Page 73 - New Hire Book 012022

Vacation time off can be used in 30 minute increments.

Vacation time off must be used in the year awarded (often referred to as “use it or lose it”). In
rare and exceptional circumstances in which job demands and staffing issues make it impossible
for an employee to use all of his or her vacation leave in the calendar year it became available, the
Company may permit the employee to carryover an agreed-upon amount of vacation time to the
following calendar year. Any carryover vacation time must be expressly approved in writing by the
HR Business Partner, Business Leader, and Executive Leader for the business. Without approval,
the plan does not allow carryover except where otherwise required by law.

The following example scenario helps explain eligibility for and amount of vacation time:
• Employee is hired on July 1, 2021
• Based on hire date, employee becomes eligible for 7 days of vacation time to be used
after 30 days, for the remainder of 2021
• On January 1, 2022, employee becomes eligible for 15 days of vacation time to be used
throughout 2022
• In each calendar year, if employee does not use the vacation time that became available
that calendar year by December 31, the unused vacation time will no longer be available
unless applicable law requires or exceptional circumstances exist (as explained above)

Vacation time off is based on years of service, including approved leaves of absence. Unless
applicable law requires otherwise, upon separation from employment employees will receive a
prorated payout for unused vacation time that became available to the employee in the calendar
year of separation, unless the termination (a) occurs during the first 90 days of employment, or (b)
results from the employee’s gross misconduct or (c) without giving a minimum of two week notice.
For purposes of this policy, “gross misconduct” includes, but is not limited to: criminal/illegal
conduct; theft from the Company or a coworker; falsification of Company or employment records;
and violation of the Company’s policies against harassment, discrimination, workplace violence, or
the Company’s Code of Conduct. Kontoor Brands retains exclusive discretion, in each situation, to
determine whether the termination resulted from gross misconduct.

If an employee is rehired, paid vacation leave would start from the rehire date unless the
termination resulted from a layoff or facility/department closing. In that event, if an employee
had a minimum of one-year prior service and is rehired within one year of the layoff date, they
would be credited with prior service for vacation leave.

Administration of Vacation Time Off Policy
Kontoor Brands reserves the full and absolute right and discretion to administer and interpret the
terms of this policy. Any decisions, determinations and interpretations of this policy made by
Kontoor Brands will be final and binding on all participants under the policy. In addition, Kontoor
reserves that right to amend, modify or terminate this policy at any time and for any reason or no
reason, subject to applicable law. Employees may not exchange any benefit payable under this
policy for any other Kontoor benefit.

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