Employee Handbook

Welcome to Avero Diagnostics!

About this Handbook / Disclaimer

One of the keys to our success is hiring good employees. We have hired you because we believe you have the skills and the potential to help our Company succeed. We expect employees to perform the tasks assigned to them to the best of their abilities. We believe that hard work and commitment will not only benefit Avero Diagnostics, but will help give all of our employees a sense of pride and accomplishment. We are glad to have you as a member of our team. We hope that your employment proves mutually satisfying. Every employee has an important role in our operations and we value the abilities, experience and background that they bring with them. It is our employees who provide the services that our customers rely upon and enable us to grow and create new opportunities in the years to come. Our management team intends to provide employees with all of the support and the resources they will need to perform their job effectively. If, at any time, an employee needs assistance or guidance, the employee should not hesitate to ask any member of the management team. This Employee Handbook contains information about the employment policies and practices of Avero Diagnostics (“Avero” or “Company”). These policies reflect the Company’s values, and we expect each employee to read this Employee Handbook carefully as it is a valuable reference for understanding your job and Avero.

We do not expect this handbook to answer all of your questions. Your Supervisor and Human Resources will also be a major source of information.

Neither this handbook nor any other verbal or written communication by a management representative, is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation nor does it confer any contractual rights whatsoever. Avero adheres to the policy of employment at will, which permits the Company or the employee to terminate the employment relationship at any time, for any reason, with or without cause or notice.

No Company representative other than an approved executive may modify at-will status and/or provide any special arrangement concerning terms or conditions of employment in an individual case or generally. Any such modification must be in a written agreement signed by the employee and the Executive Chairman of the Company. Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate Company documents. These Company documents are always controlling over any statement made in this handbook or by any member of management.

This handbook states only general Company guidelines. The Company may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to terminate employment at will, which may only be modified by an express written agreement signed by the employee and the Executive Chairman of the Company.

This handbook supersedes all prior handbooks.

Introduction to Avero Diagnostics

Our Mission

To improve healthcare delivery to patients by:

Advancing the industry through the research and development of novel diagnostic equipment and assays offering a faster and more accurate result.

Partnering with the physicians who manage their care and guaranteeing excellence in medical science.

Committing to the highest values of quality and integrity.

Our Vision

To lead the healthcare industry in the delivery of Anatomic Pathology, Molecular Pathology and Diagnostic

Research.

Our Core Values

Customer Focus – focus on the importance of meeting and developing positive relationships, meeting needs and exceeding expectations for both internal and external customers. Teamwork – works effectively with others with diverse skills, ideas and backgrounds by demonstrating versatility, sensitivity, collaboration and an appropriately assertive work style. Quality and Continuous Improvement – commitment to the highest standards of excellence in the laboratory industry and delivery of those services to our clients, the patient and physician. Integrity – dedication to the truth in everything we do or say. Integrity is in our name a’vero (a – Latin for “To BE”; vero – Latin for “in Truth”) Avero – “to be in truth”. Innovation – ensure our internal and external customers the best possible result through the latest technology, ideas, products, processes, procedures and services. Accountability – demonstrate an effective level of confidence to address difficult issues, acknowledge and correct your own mistakes and to stand firm when appropriate. Holds self and others accountable to achieve successful results.

Table of Contents Section 1 - Governing Principles of Employment .................................................................................... 1

1-1. Welcome Statement ........................................................................................................................................1

1-2. Equal Employment Opportunity ......................................................................................................................1

1-3. Prohibited Harassment....................................................................................................................................2

1-4. Workplace Violence .........................................................................................................................................4

Section 2 - Operational Policies ............................................................................................................. 6

2-1. Employee Classifications .................................................................................................................................6

2-2. Your Employment Records ..............................................................................................................................6

2-3. Working Hours and Schedule ..........................................................................................................................7

2-4. Timekeeping Procedures .................................................................................................................................7

2-5. Make-up Time .................................................................................................................................................7

2-6. Meal and Rest Breaks ......................................................................................................................................8

2-7. Overtime ..........................................................................................................................................................8

2-8. Pay for Mandatory Meetings/Trainings ..........................................................................................................8

2-9. Safe Harbor Policy for Exempt Employees ......................................................................................................8

2-10. Your Paycheck ...............................................................................................................................................9

2-11. Direct Deposit ............................................................................................................................................. 10

2-12. Performance Reviews ................................................................................................................................. 10

2-13. Internal Job Postings .................................................................................................................................. 10

2-14. Reimbursement Policy for Business Expenses ............................................................................................ 10

2-15. Driving for Company Business .................................................................................................................... 10

2-16. Background Checks ..................................................................................................................................... 11

2-17. Pre-Employment and On-going Drug Screening ........................................................................................ 11

2-18. Release of Personal Information ............................................................................................................... 12

2-19. Social Security Number Privacy .................................................................................................................. 12

Section 3 - Benefits .............................................................................................................................. 13

3-1. Benefits Overview ........................................................................................................................................ 13

3-2. Holidays ........................................................................................................................................................ 13

3-3. Disability Accommodation ............................................................................................................................ 14

3-4. Religious Accommodation ............................................................................................................................ 15

3-5. Lactation Accommodation ........................................................................................................................... 15

3-6. Paid Time Off (PTO) ...................................................................................................................................... 16

3-7. Insurance Programs ...................................................................................................................................... 16

3-8. Workers’ Compensation ............................................................................................................................... 17

3-9. Long-Term Disability ..................................................................................................................................... 17

3-10. Employee Assistance Program ................................................................................................................... 17

3-11. Retirement Plan .......................................................................................................................................... 17

3-12. Medical Benefits Continuation Upon Employment Termination ............................................................... 17

Section 4 - Leaves of Absence ............................................................................................................ 19

4-1. Personal Leave .............................................................................................................................................. 19

4-2. Military Leave ............................................................................................................................................... 19

4-3. Jury Duty Leave............................................................................................................................................. 20

4-4. Bereavement Leave ...................................................................................................................................... 20

4-5. Voting Leave ................................................................................................................................................. 20

4-6. Political Leave ............................................................................................................................................... 20

4-7. Witness Leave ............................................................................................................................................... 20

4-8. Leave to Appear In Court or Attend Proceedings ........................................................................................ 21

4-9. Family and Medical Leave ............................................................................................................................ 21

4-10. Other Leaves of Absence ............................................................................................................................ 27

Section 5 - General Standards of Conduct ........................................................................................... 28

5-1. Workplace Conduct ...................................................................................................................................... 28

5-2. Open Door Policy .......................................................................................................................................... 29

5-3. Punctuality and Attendance ......................................................................................................................... 30

5-4. Use of Communication and Computer Systems ........................................................................................... 30

5-5. Use of Social Media ...................................................................................................................................... 31

5-6. Contact with the Media ................................................................................................................................ 32

5-7. Personal and Company-Provided Portable Communication Devices ........................................................... 32

5-8. Certifications ................................................................................................................................................ 33

5-9. Personal Visits and Telephone Calls ............................................................................................................. 33

5-10. Gifts, Entertainment & Meals .................................................................................................................... 33

5-11. Solicitation and Distribution ....................................................................................................................... 34

5-12. Confidential Company Information ............................................................................................................ 34

5-13. Use of Marketing Literature and Company Trademarks ............................................................................ 34

5-14. Conflict of Interest and Business Ethics ..................................................................................................... 34

5-15. Use of Facilities, Equipment and Property, Including Intellectual Property ............................................... 35

5-16. Health and Safety ...................................................................................................................................... 35

5-17. Weapons in the Workplace ....................................................................................................................... 36

5-18. Participation in Emergency Evacuations ................................................................................................... 36

5-19. Whistleblower Protection.......................................................................................................................... 37

5-20. Hiring Relatives ........................................................................................................................................... 37

5-21. Non-Fraternization Policy ........................................................................................................................... 37

5-22. Employee Dress and Personal Appearance ................................................................................................ 37

5-23. Employment Verification ........................................................................................................................... 38

5-24. If You Must Leave Us ................................................................................................................................. 38

5-25. Exit Interview .............................................................................................................................................. 39

5-26. A Few Closing Words ................................................................................................................................. 39

Important Contacts

Primary Contact Dr. Trae Mattison trae.mattison@averodx.com 469-232-9920

Human Resources

Robyn Hatton Tamara Hunter Bryan Christopherson Taryn Swindle

robyn.hatton@progenity.com tamara.hunter@averodx.com bryan.christopherson@averodx.com taryn.swindle@averodx.com Confidential HR Fax

734-794-0636 760-494-1756 734-794-0668 734-794-0625 734-418-2505

Accounting Cheryl Henderson cheryl.henderson@averodx.com 469-329-6711

Payroll Samantha Chi Steve Hubbard

payroll@averodx.com Confidential Payroll Fax

760-494-1785 760-452-8042

Media Contact Wayne Rigler wayne.rigler@averodx.com 469-329-6708

Employee Assistance Program (EAP)

Metlife MHN

members.mhn.com company code: metlifeeap2

800-511-3920

Compliance Hotline EthicsPoint Avero.ethicspoint.com 855-458-8345

IT Helpdesk Helpdesk Support Help.me@progenity.com 734-794-0700

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Section 1 - Governing Principles of Employment

1-1. Welcome Statement

Avero has always emphasized that outstanding people are the key to our success. Our strength and future growth depend on the contributions made by you and each person within our organization. We understand that it is our employees who provide the services that our customers rely upon, and who will grow and enable us to create new opportunities in the years to come. We are proud to have you as part of our team. To ensure continued success, we feel it is important that all employees understand our policies and procedures. This Employee Handbook will familiarize employees with the various aspects of working with us. We encourage all employees to use the Handbook as a valuable resource for understanding our Company.

1-2. Equal Employment Opportunity

Avero Diagnostics is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination and harassment against employees, applicants for employment, individuals providing services in the workplace pursuant to a contract, paid and unpaid interns and volunteers based on their actual or perceived: race, religious creed, color, national marital status (including registered domestic partnership status), sex (including pregnancy, childbirth, lactation and origin, citizenship status, ancestry, physical or mental disability, medical condition, genetic information, related medical conditions), gender (including gender identity and expression), age (40 and over), sexual orientation, arrest record, Civil Air Patrol status, military and veteran status and any other consideration protected by federal, state or local law (collectively referred to as "protected characteristics"). Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment that may affect any terms, conditions, and privileges of employment. For purposes of this policy, discrimination on the basis of "national origin" also includes discrimination against an individual because that person holds or presents a state driver's license issued to those who cannot document their lawful presence in the United States. An employee's or applicant for employment's immigration status will not be considered for any employment purpose except as necessary to comply with federal, state or local law. Our commitment to equal employment opportunity applies to all persons involved in our operations and prohibits unlawful discrimination and harassment by any employee (including supervisors and co-workers), agent, client, customer or vendor.

Genetic Information: Title II of the Genetic Information Nondiscrimination Act of 2008 (“GINA”) protects applicants and employees from discrimination based on genetic information in hiring, promotion, termination, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members. It is the Company’s intent to comply with GINA. If you feel that you are being asked to disclose genetic information improperly, contact Human Resources. Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of your Supervisor or Human Resources. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers, violation of this policy will lead to discipline, up to and including termination. All employees must cooperate with all investigations.

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1-3. Prohibited Harassment

Avero Diagnostics is committed to providing a work environment that is free of illicit harassment based on any protected characteristics. As a result, the Company maintains a strict policy prohibiting sexual harassment and harassment against employees, applicants for employment, individuals providing services in the workplace pursuant to a contract, unpaid interns or volunteers based on any legally-recognized basis, including, but not limited to, their actual or perceived race, religious creed, color, national origin, citizenship status, ancestry, physical or mental disability, medical condition, genetic information, marital status (including registered domestic partnership status), sex (including pregnancy, childbirth, lactation and related medical conditions), gender (including gender identity and expression), age (40 and over), sexual orientation, arrest record, Civil Air Patrol status, military and veteran status and any other consideration protected by federal, state or local law (collectively referred to as "protected characteristics"). For purposes of this policy, discrimination on the basis of "national origin" also includes harassment against an individual because that person holds or presents a state driver's license issued to those who cannot document their lawful presence in the United States. All such harassment is prohibited.

This policy applies to all persons involved in our operations, including coworkers, supervisors, managers, temporary or seasonal workers, agents, clients, vendors, customers, or any other third party interacting with the Company ("third parties") and prohibits proscribed harassing conduct by any employee or third party of Avero, including nonsupervisory employees, supervisors and managers. If such harassment occurs on the Company's premises or is directed toward an employee or a third party interacting with the Company, the procedures in this policy should be followed.

Sexual Harassment Defined

Sexual harassment includes unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when:

Submission to such conduct is made a term or condition of employment; or

Submission to, or rejection of, such conduct is used as a basis for employment decisions affecting the individual; or

Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment also includes various forms of offensive behavior based on sex and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list:

Unwanted sexual advances.

Offering employment benefits in exchange for sexual favors.

Making or threatening reprisals after a negative response to sexual advances.

Visual conduct: leering; making sexual gestures; displaying sexually suggestive objects or pictures, cartoons, posters, websites, emails or text messages.

Verbal conduct: making or using derogatory comments, epithets, slurs, sexually explicit jokes, or comments about an employee's body or dress.

Verbal sexual advances or propositions.

Verbal abuse of a sexual nature; graphic verbal commentary about an individual's body; sexually degrading words to describe an individual; suggestive or obscene letters, notes or invitations.

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Physical conduct: touching, assault, impeding or blocking movements.

Retaliation for reporting harassment or threatening to report sexual harassment.

An employee may be liable for harassment based on sex even if the alleged harassing conduct was not motivated by sexual desire. An employee who engages in unlawful harassment may be personally liable for harassment even if the Company had no knowledge of such conduct.

Other Types of Harassment

Prohibited harassment on the basis of any legally protected classification, including, but not limited to: race, color, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status (including domestic partnership status), age (40 or over), sexual orientation, Civil Air Patrol status, military and veteran status, immigration status or any other consideration protected by federal, state or local law, includes behavior similar to the illustrations above pertaining to sexual harassment. This includes conduct such as:

Verbal conduct including threats, epithets, derogatory comments or slurs based on an individual's protected classification;

Visual conduct, including derogatory posters, photographs, cartoons, drawings or gestures based on protected classification; and

Physical conduct, including assault, unwanted touching or blocking normal movement because of an individual's protected status.

Abusive Conduct Prevention

It is expected that the Company and persons in the workplace perform their jobs productively as assigned, and in a manner that meets all of managements' expectations, during working times, and that they should refrain from any malicious, patently offensive or abusive conduct including but not limited to conduct that a reasonable person would find offensive based on any of the protected characteristics described above. Examples of abusive conduct include repeated infliction of verbal abuse, such as the use of malicious, derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the intentional sabotage or undermining of a person's work performance.

Protection Against Retaliation

Retaliation is prohibited against any person by another employee or by Avero Diagnostics for using the Company's complaint procedure, reporting proscribed discrimination or harassment or filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit.

Discrimination, Harassment, Retaliation and Abusive Conduct Complaint Procedure

Any employee who believes that he or she has been harassed, discriminated against, or subjected to retaliation or abusive conduct by a co-worker, supervisor, agent, client, vendor, customer, or any other third party interacting with Avero Diagnostics in violation of the foregoing policies, or who is aware of such behavior against others, should immediately provide a written or verbal report to his or her supervisor, any other member of management, Human Resources, or by reaching out to our ethics hotline, EthicsPoint, 855-458-8345 or Avero.ethicspoint.com.

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Employees are not required to make a complaint directly to their immediate supervisor. Supervisors and managers who receive complaints of misconduct must immediately report such complaints to Human Resources who will attempt to resolve issues internally.

When a report is received, the Company will conduct a fair, timely, thorough and objective investigation that provides all parties appropriate due process and reaches reasonable conclusions based on the evidence collected. The Company expects all employees to fully cooperate with any investigation conducted by the Company into a complaint of proscribed harassment, discrimination or retaliation or regarding the alleged violation of any other Company policies. The Company will maintain confidentiality surrounding the investigation to the extent possible and to the extent permitted under applicable federal and state law.

Upon completion of the investigation, the Company will communicate its conclusion as soon as practical. If the Company determines that this policy has been violated, remedial action will be taken, commensurate with the severity of the offense, up to and including termination of employment. Appropriate action will also be taken to deter any such conduct in the future.

The federal Equal Employment Opportunity Commission (EEOC) and the California Department of Fair Employment and Housing (DFEH) will accept and investigate charges of unlawful discrimination or harassment at no charge to the complaining party. Information may be located by visiting the agency website at www.eeoc.gov or www.dfeh.ca.gov.

1-4. Workplace Violence

Avero Diagnostics is strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of personal injury to employees and damage to Company and personal property. We do not expect you to become an expert in psychology or to physically subdue a threatening or violent individual. Indeed, we specifically discourage you from engaging in any physical confrontation with a violent or potentially violent individual. However, we do expect and encourage you to exercise reasonable judgment in identifying potentially dangerous situations. Experts in the mental health profession state that prior to engaging in acts of violence, troubled individuals often exhibit one or more of the following behaviors or signs: over-resentment, anger and hostility; extreme agitation; making ominous threats such as bad things will happen to a particular person, or a catastrophic event will occur; sudden and significant decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior; reacting to questions with an antagonistic or overtly negative attitude; discussing weapons and their use, and/or brandishing weapons in the workplace; overreacting or reacting harshly to changes in Company policies and procedures; personality conflicts with co-workers; obsession or preoccupation with a co-worker or Supervisor; attempts to sabotage the work or equipment of a co-worker; blaming others for mistakes and circumstances; demonstrating a propensity to behave and react irrationally.

Prohibited Conduct

Threats, threatening language or any other acts of aggression or violence made toward or by any Company employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or intimidation. To the extent permitted by law, employees and visitors are prohibited from carrying weapons onto Company premises.

Procedures for Reporting a Threat All potentially dangerous situations, including threats by co-workers, should be reported immediately to any member of management with whom you feel comfortable. i.e managers, supervisors or human

5 Rev: March 2017

resources. Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede our ability to investigate and respond to the complaints. All threats will be promptly investigated. All employees must cooperate with all investigations. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this policy. If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the Company will take swift and appropriate disciplinary action, up to and including termination.

If you are the recipient of a threat made by an outside party, please follow the steps detailed in this section. It is important for us to be aware of any potential danger in our offices. We want to take effective measures to protect everyone from the threat of a violent act by an employee or by anyone else.

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Section 2 - Operational Policies

2-1. Employee Classifications

Employees of Avero are classified as either exempt or non-exempt under federal and state wage and hour laws, and are further classified for administrative purposes. The following designations are used throughout this Handbook. Full-Time Employees – Employees who regularly work at least 30 hours per week who were not hired on a short-term basis.

Part-Time Employees – Employees who regularly work fewer than 30 hours per week who were not hired on a short-term basis. Part-time employees are eligible for some, but not all employee benefits described in this Handbook and are provided with benefits required by applicable law.

Short-Term (Temporary) Employees – Employees who were hired for a specific short-term project, or on a short-term freelance, per diem or temporary basis. Employees in this classification are not eligible for employee benefits, except as required by applicable law, and may be classified as exempt or non-exempt on the basis of job duties and compensation. Exempt – Exempt employees are employees whose job assignments meet specific tests established by the federal Fair Labor Standards Act (FLSA) and state law and who are exempt from minimum wage and overtime pay requirements. Exempt employees are compensated on a salary basis. Non-Exempt – Non-exempt employees are employees whose job positions do not meet FLSA or applicable state exemption tests, and who are not exempt from minimum wage and overtime pay requirements. Non-exempt employees are eligible to receive overtime pay for hours worked in excess of 40 hours in a given week, or as otherwise required by applicable state law. You will be informed of your classification upon hire and informed of any subsequent changes to your classification. Your supervisor or Human Resources will be able to assist with any questions or concerns regarding your status.

2-2. Your Employment Records

In order to obtain your position, you provided us with personal information, such as your address and telephone number. This information is contained in your personnel file.

Please keep your personnel file up to date by informing Human Resources of any changes. Also, please inform Human Resources of any specialized training or skills you may acquire in the future, as well as any changes to any required visas. Unreported changes of address, marital status, etc. can affect your withholding tax and benefit coverage. Further, an “out of date” emergency contact or an inability to reach you in a crisis could cause a severe health or safety risk or other significant problem. Employees may inspect their own personnel file in the presence of a Human Resources representative of Avero. Please contact Human Resources to schedule a time. Employees may not be allowed to view investigation records or any letters of reference that have been prepared or collected by management. Employees will be provided access to personnel records in accordance with applicable state law.

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Only authorized members of management and Human Resources have access to an employee's personnel file. However, the Company will cooperate with - and provide access to an employee's personnel file to - law enforcement officials or local, state or federal agencies in accordance with applicable law.

2-3. Working Hours and Schedule

Avero Diagnostics is normally open for business from 8:00 am to 6:00 pm CT, Monday through Friday. Some departments may have modified hours and schedules based on laboratory needs. Working hours may also differ depending on the location of your facility. Your schedule within those hours is determined upon hire. You will be expected to begin and end work according to your assigned schedule. Employees scheduled for a specific shift must remain in that shift for a minimum of 6 months before transferring to a new shift. To accommodate the changing needs of our business, we reserve the right to amend or change individual work schedules to meet those needs on either a short-term or long-term basis. Employees will be provided meal and rest periods as required by law. Your Supervisor will also provide further details.

2-4. Timekeeping Procedures Employees must record their actual time worked for payroll and benefit purposes. Non-exempt employees must record the time work begins and ends, as well as the beginning and ending time of any departure from work for any non-work-related reason, on forms as prescribed by management. Non-exempt employees must also clock out for their meal periods. At the end of any meal period, such employees must clock back in and promptly return to work. Employees are prohibited from working “off the clock.” Non-exempt employees must record all time worked, even if that time includes overtime, and even if that overtime was not authorized or approved. You will be compensated for all hours you actually work. Altering, falsifying or tampering with time records is prohibited and subjects the employee to discipline, up to and including termination. Exempt employees are required to report full or partial days of absence from work for reasons such as leaves of absence, paid time off (PTO) or personal business. It is your responsibility to certify the accuracy of all time recorded. Any errors in your time record should be reported immediately to your Supervisor and Human Resources, who will attempt to correct legitimate errors.

2-5. Make-up Time The purpose of Make-up time is to allow work time flexibility while still complying with applicable wage and hour laws. Allowable Make-up time will be given to Non-exempt employees for time when they are absent from the job in lieu of using vacation days, or leave without pay, or having their pay reduced for the period of absence if and only if the time that is made up is within the Avero’s standard workweek and approved by their supervisor in advanced. The standard workweek begins at 8:00 a.m. on Sunday and ends at 6:00 p.m. each Saturday. Time may be made up by working extra time before or after the standard workday hours. Working through a lunch period or break period is not permitted for make-up time. State specific wage and hour laws will apply. Please reach out to Human Resources to see if Make-Up time applies to your state. An employee must first obtain approval from their supervisor to use the make-up time option.

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2-6. Meal and Rest Breaks It is the Company's policy to comply with all laws regarding meal and rest breaks. Rest breaks of short duration lasting a maximum of 15 minutes will be counted as "hours worked" and paid accordingly. Non-exempt employees will be given a maximum of two rest periods each working shift. Rest breaks are not to be taken back to back. Meal breaks lasting 30 minutes or more are not considered "hours worked" for purposes of federal law and will not be paid for non-exempt employees. A meal break of at least 30 minutes is required for all non-exempt employees and is considered unpaid. Employees must be completely relieved from work duties during any unpaid meal breaks. Non-exempt employees must record the beginning and ending time of their meal breaks each day on their time records.

2-7. Overtime Like most successful companies, we experience periods of extremely high activity. During these busy periods, additional work is required from all of us. Your Supervisor is responsible for monitoring business activity and requesting overtime work if it is necessary. Management will make all reasonable effort to provide you with adequate advance notice in such situations. Any non-exempt employee who works overtime will be compensated at the rate of one and one-half times (1.5) the regular rate of pay for all time worked in excess of forty (40) hours each week, unless otherwise required by law. For purposes of calculating overtime, the workweek begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on the following Saturday. Holiday, vacation and sick time hours are not considered as time worked for overtime purposes.

Employees are expected to have prior management authorization for overtime work. However, employees will be paid for all overtime hours worked, whether or not such time was required or approved by management. Repeated working of unapproved overtime may result in disciplinary action up to and including termination.

All non-exempt employees must accurately record all time worked on their time clock records. “Off the clock” work is expressly prohibited. Employees are required to immediately notify their Supervisor or Human Resources if they believe they are being pressured or coerced by any manager, supervisor, or other employee to not accurately record all time worked. Exempt employees may have to work hours beyond their normal schedules as work demands require. No overtime compensation will be paid to exempt employees.

2-8. Pay for Mandatory Meetings/Trainings

The Company will pay non-exempt employees for attendance at meetings, lectures and training programs provided that the employee has obtained prior management approval.

2-9. Safe Harbor Policy for Exempt Employees

It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure that you are paid properly and that no improper deductions are made, you must review your pay statements promptly to identify and report all errors.

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If you are classified as an exempt salaried employee, you will receive a salary which is intended to compensate you for all hours you may work for the Company. This salary will be established at the time of hire or when you become classified as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount.

Under federal and state law, your salary is subject to certain deductions. For example, unless state law requires otherwise, your salary can be reduced for the following reasons:

Full-day absences for personal reasons.

Full-day absences for sickness or disability.

Full-day disciplinary suspensions for infractions of our written policies and procedures. Family and Medical Leave absences (either full- or partial-day absences).

To offset amounts received as payment for jury and witness fees or military pay.

The first or last week of employment in the event you work less than a full week.

Any full work week in which you do not perform any work. Your salary may also be reduced for certain types of deductions such as your portion of health, dental or life insurance premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) or pension plan. In any work week in which you performed any work, your salary will not be reduced for any of the following reasons:

Partial day absences for personal reasons, sickness or disability.

Your absence on a day because your employer has decided to close a facility on a scheduled work day.

Absences for jury duty, attendance as a witness, or military leave in any week in which you have performed any work.

Any other deductions prohibited by state or federal law. However, unless state law provides otherwise, deductions may be made to your accrued paid time off (PTO) for full- or partial-day absences for personal reasons, sickness or disability. If you believe you have been subject to any improper deductions, you should immediately report the matter to your Supervisor. If your Supervisor is unavailable or if you believe it would be inappropriate to contact that person (or if you have not received a prompt and fully acceptable reply), you should immediately contact Human Resources or any other supervisor in the Company with whom you feel comfortable.

2-10. Your Paycheck

You will be paid bi-weekly for all the time you have worked during the past pay period.

Your pay statement itemizes deductions made from your gross earnings. By law, the Company is required to make deductions for Social Security, federal income tax and any other appropriate taxes. These required deductions may also include any court-ordered garnishments. Your pay statement will also differentiate between regular pay received and overtime pay received.

If you believe there is an error in your pay or if you cannot determine the gross wages or net wages paid, which deductions the Company made from gross wages, the name and address of the Company, or your name and the last four digits of your social security number and/or your employee ID number, bring the matter to the attention of Human Resources immediately so the Company can resolve the matter quickly and amicably.

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Your paycheck will be given only to you, unless you request that it be mailed, or authorize in writing another person to accept your check for you.

2-11. Direct Deposit

Avero Diagnostics strongly encourages employees to use direct deposit. Authorization forms are available from Human Resources.

2-12. Performance Reviews

Formal Performance reviews are generally scheduled once a year. However, please understand that a positive performance evaluation does not guarantee an increase in salary, a promotion, or continued employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of management.

In addition to these formal performance evaluations, the Company encourages you and your supervisor to discuss your job performance on a frequent and ongoing basis.

2-13. Internal Job Postings

The Company is dedicated to assisting employees in managing their careers and reaching their professional goals through promotion and transfer opportunities. If you find a position of interest on the job posting website and meet the eligibility requirements and have been employed for a minimum of 90 days, please notify your manager and reach out to Human Resources. Not all positions are guaranteed to be posted. The Company reserves the right to seek applicants solely from outside sources or to post positions internally and externally simultaneously.

For more specific information about internal job opportunities, please contact Human Resources.

2-14. Reimbursement Policy for Business Expenses

Avero will reimburse employees for necessary and reasonable business expenses. In keeping with Avero’s values and culture, each employee is expected to abide by the general principles of trust & honor when incurring business expenses. Please refer to the Avero’s Travel & Expense Policy and Guidelines for information regarding the requirements of incurring and submitting business expenses.

2-15. Driving for Company Business

All employees are expected to comply with all local, state, and federal laws while operating company vehicles and other equipment or driving a personal vehicle for business purposes. The Company may discipline employees who engage in unlawful conduct. For example, employees who are assigned to drive as part of their job duties are required to have and maintain a valid driver's license, wear seat belts, and travel at a safe speed. The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, may result in disciplinary action, up to and including termination of employment. Employees will be responsible for all

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liabilities, fines, etc. that result from such traffic and parking violations, to the extent permissible under the law. Any accidents while driving on company business, regardless of severity, must be reported immediately to the police and to Human Resources. Failing to stop after an accident and/or failure to report an accident may result in disciplinary action up to and including termination of employment.

2-16. Background Checks

The Company reserves the right to conduct background checks, reference checks and investigations on applicants, employees and former employees in connection with employment decisions, its defense in lawsuits and administrative actions, and employee misconduct. These checks may be necessary, for example, if our employees are victims of theft, harassment, dishonesty or workplace violence. Applicants and employees will be subject to background checks that may include, but are not limited to, criminal background checks, motor vehicle reports, FACIS (Fraud and Abuse Control Information Systems) healthcare fraud checks, education, employment and drug screen. Motor Vehicle and FACIS reports will be run on all applicable employees on an annual basis. In addition, the Company is required by law to verify the identity and employment eligibility of all persons hired to work in the United States. The Company participates in E-Verify for this purpose.

2-17. Pre-Employment and On-going Drug Screening The purpose of drug screening is to ensure a safe, healthy, and productive work environment. Avero Diagnostics strives to maintain a workplace free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the ability of employees to perform their duties, as well as adversely affect our customers and customers' confidence in our company. Therefore, possession of alcohol, illegal drugs or other illegal substances is not permitted on company property, or while on duty in the employment of Avero Diagnostics. Furthermore, employees are not permitted to report for duty while under the influence of alcohol, illegal drugs or other illegal substances. Avero Diagnostics reserves the right to test an employee or a prospective employee for drugs and alcohol at any time for reasons which may include pre-employment, for cause, post-accident or random. All employees will be subject to a random drug-testing program on an ongoing basis. All employees and prospective employees will be asked to sign an appropriate consent form prior to undergoing a drug test. Failure to do so is grounds for immediate termination of employment or will eliminate prospective employees from consideration for employment. Parental consent must be obtained for minors under the age of 18 prior to undergoing a post-offer, pre-employment drug screen. If the results of the drug-screening test for an employee or prospective employee are positive in the absence of reasonable medical explanation as judged by an Avero Diagnostics-approved physician, employment may be terminated immediately or the job offer will be rescinded. The physician and/or drug testing company will notify the appropriate employee or prospective employee. You are expected to report any suspicious activity to your immediate supervisor or management of Avero Diagnostics.

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2-18. Release of Personal Information From time to time, the Company may disclose your personal information, including Social Security numbers, for purposes of your employment or as may be required in connection with the Company’s business, including, but not limited to completing applications, credentialing forms, and other documentation required in connection with laboratory certifications and state and federal healthcare program reimbursement for the Company’s services.

2-19. Social Security Number Privacy It is the policy of the Company to ensure to the extent practicable the confidentiality of employees’ Social Security Numbers in accordance with Texas law.

The Company will not intentionally do any of the following acts which result in a prohibited disclosure of employees’ Social Security Numbers. Violation of this policy will result in discipline up to and including termination of employment.

1. Intentionally communicate or otherwise make available to the public an employee’s social security

number. 2. Display an employee’s social security number on a card or other device required to access a product or

service provided by the person. 3. Require an employee to transmit the employee’s social security number over the Internet, unless the

Internet connection is secure or the social security number is encrypted. 4. Require an employee’s social security number for access to an Internet website unless a password or

unique personal identification number or other authentication device is also required for access 5. Print an employee’s social security number on a card or other device required to access a product or

service provided by the Company unless the employee has requested this in writing. The Company may collect, use or release an employee’s Social Security number, as required by or to comply with state or federal law. The Company may also use an employee’s Social Security number for internal verification and administrative purposes. Additionally, the Company may include an employee’s Social Security number in applications and forms sent by mail, including documents sent as part of an application or enrollment process or to establish, amend, or terminate an account, contract, or policy or to confirm the accuracy of the social security number. The Company limits access to Social Security Numbers to those employees and outside consultants whose job duties require that they use this information in connection with Company business. The employees and individuals who have access to Social Security Numbers are those who work in the following areas: Human Resources Benefits Administration Computer and Information Technology Executive Management Legal Department Individuals Who Though Not Employed By the Company Provide Legal, Tax, Benefits, Management on Other Consulting Services for the Company

The Company will properly dispose of documents containing Social Security Numbers by ensuring that all such materials are shredded or otherwise destroyed prior to discarding such information. Data stored in electronic format will be rendered irretrievable before computers are discarded or destroyed.

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Section 3 - Benefits

3-1. Benefits Overview

In addition to good working conditions and competitive pay, it is Avero’s policy to provide a combination of supplemental benefits to all eligible employees. In keeping with this goal, each benefit program has been carefully devised. These benefits include time-off benefits, such as vacations and holidays, medical, dental, vision, life Insurance, 401k, and other plan benefits. We are constantly studying and evaluating our benefits programs and policies to better meet your present and future requirements.

The next few sections contain a brief outline of the benefits programs Avero provides for you and your family. Of course, the information presented here is intended to serve only as guidelines.

The descriptions of the insurance and other plan benefits merely highlight certain aspects of the applicable plans for your general information only. You can contact Human Resources for detailed information. Additionally, the provisions of the plans, including eligibility and benefits provisions, are summarized in the summary plan descriptions (“SPDs”) for the plans (which may be revised from time to time). In the determination of benefits and all other matters under each plan, the terms of the official plan documents shall govern over the language of any descriptions of the plans, including the SPDs and this handbook.

Further, Avero Diagnostics (including the officers and administrators who are responsible for administering the plans) retains full discretionary authority to interpret the terms of the plans, as well as full discretionary authority with regard to administrative matters arising in connection with the plans and all issues concerning benefit terms, eligibility and entitlement.

While the Company intends to maintain these employee benefits, it reserves the absolute right to modify, amend or terminate these benefits at any time and for any reason.

If you have any questions regarding your benefits, please contact Human Resources.

3-2. Holidays

The Company recognizes the following holidays:

New Year’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Day after Thanksgiving

Christmas Day Full-time employees will be paid eight (8) hours for these holidays even if the Company is closed. Part-time employees will be paid four (4) hours for these holidays even if the company is closed. Employees may be required to work holidays. Employees who work on a recognized holiday will receive holiday pay plus wages at a rate equivalent to one and one-half the regular rate for the hours worked on the holiday. A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday.

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An employee must work the last scheduled workday before and the first scheduled workday after the holiday to receive the holiday benefit (unless on a planned absence). If a recognized holiday falls during an eligible employee’s planned absence (such as vacation or leave), holiday pay will be provided instead of the paid time off that would otherwise have applied. The Company will make reasonable efforts to accommodate requested holidays pertaining to your established beliefs that are not included in the above list. You should speak with your Supervisor to obtain approval to take time off to observe such holidays. Employees who are on a continuous leave of absence are not eligible to receive holiday pay. Temporary workers and Interns are not eligible for holiday pay.

3-3. Disability Accommodation Avero complies with the Americans with Disabilities Act (“ADA”) and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities. Consistent with this commitment, Avero will provide a reasonable accommodation to applicants and employees with disabilities if the reasonable accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship.

Requesting a Reasonable Accommodation

If you believe you need an accommodation because of a disability, you are responsible for requesting a reasonable accommodation from the Human Resources Department. You may make the request orally or in writing (Avero encourages employees to make their request in writing). The request for accommodation should include the following: • A description of the accommodation you are requesting; • The reason you need an accommodation; and • How the accommodation will help you perform the essential functions of your job.

After receiving your oral or written request, Avero will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Avero encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, Avero is not required to make the specific accommodation requested by you and may provide an alternative, effective accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on Avero. Avero will also consider requests for reasonable accommodations for medical conditions related to pregnancy, childbirth and lactation where supported by medical documentation and/or as required by applicable federal, state or local law.

Medical Information

If your disability or need for accommodation is not obvious, Avero may ask you to provide supporting documents showing that you have a disability within the meaning of the ADA and applicable state or local laws, and that your disability necessitates a reasonable accommodation. If the information provided in response to this request is insufficient, Avero may require that you see a health care professional of Avero’s choosing, at Avero’s expense to support the accommodation request. In those cases, if you fail to provide the requested information or see the designated health care professional, your request for a reasonable accommodation may be denied. Avero will keep confidential any medical information that it obtains in connection with your request for a reasonable accommodation.

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Determinations

Avero makes determinations about reasonable accommodations on a case-by-case basis considering various factors and based on an individualized assessment in each situation. We strive to make determinations on reasonable accommodation requests expeditiously, and will inform you once a determination has been made. If you have any questions about a reasonable accommodation request you made, please contact the Human Resources Department.

No Retaliation

Individuals will not be retaliated against for requesting an accommodation in good faith. Avero expressly prohibits any form of discipline, reprisal, intimidation or retaliation against any individual for requesting an accommodation in good faith.

3-4. Religious Accommodation

The Company will provide reasonable accommodation for employees' religious beliefs, observances and practices when a need for such accommodation is identified and reasonable accommodation is possible. A reasonable accommodation is one that eliminates the conflict between an employee's religious beliefs, observances or practices and the employee's job requirements, without causing undue hardship to the Company. The Company has developed an accommodation process to assist employees, management and Human Resources. Through this process, the Company establishes a system of open communication between employees and the Company to discuss conflicts between religion and work and to take action to provide reasonable accommodation for employees' needs. The intent of this process is to ensure a consistent approach when addressing religious accommodation requests.

Any employee who perceives a conflict between job requirements and religious belief, observance or practice should bring the conflict and his or her request for accommodation to the attention of Human Resources to initiate the accommodation process. The Company requests that accommodation requests be made in writing, and in the case of schedule adjustments, as far in advance as possible.

3-5. Lactation Accommodation

The Company will provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee’s infant child, in accordance with and to the extent required by applicable law. If possible, the break time should run concurrently with rest break and meal periods already provided to the employee. Lactation time beyond the regular break time is unpaid for non-exempt employees and will be negotiated between the employee and the Company. The Company will make reasonable efforts to provide the use of a room or location other than a bathroom or toilet stall for the employee to express milk in private. This location may be the employee’s private office, if applicable. Where dedicated space is not feasible, the Company will provide a mixed-use space where lactating mothers will have priority over all other users of the space. Access to a safe water source and a sink within a reasonable distance from the lactation space will be provided. Employees may store their expressed milk in their own personal coolers with an ice pack or in the shared break room refrigerator space, if available. The Company may not be able to provide additional break time if doing so would seriously disrupt the Company’s operations, subject to applicable law. Please consult Human Resources if you have questions regarding this policy. The Company complies with applicable federal law regarding lactation accommodation.

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Please advise management if you need break time and an area for this purpose. Employees will not be discriminated against or retaliated against for exercising their rights under this policy.

3-6. Paid Time Off (PTO)

We know how hard you work and recognize the importance of providing you with time for rest and relaxation. We fully encourage you to get this rest by taking your paid time off. Time off under this policy includes extended time off, such as for a vacation, incidental time due to sickness, bereavements, or to handle personal affairs. PTO excludes holiday and any other state required leave. Initially, full time employees accrue up to fifteen (15) days of paid time off per year. Paid time off is accrued on a pro-rata basis throughout the year. After five (5) years of employment, full-time employees accrue up to twenty (20) days of paid time off per year. Paid time off is accrued on a pro-rata basis throughout the year. After ten (10) years of employment, full-time employees accrue up to twenty-five (25) days of paid time off per year. Paid time off is accrued on a pro-rata basis throughout the year. Pathologist will accrue up to thirty (30) days of paid time off per years. Paid time off is accrued on a pro-rata basis throughout the year. If you wish to use 3 or more full days of paid time off consecutively, you must submit a request to your manager at least 2 weeks in advance of your requested time off. Similar notice should be provided for planned time off of shorter duration. Every effort will be made to grant your request, consistent with our operating schedule. However, if too many people request the same period of time off, the Company reserves the right to choose who may take time off during that period. Individuals with the longest length of service generally will be given preference.

If you will be out of work due to illness or due to any other emergency for which notice could not be provided, you must call in and notify your supervisor as early as possible, but at least by the start of your workday. If you call in sick for three (3) or more consecutive days, you may be required to provide your supervisor with a doctor’s note on the day you return to work.

Paid time off for exempt employees must be used in full (8 hours) or half (4 hours) workday increments; the corresponding amount of time will be deducted from the employee’s accrued paid time off. For non-exempt employees, paid time off must be used in one hour increments. All accrued, unused paid time off is paid out upon separation, unless otherwise required by law. The Company reserves the right to require an employee to take paid time off at a specific time upon reasonable notice.

3-7. Insurance Programs

Full-time employees may participate in the Company’s insurance programs. Under these plans, eligible employees will receive comprehensive health and other insurance coverage for themselves and their families, as well as other benefits.

Upon enrolling, you will receive summary plan descriptions (SPDs) describing the benefits in greater detail. Please refer to the SPDs for detailed plan information. Of course, feel free to speak to Human Resources if you have any further questions.

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3-8. Workers’ Compensation

On-the-job injuries are covered by our Workers’ Compensation Insurance Policy, which is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to your Supervisor. Failure to follow Company procedures may affect your ability to receive Workers’ Compensation benefits.

Any leave of absence due to a workplace injury runs concurrently with all other Company leaves of absence. Reinstatement from leave is guaranteed only if required by law. Employees who need to miss work due to a workplace injury must also request a formal leave of absence. See the Leave of Absence sections of this handbook for more information.

3-9. Long-Term Disability

Full-time employees are eligible to participate in the Long-Term Disability plan, subject to all terms and conditions of the agreement between the Company and the insurance carrier.

This is solely a monetary benefit and not a leave of absence. Employees who will be out of work must also request a formal leave of absence. See the Leave of Absence sections of this handbook for more information.

3-10. Employee Assistance Program Avero Diagnostics provides an employee assistance program at no cost for employees and their family. This program offers qualified counselors to help you cope with personal problems you may be facing. For further details, please contact an EAP counselor through MHN by calling 800-511-3920 or by going online at members.mhn.com and enter company code: metlifeeap2

3-11. Retirement Plan

Eligible employees are able to participate in the Company’s retirement plan. Plan participants may make pre-tax and post-tax contributions to a retirement account.

Upon becoming eligible to participate in this plan, you will receive an SPD describing the plan in greater detail. Please refer to the SPD for detailed plan information. Of course, feel free to speak to Human Resources if you have any further questions. You are always 100% vested in your Elective Deferral and Rollover balances. If you are currently not enrolled and would like to be, please contact Human Resources or login to ADP Workforce Now to get started.

3-12. Medical Benefits Continuation Upon Employment Termination The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) along with individual state continuation of medical coverage regulations give employees and their qualified beneficiaries the opportunity to continue health insurance coverage at their own expense under the Company’s health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, death of an employee, reduction of hours, leave of absence, employee’s divorce or legal separation and a dependent child no longer meeting eligibility requirements.

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Under COBRA, the employee or beneficiary pays the full cost of coverage at the group rates plus an administration fee. An explanation of an employee’s rights and obligations under COBRA will be provided when they terminate employment with the Company. The employee should carefully review this information and, in particular, review the specific notice requirements that are triggered for employees and/or their family members when certain events occur that would otherwise result in loss of coverage under the plans. It is the employee’s responsibility to file paperwork and pay premiums to insure the coverage is in effect. In the event of an employee’s divorce or legal separation from a spouse or any dependent children ceasing to be a dependent child, you must immediately notify your Supervisor so that proper notices of the right to elect continuation coverage under COBRA can be given to the appropriate covered family members. Typically, the Company will require written proof of such a change, such as a copy of the divorce decree or similar document.

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Section 4 - Leaves of Absence Employees taking a leave of absence will stop accruing PTO until they return to work. Employees also on leave will not receive holiday pay.

4-1. Personal Leave

If you are ineligible for any other Company leave of absence, Avero Diagnostics, under certain circumstances, may grant you a personal leave of absence without pay. A written request for a personal leave should be presented to management at least two (2) weeks before the anticipated start of the leave. If the leave is requested for medical reasons and you are not eligible for leave under the federal Family and Medical Leave Act (FMLA) or any state leave law, medical certification also must be submitted. Your request will be considered on the basis of staffing requirements and the reasons for the requested leave, as well as your performance and attendance records. Normally, a leave of absence will be granted for a period of up to five (5) days. However, a personal leave may be extended if, prior to the end of your leave, you submit a written request for an extension to management and the request is granted. During your leave, you will not earn vacation, personal days or sick days. We will continue your health insurance coverage during your leave if you submit your share of the monthly premium payments to the Company in a timely manner, subject to the terms of the plan documents. When you anticipate your return to work, please notify management of your expected return date. This notification should be made at least one week before the end of your leave. Upon completion of your personal leave of absence, the Company will attempt to return you to your original job, or to a similar position, subject to prevailing business considerations. Reinstatement, however, is not guaranteed. Failure to advise management of your availability to return to work, failure to return to work when notified, or your continued absence from work beyond the time approved by the Company will be considered a voluntary resignation of your employment. Personal leave runs concurrently with any Short-Term Disability Leave of Absence.

4-2. Military Leave

If you are called into active military service or you enlist in the uniformed services, you will be eligible to receive an unpaid military leave of absence. To be eligible for military leave, you must provide management with advance notice of your service obligations unless you are prevented from providing such notice by military necessity or it is otherwise impossible or unreasonable for you to provide such notice. Provided your absence does not exceed applicable statutory limitations, you will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and state laws. Please ask management for further information about your eligibility for Military Leave. If you are required to attend yearly Reserves or National Guard duty, you can apply for an unpaid temporary military leave of absence not to exceed the number of days allowed by law (including travel). You should give management as much advance notice of your need for military leave as possible so that we can maintain proper coverage while you are away.

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4-3. Jury Duty Leave

Avero Diagnostics realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law. You are expected, however, to notify your Supervisor as soon as a jury duty notice or summons from the court is received and provide a verification of service. You also are expected to keep management informed of the expected length of your jury duty service and to report to work for the major portion of the day if you are excused by the court. If the required absence presents a serious conflict for management, you may be asked to try to postpone your jury duty. Employees will be paid at their regular base pay for their jury duty service in accordance with state law; no overtime pay will be permitted. Exempt employees will be paid their full salary for any week in which they perform any work for the Company. Part-time and Non-exempt employees will be granted unpaid time off.

4-4. Bereavement Leave We know the death of a family member is a time when you wish to be with the rest of your family. If you are a full-time employee and you lose a close relative, you will be allowed paid time off of up to three (3) days to assist in attending to your obligations and commitments. For the purposes of this policy, a close relative includes a spouse, domestic partner, children, parents, siblings, grandparents, in-laws, aunts, uncles, grandchildren or the child, sibling or parent of the employee’s spouse or domestic partner or any other relation required by applicable state law. Paid bereavement leave may be taken on any regularly scheduled workday up to a max of three (3) days. You must inform your Supervisor prior to commencing bereavement leave. In administering this policy, the Company may require verification of death.

4-5. Voting Leave In the event an employee does not have sufficient time outside of working hours to vote in a statewide election, if required by state law, the employee may take off enough working time to vote. Such time will be paid if required by state law. This time should be taken at the beginning or end of the regular work schedule. Where possible, your Supervisor should be notified at least two days prior to the voting day. Proof of having voted may be required.

4-6. Political Leave The Company will not terminate or otherwise discriminate against employees if they take a leave from work in order to attend a precinct convention or attend a county, district or state convention as a delegate. Such leave is unpaid except that exempt employees will receive pay when required by applicable federal or state law.

4-7. Witness Leave An employee called to serve as a witness in a judicial proceeding must notify their supervisor as soon as possible. Employees will not be compensated for time away from work to participate in a court case, but may use available vacation and personal time to cover the period of absence. Employees attending judicial proceedings in response to a subpoena will not be disciplined for their absence.

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4-8. Leave to Appear In Court or Attend Proceedings Employees may take time off from work for the following reasons:

To attend juvenile court proceedings when required to do so as the parent or guardian of the juvenile;

To comply with a valid subpoena to appear at a civil, criminal, legislative or administrative proceeding. Such leave is unpaid except that exempt employees will receive pay when required by applicable federal or state law. If employees give the Company notice of their intention to return to work after being released from a subpoena or attending a juvenile proceeding, they will usually be returned to the same position. Reemployment may be denied, however, if the Company's circumstances have changed making reemployment impossible or unreasonable.

4-9. Family and Medical Leave

The Leave Policy

Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides employees information concerning FMLA entitlements and obligations employees may have during such leaves. If employees have any questions concerning FMLA leave, they should contact Human Resources.

I. Eligibility

FMLA leave is available to “eligible employees.” To be an “eligible employee,” an employee must: 1) have been employed by the Company for at least 12 months (which need not be consecutive); 2) have been employed by the Company for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave; and 3) be employed at a worksite where 50 or more employees are located within 75 miles of the worksite.

II. Entitlements

The FMLA provides eligible employees with a right to leave, applicable health insurance benefits and, with some limited exceptions, job restoration upon completion of the leave. The FMLA also entitles employees to certain written notices concerning their potential eligibility for and designation of FMLA leave.

A. Basic FMLA Leave Entitlement

The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during a 12-month period. The 12-month period is determined based on a fixed 12-month leave year that coincides with the calendar year. Leave may be taken for any one, or for a combination, of the following reasons:

Child Bonding: To care for your child after birth or placement for adoption or foster care. Your child does not need to be sick. The FMLA leave for child bonding must be completed within one year of the birth, adoption or foster care placement.

Serious Health Condition of a Family Member: To care for your spouse, son, daughter or parent (but not in-law) who has a serious health condition. This includes both physical and psychological care.

Your Own Serious Health Condition: For your own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes you unable to perform one or more of the essential functions of your job; and/or

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Military Exigency Family Leave: for any “qualifying exigency” arising out of the fact that your spouse, son, daughter, or parent is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation. This includes leave time for: (1) short-notice deployment (a period of seven calendar days beginning when a covered military member is notified of an impending call or order to active duty seven or less calendar days in advance); (2) attending military events and related activities; (3) handling childcare and school activities; (4) making financial and legal arrangements; (5) counseling; (6) rest and recuperation (up to five days to spend time with a covered military member on short-term, rest and recuperation leave); (7) post- deployment activities; and (8) additional activities that you and the Company agree qualify as an exigency. ’This leave also is available for family members of active duty service members.

A “serious health condition” is an illness, injury, impairment or physical or mental condition that involves one of the following: (1) any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential mental care facility; (2) any period of incapacity requiring absence from work, school, or other regular daily activities of more than three calendar days, that also involves continuing treatment by a health care provider; (3) any period of incapacity due to pregnancy, or for prenatal care; (4) any period of incapacity (or treatment therefore) due to a chronic serious health condition (e.g., asthma, diabetes, epilepsy, etc.); (5) a period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective (e.g., Alzheimer’s, stroke, terminal diseases, etc.); or (6) any absences to receive multiple treatments (including any period of recovery therefrom) by, or on referral by, a health care provider for a condition that likely would result in incapacity of more than three consecutive days if left untreated (e.g., chemotherapy, physical therapy, dialysis, etc. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

B. Additional Military Family Leave Entitlement (Injured Service Member Leave)

In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered service member is entitled to take up 26 weeks of leave during a single 12-month period to care for the service member with a serious injury or illness. Leave to care for a service member shall only be available during a single-12-month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care for the injured service member. A “covered service member” is a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status or is on the temporary retired list, for a serious injury or illness. These individuals are referred to in this policy as “current members of the Armed Forces.” Covered service members also include a veteran who is termination or released from military services under condition other than dishonorable at any time during the five years preceding the date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation or therapy for a serious injury or illness. These individuals are referred to in this policy as “covered veterans.” The “next of kin” of a current service member is the nearest blood relative, other than current service member’s spouse, parent, son, or daughter, in the following order of priority: (1) a blood relative who has been designated in writing by the service member as the next of kin for FMLA purposes; (2) blood relative who has been granted legal custody of the service member; (3) brothers and sisters; (4) grandparents; (5) aunts and uncles; and (6) first cousins, unless the covered service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of military caregiver leave under the FMLA.

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The FMLA definitions of a “serious injury or illness” for current Armed Forces members and covered veterans are distinct from the FMLA definition of “serious health condition” applicable to FMLA leave to care for a covered family member.

C. Intermittent Leave and Reduced Leave Schedules

FMLA leave usually will be taken for a period of consecutive days, weeks or months. However, employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when medically necessary due to a serious health condition of the employee or covered family member or the serious injury or illness of a covered service member.

D. Protection of Group Health Insurance Benefits

During FMLA leave, eligible employees are entitled to receive group health plan coverage (if applicable) on the same terms and conditions as if they had continued to work.

E. Benefits During Leave

The Company will continue making contributions to employees' group health benefits during their leave on the same terms as if the employees had continued to actively work. An employee's length of service as of the leave will remain intact. PTO will not continue to accrue while on leave.

F. Restoration of Employment and Benefits

At the end of FMLA leave, subject to some exceptions including situations where job restoration of “key employees” will cause the Company substantial and grievous economic injury, employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. The Company will notify employees if they qualify as “key employees,” if it intends to deny reinstatement, and of their rights in such instances. Additionally, an employee returning from an FMLA leave may not be reinstated if the job ceased to exist because of legitimate business reasons unrelated to the employee’s taking of leave or each means of preserving the job would substantially undermine the Company’s ability to operate its business safely and efficiently. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible employee’s FMLA leave.

G. Notice of Eligibility for, and Designation of, FMLA Leave

Employees requesting FMLA leave are entitled to receive written notice from the Company telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice of: 1) their rights and responsibilities in connection with such leave; 2) the Company’s designation of leave as FMLA-qualifying or non-qualifying, and if not FMLA-qualifying, the reasons why; and 3) the amount of leave, if known, that will be counted against the employee’s leave entitlement. The Company may retroactively designate leave as FMLA leave with appropriate written notice to employees provided the Company’s failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the employee. In all cases where leaves qualify for FMLA protection, the Company and employee can mutually agree that leave be retroactively designated as FMLA leave.

III. Employee FMLA Leave Obligations

A. Provide Notice of the Need for Leave

Employees who take FMLA leave must timely notify the Company of their need for FMLA leave. The following describes the content and timing of such employee notices.

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1. Content of Employee Notice

To trigger FMLA leave protections, employees must inform Human Resources of the need for FMLA-qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically, or explaining the reasons for leave so as to allow the Company to determine that the leave is FMLA-qualifying. For example, employees might explain that:

A medical condition renders them unable to perform the functions of their job;

They are pregnant or have been hospitalized overnight;

They or a covered family member are under the continuing care of a health care provider;

The leave is due to a qualifying exigency cause by a covered military member being on active duty or called to active duty status; or

If the leave is for a family member, that the condition renders the family member unable to perform daily activities or that the family member is a covered service member with a serious injury or illness.

Calling in “sick,” without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to the Company’s questions to determine if absences are potentially FMLA-qualifying. If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek leave due to FMLA-qualifying reasons for which the Company has previously provided FMLA-protected leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.

2. Timing of Employee Notice

Employees must provide 30 days’ advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide the Company notice of the need for leave as soon as practicable under the facts and circumstances of the particular case. Employees, who fail to give 30 days’ notice for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.

B. Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers to Alternative Positions) and Intermittent Leave or Reduced Leave Schedules

When planning medical treatment, employees must consult with the Company and make a reasonable effort to schedule treatment so as not to unduly disrupt the Company’s operations, subject to the approval of an employee’s health care provider. Employees must consult with the Company prior to the scheduling of treatment to work out a treatment schedule that best suits the needs of both the Company and the employees, subject to the approval of an employee’s health care provider. If employees providing notice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglect to fulfill this obligation, the Company may require employees to attempt to make such arrangements, subject to the approval of the employee’s health care provider. When employees take intermittent or reduced work schedule leave for foreseeable planned medical treatment for the employee or a family member, including during a period of recovery from a serious health condition or to care for a covered service member, the Company may temporarily transfer employees, during the period that the intermittent or reduced leave schedules are required, to alternative positions with equivalent pay and benefits for which the employees are qualified and which better accommodate recurring periods of leave. When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical treatment, upon request, employees must advise the Company of the reason why such leave is

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medically necessary. In such instances, the Company and employee shall attempt to work out a leave schedule that meets the employee’s needs without unduly disrupting the Company’s operations, subject to the approval of the employee’s health care provider.

C. Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for Military Family Leave)

Depending on the nature of FMLA leave sought, employees may be required to submit medical certifications supporting their need for FMLA-qualifying leave. As described below, there generally are three types of FMLA medical certifications: an initial certification, a recertification and a return to work/fitness for duty certification. It is the employee’s responsibility to provide the Company with timely, complete and sufficient medical certifications. Whenever the Company requests employees to provide FMLA medical certifications, employees must provide the requested certifications within 15 calendar days after the Company’s request, unless it is not practicable to do so despite an employee’s diligent, good faith efforts. The Company shall inform employees if submitted medical certifications are incomplete or insufficient and provide employees at least seven calendar days to cure deficiencies. The Company will deny FMLA leave to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical certifications. With the employee’s permission, the Company (through individuals other than an employee’s direct supervisor) may contact the employee’s health care provider to authenticate or clarify completed and sufficient medical certifications. If employees choose not to provide the Company with authorization allowing it to clarify or authenticate certifications with health care providers, the Company may deny FMLA leave if certifications are unclear. Whenever the Company deems it appropriate to do so, it may waive its right to receive timely, complete and/or sufficient FMLA medical certifications.

1. Initial Medical Certifications

Employees requesting leave because of their own, or a covered family member’s, serious health condition, or to care for a covered service member, must supply medical certification supporting the need for such leave from their health care provider or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days’ notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification will be required on an annual basis for serious medical conditions lasting beyond a single leave year. If the Company has reason to doubt initial medical certifications regarding an employee’s own serious health condition, it may require employees to obtain a second opinion at the Company’s expense. If the opinions of the initial and second health care providers differ, the Company may, at its expense, require employees to obtain a third, final and binding certification from a health care provider designated or approved jointly by the Company and the employee.

2. Medical Recertification

Depending on the circumstances and duration of FMLA leave, the Company may require employees to provide recertification of medical conditions giving rise to the need for leave. The Company will notify employees if recertification is required and will give employees at least 15 calendar days to provide medical recertification.

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3. Return to Work/Fitness for Duty Medical Certifications

Unless notified that providing such certifications is not necessary, employees returning to work from FMLA leaves that were taken because of their own serious health conditions that made them unable to perform their jobs must provide the Company medical certification confirming they are able to return to work and the employees’ ability to perform the essential functions of the employees’ position, with or without reasonable accommodation. The Company may delay and/or deny job restoration until employees provide return to work/fitness for duty certifications.

D. Submit Certifications Supporting Need for Military Family Leave

Upon request, the first time employees seek leave due to qualifying exigencies arising out of the active duty or call to active duty status of a covered military member, the Company may require employees to provide: 1) a copy of the covered military member’s active duty orders or other documentation issued by the military indicating the covered military member is on active duty or call to active duty status and the dates of the covered military member’s active duty service; and 2) a certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is requested. Employees shall provide a copy of new active duty orders or other documentation issued by the military for leaves arising out of qualifying exigencies arising out of a different active duty or call to active duty status of the same or a different covered military member.

When leave is taken to care for a covered service member with a serious injury or illness, the Company may require employees to obtain certifications completed by an authorized health care provider of the covered service member. In addition, and in accordance with the FMLA regulations, the Company may request that the certification submitted by employees set forth additional information provided by the employee and/or the covered service member confirming entitlement to such leave.

E. Reporting Changes to Anticipated Return Date & Periodically Concerning Intent to Return to Work

Employees must contact Human Resources, periodically in accordance with the instructions noted on the Eligibility Notice regarding their status and intention to return to work at the end of the FMLA leave period. If an employee’s anticipated return to work date changes and it becomes necessary for the employee to take more or less leave than originally anticipated, the employee must provide the Company with reasonable notice (i.e., within two business days) of the employee’s changed circumstances and new return to work date. If employees give the Company unequivocal notice of their intent not to return to work, they will be considered to have voluntarily resigned and the Company’s obligation to maintain applicable health benefits (subject to COBRA requirements) and to restore their positions will cease.

F. Substitute Paid Leave for Unpaid FMLA Leave

Employees must use any accrued paid time off while taking unpaid FMLA leave. The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leaves and the paid time will run concurrently with an employee’s FMLA entitlement. Leaves of absence taken in connection with a disability leave plan or workers’ compensation injury/illness shall run concurrently with any FMLA leave entitlement. Upon written request, the Company will allow employees to use accrued paid time off to supplement any paid disability benefits.

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G. Pay Employee’s Share of Health Insurance Premiums

During FMLA leave, employees are entitled to continued group health plan coverage (if applicable) under the same conditions as if they had continued to work. Unless the Company notifies employees of other arrangements, whenever employees are receiving pay from the Company during FMLA leave, the Company will deduct the employee portion of the group health plan premium from the employee’s paycheck in the same manner as if the employee was actively working. If FMLA leave is unpaid, employees must pay their portion of the group health premium through a method determined by the Company upon leave. Employees should contact their immediate supervisor to make these arrangements. The Company’s obligation to maintain health care coverage ceases if an employee’s premium payment is more than 30 days late. If an employee’s payment is more than 15 days late, the Company will send a letter notifying the employee that coverage will be dropped on a specified date unless the co-payment is received before that date. If employees do not return to work within 30 calendar days at the end of the leave period (unless employees cannot return to work because of a serious health condition or other circumstances beyond their control), they will be required to reimburse the Company for the cost of the premiums the Company paid for maintaining coverage during their unpaid FMLA leave.

V. Questions and/or Complaints about FMLA Leave

If you have questions regarding this FMLA policy, please contact Human Resources. The Company is committed to complying with the FMLA and, whenever necessary, shall interpret and apply this policy in a manner consistent with the FMLA. The FMLA makes it unlawful for employers to: 1) interfere with, restrain or deny the exercise of any right provided under FMLA; or 2) termination or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should contact Human Resources immediately. The Company will investigate any FMLA complaints and take prompt and appropriate remedial action to address and/or remedy any FMLA violation.

VI. Coordination of FMLA Leave with Other Leave Policies

The FMLA does not affect any federal, state or local law prohibiting discrimination, or supersede any State or local law that provides greater family or medical leave rights. For additional information concerning leave entitlements and obligations that might arise when FMLA leave is either not available or exhausted, please consult the Company’s other leave policies as applicable or contact Human Resources. Employees in different states may be eligible for different types of leaves. For information concerning state-specific leaves, please consult Human Resources.

4-10. Other Leaves of Absence Many states require employers to provide their employees with additional leaves of absence, such as pregnancy disability leave, bone marrow donor leave and school activities leave. Please contact Human Resources for additional information that may relate to your specific state.

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Section 5 - General Standards of Conduct

5-1. Workplace Conduct

Avero Diagnostics endeavors to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense and fair play.

Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including termination, in the Company’s sole discretion. The following are some examples of some exemplary behaviors in which to follow:

1. Exhibit the highest level of integrity in all areas of work and follow good business practices.

2. Exhibit good faith, fairness, and honesty when interacting with clients, patients, and fellow employees.

3. Comply with all aspects of Avero’s Compliance Program, Compliance Program policies and

procedures, and applicable statutes and regulations.

4. Seek guidance when a question arises about whether an action or plan is consistent with the requirements of the Compliance Program, Compliance Program policies and procedures, or applicable statutes and regulations.

5. Report any suspected violation of the Compliance Program, Compliance Program policies and procedures, or statutes and regulations applicable to Avero’s business.

6. Participate in compliance training and other professional skills development activities, as necessary, to carry out his or her duties effectively.

7. Respect the confidential nature of health and personal information of clients, patients, and employees and disclose such information only with proper authorization prior to disclosure, as required by law.

8. Refrain from participating in any activity that could pose a conflict of interest with his or her responsibilities to Avero or to Avero’s clients, patients, and employees.

9. Annually sign an acknowledgement of Avero’s Code of Conduct and a commitment to the Compliance Program.

The following are examples of some, but not all, conduct which can be considered unacceptable:

1. Obtaining employment on the basis of false or misleading information. 2. Stealing, removing or defacing Avero Diagnostics property or a co-worker’s property, and/or disclosure

of confidential information. 3. Completing another employee’s time records. 4. Violation of safety rules and policies.

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5. Fighting, threatening or disrupting the work of others or other violations of Avero’s

6. Workplace Violence Policy. 7. Failure to follow lawful instructions of a supervisor. 8. Failure to perform assigned job duties. 9. Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance,

habitual lateness or unexcused absences. 10. Gambling on Company property. 11. Willful or careless destruction or damage to Company assets or to the equipment or possessions of

another employee. 12. Wasting work materials. 13. Performing work of a personal nature during working time. 14. Violation of the Solicitation and Distribution Policy. 15. Violation of Avero’s Harassment or Equal Employment Opportunity Policies.

16. Violation of Avero’s policies regarding use of communication and computer systems. 17. Unsatisfactory job performance. 18. The unlawful or unauthorized use, abuse, solicitation, distribution, theft, possession, transfer, purchase,

or sale of drugs, drug paraphernalia or alcohol by an individual anywhere on Company premises, while on Company business (whether or not on Company premises), or while representing the Company, reporting to work or remaining on duty after using drugs or alcohol in any amount that adversely affects the employee’s ability to perform the functions of the job. Please refer to your Company’s specific policy (if any) for additional information. Legally- prescribed medications are excluded from this policy and are permitted only to the extent that their use does not adversely affect the employee’s work ability, job performance, safety or the safety of others.

19. Any other violation of Company policy.

Obviously, not every type of misconduct can be listed. Note that all employees are employed at- will, and Avero Diagnostics reserves the right to impose whatever discipline it chooses, or none at all, in a particular instance. The Company will deal with each situation individually and nothing in this handbook should be construed as a promise of specific treatment in a given situation. However, Avero Diagnostics will endeavor to utilize progressive discipline but reserves the right in its sole discretion to terminate an employee at any time for any reason. The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.

5-2. Open Door Policy We recognize that employees may have suggestions for improving our workplace, as well as complaints about the workplace. We feel that the most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with an employee's supervisor. Employees should feel free to

30 Rev: March 2017

contact their supervisor with any suggestions and/or complaints. If employees do not feel comfortable contacting their supervisor or are not satisfied with their supervisor's response, they should contact Human Resources. While we provide employees with this opportunity to communicate their views, please understand that not every complaint can be resolved to the employee's satisfaction. Even so, we believe that open communication is essential to a successful work environment and all employees should feel free to raise issues of concern without fear of reprisal.

5-3. Punctuality and Attendance

You were hired to perform an important function at Avero Diagnostics. As with any group effort, operating effectively takes cooperation and commitment from everyone. Therefore, your attendance and punctuality are very important and are essential job functions of your job. Unnecessary absences and lateness are expensive, disruptive and place an unfair burden on your fellow employees and Supervisors. We expect excellent attendance from each of you. Excessive absenteeism or tardiness will result in disciplinary action up to and including termination. We do recognize, however, that there are times when absences and tardiness cannot be avoided. In such cases, you are expected to notify your Supervisor as early as possible, but no later than the start of your work day. Asking another employee, friend or relative to give this notice is improper and constitutes grounds for disciplinary action. Please call, stating the nature of your absence and its expected duration, every day that you are absent. Unreported absences of three consecutive work days generally will be considered a voluntary resignation of your employment with the Company.

5-4. Use of Communication and Computer Systems

Avero’s communication and computer systems are intended for business purposes and may be used only during working time; however, limited personal usage is permitted if it does not hinder performance of job duties or violate any other Company policy. This includes the voice mail, e-mail and Internet systems. Users have no legitimate expectation of privacy in regard to their use of the systems.

Avero Diagnostics may access the voice mail and e-mail systems and obtain the communications within the systems, including past voice mail and e-mail messages, without notice to users of the system, in the ordinary course of business when the Company deems it appropriate to do so. The reasons for which the Company may obtain such access include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that Company operations continue appropriately during an employee’s absence. Further, Avero Diagnostics may review Internet usage to ensure that such use with Company property, or communications sent via the Internet with Company property, are appropriate. The reasons for which the Company may review employees’ use of the Internet with Company property include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that Company operations continue appropriately during an employee’s absence. The Company may store electronic communications for a period of time after the communication is created. From time to time, copies of communications may be deleted.

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The Company’s policies prohibiting harassment, in their entirety, apply to the use of Company’s communication and computer systems. No one may use any communication or computer system in a manner that may be construed by others as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any other characteristic protected by federal, state or local law. Since the Company’s communication and computer systems are intended for business use, these systems may not be used to solicit for religious or political causes or outside organizations, unless otherwise authorized by law. Further, since the Company’s communication and computer systems are intended for business use, all employees, upon request, must inform management of any private access codes or passwords related to Company business. Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited. No employee may access, or attempt to obtain access to, another employee’s computer system without appropriate authorization. Violators of this policy may be subject to disciplinary action, up to and including termination.

5-5. Use of Social Media

Avero Diagnostics respects the right of any employee to maintain a personal blog or web page or to participate in a social networking, Twitter or similar site, including but not limited to Facebook and LinkedIn. However, to protect Company interests and ensure employees focus on their job duties, employees must adhere to the following rules: Employees may not post on a blog or web page or participate on a social networking, Twitter or similar site during working time or at any time with Company equipment or property. All rules regarding confidential and proprietary business information apply in full to blogs, web pages, social networking, Twitter and similar sites. Any information that cannot be disclosed through a conversation, a note or an e-mail also cannot be disclosed in a blog, web page, social networking, Twitter or similar site.

Whether an employee is posting something on his or her own blog, web page, social networking, Twitter or similar site or on someone else’s, if the employee mentions the Company and also expresses either a political opinion or an opinion regarding the Company’s actions, the poster must include a disclaimer. The poster should specifically state that the opinion expressed is his/her personal opinion and not the Company’s position. This is necessary to preserve the Company’s good will in the marketplace. Any conduct that is impermissible under the law if expressed in any other form or forum is impermissible if expressed through a blog, web page, social networking, Twitter or similar site. For example, posted material that is discriminatory, obscene, defamatory, libelous or threatening is forbidden. Company policies in this Handbook apply equally to employee social media usage. Avero Diagnostics encourages all employees to keep in mind the speed and manner in which information posted on a blog, web page, and/or social networking site is received and often misunderstood by readers. Employees must use their best judgment. Employees with any questions should review the guidelines above and/or consult with their manager. Failure to follow these guidelines may result in discipline, up to and including termination. This policy does not prohibit any employee’s rights under the National Labor Relations Act to engage in protected, concerted activity, including, without limitation, communications among employees regarding the

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terms and conditions of their employment, such as wages, performance evaluations, workplace safety, discipline, or other legally protected terms and conditions of employment.

5-6. Contact with the Media To ensure that the Company communicates with the media in a consistent, timely and professional manner about matters related to the Company, employees should not speak to the media (including television, radio, newspaper or periodical reporters or representatives) on behalf of the Company unless specifically authorized to do so by the Marketing Department. If an employee is asked by a member of the media to speak on behalf of the Company or to identify someone who can speak on behalf of the Company, the employee should report the request to his or her supervisor immediately. This policy in no way prohibits employee communications that are protected or required under applicable state and federal laws, including but not limited to any activity that is protected under Section 7 of the National Labor Relations Act, which includes the right of employees to speak with others about their terms and conditions of employment.

5-7. Personal and Company-Provided Portable Communication Devices

Company-provided portable communication devices (PCDs), including cell phones and personal digital assistants, should be used primarily for business purposes. Employees have no reasonable expectation of privacy in regard to the use of such devices, and all use is subject to monitoring, to the maximum extent permitted by applicable law. This includes as permitted the right to monitor personal communications as necessary. Some employees may be authorized to use their own PCD for business purposes. These employees should work with the IT department to configure their PCD for business use. Communications sent via a personal PCD also may be subject to monitoring if sent through the Company’s networks and the PCD must be provided for inspection and review upon request. All conversations, text messages and e-mails must be professional. When sending a text message or using a PCD for business purposes, whether it is a Company-provided or personal device, employees must comply with applicable Company guidelines, including policies on sexual harassment, discrimination, conduct, confidentiality, equipment use and operation of vehicles. Using a Company-issued PCD to send or receive personal text messages is prohibited at all times and personal use during working hours should be limited to emergency situations. If an employee who uses a personal PCD for business resigns or is terminated, the employee will be required to submit the device to the IT department for resetting on or before his or her last day of work. At that time, the IT department will reset and remove all information from the device, including but not limited to, Company information and personal data (such as contacts, e-mails and photographs). The IT department will make efforts to provide employees with the personal data in another form (e.g., on a disk) to the extent practicable; however, the employee may lose some or all personal data saved on the device and the Company bears no liability for the loss of any personal data. Employees may not use their personal PCD for business unless they agree to submit the device to the IT department on or before their last day of work for resetting and removal of Company information. This is the only way currently possible to ensure that all Company information is removed from the device at the time of termination. The removal of Company information is crucial to ensure compliance with the Company’s confidentiality and proprietary information policies and objectives.

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Please note that whether employees use their personal PCD or a Company-issued device, the Company’s electronic communications policies, including but not limited to, proper use of communications and computer systems, remain in effect. Portable Communication Device Use While Driving

Employees who drive on Company business must abide by all state or local laws prohibiting or limiting PCD (cell phone or personal digital assistant) use while driving. Further, even if usage is permitted, employees may choose to refrain from using any PCD while driving. “Use” includes, but is not limited to, talking or listening to another person or sending an electronic or text message via the PCD.

Regardless of the circumstances, including slow or stopped traffic, if any use is permitted while driving, employees should proceed to a safe location off the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call is absolutely necessary while the employee is driving, and permitted by law, the employee must use a hands-free option and advise the caller that he/she is unable to speak at that time and will return the call shortly.

Under no circumstances should employees feel that they need to place themselves at risk to fulfill business needs.

Since this policy does not require any employee to use a cell phone while driving, employees who are charged with traffic violations resulting from the use of their PCDs while driving will be solely responsible for all liabilities that result from such actions.

Texting and e-mailing while driving is prohibited in all circumstances.

5-8. Certifications

There are some positions whose minimum qualification requires a certification. Employees who fall under this category are responsible for keeping their certification current. All certification fees are the responsibility of the employee. Employees are required to provide proof of their certification to Human Resources upon hire and with each renewal.

5-9. Personal Visits and Telephone Calls

Disruptions during working time can lead to errors and delays. Therefore, we ask that personal telephone calls be kept to a minimum, and only be made or received after working time, or during lunch or break time.

For safety and security reasons, employees are prohibited from having personal guests accompany them anywhere in our facilities other than the reception areas. Employees should keep personal visits to a minimum so as to not disrupt Company operations.

5-10. Gifts, Entertainment & Meals Individual employees may not accept money, personal gifts (other than small tokens of appreciation with nominal value – candy, flowers, etc.) or donations from customers or any person with whom the facility does business. If someone wishes to make a donation or gift to the facility, he/she should be referred to Human Resources. In the event a customer or other individual wishes to provide a departmental gift as an expression of appreciation, such gifts should be brought to the attention of the department head, who should determine if accepting the gift would be in accordance with this policy.

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5-11. Solicitation and Distribution

To avoid distractions, solicitation by an employee of another employee is prohibited while either employee is on working time and in all immediate patient care areas. “Working time” is the time an employee is engaged, or should be engaged, in performing his/her work tasks for Avero Diagnostics Solicitation of any kind by non-employees on Company premises is prohibited at all times.

Distribution of advertising material, handbills, printed or written literature of any kind in immediate patient care areas and all other working areas of Company is prohibited at all times. Distribution of literature by non-employees on Company premises is prohibited at all times.

5-12. Confidential Company Information

During the course of work, an employee may become aware of confidential information about Avero’s business, including but not limited to information regarding Company finances, pricing, products and new product development, software and computer programs, marketing strategies, suppliers, customers and potential customers. It is extremely important that all such information remain confidential, and particularly not be disclosed to our competitors. Any employee who improperly copies, removes (whether physically or electronically), uses or discloses confidential information to anyone outside of the Company may be subject to disciplinary action up to and including termination. Upon hiring, employees are required to sign an agreement relating to these and additional requirements regarding confidentiality.

5-13. Use of Marketing Literature and Company Trademarks The Company provides approved Marketing Literature for use with clients, patients, and other parties external to the company. Employees are prohibited from creating their own literature to convey information about the Company’s products, service, or policies. Any literature to be distributed outside the Company must be routed to Marketing for the appropriate legal, clinical and regulatory review. Avero’s logos and trademarks are valuable assets, and consistent use of these logos and trademarks strengthens the Avero brand. Any external documents or items that include Avero’s logos and/or trademarks, or those of the Company’s business partners, must be submitted to Marketing for approval before use.

5-14. Conflict of Interest and Business Ethics

It is Avero’s policy that all employees avoid any conflict between their personal interests and those of the Company. The purpose of this policy is to ensure that the Company’s honesty and integrity, and therefore its reputation, are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the Company. It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations that would constitute a conflict in most cases include but are not limited to:

1. Holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do, business with the Company, by any employee who is in a position to directly or indirectly influence either the Company’s decision to do business, or the terms upon which business would be done with such organization.

2. Holding any interest in an organization that competes with the Company. 3. Being employed by (including as a consultant) or serving on the board of any organization which does,

or is seeking to do, business with the Company or which competes with the Company.

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4. Profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from any organization seeking to do business with the Company.

A conflict of interest would also exist when a member of an employee’s immediate family is involved in situations such as those above. This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual business amenities, for example, occasional business-related meals or promotional items of nominal or minor value. It is your responsibility to report any actual or potential conflict that may exist between you (and your immediate family) and the Company.

5-15. Use of Facilities, Equipment and Property, Including Intellectual Property

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards and guidelines. Please notify your Supervisor if any equipment, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of loss, damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The Supervisor can answer any questions about an employee’s responsibility for maintenance and care of equipment used on the job. Employees also are prohibited from any unauthorized use of the Company’s intellectual property, such as audio and video tapes, print materials and software. Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to and including termination.

Further, the Company is not responsible for any damage to employees’ personal belongings unless the employee’s Supervisor provided advance approval for the employee to bring the personal property to work.

5-16. Health and Safety

The health and safety of employees and others on Company property are of critical concern to Avero Diagnostics. The Company intends to comply with all health and safety laws applicable to our business. To this end, we must rely upon employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be conscientious about workplace safety, including proper operating methods, and recognize dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to management immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the Company’s premises, or in a product, facility, piece of equipment, process or business practice for which the Company is responsible should be brought to the attention of management immediately. Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should familiarize themselves with these rules and guidelines, as strict compliance will be expected. Any workplace injury, accident, or illness must be reported to the employee’s Supervisor as soon as possible, regardless of the severity of the injury or accident.

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5-17. Weapons in the Workplace In the interest of maintaining a workplace that is safe and free of violence, the Company generally prohibits the presence or use of firearms and other weapons on the Company's property, regardless of whether or not the person is licensed to carry the weapon. In addition, in accordance with Section 30.06, Texas Penal Code, a person licensed under Subchapter H, Chapter 411, Government Code (handgun licensing law), may not enter company property with a concealed handgun. Also, pursuant to Section 30.07, Texas Penal Code (trespass by license holder with an openly carried handgun), a person licensed under Subchapter H, Chapter 411, Texas Government Code (handgun licensing law), may not enter company property with a handgun that is carried openly. For purposes of this policy, "company property" is defined as all company-owned or leased buildings and surrounding areas such as sidewalks, walkways, driveways and parking lots under the Company's ownership or control, except as noted below. In addition, this policy applies to all company-owned or leased vehicles. Dangerous weapons include, but are not limited to, firearms, knives, explosives and other similar weapons. Notwithstanding any of the foregoing restrictions, the Company does not prohibit those who lawfully possess firearms or ammunition from storing their firearms or ammunition inside their locked, privately owned vehicles in parking lots or other parking areas provided by the Company. Such lawfully possessed firearms and ammunition may not be removed from the employees' personal vehicle or displayed to others. To the extent that parking lots or other parking areas utilized by employees are not owned by the Company, the owners of such parking lots may have additional rules that impact the storage of firearms and ammunition. In such situations, employees must comply with the rules of both the Company and the property owner, in keeping with applicable law. Employees who violate this policy are subject to disciplinary action up to and including termination of employment. A visitor who violates this policy may be removed from the property and reported to authorities. This policy does not apply to law enforcement personnel or security personnel who are engaging in official duties. The Company reserves the right at any time and at its discretion to search all company-owned or leased vehicles and all vehicles, packages, containers, briefcases, purses, lockers, desks, enclosures and persons entering its property for the purpose of determining whether any weapon has been brought onto its property or premises in violation of this policy. If employees fail or refuse to promptly permit a search under this policy, they will be subject to disciplinary action up to and including termination. Employees who have questions regarding this policy should contact their supervisor, another member of the management team or Human Resources.

5-18. Participation in Emergency Evacuations

Employees will not be subject to termination, demotion, suspension or any other adverse employment action for leaving work in order to participate in a general public evacuation ordered under an emergency evacuation order. An emergency evacuation order is an official statement issued by the governing body of the state or of a political subdivision of the state recommending the evacuation of all or part of the population of an area stricken or threatened with a disaster.

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5-19. Whistleblower Protection

If you have reason to believe that the Company has violated a federal, state, or local law or regulation, we encourage you to inform us prior to reporting any suspected violation to an outside agency. By no means, however, does the Company prohibit you from reporting a violation directly to the appropriate authorities. No employee who in good faith reports a violation, whether internally or to a government or law enforcement agency shall suffer harassment, retaliation or other adverse employment consequence. Any employee, contractor or other individual acting on the Company’s behalf who retaliates against someone who has reported or may report a violation in good faith is subject to discipline up to and including termination. This policy is intended to encourage and enable employees to report suspected violations within the Company prior to reporting them outside the Company.

5-20. Hiring Relatives

A familial relationship among employees can create an actual or at least a potential conflict of interest in the employment setting, especially where one relative supervises another relative. To avoid this problem, Avero Diagnostics may refuse to hire or place a relative in a position where the potential for favoritism or conflict exists. For the purposes of this policy, the Company defines “relatives” as spouses, registered domestic partners, children, siblings, parents, in-laws, and any other blood relatives or step-relatives. If you are aware of a relative applying for a position at the Company, you must inform Human Resources.

5-21. Non-Fraternization Policy The Company does not prohibit dating and consensual romantic/sexual relationships (collectively referred to as “personal relationships”) except in the circumstance outlined below. Nevertheless, we want to emphasize that such relationships may present a number of difficulties, which should be carefully considered. For example, it is not always possible to tell when a relationship is truly welcome, and all employees must be aware of the possibility that a relationship they think is consensual is not. Further, it may prove uncomfortable if a relationship ends and both parties still work at the Company. Any employee involved in a personal relationship may not supervise or evaluate the performance of the other person involved in the relationship, and Supervisors may not have personal relationships with anyone who directly or indirectly reports to them. This policy exists for several reasons. First, the existence of a personal relationship could potentially result in or be perceived as resulting in a more favorable or more negative evaluation than might otherwise have been given or more or less favorable treatment with respect to other terms and conditions of employment. In addition, the person being supervised may find it difficult to deal with sexual overtures. Finally, either or both parties may find it difficult to end a previously consensual relationship. If any of these situations should develop or if there is any question in your mind whether a relationship in which you are involved falls within this exception, the matter should be brought to the attention of Human Resources so that it can be handled appropriately. In such cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the parties may be separated by reassignment or terminated from employment, at the discretion of the Company.

5-22. Employee Dress and Personal Appearance

We are fortunate at Avero to have a business casual dress code. Avero tries to maintain a relaxed yet professional working environment that promotes a positive Company image. In order to present a

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professional Company image and working atmosphere, employees are expected to dress in a clean, neat and casual businesslike fashion. The following is a list of guidelines that set general parameters for proper casual business wear. This list in not intended to be inclusive. (A good rule of thumb is that if you are not sure something is acceptable, choose something else)

1. Slacks/Shorts – Blue jeans will be permitted provided they are not faded, torn or otherwise damaged.

Long shorts and hat attire will be permitted for employees within the Warehouse department. Hats are not permitted elsewhere. Inappropriate items include sweatpants, bib overalls, short shorts, beachwear, workout attire, spandex or other form-fitting pants.

2. Shirts – Casual shirts, golf shirts, and sweaters are acceptable. Inappropriate items include Tank tops, halter-tops and anything displaying your midriff. Avoid excessively low necklines and shirts that are too tight or short.

3. Dresses and Skirts – Casual dresses and skirts, and jean skirts are acceptable. Inappropriate items include mini-skirts and thin strap dresses.

4. Footwear – Athletic shoes, loafers, dress sandals and leather shoes are acceptable. 5. Laboratory Personnel - Due to safety and compliance issues, laboratory employees are prohibited from

wearing open-toed shoes, elevated heels with a narrow contact area, overly-loose fitting clothing, or other attire that may pose a hazard to employees or compromise testing procedures. Laboratory coats are permitted for laboratory staff. Employees with occasional access to the laboratory can wear attire consistent with the general dress code but must comply with these guidelines if they are entering a laboratory area.

We are confident employees will exercise good judgment in determining what is appropriate. Violations of the policy can range from inappropriate clothing items to offensive perfumes/colognes and body odor. Employees who report to work inappropriately attired will be asked to leave work to change clothes and will be required to use paid time off to do so. If a staff member’s poor hygiene or use of too much perfume/cologne is an issue, the supervisor should discuss the problem with the staff member in private and should point out the specific areas to be corrected. If the problem persists, supervisors should follow the normal corrective action process. Please contact your supervisor, manager or Human Resources if you have any questions.

5-23. Employment Verification Avero Diagnostics will respond to employment verifications or reference requests through the Human Resources Department. The Company will provide general information concerning the employee such as date of hire, date of termination, and positions held. Requests for employment information must be in writing, and responses will be in writing. Please refer all requests for employment verifications to Human Resources.

Only the Human Resources Department may provide references.

5-24. If You Must Leave Us Should you decide to leave the Company, we ask that you provide your Supervisor with at least two (2) weeks advance notice of your departure. This is not required; however, your thoughtfulness will be appreciated. All Company property including, but not limited to, keys, security cards, parking passes, laptop computers, fax machines, uniforms, etc. must be returned at separation. Employees also must return all of the Company’s Confidential Information upon separation. To the extent permitted by law, employees will be required to repay the Company (through payroll deduction, if lawful) for any lost or damaged Company property.

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As noted previously, all employees are employed at-will and nothing in this handbook changes that status.

5-25. Exit Interview

Before leaving Avero, employees may be asked to participate in a voluntary exit interview. This will provide closure to the employee's employment with the Company and will allow the Company to ensure that it has resolved various administrative matters, answered any questions about continuation of benefits and listened to any of the employee's comments or ideas about improving the Company's operations.

5-26. A Few Closing Words

This handbook is intended to give you a broad summary of things you should know about Avero Diagnostics. The information in this handbook is general in nature and, should questions arise, any member of management should be consulted for complete details. While we intend to continue the policies, rules and benefits described in this handbook, Avero Diagnostics, in its sole discretion, may always amend, add to, delete from or modify the provisions of this handbook and/or change its interpretation of any provision set forth in this handbook. Please do not hesitate to speak to management if you have any questions about the Company or its personnel policies and practices.