California Anti-Sexual Harassment Policy

1. Purpose & Applicability

This California Anti-Sexual Harassment Policy ("Policy") applies to all Joyner Transportation & Logistic Services LLC ("Joyner") employees, supervisors, managers, independent contractors, sales agents, and any other individuals performing work in connection with Joyner's operations in the State of California. This Policy is issued pursuant to California Government Code § 12950.1 and the California Fair Employment and Housing Act (FEHA), Cal. Gov't Code § 12900 et seq., and supplements Joyner's general Non-Discrimination Policy and Employee Handbook.

This Policy applies to all work-related conduct and communications occurring in California, including conduct that occurs in Joyner vehicles, at customer locations, at Joyner facilities, at off-site work events, and through electronic communications (email, text, social media, and other digital platforms) used in connection with work.

2. Policy Statement

Joyner is committed to providing a work environment that is free from sexual harassment and all other forms of unlawful harassment and discrimination. Sexual harassment in the workplace is illegal under California and federal law and is strictly prohibited by Joyner. Joyner will not tolerate sexual harassment of any kind — by employees, supervisors, contractors, customers, or any other person in connection with Joyner's operations.

3. Definition of Sexual Harassment

Under California law, sexual harassment is a form of sex discrimination and includes two primary types:

3.1 Quid Pro Quo Harassment

Quid pro quo harassment occurs when a supervisor, manager, or person with authority over employment conditions explicitly or implicitly conditions an employment benefit — such as hiring, promotion, favorable assignment, pay increase, or continued employment — on an employee's or applicant's submission to, or tolerance of, unwelcome sexual conduct.

3.2 Hostile Work Environment Harassment

Hostile work environment harassment occurs when unwelcome conduct of a sexual nature is sufficiently severe or pervasive as to alter the conditions of employment and create an abusive, intimidating, hostile, or offensive work environment. Under California law, a single severe incident may be sufficient to constitute hostile work environment harassment.

3.3 Examples of Prohibited Conduct

Without limitation, the following conduct is prohibited under this Policy:

• Unwelcome sexual advances, propositions, or requests for sexual favors
• Offensive, sexually suggestive, or sexually explicit jokes, comments, innuendo, or banter — verbal or written
• Displaying, sharing, or transmitting sexually suggestive images, videos, memes, GIFs, or other visual material — whether physically or electronically
• Unwanted physical contact of a sexual nature, including touching, patting, hugging, or brushing against another person
• Sexual coercion, threats, or implied threats in connection with employment conditions
• Commenting on or making derogatory remarks about a person's body, appearance, clothing, or perceived sexual characteristics
• Sending sexually explicit or suggestive text messages, emails, or social media messages
• Stalking, following, or persistently contacting a coworker who has indicated they are not interested in such contact
• Making offensive remarks about a person's gender, gender identity, gender expression, or sexual orientation

4. Protection Against Retaliation

Joyner strictly prohibits retaliation against any person who: (a) reports sexual harassment in good faith; (b) participates in an investigation or proceeding related to a sexual harassment complaint; (c) requests a reasonable accommodation related to sexual harassment or assault; or (d) exercises any right protected by California law, including the right to file a complaint with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC).

Retaliation is itself an independent violation of California law and of this Policy, and will result in disciplinary action — up to and including termination — independent of whether the underlying harassment complaint is substantiated.

5. Reporting Procedures

Any employee, contractor, or agent who experiences or witnesses conduct that they believe constitutes sexual harassment should report it as promptly as possible. You are not required to report to your direct supervisor if they are the alleged harasser. Reports may be made through any of the following channels:

• Direct supervisor or manager (if not the alleged harasser)
• Any Joyner HR representative: hr@myjoyner.com
• Ethics Hotline: Contact our Ethics Hotline (access details available to employees, drivers, and agents through Joyner One) — anonymous reports are accepted
• Written complaint: Joyner Transportation & Logistic Services LLC, Attn: Human Resources — Confidential, Atlanta, Georgia

You may also report sexual harassment directly to an external agency:

• California Civil Rights Department (CRD): calcivilrights.ca.gov | 1-800-884-1684
• U.S. Equal Employment Opportunity Commission (EEOC): www.eeoc.gov | 1-800-669-4000

You do not need to exhaust Joyner's internal complaint process before filing with an external agency.

6. Investigation Procedure

Joyner will promptly and thoroughly investigate all sexual harassment complaints. Investigations will be:

• Conducted by trained HR personnel or, where appropriate, an independent third-party investigator
• Completed as expeditiously as practicable, given the nature and complexity of the complaint
• Conducted in a manner that protects the confidentiality of all parties to the extent reasonably possible, while still permitting a thorough and fair investigation
• Fair and impartial, affording all parties a reasonable opportunity to present relevant information

Upon completion of the investigation, Joyner will take appropriate corrective action where harassment is substantiated, which may include counseling, mandatory training, demotion, suspension, or termination, depending on the severity and circumstances of the conduct. Both the complainant and the respondent will be informed of the outcome to the extent permitted by law and consistent with confidentiality obligations.

7. Mandatory Sexual Harassment Prevention Training

Consistent with California Government Code § 12950.1, Joyner provides mandatory sexual harassment prevention training to all California-based personnel:

• Supervisory employees: A minimum of two (2) hours of interactive sexual harassment prevention training every two (2) years
• Non-supervisory employees: A minimum of one (1) hour of interactive sexual harassment prevention training every two (2) years
• New hires and newly promoted supervisors: Training must be completed within six (6) months of hire or promotion to a supervisory role

Training is provided through Joyner University and includes practical examples, information about remedies available to victims, and instruction on Joyner's complaint procedures. Completion of training is tracked and documented by Joyner's HR department.

8. Third-Party Harassment

Joyner also prohibits sexual harassment of or by third parties — including customers, vendors, contractors, passengers, and delivery recipients — in connection with Joyner's business operations. Employees who experience sexual harassment by a third party in connection with their work for Joyner should report it through the channels described in Section 5. Joyner will take reasonable steps to address third-party harassment, which may include limiting or terminating the business relationship with the third party.

9. Confidentiality

Joyner will maintain the confidentiality of sexual harassment complaints and investigations to the extent reasonably possible. However, complete confidentiality cannot be guaranteed where disclosure is necessary to conduct a thorough investigation, take appropriate corrective action, or comply with applicable law. Joyner will not disclose the identity of a complainant to the alleged harasser without the complainant's consent, except where legally required.

10. Additional California Resources

• California Civil Rights Department (CRD): calcivilrights.ca.gov
• California Department of Industrial Relations: www.dir.ca.gov
• EEOC — Los Angeles District Office: www.eeoc.gov/los-angeles-district-office

11. Contact

HR and harassment inquiries: hr@myjoyner.com | Joyner Transportation & Logistic Services LLC | Atlanta, Georgia.