2024 SWACU Employee Handbook

Welcome

Welcome to Southwest Airlines Federal Credit Union, or as we prefer to call it, SWACU! Whether you have just joined our team or have been with SWACU for a while, we are confident you will find SWACU to be a dynamic and rewarding place in which to work! At SWACU, we use our Purpose and Vision statements to serve as a compass for our organization, guiding our actions, decisions, and interactions. They reflect our commitment to you, our members, and our communities. We want to inspire confidence and hope, setting the stage for a brighter and more secure financial future.

Our Purpose

By leading with respect and compassion, SWACU provides enthusiastic service and trusted financial products that promote the success of our members and employees, allowing their futures to soar to new heights.

Our Vision

Soaring to financial success.

Expectations at SWACU

This Handbook has been written to serve as the guide for our employer / employee association. Please take time to read through it, because you are responsible for understanding and complying with the provisions of this Handbook. Once you become familiar with it, use it as a reference guide to the kinds of information you want or need to know about SWACU. Our objective is to provide you with a work environment that is constructive to both personal and professional growth.

In addition to doing your job well, we need your help and suggestions as to how to improve operations. Employees who do the work are often in the best position to know how the job can be done better or more efficiently. By accomplishing work to the best of our abilities, and focusing on continuous improvement, we can better serve our members’ needs. Service to members is what distinguishes SWACU from other financial institutions and supports our continual growth.

Your manager is your key resource at SWACU. We encourage you to discuss with him/her any questions you may have concerning your work or organizational policies and procedures. Your manager also wants your ideas, suggestions, and constructive criticism. Your manager may be able to suggest a solution to the problem or refer you to someone who may be able to offer help. If you have a work-related problem or suggestion you would like to discuss, please do not hesitate to speak to your manager, any member of management or Human Resources at any time.

Employment at Will

Employment at SWACU is on an at-will basis unless otherwise stated in a written individual employment agreement signed by the President/CEO.

This means that either the employee or SWACU may terminate the employment relationship at any time, for any reason, with or without notice.

Nothing in this employee handbook creates or is intended to create an employment agreement, express or implied. Nothing contained in this, or any other document provided to the employee is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period of time. In addition, except if stated in a written individual employment agreement signed by the President/CEO, no SWACU representative is authorized to modify this policy for any employee or to enter into any agreement, oral or written, that changes the at-will relationship.

Any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended to and do not create an employment contract for any specific period of time.

This handbook is not intended to interfere with, restrain, or prevent concerted activity as protected by the National Labor Relations Act (NLRA). Such activity includes employee communications regarding wages, hours, or other terms or conditions of employment. SWACU employees have the right to engage in or refrain from such activities.

Equal Opportunity and Commitment to Diversity

Equal Opportunity

SWACU provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, religion, age, disability, genetic information, service in the military, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

SWACU expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.

SWACU will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual’s physical or mental disability, sincerely held religious beliefs and practices, and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon SWACU’s business operations.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of Human Resources. SWACU will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. Employees who feel they have been subjected to any such retaliation should bring it to the attention of Human Resources, or, if it concerns Human Resources, then to any other member of management with whom the employees feel comfortable bringing such an issue.

Retaliation means adverse conduct taken because an individual reported an actual or a perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to:

• Shunning and avoiding an individual who reports harassment, discrimination, or retaliation.

• Express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination, or retaliation.

• Denying employment benefits because an applicant or employee reported harassment, discrimination, or retaliation or participated in the reporting and investigation process.

Other examples of retaliation include firing, demotion, denial of promotion, unjustified negative evaluations, increased surveillance, harassment, and assault.

Complaints of discrimination should be filed according to the procedures described in the Harassment and Complaint Procedure.

Americans with Disabilities Act (ADA) and Reasonable Accommodation

SWACU is committed to the fair and equal employment of individuals with disabilities under the ADA. It is SWACU’s policy to provide reasonable accommodation to qualified individuals with disabilities unless the accommodation would impose an undue hardship on the SWACU. SWACU prohibits any harassment of, or discriminatory treatment of, employees or applicants based on a disability or because an employee has requested a reasonable accommodation.

In accordance with the ADA, reasonable accommodations will be provided to qualified individuals with disabilities to enable them to perform the essential functions of their jobs or to enjoy the equal benefits and privileges of employment. An employee or applicant with a disability may request an accommodation from the Human Resources Department and should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation, to the extent permitted and in accordance with applicable law. SWACU then will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation can be made, or if any other possible accommodations are appropriate. If requested, the employee is responsible for providing medical documentation regarding the disability and possible accommodations. All information obtained concerning the medical condition or history of an applicant or employee will be treated as confidential information, maintained in separate medical files, and disclosed only as permitted by law.

It is the policy of SWACU to prohibit harassment or discrimination based on disability or because an employee has requested a reasonable accommodation. SWACU prohibits retaliation against employees for exercising their rights under the ADA or other applicable civil rights laws. Employees should use the procedures described in the Harassment and Complaint Procedure to report any harassment, discrimination, or retaliation they have experienced or witnessed.

Commitment to Diversity

SWACU is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives. This commitment is embodied in policies and the way we do business at SWACU and is an important principle of sound business management.

Harassment and Complaint Procedure

It is SWACU’s policy to prohibit intentional and unintentional harassment of or against job applicants, contractors, interns, volunteers, or employees by another employee, manager, vendor, member, or third party based on actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws. Such conduct will not be tolerated by SWACU.

Furthermore, any retaliation against an individual who has complained about sexual or other harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated. SWACU will take all reasonable steps necessary to prevent and eliminate unlawful harassment.

Definition of “unlawful harassment.” “Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, a hostile, or an offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or another characteristic protected by state or federal law.

Definition of “sexual harassment.” While all forms of harassment are prohibited, special attention should be paid to sexual harassment. “Sexual harassment” can include all of the above actions, as well as other unwelcome conduct, and is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature whereby:

• Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions.

• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, a hostile, or an offensive work environment.

Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:

• Unwanted sexual advances, whether they involve physical touching or not.

• Sexual epithets; jokes; written or oral references to sexual conduct; gossip regarding one’s sex life; comments about an individual’s body; and comments about an individual’s sexual activity, deficiencies, or prowess.

• Displaying sexually suggestive objects, pictures, or cartoons.

• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments.

• Inquiries into one’s sexual experiences.

• Discussion of one’s sexual activities.

All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual or other harassment and retaliation against individuals for cooperating with an investigation of sexual or other harassment complaints violate SWACU’s policy.

Complaint procedure. If you believe you have been subject to or have witnessed unlawful discrimination, including sexual or other forms of unlawful harassment, or other inappropriate conduct, you are requested and encouraged to make a complaint. You may complain directly to your immediate manager, Human Resources, or any other member of management with whom you feel comfortable bringing such a complaint. Similarly, if you observe acts of discrimination toward or harassment of another employee, you are requested and encouraged to report this to one of the individuals listed above.

All complaints will be investigated promptly, and confidentiality will be protected to the extent possible. A timely resolution of each complaint should be reached and communicated to the parties involved.

If the investigation confirms conduct that violates this policy has occurred, SWACU will take immediate, appropriate, corrective action, including discipline, up to and including immediate termination.

No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above.

Conflicts of Interest and Confidentiality

Conflicts of Interest

SWACU expects all employees to conduct themselves and Credit Union business in a manner that reflects the highest standards of ethical conduct and in accordance with all federal, state, and local laws and regulations. This includes avoiding real and potential conflicts of interests.

Exactly what constitutes a conflict of interest, or an unethical business practice is both a moral and a legal question. SWACU recognizes and respects the individual employee’s right to engage in activities outside of employment that are private in nature and do not in any way conflict with or reflect poorly on SWACU.

It is not possible to define all the circumstances and relationships that might create a conflict of interest. If a situation arises in which there is a potential conflict of interest, the employee should discuss this with a manager for advice and guidance on how to proceed. The list below suggests some of the types of activities that indicate improper behavior, unacceptable personal integrity, or unacceptable ethics:

• Simultaneous employment by another firm that is a competitor of or supplier to SWACU.

• Carrying on Credit Union business with a firm in which the employee, or a close relative of the employee, has a substantial ownership or interest.

• Holding a substantial interest in, or participating in the management of, a firm to which SWACU makes sales or from which it makes purchases.

• Borrowing money from members or firms, other than recognized loan institutions, from which SWACU buys services, materials, equipment, or supplies.

• Speculating or dealing in materials, equipment, supplies, services, or property purchased by SWACU.

• Participating in civic or professional organization activities in a manner that divulges confidential Credit Union information.

• Misusing privileged information or revealing confidential data to outsiders.

• Using one’s position at SWACU or knowledge of its affairs for personal gains

• Engaging in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, campaign contribution laws, or other laws regulating the conduct of SWACU’s business.

Acceptance of Gifts

Employees must remain free from any indebtedness or favors that would tend to create a conflict of interest between personal and official interest or might reasonably be interpreted as affecting the impartiality of the employee. If any employee knowingly accepts any gift or gratuity that is construed by the CEO or the Board of Directors to create an undue influence, or that may result

in special consideration that benefits the giver, appropriate disciplinary action will be taken. All gifts valued in excess of $25 must be reported to the Chief Operations Officer at the time of receipt using the Gift Acknowledgment form. This form is to be completed in its entirety. Failure to report such gifts in a timely manner will result in disciplinary action. Discretion should be exercised in displaying any gifts or tokens of appreciation to avoid possible perception of conflict of interest.

Confidential Information

From time to time, employees may possess material information regarding the SWACU’s financial condition, results of operations, future plans, or the like, which have not been made public.

By law, member transactions and records are confidential. Unauthorized disclosure purposeful or inadvertent may subject the employee and SWACU to legal action. Unauthorized removal of confidential records and wrongful or careless disclosure or discussions of privileged information are serious offenses.

It is a violation of SWACU’s policy for any employee to reveal confidential or proprietary information, such as that information described above, unless it is to other employees on a needto-know basis. Confidential information should be restricted internally and discussed internally only with those who need to know and, under no circumstances, should confidential information be discussed outside SWACU. An employee who improperly uses or discloses confidential information will be subject to disciplinary action up to and including termination of employment.

Media Response

All inquiries from the media must be referred to the Marketing Department. Employees should not speak to the media on SWACU’s behalf without contacting the Marketing Department.

Employment Relationship

Employee Privacy

It is SWACU’s goal to respect the individual privacy of its employees and at the same time maintain a safe and secure workplace. When issues of safety and security arise, you may be requested to cooperate with an investigation. The investigation may include the following procedures to safeguard the Credit Union and its employees: searches of personal belongings, searches of work areas, searches of private vehicles on Credit Union premises, medical examinations, and the like. Failure to cooperate with an investigation is grounds for termination. Providing false information during any investigation may lead to discipline, including termination.

Employees are expected to make use of Credit Union facilities only for the business purposes of SWACU. Accordingly, materials that appear on Credit Union hardware or networks are presumed to be for business purposes, and all such materials are subject to review by SWACU at any time without notice to the employees. Employees do not have to have any expectation of privacy with respect to any material on Credit Union property. SWACU regularly monitors its communications systems and networks as allowed by law. Monitored activity may include voice, e-mail, and instant messages, as well as Internet search and browsing history. Employees who make excessive use of the communications system for personal matters are subject to discipline. Employees are expected to keep personal communication to a minimum and to emergency situations.

Video surveillance. As part of its security measures and to help ensure a safe workplace, SWACU has positioned video cameras to monitor various areas of its facilities. Video cameras will not be used in private areas, restrooms, wellness rooms, etc. Videotapes will not include an audio component.

Media/Photo Release. Employees grant SWACU permission to publish work-related photographs, video/audio recordings, etc. on the SWACU LinkedIn web page, Credit Union website, or any other social media. SWACU commits to not use any private, personal data, such as name, surname, address, or any other personal information, without prior written consent.

Employment Classification

To determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, SWACU classifies its employees as shown below. SWACU may review or change employee classifications at any time.

Exempt. Exempt employees are typically paid on a salary basis and are not eligible to receive overtime pay.

Nonexempt. Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.

Regular, full-time. Employees who are not in a temporary status and work a minimum of 30 hours weekly and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each benefits program.

Regular, part-time. Employees who are not in a temporary status and who are regularly scheduled to work less than 30 hours weekly but at least 20 hours weekly and who maintain continuous employment status. Part-time employees are not eligible for the benefits offered by SWACU, except the 401k retirement plan.

Temporary, full-time. Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the Credit Union’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees are not eligible for the benefits offered by SWACU.

Temporary, part-time. Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than 30 hours weekly for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees are not eligible for the benefits offered by SWACU.

Workweek and Hours of Work

The standard workweek is from Sunday 12:00 a.m. until Saturday 11:59 p.m. and generally consists of 40 work hours. Office hours are 8:30 a.m. to 5:00 p.m., with a minimum 30-minute lunch break. Individual work schedules may vary depending on the needs of each department.

Meal Breaks

Employees are entitled to a 30-minute unpaid meal break each day. Any nonexempt employee who is required to work through a meal break will be paid for the 30-minute period. Meal breaks will be scheduled by the department manager.

Lactation Breaks

Recognizing that breastfeeding is important for many women and their babies, SWACU will provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee's infant child, in accordance with and to the extent required by

applicable law. The break time, if possible, must run concurrently with rest and meal periods already provided to the employee. If the break time cannot run concurrently with rest and meal periods already provided to the employee, the break time will be unpaid, subject to applicable law.

SWACU will make reasonable efforts to provide employees with the use of a room or location to express milk in private. This location may be the employee's private office, if applicable. SWACU may not be able to provide additional break time if doing so would seriously disrupt the Credit Union's operations, subject to applicable law. Please consult the Human Resources Department if you have questions regarding this policy. Employees should advise management or the Human Resources Department if break time and a location is needed. Employees will not be discriminated against or retaliated against for exercising their rights under this policy.

Time Records

All nonexempt employees are required to complete accurate time reports showing all time worked in a pay period. These records are required by governmental regulations and are used to calculate regular and overtime pay. Nonexempt employees may not work on SWACU business off the clock. At the end of each pay period, you and your manager must sign the time sheet attesting to its correctness before the Human Resources Department processes payroll.

Overtime

When required due to the needs of the business, you may be asked to work overtime. Overtime are actual hours worked in excess of 40 in a single workweek. Nonexempt employees will be paid overtime compensation at the rate of one and one-half their regular rate of pay for all hours over 40 worked in a single workweek. Paid leave, such as holiday, paid time off (PTO), bereavement time, and jury duty, etc., does not apply toward work time. All overtime work must be approved in advance by a manager.

Travel Pay

Nonexempt employees are eligible for additional travel compensation for time they spend traveling on Credit Union business. Before traveling, contact Human Resources for details about this policy and how it relates to your trip.

Paychecks

SWACU’s pay periods for all employees is semi-monthly (twice per month) on the 5th and 20th of each month. If a payday falls on a Saturday or a Friday holiday, paychecks are distributed on the

preceding business day; if a payday falls on a Sunday or a Monday holiday, paychecks are distributed on the following business day.

Mandatory Paycheck Deductions

SWACU is required by law to make certain deductions from your paycheck each time it is prepared. Among these are your federal, state, and local income taxes and legally required contributions to Social Security. These deductions are itemized on your check stub. The amount of your tax deductions depends on your earnings and on the information you furnish on your W4 and applicable state withholding forms regarding the number of exemptions you claim. Your annual W-2 form will reflect the amount of your earnings deducted for these purposes.

It is SWACU's policy to comply with the salary basis requirements of the Fair Labor Standards Act. Therefore, managers are prohibited from making any improper deductions from the salaries of exempt employees. SWACU wants employees to be aware of this policy and take action if a violation comes to their attention. If you believe that an improper deduction has been made from your salary, you should immediately report it to the Human Resources Department. SWACU will promptly investigate reports of improper deductions. If it is determined that an improper deduction has occurred, SWACU will promptly reimburse the employee for the amount of the deduction.

Access to Personnel Files

Employee files are maintained by the Human Resources Department and are considered confidential. Managers may only have access to personnel file information on a need-to-know basis. Employees may inspect their own personnel files and may copy them but may not remove documents from their file. Inspections by employees must be requested in writing to the Human Resources Department and will be scheduled at a mutually convenient time or as required under state law. Personnel files are to be reviewed in the Human Resources Department. Representatives of government or law enforcement agencies, in the course of their duties and with appropriate legal documentation, may be allowed access to file information.

Nepotism Policy

Social Relationships. SWACU strongly discourages all employees, including management, from engaging in romantic or intimate relationships with other employees. Should a romantic relationship develop, the employees must immediately and fully disclose the relevant circumstances to Human Resources so that a determination can be made as to whether the relationship presents an actual or potential conflict-of-interest. If so, the employees will be permitted to determine which one of them will resign. If the employees cannot decide, SWACU will take appropriate action according to the circumstances. Additionally, employees who fail to

disclose romantic relationships will be subject to disciplinary action up to and including termination.

Employment of Relatives. SWACU will not hire relatives of employees due to potential problems of supervision, safety, security, morale, or potential conflicts-of-interest. Relatives include, but are not limited to, parent, child, spouse, registered domestic partner, brother, sister, cousins, aunts, uncles, in-laws, and step relationships. Family members may, from time to time, be hired as temporary employees or seasonal interns, subject to approval.

Internal Transfer Policy

Employees may apply for a transfer opportunity provided they meet the following eligibility requirements:

• Minimum of six (6) months of continuous service in current position, or the approval of management

• No formal disciplinary actions during the prior six (6) month period.

In all cases, the employee’s work record, including but not limited to performance, attendance, demonstrated interpersonal skills and related behaviors will be used as valid criteria for determining suitability for a position.

Separation from Employment

In all cases of voluntary resignation (one initiated by the employee), employees are asked to provide a written notice to their managers at least 10 working days in advance of the last day of work. The 10 days must be actual working days. Holidays and PTO will not be counted toward the 10-day notice. Employees who provide the requested amount of notice will be considered to have resigned in good standing and will be paid out earned but unused PTO on the final paycheck. In most cases, Human Resources will conduct an exit meeting on or before the last day of employment to discuss final pay, and if applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Employees are responsible for all SWACU materials, including, but not limited to credit cards, computers, other equipment, identification badges, keys, manuals, cellular phones, tools, uniforms, vehicles, books, computers, software, data, files, client lists, or written information issued to them, developed or prepared by them, or in their possession or control. All such property must be returned by employees to SWACU on or before their last day of work, or at any other time as requested by SWACU.

Workplace Safety

Drug-Free and Alcohol-Free Workplace

It is the policy of SWACU to maintain a drug- and alcohol-free work environment that is safe and productive for employees and others having business with the Credit Union.

The unlawful use, possession, purchase, sale, or distribution of or being under the influence of any illegal drug or controlled substance (including medical marijuana) while on Credit Union or client premises or while performing services for SWACU is strictly prohibited. SWACU also prohibits reporting to work or performing services under the influence of alcohol or consuming alcohol while on duty or during work hours, including breaks and lunches. Additionally, during off-premises events and social functions, SWACU prohibits abuse of alcohol and controlled substances (including medical marijuana), as well as the possession, use, or sale of illegal drugs, when these activities adversely affect job performance, job safety, or SWACU’s reputation in the community.

To ensure compliance with this policy, substance abuse screening may be conducted upon reasonable suspicion that the employee is under the influence of alcohol or drugs that could affect or have adversely affected the employee’s job performance.

Compliance with this policy is a condition of employment. Employees who test positive or who refuse to submit to substance abuse screening will be subject to termination. Notwithstanding any provision herein, this policy will be enforced at all times in accordance with applicable state and local law.

Any employee violating this policy is subject to discipline, up to and including termination.

Smoke-Free Workplace

Smoking is not allowed in SWACU buildings or work areas at any time. “Smoking” includes the use of any tobacco products (including chewing tobacco), electronic smoking devices, and ecigarettes.

Smoking is only permitted during break times in designated outdoor areas. Employees using these areas are expected to dispose of any smoking debris safely and properly.

Workplace Violence Prevention

SWACU is committed to providing a safe, violence-free workplace for our employees. Due to this commitment, we prohibit employees from engaging in any physical confrontation with a violent or potentially violent individual or from behaving in a threatening or violent manner. Threats,

threatening language, or any other acts of aggression or violence made toward or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse; attempts to intimidate others; menacing gestures; stalking; or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation. This policy covers any violent or potentially violent behavior that occurs in the workplace or at Credit Union-sponsored functions.

All SWACU employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their manager, or the Human Resources Department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline.

Any individual engaging in violence against SWACU, its employees, or its property will be prosecuted to the full extent of the law. All acts will be investigated, and the appropriate action will be taken. Any such act or threatening behavior may result in disciplinary action up to and including termination.

All SWACU employees are required to adhere to all laws regarding weapons that are posted in each SWACU Branch location.

SWACU reserves the right to inspect all belongings of employees on its premises, including packages, briefcases, purses and handbags, gym bags, and personal vehicles on Credit Union property. In addition, SWACU may inspect the contents of lockers, storage areas, file cabinets, desks, and workstations at any time with or without notice or consent and may remove all Credit Union property and other items that are in violation of SWACU’s rules and policies. SWACU is not responsible or liable for personal property theft or damage.

Workplace Bullying

SWACU considers workplace bullying unacceptable and will not tolerate it under any circumstances. Workplace bullying may cause the loss of trained and talented employees, reduce productivity and morale, and create legal risks.

Workplace bullying is the repeated and intentional infliction of malicious and abusive conduct which interferes with a person's ability to do his or her work and is substantial enough to cause physical and/or psychological harm. Bullying is distinct from unlawful harassment because an aggressor may single out and bully another employee for reasons other than the person's membership in a protected category (e.g., race, religion, gender, national origin, color, or any other category protected by law.) Additionally, bullying is more than the actions of a demanding supervisor or manager. Bullying includes repeated, ongoing, and intentionally hostile verbal, nonverbal, or nonphysical behaviors directed at a person(s), including but not limited to:

intimidating physical gestures, including finger pointing and slamming or throwing objects; namecalling, yelling, screaming, and/or cursing at the individual; angry outbursts; unsubstantiated accusations of wrongdoing; insulting, belittling or humiliating the individual, possibly in front of others; threatening or aggressive arguments or behavior; excluding the individual; giving the individual the silent treatment; commenting on or making jokes about the individual’s appearance, life style or background; spreading rumors about the individual, and unsubstantiated, excessive, or harsh criticism of the individual's work performance.

SWACU encourages all employees to report workplace bullying immediately to his or her manager or Human Resources. If an individual taking part in the bullying is a manager of the employee, the employee may take his or her complaint to a manager outside his or her chain of command. SWACU emphasizes that an employee is not required to complain first to his or her manager if that manager is the individual who is allegedly bullying the employee.

Human Resources will treat each complaint seriously and will promptly conduct a thorough and confidential investigation. This will typically include interviews with all persons identified as having direct and personal knowledge of the incident(s) in question. Only persons with a legitimate need to know will be made aware of the investigation and the underlying facts or allegations that prompted it. If the investigation reveals that the complaint is valid, management will take prompt and appropriate remedial action against the offending person. Management retains the right to take whatever action it believes appropriate, including disciplinary action up to and including termination.

Commitment to Safety

Protecting the safety of our employees and visitors is the most important aspect of running our business. All employees have the opportunity and responsibility to contribute to a safe work environment by using commonsense rules and safe practices. If employees see or hear anything or anyone suspicious in any SWACU Branch location or premises, employees must report it to management, Human Resources, or the Security Committee immediately for further investigation.

Badges. All employees are required to wear a SWACU-issued badge that must be visible at all times. Any person without a SWACU employee, visitor, vendor, or auditor badge needs to be directed to the main entrance. Never allow a person without a badge to enter any employee entrances.

Key Control. Keys are assigned to employees as is deemed necessary by management. The Security Committee, Facilities and/or Branch Managers maintain control of keys. An employee who gives a key to an unauthorized person shall be subject to disciplinary action up to and

including termination. Should a key be lost or stolen, all locks will be replaced immediately to ensure the security of the building.

Emergencies. In the event of an emergency, health or safety related, notify the appropriate emergency personnel by dialing 8 for an outside line, then dialing 911 to activate the medical emergency services. Any workplace injury, accident, or illness must be reported to the employee's manager immediately, regardless of the severity of the injury or accident. If a member has an injury, accident, or illness while at a SWACU Branch location, the incident must be reported to management immediately and an Incident Report must be completed. During any incident, whether with an employee or member, a certified first aid team member should be notified immediately to administer first aid, if necessary.

Visitors. To maintain security and safety for our employees, SWACU has the following policy with respect to visitors. All visitors, including former employees, friends, and family members, must check in with the receptionist, must wear a visitor's badge, and must be escorted by an employee at all times. Vendors, Suppliers, Auditors, etc. must check in with the receptionist and wear the appropriate identification badge. When employees have any doubt whether a person can visit, they should contact Facilities, the Security Committee or Branch management.

Office Closures

Due to the nature of SWACU’s business, the Credit Union needs to be open and operating during all business hours. Inclement weather and other emergencies rarely warrant closing the Credit Union’s offices during normal hours of operation and employees should be present during all required hours. In the event that the office is closed due to inclement weather or other emergencies, the greeting on the main number will be changed to reflect this decision. If the general greeting has not changed by 7:00 AM CT, the office will remain open for normal business hours.

On occasion, SWACU may make the decision to open the Credit Union with a “skeleton crew”, using a minimum number of staff needed during inclement weather or other emergencies to maintain operations. If management determines that a skeleton crew is desired, the Credit Union will inform necessary staff on those procedures and accommodations.

Most employees have the ability and equipment to work from home during inclement weather and other emergencies. If an office is open and an employee is unable to travel to the office, the employee must get management’s approval to work from home. If the request to work from home is denied, the employee must use PTO for that day.

If an office is officially closed by the CEO, employees will receive their regular pay. If an employee is already using PTO on a day that an office closes, the employee will receive their PTO pay and will not be eligible for inclement weather pay.

Workplace Guidelines

Attendance/Tardiness

All employees are expected to arrive on time, ready to work, every day they are scheduled to work. This also includes returning from lunch and/or breaks.

If an employee is unable to arrive at work on time, or if an employee will be absent for an entire day, the employee must contact their manager as soon as possible. Excessive absenteeism or tardiness will result in discipline up to and including termination.

Failure to show up or call in for a scheduled shift without prior approval also may result in discipline up to and including termination. If an employee fails to report to work or call in to inform the manager of the absence for 3 consecutive days or more, the employee will be considered to have voluntarily resigned employment.

SWACU may require a doctor’s certification if an absence is due to a medical condition.

Job Performance

Communication between employees and managers is very important. Discussions regarding job performance are ongoing and often informal. Employees should initiate conversations with their managers if they feel additional ongoing feedback is needed.

Generally, formal performance reviews are conducted annually. These reviews include a written performance appraisal and discussion between the employee and the manager about job performance and expectations for the coming year.

Outside Employment

Employees generally are permitted to work a second job as long as it does not interfere with their job performance or create a conflict of interest with SWACU

Employees with a second job are expected to work their assigned schedules. A second job will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. If outside work activity causes or contributes to job-related problems, it must be discontinued, or the employee may be subject to disciplinary action up to and including termination.

Dress and Grooming

SWACU provides a casual work environment for its employees. Even though the dress code is casual, it is important to project a professional image to our members, visitors, and coworkers. All employees are expected to dress in a manner consistent with good hygiene, safety, and good taste. Please use common sense.

Any questions or complaints regarding the appropriateness of attire should be directed to Human Resources. Decisions regarding attire will be made by Human Resources and not by individual departments or managers.

Although not all-inclusive, the following list is designed to facilitate an understanding of acceptable and unacceptable attire for employees during work hours and while on SWACU business:

• Clothing with any offensive message or image, sexual or racial inscriptions, or promotion of alcohol or controlled substance are unacceptable.

• Jeans and other clothing should be well maintained without frayed edges, tears, or holes.

• Athletic attire or any type of exercise-style clothing, including workout pants and tops, yoga pants, spandex pants and tops, sweatpants, etc. are unacceptable.

• Shorts and skirts must be at least fingertip length.

• The bottom of shirts must not be shorter than the top of the pants, shorts or skirt.

• Non-athletic leggings should be worn with matching long, mid-thigh length tops.

• Sandals are acceptable, except for casual beach flip-flop-style sandals.

• All sleeveless tops/dresses must have at least a two-inch strap across the shoulders

• Revealing outfits that are see-through, skimpy, too tight, too low cut are unacceptable.

• All undergarments must be covered.

• Hair should be groomed and in natural hair colors. Unnatural hair colors (blue, purple, green, etc.) are not acceptable.

• Traditional ear piercings and one small nose stud (no hoops) are allowed. All other visible piercings are not appropriate and must be removed prior to arriving at work.

• Employees are allowed to have visible tattoos if they are small and not offensive or distracting.

• Excessive, large or a series of smaller tattoos that cover the arm or leg are not appropriate and must be covered.

• Tattoos on the head and neck will not be allowed.

• Offensive tattoos, including but not limited to tattoos displaying violence, sexual themes, drugs, nudity, or inappropriate language, are unacceptable and must be covered at all times.

In addition to appropriate dress, we expect employees to avoid any fashion, hairstyle or body trends that may be considered a fad, extreme, or a style that is designed to get attention.

Employees considering any non-traditional appearance choices should discuss them first with management or Human Resources for approval.

SWACU reserves the right to determine appropriate attire, hair color, piercings, and tattoos at all times and in all circumstances. If clothing is found to be unacceptable, employees will be asked to return home to change. The employee will not be compensated for this time away from work. SWACU can also ask employees to remove jewelry, cover tattoos and/or change unnaturally dyed hair color at any time. Subsequent violations or infractions may result in disciplinary action up to and including termination.

Personal Cell Phone Use

SWACU understands that occasional use of personal cell phones may be necessary during the workday for non-Credit Union business. However, SWACU encourages employees to use discretion and to make any personal calls or text messages on non-work time whenever possible. Excessive personal phone calls and/or texting while at work can interfere with employee productivity, divert attention from members, can be distracting to others and therefore should be made sparingly. Employees will be notified if their usage is deemed excessive by their manager. Continued excessive usage may lead to disciplinary action or loss of cell phone privileges during work hours.

The use of cameras on phones or other audio or video recording-capable devices within SWACU is not acceptable, except in common areas during social events. The use of these recording devices may be considered an invasion of privacy by fellow employees and/or breach the confidentiality of SWACU’s member-protected information.

Social Media Acceptable Use

SWACU encourages employees to share information with coworkers and with those outside the Credit Union for the purposes of gathering information, generating new ideas, and learning from the work of others. However, information posted on a website is available to the public, and therefore, SWACU has established the following guidelines for employee participation in social media.

Note: As used in this policy, “social media” refers to blogs, forums, and social networking sites, such as Twitter, Facebook, LinkedIn, YouTube, Instagram, Snapchat, and TikTok among others. Employees may maintain personal websites or weblogs on their own time using their own facilities.

Employees must ensure that social media activity does not interfere with their work. In general, SWACU considers social media activities to be personal endeavors, and employees may use them to express their thoughts or promote their ideas. In addition, employees may not post on a personal blog or webpage or participate on a social networking platform for personal purposes

during work time or at any time with SWACU equipment or property, unless it is work-related as authorized by management. SWACU monitors employee use of Credit Union computers and the Internet, including employee blogging and social networking activity.

Employees should demonstrate respect for the dignity of SWACU, its leadership, its members, its vendors, and its employees. Employees should not divulge SWACU’s confidential information such as trade secrets, member financial information, internal reports, policies, or other internal business-related confidential information. Similarly, employees should not engage in harassing or discriminatory behavior that targets other employees or individuals or make defamatory comments or engage in other behavior that violates the SWACU’s policies.

Employees should never represent themselves as a spokesperson for SWACU. If SWACU is the subject of a blog or post online, it should be made clear that this is not being spoken on behalf of the Credit Union. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of SWACU.”

Solicitation

SWACU prohibits the solicitation, distribution and/or posting of materials on or at Credit Union property by any employee or non-employee, except as may be permitted by this policy. The only exceptions to this policy are charitable and community activities supported by SWACU management and SWACU-sponsored programs that are related to SWACU products and services.

Employees may not solicit other employees during work times for any reason, including individually-sponsored charitable agencies and/or personal or family fundraisers Additionally, employees may not distribute literature of any kind during work times or in any work area at any time

Non-employees may not solicit employees or distribute literature of any kind on SWACU’s premises at any time. Employees may only admit non-employees to work areas with management approval or as part of a SWACU-sponsored program

Standards of Conduct

To ensure orderly operations and provide the best possible work environment, SWACU expects employees to follow rules of conduct that are essential to the success of the Credit Union. The purpose of these rules is not to restrict employee rights, but rather to be certain it is understood what conduct is expected and necessary. While it is not possible to list all the forms of behavior that are considered unacceptable in the workplace, the following are examples that may result in disciplinary action, up to and including termination of employment. These rules apply to any and all interactions with members, fellow employees or anyone else associated with SWACU:

• Making false, vicious, or malicious statements about any employee, member, or the Credit Union and its services, operations, policies, practices, or management.

• Use of profane, abusive, intimidating, or threatening language toward members, fellow employees, or managers

• Coercing or interfering with other employees in the performance of their duties at any time on Credit Union premises or while on SWACU business.

• Refusing to cooperate with management.

• Carelessness, loafing, or sleeping during working hours.

• Inadequate or improper handling of personal financial responsibilities as outlined under the Personal Financial Responsibility Policy

• Concealing or failing to report a work-related error or work procedure violation by either yourself or a fellow employee.

• Posting, defacing, or removing notices or signs, without management authorization.

• Leaving the office without management permission during scheduled work hours.

• Unauthorized use of Credit Union property or materials for personal reasons without management permission

• Abusing vendor relationships

• Performing transactions on your personal accounts and/or related accounts (including, but not limited to, pulling credit reports on yourself).

• Negligence in the protection of confidential information.

• Repeated unexcused tardiness or absence.

• Theft, sabotage, inappropriate removal, or possession of property belonging to the Credit Union, fellow employees, or any guest or member on Credit Union premises.

• Appropriation or misappropriation of Credit Union funds, property, or other proprietary material belonging to the Credit Union.

• Indecent on Credit Union property or while on SWACU business.

• Deliberate falsification of employment applications, time keeping records, enrollments or other types of Human Resources records, accounts, or documents

• Insubordination or willful failure to perform lawful work as required or requested by your manager or other management staff.

• Deliberate or repeated violations of security procedures or safety rules.

• Dishonest or fraudulent transactions of any kind.

• Harassment of any kind of an employee, member, or other person in a business relationship with SWACU

• Unauthorized possession, use, or being under the influence of drugs or alcoholic substances on Credit Union premises or on SWACU business at any time.

• Failure to maintain a satisfactory job performance level.

• Fighting or threatening violence of any kind on Credit Union premises or while on SWACU business.

• Illegal gambling on Credit Union premises.

• Willful hampering of Credit Union production, services, or processes.

• Failure to report accidents or injuries.

• Smoking in unauthorized areas, including regular and electronic cigarettes (vaper)

• Trespassing or loitering on Credit Union premises without a business need and without management’s permission.

• Personal work done on Credit Union time.

• Showing discourtesy or rudeness to members and other employees.

• Unprofessional behavior, as defined by management.

• Violation of SWACU’s bylaws, policies or designated procedures that may result in a financial loss to the Credit Union.

• Breaching SWACU’s confidentiality policy.

Personal Financial Responsibility Policy

Financial responsibility is a serious matter for all Credit Union employees. Proper handling of all types of financial obligations either with the Credit Union or other creditors is an important aspect of your total responsibility in working for a financial institution. Financial irresponsibility on the part of any employee may be cause for disciplinary action up to and including termination of employment. In that regard, personal financial irresponsibility includes, but is not limited to, the mishandling of your personal SWACU depository accounts that results in overdrafts or returned items, frequent or continuous late payments on outstanding accounts or loans, or nonpayment of other debt obligations.

Employees, who cause the Credit Union to suffer a financial loss due to charge-off, uncollected negative balance accounts or by any other means with their personal dealings with the Credit Union, may face disciplinary action up to and including termination.

Garnishments. The Credit Union encourages all employees to seek assistance with any financial difficulties they are experiencing before these problems become financial emergencies. If a wage garnishment or wage assignment is in effect by an authorized agency, the Credit Union will deduct the required amount from the employee’s earnings. The amount deducted will not exceed that permitted by law. It is the employee’s responsibility to contest the validity of any such garnishment as warranted.

Non-Sufficient Items/Returned Personal Drafts. Any employee of the Credit Union, who with knowledge or under circumstances where a person reasonably should have knowledge, presents a negotiable instrument that is returned due to non-sufficient funds for payment to or by the Credit Union may be subject to disciplinary action up to and including termination.

Employees who have returned personal drafts from their Credit Union account due to nonsufficient funds will be charged an NSF fee. This fee will be charged even if the Credit Union pays the personal draft or sends it back to the payee due to non-sufficient funds.

Any employee that allows a personal draft, ACH debit, POS, and/or any other transaction that results in an overdraft to be presented without sufficient funds to pay it, has until noon of that day to make a deposit or the item will be returned as non-sufficient funds, if the employee is not enrolled in the courtesy pay program.

If an employee account is enrolled in courtesy pay and does not bring the account positive at the required time as outlined in the courtesy pay program, the employee can be disciplined up to and including termination.

If an employee account is not enrolled in courtesy pay and allows their account to be overdrawn three times within a calendar year, their account may be closed at the discretion of Executive Management. The account will remain closed for six months and will be reconsidered for opening by the appropriate Executive Manager at that time.

Courtesy Pay Program. Employees are allowed to utilize the courtesy pay program and are expected to repay according to the terms established in the Credit Union policy for all members. The use of the courtesy pay program can be revoked if an employee fails to pay the account balance timely. Such failure can result in disciplinary action up to and including termination.

Personal SWACU Accounts. Because employees have easy and immediate access to the information within their accounts, internal controls exist operationally, as well as by regulation. Management strictly monitors each employee’s transactions, statements, loans, etc. The member files of employees are maintained separately from the general membership and under the control of management.

Under no circumstance may an employee perform any function on his or her own account, an account in which they are a signer, an account of a relative, or any other account where there is a personal relationship that is or might be perceived to be a conflict of interest. Violation of this policy is grounds for disciplinary action up to and including termination.

Employee & Employee-Related Loan Policies. Employee loans must follow the guidelines set forth in the consumer and real estate loan policies. Employees are expected to pay their loans according to the terms of the loan. Loan delinquency on the part of an employee could result in disciplinary action up to and including termination. New employees will not be able to apply for a loan until they have completed 6 months of employment.

Whistleblower Policy

Statement of Ethics and Purpose. SWACU is committed to high standards of ethical, moral, and legal business conduct. The Credit Union requires directors, officers, and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of SWACU, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable policies, procedures, rules, regulations, and laws.

Reporting Responsibility. It is the responsibility of all directors, officers, and employees to comply with all policies, procedures, rules, regulations, and laws and to report violations or suspected violations in accordance with this Whistleblower Policy.

No Retaliation. No director, officer, or employee who in good faith reports a violation of any policy, procedure, rule, regulation, or law shall suffer harassment, retaliation, or adverse employment consequence. An employee who retaliates against someone who has reported a violation in good faith is subject to disciplinary action up to and including termination of employment.

The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated. The protection from retaliation is not intended to prohibit managers from taking action, including disciplinary action, in the usual scope of their duties and based on valid performance related factors. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within the Credit Union prior to seeking resolution outside of the organization.

Reporting Violations. The Credit Union has an open-door policy and encourages employees to share their questions, concerns, suggestions, or complaints with someone who can address them properly. In most cases, an employee’s direct manager is in the best position to address an area of concern. However, if you are not comfortable speaking with your direct manager or you are not satisfied with your direct manager’s response, you are encouraged to speak with Human Resources or another member of management with whom you are comfortable approaching.

Managers are required to report suspected violations of policies, procedures, rules, regulations, and laws to Human Resources, who has a specific responsibility to investigate all reported violations.

For suspected fraud, or when you are not satisfied or comfortable with following the Credit Union’s open-door policy, individuals should contact the CEO directly. If an individual is

uncomfortable directly contacting the CEO or wants to remain anonymous, they may send an anonymous letter to the Supervisory Committee or the Board of Directors at:

Supervisory Committee

Southwest Airlines Federal Credit Union PO Box 35708

Dallas TX 75235

OR Board of Directors

Southwest Airlines Federal Credit Union PO Box 35708

Dallas TX 75235

Acting in Good Faith. Anyone filing a complaint concerning a violation or suspected violation of policies, procedures, rules, regulations, and laws must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated, and which prove to have been made maliciously or knowingly false will be viewed as a serious offense subject to disciplinary action up to and including termination against the individual who filed the complaint or who gave the false information.

Confidentiality. Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. See above procedures for submitting an anonymous complaint. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

Handling of Reported Violations. The Supervisory Committee will notify the sender and acknowledge receipt of the reported violation or suspected violation typically within ten business days. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation.

Credit Union Vehicles / Rental and Personal Vehicles

The Credit Union vehicle is located at the Dallas Branch and may be used for Credit Unionapproved purposes as deemed necessary by management. The Credit Union vehicle may not be used without authorization from the appropriate manager and use of the vehicle should be scheduled in advance and logged in/out with the Dallas front desk. Improper or unauthorized use of the Credit Union vehicle could result in disciplinary action up to and including termination.

• When logging the Credit Union vehicle out at the Dallas front desk, the employee driving the vehicle must review and acknowledge this policy prior to operating the vehicle.

• Employees who use the Credit Union vehicle must have a valid driver’s license and have it in their possession while operating the vehicle.

• The driver is not permitted to use a cell phone while the Credit Union vehicle is in operation.

• Employees are expected to observe all laws while operating the Credit Union vehicle. The driver and all passengers must wear seatbelts while the vehicle is in operation. SWACU will not be responsible for any moving or parking violations. Any citations issued due to traffic violations are the responsibility of the driver.

• The interior and exterior of the Credit Union vehicle should be kept clean and wellmaintained. Open containers of food or drink are not permitted in the Credit Union vehicle. Smoking is not allowed in the Credit Union vehicle.

• Employees who use the Credit Union vehicle must make certain the Credit Union vehicle is returned to the Credit Union with enough fuel for the next employee’s trip. Fuel Reimbursements are processed at the teller counter and should be approved by the appropriate manager.

• Employees must notify the appropriate manager of any Credit Union vehicle maintenance issues prior to leaving or immediately upon returning to the Credit Union (ex. flat tire, engine light, strange noises, etc.).

• Any employee driving the Credit Union vehicle will be responsible for any damage incurred due to negligent operation and/or improper care.

• Use of your personal vehicle for Credit Union business is prohibited without authorization from the appropriate manager. All employees using personal vehicles on Credit Union business must have at least the state required minimum liability insurance.

• Employees are not permitted, under any circumstances, to operate the Credit Union vehicle, or a personal vehicle for Credit Union business, when any physical or mental impairment causes the employee to be unable to drive safely. This includes, but is not limited to, circumstances in which the employee is temporarily unable to operate an auto safely or legally because of illness, medication, intoxication, or any type of altered state.

• Employees must immediately report any accident involving the Credit Union vehicle or a personal vehicle used on Credit Union business to their manager.

Time Off and Leaves of Absence

Holidays

SWACU observes and allows time off with pay for the following holidays:

• New Year’s Day

• Martin Luther King, Jr. Birthday

• President’s Day

• Good Friday

• Memorial Day

• Juneteenth National Independence Day

• Independence Day

• Labor Day

• Columbus Day

• Veteran’s Day

• Thanksgiving Day

• Day after Thanksgiving

• Christmas Day

Any additional holidays will be designated by SWACU at the start of each calendar year. When a recognized holiday falls on a Saturday or Sunday, SWACU will celebrate the holiday on the date that it is observed nationally, which is normally the preceding Friday or the following Monday.

Holiday pay. If a non-exempt employee is required to work on a recognized holiday, the employee shall be paid at two times the employee’s regular rate of pay for the hours worked.

If an employee takes a previously unscheduled day off on the regular business day before or the regular business day after a paid holiday, the employee will not be paid for the holiday. If an employee takes a previously unscheduled day off on a regular business day on the day before or the regular business day after a paid holiday due to an illness, he or she may be required to present a doctor’s certificate of illness before he or she will be paid for that holiday.

Personal Time Off (PTO)

SWACU recognizes the importance of time off from work to relax, spend time with family and friends, and enjoy leisure activities, as well as for times employees must be absent for illness, doctor’s or dentist’s appointments, emergencies, family needs or other incidents. For this reason, SWACU provides personal time off (PTO) to all full-time and part-time employees.

Full-time employees will accrue PTO based on tenure according to the schedule below. Part-time employees will accrue PTO at half the rate as full-time employees.

Newly-hired employees will earn paid PTO benefits beginning on the first payroll of their employment.

PTO may be requested in 1-hour increments for non-exempt employees and in full workday increments for exempt employees. PTO must be requested in advance whenever possible to allow reasonable notice for the manager to ensure department coverage. All PTO requests are approved at the discretion of the manager, and previously approved PTO may be required to be rescheduled at the discretion of the manager.

All employees, during each calendar year following their 1st year of service, are required to take 40 hours or 5 consecutive business days of PTO annually. Paid holidays do not count towards the 5 consecutive days. If an employee has been out on an extended leave of absence, this requirement may be waived at the discretion of management and Human Resources.

Employees must exhaust all available PTO before requesting unpaid PTO. Unpaid PTO requests will only be approved at the manager’s discretion for emergency or extreme situations. Excessive unpaid PTO will not be tolerated.

Full-time non-management employees can roll-over up to 80 hours of PTO (40 hours of PTO for part-time non-management employees) to the following calendar year. Any remaining PTO over 80 hours that is not used by end of any calendar year will be bought back by SWACU at a rate of $0.75 per $1.00 (¾ of actual value).

Employees may donate up to 24 hours of unused PTO to another employee that has life emergencies and has exhausted all their PTO time. The donated time cannot cause the donor employee to go below 40 hours on an annual basis, since employees are required to use a minimum of 40 PTO hours for themselves.

Family and Medical Leave (FMLA)

SWACU complies with the federal FMLA, which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons.

The FMLA requires private employers with 50 or more employees and all public agencies, including state, local, and federal employers, and local education agencies (schools) to provide eligible employees up to 12 weeks of unpaid, job-protected leave in any 12-month period for certain family and medical reasons. The 12-month period is a rolling period measured backward from the date an employee uses any FMLA leave, except for leaves to care for a covered servicemember with a serious illness or injury. For those leaves, the leave entitlement is 26 weeks in a single 12-month period measured forward from the date an employee first takes that type of leave.

Basic leave entitlement. The FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: (1) for incapacity due to pregnancy, prenatal medical care, or childbirth; (2) to care for the employee’s child after birth or placement for adoption or foster care; (3) to care for the employee’s spouse, child, or parent who has a serious health condition; or (4) for a serious health condition that makes the employee unable to perform the functions of the position of such employee

Military family leave entitlements. Eligible employees with a spouse, child, or parent on active duty, called to or notified of an impending call to active-duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include addressing issues that arise from (1) short notice of deployment (limited to up to 7 calendar days of leave); (2) attending certain military events and related activity; (3) arranging child care and school activities; (4) addressing certain financial and legal arrangements; (5) attending certain counseling sessions; (6) spending time with covered military family members on short-term temporary rest and recuperation leave (limited to up to 15 days of leave); (7) attending post-deployment reintegration briefings; (8) arranging care for or providing care to a parent who is incapable of self-care; and (9) any additional activities agreed upon by the employer and employee that arise out of the military member’s active duty or call to active duty.

The FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the armed forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform the duties of the servicemember’s office, grade, rank, or rating and for which the servicemember is undergoing

medical treatment, recuperation, or therapy; is in outpatient status; or is on the temporary disability retired list. A covered servicemember may also be a veteran of 5 years or less of the Armed Forces, National Guard or Reserves 5 years who is undergoing medical treatment, recuperation, or therapy, for a qualifying serious injury or illness.

Benefits and protections during FMLA leave. During FMLA leave, SWACU will maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. However, an employee on FMLA leave does not have any greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period.

Certain highly compensated key employees also may be denied reinstatement when necessary to prevent “substantial and grievous economic injury” to the Credit Union’s operations. A “key” employee is an eligible salaried employee who is among the highest-paid 10 percent of the Credit Union’s employees within 75 miles of the worksite. Employees will be notified of their status as key employees, when applicable, after they request FMLA leave.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued before the start of an employee’s leave.

During the FMLA leave period, SWACU will not require employees to pay “group health plan” premiums; however, employees with outstanding 401(k) loans will be solely responsible for continuing the loan payments. PTO for full-time and part-time employees will continue to accrue each pay period at the employee’s eligible accrual rate.

Employee eligibility. The FMLA defines eligible employees as employees who (1) have worked for SWACU for at least 12 months; (2) have worked for the SWACU for at least 1,250 hours in the previous 12 months; and (3) work at or report to a worksite that has 50 or more employees or is within 75 miles of SWACU worksites that, taken together, have a total of 50 or more employees.

Definition of “serious health condition.” A serious health condition is an illness, an injury, an impairment, or a physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a healthcare provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school, work, or other daily activities.

Subject to certain conditions, the continuing treatment requirement may typically be met by a period of incapacity of more than 3 consecutive calendar days combined with at least 2 visits to a healthcare provider; 1 visit and a regimen of continuing treatment; incapacity due to

pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of “continuing treatment.”

Use of leave. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced work schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies also may be taken on an intermittent or a reduced work schedule basis.

Employee responsibilities. Employees must provide Human Resources 30 days’ advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, employees must provide notice to Human Resources as soon as practicable and generally must comply with SWACU’s normal call-in procedures. The Credit Union may delay leave to employees who do not provide proper advance notice of the foreseeable need for leave, absent unusual circumstances preventing the notice.

Employees must provide sufficient information for SWACU to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a healthcare provider, or circumstances supporting the need for military family leave. Employees also must inform the Credit Union if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also are required to provide a medical certification and periodic recertification supporting the need for leave. SWACU also may require a second and, if necessary, a third opinion (at SWACU’s expense) and, when the leave is a result of the employee’s own serious health condition, a fitness-for-duty report to return to work. SWACU also may delay or deny approval of leave for lack of proper medical certification.

SWACU’s responsibilities. Human Resources will inform employees requesting leave whether they are eligible under the FMLA. If they are, the notice will specify any additional information required, as well as the employees’ rights and responsibilities. If employees are not eligible, Human Resources will provide a reason for the ineligibility.

Human Resources will inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employees’ FMLA leave entitlement. If SWACU determines that the leave is not FMLA-protected, Human Resources will notify the employees. If FMLA is found not to apply, the absence will be unexcused unless approved by a manager

Other provisions. Under an exception to the FLSA in the FMLA regulations, hourly amounts may be deducted for unpaid leave from the salary of executive, administrative, and professional employees; outside sales representatives; certain highly skilled computer professionals; and

certain highly compensated employees who are exempt from the minimum wage and overtime requirements of the FLSA, without affecting the employees’ exempt status. This special exception to the “salary basis” requirements for the FLSA’s exemptions extends only to eligible employees’ use of FMLA leave.

Employees may not perform work for self-employment or for any other employer during an approved leave of absence, except when the leave is for military or public service or when SWACU has approved the employment under its Outside Employment policy and the employees’ reason for FMLA leave does not preclude the outside employment.

Unlawful acts by employers. The FMLA makes it unlawful for any employer (1) to interfere with, restrain, or deny the exercise of any right provided under the FMLA or (2) to discharge or discriminate against any person for opposing any practice made lawful by the FMLA or for involvement in any proceeding under or relating to the FMLA.

Enforcement. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.

Paid Parental Leave

SWACU recognizes the importance of family and parental bonding and will provide paid parental leave to enable the employee to care for and bond with a newborn or a newly adopted or newly placed child. Birth and non-birth parents are eligible for paid family leave. Please consult Human Resources for specific details of the policy.

Military Leave

SWACU supports the military obligations of all employees and grants leaves for uniformed service in accordance with applicable federal and state laws. Any employee who needs time off for uniformed service should immediately notify Human Resources and the employee’s manager, who will provide details regarding the leave. If an employee is unable to provide notice before leaving for uniformed service, a family member should notify the manager as soon as possible.

Upon return from military leave, employees will retain certain rights with respect to reinstatement, seniority, layoffs, compensation, length of service promotions, and length of service pay increases, as required by applicable federal or state law. Failure to report for work within the prescribed time after completion of military service will be considered a voluntary termination.

All employees who enter military service may accumulate a total absence of 5 years and still retain employment rights.

Bereavement Leave

SWACU has taken into consideration the personal needs that arise from the death of a family member. Understanding this could result in an income loss, SWACU offers up to three days paid bereavement leave in the event of a death of an immediate family member as determined by your manager. For the death of a non- immediate family member, one day of paid bereavement leave will be granted. If more time may be needed, the employee may take PTO time or leave without pay as approved by your manager. Leave for services for other than a family member shall be taken as PTO or leave without pay up to three days as approved by your manager.

Jury Duty/Court Appearance

SWACU supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty to their manager as soon as possible after receiving the notice to allow advance planning for an employee’s absence.

All employees will be paid for up to 3 days of jury duty service at their regular rate of pay. Employees may use any accrued PTO if required to serve more than 3 days on a jury. If an employee is released from jury duty after 4 hours or less, the employee is expected to report to work for the remainder of that workday. Time spent on jury duty will not be counted as hours worked for the purpose of computing overtime pay.

Time for appearance in court for personal business will be the individual employee’s responsibility and PTO will need to be used for this purpose.

Employee Benefits

SWACU recognizes the value of benefits to employees and their families and supports employees by offering a comprehensive and competitive benefits program. The information provided here is a brief overview, and more information regarding benefit and retirement programs can be obtained from Human Resources. To the extent the information provided here conflicts with the Summary Plan Description or full plan document, the full plan document will control. SWACU reserves the right to change its insurance programs and other benefits consistent with applicable law.

Health Insurance

SWACU offers comprehensive medical, dental, vision, and life insurance coverage to full-time employees. Employees are also provided with short-term and long-term disability coverage as well as Flexible Spending Accounts. Eligibility for these plans begin on the first of the month following 60 days of service for full-time employee that work a minimum of 30 hours per week.

Retirement Plans

SWACU recognizes the importance of saving for retirement and offers eligible employees a 401(k) plan, as well as a fully funded pension plan. Eligibility, matching, vesting, and all other matters relating to these plans can be obtained from Human Resources.

Tuition Reimbursement

SWACU also provides financial support to full-time employees who participate in externally sponsored educational courses which meet the criteria outlined in our Tuition Reimbursement Policy. Such support is intended to enhance employees’ professional development and their skills and knowledge related to our business. For the full Tuition Reimbursement Policy, please contact Human Resources.

Employee Assistance Program (EAP)

SWACU wants employees to be able to maintain a healthy balance of work and family that allows them to enjoy life. The employee assistance program (EAP) is a free resource designed to provide highly confidential and experienced guidance for dealing with issues that affect employees’ lives and the quality of their job performance. EAP services include assessments, counseling, and educational information on topics such as stress, financial issues, legal issues, child and elder care, family problems, and alcohol and substance abuse. Human Resources can provide additional information to access this free benefit.

Workers’ Compensation

SWACU provides comprehensive Worker’s Compensation Insurance at no cost to the employee, to help provide for an employee’s welfare in the event of a job-related accident or illness. If any employee should have an accident at work, regardless of how trivial it might seem, the accident should be reported immediately to the employee’s manager. Following appropriate care, the manager will prepare an Incident Report and notify Human Resources to coordinate any additional steps that may need to be taken.

Information Security Guidelines

SWACU relies heavily on technology to effectively service our members. The member’s vital information, and other confidential or proprietary information which has been entrusted to the Credit Union, must be protected in a manner commensurate with its sensitivity and criticality.

All PCs, servers, networks, email, telephone systems, voicemail communications and software (Information Technology) are the sole property of the Credit Union. Employees, contractors, and other users are responsible for adhering to the standards and procedures set forth in this document. Employees who violate these standards and procedures may be subject to disciplinary action up to and including termination.

Appropriate Use Standards. All computers and telephone systems supplied by the Credit Union are Credit Union owned assets and subject to control and monitoring at any time. This includes, without limitation, all hardware, software, electronic correspondence, and files sent over Credit Union information systems using personal computing devices.

All employee activity is subject to logging and subsequent analysis. Employees must not perform any activity on the Credit Union Information Technology that could damage the reputation of the Credit Union or violate any Credit Union policies. Employees are prohibited from altering Credit Union or vendor’s software. Incidental personal use of SWACU Information Technology, including the telephone, is permissible as long as the usage does not interfere with job performance, does not deny other employees access to the system resources, and does not incur significant costs.

Personal use of the Credit Union information, such as a mailing list, is prohibited. Use of software licensed to the Credit Union on a personal computer owned by an employee is prohibited.

All employees should be aware that e-mail can be easily intercepted, diverted, or otherwise compromised and accessed by unauthorized persons. For this reason, no confidential member information may be sent via an unencrypted e-mail.

Additional E-Mail and Chat System Guidelines. All employees must adhere to the following guidelines:

• Protect nonpublic information from unauthorized use or disclosure.

• E-mail and chat system must primarily be used for Credit Union business. Excessive use of credit union e-mail and chat system resources is strictly prohibited.

• E-mail and chat system cannot be used for any illegal purpose or as part of any attempt to facilitate a criminal act.

• E-mail and chat system must not be used for the receipt, dissemination, or transmission of any information or data in violation of any laws, regulations, or Credit Union policies.

• Do not share e-mail and chat system distribution lists with non-Credit Union individuals or organizations.

• Credit Union employees should report spam e-mail to the IT Department for review.

Internet Security Guidelines. The Credit Union maintains various security systems including, but not limited to, firewalls and virus detection programs to secure our systems from unwanted access. The bypass or unauthorized alteration of these systems is strictly prohibited and may be cause for disciplinary action up to and including termination

Credit Union employees are permitted to use the Internet in a manner that promotes the professional development of their position. Use of the Internet must be primarily for business purposes, but occasional incidental personal use is permitted as long as it does not interfere with the normal daily work routine. Please consult with your manager if you have any questions regarding Internet usage.

Site Access Controls. Due to inappropriate subject matter related to certain Internet web sites, access to these sites are “blocked”. Employees attempting to access these sites will be prompted with a warning that access has been denied. If for any reason access to specific “blocked” Internet site is required due to work related responsibilities, the employee’s manager must contact the IT Department.

Laptop Physical Access. Laptops and Desktops connected to the network must store sensitive information on file server drives, no local media access is allowed.

If employees leave their workstations unattended for any period of time, they are required to lock their screen or log off of the network to secure their computer. Credit Union issued laptops should be stored in a secure location after hours. Do not store the laptop in your car for extended periods of time. If you must leave your laptop in your car for a short period of time, the laptop should not be visible to others.

Physical Security of Information Maintained on Other Media. Access to every office and other work area containing confidential or restricted information must be physically restricted to those with a need-to-know. When not in use, confidential and secret information must always be protected from unauthorized disclosure. When left in an unattended room or office, information in paper form must be locked away in appropriate containers (safes, file cabinets, etc.).

Passwords. Passwords are used to prevent unauthorized use of any networks or current software package. Network and Credit Union purchased systems will require passwords to be used when logging on. SWACU may override individual passwords and request employees to disclose individual passwords. Email and voicemail communications including all messages sent or

received or stored on SWACU systems are the sole property of SWACU. Employees may not access email or voicemail systems or communications of another user or transmit messages from a co-worker’s email or voicemail system.

• Passwords must not be stored in any location or form that has not been authorized by the SWACU IT Department or the security team.

• To share a password exposes the authorized user to responsibility for actions that the other party takes with the disclosed password. Therefore, password sharing is prohibited. If employees need to share data, they should use approved methods such as the common drive. Network passwords must never be shared with or revealed to others

• Passwords must not be written down in some readily decipherable form or left in a place where unauthorized persons might discover them.

• Passwords should be difficult to guess, and the same password should not be used for all systems.

Network Passwords.

• The password must be a minimum of ten characters and incorporate upper case letters, lower case letters, numbers, and symbols.

• Passwords must be changed at least once every ninety days or when suspected of being compromised.

• Passwords cannot be reused for nine password change cycles.

• System lockout will occur after five unsuccessful attempts to authenticate with an invalid User ID/password combination.

Application Passwords.

• All application passwords should, at a minimum, meet application/vendor requirements and, where possible, meet SWACU network password standards.

• Password sharing is permitted where required by functionality of the application and approved by management

System Users. Each employee is responsible for reporting to the IT Department any unusual system behavior that might indicate an attack of the system by illicit code. Such behavior includes, but is not limited to, loss of data, performance slowdown, musical tunes, and unexplained movement of text characters on screen.

Employees must also follow certain guidelines to prevent infection.

• Avoid using unchecked home computers for Credit Union business.

• Do not bring removable media from home or outside the Credit Union without written authorization of their manager and the IT Department.

• Do not download or install software without authorization from the IT Department.

• Be suspicious of e-mail with attachments or unfamiliar senders or from senders from whom you are not expecting correspondence.

• Employees are not authorized to turn off or disable virus checking systems.

• Employee possession or development of viruses or other malicious software is prohibited

Reporting of Incidents. If an employee suspects that his or her workstation is infected by a virus or other form of illicit code, they should contact the IT Department immediately. Do not power off or reboot systems that may be infected unless authorized to do so by the IT Department.

Personal Software. There will be no use or installation of personal software on Credit Union desktop computers, laptop computers, mobile phones, and other such devices. Examples are, but not limited to games, screen savers, utilities, and background software. The IT Department will periodically perform a sampling audit of PCs for compliance. If unauthorized applications are detected, they will be removed from the PC without notice and the offender’s manager will be notified.

Personal Hardware. To limit the Credit Union’s exposure to computer viruses and other harmful consequences, no personally owned hardware will be allowed on the Credit Union’s local area networks or wide area network and should not be used to access Credit Union resources such as email.

Credit Union Hardware. The IT Department must be notified immediately by telephone or e-mail of any problem occurring with any equipment. Modifications made to Credit Union systems without notification to or the approval of the IT Department may be viewed as a breach of security and will require an incident report.

Reporting Damaged Equipment, Software and Loss of Information. Employees must promptly report to their manager or the IT Department any damage to or loss of Credit Union equipment, computer hardware, software, or information that has been entrusted to their care.

VPN Access. Where necessary, Credit Union staff will be granted remote access to the network through VPN. VPN access is limited to Credit Union issued devices and requires an MFA app to be installed on the employee’s personal phone. Employees working on Credit Union business at alternative worksites must use Credit Union provided/approved computer and network equipment.

Mobile Computing Devices (Tablets, iPads, Smart Phones). All mobile computing devices will be configured with remote wipe functionality that will be managed by the IT Department. This remote wipe functionality will allow IT to delete all confidential information and data stored or used within the application on any mobile computing device.

Credit Union issued mobile computing devices will have remote wipe functionality that expands beyond the ability for IT to delete all confidential information and data stored or used within the application and allows for complete wipe of the entire device's data and operating system. Such remote wipe functions would be performed after a theft or loss of a device, termination of employment, or at management's discretion. Therefore, thefts or loss of any device containing Credit Union confidential information or data on either Credit Union issued or employee-owned mobile computing devices must be reported to IT immediately.

Expectations as to Personal Property. Employees must not place personal locks on any office, door, desk, cabinet, locker, or other equipment. SWACU can make no assurances about the security or privacy of any office, desk, cabinet, locker, computer or other SWACU facility and discourages the storage of valuables, perishables or other personal items in them.

SWACU prohibits employees from inspecting one another’s personal property or SWACU property issued exclusively for a particular employee’s use without a legitimate business reason or without the consent of the employee or of management.

Artificial Intelligence (AI). SWACU acknowledges that Artificial Intelligence (AI) can streamline processes throughout our organization with the latest advances in technology. While we embrace AI in multiple applications, the organization needs to set guidelines surrounding the use of this technology to protect our data and monitor the output from these tools. The usage of this technology should be consistent with our security best practices.

The CIO is responsible for overseeing the proper use of AI in accordance with the policy set forth. The CIO will work with the Executive team and the Board of Directors as necessary to review and modify the acceptable use of AI throughout this policy.

AI is a powerful tool that is quickly becoming part of our daily applications such as Microsoft Office suite, Adobe and commonly used search engines. While this technology has made significant advances, there are still inherent risks to the organization through using this technology. The following guidelines apply to all SWACU employees and SWACU owned hardware and software.

Risks:

• Creation of misinformation that is not factual, being used if not validated or reviewed in creation of documents, communications, and reports.

• PII and sensitive data used in systems with a public database where external people can see the data.

• Cybersecurity vulnerabilities through unauthorized access to internal systems.

Acceptable uses:

• Approved internal AI tools such as Posh Knowledge Assistant and reporting tools.

• Public AI tools such as ChatGPT when the user does not input SWACU data, proprietary information or logos.

• Foreign language translation for written or verbal use, where confidential information is not used.

Prohibited uses:

• Credit Union employees are prohibited from using AI in a way that may be unethical or that does not pertain to their daily duties.

• Employees are obligated to protect member information in all facets of their job including the use of AI. The uploading of member information is prohibited where the system is publicly available.

Training:

• The Credit Union will provide annual training that will review the different types of AI and how they can be used along with the security threat and concerns of using each type of AI.

AI Definitions:

• Artificial Intelligence - AI is the ability of a computer or other machine to perform cognitive functions generally associated with human intelligence. It involves the development of algorithms, models, and systems that enable machines to perform human-like intelligence, including visual perception, learning, problem-solving, understanding language, recognizing patterns, and decision-making.

• Generative AI– A subset of AI, generative AI refers to deep-learning models that can generate high-quality text, images, and other content based on the data they were trained on.

• ChatGPT – A commercialized version of Generative AI, in which the tool is used for creating conversations based on user prompts.

• Large Language Model (LLM) - A type of language model notable for its ability to achieve general-purpose language understanding through a large database of language data sets.

• Public AI - Artificial intelligence tools that are publicly available and accessible to a wide range of users. These tools are considered “open source” and share a collective database for continued development of the toolset.

• Internal AI - Artificial intelligence tools that are developed exclusively for the organization to utilize for their specific needs. The database is private and encrypted, so no outside sources can use the data to train their systems.

EMPLOYEE HANDBOOK ACKNOWLEDGMENT AND RECEIPT

I hereby acknowledge receipt of the Employee Handbook of SWACU. I understand that it is my responsibility to read and be familiar with the policies in the handbook.

I understand that the handbook and all other written and oral materials provided to me are intended for informational purposes only. The handbook, Credit Union practices, and other communications do not create an employment contract or term. I understand that the policies and benefits, both in the handbook and those communicated to me in any other fashion, are subject to interpretation, review, removal, and change by management at any time without notice.

I further understand that I am an at-will employee and that neither this document nor any other communication shall bind SWACU to employ me now or hereafter and that my employment may be terminated by me or SWACU without reason at any time. I understand that no representative of SWACU has any authority to enter into any agreement for employment for any specified period of time or to assure any other personnel action or to assure any benefits or terms or conditions of employment or make any agreement contrary to the foregoing.

I also understand and agree that this agreement may not be modified orally and that only the president of SWACU may make a commitment for employment. I also understand that if such an agreement is made, it must be in writing and signed by the president of SWACU.

Employee’s Name in Print

Signature of Employee

Date Signed by Employee