Bioventus LLC EMPLOYEE HANDBOOK For U.S. Based …

1 US EMPLOYEE HANDBOOK November 2019 pg. 1 Bioventus LLC EMPLOYEE HANDBOOK For Based Employees US EMPLOYEE HANDBOOK November 2019 pg. 2 We are delighted that you are a part of the Bioventus team and hope that you will enjoy a long and successful career with us. As you become familiar with our culture and mission, we hope you will take advantage of opportunities to enhance your career and further Bioventus goals. To ensure your success, we feel it is important that all employees understand our fundamental internal processes and procedures that support our company. This EMPLOYEE HANDBOOK will familiarize you with the various aspects of working with us. An important aspect of our culture at Bioventus is our Vision, Mission and Culture Principles. Vision To be the global leader in orthobiologics. Mission To partner with the health care community to help people resume and enjoy active lives.

2 Culture Principles We will operate with Integrity in all that we do as we: - Impact Patients: Patient needs are the priority in the choices we make and actions we take. - Develop Ourselves: Promote continuous learning and development of ourselves to be our best. Focus on two tenets to drives success: Professional and Personal development to maximize our impact on our company and society. - Achieve Goals: Communicate and collaborate across functions to understand, align, and own our actions towards achieving business goals. - Value Others: Building success by appreciating differences in thought, opinion, background, skill, and perspective. Acting with integrity in all interactions with peers, leaders, and customers. Bioventus will continue Valuing Others and build on that foundation by increasing visibility and incorporating feedback.

3 It all comes down to our expectation that Bioventus employees will do the right thing. There may be times where you need additional guidance to manage your work and balancing time away from work. On those occasions, we encourage you and your manager to use this HANDBOOK as a guide to help you identify the correct path forward. US EMPLOYEE HANDBOOK November 2019 pg. 3 Table of Contents Purpose of EMPLOYEE HANDBOOK .. 5 Employment at Will .. 6 Equal Opportunity and Commitment to Diversity .. 7 Equal Opportunity .. 7 Americans with Disabilities Act (ADA) and Reasonable Accommodation .. 7 religious Accommodation .. 8 Commitment to Diversity .. 8 Harassment and Complaint Procedure .. 8 Conflicts of Interest and Confidentiality .. 11 Conflicts of Interest .. 11 Confidential Information .. 11 Employment Relationship .. 12 Access to EMPLOYEE Files and EMPLOYEE Data.

4 12 Employment Classification .. 13 Employment of Relatives and Domestic Partners .. 14 Introductory 14 Immigration Compliance .. 15 Meal and Rest 15 Overtime .. 15 Paychecks and W-2 s .. 15 References/Verification of Employment .. 16 Separation from Employment .. 16 Time 17 Work Week and Hours of Work .. 17 Workplace Safety .. 18 Drug-Free and Alcohol-Free Workplace .. 18 Health, Safety & Environmental (HSE) Policy .. 19 Smoke-Free Workplace .. 21 Workplace Violence Prevention .. 21 Commitment to Safety .. 22 Emergency Closings/Inclement Weather .. 23 Workplace Guidelines .. 23 Attendance .. 23 Bulletin Boards .. 23 Computers, Internet, Email, and Other Resources .. 24 Personal Appearance .. 24 EMPLOYEE Conduct .. 25 Lactation Accommodation Policy .. 26 US EMPLOYEE HANDBOOK November 2019 pg. 4 Job Performance .. 26 Media Relations.

5 27 Off-Duty Use of Facilities .. 27 Open Door Policy .. 27 Outside Employment .. 27 Social Media Acceptable Use .. 28 Solicitation .. 28 Standards of 29 Use of Equipment and Vehicles .. 29 Use of Telephones .. 29 Time Off and Leaves of Absence .. 30 Bereavement Leave .. 30 Disability Leave (Non-work related) .. 30 Family and Medical Leave .. 32 Holidays .. 36 Jury or Witness Duty/Court Appearance .. 37 Military Leave .. 37 Parental Leave .. 39 Personal Leave .. 40 Sick Leave .. 41 Time Off for Voting .. 42 Vacation .. 42 Voluntary Time Off (Authorized, Unpaid) .. 44 Volunteer/Philanthropy Day .. 44 Worker s Compensation Leave & Benefits .. 44 EMPLOYEE Benefits .. 46 General Information .. 46 EMPLOYEE HANDBOOK Acknowledgment 47 US EMPLOYEE HANDBOOK November 2019 pg. 5 Purpose of EMPLOYEE HANDBOOK This EMPLOYEE HANDBOOK ( HANDBOOK ) contains information about the employment policies and practices of Bioventus LLC.

6 These policies reflect the Company s culture principles and we recommend each EMPLOYEE become familiar with information in this HANDBOOK , as it is a valuable reference for helping you understand your job and Bioventus . This HANDBOOK supersedes all previously issued EMPLOYEE Handbooks and inconsistent, verbal, or written policy statements made or issued before this HANDBOOK . Except for the policy of at-will employment, Bioventus reserves the right to revise, delete, and add to the provisions of this HANDBOOK . All such revisions, deletions, or additions must be in writing. No oral statements or representations can change the provisions of this HANDBOOK . None of our personnel documents and benefit plans, including this HANDBOOK , constitutes, or is intended to constitute, an express or implied contract guaranteeing continued employment for any EMPLOYEE .

7 Not all of our policies and procedures are set forth in this HANDBOOK . We have summarized only some of the most important ones. If you have any questions or concerns about this HANDBOOK or any other policy or procedure, ask your manager or human resources representative. Nothing in this HANDBOOK or in any other document or policy is intended to violate any local, state or federal law. Nothing in this HANDBOOK or in any other document or policy is intended to prohibit protected conduct or communications relating to EMPLOYEE wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act. Furthermore, nothing in this HANDBOOK prohibits an EMPLOYEE from reporting concerns, making lawful disclosures, or communicating with any governmental authority about conduct the EMPLOYEE believes violates any laws or regulations.

8 US EMPLOYEE HANDBOOK November 2019 pg. 6 Employment at Will Employment at Bioventus is on an at-will basis unless state law provides otherwise. This means that either the EMPLOYEE or the company may terminate the employment relationship at any time, for any reason, with or without cause or notice. Nothing in this HANDBOOK is intended to or creates an employment agreement, express or implied. Nothing contained in this or any other document provided to the EMPLOYEE is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period. In addition, only the Chief Executive Officer (CEO) or his/her authorized company representative is authorized to enter into an employment agreement that alters the at-will employment relationship and any such agreement must be in writing signed by the CEO or his/her designated representative.

9 Any salary figures provided to an EMPLOYEE in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended and do not create an employment contract for any specific period of time. Nothing in this statement is intended to interfere with, restrain, or prevent concerted activity as protected by the National Labor Relations Act. Such activity includes EMPLOYEE communications regarding wages, hours, or other terms or conditions of employment. Bioventus employees have the right to engage in or refrain from such activities. US EMPLOYEE HANDBOOK November 2019 pg. 7 Equal Opportunity and Commitment to Diversity Equal Opportunity Bioventus provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, service in the military or any other consideration projected by federal, state or local laws.

10 Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training. Bioventus expressly prohibits any form of unlawful EMPLOYEE harassment or discrimination Based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is not tolerated. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. Adverse conduct includes but is not limited to: - shunning and avoiding an individual who reports harassment, discrimination or retaliation; - express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination or retaliation; or - Denying employment benefits because an applicant or EMPLOYEE reported harassment, discrimination or retaliation or participated in the reporting and investigation process.