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It is the policy of MBIA to ensure equal employment opportunity for all job applicants and employees with regard to all personnel-related matters, including, but not limited to recruitment, hiring, placement, promotion, compensation, benefits, transfers and training and all other terms and conditions of employment. In all such activities, MBIA prohibits and will not tolerate discrimination or harassment against any persons because of age, gender (including gender identity or gender expression), sex, race, color, religion, creed, marital status, sexual orientation, pregnancy, disability, national origin, alien or citizenship status, genetic predisposition or carrier status, military or veteran status, or any other characteristic protected by law.

MBIA's Equal Employment Opportunity and Non-Discrimination and Anti-Harassment Policy applies to all applicants and employees of MBIA, and other non-employee third-parties and individuals working for or on behalf of MBIA, and prohibits harassment, discrimination and retaliation whether engaged in by, or directed toward, fellow employees, a supervisor or manager, or third-parties.

Any violation or potential violation of the equal opportunity and harassment laws, or of MBIA's policies, may be reported by individuals to their immediate supervisor, Human Resources, the General Counsel, the Chief Compliance Officer, or to the MBIA Alert Line. In addition, managers and supervisors are required to report any complaint that they receive, or any harassment that they observe, to the head of Human Resources. MBIA prohibits retaliation or adverse employment action against any individual who, in good faith, reports discrimination or harassment or participates in an investigation of such reports.

All employees are subject to the MBIA Inc. Standard of Conduct. Our Standard of Conduct serves as a critical guide for the manner in which we conduct our business, as it emphasizes the company's core values of integrity, teamwork, and performance excellence and requires that employees be honest, fair and ethical in all business activities. All employees are required to read our Standard of Conduct and complete our on-line compliance training program annually.

MBIA reasonably accommodates employees and applicants with disabilities (including temporary disabilities), those who are pregnant, nursing mothers, and those with sincerely held religious beliefs, in accordance with applicable law. If an employee suffers from a disability, is pregnant, or has a sincerely held religious belief that interferes with the employee's ability to perform his or her job, the employee can contact Human Resources to inquire whether a reasonable accommodation may be available and appropriate under the circumstances.

MBIA offers its employees a comprehensive compensation and benefits package that includes the following:

• A total compensation package that includes a competitive salary and an annual cash performance bonus for which all employees are eligible. Senior management also receives an annual long-term incentive award linked to shareholders' interests.
• Paid time-off benefits that include vacation, holidays, personal days and sick days.
• Health and welfare voluntary benefits that include medical and dental insurance, a health savings account that includes a company match to employee contributions, various flexible saving accounts and supplemental life insurance. The company also provides company-paid term life, short- and long-term disability insurance. The company pays the majority of the premium cost for employee healthcare benefits.
• A qualified defined contribution pension plan to which the company contributes each year 10% of each eligible employee's annual cash compensation and a qualified 401(k) plan to which the company matches employee voluntary contributions up to the first 5% of annual cash compensation, all subject to federal limitations. The company also maintains a voluntary non-qualified deferred compensation plan. Contributions to the above-qualified plans that exceed limitations established by federal regulations are then contributed to the non-qualified deferred compensation plan.
• Paid and unpaid employee leave of absences such as Safe Time Leave, Federal and NYS Family Medical Leave, Parental Leave, Bereavement Leave, Military and Jury Duty Leave.
• Alternative work schedules, adoption assistance and tuition reimbursement.

Office security and employee personal safety are priorities for MBIA so it has implemented a number of policies and procedures in furtherance of those goals:

• All visitors are required to be registered either in advance through an online form or upon arrival with the receptionist. Visitors must be escorted by an MBIA employee at all times.
• All doors to MBIA's workspace are access controlled using an electronic cardkey system.
• Security guards are on campus Monday - Friday, 7AM - 7PM and can be requested during off hours and weekends.
• To provide a quick and effective response to an on-site medical emergency, the company has trained employees in cardio-pulmonary resuscitation (CPR) and the use of an automated external defibrillator (AED), provides convenient access to two AED devices and established a Workplace Medical Emergency Protocol that outlines actions to be taken in the event of a medical emergency.
• As part of its commitment to a safe, healthy and productive workplace, MBIA employs a policy of education, assistance, deterrence and discipline toward achieving a drug free environment. Employees may not use, possess, make or distribute illegal drugs or illegal controlled substances or work under their influence.
• Recognizing that drug dependency is a serious medical problem, which can be successfully treated, MBIA makes available education, counseling and confidential rehabilitation in overcoming drug problems through the company medical plan.
• Smoking and vaping are prohibited throughout MBIA's workspace and throughout all of the buildings in the office complex. Smoking is permitted in select outside areas as designated by building management

Vendors and suppliers who will have either a material (in size) and/or ongoing engagement with MBIA are required to comply with the company's Standard of Conduct including provisions related to the Foreign Corrupt Practices Act, Anti-Money Laundering Policy, Insider Trading Policy and Equal Employment Opportunity and Anti-Harassment Policy, among others.

MBIA is committed to fostering the physical, emotional and financial health and well-being of its employees. The company offers its employees a variety of wellness events on an ongoing basis, which include exercise classes, nutrition seminars, financial counseling, biometric screenings, annual physical exam incentives and more.

In response to the COVID-19 pandemic and in an effort to protect the health and well-being of its employees, the company implemented its business continuity plans in early March 2020 with all employees working remotely. Consistent with federal, state and local guidance, in September 2021, conditions permitted management to implement a safe return to the office for employees. MBIA is committed to fostering the physical, emotional and financial health and well-being of its employees.

Enhancing the strength and vitality of communities has always been at the heart of MBIA's corporate mission. Whether through our insurance product, which reduces the borrowing costs of towns, cities and municipalities, or through the sponsorship of many diverse philanthropic efforts, the company believes that it serves its interests best by serving the public interest.

MBIA also believes that it is important to be accountable to its neighbors as well as its shareholders. To that end, it formed the MBIA Foundation, a 501(c)(3) tax-exempt organization, in 2001.

Additionally, employee volunteerism is enthusiastically promoted at MBIA, with annual company-wide days of service (since 2009), a Volunteer Initiatives Committee, and special grants to the organizations where employees volunteer or serve as board members.

MBIA also supports charitable initiatives run by third parties, including the American Public Power Association's annual Day of Giving, as well as annual fundraisers run by Her Justice, a New York City-based organization that provides free legal assistance to women living in poverty, and Legal Services of the Hudson Valley, which provides free, high-quality legal counsel in civil matters where basic human needs are at stake for low-income individuals and families who cannot afford an attorney.