2025 Crown Team Member Handbook

2025 CROWN TEAM MEMBER HANDBOOK

THIS IS NOT A CONTRACT

TEAM MEMBER RELATIONSHIP – THIS IS NOT A CONTRACT No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR. PURPOSE OF THIS HANDBOOK This Handbook is designed to acquaint you with the Company and provide you with a ready reference to answer most questions regarding employment. This Handbook is intended to orientate new Team Members to the Company culture and summarize many of the Company policies and procedures. The policies, procedures, and benefits in this Handbook will change from time to time. In the case of insurance and benefits, the current insurance or benefit plan documents will control. This Handbook supersedes all previous handbooks, policies, and practices that are in any way inconsistent with the contents of this Handbook. The Company reserves the right to add, change, or delete benefits and policies as deemed appropriate. This Handbook should not be construed as creating any kind of employment contract. All Team Members are considered to be employed on an “at will” basis. Team Members may terminate employment at any time, with or without cause, and the Company has the same right. Team Members’ status as an “at will” Team Member may not be changed except by a written agreement signed by the CEO of the Company specifically acknowledging the change in status.

TABLE OF CONTENTS PURPOSE OF THIS HANDBOOK � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � �2 WELCOME TO ASBURY AUTOMOTIVE GROUP! � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � �6 OUR MISSION, VISION, AND VALUES � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � �7 OUR NORTH STAR & COMPASS � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � �8 ASBURY LOCATIONS NATIONWIDE � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � �9 DIVERSITY, EQUITY, AND INCLUSION AT ASBURY �� 11 ASBURY CARES � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � 12 ASBURY SCHOLARSHIP AWARD PROGRAM � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � 13 AWARDS & RECOGNITION � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � 14 Asbury Achievers��14 Service Anniversary Awards��14 North Star Owners Club��14 POLICIES � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � 15 Accident & Injury Policy��15 Accommodation Policy – Team Members, Applicants & Guests��15 Arbitration Program��16 Attendance & Absenteeism Policy��17 Bulletin Board Policy��17 Business Expense Policy��18 Cash Handling Policy��18 Internal Revenue Service (IRS) Cash Reporting��18 Charitable Giving Policy ��19 Code of Business Conduct & Ethics��19 Comeback Policy��19 Company Facility Policy��19 Confidential Company Information Policy��20 Conflict of Interest Policy��23 Contract Authorization Policy��23 Crowdfunding and Fundraising Policy ��23 Dating/Marriage Policy��24 Direct Deposit��24 Dress Code, Personal Appearance and Grooming Policy��24 Drug & Alcohol Policy��26 Employment of Relatives Policy��28 Employment and Wage Verification Request��28 Environmental Compliance Policy��29 Equal Opportunity Employer (EEO) Policy��29 Exit Interview Policy��29

3 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR. 4 TABLE OF CONTENTS Eye Protection Policy��30 Fraud and False Statements Policy��30 Gambling Policy��31 Gas Credit Cards/Vouchers Policy��31 Gifts and Gratuities Policy��31 No Harassment Policy��32 Hazardous and Toxic Materials Policy��33 Hiring Procedure Policy��33 Housekeeping Policy��33 Illegal Activity Policy��33 Immigration Law Policy��34 Inclement Weather Policy��35 Insider Trading Policy��35 Insubordination/Standards of Conduct Policy��36 Introductory Period Policy��37 IT Policies��37 Job Titles Policy��42 Jury Duty��42 Key Control Policy��43 License Plate Control Policy��44 Loaner and Rental Program Policy��44 Nursing Mothers – Break Time��44 Outside Employment Policy��45 Overtime �� 45 Paid Time Off (PTO)��46 PTO Allotment��46 Holiday Pay��48 Technician PTO Sell Back��49 PTO Rate Calculation��49 Asbury Cares Volunteer Hours��50 Parking Policy��51 Parts & Scrap Policy��51 Pay Advances��51 Pay Policy��51 Performance Review Policy��51 Personal Property/Monitoring Policy��52 Promotions��52 Property Damage��53 Public Relations Policy��53 Purchase and Sale of Vehicles and Service Discounts Policy��54 Recording Policy��56 Referral Policy��57 Re-Hires and Reinstatement Policy��57

TABLE OF CONTENTS Religious Accommodation Policy��58 Relocation Policy��58 Remote Work/Telecommuting Policy��58 Respectful Workplace��59 Safeguards: Customer Information Security Policy��60 Safety�� 63 Social Media Policy��64 Social Security Insurance��67 Solicitation and Distribution Policy��67 Tax Withholding��67 Team Member Complaint Procedure (Open Door Policy)��68 Team Member Information Policy��69 Compensation��69 Disciplinary Actions��69 Employment Verification��69 Personnel Files��69 Team Member Status��69 Technician Tuition Assistance + Tool Program��70 Telemarketing Phone Calls and Texts��71 Termination/Resignation Policy��72 Theft Policy��73 Timekeeping �� 73 Tobacco Use Policy��74 Training Pay��74 Transfers�� 75 Vehicle Policies��76 Visitors�� 80 Workers’ Compensation��80 LEAVE�� 81 Bereavement Leave��81 The Federal Family and Medical Leave Act (FMLA)��81 Military Leave��85 Personal Leave of Absence - Unpaid (PLOA)��85 Paid Parental Leave (PPL)��86 Paid Pregnancy Disability Leave (PPDL)��86 WHO TO CALL��88

5 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

WELCOME TO ASBURY AUTOMOTIVE GROUP!

If you are new to our company, we are pleased that you are joining us. Whether you are new to our family or if you are a long-tenured Team Member, we know that your contributions and dedication to the Team experience will bring us closer to our North Star of being the most Team-centric automotive retailer in the industry. As one of our Team Members, you will want to know more about Asbury -- our culture, our footprint, our work in the community, and what you can expect from us and what we expect from you. This Handbook will also highlight Asbury’s current benefits, policies, and procedures. You should keep this Handbook handy as a guide and ready reference throughout your employment with us. If you have questions as you read through this Handbook, please do not hesitate to discuss them with your Manager. Your Manager is a very important source of information and will be happy to assist you.

We look forward to your success and continued development at Asbury!

David Hult President and

Jed Milstein

Senior Vice President and Chief Human Resources Officer

Chief Executive Officer

If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

OUR MISSION, VISION, AND VALUES

Mission : Our North Star To be the most Guest-centric automotive retailer Vision: Our Compass Have a fun and supportive culture where TEAM MEMBERS thrive personally, while building meaningful bonds with one another Be caring professionals who strive to delight our GUESTS and foster love for the brand Be great brand ambassadors and exceptional stewards of capital for our PARTNERS who fuel our mission

Values DRIVE . D o what you say you’re going to do. R aise the Bar. I nvest in people and our communities.

V oice your opinion, respectfully. E mbrace different perspectives.

7 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

OUR NORTH STAR & COMPASS

ASBURY LOCATIONS NATIONWIDE

DIVERSITY, EQUITY, AND INCLUSION AT ASBURY

Creating a Culture of Inclusion: Our Commitment to DEI

At Asbury, we are a company that embraces diversity, supports equitable processes, and fosters an inclusive culture that focuses on respect and equal opportunity for all people. We realize that the unique experiences, backgrounds, cultures, and perspectives of all our team members are what make us a great company and a great place to work. We strive to be a place where team members feel comfortable being their authentic selves, have a strong sense of belonging, and where different perspectives are celebrated and valued. As we continue to advance DEI at Asbury, we focus our efforts in four key areas: • Team Members : Grow and support a diverse workforce that represents the communities we live, work, and serve • • Culture : Foster an inclusive workplace where team members are valued and have a strong sense of belonging • • Business : Intentionally integrate diversity, equity, and inclusion in our business practices and guest experiences • • Community : Invest in areas that matter to our team members and positively impact our communities

We are excited to help advance DEI both within and outside our company walls through our various programs, initiatives, and community engagement activities. We are committed to creating a workplace community where everyone feels welcome.

11 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

ASBURY CARES

Because We Care: Our Commitment to the Community

Asbury Cares is our charitable giving program which allows us to invest in social good throughout the communities we live and serve. Our program focuses on four key areas: Charitable Donations, Volunteerism, Sponsorships, and Scholarships for our team members, spouses, and their children. As part of our efforts to give back to the community, we support organizations that focus on four pillars: • Education and Youth Development: We partner with organizations that help provide equitable educational opportunities, resources, and mentoring engagements within underserved communities. • Strong Communities : We partner with organizations that focus on closing the disparity gaps to help create thriving communities for future years. • Veterans and Military Families: We partner with organizations that help support veterans, military members, and their families. • Health and Wellness: We partner with organizations that help improve lives and create a healthier tomorrow. In each of our markets, members of their respective Asbury Cares Community Councils select meaningful nonprofits and charities that the local dealerships and offices can partner with to help move their community forward. These councils are responsible for organizing volunteer events and creating opportunities for team members to get involved in the community and give back under the specific platform name (i.e., Nalley Cares, Park Place Cares, Larry H. Miller Cares, etc.). Asbury Cares Volunteer Hours On the first day of each year, full time Team Members are awarded 40 hours of volunteer time off with pay. New Hires will be awarded 40 hours of volunteer time off with pay on their hire date, which can be used once the team member has 6 months of tenure. Volunteer Paid Time Off cannot be used on Saturday or Sunday. Of the 40 total hours awarded to team members: • Up to 40 hours of the Volunteer Paid Time Off can be used when team members participate in volunteer opportunities from the approved list of Asbury Cares Community Outreach organizations in their specific platform. You may volunteer at an approved Asbury Cares partner organization any time throughout the year with manager approval. • Up to 8 hours of the Volunteer Paid Time Off can be used towards a non-profit charitable organization of one’s choice. • If using 8 hours toward a non-profit charitable organization of your choice, at most 32 hours of Volunteer Paid Time Off can be used toward the approved list of Asbury Cares Community Outreach organizations for your platform, to total 40 hours of Volunteer Paid Time Off. These hours can only be used on a regularly scheduled workday , Monday-Friday, with Manager approval. These hours cannot be used on Saturday or Sunday. Team Members will be paid for these hours the same as their PTO pay. Volunteer time off with pay does not count towards overtime for non-exempt team members. These hours may not be used for vacation, sick leave, or personal errands. They may only be used for volunteer community service. Volunteer time off with pay does not carry forward year over year. Team Members will not be paid for any unused volunteer time off upon separation from employment. It must be used in the year it is awarded i.e., “use it or lose it.”

ASBURY SCHOLARSHIP AWARD PROGRAM

At Asbury, we understand the importance of education and how it positively impacts lives and students’ futures. In order for us to support the education of our Team Members, their spouses, and children/dependents, we have established an annual scholarship program awarding thousands of dollars to dozens of students across the country. In the Crown market, the scholarship is named the Royce Reynolds Scholarship Award after the founder of the Crown platform. The scholarship is administered by International Scholarship and Tuition Services (ISTS), a third- party scholarship service, and winners are selected based on merit and financial need by ISTS.

The following students qualify to apply for a scholarship: • Team Members • Team Members’ children or dependents • Team Members’ spouses •

Students seeking a full-time or part-time undergraduate, graduate, or technical school education for the entire upcoming academic year.

Please note that the Team Member associated with the application must have a minimum of one (1) year tenure with Asbury or the dealership to qualify. Applications will open in the first quarter of the year and winners are selected by June. Asbury Team Members will be notified when applications are available via company email, through the Asbury intranet portal, The Hub, and via the company magazine, The Drive. Any questions regarding the scholarship program can be sent to EmployeeCommunications@ asburyauto.com.

13 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

AWARDS & RECOGNITION

Asbury has several corporate-based programs aimed at recognizing and rewarding our Team Members for their hard work! These programs are both tenure-based and merit-based. We believe that rewarding and recognizing Team Members for their hard-earned achievements is the key to employee satisfaction!

Asbury Achievers Asbury Achievers is a merit-based award program where managers get to submit company-wide shoutouts for Team Members for a job well done. Additionally, General Managers are able to award Team Members Asbury Bucks which in turn can be redeemed for gift cards, spent on Amazon. com, donated to charity, and more! Service Anniversary Awards At Asbury, we want to reward you for your tenure and dedication to our company! On your milestone anniversaries, you will receive a set amount of Asbury Bucks through your Awardco account. These Asbury Bucks can be redeemed for items on Amazon.com, converted into gift cards, deposited into your weekly paycheck, or donated to a charity of your choice. North Star Owners Club The North Star Owners Club is a yearly program for technicians, sales advisors, service advisors, body shop technicians, estimators, and body shop painters. Each year, participants are given a yearly goal and if those individual goals are met, Team Members are awarded shares of Asbury stock in the form of Restricted Stock Units. Please email asburyownersclub@asburyauto.com with any questions you have about the program.

POLICIES

15 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR. If you need to request a reasonable accommodation because of a mental or physical disability, on-the-job injury or limitation due to pregnancy, childbirth, or a related medical condition, please notify your HR Manager. Likewise, if you need an accommodation for religious holidays, beliefs or practices, please notify your HR Manager. In all instances, we will promptly discuss the matter with you, investigate your request, and to the extent possible, attempt to reasonably accommodate you, and if necessary, discuss alternative accommodations that may be provided. As part of our interactive process and where allowed by law, the Company may require you to provide a certification from your health care provider concerning your need for and duration of a reasonable accommodation, if applicable. Failure to provide required medical information or otherwise participate in a meaningful way in the interactive process may result in a denial of an accommodation request. Obviously, there are limits to the accommodations which we can realistically make. For example, where an accommodation would cause an undue hardship to the Company, we would be unable to make the particular accommodation. Similarly, when placing a Team Member in a position, with or without accommodation, would cause them to be a direct threat to themselves or others, we may be unable to place them in such position. The Company will not require a Team Member to accept an accommodation that is unnecessary to performing the essential functions of their job. Further, the Company will not require a Team Member to take leave if another reasonable accommodation is available. Accident & Injury Policy If a Team Member, Guest, or any other person is injured on the premises, the incident should be reported to a Manager immediately. The Manager must complete the on-line incident report before the end of the day through the Report a Claim tile on your OKTA page. In case of a serious injury, call 911 for immediate assistance. If possible, station Team Members at the entrance to meet and direct the emergency responders to the injured person’s location, and locate a Team Member willing and able to provide first aid (if appropriate). Any Team Member involved in an accident, with or without It is our policy to assist individuals with a mental or physical disability, who suffer on-the-job injuries, or who have known limitations due to pregnancy, childbirth, or a related medical condition (including, but not limited to breastfeeding) by making reasonable accommodations to enable Team Members to continue performing the essential functions of their jobs. Under this policy, we may modify job duties to comply with medical requirements or restrictions. This policy applies to all aspects of employment, including application for employment. Depending upon the specific facts and circumstances of each situation, an accommodation may include modification of work hours; schedule changes; more frequent or longer break periods, such as bathroom breaks; providing a clean, private space (other than a bathroom) in which to express milk that is in close proximity to the Team Member’s work area; modifying Company food or drink policies; seating accommodations; light duty work; limits on lifting; relocation of work areas; making existing facilities readily accessible and usable; assistance with manual labor; providing mechanical or electrical aids; temporary transfer to a less strenuous or less hazardous position; appropriate adjustment or modifications of examinations, training materials or policies; allowing you to apply for a vacant position for which you are qualified; or granting leave. Similarly, we will make reasonable accommodations for religious beliefs and practices. If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act (FMLA) and/or any other leave allowed under state law. injury, may be required to take a drug screen post-incident. Accommodation Policy – Team Members, Applicants & Guests

POLICIES

Accommodation Policy - Continued

Any individual who has questions or concerns about reasonable accommodations in the workplace, is encouraged to discuss their questions with their HR Manager. We cannot provide assistance if we don’t know about it. You can raise concerns and make reports and/or requests without fear of retaliation. We do not discriminate or retaliate against a Team Member for requesting or using a reasonable accommodation. Anyone who retaliates against a Team Member for reporting concerns, making an accommodation request, or using an accommodation will be subject to discipline, up to and including immediate termination. Our Company’s Guest centric mission includes honoring reasonable accommodation needs of Guests with disabilities. For example, a Guest with a vision impairment may require reading software, which we have installed in our websites. If a Guest requests an accommodation that you are unable to provide, please consult your Manager and a member of the Legal Department to see if there are alternatives we can offer to the Guest. Arbitration Program The Company maintains an Arbitration Program for all Team Members. Arbitrations are conducted in accordance with the Federal Arbitration Act, or such state arbitration act as applicable. The Team Member may help to select the arbitrator who will hear the case from a list of qualified arbitrators. Arbitration proceedings are similar to court proceedings, with the arbitrator acting as the judge. If the arbitrator finds that the claim is valid, the arbitrator has the authority to issue a ruling in a similar manner a judge or a jury would.

16 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

POLICIES

Attendance & Absenteeism Policy Team Members’ work schedules will vary depending upon the department and duties. Any changes made to work schedules must be approved by the Manager. Team Members may not trade a day with a co-worker without approval from the Manager. Please contact your Manager for questions regarding work schedules. Team Members absent from work for any reason must personally notify the Manager as far in advance as possible. Some situations may arise in which prior notice cannot be given. In those cases, we expect Team Members to notify the Manager as soon as possible. PLEASE NOTE: leaving a message with the Receptionist or with a co-worker, voice mail, email, or text message does not qualify as notifying the Manager. Time off not covered by PTO or an approved leave must be approved by the Team Member’s Manager, the GM/Controller, HR Manager, and must not become excessive. Unapproved time off not covered by PTO or an approved leave may result in disciplinary action, up to and including termination of employment. When absence is due to illness, the Company reserves the right to require appropriate medical documentation. Failure to report for work without calling in will result in disciplinary action. After an absence of 3 or more days without calling in, the Team Member will be considered to have voluntarily resigned and employment will be considered to have been abandoned as of the last day worked by the Team Member. Team Members must call the Manager each day of absenteeism to report status and expected return to work date. Team Members will be considered late if not at the designated work area when the work period begins. Team Members must directly contact the Manager in the event of tardiness. Do not text, email or leave a voicemail for your Manager. Do not leave a message with the Receptionist or ask a co-worker to notify your Manager. Tardiness applies to returning from meal and/or break periods as well as to the beginning of the work day. This Policy will be applied consistent with all applicable laws. If you or an immediate family member has a medical condition that results in one or more absences, you may qualify for unpaid leave under the federal Family and Medical Leave Act of 1993 (“FMLA”), and your absence or tardy will not be considered. Likewise, if your absence is approved leave under the Americans with Disabilities Act (“ADA”), your absence will not be considered. For absences that should be approved under the ADA, please consult the Accommodation Policy in this Handbook. Please refer to the Family and Medical Leave Policy in this Handbook for information about leave under the FMLA. Be advised that leave under the FMLA or ADA may require approval in advance and does not necessarily relieve you from your responsibilities as set forth in this policy. Bulletin Board Policy The Company maintains bulletin boards throughout its facilities as an important source of information. These bulletin boards are to be used solely to post information regarding Company policies, governmental regulations, employment laws and other matters of concern to all Team Members. Please check the bulletin board daily for updated notices. No information may be placed on a Company bulletin board, without the prior approval of the GM/Controller and/or HR Manager.

17 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

POLICIES

Business Expense Policy Each dealership is responsible for supplying the following items at no cost to the Team Member: • Business Cards – if needed. • Name Tags. • Service Team Members - laundry of uniforms supplied by outside vendor. Team Members are responsible for the following costs:* • Dealer/Manufacturer Shirts – The cost of logo shirts required by the dealership will be cost shared 50% -50% up to 4 shirts; Team Members may purchase additional shirts at Company cost. • Lost license plates - $100. Cost of uniforms supplied by outside vendor if not returned upon termination of employment. *in accordance with local state laws Cash Handling Policy Strict cash handling rules must be always followed. Many thieves are tempted by opportunity and encouraged by lax cash handling practices. • All cash payments must be counted in front of the Guest and a receipt given to the Guest. • Variable Operations: • Provide the Guest with a receipt from the DMS (CDK, UCS or Tekion). A buyer’s order is not an adequate receipt. • Immediately deposit cash into the Loomis safe. Do not keep cash in your office. • The Loomis receipt and DMS receipt must be scanned into the deal jacket. • Parts and Service: cash received shall be deposited into a Loomis safe in total each night. • Do not transport cash outside of the dealership. • Never remove cash from the dealership. • Do not accept off-site payments. Guests making offsite payments must be directed to make the payment through an approved application (PayPal, Clicklane, Invite2Pay, wire or ACH transfer.) • If Loomis safe is not working, two Team Members must witness the cash deposit into the drop safe portion of the Loomis safe and each of these individuals will sign and date the envelope placed into the safe. When the deposit is removed by the accounting office, it must be removed and counted by two Team Members. Whenever there is an issue or question on how to properly handle cash, inquire with your GM, Market Controller or Accounting Manager. Correct cash handling practices are critical not only to prevent loss, but also to protect the safety of our Team Members. Internal Revenue Service (IRS) Cash Reporting All Team Members must comply with all cash reporting laws and regulations established by the IRS. The Company’s Policy prohibits Team Members from discussing cash reporting laws with Guests, although if a Guest asks you whether the Company will file an 8300 you may answer “yes”, if you know the Company will, and “our accounting department makes the final decision” otherwise. Do not make promises to a Guest about how and whether the Company will report cash. All other Guest questions concerning this subject should be referred to the GM. Whenever you receive large amounts of cash or other untraceable funds, ask the Guest for his/her social security or FEIN. Note the Guest can decline to provide this information on a cash deal, but you must still ask.

18 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.

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