Standards of Conduct Policy

GoBrands, Inc. (together with its subsidiaries and affiliates, “​goPuff​” or the “​Company​”) has developed
this Standards of Conduct Policy (the “​Policy​”) to protect the Company and its employees, driver partners,
and customers and to ensure that the rights of all such parties are respected. This Policy supplements the
policies set forth in the Company’s Official Handbook (the “​Employee Handbook​”).

Standards of Conduct
Conduct that may be disruptive, unproductive, unethical, or illegal will not be tolerated. Violations of this
Policy may lead to corrective or disciplinary action, up to and including discharge, depending on the
circumstances of the individual case. The following is a non-exhaustive list of conduct that may violate
this Policy:

● Removing goPuff property from the premises without authorization.

● Stealing or attempting to steal Company or employee property.

● Being habitually tardy or absent.

● Fighting on goPuff property at any time.

● Making threatening remarks (written or verbal).

● Engaging in aggressive or hostile acts such as shouting, using profanity, throwing objects at
another person, or intentionally damaging Company or employee property.

● Bullying, intimidating, or harassing another person, including, but not limited to, sexual
harassment or behavior that otherwise creates a hostile work environment.

● Engaging in behavior that causes another person emotional distress or creates a reasonable fear
of injury.

● Being under the influence of intoxicating substances on goPuff property at any time.

● Being insubordinate.

● Using or abusing Company time, property, materials, or equipment without authorization.

● Engaging in willful and careless behavior resulting in the loss of merchandise or other Company
property.

● Bringing dangerous or unauthorized weapons onto Company premises.

● Being absent from work without authorization during scheduled work hours.

● Defacing goPuff property.

● Engaging in criminal activity.

● Violating or abusing goPuff policies.

 ● Neglecting job duties.

Reporting ​Violations
goPuff is committed to enforcing this Policy and to maintaining high standards of professional conduct.
However, the effectiveness of our efforts depends largely on employees telling us about inappropriate
workplace conduct. ​You have a duty to report possible violations of this Policy, the Employee Handbook,
the law or other goPuff policies (collectively, “​Violations​”) and to assist goPuff in preventing and
addressing any such Violations. You are also expected to cooperate fully with goPuff or governmental
authorities in any investigation of alleged Violations.

If you witness or are subjected to any Violations, you must promptly report such conduct (either verbally
or in writing) to your direct supervisor or, if the conduct involves your direct supervisor, to the next level
above your direct supervisor. Your report should be as detailed as possible, including the names of all
individuals involved and any witnesses. The Company will directly and thoroughly investigate the facts
and circumstances of all alleged Violations and will take prompt corrective action, as it deems
appropriate.

If you witness a violent act or become aware of an imminent violent act or threat of an imminent violent
act, immediately contact appropriate law enforcement then contact your direct supervisor.

No Retaliation
No one will be subject to, and goPuff prohibits, any form of discipline, reprisal, intimidation or retaliation
for good faith reporting of Violations of any kind or cooperating in related investigations.

Modifications
This Policy may be changed or amended from time to time at the discretion of goPuff. Where any
applicable law imposes requirements in conflict with or in addition to the provisions of this Policy or its
enforcement, such law will govern for applicable employees, and the Policy will be enforced in a manner
consistent with such laws. ​This policy is not intended to restrict communications or actions protected or
required by state or federal law

Certification
You will be asked periodically to certify that you have read and understand this Policy and your
obligations. This Policy is not a contract of employment and does not alter the at-will status of your
employment. The employment of all at-will employees may be terminated at any time, with or without
cause, so long as such action does not violate applicable law.