 Some employees represent our company by handling corporate social media accounts or speak on our company’s behalf. When you’re sitting behind a corporate social media account, we expect you to act carefully and responsibly to protect our company’s image and reputation. You should:  Be respectful, polite and patient, when engaging in conversations on our company’s behalf. You should be extra careful when making declarations or promises towards customers and stakeholders.  Avoid speaking on matters outside your field of expertise when possible. Everyone should be careful not to answer questions or make statements that fall under somebody else’s responsibility.  Follow our Confidentiality Policy and Acceptable Use Policy and observe laws on copyright, trademarks, plagiarism, and fair use.  Contact our Marketing department when you’re about to share any major-impact content.  Avoid deleting or ignoring comments for no reason.  Never post discriminatory, offensive, or libelous content and commentary.  Correct or remove any misleading or false content as quickly as possible Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects members, customers, suppliers, people who work on behalf of LHD or LHD’s legitimate business interests may result in disciplinary action up to and including termination. Employees should expect that any information created, transmitted, downloaded, exchanged, or discussed on publicly accessible online social media may be accessed by the Company at any time without prior notice. Remote Work Flexibility LHD’s Remote Work Flexibility Policy is designed to provide flexibility for employees to work away from our corporate office. Establishing and maintaining a remote work schedule that meets both business and employee needs requires a shared commitment by both the Employee and Manager. Remote work schedules may be appropriate for some employees and roles but not for others. As remote work schedules are used, it is extremely important that both employees and managers be fully aware and in agreement about the requirements and expectations associated with the schedules. ELIGIBILITY  Management and Employee must determine that the Employee’s position can effectively be performed remotely.  Employee must have an active LHD Teleworking Agreement on file with IT.  In our efforts to provide proper training and access to resources, during the first three months of employment a new employee’s remote schedule will be determined by their Manager. BACK TO TABLE OF CONTENTS | 13