YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 1 YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK People • Safety • Service • Accountability Pennsylvania Edition | Version 2.2 Final Employee Edition Prepared by Elite Learning Consulting Services, LLC CONFIDENTIAL INTERNAL DOCUMENT Document Control Document Code YALC-HR-100 Version / Status 2.2 / Final Employee Edition Document Owner Executive Director / Authorized HR Designee Approval Authority Board of Directors / Authorized Designee Effective Date TBD Review Cycle Annual and when legal or operational requirements change Purpose This handbook gives employees a practical summary of YALC workplace expectations, employee responsibilities, child- protection duties, safety practices, and basic employment policies. Important Legal Notice This handbook is an employee-communication document. It does not create an express or implied employment contract, guarantee employment, guarantee progressive discipline, guarantee licensing approval, or guarantee any benefit, schedule, assignment, or term. Unless an authorized written agreement signed by YALC states otherwise, employment is at will. Either YALC or the employee may end employment at any time, with or without cause or advance notice, subject to applicable law. No supervisor, manager, consultant, or other representative may change at-will status or make a binding employment promise without written authorization from YALC. YALC may interpret, revise, suspend, or replace policies as permitted by law. Current law, licensing requirements, approved site procedures, and benefit-plan documents control if a conflict exists. Local and State Compliance YALC will administer this handbook consistently with applicable federal, Pennsylvania, and Philadelphia requirements. When a law, grant, licensing condition, school agreement, benefit plan, or written policy provides a greater right or stricter obligation, that requirement controls.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 2 Consultant and Organizational Responsibility This handbook was prepared by Elite Learning Consulting Services, LLC using information supplied by Young Achievers Learning Center and publicly available regulatory guidance. The handbook does not constitute legal advice, a legal opinion, a licensing determination, or a certification that YALC satisfies every employment, child-care, funding, insurance, tax, contractual, or regulatory obligation. YALC retains responsibility for validating organization-specific information, obtaining qualified legal and regulatory review, approving policies, training staff, implementing procedures, maintaining required records, responding to inspections, and updating the handbook when requirements change. Table of Contents Document Control Purpose Important Legal Notice Local and State Compliance Consultant and Organizational Responsibility 1. Welcome and Organization 1.1 Welcome 1.2 Mission and Values 1.3 Employee Responsibility 2. Employment Practices 2.1 Equal Employment Opportunity 2.2 At-Will Employment 2.3 Employee Classifications 2.4 Required Documentation 2.5 Pennsylvania Clearances and Child-Care Screening 2.6 Orientation and Training 2.6A PA DHS Staff File Requirements 2.6B Training and Independent Supervision Restrictions 2.7 Personnel Records 2.8 Accommodations for Disability, Religion, Pregnancy, and Lactation 3. Work Schedules, Attendance, and Pay 3.1 Work Schedules 3.2 Attendance and Punctuality 3.3 Timekeeping 3.4 Overtime 3.5 Payroll 3.6 Meal and Rest Periods 3.7 Philadelphia Sick Leave 3.8 YALC Paid Time Off (PTO) 3.9 Paid Holidays 3.10 Other Leave and Benefits 3.11 Family and Medical Leave 4. Standards of Conduct 4.1 Professional Conduct 4.2 Dress and Identification 4.3 Respectful Workplace and Complaint Procedure 4.4 Drugs, Alcohol, Smoking, and Impairment 4.5 Conflicts of Interest and Gifts 4.6 Confidentiality 4.7 Social Media and Public Statements 4.8 Personal Devices 4.9 Electronic Systems and Monitoring 4.10 Workplace Violence, Weapons, and Domestic-Violence Safety

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 3 5. Child Protection and Program Safety 5.1 Child Safety Commitment 5.2 Mandated Reporting 5.3 Professional Boundaries 5.4 Active Supervision 5.4A Ratios, Group Size, and Minimum Staffing 5.5 Attendance, Release, and Missing Participants 5.6 Positive Guidance 5.7 Incident and Injury Reporting 5.7A External and Regulatory Notification 5.8 Transportation and Personal Vehicles 5.9 Volunteers, Interns, and Contractors 6. Communication, Technology, and Records 6.1 Family and Partner Communication 6.2 Technology Use 6.3 Information Security and AI 6.4 Records Integrity 7. Health, Safety, and Emergency Readiness 7.1 General Safety 7.2 Emergency Procedures 7.2A PA DHS Emergency Plan Requirements 7.3 Workplace Injury and Workers’ Compensation 7.4 Violence and Weapons 7.5 Communicable Illness 7.6 Health, Medication, and Emergency Medical Care 8. Performance and Corrective Action 8.1 Performance Expectations 8.2 Feedback and Evaluation 8.3 Corrective Action 8.4 Serious Misconduct 8.5 Open-Door and Complaint Process 9. Separation of Employment 9.1 Resignation 9.2 Return of Property and Access 9.3 Final Pay and Continuing Duties 9.4 Employment-Related Documentation 9.5 Access to Staff Records After Separation 10. Employee Acknowledgment

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 4 Quick Reference Emergency Call 911 when immediate danger or urgent medical assistance exists. Suspected Child Abuse Report immediately and directly to Pennsylvania ChildLine at 1-800-932-0313 or through the Child Welfare Portal, then notify the person in charge or designated agent. Workplace Injury Obtain necessary care and notify the supervisor immediately. Harassment, Discrimination, or Retaliation Report to a supervisor, Site Director, Executive Director, or another nonconflicted leader. Accommodation Request Contact the Executive Director or authorized HR representative. Absence or Late Arrival Contact the designated supervisor as soon as possible using the approved method. Payroll or Timekeeping Error Report promptly to the supervisor or payroll contact.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 5 1. Welcome and Organization 1.1 Welcome Welcome to Young Achievers Learning Center. Every employee helps create a safe, supportive, and engaging environment where young people can learn, grow, and succeed. 1.2 Mission and Values YALC provides educational and enrichment programming that supports young people, families, schools, and communities. • Safety first • Respect and dignity • Integrity • Accountability • Service • Continuous improvement 1.3 Employee Responsibility Employees are responsible for reading this handbook, asking questions, following lawful instructions, completing required training, maintaining current credentials, protecting confidential information, and reporting safety or compliance concerns promptly.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 6 2. Employment Practices 2.1 Equal Employment Opportunity YALC provides equal employment opportunity and prohibits unlawful discrimination, harassment, and retaliation. Pennsylvania law protects employees of covered employers based on race, color, sex, age over 40, religious creed, national origin, ancestry, GED status, disability, association with a person with a disability, use of a guide or service animal, and retaliation. YALC also follows applicable federal and local protections. 2.2 At-Will Employment Unless an authorized written agreement signed by YALC states otherwise, employment is at will. Either YALC or the employee may end employment at any time, with or without cause or advance notice, subject to applicable law. Nothing in this handbook, an oral statement, a customary practice, a performance review, or a disciplinary step changes at-will status. Only an authorized written agreement approved by YALC may do so. 2.3 Employee Classifications Employees may be full-time, part-time, seasonal, temporary, exempt, or nonexempt. Classification affects scheduling, timekeeping, overtime eligibility, and benefit eligibility. YALC determines classifications based on duties and applicable requirements. 2.4 Required Documentation Employees must provide accurate onboarding, tax, work-authorization, contact, credential, training, health, and clearance information by required deadlines. Employees must promptly report changes that affect employment eligibility, work with children, driving, licensing, or assigned duties. 2.5 Pennsylvania Clearances and Child-Care Screening Employees who have direct contact with children must maintain all clearances required for the role. These may include the Pennsylvania Child Abuse History Certification, Pennsylvania State Police Criminal History Check, FBI criminal history check, National Sex Offender Registry verification for certified childcare, and applicable out-of-state clearances. Required clearances generally renew every 60 months, although licensing rules or YALC may require earlier renewal. Employees must immediately report any arrest, conviction, founded or indicated child-abuse finding, license restriction, driving event, or other circumstances that may affect eligibility for assigned duties, to the extent lawful. YALC will evaluate information consistently with applicable law. Employees may not continue covered duties with expired, incomplete, or disqualifying credentials. 2.6 Orientation and Training Employees must complete orientation and assigned training before independent duties and within required timeframes. Training may include child protection, mandated reporting, active supervision, emergency procedures, First Aid/CPR, fire safety, technology security, confidentiality, and role-specific topics. 2.6A PA DHS Staff File Requirements YALC shall maintain a separate, confidential facility-person file for each employee, volunteer, and other covered facility person as required. Employees must timely provide accurate documents and cooperate with updates. The licensing file, not this handbook, is the controlling repository. • Legal name, address, date of birth, hire date, first day caring for children, position, assigned room or location, and work hours. • Education, qualifying experience, two written nonfamily references, and position-qualification documentation. • Staff health assessment required tuberculosis documentation, and authorized medical signature. • Current disclosure statement; Pennsylvania Child Abuse, State Police, FBI, NSOR, and applicable out-of-state clearances; and provisional-hire tracking when legally permitted. • Pediatric First Aid/CPR, mandated-reporter, CCDBG health-and-safety, emergency-plan, fire-safety, water-safety when applicable, annual professional-development, and other required training records. • Annual staff evaluation and any required corrective, eligibility, or return-to-duty documentation.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 7 2.6B Training and Independent Supervision Restrictions Employees may not work alone with children until all training and qualification prerequisites applicable to the role have been completed and documented. YALC will track required training, including pediatric First Aid/CPR, mandated- reporter training, CCDBG health-and-safety training and updates, emergency-plan training at hire and annually and after plan updates, fire-safety training, water-safety training when applicable, and the required annual professional- development hours. YALC may impose stricter training expectations than the regulatory minimum. 2.7 Personnel Records Employees must keep current their name, address, telephone number, emergency contacts, tax information, banking information, credentials, and clearances. Personnel, medical, clearance, payroll, and investigation records are handled through authorized processes. 2.8 Accommodations for Disability, Religion, Pregnancy, and Lactation Employees and applicants may request a reasonable accommodation for a disability, sincerely held religious belief or practice, or a known limitation related to pregnancy, childbirth, or a related medical condition. A request does not need special words or a particular form. Contact the Executive Director or authorized HR representative. YALC will review requests individually, communicate with the individual as appropriate, and provide a reasonable accommodation unless doing so would create an undue hardship or other lawful limitation. When legally covered, YALC will provide reasonable break time and a private space other than a bathroom, shielded from view and free from intrusion, for an employee to express breast milk as needed for up to one year after birth. Additional pregnancy- or lactation-related accommodations may be available under applicable law. Retaliation for requesting or using a lawful accommodation is prohibited.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 8 3. Work Schedules, Attendance, and Pay 3.1 Work Schedules Schedules depend on school calendars, enrollment, funding, site operations, staffing, and program needs. Employees must follow posted schedules and may not exchange shifts, change locations, or extend work without approval. 3.2 Attendance and Punctuality Employees must arrive on time, prepared to work, and able to support opening and participant arrival. Planned time-off requests must be submitted through BambooHR at least two weeks in advance and remain subject to approval based on staffing and program needs. Time-off requests will not be approved during the summer program, the start of the school- year program, or mini-break periods, except where leave is required by applicable law or an approved accommodation applies. Unexpected absence or delay must be reported as soon as possible through the approved method. Repeated attendance problems may lead to corrective action. 3.3 Timekeeping Nonexempt employees must accurately record all time actually worked using BambooHR or another YALC-approved timekeeping system. In most cases, nonexempt employees will be paid based on their actual recorded compensable time worked. YALC reserves the right, when permitted by applicable law and as part of an established payroll practice, to round recorded work time. Any rounding practice will be applied neutrally and consistently and will not be used to systematically reduce compensable time or avoid paying employees for time YALC knows or has reason to know was worked. Employees must record all compensable work and may not perform work off the clock. Falsifying time, recording time for another employee, or asking another person to alter time improperly is prohibited. Missed punches, inaccurate entries, or other timekeeping errors must be reported promptly to the Site Director so they can be reviewed and corrected through the authorized process. 3.4 Overtime Nonexempt employees should obtain advance approval before overtime. All time actually worked must still be recorded and will be paid as required. Pennsylvania generally requires overtime at one and one-half times the regular rate for hours worked over 40hrs in a workweek unless an exemption applies. Compensatory time instead of overtime pay is generally not lawful for covered private-sector employees. 3.5 Payroll YALC pays employees biweekly on Fridays. Employees should review each pay statement and promptly report errors. An employee’s financial institution may make a direct deposit available before YALC’s official Friday payday as a banking courtesy. Early availability is controlled by the financial institution and does not change YALC’s payday. Early posting is not guaranteed, and the timing of a bank’s courtesy early-deposit service is outside YALC’s control. 3.6 Meal and Rest Periods Meal breaks will be scheduled for staff working more than six consecutive hours, consistent with operational coverage and applicable law. Employees must accurately record unpaid meal periods and remain responsible for participant coverage until an authorized handoff occurs. 3.7 Philadelphia Sick Leave For employees covered by Philadelphia law, sick leave accrues at one hour for every 40 hours worked, up to 40 hours in a calendar year. Employers with 10 or more employees provide paid sick leave; employers with nine or fewer provide unpaid sick leave, subject to exemptions and lawful policy terms. Covered leave may be used after 90 days for an employee’s health needs, care of a family member, or needs connected to domestic abuse or sexual assault. YALC will provide required notices, tracking, and anti-retaliation protections. 3.8 YALC Paid Time Off (PTO) Part-time employees accrue one hour of YALC PTO for every 40 hours worked, up to a maximum of 40 hours accrued per calendar year. Unused YALC PTO does not roll over to the following calendar year and is not eligible for cash-out.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 9 Part-time employees may not use YALC PTO during July or September, during the entirety of the summer program, during winter/spring mini camps or during the first month of the school-year program, except where use is required by applicable law. Full-time employees receive 10 YALC PTO days per calendar year. Unused YALC PTO does not roll over to the following calendar year and is not eligible for cash-out. Full-time employees may not use YALC PTO during July or September, during the entirety of the summer program, during the first month of the school-year program, during winter/spring mini camps or during crucial planning or licensing periods, except where use is required by applicable law. No two Site Leads or Directors may be scheduled to use YALC PTO at the same time. PTO approval remains subject to staffing and program needs and does not limit any leave or protected time off required by applicable law. PTO Donation. YALC may permit employees to voluntarily donate earned and available YALC PTO to another eligible team member experiencing extraordinary personal or family circumstances. Donations must be voluntary, submitted and approved through YALC's authorized process, and may include only YALC PTO that has already been earned and is available to the donating employee. Philadelphia sick leave, other statutory or protected leave, borrowed or future PTO, and leave that may not lawfully be transferred are not eligible for donation. YALC may establish reasonable eligibility, minimum-balance, documentation, payroll, tax, valuation, and administrative requirements. Employees may not pressure, coerce, retaliate against, or offer anything of value to influence another employee's decision to donate or decline to donate PTO. Donated PTO may be used only after YALC confirms the transfer and the recipient's eligibility. Unless otherwise required by law or an applicable plan, donated PTO has no cash value to the donor, is not payable to the recipient in cash, and is not paid out at separation. A PTO donation does not guarantee approval of an absence and does not replace, reduce, or waive any right or responsibility under applicable sick-leave laws, the Family and Medical Leave Act, disability or pregnancy accommodation laws, workers' compensation requirements, or other protected leave. YALC will administer the program consistently and will protect medical and personal information as required by law. 3.9 Paid Holidays YALC recognizes the following paid holidays for eligible employees: New Year's Day, Martin Luther King Jr. Day, Memorial Day, Independence Day (July 4), Labor Day, and Thanksgiving Day. Eligibility for holiday pay, the number of paid hours, and the treatment of a holiday that falls on a weekend, scheduled day off, school closure, or other nonworking day will be administered under YALC's approved payroll and scheduling practices and applicable law. Holiday pay for time not worked does not count as hours worked for overtime purposes unless required by law. Employees required to work on a recognized holiday will be paid for all hours actually worked as required by law; any additional holiday benefit will be provided only under YALC's approved policy or written authorization. YALC may prospectively revise its holiday schedule subject to applicable law and notice requirements. 3.10 Other Leave and Benefits Jury duty, military leave, accommodations, workers’ compensation, and other benefits are administered according to applicable law, written YALC policy, and governing plan documents. Eligibility varies by job status and legal coverage. 3.11 Family and Medical Leave When YALC is a covered employer and an employee is eligible, YALC will provide job-protected family and medical leave under the federal Family and Medical Leave Act. Eligibility generally requires at least 12 months of employment, at least 1,250 hours worked during the preceding 12 months, and employment at a location where YALC has at least 50 employees within 75 miles, unless a different coverage rule applies. Employees should provide notice as soon as practical and follow YALC leave procedures. YALC will provide required eligibility, rights, certification, benefit- continuation, and return-to-work information. If the FMLA does not apply, another law, accommodation process, benefit plan, or YALC leave policy may still apply.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 10 4. Standards of Conduct 4.1 Professional Conduct Employees must act honestly, respectfully, reliably, and in the best interests of participants and YALC. • Follow lawful instructions and approved procedures • Protect participants and organizational property • Use respectful language • Maintain accurate records • Report conflicts, misconduct, hazards, and policy violations 4.2 Dress and Identification Staff must arrive clean, neat, and appropriately dressed for active work with children. Clothing must be clean, free of significant rips or holes, and provide appropriate coverage when bending, reaching, sitting, or participating in activities. Personal hygiene should be maintained, fragrances kept reasonable, and jewelry must not interfere with safety. Young Achievers Apparel. A Young Achievers polo or T-shirt must be worn and visible while on duty. A Young Achievers hoodie may be worn as an outer layer; when the hoodie is removed, the shirt worn underneath must still meet YALC dress standards. Staff ID badges must be visible at all times. Bottoms. Appropriate options include chinos, dress pants, cargo pants, tailored athletic pants, jeans, and modest-length skirts or shorts approximately just above the knee or longer. Basketball shorts, sweatpants, yoga pants, pajama bottoms, leggings or tights worn as pants, and other skin-tight bottoms are not permitted. Headwear and Personal Devices. Bonnets, du-rags, and sleep or shower head coverings intended for sleeping are not approved work attire. Fashion scarves, headbands, turbans, bandanas, and religious head coverings are acceptable. Hats, caps, or sunglasses may be worn outdoors with participants when they do not obstruct the employee’s ability to supervise participants. For safety and active supervision, headphones, AirPods, and earbuds may not be worn while on duty or around the neck. Medical hearing or vision devices are exempt. Footwear. Staff must wear closed-toe, supportive shoes such as sneakers or loafers. Flip-flops, slides, sandals, and high heels are not permitted during regular program days. Water-appropriate footwear may be worn during approved swimming or water activities, but not during transportation or other portions of the trip. Staff must be able to participate actively with students while maintaining an appearance consistent with YALC professionalism and safety expectations. 4.3 Respectful Workplace and Complaint Procedure YALC prohibits unlawful discrimination, harassment, bullying, intimidation, threats, and retaliation. Employees should report concerns promptly to any available nonconflicted channel, including a supervisor, Site Director, Executive Director, or authorized Board representative when senior leadership is involved. Employees are not required to report first to a person involved in the concern. YALC will respond promptly, review the matter fairly, preserve confidentiality as far as practical, allow involved persons to provide information, and take appropriate corrective action when warranted. Employees must cooperate honestly and may not interfere with an investigation. Retaliation against anyone who makes a good-faith report, requests an accommodation, opposes unlawful conduct, or participates in a review is prohibited. 4.4 Drugs, Alcohol, Smoking, and Impairment Employees may not possess illegal drugs, misuse controlled substances, consume alcohol during work, or report to duty impaired. Smoking and vaping are prohibited in participant areas, vehicles, and other restricted locations. Prescription medication affecting safe performance should be addressed with an authorized administrator when necessary.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 11 4.5 Conflicts of Interest and Gifts Employees must disclose financial, family, supervisory, vendor, or other interests that could affect impartial judgment. Employees may not use YALC information, opportunities, property, funds, or relationships for improper personal benefit. 4.6 Confidentiality Participant, family, employee, donor, financial, investigation, security, and organizational information may be used only for authorized work. Confidentiality duties continue after employment ends. 4.7 Social Media and Public Statements Employees may not disclose confidential information, share participant images or recordings without authorization, communicate privately with participants through personal accounts, accept or initiate participant connections on personal social media, or present personal opinions as YALC positions. Organizational communications with participants and families must use approved channels and include required supervision or parent/guardian access. Only authorized representatives may speak for YALC or respond to media inquiries. Nothing in this policy is intended to restrict lawful employee rights to discuss wages, hours, or working conditions or engage in other protected activity. Employee Images, Recordings, and Media Use. YALC may photograph, video record, or otherwise document programs, events, training, community activities, and other YALC-related functions. An employee's name, photograph, image, likeness, voice, or identifiable recording will be used for YALC advertising, promotional materials, fundraising, websites, social media, publications, or other external communications only with appropriate authorization when required by applicable law. YALC may require employees to complete a separate written media and likeness release identifying the scope and terms of authorized use. Nothing in this handbook constitutes an employee's consent to a use for which separate written consent is required by law. 4.8 Personal Devices While on paid working time, employees are expected to remain focused on assigned YALC duties and responsibilities, including participant supervision, safety, documentation, and authorized program activities. Personal phone use, texting, social media, streaming, gaming, personal homework or schoolwork, outside business activity, and other non-work activities may not interfere with or displace assigned duties and are prohibited during active participant supervision. Personal devices should be silenced and stored away except during authorized breaks or when needed for an approved work purpose, an emergency, or another legally protected or reasonably accommodated need. Employees must never allow personal device use or unrelated activity to compromise required ratios, active supervision, confidentiality, safety, responsiveness, or job performance. Personal photography or recording of participants is prohibited unless expressly authorized. Nothing in this policy is intended to restrict activity protected by applicable law. 4.9 Electronic Systems and Monitoring YALC-owned devices, email, accounts, networks, files, messaging systems, and other technology are organizational resources. Subject to applicable law, YALC may access, preserve, monitor, review, or disclose information on those resources for security, operations, investigations, legal compliance, records management, and other legitimate purposes. Employees should not expect personal privacy when using YALC systems. Limited personal use must be lawful, brief, and not interfere with work, safety, security, or policy. 4.10 Workplace Violence, Weapons, and Domestic-Violence Safety Threats, intimidation, stalking, fighting, violent conduct, and unauthorized weapons are prohibited. Employees must report warning signs, protective orders affecting the workplace, or safety concerns promptly. Call 911 for immediate danger. YALC may use temporary safety measures while reviewing a concern. Employees experiencing domestic violence, sexual assault, or stalking may request assistance, schedule or safety adjustments, leave when available, or referral to resources. Reports will be handled as privately as practical, and retaliation is prohibited.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 12 5. Child Protection and Program Safety 5.1 Child Safety Commitment Participant safety is YALC’s highest operational priority. Employees must take immediate protective action within their training and report concerns through required channels. 5.2 Mandated Reporting Pennsylvania employees of child-care services and individuals responsible for a child’s welfare or with direct child contact may be mandated reporters. A mandated reporter with reasonable cause to suspect child abuse must make an immediate and direct report through the Child Welfare Portal or ChildLine at 1-800-932-0313. Internal notification does not replace the direct report. After reporting, the employee must notify the person in charge or designated agent. Employees must not investigate, confront the alleged offender, or delay while seeking permission. 5.3 Professional Boundaries Employees must keep interactions observable, interruptible, age-appropriate, and connected to legitimate program purposes. Employees may not share personal phone numbers, personal email addresses, or other personal contact information with parents, guardians, or participants. Parents or family members requesting contact information must be directed to the YALC main office at 215-698-2347, yalc@yalcpa.org, or the applicable program-site phone number. No corporal punishment, humiliation, threats, favoritism, secrecy, or inappropriate physical contact is permitted. Personal gifts, loans, transportation, private messaging, or social-media relationships with participants are prohibited unless specifically authorized. Employees should avoid isolated one-on-one contact whenever possible and use only approved communication channels and photography procedures. 5.4 Active Supervision Employees must know who is assigned to them, maintain sight-and-sound awareness, position themselves to reduce blind spots, count participants at transitions, communicate handoffs, and intervene promptly. Personal calls, headphones, social media, sleeping, and unrelated device use are prohibited during supervision. 5.4A Ratios, Group Size, and Minimum Staffing Staffing shall follow the ratio, maximum-group-size, mixed-age, minimum-facility-person, and supervision requirements applicable to the licensed facility and actual children present. As reflected in the current PA DHS center inspection instrument, the reference ratios are 1 staff to 12 children, maximum group 24, for school-age children from kindergarten through fourth grade; and 1 staff to 15 children, maximum group 30, for school-age children from fourth grade through age 15. When age groups are mixed or requirements conflict, YALC will apply the controlling regulation or stricter approved requirement. A ratio never replaces active supervision, name-to-face counts, safe handoffs, or accountability for every child. 5.5 Attendance, Release, and Missing Participants Employees must use current rosters, record actual arrival and departure, complete name-based counts, and release participants only to authorized persons. When a participant expected at the program is missing or unaccounted for, staff must first check with the participant’s daytime teacher or responsible school contact to confirm attendance, early dismissal, or alternate programming. If the participant’s whereabouts cannot be confirmed through that check, staff must immediately contact the parent or guardian and notify YALC leadership in accordance with the missing-participant procedure to protect participant safety. 5.6 Positive Guidance Employees should use clear expectations, positive reinforcement, redirection, choices, calming support, and logical consequences. Corporal punishment, humiliation, food or restroom deprivation, painful positioning, retaliation, and unauthorized restraint or seclusion are prohibited.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 13 5.7 Incident and Injury Reporting Injuries, medical concerns, safety events, boundary concerns, near misses, unauthorized pickup attempts, and other significant events must be addressed immediately and documented accurately before the end of the workday when practical. 5.7A External and Regulatory Notification The Site Director or authorized administrator must evaluate each event promptly against current notification rules. Internal reporting does not replace required notice to a parent or guardian, emergency medical services, law enforcement, ChildLine, PA DHS/OCDEL, a school partner, an insurer, or another authority. Reportable circumstances may include serious injury or emergency-room care, hospitalization, death, fire requiring fire-department service, a missing, lost, left-behind, or unattended child, suspected abuse, communicable disease, transportation incidents, and other events identified by current law or licensing guidance. Employees must immediately give leadership complete and accurate facts and preserve relevant records. 5.8 Transportation and Personal Vehicles Only authorized, qualified drivers may transport participants. Employees must follow vehicle, insurance, licensing, seat- belt, roster, supervision, inspection, and post-trip sweep requirements. Employees may not transport participants in personal vehicles, make unauthorized route changes or stops, use a handheld device while driving, or leave a participant unattended in a vehicle unless expressly authorized by written YALC procedure and permitted by law. 5.9 Volunteers, Interns, and Contractors Volunteers, interns, temporary workers, and contractors must complete screening, clearances, orientation, confidentiality commitments, child-protection training, and supervision requirements applicable to the assignment. Employees may not give an unapproved person unsupervised participant access or access to confidential systems or records.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 14 6. Communication, Technology, and Records 6.1 Family and Partner Communication Employees must communicate respectfully through approved channels, verify authority before sharing participant information, and document significant communications. Legal, custody, media, serious injury, abuse, discrimination, and threat matters must be escalated. 6.2 Technology Use YALC technology is primarily for authorized organizational work. Employees must protect passwords, use approved systems, report phishing and security concerns, and avoid unauthorized software, inappropriate content, copyright violations, and circumvention of security controls. 6.3 Information Security and AI Employees may not enter confidential participant, medical, personnel, financial, investigation, credential, or other restricted information into unapproved artificial-intelligence tools. AI-generated work requires human review for accuracy, confidentiality, bias, copyright, and suitability. 6.4 Records Integrity Employees must create accurate, timely, objective records and preserve required communications and documents. Altering, backdating, concealing, or destroying records is prohibited. Legal holds and authorized retention requirements must be followed.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 15 7. Health, Safety, and Emergency Readiness 7.1 General Safety Employees must follow safety rules, report hazards, use equipment properly, keep exits clear, maintain supervision, and stop or restrict unsafe activities within their authority. 7.2 Emergency Procedures Employees must know evacuation, shelter-in-place, lockdown, medical response, missing-participant, transportation, severe-weather, and reunification procedures. Employees must participate in required drills and follow emergency responders. 7.2A PA DHS Emergency Plan Requirements YALC shall maintain a separate, site-specific emergency plan that addresses shelter and lockdown, evacuation, parent and guardian contact, notice that the emergency has ended, safe reunification, accommodations for children with disabilities or chronic medical conditions, and continuity of operations. The plan shall be reviewed and posted or distributed as required, staff shall be trained at hire, annually, and after updates, and YALC shall document delivery of the plan and updates to applicable municipal and county emergency-management agencies. 7.3 Workplace Injury and Workers’ Compensation Employees must report work-related injuries and illnesses immediately, seek necessary care, cooperate with required documentation, and follow medical restrictions. YALC maintains workers’ compensation coverage as required and will not retaliate for a lawful claim. 7.4 Violence and Weapons Threats, intimidation, fighting, and unauthorized weapons are prohibited. Immediate danger should be reported to 911 and leadership when safe to do so. 7.5 Communicable Illness Employees must follow current public-health, licensing, school-partner, and YALC instructions concerning symptoms, exposure, hygiene, exclusion, return, and confidentiality. 7.6 Health, Medication, and Emergency Medical Care YALC shall maintain separate procedures for emergency medical care, medication administration, medication logs, child and staff symptoms of disease, reportable diseases, exclusion and return, allergy and chronic-condition response, first- aid supplies, staff health assessments, and confidentiality. Only authorized staff may administer medication or perform health procedures, and required physician, parent, emergency-contact, and consent documentation must be current and accessible to authorized staff.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 16 8. Performance and Corrective Action 8.1 Performance Expectations Employees are expected to perform assigned duties, maintain required credentials, complete training, use professional judgment, support teamwork, and follow safety and documentation standards. 8.2 Feedback and Evaluation Supervisors may provide coaching, introductory reviews, annual evaluations, and development plans. Employees should ask questions and participate constructively. 8.3 Corrective Action Depending on severity and circumstances, corrective action may include coaching, verbal counseling, written warning, final warning, reassignment, suspension, or separation. YALC may skip steps and does not guarantee progressive discipline. 8.4 Serious Misconduct Immediate action may occur for abuse or neglect, mandated-reporting failure, violence, threats, harassment, retaliation, theft, fraud, falsification, confidentiality breaches, serious supervision failures, impairment, insubordination, or other conduct creating material risk. 8.5 Open-Door and Complaint Process Employees should raise questions and concerns with a supervisor, Site Director, Executive Director, or another nonconflicted leader. Employees must cooperate honestly in authorized investigations. Retaliation for good-faith reporting or participation is prohibited.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 17 9. Separation of Employment 9.1 Resignation Employees are requested to provide at least two weeks’ written notice when resigning. YALC may determine the final work schedule and communication plan based on operational needs. 9.2 Return of Property and Access All keys, badges, devices, records, funds, cards, supplies, passwords, and other YALC property must be returned. System and facility access may be changed or disabled at the authorized time. 9.3 Final Pay and Continuing Duties Final wages will be handled according to applicable law. Confidentiality, intellectual-property, records, and other continuing obligations remain in effect after employment ends. 9.4 Employment-Related Documentation All employment-related documentation, personnel records, evaluations, disciplinary notices, and other internal employment records maintained by YALC are organizational records and remain the property of YALC. Providing copies of employment records is an administrative courtesy. Not all requests will be approved. This does not affect any right to records or documentation provided under applicable law. Requests for copies of employment-related documentation should be emailed to yalc@yalcpa.org. Approved requests will be honored within 15 business days. 9.5 Access to Staff Records After Separation Staff will have post-employment access to pay stubs and W-2 forms for two years after separation through BambooHR, subject to the availability and access terms of the system.

YOUNG ACHIEVERS LEARNING CENTER EMPLOYEE HANDBOOK YALC-HR-100 | Pennsylvania Edition | Version 2.2 | Final Employee Edition | Page 18 10. Employee Acknowledgment I acknowledge that I received the Young Achievers Learning Center Employee Handbook and understand that I am responsible for reading it, asking questions, and following applicable policies, site procedures, licensing requirements, and lawful instructions. I understand that this handbook is not an employment contract and does not alter at-will employment unless an authorized written agreement signed by YALC states otherwise. I understand that this handbook is a summary and does not replace YALC’s emergency plan, licensing binder, operations manual, official PA DHS forms, site procedures, or current law. I understand my direct mandated-reporting obligation, child-safety and supervision duties, confidentiality obligation, credential and training responsibilities, timekeeping obligations, and duty to report incidents, hazards, and compliance concerns immediately. I understand that YALC's policies concerning photographs, recordings, social media, and external communications do not, by themselves, constitute my consent to any use for which separate written authorization is required by applicable law. I understand that YALC may provide a separate media and likeness release when authorization is required. Employee Name Employee Signature Date Supervisor / Witness Date