New Employee Guide to Success

New Employee Guide to Success

Congratulations and welcome to Palmer-Donavin/Seal-Rite! For more than 100 years, we have been focused on quality relationships between employees and customers. We are thrilled that you have chosen to be a part of the family to carry on this tradition. We know there is a lot of information to process when starting a new job and it can be very overwhelming. This onboarding guide is designed to provide an overview of who we are and how you can be successful as you settle into your new position. If you have any questions with your onboarding process, please reach out to your direct manager or the HR team. We’re here to help. Once again, welcome to the family!

About Us . ..................................................................................................Page 2 Our Management Philosophy ....................................................................Page 3 Meet the Team ...........................................................................................Page 4 Organizational Chart ..................................................................................Page 6 Employee Benefits .....................................................................................Page 7 Employee Development .............................................................................Page 8 Systems/Communication Channels ...........................................................Page 9 Performance Expectations .........................................................................Page 10 Glossary of Company Jargon ....................................................................Page 11

Please note the following important and time-sensitive items that must be taken care of right away:

• Direct deposit for payroll is required. If you did not complete the direct deposit form online during onboarding, you must add your direct deposit information to UltiPro no later than the Sunday following your start date. You will receive 2 paper checks before the direct deposit takes effect. • For full-time employees, you must complete your insurance enrollment or waiver by submitting a “New Employee Life Event” in UltiPro no later than your 30th calendar day of employment. Complete details and instructions will be emailed to you during your first week. Because we don’t want you to miss out, automatic reminders will be sent on your 15th and 28th days (even if you’ve already completed it).

ABOUT US Palmer-Donavin/Seal-Rite is a wholesale distributor that supplies building products from flooring and cabinets, to roofing, siding, decking, and entry and patio doors to other businesses through a 2-step distribution model. We are focused on serving our customers while providing a challenging and rewarding employee experience. Our ESOP (Employee Stock Ownership Plan) makes us different than most businesses because every employee has a vested interest in the success of the company. We’re one family, one team, working together to “do it right the first time” and earn rewards in the form of development opportunities and financial success.

We currently have eight facilities in four states across the Midwest:

Palmer-Donavin

DELPHOS

GROVE CITY

911 Spencerville Ave Delphos, OH 45833 Est. # of Employees: 50 Other Names: Branch 2

3210 Centerpoint Dr Grove City, OH 43123 Est. # of Employees: 115 Other Names: Columbus, Centerpoint, Urbancrest, Branch 1 & Corporate or Branch 99 2979 E Crescentville Rd West Chester, OH 45069 Est. # of Employees: 55 Other Names: Cincinnati, Branch 8

NORTH JACKSON

WEST CHESTER

382 Rosemont Rd North Jackson, OH 44451 Est. # of Employees: 45 Other Names: Masury, Northeast Ohio, Branch 6

Seal-Rite

BELOIT

BURNSVILLE

375 Willowbrook Rd Beloit, WI 53511 Est. # of Employees: 950 Other Names: Chicago, Rockford, Illinois, Branch 52

12301 Dupont Ave South Burnsville, MN 55337 Est. # of Employees: 25 Other Names: MInneapolis, Minnesota, Branch 54

HEBRON

LANSING

1120 O’Neill Dr Hebron, OH 43025

5522 Aurelius Rd Lansing, MI 48911 Est. # of Employees: 20 Other Names: Michigan, Branch 53

Est. # of Employees: 120 Other Names: Pataskala, Columbus, Ohio, Branch 51

OUR MANAGEMENT PHILOSOPHY

2

OUR MANAGEMENT PHILOSOPHY Because we’re an ESOP, our management philosophy is based on employee empowerment and an open door. We value open communication between employees and managers and welcome your feedback, input, and ideas. We’re all on the same team, working toward the same goal, and every person is essential to the success of our company.

Our Mission To deliver products, expertise, and solutions that help our customers succeed. Our Vision Through every interaction, we build the highest level of trust with our partners.

Strategic Goals • Increase value for all current and potential customers by delivering quality products and value-adding services that fully meet or exceed their expectations. • Increase value for all employees by fulfilling their skill-set development needs, professional growth desires, and workplace satisfaction expectations. • Increase value for all stakeholders by achieving profitable growth in all current and potential markets targeted for company penetration in the future.

MISSION STATEMENT • Who we are • What we value

VISION STATEMENT • What we want to become

STRATEGY • How we will

GOALS & OBJECTIVES • How we gauge our degree of success

achieve our vision

Core Values Our core values define how we behave while pursuing results.

1. A Customer First Approach: I understand my customers’ needs and expectations and I act accordingly. I consider how my actions or plans will affect my customers. I am dedicated to meeting or exceeding customer expectations in all interactions. 2. Honesty and Integrity: I treat people with dignity, respect, and fairness. I am honest and open in all relationships and I follow through on all commitments. You can count on me to do what I say I will do. 3. An Unmatched Work Ethic: I do quality work. I understand that my customers and my coworkers are counting on me. I avoid costly rework and customer service disruptions by ensuring my work is accurate. 4. Personal Responsibility: I am an Employee Owner in every sense. I have a personal stake in the success or failure of the business and I act accordingly. I take pride in my work and in the company. I set high standards for myself and my team. I own my results. I do not make excuses or blame others for my failures. I treat company property with respect and I have a drive to ensure company success. 5. Passion for Continuous Learning: I seek out learning opportunities through work and on my own to ensure my skills and business knowledge are up to date. I actively and continuously seek insight on my own strengths and weaknesses in order to identify and act on my developmental needs. I readily adopt available tools and technology to become more productive.

3

CORPORATE MANAGEMENT TEAM

Ron Calhoun President, CEO ext. 1212 ron.calhoun@palmerdonavin.com

Robyn Pollina Chief Financial Officer ext. 1225 robyn.pollina@palmerdonavin.com

Dariusz Dabek Chief Information Officer ext. 1235 dariusz.dabek@palmerdonavin.com

Shawn Richard VP | Human Resources ext. 1270 shawn.richard@palmerdonavin.com

Josh Thompson VP | Marketing ext. 1258 josh.thompson@palmerdonavin.com

BUILDING MATERIALS DIVISION MANAGEMENT TEAM

Matt Butzier VP | Building Materials ext. 1260 matt.butzier@palmerdonavin.com

Wes Millet Director of Cabinet Division ext. 1228 wes.millet@palmerdonavin.com

Tom Bartlett Director of Operations ext. 1229 tom.bartlett@palmerdonavin.com

MANAGEMENT/HR TEAMS

Vic Enis Regional Sales Manager ext. 2819 vic.enis@palmerdonavin.com

Caleb Grothaus Regional Sales Manager ext. 2213 caleb.grothaus@palmerdonavin.com

Glen Nicholson Regional Sales Manager ext. 1240 glen.nicholson@palmerdonavin.com

4

DOOR DIVISION MANAGEMENT TEAM

Matt Kaufman VP | Seal-Rite Door ext. 1115 matt.kaufman@sealritedoor.com

Matt Fisher Director of Operations ext. 7734 matt.fisher@sealritedoor.com

Jim Miller Retail Channel Sales Manager ext. 1224 jim.miller@palmerdonavin.com

Kevin Bittner Regional Sales Manager ext. 1235 kevin.bittner@sealritedoor.com

Mark Roberts Regional Sales Manager ext. 7530 mark.roberts@sealritedoor.com

Joe Weaver Regional Sales Manager ext. 1404 joe.weaver@sealritedoor.com

HUMAN RESOURCES TEAM

Bina Smith HR Generalist ext. 1245 bina.smith@palmerdonavin.com Contact for: Any benefits, ESOP, or general HR questions

Beth Stillings Payroll Administrator ext. 1215 beth.stillings@palmerdonavin.com

Diana Evans Corporate Recruiter ext. 1274 diana.evans@palmerdonavin.com Contact for: Office, sales, management job openings, internship program

Contact for: Any questions about payroll, taxes, timesheets. PTO, and medical leave

Tom Rodgers Corporate Recruiter ext. 1223 tom.rodgers@palmerdonavin.com Contact for: Operations job openings

Nate Reynolds Safety Manager ext. 1221 nate.reynolds@palmerdonavin.com Contact for: Bridge, training, mentoring, safety, workers comp

5

ORGANIZATIONAL CHART Technically, our company has three divisions – Palmer-Donavin Manufacturing Company (which we call PD Building Materials), Seal-Rite Door, and PD Midwest Transport – which all roll up to a “parent” company called Palmer-Donavin Holdings. All of our truck drivers are classified under PD Midwest Transport (aka PDT) but work at either a Palmer-Donavin or Seal-Rite facility. Below is a chart showing the general reporting structure for employees. Gray boxes are Corporate functions that support all divisions; red is for the Palmer-Donavin Division; and blue is for the Seal-Rite Division. For a detailed Org Chart, log into Ultipro and go to Menu > Myself > My Company > Organization Chart. There you can click each person for their name, picture, and contact information.

BENEFITS

6

BENEFITS Taking care of our employee owners is a top priority. We show our appreciation through providing a wide variety of benefits for employees and their families. Below is a general overview of some available benefits programs. It should not be relied upon to fully determine coverage, so please see the Employee Information Handbook or the appropriate Summary Plan Document for full details. These benefits are subject to change and are not guaranteed in any way. Employee Stock Ownership Plan (ESOP) • An employee retirement plan fully funded by the company. Annually, the company contributes shares of its own stock to an account for each employee which our record-keeper sets up. As an employee accumulates seniority, they become more “vested”. This allows the employee to have increased access to the shares in their account. Then when employees leave the company, they receive cash in exchange for the company stock in their account, which Palmer-Donavin buys back at market value. This means that the better Palmer-Donavin does, the more the employee owner’s account will be worth. • Employees become 20% vested after 2 years, 40% after 3 years, 60% after 4 years, 80% after 5 years, and are fully vested after year 6. Stock allocations are based on income. • Check out the ESOP Corner on InsidePD for more information. Reward for Profits • A quarterly bonus based on the profitability of the company over a rolling 12-month period. The purpose of the bonus is to reward those employees that have contributed to the profitability of the company. • The Board of Directors sets a “return on assets” goal. If we reach 120% of the goal, the Board may, at its discretion, issue a reward for profits bonus equal to 120% of a week’s pay to eligible employees. • To be eligible to receive a bonus, you must have completed at least four months of service prior to the date the check is issued. Additionally, you must be in good standing and employed on the day the check is issued to receive the bonus.

Paid Time Off • Begins accumulating on the first day of employment and can be used after 90 days of employment. • Does not expire (will roll over to the next year) but cannot exceed 112 hours. • .0586 hours of PTO are earned per regular hour worked. • 7 company-paid holidays per year.

401K • Palmer-Donavin will match up to 25% of the first 10% the employee puts in. • Employees are automatically enrolled at 5% after 6 months of service and the contribution automatically increases 2% per year with a max of 10%. Employee Assistance Program – WorkLifeMatters • A free, confidential program that provides support and guidance for matters that range from personal issues you might be facing to information on every day topics that affect your life, such as education, dependent care and care giving, legal & financial, lifestyle & fitness management, and working smarter. Support and guidance is just a phone call away, 24/7: 1-800-386-7055.

Product Discounts • Employee discounts on all products we sell for personal use.

Health, Life, & Disability Insurance • Employees working at least 30 hours per week are eligible for health, life, and disability insurance. Please review the attached Annual Benefits Guide carefully so you can choose the coverage that’s right for you and your family.

7

EMPLOYEE DEVELOPMENT We take pride in the development of our employees. There are plenty of alternatives for development, but it is up to you to take the initiative with these opportunities and any others that come along.

Mentoring Program: On your first day you will be assigned a mentor that will help you with your transition into the company through a standardized 12-week program. During that time, you should use your mentor as a resource to learn standard company procedures, who does what, and any day-to-day questions that you have. It is your job to reach out to your mentor and maintain consistent contact with them in order to have the best mentorship experience.

Corporate Library: One of our core values is Continuous Learning. We put this into practice with our corporate library. Our library consists of various business and leadership books that you can check out at any time through InsidePD. Many of these books have been strategically handpicked by our executives to align with our values, beliefs, and management philosophy. Our goal is that by reading these books you will be able to grow personally and professionally while also adopting our value of continuous learning for yourself. Safety Committee: Joining the Safety Committee gives you the opportunity to work in a collaborative environment developing guidelines and policies that will keep your co-corkers safe while on the job. Anyone wanting to join should contact the local safety captain. 5S Team: The 5S Team is a group of select employees who are committed to instilling the five disciplines for maintaining a safe and visual warehouse at our company. By following the 5S plan – Sort, Set in Order, Shine, Standardize, and Sustain – we strive to create a continuously improving workplace that is the best that it can be. “A place for everything and having everything in its place.” ESOP Communications Committee: The ESOP Communications Committee is a group of employees (ambassadors) from every branch whose mission is to contribute to financial success by supporting employees, their families, the company, and the ESOP community. They accomplish this through open, honest ESOP and business communication and education in a manner than instills pride and trust for the benefit of all. There are limited spots available at each branch. If you’re interested in joining, we ask that you have at least 1 year of service and you reach out to your local ESOP Ambassador. Driver Apprentice Program: Another professional development opportunity is our Driver Apprentice Program. We’ve designed an internal training program to help you perfect your driving skills and teach you the skills required to obtain your Class A Commercial Driver’s License (CDL). At the same time, you will learn the basics on how to become a successful professional driver for Palmer-Donavin. For this program we’re looking for highly responsible and dedicated employees who are safety conscious, highly organized, and detail-oriented. You must have a strong work ethic and the ability to communicate effectively with a positive attitude. You must be dedicated to delivering the excellent customer service our clients have come to expect. Sales Apprentice Program: We’re known for having the best sales forces in the business because we’re committed to your success. When you join our Outside Sales Trainee Program, you’ll spend a year learning how to be successful in our industry. We have a structured training program to teach you exactly what you need to know about our business model, our customers, our products, our competitive advantage, and our processes. When you’re ready, we’ll promote you to outside sales on a straight commission with no compensation cap. Emerging Leaders Program: Emerging Leaders is designed to develop leadership skills among high potential employees throughout the organization. Participants will have a variety of positions and educational backgrounds to draw from, but the learning objectives will be uniform across the group. In a flat organization dedicated to promoting from within, leadership development becomes a key part of any succession planning. The goal of this program is to give you an informed, constructive sense of the challenges facing leaders in our organization and provide a basis for learning from some of the most highly respected business publications available. This program is a one-year commitment and you must go through an application process to be eligible for participation.

SYSTEMS/COMMUNICATION CHANNELS

8

SYSTEMS & COMMUNICATION CHANNELS We have multiple platforms to do business, communicate as a team, and share information, so it is important to know what each one does. Single Sign-On (SSO) & the Palmer-Donavin Dashboard: Using so many platforms creates tons of usernames and passwords to remember! So, we utilize SSO which enables you to access multiple company systems with only your Microsoft password. You can access SSO at the office and at home by going to the Palmer-Donavin Dashboard at http://dashboard.palmerdonavin. com . Your supervisor will have your company email address (username) and password for you on your first day of work. You’ll be prompted to enter your last name and email address the first time you access UltiPro through the PD Dashboard. Microsoft: We use Microsoft 365 which includes Outlook for email and Teams for collaboration among other programs like Excel, Word, and PowerPoint.

• Company Email (Outlook): Your company email will be the primary source of communication regarding any information about benefits, insurance, or company news so it essential that you look at it frequently. You will be expected to check your email regularly. Instructions to link your company email to your phone can be found in Bridge. - Here’s how Palmer-Donavin and Seal-Rite email addresses are set up: ° PD: preferred first name . last name @palmerdonavin.com ex: john.doe@palmerdonavin.com ° SR: preferred first name . last name @sealritedoor.com ex: john.doe@sealritedoor.com • Microsoft Teams: This platform combines workplace chat, meetings, notes, and attachments. In Teams, you can message a coworker, set up a video chat, and share your screen. Everyone is assigned an account, and this is the system we use for all group collaboration. We have an “All Employee Communication” team for important memos, documents, and information. • Yammer : Similar to Facebook, this is our internal social workspace where you can interact and communicate with employees from all locations. UltiPro: Our company software for almost everything HR. In UltiPro, you can clock in and out, view your timesheet, request PTO, add/edit direct deposit and taxes, view your paystubs, enroll in benefits, track your performance, and much more. You can access the system through the PD Dashboard. You’ll be prompted to enter your last name and email address the first time you access UltiPro through the PD Dashboard. Bridge : Our learning management system (LMS). You can access this site for various training videos ranging from company procedures to leadership development opportunities. You can access it through the PD Dashboard. iCIMS: Our recruiting and onboarding system. You used it to apply and complete your new hire paperwork. It’s also the place you’ll be directed if you apply for any internal promotions within the company. ShoreTel: Our phone system which includes the physical phones as well as the software application on your computer. If you work at a desk with a phone, you receive both an extension and a direct-dial phone number. Eclipse/Eterm: The business operating system (sometimes called ERP) for the Palmer-Donavin Building Division. It is used for order entry, purchasing, warehousing, and accounting. Sage X3: Similar to Eclipse, Sage is the business operating system for the Seal-Rite Division. Power BI: BI stands for Business Intelligence; it’s a business analytics service provided by Microsoft that provides interactive visualizations, where end users can create reports and dashboards by themselves, without having to depend on information technology staff or database administrators.

9

PERFORMANCE EXPECTATIONS As a company, it is our expectation that our employees align with our core values: Absolute Customer Focus, Building Trust, Continuous Learning, Do It Right The First Time, and Sense of Ownership. If an employee lives out these values, we have no doubt that they will perform exceptionally at our company! Additionally, we believe that feedback is an essential part of your growth. We have a structured review process to make sure that you are given the feedback you need to grow and excel within the company. Here’s the process: 30-Day Stay Interview: This is a sit-down meeting with your supervisor discussing how your first 30 days have been with the company. In this meeting, you will be able to bring up any concerns, promotion interests, or learning struggles you have had in your first month. 90-Day Performance Review: This will be your first performance review with your direct supervisor. This meeting will highlight strengths and weaknesses you have shown in your first 90 days. You will also discuss competencies and goals that you can work on to better yourself as an employee. Annual Performance Review: We complete performance reviews company-wide once a year. This gives you the opportunity to have an honest and transparent conversation with your manager about what you are doing well and what you can be working on. You will also be setting your goals for the following year with your manager as well as determining competencies to work on that will help you develop as an employee. Seal-Rite employees have their reviews in February and Palmer-Donavin employees have their reviews in March. Manager Specific Expectations: Your manager may have other methods of looking at performance than what it listed above. It is important that you make sure that you have a clear definition of what these expectations are. A good understanding of how your manager looks at performance is key to an effective workplace. One example is the Job Scorecard. This management tool is like a job description on steroids. It clearly lays out for employees what is expected of them at what intervals and what success looks like. 60-Day Stay Interview: This is another sit-down meeting with your supervisor after 60 days with the company.

GLOSSARY

10

GLOSSARY OF COMPANY JARGON Every company has terminology they use that doesn’t make sense to an outsider. Here’s a list of some of the words and phrases we use to help you stay in-the-know. Configurator: internally, we call this Passage. It’s a quoting tool accessible by our SR customers to choose different components and options when making a purchase, such as door color or lite styles, and to submit an order request. Connect: our online ordering system for PD customers. Previously this was called WOE (web order entry). Dealer: a synonym of customer or client; who we sell our products to. Distributor: at our company, we’re in 2-step distribution which means we buy from manufacturers and then resell to other companies who then sell to an end-user. Neither division sells any products directly to a homeowner. COGS: means Cost of Goods Sold. It’s the price we paid for the product from the vendor. DIRTFT: Do It Right The First Time is a motto that’s been around for decades. EBITDA: a financial term meaning Earnings Before Interest, Taxes, Depreciation, and Amortization. Basically, it’s an indicator of the overall profitability of a business. ERP: stands for Enterprise Resource Planning. It’s a fancy word for the business management software system that a company operates from, integrating sales, operations, accounting. ESOP: Employee Stock Ownership Plan. We also use this interchangeably with employee-owned. See the Benefits section for more details. GP: means Gross Profit and refers to the money a company earns after subtracting the cost the company paid for the product from the price at which it was sold. Sometimes it’s phrased as “margin”, a percentage, or “points”. For example, selling a product at 15 points means we’re making a 15% profit above the cost of the product. KPI: stands for Key Performance Indicator. KPIs provide a way to measure how our company, divisions, projects, or individuals are performing in relation to their strategic goals and objectives. An example would be the number of doors built or items pulled per day. Knowing these measures helps us determine if we’re going to meet our goals. Lite: term for the windows in doors. MSDS: Material Safety Data Sheets state chemical ingredients in a product, what precautions to take, and what to do if exposure occurs. Net Profit: represents the number of sales dollars remaining after all operating expenses, wages, interest, and taxes have been deducted from a company’s total revenue. It’s what is left over in the savings account after paying all of the bills. Queue or Job Queue: a term used with the Palmer-Donavin Eclipse/Eterm system. It means a message or task linked to a particular sales or purchase order. Open Enrollment: the period of time each year (typically November or December) that ALL employees must log into Ultipro to either enroll in or decline medical, dental, and vision insurance benefits. Pre-Finish: doors that we paint or stain before sending to the customer. POD: short for Proof of Delivery; it’s the paperwork that the customer signs acknowledging that they received the material we sent them. Retail Channel: another term for Big Box stores like Lowe’s and Home Depot. Rock: a term from Traction (see below) that means a quarterly goal. SKU: stands for Stock-Keeping Unit and is an identification, usually alphanumeric, of a particular product that allows it to be tracked for inventory purposes. Traction: a book by Gino Wickman and a management approach used by the company. You’ll hear about Traction Meetings which are weekly meetings that follow the Traction system. You can check the book out of the corporate library for more information. Vendor: a synonym of manufacturer; who we buy our products from.

11

GOOD LUCK! We know that starting a new job and learning a new company can be overwhelming! We hope we’ve given you tools and information to start you off on the right foot.

Although we’ve covered many topics here, we know you still might have questions now or in the future. Management and HR have an open door, so we encourage you to reach out at any time; we welcome your feedback and look forward to working together for years to come!

Notes:

12