2019 SPS Employee Handbook 09-17-2019

SWISS POST SOLUTIONS NORTH AMERICA EMPLOYEE HANDBOOK

Contents Disclosure of the Handbook .......................................................................................................................................1 Message from the CEO ..............................................................................................................................................2 Who We Are and What We Do ...................................................................................................................................3 Mission Statement and Values ...................................................................................................................................4 Why Clients Work with Swiss Post Solutions .............................................................................................................5 Our Employment Philosophy......................................................................................................................................5 The Company You Work For ......................................................................................................................................5 Your Human Resources Department .........................................................................................................................6 Your Supervisor ..........................................................................................................................................................6 Employment at-Will.....................................................................................................................................................6 Employment of Minors................................................................................................................................................6 Classification of Employment .....................................................................................................................................7 Exempt Employees.....................................................................................................................................................7 Non-Exempt Employees .............................................................................................................................................7 Commitment to Compliance .......................................................................................................................................7 E-Verify .......................................................................................................................................................................7 Equal Employment Opportunity..................................................................................................................................8 Diversity and Inclusion................................................................................................................................................8 Disability Accommodation ..........................................................................................................................................8 Nursing Mother’s Accommodation..............................................................................................................................9 Background Checks....................................................................................................................................................9 Commitment to Safety ................................................................................................................................................9 Safety Committee .................................................................................................................................................... 10 OSHA Incident Reporting ........................................................................................................................................ 10 Worker’s Compensation .......................................................................................................................................... 12 Alcohol/Drug Free Workplace Policy ....................................................................................................................... 12 Smoke-Free Workplace ........................................................................................................................................... 13 Prohibition of Weapons in the Workplace ............................................................................................................... 13 Violence in the Workplace ....................................................................................................................................... 13 Anti-Bullying Policy .................................................................................................................................................. 13 Anti-Harassment Policy ........................................................................................................................................... 14 Nepotism Policy ....................................................................................................................................................... 19 Relationships at Work.............................................................................................................................................. 19 Personnel Files ........................................................................................................................................................ 20 Introductory Period .................................................................................................................................................. 20 Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 1

Benefits .................................................................................................................................................................... 20 COBRA: Consolidated Omnibus Budget Reconciliation Act ................................................................................... 21 Work Hours.............................................................................................................................................................. 21 Recording Hours Worked ........................................................................................................................................ 21 Pay Periods ............................................................................................................................................................. 22 Wage Equality.......................................................................................................................................................... 22 Attendance & Punctuality ........................................................................................................................................ 22 Overtime .................................................................................................................................................................. 23 Holidays ................................................................................................................................................................... 23 Paid Time Off (PTO) ................................................................................................................................................ 23 Jury Duty.................................................................................................................................................................. 23 Bereavement Leave................................................................................................................................................. 24 Personal Leave of Absence..................................................................................................................................... 24 Employment and Income Verification ...................................................................................................................... 24 Voluntary Resignation.............................................................................................................................................. 25 Separation from Employment with Swiss Post Solutions ........................................................................................ 25 Rehire ...................................................................................................................................................................... 25 Referral Bonus ......................................................................................................................................................... 25 Client and Workplace Policies ................................................................................................................................. 26 Media Communications Policy ................................................................................................................................ 29 Solicitations and Distributions.................................................................................................................................. 30 Gift Policy................................................................................................................................................................. 30 Whistleblower Policy................................................................................................................................................ 30 Clear Desk/Clear Screen Policy .............................................................................................................................. 31 Social Media Policy.................................................................................................................................................. 31 Voting Leave............................................................................................................................................................ 32 Civic Duty Leave...................................................................................................................................................... 32 Crime Victim / Domestic Violence / Witness Leave................................................................................................. 32 Employee Recognition............................................................................................................................................. 33 Family Medical Leave .............................................................................................................................................. 33 Progressive Discipline Policy................................................................................................................................... 36 Data Security Policy................................................................................................................................................. 36 Electronic Communications and Internet Use Policy............................................................................................... 38 Appendix A: Data Security Agreement .................................................................................................................... 40 Appendix B: Anti-Corruption & Money Laundering Policy ....................................................................................... 42 Appendix C: Key Contact Information ..................................................................................................................... 45 Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 2

Disclosure of the Handbook The Employee Handbook is the property of Swiss Post Solutions and no part of it may be reproduced or transmitted in any form or by any means, for any business or commercial venture, without the express written permission of Swiss Post Solutions. Information contained in the handbook is limited to use by Swiss Post Solutions and its employees, and disclosure of the handbook to competitors is prohibited. Making an unauthorized disclosure of this handbook may result in disciplinary action, including termination, and other liabilities as permitted under law. The contents of this Handbook are guidelines only and supersede any prior Handbook. Neither this Handbook nor any other company guideline, policy or practice, creates an employment contract, bargain or agreement, alters any at-will employment relationship or confers any contractual rights whatsoever. Swiss Post Solutions has the right, with or without notice, in an individual case or generally, to change and/or modify its interpretation of any of its guidelines, policies, practices, working conditions or benefits at any time. It is each employee’s responsibility to read this handbook, be familiar with its contents and adhere to all of Swiss Post Solutions’ policies, procedures and guidelines whether set forth in this handbook or elsewhere. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 1

Message from the CEO On behalf of the Executive Leadership team, management and staff, I would like to welcome you to Swiss Post Solutions (SPS). As an industry leader in the outsourcing market, backed by the financial strength of our parent, Swiss Post, you are joining a company that has demonstrated double- digit compounded annual growth for over 10 years. This has been achieved by the collective team work of employees like you who have embraced our SPS priorities of Clients First, Delivering Excellence and Innovative Thinking. Recognized by the International Association of Outsourcing Professionals as one of the world’s top outsourcing companies, you have joined a company that is committed to best practices. This includes employee training & development, in addition to robust benefit options and recognition & rewards programs as we value every employee on our SPS team. Dan Moscatiello I am pleased to provide you with our Employee Handbook, which details what is CEO expected of you and what you can expect from Swiss Post Solutions. The handbook provides you with a general source of information on our workplace practices and SPS North America standards. You should familiarize yourself with the contents of the handbook as soon as possible, for it will answer many questions about employment with Swiss Post Solutions. While the handbook is comprehensive, it cannot foresee every issue that may occur in the workplace. As such, I encourage you always to direct any questions or concerns, as soon as they arise, to your manager or to Swiss Post Solutions’ Human Resources Department. We believe that each employee contributes directly to Swiss Post Solutions’ growth and success; whatever your individual responsibilities may be, you make an important contribution in helping Swiss Post Solutions achieve its unique and important mission. As a growing and customer-oriented business, our drive for success must always be grounded in our commitment to lawful and ethical practices. Our reputation for honest, reliable business conduct is tested and proven in each business transaction we make. I hope that your experience here at Swiss Post Solutions will be challenging, enjoyable and rewarding. Thank you for your hard work, and I wish you success in your career at Swiss Post Solutions. Dan Moscatiello CEO, SPS North America Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 2

Who We Are and What We Do Swiss Post Solutions is a wholly owned subsidiary of Swiss Post, which was established in 1849 as the privatized national postal service of Switzerland. Swiss Post has been providing mail and logistics services for over 170 years. Today, Swiss Post is an $8B organization that operates in 28 countries with over 41,600 employees. The organization’s financial stability provides business continuity while allowing it to invest in innovation. Swiss Post is recognized as one of the most innovative postal organizations in the world. In fact, Swiss Post has taken first place in the recently published Integrated Index for Postal Development for the second consecutive year. The study, carried out by the Universal Postal Union (UPU), shows that by international standards, Swiss Post is among the leading postal organizations with a comprehensive range of services. In addition, Swiss Post was recognized as one of the World’s Most Innovative Companies by Fast Company in 2016 for its pilot program using drones for package delivery. In addition to being the postal operator of Switzerland, Swiss Post has five subsidiaries worldwide: • Post Logistics • Post Auto • Post Finance • Post Retail • Swiss Post Solutions The Swiss Post brand is known internationally for reliability, integrity, experience, security, innovation and precision. As a subsidiary of Swiss Post, SPS was established in 2007 and was created to help businesses make use of today’s most innovative mail and digitization solutions. We offer a wide spectrum of outsourcing offerings, from end-to-end business process solutions to document management services and products for secure electronic communication. Today, SPS has over 7,500 employees and provides services in more than 20 countries. Within SPS, each country has an executive leadership team that reports into the global executive board. The North American division of SPS has over 1,800+ employees located in over 100 cities across the United States and Canada and is led by our CEO, Dan Moscatiello. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 3

SPS is a leading provider of solutions for the strategic outsourcing of business processes and document processing services. We provide a complete range of solutions including: MAILROOM SERVICES BPO / DOCUMENT OFFICE SUPPORT SERVICES MANAGEMENT SERVICES • Inbound/Outbound Mail • Reprographics Management • Physical/Digital Lifecycle • Managed Print Services Management • Reception & Concierge • Digital Mail • Call Center & Switchboard • Messenger Center • Claims Processing • Conference Room • Shipping & Receiving • Expense & Travel • Automated Tracking Management • Distribution & Logistics Management • Hospitality & Pantry • E-forms Processing • Facilities Help Desk • Postage Cost Management • Customer Onboarding & Correspondence • Invoice Processing • Right-shoring Capabilities Mission Statement and Values Our employees are at the heart of Swiss Post Solutions. You are key to our success! Our mission statement and values show our commitment of collaboration to achieve our goals together. MISSION STATEMENT: We connect the physical and digital worlds Swiss Post Solutions is a leading outsourcing provider of solutions for business processes and innovative services in document management. We have an active presence in all important economic regions and work with specialized partners in selected countries. Swiss Post Solutions clients rely on our secure processes combined with our Swiss Quality to transform their business processes and achieve measurable value. We strengthen the market position of our clients through transformation of their inbound and outbound information processes. Each employee has to know what role he or she plays in our core processes, what concrete contribution he or she is making to the value-added chain and what support he or she can offer. Our core values are described below. SWISS POST SOLUTIONS’ VALUES: CLIENTS FIRST DELIVERING EXCELLENCE INNOVATIVE THINKING Putting our clients first means We offer first-class solutions based on We question conventional approaches offering bespoke solutions. knowing what our clients need/want. and dare to differ from the competition. Our clients’ needs are at the center We compete with industry leaders, of every decision. offering bespoke client solutions. We think out of the box, not only to We develop our solutions around We continuously strive to improve our satisfy our clients’ wishes but also to our clients’ needs to increase their delivery capabilities in order to gain conquer new markets. performance. competitiveness. Innovative solutions development keeps us ahead of our competitors. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 4

We drive a performance-based culture which is vital for achieving our growth aspirations and fulfilling our vision and values. We are committed to creating an environment for our employees in which they can develop, excel, execute business strategy, and contribute to the success of Swiss Post Solutions. Why Clients Work with Swiss Post Solutions Swiss Post Solutions offers a wide range of managed services and technology spanning the following: business process outsourcing, managed workforce services, mail and print services, office support, hospitality, document imaging and records and information governance. We help clients improve operational performance while reducing cost and risk. Our Employment Philosophy In order to retain the best people, we offer them the best opportunities. We give our employees a diverse range of career options, we aggressively reward excellence by promoting from within, we hold our management team accountable for identifying and mentoring future leaders, and we pass on the true benefits of our approach by placing an experienced site manager at the heart of every new Swiss Post Solutions outsourcing site. • More than 50% of our Site Managers have been promoted from Associate and Lead roles after participating in Swiss Post Solutions training and development programs. • Opportunities exist with our corporate office and offsite facilities, 50%+ outsourcing sites, and clients. of our Site Managers have • We coach and counsel our employees to promote professional been promoted from growth. Associate and Lead roles • Employees are given job sharing and cross-training responsibilities. • Our pool of company leaders is constantly expanding to meet the changing needs of our clients. The work you do as a Swiss Post Solutions employee is important to our clients and us. No Swiss Post Solutions job is more important than another. Whether you provide a service directly to our clients, or support those people who provide our services, each job is a vital link in the chain of events necessary for the smooth and successful operation of our Company. No matter what your job is at Swiss Post Solutions, we maintain the highest quality standards and work together as a team, supporting one another in attaining individual and Company goals. To succeed at Swiss Post Solutions, you must meet our high standards, be a team player, and be willing to give that extra effort needed to ensure total client satisfaction with our service. Swiss Post Solutions believes every employee has the opportunity for career advancement. Whether you are in operations, administration or sales, career advancement is based on your performance, attitude, initiative and customer relations skills. The Company You Work For Swiss Post Solutions is your employer. When listing your employment with us on your résumé and LinkedIn, Swiss Post Solutions should be listed as the employer for your assignments. As a policy, Swiss Post Solutions does not give personal references. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 5

Your Human Resources Department The Swiss Post Solutions Human Resources Department is responsible for the development and administration of Swiss Post Solutions’ employment policies, compensation and benefit programs, recruitment, training and development, employee relations and communication programs. The Department’s objective is to maintain good working conditions and a high quality of life for employees of Swiss Post Solutions. Swiss Post Solutions welcomes open communication between employees and all levels of management. You can ask questions about your work, the welfare of Swiss Post Solutions and other actions which would affect your work environment and/or employment. Swiss Post Solutions’ Human Resources Department is available to help you in many ways including answering questions about the policies, procedures, benefits and other topics covered in this Handbook as well as any unique local and state laws that may affect your employment. If you believe that a situation at work is unjust, inequitable or a hindrance to effective performance, you need not just “grin and bear it” and hope it will go away; however, a problem cannot be resolved unless it is identified. For this reason, you are encouraged to give feedback and bring problems, complaints or grievances to the attention of your Supervisor. Likewise, suggestions about how we can make Swiss Post Solutions an even better place to work are extremely valuable and you are encouraged to communicate any innovative thoughts or ideas. While your immediate Supervisor is an option for you to contact concerning questions and issues that may arise during your employment, you also may call your Swiss Post Solutions’ Human Resources department if your immediate Supervisor is unavailable, or you feel it would be inappropriate to discuss the matter with your Supervisor or your department head. If you prefer to remain anonymous, you may e-mail [email protected] or call 1-212-204-0753. Your Supervisor Your Supervisor’s job is to help you get acclimated to our culture and your job, set proper performance expectations regarding your role and responsibilities, coach and develop you to enhance your skills and knowledge in your current role and ensure that all work is accomplished according to our high standards of service and operational excellence. Your Supervisor directs your work, manages your performance and results and recommends you for pay increases, when appropriate. Employment at-Will Your employment is “at will”. As such, both you and Swiss Post Solutions have the right to terminate the employment relationship at any time, with or without cause and with or without notice. The at-will nature of your employment cannot be altered or modified, on an individual or collective basis, except in writing signed by Swiss Post Solutions’ Chief Executive Office or Chief Human Resources Officer. Employment of Minors Swiss Post Solutions does not employ persons under the age of 16. No one under legal age (usually 18) as defined by state and federal laws will be hired as a regular, full-time employee. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 6

Classification of Employment Employees are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications, status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the at- will employment relationship at any time is retained by both the employee and Swiss Post Solutions. In accordance with the federal Fair Labor Standards Act (“FLSA”) and applicable state wage and hour laws, Swiss Post Solutions has established two classifications of employment: Exempt Employees Employees working in executive, administrative, managerial, and professional positions whose positions meet specific tests set forth by the FLSA or applicable state or local laws; employees classified as exempt generally are paid a salary intended to cover all hours worked including any hours worked in excess of 40 in a workweek and overtime as otherwise mandated by applicable state law and therefore are not eligible for overtime pay. Non-Exempt Employees Employees who do not meet the exemption tests set forth by the FLSA or applicable state overtime laws. Employees classified as non-exempt are paid an hourly rate of pay and are, consequently, eligible for overtime pay as outlined in the applicable section of this handbook. Commitment to Compliance Swiss Post Solutions complies with all Federal, State, Local and industry guidelines. Swiss Post Solutions’ Human Resources department and the Compliance department enhance our current compliance philosophy for new hires and existing employees by creating a structured framework of compliance controls which are beneficial to our organization, employees and clients. Swiss Post Solutions’ commitment to the highest standards of corporate conduct is designed to: • Ensure employee awareness of compliance responsibilities • Mitigate the risk of compliance breaches • Encourage a better workplace culture • Protect the organization’s reputation E-Verify All offers of employment are contingent on verification of an employee’s right to work in the United States. In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present appropriate documentation establishing identity and employment eligibility within three (3) business days of commencing employment. Failure to comply will result in suspension of employment until the documentation has been provided, or termination of employment, as permitted by law. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 7

Equal Employment Opportunity Swiss Post Solutions is an Equal Swiss Post Solutions is an equal opportunity employer. We do not discriminate on Opportunity the basis of race, color, creed, religion, sex (including pregnancy, childbirth, Employer breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity/transgendered status, gender expression, national origin, ancestry, citizenship status, age, marital status, physical and/or mental disability (including HIV and AIDS), medical condition, military and/or veteran status, sexual orientation, genetic information, or any other protected category in accordance with applicable federal, state and local laws. Diversity and Inclusion Swiss Post Solutions values and promotes inclusion and diversity in its workplace. Diversity refers to human differences, including those based on culture, ethnicity, orientation, gender, gender identity, age, disability, and other characteristics. Swiss Post Solutions acknowledges and values the differences amongst its workforce and is committed to creating an environment in which each employee’s unique strengths and abilities are developed, appreciated and rewarded through opportunity. We are committed to enhancing diversity and demonstrating that commitment through policies, programs and procedures that foster an inclusive work environment in which differences are respected and employees are treated fairly. As part of the Swiss Post Solutions’ Core Values, each and every employee is responsible for respecting each other’s individuality and contributing to an atmosphere that allows people to develop their potential. Swiss Post Solutions believes in cultivating a di verse, high-performing team that attracts, develops, recognizes and retains the best people from the full range of the world’s rich cultural base, and is committed at all levels to ensuring that its workforce is diverse and representative of the clients and communities which we serve. Disability Accommodation Swiss Post Solutions is committed to compliance with all federal, state and local laws. For illustration purposes, the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAA) are federal laws that prohibit discrimination against applicants and individuals with disabilities or perceived disabilities and require, amongst other things, that, when needed, employees provide reasonable accommodations to applicants and employees who are qualified for a job so that they may perform the essential job duties of the position. According to the American Disabilities Act, a qualified individual is: An individual with a disability who meets the skill, experience, education, and other job-related requirements of a position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of a job. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 8

Consistent with this commitment, Swiss Post Solutions will provide a reasonable accommodation to disabled applicants and employees if the reasonable accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship. Swiss Post Solutions will also provide reasonable accommodations to applicants or employees who are pregnant, unless doing so would create an undue hardship. Nursing Mother’s Accommodation Except as required otherwise by state mandate, for up to one year after a child’s birth, any employee who is breastfeeding her child will be provided reasonable break times as needed to express breast milk for her baby and will provide a refrigerator to store the expressed milk. Upon request, a mutually agreeable room, which shall be shielded from view and free from any intrusion from co-workers and the public, will be designated. Nursing mothers will also be provided with break periods and reasonable accommodations to the work schedule, which should be coordinated in advance. Background Checks To ensure that individuals who join Swiss Post Solutions are well qualified and to ensure that Swiss Post Solutions maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on all applicants who accept a conditional offer of employment, to the extent permitted and in accordance with applicable law. Background checks may include verification of any information on the applicant’s résumé or application form. All offers of employment are conditioned on receipt of a background check report that is acceptable to Swiss Post Solutions. All background checks are conducted in conformity with the Fair Credit Reporting Act, the Americans with Disabilities Act, and local, state and federal laws including privacy and antidiscrimination laws. Reports are kept confidential and are only viewed by authorized individuals involved in the hiring process. Additionally, Swiss Post Solutions reserves the right to conduct a background check at any time during an individual’s employment with Swiss Post Solutions and consider any prior consent to be a continuing consent for such additional checks during employment, in accordance with applicable federal and state laws. Some of our clients require special security precautions to be taken before Swiss Post Solutions is permitted to assign individuals to work at the customers’ sites. Employees are required to report to Swiss Post Solutions’ Human Resources department all criminal convictions which occur during the course of their employment. Failure to report subsequent convictions may result in disciplinary action, up to and including termination, to the extent permitted and in accordance with applicable law. Commitment to Safety A good safety record is the result of safe working conditions combined with alertness to common sense safety practices. The following general safety rules will lead to accident prevention and efficient operations: • The exercise of sound judgment and safe practices by all employees • Compliance with fire protection and prevention practices, including the clearance of passage aisles and doorways, proper storage of flammable materials, observing no smoking rules • Compliance with laws, rules, and regulations concerning safe practices as published by Swiss Post Solutions and by governmental agencies having jurisdiction over such matters • Immediate reporting to management of all work-related injuries and illnesses, regardless of their extent or nature, and unsafe working conditions and/or practices. Your job may have safety guidelines that have been established for your protection and the protection of others. If so, you will be required to know and follow them carefully Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 9

Safety Committee Swiss Post Solutions’ commitment to health and safety is also driven through the efforts of the Safety Committee. The Safety Committee is comprised of professionals from various Departments with diverse backgrounds and unique perspectives. The committee is chaired by the Chief Human Resources Officer and provides an opportunity for members to demonstrate various leadership roles in advancing the health and safety culture at Swiss Post Solutions. The Safety Committee meets on a monthly basis to ensure corporate safety initiatives are met and/or exceeded by: • Reviewing reported incidents and trends. • Developing and implementing programs to reduce incidents in trending areas. • Identifying workplace hazards and risks. • Applying a collaborative approach toward mitigation of identified risks. • Developing and implementing safety training curriculums which adhere to best practices and regulatory compliance. • Developing and implementing programs for continuous safety awareness in order to minimize incidents. • Developing and maintaining a comprehensive safety communication program. • Participating in the review and update of safety policy and procedures, and standard operating procedures. • Ensuring regulatory compliance with all federal, state and local safety standards. OSHA Incident Reporting Hazard Recognition and Reporting Workplace Hazards All Swiss Post Solutions employees are required to immediately report any condition that may result in an injury or other workplace hazard to their supervisor and a member of Swiss Post Solutions’ Benefits team. A qualified member of management or the Safety Committee will determine the best course of action to eliminate the hazard. If the hazard presents an imminent threat to the health of any person or property, employees should, where possible, use their best judgment to eliminate the danger or remove themselves and any other person from the danger, and notify emergency response as needed. Reporting of Workplace Hazards After the immediate threat to any person or property is eliminated, the employee or supervisor must report the incident via e-mail or telephonically to Swiss Post Solutions’ Benefits department. The Safety Committee will investigate the incident and issue recommendations for avoiding any similar hazard in the future. If a Swiss Post Solutions employee is found to be the cause of a safety hazard, they may be subject to disciplinary actions, up to and including termination of employment. Stop Work It is the responsibility of all Swiss Post Solutions employees to conduct their assigned tasks safely and in a professional manner. It is Swiss Post Solutions’ policy that any employee may stop work on a site where they feel that their assigned task, or the tasks assigned to Swiss Post Solutions-retained contractors, may result in an injury, illness, or loss to Swiss Post Solutions employees, visitors, contractors, or property, including client property. This “stop work” must be immediately reported to the employee’s Supervisor, and Swiss Post Solutions’ Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 10

Benefits department. It is the employee’s responsibility to work with their Supervisor, and/ or the Safety Committee to evaluate the task and determine a safe means of completing the required work. Workplace Injuries and Illness All Swiss Post Solutions employees are required to immediately report any injury or work-related illness to their Supervisor, and the Benefits department at 212-204-0936 or [email protected]. This applies even if the injury or illness is minor, no work is missed, and/or no medical attention is needed. Injury or illness that is minor in nature, not requiring medical attention Employee shall report the incident to their supervisor and Swiss Post Solutions’ Benefits department within 24 hours. If deemed appropriate, the Safety Committee may investigate the incident and issue recommendations for avoiding any similar incident in the future. If a Swiss Post Solutions employee is found to be the cause of an injury or is categorized as an employee with a “safety sensitive” position, the employee is subject to drug and alcohol post-accident testing requirements and may be subject to disciplinary actions, up to and including termination. Injury or illness requiring medical attention Immediately call or email the Supervisor and Swiss Post Solutions’ Benefits department. An injured employee can have others notify Swiss Post Solutions’ Benefits department if needed. The employee shall report the incident within 24 hours or upon return to work unless directed otherwise. OSHA and Worker’s Comp The Employee is responsible for claiming and reporting Worker’s Compensation (WC). The claim and corresponding claim number will be needed to obtain any necessary medical attention and/or to take a leave of absence because of the injury or illness. Swiss Post Solutions’ Benefits department will work with the supervisor to determine whether an alcohol and/or drug screen is required in accordance with Swiss Post Solutions’ Drug- Free Workplace Policy. Serious Injury or Death Whenever there is an incident that results in a death or serious injuries, such incidents must be reported by the supervisor(s) within 2 hours to the Chief Human Resources Officer. A preliminary investigation of the worksite must be conducted; to initiate such an investigation, contact Swiss Post Solutions’ Benefits department for guidance. A member of the Human Resources department will serve as an Investigator. The investigator should take written statements from witnesses and photograph the incident scene and any equipment and safety gear used. The investigator should also document, as soon as possible after the incident, the condition of equipment and anything else at the worksite that might be relevant. The investigator must submit a written report to the Safety Committee as soon as possible for further investigation. Safety Training Swiss Post Solutions will provide all training deemed necessary by Swiss Post Solutions, federal, state, or local regulations. All affected employees are required to attend necessary training as assigned by their supervisor or the Safety Committee. Additionally, Swiss Post Solutions encourages all employees to obtain additional training in health and safety matters that may benefit employees exposed to potential hazards related to site-specific work. Please contact your Benefits department for more information. OSHA Reporting Requirements The Occupational Safety and Health Administration (OSHA) requires mandatory reporting of any serious injury or death. Swiss Post Solutions’ Benefits department is responsible for submitting any required report to OSHA, Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 11

however, it is the responsibility of all employees and Swiss Post Solutions supervisors to immediately report all such incidents to Swiss Post Solutions’ Benefits department and to make all known information readily available. An injury resulting in inpatient hospitalization, an amputation, or loss of an eye must be reported to OSHA within 24 hours of the incident. An incident resulting in a fatality must be reported to OSHA within 8 hours of the incident. “Near Hit or Miss” A “near hit or miss” is an undesired event which, but for a fortunate break in the chain of events, would have resulted in injury, illness, or loss. So-called “near hits” or “near misses” must be reported to the Benefits department within 24 hours of the incident. Failure to Report Failure by an employee or supervisor to report workplace injuries and/or illnesses in a timely manner may result in disciplinary actions up to and including termination of employment. Worker’s Compensation Any injury occurring on site or while performing expected work functions must be reported immediately to the supervisor on site. The employee must then also report their own claim to our Worker’s Comp carrier themselves online or by calling 800-327-3636. If the employee is unable to call in their own claim, the Benefits department must be notified so that a claim can be filed in a timely manner Worker’s Comp is administered by the state government, but is a cost incurred by Swiss Post Solutions. Therefore, a legitimate injury on the premises while working should be reported to Swiss Post Solutions’ Benefits department, and incident reports should be completed by the direct supervisor or the supervisor on site within 24 hours of the incident. Swiss Post Solutions’ national Worker’s Compensation carrier is The Hartford (www.thehartford.com); Policy number: # 10 WB AD2WPA; Phone number: (800)-327-3636 Alcohol/Drug Free Workplace Policy It is the policy of Swiss Post Solutions to create an alcohol and drug-free workplace in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. The use of illegal substances, or the improper use of alcohol, medication, or unauthorized legal substances by employees could potentially impair their judgment or work performance and subject themselves and others to unacceptable safety risks, and therefore undermines Swiss Post Solutions’ ability to operate safely, effectively, and efficiently. Accordingly, employees are also prohibited from reporting to work or working while they are using or under the influence of alcohol, any drugs as well as any controlled substances which may impact an employee’s ability to perform the employee’s job or otherwise pose safety concerns, (except when the use is pursuant to a licensed medical practitioner’s instructions and the licensed medical practitioner authorized the employee to report to work). In this regard, the unlawful manufacture, distribution, dispensation, possession, sale or use of a controlled substance in the workplace or while engaged in Swiss Post Solutions business away from Swiss Post Solutions’ premises is strictly prohibited. Such conduct is also prohibited during non-working time to the extent that, in the opinion of Swiss Post Solutions, it impairs an employee’s ability to perform on the job or threatens the reputation and/or integrity of Swiss Post Solutions. Random screening for controlled substances may be initiated at any time. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 12

Smoke-Free Workplace Smoking and vaping of any cigarettes, e-cigarettes or cigars is not permitted in the building, or in the surrounding area of the lobby as noted by non-smoking signs. Any smoke breaks must be approved by the supervisor and must be taken outside in designated smoking areas and may not be taken in front of the building. Prohibition of Weapons in the Workplace To ensure that Swiss Post Solutions and their clients maintain a workplace safe and free of violence for all employees, Swiss Post Solutions prohibits the possession or use of dangerous weapons on company and client property. All workers are subject to this provision, including Swiss Post Solutions employees, contract workers and temporary employees, as well as visitors and customers on company property. A license to carry the weapon on company property does not supersede company policy. Any employee in violation of this policy will be subject to disciplinary action, including termination. The only exceptions to this policy are individuals whose position requires the carrying of a weapon, such as police officers, security guards, or other persons who have been given written consent by Swiss Post Solutions to carry a weapon on the property or where applicable state law prohibits such restrictions. Company property is defined as all Swiss Post Solutions offices and surrounding areas such as sidewalks, walkways, driveways and parking lots under Swiss Post Solutions’ ownership or control. Dangerous weapons include firearms, explosives, knives and other weapons that might be considered dangerous or that could cause harm. Swiss Post Solutions reserves the right to inspect all belongings of employees on its premises, including briefcases, purses and handbags, gym bags, and personal vehicles on company property. Questions regarding this policy should be directed to Swiss Post Solutions’ Human Resources department. Violence in the Workplace Swiss Post Solutions strongly believes that all employees should be treated with courtesy, dignity and respect. Swiss Post Solutions is committed to preventing workplace violence and to maintaining a safe and secure work environment for all employees, customers, vendors and visitors. Threats, threatening language, “horseplay”, fighting or any other acts of aggression or violence made toward or by any employee will not be tolerated. This includes conduct directed towards another employee, client, or member of the public at any time, including off-duty periods. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious and/or destructive action undertaken for the purpose of domination or intimidation. Talk of violence or joking about violence is unacceptable. All potentially dangerous situations must be reported immediately to a supervisor or a member of Swiss Post Solutions’ Human Resources department and/or law enforcement officials, as appropriate. All threats will be promptly investigated. Swiss Post Solutions will take immediate and appropriate disciplinary action consistent with applicable law against any employee engaging in such conduct, up to and including immediate termination. No employee will be subject to retaliation or discipline as a result of reporting a threat under this policy, unless the report is knowingly false. Every effort will be made to maintain confidentiality to the greatest extent possible. Anti-Bullying Policy Consistent with ensuring that all employees are treated with dignity and respect, Swiss Post Solutions has developed a policy that prohibits workplace bullying. Bullying is defined as: “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 13

or others, at the place of work and/or in the course of employment.” Swiss Post Solutions considers the following types of behavior examples of bullying: • Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is hurtful, insulting or humiliating; using a person as the target of jokes; abusive and offensive remarks. • Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a person’s work area or property. • Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages. • Exclusion: Purposefully excluding or disregarding a person in work-related social activities. Employees found in violation of this policy are subject to disciplinary action up to and including termination. Anti-Harassment Policy Definition of Harassment Discrimination on the basis of protected characteristics is illegal under federal, state, and where applicable, local laws. Swiss Post Solutions prohibits harassment or discrimination in its workplace on the basis of protected characteristics. Protected characteristics include but are not limited to age, race, creed, color, national origin, sexual orientation, military status, sex, disability, marital or pregnancy status, domestic victim status, gender identity or expression, genetic information, and criminal history. For the purposes of this policy, harassment is defined as verbal, written, or physical conduct that disparages, or shows hostility or aversion toward an individual because of his or her characteristics protected by law, or that of his or her relatives, friends, or associates, and that: (a) has the purpose or effect of creating an intimidating, hostile, or offensive work environment; (b) has the purpose or effect of unreasonably interfering with an individual's work performance; or (c) otherwise adversely affects an individual's employment opportunities. Harassing conduct includes but is not limited to epithets, descriptions, nicknames, monikers, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates, or shows hostility or aversion toward an individual or group, and that is placed on walls or elsewhere on the employer's premises, or circulated in the workplace, on company time or using company equipment via e- mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means. Unlawful harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business, or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours. Definition of Sexual Harassment Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity, and the status of being transgender. Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when: • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile, or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment; • Such conduct is made either explicitly, or implicitly, a term or condition of employment; or Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 14

• Submission to, or rejection of, such conduct is used as the basis for employment decisions affecting an individual’s employment. A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation, or physical violence that are of a sexual nature, or which are directed at an individual because of that individual’s gender or gender identity. Sexual harassment also consists of any unwanted verbal, or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient’s job performance. Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions or privileges of employment. This is also called “quid pro quo” harassment. Any employee who may have experienced being harassed or has witnessed harassment should report it either to a supervisor, or, Swiss Post Solutions’ Human Resources department so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy. Examples of Sexual Harassment The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited: • Physical acts of a sexual nature, such as: touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee’s body or poking another employee’s body. • Unwanted sexual advances or propositions, such as: requests for sexual favors accompanied by implied or overt threats concerning the target’s job performance evaluation, a promotion or other job benefits or detriments; Subtle or obvious pressure for unwelcome sexual activities. • Sexually oriented gestures, noises, remarks or jokes, or comments about a person’s sexuality or sexual experience, which create a hostile work environment. • Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people's ideas or perceptions about how individuals of a particular sex should act orlook. • Sexual or discriminatory displays or publications anywhere in the workplace, such as: Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace. • Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity and the status of being transgender, such as: interfering with, destroying or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job; sabotaging an individual’s work; bullying, yelling, name-calling. Sexual harassment can occur between any individuals, regardless of their sex or gender. Harassers can be a superior, a subordinate, a coworker or anyone in the workplace including an independent contractor, contract worker, vendor, client, customer or visitor. Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 15

Individuals and Conduct Covered These policies apply to all applicants and employees, and prohibit harassment, discrimination and retaliation whether engaged in by fellow employees, by a supervisor or manager or by someone not directly connected to Swiss Post Solutions (e.g., an outside vendor, consultant, customer, guest, visitor, independent contractor, dealer, reseller or delivery person). Swiss Post Solutions will not tolerate its employees engaging in behavior that may violate these policies towards any such non-employees. Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events, or via social media (e.g., Facebook, or Twitter) during non-work hours. Retaliation is Prohibited Unlawful retaliation can be any action that could discourage any person from coming forward to make or support a discrimination or harassment claim. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours). Such retaliation is unlawful under federal, state, and (where applicable) local law. Federal and state law protects any individual who has engaged in “protected activity.” Protected activity occurs when a person has: • Made a good faith complaint of sexual harassment, either internally or with any anti-discrimination agency; testified or assisted in a proceeding involving discrimination or harassment under the Human Rights Law or other anti-discrimination law. • Opposed discrimination or harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of e objectionable conduct. • Reported that another employee has been discriminated against or harassment. • Encouraged a fellow employee to report discrimination or harassment. Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, this retaliation provision is not intended to protect persons making intentionally false charges of harassment. Reporting an Incident of Harassment, Discrimination or Retaliation Swiss Post Solutions strongly urges the reporting of all incidents of discrimination, harassment or retaliation in violation of this policy, regardless of the offender's identity or position. Individuals who believe they have experienced or observed conduct that they believe is contrary to Swiss Post Solutions ' policy or who have concerns about such matters should file their complaints with Swiss Post Solutions’ Human Resources department before the conduct becomes severe or pervasive or adversely affects your work environment. Employees who have complaints should report such conduct to their Supervisor. If this is not appropriate, this conduct should be reported to Swiss Post Solutions’ Human Resources department. Complaints may be made verbally or in writing and will be kept confidential. Employees have the legal right to raise the issue of harassment or sexual harassment without fear of reprisal. After notification of an employee complaint, a confidential investigation will be immediately initiated to gather facts about the complaint. After an investigation has been completed, a determination will be made by the appropriate member of management regarding the resolution of the case. If warranted, disciplinary action will be taken, up to and including termination of the individual violating the policy. No employee will be punished or suffer any adverse employment action as a result of bringing good faith harassment to Swiss Post Solutions’ attention. Any Supervisor, agent or other employee who is found to have engaged in harassment or retaliation against an employee for exercising rights protected by this policy will be subject to appropriate discipline up to and including dismissal. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 16

The Investigation Any reported allegations of harassment, discrimination or retaliation in violation of this policy will be investigated promptly, thoroughly and impartially. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Swiss Post Solutions has a compelling interest in protecting the integrity of its investigations. In every investigation, Swiss Post Solutions has a strong desire to protect witnesses from harassment, intimidation and retaliation, to keep evidence from being destroyed, to ensure that testimony is not fabricated, and to prevent a cover up. Swiss Post Solutions may decide in some instances that in order to achieve these objectives, employees must maintain the investigation and their role in it in strict confidence. If Swiss Post Solutions reasonably imposes such a requirement and an employee does not maintain such confidentiality, that employee may be subject to serious disciplinary action up to and including termination. Threats or acts of retaliation against any person because they participated in the investigation, providing false or misleading information, and untruthful allegations against another employee are expressly prohibited. Responsive Action Misconduct constituting harassment, discrimination or retaliation in violation of this policy will be dealt with promptly and appropriately as determined by Swiss Post Solutions in its reasonable discretion. Responsive action may include, for example, training, referral to counseling, monitoring of the offender and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reduction of wages, demotion, reassignment, temporary suspension without pay or termination, as Swiss Post Solutions believes appropriate under the circumstances. Finally, these policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions in order to avoid allegations of harassment. The law and the policies of Swiss Post Solutions prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and prerequisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further these policies, not to form the basis of an exception to them. Monitor Your Own Behavior • The Sympathetic Ear - Anyone who is the receiver of harassment or who is aware that it is occurring should come forward with a complaint. If you are approached by someone who has a complaint, LISTEN with a sympathetic ear. Your responsibility is to listen to the complaint and report it immediately. • If you are a Swiss Post Solutions Supervisor and you become aware harassment is occurring, you must report it to Swiss Post Solutions Human Resources. if you do not, you risk discipline up to and including termination. • Believe It or Not - False accusations can occur against an employee. However, never ignore a complaint or dismiss it as ridiculous. Complaints should be directed to the appropriate supervisor or Human Resources. Results of the investigation will determine the validity of the complaint and corrective action that will take place. Treat every complaint as a legitimate one. • I’m Not a Sexual Harasser - Can you honestly say your actions in the workplace could never be construed by anyone as sexually offensive? Even the subtlest behaviors can lead to sexual complaints. For example, you may be in the habit of repeating sexual jokes you hear from other people which may be offensive to others. How you characterize your action is irrelevant. Having a good heart and good intentions not to offend anyone is no defense. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 17

• It’s Only a Joke - Don’t assume laughter is a sign of approval for a sexual joke or conduct. Laughing can be a response to nervousness or pressure to agree. For example, do not assume discussing sexual humor of television programming or movies is acceptable as someone may find it offensive. Not everyone approves of the same shows or movies that you do. • Stereotypes and Biases - Your attitude, conduct and feelings about sexual harassment are important. We all have our own preconceived ideas and biases about harassment and can sometimes bring these stereotypes to the job, which affect how we deal with harassment. You need to be aware of your beliefs and how those beliefs impact you in the workplace (e.g. women dress for sexual attention, everyone plays hard to get, etc.) Recognize a Potential Sexual Harasser • The Dirty Jokester / Office Clown - Having a sense of humor at the workplace and sharing jokes or funny stories with co-workers in person or via e-mail is okay, but when the jokes turn sexual in nature, it is no longer a laughing matter. • Close Encounters - This is the person who gets too close to people when speaking with them. Face-to-face conversations should not be in your face. This person needs to be made aware of their body movements and language, and how others may interpret them. • Touchy Feeler - These people are touchers; either on the shoulder, grasping a hand or patting on the back while they are having a conversation and the circumstances do not call for physical contact. Patting someone on the back to congratulate them is different from giving a bear hug or rubbing someone while discussing sales figures. • The Office Gossip - When office gossip centers around sexual matters or the newest office romance, the gossip should be stopped immediately as this could be the start of potentially illegal behavior. • The Sexual Braggart - These individuals don’t brag about their sexual conquests-but have conversations about their sex lives. Supervisors who become aware of this inappropriate behavior should quickly instruct the offending employee(s) that it is neither appropriate nor acceptable behavior. • The After-Work Socializer - Sexual harassment is not confined to the workplace. Socializing with co-workers is a normal activity that happens outside of the workplace. However, when an employee is persistent about targeting one or more employees with an invitation for after-work cocktails or some other similar activity and the co-worker is consistently unresponsive or not receptive to the behavior, then the action is crossing the sexual harassment line. • The Date Baiter - This person is constantly asking his/her co-workers for dates. This type of behavior can lead to unwanted sexual advances. • The Poster, Pin-up or Picture Purveyor - Pictures, posters or other visual or written material of a sexual nature are prohibited. This includes objects on or around computers, desks, walls, etc. • The “Cusser” - People who use four-letter words or expletives with sexual connotations are not behaving in a professional manner. While not sexual harassment in and of itself, the use of foul, sexually explicit language could lead to more serious offensive conduct and should be stopped immediately. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 18

Nepotism Policy Swiss Post Solutions will always strive to hire the best qualified employee for any open position. While we knowingly hire relatives of existing employees, we must follow certain policy guidelines to ensure favorable and ethical working conditions. The employment of relatives can cause various problems including, but not limited to, charges of favoritism, conflicts of interest, family discord and scheduling conflicts that may work to the disadvantage of both Swiss Post Solutions and its employees. For the purposes of this policy, the term “relative” shall include the following relationships: relationships established by blood, marriage or legal action. Examples include the employee’s: spouse, mother, father, son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, stepparent, stepchild, aunt, uncle, nephew, niece, grandparent, grandson or cousin. The term also includes domestic partners (a person with whom the employee’s life is interdependent and who shares a common residence) and, a daughter or son of an employee’s domestic partner. It is the goal of Swiss Post Solutions to avoid creating or maintaining circumstances in which the appearance or possibility of favoritism, conflicts or management disruptions exist. Swiss Post Solutions may allow existing personal relationships to be maintained or employ individuals with personal relationships to current employees under the following circumstances: • Related individuals may not work under the supervision of the same manager; • They may not create a supervisor/subordinate relationship with a family member; • The relationship will not create an adverse impact on work productivity or performance; • The relationship may not create an actual or perceived conflict-of-interest; • They may not audit or review in any manner the related individual’s work. • They may not be employed if a member of the employee’s immediate family (spouse, children, parents, grandparents, brothers, sisters, step family members, in-law family members) has authority to review or order personnel actions or wage and salary adjustments which could affect his/her job. No personal employee relationship covered by this policy will be allowed to be maintained, regardless of the positions involved, if it creates a disruption or potential disruption in the work environment, creates an actual or perceived conflict of interest or is prohibited by any legal or regulatory mandate. This policy must be considered when hiring, promoting or transferring any employee. Should relationships addressed within this policy be identified with either candidates for employment or current employees, the matter should be immediately reported to Swiss Post Solutions’ Human Resources department. Swiss Post Solutions reserves the right to exercise appropriate managerial judgment to take such actions as may be necessary to achieve the intent of this policy. Swiss Post Solutions reserves the right to vary from the guidelines outlined in this policy to address unusual circumstances on a case by case basis. It is the responsibility of every employee to identify to Swiss Post Solutions’ Human Resources department any potential or existing personal relationship which falls under the definitions provided in this policy. Employees who fail to disclose personal relationships covered by this policy will be subject to disciplinary action up to and including the termination of employment. Relationships at Work If an employee begins a dating relationship or becomes relatives, partners or members of the same household with a fellow Swiss Post Solutions employee where one party is in a supervisory position, that person is required to inform Swiss Post Solutions’ Human Resources department about the relationship. At its exclusive discretion, Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 19

Swiss Post Solutions may reassign or rearrange reporting functions or other roles. In the event reassignment is not practicable, one of the parties may be required to resign from his or her employment. Swiss Post Solutions reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct-reporting relationship or authority involved. Personnel Files It is important that your personnel records be kept up-to-date. Please make prompt notification of any changes in address, marital status, telephone number, etc. via the Please keep your employee self-service in Paycom. employee record Employee personnel records are maintained by the Human Resource department and in Paycom are considered confidential. Managers and supervisors may only have access to up-to-date! personnel file information on a need-to-know basis. Swiss Post Solutions only collects personal information that is necessary for its respective operations and to comply with certain state and federal reporting and disclosure requirements. If you are interested in reviewing your file, access will be provided to the extent required by applicable state law. You may contact Swiss Post Solutions’ Human Resource department to schedule an appointment. Please be advised that advance notice of two weeks is required to schedule the appointment, unless modified by applicable state law. Introductory Period The first 90 days of employment is considered an introductory period for you to become familiar with Swiss Post Solutions and your job responsibilities. During this time, we will also have the opportunity to monitor your productivity and performance and make any necessary adjustments in your job description or responsibilities. Furthermore, the introductory period can be shortened or lengthened as deemed appropriate by management and Swiss Post Solutions’ Human Resources department. On completing the introductory employment period, employment would continue on an “at will” basis and nothing that occurs during or after this period should be construed to change the nature the “at-will” employment relationship. Benefits Swiss Post Solutions recognizes how important benefits are to you. That’s why we’re committed to helping you and your family enjoy the best possible physical, financial, and emotional well-being. It’s also why we provide you with a comprehensive, highly competitive benefits package, with the flexibility to make the choices that best meet your needs and your eligible dependents’ needs. Benefit eligible employees will make all elections in their Paycom self-service portal as a new hire or during annual open enrollment. To be considered benefit eligible, you must be a full-time SPS employee. Full-time employees are defined as employees that are regularly scheduled to work at least 30 hours per workweek. For your convenience, a comprehensive Benefits Guide is available in Paycom as well as all other relevant plan documents and information. You may also contact the Benefits department with any questions. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 20

COBRA: Consolidated Omnibus Budget Reconciliation Act COBRA gives employees and their qualified dependents the opportunity to continue benefit coverage under SPS’ medical, dental, vision and flexible spending accounts when a “qualifying event” would normally result in the loss of eligibility. The following are common examples of qualifying events: • Termination of employment • Death of the employee • Reduction in work hours • Divorce • Retirement • Loss of eligibility by a dependent child Coverage may continue for differing lengths of time depending upon the reason for eligibility. Periods of enrollment are typically 18 months but can last up 36 months for dependents if the loss of coverage is due to death, divorce or if the dependent child loses eligibility. Under COBRA, the eligible individual pays the full cost of coverage at SPS’ group rate plus an administration fee. If you or your dependents become eligible for COBRA an enrollment packet will be sent to your home address. Enrollment can be done online, by mail or over the phone. You may contact the Benefits department for additional information. Work Hours Our normal full-time workweek consists of 40 hours in a 5-day workweek. Actual schedules may vary depending upon department, position and client site. Swiss Post Solutions’ expectation is that all exempt-level employees will work at least 40 hours per week. Employees who fail to meet this expectation may be subject to corrective action, including termination. Employees are provided with meal and/or rest periods to the extent required and in accordance with applicable law. Supervisors will inform employees of their scheduled hours as well as any meal and/or rest periods. Recording Hours Worked Timesheets must be completed daily Your weekly hours must be reported via Paycom and will be approved by both the employee and client service manager. Employees are responsible for accurately via Paycom and recording and submitting their time worked in Paycom. Timesheets must be formally submitted completed daily and formally submitted and approved each week by close of business each Friday. each week. All non-exempt employees are required to accurately and truthfully report their work hours each day in Paycom (all hours worked are to be recorded). At the end of the workweek, non-exempt employees are required to electronically sign and submit their time sheet to their Supervisor for his or her review and approval. Requests for paid time off, should be requested and recorded in Paycom. It is important to understand that altering time sheets or misreporting your hours worked is a serious breach of Swiss Post Solutions’ policies. Engaging in such behavior may result in disciplinary action, including termination of employment. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 21

Pay Periods Non-exempt employees are paid on a bi-weekly pay schedule, with a one-week lag period. Paydays fall on Thursdays. Exempt employees are paid semi-monthly. Payday will be the 15th and the last day of every month for the pay period up to and including that day. If a payday falls on a holiday, pay will be disbursed on the preceding workday. Commissions will be paid after the period for which they are calculated has been closed. In order to receive payment on the aforementioned commissions, you must be actively employed by Swiss Post Solutions on the last day of the calculated period. Direct deposit of your paycheck to a checking or savings account is preferred. Please login to your employee self- service in Paycom to update or add your account information. Please contact Swiss Post Solutions’ Payroll department with any questions. Wage Equality Swiss Post Solutions promotes and supports wage equality based on gender, ethnicity and any other protected category. Swiss Post Solutions will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless such disclosure is (a) in response to a formal complaint or charge, or (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or is consistent with the contractor’s legal duty to furnish information. Improper disclosure of compensation information in violation of this policy may result in disciplinary action, up to and including discharge. Attendance & Punctuality Punctual, predictable and reliable attendance is an essential function of your job. If you are unable to report for your scheduled shift, you must contact your immediate supervisor at least two hours prior to your start time. Failure to call in prior to the start of your shift may be grounds for discipline up to and including termination of employment. You are expected to call your immediate supervisor before the end of the day to report your condition and prospects for return on the following day. You must also report each day that you are absent. Calls from family and friends are unacceptable, except in the event of an emergency. For sick absences lasting three days or longer, you are required to provide a doctor's note regarding your condition and approving your safe return to work. The absence of any employee, including reporting late or quitting early, means less service to our customers and additional workloads for other employees. For these reasons, it is expected that you will be present and on time each day that you are scheduled to work. Perfect attendance is the goal and any repeated instances of absence or tardiness may become a matter for discussion with your Supervisor or possible disciplinary action up to and including termination. You must contact Swiss Post Solutions Human Resources department directly if you know in advance that you will be late to work. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 22

Overtime Overtime is paid after an employee physically works 40 hours in a workweek (Monday to Sunday) or in accordance with your state employment law. Overtime may not be accrued through the application of Paid Time Off or Holiday pay. In addition to weekly overtime, employees working in California and Nevada are paid overtime after an employee physically works 8 hours in a day. For employees working in Colorado, overtime is paid after an employee physically works 12 hours in a day. All overtime must be approved by a Swiss Post Solutions’ supervisor. Failure to obtain approval prior to working overtime will be a policy violation which can result in disciplinary action, including termination. Holidays On-site employees will follow the holiday schedule determined by their client each calendar year and will be communicated to the Swiss Post Solutions staff by their supervisor. You must work the business days immediately before and after the holiday or have pre-approved PTO scheduled to be eligible for holiday pay. If a holiday observed by Swiss Post Solutions occurs during your Paid Time Off, then such holiday day will not be deemed to have been a Paid Time Off day. Paid Time Off (PTO) An important benefit that employees receive is paid time off. This includes vacation/personal, sick, jury duty, holiday, and bereavement time. we highly encourage our employees to take their time off to allow them to relax and reenergize and excel in their job as they come back. Your full paid time off entitlement must be taken within the applicable Anniversary Year in which it is earned. Carrying over paid time off time is not permitted except where state law prohibits. Paid time off should be taken in full day periods and will not normally be granted for partial day periods unless approved by your Supervisor. Priority in granting paid time off requests where there are conflicts will be based on seniority, position within Swiss Post Solutions, relative dates of requests, and other business considerations, and is subject to the discretion of management. Beginning January 1 of each calendar year, employees may request, and be granted by their managers, up to 5 days PTO advance of accrual. Advancement of more than 5 un-accrued PTO days will require secondary approval by their Client Director and Human Resources. All paid time off is subject to the approval of your supervisor to ensure that there is as little interruption as possible to work schedules. PTO is paid at the employee’s base rate of pay at the time of absence. PTO is not counted as hours worked for purposes of calculating overtime. Accrued but unused PTO will not be paid out should an employee resign or be terminated from Swiss Post Solutions with cause unless required by state law. In the event an employee should resign or be terminated from Swiss Post Solutions, whatever PTO she/he has not accrued but has been paid for, will be deducted from his/her last paycheck. Jury Duty Swiss Post Solutions encourages employees to fulfill their civic responsibilities by serving jury duty when required and will grant leave in accordance with applicable laws. Employees are granted time off without loss of pay for jury duty. Swiss Post Solutions will continue to pay full salary for a period of up to 5 days during any two-year period. If you are required to serve jury duty beyond the period of paid leave, you may use any available paid time off (for example, vacation benefits) or may request an unpaid leave of absence. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 23

Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, employees must notify their supervisor and provide him/her with a copy of the jury summons. On completion or dismissal of Jury Duty, employees are required to return to work and provide documentation from the court as to actual length of jury service. Employees are expected to report for work whenever the court schedule permits. Bereavement Leave Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately. Up to three (3) days of paid bereavement leave will be provided to regular employees for immediate family members. One (1) day of paid bereavement leave will be provided to regular employees for non- immediate family members. Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentive pay. Employees may, with their supervisors' approval, use any available paid leave for additional time off as necessary. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. For purposes of this policy, \"immediate family\" means the employee's spouse, parent, child, sibling or grandchild; or, the employee's spouse's child. For purposes of this policy, \"non-immediate family\" means the employee's grandparents, and spouse’s parent, child, sibling or grandchild. Personal Leave of Absence It is important that you clearly understand your rights and privileges should it become necessary for you to be away from work for extended periods of time. If an absence lasts or is expected to last seven (7) or more days beyond accrued Paid Time Off, an unpaid leave of absence must be requested. Such leaves are normally restricted to absences involving injury, illness, pregnancy disability, military service or other personal emergency situations. Other than as required by law, the granting of unpaid leaves of absence is at the sole discretion of management. If you find it necessary to apply, you should contact your Supervisor for details. Although such leaves are without pay, you may, depending upon the nature of the leave, retain other rights and benefit plan participation privileges. While on unpaid leave, employees are responsible for any and all benefit premiums. The payment of benefits may be made in advance or upon your return from leave by increased payroll deductions, personal check or money order. Failure to pay premiums will result in the termination of benefits unless otherwise required by state or federal law. Paid Leave days will not accrue during any month in which an employee is absent for seven or more working days regardless of the reason, unless required by state or federal law. Employment and Income Verification The Work Number from Equifax is a fast and secure way to provide proof of your employment or income, and is available to verifiers 24 hours a day, 7 days a week. Swiss Post Solutions uses The Work Number® to provide automated employment and income verifications for our employees. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 24

For additional information about The Work Number or accessing your Employment Data Report, please visit www.theworknumber.com/employees and use the log-in information below or call 1-800-367-2884. • Our Employer Code: 19852 • For Swiss Post Solutions employees, the default ID and PIN scheme is: − ID: (Last 4 digits of Paycom ID) example: 0ib88Z100 use Z100 − PIN Scheme: Date of Hire (Year, Month, Day excluding commas) i.e.: 20190801 Voluntary Resignation Swiss Post Solutions hopes that our relationship with our employees will be long-term and mutually rewarding. However, should you wish to end your employment with Swiss Post Solutions, we ask that you notify your Supervisor at least two weeks in advance of your departure and provide us with proper notice. This will provide us with time to prepare your replacement, final paycheck, and will put you in a favorable position to be considered by Swiss Post Solutions for future employment. (We recognize that all employment relationships with Swiss Post Solutions are on an at-will basis and we reserve the right to terminate the employment relationship at any time). If you terminate from Swiss Post Solutions and you are covered under the Swiss Post Solutions medical, dental, vision or flexible spending plans, your coverage will cease at the end of the month that your employment ends (unless you take coverage under COBRA). All other benefits will end as of your last day of employment. If one or more benefits allow for conversion, portability or direct bill you will receive communication directly from the vendor. Separation from Employment with Swiss Post Solutions Upon an employee’s termination of employment, accrued and unused paid time off hours are not paid out unless otherwise required by state law. Any unaccrued, advanced paid time off will be deducted from the employee’s last paycheck as permitted by state law. Employees are required to account for and return all company property, advances, ID cards, uniforms, and access cards prior to termination. Rehire Former employees who left Swiss Post Solutions in good standing and were classified as eligible for rehire may be considered for reemployment. The applicant must meet all minimum qualifications and requirements of the position, and the recruiter must obtain approval from the Vice President of Swiss Post Solutions’ Human Resources department prior to rehiring a former employee. A former employee who was terminated due to a policy violation or poor work performance will generally not be considered for rehire. If a rehired employee was separated for less than 90 calendar days before rehiring, all benefits will be reinstated as of the original hire date; if separation from employment was for more than 90 calendar days, then all benefits will be calculated based on the re-hire date. Referral Bonus Swiss Post Solutions will give out rewards to referrers once their recommendation has successfully completed 480 hours of service. If you know someone who you think would be a good fit for a position at our company, feel free to refer them. If we end up hiring your referred candidate, you are eligible a referral bonus. Please e-mail Swiss Post Solutions’ Staffing Needs for more information. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 25

Client and Workplace Policies Employment Relationship You are an employee of Swiss Post Solutions, not of its client. Accordingly, any workplace concerns, or other workplace issues must be brought to Swiss Post Solutions’ attention. Conflict of Interest Swiss Post Solutions expects our employees to conduct business according to the highest ethical standards of conduct. Employees are expected to devote their best efforts to the interests of Swiss Post Solutions. Business dealings that appear to create a conflict between the interests of Swiss Post Solutions and an employee are unacceptable. Swiss Post Solutions recognizes the right of employees to engage in activities outside of their employment which are of a private nature and unrelated to our business. However, the employee must disclose any possible conflicts so that Swiss Post Solutions may assess and prevent potential conflicts of interest from arising. A potential or actual conflict of interest occurs whenever an employee is in a position to influence a decision that may result in a personal gain for the employee or an immediate family member (i.e., spouse or significant other, children, parents, siblings) as a result of Swiss Post Solutions’ business dealings. Although it is not possible to specify every action that might create a conflict of interest, this policy sets forth the ones which most frequently present problems. If an employee has any question whether an action or proposed course of conduct would create a conflict of interest, they should immediately contact Swiss Post Solutions’ Human Resources department to obtain advice on the issue. The purpose of this policy is to protect employees from any conflict of interest that might arise. A violation of this policy will result in immediate and appropriate discipline, up to and including termination. Outside Employment Employees are required to obtain written approval from Swiss Post Solutions’ Human Resources department before participating in outside work activities. Approval will be granted unless the activity conflicts with Swiss Post Solutions' interest. In general, outside work activities are not allowed when they: prevent the employee from fully performing work for which he or she is employed at Swiss Post Solutions, including overtime assignments; involve organizations that are doing or seek to do business with Swiss Post Solutions, including actual or potential vendors or customers; or violate provisions of law or Swiss Post Solutions' policies or rules. From time to time, Swiss Post Solutions employees may be required to work beyond their normally scheduled hours. Employees must perform this work when requested. In cases of conflict with any outside activity, the employee's obligations to Swiss Post Solutions must be given priority. Employees are hired and continue in Swiss Post Solutions’ employ with the understanding that Swiss Post Solutions is their primary employer and that other employment or commercial involvement which is in conflict with the business interests of Swiss Post Solutions is strictly prohibited. Financial Interest in Other Business An employee and their immediate family members may not own or hold any significant interest in a supplier, customer or competitor of Swiss Post Solutions, except where such ownership or interest consists of securities in a publicly owned company and that securities are regularly traded on the open market. Reporting Potential Conflicts An employee must promptly disclose actual or potential conflicts of interest, in writing, to his or her Supervisor. Approval will not be given unless the relationship will not interfere with the employee's duties or will not damage Swiss Post Solutions' relationship. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 26

Work Product Ownership All Swiss Post Solutions employees must be aware that Swiss Post Solutions retains legal ownership of the product of their work. No work product created while employed by Swiss Post Solutions can be claimed, construed, or presented as property of the individual, even after employment with Swiss Post Solutions has been terminated or the relevant project completed. This includes written and electronic documents, audio and video recordings, system code, concepts, ideas, or other intellectual property developed for Swiss Post Solutions, regardless of whether the intellectual property is actually used by Swiss Post Solutions. Although it is acceptable for an employee to display and/or discuss a portion or the whole of certain work product as an example in certain situations (e.g., on a resume), one must bear in mind that information classified as confidential must remain so even after the end of employment, and that supplying other entities with certain types of information may constitute a conflict of interest. In any event, it must always be made clear that work product is the sole and exclusive property of Swiss Post Solutions. Professional Demeanor/Behavior Professional demeanor and behavior are expected of all employees while on-site at the client. It is imperative that you conduct yourselves accordingly when walking the halls, riding the elevators, etc. Excessive noise, laughter, speaking loudly, use of profanity, gossiping or disturbances of any kind reflect negatively upon our image in the professional community and therefore will not be tolerated. Please limit your conversation to work-related issues and direct questions to your Client Service Manager. During periods of work transition, conversation must be kept to a minimum as business continues to go on around you. Please note that you are only allowed on-site during your regularly scheduled work shift. Requests for Full-Time Employment Requesting full-time employment directly from a Swiss Post Solutions client will constitute grounds for immediate termination. Should you become aware of an opportunity at one of our clients that you are interested in, contact your Client Service Manager or Swiss Post Solutions’ Human Resources department before applying for the position. Unions Swiss Post Solutions is a non-union employer. If any employee has any questions regarding union status, please contact Swiss Post Solutions’ Human Resources department. Personal Business and Phone Calls Personal business should not be conducted during working hours, if possible. Personal telephone calls should only be made or accepted in the case of an emergency and should not interfere with your work; long distance calls may not be charged to Swiss Post Solutions or our clients. Personal Property Personal property brought onto Swiss Post Solutions' premises should be stored in secure locations; Swiss Post Solutions is not responsible for the loss or theft of money or valuables that you have brought onto Swiss Post Solutions or client site premises. Personal Electronics and Reading Materials The use of radios, music players and/or headsets is not permitted. Reading materials should only be used on your break, and out of the sight of the client as they may not realize you are on break. Swiss Post Solutions strongly suggests that no personal items be left at the work site at any time. Swiss Post Solutions is not responsible for Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 27

any personal items left at the site that may be lost, stolen, or damaged. Use of cell phone, texting, or other personal communication devices for personal use is not allowed on premises. Use of cell phone, texting, or other personal communication devices is only allowed in case of an emergency or for Swiss Post Solutions business purposes. Dress Code / Personal Appearance You are expected to dress and groom yourself in accordance with accepted social and business standards, particularly if your job involves dealing with customers or visitors in person. At all times, employees must follow the dress code guideline established for each site. Personal appearance should be a matter of concern for each employee. If your supervisor feels your attire and/or grooming is inappropriate, you may be asked to leave your workplace until you are properly attired and/or groomed. Employees who violate dress code standards may be subject to appropriate disciplinary action. Swiss Post Solutions provides career apparel to many of the sites. Each onsite employee will receive enough sets of career apparel to last the week of work. Swiss Post Solutions will be responsible for cleaning and pressing the career apparel. In return, the employee is responsible for wearing the site-appropriate career apparel every day, in the approved manner. Any employee who requests to wash and press their own career apparel may do so. Those employees are responsible for maintaining the level of cleanliness and neatness necessary to maintain a professional appearance on site. A neat, tasteful appearance contributes to the positive impression you make on our clients. You are expected to be suitably attired and groomed during working hours or when representing Swiss Post Solutions. This includes, but is not limited to, completely covering up any tattoos and removing piercings, a neat hairstyle and clean and well- pressed clothing. A good, clean appearance bolsters your own poise and self-confidence and greatly enhances our Company image. When working at a customer's site, please dress appropriately in accordance with the corporate culture. The following attire is not appropriate at any site at any time: Low cut, midriff, halter or spaghetti strap tops, shorts/skorts, Legging/stretch pants/spandex/work out attire, sneakers/sandals/open-toe shoes, frayed/dirty/torn clothing, jeans, T-shirts, or beachwear. Meals and Breaks A lunch schedule will be provided to ensure appropriate operational coverage while each person takes his or her lunch break. Breaks will be taken on an as-needed basis with the approval of the manager to ensure appropriate operational coverage. No food may be consumed at your workstation. Gum chewing is not permitted. Client Confidentiality As an employee of Swiss Post Solutions, you may handle a variety of confidential matters regarding other employees, clients, and other information. When doing so, it is your responsibility to respect the highest level of privacy for your fellow employees. Employees are prohibited from releasing employment or income verification information for other employees. Employees are also prohibited from providing written or verbal professional references for current or former employees, including through postings on social networking sites. This policy is designed to protect Swiss Post Solutions and its employees from any potential liability. No Swiss Post Solutions staff or management are permitted to be present on the client's premises outside of normal working hours without prior express permission from both the client contact and their client director. No visitors should accompany swiss post solutions staff or management on client premises without express permission from the client director. Any information relayed to you or overheard from the client’s employees or guests is proprietary and confidential. You must not repeat or make any comments about the client at any time in or outside of the workplace. It is a Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 28

violation of Swiss Post Solutions policy for you to bring complaints about your Swiss Post Solutions manager(s), team member or Swiss Post Solutions policies to our clients. Please bring your complaints or concerns to Swiss Post Solutions Human Resources department or use the Confidential Reporting contact information (found on key contact page) and we will be happy to assist you. Confidential Nature of Work All Swiss Post Solutions records and information relating to Swiss Post Solutions or its clients are confidential, and employees must, therefore, treat all matters accordingly. No Swiss Post Solutions or customer information, including without limitation, documents, notes, files, records, oral information, computer files or similar materials (except in the ordinary course of performing duties on behalf of All Swiss Post Swiss Post Solutions) may be removed from Swiss Post Solutions’ premises Solutions records and without permission from Swiss Post Solutions. information relating to Additionally, the contents of Swiss Post Solutions’ records or information otherwise Swiss Post Solutions or obtained in regard to business may not be disclosed to anyone, except where its clients are required for a business purpose. Employees must not disclose any confidential confidential, and information, (purposefully or inadvertently through casual conversation), to any treated by employees unauthorized person inside or outside Swiss Post Solutions. Employees who are accordingly. unsure about the confidential nature of specific information must ask Swiss Post Solutions’ Human Resources department for clarification. Employees will be subject to appropriate disciplinary action, up to and including dismissal, for knowingly or unknowingly revealing information of a confidential nature. Our contractual commitment to our clients is to maintain the confidentiality of their business practices to the greatest extent possible. This means never disclosing proprietary, sensitive, or even routine information about our clients’ operations to anyone outside Swiss Post Solutions. For purposes of this policy, confidential information does not include information related to wages or other terms and conditions of employment. To that end, nothing in this policy is designed to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment. Internet Usage & Loading of Unauthorized Software Logging on to the Internet and/or the loading of unauthorized software on to the personal computer is grounds for immediate release. Computers are not for personal use. Usage of Company Property You may not use company materials such as telephones, computers, fax, office supplies, etc. for personal business. Brief local incoming and outgoing emergency telephone calls are permitted during work hours. Directory assistance calls are not permitted without supervisory permission. Abuse of telephone privileges will result in disciplinary action up to and including termination of your employment at the client. Please ensure that you leave your work area clean and neat. Make sure all garbage is disposed of properly prior to your departure each day. Please check the floor and your workstation before you leave. Media Communications Policy Swiss Post Solutions has an obligation to ensure that all information material to the business and affairs of Swiss Post Solutions is disclosed to the public in an appropriate manner. If contacted by the media or press for a statement, comment or information on behalf of Swiss Post Solutions about any matter that relates to Swiss Post Solutions business, employees are required to speak with their manager before responding. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 29

Solicitations and Distributions Official items posted on Swiss Post Solutions’ and the client's premises are not to be tampered with in any way. Unless prior approval of management has been granted, political, commercial, and/or other promotional materials are not to be posted on Company or client premises. Use of Swiss Post Solutions letterhead, envelopes, postage or postage machines for any reason other than for business being conducted by or on behalf of Swiss Post Solutions is strictly prohibited. Gift Policy Our company code of conduct requires that all employees demonstrate our organization’s commitment to treating all people and organizations, with whom we come into contact or conduct business, impartially. Swiss Post Solutions employees demonstrate the highest standards of ethics and conduct. Employees practice and demonstrate equal treatment, unbiased professionalism, and non-discriminatory actions in relation to all vendors, suppliers, customers, employees, potential employees, potential vendors or suppliers, and any other individual or organization. As one effort to demonstrate our commitment to these standards and behavior, no employee may accept gifts of any kind that are valued greater than $50 US. Employees are required to professionally inform clients, vendors, potential vendors and others of this gift policy, and the reasons Swiss Post Solutions has adopted the policy. Employees will request that vendors respect our company policy and not purchase and deliver any gift for our employees, a department, an office or Swiss Post Solutions, at any time, for any reason. If a gift is received violating the above guidelines it will be returned (if feasible), made available to all employees, or donated to a designated charity. If any employee has questions about and / or needs clarification of any aspect of this policy, the employee should check with their supervisor. If the supervisor is uncertain, Swiss Post Solutions’ Human Resources department is the arbiter of the gift policy to ensure consistent employee treatment across Swiss Post Solutions. Any exceptions to the gift policy may be made only with the permission of Swiss Post Solutions’ CEO. Whistleblower Policy It is Swiss Post Solutions’ policy to comply with all applicable laws and regulations. This policy provides guidance related to the establishment and administration of a system that allows Swiss Post Solutions employees to report known or suspected violations of the law, the Business Code of Conduct or company policy. We all have an obligation to promptly speak up when we see others failing to act with integrity or violating our Code. Employees and other individuals are provided with a confidential and anonymous reporting system to submit concerns and complaints regarding accounting, auditing and internal control matters, and violations of the Code, company policy and the law. Swiss Post Solutions prohibits retaliation against anyone who, in good faith, reports known or suspected unethical or illegal misconduct, seeks advice, raises a concern or provides information in an internal or external investigation or legal proceeding pertaining to Swiss Post Solutions. Retaliation can include, but is not limited to, coercing, intimidating, threatening, interfering or discriminating against any person for the purpose of interfering with their right to report violations per this policy. Allegations of retaliation will be investigated as appropriate. When allowed by local law, reports may be made to the website anonymously. However, all individuals making a report are encouraged to disclose their identity as doing so enables Swiss Post Solutions to investigate the issue more thoroughly. Similarly, while you are welcome to raise your concern confidentially, doing so may restrict the effectiveness of any investigation. Although Swiss Post Solutions cannot guarantee confidentiality of your Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 30

concern, all reasonable efforts will be made to keep your identity confidential to the fullest extent allowed by law, consistent with the resolution of the issue. The whistleblower number is available 24 hours a day, seven days per week. Please send an email to [email protected] or leave a message at 212-204-0753 Clear Desk/Clear Screen Policy If the authorized employee is not at his/her workplace, all paper documents, as well as data storage media labeled as sensitive, must be removed from the desk or other places (printers, fax machines, photocopiers, etc.) to prevent unauthorized access. All documents and media must be stored in a secure manner in accordance with the Information Classification Policy. All confidential information shall be disposed of in a secure manner. Staff shall use confidential waste bins where they have been provided. Confidential information shall not be placed into standard waste bins. If the authorized employee is not at his/her workplace, all sensitive information must be removed from the screen, and access must be denied to all systems for which the person has authorization. In the case of short absence (up to 30 minutes), the clear screen policy is implemented by logging out of all systems or locking the screen with a password. If the person is absent for a longer period of time (over 30 minutes), the clear screen policy is implemented by logging out of all systems and turning off the workstation. Social Media Policy Social media is transforming how we exchange information and foster dialogue. Broadly defined, social media are forms of electronic communication through which users create online communities to share information, ideas, personal messages, and other content and include vehicles such as blogs, personalized websites, Twitter, Facebook, YouTube and LinkedIn. The following are guidelines employees are expected to follow when using social media: • Do not comment on trade secrets and proprietary Swiss Post Solutions company information (business, financial and marketing strategies) without advance approval of Swiss Post Solutions’ Human Resources Department. • Do not make negative comments about our clients on any social media platform as described above. Never use social media to harass (as defined by our anti-harassment policy), threaten, libel or defame fellow employees, customers, competitors, and clients. • When using social media, it is critical that you show proper respect for the laws governing copyright, fair use of copyrighted material owned by others, trademarks and other intellectual property, including Swiss Post Solutions’ own copyrights, trademarks and logos. Understand that you are responsible for your actions; when in doubt about how you should use social media, ask the Swiss Post Solutions’ Human Resources department for clarification. In all circumstances, Swiss Post Solutions will comply with applicable laws and this policy will be applied consistent with those laws. Any prohibition on employee conduct stated in this policy is not intended to interfere with employee rights under applicable law. To the extent any provision of this policy conflicts with any applicable current or future law, Swiss Post Solutions will follow and comply with the law and not this policy. If you have questions about these guidelines, or any matter related to the use of social media, please consult with Swiss Post Solutions’ Human Resources department. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 31

Voting Leave Employees are encouraged to vote before or after working hours. However, if an election occurs on a day in which the polls are not open a sufficient time outside of the employee’s scheduled working hours, an employee who has provided the employee’s supervisor with advance notice will be granted a reasonable period of time off with pay, not to exceed two hours unless state or local law requires more, in which to vote. Employees should request time off to vote from their supervisor at least one business day prior to the Election Day, or as otherwise permitted by law. Time off will be scheduled at the beginning or end of the workday; whichever provides the least disruption to the normal work schedule, unless otherwise agreed to by Swiss Post Solutions and employee. Swiss Post Solutions will not terminate or threaten to terminate any employee for voting or not voting in an election, for a particular candidate, or for a specific ballot measure. Civic Duty Leave Employees may engage in other civic duties such as: (1) serving as a volunteer emergency services employee (firefighter, rescue squad/ team, emergency medical responder, EMT, first responder, ambulance driver, reserve police officer, volunteer police officer, etc.); (2) serving in a civil air patrol or state guard/reserve; (3) serving in state or local government as a public official, legislator, election officer, voting machine technician, or other position; or (4) attending town meetings or participating in organized political activities. To the extent allowable by applicable law, Swiss Post Solutions will permit employees to take unpaid leave to perform civic duties so long as the leave does not impose an undue burden on Swiss Post Solutions. To the extent allowable by applicable law, such employees may elect to use accrued PTO before taking unpaid leave. Employees should make reasonable efforts to notify their supervisors or Swiss Post Solutions’ Benefits department in advance, if possible, of the need for such leave. Swiss Post Solutions may require written verification from the employee that the leave was related to the employee fulfilling a civic duty. Such leaves of absence will not cause loss of job status, seniority, or the right to participate in insurance and other employee benefits during the leave of absence, vacation accrual, or other rights, privileges, and benefits of employment. Crime Victim / Domestic Violence / Witness Leave An employee who is the victim of a crime, witness to a crime, or the immediate family member of a crime victim is entitled to be absent from work if they are required by law to assist with a police investigation, to serve as a witness in any criminal or civil proceeding if the employee is subpoenaed, or if their reasonable participation in the preparation of a civil or criminal proceeding is required. Similarly, employees are entitled to be absent from work to address issues related to domestic violence and stalking such as: (1) seeking or obtaining protection orders or injunctions against harassment or any other similar relief to secure their safety or the safety of an immediate family member; (2) obtaining medical or psychological care for the employee or an immediate family member; (3) securing legal assistance or participate in related court proceedings; (4) securing the home from the perpetrator; or (5) seeking alternative housing. Employees are also entitled to be absent from work to attend a court proceeding involving a juvenile in their care or custody, including custody and child welfare proceedings. Immediate family members include parents, stepparents, children, stepchildren, siblings, spouses/domestic partners, grandparents, grandchildren, legal guardians, or any person involved in an intimate relationship with the employee and residing in the same household. If the employee is subpoenaed to testify in an action or proceeding as a result of a crime against Swiss Post Solutions or an incident involving the employee during the course of their employment, leave is paid. Otherwise, all such leave is unpaid, unless otherwise required by state or local law; employees may elect to use accrued PTO for such purposes. An employee should advise their supervisor or Swiss Post Solutions’ Benefits department that crime victim/ domestic violence/witness leave is required, if possible, at least one business day prior to the day leave is needed. Employees may be required to provide reasonable proof that such leave was Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 32

needed. Swiss Post Solutions reserves the right to limit the amount of leave taken by an employee if such leave would create undue hardship for Swiss Post Solutions, unless otherwise required by state or local law. To the extent allowed by law, Swiss Post Solutions will maintain the confidentiality of any employee requesting leave for the purposes outlined in this section. Employee Recognition Our one-of-a-kind recognition programs celebrate exceptional performance and achievements, demonstrated passion that contributes to the success of our clients, and actions that convey a commitment to the mission of Swiss Post Solutions. We reward impromptu achievements with “On the Spot” recognition, celebrating specific accomplishments and achievements of individuals who went above andbeyond. Individuals and teams who demonstrate relentless passion and willingness to go the extra mile are celebrated in unique and uniform Monthly Recognition Awards programs, which celebrate exceptional service and dedication. Each month (and year) Swiss Post Solutions recognizes and rewards outstanding employees with Monthly Recognition Awards. Client Service Managers, Directors, and clients are empowered to nominate an exceptional employee, manager, and site of the month. Nominations are e-mailed to Employee Relations and are reviewed by the Awards Committee. Winners are announced via e-newsletter and are awarded a plaque acknowledging their extraordinary contributions. Swiss Post Solutions also rewards employee tenure, celebrating continuous years of service with Milestone Anniversary Awards. Family Medical Leave The Family and Medical Leave Act of 1993 (\"FMLA\", “FML” or the “Act”) requires most employers to provide eligible employees with up to 12 weeks of unpaid leave per year to attend to their own or a family member's serious health condition or to care for newly born or newly adopted children. While your rights under the FMLA are substantial, you may also have rights under state law. Since this summary of your Federal FMLA rights is meant to provide a basic summary only, if you have any specific questions regarding either your FML rights or any state laws relating thereto, please contact your Swiss Post Solutions Benefits department. Eligibility under the FMLA Employees who have worked for at least 12 months at Swiss Post Solutions and have worked at least 1,250 hours during the 12 months preceding the start of the requested leave, may be eligible for a leave of absence under the FML policy. Eligible employees may take an unpaid leave of absence for one or more of the following reasons: • The birth of a child or the placement of a child for adoption or foster care; • To bond with a child (leave must be taken within one year of the child’s birth or placement); • To care for the employee’s spouse, child or parent who has a qualifying serious health condition; • For the employee’s own qualifying serious health condition that makes the employee unable to perform their job; • For qualifying exigencies related to foreign deployment or a military member who is the employee’s spouse, child or parent. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 33

For purposes of this policy, a \"child\" is defined as a biological, adopted or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis who is either under 18 years of age or is 18 years of age and “incapable of self-care because of mental or physical disability” at the time FML is to commence. Amount of Leave As a regular practice, the Swiss Post Solutions calculates FML covered leave on a 12-month rolling look back period from the first date an employee takes FML. Any leave already taken for FML covered reasons will be deducted from the total of 12 weeks available. An eligible employee who is a covered servicemembers’ spouse, child, parent or next of kin may also take up to 26 weeks of FML leave in a single 12-month period to care for the service member with a serious injury or illness If a both parents work for Swiss Post Solutions and each wish to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent \"in-law\") with a serious health condition, the parents may only take a combined total of 12 weeks of leave. If both employees work for Swiss Post Solutions and each wish to take leave to care for a covered injured or ill service member, the employees may only take a combined total of 26 weeks of leave. Employee Status and Benefits During Leave While an employee is on leave, Swiss Post Solutions will continue the employee's health benefits during the leave period at the same level and under the same conditions as if the employee had continued to work. Employees will be responsible for paying all benefit premiums prior to or immediately following the applicable leave. Should the employee choose not to return to work at the end of the protected leave the employee would still be responsible for reimbursing Swiss Post Solutions for any and all premiums paid on their behalf while on unpaid leave. Employee Status After Leave An employee who takes leave under this policy may be asked to provide a medical release from their health care provider prior to returning to work. When applicable, all considerations will be made when evaluating an employee’s return to work under the Americans with Disabilities Act (ADA) or applicable state or local statutes for workplace accommodations. Use of Paid and Unpaid Leave All approved vacation, personal and sick leave that is taken runs concurrently with FML. Disability leave, workers' compensation leave (to the extent that it qualifies), and any other state leave will also run concurrently with FML. Intermittent Leave or a Reduced Work Schedule Employees may use FML in two different ways. Unpaid time may be used 12 consecutive weeks or may use the leave intermittently (taking a portion of available time in hourly or daily increments when needed over the course of the established time as certified by your attending physician) or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced-hour schedule. In all cases, the leave may not exceed a total of 12 weeks or 480 hours, unless otherwise provided by state or local law (or 26 workweeks to care for an injured or ill service member over a 12-month period). Intermittent leave may require recertification after a period of 90 days or as established by the Benefits department. Notice of Leave Generally, employees must provide 30-days’ advanced notice of the need for FML. If it is not possible to give 30 days’ notice, the employee must notify Swiss Post Solutions as soon as possible. If the need for an FMLA leave is foreseeable (such as for the birth of a baby), the employee is required to make the request in writing at least 30 Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 34

days in advance. If need for the leave is not foreseeable (such as an unexpected emergency) or is foreseeable but will occur in less than 30 days, the employee is required to provide Swiss Post Solutions with as much advance notice as is practicable under the circumstances. If adequate notice is not given, Swiss Post Solutions may postpone commencement of the leave. Employees are also required to inform Swiss Post Solutions when there are changes in the date they plan to commence leave or expect to return to work. Medical Certification Medical certification is required and must be completed by the treating physician. The certification required to support an employee’s request for leave either for themselves or for a covered family or military member. The employee must provide a completed and signed certification no later than 15 calendar days of the making of the request for a leave. Designation of FML Within five business days after the employee has submitted the appropriate certification form, Swiss Post Solutions’ Benefits team will provide the employee with a written response to the employee’s request for FMLA leave. Pregnancy and FML Employees who are pregnant should note that unless otherwise provided by state law, the total FML leave is limited to a total of 12 weeks. These 12 weeks will include absences necessitated by the pregnancy and for absences taken in order to care for or bond with the baby after delivery. FML for use of bonding for the newborn must be taken within the first 12 months of the baby’s life. Return to Employment An employee returning to work from an FML will be reinstated to their former position or to a position with equivalent pay, benefits and other conditions of employment. However, under certain circumstances if the employee's position would have been eliminated or if the employee would have been laid off even if no leave had been taken, Swiss Post Solutions will attempt to place the returning employee in a similar position at the same level. If no such position is available for which, in Swiss Post Solutions’ judgment, the employee is qualified, or if the employee rejects a position that is offered, his or her employment will be considered terminated. Should your attendance or job performance suffer during the period preceding and/or following a disability leave, we will accommodate you to the extent provided by law. Exceptions may also apply for highly compensated \"key\" employees under certain conditions. Swiss Post Solutions may require an employee on FML to report periodically on their status and intent to return to work. Accrual of Benefits While on a leave of absence provided for under this policy, we will continue your group health insurance benefits under the same terms as provided to other active employees, for up to a maximum of 12 weeks leave (unless otherwise provided by state law) during any 12-month period. If your leave extends beyond 12 weeks, you shall be offered the opportunity to purchase COBRA under state and/or federal continuation rules. Other accumulated fringe benefits such as retirement, service credits, paid time off, and the like shall be preserved at the level accrued as of commencement of the leave but, shall not accrue further during any such leave period. Qualifying Exigency Leave The FMLA entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for “qualifying exigency” arising out of foreign deployment of the employee’s spouse, child or parent. The qualifying exigency must be for one of the following: Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 35

• Short-notice deployment, • Military events and activities, • Care of a military member’s parent • Child care and school activities, • Financial and legal arrangements, • Counseling, • Rest and recuperation, • Post-deployment activities, and additional approved activities that arise out of active duty. For more information, application and certification requirements contact the Benefits department. Military Caregiver Leave Caregiver leave is afforded to both veteran and current servicemembers under the FMLA. Military caregiver leave allows an eligible employee who is the spouse, child, parent or “next of kin” of a covered service member or veteran with a serious injury or illness to take up to a total of 26 workweeks of unpaid leave during a “single 12- month period” to provide care for the servicemember or veteran. For more information, application and certification requirements contact the Benefits department. Return from Military Leave Swiss Post Solutions is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state laws, it is our policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of his or her membership in or obligation to perform service for any of the uniformed services of the United States. Specifically, no person will be denied employment, reemployment, promotion or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or company policy. If you believe that you have been subjected to discrimination in violation of this policy, or if you would like more information on eligibility, your rights on leave and job restoration upon completion of your leave contact Swiss Post Solutions’ Benefits department. Progressive Discipline Policy Swiss Post Solutions' discretionary progressive discipline policy and procedures are designed to provide a structured corrective action process to improve and prevent a recurrence of undesirable employee behavior and performance issues. Swiss Post Solutions reserves the right to combine or skip steps depending on the facts and seriousness of each situation and the nature of the offense. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling or training; the employee's work record; and the impact the conduct and performance issues have on the organization. Nothing in this policy provides any contractual rights regarding employee discipline or counseling, nor should anything in this policy be read or construed as modifying or altering the employment-at-will relationship between Swiss Post Solutions and its employees. Data Security Policy Through the use of passwords and a password-protected screensaver, you are responsible for maintaining the security of your workstation. It is important for you to understand that you have no privacy rights in any of the forms of communication that are used, transmitted, received or stored in connection with Swiss Post Solutions’ Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 36

Communication Systems and/or property. Access to, privacy of, confidentiality of and/or disclosure of documents (electronic and hard-copy), messages and other communications that do not relate to Swiss Post Solutions' business will be treated no differently from any such items that do relate to Swiss Post Solutions’ business. Statements made or views expressed in such electronic documents or messages, however, are not necessarily those of Swiss Post Solutions. Any such Communication Systems and their contents are the property of Swiss Post Solutions. Swiss Post Solutions reserves the right to monitor and disclose all documents (i.e., word processing documents, spreadsheets, databases and computer files of all other kinds) and messages (including, without limitation, e-mail, voice mail and any other means of electronic communications, that are stored or processed on Swiss Post Solutions' computers or other equipment, including without limitation, such documents and messages which do not relate to Swiss Post Solutions’ business.) Computer hardware and software, electronic mail (\"e-mail\"), Internet access, telephones, facsimile equipment and voice mail are Company property and are provided as business communication tools. Occasional personal use of this equipment items and capabilities are permitted. However, in terms of access, privacy, confidentiality and disclosure, documents (electronic and hard-copy), messages and other communications that do not relate to Swiss Post Solutions’ business will be treated no differently from documents (electronic and hard-copy), messages, and other communications that do relate to Swiss Post Solutions' business. Employees should treat electronic documents and messages as they would any other shared filing system used within Swiss Post Solutions; that is, with the expectation that such documents and messages will be available for review by authorized representatives of Swiss Post Solutions for any purpose related to Company business. These purposes may include retrieving business information, trouble-shooting hardware and software problems, preventing system misuse, investigating misconduct, assuring compliance with software distribution policies, assuring compliance with legal requirements applicable to Swiss Post Solutions and complying with legal and regulatory requests for information. Employees should also be aware that it is possible for others to access (i.e., view, listen to, copy, print, etc.) electronic documents and messages inadvertently, although some of Swiss Post Solutions' electronic communications tools contain password or other security features. Swiss Post Solutions’ use of the above- mentioned security features is designed to lessen the possibility of inadvertent or unauthorized access to such documents and messages both internally and externally; these security features are not in place to create or protect employee privacy. Further, employees should be aware that, in certain instances, some degree of retrieval may be possible even of electronic documents or messages that have been \"deleted\" by individual system users. Given the above circumstances and its business needs, Swiss Post Solutions does not purport to, and could not in any event, guarantee the privacy of electronic documents, messages and telephone conversations of its employees. It is the policy of Swiss Post Solutions to enforce the following password management procedures: • Prohibit passwords from being displayed when entered. • Require and force the use of individual passwords. • Permit workforce members to select and change their own passwords. • Prohibit the use of “Admin” or “Administrator” as the login for the administrator account or of “Demo” for demonstration logins. • Prohibit workforce members from sharing their passwords with anyone. • Require passwords or pass-phrases to be a minimum of eight (8) characters in length, be case-sensitive and include a combination of upper- and lower-case letters, numbers, and special characters, that do not include personal information such as name or birth date. • Require that passwords and pass-phrases be changed at least every ninety (90) days. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 37

• Require that passwords for privileged accounts be changed every sixty (60) days. • Require that user ID be disabled after ten (10) failed login attempts within a ten (10) minute period. • Require a forced password change after administrative reset or as a new user with a temporary password. • Require that password history be retained. • Prohibit re-use of passwords for at least (6) generations. • Prohibit including a password in a non-encrypted stored document or sending a password through unencrypted email. • Require that a workforce member immediately notify the Information Security Director if s/he suspects if a password has been compromised or if s/he confirms a password has been compromised. • In the event of an information system compromise, the Information Security Director will determine if some or all workforce-member passwords and pass-phrases need to be changed. • Under no circumstances shall passwords or pass-phrases be written down and kept at or near computers and workstations where they may be found by others. Under no circumstances should anyone pass their access cards to other person. All personnel are required to report any suspicious activity. Reports can be made anonymously through Swiss Post Solutions’ Confidential Reporting Hotline. Any employees who violate these policies, will be subject to Company discipline, including, dismissal. To ensure full compliance by Swiss Post Solutions, the above polices may be suspended, amended, modified or terminated by Swiss Post Solutions, as necessary, to ensure continued compliance with any changes in the applicable laws. Electronic Communications and Internet Use Policy Swiss Post Solutions reserves the right to monitor and/or record the telephone conversations of Swiss Post Solutions' employees that occur on Swiss Post Solutions’ premises without further notification thereof to be provided to Swiss Post Solutions' employees in order to promote and improve upon quality control, customer relations, prevention of system misuse, investigation of misconduct, compliance with legal requirements applicable to Swiss Post Solutions and compliance with legal and regulatory requirements. Use of Swiss Post Solutions’ communication equipment constitutes consent to Swiss Post Solutions' use of or engagement in such monitoring and/or recording activities. Employees shall not use the Communications Systems to send, receive, access or review any material that is obscene, defamatory, racially or religiously discriminatory, or that is intended to annoy, harass or intimidate any co-worker, Supervisor, representative or agent of Swiss Post Solutions or of any other person or entity. Examples of inappropriate uses of Swiss Post Solutions’ Communication Systems include, but are not limited to, the following: • Misrepresenting yourself as another individual or company. • Revealing Confidential Information or any other material that is protected in any manner by law, whether or not relating to Swiss Post Solutions (i.e. copyrighted materials). • Accessing, distributing, or storing materials that could be considered unethical, inappropriate, offensive, disrespectful or abusive to or by others, including, but not limited to, pornographic or obscene materials; hate mail; discriminatory remarks; abusive, indecent, or objectionable language; or other forms of inappropriate behaviors. • Conducting illegal activities. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 38

• Representing, without the prior written approval of Swiss Post Solutions, your personal opinion as that of Swiss Post Solutions'. • Using electronic communications for personal use, which use could result in additional service fees being incurred by Swiss Post Solutions. • Interfering with the performance of your job or the jobs of other employees. • Sending (uploading) or receiving (downloading) information in violation of such information's copyright protections. Failure to follow this policy can lead to disciplinary action up to and including discharge. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 39

Appendices Appendix A: Data Security Agreement Please read and sign this Data Security Agreement. I am an employee of Swiss Post Solutions (\"Company\") and I hereby acknowledge the following: 1. Computer hardware and software, electronic mail (\"e-mail\"), Internet access, telephones, facsimile equipment and voice mail are Company property and are provided as business communication tools. Occasional personal use of this equipment items and capabilities are permitted. However, in terms of access, privacy, confidentiality and disclosure, documents (electronic and hard-copy), messages and other communications that do not relate to Swiss Post Solutions' business will be treated no differently from documents (electronic and hard-copy), messages, and other communications that do relate to Swiss Post Solutions' business. 2. Swiss Post Solutions reserves the right to review and disclose all electronic documents (i.e., word processing documents, spreadsheets, databases and computer files of all other kinds) and messages (including, but not limited to, e-mail, voice mail and any other means of electronic communications) that are stored or processed on Swiss Post Solutions' computers or other equipment, including, but not limited to, such documents and messages which do not relate to Swiss Post Solutions' business. Statements made, or views expressed in such electronic documents or messages, however, are not necessarily those of Swiss Post Solutions. 3. Employees should treat electronic documents and messages as they would any other shared filing system used within Swiss Post Solutions; that is, with the expectation that such documents and messages will be available for review by authorized representatives of Swiss Post Solutions for any purpose related to Company business. These purposes may include retrieving business information, trouble-shooting hardware and software problems, preventing system misuse, investigating misconduct, assuring compliance with software distribution policies, assuring compliance with legal requirements applicable to Swiss Post Solutions and complying with legal and regulatory requests for information. 4. Employees should also be aware that it is possible for others to access (i.e., view, listen to, copy, print, etc.) electronic documents and messages inadvertently, although some of Swiss Post Solutions' electronic communications tools contain password or other security features. Swiss Post Solutions’ use of the above- mentioned security features is designed to lessen the possibility of inadvertent or unauthorized access to such documents and messages both internally and externally; these security features are not in place to create or protect employee privacy. Further, employees should be aware that, in certain instances, some degree of retrieval may be possible even of electronic documents or messages that have been \"deleted\" by individual system users. 5. Swiss Post Solutions reserves the right to monitor and/or record the telephone conversations of Swiss Post Solutions' employees that occur on Swiss Post Solutions' premises without further notification thereof to be provided to Swiss Post Solutions' employees in order to promote and improve upon quality control, customer relations, prevention of system misuse, investigation of misconduct, compliance with legal requirements applicable to Swiss Post Solutions and compliance with legal and regulatory requirements. Use of Swiss Post Solutions’ communication equipment constitutes consent to Swiss Post Solutions' use of or engagement in such monitoring and/or recording activities. 6. Given the above circumstances and its business needs, Swiss Post Solutions does not purport to, and could not in any event, guarantee the privacy of electronic documents, messages and telephone conversations of its employees. 7. It is the policy of Swiss Post Solutions to enforce the following password management procedures: • Prohibit passwords from being displayed when entered. • Require and force the use of individual passwords. • Permit workforce members to select and change their own passwords. Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 40

• Prohibit the use of “Admin” or “Administrator” as the login for the administrator account or of “Demo” for demonstration logins. • Prohibit workforce members from sharing their passwords with anyone. • Require passwords or pass-phrases to be a minimum of eight (8) characters in length, be case-sensitive and include a combination of upper- and lower-case letters, numbers, and special characters, that do not include personal information such as name or birth date. • Require that passwords and pass-phrases be changed at least every ninety (90) days. • Require that passwords for privileged accounts be changed every sixty (60) days. • Require that user ID be disabled after ten (10) failed login attempts within a ten (10) minute period. • Require a forced password change after administrative reset or as a new user with a temporary password. • Require that password history be retained. • Prohibit re-use of passwords for at least (6) generations • Prohibit including a password in a non-encrypted stored document or sending a password through unencrypted email. • Require that a workforce member immediately notify the Information Security Director if s/he suspects if a password has been compromised or if s/he confirms a password has been compromised. • In the event of an information system compromise, the Information Security Director will determine if some or all workforce-member passwords and pass-phrases need to be changed. 8. Under no circumstances shall passwords or pass-phrases be written down and kept at or near computers and workstations where they may be found by others 9. Under no circumstances should anyone pass their access cards to other person. 10. By signing below, I agree that I shall not use the communications equipment, including, but not limited to, the telephones, facsimiles, voice mail, e-mail system, and Internet access to send, receive, access, or review any material that is obscene, defamatory, racially or religiously discriminatory, or that is intended to annoy, harass, or intimidate any co-worker, supervisor, representative or agent of Swiss Post Solutions or any other person or entity. 11. By signing below, I further agree that I shall not represent my personal opinion as that of Swiss Post Solutions or identify myself as a member or representative of Swiss Post Solutions, without having received prior written authorization to do so. 12. By signing below, I give Swiss Post Solutions explicit permission to access all communications in my company (Swiss Post Solutions) sponsored email, voice mail, and internet. 13. All personnel are required to report any suspicious activity. Reports can be made anonymously through Swiss Post Solutions’ Anonymous Reporting Hotline. 14. I agree and understand that if I violate these policies, I will be subject to Company discipline, including, dismissal. 15. To ensure full compliance by Swiss Post Solutions, the above polices may be suspended, amended, modified or terminated by Swiss Post Solutions, as necessary, to ensure continued compliance with any changes in the applicable laws. I have the read the above policies and agree to comply with them. Employee Signature: Date: Print Employee Name: Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 41

Appendix B: Anti-Corruption & Money Laundering Policy The Code of Business Conduct is not meant to address every situation. Swiss Post checks compliance with internal and external rules on a fiscal and criminal level, taking into account risks such as image, reputation and financial damage to Swiss Post Solutions and has drafted documentation setting out binding rules for dealing with numerous areas of risk including: data protection, procurement, antitrust law, environmental protection, bribery, and money laundering. All Swiss Post employees are trained to consult company policies in specific areas as they apply. Corporate policies in the areas of bribery and money laundering are described below. Compliance with the U.S. Foreign Corrupt Practices Act (“FCPA”) and International Anti-Corruption Laws Swiss Post has developed and implemented an anti-corruption compliance program that complies with all applicable international laws and regulations, including the U.S. FCPA, and similar international anti- corruption laws, including laws implementing European Union anti-corruption directives and the OECD and OAS conventions. The Swiss Post anti-corruption compliance program applies to all directors, officers and employees of Swiss Post Solutions, subsidiaries, affiliates, and joint ventures controlled by Swiss Post. Further, all third parties (including consultants, agents, representatives, distributors, suppliers, independent contractors, and sub- contractors) shall agree to be bound by this policy as a condition of doing business with Swiss Post. All entities bound by this policy are strictly forbidden from offering, paying, promising, or authorizing any bribe, kickback, payment, or other valuable consideration to any government official, directly or indirectly, to secure any contract, concession, or other favorable treatment for Swiss Post. The anti-corruption compliance policy all provides guidance for facilitation payments, interactions with government officials, reporting violations, asking questions, and implementing effective accounting and recordkeeping procedures. The Swiss Post anti-corruption compliance program consists of policies, procedures, internal controls and systems which include, but are not limited to: − Providing employees with a clear policy defining bribery and prohibiting it in any shape, manner, or form including public and commercial bribery − Defining foreign government officials, third parties, and associated corruption risks − Describing the FCPA and other relevant anti-corruption laws − Identifying red flags and associated risks − Holding employees accountable for disregarding or not reporting a red flag − Imposing prohibitions and restrictions for facilitation payments − Requiring business partner and third-party due diligence − Ensuring transparency in all business dealings (including those with government officials) − Providing guidance on anti-money laundering, lobbyists, charitable donations, influence of government officials in hiring decisions, and related risks − Requiring the maintenance of accurate records − Training and communication for anti-corruption prevention and detection − Annual anti-corruption training and certification of compliance with policies and procedures by all employees − Mechanisms for reporting of violations and requesting guidance Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 42

− Implementing a non-retaliation policy − Implementing associated policies, procedures, guidance, and prohibitions regarding: • Travel, Entertainment, and Gifts for Government Officials. − Guidance and restrictions when providing things of value to government officials including: how and when travel, entertainment, and gifts may be provided; limitations in size and value; documentation and prior approval; and avenues for seeking guidance. • Guidance for travel or lodging of government officials should include the following six points: 1. Travel is for a legitimate business purpose. 2. Expenses are reasonable. 3. No friends or family members are included in the travel. 4. No side trips to vacation sites or other non-business-related locales. 5. No per diem, petty cash, or travel expense reimbursement is provided to the official. 6. Prior approval from both Swiss Post Solutions and the government official's executive management and general counsel. • Influence of Government Officials in Swiss Post Hiring Decisions. • Currency Reporting Policy. − Guidance around country-specific currency reporting requirements and restrictions on how much currency one may carry into or out of the country, and similar restrictions when traveling in foreign countries. • Charitable Donations Policy. − Charitable donations may be a conduit for corrupt payments and guidance around when and how such donations may be made. • Negotiating with Government Officials. − Includes restrictions on verbal contracts, nonstandard agreements, side letters outside the four comers of the written contract, delayed billings, channel stuffing, vendor prepayments, prohibited transactions, and other transactions that are not transparent or within policy. • Relationships with Business Partners and Third Parties. − Guidance around using business partners, sales consultants, lobbyists, and other third parties including knowing their background, experience, expertise, and deliverables. Include guidance around listing the various red flags related to third parties, a requirement for vetting of third parties, requiring them to follow the Swiss Post's anti-corruption policies and ethical standards, and annual compliance certifications. Compliance with International Money Laundering and Terrorism Financing Laws Swiss Post is firmly committed to the international fight against money laundering and terrorism financing. Swiss Post is headquartered in Switzerland which is a member country of the Financial Action Task Force (FATF). Swiss Post fully complies with the local laws and regulations in all countries where Swiss Post operates and whenever a specific country element is involved in a foreign transaction. Swiss Post has developed and implemented a compliance program that incorporates the recommendations of the FATF and the laws and regulations of the United States and European Union concerning the fight against money laundering and terrorism financing. Swiss Post’s dedicated compliance program monitors, reviews, and updates all money Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 43

laundering and terrorism financing policies and procedures on an ongoing basis. Where a jurisdiction’s local laws and regulations impose higher restrictions than Swiss Post’s global compliance program, the requirements of the local laws and regulations will be met. The Swiss Post anti-money laundering and terrorism financing compliance program consists of policies, procedures, internal controls and systems which include, but are not limited to: − Ensuring day-to-day global compliance with all policies and procedures; − Identifying potential money laundering and terrorist financing risks that are related to Swiss Post activities; − Due diligence procedures on all new and existing clients; − Internal systems and procedures for monitoring and reporting suspicious transactions, shipments, and activities; − Analysis of suspicious transactions within a reasonable period of time and reporting of such transactions to the relevant authorities in accordance with a jurisdiction’s local laws and regulations; − Retention of relevant records; − Regular reports to senior management regarding matters of compliance; − Regular staff and senior management training and awareness; and − Implementation of effective oversight to assure compliance and correction in the event of non- compliance. Employee Signature: Date: Print Employee Name: Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 44

Appendix C: Key Contact Information Department / Service Phone # Website / E-Mail Front Desk HQ 212-204-0900 Human Resources 212-204-0994 Swiss Post Solutions’ LinkedIn Employee Relations 212-204-0937 [email protected] Staffing Needs/Call outs 212-204-0933 [email protected] Benefits 212-204-0936 [email protected] Employment Verification 800-367-5690 www.theworknumber.com, ID# 19852 Payroll 212-204-0991 [email protected] Paycom Issues 212-204-0935 [email protected] Cigna 866-494-2111 http://www.mycigna.com MetLife 800-438-6388 https://www.metlife.com/sps/ InfoArmor 800-789-2720 www.MyPrivacyArmor.com First Reliance 800-829-3177 http://www.firstrsl.com/ Guardian Life 212-598-8000 www.guardiananytime.com Principal 401K 800-986-3343 www.principal.com Ameriflex FSA Flexible Spending Account 856-631-1038 https://myameriflex.com Plum Benefits TransitChek ac0224350 (Access Code) www.plumbenefits.com NY Health & Racquet Club https://tams.transitchek.com/login.aspx Colonial Life 212-204-0936 www.nyhrc.com MetLaw Legal Plan [email protected] www.coloniallife.com The Hartford Christopher Manzi, 978-807-3233 www.Info.legalplans.com, Code: LEGAL20 Whistleblowers File an Online Claim 800-821-6400 [email protected] 800-327-3636 212-204-0753 Employee Handbook © Swiss Post Solutions, Inc. | Confidential & Proprietary | 45