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PDS Tech Anti-Harassment Policy

ANTI-HARASSMENT STATEMENT

We expect all employees, including all members of management, to treat other employees and individuals in a courteous and professional
manner. PDS Tech, Inc. (“PDS” or the “Company”) prohibits its employees from harassing any other employee or anyone else that the
employee encounters through PDS work (including, for example, vendors or visitors). PDS also does not tolerate harassment of its employees
by clients or visitors to its facilities, such as vendors. Such harassment is not only prohibited by PDS – it also may be unlawful when it is based
on gender, race, age, religion, or other traits that are protected by an applicable anti-discrimination law.

IDENTIFYING PROHIBITED HARASSMENT

Harassment is any behavior directed at any person or group of people that makes them feel uncomfortable, intimidated or threatened in any
way. Prohibited harassment may include, but is not limited to:

• Assault,
• Slurs, derogatory comments, unwelcome jokes, or teasing,
• Posting, displaying, or distributing offensive photos, drawings, e-mails or other materials, or
• Other unwelcome verbal or physical conduct that unreasonably interferes with job performance or creates an intimidating, hostile or
offensive environment.

As part of its Anti-Harassment Policy, PDS prohibits employees from engaging in sexual harassment of any other employee or anyone else that
the employee encounters through Company work (including, for example, clients, vendors or visitors). PDS also does not tolerate sexual
harassment of its employees by clients or visitors to its facilities. Unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of sexual nature constitute sexual harassment when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
• Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating,
hostile, or offensive working environment.

Examples of conduct that may constitute sexual harassment include:

• Unwelcome sexual advances,

• Propositions or requests for sexual favors,
• Repeated unwelcome requests for dates,
• Off-colored jokes or innuendos,
• Obscene, lewd or suggestive language,
• Sexually orientated or provocative remarks (including questions, comments, or gossip about sexual conduct, experiences, prowess, or
deficiencies),
• Derogatory comments based on gender,
• Inappropriate or sexually suggestive touching, such as grabbing, groping, fondling, kissing, brushing up against another’s body,
stroking someone’s hair, or rubbing or massaging someone’s neck or shoulders,
• Posting, displaying, or distributing any sexually orientated, sexually explicit, or demeaning materials (such as posters, calendars,
photographs, e-mails, etc.),
• Standing too close, leering, staring or stalking, or
• Other verbal or physical conduct that is of a sexual nature or that is based on gender.

Prohibited sexual harassment also includes any effort by a person to use his or her position or authority to control, influence, or affect the
career, salary, or terms or conditions of employment of an employee or prospective employee in exchange for sexual favors.

ZERO TOLERANCE POLICY

PDS has a policy of “zero tolerance” with respect to unlawful employee harassment. Any employee who engages in prohibited harassment will
be subject to disciplinary action up to and including termination.

COMPLAINT PROCEDURE

Maintaining a harassment-free workplace requires the cooperation of all employees. It is very important for employees to report to the
Company any conduct they believe is improper under PDS’s policies against discrimination, harassment, and retaliation.

An employee who believes that he or she has witnessed or is a victim of discrimination, harassment, or retaliation must promptly report the
incident to his or her branch manager or the Director of Human Resources at the appropriate phone number listed below. If the employee feels
uncomfortable bringing the matter to any of these persons, he or she can raise the issue directly with PDS’s Head of Legal or PDS’s CEO. All
complaints will be treated with discretion and with sensitivity to the complaining employee’s concerns. All allegations of harassment will be
promptly investigated. All employees must cooperate fully in any investigation in a discrete and sensitive manner. If PDS determines that
prohibited harassment has occurred, it will take appropriate corrective action to end the harassment and to prevent it from recurring.

Reporting Phone Numbers

Branch Manager: (214) 647-9600
Director of Human Resources: 1-800-270-4737 ext. 10135
Head of Legal: 1-800-270-4737 ext. 10104
CEO: 1-800-270-4737 ext. 10106

PDS prohibits employees from retaliating against anyone who makes a good faith report of harassment or provides information in connection
with a report or investigation of harassment. Retaliation is a serious violation of this policy, and any person found to have retaliated against an
individual for reporting harassment or cooperating with an investigation will be subject to disciplinary action up to and including termination.

FALSE ACCUSATIONS

PDS recognizes that false accusations of harassment can have serious effects on innocent individuals. Anyone who is found to have made a
false accusation of harassment will be subject to discipline up to and including termination.

RESPONSIBILITY TO ENFORCE

All members of management have a responsibility to enforce our Anti-Harassment Policy. Managers' responsibilities include immediately
stopping any harassment that is observed or reported, and reporting any violations directly to the Director of Human Resources. Failure to do
so will result in disciplinary action, which may include immediate discharge.

ADDITIONAL INFORMATION

If you have any questions concerning this policy, or for further information regarding its operation and scope, please contact your branch or
the Company Director of Human Resources.

I have read the PDS TECH ANTI-HARASSMENT POLICY carefully and I understand and agree to abide by them.

Your Initials: ___________ Date: ___________

Revised Feb. 2020