FourKites, Inc.

Employee Handbook

FourKites, Inc.

Employee Handbook
Last updated: March 7, 2017

Table of Contents
Section 1 - Introduction

1. Welcome

2. Employee Handbook
3. Changes in Policy
 Employment-At-Will
4.
5. Arbitration Policy

Section 2 - Employment Policies

1. Employee Classifications

2. Equal Employment Opportunity & Americans with Disabilities Act.

3.Confidentiality
4.Employment of Minors
5.Employment of Relatives
6.Personnel Records and Employee References
7. Privacy
8. Immigration Law Compliance
9. Political Neutrality

Section 3 - Hours of Work and Payroll Practices

1. Pay Periods and Paydays

2. Overtime
3. Rest and Meal Periods
4. Time Cards
5. Payroll Deductions
6. Wage Garnishment
7. Direct Deposit

Section 4 - Standards of Conduct and Employee Performance

1. Anti- Harassment and Discrimination

2. Attendance
3. Discipline and Standards of Conduct
4. Dress Code
5. Safety
6. Substance and Abuse
7. Workplace Searches
8. Internet, Email and Computer Use Policy
9. Social Media Policy
10. Cell Phone Policy

Section 5 - Employee Benefits and Services

1. Generally

2. Worker's Compensation
3. Social Security Benefits (FICA)
4. Unemployment Insurance
Section 6 - Employee Leaves of Absence and Time Off

1. Generally
 2.Paid Time Off Days
3. Holidays
4. Family and Medical Leave
5. Workers' Compensation Leave
6. Bereavement Leave
7. Jury Duty
8. Voting Time

Section 1
Introduction
1.1 Welcome to FourKites, Inc.

We have prepared this handbook to assist you in getting acquainted with

our policies. The material here will be a source for reference during your
period of employment with the Company. Welcome to FourKites, Inc.

1.2 Employee Handbook

This Employee Handbook ("Handbook") is designed to summarize certain personnel

policies and benefits of FourKites, Inc. (the "Company") and to acquaint employees
with many of the rules concerning employment with the Company. This Handbook
applies to all employees, and compliance with the Company's policies is a condition
of employment. This Handbook supersedes all previous employment policies, written
and oral, express and implied. The Company reserves the right to modify, rescind,
delete, or add to the provisions of this Handbook from time to time in its sole and
absolute discretion. This Employee Handbook is not a binding contract between the
Company and its employees, nor is it intended to alter the at-will employment
relationship between the Company and its employees. The Company reserves the
right to interpret the policies in this Handbook and to deviate from them when, in its
discretion, it determines it is appropriate.

1.3 Changes in Policy

Since our business is constantly changing, the Company expressly reserves the
right to revise, modify, delete, or add to any and all policies, procedures, work rules,
or benefits stated in this handbook or in any other document, except for the policy of
at-will employment as described below. No oral statements or representations can in
any way alter the provisions of this Handbook. Nothing in this employee handbook or
in any other document, including benefit plan descriptions, creates or is intended to
create a promise or representation of continued employment for any employee. Any
changes to your at-will employment status, described below, must be in writing and
must be signed by the Company.

If you are uncertain about any policy or procedure, please check with your
manager or Human Resources.

1.4 Employment-At-Will
Employment with the Company is on an at-will basis, unless otherwise specified in a written
employment agreement. You are free to resign at any time, for any reason, with or without
notice. Similarly, the Company is free to conclude the employment relationship at any time for
any lawful reason, with or without cause, and with or without notice.

Nothing in this Handbook will limit the right of either party to terminate an at-will
employment. No section of this Handbook is meant to be construed, nor should be
construed, as establishing anything other than an employment-at-will relationship.
This Handbook does not limit management's discretion to make personnel decisions
such as reassignment, change of wages and benefits, demotion, etc. No person
other than the CEO, President, or COO has the authority to enter into an agreement
for employment for any specified period of time or to make an agreement for
employment other than at-will terms. Only the CEO, President, or COO of the
Company has the authority to make any such agreement, which is only binding if it is
in writing and signed by the President of the Company.

1.5 Arbitration Policy

In consideration of your employment with FourKites, Inc., its promise to arbitrate all
employment-related disputes, and your receipt of the compensation, pay raises, and other
benefits paid to you by the company, at present and in the future, you agree that any and all
controversies, claims, or disputes with anyone (including the company and any employee,
officer, director, or benefit plan of the company, in their capacity as such or otherwise),
whether brought on an individual, group, or class basis, arising out of, relating to, or resulting
from your employment with FourKites, Inc. or the termination of your employment with the
company, including any breach of this agreement, shall be subject to binding arbitration
under the terms and conditions set forth in the at-will employment, confidential information,
invention assignment, and arbitration agreement between you and FourKites, Inc. (or such
other confidentiality agreement between you and the company, each the "confidentiality
agreement"). In the event the confidentiality agreement between you and FourKites, Inc.
does not contain an arbitration provision, then you nevertheless agree to arbitrate any and
all claims set forth above in a neutral, mutually agreeable forum according to the applicable
minimum standards for arbitration.

Section 2
Employment Policies
2.1 Employee Classifications

The following terms are used to describe employees and their employment status:

Exempt Employees - Employees whose positions meet specific tests

established by the Federal Labor Standards Act ("FLSA") and Illinois state
law. In general, exempt employees are those engaged in executive,
managerial, high-level administrative and professional jobs who are paid a
fixed salary and perform certain duties. In addition, certain commissioned
sales employees and highly paid computer professionals are exempt.
Exempt employees are not subject to the minimum wage and overtime laws.

Nonexempt Employees - Employees whose positions do not meet specific

tests established by the FLSA and Illinois state law. All employees who are
covered by the federal or state minimum wage and overtime laws are
considered nonexempt. Employees working in nonexempt jobs are entitled to
be paid at least the minimum wage per hour and a premium for overtime.

Full-Time Employees - Employees who are not temporary

employees, independent contractors, or independent consultants and
 who are regularly scheduled to work a schedule of 35 hours per work
week.

Part-Time Employees - Employees who are not temporary

employees, independent contractors, or independent consultants and
who are regularly scheduled to work less than 35 hours per work
week.

Temporary Employees - Employees who are hired as interim replacements

to temporarily supplement the workforce or to assist in the completion of a
specific project. Employment assignments in this category are of limited
duration and the temporary employee can be let go before the end of the
defined period. Short term assignments generally are periods of three (3)
months or less, however, such assignments may be extended. All Temporary
employees are at-will regardless of the anticipated duration of the assignment
(see Employment-at-Will Policy). Temporary employees retain that status
unless and until notified in writing of a change.

Independent Contractor or Consultant - These individuals are not employees of

the Company and are self-employed. An independent contractor or consultant is
engaged to perform a task according to his/her own methods and is subject to
control and direction only as to the results to be accomplished. Independent
contractors or consultants are not entitled to benefits.

Each employee will be advised of his or her status at the time of hire and any change
in status. Regardless of the employee's status, the employee is employed at-will and
the employment relationship can be terminated by the Company or the employee at
any time, with or without cause and with or without notice.

2.2 Equal Employment Opportunity & Americans with Disabilities Act.

It is the policy of the Company to provide equal employment opportunities to all

employees and employment applicants without regard to unlawful considerations of
race, religion, creed, color, national origin, sex, pregnancy, sexual orientation,
gender identity, age, ancestry, physical or mental disability, genetic information,
marital status or any other classification protected by applicable local, state or
federal laws. This policy prohibits unlawful discrimination based on the perception
that anyone has any of those characteristics, or is associated with a person who has
or is perceived as having any of those characteristics. This policy applies to all
aspects of employment, including, but not limited to, hiring, job assignment, working
conditions, compensation, promotion, benefits, scheduling, training, discipline and
termination.

The Company expects all employees to support our equal employment opportunity
policy, and to take all steps necessary to maintain a workplace free from unlawful
discrimination and harassment and to accommodate others in line with this policy to
the fullest extent required by law. For example, the Company will make reasonable
accommodations for employees' observance of religious holidays and practices
unless the accommodation would cause an undue hardship on the Company's
operations. If you desire a religious accommodation, you are required to make the
request in writing to your manager as far in advance as possible. You are expected
to strive to find co-workers who can assist in the accommodation (e.g. trade shifts)
and cooperate with the Company in seeking and evaluating alternatives.

Moreover, in compliance with the Americans with Disabilities Act (ADA), the
Company provides reasonable accommodations to qualified individuals with
disabilities to the fullest extent required by law. The Company may require medical
certification of both the disability and the need for accommodation. Keep in mind that
the Company can only seek to accommodate the known physical or mental
limitations of an otherwise qualified individual. Therefore, it is your responsibility to
come forward if you are in need of an accommodation. The Company will engage in
an interactive process with the employee to identify possible accommodations, if any
will help the applicant or employee perform the job.

2.3 Confidentiality.

In the course of employment with the Company, employees may have access to
"Confidential Information" regarding the Company, which may include its business
strategy, future plans, financial information, contracts, suppliers, customers,
personnel information or other information that the Company considers proprietary
and confidential. Maintaining the confidentiality of this information is vital to the
Company's

competitive position in the industry and, ultimately, to its ability to achieve financial success
and stability. Employees must protect this information by safeguarding it when in use, using it
only for the business of the Company and disclosing it only when authorized to do so and to
those who have a legitimate business need to know about it. This duty of confidentiality
applies whether the employee is on or off the Company's premises, and during and even after
the end of the employee's employment with the Company. This duty of confidentiality also
applies to communications transmitted by the Company's electronic communications. See
also Internet, Email and Computer Use policy, herein.

As a condition of employment with the Company, all employees must

sign a Non-Disclosure Agreement.

2.4 Employment of Minors.

The FLSA's child labor provisions, which the Company strictly adheres to, are
designed to protect the educational opportunities of youth and prohibit their
employment in jobs that are detrimental to their health and safety. Generally
speaking, the FLSA sets the minimum age for employment (14 years for non-
agricultural jobs), restricts the hours youth under the age of 16 may work, and
prohibits youth under the age of 18 from being employed in hazardous occupations.
In addition, the FLSA establishes subminimum wage standards for certain employees
who are less than 20 years of age, full-time students, student learners, apprentices,
and workers with disabilities. Employers generally must have authorization from the
U.S. Department of Labor's Wage and Hour Division (WHD) in order to pay sub-
minimum wage rates.

2.5 Employment of Relatives.

The Company recognizes that the employment of relatives and employees in

intimate relationships in certain circumstances, such as when they will work in the
same department, supervise or manage the other, or have access to confidential or
sensitive information regarding the other, can cause problems related to
supervision, safety, security or morale, or create conflicts of interest that materially
and substantially disrupt the Company's operations. When the Company determines
any of these problems will be present, it will decline to hire an individual to work in
the same department as a relative. Relatives subject to this policy include: father,
mother, sister, brother, current spouse or domestic partner, child (natural, foster, or
adopted), current mother-in- law, current father-in-law, grandparent, or grandchild.
If present employees become relatives during employment, the Company
should be notified so that we may determine whether a problem involving
supervision, safety, security or morale, or a conflict of interest that would
materially and substantially disrupt the Company's operations exists. If the
Company determines that such a problem exists, the Company will take
appropriate steps to resolve the problem, which may include reassignment of
one relative (if feasible) or asking for the resignation of one of the relatives.

2.6 Personnel Records and Employee References.

The Company maintains a personnel file and payroll records for each employee as
required by law. Personnel files and payroll records are the property of the Company
and may not be removed from Company premises without written authorization.
Because personnel files and payroll records are confidential, access to the records
is restricted. Generally, only those who have a legitimate reason to review
information in an employee's file are allowed to do so. Disclosure of personnel
information to outside sources will be limited. However, the Company will cooperate
with requests from authorized law enforcement or local, state, or federal agencies
conducting official investigations and as otherwise legally required.

Employees may contact a Human Resources representative to request a time to

review their payroll records and/or personnel file. With reasonable advance notice,
an employee may review his or her own records in the Company's offices during
regular business hours and in the presence of an individual appointed by the
Company to maintain the records. You also have the right to obtain a copy of your
personnel files within seven working days after a request is made, but you may be
required to pay for any such copies. You may add your comments to any disputed
item in the file.

By policy, the Company will provide only the former or present employee's dates of
employment and position(s) held with the Company. Compensation information may
also be verified if written authorization is provided by the employee.

2.7 Privacy.
The Company is respectful of employee privacy. All employee demographic and personal
information will be shared only as required in the normal course of business. Healthcare
enrollment information is kept in a separate folder from other human resources forms.
Workers' Compensation information is not considered private healthcare information;
however, this information will be released only on a need-to-know basis.

The Company does not make or receive any private healthcare information
through the course of normal work. If any employee voluntarily shares private
healthcare information with a member of management, this information will be
kept confidential. If applicable, the Company will set up guidelines for
employees and management to follow to ensure that company employees
conform to the requirements of the Health Insurance Portability and
Accountability Act (HIPAA).

2.8 Immigration Law Compliance.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as
a condition of employment, must complete the Employment Eligibility Verification Form I-9
on the date of hire and present documentation establishing identity and employment
eligibility within three business days of date of hire. Former employees who are rehired must
also complete an I-9 form if they have not completed an I-9 form

with the Company within the past three years, or if their previous I-9 form is
no longer retained or valid. You may raise questions or complaints about
immigration law compliance without fear of reprisal.

2.9 Political Neutrality.

Maintenance of individual freedom and our political institutions necessitates broad

scale participation by citizens concerning the selection, nomination and election of
our public office holders. The Company will not discriminate against any employee
because of identification with and support of any lawful political activity. Company
employees are entitled to their own personal political position. The Company will not
discriminate against employees based on their lawful political activity engaged in
outside of work. If you are engaging in political activity, however, you should always
make it clear that your actions and opinions are your own and not necessarily those
of the Company, and that you are not representing the Company.

Section 3
Hours of Work and Payroll Practices
3.1 Pay Periods and Paydays.

Employees are paid on a semi-monthly basis. All employees will be paid on

the 15th and last day of the month. If either day falls on a non-business day,
employees will be paid on the immediately preceding business day. All
employees are paid by direct deposit on the above-mentioned payday.

3.2 Overtime.

Nonexempt employees will be paid in accordance with federal and Illinois state law.

In Illinois, with some exceptions, the standard work week for nonexempt employees
should not exceed 40 hours per week. Should the Company find it necessary to
employ an employee in excess of this standard, overtime hours shall be
compensated at the rate of one and one-half times the regular rate of pay.

All overtime work by non-exempt employees must be authorized in advance by

their manager. Only hours actually worked will be used to calculate overtime
pay.

3.3 Rest and Meal Periods.

All rest and meal periods will be in accordance with Illinois state law.
Employees scheduled to work more than a 7.5 hour period will be provided a 30-minute
unpaid meal period, no later than five hours after the beginning of the shift. Reasonable
unpaid break time will also be provided to breast-feed an infant or express breast milk.

3.4 Time Cards.

Nonexempt employees are required to keep an accurate and complete record of their
attendance and hours worked. Time cards are official business records and may not be
altered without the employee's supervisor's approval and may not be falsified in any way.

3.5 Payroll Deductions.

Various payroll deductions are made each payday to comply with federal and state laws
pertaining to taxes and insurance. Deductions will be made for the following: Federal and
State Income Tax Withholding, Social Security, Medicare, State Disability Insurance & Family
Temporary Disability Insurance, and other items designated by you or required by law
(including a valid court order). You can adjust your federal and state income tax withholding
by completing the proper federal or state form and submitting it to Accounting or Human
Resources. At the start of each calendar year, you will be supplied

with your Wage and Tax Statement (W-2) form for the prior year. This
statement summarizes your income and deductions for the year.

3.6 Wage Garnishment.

A garnishment is a court order requiring an employer to remit part of an employee's

wages to a third party to satisfy a just debt. Once the Company receives the legal
papers ordering a garnishment, we are required by law to continue making
deductions from your check until we have withheld the full amount or until we receive
legal papers from the court to stop the garnishment. Even if you have already paid
the debt, we still need the legal papers to stop the garnishment.

3.7 Direct Deposit.

All employees are encouraged, but not required, to use direct deposit and
have their paychecks deposited into a bank account of an accredited
participating bank or credit union.

Section 4
Standards of Conduct and Employee Performance
4.1 Anti- Harassment and Discrimination.

The Company is committed to providing a work environment free of sexual or any

form of unlawful harassment or discrimination. Harassment or unlawful discrimination
against individuals on the basis of race, religion, creed, color, national origin, sex,
pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental
disability, genetic information, marital status or any other classification protected by
local, state or federal laws is illegal and prohibited by Company policy. Such conduct
by or towards any employee, contract worker, customer, vendor or anyone else who
does business with the Company will not be tolerated. Any employee or contract
worker who violates this policy will be subject to disciplinary action, up to and
including termination of his or her employment or engagement. To the extent a
customer, vendor or other person with whom the Company does business engages
in unlawful harassment or discrimination, the Company will take appropriate
corrective action.

Prohibited Conduct:
Prohibited harassment or discrimination includes any verbal, physical or visual conduct
based on sex, race, age, national origin, disability or any other legally protected basis if:

a. submission to such conduct is made either explicitly or implicitly

a term or condition of an individual's employment or
engagement;

b. submission to or rejection of such conduct by an individual is used as a

basis for decisions concerning that individual's employment or
engagement; or

c. it creates a hostile or offensive work environment.

Prohibited harassment includes (but is not limited to) unwelcome sexual advances,
requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or
cartoons, and any unwelcome touching, pinching or other physical contact. Other
forms of unlawful harassment or discrimination may include racial epithets, slurs and
derogatory remarks, stereotypes, jokes, posters or cartoons based on race, national
origin, age, disability, marital status or other legally protected categories. Prohibited
harassment might also be transmitted using the Company's electronic
communications system, or through other on-line conduct.

Complaint Procedure:
Employees or contract workers who feel that they have been harassed or discriminated
against, or who witness any harassment or discrimination by an employee, contract worker,
customer, vendor or anyone else who does business with the Company, should immediately
report such conduct to their supervisor or any other member of management.

Do not allow an inappropriate situation to continue by not reporting it, regardless of who is
creating the situation. No employee, contract worker, customer, vendor or other person who
does business with this organization is exempt from the prohibitions in this policy.
In response to every complaint, the Company will conduct an investigation
which may involve interviewing witnesses if warranted and, if improper
conduct is found, take appropriate corrective action.

To the extent that an employee or contract worker is not satisfied with the
Company's handling of a harassment or discrimination complaint, he or she may
also contact the appropriate state or federal enforcement agency for legal relief.

4.2 Attendance.

Punctuality and regular attendance are essential to the successful operation of the
Company's business. If an employee is unable to report to work (or to report to work
on time) for any reason, the employee must notify his or her supervisor before his or
her starting time. If an employee desires to leave work for any reason during the
workday, the employee must obtain the approval of his or her supervisor prior to
leaving. In the event that the employee fails to call his or her supervisor or report for
work for 10 consecutive workdays, the employee will be deemed to have voluntarily
resigned from his or her employment with the Company and will be removed from the
payroll. Excessive absenteeism or tardiness may subject the employee to disciplinary
action, up to and including termination.

4.3 Discipline and Standards of Conduct.

As an at-will employer, the Company may impose discipline whenever it determines it is
necessary or appropriate. Discipline may take various forms, including verbal counseling,
written warnings, suspension, demotion, transfer, reassignment or termination. The discipline
imposed will depend on the circumstances of each case; therefore, discipline will not
necessarily be imposed in any particular sequence. Moreover, at any time the Company
determines it is appropriate, an employee may be terminated immediately.

Every organization must have certain standards of conduct to guide the behavior of
employees. Although there is no possible way to identify every rule of conduct, the
following is an illustrative list (not intended to be comprehensive or to limit the
Company's right to impose discipline for any other conduct it deems inappropriate).
Keep in mind that these standards of conduct apply to all employees whenever they
are on Company property and/or conducting Company business (on or off Company
property). Engaging in any conduct the Company deems inappropriate may result in
disciplinary action, up to and including termination.

a. Dishonesty;

b. Falsification of Company records;

a. Unauthorized use or possession of property that belongs to the

Company, a coworker, or of the public;

b. Possession or control of illegal drugs, weapons, explosives, or other

dangerous or unauthorized materials;

c. Fighting, engaging in threats of violence or violence, use of vulgar or

abusive language, horseplay, practical jokes or other disorderly conduct
that may endanger others or damage property;

d. Insubordination, failure to perform assigned duties or failure to comply

with the Company's health, safety or other rules;
e. Unauthorized or careless use of the Company's materials, equipment or property;

f. Unauthorized and/or excessive absenteeism or tardiness;

g. Lack of teamwork, poor communication, unsatisfactory performance,
unprofessional conduct, or conduct improper for the workplace;

h. Sexual or other illegal harassment or discrimination;

i. Unauthorized use or disclosure of the Company's confidential information;

j. Violation of any Company policy.

1. Dress Code.

What we wear to work is a reflection of the pride we have in our Company, in

what we do, and in ourselves. Although dress code requirements will vary
according to job responsibilities, we ask that your appearance at all times
show discretion, good taste, and appropriateness for the safe performance of
your job.

4.5 Safety.
The Company is committed to providing a safe workplace. Accordingly, the
Company emphasizes "safety first." It is the employee's responsibility to take steps
to promote safety in the workplace and work in a safe manner. By remaining safety
conscious, employees can protect themselves and their coworkers. Employees are
expected to promptly report all unsafe working conditions, accidents and injuries,
regardless of how minor so that any potential hazards can be corrected.

4.6 Substance and Abuse.

The Company is committed to providing its employees with a safe and productive
work environment. In keeping with this commitment, it maintains a strict policy
against the unlawful use of drugs in the workplace. Consequently, no employee may
possess, use, or sell, purchase or transfer illegal drugs at any time while on the
Company's premises or while using the Company vehicles or equipment, or at any
location during work time.

No employee may report to work with illegal drugs (or their metabolites) in
his or her bodily system. "Illegal drug" means any drug that is not legally
obtainable or that is legally obtainable but has not been legally obtained. It
includes prescription drugs not being used for prescribed purposes or by
the person to whom it is prescribed or in prescribed amounts. It also
includes any substance a person holds out to another as an illegal drug.

Any violation of this policy will result in disciplinary action, up to and

including termination.

Any employee who feels he or she has developed an addiction to,

dependence upon, or problem with alcohol or drugs, legal or illegal, is
strongly encouraged to seek assistance before a violation of this policy
occurs. Any employee who requests time off to participate in a rehabilitation
program will be reasonably accommodated. However, employees may not
avoid disciplinary action, up to and including termination, by entering a
rehabilitation program after a violation of this policy is suspected or
discovered.

4.7 Workplace Searches.

All offices, desks, file drawers, cabinets, lockers, Company vehicles, and
other Company equipment (including but not limited to computers, e-mail and
voice mail) and facilities or any area on Company premises are the property
of the Company ("Company Property"), and are intended for business use.
Employees should have no expectation of privacy with respect to Company
property and/or items stored within Company Property or on Company
premises. Inspection may be conducted at any time, without notice, at the
discretion of the Company.
In addition, when the Company deems appropriate, employees may be required to submit to
searches of their personal vehicles, parcels, purses, handbags, backpacks, brief cases, lunch
boxes or any other possessions or articles brought on to the Company's premises.

Persons entering the premises who refuse to cooperate in an inspection

conducted pursuant to this policy may not be permitted to enter the premises. All
employees must cooperate in an inspection; failure to do so is insubordination and
will result in disciplinary action, up to and including termination.

4.8 Internet, Email and Computer Use Policy.

The Company uses various forms of electronic communication including, but not
limited to: computers, email, telephones, voicemail, instant message, text message,
Internet, cell phones and smart phones (hereafter referred to as "electronic
communications"). The electronic communications, including all software,
databases, hardware, and digital files, remain the sole property of the Company and
are to be used only for Company business and not for unreasonable personal use.

The following rules apply to all forms of electronic communications and media that
are:

(1) accessed on or from Company premises; (2) accessed using the Company
computer or telecommunications equipment, or via Company-paid access methods;
and/or (3) used in a manner which identifies the Company. The following list is not
exhaustive and the Company may implement additional rules from time to time.

a. Electronic communication and media may not be used in any manner that
would be discriminatory, harassing, or obscene, or for any other purpose that
is illegal, against Company policy, or not in the best interest of the Company.
Employees who misuse electronic communications and engage in
defamation, copyright or trademark infringement, misappropriation of trade
secrets, discrimination, harassment, or related actions will be subject to
discipline, up to and including termination. Employees may not install
personal software on Company computer systems.

b. Employee's own electronic media may only be used during breaks. All
other company policies, including the Company's no tolerance for
discrimination, harassment, or retaliation in the workplace apply.

c. All electronic information created by any employee on Company premises or

transmitted to Company property using any means of electronic
communication is the property of the Company and remains the property of
the Company. You should not assume that any electronic communications are
private or confidential and should transmit personal sensitive information in
other ways. Personal passwords may be used for purposes of security, but the
use of a personal password does not affect the Company's ownership of the
electronic information. The Company will override all personal passwords if
necessary for any reason.

d. The Company reserves the right to access and review electronic files,
messages, internet use, blogs, "tweets", instant messages, text messages,
email, voice mail, and other digital archives, and to monitor the use of electronic
communications as necessary to ensure that no misuse or violation of Company
policy or any law occurs. All such information may be used and/or disclosed to
others, in accordance with business needs and the law. The Company reserves
the right to keep a record of all passwords and codes used and/or may be able
to override any such password system

e. Employees are not permitted to access the electronic communications of

other employees or third parties unless directed to do so by Company
 management. No employee may install or use anonymous e-mail
transmission programs or encryption of e-mail communications.

a. Employees who use devices on which information may be received

and/or stored, including but not limited to cell phones, cordless
phones, portable computers, fax machines, and voice mail
communications are required to use these methods in strict
compliance with the Confidentiality section of his or her employment
agreement. These communications tools should not be used for
communicating confidential or sensitive information or any trade
secrets.

b. Access to the Internet, websites, and other types of Company-paid computer

access are to be used for Company-related business only. Any information
about FourKites, Inc., its products or services, or other types of information that
will appear in the electronic media about the Company must be approved
before the information is placed on any electronic information resource that is
accessible to others.

4.9 Social Media Policy.

FourKites, Inc. is committed to utilizing social media to enhance its profile and
reputation, to listen and respond to customer opinions and feedback, and to
drive revenue, loyalty and advocacy. We encourage employees to support our
activities through their personal social networking channels while adhering to
the guidelines outlined in this section.

For the purpose of this section, social media and networking refers to the
use of web-based and mobile applications for social interaction and the
exchange of user-generated content. Social media channels can include,
but are not limited to: Facebook, Twitter, LinkedIn, YouTube, blogs, review
sites, forums, online communities and any similar online platforms.

Employees are expected to conduct themselves in a professional manner and to

respect the views and opinions of others. The Company and its employees are
committed to conducting ourselves in accordance with best industry practices in
social networking, to being responsible citizens and community members, to
listening and responding to feedback, and to communicating in a courteous and
professional manner. Behavior and content that may be deemed disrespectful,
dishonest, offensive, harassing or damaging to the company's interests or reputation
are not permitted.

Any social media contacts, including "followers" or "friends," that are

acquired through accounts (including but not limited to email addresses,
blogs, Twitter, Facebook, YouTube, LinkedIn, or other social media
networks) created on behalf of the Company will be the property of the
Company.

Employees must not disclose private or confidential information about the

Company, its employees, clients, suppliers or customers on social networks.
Employees must respect trademarks, copyrights, intellectual property and
proprietary information. No third-party content should be published without prior
permission from the owner.
The Company maintains the right to monitor company-related employee
activity in social networks. Violation of policy guidelines is grounds for
discipline, up to and including termination.

4.10 Cell Phone Policy.

The use of personal cell phones at work is discouraged because it can interfere with work and
be disruptive to others. Therefore, employees who bring personal cell phones to work are
required to keep the ringer shut off or placed on vibrate mode when they are in the office, and
to keep cell phone use confined to breaks and meal periods. Conversations should be had
away from areas where other employees are working. When cell phone use interferes with
the satisfactory performance of an employee's duties or disturbs others, the privilege of using
a personal cell phone at work may be taken away and other disciplinary action, up to and
including termination, may be imposed.

The Company may provide cell phone allowances to employees in certain positions in an
effort to improve efficiency and effectiveness. When cell phones are used for Company
business, employees must comply with all Company policies governing conduct, including
our policies prohibiting discrimination, harassment, and violence in the workplace. When
using the cell phone in a public place, please remember to maintain the confidentiality of any
private or confidential business information. As a courtesy to others, please shut cell phones
off or place on vibrate mode during meetings.

Section 5
Employee Benefits and Services
5.1 Generally.

Aside from those benefits required by state and federal regulations,

FourKites, Inc. also offers additional benefits for its full-time employees. From
time to time, benefits may be added or deleted from the benefits package.
The Company reserves the right to make such changes.

This Handbook does not contain the complete terms and/or conditions of any
of the Company's current benefit plans. It is intended only to provide general
explanations. For information regarding employee benefits and services,
employees should contact Human Resources.

5.2 Worker's Compensation.

All states have Workers' Compensation laws whose purpose is to promote the
general welfare of people by providing compensation for accidental injuries or death
suffered in the course of employment. These laws are designed to provide protection
to workers suffering occupational disabilities through accidents arising out of, and in
the course of employment. FourKites, Inc. carries Workers' Compensation Insurance
for all employees and pays the entire cost of the insurance program. An employee
who suffers an injury or illness in connection with the job is usually eligible to receive
payment through the insurance company for lost wages. In addition to disability
payments, necessary hospital, medical and surgical expenses are covered under
Workers' Compensation, with payments being made directly to the hospital or
physician. Workers' Compensation benefits to injured workers also include
assistance to help qualified injured employees return to suitable employment.
5.3 Social Security Benefits (FICA).

During your employment, you and the Company both contribute funds to the
Federal government to support the Social Security Program. This program is
intended to provide you with retirement benefit payments and medical
coverage once you reach retirement age.

5.4 Unemployment Insurance.

The company pays a state and federal tax to provide employees with
unemployment insurance coverage in the event they become unemployed
through no fault of their own or due to circumstances described by law. This
insurance is administered by applicable state agencies, who determine
eligibility for benefits, the amount of benefits (if any), and duration of benefits.

Section 6
Employee Leaves of Absence and Time Off
6.1 Generally.

While regular attendance is crucial to maintain business operations, the Company

recognizes that, for a variety of reasons, employees may need time off from work.
The Company has available a number of types of leaves of absence. Some are
governed by law and others are discretionary. For all planned leaves, however,
employees must submit a request at least 30 days in advance; in case of
emergencies, employees should submit the request as soon as they become aware
of the need for leave. All leaves must have the approval of Company management.
If, during a leave, an employee accepts another job, engages in other employment or
consulting outside of the Company, or applies for unemployment insurance benefits,
the employee may be considered to have voluntarily resigned from employment with
the Company.

All requests for a leave of absence will be considered in light of their effect on the Company
and its work requirements, as determined by Company management, which reserves the
right to approve or deny such requests in its sole discretion, unless otherwise required by
law. For disability-related leave requests, the Company will engage in an interactive process
with the employee to determine if a leave is the most appropriate accommodation. The
employee must provide a certification from his or her health care provider to the Company to
support a leave for medical reasons. Failure to provide the required certification to the
Company in a timely manner will result in delay or denial of leave. If an employee requires an
extension of leave, the employee must request such extension and have it approved before
the expiration of the currently approved leave.

While the Company will make a reasonable effort to return the employee to
his or her former position or a comparable position following an approved
leave of absence, there is no guarantee that the employee will be reinstated
to his or her position, or any position, except as required by law.

6.2 Paid Time Off Days.

Eligible employees are entitled to a maximum of 16 paid time off ("PTO") days per
year. A PTO day’s pay for regular full-time employees will be calculated based on
the employee's base pay rate times the number of hours the employee would
otherwise have worked on that day. Regular part-time employees will be paid on a
pro-rata basis. Employees are entitled to carryover a maximum of 4 PTO days per
year. Any days not taken at the end of the calendar year in excess of this amount
will be forfeited. Upon termination, employees will be paid for any unused time off as
wages.

6.3 Holidays.

FourKites, Inc. observes the following paid holidays:

New Year's Day

Memorial Day
Independence
Day Labor Day
Thanksgiving
Day

Day After
Thanksgiving
Christmas Eve
Christmas Day

New Year's
Eve 1 floating
holiday

The Company will grant paid holiday time off to all eligible employees. Holiday pay
for regular full-time employees will be calculated based on the employee's base pay
rate (as of the date of the holiday) times the number of hours the employee would
otherwise have worked on that day. Regular part-time employees will be paid on a
pro-rata basis.

If an eligible non-exempt employee works on a recognized holiday with

Company approval, he or she will receive holiday pay plus wages at his or
her straight-time rate for the hours worked on the holiday.

The annual floating holiday is accrued on January 1 each year, and there is a 3
month waiting period for new hires. Employees starting on September 1 or after will
not be eligible for the floating holiday until the first of January after their start date.
The holiday schedule is subject to change, depending on which business days each
holiday falls on. Please check Zenefits for the most up-to-date holiday schedule for
this year and next year. Floating holidays are accrued as personal leave in Zenefits.

6.4 Family and Medical Leave.

Because of the Company's small size, we are not required to comply with the
federal Family and Medical Leave Act ("FMLA"). However, we recognize that
our employees may occasionally need to take unpaid leave to care for a new
child, to care for a seriously ill family member, to handle an employee's own
medical issues, or to handle issues relating to a family member's military
service, possibly including caring for a family member who is injured while
serving in the military. We will honor the guidelines set out under FMLA.
Paid Parental Leave

Birth parent: We offer paid leave to the birth parent according to the following
schedule:

 4 weeks at 100% of salary

 up to another 4 weeks at 50% of salary (must be consecutive)

Non-birth parent: We offer 2 weeks of paid leave at 100% of salary for non-birth
parents.

If you anticipate that you might need time off to deal with family and
medical issues, please speak with your supervisor as early as possible.

6.5 Workers' Compensation Leave.

Any employee who is unable to work due to a work related injury or illness
and who is eligible for Workers' Compensation benefits will be provided an
unpaid leave for the period required. The first 12 weeks will be treated
concurrently as a family and medical leave under the federal Family Medical
Leave Act ("FMLA") for employees eligible for FMLA leave.

6.6 Bereavement Leave.

In the event of a death in the immediate family, employees may have up to

3 working days, with pay, at their regular straight time rate or base salary,
to handle family affairs and attend the funeral. "Immediate family" is defined
as: father, mother, brother, sister, spouse, domestic partner, child, mother-
in-law, father-in-law, grandparents and grandchildren.

6.7 Jury Duty.

U.S. citizens have a civic obligation to provide jury duty service when called.
Employees are entitled up to 3 working days, with pay, at their regular straight
time or base salary for jury duty.

By state law, a regular night shift employee will not be required to work if
he or she is serving on a jury during the day. The employee should also,
by law, not lose any seniority or benefits for serving jury duty.

The employee must bring in the jury duty notice as soon as it is received so
that appropriate arrangements can be made to cover his or her duties.
Employees are required to call in or report for work on those days or parts of
days when their presence in court is not required.

6.8 Voting Time.

Employees who are registered voters and whose working hours begin less
than two hours after the opening of the polls and end less than two hours
before the closing of the polls may take up to two hours off work with pay to
vote in any local, state, and national election at a time decided by the
employer. Employees should provide notice when time off is required.