Tolleson Employee Handbook

USE OF COMMUNICATION SYSTEMS The Company provides numerous types of communications systems, such as fax machines, on-line and Internet services, voice mail, electronic mail, cellular phones, priority mail, and delivery services. All such communication systems are the sole property of the Company and are provided for business purposes. The Company reserves the right to inspect and monitor any incoming and outgoing correspondence received or sent by an employee to or from the Company’s premises or received or sent using company equipment, with or without notice from the Company. No employee has any personal privacy rights to any such communication. All existing company policies regarding employee conduct apply to use of the Company communication systems, including the policy against harassment. COMPUTERS The Company provides Internet and e-mail access for business use only. Every employee is responsible for maintaining the Company’s public image and must use company e-mail and Internet access in a manner that reflects well on the Company. The Company recognizes there will be occasional personal use on lunch breaks and during non-working hours, but this use must not be excessive or unreasonable, and the employee acknowledges that their personal use of company Internet and e-mail is not private and subject to monitoring by the Company. Most communication services and equipment have toll charges or other usage-related expenses. Employees should be aware of these charges and expenses and should consider cost and efficiency needs when choosing the proper way for each business communication. Employees should consult their supervisor if there is a question about the proper mode of communication. • All messages composed, sent, or received on the Flowers’ e-mail system are the property of the Company. Personal employee communications are not the private property of any employee and no employee has any personal privacy rights to any such communications. • The e-mail system may not be used for outside commercial ventures, religious or political causes, or other non-job-related solicitations. • Employees are not to use the Internet or Flowers’ e-mail system to create messages containing sexual implications, racial slurs, or crude content. These types of messages will be considered offensive and are subject to the Company’s Harassment Policy. RESPONSIBLE ELECTRONIC COMMUNICATION AND SOCIAL MEDIA USE In today’s connected world, social media and other electronic communication play an important role in how we communicate. Electronic communication means any form of communication by electronic means including emailing, instant messaging, testing posting or sharing through external social networking platforms such as Facebook®, Twitter®, Linked in®, Instagram®, YouTube®, TikTok®, blogs, wikis, etc. Electronic communication covered under the Company’s Social media & Electronic Communications policy also includes internal Flowers’ branded communications platforms such as Flowers’ hosted email, the intranet (FLOConnect), Microsoft Teams, and Sharepoint. The Company’s policies and the law require that we be thoughtful users of electronic communication and social media and to carefully consider what we choose to communicate. Employee misuse of these platforms can pose risks to the Company’s confidential corporate information, its reputation and brands, and can run the Company afoul of business laws and regulations. While the Company blocks access to most social media outlets on its computer system, the Company also requires employees to uphold certain standards of responsible social media during non-working hours, as well. At no time should electronic communication vehicles- including social media platforms - be used to: harass employees on the basis of any legally protected class such as race, religion, color, sex, sexual orientation, sexual identity, gender identity, gender expression, age, national origin, citizenship, disability, veteran status or any other basis of discrimination prohibited by applicable state or federal law; circumvent Flowers’ policies prohibiting unlawful discrimination against current employees or applicants; or disclose Flowers’ confidential or proprietary

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