Relocation Assistance Policy

Purpose

To support employees who relocate at the Company's request, or new hires who must relocate to accept a position, by providing a consistent set of relocation benefits and a single point of contact through the move.

Eligibility

Relocation assistance is generally available to:

• Transferring employees — eligible employees the Company asks to relocate to a new work location.
• New hires — candidates who must relocate to accept an offer, subject to the tier of assistance appropriate to the level of the position (see Levels of assistance below).

Relocation assistance is not automatic; eligibility and the specific benefits provided are confirmed in writing before a move begins, typically in the offer or transfer letter.

Levels of assistance

Because relocation needs vary widely by role and career stage, the Company maintains tiered relocation packages rather than a single one-size-fits-all benefit:

Tier	Typically applies to
Full relocation	Employees being transferred by the Company, and new hires at senior/managerial levels.
Standard relocation	New hires below senior/managerial levels, including most individual-contributor and field/sales hires.

The Company determines the applicable tier and the specific benefits provided at the time an offer or transfer is made.

Relocation counselor

Each relocating employee or new hire is assigned a relocation counselor who serves as a single point of contact throughout the move. The counselor will:

• Explain the applicable relocation benefits and any conditions that apply.
• Help coordinate available services, such as home-sale assistance, new-home search, moving/transportation arrangements, and mortgage-related resources.
• Review and process relocation expense reimbursements.

Benefits that may be available

Depending on the applicable tier and individual circumstances, relocation assistance may include:

• Home-sale assistance (including, in some cases, protection against a loss on the sale of a primary residence)
• Rental assistance
• New-home search expenses
• Home-purchase closing cost assistance
• A cost-of-living adjustment where the new location has a materially higher cost of living
• Household goods moving expenses
• Travel expenses for the employee and immediate family to relocate
• Temporary living expenses for a limited period
• A miscellaneous transfer allowance for incidental relocation costs
• Tax assistance related to the tax treatment of relocation benefits
• Spouse/partner career-transition assistance
• Referrals for school and child/elder care research in the new location

Not every benefit applies to every move; the relocation counselor confirms which benefits apply to a given relocation.

Tax treatment

Under current federal tax law, employer-paid moving expense reimbursements are taxable income to the employee for virtually all civilian employees (the broad moving-expense exclusion that existed in earlier decades no longer applies). This is no longer a temporary, expiring rule: the Tax Cuts and Jobs Act (2017) originally suspended both the employee's moving-expense deduction and the employer-paid moving-expense exclusion only through the end of 2025, but the One Big Beautiful Bill Act (enacted July 2025) removed that sunset and made the suspension permanent. The only exceptions are for active-duty members of the Armed Forces who move under military orders incident to a permanent change of station, and — newly added by the One Big Beautiful Bill Act — certain intelligence-community employees or new appointees who relocate under a qualifying change in assignment. Outside those two narrow exceptions, the Company should assume moving expense reimbursements are taxable and reportable as W-2 wages going forward. Where the Company provides a tax assistance or "gross-up" benefit, it is intended to offset some or all of the additional tax burden created by relocation benefits. Employees should consult a tax advisor regarding their individual situation, and Payroll/Human Resources should confirm current withholding treatment before benefits are paid.

Responsibilities

Role	Responsibility
Human Resources / Relocation Program administrator	Administer the relocation program, confirm eligibility and applicable tier, and ensure compliance with program guidelines.
Relocation counselor	Provide direct support to the relocating employee or new hire and coordinate all relocation activities.
Employee	Submit required documentation and expense reports promptly, and work in good faith with the assigned counselor.