Name of Policy Here

Employee Expectations Policy

Published January 20, 2015 Effective Date January 20, 2015 Revision # One (1)

1. Purpose The purpose of this policy is to set out the expected behavior from all associates and outline the basic principles of responsible business conduct.

1. Scope & Applicability This policy applies to all US-based associates of CDS, SAS, and Interactions, including the EMI, OTO, and Specialized Services divisions. It also applies to associates based in the Commonwealth of Puerto Rico.

2. Policy Statement 3.1. Performance Standards All associates should strive to establish positive impressions for our clients and deliver value to their businesses. Associates are expected to be committed to continuously improving their skills, knowledge, and abilities; concentrating on the assignments and priorities set by their supervisors; and seeking to make the greatest positive impact. Associates must also help their coworkers to achieve success, including not interfering with their work performance.

Associates are encouraged to share their ideas for improving their job tasks, but must at all times adhere to the processes that their supervisors train them in and meet the performance objectives they are given.

3.2. Behavior Standards Everyone should be treated respectfully and courteously. Associates are expected to treat our customers, clients, business partners, and each other with the highest level of respect, fairness, and integrity. Certain behaviors and conduct are unacceptable in the workplace and are prohibited by the company, including, but not limited to:

 Using foul, inappropriate, abusive, or vulgar language;  Maliciously or willfully destroying, damaging, misusing, or using without prior authorization company property or the property of another associate, client, customer, or business partner;  Stealing or the unauthorized removal of property or product that belongs to or is in the possession of the company, another associate, client, customer, or business partner;  Obtaining employment or employee benefits based on false or misleading information, falsifying information, or making material omissions in any employment documents or records (including, but not limited to, application-related forms, time forms, time records or timesheets, email communications, work product, or other documents);  Being dishonest in any manner or failing to be forthright with the company, another associate, client, customer, or business partner;

9555 Chesapeake Drive :: Suite 100 :: San Diego, CA 92123 1 858.581.4817  Bringing or possessing firearms, weapons, or other hazardous or dangerous devices or substances onto company property or the property of a client, customer, or business partner without prior written approval of an authorized representative of the company;  Reporting to work under the influence of alcohol, illegal drugs, or controlled substances, or unauthorized possession and/or use of alcoholic beverages, or possession or use of controlled substances on the premises of the company or the company’s clients, customers, or business partners;  Being insubordinate toward another associate, including but not limited to, a co-worker or a supervisor, or the refusal to comply with an authorized directive or to perform the duties of the associate’s job;  Acting in a disrespectful manner toward another associate, client, customer, or business partner;  Fighting or threatening violence on the company’s premises or the premises of a client, customer, or business partner;  Disclosing confidential company information, such as trade secrets or marketing plans, without prior approval from an authorized company representative;  Failing to follow safety rules, to participate in a safety program, or to promptly report unsafe conditions;  Harassing, bullying, threatening, intimidating, or coercing any other associate, client, customer, or business partner at any time, including off-duty hours;  Sending email or visiting Internet sites which are or may be construed as offensive or inappropriate;  Using company telephones, company-provided Internet, or other company equipment or systems for non-business purposes;  Violating any company policy; and  Engaging in any other conduct which is unprofessional, potentially embarrassing, or otherwise detrimental to the interests of the company, other associates, or the company’s clients, customers, or business partners.

The foregoing list of examples of unacceptable conduct and behaviors in the workplace is not meant to be exhaustive, and the company reserves the right to determine, in its sole discretion, additional conduct and behaviors which it deems unacceptable and which may warrant disciplinary measures.

Associates who work at customer locations must ensure that their actions are above reproach and that they do not do anything that may lead to customer distrust. For CDS associates, this includes, but is not limited to, the following guidelines:

. Personal belongings taken in to customer buildings must be stored in a clear plastic bag and the associate should be prepared to open the bag for inspection upon entering or exiting the building. . Associates may not store items for future purchase or purchased items on event carts, as this may be interpreted as concealment with intent to steal.

. Items purchased at client locations must be immediately removed from the warehouse or placed in a locked locker until the end of the associate’s shift. It is the company’s preference that purchases be made following the conclusion of the associate’s shift so as to avoid any issues with storage of the purchases during the shift.

. All soft drinks from the client’s soda fountain must be purchased in advance of consumption, the receipt must be retained by the associate for the remainder of the workday, and the associate should be prepared to produce the receipt for inspection.

. Product intended for use in an event should never be opened or used until it has been purchased.

. Product left over after an event should be thrown away or returned and should never be consumed or removed from the work location. Exceptions to this rule may only be made by a Regional Manager.

Generally, the company will not intervene in the private lives of associates. However, the company reserves the right to implement disciplinary measures, up to and including termination, should an associate’s outside or off-duty activities, conduct, or behavior: violate company policy; pose a threat to the health, safety, or well-being of another associate; conflict with or impair the company’s business interests or those of a customer or business partner; tarnish the image of the company or its customers or business partners; hurt the company’s business position in the community or that of its customers or business partners; or conflict with the company’s objectives. The foregoing examples of outside or off-duty conduct are not meant to be exhaustive and the company may determine, in its sole discretion, whether it is necessary to address an associate’s outside or off-duty activities, conduct, or behavior.

Associates are required to inform their human resources (HR) partner of any arrests or pending criminal charges which occurred after the date of hire and which could jeopardize the company’s standing with our customers or the community. Included in this category are issues involving theft, fraud, violence, or crimes against children, or issues which may result in an associate being placed on a sex offender registry. Reporting such arrests or charges to HR will initiate an individual review and discussion with the associate and will not necessarily result in dismissal. Violation of this policy may result in disciplinary action, up to and including immediate termination of employment.

3.3. Attendance Standards Regular and punctual attendance is necessary so that associates can achieve their objectives, rely on each other, demonstrate the company’s commitment to our internal and external customers, and meet the company’s financial goals. Associates are expected to be ready to begin work (at their assigned workstation if appropriate) at the beginning of their scheduled work shift.

9555 Chesapeake Drive :: Suite 100 :: San Diego, CA 92123 3 858.581.4817 Attendance infractions listed below may result in a discussion with the associate regarding the need to improve their attendance. A pattern of attendance issues may lead to disciplinary action, up to and including termination of employment.

 Unapproved absences;  Tardiness (five (5) minutes or later after the designated shift start time);  No call/no show (failing to report to work without proper notice);  Absenteeism;  Calling out (late or full day) without sufficient notice;  Leaving a shift early without proper authorization; or  Failure to follow proper call out procedures.

Disciplinary action will not apply toward absences or instances of tardiness protected by federal or state law.

A part-time associate is considered to have voluntarily terminated his or her employment with the company when the associate fails to report for work without prior notice and does not contact their supervisor within seven (7) days of the missed work shift.

3.3.1. Calling Out Expectations for calling out are set forth below based on position.

Office Staff If an office staff associate is unable to report to work for any reason, or will be tardy, they must notify their supervisor before the start of their work shift and as soon as practicable.

Field Staff Field staff associates are required to contact their supervisor at least two (2) hours before the start of their work shift so that their supervisor may have enough time to locate another suitable associate to fill their shift and still fulfill the company’s responsibility to the client. An acceptable form of notification will generally be determined by the associate’s supervisor. If the acceptable form of notification is by telephone and the associate is unable to speak directly to their supervisor to call out, they must leave a message including a contact number where they may be reached.

3.3.2. Sales Advisor Availability (CDS Only) Sales Advisors must normally be available to work at least two (2) days out of every workweek.

It is the associate’s responsibility to obtain his or her weekly work schedule in advance of the upcoming workweek. Company hours vary depending upon the division, location, the shift, the work being performed, and company needs. Due to the nature of our business, part-time associates may be scheduled to work more hours during holiday periods and peak business times and fewer hours during slow business periods, depending on business needs. Part-time associates cannot be guaranteed a specific number of hours for any given week, and are scheduled based on volume of available work, associate availability, and performance.

In order comply with equal employment opportunity guidelines, an associate’s lack of availability due to religious observance or personal disability will be reasonably accommodated unless doing so would place an undue hardship on the company.

3. Responsibilities HR partners serve as the primary resource for addressing specific questions regarding this policy and compliance.

This policy is not intended to be a contract, express or implied, nor is it intended to otherwise create any legally enforceable obligations on the part of the company. It does, however, supersede and replace all previous personnel policies, practices, handbooks, manuals, and guidelines (whether written or oral) which pertain to the same subject matter contained in this policy (except the Daymon Worldwide Global Code of Conduct which is to be applied in conjunction with this policy).

With the exception of the company's policy of at-will employment and those policies compelled by law, the company reserves full discretion, at any time, for any reason or for no reason, with or without notice, to revise, modify, delete, or add to any of the provisions contained in this policy. The company will, however, try to provide reasonable notice of any material changes to this policy.

9555 Chesapeake Drive :: Suite 100 :: San Diego, CA 92123 5 858.581.4817