The company provides paid vacation time to eligible non-union employees regularly scheduled to work 30 or more hours a week. Seasonal employees and interns are not eligible for vacation.

Vacation accrues each pay period and may be used by an employee as soon as it is earned, subject to advance supervisory approval. An employee may hold a maximum of two times the annual accrual in the vacation bank, shown on the table as the “Cap”. When the Cap is reached, the accrual will stop and not restart until the vacation has been taken.

Vacation hours earned will be pro-rated for eligible employees regularly scheduled to work a part-time schedule (at least 30 but less than 40 hours a week). The maximum vacation earned will be reduced in the same way.

Vacation Service Years	Per Pay Period Vacation Hours Earned	Annual Vacation Hours Earned	Maximum Vacation Allowed to Earn (Cap)
Vacation Service Years: 0 through 4	Per Pay Period Vacation Hours Earned: 3.08	Annual Vacation Hours Earned: 80	Maximum Vacation Allowed to Earn (Cap): 160
Vacation Service Years: 5 through 11	Per Pay Period Vacation Hours Earned: 4.62	Annual Vacation Hours Earned: 120	Maximum Vacation Allowed to Earn (Cap): 240
Vacation Service Years: 12 through 19	Per Pay Period Vacation Hours Earned: 6.16	Annual Vacation Hours Earned: 160	Maximum Vacation Allowed to Earn (Cap): 320
Vacation Service Years: 20 +	Per Pay Period Vacation Hours Earned: 7.70	Annual Vacation Hours Earned: 200	Maximum Vacation Allowed to Earn (Cap): 400

Union Vacation

Employees covered by the provisions of a collective bargaining agreement earn vacation as provided by their respective collective bargaining agreement. Regular employees regularly scheduled to work 30 or more hours per week are eligible to earn vacation. Vacation accrues each pay period and may be used by an employee as soon as it is earned, subject to advance supervisory approval. An employee may hold a maximum of two times the annual accrual in the vacation bank, shown on the table as the “Cap”. When the Cap is reached, the accrual will stop and not restart until the vacation has been taken.

Vacation Service Years	Per Pay Period Vacation Hours Earned	Annual Vacation Hours Earned	Maximum Vacation Allowed to Earn (Cap)
Vacation Service Years:0 through 4	Per Pay Period Vacation Hours Earned: 3.08	Annual Vacation Hours Earned: 80	Maximum Vacation Allowed to Earn (Cap): 160
Vacation Service Years:5 through 11	Per Pay Period Vacation Hours Earned: 4.62	Annual Vacation Hours Earned: 120	Maximum Vacation Allowed to Earn (Cap): 240
Vacation Service Years:12 through 19	Per Pay Period Vacation Hours Earned: 6.16	Annual Vacation Hours Earned: 160	Maximum Vacation Allowed to Earn (Cap): 320
Vacation Service Years:20 +	Per Pay Period Vacation Hours Earned: 7.70	Annual Vacation Hours Earned: 200	Maximum Vacation Allowed to Earn (Cap): 400

Employees covered by a collective bargaining agreement may elect to receive payment of vacation they have already earned, even if they do not take a day off work, if requested in advance as provided under the provisions of their respective bargaining agreement.

Non-Union Employee Holidays

Active non-union employees who are regularly scheduled 30 or more hours a week are eligible for paid holidays. Intern employees are not eligible for paid holidays.

The company designates nine holidays in a calendar year. The designated holidays are: New Year's Day, Martin Luther King Jr Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve and Christmas Day. The actual date the holiday is recognized is determined by the company.

Eligible employees may qualify for up to two paid floating holidays per calendar year. Floating holidays are taken on a date of the employee’s choice, subject to advance notice and supervisor approval. New hires and re-hires will be granted floating holidays in their year of hire or re-hire on a pro-rated basis based on their hire date per the table below.

Hired	Floating Holidays Granted
Hired: January 1 - June 30	Floating Holidays Granted: 2
Hired: July 1 - September 30	Floating Holidays Granted: 1
Hired: October 1 - December 31	Floating Holidays Granted: 0

Holiday pay is calculated based on the hours the eligible employee is normally scheduled to work. Part-time eligible employees are paid holiday hours reflecting the number of hours regularly scheduled to be worked compared to a 40-hour workweek. Eligible employees who are on an approved alternate shift, such as working 10 hours a day, 4 days per week will receive holiday pay for the number of straight-time hours of their regular work schedule.

Union Employee Holidays

Employees covered by the provisions of a collective bargaining unit who are in active status for 90 days are eligible for paid holidays.

The company designates nine holidays in a calendar year. The designated holidays are: New Year's Day, Martin Luther King Jr Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve and Christmas Day. The actual date the holiday is recognized is determined by the company.

Eligible employees may qualify for up to two paid floating holidays per calendar year. Floating holidays are taken on a date of the employee’s choice, subject to advance notice and supervisor approval. New hires and re-hires will be granted floating holidays in their year of hire or re-hire on a pro-rated basis based on their hire date and may take them after 90 days of employment.

Hired	Floating Holidays Granted
Hired: January 1 - June 30	Floating Holidays Granted: 2
Hired: July 1 - September 30	Floating Holidays Granted: 1
Hired: October 1 - December 31	Floating Holidays Granted: 0

Holiday pay is calculated based on the hours the eligible employee is normally scheduled to work. Eligible employees who are on an approved alternate shift, such as working 10 hours a day, 4 days per week will receive holiday pay for the number of straight-time hours of their regular work schedule.

Non-Union Employee Paid Sick Leave

The company provides paid sick leave to eligible non-union regular employees regularly scheduled 30 or more hours per week per the table shown below, as mandated by law or regulation to attend to the employee's own health care, including preventive care, or to care for eligible family members. Regular employees may use paid sick leave when it is credited, with no wait period. See the separate section below for information about paid sick leave for Oregon seasonal employees, interns and California employees regularly scheduled to work less than 30 hours per week. Green Diamond’s sick leave policy is intended to comply with the Seattle Sick and Safe Time ordinance, and California, Oregon and Washington paid sick leave laws.

Sick leave earned will be pro-rated for eligible employees regularly scheduled to work a part-time schedule (at least 30 but less than 40 hours a week). At no time will a part-time employee's credited sick time fall below one hour earned for every 30 hours worked.

Per Pay Period Sick Hours Earned	Annual Sick Hours Earned	Sick Leave Maximum Balance
Per Pay Period Sick Hours Earned: 3.08	Annual Sick Hours Earned: 80	Sick Leave Maximum Balance : 1,040

Paid Sick Leave for Oregon seasonal employees, interns and California employees regularly scheduled to work less than 30 hours per week:

California interns, temporary employees and those regularly scheduled to work less than 30 hours per week (part time employees) will be granted 24 hours of sick leave on July 1 of each year. The maximum sick leave that a California intern, temporary employee or part-time employee can have in their sick leave bank is 24 hours. Sick leave does not carry over from year to year. Accrued sick time may be taken beginning on the 90th day of employment.

Oregon seasonals, interns and temporary employees accrue sick leave at the rate of 1 hour per 30 hours worked. Sick leave is available at the end of the pay period in which it is earned.

Washington seasonals, interns and temporary employees accrue sick leave at the rate of .025 per hour worked. Sick leave is available at the end of the pay period in which it is earned.

Union Employee Paid Sick Leave

The company provides paid sick leave to eligible employees as mandated by law or regulation in the state in which they work and as defined in the respective collective bargaining agreement.

Employees located in Washington covered by a collective bargaining agreement will be credited with one (1) hour of sick leave for every 40 hours worked. Sick leave may be used beginning on the 90th calendar day of employment. Employees are allowed to roll over 1,040 hours of unused credited sick leave from one year to the next.

Employees located in California covered by a collective bargaining agreement who work 30 or more hours per week will be credited with paid sick leave at a rate of 1.54 hours per pay period. Sick leave may be used beginning on the 90th calendar day of employment. Unused credited sick leave of up to 1,040 hours rolls over from one year to the next.

Non-Union Employee Bereavement Leave

Non-union employees are eligible to take 3 days paid and 2 additional unpaid days for bereavement leave following the death of an immediate family member.

Bereavement leave pay is calculated based on the hours the eligible employee is normally scheduled to work.

Part-time eligible employees are paid bereavement leave hours reflecting the number of hours regularly scheduled to be worked compared to a 40-hour workweek. Eligible employees who are on an approved alternate shift such as working 10 hours a day, 4 days per week will receive bereavement leave pay for the number of straight-time hours of their regular work schedule.

Union Employee Bereavement Leave

Employees covered by a collective bargaining agreement are eligible to take 3 days of paid bereavement leave following the death of an immediate family member.

Non-Union Employee Jury Duty

Regular and temporary non-union employees (on the company’s payroll) who are scheduled to work at least 30 hours a week for a period of employment expected to last for at least 12 months will be granted a paid leave of absence for the full period of jury duty if notified to serve. Seasonal employees and interns are not eligible for paid jury duty.

Part-time, non-union, eligible employees will receive jury duty pay pro-rated to reflect the number of weekly hours regularly scheduled to be worked compared to a 40-hour, full-time workweek. Eligible employees who are on an approved alternate shift such as working 10 hours a day, 4 days per week will receive jury duty pay for the number of straight-time hours of their regular work schedule.

Union Employee Jury Duty

Regular employees covered by the provisions of a collective bargaining agreement will be granted a paid leave of absence for the full period of jury duty if notified to serve on a jury or to comply with a court subpoena. Employees will receive their straight time base pay for each regularly scheduled workday for the duration of the service.

Non-Union Employee Paid Parental and Family Care Leave

After 90 days of employment, eligible non-union employees scheduled to work at least 30 hours per week will have six weeks of weekly base pay as paid Parental Leave per 12-month rolling period. To qualify, the employee must have either given birth to a child, be the biological parent of a newborn child, be the spouse or domestic partner of a person who has given birth to a child or have recently adopted a child or been placed with a foster child. The leave must be taken within 12 months of the birth or placement of the child. In states that provide state family leave wages, employees are expected to apply for the state benefits, and the company’s benefit will be coordinated to provide only up to 100% wage replacement.

Seasonal employees and interns are not eligible for paid parental leave.

Part-time, eligible, non-union employees will receive paid parental leave, pro-rated to reflect the number of weekly hours regularly scheduled to be worked compared to a 40-hour, full-time workweek. Eligible employees who are on an approved alternate shift such as working 10 hours a day, 4 days per week will receive paid parental leave for the number of straight-time hours of their regular work schedule.

After 90 days of employment, regular non-union employees scheduled to work 30 or more hours per week who have exhausted all other company paid time off or state benefits will have 5 days of base pay as Paid Family Care leave per rolling 12-month period. In states that provide state family leave wages, eligible employees are expected to apply for the state benefits, and the company’s benefit will be coordinated to provide only up to 100% wage replacement.

Seasonal employees and interns are not eligible for paid family care leave.

Part-time employees will receive family care leave pro-rated to reflect the number of weekly hours regularly scheduled to be worked compared to a 40-hour, full-time workweek. Eligible employees who are on an approved alternate shift such as working 10 hours a day, 4 days per week will receive family care leave for the number of straight-time hours of their regular work schedule.

Union Employees are not provided paid parental or family care leave under the provisions of their respective collective bargaining agreement.

Non-Union Employee Volunteer Paid Time-Off

Effective January 1, 2023, after 90 days of employment, non-union employees regularly scheduled to work 30 or more hours per week will be able to take one regular scheduled workday of volunteer paid time off each calendar year. Seasonal and temporary employees are not eligible for volunteer paid time off.

Part-time, eligible, non-union employees are paid volunteer hours reflecting the number of hours regularly scheduled to be worked compared to a 40-hour workweek. Eligible employees who are on an approved alternate shift such as working 10 hours a day, 4 days per week will receive volunteer pay for the number of straight-time hours of their regular work schedule.

Union Employees are not provided volunteer paid time off under the provisions of their respective collective bargaining agreements.

Non-Union Employee Health and Income Protection

• Healthcare: We offer comprehensive medical, dental and vision insurance plans—subsidizing a portion of the employee's premium costs and the premium costs for an employee's spouse and dependent children.
• Flexible Spending Accounts: These accounts allow employees to pay for qualified health and daycare expenses with tax-free dollars.
• Health Savings Account (HSA): We make a generous contribution to those employees enrolling in our high-deductible medical plan. HSA allows employees to pay for certain health-related expenses with tax-free dollars.
• Income-Protection Benefits: The company pays for employee life insurance and accidental death & disability benefits of two times base pay to a maximum of $500,000. Eligible non-union employees who are unable to work due to their own disability may be eligible for up to 26 weeks of Short-Term Disability benefits. The first six weeks of Short-Term Disability are 100% of regular weekly base pay, with the remaining period of disability paid at 60% of regular weekly base pay up to $2,300. Short-Term Disability benefits are subject to a 7-day waiting period, must be applied for, are subject to approval, will be paid only for the period of disability and will be reduced by certain other pay issued for the same period of time.
  
  Eligible non-union employees who are unable to work due to their own disability that lasts six months may be eligible for Long-Term Disability benefits. Long-Term Disability benefits are 60% of monthly base earnings up to a maximum of $10,000 per month. Long-Term Disability benefits must be applied for, are subject to approval, will be paid only for the period of disability and will be reduced by certain other pay issued for the same period of time. Maximum benefit duration is determined by the age of the employee at the time benefits are approved.
  
  There is a 12-month waiting period for pre-existing conditions treated within 3 months of the effective date of short- and long-term disability coverage.

*This link leads to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators and application developers to more easily access and analyze data related to Green Diamond sponsored medical benefits for eligible non-union employees.

Union Employee Health and Income Protection

Union-represented employees covered by a collective bargaining agreement are offered:

• Healthcare: Union employees may enroll themselves, their spouse and dependents in Nelson Trust benefits, which provides medical, prescription, dental and vision insurance coverage.
• Income Protection Benefits: Union employees who enroll in the Nelson Trust have life and accidental death and dismemberment insurance, as well as accident and sickness indemnity coverage.

Information about all Nelson Trust benefits can be found in the Summary Plan Description in the documents section of the Nelson Trust administrator’s website: https://www.ourbenefitoffice.com/nelson/benefits/.

The following benefits are available to all Green Diamond employees, both non-union and union.

• Employee Assistance Program (EAP): Employees and their families may receive reliable, confidential services and/or referrals to help them manage personal life challenges. In addition to the traditional EAP services of family, relationship, emotional, behavioral, mental health and chemical dependency counseling, we also offer:
  • Legal consultations and referrals
  • Financial services counseling
  • Consultations for identity theft resolution
  • Childcare services and eldercare services
• Tobacco Cessation: We provide employees and their spouses with access to a free Tobacco Cessation Program to support those who want to quit using tobacco products.
• Wellness Subsidy: We reimburse fees, up to a maximum cost, to encourage employees and their families to participate in an ongoing, proactive physical fitness, wellness and/or weight management programs.

The following benefits are available to all Green Diamond employees, both non-union and union.

• 401(k) Retirement Plan: Employees are eligible to participate immediately upon hire and begin taking advantage of our generous company match and profit-sharing contribution. Employees are fully vested in both employee and employer contributions from their first day of employment.
• Incentive Pay:
  • Annual Bonus Plan: Most full-time, regular employees are eligible for consideration in our annual bonus plan.
  • Spot Bonuses and Awards: We may reward individual employees on the spot or through companywide award programs for achievements deserving special recognition.
  • Employee Referral Bonus: We offer referral bonuses of up to $750 to employees who refer others for employment at Green Diamond who are subsequently hired.

• Public Transportation Subsidy (Seattle): We provide a generous subsidy toward the cost of public transportation (including buses, ferries, trains, cars and vanpools) for eligible employees.
• Reimbursement for Work-Related Field Clothing and Personal Protective Equipment.
• Tuition Reimbursement: For approved work-related programs.
• Mark E. Reed Scholarship Program: This program awards scholarships of $3,000 each to deserving students attending high schools and colleges in our operating communities. Eligible applicants include employees, their spouses, their children and their residents. Learn more about our scholarship program.
• Service Milestone Awards.
• Educational Matching Gifts: For secondary schools, colleges and universities, up to $500.
• IMPACT Giving: Funds available through the Fidelity Workplace Giving portal to match employee cash donations to verified 501(c)3 organizations for up to $3,000 per individual on a first-come, first-serve basis until the allotted $200,000 is spent.
• Cell Phone Reimbursement: Based on role and business usage of device.