Stormtech Canada Associate Handbook

GRIEVANCE POLICY

1. PURPOSE

Stormtech is committed to upholding a respectful, inclusive, and fair workplace where all Associates can openly express concerns. This policy outlines the process by which grievances may be brought forward and reaffirms the Company’s commitment to handling all concerns in a timely, respectful, and confidential manner. The goal is to foster a transparent and positive work environment that supports the wellbeing of every Associate.

2. SCOPE

This policy applies to all Stormtech Associates, regardless of role, department, or location.

3. POLICY

It is not possible for this policy to define every potential workplace grievance. The following are examples of issues that may be raised under this policy, but are not limited to:

Workplace conflict or interpersonal issues

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• Harassment, discrimination, bullying, or intimidation • Unfair treatment or perceived bias in decisions • Health and safety concerns • Wage or working condition issues • Violations of internal policies, practices, or professional standards

All concerns raised will be taken seriously, reviewed impartially, and handled in a way that is respectful to all parties involved. The Company aims to resolve grievances constructively and in a manner that maintains professional relationships and supports our organizational values. Associates are encouraged to bring forward any concern, whether minor or significant, through any of the following channels: by speaking directly with their immediate Manager, visiting or calling the People & Culture (P&C) office, or submitting a Grievance Form to peopleandculture@stormtech.ca . Regardless of how the concern is raised, vocally, in person, or in writing, to the manager, the Manager must notify the P&C department to ensure appropriate review and follow-up action can be taken. All submissions will be handled with discretion and kept confidential to the extent possible, subject to any legal or investigative requirements. Associates are encouraged to voice concerns and participate in any resolution efforts in good faith. • Managers are responsible for promoting an open, safe, and respectful workplace and supporting the grievance process when concerns are raised. • The People & Culture team is responsible for providing support and ensuring the grievance process is consistent, fair, and aligned with Company values. 5. POLICY REVIEW This policy is reviewed on an annual basis and may be updated or amended as needed to reflect changes in law, best practices, or organizational needs. 4. ROLES AND RESPONSIBILITIES •

6. POLICY ACKOWLEDGEMENT All Associates are required to review and acknowledge this policy upon onboarding and periodically thereafter.

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