Al's Sporting Goods Employee Manual 2024

EMPLOYEE MANUAL

02 “ LOVING EVERTHRILLING SECOND OF

03 Life is not about sitting around. It’s about fighting, pushing, and loving every thrilling second of it. At Al’s Sporting Goods, we’re all about that, too. We don’t sit around. We go and do. And we’re excited to bring you along for the ride. GO AND DO “ ” RY IT...

04 INTRODUCTION Welcome.................................................................................................................6 Disclaimer and At-Will Employment.........................................................8 Confidentiality Agreement/Non-Disclosure...........................................9 DIVERSITY Americans w/ Disabilities Act & Amendments Act (ADAAA)........10 Equal Opportunity Policy ...............................................................................11 Harassment and Discrimination Policy....................................................12 Immigration Law Compliance.....................................................................14 EMPLOYMENT Employment Applications..............................................................................15 Background Check............................................................................................15 Initial Employment Period.............................................................................16 Personnel Files....................................................................................................17 Verification of Employment..........................................................................18 Resignation, Discharge, Termination, and Rehire..............................19 COMPENSATION Pay Periods and Pay Days.............................................................................19 FLSA/Classification of Employment..........................................................21 FLSA/Classification of Employment Sheet............................................21 WORK SCHEDULES, ATTENDANCE, AND PUNCTUALITY Work Schedule and Time Records............................................................22 Designated Employee Entrance.................................................................23 Absence from Work........................................................................................23 Sick Leave.............................................................................................................24 Attendance..........................................................................................................24 Breaks/Meal Periods........................................................................................24 EMPLOYEE BENEFITS Holiday....................................................................................................................25 Paid Time off.......................................................................................................25 Benefits..................................................................................................................30 Employee Programs.........................................................................................31 FMLA (Family & Medical Leave Act).........................................................34 Jury Duty...............................................................................................................35 Voting Time ........................................................................................................36 Military Leave.......................................................................................................36 Unpaid Leave.......................................................................................................37 TABLE OF CONTENTS

05 SAFETY, SECURITY, AND COMPANY ASSETS Safety and Health.................................................................................................................37 Workers’ Compensation....................................................................................................38 Workplace Violence.............................................................................................................38 Store Security..........................................................................................................................39 IT Resources AUP.................................................................................................................40 Internet Use ...........................................................................................................................43 Purchasing..............................................................................................................................45 Uses of Equipment and Vehicles..................................................................................45 Solicitation...............................................................................................................................46 CONDUCT STANDARDS Loyalty to the Company.....................................................................................................47 Vendor Policy..........................................................................................................................47 Dress and Appearance.......................................................................................................48 Dating between Employees............................................................................................51 Employment of Relatives .................................................................................................52 Cell Phones..............................................................................................................................52 Conflicts of Interest..............................................................................................................53 Smoke Free Workplace......................................................................................................54 Drug and Alcohol Policy....................................................................................................54 Disciplinary Process.............................................................................................................58 Complaint Resolution Procedure..................................................................................59 Employee Conduct..............................................................................................................60 SALES FLOOR & OTHER POLICIES Closing Procedures..............................................................................................................62 Respect for Merchandise and Property.....................................................................62 Inventory....................................................................................................................................63 Music .........................................................................................................................................63 Returns and Exchanges.....................................................................................................64 Holds...........................................................................................................................................66 Parking......................................................................................................................................67 Price Guarantee.....................................................................................................................67 Discounts and Sale Extensions.......................................................................................67 ACKNOWLEDGEMENT OF AL’S SPORTING GOODS EMPLOYEE HANDBOOK ..................................................................................................68 CASHIER AGREEMENT.......................................................................................................70

06 Welcome to Al’s Sporting Goods! Al’s Sporting Goods was founded in Logan, UT, in 1921 by Alvin Moroni Larsen, who borrowed $500 using only a $10 Mexican coin and a handshake as collateral to purchase inventory for a cycling and fishing store. His shop, originally called Al’s Bikes, has developed into the oldest full-line sporting goods retailer in the state of Utah. Al’s Sporting Goods offers gear from over 1,200 vendors for every sport in every season, including hunting, fishing, camping, hiking, cycling, indoor sports, field sports, water sports, winter sports, and many more. From its humble beginnings, Al’s has grown into three retail locations in Logan, Orem, Idaho Falls, and Als.com, the internet channel of our business. Al’s employs over 500 full and part-time employees. We deal with over 1,800 vendors and carry over 150,000 SKUs. Al’s is a proud member of the nation’s largest network of sporting goods retailers, Nations Best Sports (nationsbestsports.com). This group consists of several hundred storefronts and allows Al’s to purchase our products from various manufacturers at the lowest possible prices. Al’s has many notable claims; aside from being the oldest full-line sporting goods store in Utah, we were the first retailer to have a “big buck” contest in the U.S. and the first store to introduce the spinning reel in Utah. Al’s is also one of the largest and oldest bicycle retailers in the state. Al’s Sporting Goods employees train regularly in product knowledge and customer service. Our staff consists of Buyers, Department Managers, Sales Floor Staff, Warehouse staff, Internet fulfillment, and Accountants, who train to help our customers find what they need to enjoy the outdoors. In the interest of our employees and customers, we make WELCOME!

07 consistent efforts to ensure that our customer experience is superior to our competition by focusing on visual merchandising, exciting promotions, well-trained staff, and keeping the best brands in the industry on our shelves. The policies stated in this policy guide are guidelines only. They are subject to change at the sole discretion of Al’s Sporting Goods, as are all other policies, procedures, benefits, and other Al’s Sporting Goods programs. From time to time, you may receive updated information concerning policy changes. If you have any questions regarding any policies, please ask your manager or another management team member. VISUAL MERCHANDISING EXCITING PROMOTIONS WELL-TRAINED STAFF KEEPING THE BEST BRANDS IN THE INDUSTRY ON OUR SHELVES INTRODUCTION OUR MAIN FOCUS

08 The policies and procedures in this handbook are for the general understanding and reference of our employees. The employee handbook is not a contract and does not bind Al’s Sporting Goods beyond its basic obligations to pay earned wages and provide qualified benefits through an employee’s term of employment. Policies and procedures are subject to change at any time. This handbook does not describe all practices or policies at Al’s Sporting Goods. If an employee has any questions about any aspects of their employment, it is the employee’s responsibility to contact their manager for clarification. Al’s Sporting Goods reserves the right to modify, eradicate, or deviate from any policies and procedures at any time and to manage its employees as it deems fit. Unless expressly proscribed by statute or contract, all Al’s Sporting Goods employees are “at-will,” which means they may be terminated at any time and for any reason, with or without advance notice. Employees are also free to terminate their employment relationship at any time. Al’s Sporting Goods recognizes employees’ statutory rights under the National Labor Relations Act section 7, including the right to collective bargaining, and does not prohibit the use of this right with at-will employment status. It is also important to note that handbooks, policies, and other Al’s Sporting Goods documents do not constitute employment contracts of any kind. Disclaimer & At-Will Employment

09 The protection of confidential and proprietary business information is vital to the interest and success of Al’s Sporting Goods. This information, including all nonpublic information (e.g., pricing structure, vendor information, personnel information, financial data, marketing plans, expansion data) concerning Al’s Sporting Goods, is strictly confidential and must not be given to people who are not employed by Al’s Sporting Goods. Please help protect confidential information - which may include, for example, trade secrets, customer lists, and company financial information - by taking the following preventive measures: Discuss work matters only with other Al’s Sporting Goods employees who have a specific business reason to know or have access to such information Do not discuss work matters in public places Monitor and supervise office visitors to Al’s Sporting Goods to ensure that they do not have access to company information Secure confidential information in locked desk drawers and locked cabinets at the end of every business day Your cooperation is essential because of our obligation to protect the security of our vendors’ and our own confidential information. If at any time you are uncertain as to whether you can properly divulge information or answer questions, please consult your General Manager or an executive. Confidentiality Agreement/ Non-Disclosure INTRODUCTION

10 It is Al’s Sporting Goods policy that we will not discriminate against qualified individuals with disabilities regarding any aspect of their employment. The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities. It is the policy of Al’s Sporting Goods to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, our company policy is not to discriminate against qualified individuals with disabilities regarding application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment. When Al’s Sporting Goods becomes aware of any disability that prevents an otherwise qualified applicant or employee from performing a job, we will consult with the applicant or employee to assess whether any reasonable accommodation would allow the person to perform the job before refusing employment or making a distinction in terms, conditions, or privileges of employment because of the disability. Al’s Sporting Goods will make any reasonable accommodation necessary to allow an otherwise qualified applicant to perform the job. Americans with Disabilities Act & Amendments Act (ADAAA)

11 Al’s Sporting Goods provides equal opportunity in all of our employment practices to all qualified employees and applicants without regard to race, color, religion, gender, national origin, age, disability, marital status, military status, or any other category protected by federal, state, and local laws. This policy applies to all aspects of the employment relationship, including recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from layoff, training, social, and recreational programs. All such employment decisions will be made without unlawfully discriminating on any prohibited basis. However, an accommodation that creates an undue hardship on the Company or that endangers health or safety is not a reasonable accommodation. If you are currently disabled or become disabled during your employment, contact your manager to discuss reasonable accommodations that may enable you to perform the essential functions of your job. Equal Opportunity Policy DIVERSITY

12 Al’s Sporting Goods is committed to a work environment where all individuals are treated with respect and dignity. Everyone has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Al’s Sporting Goods expects that all relationships throughout the company will be business-like, professional, and free of bias, prejudice, and harassment. It is the policy of Al’s Sporting Goods to ensure equal employment opportunity without discrimination or harassment based on race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, status as a covered veteran, or any other legally protected class. The Equal Employment Opportunity Commission defines harassment as unwelcome conduct based on race, color, religion, sex (including sexual orientation and gender identity), nationality, age, or disability. Harassment can be verbal, visual, physical, or sexual. Actions (e.g., remarks, comments, photos, gestures, touching someone or their property) in a way that makes someone feel threatened, uncomfortable, or offended is harassment. Al’s Sporting Goods has a zero-tolerance policy and prohibits any such discrimination or harassment. If, after an investigation, an employee’s actions are found to be in violation of our harassment policy, the offending employee’s employment will be terminated. Sexual Harassment Sexual harassment is a violation of federal law under Title VII of the Civil Rights Act of 1964, as well as numerous state laws. Offenders will be subject to disciplinary action, up to and including immediate termination. All employees are held accountable for ensuring that the workplace is free from all forms of sexual harassment. Definition of Sexual Harassment: Sexual harassment can differ from other types of harassment. Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature or made on the basis of an individual’s sex constitute sexual harassment when: Submission to the conduct is made either an explicit or implicit condition of employment. Submission to or rejection of the conduct is used as the basis for employment, salary, or other benefit changes affecting the harassed employee. Harassment and Discrimination Policy

13 The harassment unreasonably interferes with an employee’s work performance or creates an intimidating, difficult, hostile, or offensive work environment. More detailed examples are: Unwanted sexual advances Offering employment benefits in exchange for sexual favors Verbal conduct such as epithets, derogatory jokes or comments, name-calling, slurs or unwanted sexual advances, invitations or comments; Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings, objects, or gestures or which contain sexual, racist, or discriminatory content; Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, gender identity, sexual orientation, race or any other protected basis; Unwelcome letters, phone calls, emails, texts, or gifts; Unwelcome personal questions or comments about social, religious, sexual or personal life; Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors; and Retaliation for reporting or threatening to report harassment. This policy does not create additional contractual rights and is intended to protect employees to the extend required by the law. Employees who violate this or any part of the anti-harassment policy will be subject to discipline up to and including discharge. Anyone who feels that they have been subject to discrimination, harassment, retaliation, or any violation of this policy should report such incidents to a member of management as described in the next section. All charges of violation of this policy will be investigated promptly and remedied appropriately. The confidentiality of persons reporting violations will be respected insofar as practicable in investigating such claims. DIVERSITY

14 Harassment Complaint Procedure Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, employees are responsible for respecting the rights of their coworkers, customers, and vendors of Al’s Sporting Goods. If you experience any job-related harassment based on your sex, race, national origin, disability, religion, or another factor, or believe that you have been treated in an unlawful, discriminatory manner, promptly report the incident to your General Manager, who will investigate the matter and take appropriate action, including reporting it to the Human Resource Department. If for any reason you believe it would be inappropriate to discuss the matter with your General Manager, you may bypass your General Manager and report it directly to the Corporate HR Manager, company executives, or any other member of management. If you do not feel comfortable reporting the matter in person, you can file a harassment report online through www.alscap.com (employee tools). The submitted form will be sent directly to the Human Resources Corporate Manager. Your report will be kept confidential to the maximum extent possible. If Al’s Sporting Goods determines that an employee is responsible for harassing another individual, the offender’s employment with Al’s Sporting Goods will be subject to discipline, up to and including termination of employment. Al’s Sporting Goods prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation. However, if, after investigating any complaint of harassment or unlawful discrimination, Al’s Sporting Goods determines that the complaint is not bona fide and was not made in good faith or that an employee has purposely provided false information regarding the complaint, disciplinary action may be taken against the individual who filed the unwarranted complaint or who gave the false information. Al’s Sporting Goods must comply with the Immigration Reform and Control Act of 1986 by committing to employ only United States citizens and aliens who are authorized to work. Any new employee must accurately and properly fill out the first section of the Immigration and Naturalization Service Form I-9 within three days of starting employment. Valid documentation of the right to work is also required. Failure to produce such documentation will disqualify an individual from further employment with Al’s Sporting Goods. Additionally, if an employee’s work authorization documents are subject to expiration, the employee is required to renew them before that expiration date. A failure to renew these will be taken as an employee’s voluntary termination of employment. Immigration Law Compliance

15 Al’s Sporting Goods relies upon the accuracy of the information in the completed employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in Al’s Sporting Goods exclusion of the individual from further consideration for employment or if the person has been hired, termination of employment. Al’s Sporting Goods may investigate all references and secure additional job-related information about its applicants and employees during the hiring process and throughout employment. Such investigations may include Criminal Conviction Records, Motor Vehicle Records, Credit Reports, Education Verifications, etc. Such information is confidential and may be shared with individuals who have a need to know. Employees have the right upon request to be told the nature of and substance of any background investigation. Upon request, Al’s Sporting Goods will provide the name of any reporting agency engaged by the Company. EMPLOYMENT Employment Applications To ensure that individuals who join Al’s Sporting Goods are well qualified and to ensure that we maintain a safe and productive work environment, we reserve the right to conduct pre-employment background checks on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume. Employees who have falsified information on their employment applications will be disciplined, which could include termination. Applicants who have provided false information may be eliminated from further consideration for employment. All offers of employment are conditioned on receipt of a background check report that is acceptable to Al’s Sporting Goods. All background checks are conducted in compliance with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and anti-discrimination laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process. Background checks may include a criminal record check, although a criminal conviction does not automatically bar an applicant from employment. Additional checks such as a driving record or credit report may be made on applicants for particular job categories if appropriate and job-related. Al’s Sporting Goods also reserves the right to conduct a background check for current employees to determine eligibility for promotion or reassignment in the same manner as described above. Background Check

16 The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory performance level and determine whether the new position meets their expectations. Al’s Sporting Goods uses this period to evaluate employee capabilities, work habits, attitude and attendance, and overall performance. Successful completion of the Initial Employment Period does not guarantee further employment. Either the employee or the Company may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice. All new and rehired employees work on an introductory basis for the first 90 calendar days after their hire date. Employees who are promoted or transferred within the Al’s Sporting Goods organization must complete a secondary introductory period of the same length with each reassignment to a new position. Any significant absence will automatically extend an introductory period by the length of the absence. If it is determined that the designated introductory period does not allow enough time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period. In cases of promotions or transfers within the Company, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary introductory period. If this occurs, the employee may be allowed to return to their former job or to a comparable job for which the employee is qualified, depending on the availability of such positions and the needs of the Company. Upon satisfactory completion of the initial introductory period, employees enter the “regular” employment classification. During the initial introductory period, new employees are eligible for those benefits that are required by law, such as workers’ compensation insurance and Social Security. After becoming regular employees, they may be eligible for other benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements. Benefits eligibility and employment status are not changed during the secondary introductory period that results from a promotion or transfer within the Company. Initial Employment Period

17 Al’s Sporting Goods maintains a personnel file for each of its employees containing documentation, including resumes, W-4 forms, employment eligibility forms, and many other forms regarding that employee’s employment history with Al’s Sporting Goods. Before their start date, each new employee should provide Al’s Sporting Goods with a resume, application, copies of required identification, recent drug test results, and proof of employment. All employee files are property of Al’s Sporting Goods and access to them is prohibited, except by those with authorized access and legitimate reason to view these files. All employees are responsible to keeping personal information up to date by inputting the correct information in all relevant accounts and notifying Al’s Sporting Goods of any changes that may have occurred within seven days after the effective date. These items could include: It is to the employee’s benefit to make sure that all their personal information is accurate and updated within their files. If any personnel data has changed, update the information, and notify the General Manager or Human Resources Department. EMPLOYMENT PERSONNEL FILES Name Address Telephone Number Marital Status Number of Dependents Change in dependents eligibility Persons to be notified in case of emergency Changes affecting insurance benefits, withholding status, deductions, and such Military status Exemptions on W-4 Direct deposit changes Separate withholding status Deductions Etc.

18 Al’s Sporting Goods General Managers and Human Resource Managers will only provide the following information for current or former employees: Start date and end date of employment Title of position(s) held Additional employment information is provided only if the employee authorizes the release by completing a consent release form. AUTHORIZED DISCLOSURES: To ensure consistency, fairness, and accuracy for legal purposes, all managers, and employees should refer any external request for employment information about any Al’s Sporting Goods former or current employees to the General Manager, Office Manager, or Human Resource Representative. Al’s Sporting Goods is not required to respond to all reference check inquiries from other employers. Verification of Employment Resignation, Discharge, Termination, and Rehire

19 Unless expressly proscribed by statute or contract, employment with Al’s Sporting Goods is on an “atwill” basis and may be terminated with or without cause or notice. Similarly, employees are free to resign their employment at any time. If at any time it is necessary for an employee to resign their employment with the Company, Al’s Sporting Goods requests at least two weeks’ written resignation notice and for the resigning employee to complete the official resignation form. Al’s Sporting Goods reserves the right to terminate employment prior to the last day designated by the employee. If an employee does not provide advance notice as requested, the employee will be considered ineligible for rehire. Upon resignation, discharge or termination, it is required for the employee to return all company property, including laptops, computers, files, documents, and any other items that belong to Al’s Sporting Goods. Any employee who is terminated by Al’s Sporting Goods shall be paid only wages accrued to the effective date of the separation. EMPLOYMENT Employees are paid once every two weeks. Each paycheck will include earnings for all work performed through the end of the previous payroll period, less all required deductions. The payroll periods will begin on Friday and continue for fourteen days, ending on Thursday, five days before payday. Paydays are every other Wednesday. In the event a regularly scheduled payday falls on a day off, such as a holiday, employees will receive pay on either the last day of work before the regularly scheduled payday or the first day of work after the regularly scheduled payday. Employees are highly encouraged to set up an account for direct deposit. Net pay will be in the employees’ bank accounts and available for use on the pay date. Employees will receive an itemized statement of wages when the company makes direct deposits. All required deductions, such as federal, state, and local taxes, and all authorized voluntary deductions, such as health insurance contributions, will be withheld automatically from your paychecks. Please review your paycheck for errors. If you find a mistake, report it to your General Manager (GM) or Office Manager. Your GM or Office Manager will assist you in taking the steps necessary to correct the error. If your paycheck is lost or stolen, please notify your GM or Office Manager immediately. Your manager will, in turn, notify the payroll manager, who will attempt to put a stop-payment notice on your check. If we can do so, you will be issued another check. Unfortunately, however, Al’s Sporting Goods is unable to take responsibility for lost or stolen paychecks, and if we are unable to stop payment on your check, you alone will be responsible for such loss. If you need a copy of your pay stub, those are available to you by signing into workforcenow.adp.com. Pay Periods and Pay Days COMPENSATION

20 Administrative Pay Corrections Al’s Sporting Goods takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of their manager and Human Resources so that the matter can be investigated and any corrections needed can be made as quickly as possible. Pay Deductions and Offsets The law requires that Al’s Sporting Goods make certain deductions from every employee’s compensation. Among these are applicable federal, state, and local income taxes. Al’s Sporting Goods must also deduct Social Security taxes on each employee’s earnings up to a specified limit called the Social Security “wage base.” Al’s Sporting Goods matches the amount of Social Security taxes paid by each employee. Al’s Sporting Goods offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs. Pay offsets are pay deductions taken by Al’s Sporting Goods, usually to help pay off a debt or obligation to Al’s Sporting Goods or others. If you have questions concerning why deductions were made from your paycheck or how they were calculated, your General Manager, Office Manager, or Human Resources contact can assist in having your questions answered. Overtime Pay Procedures Overtime compensation is paid to all non-exempt employees (See Classification of Employment below) in accordance with federal and state wage and hour restrictions. You will be paid one and one-half times your regular hourly pay rate for all hours worked beyond the fortieth (40th) hour in any given workweek. Overtime pay is based on actual hours worked. Time off on personal days, vacation leave, holiday pay, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations. Your manager will attempt to provide you with reasonable notice when the need for overtime work arises. Please remember, however, that advance notice may not always be possible. Recording time worked without prior authorization from the manager, or falsifying time records in any way may result in disciplinary action, up to and including termination of employment. Garnishments and Support Orders Al’s Sporting Goods policy is to comply with all valid claims against employees’ wages. Al’s Sporting Goods will comply with the order if a wage garnishment, child support order, or some other legally valid claim is received against your wages and that requires the Company to comply. While you may attempt to work out your financial difficulties with your creditor in such situations, the company will be required to comply with the provisions of the garnishment notice or order as soon as practicable after it is received to ensure its compliance with applicable law.

21 Employees at Al’s Sporting Goods are either full-time or part-time. Part-time employees work fewer than 30 hours per week. Unless specifically stated, part-time employees are not afforded any benefits other than wages. They do not accrue benefits such as PTO, potential bonuses, and health insurance. All other employees are full-time and are eligible for benefits. All employees are designated as either non-exempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employees’ employment status, and benefit eligibility. These classifications do not guarantee employment for any specified period. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Al’s Sporting Goods. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Al’s Sporting Goods. Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime. Exempt employees are generally managers or professional, administrative, or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor. Full-time regular employees. Employees hired to work Al’s Sporting Goods’ normal, full-time, forty-hour (or longer) work week on a regular basis. Such employees may be “exempt” or “nonexempt,” as defined above. All full-time regular employees are eligible for our benefits program. Part-time regular employees. Employees hired to work fewer than thirty hours per week on a regular basis. Such employees may be “exempt” or “nonexempt,” as defined above. Variable hour employees. Employees hired to work without a set schedule whose hours change from week to week. They could work more than or fewer than thirty hours in any given week. Al’s Sporting Goods uses a 12-month “look back period” to determine the full or part-time status of these employees. The determination is based on the average hours worked in the 12 months following the start of their employment. COMPENSATION FLSA/Classification of Employment

22 Temporary employees. Employees engaged to work full-time or part-time on Al’s Sporting Goods’ payroll with the understanding that their employment will be terminated no later than on completion of a specific assignment. (Note that a temporary employee may be offered and may accept a new temporary assignment with Al’s Sporting Goods and thus still retain temporary status.) Such employees may be “exempt” or “nonexempt,” as defined above. (Note that employees hired from temporary employment agencies for specific assignments are employees of the respective agency and not of Al’s Sporting Goods.) You will be informed of your initial employment classification and your status as an exempt or nonexempt employee during your orientation session. This sheet will be filled out by your manager and stored in your employee file. If you change positions during your employment as a result of a promotion, transfer, or otherwise, you will be informed of any change in your exempt/non-exempt status. Please direct any questions regarding your employment classification or exemption status to the Human Resources Department. To ensure productivity and accuracy, Al’s Sporting Goods requires their employees to be consistent to the schedule that has been set by their managers. Work hours can vary by department; your Department Manager will explain your schedule to you. The general business hours are posted with the other legally required postings; ask your manager to point these out if you haven’t already located these notices. Our work week begins Friday morning at 12:00 a.m. and ends the next Thursday night at 11:59 p.m. It is the policy of Al’s Sporting Goods to comply with applicable laws that require records to be maintained of the hours worked by our nonexempt employees. To ensure that accurate records are kept of the actual hours worked (including overtime hours where applicable) and of the PTO time you have taken, and to ensure that you are paid in a timely manner, you will be required to record your time worked and your absences on Humanity, our portal for Scheduling and Time Management. You can also review your remaining PTO on ADP. It is the policy of Al’s Sporting Goods that employees can clock themselves in and out. Regardless of the situation, clocking in or out for someone else is prohibited. Doing so may result in disciplinary action up to and including termination. Work Schedule and Time Records WORK SCHEDULES, ATTENDANCE, AND PUNCTUALITY

23 Absence from Work Employees can only clock in or out at designated time clock locations. Clocking in or out at an undesignated location or using an unauthorized device will result in disciplinary action, including termination. Employees must punch in when they arrive at work using the Humanity desktop login. Employees are expected to punch out for and take their unpaid meal period. When an employee leaves for the day, they must punch out. If an employee works after hours or while they are not punched in for work, it is the employee’s responsibility to add a note regarding the error to their electronic timecard for their Payroll Manager to review, approve and add. Timecard notes are submitted by leaving notes on the shift in the Shift Planning section in Humanity or through the Time Clock Adjustments jotform. The jotform is accessible by scanning the QR code at the timeclock station or alscap.com under the Employee Tools section. Falsifying a time record is a breach of company policy and is grounds for disciplinary action, including the possibility of discharge for the first offense. Employees are required to arrive at work on time regularly. If, for any reason, the employee is unable to report to work at the scheduled time, they are expected to contact the Manager on Duty as soon as possible. The employee must exhaust all resources to find an appropriate co-worker to fill in for their uncovered shift. Relatives and friends are not permitted to call on behalf of the employee unless there is an emergency. Employees who fail to report to work for two consecutive workdays without notifying the Company will be deemed to have voluntarily resigned. WORK SCHEDULES, ATTENDANCE, AND PUNCTUALITY Designated Employee Entrance For work purposes, employees must use the designated employee entrance to enter and exit the location. This includes the beginning and end of all shifts and breaks. You should use the designated employee door when visiting other locations for work purposes. If you visit any company location for personal reasons, do not use the employee door, use the general entrance customer door. Employees are never allowed to arrive or leave through any service, freight, or shipping door. Any violation or failure to adhere to this policy will result in disciplinary action up to and including termination of employment.

24 Regular attendance and punctuality by employees are essential elements in our efforts to maintain high productivity levels and excellent customer service. Because attendance is so critical to the success of our business, corrective action will take place if an employee consistently has attendance issues. Attendance Each workday, all employees who work an 8-hour day are allowed a one-hour unpaid lunch which can be taken at times allotted by the employee’s Department Manager. All employees should take their scheduled lunch break on time unless instructed otherwise by the Manager on Duty to ensure the sales floor is covered and customer service is sufficient for the time of day. Employees should check in with the Manager on Duty before taking their break. An employee who works a 6–7-hour shift may take a 30-minute unpaid meal break. All employees are required to clock out for meal breaks. Breaks/Meal Periods Sick Leave Al’s Sporting Goods does not offer any sick leave program. If you are ill and unable to come in, you must call the manager on duty and inform them that you will not be able to make it to work. Employees are expected to find coverage for their missed shift(s). Illnesses for which you should not come into work include but are not limited to fever of 100.4°F or higher, vomiting, influenza, Covid, strep throat, and diarrhea. You may return to work 24 hours past a fever breaking. If you have upper respiratory symptoms and it isn’t Covid, you can return to work with a facemask until symptoms subside.

25 The schedule below gives direction on how Holiday Pay will be applied based on Employee Classification. EMPLOYEE BENEFITS Non-Exempt Employees Al’s Sporting Goods grants holiday pay at the rate of “Time and a Half” to all Non-Salaried employees according to the schedule listed below: Fourth of July New Year’s Day Exempt Employees Al’s Sporting Goods grants Paid Holidays to all Salaried employees according to the schedule listed below: Fourth of July Memorial Day New Year’s Day Labor Day Holiday Al’s Sporting Goods grants paid time off to employees as follows: SALARIED EMPLOYEES: 20 Days (4 Weeks) of Paid Time Off No waiting period Rollover up to 5 unused days into the next year 50% of base wage paid out for unused PTO to active employees after the end of the calendar year Paid Time Off

26 Unless otherwise agreed to in writing by Al’s Sporting Goods, Inc or a subsidiary of Al’s Sporting Goods, Inc, which shall hereinafter be defined collectively as “Al’s Sporting Goods”, a Salaried Employee is defined as an employee at Al’s Sporting Goods who is exempt from FLSA and works ten (10) days per pay period (which typically includes two working calendar weeks) and works no less than eight (8) hours per Work Day (“Salaried Employee”). A workday is defined as any day that the Salaried Employee is scheduled and works for Al’s Sporting Goods for a minimum of eight (8) hours. Twenty (20) workdays which shall be the equivalent of one hundred and sixty (160) hours of Paid Time Off (“PTO”) will be granted to the Salaried Employee at the commencement of each calendar year. If the Salaried Employee is hired or promoted to a salaried position and commences their salaried role/job midway or partially through the calendar year, the PTO shall be prorated by Al’s Sporting Goods based upon a partial year of employment or work the salaried role. Available PTO is shown in ADP under “Myself” --- “Pay” ---“Personal Accrued Time” --- available PTO will be displayed as hours available. A Salaried Employee may be granted an Additional Day of PTO “Additional PTO” by Al’s Sporting Goods for working an eight (8) hour shift during any one of the following dates: New Year’s Day, Memorial Day, July 4th, or Labor Day. If a Salaried Employee works New Year’s Day, Memorial Day, July 4th, or Labor Day they will be paid for that day and also receive one day of Additional PTO. If a Salaried Employee does not work these days, they will be paid for a paid Holiday but will not receive any Additional PTO. In addition to the dates mentioned above, if a salaried employee works on a Sunday outside of their normal work schedule that can’t otherwise be avoided (i.e., inventory scan or attends a trade show) and works more than 5 days in that pay period, they will receive an additional PTO day (8 hours) to be used at a later date. If the salaried employee works in a location or position where they are routinely scheduled to work on Sundays, this does not apply. At the end of the calendar year, any outstanding or otherwise unused PTO, up to five (5) days, or the equivalent of forty (40) labor hours, shall be automatically rolled into the next calendar year’s PTO starting balance. This shall result in the Salaried Employee commencing the following calendar year with twenty (20) workdays of PTO plus five (5) workdays of PTO that was previously unused from the prior calendar year, resulting in a new total of twenty-five (25) workdays of PTO (“PTO Rollover”). PTO Rollover is not discretionary to the Salaried Employee, this will occur automatically and consistently. Following the PTO Rollover, if the Salaried Employee has any remaining PTO, this amount of PTO will be paid to the Salaried Employee at an hourly equivalent of fifty percent (50%) of the Salaried Employee’s base salary (excluding any bonuses, commissions, or other incentives) (“PTO Payout”). By way of example if John Doe is a Salaried Employee and is paid a base salary of $50,000.00 and he finishes the calendar year with twelve (12) days of PTO remaining and unused, five (5) days of PTO will automatically roll into the next calendar year. He will then commence the new year with twenty-five (25) days of PTO. The remaining seven (7) days of PTO shall be paid to him at a rate of fifty percent (50%) of the hourly equivalent of his base salary. The hourly equivalent of his base salary shall be calculated by dividing the base salary ($50,000.00) by 52 weeks in a calendar year which shall result in a weekly base salary of $961.54 which shall then be divided by forty hours in a standard workweek which shall result in an hourly equivalent of $24.04. The hourly equivalent shall then be multiplied by .50 resulting in an amount of $12.02. John Doe will be paid $673.12 ($12.08 x 8 hours per day x 7 remaining and unused days of PTO after the PTO Rollover is taken into account).

27 Regardless of hours worked in any pay period, if a Salaried Employee takes a complete day off, a full PTO day will be used for that day. In addition, if a Salaried Employee works fewer than 4 hours in one day, a half PTO day (4 PTO hours) will be used for that day. “Catching up” on a different day will not make up for or cancel out a full absence or hours not worked on a day the employee worked less than 4 hours. A Salaried Employee is expected to work 5 days per calendar week and 40-45 labor hours per workweek or an annualized equivalent of 260 workdays which should translate into no less than 2,080 labor hours per year. At the end of the calendar year, unless otherwise agreed upon after PTO and paid holidays have been considered, if the Salaried Employee has worked less than their agreed-upon 2080 labor hours, any remaining or available PTO days/hours will be applied to compensate for the inadequate hours prior to the PTO Rollover or PTO Payout. For example, if at the end of the year John Doe has only worked 2020 labor hours after PTO has been considered and John Doe still has 10 Working Days or 80 hours of PTO remaining, Al’s Sporting Goods will apply the unused portion of PTO prior to the PTO Rollover or the PTO Payout. In this example, Al’s Sporting Goods will apply sixty (60) of John Doe’s available PTO (80 hours) to get his yearly worked hours up to 2080. John Doe would then have 20 hours of remaining PTO that would then automatically roll over to the next calendar year. If at the end of the year a Salaried Employee has used all of their PTO allowance and are below the required minimum hours for the year, it will be up to management’s discretion how the situation will be recompensed. In the event that a Salaried Employee has used all of their PTO during a given calendar year and still needs to take additional time off, the Salaried Employee’s supervisor or manager may approve Unpaid Leave. Unpaid Leave is defined as additional and permitted time off of a Salaried Employee, above and beyond any PTO availability, to be away from work for either a brief or an extended period of time. Unpaid Leave shall result in no payment of base salary or wage during the period of Unpaid Leave (“Unpaid Leave”). If a Salaried Employee requests Unpaid Leave from their manager or supervisor, the approval of the Unpaid Leave shall be given by the sole and absolute discretion of the supervisor or manager. The standard yearly PTO allowance is not granted based on the hours worked the previous year. A qualified, Salaried employee is granted upfront access to all of their allotted PTO for the calendar year under the assumption that the employee will remain active and qualified until the end of that calendar year. If a Salaried Employee separates or otherwise terminates their employment from Al’s Sporting Goods prior to the end of that calendar year, their available PTO will be prorated and adjusted based on how many weeks they were employed during that calendar year. Any Rollover PTO from the prior calendar year or Additional PTO granted as a result of working on any one or more of the approved Additional PTO days will then be added to the partial-year prorated PTO amount. If it is deemed that the employee has overused their adjusted PTO allowance for that calendar year, their last paycheck will be decremented to compensate for the overused PTO. Salaried Employees who either voluntarily or involuntarily separate their employment from Al’s Sporting Goods will not be paid for any unused PTO. For example, if a Salaried Employee quits or is otherwise terminated before the end of the calendar year, their unused PTO will be forfeited in its entirety. This PTO policy is all-encompassing of any type of leave including but not limited to (vacation, personal, health, bereavement, maternity, etc.) Clarifications on PTO for Salaried Employees: EMPLOYEE BENEFITS

28 HOURLY EMPLOYEES: Available to Full-Time Hourly Employees PTO available increases depending on the years worked 12-month waiting period Rollover up to 5 unused days into the next year 50% of base wage paid out for unused PTO to active employees after the end of the calendar year A Part-Time Employee is defined as any hourly employee who has worked less than an average of thirty (30) labor hours per week over the past twelve (12) months. Part-Time Employees do not qualify for Paid Time Off (“PTO”). Full-Time Hourly Employees may qualify for PTO. A Full-Time Hourly Employee is defined as an employee who has averaged at least thirty (30) labor hours per workweek over the previous one (1) year of employment. Full-Time Hourly Employees must maintain a minimum of thirty (30) labor hours per workweek, or they may convert to a Part-Time Employee and may no longer be eligible for PTO. Each calendar year, Al’s Sporting Goods will calculate the average hours worked per week. In the event that a Full-Time Hourly Employee converts to a Part-Time Employee, any accrued or unused PTO will be forfeited. Full-Time Hourly Employees who qualify for PTO will be awarded PTO based upon the following schedule: YEARS OF EMPLOYMENT PTO DAYS 0-1 NONE 1-2 3 Days (24 Hours) 3-5 7 Days (56 Hours) 5-7 10 Days (80 Hours) 7+ 15 Days (120 Hours)

29 When an employee has been deemed a Full-Time Hourly Employee, they are granted upfront access to their allotted PTO based on the schedule above. If an employee reaches PTO eligibility after the calendar year has started, their allotted PTO will be prorated to match the number of remaining days of that calendar year. For example, if a Part-Time Employee were deemed a Full-Time Hourly Employee on July 1st, they would then be given 1 1⁄2 days or 12 hours of PTO for the remainder of that calendar year rather than 3 days (24 hours) because there are only 6 months left in that year. This prorated time period would be deemed as their 1st year of eligible employment on the Hourly PTO Schedule. At the start of the next calendar year, they would start their 2nd year with the full 3 days (24 hours) of PTO. At the end of the year, any remaining unused PTO up to 40 hours or five days will automatically roll over to the next calendar year. Any additional PTO remaining after the 40 hours that rolled over will automatically be paid out at a rate of .50 of your normal pay rate per hour. For example, if an employee who made $10 per hour ended the year with 80 hours of PTO, 40 of those hours would automatically roll over to the following calendar year. The remaining 40 hours would then be paid at .50 per hour of $10 per hour, which would equate to $5 per hour for the remaining 40 hours, which would equal a total of $200. To use PTO, a Full-Time Hourly employee must notify the payroll manager in writing prior to the end of the pay period where they wish to use their PTO time. Available PTO is shown in ADP under “Myself” ---- “Pay” ---- “Personal Accrued Time” --- available PTO will be displayed as hours available. A Full-Time Hourly Employee must maintain their Full-Time status to be eligible for PTO. The scheduled yearly PTO allowance is granted based on the employee’s status of the prior year. A qualified, Full-Time Hourly employee is granted upfront access to all of their allotted PTO for the calendar year under the assumption that the employee will remain active and qualified until the end of that calendar year. If a Full-Time Hourly employee separates or otherwise terminates their employment from Al’s Sporting Goods prior to the end of the calendar year, their available PTO will be prorated and adjusted based on how many days they were employed during that calendar year. Any Rollover PTO from the prior calendar year will then be added to the partial-year prorated PTO amount. If it is deemed that the employee has overused their adjusted PTO allowance for that calendar year, their last paycheck will be decremented to compensate for the overused PTO. Full-Time Hourly Employees who either voluntarily or involuntarily separate their employment from Al’s Sporting Goods will not be paid for any unused PTO. For example, if a Full-Time Hourly Employee quits or is otherwise terminated before the end of the calendar year, their unused PTO will be forfeited in its entirety. This PTO policy is all-encompassing of any type of leave including but not limited to (vacation, personal, health, bereavement, maternity, etc.) EMPLOYEE BENEFITS

30 Al’s Sporting Goods has established a variety of employee benefits programs designed to assist full-time regular employees and eligible dependents. Eligible employees are offered health benefits beginning the first day of the first full month after 60 days of employment are completed. Group Health Insurance Plan Al’s Sporting Goods offers major medical insurance as a payroll deduction to all qualifying employees. A qualifying employee is one who has worked at Al’s for more than 60 days and consistently works a 30-hour workweek. For those employees, Al’s Sporting Goods will pay 75% of their personal monthly insurance premium. Qualifying employees may choose to add dependents to their policy. The cost of the dependents’ coverage will be added to the employee’s payroll deduction. Dental, vision, accident, hospitalization, disability, and many other coverage options are available through AFLAC. Due to Federal regulations, there are restrictive enrollment dates. If enrollment is not completed on time, employees will need to wait until the next open enrollment period or qualifying event. Please contact the HR manager for more specific information on enrollment times and pricing. It is your responsibility to notify us if you wish to participate in our plan. Any employee who is gone for an extended period of time, during which a paycheck adequate to cover the insurance premium will not be received, is responsible for paying the insurance premium by the due date. Failure to do so may lead to loss of coverage. Complete descriptions of any group health insurance programs the organization may participate in are found in Al’s Sporting Goods master insurance contracts with insurance carriers. These documents are available upon request through your HR manager. If the information in this policy guide and our summary plan descriptions contradicts information in these master contracts or master plan documents, the master contracts/documents shall govern in all cases. Benefits

31 Al’s Sporting Goods reserves the right to amend or terminate any of its benefit programs or to require or increase employee premium contributions toward any benefits with or without advance notice at its discretion. This reserved right may be exercised in the absence of financial necessity. Whenever an amendment is made to any of Al’s Sporting Goods benefits programs, the respective plan Administrator will draft and submit the amendment to Al’s Sporting Goods policy committee for review and approval. The respective plan Administrator will notify plan participants of all approved amendments or plan terminations in accordance with the requirements of applicable federal law. 401(k) Full and part-time employees can qualify for our 401k plan. To qualify, an employee needs to work for Al’s Sporting Goods for a minimum of 1 year and reach an overall 1,000 hours in that year. Once an employee qualifies, they will receive a reminder notice from our payroll provider, ADP. From that point, they can sign into their account to enroll. Below are a few of the benefits of our 401k plan. Both ROTH and traditional contributions are available. The 401k balance details are displayed in an employee’s ADP account. Al’s Sporting Goods will match an employee’s contribution dollar for dollar on the first 3% contributed and 50 cents on the dollar for the next 2%, allowing a maximum match of 4%. All contributions are fully vested. Complete descriptions of our retirement-related program are available in the employee’s ADP account. If the information in this policy guide and our summary plan description contradicts information in these master contracts or master plan documents, the master contracts/documents shall govern in all cases. EMPLOYEE BENEFITS Employee Programs Employee Discount Program We love taking care of our employees and want to support their hobbies and passions through the merchandise we sell. We have an excellent employee purchase program so employees can buy our topof-the-line and name-brand products at a significant discount. Current Al’s employees and their spouses can buy merchandise from our inventory at a predetermined price that is automatically associated with the employee’s customer account. New employees will not be eligible for participation in the Employee Discount program until after ninety (90) days of employment at Al’s Sporting Goods. Any violation of the following rules by the employee or spouse will result in immediate and complete disqualification from the Employee Discount Program.

32 *Note: In order for us to offer such low employee prices, the Employee Discount Program is applicable for in-store purchases only. Purchases made online through als.com are not eligible for the Employee Discount Program. If you would like to make a purchase online through als.com, you can create an online account to get the VIP discount on your online order. You can contact Online Customer Service at cs@ als.com and they will assist you in setting up your online VIP account. The following rules must be followed: Employee Discount pricing must be kept confidential. Use of the Employee Discount program is for the employee and/or spouse and is to be used exclusively for the employee or employee’s spouse’s personal use. The employee is required to sign an agreement stating that they understand the rules, policies, and respective consequences associated with the Employee Discount Program in order to qualify for the Employee Discount Program. It is the employee’s responsibility to instruct and inform their spouse about the rules and policies of the Employee Discount Program. An employee will have the option to add a spouse to their account during their onboarding process. If an employee wants to add a spouse after their employee-customer account has already been created, the employee is required to notify their General Manager, who will then be able to add the spouse to the employee’s customer account. Products and merchandise purchased through the Employee Discount Program as a gift for someone other than the employee or employee’s spouse are considered personal use and are permissible. A gift is defined as an item given from the employee or employee’s spouse to another individual without any form of compensation in return. An Al’s Sporting Goods gift receipt would be required for these items to be able to be exchanged or returned. Identification (driver’s license or another form of ID) of the active employee or employee’s spouse WILL be required at the register or point of checkout for every transaction on the Employee Discount program. No exceptions. Employee Discount purchases are NOT to be resold or exchanged for compensation of any kind unless the exchange and compensation are transacted at least twelve (12) months following the purchase date. Employee Discount purchases are limited to current on-hand inventory. Holds, layaways, and special orders are exempt from the Employee Discount program. Employee Discount Program pricing cannot be retroactively applied to prior purchases. Products or merchandise or specials of any kind that are designated as promotional items or doorbusters are NOT allowed to be purchased through the Employee Discount program until after the promotional period or sale the products were reserved for.

33 Employee Discount purchases CAN NOT be made while the employee is clocked in or working during a shift. This includes but is not limited to shopping, trying something on, browsing, or reserving any product to purchase at a later time. Employee Discount purchases CAN NOT be made while the employee is wearing an official Al’s Sporting Goods work uniform/shirt. The employee or employee’s spouse must enter through the main store entrance before and exit immediately after making any purchase using the Employee Discount Program. Employee Discount purchases or potential purchases should never be left or stored behind counters, walls, offices, or any other area within the store. In an effort to service our customers, some items are and/or maybe excluded from the Employee Discount program periodically due to limited inventory caused by global shipping, supply chain i ssues, or other extenuating circumstances. Participation and qualification for the Employee Discount program may be revoked at any time and for any reason as determined by the sole and absolute discretion of Al’s Sporting Goods and will be followed through by the General Manager. Upon termination of employment, the employee and employee’s spouse will be removed from the Al’s Sporting Goods Employee Discount program. Any violation of the policies and rules stated above regarding the Employee Discount program will result in immediate disqualification from the Employee Discount Program and possible disciplinary action, up to and including termination of employment at Al’s Sporting Goods without additional warning. Pro-Form Your employment with Al’s Sporting Goods grants you privileged access to exclusive brand and industry discounts through the Pro-Form program. After the first 30 days of employment, you are eligible to access and shop with brands and manufacturers through Pro-Form. Specific purchasing instructions are found in the Employee Portal on Alscap. Purchasing through the Pro-Form program is a privilege. Any abuse or violation of the Pro-Form program purchase rules may be subject to disciplinary action, up to and including termination of employment. EMPLOYEE BENEFITS

34 Pro-Form purchases cannot be made while clocked in for a shift. Only one of each type of Pro-Form can be used during any 12-month period unless previously authorized by the Department Head, General Manager, or sales representative. Purchases made through the Pro-Form program are for the exclusive personal use of the employee only. Purchases cannot be given, sold, or traded to a third party for at least one calendar year from the sale date. Pro-Form cannot be used for spouses or dependent children. Employees must use their work location’s shipping address on all orders. Once the Pro-Form is created and the order is placed, you will submit a form on Alscap that includes your employee information and the proof of purchase. Failure to submit the proper proof of purchase form on Alscap may result in an extended delay in receiving your order. Sometimes because of our freight routing guides, the delivery location is over-ridden by the routing guide, and it is delivered to the Distribution Center. Submitting the Employee Order form on Alscap helps ensure that if your order is rerouted to the Distribution Center, it will still be delivered to your correct work location. Once the product is ready, you will receive a notification through Alscap that your order is available to be picked up at your appropriate work location. Employees must wait for the notification and cannot pick up their order early from the Distribution Center or the freight room. Employees are responsible for handling all mis-ships and sizing errors on their own time and expense. This includes incoming and outgoing shipping charges. All buying privileges end within 14 days of giving notice and do not continue after leaving employment at Al’s Sporting Goods. Eligible employees are provided twelve weeks of unpaid, job-protected leave for certain qualifying family and medical reasons. Twelve weeks is the limited amount of time allotted for this leave during a 12-month period. Employees are eligible for this leave if they have worked for at least one year and for 1,250 hours over the previous 12 months. If applicable, employees can use any accrued PTO that they may have. The leave for an employee household in which both spouses work for Al’s Sporting Goods is limited to a total of 12 weeks between them if the leave is taken for the birth, adoption, or foster care of a child or to care for a sick parent. FMLA (Family & Medical Leave Act)

35 Jury Duty Al’s Sporting Goods encourages employees to fulfill their civic responsibilities by serving jury duty when required. This is an unpaid leave of absence. Employees must show the jury duty summons to their manager as soon as possible so that the manager may make arrangements to accommodate their absence. Employees are expected to report for work whenever the court schedule permits. Either Al’s Sporting Goods or the employee may request an excuse from jury duty if, in the company’s judgment, the employee’s absence would create serious operational difficulties. Al’s Sporting Goods will continue to provide health insurance benefits for the full term of the jury duty absence. Vacation, sick leave, and holiday benefits will continue to accrue during unpaid jury duty leave. To maintain insurance coverage while on unpaid FMLA leave, the employee is responsible for making arrangements to pay their portion of the premium. If the premium payment is more than 30 days late, the insurance coverage is subject to being dropped. If the premium payment is 30 days late, Al’s Sporting Goods will provide a written notice to the employee that the payment has not been received. If, after 15 days of the letter’s date, a payment hasn’t been made, coverage will stop. Al’s Sporting Goods requires employees to give 30-days’ notice, or as much notice as possible, when the need for FMLA leave is anticipated. Al’s Sporting Goods reserves the right to request medical certification supporting the leave. Leave may be denied if this requirement is not met. All employees’ medical certifications will be treated as confidential medical records, and information will be disclosed only on a strictly need-to-know basis. Employees returning from Family Medical Leave will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. If you have any questions regarding whether you qualify for FMLA leave, whether a specific reason is a qualifying reason for leave under FLMA, or to request paperwork for FMLA leave, please contact the Human Resources Department. EMPLOYEE BENEFITS

36 Al’s Sporting Goods encourages all employees to fulfill their civic responsibilities and to vote in all official public elections. Generally, your working hours are such that you will have ample time to cast your vote before or after working hours. However, if you find yourself with insufficient time to vote due to overtime work, etc., please discuss the matter with your manager. Al’s Sporting Goods complies with all applicable voting-time laws of the states and municipalities in which its facilities and offices are located. Voting Time Al’s Sporting Goods is committed to protecting the job rights of employees absent on military leave. Employees on military leave may substitute their PTO for unpaid leave. In accordance with federal and state law, it is the company’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion, or other benefits of employment based on such membership. Employees granted military leave will be reinstated if they satisfy all applicable legal requirements and reapply within the time prescribed by law. Medical coverage may be continued based on the provisions of the Uniformed Services Employment Rights Act of 1994 (USERRA). Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such Military Leave

37 service. Subject to certain exceptions under the applicable laws, these benefits are generally limited to five years of leave of absence. Military Family Leave is available to qualifying employees under FMLA for spouses, children, or parents of a member of the Military. Those who wish to use Military Leave or Military Family Leave should contact Al’s Sporting Goods to request leave as soon as they are aware of the need for leave. EMPLOYEE BENEFITS Unpaid Leave If it becomes necessary to be absent from work for a prolonged period, an employee may request, in writing, a leave of absence. However, an employee must have worked at Al’s Sporting Goods for a minimum of 12 consecutive months and be in good standing to be eligible to request such leave. For the purposes of leave administration, “good standing” means that an employee has not been formally counseled about performance problems or placed on a performance improvement program for the 12 months prior to the request for personal leave. Return to work from personal leave is not guaranteed but rather, is on a position-available basis. This means that you will be given priority consideration for placement into another position for which you are qualified, provided that a vacancy exists at the end of your leave. Management may either approve or deny a leave based upon numerous business considerations and needs. SAFETY, SECURITY, AND COMPANY ASSETS Safety and Health To assist in providing a safe and healthful work environment for employees, customers, and visitors, Al’s Sporting Goods has established a workplace safety program. Its success depends on the alertness and personal commitment of all. Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition or emergency to the Manager on Duty. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations may be subject to disciplinary action, up to and including termination of employment. In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate manager. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefits procedures.

38 If an employee should suffer an industrial injury or occupational illness, state law provides compensation as defined by the workers’ compensation law. This program covers any work-related injury or illness sustained during employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately. Employees who sustain work-related injuries or illnesses should inform their manager immediately. Please follow these steps: Notify a manager as soon as possible, so they may report the incident. If the injury is life threatening, call 911. In the event of a life-threatening emergency, injured employees will be sent to the nearest hospital emergency facility. Workers’ Compensation Al’s Sporting Goods strives to keep a work environment free from threatening or violent acts. These acts could be acts of intimidating, threatening, or hostile behaviors; physical abuse; vandalism; arson; sabotage; use of weapons; or any other inappropriate act in the workplace. If you feel you have been subjected to any of these acts, we ask that you immediately report the incident to your Manager or any other member of management so that action can take place. This includes threats by employees as well as threats by customers, vendors, solicitors, or other members of the public. An investigation will take place and upon the results and appropriate disciplinary action will be taken against the offender up to and including termination of employment. All suspicious individuals or activities should also be reported as soon as possible to a Manager. Do not place yourself in peril. If you see or hear a commotion or disturbance near your work area, do not try to intercede or see what is happening. Any employees who observe such an act or disturbance should report the incident to management. Employees should contact the proper law enforcement authorities immediately if they believe there is a threat to the safety of others. Workplace Violence

39 Al’s Sporting Goods will investigate all reports of threats to employees or actual violence and or suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of the investigation, Al’s Sporting Goods may suspend employees suspected of involvement in any wrongdoing, either with or without pay, pending investigation. Anyone determined to be responsible for threats or actual violence or other violent conduct that is in violation of these guidelines will be subject to disciplinary action, up to and including termination of employment. Al’s Sporting Goods encourages employees to bring their disputes or differences with other employees to the attention of their Managers or the Human Resources Department before the situation escalates into potential violence. Store Security Management reserves the right to inspect any parcels or packages brought in or taken out of the building by employees. All bags, coats, and purses are to be left in the designated locker area. They are never to be taken to the sales floor, heat press room, backstock, repair shop, gun log room, or behind any counter. In the event of inventory losses or missing items, you may be asked to take a polygraph test. If such a case occurs, employees will be given written notice in advance. If you are aware of any act of dishonesty on the part of another employee, it is your responsibility to report the matter directly to the General Manager. Every employee working on the sales floor is expected to watch all customers while they are in the store. Regardless of an employee’s job or position when working on the floor, watching and helping customers is paramount. Employees should always be aware of large bags, coats, and loose-fitting clothing on customers. Often items will be stolen in the fitting rooms. Employees are expected to watch the fitting rooms and police the items and quantities taken therein. Clothing Employees will be taught the Dressing Room procedure. If this process is not strictly adhered to by all clothing employees, this will be grounds for dismissal with cause. Al’s Sporting Goods firmly believes that customers are far less likely to shoplift when they have been acknowledged by an employee and know they are being observed. If you observe a customer in the act of shoplifting, report the matter to the manager on duty immediately, while the customer is still in the store. If the customer is attempting to leave the store, do not put your safety at risk. Do not touch or attempt to physically restrain them. Rather, you should verbally instruct them to stay in or return to the store. If the customer disregards your instruction try to record an accurate license plate if they are leaving in a vehicle. Try to take note of the vehicle color, make and model. Above all, remember that excellent customer service is the best way to deter shoplifting. SAFETY, SECURITY, AND COMPANY ASSETS

40 Definition On An IT Resource Al’s Sporting Goods Information Technology (IT) Resources are any computing, networking, or telephone hardware, software, or information asset owned either by Al’s Sporting Goods, Inc. or an Al’s Sporting Goods customer or affiliate (e.g.: vendor, or subcontractor). IT RESOURCES ACCEPTABLE USE POLICY (AUP) User Agreement I, as a user of Al’s Sporting Goods IT Resources, to foster an environment of cybersecurity and privacy at Al’s Sporting Goods, agree to abide by the following Acceptable Use Policy. I agree: • To complete an Al’s Sporting Goods approved basic cybersecurity training annually. • That I am responsible for the security of any Al’s Sporting Goods IT Resource I use, including any data stored on that resource. • To keep any IT Resource account information (e.g.: usernames and passwords) confidential, and never to share them with anyone else, be they members of Al’s Sporting Goods or otherwise. • To abide by the Al’s Sporting Goods password policy: • To change any default or temporary passwords as soon as they are provided to me by Al’s Sporting Goods IT administrators. • To ensure the changed password meets Al’s Sporting Goods password strength requirements, with a minimum of eight characters and no common phrases. • When required to change a password, to ensure at least 4 characters have been changed. • To ensure each password for each Al’s Sporting Goods account is unique (i.e. not reuse the same password across different accounts). • To engage multifactor authentication (MFA) on all IT Resources where it is required. Employee theft is defined as taking store merchandise, tools, equipment, or services without payment or management’s knowledge. It also includes conscious and intentional fraudulent time clock entry. Any employee who engages in theft or dishonesty on the job will fully be subject to prosecution of the law and will be terminated with cause.

41 • To never access personal email accounts on any Al’s Sporting Goods IT Resource. • Never to click on a link or an attachment in an email unless I am expecting the email or until I have verified the legitimacy of the email with the sender, even if the sender’s address is familiar to me. • If I do click on a link or attachment that seems suspicious, to immediately notify Al’s Sporting Goods management. • To avoid sending confidential, sensitive, or proprietary work information via email: • If I have to send the information via email, I will encrypt the information before I send it (Instructions provided by IT Administrators as needed). • Never to send passwords for encrypted email via email (instead, tell the recipient the password via phone conversation or text message). • When delivering personal information, such as social security numbers, etc., I will only transmit that information in encrypted format, using a secure file transfer service provided by IT Administrators. • Never to send work information to or from personal email, nor to process work information using unapproved devices. • Never to attach any unapproved device to an Al’s Sporting Goods IT Resource. • Employees must obtain approval from Al’s Sporting Goods Corporate Management before connecting any personal mobile computing devices (e.g., smartphones, tablets, laptops,) to the Al’s Sporting Goods Corporate wireless network. Personal devices may be connected to the designated wireless employee network, but unapproved personal devices must never be connected to the Corporate wireless network or physically connected to any Al’s Sporting Goods network. • For instance, I will not connect unapproved removable media (e.g. USB flash drive) to any resource, including my desktop laptop, and I will not introduce personal wireless access points to the Al’s Sporting Goods network. • If I cannot identify the owner of a device-e.g. I find a USB flash drive laying around-I will never connect the device to a/an Al’s Sporting Goods Resource. • I will only connect approved removable media to an approved Al’s Sporting Goods Resource, and only for approved purposes. • I will not connect approved removable media to external resources without permission from Al’s Sporting Goods management. • Not to distribute confidential, sensitive, or proprietary information, owned either by Al’s Sporting Goods or by its customers or affiliates, to any entity that does not have need to access that information. • Not to change security configuration of any Al’s Sporting Goods IT Resource. • For example, I will not create or modify user or system accounts on an Al’s Sporting Goods Resource, nor will I disable or modify any security software (e.g. antivirus) on a Al’s Sporting Goods Resource. • To obtain approval from Al’s Sporting Goods management before making any configuration change to an Al’s Sporting Goods IT Resource. SAFETY, SECURITY, AND COMPANY ASSETS

42 • I will obtain management permission before installing software on the Al’s Sporting Goods desktop that I use. • To keep any Al’s Sporting Goods IT Resources, I may take home under my positive control at all times. • For instance, I will not leave an Al’s Sporting Goods laptop in a vehicle when I am not in the vehicle; if required to do so I will ensure the asset is locked in the trunk of the vehicle. • I will engage full-disk encryption on all mobile devices I use to process Al’s Sporting Goods data (e.g. password authentication on smart phone). • To backup work-related information from my workstation to the Al’s Sporting Goods provided backup location, e.g. network file server, at least once a day. • To never connect to the network file server or any servers through public or “open” Wireless Access Points (WAP). e.g. hotel or coffee shop WiFi; and to only connect to the network file server or any Server through the following Al’s Sporting Goods approved internet connections: • Al’s Sporting Goods office routers • Al’s Sporting Goods provided cellular “hot spots” or “jetpacks” • Assessed and approved employee home network routers • If using an Al’s Sporting Goods managed Virtual Private Network (VPN) from a remote location, not to “split tunnel” the device, e.g. not to simultaneously connect to the Al’s Sporting Goods VPN and a different network, such as home wireless network. • To lock access to my account when I’m not actively using an Al’s Sporting Goods IT Resource. • For instance, I will lock my Windows desktop when I’m not using it, and I will terminate my session to network services when finished with the session. • Not to intentionally misuse any Al’s Sporting Goods IT Resource. I will not: • Physically abuse Al’s Sporting Goods IT Resources • Participate in activities banned by local, state, or Federal law • Distribute sexually explicit or pornographic text or images • Distribute known malware to others, be they internal or external to Al’s Sporting Goods • Knowingly cause a power outage for Al’s Sporting Goods IT Resources • To report all suspected or confirmed security incidents or violations to Al’s Sporting Goods management within 1 hour of discovery • To avoid using Al’s Sporting Goods IT Resources for personal business, streaming movies/shows, excessive personal emailing, non-work-related chatting, etc. • Not to use any Al’s Sporting Goods IT Resource in any personal activity which will waste time, such as downloading music or films, online purchases, etc. • Not to install or use any non-essential program on an Al’s Sporting Goods IT Resource unless approved by management. • Al’s Sporting Goods (or its customers) retains the ownership rights to any intellectual property, such as processes or inventions, developed using Al’s Sporting Goods IT Resources or on Al’s Sporting Goods time

43 Internet Use If you are developing a website or writing a blog that will mention our company or our current and potential products, employees, partners, clients, vendors, and competitors, identify that you are an employee of our company and that the views expressed on the blog or Website are yours alone and do not represent the views of the company. Unless given permission by your manager, you are not authorized to speak on behalf of the company or represent that you do so. If you are developing a site or writing a blog that will mention our company and/or our current and potential products, employees, partners, customers, and competitors, as a courtesy to the company, please let your manager know that you are writing them. Your manager may choose to visit from time to time to understand your point of view. Confidential Information Component of the Social Media Policy You may not share information that is confidential and proprietary about the company. This includes information about sales, finances, number of employees, company strategy, and any other information that has not been publicly released by the company. These are given as examples only and do not cover the range of what the company considers confidential and proprietary. If you have any questions about whether information has been released publicly or doubts of any kind, speak with your manager before releasing information that could potentially harm our company, employees, partners, and customers. The company logo and trademarks may not be used without explicit permission in writing from the company. This is to prevent the appearance that you speak for or represent the company officially. • My use of Al’s Sporting Goods IT Resources may be monitored by Al’s Sporting Goods • A violation of this policy may result in one or more of the following actions: • Disabling of my user account(s) and/or access to Al’s Sporting Goods IT Resources • Employment disciplinary actions • Termination of employment by Al’s Sporting Goods SAFETY, SECURITY, AND COMPANY ASSETS

44 Respect and Privacy Rights Components of the Social Media Policy Speak respectfully about the company and our past, current, and potential employees, clients, partners, vendors, and competitors. Do not engage in name-calling or behavior that will reflect negatively on our company’s reputation. Note that the use of copyrighted materials, unfounded or derogatory statements or misrepresentation is not viewed favorably by our company and can result in disciplinary action up to and including employment termination. The Company encourages you to write knowledgeably, accurately, and use appropriate professionalism. Despite disclaimers, your Web interaction can result in members of the public forming opinions about our company and its employees, partners, and products. Honor the privacy rights of our current or past employees as well as current or past clients or vendors by seeking their permission before writing about or displaying internal company happenings that might be considered a breach of their privacy and confidentiality. Comments made and behavior that takes place on social media can also violate other Company policies or constitute harassment against other employees, customers, or vendors. Such behavior, to the extent it affects the workplace, can result in discipline, up to and including termination of employment. Competition Component of the Social Media Policy You may not sell any service that would compete with any of our company’s services without permission in writing from your manager.

45 Your Legal Liability Component of the Social Media Policy Recognize that you are legally liable for anything you write or present online. Employees can be disciplined by the company for commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment. You can also be sued by company employees, clients, competitors, vendors, and any individual or company that views your commentary, content, or images as defamatory, pornographic, proprietary, harassing, libelous or creating a hostile work environment. Media Contact Component of the Social Media Policy Media contacts about the company and our employees, partners, clients, vendors, and competitors should be referred for coordination and guidance to your manager. This does not specifically include your opinions, writing, and interviews on topics aside from our company and our employees, partners, clients, vendors, and competitors. Purchasing All business expenses are to be made with a company credit card or at a vendor where the company has a credit account. In some cases, you will be asked to make a purchase with your personal credit card. These types of purchases must be pre-approved, and receipts must be submitted for reimbursement. All reimbursements are signed off by the General Manager of the store, or by a company executive. These reimbursements will be paid back to you as part of your paycheck. SAFETY, SECURITY, AND COMPANY ASSETS Uses of Equipment and Vehicles Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions and safety standards. Ladders and step stools are provided for the safety of our employees. Employees are not to climb on Pallet Racking, Penco or Lozier shelving, chairs or any other type of fixture. If you feel you need additional training on any equipment required in your job duties, notify your manager immediately. Please notify the manager if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The manager can answer any questions about an employee’s responsibility for maintenance and care of equipment or vehicles used on the job.

46 To ensure a productive and harmonious work environment, persons not employed by Al’s Sporting Goods may not solicit or distribute literature in the workplace at any time for any purpose. Al’s Sporting Goods recognizes that employees may have interests in events and organizations outside the workplace. However, employees may not solicit or distribute literature concerning these activities during working time. (Working time does not include lunch periods, work breaks, or any other periods in which employees are not on duty.) In addition, the posting of written solicitations on company bulletin boards is prohibited. Bulletin boards are reserved for official organization communications on such items as: Affirmative Action statements Employee announcements Internal memoranda Job openings Organization announcements Payday notice Workers’ compensation insurance information State disability insurance/unemployment insurance information Al’s Sporting Goods only allows a bulletin board for community events that would inform the public of events that are parallel with what we sell, e.g., bike races, running events, marathons. Vendor brands or adhesive type signage cannot be stuck to windows, doors, computers, etc. Solicitation The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment. In addition, certain employees whose position requires them to drive a vehicle to fulfill their primary job duties may be required to provide the company with a copy of their driving record annually. Employees with poor or marginal driving records may be subjected to employment actions up to and including termination of employment.

47 Loyalty to the Company Al’s Sporting Goods strives to do everything it can to improve employees’ working conditions and make our Company the ‘employer of choice’ in our community. Your participation and cooperation are essential to accomplish this. Complete loyalty to the company includes complete loyalty to our customers and clients. You should do all you can to maintain quality services to our customers, respect the rights of others, and importantly, always speak well of the organization. Al’s Sporting Goods wants you to take a proactive and engaged role in the company. If you have concerns, suggestions, or ideas concerning Al’s Sporting Goods, we encourage you to discuss them with your manager, office manager, or the Human Resource department. CONDUCT STANDARDS Vendor Policy Al’s Sporting Goods encourages employees to develop positive working relationships with vendors. The positive relationship often allows us to establish an after hours/emergency contact if needed. It is our policy to ensure the hard work that has been put into building these relationships is respected by all employees as they interact with our vendors and sales reps. While we understand that you want to meet people in the industry to grow your own personal network, we simply ask that while doing so, you respect Al’s Sporting Goods and do your best to represent Al’s Sporting Goods as an employee of our organization. Employee Gifts, Samples, Demo product Employees must receive advance approval from management before accepting a gift from a customer, supplier, or vendor. The rule of thumb should be don’t ask, and don’t accept. If you are given any products or gifts, you should report them immediately to your manager. Often suppliers will offer sales incentives, kickbacks, or free product promotions as a program to encourage our Company to promote their products. In all situations, these programs must be authorized and controlled by the Store Managers, Department Managers, and Buyers.

48 Al’s Sporting Goods is represented not only by the service and products it provides but also, by its employees. Because of this, we expect our employees to comply with dress and grooming standards acceptable to a professional working environment. Employees are expected to arrive for each shift appropriately dressed and groomed. Nothing in your appearance should distract or inhibit the ability of our customers to have an enjoyable shopping experience. Your manager will be the judge of whether your attire and grooming meet our standards. Extreme or provocative clothing will not be allowed. If your manager feels you are not in compliance with our dress code, you will be asked to leave work and not return until you are properly attired. You will not be paid for the time you are off the job for this purpose. If you have any questions, please discuss the matter with the general manager. Employees failing to adhere to proper Al’s Sporting Goods standards with respect to appearance and demeanor are subject to disciplinary action. Shirts and Tops We have a company shirt that every employee working in a sales department is expected to wear for every shift. This includes employees scheduled in the bike repair shop, cashiers, sales associates, and other departments when they are scheduled to work in a specific sales department. You will be issued one company shirt for a small rental fee which may be refunded at the end of employment if kept in good condition. You are welcome to purchase additional shirts if you would like. This shirt is not to be altered, including changing the buttons, or defaced in any way, nor is it to be covered by a jacket, sweater, etc. If you are cold, you may use a base layer or sweater underneath the company uniform. Please take care of this shirt and wash it frequently. If you lose or damage it, you will be required to replace it. Bike Shop Employees will be issued a shop shirt in addition to their company shirt and name tag. This shop shirt is to be worn when working in the shop and scheduled as a Mechanic or Service Writer. Bike sales floor staff will wear the company shirt. Employees working in Internet Fulfillment, Freight, Processing, and the Distribution Center are not required to wear the company shirt. Tops must be clean, free of stains and holes, and cover the midriff when the arms are raised. We encourage you to wear brands we sell. Sweatshirts and light jackets are Dress and Appearance

49 allowed; however, large puffy/winter coats are prohibited and must be left in a locker. The styles and designs must not be distracting, offensive, political, or inappropriate in any way. Staff will be given an Al’s name tag and will always be required to wear it when working on the Sales Floor in an assigned sales department. Please take care of your name tag and do not alter it in any way. If you lose or damage your name tag, contact your Department Manager or General Manager for a new one. The office staff who do not work directly on the sales floor with customers are expected to wear clean casual clothing that covers the midriff when the arms are raised. Management is expected to wear business casual and smart casual attire. Pants Any wrinkled, stained, torn, unwashed, and/or pants with holes will not be allowed. You may wear jeans, khakis, dress pants, etc. Shorts and athletic skorts are acceptable on the sales floor if they are hemmed and of a suitable length (within 1” of the knee). No basketball shorts, mini-skirts, exercise pants/shorts, bike shorts, sweatpants/shorts, baggies, cutoffs, or leggings will be allowed. Shoes We encourage you to wear styles and brands of footwear that we carry. Your shoes should be functional and suited for spending long periods of time on your feet. Due to OSHA requirements, any employees working on the sales floor, mechanic shop, Distribution Center, internet fulfillment, freight, or processing departments must use footwear that covers the whole foot, toe to heal. No flip-flops, athletic slides, hiking shoes, or other open-toed shoes or sandals will be permitted. We encourage you to keep your shoes clean and shined if applicable. Accessories and Other Ball caps are permitted as long as they are clean, free of sweat stains, untattered, and from brands that we sell at Al’s Sporting Goods. The brand’s logo is the only design, detail, or symbol allowed on the cap. The ball cap cannot endorse or promote any organization, team, school, ideology, or movement other than the brand itself or Al’s Sporting Goods. Beanies, bucket hats, fedoras, or any other type of hat is prohibited on the sales floor. Warehouse associates are permitted to wear beanies in the warehouse during the winter months.. Tattoos that are obscene or offensive must be covered while you’re working. Discrete headbands are allowed but must be approved by management. Rings or other piercings through the nose (Small studs may be okay, please consult with the Manager), eyebrow, tongue, or body parts (other than ear lobes) visible to the public may not be worn while at work. Large gauges are also unsuitable and may not be worn at work. CONDUCT STANDARDS

50 Grooming and Hygiene In addition to wearing proper attire, you are required to practice good grooming and hygiene habits. Your hair should be combed and well maintained. Extreme or distracting hairstyles are not permitted. Facial hair is acceptable if it is regularly trimmed and maintained. Facial hair is not to be trimmed at work. You are expected to come to work clean, fresh, and washed. Management General Managers, Department Managers, and other company leaders that will spend time working on the sales floor need to be distinguished and recognizable as leaders in the company. Pants, shorts, shoes, hats, and accessories that follow the dress code guidelines are permissible. Management should wear collared shirts, blouses, button downs, knit sweaters, or other appropriate business casual tops. Office Staff Employees working in the offices will follow the dress code guidelines for pants, shorts, hats, and other accessories. Tops must be clean, free of stains and holes, and cover the midriff when the arms are raised. Sweatshirts and light jackets are allowed. The styles and designs must not be distracting, offensive, political, or inappropriate in any way. Office staff are allowed to wear open-toed shoes; however, the employee must change into a close-toed shoe if they are going to be working on the sales floor near the products and customers. Use your best judgment to dress and groom yourself in an appropriate and respectful manner. Any questions about appropriate attire should be directed to your General Manager.