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issuuEmployee Handbook

An Equal Opportunity Employer

issuu, Inc. February 20171

Table of Contents

Introduction

Welcome and Purpose Welcome Purpose

Working at issuu Equal Employment Opportunity Disability and Accommodation I-9 Immigration Reform Policy Employee Classification Employment at Will Open Door Policy

Employment Policies

Workplace Respect Non-Discrimination/Non-Harassment Harassment Defined Discrimination Defined What is Sexual Harassment? What to do if you have a complaint Disciplinary Action Drug-Free Workplace Prescription/Over-the-Counter Drugs Reasonable Suspicion / Accident Testing Testing results Searches and Workplace Security

Violence-Free Workplace

Time Away From Work Flexible Paid Time-Off Policy Time Off Guidelines Paid Sick Leave Policy Holidays Leaves of Absence Crime Victims Leave Domestic Violence Leave Jury Duty Witness Leave Military Leave Voting Leave School Visitation Leave Rehabilitation Leave Pregnancy Disability Leave (PDL) and Paid Parental Leave Policies

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Paid Parental Leave policy for new parents Abuse of Leave Policies

General Practices Confidential Information and Company Property Computer Usage Policy Conflicts of Interest Reimbursement Policy Guidelines Lodging Transportation Communication Per Diem Rates for Meals / Incidentals Travel Guidelines Trips Over 30 Days Getting Reimbursed Get Set Up on Expensify How to Send receipts into Expensify How to Create an Expense Reimbursement Report How to Match Receipts to your Credit Card Statement Improper Payment and Gifts Solicitations / Distributions / Bulletin Boards Personnel Records Performance Evaluations Attendance Meal Periods and Rest Breaks Meal Periods Waiver of Meal Period On Duty Meal Period Rest Breaks Expression of Breast Milk Pay Practices Time Record Regulations Phone Calls Devices Privacy Safety / On The Job Injuries On-The-Job Accidents Workers’ Compensation Smoke-Free Environment Dress Code

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Introduction

Welcome and Purpose

Welcome

It is a pleasure to welcome you as an employee to the issuu team! We believe that each of our employees contributes directly to the organization’s growth and success, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. We hope that your experience here will be challenging, enjoyable and rewarding. Again, welcome!

Purpose

This Handbook is designed to acquaint you with issuu and provide you with general information about working conditions, benefits, and policies affecting your employment. It is not intended to be comprehensive or address all the possible applications of, or exceptions to, the general policies and procedures described. Except for the policy of Employment-at-Will (which can only be modified by the CEO of the Company or its Board of Directors in a specific, written employment agreement), issuu may modify, add or delete any policies or benefits in its discretion, and will advise employees of any such changes, either by revising the Handbook or otherwise. Keep this handbook, become familiar with its contents, and do not hesitate to ask any questions you have about it or your employment in general.

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Working at issuu

Equal Employment Opportunity

We are committed to a diverse workforce and it is our policy and practice to provide equal employment opportunity to all individuals. We value all employees’ talents and support an environment that is inclusive and respectful. We are strongly committed to this policy, and believe in the concept and spirit of state and federal equal opportunity law. We are committed to ensuring that:

● All recruiting, hiring, training, promotion, compensation, and other employment related programs are provided fairly to all persons on an equal opportunity basis;

● Employment decisions are based on the principles of equal opportunity. All personnel actions such as compensation, benefits, transfers, training, discipline, termination and participation in social and recreational programs are administered without regard to any characteristic protected by state, federal or local law; and

● Employees and applicants will not be subjected to harassment, intimidation, threats, bullying, retaliation, coercion or discrimination because they have exercised any right protected by law.

We believe in and practice equal opportunity. All employees are responsible for supporting the concept of equal opportunity and diversity and assisting our Company in meeting its objectives.

Disability and Accommodation

In accordance with state and federal law, the Company will make reasonable accommodations if you have a disability that impacts your ability to perform the essential functions of your job. All employees must be able to properly perform all essential functions of their job with or without reasonable accommodation that does not cause undue hardship to the Company. If you have a disability that affects your ability to work and you need an accommodation, you must discuss your circumstances with your manager or Human Resources as soon as you are aware of your disability and the need for accommodation. Employees will not be discriminated against or retaliated against for requesting that the Company make reasonable accommodations to allow them to perform the essential functions of their job.

I-9 Immigration Reform Policy

issuu complies with the Immigration Reform and Control Act of 1986 by employing only United States citizens and non-citizens who are legally authorized to work in the United States. All applicants are asked on or before their first day of employment to provide original documents verifying the legal right to work in the United States and to sign a verification form required by

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federal law (INS Form I-9). If an individual cannot verify his/her right to work within three days of hire, issuu must rescind its offer of employment.

Employee Classification

Employees are classified as either exempt or non-exempt for pay administration purposes, as determined by the federal Fair Labor Standards Act (FLSA) and California law. The definitions of the most common worker classification categories can be summarized as follows: Exempt​: Management, supervisory, professional, sales and certain computer professionals and administrative employees, whose positions meet FLSA and California standards, are exempt from overtime pay requirements. Non-exempt​: Employees whose positions do not meet the FLSA and California exemption standards are eligible for overtime pay. Employees classified as non-exempt generally work in non-supervisory, non-professional or non-administrative capacities. Overtime work, however, is prohibited without specific, written supervisor authorization in advance. Off-the-clock work is strictly prohibited and grounds for discipline up to and including termination of employment. In addition, each employee’s status is defined as one of the following: Full-time​: Employees who are regularly scheduled to work a minimum of 30 hours per week are considered to be full-time. Such full-time employees are eligible for benefits after applicable requirements for length of service have been met, along with any other criteria specific to the benefit plan provider. Part-time​: Employees scheduled to work less than 30 hours per week are considered to be part-time. Employees who work less than 30 hours per week, or who work on a temporary project basis, will receive all legally mandated benefits (such as workers’ compensation and Social Security benefits), but are not eligible for other benefit programs. Temporary​: Temporary employees are those engaged to work either part-time or full-time on issuu’s payroll, but have been hired with the understanding that their employment will be terminated no later than upon their completion of a specific assignment. Such employees may be either “exempt” or “non-exempt” but are not eligible for issuu’s benefits except as mandated by law. Independent Contractors​: Consultants, freelancers or independent contractors are not employees of issuu. The distinction between employees and independent contractors is important because employees may be entitled to participate in the Company’s benefits programs, while independent contractors are not. In addition, issuu is not required to withhold income taxes, withhold and pay Social Security and Medicare taxes, or pay unemployment tax on payments made to an independent contractor.

Employment at Will

issuu and its employees share a working relationship defined as “Employment-at-Will.” Simply stated, employment-at-will means that in the absence of a specific written employment

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agreement signed by the CEO or Board of Directors, you are free to resign at any time, and the Company reserves the right to terminate your employment for any reason (which does not violate any applicable law) with or without cause or prior notice. If you wish to resign, you are requested to notify your supervisor of your last day. Of course, as much notice as possible, generally two-weeks’ notice, is appreciated.

Open Door Policy

You are encouraged to discuss any questions you may have regarding Company policies and programs or any concerns you may have, with your Manager or Human Resources. These discussions should help you to understand your job better and to help the Company clearly understand your concerns. Our objective is to listen, discuss and resolve problems, complaints or questions, but we can only do so if they are brought to our attention.

Employment Policies

Workplace Respect

issuu expects all employees to create an atmosphere free of discrimination and harassment, and to respect the rights of their coworkers. In the event an employee experiences any job-related discrimination or harassment based on race, color, creed, ethnicity, sex, gender (including gender nonconformity and status as a transgender or transsexual individual), religion, marital status, age, national origin or ancestry, physical or mental disability, citizenship, past, current or prospective service in the uniformed services, genetic information, medical condition including cancer and genetic characteristics, sexual orientation, gender identification, or any other protected classes, characteristic, or consideration made unlawful under applicable federal, state, or local laws, or believe they have been treated in an unlawful, discriminatory manner or have been unlawfully harassed, they should promptly report the incident, either orally or in writing, in accordance with issuu’s Non-Discrimination/Non-Harassment policy below. If an employee believes it inappropriate to discuss the matter with their manager, it should be directly reported to Human Resources or the CEO. Once made aware of your complaint, issuu is committed to commence a thorough investigation of the allegations. Complaints will be kept confidential to the extent possible. If, at the completion of an investigation, issuu determines that an employee’s behavior was discriminatory or harassing in nature, appropriate disciplinary action will be taken against the offending employee. issuu prohibits any form of retaliation against any employee for filing a bona fide complaint under this or the following policy, or for assisting in the complaint investigation. However, if, after investigating any complaint of unlawful discrimination or harassment, issuu determines that an employee intentionally provided false information regarding the complaint, disciplinary action will be taken against the one who gave the false information.

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