Team Member Handbook Communication Solutions – U.S. Based Team Members

ONE TEAM. ONE GOAL.

June 2015

Team Member Handbook

for Communication Solutions Stericycle Communication Solutions (ComSol) is an operating business unit of Stericycle, Inc. Welcome to the team! This handbook was designed to help you get to know more about the team you’ve joined, including our CORE VALUES, important policies and procedures and how to be a successful part of the team. Although we’ve tried to capture valuable information in this handbook to help you be successful, it’s impossible to cover every situation and outcome. The handbook is an ever-changing document, much like the ever-changing environment we work in. It’s meant to give you important information when you first join the team and also meant to serve as a tool throughout your employment with Stericycle. Please be aware that the information in this handbook may change without prior notice. Every effort will be made to keep you informed through appropriate lines of communication including company intranet, on-site message/bulletin boards, email and/or memos sent directly to you. No person is authorized to make any representations contrary to, in addition to, or modify in any way this team member handbook without the written approval of the Corporate Team Member Experience, HR Department. As a new team member you’ll be asked to sign and date The Acknowledgement of Receipt at the back of this handbook. Stericycle complies with all federal, state and local laws regarding labor and employment, including but not limited to those regulating discrimination, harassment, leaves of absence, time off, work hours, work conditions and the payment of wages and benefits. There may be cases when local or state laws or policies supersede or supplement the standard policies in this handbook. Since we can’t anticipate every question you might have, please feel free to contact your manager, supervisor or the Team Member Experience, HR Department for clarification.

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Dear Team Member: Welcome to Stericycle! We are proud to have you become a part of our great company. Our success has been driven by focusing first and foremost on our team members. We also pride ourselves by offering solutions that delight our customers. We are market leaders in each of our divisions, and have developed a reputation as a premium provider. As part of our team, I want to make sure you feel connected to our purpose, our core values, and our future position, all of which are described on these pages. Running a values-driven organization is very important to me and I trust that they will quickly become part of your daily decision-making process within Stericycle. We want to make sure that you always have the tools and resources to do your jobs, and that you are getting the training and development you need to grow and advance. We also want to make sure you enjoy your work and build great relationships with your coworkers. While we will do our best to make sure you have everything you need to be fulfilled and successful, we are always looking for ways to improve. So I encourage you to use the many ways available to give us feedback, including asking me direct questions on our Intranet site. Our best ideas come from you, and we want to make sure you feel heard. Once again, welcome to Stericycle. It is our hope that we will grow and prosper together.

Charlie Alutto President and CEO

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Core Values Integrity We are honest and open in our interactions with others. When making decisions, we always do the right thing. Accountability We take ownership of our own actions and we focus on solutions rather than placing blame. We deliver on our promises. One Team. One Goal We work as a team, no matter the goal. We share successes and failures together and work to make things better. Customer First We provide service that is valuable for our customers and exceed their expectations. We respect the value of both our internal and external customers. Continuous Improvement We provide the most value while consuming the fewest resources. We embrace the talents of the people who do the work. Enjoying Our Work We have a culture that fosters team member engagement and loyalty. We do so with a spirit of camaraderie.

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Our Philosophy

Our philosophy is what we call the Circle of Growth. It all starts with people, and if we create an environment where people love what they do, it leads to greater team member engagement. If our team members are engaged, we earn the loyalty of our customers. Loyal customers drive additional profit into our business. We invest that profit back into our team members to give them better tools and resources to do their jobs. And the cycle simply repeats. As a Communication Solutions team member, you are part of the Stericycle family. We value your individual rights and those of all our team members, and encourage everyone to express his/her ideas, suggestions, comments or concerns. We promote learning and value individual and team performance. As such, we foster a work environment that is enjoyable and encourages an open and direct exchange of ideas between our team members the Company. We are excited you are part of our team! Together, we have built a successful and unique company; and together we can continue to build an even better Stericycle for our team members and customers alike.

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Table of Contents GENERAL EMPLOYMENT POLICY    Employment At Will . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Cultural Diversity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Our Partnership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Equal Employment Opportunity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Affirmative Action Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Harassment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Workplace Violence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Firearms and Dangerous Weapons . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Retaliation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 HIPAA General Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Accommodations Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Religious Accommodations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Truth In Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Business Ethics and Conduct . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Call Avoidance Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 PAY AND PERFORMANCE    Compensation Philosophy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Employment Classifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Recoupment of Erroneous Payments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Overtime Policy for Non-Exempt Team Members . . . . . . . . . . . . . . . . . . . . .

14 14 15 15

TEAM MEMBER DEVELOPMENT AND RECOGNITION    Team Member Performance Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Promotional Opportunities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Internal Posting Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Requirements for Hire and Continued Employment . . . . . . . . . . . . . . . . . . Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Background Check, Drug Test, and MVR Re-Verification . . . . . . . . . . . . . . . Re-Application . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Reference Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Team Member Referrals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

16 16 16 17 17 17 18 18 18

TEAM MEMBER BENEFITS   .

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TIME AWAY FROM WORK    Paid Time Off (PTO) Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unpaid Time Off . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hours of Work/Schedule and Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Operations Attendance & Accountability Policy . . . . . . . . . . . . . . . . . . . . . . Attendance Policy for Hourly Team Members . . . . . . . . . . . . . . . . . . . . . . . Definitions & Expectations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

19 23 25 27 27 27

ELECTRONIC COMMUNICATION POLICY    Electronic/Voicemail/Internet Provided for Company Business Only . . . . . . . 30 Monitoring of Telephone Calls, Voicemail/Email Messages, Records and Internet Sites . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

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Computer Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Credential Confidentiality and Integrity - User Name, Password, Passcode and Encryption Keys . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Confidentiality Of Password/Passcodes . . . . . . . . . . . . . . . . . . . . . . . . . . . Records Retention . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Compliance with Electronic Communication Policy . . . . . . . . . . . . . . . . . . . Use Of Personal Electronic Devices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Social Media Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Avoid Posting on Behalf of the Company . . . . . . . . . . . . . . . . . . . . . . . . . . This Policy is Not Intended to Interfere with Team Member Rights . . . . . . . . Internet Acceptable Use Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Prohibited Activities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personal Appearances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

31 32 32 32 32 33 33 34 34 34 35 36

APPEARANCE    36 Dress Code Guidelines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Violations of Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Dress Code/Appearance Accommodations . . . . . . . . . . . . . . . . . . . . . . . . . 39 PERSONAL CONDUCT    40 CORRECTIVE ACTION POLICY    41 COMPANY RULES    Stericycle Substance Abuse Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Management Referrals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Orientation Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Meal and Rest Periods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Conflict of Interest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Relationship Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Confidentiality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Company Property . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Facilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Verification of Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Solicitation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Visitor’s Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Suggestions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Open Door Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

41 42 43 43 43 43 44 44 44 44 44 45 45 45 45

CONCERN RESOLUTION    46 GENERAL SAFETY STATEMENT    47 Work Related Vehicle Collision & Injury/Illness Reporting . . . . . . . . . . . . . . 48 Vehicle Collision Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 Repeater Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 Accident Investigation Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 Safety Meetings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 Seat Belt Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 Distracted Driving Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50 Corrective Disciplinary Action Policy for Safety Violations . . . . . . . . . . . . . . 50 ACKNOWLEDGEMENT OF RECEIPT    51 6

General Employment Policies EMPLOYMENT AT WILL All employment at Stericycle is on an at-will basis. Although we hope our relationship with you will be a mutually rewarding experience, we reserve the right to terminate your employment at any time with or without notice, cause or reason. This Handbook is not a contract of employment. It was created to convey the guidelines of our policies and procedures and may be modified at any time at the discretion of the Company.

CULTURAL DIVERSITY Stericycle is dedicated to reflecting the diversity of the community. Stericycle works hard to develop and maintain an environment that works naturally for all of its team members. This means that we each must recognize and appreciate the similarities among people by recognizing and appreciating the differences in culture, values, race, ethnic background, gender, lifestyle, religion and educational background.

OUR PARTNERSHIP We are committed to maintaining a customer focused attitude and an environment of treating team members as individuals. We do not believe there is a need for third-party representation, particularly a union. While it is our position that every team member can speak for him/herself without having to pay their hard-earned money to a union in order to be heard and have issues resolved, we will always follow laws and regulations regarding labor relations and will always bargain in good faith. The most important relationship is the one between you and your supervisor-thus we maintain an Open Door Policy. Our management philosophy encourages and supports this relationship. If you have a question or problem that you cannot solve with them, Stericycle provides a confidential team member Help Line at 800 643-0240, x 3200. We greatly value our ability to work with team members individually without their being subjected to burdensome union costs, complicated rules and costly work stoppages which could affect our competitiveness as a Company. We will vigorously strive to preserve an environment which nurtures the fulfillment of our values and core purpose.

EQUAL EMPLOYMENT OPPORTUNITY It is Stericycle’s policy to grant equal employment opportunity without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or veteran status in any aspect of employment. We are committed to providing equal opportunity in all areas of employment including but not limited to recruitment, hiring, assignments, transfers, promotions, demotions, compensation, benefits, working conditions and training. We seek to select the best-qualified individuals based upon job related qualifications, regardless of any protected group status under local, state and federal law. In keeping with the above policy, Stericycle will periodically conduct analysis of all employment decisions to ensure equal opportunity.

AFFIRMATIVE ACTION POLICY It will be the policy of Stericycle, Inc to recruit, hire, train, and promote persons in all job titles without regard to race, color, religion, gender, age, disability, veteran status, national origin, or any other characteristic protected by applicable law. 7

All employment decisions shall be consistent with the principle of equal employment opportunity, and only job-related qualifications will be required. All personnel actions, such as compensation, benefits, transfers, tuition assistance, social and recreational programs, etc. will be administered without regard to race, color, religion, sex, age, disability, veteran status, national origin, or any other characteristic protected by applicable law.

HARASSMENT Stericycle is committed to providing a work environment that is free of discrimination and harassment. Stericycle does not tolerate any form of harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or veteran status or any other protected group by or against any of its team members. Actions, words, jokes, or comments based on an individual’s gender, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. As an example, harassment (both overt and subtle) is a form of team member misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited. Sexual Harassment is a particular form of harassment defined as unwelcome sexual advances, requests for sexual favors and/or other verbal or physical conduct of a sexual nature when any or all of the following conditions exist: • Submission to such conduct is made either explicitly or implicitly as term or condition of an individual’s employment; or • When submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual; or • Such conduct has the purpose or effect of interfering unreasonably with an individual’s work performance or is creating an intimidating, hostile or offensive work environment. If you have any questions as to what kinds of activity constitutes harassment or want to report an incident of harassment, you should bring this matter to your immediate supervisor. If you do not feel comfortable bringing this matter to the attention of your immediate supervisor, please contact either the Team Member Experience, HR Representative for your area or the Senior Vice President of Team Member Experience, HR. These concerns will be handled on a confidential, need to know basis with your supervisor. Team members are encouraged to discuss problems without fear of reprisal. Also, there may be state specific external resolution assistance available. Please see the federal and state posters located at your facility for additional information. The team member HELP LINE is available to everyone by calling: 1-800-643-0240 extension 3200 Stericycle is committed to a harassment free work environment and working internally to resolve any issues brought to our attention. Any supervisor or manager who becomes aware of possible harassment, even if this concern does not appear in your direct line of responsibility, should promptly advise your Team Member Experience, HR Representative who will handle the matter in a timely and confidential manner. Anyone engaging in harassment will be subject to disciplinary action, up to and including termination of employment.

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WORKPLACE VIOLENCE The Company places the highest priority on the health and safety of its team members, contractors, visitors and customers. Therefore, acts of violence, threats, harassment, intimidation, and other disruptive behavior involving a direct or indirect threat of physical harm are prohibited, shall be dealt with immediately and will not be tolerated. All team members, contractors, visitors and customers at any Company facility are responsible for reporting incidents involving workplace violence. This policy also covers any incidents involving individuals from outside the Company perpetrating violence against Company team members. In addition to physical acts against people or property, such behavior can also include, but is not limited to the following: • oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm to self or others; • throwing, hitting, or breaking objects; • expressing grudges against Team Members or implying that there will come a time to retaliate or “get even” with a Team Member; • displaying an intense romantic interest or obsession with a Team Member or any violation of the Company harassment policy; • stalking or following Team Members, keeping them under surveillance, eavesdropping on private conversations. Such behavior shall be dealt with immediately and appropriately, and those who commit such acts may be immediately removed from the premises, denied reentry pending completion of the appropriate investigation and may be subject to administrative and/or disciplinary action, including termination, criminal prosecution or both. All team members, contractors, visitors and customers shall comply with the workplace violence policy. All Company facilities shall develop procedures for responding to and managing incidents and threats of workplace violence. All information regarding an incident and/or threat of workplace violence should be treated confidentially to the extent practicable. Statements and reports may be used as evidence in administrative and/or criminal proceedings.

FIREARMS AND DANGEROUS WEAPONS The Company strictly prohibits the use or possession of a firearm or other dangerous weapon on Company property to the maximum extent permitted by law. Company property includes Company vehicles, whether or not those vehicles are maintained at locations away from the Company facility.

RETALIATION Stericycle strictly prohibits unlawful retaliation against any team member or applicant for employment who reports discrimination or harassment, or who participates in good faith in any investigation of unlawful discrimination or harassment. What action should you take if you feel you have been a victim of harassment or retaliation?

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If you believe you have been the victim of harassment or retaliation of any kind, immediately do the following: 1.

If you feel comfortable doing so, we encourage you to tell the person in no uncertain terms to stop; and

2.

Report the incident and the name of the individual(s) involved to your Team Member Experience, HR Representative. If you cannot report the issue to your Team Member Experience, HR Representative for any reason, contact the Team Member Help Line at 1-800-643-0240 extension 3200. The Help Line accepts anonymous complaints of any kind.

All complaints will be promptly investigated. All parties involved in the investigation will keep complaints and the terms of their resolution confidential to the fullest extent practicable.

HIPAA GENERAL POLICY Stericycle will protect the privacy and security of all individually identifiable health information that it receives from or on behalf of its health care provider clients. As part of your job function, you may be exposed to information which relates to (1) the past, present, or future physical or mental health or condition of an individual; (2) the provision of health care to an individual; or (3) the past, present, or future payment for the provision of health care to an individual. Such information, when it is received from or on behalf of a health provider client, is protected by the Health Insurance Portability and Accountability Act of 1996 (HIPAA), the Health Information Technology for Economic and Clinical Health Act of 2009 (HITECH) and their accompanying regulations. Such information is referred to as “protected health information” or “PHI.” The goal of HIPAA and HITECH is to protect the privacy and security of PHI. We are committed to comply with these privacy and security standards. Stericycle grants access to PHI only to team members who need such information in order to perform their job functions. If you are exposed to PHI in your job, part of your job is to help protect the privacy and security of such PHI. Some Stericycle team members, by virtue of their job duties, will have HIPAA training as part of their orientation as well as ongoing training. Such training will highlight the specific policies and procedures that team members must follow in order to protect the privacy and security of PHI. During your daily work, you may have access to PHI that should not be discussed with anyone, including: other patients, co-workers, other families, your family, and friends. You must communicate in a manner that minimizes the risk that others will overhear your discussions regarding patients or observe patient data that is on your computer monitor or desk. You also must implement certain security procedures to protect PHI that is sent or stored electronically, such as logging off of your computer when you walk away from your desk and securing your network password. If you need to use or disclose PHI as part of your job function, you may only use or disclose the minimum amount of the PHI that is necessary to perform the required function. If you have a question about what amount of PHI would constitute the “minimum necessary,” contact your supervisor, your local manager or the Stericycle HIPAA Compliance Director. Note: The HIPAA Compliance Director serves as the designated official to meet our regulatory requirements. You are required to immediately report any unauthorized use or disclosure of PHI, whether accidental or intentional, of which you become aware to your supervisor and the Stericycle HIPAA Compliance Director. 10

Stericycle is committed to protecting patient privacy and ensuring the security of patient data. HIPAA violations are extremely serious. Use or disclosure of PHI that is inconsistent with Stericycle’s policies and procedures regarding the privacy and security of PHI is grounds for disciplinary action up to and including termination. Our HIPAA Compliance Office is managed by our Director of HIPAA Compliance at our Northbrook, IL corporate office location. Many of our contact centers have established a liaison to the compliance office designated as the HIPAA Site Coordinator. The HIPAA Site Coordinator can assist with documenting any potential disclosures or breaches of Protected Health Information (PHI). Each HIPAA Site Coordinator has been provided with tools and direction to assist in the process. PCI Compliance Our HIPAA Compliance Officer oversees the Payment Card Industry and Data Security Standard (PCI DSS) compliance for our certified center and centers that maintain PCI Compliance. Common questions on PCI DSS that you may receive that should be forwarded to the HIPAA Compliance Office could include: • What level of PCI Compliance does Stericycle Communication Solutions maintain? • What locations is PCI Compliance available at? • Questions related to official documentation and certification of our PCI locations. • Questions related to PCI DSS Policies, Procedures and Training • Any potential issues of an incident involving PCI DSS data or processes Overall Any questions beyond general awareness provided through HIPAA and PCI DSS education at the Contact Center educational programs should be directed to the HIPAA Compliance Office. For Assistance Contact: HIPAA Compliance Office Brenda K. Ruelas, Director HIPAA Compliance 4010 Commercial Avenue Northbrook IL 60062 [email protected] • [email protected] T: 847-943-6268 • F: 888-813-1568 • C: 847-975-2797

ACCOMMODATIONS POLICY In accordance with the Americans with Disabilities Act and the Americans with Disabilities Amendments Act, and applicable state fair employment laws, reasonable accommodations will be provided to qualified individuals with disabilities so that they may perform the essential functions of a job, compete for a job, and enjoy equal benefits and privileges of employment, unless providing such accommodations would create an undue hardship on the company or cause a threat to workplace safety. In addition, Stericycle is committed to providing reasonable accommodations to women with pregnancy related medical conditions or common conditions related to pregnancy which are necessary to perform essential functions of their positions. Request for Accommodation If you believe that you need a reasonable accommodation to perform essential functions of 11

your position, please notify the company’s Corporate Benefits Department at HR-Benefits@ stericycle.com. If you are unable to make this request yourself for whatever reason, a family member, physician or other responsible person can make it for you. What Information Will I need to Provide? Once the process is initiated, to be able to consider your request, the company may need to obtain information from you or your medical provider sufficient to determine the existence of a disability or pregnancy related condition, the disability-related limitations and/or workplace barriers that need to be accommodated because of the condition, and the requested accommodation, if known. Be assured that any Company request for medical information will be limited to what is necessary to ascertain your disability and/or pregnancy related condition and your functional limitations for which the reasonable accommodation is sought. Please also be assured that your request for a reasonable accommodation, including any medical or disability related information you provide, will be treated as confidential and maintained in a separate medical file. Next Steps After we receive your request, we will provide you with written confirmation of receipt. We will also follow up with you regarding any additional information that may be needed. Finally, you will receive written notice of the Company’s decision on your requested accommodation and the availability of any alternative solutions, if applicable. Although times may vary from case to case, the time frame for responding to your request should be within 10 business days if no additional documentation is needed from you and 30 (thirty) calendar days if the company needs more information to process your request. Of course, these timelines can be impacted by your or your provider’s inability or delay in responding to requests for information.

RELIGIOUS ACCOMMODATIONS Stericycle respects the religious beliefs and practices of all team members and will make reasonable accommodations for religious practices, unless doing so would result in undue hardship on the business of the company. In determining whether an undue hardship exists, Stericycle will consider factors such as the cost to the company and the impact on the rights of other team members. If your religious beliefs or practices conflict with your job, work schedule or with other aspects of employment, contact Team Member Experience, HR to begin the process of determining if such an accommodation can be made.

TRUTH IN INFORMATION You must not knowingly furnish Stericycle with false information, such as falsification of signatures. False or misleading information on your employment application or any other company document can lead to disciplinary action up to and including termination. You are required to complete the forms requested by the Company. These forms are part of your Team Member Experience, HR record and are the property of the Company. You are responsible for keeping the information up to date. You must immediately report changes of name, address, telephone number, dependent status and emergency contact. Stericycle will not be responsible for any errors that may occur from your failure to update this information.

BUSINESS ETHICS AND CONDUCT The successful business operation and reputation of Stericycle companies is built upon the principles of fair dealing and ethical conduct of our team members. Our reputation for integrity and excellence requires each team member to carefully observe the spirit and letter of all 12

applicable laws and regulations, as well as, maintain a scrupulous regard for the highest standards of conduct and personal integrity. Stericycle’s continued success is dependent upon our customers’ trust, and we are dedicated to preserving that trust. Team members are responsible for acting in a way that will merit the continued trust and confidence of the public. Stericycle will comply with all applicable laws and regulations and expects its directors, officers, and co-workers to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter must be discussed openly with your immediate Supervisor/ Manager and, if necessary, with the Team Member Experience, HR Department for advice and consultation. Compliance with this policy of business ethics and conduct is the responsibility of every Stericycle team member. Disregarding or failing to comply with this standard of business ethics and conduct will lead to disciplinary action, up to and including termination of employment. For further details regarding ethics and conduct, please see the Business Code of Conduct booklet.

CALL AVOIDANCE POLICY Call avoidance is a course of action in which you intentionally exclude yourself from the call queue; therefore not making yourself available to process calls. Call avoidance is considered a serious infraction as it significantly impacts our ability to deliver on our Core Values of Customer First and it demonstrates behavior that is inconsistent with our expectation of Integrity. While a coaching and/or corrective action conversation may be conducted with you for an infraction(s) of this nature, a single instance of call avoidance and/or a pattern of call avoidance may result in termination. Following are some examples of call avoidance. (Please note: This may not be considered an exhaustive list of examples and may be subject to modification at any time.) Inbound: • Taking your phone off hook without dialing a call • Being logged into voicemail to avoid a call • Disconnecting/hanging up on a caller as soon as a call comes in before the opportunity to greet the caller • Use of wrap up time, disconnect status or after call work for purposes other than to close out dispatch or document a call • Leaving your workstation while in the available state and/or with a caller on the line • Failing to greet the caller within a reasonable amount of time, thus leaving the caller to believe that no one answered and therefore they hang up. • Staying on the line with a caller, client, etc. longer than is necessary to close the call or log any necessary information • Staying in conference mode when patching a call to a third party for longer than the script requires you to do • Taking excessive bathroom breaks for purposes other than using the bathroom (ex: making a phone call in the bathroom)

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• Placing a caller on hold for purposes other than to research a caller’s request. Acceptable research protocols may include calling a Team Lead or the Help Desk for assistance. It would be considered unacceptable to read e-mail unrelated to the call on hold, go to the restroom during this time, conduct conversations with other team members unrelated to the call on hold or otherwise engage in behavior that will intentionally delay an answer to a caller. Outbound: • Taking your phone off hook for an unreasonable amount of time without dialing a call • Being in the available state for longer than three (3) minutes without dialing a call • Being logged into voicemail to avoid a call • Going back and forth between an outside line and available

Pay and Performance Continuous Improvement, one of our core values, applies to you and your career with Stericycle.

COMPENSATION PHILOSOPHY Our compensation objective is to pay team members fairly for the work they do and the contribution they make to the organization. Our programs are designed to motivate and reward both team and individual performance based on accomplishment of established goals and objectives. Stericycle pays competitive wages and regularly validates wages based on internal and external benchmark comparisons taking into consideration specific geographic markets. Stericycle is a growth company whose contribution-based culture is strongly tied to shareholder values.

EMPLOYMENT CLASSIFICATIONS* Stericycle classifies your employment in three ways: Regular full time: Team members regularly scheduled to work at least 30 hours per week. Regular part time: Team members regularly scheduled to work at least 15 hours per week but less than 30 hours per week. Temporary Employment: A short term assignment, expected to be compensated for less than 700 hours is not eligible for company benefits. Casual/temporary employment is defined where an employee is employed when and if needed, and there is no guarantee of hours in any given week or guarantee of duration of assignment. Federal and State laws govern the classification of all regular, part time and temporary team members according to your job duties. Exempt - Not eligible for overtime compensation.

* It is the sole discretion of Stericycle and its management team to make changes to or cancel its benefit programs, including eligibility provisions. 14

Non-Exempt - Eligible for overtime compensation and must punch in and out or complete time cards. Benefit Eligibility - Full-time Team Members scheduled to work at least 30 hours per week are eligible for Benefits. Although, some benefits PTO, 401K and ESPP are generally available to team members working 15 or 20 hours per week. Please refer to our Benefits Program materials for more details.

RECOUPMENT OF ERRONEOUS PAYMENTS To the extent permitted by law, the Company shall be permitted to recover any compensation or other payment made to the team member due to the Company’s reliance on inaccurate information, any restatement of the Company’s accounting statements, or any other error under the Company’s compensation and benefits programs, policies, plans, or other arrangements. The Company will provide the team member with a calculation of any such erroneous payment and specify the manner in which such amount will be recovered.

OVERTIME POLICY FOR NON-EXEMPT TEAM MEMBERS Stericycle establishes the time and duration of working hours as required by workload and workflow, customer service needs, the efficient management of team members, and any applicable law. Overtime is time worked in addition to a team member’s regularly scheduled hours and applies to non-exempt team members. During a scheduling period, supervisors and managers may need to schedule overtime or extra shifts based on business needs. Non-exempt (hourly paid) team members who work more than 40 hours during a single workweek will be paid at the overtime rate of one and one half times their regular rate of pay for those hours exceeding 40. Unless state or local laws require alternate pay practices. Sick time, vacation, holidays, and other paid time off (including leaves of absence) do not count toward compensatory time (hours worked) for the purpose of computing overtime pay within a workweek. Contact center managers and supervisors not individual team members are accountable for establishing team member work schedules. Non-exempt team members may NOT work overtime without the prior knowledge and approval of the appropriate supervisors and/or managers. Hourly paid team members should not start working before the beginning of their scheduled time, and should not work beyond the ending of their scheduled time without management’s prior approval. In addition, hourly paid team members are not allowed to continue to work at their workstation during their meal period. Overtime violations will be addressed by your supervisor/manager as appropriate. During busy periods (such as high volume days), Stericycle may require team members to work extended hours. Overtime is considered a condition of employment, and refusal to accept it when reasonable notice has been given is cause for discipline, up to and including termination. At the supervisor’s discretion, a team member’s work schedule may also be adjusted during a workweek to avoid overtime. Team members who fail to obtain approval prior to working hours that extend beyond their normal workweek will be subject to disciplinary action. Repeated offenses may result in termination. All overtime worked; however, must be compensated, regardless of whether or not it was approved. 15

Neither team members, nor the Company, may waive their rights or obligations under the Fair Labor Standards Act, or agree to accept less or pay less than the required overtime rate. Specific questions regarding completion of time records for non-exempt team members should be directed to the team member’s direct manager. It is the responsibility of managers and/or timekeepers to accurately record hours worked. This policy must be followed for non-exempt team members in order to be consistent and compliant with the guidelines of the Fair Labor Standards Act. Additionally, State laws preempt the Federal Fair Labor Standards Act overtime requirements. Overtime will be paid in accordance with such laws.

Team Member Development and Recognition Enjoy your work and be recognized for your efforts; Continuously Improve your skills and career.

TEAM MEMBER PERFORMANCE REVIEW At Stericycle, we know that consistent open and honest feedback is critical to your success as a team member. As such, you’ll receive informal feedback and coaching from your supervisor/ manager as well other leaders in the organization throughout the year. On an annual basis, you’ll also have a formal Performance Review with your direct supervisor/manager. During your review, you’ll assess how successful you’ve been during the established time frame. Your manager should ask for your feedback regarding your performance, as part of this process. You’ll have an opportunity to hear feedback in a formal setting, provide input, ask questions and discuss your strengths and areas for continued development. It’s important to note that your performance review does not automatically entitle you to receive a salary adjustment. Salary increases are awarded on a merit basis, which takes into account other factors such as economic conditions, job performance, achievement of goals, etc.

PROMOTIONAL OPPORTUNITIES We’re committed to creating opportunities for team members to continue growing within the organization as the Company continues to grow and expand its offerings. Team members who are enthusiastic about taking on new challenges and learning about the business will find opportunities to continue developing existing and new skills. As you develop your knowledge and skills, you may have the opportunity to advance within your location or other Stericycle locations. We always strive to fill open positions with the most qualified candidates and are committed to promote from within whenever possible.

INTERNAL POSTING POLICY In order to apply for a new position within Stericycle the following criteria must be considered: • Minimum of 6 months in current job • Satisfactory or better performance rating

Note: Under certain circumstances you may be allowed to apply even if you have not met all of the posting requirements. Your immediate supervisor and Team Member Experience, HR must approve these exceptions. You must receive approval from your immediate supervisor prior to posting for a new position. 16

Team Members without approval will not be considered. Stericycle uses an electronic application process for all open job postings. You can access this site from SteriPoint or at www.stericycle.com. In order to be considered you must submit your resume through the system. It is the policy of Stericycle that whenever there is a position open that the Company needs to fill, we will post that position on our Website: www.stericycle.com and our Intranet site. Stericycle does have the right to recruit outside the company concurrent with the internal job posting. Please note that there may be situations where not all positions are posted internally such as department reorganizations or executive/high-level management positions. The Website will contain a brief description of the job duties and the necessary qualifications for the vacancy. Positions are posted for a minimum of 5 days.

REQUIREMENTS FOR HIRE AND CONTINUED EMPLOYMENT To be employed and continue to be employed by Stericycle, a Team Member must be a minimum of 18 years old and must successfully meet all company standards and established employment criteria regarding: • Assessments deemed appropriate for the position • Reference checks • Post-offer, pre-employment drug screen and background check to include criminal background investigations and Motor Vehicle Record (MVR), if applicable • Proof of eligibility to work in the U.S. • Employment verification performed through E-Verify by verifying the identity and employment eligibility of all persons hired to work in the United States

RECOGNITION Our team members are the cornerstone of our success as a company. Therefore, during your career at Stericycle, you’ll encounter a variety of programs focused at recognizing team members who live our core values. In addition to programs driven by the management team, we also encourage programs founded on the principles of team members recognizing excellence amongst their co-workers. These programs are administered throughout the organization, but there may also be recognition opportunities that are specific to your location/site. Please check with your local management team to learn more about these programs and to help continue the tradition of honoring exceptional service and living the core values!

BACKGROUND CHECK, DRUG TEST, AND MVR RE-VERIFICATION At the discretion of Stericycle, the company reserves the right to re-verify a Team Member’s background, drug and motor vehicle record if deemed appropriate. The company will pay all fees for drug screening, background check and motor vehicle report; however, if a Team Member wishes to dispute a background check result, drug screen result, or motor vehicle report, he/she may do so only at his/her own expense. Conviction of certain crimes relevant to the Team Member’s current position may be subject to disciplinary action, up to and including, termination.

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RE-APPLICATION If a candidate received a final positive drug screen test result, he/she will be disqualified from employment and will not be eligible for re-application with Stericycle a period of 12 months from the time of the original positive test result. If a candidate re-applies for employment within this timeframe, the application will be invalid, and the application will not be considered. Positive test results will be kept on file by the drug screening provider.

REFERENCE POLICY It is our policy not to give written or verbal employment references on behalf of Stericycle for either current or past team members. Team members can utilize our employment verification vendor (The Work Number) by calling 1-800-367-5690 or contacting them at www.theworknumber.com. Employment status, most recent start date, total time with Stericycle and job title will be shared unless the team member also requests their income to be verified. Our Stericycle Employer Code is 12746. If you choose to provide a personal reference, please indicate that it is personal and does not reflect any opinion of Stericycle’s, and it should never include comments about job performance or work habits. Below are examples of proper and improper references: Proper “I have worked with (name) for 12 years and she has a very open and positive communication style. She has always treated me with respect and never says anything negative about other people.” Improper “I have worked with (name) for 12 years at Stericycle and she has always received satisfactory or better performance ratings in her position. I would recommend her for a position with another company.” If you have any questions, please feel free to contact your TMX representative.

TEAM MEMBER REFERRALS Refer your friends and family to Stericycle! Eligible Stericycle Team Members who refer candidates who meet the qualifications for an existing open position may qualify for a Referral Award if the candidate is hired. Team Member’s Manager must complete the Team Member Referral Form and forward to Payroll for processing. Who’s Eligible? All Stericycle Team Members are encouraged to refer friends or family for open positions (Supervisors who could affect the outcome of hiring decisions of a referred candidate, Corporate and Area Vice Presidents and Managers, and Human Resources Staff are not eligible). What’s the fine print? Make sure to tell your friend to list your name on the application when it asks how they heard of the position. Awards will NOT be granted unless the candidate writes‐in your name (the “Referring Employee”) name on the employment application. There will be no exceptions to this… please make sure you tell your friend how important this is! • The referral date must be after the date of the job posting. The referral must be hired within 180 days (6 months) of the initial referral date. • The referral must represent the candidates first contact with Stericycle. Temporary, summer, contract, and former employees of Stericycle are not eligible candidates for referral awards.

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• Interviews are not guaranteed, all candidates will be evaluated for employment consistent with Stericycle policies and procedures. Only candidates who meet the essential qualifications for the position will be considered for employment.

• All information regarding the hiring decision will remain strictly confidential. • Both new hire and referring team member must be still employed by Stericycle at the time of payment. Payment is made in 2 parts: • 50% of the Award will be paid at 90 days from the Date of Hire of the Candidate. • 50% of the Award will be paid 180 days from the Date of Hire of the Candidate. Any disputes or interpretations of the program will be handled through your manager and HR.

Team Member Benefits The benefits offered to you include an array of benefits for your health, benefits for your protection and benefits for your future. For details on these great benefits, please refer to our Benefits program materials for more details.

Time Away From Work PAID TIME OFF (PTO) POLICY Overview Our Core Value “Enjoying your work” includes enjoying time away from work. Stericycle believes and supports the concept that team members should have opportunities to enjoy time away from work to help balance their personal and work obligations. Time away from work gives team members the opportunity to relax and recharge while helping to keep their performance fresh and enthusiastic. The Personal Time off (PTO) policy provides our team members with paid time off and is intended to promote a flexible approach to scheduling and utilizing compensated time away from work. Team members are accountable and responsible for managing their own PTO hours (with their manager’s approval) to allow adequate preparation for work coverage for holidays, vacations, illnesses or disabilities, appointments, emergencies or other needs that require time off from work. Stericycle encourages you to use all of your earned PTO every year. PTO time must be scheduled and approved by your supervisor/manager in advance, per the terms of this policy. Any PTO not used in the current year will be forfeited and cannot be carried over into the following calendar year. In some states, such as California, and cities, such as New York city, the Company will provide greater Paid time off for illness which will be accumulated and used in a manner consistent with the requirements of those laws. If you have questions about whether these policies apply to you, please refer to your facility postings and/or local Human Resource Manager. Eligibility This PTO policy applies to Contact Center Operations and Client Services team members exempt and non-exempt who are based in the United States and are actively employed by Stericycle. Stericycle team members must be regularly scheduled to work at least 20 hours per week to maintain PTO eligibility. All other team members follow the Stericycle Inc, Time Away From Work policy. 19

The following eligibility provisions also apply: New team members will begin earning PTO hours on the 1st of the month following 90 days of employment. For example, if you are hired on March 13th, you would begin earning PTO on July 1st. Team Members who become eligible for PTO as a result of transfer to full time employment begin accruing PTO on the fist of the month following the effective date of the change provided they have been with Stericycle for at least 90 days. The transfer to full time must be for an indefinite (not temporary) time and will be contingent on your manager’s approval and submission of a Team Member Change Form. Change forms are processed as soon as administratively possible. If you become ineligible for PTO during the calendar year, you will be paid out any earned unused time as of the effective date of the change in your regularly scheduled hours. Contact Center operations team members are defined as any team member working in a Contact Center or remotely who directly or indirectly supports a 24 hours per day, 365 days per year live voice Contact Center. PTO Accrual Eligible Team Members accrue PTO based on the number of hours paid per week (up to 40) and their tenure with Stericycle following the chart below: Years of Continuous Service

Total PTO Days/Year (Based on 40 hr schedule)

Accrued PTO Hours per Hour Paid

Up to 20 days (160 hrs) 23 days (184 hrs) 28 days (224 hrs) 29 days (232 hrs) 30 days (240 hrs) 31 days (248 hrs) 32 days (256 hrs) 33 days (264 hrs)

0.077 0.088 0.108 0.112 0.115 0.119 0.123 0.127

Year of Hire 1-4 Years 5-10 Years 11 Years 12 Years 13 Years 14 Years 15+ Years

With your manager’s approval, you may use your PTO, beginning January 1st of the year in which you will earn it. If your manager approves PTO before you have earned it, it will be considered “borrowed” time. At the end of each calendar year, any earned unused PTO will be forfeited without pay. You are encouraged to schedule use of your PTO time with as much advance notice as possible. High Volume Days To keep our “Customer First” commitment, local management may designate certain days as high volume days. We require all team members to be available to work on these days, even if they are not regularly scheduled to work. Your supervisor/manager will let you know in advance if there is a change in scheduling prior to each High Volume Day (overtime may be paid to non exempt employees for all hours worked in excess of 40 in a work week). We encourage team members who would like to use PTO around these days to request the time well in advance and understand that business requirements limit the number of requests we can honor when our customers need us most. Typical High Volume Days: Day after Thanksgiving (Black Friday) Christmas Eve New Years Eve 20

Note: additional site specific High Volume work days may be designated by your Contact Center Management.

Holidays + Premium Pay Days Team members required to work on a Holiday or Premium Pay day will receive 1 ½ times their standard hourly rate for each hour worked. In order to receive pay at 1 ½ times the standard hourly rate, team members will have to work the full regularly scheduled shift prior to and after the Holiday or Premium Pay Day. There are eight (8) days that are paid at 1 ½ times your hourly rate per year. New Years Day

Fourth of July

Thanksgiving

Memorial Day

Labor Day

Christmas Day

Premium Pay Day 2 Floater Days (as designated by Contact Center management) PTO Carryover Stericycle encourages team members to use all of their earned PTO every year to ensure they stay energized, enthusiastic and enjoy their work. Therefore, team members are not permitted to carry over PTO from one year to the next. Earned unused PTO hours at the end of the calendar year will be forfeited without pay, except where PTO carryover is required by state law and/or where PTO requests are denied based on a legitimate business need. To request PTO carryover, you must submit a request in writing to your supervisor/manager by November 15th of the calendar year in which PTO was earned. Your supervisor/manager will review the request and submit it to Team Member Experience, HR for final approval. You will receive written confirmation on your carryover request within 10 business days of receipt by Team Member Experience, HR. If your supervisor/manager approves carryover of PTO time, it must be used by March 31st of the following calendar year or it will be forfeited without pay, except where carryover is required by state law. Requesting PTO Whenever possible, PTO must be scheduled at least two weeks in advance for vacations, appointments, personal leaves or other reasons. This enables management the ability to schedule effectively and maintain “Customer First.” If unplanned, the team member must notify their supervisor/manager at least 90 minutes prior to their shift’s start time or it will be considered an “occurrence” under the Stericycle Attendance Policy. PTO requests are subject to supervisor approval and are contingent upon department staffing needs and established departmental procedures. Due to the unfair burden that unplanned absences place on every team member by increasing workloads, as well as having an adverse impact on customer first, unplanned absences will be monitored carefully. Team members are required to use available PTO when taking time off from work for any reason. Unpaid time off will only be granted with supervisor/manager approval, if the team member does not have any earned PTO available. PTO may be taken in increments of one hour, not to exceed an amount equal to more than one full regular workday. Exempt (salaried) team members may only use PTO in full-day increments. Your supervisor/manager must approve your request (in writing) before you can take time off. If an unplanned situation arises and you must be off of work, you will be required to use PTO time to receive pay for the absence. If you do not have any remaining PTO time, your unplanned absence will be unpaid. Team members will be counseled when the frequency of unscheduled absences adversely affects the Company’s operational needs. Unplanned absences will be monitored closely and treated consistently with Stericycle’s Attendance and Accountability Policy. 21

PTO time may not be used for missed time when a team member reports to work late. Tardiness will also be considered an “occurrence” in accordance with Stericycle’s Attendance and accountability Policy. If PTO time is available, it will always be applied to a team member’s absence whether planned or unplanned. Team members may not request unpaid time off while PTO time is available. Supervisors/managers maintain the discretion to deny PTO requests for legitimate business/staffing needs. Coordination of PTO with Leaves of Absence If you are approved for a leave of absence (unpaid Personal Leave, Short Term Disability, Long Term Disability, or Family Medical Leave) your accrued unused PTO time will be applied to any unpaid portion of your leave unless you qualify for Short Term Disability. Payment upon Termination All accrued and unused PTO benefits will be paid to you in the event you leave the Company. Please note: Accrued but unused PTO will be processed during a regular payroll cycle unless otherwise mandated by state law. If you have used more PTO than you have accrued in the year your employment ends, the Company retains the right to require repayment of those used, but not accrued PTO hours, to the extent permitted under federal/state law. Funeral Leave In the event of a death within your immediate family, a leave of absence of up to 3 days will be granted. For the purpose of this policy, the term “immediate family member” includes the following relatives by blood, marriage or adoption of either the team member or the team member’s spouse: Spouse, Domestic Partner, Child, Step-child, Mother, Father, Brother, Sister, Grandmother, Grandfather, Grandchild. As soon as it is practical, you should advise your supervisor of your plans to attend the funeral, where and when it will be held and any other special considerations. Your supervisor can thereby determine how much time you will need and how many days of paid absence (up to a maximum of 3 days) is appropriate. If you wish to extend your absence beyond the time covered by this policy, you will be allowed to extend the leave by a maximum of two (2) days, provided you apply PTO hours to the time off. If you wish to take a leave without pay, your supervisor must approve it. Proof of attendance may be required for the days missed for funeral leave. This can be obtained from the funeral home director. Jury Duty Allowance Full time, regular team members required to serve on jury duty will be paid the difference between their normal earnings for a eight (8) hour day and their jury duty pay, up to a maximum of three weeks of pay in a single calendar year. Team members who are excused from court prior to the end of a business day are required to contact their supervisor and return to work that day if their supervisor determines that there is sufficient time remaining with the scheduled work period for meaningful work. Time spent in jury duty is not applied to determining hours worked for overtime purposes.

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UNPAID TIME OFF* Family/Medical Leave Team members are eligible if they have worked for at least one year and for a minimum of 1250 hours during the last 12 months. Under The Family and Medical Leave Act (FMLA) employers are required to provide up to twelve (12) weeks of unpaid job-protected leave (unless specific State law requires a greater benefit) to eligible team members, for certain family and medical reasons: • For the birth and care of the newborn child of the team member; • For placement with the team member of a son or daughter for adoption or foster care; • To care for an immediate family member (spouse, child, or parent) with a serious health condition; or • To take medical leave when the team member is unable to work because of a serious health condition For the duration of FMLA leave, Stericycle will continue your health coverage under the Group Health Plan at the same level and under the same conditions as if you had continued to work. To ensure continued coverage, you are responsible for remitting your insurance premium to Stericycle’s benefit administrator-Your Benefit Resources . ®

Prior to your leave, you must notify your manager/supervisor and then contact the third party administrator to request a leave of absence. It is your responsibility to ensure that the right individuals are notified of your intended leave, to avoid any issues. Whenever possible, a leave of absence should be scheduled thirty (30) days in advance. Any team member who overstays or misuses the above policy will be subject to disciplinary action up to and including termination. Military Family Leave Provisions - Qualifying Exigency Leave and Military Caregiver Leave Team members are eligible if they meet the eligibility requirements described under the “Family/Medical Leave” heading AND your spouse, son, daughter, or parent is a member of the Reserve or National Guard. For the Military Caregiver Leave, the next of kin of a Reserve, National Guard, or member of the Regular Armed Forces is also eligible. Qualifying Exigency Leave Leave under this program may be taken for any qualifying exigency arising out of the fact that a covered military member is on active duty or call to active duty status. A list of events that are considered a qualifying exigency can be found on the Department of Labor’s FMLA website: www.dol.gov/esa/whd/fmla/finalrule/htm. You may also contact the Company’s Leave of Absence administrator for further details. Military Caregiver Leave Leave under this program may be taken to care for a covered service member with a serious illness or injury. A “serious illness or injury” is an illness or injury incurred by a covered service member in the line of duty on active duty that may render the service member medically unfit to perform the duties of the member’s office, grade, rank, or rating.

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Military Service If you are part of the military reserves and must attend an encampment that lasts two weeks or less, you will be granted a leave of absence for the duration of the encampment. Please notify your supervisor as soon as possible for the dates you will be attending the encampment. For this leave, you will be paid the difference between your military pay and your normal weekly pay, which will not exceed pay for 40 hours per week. Your supervisor must approve additional leaves of absence for military schooling or other voluntary functions. If your participation in the military reserves requires you to be absent from Stericycle for longer than two weeks, either involuntarily or because of voluntary enlistment in the uniformed services or reserves, you may be eligible for reemployment upon completion of your military service, provided that your absence does not exceed five years. To be eligible for reemployment, you must do the following: (1) notify your supervisor promptly if you anticipate being called into military service; and (2) upon completion of your military service, you must notify Stericycle of your return and of your desire to come back to work. If your military service lasts less than 31 days, you must notify Stericycle of its completion and of your desire for reemployment no later than the beginning of the first work week following your return from service. If your military service lasted for more than 30 but less than 180 days, you must submit an application for reemployment no later than 14 days after your return from service. If your military service lasted for more than 180 days, you must submit an application for reemployment no later than 90 days after your return from service. Upon reemployment, you are entitled to the length of service and vacation you would have accrued if you had never left Stericycle to enter military service. Upon reemployment, you are also entitled to participate in Stericycle’s health care plan to the same extent you were before you left to perform military service. Leave of Absence You may also request a “leave of absence” for reasons other than those permitted under FMLA, such as for illness, disability, personal emergency, military, or other justifiable reason. Your supervisor must approve these types of leaves. Though you may or may not be paid during this time (refer to short-term disability benefits) your length of service will continue to accumulate during such leave up to a maximum of three (3) months. Depending upon the leave type, you may or may not be able to continue the team member portion of your health insurance premiums while you are on leave. All regular, full time, non-union team members who have at least 6 months of active service may be eligible to apply for an unpaid personal leave of absence. Job performance, absenteeism, and departmental requirements will all be taken into consideration before a request is approved. Requests for unpaid personal leave may be denied or granted by the Company for any reason or no reason, and are within the sole discretion of the Company. Please contact the Company’s Leave of Absence administrator for a full description of this program.

* Special Note: Drug testing will be required, in accordance with federal and state law upon returning from any type of leave of absence, including a workers’ compensation absence where the team member is out of work 30 calendar days or more. 24

Domestic Violence Leave If you or a member of your family or household are a victim of domestic or sexual violence, you may be eligible to take an unpaid leave of absence to seek treatment for injuries related to such violence, to recover from such violence, to obtain or seek relief or legal services related to such violence, or to take other necessary actions to ensure the victim’s safety from reoccurring acts of violence. Eligible team members may also request reasonable accommodations in the workplace to ensure the safety of the victim while at work. The Company is committed to providing eligible team members with such entitlements in accordance with applicable state and federal law. If you have any questions concerning your need for such entitlements, please address them with your immediate supervisor or your Team Member Experience, HR Representative. The Company will maintain the confidentiality of the team member’s situation and need for leave to the maximum extent permitted by law.

HOURS OF WORK/SCHEDULE AND PAY Hours of Day, Work Day and Work Week Definitions Hours Worked Putting “Customer First” requires ComSol operations to function 24 hours a day 365 days a year. Call Centers develop schedules to meet customer demands and your work schedule will vary to meet these demands. It is important, for non exempt team members to record all hours worked from the time reported to work and the time duties are performed to the time completely relieved of duties at the close of your shift. Team members must “clock out” during unpaid time, for example meal periods or personal time away from work, and “clock in” upon return and to perform duties. Failure to keep accurate time records as well as working “off the clock” is strictly prohibited may lead to disciplinary action up to and including termination. Regular business hours may vary between call centers however most operations are open 24 hours a day. Supervisors will advise team members of individual work schedules. Schedules may be changed to meet customer demands. Work Day The standard workday for a full-time Team Member is generally eight hours. For purposes of computing daily overtime (where applicable), except where state law provides otherwise, Stericycle defines a workday as the 24-hour period between 12:01 a.m. and 12:00 midnight. Work Week Our payroll workweek begins on Sunday at 12:01 a.m. and ends on Saturday at 12:00 midnight. Most team members receive their pay on a biweekly basis (every second Friday). A few locations do have hourly Team Members who are paid on a weekly basis (every Thursday or Friday), however, your manager will confirm if this applies to you specifically. Paydays Paydays are on Friday for your weekly or bi-weekly pay cycle unless otherwise regulated by state law. Time Records and e-Time Hourly/non-exempt Team Members are responsible for utilizing the e-Time system to track all punch detail activity. Team Members should perform daily time record reviews to ensure accuracy. A Team

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Member cannot perform their own time card changes or edits; therefore, they must contact their supervisor/manager to make any necessary corrections. When a timecard is edited by a supervisor/manager it is still the Team Member’s responsibility to review the time card and to sign/date the system-generated time card after their last shift worked during the payroll period.

Please Note: For any e-Time password resets, please contact Information Security at [email protected]. As a reminder, hourly/non-exempt Team Members may use PTO or sick/vacation time in increments of no less than one hour but no more than the number of hours they are typically scheduled for their shift in a single day. However, exempt Team Members can only use PTO or sick/vacation time in full day (8-hour) increments. If an exempt Team Member leaves during the middle of the day for a personal appointment, they are not to have that time deducted from their PTO or sick/vacation time balance regardless of how much time taken away from work. Falsification of time records, clocking in or out for another Team Member, a request to be clocked in or out by another Team Member or completion of another Team Member’s time record is considered a major infraction and may result in immediate termination of employment. Work Schedules Team Member will be notified in advance of his/her work schedule. If the Team Member’s schedule is variable, his/her supervisor will normally post work schedules five days prior to the beginning of each work week. Customer first applies and supervisors have the right to adjust work schedules to best fit the needs of the center/department. The schedule is prepared to allow us to meet the needs of our clients, which may result in a Team Member experiencing a change in their schedule by days of the week or by shift. When this occurs, you will be given as much advanced notice as possible. Team Members are encouraged to enjoy their time away from the office. However, if it becomes necessary for you to visit a Stericycle location while off-duty, you are still required to adhere to all company policies while on site. Meal Periods/Break (Rest) Periods Although federal wage regulations do not require meals or break (rest) periods, many states have published regulations on such matters. Stericycle’s policy for Communication Solutions team members is that all Team Members are to receive meal and break periods in accordance with state regulations. The Team Member’s supervisor will arrange the time for his/her meal and break periods. The length of these periods will vary according to the total number of hours worked. It is the Team Member’s responsibility to take and to carefully follow his/her scheduled meal or break times so that others are not inconvenienced and proper coverage is maintained. If the Team Member cannot take his/her meal period at the scheduled time, it is the Team Member’s responsibility to notify his/her supervisor. (The only time when missing a meal period will be acceptable is when meal period waiver is approved and on file for a team member in certain business circumstances.) Break periods are considered hours worked but meal periods are considered unpaid time. Meal periods consist of at least 30 minutes, and Team Members must be completely relieved of their job duties during a meal period. If a Team Member’s meal period is interrupted or a Team Member is unable to take a meal period, the Team Member will be paid for such time. Please discuss any questions regarding meal periods, breaks or meal period waivers with your supervisor/manager. 26

OPERATIONS ATTENDANCE & ACCOUNTABILITY POLICY Every job at Stericycle is important to our success in delivering on our Customer First core value. Your regular and prompt attendance is essential in providing excellent customer service to our clients and their customers. Therefore, it is an expectation that you will be at your designated work station (on-time) and ready to provide service each day that you are scheduled to work. We realize that occasionally due to illness or other unexpected circumstances you may find it necessary to be absent from work. While this policy has been designed to provide certain latitudes and flexibility for these situations, consistent patterns of absenteeism and/or tardiness are not in the best interest of Stericycle and the clients we serve.

ATTENDANCE POLICY FOR HOURLY TEAM MEMBERS The following definitions apply to the attendance policy and will be addressed according to Stericycle’s Corrective Action process. (Please note: This may not be considered an exhaustive list of definitions and are subject to modification at any time.)

DEFINITIONS & EXPECTATIONS Absence A team member not at their assigned work station during their scheduled shift. • Note: Absences must be reported to your Supervisor following department procedures as soon as possible but at least 90 minutes prior to the beginning of your shift. Reporting an absence to a peer is not considered satisfactory compliance with this expectation. Tardy A team member who is not at their work station at the start time of their scheduled work shift, or who fails to return promptly from a meal or rest period. • Note: Occasionally there may be circumstances beyond your control that prevent you from arriving on time for the start of your shift and/or returning on time from a rest or meal period. In these circumstances if you are not more than 10 minutes late this will be considered a grace period and you will not receive an occurrence. However, if you are tardy more than 2 times within a two week period, your grace period will be revoked for one full month. During this month, you will receive an additional 1 occurrence for each instance where you are 1 or more minutes tardy for your shift. Leave Early A team member leaves the assigned work location before the end of his/her shift. No Call/No Show A team member failing to report to work and failing to notify their Supervisor they will be absent. • Note: Failure to show for work and report your absence may result in accelerated corrective action up to and including termination of employment or be considered a voluntary resignation. Extenuating circumstances, overall performance and personal conduct will be considered when determining the appropriate action for this violation. Job Abandonment A team member is absent for three or more consecutively scheduled days or shifts without reporting his or her absence in accordance with departmental procedures. • Note: Stericycle will consider the team member to have voluntarily resigned his or her employment in this circumstance and will process the team member’s employment termination documentation. 27

Attendance Patterns Absenteeism or tardiness on a recurring basis, regardless of timeframe. • Note: Examples may include occurrences on the same day every week, number of occurrences in specific period of time or regularly returning late from meal periods or breaks. Failure to Report for Overtime A team member fails to report to work for overtime for which they agreed to work or the Operations department assigned as mandatory overtime. Failure to Report for an Additional Requested Shift A team member fails to report for work when they have committed to working any shift in addition to their assigned work schedule. Supervisor The assigned person that is required to be notified at the team member’s Contact Center location. • Note: This may be a Team Lead, Supervisor, Contact Center Manager, and/or Workforce Management dependent upon your center. New Team Members Team members within their first 90-days with Stericycle are considered to be in their orientation period. • Note: This is a critical training period for new hires and more than one absence, tardy, or request to leave early can be detrimental to the learning process and understanding our business. Therefore any occurrences during this timeframe may result in accelerated corrective action up to and including termination of employment. Voluntary Time Off (VTO) The Operations Department may offer time off to team members due to low call volume. • Note: If VTO is offered to the team member either prior to or during their shift, this time will not count as an absence, tardy or leave early. Additionally, team members will have the option to use their accrued PTO to cover the time they were originally scheduled to work or take this time as unpaid. Inclement Weather Extreme weather or states of emergency where roads may be closed and alternate routes or modes of transportation are not available. • Note: Stericycle advises team members to follow local state and/or city mandates regarding road or other closures. Extreme weather or disaster occurrences may be excused by the Contact Center Manager only with Director Approval. Leave of Absence A period of time during which a team member’s absence from work is considered approved and excused for the purposes of Family and Medical Leave Act (FMLA), Short-Term Disability (STD), Personal Leave, or any other company supported leave program. • Note: Any team member that is or will be absent from work for four (4) or more consecutive days due to medical reasons must contact Liberty Mutual Intake Center at 1-877-788-9641 to initiate their claim. A team member will not be permitted to return to work without providing a medical release from their healthcare provider.

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• If a team member takes a Leave of Absence after they have been placed on a corrective action warning, the warning will still be in effect upon return to work. Occurrence Assessment Guidelines The below occurrence assessment guidelines assume the team member has provided the required notification to his/her supervisor regarding his/her absence, tardy or need to leave early. Additional occurrences may be applied for failure to provide proper notification to a supervisor. The following are examples of singular violations that will typically result in a team member receiving one (1) occurrence per violation: • 11 or more minutes Tardy (any instance over 10 minutes) • Leave Early • Absence • Failure to Report for Overtime • Failure to Report for an Additional Requested Shift Absences that result in team members being off work for consecutive days and/or shifts may be assessed as an individual occurrence. However, this practice is based on management discretion and may require that the team member provide appropriate documentation pertaining to the absences. Team members will not receive occurrences when absences are approved as a Leave of Absence or pre-approved Paid Time-Off (PTO). Attendance Accountability Team members who incur four (4) or more occurrences within a 90-day period will be in violation of the attendance policy and will generally be disciplined according to the following Corrective Action Process: 3 (or less) occurrences – Verbal Coaching 4th occurrence – Written Warning 5th occurrence – Second Written Warning 6th occurrence – Final Warning 7th occurrence - Termination of Employment The corrective action steps outlined above are not mandatory, and a supervisor may skip steps in the process or repeat steps, including proceeding straight to a Final Warning or termination (Contact Center Director approval required), when performance issues warrant such measures. The corrective action steps are intended to be used as a progressive process to address attendance issues. Notwithstanding the commitment to a progressive corrective action process, employment at Stericycle remains at-will and this policy in no way implies any contract or obligation to follow any particular corrective action procedure.

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Electronic Communication Policy Stericycle has established a policy relating to access and disclosure of electronic messages created, sent or received by team members using the Company’s voicemail system, or an authorized internet email service. The Company intends to honor the policies set forth below, but reserves the right to modify, change or revoke them at any time as may be required under the circumstances. Use of the Company’s voicemail/email equipment for electronic communications constitutes a team member’s affirmation and acceptance of this Company policy. A substantial portion of our business is transacted by telephone and over the wide area network. Therefore in order to maintain the efficiency of these systems non-business usage must be restricted. Phone and data lines must be kept open for business purposes. Accordingly, personal telephone calls and email should be infrequent and brief, and limited to urgent family matters. Since the telephone, company-issued cell telephones and voicemail system are company property, Stericycle reserves the right to access voicemail messages at any time with no notice. Emergency calls to team members working in a contact center should be routed directly to the Team Lead, Supervisor or Contact Center Manager so the team member can be located to accept the call.

ELECTRONIC/VOICEMAIL/INTERNET PROVIDED FOR COMPANY BUSINESS ONLY The Company’s voicemail/email/internet communications are provided to team members to use for Company business. This policy prohibits activities on internal and external electronic mail networks such as: operating a business for personal gain; sending for jobs outside of Stericycle; sending chain letters or soliciting money for religious or political causes; offensive or harassing statements, including disparagement of others based on race, national origin, gender, sexual orientation, age, handicap, religious or political beliefs, or order of protection status; sending, downloading or soliciting sexually oriented messages or images; distributing or printing copyrighted materials (including articles and software) in violations of copyright laws. In addition, unauthorized usage of internet sites for personal or non-Stericycle business is prohibited.

MONITORING OF TELEPHONE CALLS, VOICEMAIL/EMAIL MESSAGES, RECORDS AND INTERNET SITES Stericycle provides its team member with telephone access for company-related business purposes only. Team members acknowledge that the company telephones is considered Company property and the Company reserves the right to monitor, record and review all phone calls as necessary. As such, team members should not have an expectation of privacy during the use of Company property phones and should limit the use to business related phone calls. Stericycle expressly reserves the right to monitor and/ or review telephone and electronic mail messages at any time and without prior notification to the team member. The right to monitor and/or review electronic mail messages applies to the use of internal email, voicemail, and when access has been granted, the use 30

of any internet (external) email service and any URL that is accessed by company prop­erty. All users of Stericycle’s email systems expressly consent to having any email and attachments and electronic files monitored. No one should expect privacy when using email. Additionally, we periodically review the internet usage of non-business sites, for appropriateness and frequency.

COMPUTER SECURITY Log off or lock computer when it is unattended for any amount of time • Protect login ids and passwords • Do not share ids or passwords with anyone • If password is revealed to someone, including IT, change password as soon as possible • Never write passwords down • Apply appropriate security precautions to any computer devices, desktops, laptops, or smart phones (e.g. Blackberry, iPhone, etc.) at work or home • Smart phone devices should have a 15 minute or less timeout feature that requires a password to unlock • Block the view of your computer screen, printers, faxes or any other devices that has confidential information from bystanders • The media must be stored in a secure, locked environment • Flash Drives must be encrypted, using departmental approved flash drives • Do not store confidential information on a CD, DVD, or flash drives • Do not download programs from the internet or open e-mail attachments from unknown senders • Do not connect non-company equipment to your computer. • Notify IT immediately if you believe a virus or spy-ware has been downloaded to your computer or are suspect an email may be malicious • Do not save confidential information to common drives, which may be open to team members who do not have a “need to know” authorization for this information to perform their job duties • Do not store confidential information on unencrypted local drives

* Confidential information includes PHI and PCI information as defined by the HIPAA-HITECH regulations and PCI DSS Security Standards Council. Email Considerations for PHI/PCI • Recommendations and mitigation as a result of a risk assessment process should be utilized when sending PHI or PCI data or documents to anyone outside of Stericycle • Email only the minimum necessary PHI or PCI data inside Stericycle. Before forwarding an email outside of Stericycle, that may contain sensitive information, such as PHI data, ensure that you are sending this information in the most secure manner and to a verified recipient email address. 31

• Before forwarding an email outside of Stericycle, ensure that it does not contain PCI data. PCI data cannot be sent through email, unless through an encrypted system or another secure method. Do not allow PCI data to be sent through unsecured method with no encryption; this is a in violation of the Stericycle Privacy policy. • If you have any questions regarding the transmission of PHI or PCI Data consult with your immediate supervisor before sending.

CREDENTIAL CONFIDENTIALITY AND INTEGRITY - USER NAME, PASSWORD, PASSCODE AND ENCRYPTION KEYS Users of Stericycle Information Systems are required to protect their user identity and password(s). Team members are prohibited from sharing their credentials with other team members, Stericycle IT Staff, external vendor or application support personnel. If a team member believes their password has been lost, stolen, disclosed, or even suspected of being lost, stolen or disclosed, OR if an attempt is made to obtain a team member’s credentials, the team member is required to immediately report the incident to the Security Official, or a member of Stericycle Management, Corporate Vice President of Information Systems, or the Enterprise Security Governance Committee, as soon as possible. Circumventing user authentication or security of any host, network, or account of any sort (regardless if confidential and protected information is involved) is strictly prohibited. Violations of this policy will result in loss of privilege or disciplinary action up to and including termination of employment.

CONFIDENTIALITY OF PASSWORD/PASSCODES Team members are not permitted to use a password/passcode, access a file, or retrieve any stored communication unless authorized to do so or unless they have received prior clearance in writing from an authorized Stericycle Representative. All password/passcode are the property of Stericycle. No team member may use a file that has not been issued to that team member in an attempt to gain access to another team member’s email file. Improper use of the email system can result in a breach of confidentiality, loss of productivity, and damage to the system and files. This policy will educate team members and provide them with an understanding of the email system from a technical and a legal perspective and set a standard guideline for its proper usage.

RECORDS RETENTION In the event a legal action such as a lawsuit, charge of discrimination or administrative complaint is filed against Stericycle, the responsible Record Retention Manager must take immediate steps to preserve all electronic communications related to the legal process. The contents of email may be disclosed without the permission or knowledge of team members or other users of the email systems.

COMPLIANCE WITH ELECTRONIC COMMUNICATION POLICY Violation of the Electronic Communication Policy is grounds for disciplinary action up to and including termination.

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USE OF PERSONAL ELECTRONIC DEVICES The use of personal cell phones or other personal electronic devices such as MP3 players is prohibited in Contact Centers at any time. The following are some examples of personal electronic devices, however this list is not all inclusive: Smartphone, MP3/MP4 players, Bluetooth devices (e.g. earbuds/headphones), portable DVD players, e-readers and portable gaming systems. Company issued mobile phones may be used by managers or supervisors in these areas only when such use is required for conducting company business. Personal mobile phones and all other personal mobile electronic devices are to be kept in the team member’s locker. Personal phone calls and use of personal electronic devices shall be restricted to meal and break periods. Violation of this policy may result in disciplinary action up to and including termination. The complete Use of Personal Electronics in the Workplace Policy is located on Steripoint under Safety and Health. For additional information, please contact your supervisor and/or Safety Manager.

SOCIAL MEDIA POLICY The intent of this Policy is to define rules for team members to follow when they engage in social media activities, including through any social networking websites such as LinkedIn, Pinterest, Instagram, Twitter or Facebook, text messaging, instant messaging and / or emailing as means of communication. For the purposes of this policy, “social media” activities shall include all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity website, web bulletin board or a chat room, whether or not associated or affiliated with the Company, as well as any other form of electronic communication. Know and Follow the Rules Carefully read this Policy, as well as the Harassment Policy, Confidentiality Policy, and the Conflict of Interest Policy contained in this Handbook, and ensure that your social media activities are consistent with these Policies. Be Respectful, Honest and Accurate Always be fair and courteous to fellow team members, customers, suppliers and people who work on behalf of the Company. Team members must not use Social Media to harass, bully, threaten or discriminate against colleagues, customers or anyone else. Make sure you are honest and accurate when engaged in social media activities. Avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage co-workers, customers, or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law.

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Protect the Company’s Confidential Information and Trade Secrets Maintain the confidentiality of the Company’s trade secrets and confidential information. Trade secrets may include information regarding the development of our systems, processes, and other know-how. The privacy of customers and suppliers must not be compromised in social media activities. The same rules that apply to the protection of the Company’s confidential information also apply to confidential information our team members come in contact with regarding the trade secrets entrusted to the Company regarding customers and suppliers. Such information must not be discussed or cited in team member’s social media activities, without management’s approval.

AVOID POSTING ON BEHALF OF THE COMPANY In connection with any social media conduct, team members must not represent themselves as speaking on behalf of the Company unless expressly approved by a company executive. If a team member identifies him or herself as a team member of the Company in any social media post, he or she must be clear that he or she is representing personal views and is not speaking on behalf of the Company.

THIS POLICY IS NOT INTENDED TO INTERFERE WITH TEAM MEMBER RIGHTS Nothing in this Policy is intended to interfere with team member rights under any applicable federal or state laws, including protected concerted activities under the National Labor Relations Act such as team member communications about wages, hours and terms and conditions of employment. Additional information about protected concerted activities may be found at http://www.nlrb.gov/concerted-activity. To the extent anything in this Policy conflicts with any law, the terms of that law will control.

INTERNET ACCEPTABLE USE POLICY Internet, intranet, Instant Messaging and Email are provided to assist team members in accomplishing their work duties and support effective and efficient communication. Use of these resources impose certain responsibilities and obligations on team members and is subject to Stericycle policies and local, state, and federal laws. Use of internet, intranet, instant messaging and Email services provided by Stericycle will be subject to monitoring for security and/or network management reasons. Monitoring may include the logging of Email and instant messaging, contents of Email and instant messaging, Internet chat sessions, and which users access what Internet resources and sites and at what times. Work duties should be performed while on company time. During regular business hours, with the exception of your meal break, use of the Internet but is not limited to, visiting web sites, compiling or reading email news groups, participating in online chat sessions or games is strictly limited to business use only. This includes no time may Stericycle’s Internet, Intranet, instant messaging and Email resources be used to view or download obscene materials, send defamatory materials, infringe on copyrights, to discriminate against others, harass others, or any other malicious purpose. Willful violation of these usage policies will be subject to disciplinary action, up to and including termination.

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PROHIBITED ACTIVITIES Stericycle team members are strictly prohibited from using Stericycle provided electronic media services in connection with any of the following activities: • Excessive use of the Internet for non-work related personal use • Use of the internet to operate a business for personal gain • Applying for jobs outside of Stericycle • Sending chain letters or soliciting money for religious or political causes • Offensive or harassing statements, including disparagement of others based on race, national origin, gender, sexual orientation, age, handicap, religious or political beliefs, disability, genetic information, or order of protection status • Sending, downloading or soliciting sexually oriented messages or images • Distributing or printing copyrighted materials (including articles and software) in violations of copyright laws. • Stealing, using or disclosing someone else’s code or password, without authorization • Engaging in unauthorized transactions that incur a cost to the organization or initiate unwanted Internet services and transmission • Attempting to break/”hack” into the computer system of another organization or person • Using the Internet for any sort of gambling • Sending anonymous email messages • Engaging in any other illegal activities Do not under any circumstances plug anything into your computer without proper approval from Management. Policy for contacting Team Member Experience, HR or Data Security Department for any threats of policy violation • Team members that suspect or become aware of the misuse of, or the unauthorized and/or unlawful, access to, use of, maintenance, support or upgrade of, and/or sale or theft of, the e-mail systems are required to immediately notify the Vice President of Information Technology, or the Team Member Experience, HR. • Any exceptions to this or any other company Technology/Telecommunications policy must be submitted to the company’s Vice President of Information Technology. Exception requests will be taken on a case-by-case basis and will be subject to the review and prior written approval of the Executive Committee of Stericycle. Granted exceptions will be maintained in written form in the requesting of co-worker’s personnel file. • Team members are responsible for exercising good judgment regarding the reasonableness of personal use. Individual departments are responsible for creating guidelines concerning personal use of Internet/Intranet/Extranet systems. In the absence of such policies, team members should be guided by departmental policies on personal use, and if there is any uncertainty, team members should consult their supervisor or manager. 35

PERSONAL APPEARANCES From time to time, Stericycle may create materials for the purpose of promoting Stericycle and/ or its products and services or simply communicating important news throughout the company and with the public. These materials may be in any form, tangible or non-tangible, including but not limited to web pages, videos, pamphlets and other paper/printed materials and they may be published using any type of media, including but not limited to web sites, newspapers, blogs, social media, magazines, television/monitor/computer, film and other projected image. As a team member you may be called upon to represent “One Team.” As a Stericycle team member, please understand that Images of you and audio of your voice may be used in these materials and by acknowledging receipt of this handbook, you agree to allow your Image and any accompanying audio of your voice to be used in accordance with the description and under the restrictions described in this handbook. Stericycle will always try to give you prior notice of any photo shoot, taping or filming (each, a “shoot”) that will occur in proximity to you in connection with the creation of these materials. In the event you do not wish to have your image and/or audio that is the subject of the notice, you should inform the individual sending the notice prior to the beginning of the shoot and you will be excused from participation in the shoot. In the event that there is no prior notice of the shoot and you do not wish to participate in the shoot, you may inform the person conducting the shoot at the site of the shoot, and you will be excused from participation. In either case, you must inform Stericycle that you do not wish to participate in the shoot prior to the commencement of the shoot.

Appearance At Stericycle, team members contribute to our culture and reputation in the way they present themselves. Good grooming and appropriate dress reflect team member pride and inspires confidence on the part of each individual. The dress code policy is designed to help team members be comfortable and productive while still projecting a professional businesslike image to our clients, potential employees, shareholders and other visitors. The key point in sustaining an appropriate policy for team member is the use of common sense and good judgment. When you have a meeting with clients or visitors, business casual attire is appropriate. If you are in a role that is non-customer facing relaxed/casual dress is appropriate. As a general rule, business casual attire is always acceptable if that is your preference.

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DRESS CODE GUIDELINES Not all casual clothing is suitable for the office. Clothing that works well for the beach, yard work, dance clubs, exercise sessions, and sports contests is likely not be appropriate for a professional appearance at work. Clothing that reveals too much cleavage, your back, your chest, your feet, your stomach or your underwear is not appropriate for a place of business, even in a casual business setting. A good practice to follow is if you question the appropriateness of the attire, it probably isn’t appropriate. The following is a general overview of appropriate casual/relaxed and business casual attire. Items that are not appropriate for the office are listed as well. None of the lists are all-inclusive and any may be subject to change based on business needs. No dress code can cover all contingencies so employees must exert a certain amount of judgment in their choice of clothing to wear to work. If you experience uncertainty about acceptable and professional attire for work, please ask your supervisor or a member of your Team Member Experience, HR team. Non Customer Facing Dress Code Guidelines – Relaxed/Casual • Jeans which are clean, without rips or holes • Slacks which are wrinkle free • Casual Shirts, golf shirts, sweaters, t-shirts and turtlenecks which may contain a small chest-pocket type logo. • Shirts and sleeve lengths must extend to the edge of the shoulder • Company attire (items which contain a company logo such as company branded t-shirts or sweatshirts) • Shorts, skirts and dresses (must be of a business appropriate length and touch the top of the knee) • Capri and cropped pants. Customer Facing Dress Code Guidelines – Business Casual • Dress Pants and Slacks • Slacks similar to Dockers • Dress shirts (with collars) • Suit and sport jackets • Long and short-sleeved collared shirts • Sweaters • Golf type shirts • Casual dresses and skirts (must be of a business appropriate length and touch the top of the knee) • Shirts and sleeve lengths must extend to the edge of the shoulder • Suits 37

• Dress and casual open and closed toe shoes • Loafers • Boots (non-work boots) • Dress flats and heels • Leather deck-type shoes • Head covers required for religious purposes or to honor cultural tradition The following items are not permitted at any time: • Spandex pants

• Mini-skirts

• Sweatpants

• Spaghetti-strap dresses

• Exercise and warm-up pants

• Flip-flops

• Shorts (excluding longer “Bermuda” shorts)-see Relaxed/Casual.

• Rubber beach, pool, or shower shoes

• Leggings • Tank tops, midriff tops, halter tops

• Slippers • Hats • Caps

• Jerseys (with the exception of dress down approved days)

• Visors

• Shirts with potentially offensive words, terms, logos, pictures, cartoons or slogans

• Hoods

• Bandanas

Client Visits On occasions when we are expecting clients to visit our facility, all team members will be notified in advance and may be required to dress in more formal, business attire, as described below: • For Male Team members: Dress pants, dress shirts, dress shoes. Suits, ties, blazers, sport jackets, optional. • For Female Team members: Dress pants, blouses, sweaters, dress shoes. Suits, blazers, dresses, optional. Jewelry Jewelry should be extremely conservative and represent a business environment. Distracting or offensive piercings in the tongue and cheek that impact speech should not be worn during working hours. The following jewelry items are not permitted: • Excessive jewelry such as, but not limited to: multiple facial piercings, large chains and/or necklaces, large rings, etc. • Jewelry that depicts or is associated with negative and/or violent elements.

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Tattoos/Body Art Exposed tattoos/body art that are considered offensive or distracting will not be permitted. Hygiene We expect our team member to maintain a daily regimen of good grooming and hygiene. This may include a regular bath or shower, use of deodorant and appropriate oral hygiene. Some team members are allergic to the chemicals in perfumes and colognes. Please wear these substances with restraint. Hair and Facial Hair Hair (including facial hair) must be kept neat and well-groomed, and not present a safety hazard.

VIOLATIONS OF POLICY Any team member who does not meet the required attire or grooming standards is will be required to return home to change into suitable clothing and/or take appropriate action to correct hygiene, appearance, etc. issues. If a team member is sent home due to one of these violations, the time away from work will not be compensated and the team member will not be permitted to make up the missed time. Adherence to this policy is required; therefore, extreme or continuous disregard for professional appearance/hygiene may result in disciplinary action up to and including termination of employment.

DRESS CODE/APPEARANCE ACCOMMODATIONS Religious Beliefs Stericycle recognizes the importance of individually-held religious beliefs to team members within its workforce. Stericycle will reasonably accommodate any team member’s or applicant’s religious beliefs in terms of workplace attire and/or appearance who is otherwise qualified to perform the essential functions of the job unless it would create an undue hardship or pose a direct threat to the health or safety of the team member, applicant, or other individuals. Medical Needs Stericycle will reasonably accommodate any team member, or applicant’s–who is otherwise qualified to perform the essential functions of the job–request of modification of the company appearance policy due to medical reasons, unless it would create an undue hardship or pose a direct threat to the health of safety of the team member, applicant, or other individuals. Team members or applicants requesting a workplace attire/appearance accommodation based on religious beliefs and/or medical needs should be referred to a member of the Team Member Experience, HR team.

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Personal Conduct All team members are accountable for the actions they take. In order to protect everyone’s rights and safety, it is the Company’s policy to implement certain rules and regulations regarding your behavior as a team member. Conduct that that maliciously harms or intends to harm the business reputation of Stericycle will not be tolerated. You are expected to conduct yourself and behave in a professional manner conducive to efficient operations. Failure to conduct yourself in an appropriate manner can lead to corrective action up to and including termination. Management reserves the right to immediately terminate for acts of blatant misconduct. The following are some examples of infractions, which could be grounds for corrective action; however, this list is not all-inclusive. • Possession, consumption, distribution or sale of alcohol, drugs or illegal substances while on premises, or reporting to work under the influence of the above mentioned items. • Carrying or possessing firearms or weapons of any kind on the Company’s property or while engaged in Company assignments • Theft • Pilfering or waste • Use of profanity or inappropriate language while on Stericycle premises whether on duty or not. • Gambling on Stericycle premises • Acts of violence or violation of the harassment, retaliation or workplace violence policies. • Engaging in behavior which is harmful to Stericycle’s reputation • Falsifying any Stericycle record or report, including but not limited to an application for employment, a time record, a customer record, manifest, invoices, receiving records, etc. • Willfully defacing, damaging, or unauthorized use of Company property or another team member’s property • Sleeping on the job • Continued or excessive absenteeism or tardiness • Violation of safety and/or operating rules • Smoking or “Vaping” in “No Smoking” areas • Refusing to follow the directions of a supervisor or otherwise being insubordinate • Violation of the Sexual Harassment policy • Failure to punch/swipe in and out when appropriate or punching in/out for other team members

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Corrective Action Policy The following are actions that may be taken by the Company to assist a team member in addressing his/her performance problem: A. Verbal Reminder B. 1st Written Reminder C. 2nd Written Reminder D. Final Written Reminder/Suspension E. Termination Stericycle reserves the right to “skip steps” in the disciplinary process when justified by circumstances and severity of offense. We also may utilize a performance improvement plan in lieu of any step.

Company Rules STERICYCLE SUBSTANCE ABUSE POLICY As noted in our Employee Drug-Free Awareness Statement, Stericycle supports the concept of a drug-free workplace, as enacted in the Federal Drug-Free Workplace Act of 1988. Stericycle has a vital interest in maintaining safe, healthful and efficient working conditions for its team members. Being under the influence of alcohol or any other drug on the job poses serious safety and health risks not only to the user but to all those who work with or come in contact with the user (i.e., fellow team members, customers, the general public). The manufacture, distribution, dispensation, possession, use or sale of an illegal drug or alcohol in the workplace or on work time also poses unacceptable risks for safe, healthy and efficient operations. Accordingly, it is the right and intent of Stericycle to maintain a working environment that is free of substance abuse. Stericycle prohibits: • Any team member to be under the influence of alcohol or possess a container of alcohol, either open or closed while performing any aspect of Company business or while on Company property. • The manufacture, distribution, dispensation, possession, use or sale of an illegal drug or drug paraphernalia by any team member while in a Company facility or while performing Company business. It is a condition of employment that all team members abide by the terms of Stericycle’s Policy on Drugs and Alcohol. In the event of any conviction for a criminal drug violation (and in the case of a driver, criminal alcohol violation also), the team member must notify his/her supervisor within 24 hours of the conviction. Violation of this policy will result in disciplinary actions, up to, and including termination of employment, even for a first offense. 41

As the intent of this policy is to provide for the health and safety of all Stericycle team members and to ensure the health and safety of others, Stericycle has established the following procedures for the testing of drug and alcohol use among its team members: Unless prohibited by State law, Stericycle has the right to and will require blood, urine, and/or hair samples to be used for drug and alcohol testing in any of the following situations: • All applicants for employment will be required to submit blood, urine or hair samples as a condition of employment. • Stericycle reserves the right to conduct random drug tests of team members (unless otherwise governed by State Law). • Any current team member who is involved in any accident at the work site or on duty. Any team member involved in any accident off Company premises that indicates the possible illegal use of drugs or controlled substances, may be required to submit to drug and alcohol testing, at the discretion of the Company or as required by law. • Upon reasonable cause, any team member will be required to submit to drug and alcohol testing. Such reasonable cause includes, but is not limited to: absenteeism; declining productivity; excessive tardiness; suspect behavior; physical symptoms, etc. Stericycle reiterates that the rules and regulations of this policy constitute conditions of employment. Therefore, unless prohibited by State law, refusal to submit to drug or alcohol testing as provided for herein constitutes a material breach of the condition of employment and is grounds for immediate dismissal.

Note: EAP (Employee Assistance Program) services are confidential and provided to you by Stericycle as a team member benefit at no charge to you or your family. For more information, call Metropolitan Family Services at 1-800-905-0994. Legal Drugs Prescribed and/or over-the-counter drugs may affect behavior and performance. Team members are encouraged to advise their supervisor, that they are taking such drugs for medical reasons and medical evaluation may be required. During any period that such prescription drugs adversely affects the safety of their job, or job performance, the team member will be relieved of his/her duties or re-assigned by the Company. Last Chance Agreements Last Chance Agreements are offered only one time when the team member first comes forward and admits his/her drug and or alcohol problem. After treatment, the team member will be placed on probation and will be subject to periodic unannounced drug/alcohol tests. The team member may be required to pay a portion of the cost for the unannounced drug and or alcohol tests. Any team member who is notified he/she has been selected for a drug test and then comes forward or tests positive, is not eligible for a Last Chance Agreement. We encourage team members to use the Employee Assistance Program.

MANAGEMENT REFERRALS Under certain circumstances, we may require team members to contact the Employee Assistance Program for counseling to continue their employment with Stericycle.

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ORIENTATION PERIOD Your employment begins with an orientation period while we train you and monitor your progress. Typically, this period is 90 calendar days. Your manager may extend the orientation period in certain circumstances.

MEAL AND REST PERIODS All non-exempt/hourly team members are required to take a minimum of 30 minutes unpaid meal break. If team members choose to stay on the premises during their meal period, they should utilize designated locations at the facility to ensure they are relieved of all work during this time. DOT regulated drivers have additional requirements for rest periods. Failure to punch in or out when it is appropriate to do so will be viewed as a violation of Company work rules. Under no circumstances shall a meal period be missed without a valid written approval. Questions regarding meal period waivers may be directed to your immediate supervisor/manager.

CONFLICT OF INTEREST Stericycle will not retain a team member who directly or indirectly engages in the following: • An activity that constitutes a conflict of interest or adversely reflects upon the integrity of the Company or its management. • An activity in which a team member obtains financial gain due to his/her association with the Company. • An activity, which by its nature, detracts from the ability of the team member to fulfill his/her obligation to the Company.

RELATIONSHIP POLICY Relatives in the Work Place Stericycle strongly believes that an environment where team members maintain clear boundaries between personal and business interactions is most effective for conducting business. Although Stericycle does not prevent personal and familial relationships between coworkers there are boundaries that must be maintained in order to keep a fair work environment. Supervisors or members of management cannot have relatives reporting directly to them.  Relatives include parent, child, spouse, domestic partner, siblings, parent-in-law, child-in-law, sibling-in-law, stepchild, grandparent, grandchild, niece or nephew. If a supervisor or member of management has a decision to make, that affects or influences a family member’s  pay or job status (such as performance, promotion, discipline, expense report…), he or she must get approval from a superior who is not related to the team member. Relationships in the Work Place Supervisors or members of management must disclose the existence of any relationship with another coworker or subordinate that has progressed beyond a platonic friendship. Disclosure must be made to the immediate supervisor and the area Team Member Experience, HR Representative. This disclosure will enable the organization to determine whether any conflict of interest exists. Stericycle reserves the right to review each situation on a case-by-case-basis and take appropriate action. Any team member who is or becomes married to a person who works for a company that competes with Stericycle must report that relationship to their immediate supervisor in order for management to determine if a conflict of interest exists. 43

CONFIDENTIALITY It is Stericycle’s policy that you may not disclose Company information that is considered confidential to anyone inside or outside the Company except on a ‘need to know’ basis. As a condition of your employment, you will be required to sign a confidentiality agreement. Confidential information may include financial data, customer lists, pricing information, contract information or business plans. If you are unsure about whether information is considered confidential, ask your supervisor. Anyone who discloses confidential information without prior written approval from the department head is subject to termination of employment and possible civil action.

COMPANY PROPERTY Stericycle will supply you with equipment, tools, materials, workspace and other items that you need for your job. We expect you to treat them respectfully and protect them from damage. The unauthorized use of Company property, including cell phones, is prohibited. The use of Company property for personal reasons is limited to only those circumstances that have been approved in advance by your supervisor. If you need to remove equipment or property from the premises, written authorization from your supervisor is required.

FACILITIES Smoking is prohibited in all Stericycle buildings, including maintenance areas, locker rooms, office trailers, outside front entrances and private offices. Team members will be permitted to smoke only in designated areas outside of the building. Smokers are expected to properly dispose of cigarette butts. Eating and drinking are prohibited in any areas that may interfere with the work or with the health and safety of either you or others. This applies to private offices as well. To create and maintain a working environment where all team members are safe and enjoy coming to work requires cooperation from everyone and a set of guidelines that applies to all. In general, Stericycle expects you to conduct yourself in a manner consistent with our Mission and Values.

VERIFICATION OF EMPLOYMENT To protect your personal data, Stericycle uses “The Work Number” to verify all employment and income inquiries. Access the Work Number at www.theworknumber.com Company Code: 12746 The Work Number will only provide information with your authorization.

BULLETIN BOARDS Bulletin boards, which display information of interest and importance to our staff members, are located in the team member areas. These areas are for official Company postings. The posting of unauthorized notices anywhere on Company premises may be cause for disciplinary action up to and including termination.

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SOLICITATION In order to prevent disruption in the operation of the Company, interference with work, or inconvenience to team members, the following rules apply to solicitation, distribution or sales of goods or services of any kind on Company property (including property the Company leases and/ or any property the Company controls for purposes of conducting Company business). 1. Solicitation by non-team members on Company property is prohibited for any purposes, anywhere and at any time. 2. Solicitation by team members on Company property during working time is prohibited. Working time includes the working time of the team member doing the soliciting and the team member being solicited. 3. Distribution of non-Company literature by team members on Company property in working areas is prohibited at any time. 4. Distribution of non-Company literature by team members on Company property in non-working areas during working time is prohibited. Working time includes the working time of the team member doing the distributing and the team member receiving the distribution. For this policy, working time is defined as actual work time (i.e., the time during which the team member is engaged in services for the employer) and does not include lunch periods, break periods or other similar periods in which team members are not expected to be working.

VISITOR’S POLICY All visitors must sign-in at the front desk upon entering the premises. Visitors may be asked to sign a safety release and confidentiality agreement.

SUGGESTIONS Giving and receiving feedback is encouraged to promote a positive, productive and cooperative atmosphere. We encourage you to offer suggestions that improve the operational efficiency and morale. Suggestions can be valuable to our success, and you are encouraged to make those suggestions heard.

OPEN DOOR POLICY We believe that regular, respectful communication between you and the Company ensures satisfaction for both you and Stericycle. The most important relationship is the one between you and your supervisor. As the member of management closest to you, your supervisor should be your primary source for answers to questions or problems. Our management philosophy encourages and supports this relationship and all management maintains an Open Door Policy. The Open Door Policy allows for respectful and ongoing communication between you and your supervisor without the need of a third party representation. If you have a question or problem that you cannot solve in this manner, Stericycle provides a confidential team member hotline at 800-643-0240 x3200.

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Concern Resolution “One Team. One Goal.” includes working together to value differences and resolve disagreements. It is the goal of Stericycle that team members are satisfied with their jobs and contribute to the success of our organization. Stericycle realizes that no matter how successful our efforts are in providing a harmonious work environment, team members will have questions concerning operations, policies and other actions. We encourage all Stericycle team members to bring their concerns to the attention of the company, discuss the situation openly and honestly, and to be an “active” participant in the process of identifying an effective solution to the difficulty. Listed below are the basic steps designed to assist Stericycle team members in obtaining answers and arriving at solutions to concerns. Should it be necessary to schedule a formal meeting among the parties in order to resolve the problem, this meeting will be held during non-work time. 1. The First Step The team member has an open discussion with his/her Supervisor. The Supervisor will obtain all the facts, consider the matter, and attempt to satisfactorily settle/respond to the complaint as quickly as possible. 2. The Second Step If a solution cannot be resolved with the Supervisor, the situation may be referred to the Manager for consideration. In these situations, the Manager will serve to assist the team member in completing a detailed factual review of the situation; including all events leading up to the concern, this will be used to record the exact nature of the difficulty. The Manager will review the situation and will meet with the team member and the Supervisor during a combined effort to resolve the problem. 3. The Third Step If the matter remains unresolved after it is reviewed/considered by the Manager, it shall be referred to your Team Member Experience, HR Representative or the Senior Vice President of Team Member Experience, HR. The Manager and Team Member Experience, HR will arrange a meeting and will render a decision concerning the problem. A copy of this decision will be kept on file in the Team Member Experience, HR Department. The decision of the Team Member Experience, HR Department, along with management’s will be final. In part of our Process to resolve team member concerns you may be interviewed. Team members are expected to participate in such interview. Refusal to participate may undermined our one team one goal value. Nothing in this Concern Resolution Policy is intended to create a contract of employment. Employment at Stericycle is at-will.

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General Safety Statement It is the policy of Stericycle to comply with all applicable Federal, State and Local regulations and laws. It is both Stericycle’s and your responsibility to ensure safe and healthful working conditions. Stericycle is committed to providing a safe and compliant work environment in which to work and is continually on the alert to minimize hazards. We will provide appropriate equipment, tools, training and safeguards. To further protect you, personal protective equipment (PPE) is furnished wherever necessary for safety or health reasons. Accidents are costly to Stericycle, but more importantly, they may result in injury to you and/or others. Accidents are caused - they do not just happen. It is also your responsibility to participate in an aggressive and effective accident prevention and control program. Being the most familiar with your work area and the potential hazards, you are required to report hazardous conditions to your supervisor or Safety Manager. This is essential to accident and injury prevention. Personal awareness is the key to an accident free work environment. The prevention of accidents is not someone else’s concern, it is our concern collectively. We expect each supervisor to provide a prompt and aggressive investigation of accidents and hazardous conditions to determine what corrective actions need to be taken. Each team member is, to a large degree, directly responsible for, and in control of, his/ her personal safety, both on and off the job. You must adhere to rules and regulations in order to promote individual safety and the safety of those around us. We expect each team member, from our most senior to our newest team member, to comply with these regulations at all times. Regulations and policies are designed with three main objectives: to keep you from getting injured, to avoid injuring others, and to protect our assets. To ensure that all team members understand these regulations and policies, each new team member will receive safety training before starting his/her new job and will receive refresher training in safety. All safety and environmental training is mandatory, is required by law and is essential in reminding all team members about the safe performance of their job. Unexcused absence from training could lead to disciplinary action. The price of accidents and injuries are high in human suffering and in monetary costs. They can only be reduced or stopped if you know, accept, take responsibility and fully participate in accident prevention.

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WORK RELATED VEHICLE COLLISION & INJURY/ILLNESS REPORTING If you experience a work related injury/illness or vehicle collision, you must report immediately to a supervisor or manager who will see that you receive proper attention and that the incident is promptly and properly investigated. If none of these individuals are available, you must notify Dispatch or the Safety Manager immediately to assist in providing appropriate support and in locating appropriate individuals. You must fill out an Accident and/or Injury Report and other required paperwork before the end of your shift in which an incident occurred. You must not leave your job without first reporting to your supervisor or manager. If you leave work on the day of the incident without completing the proper reports, except under emergency circumstances, it will be considered a violation of the Company Accident Policy and subject to disciplinary action.

VEHICLE COLLISION REVIEW The Safety Manager and/or Safety Committee shall investigate all vehicle collisions and make recommendations to the Manager and/or Director as to the preventability of the collision following the guidelines established in the National Safety Council’s “A Guide to Determining the Preventability of Accidents.” If found preventable, the team member may appeal only if the initial report was filled out completely and timely. Team members contesting the outcome of a review must follow the steps outlined in the Preventability Notification Form. If the review determines a collision is preventable (i.e. the team member did not do everything to prevent the collision), disciplinary action will be administered by the appropriate manager.

REPEATER POLICY This policy applies to all Stericycle DOT regulated team members operating a Company vehicle who are involved in a preventable vehicle accident. Any team member having 3 preventable vehicle accidents in a rolling 12 month period will be terminated.

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ACCIDENT INVESTIGATION PROGRAM It is Stericycle’s policy to fully investigate any accident involving Company personnel and/or vehicles in order to determine the root cause(s) and prevent recurrence. Further specifics are contained on SteriPoint under the Safety & Health Department site.

SAFETY MEETINGS Attendance at Safety meetings and other mandatory training sessions is required as part of your employment. If any team member misses a meeting and is not excused by his/ her supervisor or operations manager/transportation manager, he/she may be subject to disciplinary action.

SEAT BELT POLICY All Stericycle personnel driving or riding as passengers in Company owned, leased, or personal vehicles on Company business will utilize the vehicle safety belts (front and back) at all times. This includes all automobiles, pickup trucks, service vehicles, powered industrial trucks and commercial vehicles. This is required safety equipment and it is the law. A team member’s failure to utilize the vehicle safety belts will result in disciplinary action up to and including termination.

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DISTRACTED DRIVING POLICY

“If you are found to be in violation of a

regulation or company policy, procedure, or practice you

will be subject to

disciplinary action

up to and including termination”

Driving is an important part of many of our jobs, whether driving your own vehicle on Company business or a Company owned, rented, or leased vehicle, and requires your full attention. Your safety and the safety of all Stericycle team members is vitally important. The use of wireless communication devices such as mobile phones (e.g. cell/smart phones), PDAs or laptops while driving is a very dangerous distraction and has led to a significant number of motor vehicle accidents. To ensure your safety and the safety of others, Stericycle policy requires that for all team members other than DOT regulated drivers, all wireless communication devices (except for hands-free devices that allow two-hands on the wheel) be used while the vehicle is parked and out of traffic. The use of a mobile phone in the “speaker” mode while held in one hand is not hands-free. In addition, texting is strictly prohibited when operating a Company vehicle or your personal vehicle while on Company business. The Company has more strict requirements for DOT regulated drivers to include a strict prohibition (except for emergencies) of any wireless communication device (including Bluetooth enabled devices) unless the driver is legally parked in an appropriate safe location or safe haven off the roadway. Additional specifics can be found on Steripoint or by contacting your supervisor or Safety Manager.

CORRECTIVE DISCIPLINARY ACTION POLICY FOR SAFETY VIOLATIONS All work related accidents and injuries/illnesses are investigated. If you are found to be in violation of a regulation or company policy, procedure or practice, you will be subject to disciplinary action, up to and including termination, even for a first offense. For additional information about specific policies and recommendations for improvements please contact your Supervisor or your Safety Manager.

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Acknowledgement of Receipt of Team Member Handbook I acknowledge receipt of my copy of the Stericycle Communication Solutions Team Member Handbook and understand that it is my responsibility to know and abide by its contents. I also understand that my employment with Stericycle is at-will. As an at-will team member, either Stericycle or I may terminate my employment at any time and for any reason. No representative of Stericycle, other than the Company’s CEO, COO, CFO or Senior Vice President of Team Member Experience, HR has any authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to this policy manual. Any such employment agreement for a specified period of time and/or contrary to this policy manual, must be in writing and signed by the Company’s CEO, CFO, COO or Senior Vice President of Team Member Experience, HR. This copy of the Stericycle Communication Solutions Team Member Handbook supersedes any and all previously published editions. Stericycle reserves the rights to modify, revoke, suspend, terminate or change at any time the terms of this Team Member Handbook. I also understand that the falsification of any records or failure to disclose errors in my record as soon as I become aware of them, including but not limited to employment applications and timekeeping records, is cause for immediate termination of my employment.

I, _________________________________, acknowledge that I have been given a (Print Name) copy of the Stericycle Communication Solutions Team Member Handbook,

Signed: __________________________________ (Team member’s signature)

______________ (Date Signed)

Signed: __________________________________ (Witness’ signature)

______________ (Date Signed)

__________________________________ (Witness’ title)

Location: ___________________________________________ Please sign and return this form to Team Member Experience, HR 51

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