WORK-FROM-HOME TERMS AND CONDITIONS

SWBC agrees that Employee may be assigned to perform his or her services for the Company at his or her home
location on a rotating basis, continual basis, or for a limited period of time as designated by management, and
in exchange for Company’s agreement to allow this work-from-home arrangement, Employee acknowledges
and agrees to the following terms and conditions.
1. All employees are required to review and electronically acknowledge this agreement, regardless of
their assigned work location, in the event an employee is requested to work from home for any period
of time.
2. This Agreement does not in any way constitute an agreement to employ Employee for any definite
period of time, or otherwise alter the at-will employment relationship. Employment remains subject
to all SWBC Corporate Policies and all performance standards as determined by Employee’s supervisor
and SWBC. This Agreement replaces and supersedes any prior discussion or agreement about work-
from-home terms and conditions.
3. Employee must confirm that there is a dedicated workspace that is quiet, professional, and private to
protect client/customer/borrower data. This may require space with a door that can be closed during
working hours.
4. Employee’s dedicated workspace must be free from background noise or other noise in the home
including pets, children, etc. Working from home is not a substitute for dependent care (e.g. childcare
or care for other dependents). Arrangements must be made for dependent care, so it does not
interfere with Employee’s duties and responsibilities.
5. Employee acknowledges that he or she may be required to participate in work-related meetings
through a video conference, and employee will ensure a professional appearance during such video
meetings. Professionalism is critical and clients/customers/borrowers should not hear household
noises during Employee’s interactions on the phone or video conference.
6. Employees are not permitted to hold business visits or in-person meetings on behalf of the Company
with customers, vendors, sponsors, members, professional colleagues or co-workers at the
employee’s work-from-home site. Any exceptions must have prior approval by SWBC Senior
Management.
7. Employee’s work-from-home area must be at his or her primary home address. Any exceptions to
Employee’s work-from-home area or requests to relocate Employee’s home address more than 25
miles outside of the county of Employee’s current residence must be preapproved by management. In
the circumstances of a personal move to another state, Employee must have management’s prior
approval to continue or transfer to a full-time work-from-home status. Employee’s work-from-home
location must be located in the United States, and Employee must update any changes to his or her
home address in Workday.
8. It may become necessary for an Employee designated to work either on a rotating or continual work-
from-home status to transition to an in office only schedule upon short notice.
9. In the event a meeting is scheduled on a day Employee would normally work from home, he or she
may be required to come to the office for the meeting.
10. If at any point an Employee assigned to rotating work-from-home status prefers to work solely in the
office, he or she must contact his or her supervisor to coordinate a return to the workplace. Once the
decision to work in office is made, Employee will need to re-apply for work-from-home status if
circumstances change.
11. Management determines if a rotating Employee will be assigned a workstation in the office. In
situations where a workstation is not assigned, Employee will use a hoteling workstation, available
on a first come, first serve basis.
12. Employee must comply with Corporate Policies regarding Personal Appearance when working in the
office. In addition, Employee must comply with SWBC’s Parking Garage Rules and Regulations for
parking privileges on SWBC premises, where applicable, including registering vehicles with the building
and displaying an appropriate parking decal.
13. Employees will be expected to ensure the protection of Company’s Confidential Information and trade
secrets, in addition to the protection of confidential or proprietary client/customer/borrower
information while working from home. Company equipment and material shall be secure and locked
while unattended. When working from home, Employee may not work in public places like coffee
shops or other public areas with internet access. In order to protect
Company/client/customer/borrower data, the work environment and internet access point must be
secure and trusted at Employee’s primary home address within the United States.
14. Employee agrees to report any observed or suspected security weakness, event, or incident to the
Information Technology (IT) Service Desk immediately. Employees disabling, defeating, or attempting
to disable or defeat security controls without authorization are subject to termination and
prosecution.
15. Working from home is not a substitute for submitting time off, and Employee must follow the
Corporate Policies related to Time and Attendance. Employee is expected to work according to his or
her normal work schedule and to be available during normal business hours unless different
arrangements are made with prior approval by Employee’s supervisor. Non-exempt employees must
follow normal time keeping procedures and must report all hours worked while working from home.
Non-exempt employees may not answer phone calls or emails while off-the-clock, including during
meal and rest breaks. Non-exempt employees must obtain supervisor approval prior to working
overtime.
16. If applicable, occurrences will be tracked according to the attendance policy. It should be noted that
when the offices are closed due to weather or other Business Continuity events, Employee is expected
to work their normal schedule from their home.
17. Office supplies should be coordinated with Employee’s management team. Company may reimburse
Employee for reasonable and necessary business expenses and office supplies, subject to prior SWBC
approval and submission of appropriate documentation.
18. SWBC is not responsible for costs associated with any home remodeling, furniture or lighting changes,
nor for repairs or modifications to the home office space. SWBC is not responsible for any portion of
utility bills for Employee’s residence or internet access, as allowed by state law. Further, SWBC is not
responsible for any employee tax reporting related to Employee’s individual tax returns, including any
representations related to maintaining a home office. Employee is encouraged to consult with his or
her personal tax consultant or accountant, at Employee’s expense, regarding such tax matters.
19. SWBC will provide Employee with standard IT equipment necessary to fulfill his or her job duties,
including a laptop computer, thin client (VDI Box), or desktop computer and monitor. Employees who
are assigned a rotating work-from-home status will use a company provided laptop at home and while

Rev 6/10/2022
 working in the office. Employee acknowledges that this equipment is and remains solely the property
of the Company, and in accordance with any applicable Employment Agreement and Company
policies, Employee shall immediately return all Company property upon SWBC’s request. Employee
may be responsible to reimburse Company for the cost of any equipment that is not returned at the
end of employment. To the extent permissible by law, costs for damaged or unreturned property may
be deducted from Employees’ final paycheck or other amounts owed to Employee. SWBC will mail
boxes to Employee’s home address to return equipment, or Employee may be allowed to drop off
equipment at a Company location in certain circumstances. Alternatively, the replacement value of
the items an employee declines to return may be included as taxable income on the Employee’s form
W2.
20. Employee agrees to take reasonable precautions to protect SWBC equipment from theft, damage, or
misuse. Further, Employee shall be responsible for compliance with all of SWBC’s Information Security
policies and procedures. All use of the Company’s owned or controlled information systems,
information and data, and access to Company owned or controlled devices should comply with the
Company’s Corporate Policies, including, but not limited to: Confidentiality, Corporate
Communications, Discrimination, Harassment, and Retaliation Prevention, HIPAA, Information
Security, Acceptable Use, Access Control, Information Protection, Mobile Devices, Physical and
Environment Security, Protection from Malware, Security Event and Weakness Reporting, Software
Control, Personal Searches, Social Media, and Standards of Conduct.
21. In order for Employee to be fully effective from home and provide quality service to our clients,
Employee will be required to maintain a secure home network environment following reasonable best
practices recommended by the information security team. This includes using WPA2 (Wi-Fi Protected
Access 2) security for wireless network connections and using wired connections where practicable to
maximize security, internet bandwidth, and service performance. This may require a minimum
internet connection of 50 mbps. Employee should discuss specific internet requirements for their
position with management. The use of hotspots, tethering from a mobile phone, dial-up, or line of
sight internet providers are not allowed.
a. At management’s request Employee will need to show proof of their monthly bill or internet
order to verify internet connectivity to ensure Employee is meeting the minimum
requirement.
b. Should Employee have continued issues with internet speeds, outages, etc., Employee will be
required to return to the office or resign from their position.
22. If Employee assigned to a rotating work-from-home status has an internet outage, he or she will be
required to report to the office. If an Employee is unable to report to the office during an outage, he
or she may be subject to the attendance policy and/or required to use vacation/personal time.
Personal internet outages that cause issues with meeting performance expectations will be addressed
on a case-by-case basis, taking into account the frequency of such personal internet outages and the
overall performance of the Employee.
23. SWBC will be responsible for any applicable work-related injuries in accordance with the applicable
Workers’ Compensation laws of Employee’s state of residence, however, unless otherwise required
by law, SWBC’s liability is limited to injuries received resulting directly from Employee’s performance
of work for SWBC and only if the injury occurs in Employee’s designated home office work area. In all
other instances, Employee shall release SWBC and its subsidiaries from any and all liability and shall
further indemnify, defend, and hold harmless SWBC and its subsidiaries from any claim, demand, or
liability, and from any loss, cost, damage, or expense, including but not limited to attorneys’ fees and
courts costs, which may be asserted against, imposed upon, or suffered by SWBC as a result of or in
connection with Employee’s acts which are outside the scope of Employee’s employment.

Rev 6/10/2022