Run: Pet at Work and Service Animal Policy

This policy establishes when pets may be permitted in the workplace, how service animals are handled, and the rules for designated pet-friendly zones. The Company maintains this policy to support workplace safety, hygiene, productivity, respect for employees and visitors, and compliance with applicable disability accommodation laws.

This policy applies to all employees, contractors, interns, temporary workers, visitors, and other individuals present at Company-controlled workplaces, including offices, shared workspaces, and designated event spaces. This policy does **not** limit rights protected by the National Labor Relations Act (NLRA) Section 7, applicable disability laws, or other protected activity. Where state or local law provides greater protection, the more protective rule applies. **California employees:** service animal and support animal requests must be evaluated under applicable California law, including any state-specific workplace accommodation requirements.

For purposes of this policy: - **Service animals** are permitted when required by law as a reasonable accommodation. - A service animal request will be handled through the Company’s **interactive process** and may require limited, lawful documentation where permitted. - Pets are not service animals and are allowed only in approved circumstances. - The Company will not request documentation or proof that is prohibited by law, and it will not impose rules that interfere with an employee’s right to seek a reasonable accommodation. This policy is intended to be consistent with the ADA, EEOC guidance, and any applicable state or local disability accommodation requirements.

1. **Service animals:** Employees and applicants with disabilities may request access for a service animal as a reasonable accommodation. The Company will engage in a good-faith interactive process to determine whether the animal can be accommodated without undue hardship or direct threat that cannot be mitigated. 2. **Pets:** Pets are allowed only in designated pet-friendly zones and only when approved in advance by HR or another designated policy holder. Approval may be limited, time-bound, revoked, or conditioned on behavior, safety, or hygiene concerns. 3. **No entitlement to pet access:** This policy does not create a right for any employee to bring a pet to work. The Company may deny or withdraw pet access at any time for operational, safety, allergy, sanitation, customer-facing, or conduct-related reasons. 4. **Workplace conduct:** Animals must not disrupt work, create a hazard, damage property, or interfere with the rights or comfort of others.

**A. Requesting service animal access** 1. The employee should submit a request to HR or the designated policy holder as soon as the need is known. 2. HR will begin the interactive process and may request information necessary to evaluate the accommodation consistent with applicable law. 3. HR will document the request, the evaluation, any approved conditions, and any follow-up review dates. **B. Requesting pet access** 1. The employee must obtain written approval before bringing a pet to the workplace. 2. Approval must identify the animal, approved dates/times, designated zone, and any restrictions. 3. The employee must confirm that the animal is vaccinated, licensed if required by law, house-trained, and free from aggressive behavior. **C. Designated pet-friendly zones** 1. Only approved animals may enter designated pet-friendly zones. 2. Pet-friendly zones must be clearly marked and may exclude conference rooms, kitchens, restrooms, production areas, laboratories, and customer-facing areas. 3. The Company may modify or close a zone at any time based on safety, sanitation, business needs, or complaints. **D. Removal of animals** 1. The Company may require immediate removal of any animal that is disruptive, aggressive, unclean, ill, or not under control. 2. Repeated violations may result in suspension or revocation of pet privileges and/or corrective action.

Employees who bring an approved pet or service animal to work must: - Maintain control of the animal at all times. - Keep the animal leashed, crated, or otherwise restrained unless doing so interferes with the service animal’s work or is otherwise prohibited by law. - Clean up and dispose of waste immediately. - Prevent barking, biting, scratching, roaming, or other disruptive behavior. - Ensure the animal does not enter restricted areas. - Pay for any damage caused by the animal, subject to applicable law. - Notify HR promptly if the animal’s status, behavior, or accommodation needs change. Managers must route accommodation questions to HR and must not make unilateral decisions about disability-related requests.

Animals are not permitted in areas where their presence would create a health, safety, sanitation, or regulatory concern, including food preparation areas, sterile environments, laboratories, or other restricted spaces. The Company may consider allergies, phobias, and competing accommodation needs through an individualized assessment and may implement measures such as seating changes, scheduling adjustments, or alternate work arrangements where appropriate. The Company will apply this policy in a manner consistent with the OSHA general duty clause and applicable state and local health and safety requirements.

Violations of this policy may result in removal of the animal from the premises, suspension or revocation of pet privileges, documented warning, PIP where performance or conduct issues are involved, and other corrective action up to and including termination of employment, subject to applicable law and any required interactive process for disability-related requests. Nothing in this policy limits rights under the NLRA, FMLA, ADA, Title VII, the FLSA, or any applicable state or local law.

This policy will be reviewed at least annually and updated as needed to reflect operational changes, legal developments, and jurisdiction-specific requirements. Any revisions must be approved by HR, Legal, or the designated policy holder before publication.