0941176 B.C. LTD (Canada) Employee Handbook
Effective as of September 2015
Updated May 2, 2018

Introduction
Welcome to 0941176 B.C. LTD, a wholly owned subsidiary of Creative Commons! We are pleased you
have joined our team. This handbook will familiarize you with our policies and procedures that apply toyour work for us (the “Employer”), including when we perform work for our parent company, Creative
Commons (sometimes referred to as CC).
Please read it immediately, as compliance with its policies is a condition of your employment. The
policies stated in this handbook may be subject to change from time to time at the sole discretion of the
Employer and/or CC. If you have any questions, contact your manager or hr@creativecommons.org.
Our Employee Relations Philosophy
We strive to provide a comfortable and progressive work environment. Most importantly, we have awork environment where communication is open, and problems can be discussed and resolved in amutually respectful atmosphere. If you have a problem, question, or complaint, we encourage you to
speak with your manager. If you still have questions after speaking with your manager or if you are not
comfortable doing so, please contact hr@creativecommons.org. We believe your concerns are best
addressed through direct and open communication.

Harassment Prevention Policy
Within your first month as an employee of Creative Commons, you will be required to successfullycomplete sexual harassment training via an online course. Thereafter, on an annual basis, you will be
required to renew the training. CC will set this up for you.
We are committed to providing a work environment free from harassment, which includes, but is not
limited to, sexual harassment or harassment on the basis of race, religious creed, color, national origin
or ancestry, gender identity, physical or mental disability, marital status, family status, age, sex, sexual
orientation, or any other prohibited ground of discrimination as defined by applicable law.

“Bullying and harassment” includes any inappropriate conduct or comment by a person towards aworker that the person knew or reasonably ought to have known would cause that worker to behumiliated or intimidated, but excludes any reasonable action taken by an employer or supervisor
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relating to the management and direction of workers or the place of employment.
Workplace bullying and harassment means engaging in a course of vexatious comment or conductagainst a worker in a workplace – a comment or conduct that is known or ought reasonably to be known
to be unwelcome. We prohibit bullying and harassment that includes, but is not limited to, the following
behavior:- Verbal or written conduct such as epithets, derogatory jokes or comments, slurs or sexual advances,invitations or comments;- Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings,
email or gestures;- Physical conduct such as assault, unwanted touching, intentionally blocking normal movement orinterfering with work because of sex, race, or any other protected status; and- Threats or demands to submit to sexual requests as a condition of continued employment or to avoid
some other loss, and offers of employment benefits in return for sexual favors.
If you believe you have been subject to any form of harassment prohibited by this policy, you shouldreport it immediately to the General Counsel or hr@creativecommons.org. CC will investigate every
reported incident in a fair, timely and in as discreet a manner as is possible under the circumstances.
After the investigation, any necessary corrective action will be taken where determined to beappropriate. Any employee engaging in improper harassing behavior will be subject to disciplinary
action, including the possible termination of employment. CC will not retaliate against you for reportinga violation, and we will not tolerate any retaliation by employees.

Employee Conduct
We expect you to do your job in a professional manner, including extending common courtesy to
co-workers and those with whom you engage as part of your job. Failure to act accordingly will result in
disciplinary action up to and including immediate termination, with or without prior verbal or written
warning. Examples of misconduct include, but are not limited to:
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Falsification of CC records, including your employment application, expense reports, or time
records.
Willful destruction, damage or theft of CC property or the property of CC employees.
Insubordination and/or the refusal to perform your job.
Acts or threats of violence or fighting.
Excessive absenteeism or tardiness without the prior approval of management

The above examples are not meant to be exhaustive.

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Non-Solicitation and Distribution
Because we want to minimize work interruptions, solicitation by one employee of another is prohibited
if either employee is on work time or if it interrupts others who are supposed to be working. Solicitation
includes such activities as requests for signatures on petitions, contributions for charities, support ofpolitical or other outside activities, merchandise purchases and requests for donations.
Using our stationery, supplies, social media tools or equipment for purposes other than legitimate CC
business, such as unauthorized or impermissible solicitation or distribution, is also prohibited.
Conflicts of Interest
CC’s reputation for integrity is its most valuable asset and is directly related to the conduct of its officers
and other employees. Therefore, you must never use your position for private gain, to advance personal
interests, or to obtain favors or benefits for yourself, your family members or any other individuals,
corporations, or business entities.
Creative Commons is committed to complying with both the letter and spirit of all applicable laws. You
should conduct your personal affairs in a manner that does not jeopardize your duties andresponsibilities to CC and that does not create legal questions with respect to your association or workwith CC.
Additional details are set forth in the Creative Commons​ ​Codes of Conduct​ for employees, which you
should review carefully. You are expected to strictly comply with those Codes at all times including,among other things, completing conflicts of interest disclosure forms as may be requested by CCcounsel. CC reserves the right to revise the terms of those Codes at any time and will notify you of any
such revisions.​You will be asked annually to reconfirm your understanding and agreement to theCodes.

Use of Blogs and Social MediaThe Employer welcomes its employees’ use of online blogging and social media tools for professional
and personal use. This policy describes the organization’s guidelines for using those tools as they relate
to your employment, the Employer and CC

Speak for yourself​.
Unless you are communicating on behalf of the Employer in the performance of your job, it is requiredthat your communications clearly indicate that the views you are expressing are your personal view and
do not necessarily reflect the view of the Employer or Creative Commons.
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Be respectful​.
Treat others with courtesy and respect. Do not publish anything defamatory or abusive about the
Employer or CC, or their activities, policies, or strategy, or toward employees or other colleagues ineither organization.
Be professional​.
Remember that work conflicts are typically best resolved by speaking to your co-workers or othercolleagues directly.
Respect confidentiality​.
Do not publish confidential information about the Employer or Creative Commons, and respect theprivacy of your fellow employees and other colleagues.
Be productive​.
Social media can be a valuable professional resource, but it should not be used in a way that negatively
affects your job productivity. It should not distract you from your regular job duties during regularbusiness hours unless your duties include engaging on behalf of the Employer or CC on social media.
Use of Employer Equipment
All computers, phones, desks, software, and other equipment made available to employees are propertyof the Employer and should be used and maintained with reasonable care. If any Employer equipment islost or damaged, please notify accounting@creativecommons.org immediately.
Employer equipment should be used predominantly for business purposes. While incidental personaluse is permitted, staff should keep personal use to a minimum and should limit the time spent on these
activities to non-working hours whenever possible. Personal use should never result in any added
expense for the Employer, and it should never impede your job productivity or that of other employees.
The Employer has the right to inspect and/or reclaim any Employer equipment at any time. When youremployment with the Employer ends, you must return all Employer equipment in good repair. The
Employer reserves the right to take any lawful action to recover or protect our property. Employees
should not have an expectation of privacy with regard to any information, data or documents created orstored on Employer equipment.
Electronic Communications
The email system is provided for and managed by Creative Commons. CC reserves and will exercise theright to review, audit, intercept, access and disclose all matters on its email system, at any time, with or
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without employee notice. All emails and instant messages composed, sent, received, and/or stored on a
CC email account are property of Creative Commons. Employees should use their CC email accounts forbusiness purposes only and should not assume their communications are private or confidential.

Third Party Intellectual Property
The Employer respects the intellectual property of others. You should follow all copyright and related
laws when you create and consume content for work and as you otherwise perform your job. If you
have any questions about whether use of any intellectual property is appropriate, please consult theGeneral Counsel of Creative Commons before you proceed.
If you receive notice of a potential claim or otherwise become aware that the Employer or Creative
Commons is potentially infringing a patent, notify the General Counsel of Creative Commons
immediately.
If you receive a notice that there may be copyright infringing material on any website hosted orcontrolled by the Employer or Creative Commons, or find anything addressed to “DMCA Agent,” please
immediately forward the complaint to ​dmca@creativecommons.org​, or send any hard copies to the
DMCA Agent, who is currently Diane Peters, General Counsel of Creative Commons. Creative Commons
will respond to the complaint according to its DMCA Notice and Takedown Procedure described in detailat http://creativecommons.org/dmca.
If you otherwise become aware of any potential liability for the Employer or Creative Commons basedon the use or infringement of someone else’s intellectual property, please notify the General Counsel ofCreative Commons immediately.
Use of Third Party Software
The Employer purchases and provides its employees with certain proprietary software on a case-by-casebasis. If you are granted access to any such software, you must respect the terms of the software
license.

Confidentiality
The Employer is committed to being a transparent organization. Nonetheless, the Employer does deal
with certain categories of information that are confidential. If you have access to confidential
information, whether learned during a staff or management meeting or otherwise, it is vital that you notdisclose it to anyone outside the Employer or CC either during or after your employment. Upon
termination, you must promptly return any such information to the Employer and must not keep copies,
whether in document or electronic form, and must delete all confidential information from yourpersonal electronic devices.

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Agreements with Third Parties
From time to time, the Employer or Creative Commons may have agreements with third parties(including governments) that impose obligations or restrictions on the Employer and/or CC regarding
works made during the course of performing those agreements or regarding the confidential nature ofsuch work. Employees are bound by all such restrictions and should take all appropriate action
necessary to discharge the obligations under such agreements.
If you are asked to sign an agreement with a third party regarding ownership or use of work created in
the course of your job (e.g., in connection with your presentation at a conference) or imposing
confidentiality obligations on you, please notify the General Counsel of Creative Commons in advance.
Attendance
All time off requests must be submitted to and approved by your supervisor, as far as possible inadvance using the HR portal.
If you are absent for three days without notifying the Employer, you may be considered to havevoluntarily resigned, and appropriate action will be taken which may include your immediate removalfrom payroll.
Expense Reimbursement
Employees may, during the performance of their duties, incur reasonable expenses that will bereimbursed by the Employer. The following outlines the expense reimbursement requirements:
1) You should receive prior approval from your supervisor before incurring an expense.
2) You should try to incur the least amount of expense reasonably possible.
3) You should secure a receipt or other proof of payment that shows the vendor name, the date, theitem purchased, and the price. Credit card statements are not sufficient.
4) In order to be reimbursed, you should submit an itemized expense report, original proof of payment,
and written approval from your supervisor, all within 30 days of incurring an expense.
All expense reports should be submitted to accounting@creativecommons.org.
Internet & Mobile Phone Expense Reimbursement
Employees are expected to have a reliable Internet connection. You will be reimbursed $40 for yourmonthly Internet service. Cost associated with setting up an Internet connection and network is notreimbursable.
Employees who are considered to be “on-call” will be permitted to expense their mobile phone up to$75 by request of their manager and with CEO approval. “On call” employees are those that are
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consult your manager.
CC is a non-profit, so we request that employees judge what are business and what are personal
expenses and expense accordingly.
Expenses should be filed monthly. Please don’t wait to file.
Holidays
The Employer observes the following statutory holidays in accordance with applicable law. At present,
those consist the following:
New Year’s Day
Family Day
Good Friday
Victoria Day
Canada Day
B.C Day (BC only)
Simcoe Day (ON only)
Labour Day
Thanksgiving Day
Remembrance Day (BC only)
Christmas Day
Boxing Day (December 26, ON only)
The Employer also observes the following additional holidays:
Christmas Eve
All normal work days, December 26 through New Year’s Eve.
If you are required to work on a public holiday, you will be compensated as required by local law.
Vacation
You are eligible for paid vacation. Vacation benefits begin to accrue during the first month of
employment. You will earn 1.5 days of paid vacation for each full month of employment. This equates toeighteen (18) days (or 144 hours) of paid vacation annually.
You are responsible for taking vacation so that you never exceed an aggregate accrual of 1.58 times yourcurrent annual accrual. This means 228 hours in the first through third years of your service, and 304
hours beginning your fourth year of service and thereafter.
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Reasonable efforts will be made to schedule vacations at a time and for a duration mutually acceptableby the employee and supervisor, in accordance with applicable law. Upon termination, employees will
be paid for all accrued, unused vacation time.
Paid Sick TimeThe Employer has established a sick time policy to provide paid time off for illness or injury (including
illness or injury of spouse, domestic partner, children, or parents), and doctor and dental visits, generallyof short duration. You are eligible for 9 days of sick leave per year. Unused sick time may be carriedforward each year to a maximum accrual of 12 working days (96 hours).
Management reserves the right to request a doctor’s note to support an employee’s absence from work
for an illness. Upon termination, employees will not be paid for any accrued, unused sick time.
Leaves of Absence
The Employer may grant leaves of absence to employees based on appropriate reasons. Employees who
fail to report to work on the workday after the leave expires may be considered to have voluntarily
terminated employment. All leaves of absence will be approved and administered by the Employer
consistent with applicable law. For all leaves of absence, employees are expected to notify theirsupervisor three days prior to the expiration of the leave stating his or her intent to return or not toreturn upon the completion of the leave. Leaves of absence are provided in conjunction with any
statutory entitlements provided by applicable law. Employees continue to receive existing health andother benefits during all approved leaves of absence. This includes dependent benefit coverage as longas the employee continues to pay her/his portion of the premium for such coverage.

Family Leave
The Employer will provide paid Family Leave for the following reasons:● to bond with the employee’s new child or the new child of the employee's spouse or domestic
partner;● to bond with a child in connection with the adoption or foster care placement of the child withthe employee or the employee’s spouse or domestic partner; or● to care for a seriously ill child, spouse, parent, or domestic partner.
The Employer will supplement the amounts provided by the applicable government such that an
employee on Family Leave should receive 100% of his/her regular salary in accordance with thefollowing:●

Employees who have served between 3 and 12 consecutive months of employment may be
granted a paid leave of absence for up to 3 consecutive weeks.
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Employees who have served between 12 and 48 consecutive months of employment may be
granted a paid leave of absence for up to 4 consecutive weeks.
Employees who have served at least 48 consecutive months of employment may be granted apaid leave of absence for up to 6 consecutive weeks.

Employees must give written notice of their intent to take Family Leave and their anticipateddate ofreturn at least 30 days in advance (or as soon as possible in the case of emergency). Employees must
send this information to their supervisor.
Bereavement Leave
Bereavement Leave is a paid leave of absence that will be considered for regular full-time and regularpart-time employees in the event of a death in the immediate family. Bereavement Leave may beapproved for a maximum of three days.
Witness and Jury Duty Leaves
Witness and Jury Duty leaves allow employees to fulfill their civic responsibilities by serving as jurors andsubpoenaed witnesses up to three paid working days per calendar year. During that period employees
will receive the difference between their regular base pay and any payment received for their court
duties. Witness and Jury Duty Leave beyond three days will be unpaid, except as required by law. We
expect you to return to your job if you are excused from jury duty during your regular working hours.
Time off for Duty as Volunteer Firefighter, Police, or Emergency Rescue
Employees may take unpaid time off to perform emergency duty as a volunteer firefighter, a reserve
peace officer, or emergency rescue personnel.
Time Off for Voting
The Employer strongly urges employees to vote in elections. Whenever possible, employees should vote
before or after work. If you cannot vote before or after work in an election, you will be permitted to taketime off work to vote in accordance with applicable law.
Personal Leave
A Personal Leave is an approved unpaid leave of absence that does not fall into any of theabove-specified categories. Employer will grant Personal Leave in accordance with applicable law.
Benefits Summary
In addition to those mentioned in the Employee Policies, the Employer will provide the following
benefits:
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Extended Health and Dental Care insurance, which is provided as a package to individual
employees.
Dependent plan coverage is covered at 50%. Dependent care payments, if any, are deductedeach payroll on a pre-tax basis.
Our current health care provider in Canada is Manulife. Monthly premium rates quoted as ofJanuary 1st, 2012 and subject to revision based on actual enrollee start date and medical
underwriting.
A Vision Care benefit of $300 every two years.
Retirement plan via a Registered Retirement Savings Plan (RRSP) with an employer discretionary
contribution of 5% of annual salary.
Long Term Disability, Basic Life, Dependent Life, and Accidental Death andDismemberment insurance.
Laptop, printer.
Job environment

Collaborative, community atmosphere grounded in an environment of mutual respect and trust. We arepart of a diverse global community, representing multiple cultures, economic backgrounds, and areas ofinterest and expertise. Travel required (including international).

Career path
Whenever possible, the company promotes from within; proven abilities often lead to growth in roleand title.
ACKNOWLEDGMENT AND AGREEMENT
I acknowledge that I have received a copy of the Creative Commons Employee Handbook. I understandthat I am responsible for reading the Handbook and for complying with the policies set forth in it.
I further understand, however, that the policies contained in the Creative Commons Employee
Handbook are guidelines only and are not intended to create any contractual rights or obligations,express or implied. I also understand that Creative Commons has the right to amend, interpret, modify,
or delete any of the provisions of the Creative Commons Employee Handbook at any time in its sole
discretion, with or without notice. Further, I understand that if I have any questions regarding any ofCreative Commons’ policies or procedures, I will ask Human Resources.

Date: __________________
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Signed: _____________________________________________________________

Print Name: __________________________________________________________

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