References 👤**:**

• Angelo Caiazza: HR Specialist
• Silvia Pistoni: HR Business Partner

INTRODUCTION ZURU Tech Italy, in alignment with the group's direction and in an increasingly meritocratic spirit, aims to emphasize the concept of Talent Density and provide greater responsibilities and freedoms to employees who demonstrate excellent performance, regardless of their seniority within the company. The objective is to encourage and further enhance skills and alignment with ZURU principles within the company to achieve a concentration of talents capable of addressing complex challenges and developing innovative products. Within a framework of trust, autonomy, and progressive responsibility, agile work will reflect the level of performance recognized in the Tier system, while individual agreements remain in force.

GENERAL GUIDELINES

All team members of Zuru Tech Italy have the opportunity to work remotely, alternating between presence in the office and working from home, after the first two weeks of onboarding, following the following Tier-related guidelines:

• Tier 1: no limits on WFH usage.
• Tier 2 and Tier 3: maximum of 50% of working days.
• Tier 4: maximum of 30% of working days.
• Tier 5: maximum of 10% of working days.

All new hires are considered Tier 3 and are allowed a maximum of 30% WFH throughout the probation period. After passing probation, a Tier will be assigned, which must then be confirmed following the first performance review cycle.

These percentages are calculated considering the days of dependent work and the average use of holidays during the year and are parameterized over the various reference periods.

Office presence by Buddy and/or Team Leaders is mandatory during the first two weeks of onboarding for new resources and for the rest of the team at least on the first day. The rest of the team is encouraged to be present in the office for the first three days of onboarding for new colleagues to facilitate integration.

Office presence is strongly recommended for occasions such as:

A. Brainstorming sessions where the use of the whiteboard is necessary for the meeting's success. B. Software architecture design or core UX design. C. Meeting new colleagues and other teams. D. Team Building; offsite; training; activities organized to increase mutual understanding, socialization in the company, collaboration, and team playing. E. 1to1 meetings.

For organized and scheduled activities such as "onsite," office presence is mandatory.

Supervisors and/or team leaders have the authority to convene "onsite" activities with a minimum notice of 24 hours, such as meetings, workshops, etc. Employees are advised to perform WFH activities in places where it is possible to respect the office presence request within these timeframes. The presence in the office for at least 4 days per month is essential, even in the absence of the above-mentioned events, to ensure that there is a concrete alternation between home and office as established by law. For those who hold roles whose duties can only be carried out in person, there will be no WFH agreements.

TIER ASSIGNMENT

Every 6 months, in conjunction with the performance review, Supervisors/Leaders map the Tiers based on individual KPIs defined at the beginning of the period. Based on the results obtained during the current period, the Supervisor/Leader may indicate an improvement, reduction, or maintenance of the Tier, following which the corresponding percentages will be uploaded to Success Factor for the subsequent period.