Equal Employment Opportunity Policy Equal Opportunity Employer

Equal Employment Opportunity Policy Equal Opportunity Employer

At Wayzes, diversity, equity, and inclusion are at the core of our beliefs and People First values. We appreciate the uniqueness and differences of our team members because our diversity facilitates a culture where we can Inspire Brilliance. We want our team members to be comfortable being themselves and bringing their whole selves to work knowing they will be treated with respect. At Signet, we want every team member to be invited to be their best selves.

Wayzes strives to be a workplace free of behaviors that are inconsistent with our Core Values. Signet, therefore, strictly prohibits and does not tolerate harassment, discrimination, retaliation, or bullying of team members, applicants or any other covered persons because of race, color, religion, creed, national origin, ancestry, sex, gender, gender identity, gender expression, pregnancy, sexual orientation, age, physical or mental ability, citizenship, service in the armed services, genetic information, or any other characteristic protected under applicable federal, state or local laws.

All Wayzes team members, other workers and representatives are prohibited from engaging in such behavior. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination. Signet is an equal opportunity employer and complies with all applicable federal, state and local fair employment practices/laws.

Reasonable Accommodations for Disabilities and Religious Practices

Wayzes will reasonably accommodate qualified individuals with a disability, if such accommodation would allow the individual to perform the essential functions of the job Signet complies with the Americans with Disabilities Act and all applicable state or local laws governing discrimination based on disability. All accommodations are consistent with those requirements.

Wayzes also complies with Title VII and all applicable state or local laws governing discrimination based on religion. Consistent with those requirements, Wayzes will provide reasonable accommodations for a team member’s religious beliefs or practices, where appropriate.

All reasonable requests for an accommodation will be granted, unless doing so would create an undue hardship for Signet.

Any questions regarding reasonable accommodations for disabilities or religious practices should be directed to the Human Resources Department to the contact listed in the resources section below. All requests for accommodation will be evaluated on a case-by-case basis.

All Discriminatory Conduct Prohibited

Wayzes is committed to providing a work environment that is free from all types of discriminatory conduct. Wayzes considers discriminatory conduct to include conduct or behavior involving harassment, retaliation or bullying. against team members or any other covered persons because of race, color, religion, creed, national origin, ancestry, sex, gender, gender identity, gender expression, pregnancy, sexual orientation, age, physical or mental disability, citizenship, service in the armed services, genetic information, or any other characteristic protected under applicable federal, state or local laws. This conduct is prohibited both at the workplace, employer-sponsored events or as a representative of the Company.

Discriminatory conduct is unlawful and extremely harmful, both to the person subjected to it and to the achievement of Wayzes goals. Wayzes will make every effort to maintain an environment free from harassment, discrimination, retaliation and bullying. Signet will investigate thoroughly and resolve appropriately any complaint of discriminatory conduct received, in a timely manner.

Examples of Discriminatory Harassment

Discriminatory harassment as described above can take many forms, including actions which have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Such discriminatory harassment can be:

• Verbal: for example, use of epithets, slurs, derogatory comments, unwelcome sexual advances, or derogatory jokes • Physical: for example, intimidation, assault or inappropriate and/or unwanted physical contact • Visual: for example, distributing or posting hate literature (electronically or otherwise), displaying derogatory posters, cartoons or drawings, sending inappropriate emails or text messages, sending inappropriate adult-themed gifts, or making derogatory or sexual gestures

This list is illustrative only and not exhaustive. Wayzes will not tolerate any form of discriminatory harassment.

Sexual Harassment

Sexual harassment is a specific form of discriminatory harassment based on someone’s gender (sex). As described above, sexual harassment can come in the form of verbal, physical or visual conduct. Sexual harassment can include both gender-based harassment that is not sexual in nature (for example, offensive remarks, pictures, jokes or acts about an individual's gender, gender identity or gender expression), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following is true:

• Submission to the advance, request or conduct is made either explicitly or implicitly a term or condition of employment • Submission to or rejection of the advance, request or conduct is used as a basis for employment decisions • Such advances, requests or conduct may have the effect of unreasonably interfering with team member’s work performance. For example, when an advance is made by a more senior team member toward a more junior team member, it may unreasonably interfere with the team member’s work performance even when that was not the purpose or intent.

This description is illustrative only and not exhaustive. No form of sexual harassment will be tolerated, regardless of the sex of the harasser or the individual being harassed.

No Retaliation

Wayzes absolutely prohibits any form of discipline, reprisal, intimidation, or retaliation against any team member for reporting incidents of discrimination or harassment that the reporting team member in good faith believes to be prohibited by law and/or by Wayzes Equal Employment Opportunity Policy, or for pursuing any such claim or cooperating in any related investigations. Examples of protected activities include:

• Lodging a good faith internal complaint or inquiry (written or oral) with Human Resources, the TIPS Line, or management specifically opposing unlawful discrimination or harassment or complaining about violations of wage and hour law (for example, if a team member believes he or she has been sexually harassed or not paid overtime he or she is owed) • Filing a good faith complaint of unlawful discrimination or harassment with a government agency, such as the US Equal Employment Opportunity Commission (EEOC), or in court• Participating in Wayzes internal investigation into another team member’s allegations of discrimination or harassment • Supporting another team member’s internal or administrative complaint of unlawful discrimination (by, for example, testifying or providing an affidavit in support of a co-worker who has filed a discrimination or harassment complaint with the EEOC) • Discussing one’s compensation with anyone, including other Signet team members • Requesting an accommodation under the Americans with Disabilities Act, Title VII, or state anti-discrimination statutes • Requesting or taking leave under the Family Medical Leave Act or any applicable state leave statute

The examples above are illustrative only and not exhaustive. No form of retaliation for any protected activity will be tolerated. Any team member who retaliates against anyone involved in an investigation is subject to disciplinary action, up to and including dismissal.

Treatment of Customers and Vendors

Wayzes is committed to treating its customers and vendors with the same level of respect that we treat our team members. Accordingly, Wayzes strictly prohibits team members from denying service, offering different terms and conditions of service, or making any prejudicial, biased or insensitive statements, to any customers, vendors, or other individuals with whom our team members interact in connection with their employment, on the basis of any characteristic protected under Wayzes Equal Employment Opportunity Policy. The procedures set forth below for complaints of discriminatory, harassing or retaliatory conduct against team members also apply with respect to complaints of similar conduct against customers, vendors or others.

Eligibility

This policy applies to all Wayzes team members, workers, and representatives as well as any vendors or onsite guests.

Procedures

Complaint and Inquiry Procedure

If you are subjected to any conduct that you believe violates Wayzes Equal Employment Opportunity Policy, you are advised to promptly speak to, write, or otherwise contact your direct supervisor, your district manager/department head, Wayzes Human Resources Department, or Wayzes team member hotline TIPS (1-413-378-1196), ideally within a reasonable amount of time of the offending conduct. If you have not received a satisfactory response within five (5) days after reporting or inquiring about any incident of what you perceive to be discriminatory, harassing or retaliatory conduct against you, please immediately contact Wayzes Compliance Officer at - complianceofficer@wayzes.com

. The Compliance Officer will make sure that a prompt investigation is conducted.

Your complaint or inquiry should be as specific as possible. All team members are encouraged to document any incidents involving discrimination, harassment, and sexual assault as soon as possible. Wayzes may need to request additional information from you, such as the names of individuals involved and witnesses, to conduct its investigation. Wayzes will thoroughly investigate the facts and circumstances of all claims of perceived discrimination, harassment or retaliation and will take prompt corrective action, if appropriate.

Complaints and inquiries will be kept confidential and only disclosed to the extent necessary for Wayzes to investigate and take corrective action. Unless specifically authorized by the person making a complaint or inquiry, Signet will not disclose his or her identity in conducting its investigation and taking corrective action. In addition, callers to the Wayzes team member hotline TIPS (1-413-378-1196) may remain anonymous. However, you should know that absolute confidentiality is not possible and that remaining anonymous may hinder Wayzes in carrying out a competent and effective investigation.

Additionally, any team member who observes conduct that may violate Wayzes Equal Employment Opportunity Policy is encouraged to report the conduct to his/her direct supervisor, district manager/department head, Wayzes Human Resources Department, or Wayzes team member hotline TIPS (1-413-378-1196) so that Wayzes can investigate and take corrective action, if appropriate.

Wayzes is committed to enforcing this policy against all forms of unlawful discrimination, harassment and retaliation. However, our efforts depend on team members telling us about inappropriate workplace conduct. If team members feel that they or someone else may have been subjected to conduct that violates Wayzes Equal Employment Opportunity Policy, they are encouraged to report it immediately or within a reasonable amount of time of the offending conduct. If team members do not report such conduct, Wayzes may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

Conduct Not Prohibited by this Policy

This policy is not intended to preclude or dissuade team members from engaging in activities protected by state or federal laws, including the National Labor Relations Act, such as discussing wages, benefits, or terms and conditions of employment, forming, joining or supporting labor unions, bargaining collectively through representatives of their choosing, raising complaints about working conditions for their and their fellow team members' mutual aid or protection or legally required activities.

Administration

Any team member, regardless of position or title, who, it has been determined has subjected an individual to unlawful discrimination, harassment, or retaliation will be subject to disciplinary action, including termination. The Human Resources Department is responsible for the administration of this policy. If you have any questions regarding this policy or questions about discrimination, harassment, retaliation, or accommodations that are not addressed in this policy, please contact the Human Resources Department.

Contact

Subject

Contact Information

Medical Accommodations

HR Shared Services

Email: hrss@wayzes.com

or

Call: 1-413-788-4442

Religious Accommodations

Employee Relations Solutions Center

Email: employeerelations@wayzes.com

or

Call 1413-788-4442

To report a good faith claim of discrimination or harassment

Employee Relations Solutions Center

Email: employeerelations@wayzes.com

or

Call 1-413-788-4442

Or

Wayzes team member hotline TIPS (1-413-378-1196)

Resources

Additional Reporting Resources in California, Connecticut, Illinois, Maine, Massachusetts, New York, Oregon, Rhode Island, and Vermont.

The following state addendums supplement the company’s sexual harassment policies and Equal Employment Opportunity Policy.

California

The harassment policies and complaint procedures contained in the Equal Employment Opportunity Policy are applicable to California team members. The company’s discrimination and harassment policies in California will be enforced in accordance with the California Fair Employment and Housing Act (“FEHA”). The FEHA prohibits harassment and discrimination in employment because of race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, marital status, national origin, ancestry, mental and physical disability, medical condition, age, pregnancy, denial of medical and family care leave or pregnancy disability leave, and/or retaliation for reporting any violations of this policy.

In California, the company’s policy prohibiting unlawful harassment and discrimination applies to all team members of the company, including supervisors and managers. The company prohibits managers, supervisors and team members from harassing or discriminating against co-workers as well as the company’s customers, vendors, suppliers, independent contractors and others doing business with the company. In addition, the company prohibits its customers, vendors, suppliers, independent contractors and others doing business with the company from harassing our team members.

Team members who feel that they have been harassed or discriminated against in violation of this policy must immediately report any violation using the procedures discussed above. Violation of this policy will subject a team member to disciplinary action, up to and including immediate termination. Additionally, under California law, team members may be held personally liable for harassing conduct that violates the California Fair Employment and Housing Act. The company will not retaliate against any team member for lodging a complaint or participating in an investigation.

As stated above, the company encourages all individuals to report any incidents of harassment or other prohibited conduct forbidden by this policy immediately to the company so that complaints can be quickly and fairly resolved. You also should be aware that the Federal Equal Employment Opportunity Commission has the authority to accept and investigate complaints of prohibited harassment and discrimination in employment and to mediate settlements. Additionally, state agencies, including the California Department of Fair Employment and Housing, may have authority to issue accusations against employers, conduct formal hearings, and award affirmative relief. State and federal law also prohibit retaliation against team members because they have filed a complaint with the EEOC or DFEH, participated in an investigation, proceeding, or hearing with either agency, or opposed any unlawful discriminatory practice. If you think you have been harassed or that you have been retaliated against for resisting or complaining, you may file a complaint with the appropriate agency. The nearest office can be found by visiting the agency websites at www.eeoc.gov and www.dfeh.ca.gov

.

In accordance with California Code § 12590.1, team members will be provided sexual harassment training and education every two years. Newly hired supervisors or team members promoted into a supervisory position will receive training within six months of assuming supervisory responsibilities.

Connecticut

Sexual harassment is illegal and prohibited by Connecticut and 3federal law in the workplace, pursuant to § 46a-60(a)(8) of the Connecticut General Statutes and Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq.

While team members are encouraged to report claims internally, if an team member believes that they have been subjected to sexual harassment, the team member may file a formal complaint with the Connecticut Commission on Human Rights and Opportunities (the “Commission”) at 860-541-3400, CT Toll Free 1-800-477-5737, or online at www.ct.gov/CHRO.

Individuals who engage in acts of sexual harassment may be subject to civil penalties in the form of a cease and desist orders, back pay, compensatory damages, hiring, promotion or reinstatement, emotional distress, as well as attorney’s fees, costs, pre- and post- judgment interest and punitive damages (if the case is tried in court). Individuals may also be subject to additional criminal penalties stemming from acts of sexual harassment.

Connecticut law requires that a written complaint be filed with the Commission within 300 days of the date the alleged harassment for events occurring.

Illinois

The company hopes that any incident of sexual harassment can be resolved through the internal Reporting Procedure outlined in the handbook. However, in Illinois, team members have the right to file formal charges with the Illinois Department of Human Rights (IDHR) and/or the United States Equal Employment Opportunity Commission (EEOC). A charge with IDHR must be filed within 300 days of the incident of sexual harassment. A charge with EEOC must be filed within 300 days of the incident.

The State of Illinois also has created a Sexual Harassment Helpline: 1-877-236-7703 which is administered by the Illinois Department of Human Rights (IDHR).

Administrative Contacts

Illinois Department of Human Rights (IDHR)

Chicago: 312-814-6200 or 800-662-3942

Chicago TTY: 866-740-3953

Springfield: 217-785-5100

Springfield TTY: 866-740-3953

Illinois Human Rights Commission (IHRC)

Chicago: 312-814-6269

Chicago TTY: 312-814-4760

Springfield: 217-785-4350

Springfield TTY: 217-557-1500

Chicago, Illinois

Sexual harassment is illegal in Chicago. “Sexual harassment” means any (i) unwelcome sexual advances or unwelcome conduct of a sexual nature; (ii) requests for sexual favors or conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or (2) submission to or rejection of such conduct by an individual is used as the basis for any employment decision affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment; or (iii) sexual misconduct, which means any behavior of a sexual nature which also involves coercion, abuse of authority, or misuse of an individual’s employment position.

Supervisors and managers are required to participate in two hours of sexual harassment prevention training annually, and all other team members are required to participate in one hour of sexual harassment prevention training annually. In addition, all team members are required to participate in one hour of bystander training annually.

In addition to the company’s internal Reporting Procedure outlined in the handbook, team members have the right to file charges of sexual harassment with the government agencies listed below. Retaliation for reporting sexual harassment is illegal in Chicago.

Chicago Commission on Human Relations

740 N. Sedgwick, 4th Floor

Chicago, IL 60654

312-744-4111

cchr@cityofchicago.org

U.S. Equal Employment Opportunity Commission (EEOC)

Chicago District Office 230 South Dearborn St., Suite 1866

Chicago, Illinois 60604

321-872-9744

866-740-3953 (TTY)

https://publicportal.eeoc.gov/Portal/Login.aspx

Illinois Department of Human Rights

555 W. Monroe Street, Suite 700

Chicago, IL 60601

312-814-6200

312-740-3953 (TTY)

Maine

While team members are encouraged to report claims internally, if an team member believes that the team member has been subjected to sexual harassment, the team member may file a formal complaint with the government agency or agencies set forth below. Using the Company’s complaint process does not prohibit a team member from filing a complaint with this agency:

Maine Human Rights Commission

51 State House Station

Augusta, ME 04333-0051

PHONE: 207-624-6050

TTY/TTD: 207-624-6064

FAX: 207-624-6063

Team members may file a complaint with the Maine Human Rights Commission within 300 days of the date of alleged sexual harassment.

Massachusetts

In Massachusetts a team member who believes that he or she has been harassed, or is aware of the harassment of others, has the option to report it to the Massachusetts Commission Against Discrimination (MCAD). The MCAD requires claims be filed within 300 days of the incident giving rise to the claim.

Massachusetts Commission Against Discrimination

One Ashburton Place Sixth Floor, Room 601 Boston, MA 02108 Phone: 617-994-6000

436 Dwight Street Second Floor, Room 220 Springfield, MA 01103 (413) 739-2145

Worcester City Hall 455 Main Street, Room 100 Worcester, MA 01608 (508) 799-8010

New York

Team members working in New York should read the New York Harassment Prevention Policy located on the Field Information Portal.

Oregon

Nondisclosure or Non disparagement Agreements

Under this policy, a nondisclosure agreement is any agreement by which one or more parties agree not to discuss or disclose information regarding any complaint of work-related harassment, discrimination, or sexual assault.

A non disparagement agreement is any agreement by which one or more parties agree not to discredit or make negative or disparaging written or oral statements about any other party or the company.

A no-rehire provision is an agreement that prohibits an team member from seeking reemployment with the company and allows a company to not rehire that individual in the future.

The company will not require an team member to enter into any agreement if the purpose or effect of the agreement prevents the team member from disclosing or discussing conduct constituting discrimination, harassment, or sexual assault.

An team member claiming to be aggrieved by discrimination, harassment, or sexual assault may, however, voluntarily request to enter into a settlement, separation, or severance agreement which contains a nondisclosure, Nondisparagement, or no-rehire provision and will have at least seven (7) days to revoke any such agreement.

Time Limitations

Nothing in this policy precludes any person from filing a formal complaint with the Bureau of Labor and Industries’ Civil Rights Division or the Equal Employment Opportunity Commission. Note that Oregon state law requires that any legal action taken on alleged discriminatory conduct (specifically that prohibited by ORS 659A.030, 659A.082 or 659A.112) commence no later than five years after the occurrence of the violation. Other applicable laws may have a shorter time limitation on filing.

Rhode Island

In Rhode Island a team member who believes that he or she has been harassed, or is aware of the harassment of others, has the option to report it to the following agencies that will investigate and prosecute complaints of unlawful harassment in employment.

Rhode Island Commission for Human Rights 180 Westminster Street, 3rd Floor Providence, RI 02903-3768 Phone: (401) 222-2661 Fax: (401) 222-2616 TDD: (401) 222-2664

Web Address: http://www.richr.state.ri.us/frames.html

Vermont

In Vermont a team member who believes that he or she has been harassed, or is aware of the harassment of others, has the option to report it to the following agencies that will investigate and prosecute complaints of unlawful harassment in employment.

State of Vermont Attorney General's Office Civil Rights Unit (FEPA)

109 State Street

Montpelier, VT 05602

(888-745-9195 or 802-828-3665 voice/TDD)

Revised: May 2025