1.1 Who are we?

RISE DISASTER RELIEF & RECOVERY, INC is a group of selfless citizens and neighbors dedicated to providing hope through rescue and recovery efforts for people in natural and man-made disaster affected areas in surrounding states. Rise-Team will engage local emergency channels to provide immediate assistance on an as needed basis. All projects are undertaken based on citizens’ needs, and will be provided by this volunteer group without regard for anyone’s ability to pay for services, as all efforts are funded through donations and fund-raising efforts throughout the year. RISE-TEAM will deploy to affected areas and will provide rescue and clean-up efforts as needed. Additionally, a mobile kitchen team will deploy to provide hot meals for the local population and volunteers to help ease the impact of the disaster. Our goal and hope are to provide as much recovery and clean-up, basic human needs items, and other support as available and appropriate to maintain human dignity and recovery of affected citizens.

1.2 Mission statement

The Rise-Team will provide with dignity, compassion, humility, and kindness, relief and mitigation to citizens impacted by a natural and human-caused disasters. We will supply them with some basic need products, obtained through donations, assist with property clean-up by the hands of our vetted and trained volunteers. Our volunteer staff will be comprised of kind-hearted people, military veterans, nurses, and people from all walks of life. We will gather and provide impacted families with information obtained from media, and local and federal agencies to assist them in the response and recovery from major disasters.

1.3 This Volunteer Handbook

This volunteer handbook summarizes some of Rise Team Disaster Relief & Recovery (from here on out will be referred to as, Rise-Team) key exceptions and policies. As such, it cannot provide guidance for every possible circumstance that may arise during deployment and is not intended as an exhaustive resource for all policies. If elaboration on specific policies should arise, volunteers should contact human resources manager. All volunteers are required to abide by the terms of this volunteer handbook.

2.1 Confidentiality

Each Volunteer will be required to sign a Confidentiality and Non-disclosure agreement in order to work on the Rise Disaster Relief & Recovery Inc team.

2.2 Conflicts of Interest

Volunteers are required to avoid conflicts of interest. This means volunteers must avoid activities, relationships, and situations that may cause them to put their personal interests ahead of the Company's. It is important that all personnel act in the best interests of the Company at all times, and for this reason, volunteers must take measures to avoid even the appearance of having conflicts of interest. You must disclose any actual or potential conflicts of interest to a human resources manager, including actual or potential conflicts of interest held by another volunteer that such fails to disclose. In general, you can avoid conflicts by not using or appearing to use Company's Confidential Information, property, or business opportunities for your own personal gain.

The following are examples of situations that may create, or appear to create, a conflict of interest:

• Situations where you may have a personal financial interest in transactions or business activities of Company or Company's competitors, clients, customers, or suppliers.

• Situations where, although you do not have a personal financial interest, you may nonetheless obtain some other personal gain or advantage resulting from transactions or business activities of Company or clients, customers, or suppliers.

• Situations where you consult for or otherwise have a separate business relationship with a client, customer, or supplier outside of your normal volunteer role for Company.

• Accepting any benefit, including gifts, services, entertainment, or favors, from a client, customer, supplier, government entity, or other organization in connection with your relationship with Company.

  You are required to consult your human resources manager if you are unsure about whether you have a conflict of interest or the appearance of a conflict of interest. When a conflict of interest is found to exist, or appears to exist, you must work with a human resources manager and/or the manager supervising the relevant business activities to remove yourself from the situation as much as possible, including creating an effective screening plan, if necessary.

2.3 Volunteering for Minors

Minors between the ages of 15-17 can volunteer with written parental consent and with the supervision of a parent. The use or power tools and is strictly prohibited for anyone under the age of 18 years old to comply with federal regulations.

2.4 Volunteer Files

Company maintains confidential volunteer records and files according to law. Supervisors and managers may only have access to a volunteer's file with a legitimate business need to know and as permitted by state law. Unless otherwise required by state law, current and former volunteers may generally be granted access to their files upon providing reasonable notice.

All volunteer files must be reviewed under supervision of the records keeper during regular business hours inside of the office or department where they are normally stored and may not be taken off company property. You may not tamper or remove any part of your volunteer file; however, you may make copies of any information you have provided to Company that have your signature affixed, as permitted by state law.

Should you dispute any item in your file, you are permitted to make a signed and dated written statement of your dispute that will become part of your file as well.

Company will grant government agents and entities limited access to volunteer files when and as required by law.

A volunteer file is comprised of documents and information related to each volunteer's relationship with Company, including among other items the application, history verification documents, resumes, background checks, emergency contact information, if any of these should exist and according to Company policy.

At Company's sole discretion, you may provide a written and signed release for Company to disclose information in your volunteer file to an outside entity requesting access.

2.5 Background and Reference Checks

Company may conduct various background and reference checks on potential or current volunteers. The information collected will become part of the volunteer's file. If a volunteer candidate fails a background check, candidate will be denied acceptance to Rise Organization.

Background and reference checks may be conducted on current volunteers in order to assess them for continued service as permitted

2.6 Healthcare Information

Company will provide healthcare insurance to volunteers while working on an recovery event. If you get injured during an event, immediately report it to your supervisor and obtain information needed by contacting the Volunteer Coordinator.

2.7 Return of Company Property

Volunteers must return all Company property in their possession upon ending volunteer services with Company and at the end of event deployment. Unless otherwise notified, Company property includes ID cards, Safety PPP uniforms, cell phones, laptops, hot spots, electronics, and any other PPE Equipment.

3.1 Travel Expenses and Pay

To the extent possible, Rise-Team will reimburse volunteers reasonable expenses incurred while traveling on Company business. Only pre-authorized travel and expenses will be considered for reimbursement. Expenses incurred in the performance of R/T business during deployment should be pre-approved at Incident Command (IC) level or operations director.

Examples of expenses are:
-fuel and oil for chain-saw crews
-fuel for select vehicles used in performance of R/T business while deployed - fuel for generators to run Rise Operations Center
- as pre-approved by IC, Operations Director

While traveling from home to deployment location and back home, it is highly recommended that volunteers keep track of all receipts, i.e., meals, fuel, etc. for potential reimbursement by R/T, if possible, but certainly, for tax purposes on one’s individual tax returns. Please use discretion while traveling to keep your expenses at a minimum and to avoid inappropriate expenses. You may not be reimbursed for excessive or improper expenses.

Before a deployment, all volunteers will be advised of the actual reimbursable expenses in writing and an expense report form will be provided for this type of reimbursement.

3.2 Meal and Rest Breaks

Meal and rest breaks while conducting daily deployment activities and tasks will be done at intervals as determined as reasonable by team-leads on the ground. However, should any

volunteer feel a ‘reasonable’ break is needed for personal reasons, such will be allowed for personal and team safety as safety of all is of utmost importance.

3.3 Time Reporting

Although volunteers are not on payroll, it is required that each volunteer track each day’s work schedule as this is a requirement. Volunteer Coordinator will advise how these hours are to be reported.

3.4 Emergencies and Inclement Weather

In the event that bad weather or other conditions make it dangerous or impossible to travel to a storm devastated area, determination will be made by IC and/or Director of Operations to remain in place until conditions for travel improve. While deployed, conditions will be constantly tracked to ensure the utmost safety of all teams.

Standards of Conduct
All Local, State and Federal laws regarding Equal Opportunity, Disability Act, Sexual Harassment, any other acts meant to demean or degrade human dignity are to be adhered to by all staff and volunteers of the Rise-Team organization. Being a nonprofit volunteer organization, we will come in contact with people with all walks of life, whether volunteer or disaster victims. As such everyone is expected to treat all other individuals with dignity and respect. Any non-adherence to these Standards of Conduct stated here will result in immediate expulsion from Rise-Team and/or result in severe disciplinary action, to include legal action, if the incident so dictates.

4.1 Equal Employment Opportunity
Company provides equal employment opportunities (EEO) in all our volunteer practices to all without regard to race, color, religion, national origin, gender, age, sexual orientation, gender identity, disability, genetic information, marital status, military status, or any other category protected by federal, state, or local laws. This includes prohibiting unlawful discrimination against those associated with or perceived to belong to a protected class, whether or not a volunteer actually falls into such class. Company's EEO practices are upheld in every location that it operates and in all aspects of the volunteer relationship.
EEO violations must be taken seriously, and all volunteers must make every effort to uphold and support Company's EEO policy. This includes reporting all instances of discrimination or harassment to a Company manager. It is Company's policy to promptly investigate any reported instance in a thorough manner. Company forbids any retaliation against those who report or investigate discrimination or harassment. Volunteers with protected characteristics under EEO law, such as those with disabilities or seeking accommodation of their religious practices, should notify Company well in advance of their need for accommodation. Company will take reasonable measures to accommodate such Volunteers’ needs.

4.2 Americans with Disabilities Act
Company does not discriminate against qualified volunteers with disabilities in any aspect of their status and provides reasonable accommodations to such individuals as required by law so that they may perform the essential job duties of the position. Company is fully committed to upholding the Americans with Disabilities Act (ADA) and any amendments or laws related thereto. The ADA requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of volunteer-related opportunities available to others. In compliance with the ADA, Company does not discriminate against qualified individuals in recruitment, social activities, and other privileges of volunteer services.

4.3 Anti-Harassment Policy
Company aims to create a work environment free of harassment wherein volunteers treat each other with respect and courtesy. Therefore, Company prohibits its volunteers from engaging in unlawful harassment against individuals on the basis of race, color, creed, national origin, religion, gender, sexual orientation, pregnancy, genetic information, age, physical or mental disability, veteran status, marital status, or any other protected classification under federal, state, or local law. Conduct considered harassment is defined below. It also applies to all applicants for hire and employees, whether or not the conduct is directed at a fellow volunteer or to an outside party, such as an independent contractor, vendor, supplier, customer, or any other party that conducts business with Company. Furthermore, Company aims to protect its volunteers from workplace harassment by anyone outside the Company and will take appropriate steps to remedy any such harassment.
Volunteers violating this policy are subject to discipline, including possible termination. Instances of harassment are serious matters, and all volunteers must make every effort to uphold and support Company's anti-harassment policy. This includes reporting all instances of harassment to a Company manager. It is Company's policy to promptly investigate any reported instance in a thorough manner. Company forbids any retaliation against those who report or investigate harassment.

Sexual Harassment Defined
Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's volunteer services; b) submission to or rejection of such conduct by an individual is used as the basis for accepting individual decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess, or sexual deficiencies; leering or whistling; repeated uninvited physical contact or touching, such as patting, pinching, or grabbing another's body; insulting or obscene comments or gestures; displays in the workplace of sexually suggestive objects or pictures; and other physical, verbal, written, or visual conduct of a sexual nature regardless of the rank, position, gender, or sexual orientation of those involved. Sexual harassment may occur through transmission using the Company's electronic communications system or through other online conduct. Sex-based harassment, that is, harassment not involving sexual activity or language (e.g., male manager yells only at female employees and not males), may also constitute discrimination if it is severe or pervasive and directed at individuals because of their sex.

Harassment Defined
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is defined as verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law or that of his/her relatives, friends, or associates, and that a) has the purpose or effect of creating an intimidating, hostile, or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual's work performance; or c) otherwise adversely affects an individual's volunteer services opportunities.
Harassment includes, but is not limited to, epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates orshows hostility or aversion toward an individual or group and that is circulated in a work setting, whether by being posted on Company premises or communicated via e-mail, phone, text messages, online forums, or other means.

4.4 Harassment and Discrimination Complaint Procedure
In order to maintain a safe and enjoyable work environment, it is imperative that any employee who believes that he or she has been the victim or witness of harassment or discrimination, as prohibited by this policy or law, should immediately report such behavior to a human resources manager. Discrimination or harassment should be reported whether engaged in by an employee, independent contractor, vendor, supplier, customer, or any other party that conducts business with Company.
Many times, individuals are not even aware that their behavior is harmful to others. If they feel comfortable doing so, victims and witnesses of harassment or discrimination have the option to first seek to remedy the situation informally by notifying the offending party that his or her actions are not welcome and are believed to constitute a violation of Company policy. If warranted by the situation, this type of open and frank discussion can help resolve problems before they escalate to the point of irreparably harming working relationships. However, victims and witnesses who do not feel comfortable trying to resolve the problem verbally should immediately report the offending behavior to a human resources manager.

Upon receiving a report of harassment or discrimination, Company will promptly complete an investigation to determine the merits of the allegations, discover the nature and extent of the improper behavior, and, if necessary, determine the proper corrective action to take, which may include termination. Company may take any legal steps it believes are necessary in making its investigation, which may include, without limitation, reviewing electronic communications and conducting interviews of any individuals who may have information relevant to the allegations. Company will make every effort to keep the investigation as confidential as possible under the circumstances while still being as thorough in its efforts as is necessary to do its due diligence. All employees are required to cooperate and be forthcoming in assisting with Company's investigations, and any employee possessing information that may be helpful should notify a human resources manager.

Individuals should not refrain from reporting harassment or discrimination or cooperating in investigations for fear of reprisal. Retaliation against those who report or cooperate in investigations is strictly prohibited in any form. Freedom to report and cooperate in investigations is an essential component of enforcing Company's anti-harassment and discrimination policies. Therefore, individuals who report or cooperate in investigations must not receive any ill treatment or disadvantage due to their participation in helping enforce Company policy. Individuals who are victims or witnesses of retaliation are encouraged to report retaliation to a human resources manager. Reports of retaliation will be investigated, and corrective action will be taken, according to the same harassment and discrimination procedures outlined above. Similarly, intentionally false or malicious reports of harassment, discrimination, or retaliation that Company becomes aware of will be investigated, and corrective action will be taken, according to the procedures.

If the victim or alleged offender does not agree with the resolution of a complaint, then that party has the right to appeal the decision to the President of company, who will have the final say on the matter. Victims and alleged offenders who still do not agree with the final resolution of a complaint may seek legal remedy by contacting the state or federal agency responsible for enforcing such matters.

4.5 Standards of Conduct and Discipline
All volunteers are responsible for knowing and abiding by Company rules and policies. Company prides itself on its ability to meet high standards of ethical and personal conduct throughout its operations. Therefore, you are expected to maintain the highest ethical standards and perform your duties in good faith and to the best of your abilities at all times when engaged in Company business.
Where warranted under the circumstances, Company will seek to use progressive discipline to correct, improve upon, and prevent future recurrences of conduct falling below our standards. At Company's discretion, progressive discipline may proceed along the following line: verbal warning, written warning, suspension, and termination.
Company reserves the right to combine, skip, or reorder any steps in the process depending upon the nature of the offenses and the circumstances. Note that this means that Company has the right to immediately terminate a volunteer’s services without warning or the use of progressive discipline should the circumstances call for such action. When determining the appropriate discipline for a given instance Company may consider, at its discretion, any of the following factors, without limitation: the volunteer's prior history of poor conduct with Company and level of commitment to Company goals, the number of repeated instances of the particular offense, the amount of counseling and/or training received in order to prevent such offenses, the impact the offense has on Company's performance or perception in the marketplace, and the level of egregiousness and purposeful intention to violate Company policy. Note that supervisors and others who fail to report violations or who withhold relevant information concerning a policy violation will be disciplined as is warranted under the circumstances.

At Company's discretion, volunteers may be disciplined or terminated for violating any Company policy or rule. Misconduct can take many forms, and it is impossible for us to provide you with a comprehensive list of prohibited behaviors. Therefore, the list below is only illustrative and is intended to give you notice of some of Company's general expectations concerning standards of conduct; Company may always discipline or terminate individuals for engaging in any conduct it deems inappropriate. Volunteers are expected to use good judgment in all their actions and to consult their supervisors or a human resources manager if there is any doubt as to whether their intended conduct falls below Company standards.
Examples of misconduct that may result in discipline or termination include, but are not limited to, the following:
• Unsatisfactory job performance, including poor quality or quantity of work.
• Engaging in insubordination or disobedience to the legitimate orders of a supervisor.
• Dishonest behavior.
• Illegal discrimination or harassment.
• Disorderly conduct, such as violence or threats of violence or blackmail.
• Violating Company procedures or instructions.
• Failure to abide by health or safety regulations.
• Intentionally falsifying Company documents, including Company records and documents provided by the volunteer during the hiring process.
• Excessive use of obscene, profane, or abusive language.
• Misusing Company property, including using property without authorization; using Company property
improperly; or damaging, destroying, or stealing property.
• Possession or use of weapons or other dangerous items or materials on Company property.
• Possession or use of illegal drugs, alcohol, or controlled substances without a valid prescription on Company property or while engaged in Company business.
• Failure to disclose conflicts of interests.
• Unauthorized use or disclosure of Company's confidential information.
• Conviction of a crime that indicates you are unfit to work for Company or represent a potential threat to Company personnel or operations.
• Violating applicable laws or regulations in performing your duties.
• Violating any other Company policy or rule.

4.6 Safety
Each volunteer is tasked with helping maintain a safe work environment and complying with all safety and health laws and regulations. Volunteers must report all injuries, accidents, illnesses, safety hazards, and health concerns that they experience or observe to a human resources manager or other designated manager. Failure to abide by Company safety policies or to report unsafe conditions may result in discipline.
The Occupational Safety and Health Act (OSHA) is a federal law requiring that we maintain records of all work-related accidents and illnesses. You are required to submit an incident report to Human Resources for all accidents, illnesses, or unsafe working conditions that an individual suffers or witnesses while on the job, no matter how small. Human Resources may prescribe a standardized incident report form for you to use. Failure to complete an incident report may result in disciplinary action including the termination of your volunteering agreement.
Contact a human resources manager if you or another co-worker is injured on the job. If necessary, contact emergency medical assistance.

Fire Safety
All personnel affiliated with the Company are required to know and observe OSHA regulations, including helping prevent fires and maintain safe practices for avoiding fires in the workplace. Do not block access to any fire exits, doorways, windows, or fire extinguishers. Please keep all flammable materials stored in covered metal containers.

4.7 Security
Traveling and working in an area unfamiliar to us such as a disaster area makes property and personal security a challenge. A buddy system will be employed when traveling within a designated disaster area and work zone; especially at night. Personal vigilance is of the utmost importance when traveling in unknown areas while conducting or traveling to work sites, to and from base camp and to lodging and other related activities. Any incident will be reported to directors or other company personnel after calling for police and/or fire authorities.
Equipment security should be considered as well, especially when going into service/retail stores when equipment is in open vehicle beds. At no time should company equipment be left in vehicles at the end of a work day unless under lock and key. High value items should be secured in cargo trailers at base camp and end of work day.

4.8 Workplace Bullying
Company personnel are to be treated with courtesy and respect at all times. Bullying through repeated inappropriate abuse of another will not be tolerated in the workplace, whether physical, verbal, or otherwise. Examples of bullying include pushing, physical assault, threats, insults, ridiculing, humiliating, and slandering. If you are a victim or witness of bullying, report it to a human resources manager immediately. Communications regarding bullying and any resulting investigations will be kept as confidential as possible under the circumstances. Retaliation against those who report instances of bullying is prohibited. Violations of this policy will result in discipline and possible termination of volunteering agreement.

4.9 Workplace Violence
Company does not tolerate violence or dangerous behavior of any kind in the workplace, whether through physical abuse, threats, intimidation, coercion, stalking, or otherwise. Please report all incidents of direct or indirect violence or dangerous behavior to a human resources manager as soon as possible. Reporting incidents and concerns early can help prevent a situation from escalating and becoming even more dangerous. Those who report workplace violence may not be disciplined or retaliated against. Never attempt to handle a potentially dangerous situation yourself.
Reports of violence or dangerous behavior will be promptly investigated. Identities of those involved will be kept as confidential as is possible under the circumstances. Those suspected of violence or dangerous behavior may be suspended during the investigation, with or without pay, in order to maintain safety in the workplace. If found guilty of violence or other dangerous behavior, including threats of violence, you may be disciplined and terminated at Company's discretion.

4.10 Drug-Free Workplace
Company's drug and alcohol policy applies to all employees and volunteers and is designed to identify and correct instances of substance abuse in the workplace. Human Resources are responsible for implementing and enforcing this policy.
Drug and alcohol abuse are serious threats to Company operations and success, not to mention individual health and safety. In order to provide a safe and productive workplace, all personnel are prohibited from consuming, possessing, selling, or purchasing illegal drugs at any time on Company property or while engaged in Company business. Likewise, personnel may not consume alcohol at any time on Company property or while engaged in Company business, except for reasonable and moderate alcohol consumption during Company business and social events. Additionally, no one may not have any detectable amount of alcohol or illegal drugs present in their bodily systems at work. The prohibitions in this policy apply whether personnel are at a work facility, operating a company vehicle, or conducting off-site work.
A drug is considered illegal if it is illegal to possess or obtain or is legal to possess but has been obtained illegally, such as possessing prescription drugs without a valid prescription. This policy does not prohibit individuals from lawfully possessing and using prescribed drugs. However, individuals with valid prescription drugs are prohibited from abusing such drugs by consuming them in excess of the prescribed amounts or from consuming prescribed drugs that impair their ability to safely perform their duties. Company reserves the right to require employees taking prescribed drugs to produce proof that they possess valid prescriptions. Consult a doctor if you are unsure as to the potential effects of any prescribed drugs you take. You are responsible for notifying your supervisor if any prescribed drugs you take may impair your ability to work safely or perform your duties effectively.
Any violation of this policy can result in disciplinary action and possible termination, even for a first offense. We encourage you to seek help if you have developed an addiction or dependence on drugs or alcohol.

Drug Testing
In order to maintain a safe and productive workplace, Company may conduct random, intermittent drug or alcohol testing of any employee or volunteer where circumstances or job responsibilities justify such testing. Regardless of job responsibilities, employees or volunteers may be required to submit to drug or alcohol testing in the following circumstances:
• When applying for a position and before receiving a volunteer position.
• When reasonably suspected based on observations by a supervisor of being under the influence of illegal
drugs or alcohol during work.
• When reasonably suspected based on observations by a supervisor of possessing, selling, or distributing illegal drugs during work.
• After violating a safety policy or rule or being involved in a serious accident that causes damage to anything on Company property, including that employee/volunteer or another employee/volunteer.
All individuals testing positive or refusing to submit to testing under any of the circumstances stated in this policy will be terminated.

Supervisors must consult a human resources manager before requiring a volunteer to submit to testing when the individual is reasonably suspected of being under the influence of illegal drugs or alcohol or possessing, selling, or distributing illegal drugs during work. Applicants testing positive will be disqualified from consideration for all job vacancies. Supervisors or management may contact law enforcement where appropriate when they reasonably suspect criminal activity.

4.11 Social Media
Utilization of social media is a powerful way to market Company's business, influence Company's reputation, and engage with the community and public at large. While we encourage your support of Company through your use of social media, the Company has designated social media and marketing personnel to making posts of Company website that are accessible to the public or any party outside the company.
Social media refers to any social interaction via the internet or similar platforms, such as YouTube, Facebook, Twitter, LinkedIn, Instagram, Podcasts, blogs, forums, and other online communities or sites accessible to the public or outside parties. When using social media please conduct yourself in a professional and courteous manner at all times and respect the views of others. Remember that your statements reflect on Company's reputation and public image. Take care to distinguish any personal opinions you may have from Company's, for instance, by inserting "The opinions I have included here are my own and do not necessarily represent the opinions of Rise Disaster Relief and Recovery, Inc."
All company affiliated individuals are prohibited from creating content on social media that could be considered discriminating, harassing, or obscene, or that may damage Company's reputation or public image. "Followers," "friends," and other contacts gained through Company social media accounts are Company's sole property. Company may monitor your use of social media and may ask you to delete or change any Company-related content found to be inappropriate or not in Company's best interest.