Tina Iboa

Associate Field Guide Club Demonstration Services | Part-Time Associate Field Guide Introduction Dear Associate, Whether you are new to the company or a long-term team member, thank you for joining the Club Demonstration Services (“CDS”) family! You have joined a global team committed to engaging Costco members and working collaboratively with Costco management and our supplier partners. Our commitment extends beyond those we serve. It centers on taking care of each other and helping the company grow. Since its inception in 1988, CDS has become a global enterprise now made up of over 32,000 dedicated Associates in ten countries and regions—and growing! We are proud of our work and remain humbled by the faith Costco has entrusted in CDS all these years and as it continues to open new warehouses around the world. Our goal is to do things better today than we did yesterday and to do things better tomorrow than we did today. Your contributions have a direct impact on our future and on the success of our customer, Costco Wholesale Corporation, and thus on our ability to reach that goal. That is why we invest in you and also why it is so important for us to build and maintain a workplace based on mutual respect, trust and integrity. We need talented, dedicated Associates to help us realize our potential every day. To help guide you in our company’s principles, we have developed this Associate Field Guide to outline our expectations of you as well as to provide our assurances that we will maintain a productive and comfortable work environment where all of our Associates are provided with an equal opportunity to excel. The Field Guide is to be used as a supplement to the Associate Handbook. forced to impose disciplinary measures—including possible termination—if you engage in any of the above behaviors. In some situations, we may ask an Associate to leave work and temporarily remove them from the schedule while we investigate Using foul, inappropriate, abusive or vulgar language Interfering with a co-worker’s product demonstration, including engaging in any type of personal conversation with a co-worker when you’re not working, and they are working; you may take a sample and move along (“grab and go”) Destroying, damaging, misusing or using without prior authorization any property that doesn’t belong to you Falsification or altering of CDS documents or records Bringing any type of weapon or other dangerous device or substance onto CDS or Costco property (unless expressly permitted by law) Refusing to follow a reasonable directive from any of your managers or supervisors Acting in a disrespectful manner toward another CDS Associate, Costco employee or member or any business partner Recording conversations or taking videos or photos in the workplace or recording work-related conversations outside of the workplace without consent (unless expressly permitted by law) Any form of theft Any form of dishonesty or failing to be forthright with us or any of our business partners Fighting or making any type of physical threat Disclosing confidential or proprietary CDS business information not available to the general public (this does not include discussions about terms and conditions of employment) Duplicating or distributing work schedules as schedules may change following the original posting Failing to follow general, food and workplace safety rules Harassing, bullying, threatening, intimidating or coercing any other CDS Associate, Costco employee or member or business partner at any time (including during off-duty hours) Using the office computer to visit Internet sites or send communications which are illegal, which violate any of our other policies or which are otherwise offensive or inappropriate Using company phones, company-provided Internet or other company equipment for non-business purposes or for purposes which violate any of our other policies Engaging in any other conduct that is not otherwise considered concerted activity protected by the law and which is unethical, unprofessional or otherwise detrimental to our legitimate business interests, other Associates or Costco and our other business partners 3 | Page a situation that is brought to our attention. We ask that you not put us in this position—dealing with unacceptable workplace behavior is the part of our jobs that we dislike the most and it takes away from allowing us to focus on achieving our goals. Since it would be impossible for us to list every single possible infraction that falls in our list of unacceptable behaviors, we reserve the right to determine if your conduct isn’t in line with our standards, values and goals as a company. The same goes for your job performance. If your observable performance on the sales floor isn’t in line with our standards or your sales numbers are not at an acceptable level, we will let you know about it. Failure to demonstrate immediate and sustained improvement of any performance issues may likewise result in disciplinary measures. We want to give Associates advance notice, whenever possible, of problems with their conduct or performance so they have an opportunity to correct them. We expect most performance and behavioral issues to be resolved this way. This doesn’t mean that we won’t take more serious action when appropriate. We may utilize any level of discipline to address a problem as we deem necessary, including immediate termination of employment if warranted under the circumstances. All of your managers will make themselves available to discuss any disciplinary issues and how best to move forward from those issues and succeed in the future. Ethical Expectations Policy: We have the privilege of operating out of Costco warehouses around the world, so it’s absolutely critical that we never do anything that may lead to customer distrust. In order to avoid this issue altogether, we require that you comply with the following guidelines and take the following precautionary steps before, during and after

• Before we get started, there are a few things you should know about this Field Guide: At-Will Employment: This Field Guide is not an employment contract and does not alter your at-will employment status (see the very next section for the definition of “at-will” employment)
• Updates: Our business needs and the law constantly change
• As such, we have the right to update this Field Guide as we see fit and at any time and without advance notice
• Previous CDS Policies: This Field Guide replaces all previous policies and other materials that have been issued on the subjects we cover below
• This Field Guide contains our latest and greatest thoughts on these matters
• Supplement to Associate Handbook: This Field Guide is to be used as a supplement to the Associate Handbook
• Both can be accessed at https://accesshr.zendesk.com/hc/en-us
• Some of the material covered might be covered in more detail in other official CDS documents which can also be accessed at https://accesshr.zendesk.com/hc/en-us
• You should refer to these documents for more specific information
• General Guidelines: This Field Guide contains only general guidelines
• It would be impossible for us to cover every possible scenario or issue concerning your employment
• For this reason, we will always make ourselves available to answer any question you may have about any of the below policies
• At-Will Employment Policy & Separation from Employment: Your employment with CDS is and always will be “at-will.” This is legal jargon for the following: you can end your employment with CDS at any time and without reason or notice
• Likewise,
• CDS may also end your employment at any time without reason or notice
• While we’re confident that you will have a rewarding experience during your employment with CDS, if you do decide to leave us, we hope you can give advance notice so that we have time to ensure coverage for upcoming events
• We also require a written and signed resignation letter
• Whether you leave us on a voluntary or involuntary basis, you’re expected to return all company-furnished property—such as keys, Costco cards, credit cards, office equipment, name tags, uniforms, CDS documents, etc.—on or before your last day of work
• Open Door Policy: In this Field Guide as well as the Associate Handbook, we make a number of assurances about your employment with CDS, including our promise to maintain a work environment free of discrimination, harassment and bullying
• As with all your concerns, we want to know if you think we’re not being true to our word
• We cannot stress enough the importance of contacting us right away to discuss any issues about your working conditions, our policies and procedures, ethical concerns, disciplinary actions, your pay or any (yes, any) other items related to your employment
• We also want to make something clear: you’re employed by CDS
• You’re NOT employed by Costco (which is our customer) or any of our other business partners for which we conduct product demonstrations
• As such, any issues you might experience in the workplace can only be resolved by CDS and we request that you bring any of your concerns to our attention only (including any concerns about Costco or any of our other business partners)
• How can we help
• The quickest way to resolve any work-related issue is to speak directly with your Event Manager (or a Shift
• Supervisor on duty)
• If you’re uncomfortable discussing a particular topic with your Event Manager or your Event Manager cannot assist you, you’re welcome to contact anyone in your management chain, including your District Manager or Regional
• Manager
• Phone numbers for all the individuals in your management chain are posted in the CDS office in your assigned location
• You can also access online tools at https://accesshr.zendesk.com/hc/en-us
• On this website, you will find useful information on everything from the Associate Handbook to payroll procedures to MyOracle and our other company policies
• If you cannot find what you’re looking for on the website, we have also assembled a team of knowledgeable representatives who can provide guidance on any number of issues
• If one of our representatives is unable to resolve your problem, they will immediately route you to the appropriate individual who can provide assistance
• 2 | Page
• To contact the Associate Service Center, submit a ticket online at https://helpdesk.asmnet.com or call (888) 900- 4276
• To speak to a live agent, call between the hours of 5 am and 5 pm PST
• The contact information is also posted in your work location
• Conduct & Performance Expectations Policy: Here’s the deal—CDS is a service company and our success depend on establishing positive impressions for Costco and its members and delivering value to Costco’s business
• You’re on the front lines of our company and play a pivotal role in helping us achieve our goals
• Since our business hinges on your job performance, we expect you to be committed to conducting professional product demonstrations in line with CDS standards and making the greatest positive impact on Costco members and their purchasing decisions
• You must also help your co- workers to achieve success and refrain from interfering with their work performance
• While we encourage you to share your ideas for improving your job and CDS as a whole, you must still follow your managers’ reasonable directions at all times
• Finally, everyone (and we mean everyone) must be treated with the highest level of respect
• This includes Costco employees and members, business partners and your co-workers
• Simply put, we do not tolerate certain behaviors and conduct in the workplace, whether or not they are specifically directed at a CDS Associate, a Costco employee or member or anyone that CDS does business with
• This includes the following:
• While we sincerely hope it never comes to it and will do whatever is within reason to help you succeed with CDS, we will be, The Company will provide a paper or electronic method for applicable associates to record all meal periods and rest breakstaken
• If for any reason you are unable to take a rest break or a meal period, you must report this to the Manager or supervisor in charge
• Question or concerns regarding the meal and rest break expectations should be directed to
• Human Resources at (888) 900-4276 orhttps://adv.zendesk.com/
• Promotions, Transfers & Demotions Policy: We’re proud to offer career advancement opportunities to all of our employees
• In order to be considered for a promotion or a transfer to another location, you must meet the job qualifications, have a satisfactory performance rating (and no disciplinary issues within the past 6 months) and be able to perform the essential functions of the desired job with or without a reasonable accommodation
• Transfers will only be made for legitimate business reasons and whenever beneficial to CDS
• As a courtesy, you should notify your Manager prior to requesting a transfer or interviewing for a promotion
• We expect your Event Manager to always support you in this endeavor
• In order to be eligible for a promotion to a full-time position, you must successfully complete a new full background check and sign all applicable CDS employment agreements
• All promotions will be consistent with our Employment of Related Parties policy which can be found in the Associate Handbook
• While we’re discussing this subject, we should also mention that whether or not you’re being promoted, we always reserve the right to complete a post-employment background check on you at any time, so long as it’s undertaken for a legitimate business reason, is related to your individual job duties and is in compliance with all applicable laws
• We may demote or transfer you at our discretion
• If you request to be demoted or transferred, we require such a request to be in writing and signed by you
• Appearance & Grooming Policy: We must look and act the part! In order to portray an image of professionalism at all times, you must demonstrate proper personal hygiene and grooming
• This includes having a well-groomed appearance at work and maintaining good personal habits (proper hygiene, washing hands after using the restroom, etc.) All Associates should practice commonsense rules of neatness, cleanliness and comfort
• In addition, you must abide by the following dress code at all times when conducting demonstrations: 6 | Page, Cell Phones & Electronic Devices Policy: Our policy on cell phones and other electronic devices at work is straightforward:
• Sales Advisors are not allowed to use them anywhere on the Costco sales floor and they must be silenced and completely hidden from view
• This includes walking through the location prior to the beginning of your work shift, leaving the location at the end of your work shift or walking the sales floor during a break
• While this policy may seem overly restrictive, we promise you that we have a good reason: when you are seen using any type of electronic device on the sales floor (even on a break) it gives the impression to Costco members and Associates that we’re distracted and not focused on doing our jobs
• You may only use your cell phone or other personal electronic devices for time tracking when required, or at the direction of your manager/supervisor for specific work-related requirements, during meal and rest breaks and only in the breakroom, CDS office or outside the warehouse
• CDS isn’t responsible for any lost or stolen cell phones or other electronic devices or any other personal belongings for that matter.

• Any personal belongings you bring to your work location are your responsibility and must be kept in a clear, reasonably sized bag Be prepared to open any bags you have for inspection upon entering or exiting the warehouse We reserve the right to inspect company and personal property (cars, purses, bags, etc.) while an Associate is on Costco property Do not store items for future purchase or purchased items in or on event carts It’s our preference that any personal shopping should wait until after your work shift has ended to avoid any issues with storage of your purchases while you’re working Any products you purchase at Costco for personal use must be immediately removed from the warehouse or placed in the CDS office with a receipt until the end of your shift (however, we will not assume responsibility for safeguarding your purchases) All food or drinks sold by Costco must be purchased in advance of consumption, you must keep the receipt for the remainder of the workday and you should be prepared to produce the receipt for inspection upon request Depending on your work location, the only beverage or food items you may consume in your work area are water (in a disposable plastic cup) or a throat lozenge You may not consume unapproved foods or beverages in your work area, including any product being demonstrated (except for sampling your assigned product before the start of your demonstration) Do not take excessive samples from other demonstrations (try to stick to one or two samples at the most) or take samples greater in size than those being offered to Costco members Product or supplies intended for use in an event must never be opened or used until it has been purchased Opened or unused product left over after an event must be thrown away or returned and should never be consumed or removed from the warehouse Absent an emergency or to avoid danger or harm, you may not leave your demonstration cart unattended without prior approval from your supervisor and without properly shutting down your event (if no immediate coverage is available) Scheduling Policy: It’s important to us to be completely transparent regarding our scheduling policies and practices. Part Time Scheduling Standards CDS is a seasonal business. This means that you should expect to be scheduled to work more shifts during the various holiday seasons and other peak business times and fewer shifts during slow business periods. As a part-time Associate, 4 | Page you will never be guaranteed to work a specific number of shifts or hours for any given week. We schedule all part-time Associates using the following criteria: Volume of available work and business needs Your availability to work (Associates with more open availability, especially availability to work on the weekend, are given preference over Associates with more limited availability) Your observable job performance and sales performance If you have any questions or concerns regarding scheduling in your location, you should first speak with your Event Manager and they will review our scheduling protocols with you. You must generally be available to work at least 2 days out of every workweek. It’s solely your responsibility to obtain your work schedule in advance of the upcoming workweek. Again, because work schedules may change after they’ve been posted, you’re not allowed to duplicate work schedules, including taking pictures with any kind of electronic device, unless you are permitted by law to do so.
• Time Scheduling Standards Associates classified as Regular Full-Time are normally scheduled to work 40 hours per week. Your full-time scheduled work days will be determined by your business leader. Attendance Policy/Standards We consider regular attendance to be an essential function of your position. When you’re scheduled to work, showing up and being on time are vital to achieving our goals as a company and demonstrating our commitment to Costco and our other business partners. We’re very serious about this and any of the following attendance issues will lead to disciplinary measures: Unapproved absence(s) Showing up to work after your shift starts or returning to work late after a meal or rest break Failing to report to work without any notification (“no call, no show”) Calling off from work without proper notice A pattern of calling off from work Leaving work early without approval from your Event Manager or another supervisor If you’re unable to make your scheduled shift, you’re required to contact your Manager or the Supervisor on duty at least 2 hours before the start of your shift so that there’s enough time to schedule another Associate. An acceptable form of notification will be determined by your Manager. If the form of notification is by phone and you’re unable to speak directly to your Manager or another supervisor, you must leave a voicemail including a phone number where you may be contacted. Self-Breaking Expectations The company is thoroughly committed to complying with all federal, state and local wage and hour laws and regulations to ensure that Associates are accurately paid for all hours worked, including overtime hours, and that they are permitted to take uninterrupted, duty-free meal period(s) and rest break(s) during qualifying work shifts. Associates who participate in “self-breaking” will be determined by the business leader. You will be notified by your manager if self-breaking is applicable to you. Self-Breaking means that you are responsible for managing and documenting your own meal and rest breaks in accordance with state and local requirements. 5 | Page MEAL PERIOD Under company policy, meal periods are provided when an Associate works more than 5 hours in a workday. The meal period is considered "off duty," must be uninterrupted and must be at least 30 minutes in duration. Meal periods are unpaid. REST PERIOD Under company policy, rest periods are provided when an Associate works more than 3.5 hours in a workday. You are entitled to take a 15-minute rest period per every four (4) worked or major fraction thereof. Rest periods are considered “off duty”, must be uninterrupted and must be 15 minutes each in net rest time taken. Rest periods are paid. The paid rest period is not to be confused with or limited to breaks taken by employees to use toilet facilities.
• Page ACKNOWLEDGMENT I acknowledge that: A copy of the Club Demonstration Services Part-Time Associate Field Guide is available for review in the CDS office in my work location. I can always access this Field Guide—in addition to other company policies and documents referenced in this Field Guide including the Associate Handbook https://accesshr.zendesk.com/hc/en-us I agree that I am an Associate of CDS and not its customer or any of its business partners. I acknowledge that any questions that I may have regarding this Field Guide or my employment with CDS or any work-related issues that I may experience should be brought to the attention of any individual in my management chain or the Associate Service Center. I further acknowledge that the contact information for my managers and Associate Service Center can be found posted in the CDS office in my assigned work location. I understand that nothing in this Field Guide creates or is intended to create a promise or representation of continued employment and that employment with CDS is always at-will, except as otherwise provided by law, which means either CDS or I have the right to terminate the employment relationship at any time without reason or notice. I also understand and agree that this Field Guide is not a contract of employment and that no oral or written representations made by CDS management create an express or implied contract of employment. I understand that CDS reserves the right to amend, modify, rescind, delete, supplement or add to the provisions of this Field Guide as it deems appropriate from time to time in its sole and absolute discretion. I also understand that this Field Guide supersedes and replaces all previous personnel policies, practices, handbooks, manuals and guidelines (whether written or oral) which pertain to the same subject matter contained in this Field Guide (except the Code of Business Conduct and Ethics, which is to be applied in conjunction with this Field Guide).