Purpose

ClearVue Glass and Mirror (“the Company”) recognizes that employees may use social media in their personal lives. This policy provides guidance to protect employees, the workplace, and the Company’s lawful and legitimate business interests, while respecting employee rights under applicable law, including Section 7 of the National Labor Relations Act.

Guiding Principle

For social media conduct that has a direct and material impact on an employee’s job performance, the job performance of others, workplace safety, or the Company’s lawful and legitimate business interests, including its reputation, and consistent with applicable law, employees may be subject to disciplinary action, up to and including termination.

Nothing in this policy is intended to prohibit or discourage employees from engaging in lawful, protected concerted activity or from exercising any other rights protected by applicable law.

This policy is not intended to regulate or restrict lawful off-duty conduct that does not have a direct and material impact on the workplace or the Company’s lawful and legitimate business interests.

Prohibited Conduct

Harassment and Discrimination

Employees may not post, share, or engage in social media conduct that could reasonably be viewed as threatening, intimidating, harassing, or discriminatory toward coworkers, customers, vendors, or others connected to the Company. This includes conduct that contributes to a hostile work environment based on any characteristic protected by federal, state, or local law.

Defamation

Employees must not post or share statements they know, or reasonably should know, to be false or misleading about the Company, its employees, customers, or business partners. Knowingly false statements that harm an individual or organization may result in disciplinary action and may expose the employee to personal legal liability.

Confidential Information

Employees must not disclose the Company’s trade secrets or confidential or proprietary information through social media or other public forums. This includes, but is not limited to, nonpublic business information, financial data, customer information, proprietary processes, and private personal information about employees or customers.

Representation of the Company

Employees may not speak on behalf of the Company, represent themselves as Company spokespersons, or imply Company endorsement unless expressly authorized in writing by management.

If employees identify themselves as Company employees when posting content related to the Company or its industry, they should make clear that the views expressed are their own and do not represent the views of the Company.

Company Social Media Accounts

Company email addresses may not be used to create or manage social media accounts unless approved in writing by management. Employees authorized to manage Company social media accounts must provide login credentials to designated management and comply with all Company branding, content, and usage guidelines.

PHOTO AND VIDEO RELEASE AND CONSENT

By signing below, I acknowledge that I have received and read the Social Media and Photo and Video Use Policy.

I understand that the Company may take photographs or videos that include my likeness during my employment and may use those materials for legitimate business purposes, including external publication.

I authorize ClearVue Glass and Mirror to use photographs or videos of me that are taken during my employment for Company business purposes. I understand that these materials may continue to be used after my employment ends, provided they were created during my employment.

I understand that the Company will not intentionally create new photographs or videos of me after my employment has ended.

I understand that participation is voluntary and that my decision to consent or decline will not affect my employment status.

Revocation of Consent

Employees may revoke their consent at any time by providing written notice to Human Resources at HR@cvgco.com.

Revocation will apply from the receipt point forward, not retroactively. The Company is not required to remove or discontinue use of photographs or videos created or published prior to the revocation date.

The Company will make reasonable efforts to avoid using the employee’s likeness in future social media or promotional materials. This does not apply to group photos, incidental appearances, or materials that cannot reasonably be modified.