Remote Worker Policy Policy and Procedure

Objective

Remote Worker Policy allows employees to work at home, on the road or in a satellite location for
all or part of their workweek. DataCouch considers Remote Worker Policy to be a viable, flexible
work option when both the employee and the job are suited to such an arrangement. Remote
Worker Policy may be appropriate for some employees and jobs but not for others. Remote
Worker Policy is not an entitlement, it is not a companywide benefit, and it in no way changes the
terms and conditions of employment with DataCouch.

Procedures

Remote Worker Policy can be informal, such as working from home for a short-term project or on
the road during business travel, or a formal, set schedule of working away from the office as
described below. Either an employee or a supervisor can suggest Remote Worker Policy as a
possible work arrangement.

Any Remote Worker Policy arrangement made will be on a trial basis for the first three months
and may be discontinued at will and at any time at the request of either the telecommuter or the
organization. Every effort will be made to provide 30 days' notice of such change to accommodate
commuting, child care and other issues that may arise from the termination of a Remote Worker
Policy arrangement. There may be instances, however, when no notice is possible.

Eligibility

Individuals requesting formal Remote Worker Policy arrangements must be employed with
DataCouch for a minimum of 12 months of continuous, regular employment and must have a
satisfactory performance record.

Before entering into any Remote Worker Policy agreement, the employee and manager, with the
assistance of the human resource department, will evaluate the suitability of such an arrangement,
reviewing the following areas:

• Employee suitability. The employee and manager will assess the needs and work habits of
the employee, compared to traits customarily recognized as appropriate for successful
telecommuters.
• Job responsibilities. The employee and manager will discuss the job responsibilities and
determine if the job is appropriate for a Remote Worker Policy arrangement.

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 • Equipment needs, workspace design considerations and scheduling issues. The employee
and manager will review the physical workspace needs and the appropriate location for
the telework.
• Tax and other legal implications. The employee must determine any tax or legal
implications under IRS, state and local government laws, and/or restrictions of working out
of a home-based office. Responsibility for fulfilling all obligations in this area rests solely
with the employee.

If the employee and manager agree, and the human resource department concurs, a draft Remote
Worker Policy agreement will be prepared and signed by all parties, and a three-month trial period
will commence.

Evaluation of telecommuter performance during the trial period will include regular interaction by
phone and e-mail between the employee and the manager, and weekly face-to-face meetings to
discuss work progress and problems. At the end of the trial period, the employee and manager
will each complete an evaluation of the arrangement and make recommendations for continuance
or modifications. Evaluation of telecommuter performance beyond the trial period will be
consistent with that received by employees working at the office in both content and frequency
but will focus on work output and completion of objectives rather than on time-based
performance.

An appropriate level of communication between the telecommuter and supervisor will be agreed
to as part of the discussion process and will be more formal during the trial period. After conclusion
of the trial period, the manager and telecommuter will communicate at a level consistent with
employees working at the office or in a manner and frequency that is appropriate for the job and
the individuals involved.

Equipment

On a case-by-case basis, DataCouch will determine, with information supplied by the employee
and the supervisor, the appropriate equipment needs (including hardware, software, modems,
phone and data lines and other office equipment) for each Remote Worker Policy arrangement.
The human resource and information system departments will serve as resources in this matter.
Equipment supplied by the organization will be maintained by the organization. Equipment
supplied by the employee, if deemed appropriate by the organization, will be maintained by the
employee. DataCouch accepts no responsibility for damage or repairs to employee-owned
equipment. DataCouch reserves the right to make determinations as to appropriate equipment,
subject to change at any time. Equipment supplied by the organization is to be used for business
purposes only. The telecommuter must sign an inventory of all DataCouch property received and
agree to take appropriate action to protect the items from damage or theft. Upon termination of
employment, all company property will be returned to the company, unless other arrangements
have been made.

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DataCouch will supply the employee with appropriate office supplies (pens, paper, etc.) as deemed
necessary. DataCouch will also reimburse the employee for business-related expenses, such as
phone calls and shipping costs, that are reasonably incurred in carrying out the employee's job.

The employee will establish an appropriate work environment within his or her home for work
purposes. DataCouch will not be responsible for costs associated with the setup of the employee's
home office, such as remodeling, furniture or lighting, nor for repairs or modifications to the home
office space.

Security

Consistent with the organization's expectations of information security for employees working at
the office, Remote Worker Policy employees will be expected to ensure the protection of
proprietary company and customer information accessible from their home office. Steps include
the use of locked file cabinets and desks, regular password maintenance, and any other measures
appropriate for the job and the environment.

Safety

Employees are expected to maintain their home workspace in a safe manner, free from safety
hazards. DataCouch will provide each telecommuter with a safety checklist that must be
completed at least twice per year. Injuries sustained by the employee in a home office location
and in conjunction with his or her regular work duties are normally covered by the company's
workers' compensation policy. Remote Worker Policy employees are responsible for notifying the
employer of such injuries as soon as practicable. The employee is liable for any injuries sustained
by visitors to his or her home worksite.

Remote Worker Policy is not designed to be a replacement for appropriate child care. Although an
individual employee's schedule may be modified to accommodate child care needs, the focus of
the arrangement must remain on job performance and meeting business demands. Prospective
telecommuters are encouraged to discuss expectations of Remote Worker Policy with family
members prior to entering a trial period.

Time Worked

Remote Worker Policy employees who are not exempt from the overtime requirements of the Fair
Labor Standards Act will be required to accurately record all hours worked using DataCouch 's
time-keeping system. Hours worked in excess of those scheduled per day and per workweek
require the advance approval of the telecommuter's supervisor. Failure to comply with this
requirement may result in the immediate termination of the Remote Worker Policy agreement.

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Ad Hoc Arrangements

Temporary Remote Worker Policy arrangements may be approved for circumstances such as
inclement weather, special projects or business travel. These arrangements are approved on an
as-needed basis only, with no expectation of ongoing continuance.

Other informal, short-term arrangements may be made for employees on family or medical leave
to the extent practical for the employee and the organization and with the consent of the
employee's health care provider, if appropriate.

All informal Remote Worker Policy arrangements are made on a case-by-case basis, focusing first
on the business needs of the organization.

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