comes into contact in connection with his/her work for SiteOne, the associate should immediately report the incident to the Human Resources Manager.

Responsible AgenciesThe following agencies are charged with investigating claims of unlawful discrimination, harassment and retaliation:

Massachusetts Commission Against Discrimination:

One Ashburton Place Sixth Floor, Room 601, Boston, MA 02108 | (617) 994-6000

436 Dwight Street Second Floor, Room 220, Springfield, MA 01103 | (413) 739-2145

Worcester City Hall 455 Main Street, Room 100, Worcester, MA 01608 | (508) 799-8010

Equal Employment Opportunity Commission:John F. Kennedy Federal Building 475 Government Center, Boston, MA 02203 (800) 669-4000

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FOR MINNESOTA ASSOCIATES ONLY

SECTION 22 MINNESOTA SPECIFIC HANDBOOK PROVISIONSConfidential and Proprietary Information

In addition to the “Confidentiality and Trade Secrets” section, the following policy applies specifically to Minnesota Associates:

NOTICE OF RIGHTS AND REMEDIES UNDER MINNESOTA STATUTE § 181.17

An employer may not (a) prevent an associate from disclosing his or her wages as a condition of employment; (b) require an associate to sign a waiver or other document which denies an associate the right to disclose his or her wages; or (c) take any adverse employment action against an associate for disclosing his or her wages or discussing another associate’s wages which have been disclosed voluntarily.

The law does not (a) create any obligation on the part of the employer or any associate to disclose wages, (b) allow an associate to disclose proprietary information, trade secret information, or other information that is legally privileged or protected by law, (c) diminish any existing rights under the National Labor Relations Act, or (d) allow an associate to disclose wage information of other associates to a competitor of the employer.

An employer may not retaliate against an associate for asserting rights or remedies under this law.

An associate may bring a civil action against an employer for violation of this law. If the court finds that the employer has violated the law, the court may order reinstatement, back pay, restoration of lost service credit, if appropriate, and the expungement of any related adverse records of the associate.

FOR NEW JERSEY ASSOCIATES ONLY

SECTION 23 NEW JERSEY SPECIFIC HANDBOOK PROVISIONSNew Jersey FMLA Policy

Only associates employed in New Jersey may be eligible for NJFLA leave.

An eligible associate is generally entitled to 12 workweeks of unpaid leave in a 24-month period (a rolling 24-month period measured backward from the date

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the leave is requested to begin) for the following reasons:

1. on account of the serious health condition of a family member; or

2. to care for a newborn or newly adopted child or a child placed with the associate for foster care.

Note: NJFLA leave taken to care for a new born or newly adopted child or a child placed with the associate for foster care must be commenced within 12 months of the birth, adoption or placement.

Eligibility for NJFLATo be eligible for NJFLA leave, an associate must have been employed for at least 12 months and must have worked at least 1000 hours in the 12 months preceding the date the leave is scheduled to begin. There is no requirement that an associate be employed at a worksite with at least 50 associates for NJFLA leave; the associate need only be employed by an employer that employs at least 50 associates in total, regardless of where they are employed.

Under the NJFLA, in addition to actual time worked, the following hours count toward the 1000-hour requirement: (1) hours the associate is absent on leave and being compensated under workers compensation and (2) hours the associate would have worked except for having been in military service. However, hours the associate is absent on paid or unpaid personal, sick, vacation or administrative leave do not count.

NJFLA definitions:Definitions under the NJFLA are generally the same as under the FMLA, except that “family member” is generally defined as a spouse, civil union partner, parent, parent in law, or child.

Coordinating FMLA and NJFLA leaveIn some cases, an associate’s leave entitlements under the FMLA and the NJFLA run concurrently and in some cases they do not, depending upon the type of leave taken:

∏ When an associate takes a type of leave that is available only underthe FMLA (for example, leave due to an associate’s own serious health condition, Caregiver Leave or Active Duty Leave), the leave will only reduce the associate’s leave entitlements under the FMLA, and will not reduce the associate’s leave entitlements under the NJFLA. Thus, for example, if an associate takes 12 weeks of leave due to his/her own serious health condition (a type of leave available only under the FMLA), the associate will still be entitled to 12 weeks of leave for purposes allowed under the NJFLA during the same 12-month period.

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∏ When an associate takes a type of leave that is available only under theNJFLA (for example, leave to care for a civil union partner or a parent in law with a serious health condition), the leave will only reduce the associate leave entitlements under the NJFLA, and will not reduce the associate’s leave entitlements under the FMLA. Thus, for example, if an associate takes 12 weeks of leave to care for a civil union partner (a type of leave available only under the NJFLA), the associate will still be entitled to 12 weeks of leave for purposes allowed under the FMLA during the same 12-month period.

∏ However, when an associate takes a type of leave that is available underboth the FMLA and the NJFLA (for example, leave following the birth of a child or leave to care for a spouse with a serious health condition) the leave will run concurrently, meaning the leave taken will reduce the associate’s leave entitlement under both laws simultaneously. Thus, for example, if an associate takes 12 weeks of leave to care for a spouse with a serious health condition (a type of leave available under both the FMLA and the NJFLA), the associate will have no additional leave rights during the same 12-month period.

Substitution Of Accrued Paid LeaveNJFLA Leaves of Absence are generally granted without pay. However, when an associate takes NJFLA Leave, the associate is required to use any accrued PTO days during an approved leave. Once the associate has exhausted his/her accrued paid time off, the balance of the leave will be unpaid.

SiteOne’s requirement that associates use all accrued paid leave while absent on a family or medical leave is modified if an associate applies and qualifies for Family Leave Insurance (FLI) benefits from the State, as follows:

∏ The associate will be required to use two (2) weeks of his/her accruedpaid leave in lieu of the first two weeks of FLI benefits. This will reduce the associate’s FLI benefit entitlement from 6 weeks to 4 weeks.

∏ The associate may elect to use additional weeks of accrued paid leave in lieuof additional weeks of FLI benefits. The amount of accrued paid leave used will reduce by an equal amount the FLI benefits available to the associate.

∏ If an associate’s leave continues after the associate has exhaustedhis/her FLI benefits, the associate will be required to use all accrued paid leave available to him/her. After exhaustion of all accrued paid leave, the leave will be unpaid.

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Intermittent/Reduced Schedule LeaveNJFLA leave may be taken on a continuous basis and, under certain circumstances, on an intermittent or reduced work schedule basis.

An associate is entitled to take NJFLA leave on an intermittent or reduced work schedule basis when certified as medically necessary by a health care provider. When leave is for the planned medical treatment of a serious health condition, the associate and SiteOne shall attempt to work out a schedule for such leave that meets the associate’s needs and SiteOne needs without unduly disrupting the operations of SiteOne, subject to approval of the health care provider.

An associate is entitled to take leave in connection with the birth or placement of a child through adoption or foster care on an intermittent or reduced work schedule basis only with the approval of SiteOne. Requests for intermittent/reduced work schedule leave in such cases will be considered at the discretion of SiteOne based on SiteOne’s needs in the department or job which would be affected by such a request.

NJFLA leave taken on an intermittent basis must be completed in a 12 consecutive month period. NJFLA leave taken on a reduced schedule basis must be completed in a 24 consecutive week period.

Compensation from the State – TDI BenefitsA New Jersey associate who takes leave because of his/her own serious health condition may be eligible for Temporary Disability Insurance (TDI) benefits from the State. TDI benefits are intended to compensate associates for wage loss suffered as a result of a non-work related illness or injury. Associates who apply and qualify for TDI benefits are eligible to receive 2/3 of their average weekly wage (to a maximum of $559/week currently) for a maximum of 26 weeks. TDI claim forms are available from Human Resources.

Compensation from the State – FLI BenefitsA New Jersey associate who takes leave to care for a new born child, a newly adopted child, or a family member with a serious health condition may be eligible for Family Leave Insurance (FLI) benefits from the State. FLI benefits are intended to compensate associates for wage loss suffered while taking these types of family leave. Associates who apply and qualify for FLI benefits are eligible to receive 2/3 of their average weekly wage (to a maximum of $559/week currently) for a maximum of 6 weeks per 12-month period.

The following additional eligibility terms apply to FLI benefits:

∏ Associates may receive FLI benefits for leave taken on a continuous basisor, in the case of leave to care for a family member with a serious health

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condition only, for leave taken on an intermittent basis when certified as medically necessary.

∏ FLI benefits are payable for up to 6 weeks during a 12-month period whenleave is taken on a continuous basis or in intermittent weekly increments. FLI benefits are payable for up to 42 days during a 12-month period when leave is taken in intermittent daily increments.

∏ Associates must give SiteOne at least 30 days’ notice prior to commencingleave to care for a new born child or a newly adopted child, unless the commencement time of the leave is unforeseeable.

∏ Associates must give the Company notice in a reasonable and practicablemanner prior to commencing leave to care for a family member with a serious health condition, unless an unforeseen emergency precludes prior notice. Associates intending to take such leave on an intermittent basis must give SiteOne at least 15 days prior notice, unless an unforeseen emergency precludes prior notice.

∏ Associates apply for FLI benefits from the State by submitting a claimform to the State, which are available from Human Resources.

∏ Eligibility for FLI benefits is determined by the State, not SiteOne.

The FLI law does not create leave rights for associates. Leave rights for associates are created under the FMLA and the NJFLA, as described previously in this Handbook and Addendum. The FLI is only a wage replacement law, which provides for payments from the State when an associate takes leave to care for a new born child, a newly adopted child, or a family member with a serious health condition.

Associates who take leave to care for a new born child, a newly adopted child, or a family member with a serious health condition under the FMLA and/or the NJFLA are permitted to, not required to, apply for FLI benefits from the State. If an associate elects not to apply for FLI benefits when taking leave to care for a new born child, a newly adopted child, or a family member with a serious health condition, SiteOne’s normal rules regarding the substitution of paid leave will apply.

An associate may be eligible for FLI benefits from the State even if he/she is not eligible for family leave under the FMLA or the NJFLA.

A separate notice describing associates’ rights to FLI benefits is available from Human Resources. SiteOne may require certification from a health care provider supporting the need for FLI.

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FOR TEXAS ASSOCIATES ONLYSECTION 24 TEXAS SPECIFIC HANDBOOK PROVISIONS

Associates of SiteOne are not permitted to carry (either openly or in a concealed manner) any firearms while on SiteOne premises or property, while at client work locations on SiteOne business, while in SiteOne vehicles, or while acting as a SiteOne representative at any work-related activities, meetings, or functions. This prohibition against the possession or carrying of firearms applies even if the associate is licensed to carry a handgun by the State of Texas. Associates licensed to carry a handgun, or who otherwise lawfully possesses a firearm, are permitted to transport and store in a safe and discrete manner a lawfully possessed firearm and/or ammunition in his or her locked, privately-owned vehicle while the vehicle is in the SiteOne parking lot, garage, or other parking area provided by the SiteOne for associates. This policy is intended to comply with all applicable state laws concerning associate rights to possess and carry firearms and shall be interpreted and enforced accordingly.

Any associate who carries a firearm onto SiteOne premises will be considered to be committing a trespass and the proper authorities may be notified.

PURSUANT TO SECTION 30.06, PENAL CODE (TRESPASS BY LICENSE HOLDER WITH A CONCEALED HANDGUN) A PERSON LICENSED UNDER SUBHAPTER H, CHAPTER 411, GOVERNMENT CODE (HANDGUN LICENSING LAW), MAY NOT ENTER THIS PROPERTY WITH A CONCEALED HANDGUN.

PURSUANT TO SECTION 30.07, PENAL CODE (TRESPASS BY LICENSE HOLDER WITH AN OPENLY CARRIED HANDGUN), A PERSON LICENSED UNDER SUPCHAPTER H, CHAPTER 411, GOVERNMENT CODE (HANDGUN LICENSING LAW), MAY NOT ENTER THIS PROPERTY WITH A HANDGUN THAT IS CARRIED OPENLY.

Any violation of this policy may lead to discipline up to and including termination.

SECTION 25 STATE SPECIFIC PREGNANCY ACCOMMODATIONSCentral Falls, Rhode Island AssociatesThe Company’s policy is to provide reasonable accommodations to associates who are pregnant and those with conditions related to pregnancy and childbirth, unless such accommodation would create an undue hardship for the Company. Such a reasonable accommodation may include (a) more frequent or longer breaks, (b) time off to recover from childbirth, (c) acquisition or modification of

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equipment, (d) seating, (e) temporary transfer to a less strenuous or hazardous position, (f) job restructuring, (g) light duty, (h) break time and private non-bathroom space for expressing breast milk, (i) assistance with manual labor, or (j) modified work schedules.

An associate requiring an accommodation related to pregnancy or a condition related to pregnancy or childbirth should contact her designated human resources representative. Upon the Company’s receipt of such a request or its awareness of the need for such an accommodation, the Company will engage in good faith in a timely and interactive process with the associate to determine a reasonable accommodation.

The Company may require an associate to provide a certification from the associate’s health care provider concerning the medical advisability of a reasonable accommodation to the same extent a certification is required for other temporary disabilities. Any such certification must include: (a) the date the reasonable accommodation became or will become medically advisable; (b) an explanatory statement as to the medical condition and the advisability of providing the reasonable accommodation in light of the condition; and (c) the probable duration that the reasonable accommodation will need to be provided.

Connecticut AssociatesThe Company will make a reasonable effort to transfer a pregnant associate to any suitable temporary position which may be available in any case in which an associate gives written notice of her pregnancy to the Company and the Company or the pregnant associate reasonably believes that continued employment in the position held by the pregnant associate may cause injury to the associate or fetus.

Any pregnant associate dissatisfied with a transfer under this policy may appeal the transfer in accordance with the Connecticut Fair Employment Practices Act. Conn. Gen. Stat. § 46a-51 et seq.

Delaware AssociatesNOTICE OF RIGHTS FOR PREGNANT ASSOCIATES IN DELAWARE

Delaware law provides that Delaware associates have the right to be free from discrimination in relation to pregnancy, childbirth, and related conditions including lactation, pursuant to Chapter 7, Title 19 of the Delaware Code § 711. The Company will:

∏ reasonably accommodate an associate’s medical needs related topregnancy, childbirth or related conditions including lactation (including the acquisition of equipment for sitting, more frequent or longer breaks,

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periodic rest, assistance with manual labor, job restructuring, light duty assignments, modified work schedules, time off to recover from childbirth, or break time and appropriate facilities for expressing breast milk); and temporarily transfer pregnant associates to a less strenuous or hazardous position (where one is available) or duties if medically needed because of an associate’s pregnancy.

Delaware law prohibits making unnecessary changes to a pregnant associate’s job functions or requiring a pregnant associate to take paid or unpaid leave when a reasonable accommodation would permit an associate to continue working. Please note the Company is not required to provide pregnant associates with workplace accommodations if the requested accommodations pose an undue hardship.

This notice is a summary of associates’ rights and obligations under the Delaware Code. For more information about rights for pregnant associates, contact Human Resources or the Delaware Department of Labor at (302) 761-8200 or (302) 422-1134.

District of Columbia AssociatesThe Company’s policy is to reasonably accommodate any associate whose ability to perform the functions of her job are limited by pregnancy, childbirth, a related medical condition, or breastfeeding.

A “reasonable accommodation” means an accommodation that does not cause undue hardship in the operation of the Company’s business that the Company can make for an associate whose ability to perform the functions of her job are affected by pregnancy, childbirth, a related medical condition, or breastfeeding. A reasonable accommodation may include (a) more frequent or longer breaks; (b) time off to recover from childbirth; (c) the acquisition or modification of equipment or seating; (d) the temporary transfer to a less strenuous or hazardous position or other job restructuring such as providing light duty or a modified work schedule; (e) having the associate refrain from heavy lifting; (f) relocating the associate’s work area; or (g) providing private non-bathroom space for expressing breast milk.

“Undue hardship” means any action that requires significant difficulty in the operation of the Company’s business or significant expense on the behalf of the Company when considered in relation to factors such as the size of the Company, its financial resources, and the nature and structure of its operation.

An associate requiring an accommodation related to pregnancy, childbirth, a related medical condition, or breastfeeding should contact her designated human resources representative. Upon the Company’s receipt of such a request

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or its awareness of the need for such an accommodation, the Company will engage in good faith in a timely and interactive process with the associate to determine a reasonable accommodation.


The Company will not (a) refuse to make reasonable accommodations to the known limitations of an associate related to pregnancy, childbirth, related medical conditions, or breastfeeding, unless the accommodation would impose an undue hardship; (b) take an adverse action against an associate who requests or uses a reasonable accommodation; (c) deny employment opportunities to an associate or a job applicant based on the need to make reasonable accommodations to known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (d) require an associate affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation the associate chooses not to accept if the associate does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding, or if the accommodation is not necessary for the associate to perform her duties; or (e) require an associate to take leave if a reasonable accommodation other than leave can be provided.

Illinois AssociatesPregnancy Accommodations in Illinois

A. ELIGIBILITY:This policy applies to all applicants or associates of the Company in the State of Illinois, and controls where it may conflict with the Company’s other policies.

B. GENERAL PROVISIONS:The Company complies with employment laws applicable to mothers and expectant mothers, including the Family Medical Leave Act, Pregnancy Discrimination Act, Americans with Disabilities Act and Illinois Human Rights Act. In Illinois, it is the Company’s policy to make reasonable accommodations for pregnancy, childbirth and medical and common conditions related to pregnancy and childbirth if requested by an applicant or associate, and agreed upon.

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C. PROCEDURE FOR REQUESTING ACCOMMODATIONS:1. Illinois applicants or associates that require accommodation(s) for

pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth shall make the request to her immediate supervisor or Human Resources, which will work with them to determine any effective reasonable accommodation(s). An accommodation(s) may not be reasonable where it poses an undue hardship on the Company.

2. The associate may be required to provide documentation from her physician to support the need for the reasonable accommodation(s). Documentation may include the medical justification for the requested accommodation(s), a description of the reasonable accommodation(s) that is medically advisable, the date the reasonable accommodation(s) became medically advisable, and the probable duration of the reasonable accommodation(s).

D. ENFORCEMENT:The Company prohibits discrimination, harassment, and retaliation against applicants and associates for requesting and/or using accommodation(s). If an applicant or associate experiences such prohibited conduct, they must file a complaint with the Company as set forth in the Company’s policies. Associates have the right to file a charge with the Illinois Department of Human Rights within 180 days of the conduct and/or the United States Equal Employment Opportunity Commission within 300 days of the conduct.

Illinois Department of Human Rights U.S. Equal Employment Opportunity Commission

Chicago: 312-814-6200 or Chicago: 800-669-4000 800-662-3942 Chicago TTY: 800-869-8001Chicago TTY: 866-740-3953 Springfield: 217-785-5100Springfield TTY: 866-740-3953 Marion: 618-993-7463Marion TTY: 866-740-3953

Maryland AssociatesReasonable Accommodations for Disabilities Due to PregnancyIf an associate has a disability caused or contributed to by pregnancy or childbirth and the associate requests a reasonable accommodation, the Company will explore with the associate providing the requested reasonable accommodation. Please note that the Company has no obligation to provide a requested reasonable accommodation if it would impose an undue hardship on the Company. If you have a disability caused or contributed to by pregnancy or childbirth and you request a transfer to a less strenuous or less hazardous

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position, we will provide you with a transfer for the duration of your pregnancy to the same extent that we provide such transfers to associates with other temporary disabilities. Associates with disabilities caused or contributed to by pregnancy or childbirth, like associates with other disabilities, must provide certification from a health care provider regarding the medical advisability of any requested accommodation. If you have any questions regarding this policy, please contact your designated Human Resources representative.

Providence, Rhode Island AssociatesThe Company’s policy is to provide reasonable accommodations to associates who are pregnant and those with conditions related to pregnancy and childbirth, unless such accommodation would create an undue hardship for the Company. Such a reasonable accommodation may include (a) more frequent or longer breaks, (b) time off to recover from childbirth, (c) acquisition or modification of equipment, (d) seating, (e) temporary transfer to a less strenuous or hazardous position, (f) job restructuring, (g) light duty, (h) break time and private non-bathroom space for expressing breast milk, (i) assistance with manual labor, or (j) modified work schedules.

An associate requiring an accommodation related to pregnancy or a condition related to pregnancy or childbirth should contact her designated human resources representative. Upon the Company’s receipt of such a request or its awareness of the need for such an accommodation, the Company will engage in good faith in a timely and interactive process with the associate to determine a reasonable accommodation.


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Documents

ASSOCIATE HANDBOOK - SiteOne · 2016. 9. 21. · 2 **important notice – disclaimer** this associate handbook does not create a contract of employment between you and siteone landscape

ASSOCIATE HANDBOOK - SiteOne · 2016. 9. 21. · 2 important notice – disclaimer this associate handbook does not create a contract of employment between you and siteone landscape