USA Operations Centers Workplace Security May 2017

State/Area Exceptions

As this policy is reviewed, please note the following State/Area for which exceptions exist under "States with Guns in Parking Lot Laws":

Alabama, Alaska, Arizona, California, Florida, Georgia, Illinois, Indiana, Kansas, Kentucky, Louisiana, Maine, Michigan, Minnesota, Mississippi, Missouri, Nebraska, North Dakota, Ohio, Oklahoma, Tennessee, Texas, Utah and Wisconsin

Overview

The safety and security of Joyner employees and visitors are a top priority. Joyner recognizes that it deals with potential security risks involving customers, employees, or other individuals. The Workplace Security policy provides information on how to deal with these situations.

General Information

The Workplace Security Policy Joyner attempts to provide a safe and productive work environment. Activities that suggest violence and occur while on or using Joyner's property or while on company business are strictly prohibited. This policy applies to conduct by or directed toward any Joyner employee, business associates, or customer in our workplace. It also applies to any business-related setting outside the workplace, including business trips, meetings, and social events.

These activities include but are not limited to:

Intimidation

Making threats

Making jokes or offensive comments regarding violent acts

Bullying

Exhibiting threatening behavior

Engaging in a violent act

Committing a crime

Possessing a firearm or other weapon

If an employee observes any activity or behavior that suggests violence or danger, he/she should contact his/her management, the Administrative Services, or Corporate Security immediately.

Management will communicate the information to others on a strict need-to-know basis. If an employee faces an immediate situation and does not have time to contact management, the employee should contact law enforcement authorities directly and take safety measures to prevent a threat or violent act from being carried out.

Anyone who acts in a threatening or violent manner should be requested to leave the premises immediately. That person is to remain off Joyner premises pending the outcome of an investigation, which may include a search. If a search takes place, items found in violation of Company policy may be confiscated. If illegal items or weapons are discovered, law enforcement should be notified for guidance/involvement.

Joyner will respond appropriately if the investigation reveals Company policy violations. The response may include, but not be limited to:

Suspension and/or termination of any business relationship

Disciplinary action up to and including termination of employment and/or

Seeking arrest and prosecution of the person(s) involved.

Any employee who obtains a protective or restraining order which lists a Joyner location as a protected area or identifies any individual who should not enter a Joyner location should notify Corporate Security upon issuance of the order. Joyner will maintain confidentiality to the extent possible.

Direct any questions about Joyner Workplace Security Policy to management, the Human Resources Workforce Strategy & Analytics Division, Administrative Services, or Corporate Security.

Employee Actions

Possessing a Firearm or Other Weapon Joyner prohibits the possession of firearms or concealed weapons on Joyner owned or leased properties or while conducting company business except as allowed by law. However, employers as private property owners can prohibit firearms and weapons in buildings. A sign should be placed at customer entrances of all Joyner locations stating firearms and weapons are prohibited on the premises.

States with “Guns in the Parking Lot” Laws States with “guns in parking lot laws” prohibit employers (e.g. private property owners) from preventing employees and customers from possessing lawfully owned firearms in the employer’s parking lot. It is important to remember that while some states allow employees and customers to store firearms in their vehicles, NO state currently allows employees or customers to bring firearms into the building. Although the laws vary from state to state, “guns in parking lot laws” include:

Employees and customers are not permitted to bring firearms or other weapons into buildings.

Employees are not permitted to store or transport firearms in company owned or leased cars.

In many states, employees may not store firearms in their personal cars used for company business.

The firearm must be lawfully owned.

The firearm must be locked in the vehicle.

The firearm must be stored out of sight. (E.g. a case, glove compartment or in the trunk)

Note: Management and Workforce Strategy & Analytics should work with local Administrative Services or Corporate Security regarding any specific state or municipal statutes, guns in the parking lot laws or sign wording. Management, HR Performance Support team, and local Administrative Services should work in concert on any issue involving a defined or perceived weapon.

Note: Air or bb guns are not considered firearms (except in the states of Rhode Island, Connecticut and New Jersey); however, they are considered a weapon under Joyner’s policy.

Prohibition of possession of a firearm or other weapon does not apply to security personnel, law enforcement officers, ATM security vendors, or disposition of weapons through a salvage operation.

Note that the exception to law enforcement officers includes officers hired specifically by Joyner for their services, or law enforcement officers on duty acting in their official capacity. This exception does not include off-duty law enforcement officers or employees who are also employed by law enforcement but who are acting as employees.

The exception to security personnel only includes those hired on behalf of Joyner who are on duty at Joyner. (See Use of Additional Security Officer Service for more information.)

Disposition and storage of weapons on company property due to salvage operations is only acceptable as a last resort and for a minimal duration of time. Other options should be considered prior to storing weapons on company property. Ammunition is not allowed to be stored on company property. If weapons must be stored temporarily on company property, they must be in a secured location or locked area (i.e. cabinet, drawer) with limited access.

Weapons A weapon is generally something designed to be used or intended for use in causing death, injury or for the purpose of threatening/ intimidating a person and could cover many types of instruments. While not all-inclusive, some examples include firearms, air/bb guns, nun chucks, clubs/batons, metal knuckles, knives (see Knives and Blades below) etc.

Personal Protection Devices In some states, personal protection devices such as defense sprays (mace and pepper sprays), may be classified as weapons and there may be specific regulations pertaining to the purchase, possession, and use of such sprays.

Joyner does not prohibit the carrying of defense sprays as personal protection devices. Nonetheless, employees are responsible for complying with any laws or regulations governing their use.

Stun guns and tazers are strictly prohibited on Joyner premises and while conducting Joyner business.

Knives and Blades Some employees may be required to use a knife or blade to perform certain duties (i.e. Administrative Services Maintenance personnel). Knives and blades can present safety concerns, and can be considered weapons depending on their shape and length.

Employees whose jobs duties require knives and blades are to use only company approved and issued knives or blades. Any blade which exceeds 3 inches in length and is necessary to perform special job related duties needs prior management approval for possession.

Employees whose job duties do not require the use of knives or blades are prohibited from possessing or carrying any blade exceeding 3 inches while on Joyner property or while conducting Joyner business.

Workplace Bullying Workplace bullying refers to actions of employees (or a group of employees) directed towards an employee (or group of employees), which is intended to intimidate or interfere with another employee's work.

Bullying typically involves repeated incidents or a pattern of behavior that intimidates, degrades, offends, or humiliates an employee, often in front of others.

Bullying should be reported to management, HR Shared Services, the Administrative Services, or Corporate Security. The Threat Report can be used to report workplace bullying.

Identification Badges Company policy requires all employees and authorized persons to wear photo identification badges while on company owned or leased property as well as while conducting company business.

Employees must display photo identification badges, on their person, at or above the waist and badges must be kept clearly visible at all times. Displaying in a clearly visible manner includes keeping the identification badge facing forward and worn on the front of the person.

Tailgating and Piggybacking Tailgating and piggybacking are strictly prohibited. Tailgating occurs when someone passes through an access-controlled door, following a valid card read of another person. Piggybacking is purposefully allowing someone to pass through an access-controlled door while using the authorized person's card read.

General Procedures for Handling Subpoenas Information on the procedures to follow when Joyner or an associate is served with a work-related or non-work related subpoena can be found in the Employee Data for Litigation, Lawsuits and Subpoenas policy.

Restraining Orders and Orders of Protection Any employee who obtains a restraining order or order of protection that lists a Joyner location as a protected area or identifies any individual who should not enter a Joyner location should complete a threat report to notify Corporate Security upon issuance of the order. Local Administrative Services or the Corporate Security Unit should be provided a copy of the restraining order or order of protection.

Since restraining orders and orders of protection are legal documents, the only way the restricted person can be allowed to remain on Company property is to have written confirmation from the court that issued the restraining order or order of protection that the original court order has elapsed, amended, been rescinded, or withdrawn. In the absence of any other documentation, proceed the same as if the original restraining order or order of protection is in effect and ask the person to leave.

Note that two employees may be involved in an issue where one associate has a restraining order or order of protection against the other employee. In these instances, Admin Services or Corporate Security (or management if they are aware) must notify Performance Support.

Warning Signs of a Potentially Violent Employee Sometimes, a violent act may be preceded by warning signs. Not only can warning signs lead to a workplace violence incident, they can be harmful and disruptive, creating distrust and fear among associates in the workplace. If those signs had been recognized and appropriately addressed, the violence might not have happened.

While certain behaviors raise warning flags, there is no profile that identifies likely perpetrators of workplace violence. No one type of conduct can predict whether someone will or will not commit a violent act. However, warning signs can alert employees and management to possible problems which may require investigation and perhaps intervention. Some warning signs may include:

Threats, threatening behavior, frequent aggressive outbursts, or excessive displays of temper

A history of threats or violent acts

Bringing a weapon to the workplace, brandishing a weapon in the workplace, fascination with weapons and/or references to weapons, violent media content, or violent events

Verbal abuse of coworkers and customers, or harassment through phone calls or emails

Bizarre comments or behavior, (including sudden changes in behavior) especially if it includes violent content

Holding grudges, inability to handle criticism, habitually making excuses, and blaming others

Making jokes or offensive comments about violent acts

Drug and/or alcohol abuse

Evidence of personal stress

Any displays of one or more of these warning signs should be brought to the immediate attention of management or HR Employee Care Services. Leaders should consult with Performance Support.

Handling Workplace Threats If a threat is received or an employee feels threatened complete the Threat Report.

Procedures for Handling Workplace Threats

Seek safety if in immediate danger and contact 911 - or local law enforcement – as soon as possible. Alert others who may be in immediate danger.

Once safe, report the situation to management. Management will alert Corporate Security/Loss Prevention and/or Performance Support as appropriate and seek additional guidance.

If management is not available, contact Administrative Services, HR Shared Services or Corporate Security. Which is available 24 hours a day and accepts collect calls. Ask for guidance on additional security measures and appropriate action.

Record as much information as possible about the situation and fill out the Threat Report.

Stay in contact with management, Administrative Services Loss/Corporate Security or HR Employee Care until the situation is no longer an immediate threat. Let Corporate Security know if any situation continues to be a concern.

Domestic Violence Domestic violence is a pattern of coercive behavior that is used by one person in an intimate relationship to gain power and control over another. Domestic violence includes, without limitation, physical, sexual, emotional, psychological, and financial abuse. Some examples of coercive behavior are the following: hitting, punching, shoving, stabbing, shooting, slapping, threatening behavior, name calling, humiliation in front of others, controlling what one wears, says, and does, controlling the financial decisions, stalking, destroying or attempting to destroy property, and using children to control. Domestic violence occurs between people of all racial, economic, educational, religious backgrounds in heterosexual and same sex relationships, living together or separately, married or unmarried, in short-term or long-term relationships.

The batterer, perpetrator, or abuser is the individual who commits an act/or acts of domestic violence as defined above.

The survivor or victim is the individual who is the subject of an act of domestic violence.

Company Response Joyner recognizes that domestic violence can have an adverse effect on employee’s job performance, health and well-being, and may impact coworkers. Joyner will provide appropriate information, referrals, and resources to victims. Joyner will provide support through Administrative Services, Corporate Security, Human Resources and Safety & Insurance Services, as well as, referrals to LifeWorks and community agencies.

When appropriate and available, Administrative Services, Corporate Security, Human Resources and Safety & Insurance Services can assist victims in a number of ways, including but not limited to:

Developing a safety plan for the workplace

Assigning special parking spots

Escorting people to and from their vehicles or other points of transportation

Screening telephone calls and removing an associate’s name from automated telephone directories

Working with local law enforcement to enforce restraining orders or orders of protection on company property

Relocating an employee's workspace to a more secure area

Having paychecks delivered to another location or updated direct deposit account

Changing benefits to the victim’s own name

Saving any threatening emails

Allowing time off so that employees can seek safety and protection, attend court appearances, arrange for new housing, attend counseling, receive medical care or take care of other appropriate matters

Arranging for flexible hours and short-term leave of absence with the guarantee in most cases of a position upon return

Offer employees assistance through LifeWorks at 888-777-4774

Recognizing the complexity of the issues surrounding domestic violence and that a survivor of domestic violence may face threats of violence or death when he or she attempts to end a violent relationship, Joyner will make reasonable efforts to provide a nonjudgmental and supportive work environment.

The company will not discriminate against domestic violence victims or individuals perceived as domestic violence victims in hiring, firing, staffing, or other terms, conditions, or privileges of employment.

While the company cannot guarantee any employee’s safety, the company is committed to compliance with all applicable laws, some of which may provide entitlement to paid or unpaid leave and/or other accommodations for employees who are victims of domestic violence, sex offenses or stalking. Questions regarding such laws in each state or municipality in which Joyner operates should be directed to Human Resources.

Employees Who Commit Acts or Threats of Domestic Violence Joyner strictly prohibits the use of violence or threats of violence – including domestic violence, sex offenses and stalking – in the workplace, during Joyner sponsored events, while using Joyner information or resources, or in any way related to the business of the organization. Workplace resources include, but are not limited to, phones, fax machines, e-mail, mail, and/or any other company property.

Any employee who assists, commits or threatens to commit such an act may be subjected to disciplinary action, up to and including termination of employment. If appropriate, law enforcement will be contacted, which may result in arrest, criminal charges, and/or prosecution in accordance with the Enterprise Policy-Lawsuits.

Some job positions may give an employee access to certain types of information or resources. If that employee uses this access to harm or contact a victim or to enable an abuser to harm or contact a victim, that employee and abuser, if an employee, may be subject to disciplinary action, up to and including termination of employment. If appropriate, law enforcement will be contacted, which may result in arrest, criminal charges, and/or prosecution.

Joyner recognizes that abusers may also need assistance and resources. When appropriate, referrals to LifeWorks, which may provide referrals to Batterers’ Intervention Programs, may be provided. Joyner will make reasonable efforts to provide a nonjudgmental and supportive work environment.

Reporting Procedures To report an incident of domestic violence, an associate may fill out the Threat Report. An incident may also be reported by calling the Threat Response Hotline, available 24 hours a day. Collect calls are accepted.

If an individual has notified Joyner that he or she has been a victim of domestic abuse or with respect to whom there is a clear evidence of domestic abuse and has, as a result, been marked for restricted disclosure of confidential abuse information they are considered a Protected Person. HR has procedures that explain:

How to notify the Office of Privacy via the Joyner Forms

Confidentiality If an associate reports that he or she is a victim of domestic violence, Joyner will to the extent allowed by law, take reasonable steps to respect the confidentiality and anonymity of the reporting associate, informing others on a strict need-to-know basis only, and only to the extent reasonably necessary to protect the safety of the associate or others and to comply with the law.

Joyner will assist associates affected by domestic violence (both victim and abuser) within the bounds of established company policies and guidelines. Information learned or assistance provided will remain confidential as long as the safety of others is not at risk.

Domestic Violence Resources:

Lifeworks Program

Corporate Security Website

Corporate Alliance to End Partner Violence

Local Law Enforcement

Some states may offer protected, paid or non-paid leave benefits. Please consult with HR Shared Services for more details.

Restricted Building Access There are incidents that occur which make it necessary to restrict an individual access to a Joyner owned or leased facility or onto Joyner property (i.e. Joyner park, etc.). The company has established a “Restricted Building Access Policy” which enhances the security at Joyner.

The Restricted Building Access Policy requires visitors to register upon entering a Joyner facility via the Visitor Access Management (VAM) application. The VAM application automatically checks visitor names against the Company-wide Do Not Admit (DNA) list to verify they are not a restricted visitor. All visitors aged 16 and older are required to present photo identification.

The DNA list is a listing of individuals who are restricted from entering either a specific Joyner facility or all Joyner facilities.

Suspension of Access to Joyner Facilities and Resources Suspension of Joyner computer system and facilities accesses will take place after 80 days of inactivity to protect Joyner associates, assets, and information from potential malicious activity, unless otherwise noted from an employee's management.

Joyner computer systems and facilities accesses should be suspended prior to the 80-day inactivity if a supervisor knows an associate will not or should not be able to access their system for over 80 days.

Resource Tools

LifeWorks

Administrative Services Manual - Work Place Security

Workplace Violence Awareness

General Workforce

Management Course

Domestic Violence Awareness

Associates

Receptionist Workplace Security

Associates and back-ups

All courses available through Joyner University and the Course Enrollment Tool.