TERMINATION POLICY

1888 Mills, LLC is an “at-will” employer with no contractual employment rights either
expressive or implied. Therefore, employment at 1888 Mills is for no definite period of time and
may be terminated at will by either the employee or 1888 Mills at any time, with or without
reason or advance notice. 1888 Mills is also not bound by any oral promises concerning length
of employment.

While individual situations will vary, the following procedures will generally apply for each
given situation. Human Resources must be notified as soon as possible to accommodate for
payroll adjustments.

Voluntary Resignation

Employees who wish to terminate their employment with 1888 Mills are encouraged to notify
their manager in writing at least two weeks in advance of their intended termination date. This
will allow for sufficient time to determine final paychecks that may include any unused vacation
time. All equipment, tools and other property furnished by the 1888 Mills must be returned upon
request or on the day of terminating employment.

Human Resources will meet with the individual to explain the termination of benefits including
COBRA procedures. Benefits will cease on the last day of employment, however, COBRA
benefits, if elected, will begin immediately so as not to incur any lapse in coverage.

Retirement

1888 Mills allows for choices about how and when to retire. Recognizing that not all employees
will wish to retire at the same age, there is not a mandatory retirement age. Appropriate timing
will be agreed upon between the individual employee and the company. In order to effectively
meet business requirements, employees are encouraged to provide a 60-day advance notice,
when possible.

This will allow for sufficient time to determine final paychecks that may include any unused
vacation time and one (1) week per year of employment as a retirement package, with a
maximum of six (6) weeks total. An employee of good standing and who has been with the
company for at least 10 years may be granted their full bonus potential for the closest quarter of
employed. As appropriate, a small personalized gift may be given in an amount not to exceed
$150.00.

Any payouts of 401K benefits will be dependent upon the rules and regulations of the plan and is
solely the responsibility of the retiring employee. Upon retirement, all other benefits (health,
life, etc.) will cease, as employee will no longer be eligible under the plans. However, COBRA
benefits, if elected, will begin immediately so as not to incur any lapse in coverage.
Involuntary Termination

An employee whose termination is initiated by a management decision will be asked to leave the
same day. The Corrective Action Policy includes causes for immediate termination. Since each
case will have different circumstances, documentation will be included in the employees file
including any severance agreement and appropriate exit interview. All equipment, tools and
other property furnished by the 1888 Mills must be returned upon request or on the day of
terminating employment.

A representative from IT will lock out computer access if applicable, and employees will be
given an exit interview by HR if possible. At that time, Human Resources will inform the
employee of any remaining benefits and explain COBRA eligibility. Benefits will cease on the
last day of employment, however, COBRA benefits, if elected, will begin immediately so as not
to incur any lapse in coverage.

The following will be needed for an involuntary termination that does not fall under the
Corrective Action Policy for immediate termination.
 All documentation must be reviewed by the manager, executive manager and human
resources. This would include any performance evaluations, disciplinary write ups (both
verbal and written) and any other relevant documents such as severance package or
benefits information.
 Date of termination will be set so that paychecks can be taken care of and IT can be
alerted for system access shut down.
 At the termination, the manager and human resources must be physically present.
Human resources will remain with the employee until they exit the building.

Employment References

Employment references are handled through Human Resources. It is the policy of 1888 Mills to
provide confirmation of employment dates, position/title and rehire eligibility. Provided that the
employee has left in good standing, an eligibility of “rehire” will be provided. References will
only be provided upon request. Personal references will not be given by Human Resources
unless requested by the employee. Any employee of 1888 Mills who chooses to provide
personal references for another employee does so without liability to 1888 Mills, and it would be
based on their personal professional relationship, and not as a representative of 1888 Mills, LLC.