Standards of Conduct

STANDARDS OF CONDUCT The determination of whether to impose discipline for unsatisfactory performance, violations of CPLG’s Rules, or other acts of misconduct, is within CPLG’s discretion. In exercising these rights, however, CPLG leadership will investigate thoroughly and impartially, any alleged acts of misconduct and take fair and reasonable action appropriate to correct the situation. Listed below are certain types of behavior and conduct that CPLG considers inappropriate and which, in CPLG’s sole discretion, may lead to discipline up to and including separation of employment without prior warning. I must avoid: • Use of profanity, disrespectful, abusive or rude language or action against a visitor, team member, member of leadership or vendor; • Possessing a weapon or dangerous instrument on CPLG premises or off premises during the performance of my job responsibilities; • Willful or careless behavior which results in damage or destruction to CPLG property, the property of another team member, or the property of a client or a business partner/vendor; • Behavior which creates unsafe or unsanitary conditions; • Theft, attempted theft or the possession/removal of CPLG property, the property of another team member, or the property of a visitor/client or a business partner/vendor without CPLG authorization; • Falsification of CPLG records, providing false or misleading information or omitting material information prior to or during my employment (including information provided during investigations); • Participating in fighting, harassment, inappropriate physical conduct, 1

or any other disorderly conduct during the performance of my job responsibilities while on or off CPLG property; • Engaging in unprofessional or inappropriate workplace relationships or fraternization with co-workers, including those that present an appearance of impropriety; • Threatening or intimidating a team member, resident, visitor or business partner/vendor, including but not limited to any threats of violence or harm posted on social media; • Engaging in discriminatory or harassing conduct, including but not limited to sexual harassment against another team member, resident, business partner or vendor; • Possession or use of, being under the influence of, or selling or attempting to sell illegal drugs, alcohol or any illegal substances while on CPLG property or during the performance of my job responsibilities while off CPLG property. • Insubordination or the failure to carry out job assignments or job requests of leadership after being warned that failure to do so may lead to discipline; • Unauthorized entrance/access to any CPLG space/facility, offices, or computer information sources; • Unauthorized or inappropriate use of CPLG computer networks, email, text, fax, phone, social media and letterhead, other CPLG forms or documents, or Company Protected Information; • Unauthorizedrecordingand/ordistributingarecordingofanyconversation, phone calls, or other activities in the workplace that do not comply with state or federal law; • Unauthorized review, disclosure, or distribution of confidential resident, visitor, team member or vendor information in violation of CPLG Standards of Conduct

Confidentiality. • Soliciting gratuities from clients; • Failure to report damage to equipment, machinery, or CPLG property; • Refusal to give, or giving false, information related to accident reporting or investigations; • Loitering, malingering or sleeping on the job; • Taking an unauthorized break or otherwise leaving the job without permission, to the extent such conduct is not protected activity under the National Labor Relations Act; • Leaving my assigned work area without authorization, to the extent such conduct is not protected activity under the National Labor Relations Act; • Failure to observe established fire and safety policies; • Mishandling of the property or funds of CPLG or any of its residents; • Engaging in dangerous or potentially dangerous horseplay or behavior; • Failure to report personal injury sustained while on duty; • Taking gifts of any type from a client, or vendor who does business with CPLG. When in doubt, I will receive authorization from leadership; • Directly or indirectly maintaining an outside business or financial interest or engaging in any other outside business or financial activity that conflicts, in any manner, with the interests of CPLG; • Failure to report to work for more than 3 consecutive shifts without notifying the Office Administrator, in accordance with our Attendance Policy, except as authorized by law; • Tampering with any alarm, safety or security systems; • Embezzlement; • Any other acts of serious misconduct as determined by CPLG. 3

I understand that the above list is not all-inclusive but is merely a description of types of conduct that can lead to an unpaid suspension or immediate dismissal. I should contact the Office Administrator or the Partners if I have any questions. Standards of Conduct