Policy Name: Paid Time Off (PTO)

Date Issued: 10/21/2015 Date Revised: 5/24/2024

Approval: Date: 5/24/2024

PURPOSE

Maverik, Inc. (the “Company”) believes that its team members are the key to what makes a
great company. Although work makes up a large portion of a team member’s life, we believe
that a balance between work and non-work activities is essential to maintain quality
performance and a positive work atmosphere. To support this philosophy, the Company has
designed a paid time off (“PTO”) plan that incorporates vacation and sick leave into one
flexible, paid time off program.

POLICY

Absences should be scheduled in advance with supervisory approval. Unscheduled absences

are strongly discouraged, except in emergency situations.

Eligibility

All regular, full-time and part-time team members 1 are eligible to accrue PTO each pay
period. Team members who are actively at work or on paid leave (such as PTO leave) will
continue to accrue PTO. PTO is not earned when unpaid leave is taken, or when short-term
or long-term disability or worker’s compensation benefits are paid. PTO is not earned by
temporary or contract team members.

Effective September 6, 2024, this policy also applies to Base Camp Des Moines and Kum &
Go branded store Team Members. In the interim, Base Camp Des Moines and Kum & Go
branded store Team Members should refer to the KG Interim Paid Time Off (PTO) policy.

For purposes of this policy, the year begins on the team member’s seniority date.

This policy does not apply to California team members, Maverik Logistics Drivers, or Solar
Transportation Drivers. California team members should refer to the CA Paid Time Off (PTO)
policy; Maverik Logistics Drivers should refer to the Logistics Drivers Paid Time Off (PTO)
policy; Solar Transportation Drivers should refer to the Solar Drivers Paid Time Off (PTO)
policy.

1
This policy does not apply to the exclusions noted in the Eligibility section above.

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Scheduling of PTO

The Company shall use its discretion in approving time off, based on the occurrence of peak
workload periods and such other factors relevant to the operation of the department and the
personal circumstances of the team member.
PTO should be requested and approved in advance by the team member’s immediate
supervisor. While every reasonable effort will be made to accommodate the team member’s
request, the team member’s supervisor has the right to approve, deny or change PTO
schedules according to the needs of the department. Team members must be notified
immediately of any changes to their PTO request.

Team members may only request the amount of PTO balance accrued. In extreme and rare
circumstances, exceptions may be made to allow a team member to use unearned PTO,
creating a negative PTO balance. Exceptions require Human Resources approval.

If an illness or emergency makes it impossible for a team member to schedule PTO in

advance, the team member’s supervisor must be notified as soon as practical before the shift
begins. The team member is responsible for keeping his/her supervisor notified (on a daily
basis if necessary) of the status of the emergency and the anticipated return date.

PTO may be taken in hourly increments.

Supplement to Workers’ Compensation

PTO may be used to pay for the initial days absent from work due to injury before Workers’
Compensation payments begin.

Supplement to Family Medical Leave

PTO may be used in conjunction with an approved Family Medical Leave of Absence.

Authorization and Recordkeeping

PTO may be taken in hourly increments. The team member submits the PTO request via the
appropriate time keeping system and the team member’s supervisor authorizes the PTO
request by approving it in the time keeping system.

Use of PTO does not guarantee the absence is “excused”. Please refer to the Attendance
Status and Pay policy for additional information.

Rate at which PTO is Paid

Each hour of PTO used by a team member is paid at the team member’s regular hourly rate
of pay.

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Restrictions on Use

Team members may not use more PTO than the number of hours the team member is
scheduled to work on a weekly basis*. PTO may not be used to create a situation where a
team member would be eligible for overtime.
*Hourly Maverik Logistics team members may use PTO during their scheduled work week,
regardless of the number of hours worked the week. If the team member works additional
shifts that are approved by their leader on a day that is a normally scheduled day off,
previously scheduled PTO days will not be voided. PTO will be paid at the team members
hourly rate and will not be eligible for OT calculations.

Team members who terminate may not use accrued, unused PTO to extend the length of
their employment.

PTO Accrual Schedule Reference Guide

Exempt Office Team Members, Non-Exempt Office Team Members (effective June 28,
2024), District Managers, District Manager – Flex, Store Directors, Store Director –
Trainers, Store Director – Flex, Store Director Trainees and Store Director - Temporary

Annual PTO Hours PTO

PTO Hours
PTO PTO earned Balance
Length of earned per
Accrual Accrual represented in 8 at 1.5X
Service 80 hours of
Rate TOTAL* (in hour “work (PTO
work
hours) days” Cap)
Date of hire –
6.93% 144 5.54 18 216
4.99 years
5 years –
8.85% 184 7.08 23 276
9.99 years
10 years –
10.77% 224 8.62 28 336
14.99 years
15+ years 12.70% 264 10.15 33 396

*Annual PTO Accrual Totals reflected in the above tables are calculated based on 80 hours/pay period

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 All Other Store Team Members

Annual PTO Hours PTO

PTO Hours
PTO PTO earned Balance
Length of earned per
Accrual Accrual represented in 8 at 1.5X
Service 80 hours of
Rate TOTAL* (in hour “work (PTO
work
hours) days” Cap)
Date of hire –
3.47% 72 2.77 9 108
2.99 years
3 years –
5.39% 112 4.31 14 168
9.99 years
10 years –
7.31% 152 5.85 18 228
14.99 years
15+ years 9.24% 192 7.38 24 288

*Annual PTO Accrual Totals reflected in the above tables are calculated based on 80 hours/pay period
PTO accrual rates change on the team member’s anniversary date when the new length
of service tier is met.

Maximum PTO Accrual

The maximum PTO accrual is equivalent to 1.5 times the team members’ annual
accrual. PTO accrual resumes when the team member’s PTO available balance is less
than 1.5 times the team members annual accrual.

Terminated Team Members

At the time of termination, PTO will be paid out according to the table below.

Termination Reason PTO Payout at Termination

100%, up to 150% of the applicable annual accrual rate (or 1.5
times the annual accrual rate) providing a two (2) week notice
Resignation was provided and worked in its entirety

If both steps are not followed, there will be no PTO payout

Retirement, Temporary Job
100%, up to 150% of the applicable annual accrual rate (or 1.5
Ended, Not FMLA Eligible,
times the annual accrual rate)
Employee Death
All other reasons No PTO payout

If a team member has a deficit in his/her annual PTO bank at the time of resignation or
termination, salary equal to the deficit may be deducted from the team member’s final
paycheck.

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Where required by state law, 100% of the accrued, unused PTO balance, up to 150% of
the applicable annual accrual rate (or 1.5 times the annual accrual rate), will be paid
out to the team member.

PTO will not be paid out while employed.

Rehired Team Members

In general, rehired team members do not receive reinstatement of previously

accrued, unused PTO. Team members who reside or work in the states noted below
may be eligible for reinstatement of previously accrued, unused PTO, less any amount
paid out at time of termination if rehired within the specified time period, per state law.

State PTO Reinstatement Rehire Period

Arizona Rehire within 9 months of termination
Minnesota Rehire within 180 days of termination
New Mexico Rehire within 12 months of termination
Oregon Rehire within 180 days of termination
Washington Rehire within 12 months of termination

PROVISIONS

This policy is the unilateral action of the Company and does not alter at-will
employment or constitute an express or implied contract with any person affected by or
subject to the policy. Neither this policy nor any action taken pursuant to this policy
assures or guarantees employment or any terms of employment to any person for any
period of time.

Human Resources will be responsible for the interpretation and administration of this
Policy. The Company may alter, terminate or make exceptions to this policy at any
time, in the Company’s sole and absolute discretion and without further notice.

Violation of the above policy will subject a team member to disciplinary action up to and
including termination.

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