Employee Time and Benefits Policy

Additional Benefits Record All Time Worked Nonexempt employees are required to accurately record all hours worked each workday, including any Ɵ me worked outside their established schedule. Employees must obtain prior approval from their manager before performing work outside scheduled hours. All hours worked must be recorded and will be compensated in accordance with applicable wage and hour laws. Time off Bene ϔ its We o ff er several ways for you to love what you do when you are not at work. Use Rippling to request Ɵ me o ff . Your manager will let you know whether or not your Ɵ me has been approved. Paid Time Off - PTO PTO is a fl exible bucket of Ɵ me you draw from as your lifestyle needs require. Use PTO however you wish (personal day, illness, mental health, celebrate, or “me Ɵ me”). Your PTO can be used in any combina Ɵ on. Your en Ɵ re PTO bene fi t for the year is deposited on January 1st. Permanent full- Ɵ me employees are awarded PTO on the schedule below, based upon tenure and/or your terms of employment: PTO Bene fi t 0-4 years 5-9 years 10+ years 16 days / 128 hours 22 days / 176 hours 28 days / 224 hours PTO Ɵ me for new hires is pro-rated based on your hire date. New hires will see their PTO bucket appear in their Rippling pro fi le following 60 days of employment. We encourage you to use your PTO Ɵ me each year. PTO hours are not considered hours worked for computa Ɵ on of over Ɵ me. You can carry over part of your PTO grant un Ɵ l July 1 of each year. See Rippling Resources for details about PTO carryover. Part- Ɵ me employees who work an average of 20 or more hours per week are eligible for PTO pro-rated based on hours worked. Your manager will either approve or deny your PTO request considering the needs of the team and the business. It helps to ask at least two weeks in advance. Every e ff ort is made to grant your PTO requests. Unused PTO will not be paid out when you leave Life is Good*. *Special circumstances apply in CA.

Paid Company Holidays The Company Holiday schedule is set each year and posted in Rippling Resources. Your regularly scheduled shi Ō or work week will determine which days are paid for you. For example, if you regularly scheduled shi Ō is Tuesday – Friday, you will not receive pay for any Company Holidays that fall on Mondays. Permanent full- Ɵ me non-exempt employees who work on a Company Holiday are paid for the holiday and any hours worked at their regular rate of pay. Holiday pay is considered Ɵ me worked for over Ɵ me calcula Ɵ ons. Employees on unpaid leave of absence will not receive holiday pay. Paid Floating Holidays Flexible “Floa Ɵ ng” Holidays are used for days you choose to celebrate. Permanent full- Ɵ me employees receive Floa Ɵ ng Holidays each calendar year. Floa Ɵ ng Holidays for new hires are prorated based on the employee’s hire date. Your available Floa Ɵ ng Holiday balance can be found in your Ɵ me-o ff bank in Rippling. Request Floa Ɵ ng Holidays through Rippling as you do other types of paid Ɵ me o ff . You can use them one at a Ɵ me or in any combina Ɵ on. Good Vibes Time As a permanent full- Ɵ me employee, you may be paid up to 40 hours per calendar year to donate Ɵ me to a recognized (501c3) organiza Ɵ on, a Ō er comple Ɵ ng 60 days of employment. Request Good Vibes Time through Rippling Resources in advance for approval. When you request Good Vibes Time, include the date and ac Ɵ vity, and show documenta Ɵ on from the organiza Ɵ on for whom you volunteer. Once you submit your form, your manager will either approve or deny your request. Use of Available Time Off for Absences Employees are required to use available paid Ɵ me o ff to cover all absences from work. An approved absence is Ɵ me away from work that has been approved in advance by the employee’s manager. An unapproved absence is Ɵ me away from work that has not been approved in advance. If an employee does not have su ffi cient available Ɵ me o ff to cover an absence, the Ɵ me will be recorded as unpaid and must be approved by the employee’s manager and People & Culture. Three unapproved absences within a 90-day period are considered excessive and will result in a formal discussion with the employee’s manager. Addi Ɵ onal unapproved absences may result in disciplinary ac Ɵ on, up to and including termina Ɵ on of employment.

Parental Leave Bene ϔ it We are excited to o ff er generous paid parental leave of up to 12 weeks to permanent full- Ɵ me employees who are employed for at least one year at the Ɵ me of childbirth or adop Ɵ on. This Leave Bene fi t applies when: 1. You give birth or spouse/domes Ɵ c partner gives birth 2. You adopt a child This bene fi t is intended to supplement other bene fi ts to which you may be enrolled (STD or NH State Paid Leave) and/or en Ɵ tled (MA, CA, CT, ME paid leave) and has a weekly cap. The maximum bene fi t you receive each week, from any source, cannot exceed your weekly gross pay. You will be required to report bene fi t pay from all sources to receive your parental leave pay. You may be able to supplement, but not exceed, your weekly gross pay with unused PTO as in accordance with regula Ɵ ons of your state. This leave is taken concurrently with FMLA, PFMLA and other state family medical leaves. Personal Leaves of Absence Personal Leaves of Absence are highly unusual. Any request for a personal leave of absence is made directly to the People and Culture team for considera Ɵ on. There is no guarantee the request will be approved. Each request is handled case by case. Some reasons people may request a personal leave of absence include Ɵ me o ff a Ō er all bene fi ts are exhausted, extended foreign travel, unpaid Ɵ me o ff and other special circumstances. Military Leave of Absence We support you as you serve our country, and our policy aligns with all applicable state and federal leave laws. As needed, you will have unpaid leave for military service, military reserves, or Na Ɵ onal Guard. To be eligible for this leave, no Ɵ fy your manager in advance of the date service will commence and the expected dura Ɵ on of the leave. Contact the People and Culture team to start the applica Ɵ on process. Initiation of Leave of Absence When an employee is expected to be out of work for more than two consecu Ɵ ve weeks due to a medical condi Ɵ on, injury, or other qualifying reason, the employee is required to ini Ɵ ate a leave of absence through the company’s leave administrator, Reliance. This requirement applies to absences related to illness, injury, or other medical or personal circumstances and does not apply to approved vaca Ɵ on or other planned paid Ɵ me o ff . Employees or their managers should no Ɵ fy People & Culture as soon as it becomes known that an absence is expected to extend beyond two weeks so the appropriate leave process can be ini Ɵ ated. Reliance will

determine eligibility for any applicable leave bene fi ts and provide instruc Ɵ ons regarding required documenta Ɵ on. If a leave of absence is not ini Ɵ ated when required, the Ɵ me away from work may be considered unapproved un Ɵ l the appropriate leave process has been completed. Work During a Leave of Absence Employees on an approved leave of absence are not permi Ʃ ed to perform any work or access company systems or communica Ɵ ons during the leave period unless previously approved by their manager and People & Culture. If an employee performs any work during a workweek while on a leave of absence, the employee or their manager must no Ɵ fy People & Culture immediately so that pay can be reviewed and processed in accordance with applicable wage and hour laws. PTO Use During a Leave of Absence Employees who are on a leave of absence that con Ɵ nues through January 1, or who begin a leave of absence at any Ɵ me during the calendar year, may access up to one quarter of their annual PTO balance during the quarter in which the leave occurs. Calendar quarters are de fi ned as January through March, April through June, July through September, and October through December. Any unused PTO from a prior quarter will carry over to the next quarter for the dura Ɵ on of the leave. Employees approved for Long-Term Disability will have all Ɵ me-o ff types frozen un Ɵ l they return to ac Ɵ ve work. PTO or other paid Ɵ me o ff may not be used while on Long-Term Disability. Front-loaded Ɵ me-o ff balances will be prorated based on the employee’s return-to-work date and adjusted in accordance with company policy and applicable law. Bereavement We o ff er bereavement leave to give you Ɵ me away from work when a loved one dies. Please let your manager know as soon as possible when you need to use bereavement Ɵ me. • 5 days for spouse, partner, child, stepchild, parent, or stepparent • 3 days for siblings, grandparent, or other close family member • ½ day to a Ʃ end services for a co-worker In extraordinary circumstances, you may request up to two weeks of paid leave to spend with an immediate family member in either hospice care and/or who has received an end-of-life diagnosis that includes a probable life expectancy of less than one month. When you need bereavement Ɵ me for loved ones not covered by this bene fi t, you may use PTO with your managers’ approval.

Jury and Witness Duty We encourage and support community and civic involvement. If you are summonsed for jury duty or to tes Ɵ fy as a witness for a civil, administra Ɵ ve, or criminal proceeding during work hours, you will have Ɵ me o ff . If you are a permanent full- Ɵ me employee, you will be compensated for the Ɵ me you have lost from regularly scheduled workdays. What we pay will be o ff set by any payment provided to you by the Court. Present your jury summons or witness subpoena to your manager as soon as you receive your no Ɵ ce. You are expected to work as much of your regular schedule as the jury duty/court appearance schedule permits. We will not pay your jury duty if you do not report to work for reasonable hours on any scheduled workday on which your jury duty/court appearance is not required or is of limited dura Ɵ on. Inform your manager of your court schedule. Time o ff for court appearances as a party to any personal civil or criminal li Ɵ ga Ɵ on is not covered by this bene fi t. Break Reporting Policy This policy ensures that all nonexempt employees receive appropriate meal and rest periods in compliance with applicable state and federal labor laws and Life is Good policies intended to support employee health, safety, and well-being. State law requires employees who work more than fi ve consecu Ɵ ve hours to be granted a 30-minute meal break, and Life is Good policy requires all nonexempt employees to take this break. Meal Break Requirements: Tradi Ɵ onal and Weekday Shi Ō 1 and 2 • Length: A 30-minute, unpaid meal break must be taken for each work period exceeding fi ve (5) consecu Ɵ ve hours. • O ff -Duty Requirement: During the meal break, employees must be completely relieved of all du Ɵ es. Employees should leave their worksta Ɵ ons and not perform any work-related tasks, including checking emails, answering phones, or assis Ɵ ng customers. If an employee is required to perform any work during the meal period, the break will be considered paid Ɵ me and must be reported accordingly. • Excep Ɵ on: If business needs require (or at the request of the employee) an employee to work through lunch, they may do so with the approval from their manager. Approval may be granted on either an occasional or ongoing basis, depending on the nature of the role and department needs. Weekend Shi Ō 1 and 2 • Length: A 30-minute paid meal break must be taken for each work period exceeding fi ve (5) consecu Ɵ ve hours. Any Ɵ me exceeding the 30-minute, paid meal break is unpaid. • O ff -Duty Requirement: During the meal break, employees must be completely relieved of all du Ɵ es. Employees should leave their worksta Ɵ ons and not perform any work-related tasks, including checking emails, answering phones, or assis Ɵ ng customers. If an employee is required to perform any work during the meal period, the break will be considered paid Ɵ me and must be reported accordingly.

Recording Meal Breaks: Employees must accurately record their meal periods using our Ɵ mekeeping system. Lunch punches need to be selected correctly on the Ɵ me clock using the “Leave on Break” op Ɵ on. The “Return from Break” op Ɵ on must be selected when returning from lunch. Rest Breaks: Tradi Ɵ onal and Weekday shi Ō s: • Life is Good provides short rest periods of 15 minutes for every four hours worked. These breaks are paid and count as hours worked. Employees do not punch out for these breaks Weekend Shi Ō s • Life is Good provides short rest periods of 20 minutes for every four hours worked. These breaks are paid and count as hours worked. Employees do not punch out for these breaks Assistance: Employees should ask their manager for assistance with scheduling their meal and rest breaks. If an employee needs a Ɵ mecard correc Ɵ on, the employee must email payroll@lifeisgood.com with the details that need correc Ɵ on. Your manager must be cc’d on that email. Urgent Care Copay Reimbursement Program Life is Good o ff ers a $25 copay reimbursement for eligible Urgent Care visits. Employees must be enrolled in Life is Good’s medical plan at the Ɵ me of the visit to receive the reimbursement. You may choose any Urgent Care provider that best meets your needs. Please visit Rippling Resources for addi Ɵ onal informa Ɵ on on how to submit reimbursement. Employee Product Discount Our generous discount o ff most Life is Good products helps you show your love for our brand beginning with your fi rst day of employment. We encourage you to proudly wear our product and believe our art and message are powerful ways to spread the word. When you buy products with your discount, remember this bene fi t is for personal use only (including gi Ō s you buy for friends and family). It is against our vibe to resell anything you buy with your discount or to receive payment of any kind in exchange for using your discount. Order through the link in Rippling Resources using your Life is Good account. Recruiting Incentive We post all open jobs on LifeisGood.com and many other job sites. We believe you are the best recruiters we have because you know the brand, the business, and our community. Refer someone who gets hired and get an incen Ɵ ve payment of up to $500! Visit Rippling Resources for more details.

Contribute to our Playmaker Project Takers eat well, but givers sleep well. You can contribute to our Playmaker Project in one or many ways. Here are some of them: • Do your best work every day so our business grows. We give 10% of our net pro fi t to our Playmaker Project. When we grow, kids grow. • Donate through payroll deduc Ɵ ons. • Donate when you make an employee purchase. • A Ʃ end and contribute to fundraising events. • Donate your Ɵ me to organiza Ɵ ons who support and are supported by our Playmaker Project. Learn more about our Playmaker Project in Rippling Resources.