U.S.

Employee Handbook

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 Table of Contents

WELCOME! 6
ABOUT THIS HANDBOOK 7
GENERAL EMPLOYMENT POLICIES 8
AT-WILL EMPLOYMENT 8
EQUAL EMPLOYMENT OPPORTUNITY 8
IMMIGRATION REFORM AND CONTROL ACT 9
PERFORMANCE EVALUATIONS 9
PERFORMANCE MANAGEMENT PHILOSOPHY 9
POLICY AGAINST HARASSMENT 9
HARASSMENT DEFINED 10
REPORTING, INVESTIGATION AND DISCIPLINE 11
ENFORCEMENT PROCEDURE FOR CALIFORNIA EMPLOYEES 11
CERTAIN RELATIONSHIPS BY PERSONS IN AUTHORITY POLICY 12
EMPLOYEE BENEFITS 13
PAID DISCRETIONARY TIME OFF (“DTO”) 13
SICK TIME OFF (“STO”) 14
EMPLOYEE LEAVES OF ABSENCE POLICIES 15
GENERAL PROVISIONS 16
FAMILY AND MEDICAL LEAVE ACT (FMLA) AND CALIFORNIA FAMILY RIGHTS ACT (CFRA) POLICIES 16
ELIGIBILITY 17
QUALIFYING REASONS FOR LEAVE 17
REQUEST FOR LEAVE 17
INTERMITTENT LEAVE OR REDUCED WORK SCHEDULE 18
COMPENSATION DURING LEAVE 18
BENEFITS COVERAGE DURING LEAVE 19
JOB RESTORATION 19
CALIFORNIA FAMILY RIGHTS ACT (CFRA) 19

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PREGNANCY DISABILITY LAW (CALIFORNIA ONLY) 19
DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING LEAVE AND ACCOMMODATION 20
DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING LEAVE FOR TREATMENT 21
OTHER LEAVES 22
NON-FMLA/CFRA MEDICAL LEAVE 22
PAID PARENTAL LEAVE 22
ELIGIBILITY 22
BEREAVEMENT TIME OFF 22
MILITARY LEAVE (ACTIVE AND RESERVE SERVICE) 23
PERSONAL LEAVE 24
JURY DUTY LEAVE 24
VOTING TIME 24
OTHER TIME OFF 25
WORKERS COMPENSATION 25
LACTATION ACCOMMODATIONS 25
RESIGNATION 26
EXIT INTERVIEWS 26
RETURN OF COMPANY PROPERTY 26
CONDUCT & STANDARDS POLICIES 26
BUSINESS CONDUCT AND ETHICS 26
PROHIBITED CONDUCT 27
CONDUCTING PERSONAL BUSINESS 27
CONFIDENTIAL INFORMATION POLICY 28
NEWS MEDIA CONTACTS 28
OFF DUTY CONDUCT 28
ATTENDANCE & PUNCTUALITY 28
OTHER EMPLOYMENT 29
PUBLIC EXPRESSION OF PERSONAL VIEWS POLICY 29
POLITICAL ACTIVITY 29
SOCIAL MEDIA POLICY 29
EMPLOYEE ACCESS TO SOCIAL NETWORKING / MEDIA WEBSITES FOR WORK-RELATED PURPOSES 29
EMPLOYEE ACCESS TO SOCIAL NETWORKING / MEDIA WEBSITES FOR ON PERSONAL TIME 30
WHISTLEBLOWER POLICY 31
WHO IS PROTECTED? 31
WHAT IS A WHISTLEBLOWER? 31
PROTECTIONS AFFORDED TO WHISTLEBLOWERS 31
EXAMPLES OF IMPROPER CONDUCT 32
HOW TO REPORT IMPROPER CONDUCT 32
AFFIRMATIVE ACTION POLICY 32
REAFFIRMING THE COMPANY’S COMMITMENT TO EQUAL OPPORTUNITY 32
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EQUAL EMPLOYMENT OPPORTUNITY FOR PERSONS WITH DISABILITIES 33
EQUAL EMPLOYMENT OPPORTUNITY FOR MILITARY VETERANS 33
ACCESS AND ACCOMMODATION FOR PERSONS WITH DISABILITIES POLICY 34
OPERATIONS POLICIES 34
OPEN DOOR POLICY 34
PROTECTION AGAINST RETALIATION 35
BACKGROUND CHECK POLICY 35
APPLICABILITY 35
POLICY 35
ACCESS TO PERSONNEL FILES 36
ELECTRONIC MAIL AND INTERNET POLICY 36
GUIDELINES 36
COMPUTER USAGE AND SECURITY 38
INSPECTION OF COMPANY PROPERTY AND ELECTRONIC SYSTEMS POLICY 38
CELL PHONE USE POLICY 39
EMPLOYMENT CATEGORIES 39
EXEMPT EMPLOYEES 39
NON-EXEMPT EMPLOYEES 39
PAY POLICIES 39
EMPLOYEE PAY DATES 39
EMPLOYEE STATUS 39
WORKWEEKS, WORKDAYS, AND PAYDAYS 40
RECORD OF HOURS WORKED (NON-EXEMPT EMPLOYEES) 40
OVERTIME COMPENSATION FOR NON-EXEMPT EMPLOYEES 40
REST AND MEAL PERIODS 41
EMPLOYEE BUSINESS EXPENSE POLICY 41
RESPONSIBILITIES 42
AIRLINE TRANSPORTATION 43
GROUND TRANSPORATION 43
HOTELS 44
MEALS WHILE ON TRAVEL 45
INCIDENTAL EXPENSES 45
PERSONAL ACTIVIES IN CONJUNCTION WITH BUSINESS TRAVEL 46
ENTERTAINMENT 46
OTHER EVENTS 46
GIFTS 47
NON-EMPLOYEE TRAVEL AND EXPENSES 47
HOME EXPENDITURES AND ELECTRONIC APPARATUS 47

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ALCOHOL ABUSE, DRUG- AND CONTROLLED SUBSTANCE-FREE WORKPLACE 48
EMPLOYEE ASSISTANCE 48
WORK RULES 48
INSPECTIONS 49
REQUIRED TESTING 49
EMPLOYEES ARE SUBJECT TO TESTING BASED ON (BUT NOT LIMITED TO) OBSERVATIONS BY AT LEAST TWO MEMBERS OF MANAGEMENT OF APPARENT
WORKPLACE USE, POSSESSION OR IMPAIRMENT. HR SHOULD BE CONSULTED BEFORE SENDING AN EMPLOYEE FOR TESTING. 49
CONSEQUENCES 49
CRIMES INVOLVING ILLEGAL DRUGS OR CONTROLLED SUBSTANCES 49
AUTHORIZED USE OF ALCOHOL 50
INDIVIDUAL STATE MARIJUANA LAWS 50
HOLIDAYS 50
EMERGENCY OFFICE/FACILITY CLOSURE POLICY 51
DEFINITIONS 51
ADDITIONAL CLOSURE INFORMATION 51
REFERENCES 52
SOLICITATION AND DISTRIBUTION POLICY 52
SAFETY POLICIES 53
ACCIDENT PREVENTION 53
WORKPLACE VIOLENCE PREVENTION POLICY 53
ACCIDENT PREVENTION PROGRAM POLICY 54
TEMPORARY MODIFIED DUTY/RETURN-TO-WORK POLICY 54
STATE-SPECIFIC APPENDICES 55
STATE OF ILLINOIS 56
LEAVES OF ABSENCE 56
SICK DAYS 56
Pregnancy Accommodations 56
Leave for Victims of Domestic or Sexual Violence 57
Family Military Leave Act 58
School Visitation Leave 59
Voluntary Emergency Workers Leave 59
STATE OF MARYLAND 59
LEAVES OF ABSENCE 59
Reasonable Accommodation for Disabilities Due to Pregnancy 59
Unpaid Parental Leave 60
STATE OF MASSACHUETTS 61
LEAVES OF ABSENCE 61
Earned Sick Time Policy 61
Parental Leave 62
Domestic Abuse Leave 62
Small Necessities Leave 64
STATE OF MICHIGAN 64
LEAVES OF ABSENCE 64
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Victims of Crime 64
STATE OF NEW JERSEY 65
LEAVES OF ABSENCE 65
Paid Sick Time 65
STATE OF NEW YORK 67
LEAVES OF ABSENCE 67
Blood Donation Leave 67
Bone Marrow Donation Leave 67
Family Military Leave 67
Paid Family Leave 67
Jury Duty Leave 69
ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOK 70

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 WELCOME!

Welcome to Druva!

At Druva - we are changing the world by making it simple, secure, and seamless to protect and manage
data at scale. Druva is the market-leading SaaS Data Management and Protection platform, built on AWS,
that provides cloud backup and archival, cyber resilience, cloud disaster recovery (DR) and workload
mobility, governance and compliance while solving the increasing cost of data management by
leveraging the agility and economics of public cloud.

As part of a team of dedicated professionals who are committed to understanding and connecting with
our customers in order to provide quality products and services, you have an opportunity to make a
substantial contribution to our company and your career! We are changing the world when it comes to
cloud-enabled data protection and management and we are delighted you want to help us accelerate
that change.

We consider our employees to be our most valuable resource and we are committed to providing a
collaborative, innovative and respectful workplace. We believe the best ideas come from people who
enjoy their work, and our goal is to create an environment where it is easy for people to love what they
do!

Each person’s job is critical to the success of Druva. We want to motivate you to do your best to
understand, connect with and design for our customers so that we can build, sell, and support the best
products and services for cloud-enabled data protection and management on the market. This
Handbook will help orient you to Druva, with details about the benefits, responsibilities, and obligations
that are part of your employment relationship with our Company.

Growth is part of a constantly changing world, and it plays a role in this Handbook, too. You can
help us keep pace with issues that concern you by sending constructive suggestions when
you feel they’re appropriate to ushr@druva.com. We will consider every suggestion and commit to
implement as many of your ideas on how to make Druva a better place to work as we can. Our doors are
always open for ideas on how we can improve; whether that be improving the customer experience or
the employee experience. At the end of the day, it builds a great company and that is what we are doing
here at Druva. Good luck and welcome aboard!

Sincerely,

Jaspreet Singh
Founder & CEO

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 ABOUT THIS HANDBOOK

We are delighted that you have chosen to join Druva and hope for a pleasant, mutually rewarding
relationship.

This Handbook is designed to assist employees and managers in creating and maintaining a work
environment consistent with Druva’s values and applies to all employees. It is intended to provide you
with an overview of the Company’s policies and benefits and to familiarize you with your obligations and
responsibilities.

This Handbook is not intended to be construed as a contract or otherwise to create any legally
enforceable obligations on the part of the Company. Rather, it informs you of some of Druva’s general
policies, programs and benefits presently in effect, some of the things that are expected of you as an
employee, and about many matters that effect your employment. All employees are expected to read
and comply with the provisions of this Handbook. Please read it carefully.

From time to time, circumstances will require that the policies, practices and benefits described in this
Handbook be changed. Accordingly, other than the at-will policy set forth in the next section, which
cannot be changed except by a written agreement signed by you and the Chief People Office (the “CPO”)
or designate, the Company reserves the right to change, add to or eliminate any of the policies described
in this Handbook at any time, with or without advance notice to you. When new policies are added, or
existing policies and procedures are changed, the most recent policy shall prevail and govern any new
action taken.

To the extent that the terms and benefits of your employment are covered by a written employment
agreement signed by both you and the CPO or designate, the terms and benefits of your written
employment agreement will prevail over any conflicting policies or benefits contained in this Handbook.

Please keep this Handbook readily available and, where applicable, review updated material promptly. If
you have any questions regarding policies, or in the event a situation arises in which the application of a
policy is unclear, please contact Human Resources or the Legal Department for clarification and
assistance.

This Handbook supersedes any and all prior handbooks or policies, whether oral or written. It remains
the property of the Company.

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 GENERAL EMPLOYMENT POLICIES
At-Will Employment
Throughout the course of your employment with the Company, you are free to end your employment
relationship with the Company at any time, for any reason, with or without notice, and the Company has
the same right. This is called “employment at-will” and no one other than the CPO or designate has the
authority to alter this arrangement, to enter into an agreement for employment for a specified period of
time, or to make any agreement concerning the terms of your employment that is contrary to this policy.
The at-will relationship includes the right to hire, transfer, promote, reclassify, layoff, discipline or change
any term or condition of employment at any time, with or without cause or advance notice.
Furthermore, any agreement for employment on any basis other than at-will employment must be in
writing and signed by both you and the CPO or designate.

Equal Employment Opportunity

It is the Company's policy to provide equal employment opportunity for all applicants and employees in
recruiting, hiring, promotion, compensation and professional development practices. The Company does
not unlawfully discriminate on the basis of race, color, religion (including religious dress and grooming
practices), sex/gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sex
stereotypes, gender identity/gender expression/transgender (including whether or not you are
transitioning or have transitioned), sexual orientation, national origin (including language use restrictions
and possession of a driver's license issued to persons unable to prove their presence in the United States
is authorized under federal law [Vehicle Code section 12801.9]), ancestry, genetic
information/characteristics, citizenship, age (40 and over), physical or mental disability, legally protected
medical condition or information, family care status, military status, veteran status, marital status,
domestic partner status, , or any other basis protected by local, state, or federal laws. When necessary
and in compliance with applicable law, the Company also makes reasonable accommodations for disabled
employees, including without limitation for pregnant employees who request an accommodation for
pregnancy, childbirth, or related medical conditions.

The Company prohibits sexual harassment and the harassment of any individual on any of the other bases
listed above. For information about the types of conduct that constitute impermissible harassment, the
Company's internal procedures for addressing complaints of harassment, and the legal remedies available
through and complaint procedures of the appropriate state and federal agencies and directions on how to
contact these agencies, please refer to the Company's Policy Against Harassment located in this
Handbook.

The Company also prohibits discrimination, harassment, disrespectful or unprofessional conduct based on
the perception that anyone has any of those characteristics or is associated with a person who has or is
perceived as having any of those characteristics.

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The Company will not tolerate any retaliation against any employee or applicant who complains of
discrimination or harassment or assists in any investigation of potential harassment or discrimination. It
is the responsibility of every manager and employee to conscientiously follow this policy. Any employee
with questions regarding this policy should discuss them with Human Resources.

Immigration Reform and Control Act

Under the provisions of the Immigration Reform and Control Act of 1986, all employees must provide at
the time of hire proof both of their identity and their authorization to work in the United States. I-9
attestation forms are to be completed and signed by the new hire verifying identity and work
authorization.

All applicants will be considered for open positions regardless of national origin and citizenship status in
accordance with the provisions of the Immigration Reform and Control Act of 1986 and all regulations
promulgated thereunder.

The Company will strictly enforce this policy, and all employees are expected to cooperate in ensuring
that violations of the policy do not occur.

Performance Evaluations

Performance Management Philosophy

Each employee will receive periodic Performance Evaluations conducted by his or her supervisor.
Performance Evaluations are conducted semi-annually regardless of employees start date. The frequency
of Performance Evaluations may vary depending upon length of service, job position, past performance,
changes in job duties, or recurring performance problems.

Your Performance Evaluations may review factors such as the quality and quantity of the work you
perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others.
The Performance Evaluations are intended to make you aware of your progress, areas for improvement,
and objectives or goals for future work performance. Favorable Performance Evaluations do not
guarantee increases in salary or promotions. Salary increases, and promotions, are solely within the
discretion of the Company and depend upon many factors in addition to performance. After the review,
you will be required to sign the evaluation report simply to acknowledge that it has been presented to
you, that you have discussed it with your supervisor, and that you are aware of its contents.

Policy Against Harassment

The Company is committed to providing a workplace that is free from sexual harassment as well as
unlawful harassment based on race, color, religion (including religious dress and grooming practices),
sex/gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sex
stereotypes, gender identity/gender expression/transgender (including whether or not you are

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transitioning or have transitioned), sexual orientation, national origin (including language use restrictions
and possession of a driver's license issued to persons unable to prove their presence in the United States
is authorized under federal law [Vehicle Code section 12801.9]), ancestry, genetic
information/characteristics, citizenship, age (40 and over), physical or mental disability, legally protected
medical condition or information, family care status, military status, veteran status, marital status,
domestic partner status, , or any other basis protected by local, state, or federal laws.

In keeping with this commitment, the Company maintains a strict policy prohibiting unlawful harassment,
including sexual harassment. This policy applies to all employees, including supervisors and
non-supervisory employees, and to all Company officers, independent contractors, vendors, third parties
doing business with the Company, and applicants to the Company. This policy also applies to conduct on
or off Company property and to conduct at Company or third-party sponsored events. Furthermore, this
policy prohibits harassment in any form, including without limitation verbal, physical, and visual
harassment.

Harassment Defined

Harassment is unwelcome conduct that creates an intimidating, hostile, or offensive working

environment or that interferes with work performance. Such conduct constitutes harassment when:

1) submission to such conduct is made an explicit or implicit term of employment;

2) submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such individuals; or
3) such conduct has the purpose or effect of substantially interfering with an individual's work
performance or creating an intimidating, hostile or offensive working environment.

A hostile work environment exists if the harassing conduct is sufficiently severe and pervasive.
By way of example, all of the following types of conduct are prohibited at the Company:

● VERBAL CONDUCT relating to any protected characteristic including epithets, derogatory

comments, slurs, jokes, comments about an individual's body or dress, and sexual invitations
or comments; or

● VISUAL CONDUCT relating to any protected characteristic including derogatory cartoons,

pictures, photographs, drawings, or gestures; or

● PHYSICAL CONDUCT such as assault, blocking normal movement, or interference with work
directed at an individual because of his or her sex or other protected basis; or

● THREATS AND DEMANDS to submit to sexual requests in order to keep a job or avoid some
other loss, and offers of job benefits in return for sexual favors; or

● RETALIATION for having reported harassment.

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In addition, the circulation or posting, including by email or blogging, or viewing on Company computers
of written or graphic materials that reflect negatively upon an individual’s protected status is also
prohibited, even if such conduct is not sufficiently severe or pervasive to constitute unlawful
harassment.

Reporting, Investigation and Discipline

If you believe that you or any other employee has been harassed, you must promptly report that fact to
Human Resources. If, for any reason, you are uncomfortable speaking to Human Resources, you may also
make your complaint to your supervisor or any supervisor. Anyone in a supervisory position who observes
or otherwise learns of harassing conduct must immediately inform Human Resources.

All reported complaints of harassment and discrimination will be promptly and thoroughly investigated by
the Company. The Company recognizes that every investigation requires a determination based on all the
facts in the matter. The Company also recognizes the serious impact a false accusation can have.

The Company will conduct all investigations in a discreet manner. All information disclosed during the
course of the investigation will remain confidential, except to the extent reasonably necessary to conduct
the investigation and take any remedial action, or as required by law. The Company may exercise its
discretion to effectuate certain interim measures, such as a suspension, leave of absence or a transfer,
while the investigation proceeds. At the conclusion of the investigation, if the Company determines a
policy violation has occurred, it may, at its sole discretion, take effective remedial action, up to and
including unpaid suspension or termination.

Because the Company is committed to avoiding even the appearance of impropriety with respect to
harassment, it may take corrective action with any Company individual for inappropriate conduct learned
during the course of any investigation, regardless of whether the conduct amounts to a violation of law or
even a violation of this policy. If the person who engaged in harassment is not employed by the Company,
then the Company will take whatever corrective action is reasonable and appropriate under the
circumstances.

All parties contacted in the course of such investigation will be notified that the Company will not tolerate
retaliation in any form against any employee who believes in good faith that harassment has occurred and
reports such conduct or who truthfully cooperates with a harassment investigation. Any Company
individual who violates this policy may be personally liable for his or her actions. Depending on the
circumstances, the Company may or may not provide legal representation to Company individuals
accused of harassment.

Enforcement Procedure for California Employees

California employees may also direct complaints of harassment, discrimination, or retaliation to the
California Department of Fair Employment and Housing (“DFEH”). The DFEH may be contacted through
their website at http://www.dfeh.ca.gov/ or at (800) 884-1684 or (800) 700-2320 (videophone for the
deaf) or by email to contact.center@dfeh.ca.gov.

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Employees in other states and in California may also contact the Federal Equal Employment Opportunity
Commission (“EEOC”), which has the authority to conduct investigations of the facts and to award relief in
meritorious cases. The EEOC may be contacted through their website at http://www.eeoc.gov/ or at
1-800-669-4000 or 1-800-669-6820 (TTY).

Certain Relationships by Persons in Authority Policy

Certain romantic or sexual relationships may arise in circumstances that involve an inherent conflict of
interest and present a recognized potential for sexual harassment/discrimination, or charges thereof.
Those include relationships in which the following circumstances co-exist:

1) A romantic or sexual relationship between two members of the Company, and one person in that
relationship has actual or apparent authority to supervise, evaluate, or make decision(s) or
recommendation(s) regarding the other person in respect to the other person’s employment, or
as to his or her advancement, participation, benefits or privileges in connection with or relating
thereto. Romantic or sexual relationships in those circumstances are recognized to entail an
inherent conflict of interest. Continuation of such can result in irreparable injury and may give rise
to serious legal and financial consequences for both the Company and for the participants.
2) Such relationships involve heightened risks because of known potential for (a) claims that a quid
pro quo (“this for that”) exchange was required or was implicit, and (b) claims that the Company
has legal responsibility for quid pro quo acts of the supervisory-person even though no one in the
Company (other than the participants) had any knowledge or notice of the romantic nature of the
relationship. An employer can be held strictly liable for its supervisor’s quid pro quo harassment
of an employee even though the only persons in the company having actual knowledge or notice
of the relationship were the two persons who were intimately involved.
3) The power of persons in authority greatly restricts the freedom of subordinate employees to
reject romantic or sexual advances. Typically, authority to give or withhold rewards such as
evaluations, advancements, and recommendations limits the extent to which a romantic or sexual
relationship between individuals can be considered consensual. Even if a subordinate employee
does not appear to object to participation in the relationship, this does not mean that the
individual welcomes (or will continue to welcome) the relationship. Romances sometimes end
and, in circumstances in which a power imbalance exists, the person having authority may
become highly vulnerable to exaggerated accusations, especially in a factual dispute between the
participants as to whether quid pro quo consideration was required or implied. Moreover, a third
party may claim that the participant in a consenting relationship unduly received preferential
treatment and may file a complaint of discrimination against the person having power or
authority. This policy seeks to avoid or minimize those risks and concerns.

If and when those stated circumstances co-exist, regardless of which occurs first, the person in position of
authority is required to do the following forthwith: (1) discontinue exercising any authority over the other
person; (2) report the relevant facts to his or her own supervisor; and (3) confer with his/her own
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supervisor with respect to transfer of that authority to another. Prompt action is required in fulfilling
these mandatory requirements.

If the person in authority fails to fully or timely comply with these requirements, he or she will have
violated this policy and will be subject to disciplinary sanctions, up to and including termination. This
policy has Company-wide application to all positions.

Relationship of this Policy to the Harassment and Discrimination Policy

A consensual, romantic relationship does not necessarily include or entail the elements of sexual
harassment. Indeed, an essential element of sexual harassment is that the sexual conduct was not
welcomed. One purpose of the present policy is to head-off and deter high-risk relationships which can
give rise to accusations of the quid pro quo form of sexual harassment. Accordingly, this policy is not
considered as an amendment to the Company’s harassment and discrimination policy but as preventative
and as complementary to the harassment policy.

Employee Benefits
The Company provides benefits programs for eligible employees. The Company reserves the right,
subject to legal requirements, to add to, modify, or delete benefits it offers at any time in its sole
discretion. If there is any discrepancy between the description of any benefit plan or program contained
in this Handbook and the description contained in the Summary Plan Description (SPD) or other plan
documents describing these benefits, if any, the description contained in the SPD or plan documents shall
prevail.

The Company currently offers group insurance, including medical and dental insurance, to eligible
employees and their dependents. The benefits levels are determined annually. These provisions are
subject to change.

Employees working more 30 or more hours per week will generally be eligible to take part in medical
insurance programs (subject to the requirements and conditions of the applicable benefits providers). If
you are eligible for insurance coverage, you will be provided a separate booklet that will explain in detail
our group insurance program. All questions regarding the insurance program should be addressed to the
CPO or designate.

Paid Discretionary Time Off (“DTO”)

The Company encourages an environment where professionals have the flexibility to get their work
accomplished within the concept of full-time employment. The Discretionary Time Off Policy applies to
all employees who qualify for Company-sponsored benefits.

Unlike many employers with formal paid vacation policies, the Company has no formal policy regarding
pay during absences from work for exempt (salaried) and non-exempt (hourly) employees. As a result,
the Company’s benefit-eligible, exempt and non-exempt employees do not accrue vacation pay or other
paid time off.

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All employees with 90 days of continuous service are considered eligible under this policy. This policy
applies to eligible employees’ planned absences not related to the Family and Medical Leave Act (FMLA),
short- or long-term disability, military leave, or jury duty.

It is up to you and your manager to make certain you are providing a fair amount of work in exchange for
the compensation you receive. It is also important that you meet work related commitments and other
time requirements of your job, as well as be accessible to your manager, your co-workers, and Company
customers, as appropriate.

Under this policy, exempt employees are expected to:

● Recognize that the Company values all employees’ contributions and are committed to
communicating with our team members in advance when scheduling an absence or notifying
the appropriate team member before the start of the workday when an unscheduled absence
occurs.
● Understand that due to staffing needs, there may be times when not all leave requests can be
honored. Advance requests are still subject to appropriate approval.
● Meet all established goals despite the absences.
● Take ownership for getting the job done.

If an eligible employee is unable to meet the expectations outlined above, or if gross abuse of DTO is
observed, or if your job performance is suffering as a result of excessive time off, you shall be counseled
by the Company; however, the Company reserves the right to deny a DTO request and/or take disciplinary
action up to and including termination.

This policy does not apply to sick time or leaves of absence due under the FMLA. This policy also does
not apply to eligible employees requesting military leave.

Advance notice of time off from work, whenever possible, is needed to ensure ongoing operations and
requires manager approval. Employees looking for extended time off (e.g., requests beyond two weeks in
length) will need to obtain additional written approval from Executive Management. Approved time away
from the office under the DTO policy is paid at the employee’s regular salaried rate.

In order to avoid any miscommunications on your employment status with the Company, you must notify
and obtain approval from your manager of your request for time off with as much notice as practicable,
by submitting the request through ADP Workforce Now, to allow for scheduling and tracking for business
purposes.

If you fail to return to work as scheduled following approved DTO, without obtaining your manager’s (or
Executive Management, if required) approval for an extension, you will be considered to have abandoned
your job and voluntarily resigned.

This Policy can be modified, discontinued or replaced at any time at the sole discretion of the Company.

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Sick Time Off (“STO”)
All employees are subject to this policy and will receive an annual allotment of forty (40) hours of paid
Sick Time Off (“STO”) each January 1st (or the minimum amount required by local employment law,
whichever is greater). Unused STO balances do NOT ‘carry over’ from year-to-year. In addition, any
unused STO balance will not be paid out upon termination.

Sick Time Off may be used when the employee is (a) ill, injured, or receiving medical care or treatment; or
(b) caring for a family member defined to include a child, parent, spouse, grandparent (including a spouse
or domestic partner of a grandparent), grandchild, sibling, or domestic partner, when that person is ill,
injured or receiving medical care or treatment. Employees who are absent for more than three
consecutive days will need to provide the Company with a doctor’s certificate confirming (a) their need
for STO, or (b) their need to use STO for the care of another.

Employees who are taking STO (whether paid or unpaid) must inform their managers no later than the
time such employee is scheduled to start work that day. Employees are also required to report STO
through ADP Workforce Now employee portal within 24 hours of the absence, unless doing so is not
reasonably possible; in which case, employees are required to report the absence as soon as reasonably
possible. This is also the place where you will always have access to your up-to-date available STO.

Any STO taken will be paid at the employee’s regular (full- or part-time) salary; however, any STO taken in
excess of an employee’s STO balance will be unpaid. An employee who has used up his/her STO balance
may be eligible for short- and/or long-term disability benefits pursuant to separate disability policies.

If an employee fails to return to work following his or her use of STO without his/her manager’s approval
for an extension, the employee will be considered to have abandoned his/her job and voluntarily
resigned.

If you are hospitalized or out sick for more than seven calendar days for an injury or illness that is not
work-related, you should apply for State Disability Insurance (SDI) benefits Human Resources can direct
you to the state website where you will need to apply for SDI, but it is your responsibility to make the
application. You must send your Notice of Disability Benefits Received to Human Resources.

NOTE for Temporary Hires and Interns: Exempt employees hired during the calendar year and working a
minimum of 24 hours/week or on a temporary assignment, will receive the annual allotment on their first
day of employment; however, use of STO is only available after an employee has completed 90 days of
employment. Any STO taken prior to completion of 90 days will be unpaid.

This Policy can be modified, discontinued or replaced at any time at the sole discretion of the Company.

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Employee Leaves of Absence Policies
It is the Company’s policy to comply fully with all legal obligations pertaining to leave. Leave provisions
that are now or may in the future become available include leave pursuant to the Federal Family and
Medical Leave Act and/or the California Family Rights Act, Pregnancy Disability Leave, military leave
pursuant to the Uniformed Services Employment and Reemployment Rights Act and state law, time off to
vote, leave to serve as a witness, leave under the California Victims of Domestic Violence Employment

Leave Act, organ and bone marrow donor leave, and leave to participate in children’s’ school activities.
This is not an exhaustive list of the leaves that may be or become available to employees. To learn more
about these leaves, or for information about leaves of absence in states other than California, please
contact Human Resources.

Leaves of absence are normally unpaid. Under California law, California employees may be entitled to
receive wage replacement for leave time if you qualify state-run for Paid Family Leave (PFL) or state
Short-Term Disability (SDI) benefits. Keep in mind that any payment you receive from the Company
during your leave will offset amounts paid to you under PFL and/or SDI. You may contact Human
Resources for more information regarding your eligibility for PFL or SDI benefits.

At the end of any leave of absence, the Company will comply with all legal requirements with regard to
reinstatement or reemployment. Inability or refusal to return when a leave of absence expires may be
considered a voluntary resignation

General Provisions

Employees may, on occasion, require time off from work for certain reasons, such as family, medical,
personal, or military service needs. The Company recognizes these needs and may allow time off in
compliance with applicable state and federal laws regarding family, medical, military and other leaves.
The Company also may grant a personal leave or other leave not required by law, in its sole discretion and
consistent with business needs. Reinstatement of employment is not guaranteed following a leave of
absence except as required by law. State and federal laws can become complicated; therefore, if you are
anticipating any type of leave of absence, please contact Human Resources as soon as possible.

A leave request is made by submitting a request, along with any required documentation, to Human
Resources at least 30 days before the leave is to commence. If this notice is not possible, the request
should be submitted as soon as practicable.

Failure to provide required documentation, such as certification, recertification, or release to return to

work, in a timely manner may result in denial of leave, delay of leave commencement, denial of job
restoration or other disciplinary action, up to and including termination of employment. If you are

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granted a leave, you must comply with the terms and conditions of the leave, including keeping in touch
with Human Resources or your supervisor during the leave and giving prompt notice if there is any
change in the return date. If you do not return to work as scheduled, if you do not receive written
approval to extend your leave, or if the circumstances surrounding your leave change and you do not
notify Human Resources or your supervisor accordingly, you may be considered to have voluntarily
abandoned your job and your employment may be terminated.

Family and Medical Leave Act (FMLA) And California Family Rights Act
(CFRA) Policies
The Company will grant up to 12 work weeks* of family and medical leave to eligible employees during
any leave year. A leave year is a rolling 12-month period measured backward from the date the employee
uses any FMLA/CFRA leave. Generally, FMLA and CFRA run concurrently, but there are exceptions in the
cases of pregnancy disability leave and leave for the serious health condition of a registered domestic
partner or same-sex spouse. In almost all cases, an employee returning from leave will be entitled to the
position the employee held prior to commencement of the leave, or to an equivalent position with
equivalent terms and conditions of employment. Employees who are not eligible for FMLA/CFRA leave
but who request leave for family and medical reasons should reference the Non-FMLA medical leave
below. In situations not covered by these provisions, the Company will review business considerations
and the individual circumstances involved in determining whether a leave will be granted.

*Up to 26 work weeks to care for a covered service member recovering from a serious injury or illness.

Eligibility

To be eligible to take family and medical leave under this policy, an employee must meet all of the
following conditions:

1) The employee must have been employed by the Company for at least 12 months;
2) The employee must have worked at least 1,250 hours over the previous 12-month period
immediately before the start date of the requested leave; and
3) The employee must work in an office or worksite where 50 or more employees are employed by
the Company within 75 miles.

Qualifying Reasons for Leave

An eligible employee may take family and/or medical leave of absence for one or more of the following
qualifying reasons:
● The birth or care of a newborn child;
● Placement of a child with the employee for adoption or foster care;
● To care for a seriously ill family member, including a spouse, domestic partner, child, or
parent;

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 ● The employee's own serious health condition that makes the employee unable to perform
the functions of his or her position, including work related injuries.
● For qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or
parent is on active duty or call to active duty status as a member of the National Guard or
Reserves in support of a contingency operation.
● To care for a spouse, child, or parent of the employee who is injured while on active duty in
the U.S. Armed Forces, or when a family member of a covered service member is called up to
active duty under certain circumstances.
● Leave for birth of a child, to care for a newborn, or for placement of a child with the
employee for adoption or foster care must be taken within one year of the birth or placement
of the child.

*A serious health condition is defined as an illness, injury, impairment, or physical or mental condition
that involves inpatient care in a hospital, hospice, or residential medical care facility; an absence of more
than three days from work, school, or daily activities that involves continuing treatment by a health care
provider; or continuing treatment by a health care provider for a chronic or long-term condition.

*For purposes of the above, "child" means a child of the employee who is under 18 years of age or is 18
years of age or older and incapable of self-care due to mental or physical disability. In some cases, an
employee who stands “in loco parentis” to a child may be entitled to take leave to care for that child even
in the absence of a biological, adoptive, or foster parent relationship.

Request for Leave

FMLA/CFRA leave will be granted according to this policy, as required by law and subject to the following
guidelines:

Whenever feasible, an employee should provide written notice of his or her intention to take a
FMLA/CFRA leave at least 30 days prior to the date the leave is expected to commence, or, if such notice
is not possible, as soon as is practicable. The notice should include the date the leave is to begin and the
expected duration of the leave.

A Certification of Health Care Provider form verifying the need for a leave is required for all leaves due to
the serious health condition of the employee, child, spouse, domestic partner, or parent, and should
include the date when the condition began, the expected duration of the condition, and the appropriate
medical facts regarding the condition. If the leave is to care for a spouse, domestic partner, child, or
parent, the certification must state this, along with an estimate of the amount of time the employee's
care will be needed. Under certain circumstances a second and/or third opinion may be required, at the
Company's expense.

In some situations, recertification from the physician may be required periodically. The recertification
must be obtained at the employee's expense, and generally should be provided within 15 calendar days
of the Company's request.

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An employee taking leave due to his or her own serious health condition must provide medical
certification releasing the employee to return to work on or before the scheduled date of return or return
to work may be delayed.

Failure to provide certification, recertification, or release to return to work in a timely manner may result
in delay of leave, denial of leave, delay of job restoration or denial of job restoration, or other disciplinary
action, up to and including termination of employment, in accordance with legal regulations.

Intermittent Leave or Reduced Work Schedule

An employee may take FMLA/CFRA leave in 12 (or fewer) consecutive work weeks, or, when medically
necessary, the employee may take leave intermittently (take time periodically when needed over the
year) or on a reduced hour schedule. The leave may not exceed a total of 12 work weeks over a leave

year, unless it is to care for a covered service member recovering from a serious injury or illness, in which
case the leave may allow for up to 26 work weeks of time off.

In the case of birth of a child, care for a newborn, or placement of a child with the employee for adoption
or foster care, Druva will allow intermittent or reduced schedule leave consistent with applicable law.

When intermittent or reduced schedule leave is needed to care for an immediate family member's or the
employee's own serious health condition, and is for planned medical treatment, the employee must try to
schedule treatment so as not to unduly disrupt the Company's operation.

Compensation During Leave

Generally, FMLA/CFRA leave is unpaid. California employees may be entitled partial wage replacement
through the State of California’s PFL or SDI programs. If your inability to work is due to a work-related
injury, you may be eligible for disability insurance or for payments via the Workers' Compensation system.
Please contact HR for more information about these benefits and programs.

Benefits Coverage During Leave

The Company will continue your health insurance coverage for the duration of any qualifying FMLA/CFRA
leave, under the same conditions and coverage levels as you had prior to the leave. You will be required
to pay the employee portion of the health care coverage costs during the leave. These payments will be
deducted from any paychecks you receive while on leave; for unpaid leaves, please coordinate payment
with Human Resources and the Company’s benefits providers.

Job Restoration

Employees returning from a medical leave of absence must provide a physician’s release certifying that
they are able to return to work, either with or without work restrictions. The Company expects
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employees to give as much advance notice of their return as possible. Unless otherwise required by law,
the Company will make reasonable efforts to return an employee to the same or similar job and at the
same rate of pay held prior to the leave of absence, subject to operational requirements that may exist
and subject to applicable law. Failure to return to work when medically released, or failure to notify the
Company of availability for work when it occurs, will be considered a voluntary resignation.

California Family Rights Act (CFRA)

As noted above, the California Family Rights Act provides leave rights that closely parallel the FMLA.
However, the CFRA does not apply to pregnancy disability, which is instead covered by the Pregnancy
Disability Law (PDL) (see below). A California employee who is disabled by pregnancy may be entitled to
additional leave under the CFRA after the expiration of her PDL.

Pregnancy Disability Law (California only)

Under the California Fair Employment and Housing Act (FEHA), if you are a state resident and are disabled
by pregnancy, childbirth or related medical conditions, you are eligible to take a pregnancy disability leave
(PDL). If you are affected by pregnancy or a related medical condition you are also eligible to transfer to a
less strenuous or hazardous position or to less strenuous or hazardous duties, if this transfer is medically
advisable.

PDL is for any period(s) of actual disability caused by your pregnancy, childbirth or related medical
conditions up to four months (or 88 workdays) per pregnancy.
PDL does not need to be taken in one continuous period of time but can be taken on an as-needed basis.

Time off needed for prenatal care, severe morning sickness, doctor-ordered bed rest, childbirth, and
recovery from childbirth would all be covered by your PDL.
You may be required to obtain a certification from your health care provider of your pregnancy disability
or the medical advisability for a transfer. The certification should include:

● the date on which you become disabled due to pregnancy or the date of the medical
advisability for the transfer;
● the probable duration of the period(s) of disability or the period(s) for the advisability of the
transfer; and,
● a statement that, due to the disability, you are unable to work at all or to perform any one or
more of the essential functions of your position without undue risk to yourself, the successful
completion of your pregnancy or to other persons or a statement that, due to your
pregnancy, the transfer is medically advisable.
● Leave does not need to be taken in one continuous period of time and may be taken
intermittently, as needed, in increments of 15 minutes or more.

Employees returning from a medical leave of absence related to pregnancy, childbirth or related medical
condition of four months or less, will be returned to their former positions in accordance with state law.
Under most circumstances, upon submission of a medical certification that an employee is able to return
to work from a pregnancy disability leave, an employee will be reinstated to her same position held at the
time the leave began or to an equivalent position, if available. An employee returning from a pregnancy
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disability leave has no greater right to reinstatement than if the employee had been continuously
employed.

PDL is generally unpaid. Eligible employees taking PDL will be entitled to use one week of paid rest and
relaxation leave and may be entitled to an additional two weeks of paid leave in accordance with our Paid
Parental Leave Policy, for a total of three weeks paid leave. Employees may be eligible for
state-administered SDI for any unpaid portion of their leaves. Please understand that any payment you
receive from the Company during your PDL may offset any payment you are entitled to from SDI. Use of
rest and relaxation leave or paid Parental Leave will not extend the length of an employee’s PDL.
Employees taking PDL will remain enrolled in the Company’s medical insurance under the same terms as
if they were on active duty. The Company will deduct the employee’s portion of medical insurance
premiums from any wages they receive during leave; for unpaid leaves, employees should coordinate
payment with Human Resources and the Company’s benefits providers.

Domestic Violence, Sexual Assault or Stalking Leave and Accommodation

Employees who are victims of domestic violence, sexual assault and stalking are eligible for unpaid leave.
Although the leave is generally unpaid, employees can use their paid sick time or vacation under
California's Healthy Workplaces, Healthy Families Act for the purposes described below.

You may request leave if you are involved in a judicial action, such as obtaining restraining orders, or
appearing in court to obtain relief to ensure your health, safety or welfare, or that of your child. Please
provide reasonable advance notice of the need for leave unless advance notice is not feasible. Notice may
be given to the HR Manager and/or Immediate Supervisor.

Employees who are victims of domestic violence, sexual assault or stalking and need a reasonable
accommodation for their safety at work should contact a Company representative with day-to-day
personnel responsibilities and discuss the need for an accommodation. If you are requesting such a
reasonable accommodation, you will need to submit a written statement signed by you, or by an
individual acting on your behalf, certifying that the accommodation is for the purpose of your safety at
work.

For reasonable accommodation requests, the Company will also require certification demonstrating that
you are the victim of domestic violence, sexual assault or stalking. Any of the forms of certification
described above for leave purposes will suffice. The Company may request recertification every six
months from the date of the previous certification. You should notify the company if an approved
accommodation is no longer needed.

The Company will engage in an interactive process with the employee to identify possible
accommodations, if any, that are effective and will make reasonable accommodations unless an undue
hardship will result.

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Druva, Inc. will, to the extent allowed by law, maintain the confidentiality of an employee requesting
leave or accommodation under these provisions.

Domestic Violence, Sexual Assault or Stalking Leave for Treatment

Employees who are victims of domestic violence, sexual assault or stalking are eligible for unpaid leave.
Although the leave is generally unpaid, employees can use their paid sick time or vacation under
California's Healthy Workplaces, Healthy Families Act for the purposes described below.

You may request leave for any of the following purposes:

• To seek medical attention for injuries caused by domestic violence, sexual assault or stalking;
• To obtain services from a domestic violence shelter, program or rape crisis center as aresult of
domestic violence, sexual assault or stalking;
• To obtain psychological counseling related to experiencing domestic violence, sexual assault
or stalking;
• To participate in safety planning and take other actions to increase safety from future
domestic violence, sexual assault or stalking including temporary or permanent relocation.

Please provide reasonable advance notice of the need for leave unless advance notice is not feasible.
Notice may be given to the HR Manager and/or Immediate Supervisor. The length of leave an employee
may take is limited to 12 weeks provided for in the Family and Medical Leave Act of 1993 for eligible
employees.

Druva, Inc. will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave
under this provision.

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Other Leaves

Non-FMLA/CFRA Medical Leave

If you are unable to work because of your own medical condition, and if you are not eligible for leave
under the FMLA/CFRA policy or have exhausted your leave under the FMLA and/or CFRA, you may be
eligible for a non-FMLA medical leave of absence. Requests for non-FMLA/CFRA medical leave will be
reviewed in accordance with the requirements of all federal, state and local laws that may apply,
including the Americans with Disabilities Act and the California Fair Employment and Housing Act.
Medical leave is generally unpaid, unless you are eligible for wage replacement benefits such as PFL, SDI,
or long-term disability.

Paid Parental Leave

The Company will grant a unpaid leave of up to twelve weeks’ duration to any eligible full-time employee
upon the birth of that employee’s child or placement of an adopted or foster child. This benefit may be
used only once per year for any given employee. If both parents of a newborn child work for the
Company, they may jointly take a combined total of two weeks paid time off, to be allocated among the
employees as they choose.

Eligibility

To be eligible to take Paid Parental Leave under this policy, an employee must meet all of the following
conditions:

1) You have been employed with the company for a total of at least 12 months prior to the
commencement of leave;
2) You have worked at least 1,250 hours during the previous 12-month period before the need for
leave; and
3) You are employed at a worksite where there are 20 or more employees within a 75-mile radius.

Parental leave will run concurrently with any PDL, FMLA/CFRA leave or other leave, and will not extend
such leave duration.

Bereavement Time Off

The Company grants up to five (5) workdays off with pay, per occurrence, for the death of a family
member. For this purpose, "family" is defined as a parent, legally married spouse, domestic partner,
child, sibling, in-law (father, mother, sister, or brother), grandparent, grandchild, aunt, uncle, niece,
nephew, or first cousin. Your supervisor must be notified immediately if there is a need to take
bereavement leave. Your supervisor may grant an extension, consistent with Druva’s business needs, if
more time is required for necessary arrangements or extended travel. This extended leave may be paid
or unpaid, in the Company’s discretion.

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Military Leave (Active and Reserve Service)

Under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) and
applicable state laws, you will be entitled to leave for duty (voluntary or involuntary) in the “uniformed
services,” which include the Army, Navy, Marine Corps, Air Force, Coast Guard and Public Health Service
commissioned corps, as well as the reserve components of each of these services, and federal training or
service in the Army National Guard or Air National Guard. The USERRA also provides for reemployment
and retention of full seniority benefits for all prior service upon reemployment if you fulfill the required
conditions.

Returning service members will, if at all possible, be reemployed in the jobs that they would have
attained had they not been absent for military service, with the same seniority, status and pay, as well as
other rights and benefits determined by seniority. The Company will make reasonable efforts (such as
training or retraining) to enable returning service members to qualify for reemployment. If the service
member cannot qualify for the position he or she would have attained but for military service, the
Company will reemploy the service member, if qualified, in any other position that is the nearest
approximation to such escalator position and then to the pre-service position. While an individual is
performing military service, he or she is deemed to be on a leave of absence and is entitled to the
non-seniority rights accorded other similarly-situated individuals on non-military leaves of absence.

Individuals performing military duty of more than 30 days may elect to continue Company-sponsored
health care for up to 24 months; however, they may be required to pay up to 102 percent of the full
premium. For military service of less than 31 days, health care coverage is provided as if the service
member had remained employed. USERRA pension protections apply to defined benefit plans and
defined contribution plans. For purposes of pension plan participation, vesting, and accrual of benefits
(if applicable), military service will be treated as continuous service with the Company.

As with other leaves of absence, failure to return to work or to reapply for employment within applicable
time limits may result in denial of reinstatement or disciplinary action, up to and including termination of
employment.

In addition to the above federal protections, California law provides for reinstatement rights for an
employee who timely applies for reinstatement after leaving his or her position to undertake active
military duty in the service of the state when the Governor has issued a proclamation of a state of
insurrection, or a proclamation of a state of extreme emergency, or when the California National Guard
is on active duty or the service member is called to active service or duty, provided that he or she
receives a certificate of satisfactory service in the California National Guard or an equivalent thereof.

Any employee who is a member of the reserve corps of the armed forces of the United States or of the
National Guard or the Naval Militia shall be entitled to a temporary leave of absence without pay while
engaged in military duty ordered for purposes of military training, drills, encampment, naval cruises,
special exercises or like activity as such member, providing that the period of ordered duty does not
exceed 17 calendar days annually including time involved in going to and returning from such duty. Any
employee who is a member of the State Military Reserve is entitled to a temporary military leave of
absence without pay while engaged in military duty for purposes of military training, drills, unit training
assemblies, or similar inactive duty training for not to exceed fifteen (15) calendar days annually,
including time involved in going to and returning from that duty.

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Further, California employees who are members of the Civil Air Patrol may be eligible to take leave, up to
ten days per year, to respond to emergency operational missions of the California Wing of the Civil Air
Patrol.

California law further provides that the spouse of a service member who is a member of the Armed
Forces of the United States who has been deployed during a period of military conflict to an area
designated as a combat theater or combat zone by the President of the United States, a member of the
National Guard who has been deployed during a period of military conflict, or a member of the Reserves
who has been deployed during a period of military conflict (provided that such spouse works at least 20
hours per week), may, upon proper notice, take up to 10 days of unpaid leave during such time as the
service member is on leave from deployment during a period of military conflict.

It is the Company’s policy to fully comply with all of its obligations relating to such military and
military-related leave. Please see Human Resources for more information about the terms and
conditions related to military and Civil Air Patrol leave.

Personal Leave

From time to time, the Company may grant an employee an unpaid personal leave under circumstances
that do not fit into one of the above categories, such as personal hardship. Personal leaves will be
reviewed and approved on a case-by-case basis at the sole discretion of Druva. For more information,
please contact the Human Resources Department.

Jury Duty Leave

The Company encourages employees to fulfill their civic duty and serve on a jury. If you are called for
jury duty, you should notify your supervisor immediately so he or she can arrange for your work to be
done in your absence. The Company may ask for proof of service on a jury if you do miss work hours to
perform your civic obligations.

The Company will continue your base pay during jury duty, up to a maximum of 80 working hours. The
remainder of any jury duty leave will be unpaid, and employees may not use rest and relaxation time off
for wage replacement while on jury duty. You are expected to work when not actually involved with
court responsibilities, as long as the combination of jury duty service and hours worked do not exceed
your normal scheduled workday. If there is a need for you to work overtime while on jury duty, you will
need your supervisor's prior approval.

Voting Time

If your work schedule does not allow you sufficient time to vote during the time voting polls are open
(excluding breaks and meal periods), you will be allowed to take up to two hours of paid time to vote.
Since polls are open for 12 or more hours and many states allow for absentee voting, paid time off for
voting should be necessary only in exceptional circumstances. Please see your supervisor if you believe
you need time off to vote.

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Other Time Off

California law provides a number of entitlements to leave for matters such as seeking literacy assistance,
participating in school activities, bone marrow and organ donor leave, and leave related to domestic
abuse or other crime. This is not an exhaustive list. For more details, please contact Human Resources.

Workers Compensation
Workers’ Compensation Leave is granted for situations in which there is a health care provider’s written
statement that a leave is required because of work-related illness, injury, or other work-related physical
disability. The health care provider’s statement must provide details, acceptable to the Company,
regarding the nature of the disability and the anticipated length of absence from work. Leaves involving
questionable work-related disabilities may receive special attention from the Company and the Workers’
Compensation Insurance carrier, as permitted by prevailing state and federal laws. Workers’
Compensation leave is generally unpaid, subject to the provisions of the Company’s rest and relaxation
time off policy for eligible employees. Do note that any amounts you may receive from the Company
during a Workers’ Compensation leave may offset Workers’ Compensation benefits for which you may be
eligible.

An approved leave for a work-related disability will be extended for the duration of the disability until an
employee is released for either full or partial duty, is determined to be permanently disabled and unable
to return to work; or informs the Company that he/she does not intend to return to work.

Prior to returning to work, an employee must obtain and provide his/her manager with a health care
provider’s written release. The release must include specific restrictions, if any, that affect the
employee’s ability to return to work, and the anticipated duration of such restriction. Failure to provide
such health care provider’s release will result in the employee not being allowed to begin work.

Lactation Accommodations
The Company accommodates lactating employees by providing a reasonable amount of break time to
any employee who desires to express breast milk for the employee s child, subject to exception allowed
under applicable law. The break time shall, if possible, run concurrently with any break time already
provided to the employee. Any break time provided to express breast milk that does not run
concurrently with break time already provided to the employee shall be unpaid.

We will provide employees who need a lactation accommodation with the use of a room or other private
location that is located close to the employee's work area. Employees who desire lactation
accommodations should contact their supervisor or Human Resources to request accommodations.

Discrimination on the basis of sex includes discrimination based on breastfeeding and related medical
conditions and is unlawful.

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Resignation
If it becomes necessary for you to quit your job with the Company, we ask that you provide written
notice. The Company also asks that you try to give your supervisor as much notice as you can, although it
is not mandatory. This will give Company time to adjust working schedules and attempt to find a
replacement.

Exit Interviews
It is Company policy to conduct an exit interview with every employee who leaves his/her job with us,
regardless of the reason for leaving. While the exit interviews are not mandatory, they permit us to give
the employee complete information regarding benefits and other post-termination rights and to get
his/her opinions on our policies and procedures so that we may improve our operations.

Return of Company Property

Employees are required to return all Company property that is in their possession or control in the event
of termination of employment, resignation, or layoff, or immediately upon request. No information
belonging to the Company can be copied for the employee’s use. We may also take all action deemed
appropriate to recover or protect Company property.

CONDUCT & STANDARDS POLICIES

Business Conduct and Ethics

The highest standards of conduct and honesty are expected of all employees of the Company. It is the
obligation of all employees to avoid involvement in activities which might conflict, or which might appear
to conflict, with corporate responsibilities.

Although Company employees are generally free to engage in personal financial and business
transactions, there are certain limitations. All employees have a duty to avoid situations where their
loyalties may be divided between the Company's interests and their own interests. Employees should
avoid even the appearance of such conflicts of interest.

If you have or are considering acquiring a financial interest in or obligation to a competitor or customer
of the Company, and the interest or obligations might cause divided loyalty or even the appearance of
divided loyalty, you must notify the Legal department in writing.

No employee may accept a gift or gratuity from any customer, vendor, supplier, or other person doing
business with the Company because doing so may give the appearance of influencing business decisions,
transactions or service. Please discuss expenses paid by such persons for business meals or trips with the
Company in advance.
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No employee working for the Company may concurrently provide services to a competitor of the
Company, including services as an outside director.

Prohibited Conduct
Employees are expected to conduct themselves in a manner to further the Company's objectives. The
following conduct is prohibited and will not be tolerated by the Company. This list of prohibited conduct
is illustrative only; other types of conduct that threaten security, personal safety, employee welfare and
Company operations also may be prohibited and will result in disciplinary action up to and including
termination.

• Falsifying employment records, employment information, or other Company records;

• Inefficient or careless performance of job responsibilities or inability to perform job duties
satisfactorily;
• Theft and deliberate or careless damage or destruction of any Company property, or the
property of any employee or customer;
• Removing or borrowing Company property without prior authorization;
• Unauthorized use or misuse of Company equipment, time, materials, or facilities;
• Provoking a fight or fighting during working hours or on Company property;
• Participating in horseplay or practical jokes on Company time or on Company premises;
• Carrying firearms or any other dangerous weapons on Company premises at any time;
• Causing, creating or participating in a disruption of any kind during working hours on
Company property;
• Insubordination, including but not limited to failure or refusal to obey the orders or
instructions of a supervisor or member of management, or the use of abusive or threatening
language toward a supervisor or member of management;
• Using abusive, threatening or intimidating language at any time on Company premises;
• Failing to observe working schedules, including rest and lunch periods;
• Sleeping or malingering on the job;
• Violating any safety, health, security or Company policy, rule or procedure;
• Violation of the Company's drug and alcohol policy;
• Committing a fraudulent act or a breach of trust under any circumstances;
• Violating the Company's anti-harassment or equal employment opportunity policies; and
• Failing to promptly report work-related injury or illness.

This statement of prohibited conduct does not alter the Company's policy of at-will employment. Either
you or the Company remain free to terminate the employment relationship at any time, with or without
reason or advance notice.

Conducting Personal Business

Employees are to conduct only Druva, Inc. business while at work. Employees may not conduct personal
business or business for another employer during their scheduled working hours.

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Confidential Information Policy
Each employee is responsible for safeguarding the confidential information obtained during
employment.

In the course of your work, you may have access to trade secrets or similarly protected proprietary or
confidential information regarding the Company's business (such as financial data, research and
development, marketing, business plans or strategies, suppliers, business partners or customers). You
have a responsibility to prevent revealing or divulging any such information unless it is necessary for you
to do so in the performance of your duties or as required by law.

Access to, or disclosure of, confidential information should be on a "need-to-know" basis and must be
authorized by your supervisor. Any breach of this policy will not be tolerated, and legal action may be
taken by the Company.

This policy does not prohibit employees from confidentially disclosing trade secret, proprietary or
confidential information to federal, state and local government officials, or to an attorney, when done to
report or investigate a suspected violation of the law. Employees may also disclose the information in
certain court proceedings if specific procedures to protect the information are followed. Nothing in this
policy is intended to conflict with 18 U.S.C. sec. 1833(b) or create liability for disclosures of trade secrets
that are expressly allowed by 18 U.S.C. sec. 1833(b). are to conduct only Company business while at
work.

News Media Contacts

Employees may be approached for interviews or comments by the news media. Only contact people
designated by the Company Officers may comment to news reporters on Company policy or events
relevant to the Company

This policy does not limit an employee's right to discuss the terms and conditions of his or her
employment, or to try and improve these conditions.

Off Duty Conduct

While the Company does not seek to interfere with the off-duty and personal conduct of its employees,
certain types of off-duty conduct may interfere with the Company's legitimate business interests.

Off-duty conduct by an employee that directly conflicts with the Company's essential business interests
and disrupts business operations will not be tolerated.

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Attendance & Punctuality
Excessive absenteeism or tardiness, providing false information, or abuse of leave or leave laws will not
be tolerated. Generally, if you fail to report for work without notification to your supervisor and your
absence continues for a period of 3 days, the Company will consider that you have voluntarily
abandoned or quit your employment and respond accordingly.

Absences protected by local, state and federal law do not count as a violation of the attendance policy.
Paid sick time protected under California law does not count as a violation of this policy.

Other Employment
While employed by the Company, employees are expected to devote their energies to their jobs with the
Company.

Employment that directly conflicts with the Company's essential business interests and disrupts business
operations is strictly prohibited.

Employees who wish to engage in additional employment that may create a real conflict of interest must
submit a written request to HR explaining the details of the additional employment. If the additional
employment is authorized, the Company assumes no responsibility for it.

The Company shall not provide workers' compensation coverage or any other benefit for injuries
occurring from or arising out of additional employment. Authorization to engage in additional
employment can be revoked at any time.

Public Expression of Personal Views Policy

When making public expressions of personal views, Company employees must take steps to assure they
are not identified as Company spokespersons or representatives. Therefore, using Company letterhead,
e-mail systems or position titles in such circumstances is always inappropriate.

Political Activity
Many employees participate in political activities on their own time. Company time, facilities, property
or equipment (including all computers, networks, and electronic equipment) must not be used for an
employee's outside political activities. The Company will not reimburse any employee for political
contributions, and employees should not attempt to receive or facilitate such reimbursements.

Absent a formal statement by the Company announcing any political endorsements, employees must
not, through their own actions, speech, contributions, or written communication, mislead others to
believe that the Company officially endorses or opposes any candidates for political office that the
Company itself has not publicly announced. Company employees are entitled to their own personal
position.

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The Company will not discriminate against employees based on their lawful political activity engaged in
outside of work.

Social Media Policy

Employee Access to Social Networking / Media Websites for Work-Related Purposes

If you are accessing social networking/media sites at work and/or using Company equipment for
legitimate business purposes, please keep in mind the following.

● As an employee of the Company, you are expected at all times to use good judgment and
common sense in any situation where you represent the Company, including on-line
interactions, whether they are specific communications with individuals or general postings.
● Consequently, you must refrain from expressing any personal opinions or thoughts that are
unrelated to Company business.
● Similarly, you may not make any false, unlawful, disrespectful or defamatory comments
about the Company, its employees and affiliates, vendors or others related to the Company
in any way. You must also avoid using profane or otherwise offensive language.
● You may not disclose any confidential or proprietary information of the Company, or the
confidential and proprietary information of any third party to which you have access through
your employment with the Company. Consult the Company’s confidentiality policy for
guidance about what constitutes confidential information.
● No employee using Company equipment should have any expectation that on-line
communications will be kept private. You should understand that the Company may monitor
any and all communications sent or received by you through Company equipment, including
but not limited to smartphones.
● In any on-line communication in which you are representing the Company, you must identify
yourself fully and the manner in which you represent the Company.

Employee Access to Social Networking / Media Websites for on Personal Time

If you are accessing social networking/media sites on your own time and using your own equipment for
personal reasons, please keep in mind the following.

● Although you may be accessing social networking/media sites for your own personal
reasons, you should understand that these sites are accessible for others to view or read.
Therefore, you should have a limited expectation of privacy regarding these sites.
● You may not make any statements on behalf of the Company or suggest that you represent
the Company in any way when engaging in personal activities on social networking/media
sites.
● The only exception to this rule is that you may note your title and work-related duties on
websites designed for professional development, such as LinkedIn, or websites designed for
employment placement, such as Monster.
● You must refrain from making any false, unlawful, or defamatory comments about the
Company, its employees and affiliates or others, and from identifying yourself as a Company

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 employee in a manner that negatively affects or harms the Company's reputation or
brand. Although this policy does not necessarily prohibit you from expressing your thoughts
about the Company, your supervisors, co-workers or subordinates, or work-related issues,
such communications must be made in a legal and non-defamatory manner. Moreover, you
should be mindful of the Company’s policies on discrimination, harassment and retaliation
when posting about others.
● You may not disclose any confidential or proprietary information of the Company or the
confidential and proprietary information of any third party that you have access to through
your employment with the Company. This includes the posting of Company policies and/or
internal communications which are addressed to Company employees; as such
communications are designed to be kept within the Company. Consult the Company’s
confidentiality policy for further guidance about what constitutes confidential information.
● You may not display the Company logo or any other Company designs or slogans protected
by copyright or trademark laws in any postings you make, including video and photograph
postings.
● You may not take and/or post videos or photographs of any employee of the
Company taken at work without his or her express consent.

Whistleblower Policy
The Company encourages employees to notify an appropriate supervisor, HR, government or law
enforcement agency to investigate, discover, or correct the violation or noncompliance, and to provide
information to and testify before a public body conducting an investigation, hearing or inquiry, when
they have reason to believe their employer is violating a state or federal statute, or violating or not
complying with a local, state, or federal rule or regulation.

Who is Protected?

Pursuant to California Labor Code Section 1102.5, employees are the protected class of individuals.
“Employee” means any person employed by an employer, private or public.

What is a Whistleblower?

A “whistleblower” is an employee who disclosed information to a government or law enforcement

agency, person with authority over the employee, or to another employee with authority to
investigation, discover, or correct the violation of noncompliance, or who provides information to or
testifies before a public body conducting an investigation, hearing, or inquiry, where the employee has
reasonable cause to believe that the information discloses:

1) A violation of a state or federal statute,

2) A violation or noncompliance with a local, state or federal rule or regulation, or
3) With reference to employee safety or health, unsafe working conditions or work practices in the
employee’s employment or place of employment.

A whistleblower can also be an employee who refused to participate in an activity that would result in a
violation of state or federal statute, or a violation of or noncompliance with a local, state or federal rule
or regulation.
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Protections Afforded to Whistleblowers

1) An employer may not make, adopt, or enforce any rule, regulation, or policy preventing an
employee from being a whistleblower.
2) An employer may not retaliate against an employee who is a whistleblower.
3) An employer may not retaliate against an employee for refusing to participate in an activity that
would result in a violation of state or federal statute, or a violation or noncompliance with a
state or federal rule or regulation.
4) An employer may not retaliate against an employee for having exercised his or her rights as a
whistleblower in any former employment.
5) An employer may not retaliate against an employee because the employee is a family member of
a person who has engaged in protected whistleblowing activities.

Under California Labor Code Section 1102.5, if an employer retaliates against a whistleblower, the
employer may be required to reinstate the employee’s employment and work benefits, pay lost wages,
and take other steps necessary to comply with the law.

Examples of Improper Conduct

Examples of improper conduct include, but are not limited to the following:

1) Forgery or alteration of documents

2) Unauthorized alteration or manipulation of computer files
3) Fraudulent financial reporting
4) Pursuit of a benefit or advantage in violation of the Company’s conflict of interest policy
5) Misappropriation or misuse of Company resources, such as funds, supplies, or other assets
6) Authorizing or receiving compensation for goods not received or services not performed
7) Authorizing or receiving compensation for hours not worked
8) Knowingly allowing others to do a dishonest act

How to Report Improper Conduct

If you have information regarding possible violations of state or federal statutes, rules, or regulations, or
violations of fiduciary responsibility by a corporation or limited liability company to its shareholders,
investors, or employees, call the California State Attorney General’s Whistleblower Hotline at
1-800-952-5225. The Attorney General will refer your call to the appropriate government authority for
review and possible investigation.

Affirmative Action Policy

Reaffirming the Company’s Commitment to Equal Opportunity

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Druva is an equal opportunity, affirmative-action Company. We seek to promote an environment
characterized by mutual respect and the sustainable creation of a collaborative climate that attracts and
retains members from diverse backgrounds. As part of this commitment, we cooperate with the
government civil rights agencies in an effort to ensure equal opportunity in employment through a
program known as “Affirmative Action”.

For purposes of this Affirmative Action Plan (AAP), it means we conduct detailed internal analysis and
periodic reporting to the government on our employment and human resources practices to ensure they
are free of bias related to ethnicity or color, gender, and national origin. Other laws require us to plan
affirmative action efforts based on disability or veteran status.

These efforts take us beyond simple avoidance of illegal discrimination. Affirmative action means we are
proactive in community efforts to encourage every eligible individual to participate in the workplace to
the fullest extent of his or her individual talent and potential.

The specific efforts outlined in this federally prescribed Affirmative Action Plan focus on ethnic minorities
and women. We ensure career paths are open to all, regardless of gender or ethnicity. We use only valid,
job-related requirements for hiring and promotion and evaluate employees as individuals.

Each year we update our affirmative action program. HR is responsible for the administration of the
Affirmative Action Plan.

Equal Employment Opportunity for Persons with Disabilities

Employers play a key role in helping overcome barriers those with disabilities may experience in
obtaining equal opportunity. The Company is dedicated to facilitating and co-creating a welcoming and
equal opportunity environment for persons with disabilities. We recognize the unique and intrinsic value
of each person and are committed to providing opportunity for all employees to meet their fullest
potential in achieving our goal of equal employment opportunity.

There shall be no discrimination against any employee or applicant for employment because of physical
or mental disability, except in cases of a bona fide job-related disqualification. In addition, the Company
will make every effort to ensure that all employment decisions, employment programs and personnel
actions are administered in conformance with the principles of equal employment opportunity. We will
take affirmative action to employ, and advance in employment, persons with disabilities at all levels of
employment, and to otherwise treat such persons without discrimination on the basis of
non-disqualifying disability in all employment practices including, but not limited to: recruitment,
advertising, hiring, evaluation, promotion, discipline, transfer, layoff, leave or termination, rates of pay,
other forms of compensation or benefits, training or participation in social or recreational activities.

Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or
discrimination because of filing a complaint, assisting in an investigation, opposing a practice prohibited
by laws protective of persons with disabilities, or exercising any other rights under such laws.

HR has responsibility to maintain the necessary programs, records and reports to ensure compliance and
policy objectives.

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Equal Employment Opportunity for Military Veterans

The Company is committed to providing equal opportunities to veterans of the United States military
service, to ensure they reach their fullest potential as employees and to achieving the goal of equal
employment opportunity under the federal Vietnam Era Veterans Readjustment Assistance Act, as
amended. This includes removing any employment barriers and reaching out to qualified veterans.

We prohibit discrimination against any qualified applicant or employee based on his or her status as a
veteran of the United States military.

Our policy applies to all personnel actions including but not limited to recruitment, advertising, hiring,
evaluation, promotion, discipline, transfer, layoff, leave or termination, rates of pay, other forms of
compensation or benefits, training or participation in social or recreational activities. All such decisions
will be based only on valid job requirements. Our Affirmative Action plan has the purpose of focusing our
efforts to employ and advance in employment, qualified veterans including disabled veterans, and other
protected veterans at all levels of employment.

If you believe you are a protected veteran, you are invited to inform HR so that you may be included in
required government reporting. No one shall be subjected to harassment, intimidation, threats,
coercion, or discrimination because of filing a complaint under this policy, assisting in an investigation,
opposing a practice prohibited by laws protective of veterans, or exercising any other rights under these
laws or related amendments.

HR has responsibility to maintain the necessary programs, records, and reports to ensure compliance
and policy objectives.

Access and Accommodation for Persons with Disabilities Policy

The Company seeks to provide equal access for persons with disabilities to include employees, and
contractors, to employment consistent with applicable federal and state laws and Company policies. This
policy is based on the Americans with Disabilities Act and amendments.

Reasonable accommodations and access will be provided to persons with disabilities to ensure they are
provided an equal opportunity to participate in or benefit from any Company program, activity, or event.
The Company also will provide reasonable accommodations to persons with temporary disabilities. This
policy applies to all employees and with disabilities. The Company's goals are to provide:

1) Reasonable accommodations for qualified employees with disabilities that will allow them to
perform the essential functions of their positions, unless the accommodation is an undue
hardship for the Company, or in the event that it has been determined that the employee is a
direct threat to either himself or others.
2) A welcoming environment that affords all qualified individuals with disabilities equal opportunity
for employment.

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 OPERATIONS POLICIES

Open Door Policy

Suggestions for improving the Company are always welcome. At some time, you may have a complaint,
suggestion, or question about your job, your working conditions, or the treatment you are receiving.
Your complaints, questions, and suggestions also are of concern to the Company.

If you have a complaint, suggestion or question, speak with your immediate supervisors as soon as
possible. If you are not comfortable speaking to your immediate supervisor, please bring the issue to the
Human Resources team or any other member of management.

If the problem is not resolved, you may also present the problem to HR, who will who will investigate
and attempt to reach a final resolution.

While a written complaint will assist us in investigating your concerns, it is not required that you put your
complaint in writing. If you need assistance with your complaint, or you prefer to make a complaint in
person, contact HR.

This procedure, which we believe is important for both you and the Company, cannot guarantee that
every problem will be resolved to your satisfaction. However, the Company values your observations and
you should feel free to raise issues of concern without the fear of retaliation.

Protection Against Retaliation

The Company is committed to ensuring employees are free from retaliation. It is a violation of Company
policy to threaten, intimidate or retaliate in any way against an individual for raising allegations of
harassment or discrimination, participating in an investigation, complaint process or hearing, filing a
complaint alleging harassment or discrimination, or encouraging others to report. Retaliation includes,
but is not limited to, any form of intimidation, reprisal, or harassment.

The Company will take immediate and responsive action to any retaliation. Anyone found to have acted
in a retaliatory manner may be subject to appropriate disciplinary action up to and including termination
of employment.

Background Check Policy

The Company is committed to protecting and preserving the safety of our employees, contractors,
property, and other assets. The Company has developed this policy regarding background checks and
related inquires to achieve this goal.

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Applicability

This policy applies to persons currently employed or seeking employment with the Company, including
certain contractors, interns and temporary employees.

Policy

Pre-Employment Background Checks

It is Company policy to conduct pre-employment background and reference checks on all applicants who
accept employment offers. Depending upon the position, background checks may include verification of
any information on the applicant’s resume or application form. All Company background checks will be
conducted in compliance with applicable regulations, including the Fair Credit Reporting Act and the
California Fair Credit Reporting Act. All offers of employment will be conditioned upon satisfactory
completion of this background check process.

Confidentiality
Background check information is confidential, and will only be obtained and reviewed by HR. All records
related to background checks will be maintained in a secure location separate from employee personnel
records.

Duty to Give Notice of Conviction

All current Company employees must immediately notify Human Resources of any criminal conviction.
Failure to report such conviction is grounds for disciplinary action, up to and including termination of
employment.

Access to Personnel Files

Employees may inspect their own personnel file in the presence of a representative of the Company.
Please contact Human Resources to schedule a time. Employees will not be allowed to view investigation
records or any letters of reference. You will be provided access to personnel records in accordance with
all applicable state laws.

Only authorized managers and management personnel have access to your personnel file. However, we
will cooperate with – and provide access to your personnel file to – law enforcement officials or local,
state, or federal agencies in accordance with applicable law.

Electronic Mail and Internet Policy

The Company makes e-mail and Internet access available to its employees for conducting official
business. The records created through the use of these systems are the property of the Company. The
Company reserves the right to monitor the use and operation of these systems, to access all of the
records within them, and to retain or dispose of records as it deems necessary. Again, you should not

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expect privacy when using Company email and voicemail systems or when using Company computers to
access the Internet.

Any violation of the Company's policies and guidelines regarding use of the e-mail and Internet systems
may result in disciplinary action, up to and including immediate termination of employment.

Guidelines

● The primary e-mail rule: The content of your e-mail messages should be appropriate for a
formal memo or letter. You should always assume that any message you write, business or
personal, will be recorded permanently and could be reviewed in any legal proceedings or
otherwise made public.

● Always comply with Company policies. E-mail or Internet use that violates any of the
Company's policies, including those prohibiting discrimination and harassment, will not be
tolerated. Among other things, this means you must not visit or view sexually-themed
Internet sites.
● Be polite. Remember that readers do not hear the tone of your voice when they read your
message. A message you believe to be efficient and clear could be interpreted as curt and
brusque.
● Edit your messages. Carefully proofread all messages and use the spell-check feature as
needed. Although messages without capitals and proper punctuation are fairly common in
e-mail, we discourage sending messages which are not grammatically correct. Also, you
should not write messages in all capital letters, as it represents the e-mail equivalent of
shouting. Similarly, use the “reply all” option only when it is really important to reply to all,
and use caution to avoid an inadvertent use of this option.
● If you would not say it in person, do not say it in e-mail. E-mail must not be used to send
angry or rude messages which fail to consider the interpersonal relationships involved and
standards of courtesy and professionalism.
● Do not use e-mail when you should use the telephone. E-mail provides an efficient means
for having brief exchanges of information. However, please keep in mind that a short
conversation is often more efficient than exchanging several e-mail messages.
● Do not access or forward offensive material. The Company will take immediate and
appropriate disciplinary action against any employee who accesses Internet sites which
contain information that is inappropriate for the workplace, such as sites containing games
or sexually explicit content. Additionally, sending or forwarding offensive jokes, cartoons,
racial or ethnic or other slurs, or inappropriate comments is strictly forbidden.
● Never forward "chain" e-mail. "Chain" e-mail messages are like chain letters. They take up
valuable space on the e-mail system and should be avoided.
● Protect confidentiality. Never send or disclose messages containing confidential or
proprietary information to anyone who does not have a right to know. Also, never access
the files or communications of others unless you have a legitimate business purpose and
authorization to do so. Remember, all information at this firm should be considered
confidential.
● Internet e-mail is not secure. While not common, there is always the potential for any
Internet message and any documents or files that are attached to the message to be
intercepted and read.

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 ● Deleting does not always mean destroying. The Company's entire e-mail system is backed
up at regular intervals. Never assume that an e-mail message you have deleted is deleted
for all purposes. A message deleted from your "in-box" may be available elsewhere on the
network. Internet e-mail sent outside of the Company may remain on the recipient's system
indefinitely.
● Always log off. Log off the network when you are not using your computer. Remember that
an unattended computer can be accessed by unauthorized persons.
● Never divulge your network login ID or password. If a request appears asking for your
network login ID or password (or any other personal information), do not release the
information.
● Use caution before downloading any file from the Internet. Keep in mind that you are on the
Company's computer network and the downloading of files may put the Company's entire
network at risk. Obtain further guidance from the Company as to what is or is not
permissible to download. Instant messaging clients should be avoided unless specifically
approved by the Company.
● Be aware of the potential security risk of downloading working documents. For example,
Microsoft Word documents can be embedded with destructive macros. Virus scan all files
and documents downloaded from the Internet before opening them.
● Be aware of copyright and trademark infringement. The e-mail or Internet systems may not
be used for unlawful activities, including sending copyrighted or trademarked materials in
violation of copyright or trademark laws or license agreements, or misusing software trial
versions, shareware, and any other software programs.

Computer Usage and Security

It is the Company's policy that its computer system, including hardware, software, and data files, be
operated in a secure environment and not be misused.

All computer programs or data purchased or licensed by or developed for the Company are the property
of the Company or its licensors and must be promptly returned to the appropriate person at the
Company upon project completion or termination. In no event shall any computer program, data,
documentation, listing, source code, or object code be sold, licensed, released, or loaned to individuals
or entities outside the Company.

If employees learn of any misuse of hardware, software, documentation, or data within the Company,
they must notify their supervisor.

Management, in its sole discretion and without notice, may periodically monitor, review, audit or control
any aspect of access to or use of Company computer resources (e.g., any computer equipment, system,
terminal, network, software, data, documentation, or file, including individual employee computer files).
No employee has an expectation of privacy in the Company’s computer systems.

Employees whose employment with the Company has terminated or whose duties no longer require use
of Company computer systems or access to Company data must return to their supervisor all Company
property and equipment used in connection with Company computer systems. Such items include,
without limitation, keys, identification cards and badges, software, manuals, documentation, disks,
tapes, and source listings.

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Inspection of Company Property and Electronic Systems Policy
Filing cabinets, desks, computers, related hardware and software, telephones and the voicemail and
e-mail system are work areas or assets that belong solely to the Company. The Company reserves the
right to enter, access and inspect all such work areas, including filing cabinets, desks, computer
terminals, and the information contained on the computer, network, voicemail, and email systems at any
time, without advance notice to employees. Please understand that you should not expect privacy in
such Company work areas or assets.

While employees may store routine personal information, such as appointment calendars, on their
computers, employees may not use the Company's computers, telephones, voicemail and e-mail systems
to do work on their own behalf or on behalf of another employer, either during or after work hours.

Please be reminded that passwords are not an assurance of privacy, and you should not have an
expectation of privacy in your use of the Company’s email, voicemail, or other electronic systems. You
may not share or distribute your passwords except as may be expressly authorized by the Company. The
Company reserves the right to review and purge email, voicemail, and its computers and network at any
time, in its sole and exclusive discretion.

Cell Phone Use Policy

The Company prohibits the use of all hand-held cellular devices for work purposes while operating a
motor vehicle or for personal purposes while operating a motor vehicle during work hours or on
Company business. Employees may use hands-free cellular devices while driving when safe to do so.
Under no circumstances are employees allowed to use mobile devices to type or review text messages or
the Internet for work purposes while operating a motor vehicle, while operating a motor vehicle during
work hours, or while on Company business.

Employment Categories

Exempt Employees

Exempt employees are those whose job assignments meet the federal and state requirements for
overtime exemption. Exempt employees are compensated on a salary basis and are not eligible for
overtime pay. Your supervisor will inform you if your status is exempt.

Non-Exempt Employees

Non-exempt employees are those whose job assignments meet the federal and state requirements and
are eligible for overtime. Please refer to the overtime policy.

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Pay Policies

Employee Pay Dates

All US employees are paid on the 15th and last day of each month. Should either of these days fall on a
weekend or holiday, employees will be paid on the day of the month immediately preceding the
weekend or holiday.

Employee Status

Your employee status will typically fall into one of these three general categories. Your status may be
adjusted from time to time, in the Company’s discretion, based on Druva’s business needs.

Full-Time: Employees who are regularly scheduled to work 40 hours per week. Full-time
employees are eligible to participate in the Druva benefits outlined in this
Handbook and in relevant plan documentation. Employees may be designated
as “exempt” and paid on a salaried, rather than hourly, basis. Employees may

also be designated “non-exempt,” and will generally be paid hourly and will be
subject to overtime and other wage and hour regulations. An employee’s offer
letter will set forth their status as exempt or non-exempt.

Part-Time: Employees who are regularly scheduled to work fewer than 40 hours per week.
Part-time employees may be eligible for Druva benefits, depending on the terms
of Druva’s benefit plans, and applicable regulations.

Temporary: Temporary employees are those holding positions intended to be of a limited

duration. An employee will not change from temporary status to another status
unless specifically informed of such a change, in writing, by the CPO. Temporary
employees are generally not eligible for Company-sponsored benefits except as
may be required by law.

Workweeks, Workdays, and Paydays

Workweek: Sunday through Saturday.

Workday: 12:01 a.m. through Midnight

Paydays: Pay periods are the 1st through the 15th of each month, for which you will be
paid no later than the 26th, and the 16th through the end of the month, for
which you will be paid no later than the 10th of the following month. Questions

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 about your pay should be directed to the CFO or such person as he or she will
designate.

Record of Hours Worked (Non-Exempt Employees)

The Company requires non-exempt employees to submit a timesheet to record hours worked. This
timesheet must record the time you commenced work at the start of your shift, the time you cease work
to begin a meal break, the time you recommence work after your meal break, and the time you cease
work at the end of your shift. Ten-minute rest breaks should be recorded and are paid.

Each day you must accurately record the number of hours worked (regular and overtime) as well as the
hours not worked for including holidays and paid time off. Wages will be paid based on the time
recorded on your timesheet. It is your responsibility to record your time accurately.

If any employee, including any supervisor or member of management, instructs or encourages you not
to record your time accurately, that is a violation of both Company policy and of the law, and should be
reported immediately to the CFO or designate. An employee’s failure to accurately record his or her time
or an employee’s recording of another employee’s time are serious offenses and will subject employees
to appropriate discipline.

Overtime Compensation for Non-Exempt Employees

Employees may be required to work overtime as necessary. Only actual hours worked in a given workday
or workweek can apply in calculating overtime. The Company will attempt to distribute overtime evenly
and to accommodate individual schedules. All overtime work must be previously authorized by a
manager. The Company provides compensation for all overtime hours worked by non-exempt employees
in accordance with state and federal law.

Please note that non-working time, including, for example, paid time off, sick, meal breaks, or time spent
on personal business, is not counted as hours worked for purposes of calculating overtime.

Whenever feasible, you will be given advance notice that overtime will be required. However, advance
notice is not always possible. Employees should recognize that the nature of the business in which we
are engaged sometimes necessitates overtime. Therefore, overtime may occasionally be mandatory.
However, under all circumstances, it is Company policy to pay overtime when incurred by nonexempt
employees. Employees may not work overtime without prior authorization from their supervisor.
Exempt employees are not entitled to overtime pay.

Rest and Meal Periods

All non-exempt employees are entitled to a paid ten-minute rest period sometime near the middle of
each consecutive four hours worked or major fraction thereof. These breaks are to allow you to rest,
have a cup of coffee, take care of other personal needs, and so forth. They may not be extended,
combined with lunch hours, or used to compensate for late arrivals or early departures. When you are
not utilizing your break period time, you are expected to devote your full efforts to your duties. If you

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work overtime, you may be entitled to an additional rest break or breaks; Human Resources can provide
you more information about this.

Meal periods for non-exempt employees are normally one hour long and are not compensated. They
should be taken around the middle of your shift, but in no event should they be taken later than five
hours into your shift. You are free to leave the office during your meal break, though it is not required
that you do so. Non-exempt employees may not perform any work during their meal or rest periods. If
you work overtime, you may be entitled to an additional meal break; Human Resources can provide you
more information about this.

If a non-exempt employee’s supervisor instructs the employee to work through a rest or meal break or
the employee is otherwise not allowed to take that break, that should be noted on the employee’s
timecard. Both of these occurrences may affect the Company’s pay obligations to the employee and may
entitle the employee to receive premium pay. If a supervisor tells a non-exempt employee to work
through a rest or meal break and in any way discourages the employee from noting this on his or her
timesheet, the employee should immediately notify the CPO so that appropriate action may be taken.

Employee Business Expense Policy

Employees shall be reimbursed for all authorized travel and other expenses incurred in connection with
Company business and in accordance with this Operating Policy. The Company does not provide travel
advances to employees.

Expense reports are to only be submitted for travel and expense reimbursement for travel spend and not
for the purchase of third-party services, including, but not limited to field events, tradeshows, etc.
Authorization for such third-party services should be obtained through the normal procurement process,
via the Procurify tool.

Employees shall use good business judgement when traveling. Employees shall endeavor to minimize
the overall cost of travel for the Company, balanced with minimizing the loss of time and productivity to
the Company.

Authorization for employees to expend Company funds is required from the employee’s immediate
manager prior to incurring the expense. Travel Expense Reports must be approved by the same manager
after the fact in Concur.

Expenses that are not in accordance with this Operating Policy may not be reimbursed, even if
authorized by the manager.

Receipts are required for all travel and entertainment expenditures. If a receipt is lost, or for the rare
occasions when a receipt cannot be obtained and is less than or equal to $25.00, the Missing Receipt
Affidavit function must be selected for the expense line item in lieu of a receipt. If the expense is over
$25.00, the previously mentioned affidavit must be utilized, as well as a copy of the employees’ credit
card / bank statement documenting the charge (assuming a non-cash transaction).

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When multiple employees’ charges are contained on one bill, the charge should be incurred and
expensed by the most senior person in attendance, such as, but not limited to, shared meals while on
business travel.

Responsibilities

LOCAL/OFFICE-BASED EMPLOYEE shall obtain authorization from manager prior to booking travel or
expending Company funds. In addition, employees will secure reservations, retain required original
itemized receipts, record the expenses incurred on the trip, return unused air tickets and submit the
Travel Expense Report within 30 calendar days from the date of trip completion. Any expense report for
items older than 60 days may be rejected for reimbursement payout.

REMOTE EMPLOYEE will be held to the same responsibilities as listed under local/office-based employee
but are eligible for specific reimbursements per the Expense Reimbursement Policy. Employees residing
in California can be considered remote employees if the following qualifications are met:

• Majority of working hours are spent at the outside office or residence (away from the
Sunnyvale office).
• Executive Officer at Druva, Inc. has approved.
• Offer letter explicitly states you are a remote employee.

CONCUR AUDITOR shall conduct an audit of submitted expense reports by the employee. A review of
accuracy, completeness, and proper receipts will occur. Concur Auditor shall approve the Travel Expense
Report and submit to the Manger for approval. Any variance between the expense report and
supporting receipts shall cause the Concur auditor to return the report to the employee for correction,
causing delay in reimbursement payout.

MANAGER shall preauthorize the trip, review the Travel Expense Report to determine that preparation is
complete and accurate, the purpose of the trip is adequately described; expenses incurred by the
Employee are directly related to the business purpose of the trip, are not personal in nature, are
reasonably priced, and are in accordance with the guidelines of this Operating Policy; and all required
receipts are attached. The Manager shall approve the Travel Expense Report and submit it to Accounting
for processing.

ACCOUNTING shall further review the Travel Expense Report for completeness, accuracy, proper
approval, and compliance with this Operating Policy; ascertain that the expenses claimed are reasonable
and that proper reimbursement occur with the next payroll batch. Payroll occurs on the 15th and last
day of the month apart from the day falling on a weekend, in which case it will be paid out the Friday
before. To be included in a particular pay cycle, the expense report must complete the audit and
management approval cycle at least 7 business days prior to the scheduled pay date.

FOREIGN EXCHANGE RATE refers to the conversion rate applied within the Concur expense report when
purchases are made in a foreign currency, and the reimbursement is to occur in another currency. The
exchange rate within Concur is updated daily, and should not be edited by the employee, unless
documented by an employee’s bank or credit card statement supporting the reimbursement amount.

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AIRLINE TRANSPORTATION
1) Authorized Fares and Seating
The traveler must utilize the Company’s Travel Booking Tool, TripActions, for securing the most
economical airfare available and is authorized to fly economy class only. Any costs associated
with upgrades, such as, but not limited to seat selection, economy plus, business class, or
early-bird check-in fees are the responsibility of the traveler and not the Company and will not
be reimbursed. Advance purchase, discounted, or promotional airfares should be used to the
greatest extent possible. It is strongly recommended that travelers make airline reservations at
least 14 days in advance of their trip and no more than 60 days in advance of their trip.
Additional costs incurred due to the change in the itinerary for business purposes are
reimbursable.
2) Frequent Flyer Mileage
Travelers are entitled to use, for personal purposes, any mileage credits earned while flying on Company
business under any airline mileage bonus program. The Company will not reimburse the traveler
for mileage credit (either personal or business related) used by the traveler for travel on
Company business.
3) Payment, Exchanges, and Refunds
All airfare booked is paid by the Company Corporate Card. No airfare for business travel may be
purchased on a traveler’s personal credit card for reimbursement. The traveler should also
immediately return unused airline tickets to the travel agent.

GROUND TRANSPORATION
1) Public Transit and Taxis
The Company will reimburse the traveler for the full cost of taxi, airport shuttle, public transportation,
ridesharing services, and similar fares when such transportation is required on Company
business. The Company will not reimburse the cost of a chauffeur or limousine service. When
utilizing ridesharing services, such as Uber or Lyft, no premium tiers will be reimbursed (such as
Uber Black) and receipts showing the beginning and ending of the trip are required.
2) Trains
Travelers shall use standard coach accommodations when traveling by train.
3) Personal Automobiles
Travelers may use their personal automobiles for travel on Company business, provided that they have in
force public liability and other insurance as required by the law. When a traveler uses a personal
automobile for approved Company business, reimbursement will be based upon actual business
mileage rate as established by IRS guidelines. Mileage between an employee’s residence and
assigned work location is personal commuting, and therefore is not reimbursable. If an
employee is required to pay an insurance deductible amount as a result of an accident, subject
to manager's approval, the Company will reimburse the employee for the expenditure, so long
as an employee is not deemed at fault by employee's auto insurance company and that the
employee was not under the influence of drugs or alcohol. The Company will not reimburse the
traveler for the cost of any fines, bails, or other penalties whether civil or criminal, which are
incurred on account of any violation of any parking or motor vehicle laws. When submitting the
expense report, travelers must utilize the Mileage Calculator in Concur wherein the starting and
ending location for the trip must be indicated.
4) Car Rentals
Rental cars should be authorized only when necessary and cost effective and shall be booked through
TripActions. The Company will reimburse the expenses incurred in connection with the rental

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 when required for business travel. Such reimbursement will include rental charges, mileage
charges, gasoline, and other expenses reasonably incurred in connection with such rental or use.
The Company will not reimburse the traveler for the cost of any fines, bail, or other penalties,
whether civil or criminal, which are incurred on account of any violation of parking or motor
vehicle law. Intermediate or smaller vehicles should be booked; however, the size and type of
the rental car should be appropriate for the number of people in the car and the road conditions
on which it will be used. In-car navigation systems and electronic toll payment options for rental
cars are considered reimbursable. All other convenience options, i.e. satellite radio, are
considered non-reimbursable. For domestic car rental (including employees from non-US Druva
sites renting a car in the US), the employee shall decline all insurance coverage. The Company
carries rental car insurance under its umbrella policies. For international car rental, the
employee should accept all insurance coverages. To maximize cost savings, employees should
refuel rental cars prior to returning. If an employee is required to pay an insurance deductible
amount as a result of an accident, subject to manager's approval, the Company will reimburse
the employee for the expenditure, so long as an employee is not deemed at fault by employee's
auto insurance company and that the employee was not under the influence.
5) Equivalent Airfare
If an employee elects to use a personal vehicle for a trip, the maximum transportation reimbursement
will be the lesser of the mileage expense, or the cost of the most economical airfare available at
that time. Lodging, meals, or other costs incurred as a result of driving are not reimbursable.
6) Airport Parking
Long-term Airport Parking is highly encouraged. Short-term parking is acceptable if the expense is less
than $100.00.

HOTELS
1) General
The Company will reimburse reasonably priced lodging expenses incurred while traveling on Company
business booked through TripActions. Hotel stays are not authorized for attendance of meetings,
seminars, etc. which are within 50 miles of either the employee’s home or work assignment
location. All hotel charges must be itemized within the Concur Expense Report, reflecting the
total charges on a per-day basis. Along with the hotel receipt, the TripActions itinerary with the
hotel booking should be attached to the Concur expense report. This can be easily accomplished
via utilization of the TripActions push integration with Concur.
2) No Show Charges
Certain hotels require that reservations be guaranteed. If a cancellation is not made, a charge may
result. In the event a traveler’s plans are changed, it is the traveler’s responsibility to cancel the
hotel and any other reservations. This can be done by contacting the travel agency in a timely
manner or calling the hotel or other service provider directly. If a cancellation is not made, a
billing may be sent for a one-night reservation. The traveler should attempt to have the charge
waived. If this is not possible, the traveler should pay the expense and submit it for
reimbursement on the Expense Report, with an explanation.
3) Suites and Special Hotel Charges
Suites are not authorized. Additionally, the Company does not reimburse for individual room amenities
such as movies, spa fees, mini-bar, flowers, etc.
4) Private Homes

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Travelers on business who are authorized a lodging reimbursement and instead, reside overnight at a
private home may claim the cost of a modest gift given to their hosts, not to exceed a $100
value. A receipt is required to document the cost of the gift.

MEALS WHILE ON TRAVEL

The Company will reimburse the traveler for the actual cost of meals while on travel. The Company will
reimburse up to $100.00 per day for a traveler’s total meals for a domestic trip and $125.00 per day for
an international trip. The Company will not reimburse for lavish meals or premium vintage wines or
liquors. Travelers will not be reimbursed for estimated meal costs, nor will the Company pay the Traveler
cash in lieu of a “skipped” meal.

In some instances, the Company may establish a per-diem rate for M&E for attendees of large tradeshow
events. This per-diem rate would be communicated to all approved attendees prior to the event.
Gratuities, within generally accepted norms (15%-18% on the subtotal of the bill), will be reimbursed in
connection with or while on Company business.

INCIDENTAL EXPENSES
1) Other Reimbursable Expenses
The following are incidental expenses incurred while traveling which are not considered purely personal
in nature and which will be reimbursed within reasonable limits:
● Laundry (for stays of longer than one week, or exceptional circumstances)
● Baggage handling

● Foreign transaction fees

● When traveling internationally on a regular basis it is highly encouraged for the employee
to obtain a credit card that does not have these charges.
2) Other Non-Reimbursable Expenses (including, but not limited to)
● Child or senior care and related costs
● Pet care
● Home care and security
● Personal items such as clothes, toiletries, haircuts, manicures, saunas, massages, shoe
shines, reading material, tobacco, movies, or other entertainment
● Travel accident insurance
● Penalties for traffic violations, parking fines, etc.
● Credit card fees for personal credit cards, and late charges and/or interest charge on such
credit cards.

PERSONAL ACTIVIES IN CONJUNCTION WITH BUSINESS TRAVEL

1) Side Trip and Stopovers
Travelers may take side trips or stopovers in route to or returning from their business destination. Any
incremental cost of transportation and other expenses incurred as a result are borne by the
traveler.
2) Vacation Related Travel
Vacation in conjunction with authorized business travel must be preapproved by the traveler’s
supervisor. All incremental expenses associated with the vacation are non-reimbursable. If an
employee who is on vacation is requested to interrupt the vacation and to travel on Company
business, the employee’s transportation expense between the vacation site and the business
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 destination are reimbursable. Other travel related expenses incurred on the business trip are
reimbursable in accordance with the provisions of this policy.
3) Accompaniment by Significant Other
f a traveler on Company business elects to be accompanied by a significant other, no expenses incurred
by, or on behalf of, the significant other are reimbursable by the Company. There are certain
occasions when the Company may expect the significant other to attend. Attendance by a
significant other at these occasions must be preapproved by a VP.

ENTERTAINMENT
1) Conferences and Meetings
Conferences and meeting expense represent the cost of meals and beverages incurred during meetings
of substantive Company business issues. To be reimbursable, supplemental information
specifying the date, location, business purpose and names of participants and their employers,
must be provided on or attached to the Expense Report.
2) Entertainment
3) Entertainment expenses are those incurred for customers or potential customers, such as tickets
to theater, athletic or other entertainment events, golf outings, bus tours, and other social
outings. These events are considered customer entertainment, even though substantive
Company business was discussed. Entertainment expenses must be reasonable, must have a
business purpose and must be in good taste. Entertainment that can be interpreted as a bribe or
in poor taste (i.e. sexually explicit) will not be reimbursed.

Expenses incurred in the entertainment of Druva customers are reimbursable, assuming the cost and
nature of the event are reasonable. Supplemental information specifying the date, location, business
purpose and names of participants and their employers, must be provided on or attached to the Expense
Report.

OTHER EVENTS
1) Seminars or Training Sessions
Registration fees and reasonable and necessary related travel costs of attending seminars or training
sessions are reimbursable for employees. The seminar or training sessions must be directly
related to the employee’s employment or area of expertise; and must be preapproved by the
employee’s direct manager.
2) Company Events
Expenditures for Companywide events such as a holiday party or company picnic must be approved in
advance by the CFO or CEO.

GIFTS
Generally, no gifts of any kind are reimbursable by the Company, i.e. gifts of alcohol, gift cards, or cash to
either customers or other Company employees. Exceptions are shown below and should be submitted
for reimbursement on an Expense Report. The name and affiliation of the recipient should also be
disclosed on the Expense Report.
● Flowers in the event of a birth within the employee’s immediate family, death or serious
illness of an employee, or death of a member of the employee’s immediate family.
● Gifts to hosts of private lodging as described in paragraph 3.5 above.
● Gifts of flowers or small tokens of appreciation, respect, etc. to persons not employed by the
Company where it is consistent with normal business custom.
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 ● Company branded materials as provided by headquarters.

NON-EMPLOYEE TRAVEL AND EXPENSES

1) Employment Applicants
Out of area applicants may be reimbursed for actual and reasonable travel expenses incurred when
invited for an employment interview. Reimbursement for such travel costs are coordinated and
submitted via HR and are subject to the guidelines of this policy. Prior to inviting an out of area
applicant for an interview, management shall determine the applicant’s qualifications through a
telephone interview.
2) Consultants and Subcontractors
Consultants and subcontractors are independent business people and should not use a Company
Expense Report for reimbursement. Such costs should be specified by provisions in the
consulting or subcontract agreement. Such costs must be invoiced along with their fees and
approved by the appropriate Druva employee.

HOME EXPENDITURES AND ELECTRONIC APPARATUS

All purchases of electronic apparatus or software are to be made by IT from headquarters for Sunnyvale
based employees. Preapproval from IT for remote employees is required before expenses over $50.00
may be incurred for IT related purchases, such as, but not limited to printers, personal scanners, docking
stations, monitor, etc. Software expenses are not typically approved for purchase outside of IT
department members. Any apparatus for which the item is reimbursed is the Company’s property and
should be returned to the Company upon the employee’s termination, or when the employee no longer

needs the item to perform his or her job. There may be instances where travel might warrant a purchase
of an IT related peripheral, such as a charger, and is approved.

1) Internet, Cell Phone, Land Line, and Tethering Expenses

All remote employees are entitled up to $200.00 a month to cover these charges. Employees located at
Sunnyvale, CA Headquarters are entitled up to $75.00 a month upon manager’s approval for cell
phone expenses as deemed necessary.

Alcohol Abuse, Drug- and Controlled Substance-Free Workplace

Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol.
This policy does not prohibit employees from the lawful use and possession of prescribed medications.
Employees must, however, consult with their doctors about the medications' effect on their fitness for
duty and ability to work safely, and they must promptly disclose any work restrictions to their supervisor.

Employee Assistance

Druva will assist and support employees who voluntarily seek help for drug or alcohol dependency or
abuse before becoming subject to discipline or termination under this or other Druva policies. Such
employees will be allowed to use time off, placed on leaves of absence, referred to treatment providers
and otherwise accommodated as required by law. Employees may be required to document that they
are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that
are safety­sensitive or if they have violated this policy previously. Once a drug test has been initiated

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under this policy, unless otherwise required by the Family and Medical Leave Act or the Americans with
Disabilities Act, the employee will have forfeited the opportunity to be granted a leave of absence for
treatment, and will face possible discipline, up to and including discharge.

Work Rules

1) Whenever employees are working or are conducting company-related work offsite, they are
prohibited from:

a. Using, possessing, buying, selling, manufacturing or dispensing any controlled substance

or illegal drugs (to include possession of drug paraphernalia).
b. Abusing alcohol or being under the influence of an illegal drug as defined in this policy.
c. Driving a Company vehicle (including rental cars) or on Company business while under
the influence of illegal drugs, alcohol, or prescription drugs that impair one’s ability to
drive; and

2) The presence of any detectable amount of any illegal drug, illegal controlled substance in an
employee's body system, while performing company business or while in a company facility, is
prohibited.

3) Druva will also not allow employees to perform their duties while taking prescribed drugs that
are adversely affecting their ability to safely and effectively perform their job duties. Employees
taking a prescribed medication must carry it in a container labeled by a licensed pharmacist or

be prepared to produce the container if asked.

4) Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement
agency and may result in criminal prosecution.

Inspections
Druva reserves the right to inspect all portions of its premises for drugs, unauthorized alcohol or other
contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of
their persons, work areas and property that might conceal a drug, alcohol or other contraband.
Employees who possess such contraband or refuse to cooperate in such inspections are subject to
appropriate discipline, up to and including discharge.

Required Testing

Pre-employment
Applicants being considered for hire, in certain departments, must pass a drug test before beginning
work or receiving an offer of employment. Refusal to submit to testing will result in disqualification of
further employment consideration.

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Reasonable suspicion
Employees are subject to testing based on (but not limited to) observations by at least two members of
management of apparent workplace use, possession or impairment. HR should be consulted before
sending an employee for testing.

When reasonable suspicion testing is warranted, both management and HR will meet with the employee
to explain the observations and the requirement to undergo a drug and/or alcohol test within two hours.
Refusal by an employee will be treated as a positive drug test result and will result in immediate
termination of employment.

Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. A
member of HR or management must transport the employee or arrange for a cab and arrange for the
employee to be transported home.

Consequences

Applicants who refuse to cooperate in a drug test or who test positive will not be hired.

Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or
dispense an illegal drug in violation of this policy may be subject to discipline up to and including
termination.

Employees who test positive, or otherwise violate this policy, will be subject to discipline, up to and
including termination.

Crimes Involving Illegal Drugs or Controlled Substances

Druva prohibits all employees, including employees performing work under government contracts, from
manufacturing, distributing, dispensing, possessing or using an illegal drug in or on company premises or
while conducting company business. Druva employees are also prohibited from misusing legally
prescribed or over-the-counter (OTC) drugs. Law enforcement personnel may be notified, as appropriate,
when criminal activity is suspected.

Druva does not desire to intrude into the private lives of its employees but recognizes that employees'
off-the-job involvement with drugs and alcohol may have an impact on the workplace. Therefore, Druva
reserves the right to take appropriate disciplinary action for drug use, sale or distribution while off
company premises. All employees who are convicted of, plead guilty to or are sentenced for a crime
involving an illegal drug are required to report the conviction, plea or sentence to HR within five days.
Failure to comply will result in automatic discharge. Cooperation in complying may result in suspension
without pay to allow management to review the nature of the charges and the employee's past record
with Druva.

Authorized Use of Alcohol

The Company may provide alcohol for consumption at certain events, such as social functions. The
consumption of alcohol in moderation at these events does not violate this policy. Employees may not
drink and drive at Company-sponsored events.
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Individual State Marijuana Laws

Although a number of states currently allow people over the age of 21 to possess small amounts of
marijuana for personal use, it is in conflict with federal law. The Company prohibits the use or possession
of marijuana on Company-owned, leased, or managed property or during any Company-sponsored or
affiliated activity or program whether in our offices or at another location.

Holidays
All full-time employees are currently provided holiday pay for the holidays below. Employees working
more than 50 percent but less than 100 percent will receive prorated holiday pay based upon the
number of hours they are regularly scheduled to work:

• New Year’s Day

• President’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve
• Christmas Day
• December 31st (New Year’s Eve)
If the holiday falls on a weekend during which the Company is not customarily doing business, the
Company will provide notification to employees of alternative paid holiday scheduling. Holiday pay is
paid at the employee’s base rate of pay. Full-time employees will receive holiday pay equal to their base
rate of pay for eight (8) hours.

If you are a non-exempt employee and receive pre-approval from your supervisor to work on a holiday
and work on a holiday, you will be paid at your regular hourly rate of pay for all hours you actually work,
plus your holiday pay, paid as a premium for working on a holiday (receiving a holiday premium in
addition to your regular rate of pay may be credited against any overtime entitlement in the same week).
Druva will not pay you holiday pay in addition to your regular hourly rate of pay without the pre-approval
of your supervisor except under very unusual circumstances, which would be assessed on a case-by-case
basis.

In order to be eligible for holiday pay, eligible employees must work the last scheduled work day before
and the first scheduled work day after the holiday or the employee's absence must be preapproved by
the employee's supervisor.

Emergency Office/Facility Closure Policy

The purpose of this policy is to inform Company employees about how and when decisions will be made
to close a Company facility in the event of emergency situations (severe weather, natural disaster, power
failure, safety concerns, etc.) and guidelines regarding time off when offices are officially closed. The

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Company facility will, however, remain open unless it is determined that safety is compromised by
emergency situations or lack of utility services.

Definitions

1) Essential Employee: Employees designated to report to work in the event of Company closure to
maintain minimum levels of service. Essential employees will be defined based on the specific
emergency circumstance and determined by the department head and communicated to the
employee.
2) Office Closure: Entire office is closed for business operations. Essential employees may be called
in as necessary.
3) Office Opening Delayed: Office will be opened for business after a brief delay. This is generally
when reports suggest that conditions will improve within a brief period of time.
4) Office Closed/Employees Operating Remotely: Office will be closed for business operations and
employees are expected to operate remotely. Essential employees may be called in as necessary.

Additional Closure Information

Compensation Method for Emergency Situations or Closures

If an announcement is made to close the Company, employees will be paid at their regular rate of pay, if
they were scheduled to work during the period of declared closure. Employees on prearranged vacation,
personal days or sick leave on the day of closure will be paid as they would have been had the Company
been open. Similarly, employees on unpaid leaves of absence will not be paid for the emergency closure
day.

If it is determined to keep the Company operational during an emergency situation, each employee must
individually assess his/her unique situation and determine if he/she can safely report to work. If the
employee chooses not to come in to work due to the emergency situation employees should consult
with their supervisor to determine the appropriate time reporting method and may choose to take a
vacation day or make up the time, provided they do so in the same pay-period with supervisor approval.
Non-exempt employees may not work more than 40-hours in a workweek without prior supervisor
approval.

If the Company closes mid-day or an employee works a partial day the Company will pay the employee
the remainder of their regularly scheduled hours. If an employee is called in as essential personnel on a
regularly scheduled day off, the employee will be compensated at their regular rate of pay and paid any
over time if applicable.

Limitations & Exclusions

Employees will be paid up to three business days of regularly scheduled days during emergency closure
status. Beyond three days, the CEO in consultation with others will re-evaluate the situation to
determine a future course of action.

Depending on the needs of the department, a department head may require certain employees to work
on an emergency office closure day. Employees who are required to work are responsible for their own
transportation to and from the Company or when appropriate, telecommuting. If an employee who is

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required to work cannot make it in due to inclement conditions, they must notify their supervisor as
soon as possible.

References
All requests for references must be directed to the Human Resources Department. No other manager,
supervisor, or employee is authorized to release references for current or former employees.

By policy, the Company discloses only the dates of employment and the title of the last position held of
former employees.

Solicitation and Distribution Policy

In order to maintain and promote efficient and secure operations, solicitation and promotion of causes
or organizations and the distribution of materials in the workplace are limited.

No employee shall solicit or promote any cause or organization in work areas during his or her working
time or during the working time of the employees at whom such activity is directed without
authorization from the appropriate department head.

No employee shall distribute or circulate any printed or written non-work material in work areas during
his or her working time or during the working time of the employees at whom such activity is directed.
Meals and breaks do not constitute working time.

It is the responsibility of the employee to distinguish appropriate times and means for solicitation and
distribution consistent with this policy.

Under no circumstances will employees be permitted to solicit or distribute written materials for any
purpose on Company’s premises without prior authorization from the appropriate CPO.

Safety Policies

The Company promotes safety in the workplace and requires every employee to understand the
importance of such safety. In compliance with California law, and to promote the concept of a safe
workplace, the Company maintains an Injury and Illness Prevention Program, which is available from HR.
To that end, we have implemented an Illness and Injury Prevention Program, which is available from
Human Resources.

Compliance with the safety requirements is an important aspect of each employee's employment.
Because of the importance of these safety considerations, any employee who violates safety standards,
causes hazardous or dangerous situations, or who allows such dangerous situations to persist when they
could be effectively remedied is subject to disciplinary action up to and including termination.

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Employees occasionally may be required to assist or participate in inspections, training programs,
activities, and the correction of unsafe or unhealthful conditions. Full cooperation of all employees is
mandatory.

In compliance with Proposition 65, the Company. will inform employees of any known exposure to a
chemical known to cause cancer or reproductive toxicity

Employees should direct any questions they have about their obligations concerning the Company's
safety policies to Human Resources.

Accident Prevention
Accident prevention is an important part of the Company’s planning and operations. Our goal is to
protect employees, customers, and visitors against injury and illness. Employees who fail to observe
Company accident prevention rules will be subject to disciplinary action up to and including dismissal.

Workplace Violence Prevention Policy

The Company has zero tolerance for acts of violence and threats of violence. Without exception, acts and
threats of violence are not permitted. All such acts and threats, even those made in apparent jest, will be
taken seriously, and will lead to discipline up to and including termination.

Possession of weapons on Company premises and at Company-sponsored events shall constitute a

threat of violence.

It is every employee's responsibility to assist in establishing and maintaining a violence-free work

environment. Therefore, each employee is expected and expected to report any incident which may be
threatening to you or your co-workers or any event which you reasonably believe is threatening or
violent. You may report an incident to any supervisor, manager, or HR. A threat includes, but is not
limited to, any indication of intent to harm a person or damage Company property. Threats may be direct
or indirect, and they may be communicated verbally or nonverbally. The following are examples of
threats and acts that shall be considered violent - this list is in no way all-inclusive:

1) Displaying or possessing a weapon on company property or at company events. The prohibition

includes, but is not limited to, firearms, pellet/BB/air guns, replica guns and other simulated
weapons, fireworks, home-manufactured cannons or explosive devices, bows and arrows,
slingshots, clubs, martial arts devices, and switchblades or otherwise-illegal knives. An object
otherwise not considered a weapon may be included within this policy if used as a weapon.
Possession of a lawfully issued concealed weapon permit does not exempt a party from this
prohibition.
2) Harming or threatening to harm another person.
3) Damaging or threatening to damage another person’s property.
4) Committing or threatening to commit acts of workplace sabotage.
5) Stalking or otherwise forcing undue attention on someone, whether romantic or hostile.

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Accident Prevention Program Policy
Accident prevention is an important part of Druva planning and operations. Our goal is to protect
employees, customers, and visitors against injury and illness. The Company recognizes its basic
responsibility to eliminate hazardous conditions that may be encountered by visitors and students and
therefore establishes safety and health policies for this purpose. Employees who fail to observe Druva's
accident prevention rules will be subject to disciplinary action up to and including dismissal.

Temporary Modified Duty/Return-to-Work Policy

The Company supports a Return-to-Work Program for all employees returning from an illness or injury to
temporarily work on a light duty basis, if available. Light duty placement may include a reduction in
full-time work, limiting or altering duties in the employee’s existing position, or temporarily reassigning
the employee to another position that he or she is qualified and capable to perform. In cases where the
employee has a temporary disability from an on-the-job injury, the employee’s supervisor will attempt to
find light duty work. The on-the-job injury return-to-work placement will take precedence over
non-job-related injuries and illnesses.

The purpose of this policy is to establish guidelines so that the Company can assist in the return-to-work
process and minimize the loss of employee productivity by placing the employee in a temporary
assignment. The temporary assignment is not to exceed 90 days in most cases but can be extended, if a
situation arises where the employee is showing improvement in their health while in the temporary
assignment.

The reasonable amount of accommodations allowed for a light duty placement will be done on a
case-by-case basis with input from the employee’s supervisor. Factors that will be considered include
physical restrictions, work availability and demands of the job. Each department, with HR guidance, will

be allowed the flexibility to determine whether they are able to accommodate return-to-modified-work
duties.

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STATE-SPECIFIC APPENDICES

The following appendices to the Employee Handbook are for Druva employees residing in the specific
states listed in the Table of Contents. In the case of a conflict with information in the Handbook, the
policy in the Appendix shall govern.

From time to time, circumstances will require that the policies, practices and benefits described in this
Appendix be changed. The Company reserves the right to change, add to or eliminate any of the policies
described in the Appendices at any time, with or without advance notice to you. When new policies are
added, or existing policies and procedures are changed, the most recent policy shall prevail and govern
any new action taken.

If you have any questions regarding policies, or in the event a situation arises in which the application of
a policy is unclear, please contact Human Resources or the Legal Department for clarification and
assistance.

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 STATE OF ILLINOIS

Leaves of Absence

Sick Days

Full-time employees are eligible to receive up to six (6) paid sick days each year.

If an employee will be out of work due to illness, the employee must notify his or her supervisor as early
as possible, but at least by the start of the workday. If an employee calls in sick for three (3) or more
consecutive days, the employee may be required to provide his or her supervisor with a doctor's note on
the day the employee returns to work.

Sick days must be taken during the year they are received. Accrued, unused sick time cannot be carried
over from one year into the next and is not paid out at separation. Sick days must be used in at least
half-day increments.

While sick days are intended to cover only an employee's own illnesses, half of an employee’s sick days
may be used to care for a family member (including the employee's child, spouse, domestic partner,
sibling, parent, mother-in-law, father-in-law, grandchild, grandparent or stepparent) with an illness,
injury or medical appointment.

Pregnancy Accommodations

In compliance with Illinois law, the Company will not discriminate against an employee because of
pregnancy; will engage in a timely, good faith, and meaningful exchange with employees affected by
pregnancy, childbirth or related conditions; and will endeavor to provide a reasonable accommodation
unless doing so will impose an undue hardship on the ordinary operation of the Company’s business.

Such accommodations include modifications or adjustments to the work environment or circumstances

under which the employee's position is customarily performed, including but not limited to more
frequent or longer bathroom, water intake, or rest breaks; private non-bathroom space for expressing
breast milk and breastfeeding; seating accommodations or acquisition or modification of equipment;
assistance with manual labor, light duty, or a temporary transfer to a less strenuous or non-hazardous
position; job restructuring or a part-time or modified work schedule; appropriate adjustment or
modifications of examinations or training materials; assignment to a vacant position; or providing leave.

An employee will not be required to accept an accommodation that she did not request or to which she
did not agree, nor will an employee be forced to take leave if another reasonable accommodation is
available.

The employee may be required to provide certification from the employee's health care provider
concerning her need for a reasonable accommodation to the same extent such a certification is required
for other conditions related to a disability. A certification should include:

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 ● medical justification for the requested accommodation(s);
● a description of the reasonable accommodation(s) medically advisable;
● the date the accommodation(s) became advisable; and
● the probable duration of the reasonable accommodation(s).

The Company will not deny employment opportunities or take adverse employment action against
employees if such decision is based on the employer's need to make a reasonable accommodation, and
the Company will not retaliate against an employee who requests an accommodation or otherwise
exercises her rights under the Illinois Human Rights Act.

The Illinois Human Rights Act is enforced by the Illinois Department of Human Rights (”IDHR”). The
charge process for violations of the law can be initiated by contacting the IDHR at any of the offices
shown below or by completing the form at http://www.illinois.gov/dhr.

Chicago Office Springfield Office Marion Office

100 W. Randolph St. 222 South College 2309 West Main St.
10th Floor Room 101-A Suite 112
Intake Unit Intake Unit Intake Unit
Chicago, IL 60601 Springfield, IL 62704 Marion, IL 62959
(312) 814-6200 (217) 785-5100 (618) 993-7463
Employees with questions or concerns regarding this policy or who would like to request an
accommodation should contact Human Resources.

Leave for Victims of Domestic or Sexual Violence

In accordance with the Illinois Victims' Economic Security and Safety Act, employees who are the victims
of domestic or sexual violence, or who have family or household members who are the victims of
domestic or sexual violence, may be eligible for up to 12 weeks of unpaid leave within any 12-month
period, and upon return will be restored to the same or an equivalent position.

Prior to receiving such leave, the Company may require the employee to substitute any and all annual or
vacation leave, personal leave, and sick leave. This substitution does not extend the 12-week period.
Leave for Victims of Domestic or Sexual Violence runs concurrently with Family and Medical Leave and,
therefore, does not extend any unpaid time available to the employee under Family and Medical Leave.

Reasons for Leave

Eligible employees may take Leave for Victims of Domestic or Sexual Violence so that they or a member
of their family or household may take part in one or more of the following actions:

● Seek medical attention for or recover from physical or psychological injuries caused by domestic
or sexual violence;
● Obtain services from a victim's services organization;
● Obtain psychological or other counseling;
● Participate in safety planning, including temporary or permanent relocation, or other actions to
increase their physical safety or economic security; or
● Seek legal assistance or remedies to ensure their health and safety.

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Notice of Need for Leave
Eligible employees must provide the Company with at least 48 hours advance notice of the need for
leave, unless such notice is not practicable.

Certification of the Need for Leave

To request domestic leave, an employee must supply the Company with a sworn statement from the
employee that the employee or a family or household member is a victim of domestic or sexual violence
and that leave is necessary for one of the reasons described above.
The employee seeking leave also must provide supporting documentation from one of the following
sources:

● A victim's services organization;

● A member of the clergy;
● A medical professional from which the employee or family or household member has sought
assistance;
● A police report or court record; or
● Any other corroborating evidence.

Employee Benefits
During an approved leave, the Company will maintain the employee's health benefits as if the employee
continued to be actively employed.

If paid time off is substituted for unpaid leave, the Company will deduct the employee's portion of the
any applicable health plan premium as a regular payroll deduction.
If the employee's leave is unpaid, the employee must make arrangements with Human Resources prior
to taking leave to pay their portion of any applicable health insurance premiums each month.

If the employee elects not to return to work at the end of the leave period, he or she will be required to
reimburse the Company for the cost of the health benefit premiums paid by the Company for
maintaining coverage during the unpaid leave period, unless the employee cannot return to work
because of continuation, recurrence, or onset of domestic or sexual violence or other circumstances
beyond his or her control.

Intermittent and Reduced Schedule Leave

Unpaid leave may be taken intermittently (in separate blocks of time) or on a reduced leave schedule
(reducing the usual number of hours you work per work week or work day).

Periodic Reports
During a leave, an employee must provide periodic reports (at least every 30 days) regarding the
employee's status and any change in the employee's plans on returning to work.

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Family Military Leave Act

The Company will grant eligible employees up to 30 days of unpaid family military leave if their spouse or
child is called to military service with the State or the United States for more than 30 days. Family
military leave must be taken during the time federal or State deployment orders are in effect.

To be eligible, an employee must have been employed for at least 12 months and have worked at least
1,250 hours during the 12-month period immediately preceding the request for family military leave.

The request for leave must be made at least 14 days in advance if the leave will consist of five or more
consecutive work days. If the leave will consist of less than five days, the request must be made with as
much advance notice as is practicable. Employees must provide certification from the proper military
authority to verify their eligibility for the family military leave requested.

Employees that take family military leave will be reinstated to the position they held before commencing
leave, or to a position with equivalent seniority, status, employee benefits, pay and other terms and
conditions of employment.

Employees that take family military leave may elect to continue benefits at their own expense during the
leave.

School Visitation Leave

Parents and guardians having custody of schoolchildren from kindergarten through Grade 12 are
provided up to eight (8) hours per year of unpaid time off (not to exceed four (4) hours in any single day)
to attend school conferences or classroom activities related to the child if the conference or classroom
activities cannot be scheduled during nonwork hours. Druva Inc. may require proof that the employee
attended school conferences or classroom activities related to the child. Employees first must exhaust all
accrued paid time off, then they may take unpaid time off for this purpose. However, employees will be
given the opportunity to make up any lost work time. Seven (7) days' written notice (except in
emergency situations when twenty-four (24) hours' notice is sufficient) must be given to the supervisor
or manager before taking any time off for school children. Employees must consult with the Company to
schedule their leave so as not to unduly disrupt operations.

Voluntary Emergency Workers Leave

The Company will not terminate employees who serve as volunteer emergency workers and are absent
from or late to work due to their participation in an emergency situation. Volunteer emergency workers
include volunteer firefighters, emergency medical technicians, ambulance drivers or attendants, first
responders, members of county municipal emergency services and disaster agencies, and auxiliary
policemen or deputies. Employees must make a reasonable effort to notify the Company that they may
be absent from or late to work.

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 STATE OF MARYLAND
Leaves of Absence

Reasonable Accommodation for Disabilities Due to Pregnancy

In compliance with Maryland law, if a pregnant employee requests an accommodation for a disability
caused or contributed to by pregnancy, the Company will explore reasonable accommodations with the

pregnant employee, and it will endeavor to provide a reasonable accommodation unless doing so would
impose an undue hardship on the Company.
Such accommodations may include:

● changing the employee’s job duties;

● changing the employee’s work hours,
● relocating the employee’s work area;
● providing mechanical or electrical aids;
● transferring the employee to a less strenuous or less hazardous position; or
● providing leave.

The Company may require an employee to provide a certification from the employee’s health care
provide concerning the medical advisability of a reasonable accommodation to the same extent a
certification is required for other temporary disabilities. A certification should include:

1) the date the reasonable accommodation became medically advisable;

2) the probable duration of the reasonable accommodation; and
3) an explanatory statement as to the medical advisability of the reasonable accommodation.

Employees with questions or concerns regarding this policy or who would like to request an
accommodation should contact their manager.

Unpaid Parental Leave

Eligible employees are entitled to take unpaid leave, not to exceed six (6) workweeks in any 12-month
period for one or more of the following reasons:

● The birth of a child of the employee; or

● The placement of a child with the employee for adoption or foster care.

However, the Company may deny leave if: (i) the denial is necessary to prevent substantial and grievous
economic injury to the Company’s operations; and (ii) the Company notifies the employee of the denial
before the employee begins taking leave.

To be eligible for parental leave, an employee must have been employed by the Company for at least: (i)
a 12-month period; and (ii) 1,250 hours during the previous 12 months. Additionally, an employee is not
eligible if the employee is employed at a worksite at which the Company employs less than 15
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 employees if the total number of employees employed by the Company within 75 miles of the worksite
also is less than 15.

While parental leave is unpaid, employees may substitute accrued paid time off or leave for unpaid leave
provided pursuant to this policy.

Employees must provide 30 days’ written notice of the employee’s intent to take parental leave by
informing their supervisor of the need for parental leave and the anticipated duration of the leave,
except no prior notice is required following a premature birth, unexpected adoption or unexpected
foster care placement.

While on parental leave, the Company will maintain coverage of a group health plan for the duration of
the parental leave in the same manner that coverage would have provided if the employee had not
taken parental leave. If an employee fails to return to work after the parental leave has expired, the
Company may recover any premiums paid by the Company for maintaining coverage while the
employees was on parental leave and such recover may occur by deducting the amount of premiums
paid from the wages paid to the employee on termination of employment.

An eligible employee who returns to work after taking parental leave generally will be restored to the
position held when the leave began or to an equivalent position with equivalent benefits, pay and other
terms and conditions of employment. Nonetheless, the Company may deny restoration of employment
if:
1) the denial is necessary to prevent substantial and grievous economic injury to the
Company’s operations;
2) the Company notifies the employee of the intent to deny restoration of employment at the
time the Company determines that economic injury would occur; and
3) in a case of parental leave that has already begun, the employee elects not to return to
employment after receiving notice of the Company’s intent to deny restoration of
employment.

Additionally, the Company may, during the parental leave period, terminate the eligible employee’s
employment for cause.

STATE OF MASSACHUETTS
Leaves of Absence

Earned Sick Time Policy

Usage
Employees may use earned sick time for the following reasons:

1) to care for the employee’s child (which includes a biological, adopted, or foster child, stepchild,
legal ward, or child of a person standing in loco parentis), spouse (as defined by the marriage
laws of the commonwealth, which includes a partner in a same-sex marriage), parent, or parent

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 of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that
requires home care, professional medical diagnosis or care, or preventative medical care;
2) to care for the employee’s own physical or mental illness, injury, or medical condition that
requires home care, professional medical diagnosis or care, or preventative medical care;
3) to attend the employee’s routine medical appointment or a routine medical appointment for the
employee’s child, spouse, parent, or parent of spouse;
4) for travel to and from an appointment, a pharmacy, or other location related to the purpose for
which earned sick time was taken; or
5) to address the psychological, physical or legal effects of domestic violence.

Use of earned sick time will, if applicable, run concurrently with time off provided under the FMLA, the
Massachusetts Parental Leave Act, the Massachusetts Domestic Violence Leave Act, or the

Massachusetts Small Necessities Leave Act, if applicable.

Parental Leave

Eligible employees generally are entitled to up to eight (8) weeks of unpaid maternity leave for the
purpose of giving birth or adopting a child under the age of 18 (or adopting a person under the age of 23
if that person has a physical or mental disability) or for placement of a child with the employee pursuant
to a court order.

An employee who either has multiple births or adopts more than one child at the same time is entitled
to eight (8) weeks of leave for each child. If two employees seek to take parental leave in connection
with the same child, then they shall only be entitled to a total of eight (8) weeks of parental leave in the
aggregate for the birth or adoption of that child.

Employees must provide at least two (2) weeks' notice of the intended departure date for leave, and
notice of the intention to return to work.

State maternity leave runs concurrently with Family and Medical Leave (if applicable) unless otherwise
required by law.

Domestic Abuse Leave

Employees are entitled to up to 15 days of unpaid leave from work in any 12-month period if, as defined
by applicable law:

1) the employee, or a family member of the employee, is a victim of abusive behavior;

2) the employee is using the leave from work to: seek or obtain medical attention, counseling,
victim services or legal assistance; secure housing; obtain a protective order from a court;
appear in court or before a grand jury; meet with a district attorney or other law enforcement
official; or attend child custody proceedings or address other issues directly related to the
abusive behavior against the employee or family member of the employee; and
3) the employee is not the perpetrator of the abusive behavior against such employee’s family
member.

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Except in cases of imminent danger to the health or safety, an employee seeking leave from work under
this policy must provide to the Company appropriate advance notice of the leave. If there is a threat of
imminent danger to the health or safety of the employee or the employee’s family member, the
employee is not be required to provide advanced notice of leave; provided, however, that the employee
must notify the Company within three (3) workdays that the leave was taken or is being taken pursuant
to this policy.

Such notification may be communicated by the employee, a family member of the employee or the
employee’s counselor, social worker, health care worker, member of the clergy, shelter worker, legal
advocate or other professional who has assisted the employee in addressing the effects of the abusive
behavior on the employee or the employee’s family member.

If an unscheduled absence occurs, no negative action will be taken against the employee if the employee
provides any of the documentation described in (1) to (7) below within 30 days from the unauthorized
absence or within 30 days from the last unauthorized absence in the instance of consecutive days of
unauthorized absences.

Employees must provide documentation that the employee or employee’s family member has been a
victim of abusive behavior and that the leave taken is consistent with this policy. However, an employee
will not be required to show evidence of an arrest, conviction or other law enforcement documentation
for such abusive behavior. Employees must provide such documentation within a reasonable period after
the Company requests documentation relative to the employee’s absence. An employee may satisfy this
documentation requirement by providing any of the following documents:

1) A protective order, order of equitable relief or other documentation issued by a court of

competent jurisdiction as a result of abusive behavior against the employee or employee’s family
member.
2) A document under the letterhead of the court, provider or public agency which the employee
attended for the purposes of acquiring assistance as it relates to the abusive behavior against
the employee or the employee’s family member.
3) A police report or statement of a victim or witness provided to police, including a police incident
report, documenting the abusive behavior complained of by the employee or the employee’s
family member.
4) Documentation that the perpetrator of the abusive behavior against the employee or family
member of the employee has: admitted to sufficient facts to support a finding of guilt of abusive
behavior; or has been convicted of or has been adjudicated a juvenile delinquent by reason of,
any offense constituting abusive behavior and which is related to the abusive behavior that
necessitated the leave under this section.
5) Medical documentation of treatment as a result of the abusive behavior complained of by the
employee or employee’s family member.
6) A sworn statement, signed under the penalties of perjury, provided by a counselor, social worker,
health care worker, member of the clergy, shelter worker, legal advocate or other professional
who has assisted the employee or the employee’s family member in addressing the effects of the
abusive behavior.

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 7) A sworn statement signed under the penalties of perjury, from the employee attesting that the
employee has been the victim of abusive behavior or is the family member of a victim of abusive
behavior.

Information related to the employee's leave under this policy will be kept confidential and will not be
disclosed, except to the extent that disclosure is:

1) requested or consented to, in writing, by the employee;

2) ordered to be released by a court of competent jurisdiction;
3) otherwise required by applicable federal or state law;
4) required in the course of an investigation authorized by law enforcement, including, but not
limited to, an investigation by the attorney general; or
5) necessary to protect the safety of the employee or others employed at the workplace.

An employee seeking leave under this policy must exhaust all annual or vacation leave, personal leave
and sick leave available to the employee, prior to requesting or taking leave under this policy, unless
otherwise provided by the Company.

The Company will not coerce, interfere with, restrain or deny the exercise of, or any attempt to exercise,
any rights provided under this policy or to make leave requested or taken hereunder contingent upon
whether or not the victim maintains contact with the alleged abuser. The Company will not discharge or
in any other manner discriminate against an employee for exercising the employee’s rights under this
policy. The taking of leave under this policy will not result in the loss of any employment benefit accrued
prior to the date on which the leave taken under this policy commenced. Upon the employee’s return
from such leave, to the extent required by applicable law, the employee will be entitled to restoration to
the employee’s original job or to an equivalent position.

Small Necessities Leave

The Company will grant employees who have worked for the Company for at least twelve (12) months
and have provided at least one thousand, two hundred and fifty (1,250) hours of service in the preceding
12-month period with up to twenty-four (24) hours of unpaid leave during any 12-month period, in
addition to any FMLA leave, to participate in various activities. These include: attending a parent-teacher
conference, accompanying a son or daughter to routine medical appointments or accompanying an
elderly relative, related by blood or marriage, to routine medical or dental appointments or
appointments for other professional services related to the relative's care, such as interviewing at
nursing homes. Employees must provide seven (7) days' advance notice of their need for leave. If the
need was not foreseeable, the employee must provide the Company with as much notice as possible. An
eligible employee first must substitute any accrued paid time off for this leave.

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 STATE OF MICHIGAN
Leaves of Absence

Victims of Crime

An employee who is a victim or victim's representative, called to serve as a witness in a judicial

proceeding, must notify his/her supervisor as soon as possible. Employees will not be compensated for
time away from work to participate in a court case. Employees testifying as the victim or representative
of a victim in a judicial proceeding will not be disciplined for their absence.

STATE OF NEW JERSEY

Leaves of Absence

Paid Sick Time

Usage
Paid sick time may be used in a minimum increment of one (1) hour. An employee may not use more than 40
hours of paid sick time in any calendar year. Employees may use paid sick time for the following reasons:

1) the employee’s mental or physical illness, injury or health condition or need for medical
diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for
preventative medical care;
2) the care of the employee’s family member who needs medical diagnosis, care or treatment of a
mental or physical illness, illness, injury or health condition or who needs preventative medical
care;
3) closure of the employee’s place of business by order of a public official due to a public health
emergency or such employee’s need to care for a child whose school or childcare provider has
been closed by order of a public official due to a public health emergency, or care for the
employee’s family member when it has been determined by the health authorities having
jurisdiction or by a health care provider that the family member’s presence in the community
would jeopardize the health of others because of the family member’s exposure to a
communicable disease, whether or not the family member has actually contracted the
communicable disease;
4) any of the following reasons related to domestic violence, sexual assault, or stalking:
● to enable the employee to seek legal or law enforcement assistance or remedies to ensure
the health and safety of the employee or the employee's family members, including, but not
limited to, preparing for, or participating in, any civil or criminal legal proceeding related to
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 or derived from domestic violence, sexual assault or stalking;
● to enable the employee to seek treatment by a health care provider for physical mental
injuries caused by domestic violence, sexual assault or stalking, or to attend to health care
treatment for a victim who is the employee’s family member;
● to enable the employee to obtain, or assist a family member in obtaining services from a
domestic violence shelter, rape crisis center or other social services program for relief from
domestic violence, sexual assault or stalking;
● to enable the employee to obtain, or assist a family member in obtaining, mental health
counseling related to an incident of domestic violence, sexual assault or stalking, in which
the employee or the employee's family member was a victim of domestic violence, sexual
assault or stalking; or
● to enable the employee to participate in safety planning, temporarily or permanently
relocate or take other actions to increase the safety of the employee or employee's family
members from future domestic violence, sexual assault or stalking.
● Any other reason provided for under applicable law.

For purposes of this policy, a family member includes a child; spouse; domestic or civil-union partner;
parent or legal guardian; grandchild; grandparent; sibling; child, parent or grandparent of the employee's
spouse or domestic or civil-union partner; or any other individual deemed a family member under

applicable law. For purposes of this policy, time taken off to care for a child, parent, grandparent or
grandchild applies not only to biological relationships, but also applies to those resulting from adoption,
step-relationships, foster care relationships and in loco parentis relationships.

Unless the employee advises otherwise, the Company will assume employees want to use available sick
time for absences for reasons set forth above and employees will be paid for such absences to the extent
they have sick time available.

If applicable, paid time used for reason (4) above will run concurrently with leave pursuant to the New Jersey
Safe Act Leave policy (domestic/sexual violence leave under the New Jersey Security and Financial
Empowerment Act), to the extent permitted by applicable law.

Notice and Documentation

Employees must provide notice of the need to use paid sick time to HR as early as possible. When the need is
foreseeable, employees should provide seven (7) days’ notice. For example, employees should attempt
and plan to provide notice of scheduled procedures/physician visits at least seven (7) days in advance of
the absence. Where the need is not foreseeable, employees must provide notice before the beginning of
the employee’s work shift or work day, if possible. In cases such as emergencies where advance notice is
not possible, notice must be provided as soon as practicable. The Company will require supporting
documentation if the employee uses paid sick time for more than three (3) consecutive
days/shifts/instances. For paid sick time used for reasons (1) or (2) above, documentation signed by a
licensed health care provider indicating the need for the amount of paid sick time taken will be
considered reasonable documentation and such documentation need not specify the nature of the
employee's or the employee's family member's injury, illness or condition. For reason (4) above,
documentation must communicate that the employee or the employee’s family member is experiencing
domestic violence, sexual assault or stalking, and that such time is being used for a reason covered under
this policy, such as a police report, court order or an employee’s written statement. Additionally, the
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 Company may require an employee to provide written confirmation that an employee used paid sick
time in accordance with this policy, unless otherwise prohibited by applicable law.

Payment
Paid sick time will be paid at the same rate as the employee earns from his or her employment at the time the
employee uses such time, but no less than the applicable minimum wage. Use of paid sick time is not
considered hours worked for purposes of calculating overtime.

Carryover and Payout

An employee may carry over up to 40 hours of accrued, unused paid sick time under this policy to the following
calendar year. Accrued but unused paid sick time under this policy will not be paid at separation.

STATE OF NEW YORK

Leaves of Absence

Blood Donation Leave

Employees who work an average of at least 20 hours per week are eligible for up to three hours of
unpaid leave in any 12-month period for donating blood. Employees must provide advance notice of at
least three working days of their intention to avail themselves of this leave, except in emergency
situations. Employees may use accrued paid time off for this purpose.

Bone Marrow Donation Leave

Employees who work twenty (20) or more hours per week are entitled to up to twenty-four (24) hours of
unpaid leave for the purposes of donating bone marrow. Verification of donation and the length of
necessary leave may be required by the Company. Reasonable notice of leave must be provided.
Employees may use accrued paid time off for this purpose.

Family Military Leave

Employees who work an average of at least 20 hours per week and are spouses of military members
generally are entitled to up to 10 days of unpaid leave during any period when the spouse in the military
is on leave from active duty. Prior notice is requested for staffing reasons. Employees will not be
retaliated against for exercising their rights under this policy. Leave runs concurrently with FMLA
Qualifying Exigency leave to the extent both are applicable.

Paid Family Leave

Eligibility Requirements
Employees who have a regular work schedule of 20 or more hours per week and have been employed at
least 26 consecutive weeks prior to the date paid family leave (“PFLL”) begins (or who have a regular
work schedule of less than 20 hours per week and have worked at least 175 days prior to the date PFLL
begins) are eligible for PFLL. An employee has the option to file a waiver of PFLL and therefore not be

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subject to deductions when his or her regular employment is: (i) 20 or more hours per week but the
employee will not work 26 consecutive weeks; or (ii) less than 20 hours per week and the employee will
not work 175 days in a 52 consecutive week period.

Entitlement
PFLL is available to eligible employees for up to eight (8) weeks (increases to ten (10) weeks on or after
January 1, 2019 and up to twelve (12) weeks on or after January 1, 2021) within any 52 consecutive week
period: (a) to participate in providing care, including physical or psychological care, for the employee’s
family member (child, spouse, domestic partner, parent, parent-in-law, grandchild or grandparent) with a
serious health condition; or (b) to bond with the employee’s child during the first twelve months after
the child’s birth, adoption or foster care placement; or (c) for qualifying exigencies, as interpreted by the
Family and Medical Leave Act (FMLA), arising out of the fact that the employee’s spouse, domestic

partner, child, or parent is on active duty (or has been notified of an impending call or order to active
duty) in the armed forces of the United States. The 52 consecutive week period is determined
retroactively with respect to each day for which PFLL benefits are currently being claimed.

PFLL benefits are financed solely through employee contributions via payroll deductions. The weekly
monetary benefit will be 50% of the employee’s average weekly wage or 50% of the state average
weekly wage, whichever is less (increases to 55% on or after January 1, 2019, 60% on or after January 1,
2020 and 67% or after January 1, 2021).

The Company and an employee may agree to allow the employee to supplement PFLL benefits up to
their full salary with paid time off, to the maximum extent permitted by applicable law.

An employee who is eligible for both statutory short-term disability benefits and PFLL during the same
period of 52 consecutive calendar weeks may not receive more than 26 total weeks of disability and PFLL
benefits during that period of time. Statutory short-term disability benefits and PFLL benefits may not be
used concurrently.

Definition of a Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves:
(a) inpatient care in a hospital, hospice or residential health care facility; or (b) continuing treatment or
continuing supervision by a health care provider. Subject to certain conditions, the continuing treatment
or continuing supervision requirement may be met by a period of incapacity of more than three (3)
consecutive full days during which a family member is unable to work, attend school, perform regular
daily activities or is otherwise incapacitated due to illness, injury, impairment or physical or mental
conditions, and any subsequent treatment or period of incapacity relating to the same condition, that
also involves: (a) treatment two or more times by a health care provider; or (b) treatment on at least one
occasion by a health care provider, which results in a regimen of continuing treatment under the
supervision of the health care provider. The continuing treatment or continuing supervision requirement
also may be met by any period during which a family member is unable to work, attend school, perform
regular daily activities, or is otherwise incapacitated due to a chronic serious health condition or an
illness, injury, impairment, or physical or mental condition for which treatment may not be effective. A
chronic serious health condition is one which: (a) requires periodic visits for treatment by a health care
provider; (b) continues over an extended period of time (including recurring episodes of a single
underlying condition); and (c) may cause episodic rather than a continuing period of incapacity. Examples
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of such episodic incapacity include but are not limited to asthma, diabetes, and epilepsy. Other
conditions may meet the definition of continuing treatment.

Use of Leave
An employee does not need to use this leave entitlement in one (1) block. Leave can be taken
intermittently in daily increments. Leave taken on an intermittent basis will not result in a reduction of
the total amount of leave to which an employee is entitled beyond the amount of leave actually taken.

Employee Responsibilities
An employee must provide thirty (30) days’ advance notice before the date leave is to begin if the
qualifying event is foreseeable. When thirty (30) days’ notice is not practicable for reasons such as lack of
knowledge of approximately when leave will be required to begin, a change in circumstances, or a
medical emergency, the employee must provide notice as soon as practicable and generally must comply

with the Company’s normal call-in procedures. Failure by the employee to provide (30) days’ advance
notice of a foreseeable event may result in partial denial of the employee’s benefits for a period of up to
thirty (30) days from the date notice is provided.

Employees must provide sufficient information to make the Company aware of the qualifying event and
the anticipated timing and duration of the leave. Employees must specifically identify the type of family
leave requested.

Employees must provide medical certifications and periodic recertification or other supporting
documentation or certifications supporting the need for leave.

Job Benefits and Protection

During any PFLL taken pursuant to this policy, the Company will maintain coverage under any existing
group health insurance benefits plan as if the employee had continued to work. The employee must
make arrangements with his or her manager prior to taking leave to pay their portion of any applicable
health insurance premiums each month.

The Company’s obligation to maintain health insurance coverage ceases if an employee’s premium
payment is more than 30 days late. If an employee’s payment is more than 15 days late, the Company
will send a letter notifying the employee that coverage will be dropped on a specified date unless the
co-payment is received before that date.

Any employee who exercises his or her right to PFLL will, upon the expiration of that leave, be entitled to
be restored to the position held by the employee when the leave commenced, or to a comparable
position with comparable benefits, pay, and other terms and conditions of employment. The taking of
leave covered by PFLL will not result in the loss of any employment benefit accrued prior to the date on
which the leave commenced.

Leave Concurrent with FMLA

The Company will require an employee who is entitled to leave under both the FMLA and PFLL, to take
PFLL concurrently with any leave taken pursuant to the FMLA. When the total hours taken for FMLA in
less than full-day increments reaches the number of hours in an employee’s usual workday, the Company

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may deduct one (1) day of PFLL from an employee’s annual available PFLL. If employees have any
questions regarding this policy, they should contact their manager.

Jury Duty Leave

The Company will compensate the juror with a fee of $40 or the juror's regular wage (whichever is
lower) for the first three (3) days of jury service. Exempt employees will be paid their full salary less jury
duty fees for any week in which they performed work for the Company and missed work due to jury
service.

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 ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOK

ALL EMPLOYEES ARE REQUIRED TO READ THIS HANDBOOK, SIGN, DATE AND RETURN THIS
ACKNOWLEDGMENT TO THE COMPANY

I acknowledge that I have been provided with a copy of the Druva Employee Handbook and Policy
Manual, and understand that I am expected to read, understand, and adhere to its policies. I agree to
familiarize myself with the material in the Handbook.

I also understand that the statements contained in this Handbook are not intended to create any
contractual or other legal obligations. I further understand that, other than the at-will policy, the
Company may change, rescind, or modify any policies, benefits, or practices described in the Handbook
from time to time, in its sole and absolute discretion, with or without prior notice. When new policies
are added or existing policies or procedures are changed, I understand that the most recent policies shall
prevail and will govern any new actions taken.

I understand and agree that I am free to leave my employment at any time, for any reason, and that the
Company has a similar right to end our employment relationship at any time, with or without advance
notice, and with or without cause. I understand that this is called “employment at-will,” and that no one
other than the CPO or designate has the authority to alter this arrangement, to enter into an agreement
of employment for a specified period of time, or to make any agreement contrary to this policy.
Furthermore, even if a senior officer of the Company makes such an offer to me, I understand and agree
that it will not be effective unless reduced to writing and signed by both the CPO or designate and me.

To the extent that the terms and benefits of my employment are covered by a written employment
agreement signed by me and the CPO or designate, I understand that the terms and benefits of my
written employment agreement will prevail over any conflicting policies or benefits contained in this
Handbook.

Signed
Date (Employee)

Printed Name

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