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3 WELCOME Morreale Real Estate Services, Inc. would like to welcome you to the family and wish you every success here. To ensure that success, this handbook has been prepared to provide you with a basic understanding of our company policies, and your responsibilities as an employee. Read this handbook thoroughly and retain it for future reference. We strive to remain as adaptable, motivated and responsive to our employees as we are to our customers. The policies in this book are guidelines only, with the exception of our policy of “at will” employment. Employee handbooks cannot anticipate every situation, circumstance, or question about company policies. As the Morreale Family Companies continue to grow, the need may arise [and we reserve the right] to change at our discretion all policies, procedures, benefits, and other programs. Should you have any questions regarding anything in this handbook, please ask your supervisor or our management team for assistance. We hope your experience here will be challenging, enjoyable, and rewarding. We're glad to have you in our family! Morreale Companies 02.22v1.0

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5 DISCLAIMER This Employee Handbook is a general statement of Morreale Real Estate Services, Inc.’s rules, policies, and guidelines. This Employee Handbook is not a contract. All employees are expected to comply with the stated policies set forth herein, and any amendments to same. However, this Employee Handbook should not be considered as the only source of information regarding your employment. It is your duty to familiarize yourself with all company policies and practices. This manual shall not be construed as a guarantee of continued employment, but rather employment with Morreale Real Estate Services, Inc. is on an atwill basis. This means that the employment relationship may be terminated at any time, with or without cause, with or without notice, by either the employee or any of Morreale Real Estate Services, Inc. for any reason not expressly prohibited by law. Any oral or written representations to the contrary are invalid and shall not be relied upon by any prospective, past, or present employee. You may discard any previously issued policies as this handbook replaces and supersedes all previous policies and all of the information contained in them. Equal Employment Opportunity and Affirmative Action Statement Morreale Real Estate Services, Inc. recognizes the necessity of obtaining and retaining the most qualified individuals available and developing each to the maximum of his or her ability. The company strives to follow the principles of utilizing the best personnel for each job category based on job-related qualifications without regard to race, color, religion, sex, national origin, age, marital status, discharge from military service, non-job related medical conditions or disabilities, or any other legally protected status, in all of its employment practices. All personnel actions and programs are administered with the same equality of opportunity.

6 SEXUAL HARASSMENT POLICY It is the policy of Morreale Real Estate Services, Inc. that it will not tolerate any conduct (verbal or physical) by any employee that harasses, disrupts, or interferes with another's work performance or that creates an intimidating, offensive, or hostile environment. 1. While all forms of harassment are prohibited, it is the policy of Morreale Real Estate Services, Inc. to emphasize that sexual harassment is specifically and strictly prohibited. It is the responsibility of each supervisor to maintain a workplace free of any forms of sexual harassment. No supervisor or manager is to threaten or indicate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances will adversely affect that employee's evaluation, wages, advancement, assignment, duties, shift, or any other term or condition of employment. In addition, no supervisor or manager is to favor in any way any applicant or employee because that person has performed or expressed a willingness to perform sexual favors for the supervisor or manager. 2. Other sexually harassing or offensive conduct in the workplace, whether committed by supervisory or non-supervisory personnel, is also prohibited. Such conduct includes, but is not limited to: a. Unwelcome sexual advances, propositions, or touching; b. Offensive, sexually abusive, degrading, or sexually oriented comments or jokes. 3. The display in the workplace of sexually oriented objects or pictures, including, but not limited to, nude or obscene photographs and publications; and, 4. Any other sexually oriented conduct which a reasonable person would find to be offensive. 5. Any employee who believes that the actions or words of a supervisor or fellow employee constitute unwelcome harassment has a responsibility to report or complain as soon as possible to your immediate supervisor or to John C. Morreale if the complaint involves a supervisor.

7 SEXUAL HARASSMENT POLICY cont’d 6. All complaints of harassment will be investigated promptly and in an impartial manner. To the extent possible, all investigations will remain confidential. In all cases, the employee will be advised of the outcome of the investigation. 7. Any employee, supervisor, or manager who is found after appropriate investigation, to have engaged in or permitted the sexual harassment of another employee will be subject to appropriate disciplinary action, depending on the circumstances, up to and including termination. Each case will be reviewed on an individual basis. 8. No employee or supervisor shall be disciplined or discharged in retaliation for reporting or investigating claims of sexual harassment in the workplace. SEXUAL HARRASMENT TRAINING If required by law, all employees will be required to complete annual sexual harassment training.

8 WORKING HOURS Office business hours are Monday through Friday from 9am to 5pm. The normal working hours provide at least a 40-hour week over five weekdays. Working hours are subject to change depending upon business requirements. ATTENDANCE Employees are expected to be at their workstations and ready to begin work at their appointed time. Repeated tardiness can lead to disciplinary action up to and including discharge. In the event that you are unable to work as scheduled, you are expected to inform your supervisor and the company receptionist before you are scheduled to start. If you are unable to reach your supervisor (or you are a supervisor), you are expected to inform the benefits coordinator. Except in emergency situations, the failure to call in an absence will be grounds for disciplinary action. REPORTING AND TIME SHEET ADMINISTRATION All hourly employees are required to use printed time sheets to record their hours. COMPENSATION Method and Time of Payment Paychecks are distributed on the 15th and last day of each month, except when those days fall on a Saturday, Sunday or holiday, in which case paychecks will be distributed on the preceding workday when possible. In the event that you are unable to pick up your check, it will be held by the payroll department or mailed to your home upon request. Direct deposit is available upon request. It is the preferred method of the company and may become a requirement. Please contact the payroll department to arrange for direct deposit. It is important that you review your paycheck stubs, whether check or direct deposit, to ensure that no errors have been made including your name and address. Should an error occur, notify the payroll department as soon as possible. Any necessary corrections will be made on the following paycheck.

9 EMPLOYEE BENEFITS The benefit package listed below is subject to change at any time and is condensed to be informational. Check with the benefits coordinator for any changes to what is outlined below. Life Insurance Plan Group Life Insurance is provided to all employees who are eligible for benefits, whether they elect to enroll in, or decline, our Health Insurance Plans. Eligible employees may also elect Voluntary Life Insurance in addition to, or independently of, electing other health insurance. Eligibility/ Coverage begins the first of the month after 60 days of continuous service. The eligibility requirements and benefits of this program are available from the benefits coordinator. Health Insurance Plan Group health insurance is provided to all eligible employees and their dependents. Coverage begins the first of the month after 60 days of continuous service. The eligibility requirements and benefits of this program are available from the benefits coordinator. Dental & Vision Insurance Plan Dental and Vision insurance is provided to all eligible employees and their dependents. Coverage begins the first of the month after 60 days of continuous service. The eligibility requirements and benefits of this program are available from the benefits coordinator. Health Reimbursement Arrangement (HRA) Eligible employees that elect group health insurance will automatically be enrolled in the HRA deductible reimbursement plan. The eligibility requirements and benefits of this program are available from the benefits coordinator. Flexible Spending Account (FSA) Eligible employees may elect to participate in the company FSA plan in addition to or independently of electing health insurance. The eligibility requirements and benefits of this program are available from the benefits coordinator. Employee Assistance Program (EAP) All employees are eligible and automatically enrolled at no cost and with no waiting period. The EAP offers CONFIDENTIAL assistance to employees and their families. Details are available from the benefits coordinator.

10 401K Benefit Morreale Real Estate Services, Inc. has established a 401K Retirement Plan. This program is open to all eligible, full time employees. Employees who are at least 21 years of age on the first of the month after 60 days of continuous service are eligible. For specifics, please see the benefits coordinator. The minimum percentage of your salary you may elect to defer is 1% and there is no maximum (subject to IRS rules). Employees will be automatically enrolled at 1% unless they waive/decline enrollment or indicate another deferral amount. Employer contributions will be on a discretionary basis. All employee contributions will be vested immediately. The Plan follows the vesting schedule set out by the IRS: This is a very basic and general summary of the 401K Plan offered. Please see the benefits coordinator for full details including IRS rules and regulations. Worker’s Compensation If you sustain a work-related injury, no matter how minor it may seem, you must report the accident to your supervisor. We highly encourage you to report the accident as soon as possible. Years of Service Non-forfeitable Percentage Less than 2 0% At least 2, but less than 3 20% At least 3, but less than 4 40% At least 4, but less than 5 60% At least 5, but less than 6 80% 6 or more 100%

11 PERSONAL TIME OFF Personal Time Off (PTO) provides all eligible employees with paid time away from work that can be used for vacation, personal time, personal illness, time off to care for a dependent/spouse, or any other reason. Full time, regular employees are eligible for 13 days of paid PTO (Personal Time Off) time annually. After seven or more years of continuous service, full time, (beginning on January 1st in the eighth year of employment) regular employees are eligible for 18 days of paid PTO time annually. PTO is on an earned, calendar year basis. Requests for PTO must be approved one week in advance of the desired time off (when possible). All PTO time is subject to approval of management. Submit requests electronically through “PTO” in the company email directory. All PTO time taken must be in an increment of at least ½ day. After PTO time has been exhausted, all additional PTO will be unpaid unless otherwise prohibited by law. PTO time may not be accumulated from one year to the next, nor will employees receive payment in lieu of PTO not taken. COMPANY HOLIDAYS All eligible employees receive a set number of paid company holidays. Management determines company holidays on an annual basis. The company holidays are announced in the fourth quarter. PUBLIC SERVICE Up to 16 hours of paid time off will be granted per calendar year for public service. You must present a letter verifying services performed to the payroll department.

12 LEAVE OF ABSENCE Eligibility: To qualify for leave of absence under this policy, the employee must meet ALL of the following conditions: 1. An employee’s own serious health condition that makes the employee unable to work 2. To care for the employee’s spouse or parent or for a child who is under the age of 18 with a serious health condition A serious health condition is defined as a condition which requires inpatient care at a hospital, hospice, residential medical care facility, or 24 hour a day home care. Morreale Real Estate Services, Inc. will require an employee to provide medical documentation of the serious health condition. Failure to do so will result in the leave of absence being denied. The employee will be eligible for up to 4 weeks of leave. The leave cannot be taken in less than weekly increments. All of employee’s PTO time will first be exhausted, then remainder of leave will be unpaid. Should an employee fail to return to work at the end of the leave, it will be assumed that the employee does not intend to return and employment may be terminated. Only one 4-week leave of absence may be used in any one 12 month period of time, starting on the date of the first leave of absence (fiscal year and not calendar year). It is important to note that Morreale Real Estate Services, Inc. may not be required to comply with FMLA. *FMLA Policy available upon request. MATERNITY LEAVE Maternity leave is available to all eligible employees who have been employed by Morreale Real Estate Services, Inc. for at least two years. This leave may also be given for the adoption of a newborn to all eligible employees. Maternity leave is a six-week paid leave of absence for the mother and a 2- week paid leave of absence for the father. Morreale Real Estate Services, Inc. will pay 75% of the employee’s current salary at the time of the birth or adoption. In exchange, the employee is expected to take phone calls from the office when needed. PTO is counted toward this leave and is not in addition to this leave.

13 STANDARDS OF CONDUCT Drug and Alcohol Use Morreale Real Estate Services, Inc. is committed to providing you with a drug-free work environment. It is our goal to protect the health and safety of all employees, ensure the security of Company information, promote a productive work place and protect the reputation of the Company and all employees. Smoking Policy Smoking must be outside of the buildings, 15 feet away from the front doors. Smoking breaks should be kept to a minimum throughout the day. Smoking breaks should be taken discreetly so others are not disturbed. Soliciting the company of other employees to take a break with you is discouraged. Technology All computer equipment (computers & printers) are intended for business purposes only. No personal software, programs, or app’s are allowed to be loaded on any machines without the approval of IT. Wi-Fi Wi-Fi in the offices are not intended for personal use. No personal devices are allowed to be connected to any company run Wi-Fi networks without the approval of IT. Anti-Corruption Compliance Morreale Real Estate Services, Inc. will not, and will cause MRES Personnel not to, directly or indirectly through a third-party intermediary, offer, pay, promise to pay, or authorize the giving of money or anything of value to (i) any Government Official for the purpose of inducing such Government Official to use his or her influence or position with the government or instrumentality thereof to affect of influence any act or decision of such government or instrumentality in order to assist in obtaining or retaining business for, directing business to, or securing an improper advantage to MRES or (ii) any other person with the intent to induce or reward improper performance of a relevant function or activity. The term “Government Official” includes any employee, agent or representative of a non-U.S. government, and any non-U.S. political party, party official or candidate. Government Official may also include royalty, non -U.S. legislators, representatives of non-U.S. state-owned enterprises, and employees of public international organizations (including but not limited to the United Nations, International Monetary Fund, World Bank and other international agencies and organizations), regardless of rank or position, and any individuals acting on behalf of a Government Official.

14 Cell Phone While on company business, in either a company car or a personal automobile, please refrain from using any cell phone. All individual city and/or state laws must be adhered to. Any citations issued as a result of a failure to follow such rules will be the employee’s responsibility. Employees are expected to make personal calls and/or send personal text messages, tweets or instant messages on non-work time, as it interferes with employee productivity and is distracting to others. Employees are expected to ensure that family members and friends are aware of this company policy. The company is not liable for the loss of personal cellular phones or other personal electronic equipment brought into the workplace. Social Media Any time you participate in social media, you are posting on your own behalf unless expressly requested by Morreale Real Estate Services, Inc. to post on the company’s behalf (i.e., social media, marketing employees). Any posts on social media or other online publishing should be made under your own name. MRES does not monitor individual’s social media accounts. Do not, under any circumstances, disclose any personal information about the company or its employees in your posts. Do not disclose confidential information about MRES, its practices, or any information meant to be shared only with fellow employees. Any rumors, slander, or confidential information shared via social media may have a significant negative impact on this company and its reputation. Disciplinary action, including termination, may be brought against the individual responsible for the publication of this information. Company Voicemail Voicemail must be changed everyday. The following message should be used: “Hi! This is (your name) at Morreale Real Estate Services. Today is (day of the week), (date) and I will be in the office until (time). Please leave your name, number and a brief message and I will return your call by the time I leave today. Should you require more immediate assistance, please press zero. Thanks and have a great day.” You must record an out of office message on your voice mail if you are absent or on vacation. Identify yourself, indicate that you are out of the office and supply the date of your return. Leave the name and phone number for a person who can help if the caller needs immediate assistance. Update your voice mail when you return. All voicemail messages must be returned same day by close of business.

15 Company Email Microsoft outlook “out of office” must be on when absent. The following message should be used: “I will be out of the office (insert date) through (last day absent) without access to email. I will return all messages on (date of return). If you need immediate assistance, please call 630-545- 5300. Thank you and have a great day.” All email messages must be returned same day by close of business. WORKPLACE VIOLENCE POLICY Morreale Real Estate Services, Inc. provides a safe workplace for all employees. To ensure a safe workplace and to reduce the risk of violence, all employees should review and understand all provisions of this workplace violence policy. Morreale Real Estate Services, Inc. wants it to be made clear that we consider our places of business to be a “safe haven” and if at any point an employee feels threatened, harassed, uncomfortable, etc. to immediately call 911. PROHIBITED CONDUCT We do not tolerate any type of workplace violence committed by or against employees. Employees are prohibited from making threats or engaging in violent activities. This list of behaviors, while not inclusive, provides examples of conduct that is prohibited: • Causing physical injury to another person; • Making threatening remarks; • Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress; • Intentionally damaging employer property or property of another employee; • Possession of a weapon while on company property or while on company business; • Committing acts motivated by, or related to, sexual harassment or domestic violence.

16 CONCEALED WEAPONS Employees may not, at any time while on any property owned, leased or controlled by any Morreale Company (Morreale Brady Malone & Cwik P.C., Global American Title, or Morreale Real Estate Services, Inc.), including anywhere that company business is conducted, such as customer locations, client locations, trade shows, restaurants, company event venues, and so forth, possess or use any weapon. Weapons include, but are not limited to, guns, knives or swords with blades over four inches in length, explosives, and any chemical whose purpose is to cause harm to another person. Regardless of whether an employee possesses a concealed-weapons permit or is allowed by law to possess a weapon, weapons are prohibited on any company property or in any location in which the employee represents the company for business purposes, including those listed above. Employees who violate the concealed weapons policy will be subject to disciplinary actions, up to and including employment termination. REPORTING PROCEDURES Any potentially dangerous situations must be reported immediately to the Chief Operations Officer. He will actively intervene at any indication of a possibly hostile or violent situation. If you feel you are in immediate danger, or someone who is not an employee of the company makes you feel unsafe or uncomfortable, immediately call 911. We want you to take a proactive stance. Please do not try and deal with the situation alone. If you feel that harm could come to you or a fellow employee, immediately call 911 and report the situation. After that has been done, please contact the Chief Operations Officer. DANGEROUS/EMERGENCY SITUATIONS Employees who confront or encounter an armed or dangerous person should not attempt to challenge or disarm the individual. Immediately call 911, and if a manager can be safely notified of the need for assistance without endangering the safety of the employee or others, such notice should be given. Managers will then help diffuse the situation if need be until the authorities arrive. If this situation should arise, stay calm until the authorities arrive. ENFORCEMENT Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated. Any employee determined to have committed such acts will be subject to disciplinary action, up to and including termination. Non-employees engaged in violent acts on the employer’s premises will be reported to the proper authorities and fully prosecuted.

17 CONFIDENTIALITY OF COMPANY INFORMATION As a general rule, all information about Morreale Real Estate Services, Inc. is confidential unless management tells you that it is public. Morreale Real Estate Services, Inc. operates in a highly competitive market and has a legitimate need to protect non-public information. Non public information can be information about Morreale Real Estate Services, Inc. or clients, client requirements, client lists, client contacts, Morreale Real Estate Services, Inc. employee lists, Morreale Real Estate Services, Inc. partner network, Morreale Real Estate Services, Inc. partner cost’s, documents, internal process flows, internal procedures, and forms that might be useful to Morreale Real Estate Services, Inc. competitors, or harmful to Morreale Real Estate Services, Inc., if disclosed. This includes sales and profit figures, financial reports, new product plans, marketing strategies, research and development ideas, and information relating to future business plans. Do not disclose non-public information to anyone outside of Morreale Real Estate Services, Inc. except as required by law. Although there is often a temptation to discuss Morreale Real Estate Services, Inc. with friends and family in a relaxed and informal setting, remember that these rules apply in all situations. Never use non-public information for personal gain. Keep non-public information physically secure, limit its access to those who have a need to know in order to do their job, and avoid discussing it in public areas. Be particularly careful to safeguard customer information. Disclosing such information may violate agreements we have with our clients, and can violate state and federal laws.

18 WHEN WE SHARE INFORMATION As part of our commitment to your privacy, certain policies have been established to protect your information when it is shared inside and outside the company. Employees of Morreale Real Estate Services, Inc. that are authorized to have access to employee information have received specific instruction in issues of information confidentiality, and their actions are covered in Morreale Real Estate Services, Inc. Employee Handbook. It is also necessary for information to be shared with outside organizations such as health-plan providers, governmental agencies, and other third-party vendors. In cases where confidential information might be shared, specific written agreements regarding confidentiality are enacted and monitored with any outside organization. In all other cases in which information might be shared with individuals or organizations that may not have specific policies or agreements in place, Morreale Real Estate Services, Inc. will obtain permission from any affected employee before releasing the information, unless law prescribes otherwise. EMPLOYEE PRIVACY POLICY All messages or calls, electronic, written, verbal, or otherwise, are Company records. Morreale Real Estate Services, Inc. reserves the right to monitor all telecommunication lines and electronic mail messages and to disclose communications for any purpose and without any prior notice. All companysupplied technology, including computer systems and company-related work records, belong to Morreale Real Estate Services, Inc. and not the employee. PRIVACY PROTECTION POLICY Morreale Real Estate Services, Inc. in the course of its business practice and, in some cases, as required by law, collects, uses, and maintains personal and confidential information about each employee. This information is used for many purposes, including: 1. Compliance with federal, state, or local laws 2. Determination of eligibility for employment 3. Determination of eligibility for employment benefits 4. Communication with employees regarding the company 5. Other company-sponsored programs (not employment-related) that rely on factors such as age, gender, geographic location, etc. (e.g., retirement-planning seminars). We respect the privacy of our employees and the confidentiality of personal information. At no time will confidential information be knowingly shared or disseminated to unauthorized parties. To attain this standard, Morreale Real Estate Services, Inc. has committed significant resources to ensuring the safety and confidentiality of our employees’ personal information.

19 DISCIPLINE All employees are expected to demonstrate good judgment, a sense of responsibility, and appropriate conduct at all times. All supervisors are responsible for the direction of work in their departments. They are relied upon to encourage any individual under their direct supervision to assume intended responsibilities. In the exercise of their responsibilities, supervisors may issue warnings, recommend that an employee be suspended or discharged, or otherwise take appropriate action as deemed necessary under the circumstances. COMPLAINTS/QUESTIONS It is the desire of Morreale Real Estate Services, Inc. to provide pleasant working conditions and to make work a rewarding experience. If a problem should arise which merits a complaint or if you have questions, then schedule a meeting with your supervisor to discuss your concerns. They will help with the problem or direct you to the person that can help you. If the matter cannot be resolved, we urge you to report the matter to the Chief Operations Officer. No employee will be threatened with discharge or reprisal for registering a complaint. SEPARATION Employment with Morreale Real Estate Services, Inc. is on an at-will basis and may be terminated by the company or employees at any time, with or without notice or cause. No supervisor or other management official, other than John C. Morreale or Aaron Raffel has any authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the foregoing, and such agreement must be in writing. Pay and Equipment upon Separation The company will determine if the terminating employee has any company equipment, keys, other company property or outstanding loans. All company property must be returned in good condition and all outstanding loans paid back. If any company property is returned broken or in an unacceptable condition, then Morreale Real Estate Services, Inc. may deduct from the final paycheck of an employee the cost of such item, if allowable by law. After a full accounting of debts and equipment is completed, a final paycheck will be issued to the employee no later than the next regularly scheduled pay period or as otherwise required by law. Employees will receive information concerning COBRA benefits in the mail.

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21 2022 ACKNOWLEDGEMENT My signature below indicates that I have received Morreale Real Estate Services, Inc. Employee Handbook and that I am aware of and understand the polices and standards outlined in it. I understand and acknowledge that my employment with Morreale Real Estate Services, Inc. is on an at-will basis and may be terminated by either Morreale Real Estate Services, Inc. or myself at any time, with or without notice or cause. I understand and agree that nothing contained on my application, conveyed during any interview, or anything included within this document establishes a contractual commitment between Morreale Real Estate Services, Inc. and me. I understand that no supervisor or other management official, other than John C. Morreale or Aaron Raffel in writing, has any authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the foregoing. I understand that the standards, policies, and procedures described herein are not conditions of employment. I also understand that Morreale Real Estate Services, Inc. reserves the right to modify, revoke, suspend, terminate, or change any or all such statements, policies, or procedures, in whole or in part, at any time, with or without notice. I acknowledge that if I do not understand the contents of this document, it is my responsibility to contact John C. Morreale or the Chief Operations Officer for an explanation. _______________________________ ___________________ Employee Name Date _______________________________ Employee Signature Cut here Cut here Sign, Detach and Return this page

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