EMPLOYEE HANDBOOK

RELENTLESS MERCHANDISE, LLC EMPLOYEE HANDBOOK

Relentless Merchandise, LLC

Effective Date: February 2, 2026

IMPORTANT NOTICE

This Employee Handbook is designed to communicate essential information regarding employment with Relentless Merchandise, LLC. It is not a contract of employment and does not create contractual rights or obligations of any kind. Employment with the Company is at-will, meaning either the employee or the Company may terminate the employment relationship at any time, with or without cause or notice, subject to applicable law.

This handbook sets forth core policies, expectations, and legal protections. Detailed operational procedures are maintained separately and may be updated from time to time.

1. OUR STORY & COMPANY CULTURE

Relentless Merchandise began as Relentless Screen Printing in February 2012, founded by brothers Nathan and Matthew Richardson. The company’s first shop operated out of the basement of a rented house in Kearney, Nebraska, shared with friends and built through long hours, limited resources, and a relentless commitment to figuring things out the hard way.

Over more than a decade of hard work, learning experiences, and continuous improvement, Relentless Merchandise has grown into a multi-faceted, high-production print operation. Our team is made up of individuals who take pride in creating products that are clean, high quality, and thoughtfully produced. Many of the techniques and processes used today were learned through hands-on experience and refined over time.

This history shapes our culture. We value work ethic, accountability, craftsmanship, and respect for one another. While the company has grown, the mindset remains the same: do the work the right way, learn from mistakes, and take pride in the results.

2. EMPLOYMENT RELATIONSHIP (AT-WILL)

Employment with the Company is at-will. Nothing in this handbook alters the at-will nature of employment. No manager or representative of the Company has authority to enter into an employment agreement for a specified period or to make promises inconsistent with at-will employment unless in a written agreement signed by the CEO.

3. EQUAL EMPLOYMENT OPPORTUNITY

The Company is an equal opportunity employer and does not discriminate based on race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other status protected by applicable law.

4. ANTI-HARASSMENT & NON-DISCRIMINATION

The Company maintains a zero-tolerance policy for unlawful harassment, discrimination, or retaliation. Employees are expected to conduct themselves professionally and respectfully at all times.

Reporting

Employees should promptly report concerns to HR or management. Reports will be investigated promptly and confidentially to the extent possible. Retaliation for reporting concerns or participating in investigations is prohibited.

5. WORKPLACE CONDUCT & STANDARDS

Employees are expected to:

• Act professionally and respectfully

• Follow safety and compliance rules

• Protect Company property and confidential information

• Comply with applicable laws and regulations

The Company reserves the right to determine appropriate conduct standards and to take corrective action when necessary.

6. DISCIPLINE & CORRECTIVE ACTION

The Company may use progressive discipline when appropriate but reserves discretion to determine the form and timing of corrective action. Discipline may include verbal counseling, written warnings, suspension, or termination. No specific sequence of steps is required.

7. ATTENDANCE & SCHEDULING

Employees are expected to report to work as scheduled and to communicate promptly regarding absences or delays. Detailed scheduling, attendance procedures, and timekeeping rules are provided separately in operational guidelines.

8. PAYROLL & TIMEKEEPING

Employees must accurately record time worked in accordance with Company procedures. Payroll practices, pay dates, overtime eligibility, and related procedures are governed by applicable law and Company payroll guidelines, which may be updated from time to time.

9. BENEFITS

Employee benefits are governed by the terms of the applicable benefit plan documents. In the event of any inconsistency, official plan documents control. The Company reserves the right to modify or discontinue benefits at its discretion, subject to applicable law.

10. LEAVE POLICIES

The Company provides leave as required by law. Additional leave benefits, if offered, are described in separate policy documents. Eligibility, accrual, and approval are subject to Company procedures and applicable law.

11. SAFETY & HEALTH

The Company is committed to maintaining a safe and healthy workplace. Employees are expected to follow all safety rules, use required protective equipment, and report unsafe conditions immediately. Detailed safety procedures are provided separately.

12. CONFIDENTIALITY & COMPANY PROPERTY

Employees must protect confidential Company information and use Company property responsibly. Confidentiality obligations continue after employment ends.

13. TECHNOLOGY & COMMUNICATION SYSTEMS

Company systems are provided for business use. The Company reserves the right to monitor usage in accordance with applicable law. Employees should have no expectation of privacy when using Company systems.

14. COMPLIANCE WITH LAWS

Employees are expected to comply with all applicable federal, state, and local laws, regulations, and Company policies.

15. POLICY INTERPRETATION & MODIFICATION

The Company reserves the right to interpret, modify, suspend, or discontinue policies in this handbook at any time, with or without notice, subject to applicable law.

16. QUESTIONS

Questions regarding this handbook should be directed to HR or management.