II DocuSign Envelope ID: B915CCOA-571 E-498D-B5BF-C24ADF9CB270 1 2 3 4 BARBARA E. FIGARI (SBN 251942) THE FIGARI LAW FIRM A Professional Corporation 117 East Colorado Boulevard, Suite 600 Pasadena, California 911 0 1 Telephone (626) 486-2620 Facsimile (877) 459-3540 barbara(il>figarilaw. com Superior Court or Cal County of San Franci 5 6 Attorneys for Plaintiff SAMUEL WARD SPANGENBERG 7 SUPERIOR COURT OF THE STATE OF CALIFORNIA 8 IN AND FOR THE COUNTY OF SAN FRANCISCO 9 10 11 SAMUEL WARD SPANGENBERG, an individual, on behalf of himself and all others similarly situated, 12 Plaintiff, 13 14 15 vs. UBER TECHNOLOGIES, INC. and DOES 1-50, inclusive, 16 17 18 19 Defendants. ) Case No. CGC-16-552156 ) ) ~ DECLARATION OF SAMUEL WARD ) SPANGENBERG FILED IN ) OPPOSITION TO DEFENDANT'S ) MOTION TO COMPEL ARBITRATION ~ ) Hearing Date: October 19, 2016 ) Hearing Time: 9:30 a.m. ) Department: 302 ) ) ) ) ) 20 21 22 23 24 25 26 27 28 DECLARATION OF PLAINTIFF SAMUEL WARD SPANGENBERG IN OPPOSITION TO DEFENDANTS' MOTION TO COMPEL ARBITRATION Ia, II DocuSign Envelope ID: B915CCOA-571 E-498D-B5BF-C24ADF9CB270 DECLARATION OF SAMUEL WARD SPANGENBERG 2 I, Samuel Ward Spangenberg, declare as follows: 3 4 5 1. I am over the age of eighteen, and make this declaration based upon my own personal knowledge. If called, I would competently testify to the matters stated herein. 6 7 2. I am the plaintiff in the above entitled action. I was previously employed by Uber 8 Technologies, Inc. as a Forensic Investigator. During my employment, I reported to 9 Uber, and namely John Flynn and Andrew Wegley, numerous issues critical to the 10 success ofUber's Security Response Team. 11 12 3. Specifically, I complained that Uber did not have regard for data protection, including, 13 among other items, that payroll information for all Uber employees was contained in an 14 unsecure Google spreadsheet. I also reported that Uber' s lack of security regarding its 15 customer data was resulting in Uber employees being able to track high profile 16 politicians, celebrities, and even personal acquaintances of Uber employees, including 17 ex-boyfriends/girlfriends, and ex-spouses. I also reported that Uber's lack of security, 18 and allowing all employees to access this information (as opposed to a small security 19 team) was resulting in a violation of governmental regulations regarding data protection 20 and consumer privacy rights. 21 22 4. For example, Uber collected data regarding every ride a user requested, their usemame, 23 the location the ride was requested from, the amount they paid, the device used to 24 request the ride (i.e., iPhone, Droid, etc.), the name and email of the customer, and a 25 myriad of other data that the user may or may not know they were even providing to 26 Uber by requesting a ride. Attached hereto as Exhibit A is a true and correct copy of the 27 data related to any Uber rides I took as a consumer, which was retained by Uber, and is 28 2 DECLARATION OF PLAINTIFF SAMUEL WARD SPANGENBERG IN OPPOSITION TO DEFENDANT'S MOTION TO COMPEL ARBITRATION II DocuSign Envelope ID: B915CCOA-571 E-498D-B5BF-C24ADF9CB270 representative of certain of the concerns I had regarding compliance with State and/or 2 Federal laws. 3 4 5. During my employment, I also reported that Uber lacked security regarding its storage 5 of driver information, including social security numbers, which were available, again, to 6 all Uber employees, without regard to any particular level of employment or security 7 clearance. I further reported that Uber lacked privacy safeguards related to records of 8 stock sales and transfers to Uber employees and other purchasers. 9 10 6. During my employment, I also objected to the fact that Uber' s Vulnerability 11 Management Policy, while purportedly designed to ensure the security of data, 12 specifically stated, in writing, that the policy could not be followed if Uber deemed there 13 was a "legitimate business purpose" for not doing so, or if a Director level employee or 14 above permitted such an exception. 15 16 7. Finally, I objected to Uber's protocols in place to deal with raids on Uber's local offices. 17 For example, as part ofUber's Incident Response Team, I would be called when 18 governmental agencies raided Uber's offices due to concerns regarding noncompliance 19 with governmental regulations. In those instances, Uber would lock down the office and 20 immediately cut all connectivity so that law enforcement could not access Uber's 21 information. I would then be tasked with purchasing all new equipment for the office 22 within the day, which I did when Uber's Montreal office was raided. 23 24 8. During my employment with Uber, I always took extreme caution to retain data which 25 was the subject of any litigation holds. I never deleted any emails or crashplan logs, or 26 any other information which belonged to Uber. In contrast, Uber routinely deleted files 27 which were subject to litigation holds, which was another practice I objected to when 28 reporting my concerns to Flynn and Wegley. 3 DECLARATION OF PLAINTIFF SAMUEL WARD SPANGENBERG IN OPPOSITION TO DEFENDANT'S MOTION TO COMPEL ARBITRATION II DocuSign Envelope ID: B915CCOA-571 E-498D-B5BF-C24ADF9CB270 9. I was presented with an offer of employment and was required execute all documents 2 provided to me with the offer letter. I was not permitted the opportunity to have an 3 attorney review the documents I was signing. I never intended to give up any rights, and 4 understood from the paragraph stating that I could file with the EEOC or a Department of 5 Labor that I was being apprised I could proceed in Court, as that language did not, to me, 6 mean that I was giving up my rights to a jury trial for those claims. 7 8 9 10. Attached hereto as Exhibit B is a true and correct copy of the employee handbook issued to me by Uber after I began my employment. 10 11 I declare, under penalty of perjury under the laws of the State of California, that the foregoing is true and correct. Signed this 5th day of October, 2016 at San Francisco, California. 12 13 14 Samuel Ward Spangenberg 15 16 17 18 19 20 21 22 23 24 25 26 27 28 4 DECLARATION OF PLAINTIFF SAMUEL WARD SPANGENBERG IN OPPOSITION TO DEFENDANT'S MOTION TO COMPEL ARBITRATION EXHIBIT A loaded at 53:01.1 43:29.5 - src a71f9042b5 a71f9042b5 - offset 2014/10/22- 2014/11/18- 2015/03/31- 2015/04/02- 2015/05/08- 2015/04/23- 2015/08/18- 2015/08/18- 2015/10/05- 2015/11/290000000000 0000000005 0000000154 0000000159 0000000286 0000000229 0000000831 0000000831 0000000000 0000000000 6946317421 0913758097 6887257699 9644258547 4606452575 9624495429 3465576586 5144174836 0081715722 0027087920 trip_uuid 4c74bb769d3df3b28b34ff6f9064e5d28f10bd07a2ab9db82fcd09e6dab341edb0b4034be16f4e05358f-4a56- 7207-4031- 07e6-47d1- Oe7f-440e- 6033-49ba- 5158-4474- 37ec-41c0- 3003-4d73- 1c00-4267- 7825-42d48a6093a285a1ae048d2c8a2ea346933892c78b5d54ca9914ae 6243e1db4a 33f98182b6c 12490185eb 512e7738c4 lfdf68782e8 5a7585e76a e3f73ee7e3e cfd65f39991 5d262f1bc99 61 f 63 c c8 aS ad e c 0 client id trip request hour vehicle view id city id country id has_ambiguous_billing_c ountry last_confirmed_mobilecountry_matches_user_ country has_ride_allowed_low_ri sk tag pp_cc_uid_deleted_cou nt fares preceding7days sift science score ltd unfulfilled count model_version arrear count app device 3280389 49:36.0 19 46:56.0 27:25.7 41:21.4 42:34.3 46:35.5 46:35.5 55:13.1 27:01.2 6b5aad1d7f 6b5aad1d7f 6b5aad1d7f 6b5aad1d7f 6b5aad1d7f 6b5aad1d7f bece5b56c0 8c5bd090dd 3280389 38:17.6 22 174 10 1 3280389 1 1 3280389 12:59.8 16 8 1 1 FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE 1 3 3 3 3 4 4 4 4 0 0.009646 1 95.85 0.009646 1 156.05 134.47 263.09 163.87 125.66 194.07 310.14 0.009646 1 1 1 1 1 1 1 ·~· ~.~ 14 n 3280389 49:24.8 3280389 54:00.3 17:21.2 11:30.5 23:46.2 1 1 1 1 1 1 1 1 136 1 0 iphone 0 iphone 8 1 1 FALSE random_f random_f random_f random_f orest.v4 orest.v8 orest.v15 orest.v15 0 iphone ~ 5 random_f orest.v15 0 0 0 0 0 0 iphone billing_mobile_country_ match TRUE TRUE TRUE TRUE 0 0 0 0 0 0 0 0 0 1 j 3 4 4 4 4 4 4 TRUE FALSE 0 FALSE FALSE TRUE TRUE TRUE 0 FALSE FALSE 0 0 0 0 0 0 0 total_billing_country_id 1 1 1 1 1 1 1 1 2 pp cc id count payment_profile_scanne d has_ambiguous_mobile_ country vehicle view name google wallet count last_confirmed_match_c urrent 2 6 6 6 6 7 7 7 5 TRUE FALSE FALSE FALSE FALSE FALSE FALSE UberX UberX 0 UberX 0 UberX 0 0 0 0 FALSE FALSE FALSE FALSE FALSE FALSE 2 97.25555 6 17 6 18 6 98.85511 2 6 6 FALSE FALSE 1 1 shared_arrear_amount ~ llet paypal count iPP cc uid count score payment_profile_count signup with promo pp_cc_uid_banned_coun t has confirmed email is banned device email FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE 0 0 UberX 0 FALSE FALSE FALSE FALSE 6 6 6 6 4 14 7 7 8 8 9 10 FALSE FALSE FALSE FALSE FALSE FALSE FALSE 1 1 1 1 1 1 1 TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE FALSE FALSE FALSE FALSE wards pan wardspan ward@ub ward@ub ward@ub ward@ub ward@ub ward@ub ward@ub ward@ub @mac. co @mac. co er.com er.com er.com er.com er.com er.com er.com er.com m m 34392872 46033755 49149940 47854215 57957216 57960465 62115601 has_ride_denied_high_ri sk tag payment_profile_banne d count firstname lastname payment_profile_delete d count has_opted_in_sms_mark eting user_mobile_country_m atch signup_trip_city_match request_lac trip request time payment_profile_prepai d FALSE FALSE FALSE FALSE FALSE FALSE 1 1 1 1 1 1 1 1 1 3 3 3 3 4 4 5 6 FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE FALSE TRUE TRUE 0 0 0 FALSE FALSE FALSE - raw score ltd completed fare shared arrear count ltd faresplit count FALSE 1 in_fraud_geofence - FALSE Ward Ward Ward Ward Ward Ward Ward Ward Ward Ward Spangenb Spangenb Spangenb Spangenb Spangenb Spangenb Spangenb Spangenb Spangenb Spangenb erg erg erg erg erg erg erg erg erg erg banned_users_with_shar ed_payment_count - FALSE FALSE 0.5 [u", u"] FALSE 0.090909 106.49 0 0 [47.62251 89,122.36381 ] ######## 1.4 418.95 0 0 1.6 530 0 0 FALSE FALSE FALSE TRUE 0 0 0 0 0 0 FALSE FALSE 1418.06 0 0 FALSE FALSE 1085.84 3165.47 0 0 0 0 [37.94700 16016,122.52498 90425] FALSE 3165.47 0 0 FALSE 4323.93 0 0 0.8 5079.5 0 0 [37.80023 3,122.43761 1] FALSE time_diff_payment_prof i le_created_to _request_ 2506525 4849446 3252165 3430498 16548757 0 0 0 0 0 0 0 0 FALSE FALSE FALSE FALSE FALSE FALSE 1 54 1 45 1 107 1 107 1 138 Visa 1 31 Visa 2 160 Visa seconds ~ount FALSE r--11 0 Visa 1 7 Visa TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE TRUE 1 1 1 1 1 1 1 1 1 1 1 3 completed_trips_same_ payment_profile_count 5 0 0 0 22 0 0 0 0 pp_cc_uid_active_count 1 3 3 3 3 3 3 3 1 card type has_confirmed - mobile payment_profile_not_pr epaid_banned_count trip request dow 2 6 time_diff_user_created 32049951 34392872 45855422 46033754 to_request_seconds 2 ltd canceled count - or~r -~~~ -~~~ 6 6 66817397 11 11 21 22 27 30 ---I '" itch arrear amount pee 2000 declines pee 2047 declines pee 2005 declines pee 2057 declines lr\UC TRUE TRUE 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 pcc_decline_countries 0 0 0 0 0 0 0 0 0 pee decline types 0 0 0 0 0 0 0 0 0 pee decline zips pee declines pee 1000 declines 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 19 4 1 17 4 1 38 4 1 38 4 1 49 4 1 ·~ 1 15 4 1 FALSE 0 0 0 0 FALSE r14l pcv decline zips 4 2 1 pcv_decline_countries 1 1 1 1 1 1 1 1 1 0 2 0 0 0 0 0 1 2 0 1 0 0 0 1 2 0 1 0 0 0 1 2 0 1 0 0 0 1 2 0 1 0 0 0 1 2 0 1 0 0 0 1 2 0 1 0 0 0 1 2 0 1 0 0 0 1 2 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 1 1 1 1 0 0 0 0 0 0 0 0 pcc_issuing_billing_coun try_id_mismatches 0 0 0 0 0 0 0 0 pcc_decline_firstnames 0 0 0 0 0 0 0 0 pcc_decline_lastnames 0 0 0 0 0 0 0 0 pee decline mobiles 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 pcv pcv pcv pcv pcv 2000 2005 2010 2046 2047 declines declines declines declines declines pcv 2053 declines pcv 2057 declines pp_cc_uid_prepaid_cou nt users_with_shared_pay ment count pcc_decline_issuing_cou ntry ids ~ pee decline prepaids t.;J 4 1 o o I I I I pcc_decline_google_wall ets shared_arrear_by_devic . = 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ..... 0 0 0 1 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 1 1 1 1 0 0 0 0 1 1 1 1 0 0 0 0 1 1 1 1 0 0 0 0 1 1 1 1 TRUE TRUE FALSE TRUE TRUE TRUE ,... t t banned_users_with_shar ed device count country_ids_with_share d device count country_ids_with_share d _payment count mobile_country_ids_wit h_shared_device_count mobile_country_ids_wit h_shared_payment_cou nt billing_issuing_country_ match issuing_user_country_m atch r=:- ~ mobile mobile country id last_confirmed_mobile - 4.15E+09 4.15E+09 4.15E+09 4.15E+09 4.15E+09 4.15E+09 1 1 1 1 1 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 - country id pcc_declines_shared_by _pp - TRUE pcc_decline_zips_shared by pp pcc_decline_countries_s hared by_ pp pcc_decline_issuing_cou ntry ids shared by pp pcc_issuing_billing_coun try_id_mismatches_shar ed by pp pcc_issuing_signup_cou ntry_id_mismatches_sha red by pp pcc_billing_signup_coun try_id_mismatches_shar ed by pp pcc_decline_firstnames_ shared by pp pcc_decline_lastnames_ shared by pp pcc_decline_mobiles_sh ared by pp pcc_decline_debits_shar ~ 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ~ pcc_decline_google_wall ets shared by pp pcc_lOOO_declines_shar ed by pp pcc_2000_declines_shar ed by pp pcc_2005_declines_shar ed by pp pcc_2047_declines_shar 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 "' 0 0 0 0 0 0 0 "' 0 0 0 0 0 0 0 pp card bin 436618 436618 436618 app_version_list [2, 70, 0] [2, 70, 1] [2, 104, 3] 94925 94925 1 1 0 0 0 0 0 0 0 0 0 0 2 4 1 0 2 0 17 18 ~ 1::1r - - \1'"\ pp billing zip pp_issuing_country_id pcc_billing_signup_coun try id mismatches users_added_shared_pp past 12hours sentinel score ~ users_added_shared_pp past 3hours charged trip. count pp_uid pp_issuing_bank pp billing country id 1 14 0 5 12 1 3 3 0 0 0 1 2 1 0 2 0 22 57a04737 Of48e1e6c 7ade1876 a997972 U.S. Bank National Associatio n 1 22 57a04737 Of48e1e6c 7ade1876 a997972 U.S. Bank National Associatio n 1 30 28 42 42 55 58 57a04737 Of48e1e6c 7ade1876 a997972 U.S. Bank National Associatio n pcc_issuing_signup_cou ntry_id_mismatches 0 0 0 0 0 0 0 0 users_added_shared_pp past hour 0 0 0 1 1 0 1 0 IPP. id 35736328 35736328 decision_type trip_reque trip_reque trip_end_ trip_end_ trip_end_ trip_end_ trip_end_ trip_reque st st pre_billing pre_billing pre_billing pre_billing pre_billing st action codes action reasons users_added_shared_pp _not_delegate_past_hou r users_added_shared_pp _not_delegate_past_3ho urs users_added_shared_pp _not_delegate_past_12h ours users_added_shared_pp _not_delegate_past_48h ours is_autoban_whitelisted dest_loc [] [] [] [] [] [] [] [] [] [] [] [] [] [] [] [] 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE [None, None] [37.78779 48,122.40290 56] [37.94309 7,122.54610 3] 40077453 40077453 40077453 40077453 40077453 40077453 40077453 40077453 40077453 40077453 bc4b-4a2c bc4b-4a2c bc4b-4a2c bc4b-4a2c bc4b-4a2c bc4b-4a2c bc4b-4a2c bc4b-4a2c bc4b-4a2c bc4b-4a2c bb2e- user_uuid bb2e- bb2e- bb2e- bb2e- bb2e- bb2e- bb2e- bb2e- bb2e- b3beafec7 b3beafec7 b3beafec7 b3beafec7 b3beafec7 b3beafec7 b3beafec7 b3beafec7 b3beafec7 b3beafec7 1a8 ·~~- ~'1 - 1a8 1a8 - 1a8 1a8 1a8 1a8 1a8 1a8 FALSE FALSE FALSE FALSE FALSE FALSE 1a8 FAISF I 87BB1EOO OE35device_udid 02:00:00: 02:00:00: 00:00:00 00:00:00 4A6CBC4AE6122F21 10FF has_greyball_whitelist_t ag has_give_get_promos_di sabled tag actions ~ is admin FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE [] [] [] [] [] [] [] [] FALSE FALSE FALSE FALSE FALSE FALSE TRUE TRUE TRUE TRUE TRUE TRUE TRUE [37.94725 [37.94612 8465,- device_loc [37.93795 3,- 03585,- 122.52483 122.52441 2] FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE {u'1': 3} {u'1': 3} {u'1': 3} {u'1': 3} {u'1': 4} {u'1': 4} {u'1': 4} {u'1': 4} has_give_get_fraud_exe by country app device I 122.53805 27201] mpt tag payment_profile_count_ TRUE 618] client client client iphone iphone iphone '"' ..... "' iPhone7,2 '"' ""' device os 8.2 8.2 9.1 surge multiplier ADC815FC ADC815FC advertiser_id EBFF- EBFF- 3060- 4A4A- 4A4A- 4F55- BF90- BF90- D8999E8F D8999E8F E221 9B9B1A329467 E221 5781DCF8 5781DCF8 uber_id 14847B69 E11B 87BB1EOO C8BB- C8BB- OE35- 4C93- 4C93- 4A6C- B4E4- B4E4- 872CEC9B 872CEC9B BC4AE6122F21 ODD1 ODD1 10FF TRUE TRUE TRUE auth id google_advertising_id perm id use credits 70.197.17. liP user_agent c:. 235 client/iph client/iph one/2.70. one/2.70. 0 1 7 7 {u'accept{u'accept- language': language '·. u'en;q= 1', u'en;q=1', u'acceptu'accept- encoding': encoding': u'gzip, headers u'gzip', deflate', u'accept': u'accept': u'*/*', u'useragent': u'*/*', u'useragent': u'client/ip u'client/ip hone/2. 70 hone/2. 70 .0'} .1'} {u'accept': u'applicati on/json'} {u'advertis {u'advertis {u'advertis er_id': er_id': u'AOC815 u'AOC815 FC-EBFF- FC-EBFF- 4A4A- 4A4A- BF90- BF90- 08999E8F 08999E8F E221', E221', u'advertis u'advertis er_trackin er_trackin g_enabled g_enabled device_ids ':True, ':True, u'bluetoot u'bluetoot h_mac': h_mac': u'02:00:00 u'02:00:00 :00:00:00', :00:00:00', u'uber_id' u'uber_id' u'57810C u'57810C F8-C8BB- F8-C8BB- 4C93- 4C93- B4E4- B4E4- 872CEC9B 872CEC9B 0001'} 0001'} er_id': u'14847B6 9-30604FSS9B9B1A329467 E11B', u'advertis er_trackin g_enabled ':True, u'uber_id' u'87BB1E OO-OE354A6CBC4AE6122F21 10FF', u'aaid': u'14847B6 9-30604FSS9B9B1A329467 E11B'} r I I I {u 'headers '· {u'acceptlanguage': u'en;q=l', u'acceptencoding': fingerprint u'gzip', u'accept': u'*/*', u'useragent': u'client/ip hone/2.7 0 .0'}, u'ip': u'70.197 .9 .36'} jynamic fare I I ---, l {u 'headers '· {u'acceptlanguage': u'en;q=l', u'acceptencoding': u'gzip, deflate', u'accept': {u'headers '· {u'accept': u'applicati on/json'}, u'ip': u'*/*', u'useragent': u'client/ip hone/2.70 u'70.214.6 .97'} .1'}, u'ip': u'70.197.1 7.235'} I I _.J 1u cuem~e questedA VehicleVie w': True, u'isGoogle request_options 1u cuem~e questedA Vehicle Vie w': True, u'isGoogle 11u cuem~e questedA VehicleVie w': True, u'isGoogle WalletReq WalletReq uest': uest': WalletReq uest': False, False, u'extraPay u'extraPay mentData' mentData' False, u'extraPay mentData' {u'paymen {u'paymen tType': tType': u'default', u'default', u'paytmA u'paymen {u'paymen tType': u'default'} ddMoney tProfileUu id': PostTrip': u'6f03a1b False, u'paymen d-6be8tProfileUu 4d00-b57f id': 7fcd4a04b u'6f03a1b d36', d-6be8- u'paytmA 4d00-b57f ddMoney 7fcd4a04b PostTrip': d36'}, False}, u'languag u'languag u'languag e': u'en_US', u'paymen tProfileld': u'715483b d-e4134232ba1052cdc834 7829', u'vehicleV o' 1 on 1 o'· I 1 on 1 0 ltd stats timestamp ######## ######## ######## ######## ######## ######## ######## ######## last_cancel_timestamp ######## ######## ######## ######## ######## ######## ######## ######## cancels_Smins_prior_to last cancel cancels_lOmins_prior_t o last cancel 1 1 1 1 2 1 1 1 1 1 1 1 2 1 1 1 cancels_30mins_prior_t o last cancel cancels_300mins_prior_t 1 1 1 1 2 1 1 1 1 1 1 1 4 1 1 1 FALSE FALSE FALSE FALSE FALSE FALSE ~ 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 pcc_decline_google_wall ets shared by device 0 0 0 0 0 0 0 0 pcc_decline_issuing_cou ntry_ids_shared_by_devi ce 0 0 0 0 0 0 0 0 ~ pcc_2000_declines_shar ed by device pcc_2005_declines_shar ed by device pcc_2047_declines_shar ed by device pcc_2053_declines_shar ed by device pcc_2057_declines_shar ed by device pcc_billing_signup_coun try_id_mismatches_shar ed by_ device pcc_decline_countries_s hared by device pcc_decline_debits_shar ed by device pcc_decline_firstnames_ shared by device pcc_decline_lastnames_ shared by device pcc_decline_mobiles_sh ared b device - - - pcc_decline_zips_shared by device pcc_declines_shared_by device pcc_issuing_billing_coun try_id_mismatches_shar ed by device pcc_issuing_signup_cou ntry_id_mismatches_sha red by device 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 "' 0 0 0 0 0 0 0 "' 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 password_changed_at email changed at mobile changed at firstname_changed_at lastname changed at country_id_changed_at latest_device_created_a t device count device_banned_count ~ ######## ######## ######## ######## ######## ######## ######## 5 4 2 8 8 9 9 0 0 0 0 0 0 0 1 1 1 1 1 136 1 last_completed_trip_cou ntry id request geohash 7 device geohash7 h7 1 1 1 1 1 9q8zjc7 9q8zgd6 .. mobile confirmed at last_completed_timesta mp first_completed_timesta mp accept language has tester tag has_autoban_new_devic e tag has_require_payment_c onfirmation tag potential_rider_driver _c ollusion_tags_shared_by device ride_denied_high_risk_t ags_shared_by_device require_email_confirmat ion_tags_shared_by_dev ice suspected_ato_tags_sha red by device potential_rider_driver _c ollusion_tags_shared_by pp ride_denied_high_risk_t ags shared by pp ######## ######## ######## ######## ######## ######## ######## ######## FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 require_email_confirmat ion tags shared by p suspected_ato _tags_sha red by pp request_device_age - - 0 0 0 0 2075522 - has_greyball_whitelist_u ser with shared pp has_greyball_user_with_ shared device has_greyball_whitelist_u ser with shared device source tag has_second_dispatch_ta g FALSE FALSE - date_start_end FALSE FALSE 2015/10/ 0500000000 00008170 982400000000 00008171 7271 2015/11/ 2900000000 00002708 631100000000 00002709 8128 request device verified has_normal_dispatch_ta g has_device_whitelist_ta g message type FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE FALSE Pickup ltd_max_same_driver_tr ips 2 2 2 2 ltd unique drivers past30days_max_same_ driver trips past30days_unique_driv ers past30days_completed_ count 103 103 133 152 1 1 1 2 16 14 18 13 16 14 18 13 ltd_trips_start_in_60sec 3 3 4 4 11 11 11 13 0 0 1 0 0 0 0 2 1 1 1 1 iphone 1 37.79928 iphone 1 37.79928 FALSE FALSE ltd_trips_eta_60sec_or_I ess past30days_trips_start_i n 60sec past30days_trips_eta_60 sec or less is numeric imei is valid imei fraud risk !I signup form signup city id ~· is driver device has_reforced_mobile_ve rification tag has_suspected_fake_acc aunt tag first_request_timestamp signup alipay mobile -122.401~ ######## ######## lsignup alipay email signup_alipay_in_blacklis t signup_alipay_rain_scor e signup_alipay_user_pay_ ability signup_alipay_mobile_p ay ability 57a04737 Of48ele6c 7ade1876 a997972 57a04737 Of48ele6c 7ade1876 a997972 pp_uid_processed pp_uid_mobile_processe d is_blacklisted_mobile_pr efix - - ''-''-'- ·~-~ FALSE ride_allowed_low_risk_t ags_shared_by_device 0 0 ride_denied_long_trip_t ags shared by_device 0 0 0 0 0 0 FALSE FALSE ride_allowed_low_risk_t ags shared by pp ride_denied_long_trip_t ags shared by pp has_ride_denied_long_tr ip tag has_suspicious_prefix_l 00 90 tag has_suspicious_prefix_9 ~ FALSE FALSE FALSE FALSE FALSE signup geohash7 ltd_120kmph_teleportat ions 9q8zn9n 9q8zn9n 2 3 0 0 0 0 has_guardian_gsapp_tag FALSE FALSE has_guardian_dsapp_tag FALSE FALSE usl usl ltd_300kmph_teleportat ions ltd_900kmph_teleportat ions request_device _rooted - - !r request_device_cpu_abi request_device_carrier request_device_mock_g ps on request_device_android id request_device_sim_seri al ~ 0 device_geohash_banned trip ratio email_domain_banned_ = email_domain_banned - users request_geohash_banne d trips card bin banned_ users device_model_banned_ users device_geohash_banned trips is_device_model_change d homed locally card_bin_unsettled _fare ratio device_model_promo_tr ip ratio email_domain_promo_a mt device_model_promo_a mt ratio email_domain_unsettled fare card_bin_promo_trips_a mt billed 0.038674 0.035333 ..., v • .,__, ~ ·~ ~ ..., 1623 1687 0 17971 1307 TRUE 0.01397 O.OOE+OO 748045.8 O.OOE+OO O.OOE+OO 1474.764 1782.999 1546758 email_domain_promo_tr ips card_bin_promo_trip _ra ~ 40598 O.OOE+OO 0.041691 . 0.957086 " - 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- .C. device_geohash_u nsettl ed fare ratio device_geohash_unsettl ed trip ratio device_geohash_u nsettl ed trips F 0 4 0 device_model_ba nned_t rips device_model_unsettled t::atio 0 0.002994 -'• email domain email_domain_banned_t rip ratio email_domain_banned_t rips email_domain_ unsettled trip ratio email_domain_ unsettled trips 0 0 0.005889 340 first_device_emulator first device model first device rooted fraud risk udr give_get_account_credit promotion count give_get_trip_credit_pro motion count greyballed_vehicle_view - ids 1 0 0 [4193, 6211, 6653, 4197, 6593, 4201, 6119, 4397, 6595, 4047,155 greyball_users_with_sha red device count greyball_users_with_sha red PP count greyball_whitelist_users _with_shared_device_co unt greyball_whitelist_users with_shared_pp_count guardian_gsapp_apps_c aunt 0 has auto tag exempted FALSE has_common_guardian_ gsapp tag has greyball tag has_guardian_exempt_t ag FALSE FALSE FALSE IIJd::>_IIV I_tag has_muber_whitelist_ta g has_payment_restriction exempt tag has_payment_restriction tag FALSE FALSE FALSE has_require_payment_c onfirmation_verified_tag FALSE has_rider_signup_ip_geo mismatch tag FALSE has_rider_sign up _suspici ous dev model_tag has_suspected_clique_ri der tag has_suspected_fake_acc ount ip tag has_suspected_fake_acc ount speed tag has_suspected_mishom ed at sitmuo tag has_suspected_stolen_c ard tag FALSE FALSE FALSE FALSE FALSE FALSE has verify device_tag FALSE high uncollected ip in_fraud_geofence_pick up inviter_uuid FALSE .. w le is_high_loss_device_geo •y_·~· hash is_high_loss_request_ge ohash is ice cream vehicle FALSE is prepaid exempt_bin last_completed_trip_cou ntry iso2 last_confirmed_mobile_ ~- ~ - us 0 mobile country iso2 mobile full mobile_prefix_banned_t ri ratio us 1.42E+10 ~ - - - mobile_prefix_banned_u sers mobile_prefix_promo_a mt mobile_prefix_promo_a mt ratio mobile_prefix_promo _tr ip ratio mobile_prefix_promo_tr ips mobile_prefix_promo_tr ips amt billed mobile_prefix_unsettled fare mobile_prefix_unsettled Featio mobile_prefix_unsettled trips payment_verify_availabl e paypal correlation id ~ 0 0 pcc_2012_declines_shar ed by pp pee 2013 declines pcc_2013_declines_shar ed by device pcc_2013_declines_shar ed by pp iPCC 2014 declines pcc_2014_declines_shar ed by device pcc_2014_declines_shar ed by pp pee 2019 declines pcc_2019_declines_shar ed by device pcc_2019_declines_shar ed by pp pee 2043 declines pcc_2043_declines_shar ed by device pcc_2043_declines_shar ed by pp pee 2044 declines pcc_2044_declines_shar ed by device pcc_2044_declines_shar ed by pp possibly_old_android_ve rsion 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 FALSE pp_billing_country_iso2 pp card scanned at pp count by country {u'US': 4} pp_issuing_country_iso2 us rating 715483bd e4134232balO52cdc834 7829 4.8 request_device_uuid 82bb414d ecd6-4ae0 94a9- pp_uuid bcb15e40 d993 request_device_verified at request_geohash_banne d_user_ratio - - request_geohash_prom o amt request_geohash_prom o amt ratio request_geohash_prom o trip ratio request_geohash_prom o trips request_geohash_prom o trips amt billed request_geohash _ u nsett led fare 0 0 0 0 0 0 0 82.2 request_geohash_unsett led fare ratio request_geohash_unsett ~ 0.001329 0.000869 4 require_email_confirmat ion_tags_shared_by_pp shared_arrear_api_amo unt shared_arrear_api_coun t shared_arrear_by_devic e api amount shared_arrear_by_de vic e api count signup ip suspicious_prefix_100_9 O_tags_shared_by_devic 0 0 0 0 0 0 e suspicious_prefix_100_9 O_tags_shared_by_pp lo~nt ~ 0 0 trip_percent_promotion count 2 users_added_shared_de vice all time 0 users_added_shared_de ~ 0 0 users_added_shared_de vice past 48hours users_added_shared_de ~· p gps_points_max_speed gps_points_min_speed gps_points_second_mos t_frequent_speed gps_points_second_mos t_frequent_speed_frequ ency gps_points_zero_course count gps_points_negative_co urse count gps_points_max_course gps_points_second_mos t_frequent_course gps_points_second_mos t_frequent_course_freq uency 9 0 0 gps_points_min_time_in terval trip duration tri distance ~• ~ I it app device changed prev device iphone latest device iphone latest app device prev app device actions_for_bypass_rule s action_reasons_for_byp ass rules device_data_ip_address ~·-9 FALSE TRUE TRUE iphone iphone EXHIBIT n Table of Contents This employee handbook contains information about the employment policies and practices of Uber Technologies, Inc. ("Uber" or the "Company") for its US employees. Non-US employees are subject to their local laws and office policies. Read this handbook carefully as it is a valuable reference for understanding your job and Uber. This handbook supersedes all previously issued handbooks and any inconsistent policies or practices. Except for the employment-at-will policy and the Dispute Resolution Policy, Uber reserves the right at any time to revise, delete or add to any and all policies, procedures, work rules or benefits stated in this handbook. All such revisions, deletions or additions may be made at any time with or without notice, but they must be in writing signed by the Chief Executive Officer or Head of People and Places. No oral statements or representations can change or alter the provisions of this handbook. Any change to the at-will employment policy or the Dispute Resolution Policy must be made in a writing signed by the Chief Executive Officer or Vice President of Operations and the employee. 1.2 Equal Practices 1.3 Open-Door 1.4 Arbitration 2 Employment Practices & Procedures 2.1 Emr)IOYI~e 2.2 Background Checks 2.3 lmrr1igr<1tion Compliance 2.4 Relatives 2.5 Job Duties Nothing in this employee handbook, or in any other personnel document, including benefit plan descriptions, creates, or is intended to create a contract, promise or representation of continued employment for any period of time for any employee. No manager or manager has any authority to enter into a contract of employment express or implied with any employee which guarantees employment for any specified period of time. Only the Chief Executive Officer or Vice President of Operations of Uber has the authority to enter into an employment agreement, and then only in writing. 2.6 Rest Breaks 2. 7 OvE;rtirrle 2.8 Timekeeping Procedures 2.9 Paychecks 2.10 Salary Pay Not all Company policies and procedures are set forth in this handbook. We have summarized only some of the more important ones. If you have any questions or concerns about this handbook or any other policy or procedure, please ask your manager. Nothing contained in this handbook is intended to interfere with any rights granted to employees by any federal, state or local law, including the National Labor Relations Act. To the extent any provision of this handbook is inconsistent with any federal, state or local law, Uber fully intends to comply with the law and respect the rights of its employees. Likewise, even though every possible state law is not referenced in this handbook, Uber intends to comply with those laws as applicable. 2.11 Personnel Records 2.12 Voluntary 2.13 References 3 of 3.1 Business Conduct 3.2 Confidentiality Your employment with Uber is voluntarily entered into and you are free to terminate your employment at any time and for any reason, with or without notice or cause. Similarly, Uber is free to terminate the employment relationship at any time and for any reason, with or without notice or cause. There is no promise that your employment will continue for a set period of time or that your employment will be terminated only under particular circumstances. Your relationship with Uber is and always will be one of voluntary employment "at will." While Uber may from time to time modify other of its policies and benefits, it will not modify this policy, except in a writing changing this term signed by the Chief Executive Officer. Unlawful Discrimination Is Prohibited Uber is an equal opportunity employer. In accordance with applicable law, Uber prohibits discrimination based on race, color, religion, sex, pregnancy, age, national origin or ancestry, physical or mental disability, marital status, medical condition, sexual orientation, military service status, genetic information, gender identity, gender expression, or any other consideration protected by federal, state or local laws. All such discrimination is unlawful. Uber's commitment to equal opportunity employment applies to all persons involved in the operations of Uber and prohibits unlawful discrimination by any Uber employee, including managers and coworkers. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, Uber will provide reasonable accommodation to individuals with a known physical or mental disability if such accommodation would not impose an undue hardship on Uber, and 4.1 Statement 5 Employee Benefits Holidays 5.1 Vacations 5.2 Insurance Benefits Medical Insurance 5.3 Disability Insurance 5.4 Compensation 5.5 Sick Leave 5.6 Leaves of Absence 5.7 Pregnancy Disability Leave 5.8 Workers' Compensation Disability Leave 5.9 Other Time Off 6 ConnmLmic:atio1ns & Technology 6.1 Solicitation/Distri Of Lilt" CIIUI 0::: Communications would enable the individual to apply for, or perform the central functions of, the position in question. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact the Head of People and Places or Employment Counsel and request such an accommodation. The individual with the disability should specify in writing what accommodation he or she needs to perform the job. If the accommodation is reasonable and will not impose an undue hardship, Uber will make the accommodation. Uber may also propose an alternative accommodation(s). Unlawful Harassment Prohibited In accordance with applicable law, Uber prohibits sexual harassment and harassment based on race, color, religion, sex, pregnancy, age, national origin or ancestry, physical or mental disability, marital status, medical condition, sexual orientation, military service status, genetic information or any other consideration protected by federal, state or local laws. All such harassment is unlawful and will not be tolerated. Unlawful harassment in employment may take many different forms. Examples include: • Verbal conduct such as epithets, derogatory comments, slurs or unwanted comments and jokes; • Visual displays such as derogatory posters, cartoons, drawings or gestures; • Physical conduct such as assault, blocking normal movement, restraint, touching or other physical interference with work directed at an individual; or • Threats and demands to submit to certain nonwork-related conduct or perform certain nonwork-related actions in order to keep or get a job, to avoid some other loss, or as a condition of job benefits, security or promotion. Unlawful sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: • Submission to such conduct is made either explicitly or implicitly a term or a condition of an individual's employment; • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or • Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment. If you believe you or any other employee has been subjected to any form of unlawful discrimination or harassment, notify your Manager or People Operations immediately. Your report can be verbal or in writing, but it should be specific and should include the names of the individuals involved, the names of any witnesses and any documentary evidence (notes, pictures, emails, etc.). Uber will undertake a thorough and objective investigation and attempt to resolve the situation. Uber will endeavor to protect the privacy and confidentiality of all parties involved to the extent possible consistent with a thorough investigation. The investigation will be completed and a determination made and communicated to you as soon as practical. If Uber determines that unlawful discrimination or harassment has occurred, effective remedial action will be taken, commensurate with the severity of the offense. Appropriate action will also be taken to deter any future discrimination. ' In addition to Uber's internal reporting procedure, the federal Equal Employment Opportunity Commission (EEOC) as well as state agencies like the California Department of Fair Employment and Housing (DFEH) investigate and prosecute reports of harassment or discrimination in employment. If you believe you have been harassed or discriminated against you may file a report with these agencies. Both the EEOC and the state agencies serve as neutral fact finders and attempt to help the parties voluntarily resolve disputes. For more information, contact People Operations. You may also contact the nearest office of the EEOC or the applicable state agency, as listed in the telephone directory. In accordance with applicable law, Uber prohibits retaliation against any employee by another employee, or by Uber, for in good faith reporting, filing, testifying, assisting or participating in any investigation, proceeding or hearing conducted by a federal or state enforcement agency. Prohibited retaliation includes, but is not limited to, demotion, suspension, failure to hire or consider 7 Facilities 7.1 Company Safety 8 Conclusion for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions, or otherwise denying any employment benefits. In accordance with applicable law, Uber also prohibits retaliation against any employee who opposes unlawful harassment or discrimination. Opposition includes, but is not limited to: seeking advice or assisting or advising any person in seeking advice of an enforcement agency regardless of whether a complaint is filed or, if filed, substantiated; opposing employment practices that an employee reasonably believes to be unlawful; participating in an activity perceived to be in opposition to discrimination by an employer covered by the law; or contacting, communicating with or participating in any federal, state, or local human rights or civil rights agency proceedings. If you believe you or any other employee has been subjected to any form of unlawful retaliation, please notify your Manager or People Operations immediately. Any report of retaliation will be immediately, effectively and thoroughly investigated. If a complaint of retaliation is substantiated, appropriate disciplinary action, up to, and including immediate discharge, will be taken. Any employee of Uber (regardless of whether the employee is a co-worker, or manager), who is found to have engaged in unlawful harassment or unlawful discrimination is subject to disciplinary action up to, and including immediate discharge from employment. Any employee who engages in unlawful harassment, including any manager or manager, may be held personally liable for monetary damages. Uber will not pay damages assessed personally against an employee. At some time during your employment, you may have a complaint, suggestion, or question about your job, your working conditions or the treatment you are receiving. We ask that you take your concerns first to your manager, following these steps: Within a week of the occurrence, bring the situation to the attention of your immediate manager, who will review and provide a solution or explanation. If the problem is not resolved, you may put it in writing and present it to the Head of People and Places, who will review and provide a solution or explanation. It is recommended that you bring this matter to the Head of People and Places as soon as possible after you believe that your immediate manager has not resolved the matter. If the problem is still not resolved, you may present the problem in writing to the Vice President of Operations of Uber, who will attempt to reach a final resolution. Please understand that this procedure may not result in every problem being resolved to your satisfactio In any organization, employment-related disputes may arise from time to time. While we will try to resolve all such disputes, we realize that an informal resolution may not always be possible. Accordingly, Uber, as well as every employee of Uber, may submit employment-related disputes to an impartial, objective individual called an arbitrator. The arbitrator will not be affiliated with Uber, but the arbitrator will have the full authority to resolve the dispute. Arbitration is agreed to in lieu of a civil action before a judge or a jury. The arbitrator's decision is final and binding. The procedures for selecting an arbitrator and conducting the arbitration are set forth in the Dispute Resolution Agreement. Employees at Uber are classified as full-time nonexempt, part-time nonexempt, temporary, or exempt. Nonexempt employees are entitled to overtime in accordance with applicable law. Exempt employees are not entitled to overtime pay. Full-time nonexempt employees are those who are normally scheduled to work and who do work a schedule of 40 hours per week. These employees are paid hourly. Part-time nonexempt employees are those who are scheduled to and do work less than 40 hours per week. Part-time nonexempt employees may be assigned a work schedule in advance or may work on an as-needed basis. Temporary employees are those who are employed for short-term assignments. Temporary employees are not eligible for employee benefits, except as required by applicable law, and may be classified as exempt or nonexempt on the basis of job duties and compensation. 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. Generally, executive, administrative, professional and certain sales employees are overtime exempt. Uber recognizes the importance of maintaining a safe workplace with employees who are honest, trustworthy, qualified, reliable, and nonviolent, and who do not present a risk of serious harm to their co-workers or others. For purposes of furthering these concerns and interests, Uber reserves the right to investigate an individual's prior employment history, personal references, and educational background, as well as other relevant information. Consistent with legal requirements, Uber also reserves the right to obtain and to review an applicant's or an employee's credit report, criminal history, and other relevant information, and to use such information when making employment decisions. Uber will comply with applicable immigration law, including the Immigration Reform and Control Act of 1986 and the Immigration Act of 1990. As a condition of employment, every individual must provide satisfactory evidence of his or her identity and legal authority to work in the United States. The most common forms of identification are a driver's license and social security card; however, other documents can be used. If you have any questions or need more information on immigration law issues, please contact Uber's Employment Counsel. A familial relationship among employees can create an actual or a potential conflict of interest in the employment setting, especially where one relative supervises another relative. To avoid this problem, Uber may refuse to hire or place a relative in a position where the potential for favoritism or conflict exists. In other cases where a conflict or the potential for conflict arises, even if there is no management relationship involved, the parties may be separated by reassignment or terminated from employment, at the discretion of Uber. If two employees marry, become related, or enter into an intimate relationship, they may not remain in a reporting relationship or in positions where one individual may affect the compensation or other terms or conditions of employment of the other individual. Uber will attempt to identify other available positions. If no alternative position is available, Uber has the discretion to terminate the employment of one of the employees. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. Your manager will explain your job responsibilities and the standards Uber expects. Because flexibility is necessary, your job responsibilities may change at any time during your employment. In addition to your regularly assigned job responsibilities and duties, from time to time, you may be asked to work on special projects or to assist with other work important to the operation of your department or Uber. Your cooperation and assistance in performing additional work is expected. Uber reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities. Uber is normally open for business from 9 a.m. to 7 p.m., Monday through Friday. Your manager will assign your individual work schedule. For hourly employees, Uber provides meal and rest periods in accordance with federal, state and/or local law. Please speak with your manager or the People Operations Department for the timing and duration of your specific breaks but in general, an employee working eight hours will be provided with at least a 10 minute rest break in the morning, at least a 30 minute meal period in the middle of the day, and another 10 minutes after the meal period. Please take your meal and rest breaks as provided as failure to do so may result in disciplinary action. Uber complies with federal and state legal requirements concerning meal periods and rest breaks. Uber recognizes that employees perform at their best when they have the rest and nourishment they need. This Policy explains when Uber expects employees to take meal periods and rest breaks. Uber does not pay salaried employees for meal periods, and consequently, hourly employees must record the start and stop times of their meal periods. Any hourly employee who is required to work through some or all of a 30-minute meal period, or who is required to take a late meal period (i.e., is required to begin the first meal period after the end of the fifth hour of work or is required to begin a second meal period after the end of the tenth hour of work), should complete a California Meal Period and Rest Break Premium Request Form and submit it to his/her manager by no later than the end of the pay period. Otherwise, Uber will assume that any hourly employee who fails to record a meal period, records a less-than-30-minute meal period, or takes and records a late meal period, did so voluntarily. Only non-exempt, hourly employees are eligible for overtime. As necessary, employees who are paid hourly may be required to work overtime. All overtime work must be previously authorized by a manager. Uber provides compensation for all overtime hours worked by nonexempt employees in accordance with state and federal law. Salaried employees are expected to work as much of each workday as is necessary to complete their job responsibilities. No overtime or additional compensation is provided to salaried employees. For overtime purposes for nonexempt employees, the workday begins at 12:01 a.m. and ends at midnight. The workweek begins at 12:01 a.m. Monday and ends at midnight the following Sunday for all employees. All hourly employees are required to record time worked for payroll purposes. Employees must record their own time at the start and at the end of each work period, including before and after the lunch break. Employees must also record their time whenever they leave the building for any reason other than Company business. Hourly employees may also be required to record their time worked and report full days of absence from work due to vacation, sick leave, personal business, etc. Any errors in your timekeeping should be reported immediately to your manager, who will attempt to correct legitimate errors. Paychecks are distributed on the 15th and last day of each month. If these dates fall on a Saturday or Sunday then paychecks will be available on Friday. If these dates fall on a holiday, then your paycheck will be available on the closest business day. If there is an error in your check, please report it immediately to your manager. Direct deposit is also available to all employees upon request. Uber does not permit advances against paychecks. In general, exempt employees will receive their salary for any week in which the employee performs any work. An exempt employee's salary will not be reduced due to partial weeks of work due to service as a juror, witness or in the military, or for lack of work. This salary pay policy is intended to comply with the salary pay requirements of the Fair Labor Standards Act and shall be construed in accordance with the Act. Exempt employees are encouraged to bring any question concerning their salary pay to the Head of People and Places so that any inadvertent error can be corrected. The information recorded in your personnel file is important Make sure that the personal data in the file is accurate and up to date. Please update any change of address, phone number, etc., in our HR system (Workday) immediately. As an employee of Uber you may inspect your personnel file, as provided by law, in the presence of a Company representative at a mutually convenient time. No copies of documents in your file may be made, with the exception of documents which you have previously signed. You may add your version of any disputed item to the file. Uber will restrict disclosure of your personnel file to authorized individuals within Uber. Any request for information from personnel files must be directed to Uber's Employment Counsel. Only People Operations employees are authorized to release information about current or former employees. Disclosure of personnel information to outside sources will be limited; however, Uber will cooperate with requests from authorized law enforcement or local, state or federal agencies conducting investigations. Health/medical records are not included in your personnel file. These records are confidential. Uber will safeguard them from disclosure and will divulge such information only (1) as allowed by law; (2) to the employee's personal physician upon written request with permission of the employee; or (3) as required for workers' compensation cases. If you decide to leave your employment with Uber, we ask that you give us at least two weeks' written notice (you are not required to do so). This will give us the opportunity to make the necessary adjustments in our operation. All Company-owned property (e.g. computers, vehicles, keys, passwords, uniforms, identification badges, credit cards) must be returned on or before your last day of employment All requests for references must be directed to People Operations. No other manager, manager or employee is authorized to release references for current or former employees. Uber's policy as to references for former employees is to disclose only the dates of employment and the title of the last position held. If you authorize disclosure in writing, Uber will also provide a prospective employer with your last rate of pay. To ensure orderly operations and to provide the best possible work environment, Uber expects employees to follow standards of conduct that will protect the interests and safety of all employees and the organization. All Uber employees are expected to accept certain responsibilities and business principles in matters of conduct, and exhibit a high degree of integrity at all times. Employee conduct reflects on the company, and although there is no possible way to identify every rule of conduct, the following list gives examples of inappropriate behavior that will result in disciplinary action, up to and including termination of employment. This list is not intended to be comprehensive nor does it limit the Company's right to impose discipline for any other conduct it deems inappropriate: • Dishonesty, including falsification of Uber records; • Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials; • Fighting and/or engaging in threats of or actual violence; • Threatening, intimidating or coercing fellow employees on or off the premises at any time, for any purpose; • Spreading malicious gossip and/or rumors; restricting work output or encouraging others to do the same; • Theft or unauthorized possession of Company property or the property of fellow employees; unauthorized possession or removal of any Company property, including documents, from the premises without prior permission from management; using Company equipment for personal profit; • Unauthorized and/or excessive absenteeism or tardiness; • Negligence, unprofessional conduct, or conduct improper for the workplace including but not limited to use of abusive language, disruptive behavior, or other disrespectful or disorderly conduct that may endanger the life or safety of another person or damage property; • Engaging in an act of sabotage; negligently causing the destruction or damage of Company property, or the property of fellow employees, customers, vendors, or visitors in any manner; • Creating or contributing to unsanitary conditions; • Violation of state, federal, or local laws and regulations; • Violation of Uber policies or Handbook guidelines. These standards of conduct apply to all employees whenever they are on Uber property and/or conducting Uber business occurring on or off Uber property. Due to the Company's at-will nature, an employee may be asked to leave immediately with or without disciplinary warnings, at the Company's sole discretion for conduct going against this policy. No employee may accept a gift or gratuity valued in excess of $250.00 from any client, partner, vendor, supplier, or other person doing business with Uber. In the case of expenses paid by such persons for business meals or trips, please discuss this with Uber's Employment Counsel in advance. In no event may a gift, gratuity or expense payment influence a business decision, transaction or service. Information about Uber, its employees, clients, partner, suppliers and vendors is to be kept confidential and divulged only to individuals within Uber with a need to receive, and authorized to receive, such information. If in doubt as to whether information should be divulged, err in favor of not divulging information and discuss the situation with your manager. All records and files maintained by Uber are confidential and remain the property of Uber. Records and files are not to be disclosed to any outside party without the express permission of the Legal Department. Confidential information includes, but is in no way limited to financial records, information regarding client or partner transactions, client or partner account information, information regarding clients, partners, vendors or suppliers, or any documents or information regarding Company operations, procedures or practices. Such confidential information may not be removed from Uber premises without express authorization. Nothing in this section is intended to restrict employees from discussing their compensation or the terms and conditions of their employment with other employees or with individuals outside Uber. Confidential information obtained during or through employment with Uber may not be used by any employee for the purpose of furthering current or future outside employment or for obtaining personal gain or profit. The duty not to use or disclose confidential information remains in effect during and after employment. Uber reserves the right to avail itself of all legal or equitable remedies to prevent impermissible use of confidential information or to recover damages incurred as a result of such impermissible use of confidential information. Confidential information obtained from other sources, namely prior employers, should not be used or disclosed in your current position. Uber does not tolerate workplace violence. The safety and security of Uber employees is of vital importance. Acts or threats of physical violence, including intimidation, harassment and/or coercion, which involve or affect Uber, or which occur on Company property, will not be tolerated. This prohibition against threats and acts of violence applies to all persons involved in the operation of Uber, including, but not limited to, Uber personnel, contract and temporary workers and anyone else on Uber property. Violations of this policy, by any individual, will lead to disciplinary and/or legal action as appropriate. Employees who believe threats or acts of violence have been made against them or others should report the details of the incident(s) to their manager and/or Head of People and Places as soon as possible. All incidents of violence and threats of violence that are reported will be investigated. Any person who engages in a threat or violent action on Company property may be removed from the premises as quickly as safety permits and may be required, at Uber's discretion, to remain off Company premises pending the outcome of an investigation into the incident. Uber observes the following paid holidays: • • • • • • • • • • New Year's Day Martin Luther King, Jr. Day President's Day Memorial Day Independence Day Labor Day Thanksgiving Day The day after Thanksgiving Christmas Eve Christmas Day When a holiday falls on a Saturday or Sunday, it is usually observed on the preceding Friday or the following Monday. However, Uber may recognize the holiday on another day or grant individual days instead of closing. Holiday observance will be announced in advance. To be eligible for holiday pay, you must be regularly scheduled to work on the day on which the holiday falls and must work your scheduled working day immediately preceding and the scheduled working day immediately following the holiday, unless an absence on either day is approved in advance by your manager. Hourly employees required to work on a designated holiday, will be paid double time. Salaried employees will not be paid additional compensation for working on a holiday. Holiday pay is not counted for the purpose of calculating an employee's overtime hours of work or overtime premiums. Uber does not have vacation accrual. Employees are allowed to take vacation at their discretion, so long as it is approved by the direct manager. Employees should request vacation as far in advance as possible. Vacations will be scheduled so as to provide adequate coverage. Uber has the right to grant or deny vacation requests at its discretion. Uber employees may be eligible for medical insurance coverage under Uber's policy. Currently, Uber pays one hundred percent (100%) of the medical insurance premium. You should consult the Plan Document or the Summary Plan Description for more complete information about eligibility and the details of Uber's medical insurance plan. Copies of the Plan Document and the Summary Plan Description are available from the Benefits Manager. The Plan Document is controlling. You are covered by California State Disability Insurance (SDI) and Family Temporary Disability Insurance (FTDI). SDI may be payable when you cannot work because of illness or injury not caused by employment at Uber or when you are entitled to temporary workers' compensation at a rate less than the daily disability benefit amount. FTDI may be payable if you are off work in order to care for an ill child, parent, spouse or domestic partner. Both SDI and FTDI are administered by the State of California through the Employment Development Department. At no cost to you, you are protected by Workers' Compensation Insurance while an employee at Uber. The policy covers you in case of occupational injury or illness by providing, among other things, medical care, compensation and vocational rehabilitation. To ensure that you receive any workers' compensation benefits to which you may be entitled, you will need to: Immediately report any work-related injury to you manager. Complete a written Employee's Claim Form and return it to the Benefits Manager. Seek medical treatment and follow-up care if required. Uber is required by law to notify the workers' compensation insurance company of any concerns of false or fraudulent claims. Uber offers paid sick leave for when you cannot work due to an illness or injury. You may also use sick leave to care for an ill child, parent, spouse or domestic partner. While Uber does not accrue sick leave, you are expected to use good judgment and not to abuse your sick leave privilege. Excessive unexcused absences can subject the employee to discipline. You will not be compensated for unused sick leave at the end of your employment. For absences of four or more consecutive days, a certification from a health care provider must be submitted. The certificate must state that you are under the provider's care or treatment for the days in question and that it is the provider's recommendation that you remain off work. A health care provider's certification may also be required in other circumstances. Uber reserves the right to require a second opinion from a health care provider of its choice and a third and final opinion if the second opinion differs from the first It is your responsibility to apply for any disability benefits for which you may be eligible as a result of illness or disability, including California State Disability Insurance, workers' compensation insurance, and/or any other disability insurance benefits. Your sick leave benefits will be fully integrated with other benefits available to you such that at no time will you be paid more than your regular compensation. Uber reserves the right to require a release from the employee's health care provider before the employee returns to work. Uber may grant a leave of absence in accordance with applicable law. It is important to request any leave in writing as far in advance as possible, to keep in touch with your manager or the Benefits Manager during your leave, and to give prompt notice if there is any change in your return date. Upon return from a leave of absence, you will be credited with the full employment status that existed prior to the start of the leave. While you will retain your original date of hire, you will not receive length of service credit for the time you were on leave, unless otherwise required by law. Uber may wait or proceed with any counseling, performance review, or disciplinary action, including discharge, that was contemplated prior to your request for or receipt of a leave of absence or that has come to Uber's attention during the leave. If any action is held in abeyance during the leave of absence, Uber reserves the right to proceed with the action upon your return. Requesting or receiving a leave of absence in no way relieves you of your obligation while on the job to perform your job responsibilities, and to observe all Uber policies, rules, and procedures. Uber will grant family and medical leave in accordance with the requirements of applicable state and federal law in effect at the time the leave is requested. No lesser leave benefits will be granted than those set forth in such state or federal laws. In certain situations, the federal law requires that provisions of state law apply. In any case, employees will be eligible for the most generous benefits available under either law. Please contact the Benefits Manager as soon as you become aware of the need for a family or medical leave. The following is a summary of the relevant provisions. To be eligible for family and medical leave benefits, you must: have worked for Uber for a total of at least 12 months; have actually worked at least 1,250 hours over the previous 12 months as of the start date for the leave; and work at a location where at least 50 employees are employed by Uber within 75 miles. Reasons for Leave State and federal laws allow FMLA Leave for various reasons. Because an employee's rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. FMLA Leave may be used for one of the following reasons: the birth, adoption, or foster care of an employee's child within 12 months following birth or placement of the child ("Bonding Leave"); to care for an immediate family member (spouse, registered domestic partner, child, or parent) with a serious health condition ("Family Care Leave"); an employee's inability to work because of a serious health condition ("Serious Health Condition Leave"); a "qualifying exigency" for military operations arising out of a spouse's, child's, or parent's Armed Forces (including the National Guard and Reserves) active duty or call to active duty in support of a "contingency operation" declared by the U.S. Secretary of Defense, President or Congress, as required by law ("Military Emergency Leave"); or to care for a spouse, child, parent or next of kin (nearest blood relative of an individual) who is an Armed Forces member with a serious injury or illness incurred in the line of duty while on active duty that may render the individual medically unfit to perform his or her military duties ("Military Family Care Leave"). Unless otherwise required by law, a "qualifying exigency" under Military Emergency Leave will be defined by Uber on a case-by-case basis. Leave Eligible employees may take the maximum amount of leave allowed under state or federal law during a 12-month period. Uber will use a "rolling" 12-month period measured backward from the date you begin a leave to determine how much leave time is available to you. The maximum amount of FMLA Leave will be twelve (12) workweeks in any 12-month period when the leave is taken for: (1) Bonding Leave; (2) Family Care Leave; (3) Serious Health Condition Leave; and/or (4) Military Emergency Leave. However, if both spouses (or registered domestic partners) work for Uber and are eligible for leave under this policy, the spouses (or registered domestic partners) will be limited to a total of 12 workweeks off between the two of them when the leave is for Bonding Leave or Family Care Leave. The maximum amount of FMLA Leave for an employee wishing to take Military Family Care Leave will be a combined leave total of twenty-six (26) workweeks in a 12-month period. EXAMPLE: You take 12 workweeks off to bond with a newly adopted child. Later, in that same 12-month period, you wish to take time off from work to care for a spouse, child, parent or next of kin under the Military Family Care Leave provision of this policy. Because the law allows extra time off for Military Family Care Leave, you will be allowed to take this time off, so long as the total amount of leave does not exceed 26 workweeks. Under some circumstances, you may take FMLA Leave intermittently-which means taking leave in blocks of time, or by reducing your normal weekly or daily work schedule. To the extent required by law, some extensions to FMLA Leave may be granted when the leave is necessitated by an employee's work-related injury/illness, a pregnancy related disability, or a "disability" as defined under the Americans with Disabilities Act and/or applicable state or local law. In addition, in some circumstances, an extension to FMLA Leave may be granted when the leave is taken to care for a registered domestic partner and/or registered domestic partner's child. Certain restrictions on these benefits may apply. Notice and Employees seeking to use FMLA Leave for all purposes other than Military Emergency Leave may be required to provide: 30day advance notice when the need for the leave is foreseeable; advance notice as soon as possible after learning of the need for leave when the leave is not foreseeable; when the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days or else the leave will be denied (these forms are available from the Benefits Manager); periodic recertification; and periodic reports during the leave. When leave is needed to Family Care Leave, Serious Health Condition Leave, or Military Family Care Leave, and is for planned medical treatment, you must try to schedule treatment so as not to unduly disrupt Uber's operation. Please contact the Benefits Manager prior to scheduling planned medical treatment. Employees seeking to use FMLA Leave to cover Military Emergency Leave must provide Uber with as much notice of the need for leave as is reasonable and practicable under the circumstances. If you fail to return to work at your leave's expiration and have not obtained an extension of the leave, Uber may presume that you do not plan to return to work and have voluntarily terminated your employment. Generally, FMLA Leave is unpaid. However, you may be eligible to receive benefits through State-sponsored or Company-sponsored wage-supplement benefit programs. All such payments will be integrated so that you will you receive no more than your regular compensation during this period. Leave Uber will continue making contributions for your group health benefits during your leave on the same terms as if you had continued to work. This means that if you want your benefits coverage to continue during your leave, you must also continue to make any premium payments that you are now required to make for yourself or your dependents. Employees taking Bonding Leave, Family Care Leave, Serious Health Condition Leave, and Military Emergency Leave will generally be provided with group health benefits for a 12 workweek period. Employees taking Military Family Care Leave may be eligible to receive group health benefits coverage for up to a maximum of 26 workweeks. In some instances, Uber may recover premiums it paid to maintain health coverage if you fail to return to work following a FMLA Leave. If you are on a FMLA Leave but are not entitled to continued paid group health insurance coverage, you may continue your coverage through Uber in conjunction with federal and/or state COBRA guidelines by making monthly payments to Uber for the amount of the relevant premium. Please contact the Benefits Manager for further information. Job Reinstatement Under most circumstances, you will be reinstated to the same position held at the time of the leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. However, you have no greater right to reinstatement than if you had been continuously employed rather than on leave. For example, if you would have been laid off had you not gone on leave, or if your position has been eliminated during the leave, then you will not be entitled to reinstatement. Uber will grant an unpaid pregnancy disability leave to employees disabled on account of their pregnancy, childbirth, or related medical conditions. Available If you are disabled due to pregnancy, childbirth, or related medical condition you may take up to a maximum of four months' leave. Pregnancy disability leave runs concurrently with the family and medical leave under federal law, but not California law. Employees eligible for family and medical leave may have the option of taking additional leave beyond the end of their pregnancy disability leave. Please see the Benefits Manager for more information. Notice and Certification Requ1ire1m4an1ts If you need to take a pregnancy disability leave, you must provide Uber with reasonable advance notice. In addition, you must provide Uber with a health-care provider's statement certifying the last day you can work and the expected return date. Pregnancy disability leaves are without pay, but you may be eligible for state disability or other wage reimbursement benefits that you may receive. At no time will you receive a greater total payment than your regular compensation. If you are eligible for and granted family and medical leave concurrently with a pregnancy disability leave, then Uber will maintain, for up to a maximum of 12 workweeks per 12-month period, any group health insurance coverage that you were provided before the leave was taken on the same terms as if you had continued to work. In some instances, Uber may recover premiums it paid to maintain health coverage if you fail to return to work following your pregnancy disability leave. If you are not eligible for continued group health insurance coverage, then you may continue your coverage through Uber in conjunction with federal COBRA guidelines by making monthly payments to Uber for the amount of the relevant premium. You should contact the Benefits Manager for further information. Reinstatement In most circumstances, upon submitting an acceptable health-care provider release to return to work, you will be offered the same position held at the time of the leave or a comparable position, if available. However, you will not be entitled to any greater right to reinstatement than if you had been employed continuously rather than on leave. For example, if you would have been laid off if you had not gone on leave, and there is no comparable position available, then you will not be entitled to reinstatement. Similarly, if your position is filled during the leave in order to avoid undermining Uber's ability to operate safely and efficiently, and there is no comparable position available, then reinstatement will be denied. Uber will grant a workers' compensation disability leave in accordance with state law if you have an occupational illness or injury. As an alternative, Uber may offer you modified work. Leave taken under the workers' compensation disability policy runs concurrently with family and medical leave under both federal and state law. You must report all workplace accidents, injuries and illnesses no matter how minor to your manager as soon as possible. In addition, you must provide Uber with a certification from a health-care provider of your workplace injury or illness, your inability to work, your work restrictions, and the expected duration of your inability to work and/or your work restrictions. Workers' compensation disability leaves are without pay. In accordance with applicable law, leave without pay is provided to employees when they enter military service of the Armed Forces of the United States, are in the Armed Forces Reserves or, in accordance with applicable state law, the National Guard. A leave of absence of up to 5 years will be granted to any employee who is called to active duty, or who voluntarily enlists in the military. A leave of absence for temporary military duty will be granted for employees required to report for annual military training. Uber will pay the difference between military pay and an employee's normal rate of pay for up to 10 days per year. All employees returning from military service will be re-employed in accordance with the Uniformed Services Employment and Re-employment Act of 1994 (USERRA) and applicable state law. Employees need to bring their military service orders to the People Operations Department and their Managers for review prior to commencement of the leave. Managers who have employees going on or returning from military service are to contact People Operations for proper guidance. In the event of the death of your current spouse, child, parent, brother, sister, mother-, or father-in-law, or any relative permanently residing in your household, you may take whatever time off you deem necessary, so long as you receive manager approval. Uber encourages employees to serve on jury duty when called. Nonexempt employees will receive full pay while serving up to 5 days of jury duty. Exempt employees will receive pay for 1 week of absence due to jury duty. Exempt employees will not incur any reduction in pay for a partial week of absence due to jury duty. You must notify your manager of the need for time off for jury duty as soon as a notice or summons from the court is received. Any jury duty fees will be integrated with any payments made by Uber such that at no time will you receive more than your regular compensation. You may be requested to provide written verification from the court clerk of having served. If work time remains after any day of jury duty, you will be expected to return to work for the remainder of your work schedule. If you cannot vote before or after working hours in statewide public elections, then you will be allowed sufficient time off to go to the polls. Uber will pay you for up to the first two hours of absence from regularly scheduled work which is necessary to vote in a statewide public election. Any additional time off will be without pay. You must give reasonable notice of the need to have time off to vote and must give at least three days' notice when three days' notice is possible. Time Off If you are a registered volunteer firefighter who intends to perform emergency duty during work hours, please alert a representative of Uber so that we are aware of the fact that you may have to take time off to perform emergency duty. In the event you are a volunteer firefighter and need to take time off for emergency duty, please alert your manager before leaving Uber premises. All time off to serve as a volunteer firefighter is unpaid. Time Off For Parents' School Or Care Activities If you are a parent, guardian or grandparent with custody of a child in kindergarten or grades 1-12, or a licensed day care center, and you wish to take time off to visit the school or day care center of your child for an activity, you may take off up to eight hours each calendar month (up to a maximum of 40 hours each school year), per child, provided you give reasonable notice to Uber of your planned absence. Uber requires documentation from the school noting the date and time of your visit. You may also be granted time off to attend a school conference involving the possible suspension of your child. Please contact your manager if time off is needed for this reason. Uber has established rules applicable to all employees which govern solicitation or distribution of written material during working time and entry onto the premises and work areas. All employees are expected to comply strictly with these Company rules. No employee shall solicit or promote support for any cause or organization during his or her working time or during the working time of the employee or employees at whom such activity is directed. No employee shall distribute or circulate any written or printed material in work areas at any time, or during his or her working time or during the working time of the employee or employees at whom such activity is directed. Under no circumstances will non-employees be permitted to solicit or to distribute written material for any purpose on Company property or in Company work areas. Off duty employees are not permitted in areas not open to the public. As used in this policy, "working time" includes all time for which an employee is paid and/or is scheduled to be performing services for Uber; it does not include break periods, meal periods, or periods in which an employee is not performing and is not scheduled to be performing services or work for Uber. Computers, e-mail, Internet access, telephones and voice mail systems are provided by Uber to assist you in performing your job duties. Use of these resources and systems is for business purposes only. Personal use of these resources and systems should be kept to a minimum and for emergency purposes only. The equipment, services, and technology that comprise Uber communication and information systems remain at all times the property of Uber. All data that is composed, transmitted, accessed, or received via Uber telephone, computer, e-mail, and Internet systems is considered to be part of the official records of Uber and, as such, is subject to disclosure to Uber, law enforcement, or other third parties. Consequently, you should always ensure that the information transmitted through and contained in Uber communication and information systems is accurate, appropriate, ethical, and lawful. Uber reserves the right, in its sole discretion, without notice, to access, monitor, read, or download any data composed, transmitted, accessed, or received through or stored in its communication and information systems, including voice mail, e-mail, or Internet transmissions. Uber purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, Uber does not have the right to reproduce such software for use on more than one computer. You may only use software on local area networks or on multiple machines according to the software licensing agreement. Uber prohibits the illegal duplication of software and its related documentation. Internet and e-mail users should take the necessary anti-virus precautions before downloading or copying any file from the Internet or e-mail. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression. Uber is committed to maintaining a workplace free of harassment and discrimination, and one that is sensitive to the diversity of its employees. Therefore, Uber prohibits the use of its communication or information systems in ways that are harassing, intimidating, threatening, disruptive, offensive to others, or harmful to morale. Employees should notify Uber upon learning of a violation of this policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment. At Uber, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else's web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with Uber, as well as any other form of electronic communication. The same principles and guidelines found in Company policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects customers, clients, suppliers, people who work on behalf of Uber or Uber's legitimate business interests may result in disciplinary action up to and including termination. Carefully read these guidelines and this Handbook, including the Equal Employment Opportunity Statement and the Anti-Harassment Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination. Always be fair and courteous to fellow employees, customers, clients, partners, suppliers or people who work on behalf of Uber. Also, keep in mind that you are more likely to resolve work- related complaints by speaking directly with your co-workers and managers than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, clients, employees, managers or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, religion or any other status protected by law or company policy. Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about Uber, fellow employees, managers, customers, clients, suppliers, people working on behalf of Uber or competitors. Maintain the confidentiality of Company trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications. Respect financial disclosure laws. It is illegal to communicate or give a "tip" on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate insider trading laws. Do not create a link from your blog, website or other social networking site to a Company website without identifying yourself as a Company employee. Express only your personal opinions. Never represent yourself as a spokesperson for Uber. If Uber is a subject of the content you are creating, be clear and open about the fact that you are an employee and make it clear that your views do not represent those of Uber, fellow employees, managers, customers, clients, suppliers or people working on behalf of Uber. If you do publish a blog or post online related to the work you do or subjects associated with Uber, make it clear that you are not speaking on behalf of Uber. It is best to include a disclaimer such as "The postings on this site are my own and do not necessarily reflect the views of Uber." Media contacts Employees should not speak to the media on Uber's behalf without contacting and obtaining approval from the Chief Executive Officer or Vice President of Operations first. All media inquiries should be directed to press@uber.com. All Uber property-including desks, storage areas, work areas, lockers, file cabinets, credenzas, computer systems, office telephones, cellular telephones, modems, facsimile machines, duplicating machines, and vehicles-must be used properly and maintained in good working order. Employees who lose, steal, or misuse Uber property may be personally liable for replacing or fixing the item and may be subject to discipline, up to and including discharge. The health and safety of employees and others on Company property are of critical concern to Uber. We strive to attain the highest possible level of safety in all activities and operations. Uber also intends to comply with all health and safety laws applicable to our business. To this end, Uber must rely upon our employees to ensure that work areas are kept safe and free of hazardous conditions. Employees should be conscientious about work place safety including proper operating methods and known dangerous conditions or hazards. Employees should report any unsafe conditions or potential hazards to a manager immediately, even if you believe you have corrected the problem. If you suspect a concealed danger is present on Company premises, or in a product, facility, piece of equipment, process or business practice for which Uber is responsible, bring it to the attention of your manager immediately. Any work place injury, accident or illness must be reported to your manager as soon as possible, regardless of the severity of the injury or accident. If medical attention is required immediately, managers will assist employees in medical care, after which the details of the injury or accident must be reported. Many Company policies and employee benefits have been treated only briefly in this handbook. If you have any questions or want more information, your manager will be glad to fill in the details for you. Uber management also will be happy to help you with questions or problems.