Document information and change log

Document Information

Change log

Gender And Entity Neutrality

The masculine form is used solely for the sake of better readability. It always refers to persons of any gender identity (m/f/diverse). This document uses the abbreviation “Give” for all legal entities and subsidiaries.

Table of Contents

Introduction        4

Purpose of the Handbook        5

Mission        5

Employment Policies        5

Equal Employment Opportunity        5

Workplace Harassment        5

Reporting Harassment        6

Workplace Violence        6

Drug-Free Workplace        6

Code of Conduct        6

Culture        6

Values        6

Office and Remote Work Guidelines        6

Conflict of Interest        7

Managing Conflicts of Interest        7

Gifts and Entertainment        7

Confidentiality and Data Protection        7

Cyber Security and Digital Devices        8

Personal Devices (BYOD):        8

Internet and Network Security        9

Remote Work Security        9

Reporting Violations        9

Incident Reporting        9

Retaliation Prohibited        10

Compensation        10

Payroll        10

Paid Time Off (PTO)        10

Public Holidays        10

Sick leave        11

Maternity and Paternity Leave        11

Long-Term Illness        11

Bereavement Leave        11

Jury Duty        12

Military        12

Voting        12

Performance Management        12

Ongoing Feedback        13

Probationary Period        13

Non-Compliance        13

Disciplinary Actions        13

Leaving Our Company        13

Voluntary Resignation        14

Retirement        14

Involuntary Termination        14

Layoff        14

Training and Development        14

Company Contacts        16

Observed US Federal Holidays        17

Introduction

Welcome to GiveCorporation. We are thrilled to have you join our team. Your skills, experience, and fresh perspective will be a valuable addition, and we’re excited for your contribution to our ongoing success.

At GiveCorporation, we believe in fostering an environment of innovation, collaboration, and growth. As you get settled in, feel free to reach out to your team members and colleagues for support—everyone here is more than happy to help you navigate through the initial stages.

Over the next few weeks, you will be introduced to the various tools and resources that will help you succeed in your new role.

If you have any questions or need assistance with anything, don’t hesitate to reach out. Your manager and the entire team are here to support you. We're confident that you'll thrive in your new role and become an integral part of our community.

As a valued part of GiveCorporation, everything you do and say reflects on GiveCorporation. We are to act in a manner that upholds the organization's reputation and contributes positively to the communities in which we operate. When you do the following, you are ensuring the continued success of GiveCorporation:

1. I am approachable please contact me if there is anything you would like to discuss with me even if it is negative.
2. Do not second guess each other.
3. Reread emails and other communications before sending.
4. Watch our tone when we do say something about each other and voice our opinions on various matters.
5. Be aware of what you say in public spaces.

Once again, welcome aboard! We look forward to working with you and achieving great things together.

Best regards,

Joshua Rowley

Chief Executive Officer

Purpose of the Handbook

This handbook is a guide and reference to navigate through the company's policies and to ensure a clear understanding of the policies.

Mission

Our mission at GiveCorporation is to protect businesses and their customers from the growing threat of fraud. We are committed to innovative products and services that prioritize fraud prevention for a comprehensive fraud prevention solution in the payment processing industry. This is being done while fostering a culture of open communication, ensuring every stakeholder's voice is heard, complying with laws, regulations and standards, and providing quality products and services in a fair and ethical way.

We strive to:

• Increase brand recognition and expand our customer base.
• Enhance customer satisfaction and loyalty.
• Expand our business operations.
• Attract and retain highly skilled colleagues.
• Foster a culture of ethics, honesty and integrity.

Employment Policies

Equal Employment Opportunity

It is the policy of GiveCorporation not to discriminate against any applicant for employment, or any employee because of age, color, sex, disability, national origin, race, religion, or veteran status.

Workplace Harassment

GiveCorporation is a harassment and retaliation free environment. We are committed to providing a safe, respectful, and inclusive work environment for all employees. Harassment of any kind, whether verbal, physical, or visual, will not be tolerated. This statement outlines our stance on harassment and the procedures for reporting and addressing such behavior. This policy applies to all employees, contractors, vendors, and anyone interacting with GiveCorporation in the workplace or during work-related activities, including off-site events, business trips, and company-sponsored social events.

Harassment in any form is unwelcome conduct, whether verbal, physical, or visual, or is based on an individual’s protected characteristics. Sexual harassment, including unwelcome advances, requests for sexual favors, or any conduct of a sexual nature that affects an individual’s employment.

Reporting Harassment

Any employee who believes they have been subjected to harassment or has witnessed harassment should report it immediately. Reports can be made through any of the following channels:

Manager or Supervisor: Speak directly to your immediate supervisor.

Compliance or HR Team: Contact the Compliance Team anonymously  at (800) 913-0163 x 5 or hr@givecorporation.com.

Workplace Violence

Violence in the workplace will not be permitted. This policy applies to all employees, contractors, vendors, customers, and visitors to GiveCorporation, whether they are on company property, attending off-site company-related activities, or engaging in work-related duties in any location. Workplace violence includes any act or threat of physical violence, harassment, intimidation, or other disruptive behavior that occurs in the workplace. It can range from verbal abuse to physical assaults and can involve employees, supervisors, clients, or visitors.

Drug-Free Workplace

GiveCorporation is committed to maintaining a safe, healthy, and productive workplace for all employees. Possession, distribution, or influence of illegal drugs or controlled substances in the workplace. This policy is designed to comply with applicable laws and to foster a safe working environment. This policy applies to all employees, contractors, vendors, customers, and visitors to GiveCorporation, whether they are on company property, attending off-site company-related activities, or engaging in work-related duties in any location. It covers activities during work hours as well as any time that could impact an employee’s ability to safely and effectively perform their job.

Code of Conduct

Culture

GiveCorporation is committed to fostering a culture of integrity, transparency, and ethical conduct.        The culture of ethics is the tone from the top. We will interact ethically and fairly with stakeholders, customers and vendors. Give is an environment where adherence to laws, regulations, ethical standards, and internal policies is ingrained in the organization’s values, practices, and behaviors. This culture goes beyond merely following rules; it’s about fostering a sense of integrity, accountability, and responsibility across all levels of the organization. Commitment from leadership and encouraging open communication and reporting reflect Give’s commitment to reporting and enhancing this culture. Our  values, practices, and behaviors are integrated into daily operations.

Values

Give’s core values are the core principles and beliefs that guide our organization's actions, decision-making, and culture and serve as a foundation for how employees, contractors and vendors interact with each other, customers, and stakeholders. Our core values include integrity, responsibility, and compliance, innovation, collaboration, excellence, accountability, respect, and sustainability.

Referral Program

Give encourages team members to recommend potential candidates for open positions. The referral program allows Give to gain access to qualified candidates, speeds up the hiring process and provides a higher retention rate. Team members also feel valued for contributing to the growth and success of the company.

Office and Remote Work Guidelines

Remote work can provide flexibility and improve work-life balance for our employees, while maintaining productivity. Everyone must adhere to the following expectations:

• Availability: Everyone must be available during their designated work hours and reachable via phone, email, or messaging platforms.
• Productivity: Everyone is expected to maintain the same level of productivity and quality of work when working remotely  as when working in the office.
• Communication: Regular check-ins with managers or teams must be maintained. This includes attending scheduled meetings and responding promptly to communication.
• Confidentiality and Data Security: Everyone must take all necessary precautions to protect company data and ensure confidentiality while working remotely. This includes using secure Wi-Fi networks, password-protected devices, and any additional cybersecurity measures required by the company.
• Work Environment: Everyone should establish a workspace conducive to productivity, free from distractions and equipped with the tools needed to perform their job effectively.

Conflict of Interest

Everyone is expected to act in the best interests of the company at all times. A conflict of interest occurs when someone’s personal, financial, or other outside interests interfere, or appear to interfere, with their ability to make impartial decisions or act in the best interest of GiveCorporation.

Managing Conflicts of Interest

If a conflict of interest is identified, GiveCorporation will work with the colleague to manage or eliminate the conflict. This may include:

• Removing the colleague  from decision-making processes related to the conflict.
• Requiring the colleague  to divest financial interests or cease outside activities that create the conflict.
• Termination of contracts or relationships with vendors or third parties that create a conflict of interest.

Gifts and Entertainment

Employees should avoid accepting gifts, favors, or entertainment from vendors, clients, or other business partners if it might influence, or appear to influence, their decisions on behalf of the company. Small, nominal gifts may be acceptable if they do not exceed a reasonable value (e.g., promotional items), but anything substantial must be disclosed and approved by HR or a supervisor.

Confidentiality and Data Protection

Protecting the confidentiality, integrity, and security of personal and sensitive information entrusted to us is at the core of our business. All employees, contractors, consultants, temporary workers, and other individuals who have access to confidential information and personal data while working for or with GiveCorporation are expected to abide by regulatory requirements and internal policies and procedures and complete all required training. This includes but not limited to electronic, physical, and verbal communications.

Confidential information refers to any data, materials, or communications that are proprietary, sensitive, or otherwise protected by law. This may include but is not limited to:

• Personal data (e.g., names, addresses, contact details, financial information).
• Business-related information (e.g., strategies, financial reports, contracts, intellectual property, trade secrets).
• Information about employees, customers, suppliers, or business partners.
• Any other information identified as confidential by the company.

Everyone is expected to maintain the confidentiality of all sensitive information they encounter, use confidential information only for legitimate business purposes, adhere to security measures, not share confidential information with unauthorized individuals both internally and externally, and immediately report any suspected breaches of confidentiality or data security.

Cyber Security and Digital Devices

The security of our digital assets, including information systems, networks, and devices are integral to our existence. This policy applies to the secure use of company-owned and personal digital devices by all employees, contractors, vendors, and anyone else with access to GiveCorporation's digital systems, networks, and data. It covers the use of company-owned devices, personal devices used for work (Bring Your Own Device or BYOD), and access to digital resources and information systems. Everyone must adhere to all cyber security best practices, protect company data and systems from unauthorized access, breaches, and attacks, and report any suspicious activities or potential security threats immediately.

Personal Devices (BYOD):

Everyone who is using personal devices for work purposes must ensure the following:

• The devices meet company security standards.
• Personal devices must have up-to-date antivirus software, strong passwords, and be regularly updated with the latest security patches.
• GiveCorporation reserves the right to install security software on personal devices used for work-related tasks.
• In the event of a device being lost or stolen, employees must report the incident immediately, and GiveCorporation reserves the right to remotely wipe company data or block access from personal devices to protect sensitive information.
• Use strong passwords that are unique, complex, and updated regularly.
• Never share passwords with colleagues or third parties.
• Enable multi-factor authentication (MFA) to access sensitive systems or data.
• Avoid using the same password for multiple accounts or services.

Please refer to the Bring Your Own Device (BYOD) Policy section of the Information Security Program for more details on BYOD.

Internet and Network Security

Everyone who is using personal devices for work purposes must ensure the following:

• Unsecured Public Wi-Fi networks should be avoided
• Personal devices used for work should also have reputable antivirus software installed and kept up-to-date (applicable only to Windows).
• Firewall must be enabled on any devices where applicable.

Remote Work Security

Everyone who is using personal devices for work purposes must ensure the following:

• Secure your physical workspace to prevent unauthorized individuals from accessing sensitive information or devices.
• Lock screens when stepping away from devices.
• Ensure that work-related devices are password-protected and not used by unauthorized individuals, including family members.
• Use only company-approved applications and services when accessing or storing company data.

Reporting Violations

Employees who suspect or are aware of any violations of this policy are encouraged to report the issue immediately to a supervisor and Compliance. All reports will be handled confidentially to the extent possible, and retaliation against any employee for reporting suspected violations in good faith is strictly prohibited.

Incident Reporting

Any suspected security breaches, data loss, malware infections, or unauthorized access to company systems must be reported immediately. Contact the Incident Response Team (IRT) at irt@givecorporation.com detailing the nature of the compromise or suspicion.

Please refer to the Incident Response Procedures for more details.

Retaliation Prohibited

No employee will face retaliation for reporting concerns or violations of this policy. Any employee who feels they are being retaliated against should report the incident to HR, Compliance or their supervisor immediately.

Compensation

GiveCorporation is committed to offering a compensation structure based on fairness, competitiveness, and in compliance with applicable labor laws. GiveCorporation’s compensation is in accordance with local labor laws such as overtime pay for non-exempt employees. To ensure equal pay for equal work and does not discriminate in compensation decisions based on race, gender, age, sexual orientation, religion, national origin, disability, or any other protected statuses. You are not restricted from discussing your compensation with others unless restricted by law. However, some positions may be subject to confidentiality agreements where salary information is protected, especially in senior or executive roles.

Payroll

Everyone will be paid monthly through direct deposit or another company-approved payment method such as invoicing. Deductions for taxes, retirement contributions, and other applicable withholdings will be made in accordance with local laws and employee elections. If you are a contractor, then  taxes, retirement contributions, and other applicable withholdings will be your responsibility.

Paid Time Off (PTO)

Paid Time Off (PTO) is designed to support work-life balance, allowing colleagues to take time off for vacation, personal matters, illness, or other needs. PTO is available to all colleagues based on reasonable requests and is subject to the approval of their Department Lead or HR. Colleagues are encouraged to request PTO in advance, whenever possible, to ensure that adequate coverage and continuity of work responsibilities are maintained. The company reserves the right to approve or adjust PTO requests based on business needs, workload, and staffing requirements to ensure uninterrupted operations. To avoid excessive time off, PTO requests will be reviewed carefully, and any patterns of excessive or frequent time off that could disrupt business continuity may be addressed with the colleague to ensure fair and reasonable use of PTO.

Public Holidays

GiveCorporation will observe the United States Federal Public Holidays. Please see link to US Federal Public Holidays. Colleagues residing outside of the U.S. will have the same number of flexible Public Holidays to observe in their jurisdiction, or in accordance with their religion. This will ensure continued coverage in our business.  

Sick leave

In the event that an employee, a member of their household, or a close family member falls ill, the company offers paid sick leave as a benefit. Full-time employees are entitled to take reasonable sick leave as necessary. To prevent excessive absences, sick leave is subject to approval by the Department Lead or HR, depending on individual circumstances. Part-time employees are eligible for pro-rated sick leave under similar conditions. The company reserves the right to request medical documentation and adjust sick leave allowances based on business requirements, ensuring that sick leave is used fairly and appropriately.

Maternity and Paternity Leave

In the event of a new addition to the family, whether through birth, adoption, or foster care placement, the company offers paid parental leave as a benefit. Full-time employees are entitled to take reasonable maternity or paternity leave as needed. To avoid excessive time off, the leave is subject to approval by the Department Lead or HR, based on individual circumstances. Part-time employees are entitled to pro-rated parental leave under similar terms. The company reserves the right to request relevant documentation and adjust parental leave allowances based on business needs, ensuring that it is used fairly and appropriately.

Long-Term Illness

In cases where a colleague requires extended time off due to illness, injury, or surgery, PTO may be used in conjunction with other leave types (e.g., Family and Medical Leave Act (FMLA) or disability leave) in accordance with applicable laws.

Bereavement Leave

Give Corporation provides bereavement leave to support employees during the loss of a loved one. Employees are required to notify their supervisor or HR as soon as possible. The length of leave will be determined on a case-by-case basis, taking into consideration the employee’s relationship with the deceased and the needs of the business.

To prevent extended absences, all requests will be reviewed by HR and the supervisor to ensure a fair balance between the employee’s needs and business continuity.

Jury Duty

Jury Duty Leave is available for mandatory jury service at the federal, state, or local level. Colleagues are required to notify their immediate supervisor and HR as soon as possible and provide a copy of the jury summons or notice. Colleagues are also expected to provide regular updates on the expected length of their service.

Give Corporation will provide paid leave for jury duty, but the duration of paid leave will be determined on a case-by-case basis to avoid excessive time off. If jury duty extends beyond a reasonable period, further arrangements regarding leave may be decided in consultation with HR and the colleague’s supervisor.

Military

U.S. colleagues who are members of the U.S. Armed Forces, Reserves, or National Guard are entitled to military leave for service, training, or active duty in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and applicable state laws. Colleagues  must provide advance notice of their need for military leave. Notice should be given as soon as possible and include details of the leave duration. Military leave is generally unpaid, but colleagues may use accrued PTO, vacation time, or other paid leave to supplement their income during their time away. Colleagues returning from military service will be reinstated to the same or a comparable position, with the same seniority, benefits, and pay, as required by law, provided they meet the eligibility criteria under USERRA (e.g., timely return to work, honorably discharged).

Voting

Colleagues are entitled to time off to vote in local, state, or federal elections in accordance with the law in your jurisdiction.  GiveCorporation encourages colleagues to vote outside of regular working hours (e.g., before or after their shift) where possible. If voting hours overlap with a colleague's work schedule, employees may request time off to vote. Colleagues are expected to return to work promptly after voting, unless additional time is required due to long voting lines or other unforeseen circumstances.

Performance Management

All GiveCorporation colleagues will undergo annual performance reviews, during which their job performance, goal achievement, and contribution to the company will be assessed. Annual reviews will be scheduled during a predetermined time and will assess job performance over the previous year. Performance is a key factor in compensation decisions. Colleagues who do not meet performance expectations may not receive salary increases or bonuses and may be subject to a Performance Improvement Plan (“PIP”).

Performance evaluations provide:

• Feedback on an individual’s job performance, strengths, and areas for improvement.
• Align the individual goals with GiveCorporation’s broader objectives.
• Identify training, development, and career growth opportunities.
• Recognize and reward high-performing employees.
• Establish accountability and set clear expectations.
• Guide decisions on salary adjustments, bonuses, promotions, or other colleague actions.

Ongoing Feedback

In addition to formal annual reviews, managers will provide ongoing feedback throughout the year. This includes informal check-ins, one-on-one meetings, to address performance issues or celebrate successes. Each individual may solicit feedback from their managers or peers to understand how they can improve or enhance their performance.

Probationary Period

New colleagues will go through a probationary period of ninety (90) days. During this period the new colleagues will be assessed how they are settling into their role and determine if they are meeting initial expectations.  

Non-Compliance

Disciplinary Actions

Continued regulatory or policy violations will lead to disciplinary actions.  A verbal warning is the initial step in addressing minor violations. If the verbal warning does not result in the desired improvement or if a more serious violation occurs, a written warning may be issued. In cases where an employee’s performance or behavior does not improve after a written warning or for more serious infractions, a final written warning may be issued. If an employee fails to correct their behavior after receiving multiple warnings or if they commit a serious violation, termination of employment may be necessary. GiveCorporation reserves the right to terminate an employee immediately in cases of gross misconduct or other serious policy violations. Termination will be based on the severity of the violation.

Leaving Our Company

Employees will leave for various reasons such as voluntary resignations, retirements, layoffs, and terminations. Upon receiving a resignation notice or initiating a termination, an exit interview will be scheduled with the departing employee to gather feedback, and to provide constructive feedback on their time with the company. Departing employees will receive their final paycheck on the next scheduled payday. The final pay will include any unpaid wages, accrued but unused vacation or paid time off (PTO), and any other applicable payment.

Voluntary Resignation

The standard two (2) week period written notice for voluntary resignation is consistent with industry standards. However, a specified time period may be appropriate based on the position and employment contract. During the notice period, colleagues are expected to perform their regular job duties and assist in transitioning their responsibilities. Failure to provide adequate notice may affect eligibility for rehire or result in loss of certain benefits.

Retirement

Colleagues who are planning to retire are encouraged to notify their supervisor and HR as early as possible for a seamless transition. During the notice period, colleagues are expected to perform their regular job duties and assist in transitioning their responsibilities. Failure to provide adequate notice may affect eligibility for rehire or result in loss of certain benefits.

Involuntary Termination

Colleagues may be involuntarily terminated from GiveCorporation for reasons including, but not limited to, performance issues, misconduct, redundancy, or restructuring. Terminations will be conducted in accordance with local labor laws and company policies.

Layoff

In the event of layoffs due to economic or operational reasons, GiveCorporation will provide as much notice as possible, in compliance with local labor regulations, and may offer severance packages.

Training and Development

GiveCorporation provides training for various reasons. The reasons are regulatory requirements, training on the job, cross training for knowledge transfer, improving colleague skills and promoting a culture of learning and development. Training needs will be identified through various channels such as performance evaluations, departmental goals and strategic business objectives, industry developments and regulatory changes and feedback from managers and colleagues. Colleagues are encouraged to participate in internal or external training programs. Participation in company-sponsored training during work hours will be compensated as part of the regular workday. Failure to comply with training requirements will result in disciplinary actions.

Colleagues are required to complete assigned training courses within the designated time frame. Managers will identify training opportunities and encourage colleagues to complete the required or developmental training courses.

Security Awareness Training and Privacy Training are mandatory for all new joiners and must be completed by each team member on an annual basis.

Company Contacts

Give Corporation Employee Roster - Google Sheets

Observed US Federal Holidays

The information contained herein is intended to provide a general overview of the Company’s policies and procedures relating to compliance with this Policy and does not constitute legal advice or a complete description of the laws and regulations relating to this Policy. The Company has made every effort to ensure the accuracy and completeness of this Policy.  This document is intended to provide guidance to employees of Company on how to comply with applicable laws and regulations related to this Policy. Employees should consult with the Legal or Compliance Department if they have any questions about the Policy or how to comply with it. Company reserves the right to modify or update this Policy at any time without notice. Employees are responsible for reviewing the Policy on a regular basis to ensure that they are aware of any changes. This Policy applies to all employees of Company, regardless of their position or location unless stated otherwise in the Policy. Employees are responsible for complying with the Policy and for reporting any suspected violations to their respective supervisor, the Legal Department, AMLCO or respective recipient of such violation as outlined in this Policy.