DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Resource.
HR solutions that fit..
(PLEASE PRINT CLEARLY)

Employer Name:
Risk Point 200
Employer Code:

First Name: Middle Name: Last Name:

Joel Ninan Joel Ninan Joel Ninan

Social Security No.: Original Hire Date: File Number: Background Check:
(If not auto-assigned),
08/15/2022 YesD NoO
627-74-2938
(If YES. include a
Consent to Conduct
Background
Investigation Form)
Employment Profile Information
Underwriting Assistant
Title: Department
Risk Point
200
EEO Class (Required; Select the job category that most dose/y
New Department #:
relates to this position within your organiution} Of a new depanment# is needed, please create below)
New Department Description:
0 ExecutiW!/Senior Level Officials and Managers

0 First/Mid-Level Officials and Managers

Job Cost Code #:
D Professionals 0 Craft Workers Of a new job# is needed, please create below)
0 Technicians D Laborers and Helpers
New Job#:
D Sales Worker 0 Operatives

0 Administrative Support 0 Service Workers

Workers' Compensation Code: Job Description:

Benefit Class Code:

Compensation: $45,000 per:0 Hour Two Weeks Month D Tipped

D D
D Week D Semi-Monthly D Year

Hourly Rate 2: Hourly Rate 3:

(lfU"'d) (If Used)
IPay Frequency: D weekly D bi-weekly (26 pay periods/yr.} D semi-monthly (24 pay periods/yr) D monthly
I
Pay Type: D Salary D Hourly IFLSA Status: D Exempt 0 Non-Exempt
I
Employment Class: D Assignee D Commission Only D Intern D Non-Paid Owner
D Seasonal 0 SubstiMe Teacher D Teac:her 10/12 D Trainee
D Union Employee D Other*: •Call your Payroll Representative

!Pay Status: D Full-Time D Part-Time D Regular 0 Temp I

Notes to ADP Resource

Signature of authorized representative or employer:

Underwriting Assistant 8/16/2022

ntle: Date:

0 2011 ADP Inc. A2-105-1009

DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

(PLEASE PRINT CLEARLY)

Name of Employer: Risk Point
Joel Ninan
Employee Name: {First, Middle Initial, Last): _ __ _ __ __ __ _ _ __ __ _ _ _ _ _ _ _ __ __ _ _ _ _ _ _ __

627-74-2938
Social Security Number:________________ _ 10/13/2000
Birth Dat e:_ _ _ __ _ _ _ _ __ _ _ _ _ _ _ __

Contact Information Are you subject to any city or local income taxes? 0 Yes 0 No
Home Address If so, please provide the city and/or locales below:

Street 1:
628 Rembrandt Lived-in Worked-in

N/A
Street 2:

Colleyville
City: - - - - -- - - - - - - - - - - - - - - -- -
Tarrant
County: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __

Texas
State:_ _ _ _ _ _ __ 76034
Zip: - - - - - - - - - - - -

Electronic Contact Information

I
Gender: D Male D Female

joeljninan@gmail.com
Home Email: Maiden Nama

jninan@riskpoint.com
Business Emai:
Marital Status: D Single D Married
D Divorced D Widowed
D Common-Law
Phone

678-577-0133 Ethnic Group: Are you Hispanic or Latino? D Yes D No

Primary Phone:

If not Hispanic or Latino, please indicate below:

Secondary P h o n e : - - - - - - - - - - - - - - - -- - D White D Black or African American
D Asian D American lndian/Alas'<a Native
D Two or more races D Native Hawaiian or other Pacific
Islander

Emergency Contact Information

Contact #1 Contact 112
John Ninan Maria Ninan
Name: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Name: - - - - - - - -- - - - - - - - - - - -- -

Primary Phone:
817-729-5231 817-729-5232
Primary Phone: - - - - - - - - - - - - - - - - -
817-354-5842 817-354-5842
Secondary Phone: _ _ _ _ _ __ _ _ _ _ _ _ _ _ __
Secondary Phone: - - - - - - - -- - - - - - - - - -
Father Mother
Relationship: Relationship: - - - - - - - - - - - - - - - - - -

Notes to ADP R e s o u r c e : - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

0 20 11 ADP Inc. A2-105-1009

DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Employee Direct Deposit Banking Authorization Form

RUN Powered by ADP®

This form can be filled out online and printed.*

Please complete all fields.

Company Information
Risk Theory, LLC
Company Name: _______________________________________________________________ 08/15/2022
Date: ______________

Employee Information Authorization

Important! Please read and sign before completing and submitting.

I hereby voluntarily authorize the Company named above (hereafter “Employer”), either directly or through its payroll service
provider, to deposit any amounts owed me, by initiating credit entries to my account (s) at the financial institution (s) of my
choice (hereinafter “Bank”) indicated on this form. Further, I authorize Bank to accept and to credit any credit entries indicated
by Employer, either directly or through its payroll service provider, to my account. To the extent permitted by law, in the event
that Employer or its payroll service provider deposits funds erroneously into my account (s), I authorize Employer, either
directly or through its payroll service provider, to debit my account for an amount not to exceed the original amount of the
erroneous credit.

To the extent permitted by law, I understand that I have the right to refuse consent or revoke authorization of direct deposit at
any time without fear of retaliation, and I have the right to receive any payment owed to me by other means. This
authorization is to remain in full force and effect until Employer and Bank have received written notice from me of its
termination in such time and manner as to afford Employer and Bank reasonable opportunity to act on it.

Joel Ninan
Legal Name: ________________________________________________________________________________________
(Last Name, First Name, Middle Initial)
8/15/2022
Signature:_____________________________________________________________________ Date: ______________

Deposit/Account Information

For a checking account, attach a voided check, not a deposit

slip. If you don’t have a check, ask your bank to give you the
Routing Number (the nine-digit American Bankers Association
(ABA) number that identifies both the Company’s bank and the
Federal Reserve Bank) for your account.

Note: If you have a paycard, set it up as a checking account,

not a savings account. Contact the paycard issuer for the
account number/routing number information.

Copyright © 2018 ADP, LLC. All Rights Reserved. ADP Proprietary and Confidential. The ADP logo, RUN Powered by ADP,
Employee Access and ADP A more human resource are registered trademarks of ADP, LLC and/or its affiliates. Page 1
DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Employee Direct Deposit Banking Authorization Form

RUN Powered by ADP®

1. Deposit/Account Information
Wells Fargo
Bank Name: ________________________________________________________________________________________
111900659 5635892945
Routing #: ____________________________________ Account #: __________________________________________

Choose only one account type: Amount to deposit in selected account:

☐ Checking ☐ Savings N/A
$ ________________ or ☐ X Full Net Amount

2. Deposit/Account Information
N/A
Bank Name: ________________________________________________________________________________________
N/A N/A
Routing #: ____________________________________ Account #: __________________________________________

Choose only one account type: Amount to deposit in selected account:

☐ Checking ☐ Savings N/A
$ ________________ or ☐ Full Net Amount

3. Deposit/Account Information
Bank Name: ________________________________________________________________________________________

Routing #: ____________________________________ Account #: __________________________________________

Choose only one account type: Amount to deposit in selected account:

☐ Checking ☐ Savings $ ________________ or ☐ Full Net Amount

4. Deposit/Account Information
Bank Name: ________________________________________________________________________________________

Routing #: ____________________________________ Account #: __________________________________________

Choose only one account type: Amount to deposit in selected account:

☐ Checking ☐ Savings $ ________________ or ☐ Full Net Amount

Take advantage of Employee Access® in RUN Powered by ADP® to let your employees manage their own direct deposits.

*Attention Payroll Contact: Employers must keep each original Employee Direct Deposit Banking Authorization form on file as long as the employee is
using direct deposit, and for two years thereafter. Employers may be subject to certain federal and state direct deposit notice, authorization and record
retention requirements. Please review your applicable federal, state and local laws. This form is provided for convenience only and is not meant and should
not be construed as legal, HR, financial, insurance, tax or accounting advice. You should consult with your own legal counsel, human resource, accounting
or other professional advisor for circumstances pertaining to your business.

Copyright © 2018 ADP, LLC. All Rights Reserved. ADP Proprietary and Confidential. The ADP logo, RUN Powered by ADP,
Employee Access and ADP A more human resource are registered trademarks of ADP, LLC and/or its affiliates. Page 2
DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Employment Eligibility Verification USCIS

Department of Homeland Security Form I-9
OMB No. 1615-0047
U.S. Citizenship and Immigration Services Expires 10/31/2022

►START HERE: Read instructions carefully before completing this form. The instructions must be available, either in paper or electronically,
during completion of this form. Employers are liable for errors in the completion of this form.
ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) an
employee may present to establish employment authorization and identity. The refusal to hire or continue to employ an individual because the
documentation presented has a future expiration date may also constitute illegal discrimination.

Section 1. Employee Information and Attestation (Employees must complete and sign Section 1 of Form I-9 no later
than the first day of employment, but not before accepting a job offer.)
Last Name (Family Name) First Name (Given Name) Middle Initial Other Last Names Used (if any)
Ninan Joel J N/A
Address (Street Number and Name) Apt. Number City or Town State ZIP Code
628 Rembrandt N/A Colleyville TX 76034
Date of Birth (mm/dd/yyyy) U.S. Social Security Number Employee's E-mail Address Employee's Telephone Number
10/13/2000 -
627-74-2938 - jninan@riskpoint.com 6785770133

I am aware that federal law provides for imprisonment and/or fines for false statements or use of false documents in
connection with the completion of this form.
I attest, under penalty of perjury, that I am (check one of the following boxes):

X 1. A citizen of the United States

2. A noncitizen national of the United States (See instructions)

3. A lawful permanent resident (Alien Registration Number/USCIS Number):

4. An alien authorized to work until (expiration date, if applicable, mm/dd/yyyy):

Some aliens may write "N/A" in the expiration date field. (See instructions)
QR Code - Section 1
Aliens authorized to work must provide only one of the following document numbers to complete Form I-9: Do Not Write In This Space
An Alien Registration Number/USCIS Number OR Form I-94 Admission Number OR Foreign Passport Number.

1. Alien Registration Number/USCIS Number:

OR
2. Form I-94 Admission Number:
OR
3. Foreign Passport Number:
Country of Issuance:

Signature of Employee Today's Date (mm/dd/yyyy) 8/15/2022

Preparer and/or Translator Certification (check one):

X I did not use a preparer or translator. A preparer(s) and/or translator(s) assisted the employee in completing Section 1.
(Fields below must be completed and signed when preparers and/or translators assist an employee in completing Section 1.)
I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my
knowledge the information is true and correct.
Signature of Preparer or Translator Today's Date (mm/dd/yyyy)

Last Name (Family Name) First Name (Given Name)

Address (Street Number and Name) City or Town State ZIP Code

Employer Completes Next Page

Form I-9 10/21/2019 Page 1 of 3

DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Employment Eligibility Verification USCIS

Department of Homeland Security Form I-9
OMB No. 1615-0047
U.S. Citizenship and Immigration Services Expires 10/31/2022

Section 2. Employer or Authorized Representative Review and Verification

(Employers or their authorized representative must complete and sign Section 2 within 3 business days of the employee's first day of employment. You
must physically examine one document from List A OR a combination of one document from List B and one document from List C as listed on the "Lists
of Acceptable Documents.")
Last Name (Family Name) First Name (Given Name) M.I. Citizenship/Immigration Status
Employee Info from Section 1
Ninan Joel J Citizen
List A OR List B AND List C
Identity and Employment Authorization Identity Employment Authorization
Document Title Document Title Drivers License Document Title SS Card
n/a
Issuing Authority Issuing Authority State of Texas Issuing Authority
n/a SSA
Document Number Document Number 41415112 Document Number 627-74-2938
n/a

Expiration Date (if any) (mm/dd/yyyy) Expiration Date (if any) (mm/dd/yyyy) Expiration Date (if any) (mm/dd/yyyy)
n/a 10/13/2024 n/a
Document Title

QR Code - Sections 2 & 3

Issuing Authority Additional Information Do Not Write In This Space

Document Number

Expiration Date (if any) (mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any) (mm/dd/yyyy)

Certification: I attest, under penalty of perjury, that (1) I have examined the document(s) presented by the above-named employee,
(2) the above-listed document(s) appear to be genuine and to relate to the employee named, and (3) to the best of my knowledge the
employee is authorized to work in the United States.
08/15/2022
The employee's first day of employment (mm/dd/yyyy): (See instructions for exemptions)
Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Title of Employer or Authorized Representative
8/16/2022 Human Resource Manager / Office Manager
Last Name of Employer or Authorized Representative First Name of Employer or Authorized Representative Employer's Business or Organization Name
Habbas JoAnn Risk Theory, LLC
Employer's Business or Organization Address (Street Number and Name) City or Town State ZIP Code
15301 Dallas Pkwy, Ste 500 Addison TX 75001

Section 3. Reverification and Rehires (To be completed and signed by employer or authorized representative.)
A. New Name (if applicable) B. Date of Rehire (if applicable)
Last Name (Family Name) First Name (Given Name) Middle Initial Date (mm/dd/yyyy)

C. If the employee's previous grant of employment authorization has expired, provide the information for the document or receipt that establishes
continuing employment authorization in the space provided below.
Document Title Document Number Expiration Date (if any) (mm/dd/yyyy)

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if
the employee presented document(s), the document(s) I have examined appear to be genuine and to relate to the individual.
Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Name of Employer or Authorized Representative
8/16/2022 JoAnn Habbas

Form I-9 10/21/2019 Page 2 of 3

DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

LISTS OF ACCEPTABLE DOCUMENTS

All documents must be UNEXPIRED
Employees may present one selection from List A
or a combination of one selection from List B and one selection from List C.

LIST A LIST B LIST C

Documents that Establish Documents that Establish Documents that Establish
Both Identity and Identity Employment Authorization
Employment Authorization OR AND

1. U.S. Passport or U.S. Passport Card
2. Permanent Resident Card or Alien
Registration Receipt Card (Form I-551)
3. Foreign passport that contains a
temporary I-551 stamp or temporary
I-551 printed notation on a machine-
readable immigrant visa
4. Employment Authorization Document
that contains a photograph (Form
I-766)
5. For a nonimmigrant alien authorized
to work for a specific employer
because of his or her status:
a. Foreign passport; and
b. Form I-94 or Form I-94A that has
the following:
(1) The same name as the passport;
and
(2) An endorsement of the alien's
nonimmigrant status as long as
that period of endorsement has
not yet expired and the
proposed employment is not in
conflict with any restrictions or
limitations identified on the form.
6. Passport from the Federated States
of Micronesia (FSM) or the Republic
of the Marshall Islands (RMI) with
Form I-94 or Form I-94A indicating
nonimmigrant admission under the
Compact of Free Association Between
the United States and the FSM or RMI
1. Driver's license or ID card issued by a
State or outlying possession of the
United States provided it contains a
photograph or information such as
name, date of birth, gender, height, eye
color, and address
2. ID card issued by federal, state or local
government agencies or entities,
provided it contains a photograph or
information such as name, date of birth,
gender, height, eye color, and address
3. School ID card with a photograph
4. Voter's registration card
5. U.S. Military card or draft record
6. Military dependent's ID card
7. U.S. Coast Guard Merchant Mariner
Card
8. Native American tribal document
9. Driver's license issued by a Canadian
government authority
For persons under age 18 who are
unable to present a document
listed above:
10. School record or report card
11. Clinic, doctor, or hospital record
12. Day-care or nursery school record
1. A Social Security Account Number
card, unless the card includes one of
the following restrictions:
(1) NOT VALID FOR EMPLOYMENT
(2) VALID FOR WORK ONLY WITH
INS AUTHORIZATION
(3) VALID FOR WORK ONLY WITH
DHS AUTHORIZATION
2. Certification of report of birth issued
by the Department of State (Forms
DS-1350, FS-545, FS-240)
3. Original or certified copy of birth
certificate issued by a State,
county, municipal authority, or
territory of the United States
bearing an official seal
4. Native American tribal document
5. U.S. Citizen ID Card (Form I-197)
6. Identification Card for Use of
Resident Citizen in the United
States (Form I-179)
7. Employment authorization
document issued by the
Department of Homeland Security

Examples of many of these documents appear in the Handbook for Employers (M-274).

Refer to the instructions for more information about acceptable receipts.

Form I-9 10/21/2019 Page 3 of 3

DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

'"KTM~ORY
Self-Identification Form (Gender, Race, Ethnicity)

For equal employment opportunity and affirmative action purposes, Risk Theory, LLC is
required to invite applicants and employees to voluntarily self-identify their race/ethnicity
and to report the gender makeup of our workforce. The information will be kept separate
from other employment papers and records. Submission of this information is
VOLUNTARY AND WILL NOT BE USED TO MAKE EMPLOYMENT DECISIONS. The
information is used only in accordance with state and federal regulations.

Please print:
Joel Ninan
Employee Name:
Last First Ml
Underwriting Assistant
Position Applied for: - - - - - - - - - - - - - - - - - - - - - - - - -

Please check:

Gender: X Male
Female

Race/Ethnicity: Are you Hispanic or Latino? Yes

X No

If you answered "Yes ," you have completed this form . If you answered "No," please
select race from the options below.

Race/Ethnicity: _ _ White (not Hispanic or Latino)

__ Black or African American (not Hispanic or Latino)
Native Hawaiian or Pacific Islander (not Hispanic or Latino)
American Indian or Alaskan Native (not Hispanic or Latino)
__
X Asian (not Hispanic or Latino)
_ _ Two or more races (not Hispanic or Latino)
I do not wish to disclose

Rev. 3/1 5
DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

y
CORE VALUES

Relationship Born, Relationship Driven:

Our companies were born of solid relationships with partners and great people, and that genesis
drives the decisions we make today. We are committed to preserving those relationships
throughout our companies with partners and vendors and with our employees, their families and
our customers who are the core of our business.

Empowered Servant Leadership:

Our commitment to servant leadership is powered by a passion for the well-being and growth of
our customers, communities, and partners; we aim to place others ahead of ourselves.

Consistent Quality Bound By Integrity:

Quality and integrity are the foundation for all we do. It is our pl edge to provide quality products
and exceptional service to our customers. We are open and honest in our dealings, both externally
and internally. We are committed to doing the right thing, the right way, all the time.

Innovative Solutions to Marketplace Demands:

We consistently meet the demands of the market through creative and dynamic solutions.

Risk Theory, LLC I 13455 Noel Road I Suite 2300 I Dallas, TX 75240 I Main 214.369.4900 I Fax 469.310.9110
DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Document Number
PAID TIME OFF (PTO) Effective Date Januar 1, 2014
Last Review Date
Supercedes All previous PTO policies

POLICY PURPOSE:

The Paid Time Off (PTO) policy provides employees with a flexible way to take time off for vacation ,
illness, appointments or other personal business.

POLICY STATEMENT:

Risk Theory and its subsidiaries believe a balance between work and relaxation is important in
maintaining high quality performance, employee health and morale.

PROCEDURE:

Supervisors and employees are responsible for planning time off schedules that meet operating
requirements and time off needs of employees. All time off requests must be directly communicated to
the employee's supervisor for approval. Employees are responsible for submitting their time off in
accordance with the time and attendance policy of the company and for verifying their own PTO balances.

1. Eligibility

Only full-time active employees are eligible to accrue PTO which must be in accordance with the
scheduled rate based on years of service .

. 2. Maximum PTO accruals

The schedule below shows the maximum PTO accrual rates based upon years of service for full time
employees. PTO accruals will advance to the next accrual level on the exact date of the employee's
anniversary date for years of service. Employees are limited to the total PTO days that can be accrued
based on their length of service. If an employee reaches their maximum PTO limit, they will not earn
additional PTO until their balance falls below their maximum PTO accrual amount.

PTO is accrued bi-weekly after each payroll is processed. Employees on Leave of Absence do not
accrue PTO. PTO accrues for all hours for which an employee is paid (Regular Hours & PTO).

Employees accruing PTO at a rate higher than listed for years of service below will continue to earn at
their designated accrual rate and will progress to the next level based on yea rs of service listed in the
sched ule.

Page I I
DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Monthly
Years of Service Max Accrual (Up to) Accrual Rate

0-5 Years 15 Days 1.25 Days

5-10 Years 18 Days 1.50 Days

10+Years 20 Days 1.67 Days

3. Types of Time Off Requests

• Scheduled PTO - Greater than 24 hour notice submitted prior to the event date/time.
• Unscheduled PTO- Less than 24 hour notice of the event date/time (typically used for sick time).
• Time Off Without Pay- Used when the employee's accrual balance is zero or negative.

4. Scheduling PTO

• PTO should be requested with as much advance notice as possible. Requests fo r 5 consecutive
business days or greater must be requested at least 6 weeks in advance.
• In the event of unscheduled time off, employees must call their supervisor prior to their scheduled
shift if they are unable to report to work and contact their supervisor by the end of each day with
their status until they return to work.
• Supervisors should review PTO requests and respond as soon as possible.
• All time off from work must be charged against the employee's PTO accru al until the balance is
depleted.
• Employees may borrow up to three (3) days against future PTO accruals subject to Supervisor
approval for health reasons, bereavement, or special circumstances.
• Except for special circumstances, PTO will be denied for employees who have zero or negative
PTO balances.
• Supervisors have the right at any time to deny or restrict PTO requests due to business needs.
• PTO requests are generally granted on a first-come-first-served basis; however, it is the
supervisor's discretion as to the overall fairness to all members of the department.
• Employees may submit a PTO request for a partial day absence subject to a minimum of a half
day.

5. PTO and Leaves of Absence

Employees will be required to use earned but unused PTO at the commencement of leave. W hile
employees are out on leave they will not be eligible to accrue PTO.

Page 12
DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

6. PTO and Jury Duty or Voting

Maxim um of 5 paid days of time off for Jury Duty; copy of jury summons will need to be given to the
company. Neither Jury Duty nor Voting is a paid benefit; therefore, PTO would be used for this absence.

7. PTO and Uniformed Service Leave

Military Leave is not a paid benefit. PTO must be used for this absence. The company grants leaves of
absence to employees for uniformed service in accordance with applicable state and federal regulations.
Employees will be granted a uniformed service leave of absence without pay for the period of service.
Any employee who needs time off for uniformed service is to immediately notify his or her supervisor and
provide a copy of the military orders as soon as possible. If an employee is unable to provide notice prior
to leaving for uniformed service, a family member should notify the employee's supervisor as soon as
possible. The employee will be eligible for reinstatement after his military duty or training has been
completed and is determined in accordance with applicable federal and state laws.

8. PTO at Calendar Year End

PTO accrues from the employee's date of hire. Employees may carry over a PTO balance at calendar
year end. All carry over balances are limited to the maximum PTO limit as referen ced in section 2
"Maximum PTO Accruals".

9. PTO Upon Termination (Voluntary & Involuntary)

Voluntary & Involuntary Termination -An employee, will not be paid any accrued but unused PTO. PTO
requests will not be granted after a resignation is submitted to the company.

Negative Balance Upon Termination - If an employee used more hours than they have accrued , the
amount will be deducted from the employee's final regular paycheck.

10. Policy Changes

The company reserves the right to modify or terminate this policy at any time as allowed by law.

Page I 3
DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

;sKTMEORY
ACKNOWLEDGMENT OF RECEIPT OF COMPANY PTO POLICY

I have received a copy of the Company's Employee Paid T i me Off {"P TO") policy.
understand it is my respo nsibility to carefully read it and become familiar with its contents.

I understand that this PTO policy is not all-inclusive, and that the Company may establish
additional policies and procedures as necessary for the orderly f ulfillm ent of its responsibilities
which do not appear in the PTO policy. I understand that I am also responsib le for learning
and following these additional policies and procedures.

I recognize that the Company may at its discretion amend, add or eliminate procedures when
circumstances so require .

If I have any questions, I w ill bring them to the attention of my manager or the Human
Resources representative.

I agree to follow the Company's policies and procedures outlined in the PTO policy.

8/15/2022

Employee's Signature Date

Joel Ninan

Print Full Name

DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

Category Employee Handbook

Effective Date July 18, 2014
EXPENSE REIMBURSEMENT POLICY Last Review Date January 1, 2017
All previous Expense
Supersedes
Reimbursement policies

1.0 Purpose

The purpose of this policy is to document the travel and entertainment expenses eligible for reimbursement for all
employees of Risk Theory LLC, and its affiliates, subsidiary and member companies (“Company”). Expenses and
reimbursements that conform to this policy are not reported as taxable income to the individual employee, except as
specifically noted. This Travel and Entertainment policy may be modified at any time at the sole discretion of Risk
Theory, LLC.

2.0 General Requirements

2.1 All expense reports must be approved and signed by your immediate supervisor, who is responsible for and
capable of assessing the necessity and reasonableness of the expenses incurred, the adequacy of the receipts
and appropriateness of expense codes. The supervisor should approve ordinary, necessary and reasonable
business expenses.
2.1.1 "Ordinary" expense is one that is customary or usual within the practice of a particular business
community. It must be a common or frequent expense that occurs in our type of business.
2.1.2 "Necessary" expense is one where circumstances dictate that it is appropriate, important and helpful
for the development of the Company's business. The term "ordinary and necessary" also includes a
condition that the expenses be a reasonable amount in relation to its purpose.
2.2 Expense reports should be submitted timely, generally by the 5th day of the month after which the expense
was incurred, on an approved reimbursement form.
2.3 Expenses submitted to the Accounting department by the 10th of the month will be reimbursed by the 15th via
direct deposit with the 1st semi-monthly payroll. Expenses submitted by the 25th of the month will be
reimbursed by the 31st via direct deposit with the 2nd semi-monthly payroll.
2.4 All expenses must be supported by a valid original receipt. If a receipt is lost, duplicate receipts can be
obtained from hotels, conferences, or airline booking agencies. If a duplicate cannot be obtained, other
satisfactory evidence of the expense must be provided and approved. Such satisfactory evidence may include
written justification for the expenditure in question as approved by the supervisor.
2.5 All expenses included on the expense report must include a brief explanation of the business purpose of the
expense.
2.6 The Company reserves the right to withhold reimbursement on expenses for which the approver requires
further justification and / or support.
2.7 Fraudulent claims or any abuse of the expense reporting process is grounds for disciplinary action, up to and
including termination of employment.
2.8 Items that are primarily for personal use will not be reimbursed.

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3.0 Meals

Employees are given a per diem of $25 per day for non-business related meals. Non-business related meals under $25
should be included on the expense report and will be reimbursed accordingly. The per diem is the maximum daily
amount allowed for non-business related meals and is only applicable when an employee is on business related travel
more than 50 miles from their principal office.

Business related meals may be reimbursed when specific business discussions take place and must have a supervisor’s
approval.

NOTE: Business related meal costs shall not exceed $50, multiplied by the number of people in attendance. Any
amounts over this may be considered excessive and will not be reimbursed without a supervisor’s prior approval.

The following are general guidelines that should be considered:

3.1 Excessive meal costs may be viewed as an abuse of the expense reporting process.
3.2 In order to give maximum visibility on business meal costs, the most senior ranking person in attendance
should pay for and claim the reimbursement for the business meals.
3.3 Employees will be reimbursed for reasonable business meal expenses based on actual expenses incurred and
should include the following information on the reimbursement form:
3.3.1 An original register receipt or restaurant credit card receipt
3.3.2 Date and place of the business meal
3.3.3 Specific business purpose of the meal
3.3.4 Names of the persons in attendance and the business association of each

Although the entire cost of business meals and entertainment is reimbursable to the employee, current IRS rules only
allow the company to deduct 50% of the cost of these meals and entertainment.

4.0 Entertainment

Entertainment includes any activity generally considered to provide entertainment, amusement, or recreation. Examples
include entertaining guests (e.g., vendors or clients) at a dinner, at nightclubs; social, athletic, and sporting clubs; at
theaters; or at sporting events. All entertainment expenditures must have a supervisor’s approval. A meal can be a
form of entertainment. Entertainment includes the cost of a meal you provide to a customer or client, whether the meal
is a part of other entertainment or by itself. A meal expense includes the cost of food, beverages, taxes, and tips for the
meal. To deduct an entertainment-related meal, you must be present when the food or beverages are provided. The
following entertainment guidelines should be considered:

4.1 Entertainment expense is generally higher than personal or business meals; common sense and discretion is
expected.
4.2 The employee must be present at the entertainment in order to be reimbursed for the entertainment.
4.3 All expense reimbursement claims must include the amount of expense; the date, time and location of the
entertainment; and the individual names of participants entertained and their company affiliations, as well as
the specific business purpose of the entertainment.

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4.4 In order to give maximum visibility on entertainment costs, the most senior ranking person in attendance
should pay for and claim the reimbursement for the entertainment.
4.5 Entertainment with only Risk Theory or member company employees present (no guests, e.g. vendors or
clients) should be approved in advance.

Entertainment or attendance at venues that reflect poorly upon the Company, including but not limited to “gentlemen’s
clubs”, is strictly prohibited and is grounds for disciplinary action by the Company up to and including termination.

5.0 Mileage Reimbursement for Personal Automobile

5.1 Mileage is reimbursed for business travel at the IRS guidelines rate which is currently $0.555 cents per mile.
5.2 Requests for mileage reimbursement must be included on the expense reimbursement form.
5.3 Mileage for your regular, daily commute to and from your home is not reimbursable.
5.4 If you travel to/from another work location or to the airport (not your regular work location) for the day, the
incremental mileage difference between your normal commuting miles vs. the total miles driven that day may
be reimbursed. For example, if you normally drive 5 miles to work but you drove 15 miles to another client or
prospect, you may only deduct the difference of 10 miles.
5.5 Total round trip mileage is reimbursable to/from your home to the airport. Two round-trips when someone
else drops off and picks up the employee is allowed, if there is cost savings vs. parking at the airport.

Field Appraiser Mileage Reimbursement for Personal Automobile – ADDENDUM

5.0a North Texas Regional Assignments for Appraisers:

Mileage reimbursement will cap at 1,500 miles per calendar month on all appraisal assignments within the North Texas
region. The North Texas Region is generally defined as West of Sulphur Springs, East of Hwy 281, North of Hwy. 287
and South of Texas/Oklahoma border. Mileage calculation is based upon each appraisal assignment beginning at the
home office of AAG located at 13455 Noel Rd. Dallas, TX 75240 (the “Office”). Travel from your home to the Office
and from the Office to your home will be considered a personal commute to the workplace and will not be reimbursed.

5.0b Assignments Outside the North Texas Region:

Management discretion will be used on a case by case basis to determine whether it is more cost effective for AAG to pay
mileage reimbursement for assignments performed outside of the North Texas region as opposed to authorizing business
travel via rental car or airplane.

6.0 Other Business Expenses

6.1 Cell Phone: Certain employees may deduct cell phone expenses up to the employee’s agreed upon
rate. An employee must have prior approval from the Manager of Risk Theory, LLC to deduct cell
phone expenses. A copy of the cell phone bill must be included with the expense report. If the cell phone
bill is under the employee’s agreed upon rate, only the amount billed will be reimbursed.
6.2 Allowance for memberships: Professional organizations whose primary purpose is to provide members
or their guests with access to business leagues, trade associations, chambers of commerce, boards of
trade, real estate boards, professional organizations (such as professional associations) are reimbursable
if deemed necessary for the benefit of the Company.

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7.0 Travel Related Expenses

7.1 Travel Advances

All travel related expenses should be paid by the employee and submitted for reimbursement according to the following
guidelines on an expense reimbursement form. Generally, cash advances will not be issued for travel. In case of financial
hardship, please discuss the possibility of obtaining a travel advance with your supervisor.

7.2 Airport Parking

Long-term parking should be used for travel exceeding 24-hours.

7.3 Air Travel

Employees must make their travel arrangements by the least expensive method, whether directly with the airline or via the
internet.

• Employees should request flights according to approximate arrival and departure times, rather than by specific
carrier or flight number, in order to obtain the lowest available fare (Coach Class) at the time of booking.
• It is recommended that employees should make air travel arrangement at least two weeks in advance in order to
take advantage of special fare savings. Employees should be aware that some discounts have travel restrictions and
cancellation penalties, and therefore good business judgment should be exercised.
• Any exceptions for business or first class travel must be approved by the supervisor in advance.
• The employee will be responsible for all fees and/or penalties incurred from itinerary changes or modifications
initiated by the employee for other than business or medical reasons and will not be reimbursed.
• Frequent flyer miles and/or hotel points accumulated as a result of business travel belong to the employee.
• Airline club membership fees are not reimbursed except where management determines that an extraordinary
amount of business travel is required as an integral part of an employee’s job responsibilities, and approved by
management.
• Credit Card statements by themselves are not acceptable evidence of airfare expenditure. However, in conjunction
with the airline itinerary from the on-line service or travel agency, they may be used to support travel booked over
the internet. Invoices from a travel agency constitute adequate support.

7.4 Ground Transportation

Employees should use their discretion and select the most cost effective means of ground transportation between business
locations taking into account cost, safety, travel time, and availability.

7.5 Taxi and Airport Transportation

Whenever practical, airport or hotel shuttles should be the preferred method of transportation to hotels or meeting sites. A
taxi is usually the most available and least time consuming and should be considered as conditions warrant. A receipt is
required for reimbursement. The traveler may add a reasonable tip to the receipt.

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7.6 Car Rental

• The cost of rented automobiles is reimbursable when the use of public transportation such as trains, buses, taxis,
etc. is not practical or readily available, or where it is anticipated that the total daily taxi and/or other transportation
cost will equal or exceed the total cost of operating a rental auto.
• Compact cars are required for 2 persons or less. Otherwise, only economy or standard sedan models of lower price
range may be rented. Any exceptions must have supervisor approval.
• With the exception of Company owned vehicles, gas expense will be reimbursed only with rental of an automobile.
Employees should not accept the standard collision damage waiver or any other insurance offered by rental car
companies.
• Employee shall use the internet diligently to find the lowest reasonable rates using services such as Priceline,
Hotwire, etc.
• The employee must print confirmation from such a site to demonstrate their efforts to use a low-cost alternative.

7.7 Personal Vehicles

Except when other automobile expenses are reimbursed by way of an offer of employment letter or other agreement, as
described above, expense for travel on Company business by personal automobile is reimbursable at the Company set rate.
The mileage reimbursement allowance covers all automobile related costs; gasoline, insurance, maintenance etc. Employees
using their personal vehicles on Company business are required to have at least the minimum legal limits for automobile
insurance coverage including liability insurance amounts for which are subject to change based on the legal requirements
of the state.

7.8 Toll charges and parking fees

Toll charges and parking fees are reimbursable when traveling for business of the Company. Toll charges should be
reconciled with a statement from your account. Parking will require a receipt.

7.9 Lodging
Lodging will be in the most economical hotel (i.e. Hampton Inn, Marriott Courtyard, etc.) consistent with the business
purpose of the trip. Employee shall use the internet diligently to find the lowest reasonable rates using services such as
Priceline, Hotwire, etc. The employee must print confirmation from such a site to demonstrate their efforts to use a low-
cost alternative.
Business trips less than 50 miles and less than two hours one way from home or employee’s principal office location
constitute one day travel and therefore do not generally qualify for overnight stay or travel meal reimbursements unless
pre-approved by your supervisor.

7.10 Telephone/Fax/Internet while traveling

Employees will be reimbursed for telephone, fax, and computer connection costs that are necessary and reasonable for
conducting Company business. Specifics of each call need not be listed on the expense report; however, documentation
of lengthy calls may be required by your supervisor.
• The Company will reimburse employees for reasonable personal telephone calls that allow traveling employees to
stay in contact with their families.

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7.11 Travel Expenses of Spouse and Others

Generally, the expenses of a spouse, family, or others accompanying the business traveler are not reimbursable.
Exceptions must be approved in advance by your supervisor.

7.12 Non-Reimbursable Expenses

Personal expenses incurred while traveling are not reimbursable. A sample of these expenses includes:

1. Airline or other travel insurance

2. Clothing and related accessories
3. Personal telephone calls considered to be excessive
4. Traffic and parking violations
5. Hotel expenses incurred from failing to cancel reservations when employee has sufficient notice to avoid
cancellation charges.
6. Luggage lost/delayed on Company business (employees should file claims with airlines)
7. Hotel room mini bar snacks, movies, health and fitness center charges
8. Credit card interest/delinquency fees
9. Magazines and/or books
10. Telephone or data calls made from airplanes
11. Shoe shine, haircut etc.
12. Season tickets
13. Personal property losses incurred at Company facilities or while away on Company business

NOTE: This policy cannot cover every scenario. When you are in doubt, ask. It is always better to ask before spending
because the Company does not want employees to be stuck with the bill on an invalid expense reimbursement request. The
Company will always strive to treat employees fairly and reasonably.

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DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

ACKNOWLEDGMENT OF RECEIPT OF COMP ANY

EXPENSE REIMBURSEMENT POLICY

I have received a copy of the Company's Ex p e n se R e imburse m e nt p o li cy. I und erstand it

is my responsibility to carefull y read it and become familiar with its contents.

I understand that this Expense Reimbursement policy is not all-inclusive, and that the
Company may establish additional policies and procedures as necessary fo r the orderly
fu lfillment of its responsibilities which do not appear in the Expense Reimbursement po licy. I
understand that I am also responsible for learning and fo llowing these addi tional po licies and
proced ures.

I recognize that the Company may at its discretio n amend, add or eliminate procedures when
circumstances so require.

If I have any questions, I will bring them to the attention of my manager or the Human
Resources representative.

I agree to follow the Company's policies and procedures outlined 111 the Expense
Reimbursement policy.

8/15/2022

Employee's Signature Date

Joel Ninan

Print Full Name

DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

REQUIRED MINIMUM AUTO INSURANCE POLICY LIMITS

1. INTRODUCTION

During your employment with Risk Theory, LLC, its subsidiaries and affiliates (collectively the
“Company”), you may be required to drive your personal vehicle or rent a vehicle to be used within the
scope of your employment. This Policy describes the terms and conditions under which you may need to
drive your personal vehicle or rent a vehicle. As a driver using a personal or rented vehicle while on
Company business, you are responsible for reading this Policy and having a complete understanding of
your responsibilities as they are described herein. The Company reserves the right to amend or modify this
Policy in its discretion, in accordance with the requirements of applicable law, or for any other lawful
reason.

2. SCOPE

This Policy applies to all of Company’s full and part-time employees and temporary employees when using
a personal or rented vehicle while performing work on behalf of the Company (“Applicable Employees”).

3. REQUIRED MINIMUM AUTO INSURANCE POLICY LIMITS

All Applicable Employees driving a personal vehicle or renting a vehicle while on company business
must (i) have a valid driver’s license in the state or jurisdiction in which they reside, (ii) have and
maintain a motor vehicle record satisfactory to the Company, and (iii) carry a minimum of $100,000
per person/$300,000 per accident liability limit.

Copies of an Applicable Employees’ current insurance card and driver’s license should be provided to
the Company no later than the Applicable Employees’ start date of employment, or within 48 hours
after being requested.

All Applicable Employees who do not comply with the terms of this Policy are subject to disciplinary
action up to and including termination of employment.

4. AUDIT

The Company reserves the right at any time to request an updated copy of all Applicable Employees’ proof
of automobile coverage. Employees that fail to provide adequate documentation are subject to discipline,
including but not limited to termination of employment.

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ACKNOWLEDGMENT OF RECEIPT OF

RISK THEORY’S

REQUIRED MINIMUM AUTO INSURANCE POLICY LIMITS

I hereby acknowledge that I have received a copy of Risk Theory’s Required Minimum Auto Insurance
Policy Limits. I have read and understand the provisions outlined in the Company’s Policy and agree to
comply with all the requirements that it contains. I understand that compliance with Risk Theory’s Required
Minimum Auto Insurance Policy Limits is a condition of continued employment with the Company if I use
a personal automobile or rent a vehicle for any Company business purpose. I understand that disciplinary
action may be taken if I am found in violation of the Policy, up to and including the termination of
employment.

_______________________________________
Signature of Employee
Joel Ninan
_______________________________________
Printed Name of Employee
8/15/2022
_______________________________________
Date

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DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

DRUG AND ALCOHOL POLICY

1. PURPOSE

Risk Theory, LLC, its subsidiaries and affiliates (collectively the “Company”) intends to provide
a safe, healthy, and secure work environment for our customers, contractors, and employees. As
such, the Company strives to maintain a workplace free from the effects of drug and alcohol abuse.
With that goal in mind, we have established the following Policy which is effective immediately.

In summary, this Policy:

• Provides guidelines for all Covered Persons regarding the use, abuse, possession, or
distribution of alcohol, Unauthorized Substances, and Illegal Drugs;

• Makes all Covered Persons aware of the consequences of non-compliance with this Policy;
and

• Assures the Company complies with drug and alcohol testing requirements set forth in
local, state, and federal laws.

The Company reserves the right to amend or modify this Policy in its discretion, in accordance
with the requirements of applicable law, or for any other lawful reason.

2. SCOPE

This Policy applies to all of Company’s current and future, full and part-time employees,
temporary employees, interns, and contractors (“Covered Persons”) when representing or
performing work on behalf of the Company.

3. DEFINITIONS

Illegal Drug – means any drug or controlled substance that is not legally obtainable under both
state and federal law, including but not limited to (recreational and medicinal) marijuana, opiates,
PCP (phencyclidine), cocaine, heroin, amphetamines, barbiturates, benzodiazepines, narcotics,
hallucinogens, inhalants, designer drugs, and/or any substances and/or materials that are prohibited
by federal or state regulations.

Unauthorized Substance – means over the counter prescription drugs that: are not prescribed to
the Covered Person and/or prescribed on an invalid or non-current prescription; prescription drugs
that are prescribed to the Covered Person at non-therapeutic levels or that are used in a manner or
quantity other than as set forth in the directions; or over the counter or prescription drugs used in
an unsafe manner.

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4. DRUG AND ALCOHOL POLICY

All Covered Persons who engage in the conduct below or otherwise violate the terms of this
Policy are subject to disciplinary action up to and including termination of employment.

Covered Persons are prohibited from reporting to work, being on Company property (whether
owned, rented or leased), performing any work or service for the Company, or
operating/occupying a vehicle on Company’s behalf, under the influence of alcohol, or while
engaged in the use of Unauthorized Substances or Illegal Drugs. For purposes of this Policy,
“under the influence of alcohol” means when a Covered Person is or could be found to be legally
intoxicated, and where (1) such influence may impair the safety of the Covered Person, or others,
or (2) may impair the Covered Person’s productive work performance.

The Company explicitly prohibits the use, possession, solicitation for, or sale of Unauthorized
Substances or Illegal Drugs on Company property or while performing any work or activity on
Company’s behalf.

5. DRUG AND/OR ALCOHOL TESTING POLICY

An Unauthorized Substance, Illegal Drug, and/or alcohol test may be administered under any of
the following circumstances:

• Random Testing: Where permitted by state law, Covered Persons are subject to random
Unauthorized Substances, Illegal Drugs, and/or alcohol testing. Once a Covered Person is
notified of his/her selection for random testing, the Covered Person must submit to such
testing immediately. The Company solely determines the timing and frequency of random
tests. Any Covered Person may be selected for random testing in accordance with
state/local laws. A Covered Person may be randomly selected for testing more than once
per year.

• Reasonable Suspicion Testing: Covered Persons may be tested for Unauthorized

Substances, Illegal Drugs, and/or alcohol when the Company or any of its representatives
has a reasonable suspicion based on specific facts and rational inferences drawn from those
facts that a Covered Person is under the influence of alcohol or engaged in the use of
Unauthorized Substances or Illegal Drugs and/or has violated this Policy.

• Post-Accident Testing: Where permitted by state law, Covered Persons may be tested for
Unauthorized Substances, Illegal Drugs, and/or alcohol if one or more of the following
conditions occur: (A) injury or accident resulting in medical treatment, beyond first aid;
and/or (B) property damage in any amount.

6. COLLECTION PROCEDURES

When a Covered Person is requested to submit to an Unauthorized Substances, Illegal Drugs,

and/or alcohol test under this Policy, the test will be conducted in a laboratory or by an individual

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that is both approved by the Company and that is licensed by the state. Appropriate chain of
custody documentation will be maintained. Immediately after Company determines that a Covered
Person shall be tested, Company shall direct or escort the Covered Person to a collection site to
facilitate the collection of the appropriate specimen.

Covered Persons cannot refuse to provide an adequate test sample/specimen without a valid
medical basis, refuse to cooperate during collection or testing, or fail to report (or report promptly)
to the collection site without a legitimate reason. Before being asked to submit to a test, the
Covered Person will receive written notice of the request or requirements. The Covered Person
must also sign a testing authorization and acknowledgement form confirming that he or she is
aware of this Policy and the Covered Person’s rights. Covered Persons are also prohibited from
providing an altered, adulterated, diluted, or substituted test sample or specimen, or using a device
or substance to interfere or attempt to interfere with a test. Failure to comply with these procedures
will result in disciplinary action, up to and including termination of employment.

7. NOTIFICATION OF TEST RESULTS

If a Covered Person is asked to submit to an Unauthorized Substances, Illegal Drugs, and/or

alcohol test under this Policy, Company will notify the Covered Person of the results promptly
after it receives them from the laboratory. To preserve the confidentiality Company strives to
maintain, the Covered Person will be notified directly, either in person or over the phone, whether
the test was negative or confirmed positive (or if the results were determined to be adulterated,
diluted, or substituted).

On receipt of positive test results (or results determined to be adulterated, diluted, or substituted),
the Company’s Legal Department will inform the Covered Person of the test results and discuss
the results with the Covered Person. In this discussion, the Legal Department will provide the
Covered Person with an opportunity, in confidence, to provide a medical explanation for the
result (including the opportunity to identify prescription and non-prescription drug use), the
opportunity to contest/rebut the test result and/or the opportunity to provide any information
the Covered Person feels is relevant.

After speaking with the Covered Person, the Legal Department will report the results to the
Company as appropriate. The Company will then make a determination regarding the appropriate
response to the test results, which may include disciplinary action, up to and including termination
of employment.

Where required by state law, a Covered Person who receives a confirmed positive test result (or
results determined to be adulterated, diluted, or substituted), will be given an opportunity, upon
request, to have the sample re-tested at his/her own expense, at a reputable testing laboratory of
his/her own choosing (subject to Company approval). In applicable cases, the Covered Person
must submit the request in writing to the Legal Department within 72 hours of being notified that
the initial specimen is positive (or if the results were determined to be adulterated, diluted, or
substituted).

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8. INSPECTIONS

Company reserves the right to inspect all portions of the Company property for Unauthorized
Substances, Illegal Drugs, and/or other contraband. All Covered Persons may be asked to
cooperate in inspections of their person, work areas, and property that might conceal Unauthorized
Substances, Illegal Drugs, and/or other contraband.

9. CRIMES INVOLVING DRUGS AND ALCOHOL

Covered Persons are required to report any Unauthorized Substances, Illegal Drugs, and/or alcohol
related criminal convictions, admissions, or nolo contendere pleas to the Legal Department within
five (5) working days.

10. SAFEGUARDS

The Company’s Policy is intended to comply with all state laws governing drug testing and is
designed to safeguard Covered Persons’ privacy rights to the fullest extent of the law.

11. CONFIDENTIALITY

The Company will make every effort to keep the results of an Unauthorized Substances, Illegal
Drugs, and/or alcohol test confidential. Only persons with a need to know the results will have
access to them. Be advised, however, that test results may be used in arbitration, administrative
hearings, and/or court cases arising as a result of the Covered Person’s testing. Also, results may
be sent to state or federal agencies as required or requested. The results of a test in the workplace
will not be used by the Company against the Covered Person in any criminal prosecution.

12. QUESTIONS

If any Covered Person has any questions or concerns about the application, administration,
enforcement of this Policy, or otherwise, please contact a member of the Legal Department.

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DocuSign Envelope ID: 91412F07-C657-4789-BB86-E5D54E0221FA

ACKNOWLEDGMENT OF RECEIPT OF

RISK THEORY’S

DRUG AND ALCOHOL POLICY

I hereby acknowledge that I have received a copy of Risk Theory’s Drug and Alcohol Policy. I
have read and understand the provisions outlined in the Company’s Policy and agree to comply
with all the requirements that it contains. I understand that compliance with Risk Theory’s Drug
and Alcohol Policy is a condition of continued employment with the Company. I understand that
disciplinary action may be taken if I am found in violation of the Policy, up to and including the
termination of employment.

_______________________________________
Signature of Employee
Joel Ninan
_______________________________________
Printed Name of Employee
8/15/2022
_______________________________________
Date