Paid Time Off Policy Review and Recommendations

PTO consolidation post acquisition

1. Paid Time Off Policy Review and Recommendations

2. Paid Time Off Effective recruitment and retention tool Increases employee engagement Supports work life balance Increases productivity Reduces burnout Provides an opportunity to cross-train

3. Time Off Categories Paid Time Off Holidays Floating Holidays Bereavement Jury Duty Inclement Weather Mandatory Jurisdictional Leave Paid Sick and Safe – MD, DC Voting – MD, DC, VA Jury – DC Witness – MD, DC, VA Organ & Bone Marrow Donation – MD, VA Parental Participation – DC Paid Family Leave – DC Civil Air Patrol – MD, VA Crime Victim – MD, VA

4. Current PTO Policies Currently 23 separate PTO policies Hours based accrual methodology Lack of standardization and parity across platform Excessive number of grandfathered employees and PTO policies to administer Difficult to communicate and administer for Managers and HR

5. PTO Consolidation Recommendation s Tie eligibility to employment status (FT, PT >=20 hrs / wk , PT<20 hrs / wk , PRN, Seasonal, Temporary) Collapse to 4 policies Leaders - Supervisor, Manager, Practice Administrators, Directors Advanced Practice Practitioners Physical Therapists, Occupational Therapists, Physician Assistants, Nurse Practitioners Rank and File – all other non-leadership Team members and JYI part-time (>=20 hrs / wk ) positions Maryland based part-timers – jurisdictional requirement Retain hours-based accrual methodology Retain 90-day introductory period hold Retain 120-hour carryover maximum 8/31 date for Rank and File 10/31 date for Leaders and APPs ~20 employees will be grandfathered at current accrual rate until next threshold of accrual/tenure is reached

6. Proposed PTO Policies Avoid any reduction of current accrual schedule Small escalation in accrual schedule with milestones based on tenure Standardize APPs accrual schedules across tenure, classifications, and practices Provide tenured leaders with higher accrual schedule than their similarly tenured employee

7. Increases in Accrual Schedule 29 Supv , Mgrs , Dirs , Practice Admins ($44,745) 24 Physician Assistants ($18,840) Physical Therapists ($12,500) Rank and File ($11,238) Actual costs will be mitigated by retaining the 120 carryover rules currently in place and requiring leaders to use their PTO for extended periods away from the office, even if some work is performed during their absence. Those employees that don’t align into current policies will be grandfathered into an override policy until next threshold of accrual/tenure is reached.

8. Observed Holidays WSM and JI (2) 2 Additional Observed Holidays Martin Luther King Jr Day Day after Thanksgiving JI - Holiday pay to Part-timers Recommend review/updating employment type classifications based on actual recurring scheduled hours Remove Hol and PTO from JYI Part-timers or Grandfather true Part-timers (>20 reg sch hrs / wk ) No PTO or Hol for newly hired Part-timers All Practices 6 Core Holidays (6) New Year’s Memorial Day 4 th of July Labor Day Thanksgiving Day Christmas Day

9. Floating Holidays Recommendation Add 1 Float Holiday (total of 2) OB SG Remove Float (total of 0 float) WSM - current 8 holidays plus awarded 1 Float if DOH > 4.2022 Retain current schedule JI – current 8 holidays Justification – creates parity Total Core + Float = 8 Current 1 day OB SG WSM DOH > 4.2022 0 days JI WOSM DOH < 4.2022

10. Bereavement Standardize to 3 days Bereavement per occurrence Current OB – 2 days, all other practices 3 days Eligible during 90-day introductory period Eligible relationships Spouse, Domestic Partner Child – natural or step Parents – natural or step In-laws – father, mother, brother, sister Siblings – natural or step Grandparents and grandchildren Extended family who reside with the employee

11. Jury Duty Legacy practice policies OB – 2 days SG – Unpaid but as much as required by court WSM – Unpaid but as much as required by court DC requires first 5 days to be paid leave JI – up to 2 weeks Recommendation Standardize to up to 2 weeks of paid leave Require court documentation

12. Military Leave Legacy practice policies OB Unpaid leave SG Unpaid leave Eligibility – 12 months tenure and at least 1,000 hours in last 12 months WSM – Unpaid leave Unpaid leave JI Offsetting wage payments (difference between JYI pay and Military pay) Up to 1 month Recommendation Unpaid leave or Offsetting wage payments for up to 1 month

13. Inclement Weather/Emergency Legacy practice policies OB Remaining scheduled hours paid if early release (4 hour max?) LWOP or PTO for full day closure SG Up to 8 hours in calendar year WSM Paid for scheduled closures JI Partial closure - Full scheduled day if 4 hours of work performed Full day closure – Full scheduled days’ hours Recommendation Each practice retains the ability to administer their own inclement weather policy Redefine use of Emergency leave use to include inclement weather incidents

14. Next Steps Develop roll out Plan in conjunction with Handbook release Manager and employee communications Separate Collateral by Practice Individualized Grandfathered employee communications Onboarding information update HCP communications Reminder email to all employees Paylocity Identification and modification of current policies in Paylocity Transfer of employees and current balances to new policies, as required Effective date 4/4/2024, beginning of Q2 and new pay period

15. Questions?

16. Division – JY Paid Holiday Eligibility Part-time – Scheduled and consistently working 20 hours or more per week Holiday pay for typical scheduled hours on day of week of Holiday Managers responsible for reduction of Holiday hours on timecard based on employee schedule Full-time – Scheduled for 30 or more hours per week Observed Holidays New Year’s Day, Martin Luther King Day, Memorial Day, 4 th of July, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas Day Float Holidays No float Holidays Emergency Leave - for office closures only Full or partial days of office closure Determined by JYI Director Regional Operations Part-time PTO eligible Not eligible for PTO payout upon separation Scheduled for 20 or more hours per week – eligible for PTO accrual on regular employee accrual schedule Legacied Part-time employees will remain eligible until transfer to different employee status or separation Scheduled for less than 20 hours per week – not eligible if hired after 4.4.2024 PTO Payout Full-time employees eligible to receive accrued and unused balance upon separation Dress Code No crocs or hoodies allowed

17. Division – OB and SG Paid Holiday Eligibility Part-time – Scheduled less than 20 hours per week – ineligible Part-time – Scheduled for 20 hours or more per week - eligible Full-time – Scheduled for 30 or more hours per week – eligible Observed Holidays New Year’s Day, Memorial Day, 4 th of July, Labor Day, Thanksgiving, Christmas Day Float Holidays 2 Float Holidays – 16 hours granted Jan 1, Date of Hire (Q1 – Q3), or Date of transfer to Full-time Not eligible for use or payout during 90-day introductory period Not granted to new hires in Q4 Does not carryover to next calendar year – Use or lose by Dec 31 Not paid out upon separation Part-time not eligible for Float Holidays Emergency Leave – for office closures only Full or partial days of office closure Determined by DC Market Director Regional Operations Part-time PTO eligibility PTO for employees scheduled for 20 or more hours per week Accrual rate 0.033 hours per service hour Not eligible for PTO payout upon separation Scheduled for less than 20 hours per week Not eligible for PTO accrual PTO payout Full-time employees eligible to receive accrued and unused balance upon separation

18. Division - MSO Holiday Schedule Part-time – Scheduled for 20 hours or more per week Full-time – Scheduled for 30 or more hours per week Float Holidays 2 Float Holidays – 16 hours granted Jan 1, Date of Hire, or Date of transfer to Full-time Not eligible for use or payout during 90-day introductory period Does not carryover to next calendar year – Use by Dec 31 or lose balance Not paid out upon separation Part-time not eligible for Float Holidays Emergency Leave – for office closures only Full or partial days of office closure Determined by employee work location Part-time PTO eligibility Scheduled for 20 or more hours per week Accrual rate 0.033 hours per service hour Not eligible for PTO payout upon separation Scheduled for less than 20 hours per week Not eligible for PTO accrual PTO payout Full-time employees eligible to receive accrued and unused balance upon separation

19. Division - WSM Paid Holiday Eligibility Part-time – Scheduled and consistently working 20 hours or more per week Holiday for typical scheduled hours on day of week of Holiday Managers must edit timecard for appropriate Holiday hours Observed Holidays New Year’s Day, Martin Luther King Day, Memorial Day, 4 th of July, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas Day Float Holidays No Float Holidays Extra pay if required to work Day after Thanksgiving Emergency Leave – for office closures only Full or partial days of office closure Determined by Practice Administrator and Managing Physician Part-time PTO eligibility Scheduled for 20 or more hours per week Accrual rate 0.033 hours per service hour Not eligible for PTO payout upon separation Scheduled for less than 20 hours per week Not eligible for PTO accrual PTO payout Full-time employees eligible to receive accrued and unused balance upon separation