SALESFORCE GLOBAL EMPLOYEE HANDBOOK

EFFECTIVE DATE: February 1, 2022

Salesforce Global Employee Handbook

(February 1, 2022)
Welcome from Brent Hyder, President and Chief People Officer
We’re thrilled that you have joined us at Salesforce. Together, as Trailblazers — pioneers, innovators,
and lifelong learners -- we are creating groundbreaking products, transforming technology, giving
back to our communities, and making the world a better place.

At Salesforce, we’re passionate about creating a culture where we can all make the biggest impact,
within our company and our communities. That passion fuels our commitment to driving progress for
public education in our communities, advocating for equal rights, pay, education and opportunity,
and protecting our planet for future generations.

Every day we live and breathe the four core values that unite us and make us uniquely Salesforce –
Trust, Customer Success, Innovation, and Equality. This employee handbook is the first step to
understanding how we uphold our values in order to build and maintain our incredible culture.

I can’t wait to see the exciting contributions you will continue to make as you add your own chapters
to the Salesforce story — because it’s your passion, dedication, and hard work that will lead us into
the future. And I know the best is yet to come!

Brent Hyder

President and Chief People Officer

Salesforce Global Employee Handbook

(February 1, 2022)
Key Information About the Global Employee Handbook + Acknowledgement for New
Hires
Our Employee Handbook Is Easy to Use

Salesforce's Global Employee Handbook is a searchable, online tool that lets you easily find each
policy in Concierge or Policyforce with links to related policies and other relevant information. For
ease of use, we call our collection of policies on Concierge or Policyforce, the “Global Employee
Handbook,” or simply the “Handbook.” All of the Handbook policies are listed in the table of contents
giving you an inventory of employment-related policies in one place.

The Employee Handbook Describes Key Policies

The policies in this Handbook supersede any prior versions of the Handbook or other policies on
these topics, whether those previous policies were communicated orally or in writing, electronically
or via hard copy. But while the Handbook describes many employee obligations and policies, it does
not describe every company, department, team, or role-based policy that might apply to you as an
employee of the company. You are responsible for familiarizing yourself with the contents of this
Handbook as soon as possible, as well as other policies, procedures, standards, and guidelines
such as those in the Code of Conduct or other materials made available to you during your
employment.

The Handbook Is Not a Contract

The policies in this Handbook are not contracts or promises; they don't confer contractual rights to
our employees or impose contractual obligations on the company.

The Policies Are Subject to Change

As the company grows and the world around us changes, Salesforce will update these policies
regularly. You should make a practice of checking Concierge or Policyforce periodically to ensure
you are familiar with the current policies, as the company retains the right, at its sole discretion, to
change, modify, add, or revoke any policy, procedure, standard, or guideline, in whole or in part, at
any time, with or without prior notice.

Refer to Concierge or Policyforce for Current Policies

The Concierge and Policyforce version of this Handbook and other policies will always be
considered current and up to date. Please remember, however, that other policies or standards may
apply to you even if they are not available on Concierge or Policyforce, and in that case you can
obtain the current version of such a policy from the relevant department, team or organizational
level. If you have questions, please contact Employee Success.

Local Laws Apply

Salesforce is regulated by different local laws in each of the jurisdictions where we operate globally.
If any of our policies conflict with a local applicable law, that law will apply. Please contact Employee
Success/Employee Relations if you have any questions about a local law.

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(February 1, 2022)
At-Will Employment Applies to U.S. and Some Non-U.S. Employees

Except for certain non-U.S. jurisdictions, the company’s employment relationship with all of its
employees is one of employment “at-will,” which means that employment may be terminated by
either the employee or the company at any time, with or without cause. If you are located outside the
U.S. and have an employment agreement, the terms of those agreements will control if there is any
conflict with the policies in this handbook. All other policies will apply.

A Handbook Addendum Is Available in Some Countries

In addition to the policies listed in the table of contents for the Handbook, an addendum or
supplement may apply to you in certain countries or states within the US. You can search Concierge
to see if there is one for the country or state in which you work. Where there is a conflict between the
country or state-specific addendum and the Handbook, the more specific addendum or supplement
will govern.

Acknowledgement For New Hires:

Salesforce provides this Global Employee Handbook and any applicable addendum to all new
hires as part of the offer process, and requires your acknowledgement of receipt and
understanding of the content.

I acknowledge that:
● I have received the Global Employee Handbook and any applicable addendum.
● I have read the policies included in the Handbook and any applicable addendum.
● I understand that I can contact Employee Success/Employee Relations with any
questions.
● I understand that the Company can change policies, procedures, standards, or
guidelines at any time.
● I should regularly check Concierge and Policyforce for any changes to Salesforce
policies, procedures, standards, and guidelines.

_______________________________________ Signature
_______________________________________ Date

Salesforce Global Employee Handbook

(February 1, 2022)
Table of Contents
Brief Summary

Information Security & Privacy

● Information Security
● Employee Privacy Notice

Work Environment

● Equal Opportunity Employment

● Open Door
● Harassment/Discrimination-Free Workplace
● Reporting Concerns
● Anti-Retaliation

Employment Practices

● Personnel Records and Confidentiality

● Health & Medical Disclosure
● Employment of Relatives and Others in a Personal Relationship
● Attendance
● Where and How We Work
● Separation of Employment
● Employment Verification/References/Inquiries
● Personal Release
● Dress Code

Performance Management & Employee Development

● Employee Job Performance

● Employee Workplace Standards

Safety & Health

● Alcohol & Drugs In The Workplace

● Smoking
● Safeguarding Property & Equipment
● Employee Access and Restricted Access Areas
● Visitor Access (Salesforce Offices)

Finance

● Business Travel & Expense Reimbursement

● Payroll
● Overpayment or Underpayment

Social Media & External Communications

● Law Enforcement and Other Legal Inquiries

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● Social Media

Salesforce Global Employee Handbook

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 Brief Summary
Please review each Policy for specific details.

Information Security & Privacy

1) Information Security : It is the responsibility of Salesforce employees to know and

uphold the company’s Information Security Management System. Employees should refer
to the Information Security Policy and supporting Security Standards to learn more about
the company’s security objectives, and to ensure the security of our intellectual property,
resources, and data.

2) Employee Privacy Notice : This privacy notice applies to all personal data we collect
or process about you in relation to your employment, and has been implemented in
accordance with the principles set forth in the Salesforce Global Controller Privacy Policy.

3) IT Mobility : The procurement of eligible devices, eligible reimbursable charges, repair

and replacements of company-issued corporate mobile devices, including any personal use
of such devices, are subject to Salesforce requirements and guidelines. Salesforce
employees should refer to the BT Policy and associated standards and guidelines for
additional details.

Work Environment

4) Equal Opportunity Employment : Salesforce is an equal opportunity employer and

maintains a policy of non-discrimination with all employees and applicants for employment.

5) Open Door : Salesforce is committed to providing an environment where employees

are free to communicate openly and honestly with management about concerns.

6) Harassment/Discrimination-Free Workplace : Salesforce prohibits discrimination,

harassment, and other improper conduct.

7) Reporting Concerns : Any conduct related to discrimination, harassment, bullying, or

any other conduct that violates Salesforce's policies should be reported.

8) Anti-Retaliation : Salesforce strictly prohibits retaliation against an employee who

makes a complaint, raises a concern, provides information or helps in an investigation or
proceeding when it comes to conduct that any Salesforce employee believes to be a
violation.

Employment Practices

9) Personnel Records and Confidentiality : Salesforce keeps employee records to

ensure compliance with legal obligations and to fulfill our obligations as your employer.
Anything we record with your name on it is stored in a confidential personnel record which
you can request by following the stated procedures.

10) Health & Medical Disclosure

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 11) Employment of Relatives and Others in a Personal Relationship : Salesforce
employees should refer to this policy for guidelines for conflicts of interest, nepotism, and
favoritism as related to family or personal relationships in the workplace.

12) Contingent Workers : Salesforce welcomes agency temps, consulting firm

employees, independent contractors, and non-employee interns in accordance with the
Global Contingent Worker Policy.

13) Attendance : All Salesforce employees are required to have regular and consistent
work attendance and availability.

14) Where and How We Work : Employees will typically work one of three ways at
Salesforce: Office-Based, Office-Flexible, and Home-Based. In accordance with the Cross
Border Work Policy, your team’s Flex Team Agreement also will provide clarity on living our
culture with flexibility in our work from anywhere world.

15) Separation of Employment : Salesforce employees should refer to these guidelines

related to voluntary and involuntary terminations.

16) Employment Verification/References/Inquiries : Salesforce employees should refer

to these requirements regarding employment verification requests and inquiries.

17) Outside Business Activities : Salesforce employees should refer to the following
Policy and Guideline for clarity on outside business activities.

18) Personal Release : Salesforce employees can access the SFDC Personal Release
statement here.

19) Dress Code : Salesforce is committed to ensuring a safe and inclusive workplace
where employees can bring their authentic selves to work. Please refer to the Dress Code
for additional guidelines and information.

Performance Management & Employee Development

20) Employee Job Performance : To help our Salesforce family succeed, Salesforce has
tools and guidelines related to job performance and corrective actions.

21) Employee Workplace Standards : Salesforce employees are responsible for

complying with the stated workplace standards in order to foster an environment of
professional behavior, integrity, trust, good business judgement, and a culture of mutual
respect – all of which are expected from every employee.

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Safety & Health

22) Security and Safety : To ensure a secure, healthy, and safe work environment, the
Salesforce Security and Safety Policy communicates management's intent, guidance, and
direction for the protection of the Salesforce family and are supported by standards and
controls detailing the specific requirements that must be met. Salesforce employees should
also refer to the Violence Free Workplace Policy , which includes the Weapons Free
Workplace standard .

23) Alcohol & Drugs In The Workplace : Salesforce maintains a strict global policy
against the use of drugs and/or alcohol in the workplace.

24) Smoking : Smoking or use of smoking products is not allowed in any Salesforce
building or while on video if you are performing work or appearing for the Company regardless
of your location.

25) Health and Safety : Salesforce is committed to providing a healthy and safe work
environment to our employees, contractors and visitors. All employees are expected to
comply with Salesforce safety requirements and should refer to the Health and Safety
Policy and associated standards.

26) Safeguarding Property & Equipment: All Salesforce employees are responsible for
keeping our common areas, equipment, and assets secure.

27) Employee Access and Restricted Access Areas : Salesforce employees and
contractors who need access to Salesforce facilities are required to have their Salesforce-
issued access badge on them at all times while on Salesforce property.

28) Visitor Access (Salesforce Offices) : All visitors must follow the defined
requirements and procedures the entire time they are in Salesforce access-controlled
spaces.

Finance

29) Business Travel & Expense Reimbursement : Salesforce employees must follow
the stated standards related to booking travel, business expenses, reimbursement and
non-employee travel. Please also refer to the Global Travel and Expense Policy.

30) Corporate Authorizations : To ensure expenditures for goods, services, and real
estate by Salesforce are approved and contracted for in the company’s overall best
interests, Salesforce employees must refer to the spend approvals matrices in the
Corporate Authorization Policy.

31) Payroll : Salesforce employees should refer to these procedures and information
related to withholding, timesheets, and global payroll.

32) Overpayment or Underpayment : Salesforce employees are responsible for notifying

Payroll of any errors in compensation.

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 33) Global Purchasing : Any purchase of goods or services made for Salesforce business
purposes must be in accordance with the Global Purchasing Policy and associated
standards and guidelines.

Social Media & External Communications

34) Media/Analyst Inquiries : Only certified or approved authorities should speak about
Salesforce outside of Salesforce. Salesforce employees should follow the Global
Communications Policy for any media and analyst inquiries.

35) Law Enforcement and Other Legal Inquiries : Salesforce employees are required to
notify the Legal Department if contacted with regards to a subpoena, warrant, or any other
legal communication, demand, notice or inquiry.

36) Social Media : Salesforce employees are required to follow these guidelines when
posting online about Salesforce or anything related to your work.

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Information Security
The Information Security Standards that support the Information Security Policy can be found on the
MetricStream M7 tile on Aloha. While all standards are enterprise-wide and must be followed by all
employees throughout your employment, certain standards may be more relevant depending on
your specific job duties (that may change) and the specific Use Case. The table below provides a list
of the standards that all Salesforce employees must be familiar with, regardless of their role.
However, Salesforce employees are responsible for knowing and following all Security Standards.

The Use Case Scenarios page should be used to help identify additional standards that are relevant
for your role.

Acceptable Use Will help you understand what is acceptable when using
Salesforce systems, data, tools, or facilities

Device and Media Will help you understand how you are expected to handle
Handling any type of media which contain, or could contain,
Salesforce business or customer data

Mobile Device Security Will help you understand security requirements for your
mobile devices

Data Classification Will help you understand how data is classified and
protected

Remote Access Will provide you the requirements for remote access to
organizational information systems by users communicating
through external networks (e.g., the Internet) - (Sections
6,7,8)

Protecting Information Will help you understand what you are expected to do to
When Traveling and protect devices when crossing international borders and
Working Across Country operating in countries hostile to data protection
Borders

Social Networking Will provide principles of using file-sharing services and

social media sites and applications

Incident Response Will provide you the requirements for reporting and
managing security incidents - (Sections 1 and 2)

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 All employees are required to report any known or suspected
security incidents, or known or suspected weaknesses in BT
or Production Systems, to the Computer Security Incident
Response Team (CSIRT) by emailing
[email protected] or calling +1-415-536-5230.
Physical Security issues must be reported to the GO Center
by emailing [email protected] or by calling +1-650-
653-4600.

Questions

Please email [email protected] or ask a question on the #ask-grc Slack channel for
questions on the Policy or standards.

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(February 1, 2022)
Employee Privacy Notice
At Salesforce, Trust is our #1 value. We extend this value not just to our customers, but to you and
our entire Salesforce family. We are committed to protecting your personal data, as well as
achieving and maintaining your Trust in how we collect, process and handle that data. Protecting
your privacy is very important to us, and central to the entire Salesforce family.

This privacy notice applies to all personal data we collect or process about you in relation to your
employment (regardless of whether you are a full time employee, a part time employee, a temporary
employee, or an intern). Personal data is information, or a combination of pieces of information, that
alone or in combination with other information could reasonably allow you to be identified.

This privacy notice has been drafted and implemented in accordance with the principles set forth in
the Salesforce Global Controller Privacy Policy (VPN required), and describes how Salesforce, Inc.,
and its affiliates (“we”, ”us”, or “Salesforce”) collect and process your personal data, how we use and
protect this data, when and how we may share this data, and your rights in relation to this data.

Salesforce (and each of its affiliates) is the controller responsible for the personal data we collect
and process. A list of Salesforce’s affiliates can be found in the List of Subsidiaries section of
Salesforce’s most recent Form 10-K, available under the SEC Filings tab by selecting the “Annual
Filings” filter on the page located here.

For requests of access to employee personal data, please review the HR Data Handling Standard
and this Concierge article.

For information related to the data collection as part of the COVID-19 pandemic, please see the
appendix at the end of this Employee Privacy Notice.

If you reside in the People’s Republic of China, your personal data will be processed in accordance
with the Employee Privacy Notice for China. If you require a copy of the Employee Privacy Notice
for China, please reach out to the Privacy team at [email protected].

1. PERSONAL DATA WE COLLECT

We will collect your personal data from you directly, from other sources and in the course of your
employment with us.

1.1 Data we collect directly from you

The categories of data that we collect directly from you include:

● Identifiers:
○ personal (e.g., name, date of birth) and contact details (e.g. phone number, email
address, postal address, mobile number).
○ information about family and dependents (including children) (e.g., for emergency
contact purposes, for benefits, for tax withholdings or for global mobility purposes
including visa information).

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 ○ citizenship or immigration information (e.g., passport details, driver’s license
information, government identification number, citizenship or immigration status).
● Visual and Biometric Information:
○ photographs, videos and/or biometric data (the latter only where required for security
purposes where necessary for the role).
● Professional, Financial and Educational Information:
○ educational details (e.g., educational history, qualifications, certifications, skills) and
job history (e.g. previous employment, roles, performance history).
○ employment and compensation information (e.g., bank account details, payroll
information, employee benefits, tax information, equity plan participation).
○ financial information (e.g. credit card or debit card information) where submitted
voluntarily or incidentally through the course of employment.
● Characteristics:
○ data for diversity monitoring, where allowed by law (e.g., race, ethnicity, gender,
sexual orientation, veteran status and/or disability).
○ data about your personality traits and characteristics, where voluntarily submitted.
● Health Information:
○ information about physical or mental health or disabilities (e.g., information you
provide when requesting an accommodation, for a health-related leave of absence or
when seeking assistance with the processing of an insurance claim).
● Internet Activity Information:
○ information submitted through voluntary surveys or assessments (e.g., Employee
Survey).
○ any other personal information or data voluntarily disclosed (e.g., over email, Slack,
data repositories, etc.).

1.2 Data we collect from other sources or that is generated in the course of
your employment

We may collect the following data about you from other sources:

● Employment-Related Information:
○ background check data from employment screening agencies or publicly available
registers (as allowed by local laws).
● Internet Activity Information:
○ publicly available information from websites or social media (e.g. LinkedIn, in an
employee’s capacity as a Social Ambassador).
● Professional Information:
○ information from professional or regulatory bodies (e.g. certifications or disciplinary
actions).
● Health Information:
○ aggregated health or claims data from external service providers (e.g. insurance
companies or other companies that help administer our employee benefits and
programs).

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We may also collect other data about you which is generated or created during the course of your
employment with us and may be personally identifying. This data includes:

● Employment-Related Information:
○ appraisals, performance assessments, agreements, or acknowledgements (e.g.,
through reviews or through agreement to our policies, including employee
handbooks, ethics and/or conflicts of interest policies and computer and other
corporate resource usage policies).
○ information related to training, development or succession planning (e.g., which
Trailhead courses you have completed).
○ your employee profile, including salary, bonus, commission, and stock history (e.g.
within Workday).
○ if identified as part of a complaint or whistleblowing allegation, personal details
related to that complaint.
● Audio and Video Information; Characteristics:
○ details of or the history of our relationship with you (e.g., clothing sizes, photographs,
videos, physical limitations and special needs).
○ location data, travel information or related information captured for security purposes
(e.g., video surveillance monitoring, badge monitoring) or for general business
purposes (e.g., booking flights, management of your expenses and corporate credit
card).
● Internet Activity Information:
○ employee technology-related data (e.g., access and usage of Salesforce mobile
devices and services, voicemails, e-mails, correspondence, documents, and other
work product and communications created, stored or transmitted using our services,
networks, applications, devices, computers or communications equipment, logs and
metadata).
○ usage data (e.g., information that may include personal data that is gathered or
entered as part of an employee’s use of the Salesforce websites, including intranets
and employee-focused services).
○ cookie data (e.g., personal data collected via Salesforce’s website cookies, used to
assess and improve the functionality of our websites, as well as for advertising,
security, and analytics purposes (with consent from employees where required by
applicable data protection laws)). For more information on Salesforce’s use of
cookies, please see our online Privacy Statement.
○ personal data collected and processed when tickets or reports regarding employment
or corporate matters are logged.

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1.3 Sensitive personal data

We may also collect sensitive data about you, as permitted or required by local laws. Sensitive data
is personal data that may have special protection under certain data protection laws. We consider
the following categories of data as sensitive data that we collect for the following reasons, to the
extent legally allowed or for the purposes of complying with local laws:

● information about your race, ethnic origin, religion, sexual orientation, veteran status or
disability, used for diversity monitoring purposes or for compliance with applicable laws.
● biometric information used for identification, background check or security purposes.
● your health or disability information, used to administer sick pay, to monitor and manage
sickness or health-related absence, to provide occupational health support, to assess
requests for accommodation of a disability, to provide a safe and secure workplace and to
administer insurance benefits.
● your trade union, works council membership or employee representative status.
● any of the aforementioned, in addition to any information about political opinions or religious
or philosophical beliefs, where you choose to voluntarily disclose this information.

If we request your consent to collect sensitive data about you, you have the right to withdraw that
consent at any time by contacting us at [email protected] (not all the categories mentioned
above require your consent).

2. HOW WE USE YOUR PERSONAL DATA AND THE BASIS

ON WHICH WE USE IT
We use your personal data for specific, necessary reasons to interact with you, to carry out our
business operations, and to satisfy our legal obligations. We aim to explain our use of your personal
data. For example, we use your personal data to:

● carry out and support human resources administration, including training, payroll
administration, insurance or other benefits administration, succession planning, reporting and
management for planning and analytics.
● conduct internal and external audits and investigations, and resolve employee disciplinary or
grievance issues.
● administer expense and travel reimbursements and monitor compliance with related policies.
● carry out performance assessments, promotion assessments, compensation reviews,
research surveys, and talent development.
● comply with legal obligations to which we are subject and cooperate with regulators and law
enforcement bodies (including as related to employment, tax and immigration laws).
● respond to your enquiries and requests.
● maintain the security of our premises, facilities, IT systems, assets, services, devices and
data.

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 ● ensure the usage of Salesforce’s IT systems in line with applicable policies.
● secure and improve our products, services and user experiences when using our products
and services, including through tracking and analysis of usage of our products and services
(e.g., we may use this information to understand and analyze trends or track which of our
features are used most often to improve the functionality of our products and services).
● develop and maintain employee resource groups.
● assess and promote equality and diversity within Salesforce.
● encourage, promote and maintain the health and wellness of our employees.
● enable volunteering, donations and matching gifts to nonprofits and other qualified
organizations.
● communicate with you and inform you about the latest news or developments within
Salesforce.

Certain data protection laws require that we have an identified legal ground(s) to process your
personal data. In most cases the legal ground will be one or more of the following:

● with your consent.

● to comply with our contractual obligations to you.
● to comply with our legal obligations (for example, obtaining proof of your right to work status
to enable us to meet relevant obligations or taxation obligations that we must comply with as
your employer).
● where permitted under applicable law, to meet our legitimate interests (for example, to
protect us against theft or other crime or to protect the safety and wellbeing of our
workforce). When we process personal data to meet our legitimate interests, we put in place
robust safeguards to ensure that your privacy or other fundamental rights and freedoms are
not overridden by our legitimate interest.
● to protect your or another person's vital interests, for example by providing your health
information to a doctor in a medical emergency.

When we are required by local law to collect certain personal data about you, your failure to provide
this data may prevent or delay the fulfillment of our legal obligations and may impact our ability to
employ you. If we ask for your consent to process your personal data, you may withdraw your
consent at any time by contacting us using the details at the end of this privacy notice.

3. YOUR RIGHTS OVER YOUR PERSONAL DATA

Depending on the laws applicable in your jurisdiction, you have certain rights regarding your
personal data. These may include the rights to:

● access your personal data;

● correct errors in your personal data;
● erase your personal data;
● restrict our use of your personal data;
● object to certain uses or processing of your personal data, such as for marketing or profiling,
certain data sharing or other processing if you have a particular concern;

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 ● to the extent we base our collection, processing, or sharing of your personal data on your
consent, to withdraw such consent at any time; and
● receive your personal data in a usable electronic format and transmit it to a third party.

If: (1) your personal information has changed and needs to be updated or corrected; or (2) if the
personal data we have about you is inaccurate, you can find guidance on how to update and/or
correct that information in Concierge. Additionally, if you wish to exercise any of your other rights
regarding your personal data, please contact the Privacy Team at
[email protected].

4. PROFILING
The way we analyse personal data for the purposes of performance reviews or employee
development may involve profiling, which means that we may process your personal data using
software that is able to evaluate your personal aspects and predict risks or outcomes.
Consequences may include, for example, sharing potential career development opportunities or
relevant training materials with you if you have expressed an interest in developing certain skills. We
do not, however, engage in any automated decision making.

5. DATA SHARING

While we do not sell or market your personal data, we may share your personal data with third
parties in limited situations, including sharing with:

● Salesforce group companies. We may share your personal data with other companies that
fall within the Salesforce group, for example for human resource management and internal
reporting purposes. If Salesforce is acquired by another company, we may share your
personal data with that company.
● Service providers, other vendors, and business partners. We may share your personal
data with our service providers, vendors, and business partners that perform business
operations for us. For example, we may partner with other companies for payroll
administration, for global workforce management and planning, for document storage
purposes, to provide insurance or other benefits to you, to process immigration paperwork, to
assist with tax filings or to manage travel and expenses.
● Nonprofits and other qualified organizations. We may share your personal data with
nonprofits and other organizations to enable volunteering, donations and matching gifts
where you have chosen to participate or donate.
● Law enforcement agency, court, regulator, government authority or other third party.
We may share your personal data with these parties if necessary to comply with a legal or
regulatory obligation, or otherwise to protect our rights, property, operations and/ or services
or similarly to protect you or third parties.

6. DATA SECURITY AND RETENTION

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Security is an integral part of our business model and we put significant resources into making sure
your data is protected. This involves technical measures (such as implementing security software)
as well as organizational measures (such as taking measures to limit access to your data to staff
who have a business purpose, as further described in our HR Data Handling Standard). These
measures are aimed at ensuring the on-going integrity and confidentiality of personal data. We
evaluate these measures on a regular basis to ensure the security of the processing.

We may keep your personal data for as long as you remain employed with us. Once our relationship
with you has come to an end, we may retain your personal data for a period of time that enables us
to:

● Provide you with any continuing benefits such as retirement benefits or insurance coverage
benefits.
● Maintain business records for commercial reasons, analysis and/or audit purposes.
● Comply with record retention requirements as required by local law or other relevant legal or
regulatory requirements.
● Enable fraud detection and prevention.
● Defend, establish, bring or pursue any existing or potential legal claims.
● Respond to any queries or complaints you may have.

We will delete your personal data after it is no longer required for these purposes. If there is any
personal data that we are unable, for technical reasons, to delete entirely from our systems, we will
ensure that appropriate measures are taken to prevent any further processing or use of the personal
data.

7. INTERNATIONAL DATA TRANSFER

Because we operate as part of a global business, we may transfer, store, or process your personal
data in a country different from where you work or reside. If you reside in the European Economic
Area (EEA) or the UK, while we may transfer, store, or process your personal data in a country that
is not regarded as ensuring an “adequate” level of protection for personal data, we have put in place
appropriate legal safeguards (such as the Standard Contractual Clauses) to ensure that your
personal data is adequately protected.

If you reside in the People’s Republic of China, we may transfer your data outside of China, in
accordance with applicable law.

8. CONTACTING US; CHANGES TO THE PRIVACY NOTICE;

AND HANDLING OF EMPLOYEE CONCERNS
8.1 Questions about Personal Data Handling or Employee Privacy Notice

If you have questions or concerns regarding the way in which your personal data has been used or
about this privacy notice, please go to the Privacy Slack channel or contact Salesforce’s Data
Protection Officer and the Privacy Team at [email protected].

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8.2 Changes to Employee Privacy Notice

We may modify or update this privacy notice from time to time. If we make a material change to this
privacy notice, we will notify you of the change.

8.3 Handling of Employee Concerns about Personal Data Processing and Privacy

We are committed to working with you to obtain a fair resolution of any complaint or concern about
privacy you may have. Please reach out to Salesforce’s Data Protection Officer (or, for India,
Grievance Officer) at [email protected]. If, however, you believe that we have not been able
to assist with your complaint or concern, you have the right to make a complaint to the local data
protection authority or regulatory body in the country from where you work. If you work or reside in a
country that is a member of the European Union or that is in the EEA, you may find the contact
details for your appropriate data protection authority on the following website.

Appendix 1 - COVID 19 and Privacy

1.1 Which information does Salesforce collect about personnel and their health situation in
connection with COVID-19?

Nothing is more important than the health and safety of our employees. In order to protect our
employees, Salesforce may process additional health data to what is stated in the body of the
Employee Privacy Notice during the period of the COVID-19 pandemic. This collection will be
subject to local laws and only on an as-needed basis.

This may include information about you, your physical and mental health, your vaccination status,
and your recent exposure to contacts with COVID-19, as well as any recent travel outside of the
course of your day to day activities.

This information may include sensitive personal data as described in Section 1.3 of the Employee
Privacy Notice.

For further details about how this data is processed and your rights in relation to this data, please
see details as set out in the body of the Employee Privacy Notice.

1.2 I have provided personal health information to Salesforce, how does Salesforce use this
information?

Salesforce will treat any employee health information confidentially and in accordance with the
Employee Privacy Notice as stated above. We may use the personal information collected with
regards to COVID-19 for the following purposes:

● To take appropriate action to protect the health and safety of you and of others. For example,
we may use information you have provided about a COVID-19 infection to determine which

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 other employees may have been exposed and whether any remediatory measures are
necessary.
● To secure our offices and minimize the risk of COVID-19 spread. For example, to determine
if it would be appropriate to grant you access to our offices or events given the risk of
spreading COVID-19.
● To ensure the physical and mental wellbeing of our employees. For example, to survey
employee sentiment and provide programs to support wellness during the pandemic.
● To administer sick pay, to monitor and manage sickness or health-related absence, to
provide occupational health support and to administer insurance benefits.
● To cooperate with legal institutions where we are required to do so. For example, where
required, to report cases of COVID-19 to local health authorities.

1.3 How will any personal data related to COVID-19 be shared internally?

Information related to COVID-19 that Salesforce collects will be kept confidential and only be shared
with the relevant teams on a need to know basis. These teams may include Employee Success
(including the Benefits Team) and Global Safety & Security (including the Health and Safety Team).
As noted in Section 5 of the Employee Privacy Notice, this information may be shared with other
companies within the Salesforce group. We may also share this information with business partners
or customers in connection with your on-site presence as required or permitted by local law

To the extent you are sharing details of any COVID-19 exposure, if any manual contact tracing is
required by the Health and Safety Team (to the extent legally allowed), your name would not be
shared when informing your contacts of their potential exposure to COVID-19.

1.4 Do I need to provide information to Salesforce about my friends and family’s health
situation?

No, you are not required to provide information about your friends’ and family’s health situation to
Salesforce. However, if you have been in close contact with someone who has tested positive for
COVID-19, you must refrain from visiting a Salesforce facility or attending a Salesforce event for
fourteen days since the exposure. If you do provide information to Salesforce about your friends’ and
family’s health situation, Salesforce will treat the information confidentially.

1.5 Is Salesforce collecting temperature data from the in-office temperature screening
kiosks?

No. Salesforce may have installed a self-service temperature screening kiosk on your office floor.
This device is for your personal use. Salesforce will not be collecting any temperature data from
these devices. However, if your temperature is above a certain threshold, we ask that you exit the
workplace and take appropriate medical action. Please also note that the device will display your
temperature, so be mindful of your surroundings to ensure your privacy.

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Equal Opportunity Employment
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all
employees and applicants for employment.

What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we
believe we can lead the path to equality in part by creating a workplace that's diverse, inclusive, and
free from discrimination.

Any employee or potential employee will be assessed on the basis of merit, competence and
qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender
expression or identity, transgender status, age, disability, veteran or marital status, or any other
classification protected by law.

This policy applies to current and prospective employees, no matter where they are in their
Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation,
promotion, benefits, training, assessment of job performance, discipline, termination, and everything
in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit.
The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall,
training, and education.

For more information, contact Employee Success. Information on how to contact Employee Success
may be found in the Reporting Concerns Policy.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

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Open Door
At Salesforce, one of our values is transparency. That means we work hard to make sure Salesforce
is a place where your voice will be heard.

What is our Open Door Policy?

Our Open Door Policy is our commitment to Salesforce employees to provide an environment where
you're free to communicate openly and honestly with management.

How does it work?

The Open Door Policy is our way of ensuring all lines of communication are open with your
manager. If you have a work-related concern, we encourage you to talk with your manager – or any
manager with whom you feel comfortable – as soon as you can so your concern can be addressed.
Once you raise a concern with your manager or another, that manager may identify other company
resources or stakeholders to involve in finding a solution.

If you're not comfortable taking that route or feel your concern still has not been resolved, you may
reach out to Employee Success. Employee Success will listen to your concern(s), pass over to
Employee Relations to start investigating if required, or point you in the right direction to make sure
your issues are addressed.

You can also report any concerns to EthicsPoint, an external reporting resource that gives you
another way to voice any concerns. Depending on the laws of where you work, you may report
issues anonymously with EthicsPoint. If you have any questions about what laws apply to anonymity
in your place of work, please reach out to the Ethics & Compliance team who will be able to provide
further guidance.

Please also refer to the Reporting Concerns policy for more information that may be of
assistance.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

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(February 1, 2022)
Harassment/Discrimination-Free Workplace
We all need to hold ourselves accountable for what we say and do to make Salesforce an inclusive,
productive, and fulfilling place to work. We expect this from everyone when it comes to interacting
with employees, customers, partners, and stakeholders.

It's your right – as an employee, contingent worker, customer, vendor, or anyone who does business
with Salesforce – to operate in a place that's free of discrimination, harassment, and unwelcome,
offensive or improper conduct. Harassment or discrimination against employees or anyone we
engage with is unacceptable – whether it's based on race, national origin, religion, caste, sex, sexual
orientation, gender expression or identity, transgender status, intersex status, disability, age, or any
other classification protected by law. Our policy — and in some instances the law — prohibits this
kind of behavior.

Who does this apply to?

This policy applies to anyone who's part of or represents Salesforce at our workplace. What's our
workplace? Salesforce offices, work from home or event venues, customer sites, team social
gatherings, business trips, Chatter, Slack or any other Salesforce activity (or any activity that is
sufficiently linked to Salesforce), during or after normal business hours.

What do harassment and discrimination include?

Harassment and discrimination can include any verbal, physical, or visual conduct based on sex,
sexual orientation, gender expression or identity, transgender status, race, age, national origin,
disability, or any other legally-protected classification listed above or protected by country, state,
provincial or local law, if:

● It explicitly or implicitly becomes part of a term or condition of your employment or

relationship with Salesforce.
● You're submitted to this kind of conduct as part of decisions about your employment or
relationship with Salesforce.
● It creates a hostile or offensive work environment.

Not only do we prohibit discrimination and harassment, we also prohibit behavior that could
potentially be considered or perceived as harassment or discrimination. The following is not an
exhaustive list, but here are some examples:

● Unwelcome sexual advances or perceived sexual advances, requests for sexual favors,
obscene gestures, lewd, vulgar or obscene communication (either written, verbal or visual),
or any unwelcome physical contact.
● Sexually graphic images, calendars, or posters; sexually explicit, racially offensive or
derogatory texts, emails or voicemails, social media; or other verbal or physical conduct of a
sexual or offensive nature, such as uninvited touching of a sexual nature or sexually related
comments.
● Other forms of inappropriate harassment or discrimination, including (but not limited to) racial
epithets, slurs and derogatory remarks, stereotypes, jokes, posters, cartoons and
microaggressions based on a legally protected classification.

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Harassment doesn't require intent to offend. It may be any offensive conduct that is unwelcome by
the recipient. This includes conduct meant as a joke, prank, or even a compliment. Any conduct that
offends or makes someone feel uncomfortable – no matter how it's delivered – could be considered
harassment. And even if the harassing or discriminatory behavior isn't severe and pervasive enough
to be considered unlawful, it could still be considered to be in violation of Salesforce policy.

Bullying

Bullying is also prohibited. Persistent or repeated malicious, severe, egregious, or unwelcome

mistreatment that harms, intimidates, threatens, offends, belittles, degrades, or humiliates is not
acceptable. This applies to all kinds of bullying, whether it's verbal, physical, or otherwise.

How to report harassment, discrimination, or bullying

If you have a complaint or concern about harassment, discrimination, bullying and/or retaliation, tell
your manager or any manager that you feel comfortable reporting this to. You can also report your
complaint to Employee Relations or EthicsPoint, an external reporting resource. With EthicsPoint,
you can report work-related issues anonymously, depending on the applicable laws of where you
work. Please provide as much detail as possible in your submission.

To contact Employee Success, contact Concierge via live chat Monday through Friday from 5:00
a.m. to 5:00 p.m. PT or globally, log a ticket anytime. You can also call Employee Success at the
numbers listed below. Reaching out to Employee Success helps ensure you'll reach the right people
at the right time.

● For employees in the U.S. and Canada, call: (855) DRMJOBS or (855) 376-5627
● For EMEA employees, call: 00.800.1DRMJOBS or 00.800.1376.5627
● For Japan, APAC, and LACA employees, log a ticket in Concierge

To report a concern through EthicsPoint, visit salesforce.ethicspoint.com or call the EthicsPoint

Reporting Line at 1-866-294-3540 in the U.S. If you work outside the U.S., call collect at 1-503-726-
2414.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Reporting Concerns
As a Salesforce employee, you have the right to a safe place to work. This means that if you ever
experience or believe you have experienced discrimination, harassment, bullying, retaliation or any
other conduct that violates Salesforce's policies (more on the specifics of those here), you should
report it. If you witness this happening to someone else, you should report that, too. Salesforce
depends on its employees to raise questions or concerns so that the company can take appropriate
action.

How do I report workplace concerns?

Here at Salesforce, we believe in an Open Door Policy that helps ensure your concerns – whatever
they may be – are heard and addressed. If you or someone else is being harassed, discriminated
against, bullied, or subject to conduct that otherwise violates our company policies, you can reach
out to your manager, Employee Success, Employee Relations, the Office of Ethics & Integrity, Legal,
employee representatives, if any, in your jurisdiction, or EthicsPoint.

Your manager

If you have a work-related concern, consider reaching out to a manager — yours or another,
whatever's most comfortable for you. Either way, detail the incident in writing or discuss in person as
soon as possible. Make sure to include all the details you think are relevant, names of those
involved, and any witnesses, dates, and any evidence you have to support your concern. Once
you've reached out to a manager with a workplace concern, they will promptly report it if appropriate
to Employee Relations, Employee Success, the Office of Ethics & Integrity, Legal or EthicsPoint.

Employee Success and Employee Relations

Employee Success (ES) is here to help you feel welcome, safe, and give you an outlet for any
workplace concerns you don't feel comfortable bringing to your manager. Please have your written
or verbal account ready to share with ES, as well as details, names, dates and evidence that might
be important.

ES will involve the Employee Relations (ER) team as appropriate to address the concerns raised.
ER is a specialized team within ES. The ER investigation team members serve as an additional
resource to help investigate and resolve matters involving workplace concerns and conflicts. One of
the core principles of the ER team is to ensure outcomes that are fair and consistent based on the
facts and circumstances.

To contact Employee Success, contact Concierge via live chat Monday through Friday from 5:00
a.m. to 5:00 p.m. PT or log a ticket anytime. For Japan, APAC, and LATAM Live Chat is unavailable,
if you need to contact Employee Relations, please log a ticket in Concierge. You can also call
Employee Success at the numbers listed below. Reaching out to Employee Success helps ensure
you'll reach the right people at the right time.

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 ● For employees in the U.S. and Canada, call: (855) DRMJOBS or (855) 376-5627
● For EMEA employees, call: 00.800.1DRMJOBS or 00.800.1376.5627
● For Japan, APAC, and LATAM employees, log a ticket in Concierge

Office of Global Ethics & Integrity

If for whatever reason you don’t feel comfortable reaching out to a manager or Employee
Success/Employee Relations, you can reach out to The Office of Global Ethics & Integrity at
[email protected] or visit the Ethics+Integrity tile on Aloha to find your Office of
Global Ethics & Integrity rep or log your concern via LCA Request Community. LCA Request
Community is a place where you can submit and manage requests with Legal & Corporate Affairs.
You can also reach out to any member of legal at [email protected]. Don't forget your detailed
account and evidence of the incident. Concerns raised to the Office of Ethics & Integrity can be done
so anonymously.

EthicsPoint

EthicsPoint is Salesforce’s external reporting resource that's another option for voicing your
concerns. Depending on the laws of where your workplace is located, you may also be able to report
this anonymously.

To report a concern through EthicsPoint, visit salesforce.ethicspoint.com or call the EthicsPoint

Reporting Line at 1-866-294-3540 in the U.S. If you work outside the U.S., call collect at 1-503-726-
2414. Please provide as much detail as possible in your submission.

What should I expect after I report an incident?

After you report an incident, the appropriate Salesforce team will conduct a prompt and thorough
investigation as appropriate. If improper conduct is discovered, appropriate corrective or disciplinary
action, up to and including termination of employment, may be implemented.

If you have concerns about Employee Success-led investigations and their results, you can bring
your concerns to a regional Employee Relations (ER) leader or the VP, Employee Relations. Your
concern will be directed to the appropriate channel to be reviewed and addressed.

Together, we can keep Salesforce a safe, welcome workplace

Please don't allow inappropriate behavior to continue by not reporting it — regardless of who is
creating it. No employee, customer, partner — or anyone who engages with Salesforce — is exempt
from complying with our expected standards of behavior. And to further protect all our employees,
our Anti-Retaliation Policy states that any employee who submits a complaint or concern will not be
retaliated against for doing so, and Salesforce will take action against those found to have engaged
in prohibited retaliation.

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Anti-Retaliation
If you report any incident of harassment, discrimination, bullying, or any conduct that violates
Salesforce policies or the law, we will do all that we can to ensure that you will not be retaliated
against for doing so. We strictly prohibit retaliation against an employee who makes a complaint,
raises a concern, provides information or helps in an investigation or proceeding when it comes to
conduct that any Salesforce employee believes to be a violation. We want our employees to feel
comfortable speaking up when they see – or even suspect in good faith – illegal, unethical or
inappropriate conduct. And you should never have to worry about retaliation.

If you feel you've been retaliated against, or you suspect someone else has been, go to your
manager to make sure he or she knows. Together, you can work to figure out next steps. If going to
your manager isn't an option for whatever reason, get in touch with Employee Success or raise a
ticket to Employee Relations right away. You can also report the case to EthicsPoint, our outside
reporting resource that provides another way for you to submit concerns or complaints. Either way,
make sure you let someone know.

Any employee who violates this policy may face disciplinary actions up to and including termination
of employment in accordance with applicable laws.

Read more details on our Open Door Policy and who to contact (Reporting Concerns) in case you
witness misconduct at work.

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Personnel Records and Confidentiality
At Salesforce, we keep records of important employment moments. We do this so we can make sure
we're compliant with our legal obligations to employment and other applicable laws, and to fulfill our
obligations as your employer. We keep your personnel records confidential.

What employment information do you keep?

Examples of employment information we maintain in employees' personnel records include

performance documents, change-of-status records, recommendations, disciplinary warnings and
educational attainment records.

How do you keep my records secure?

Employee Success is tasked with keeping all our confidential personnel records safe and secure.
Some of the security protocols we have in place include strict IT controls, auditing in accordance
with the Sarbanes-Oxley Act, and quarterly access reviews. We also limit access to these records to
a need-to-know basis. Want to know more? Check out our records management policy.

What if I want to access my personnel record?

If you want or need to review your personnel record, or if you find something that is inaccurate or
has been left out, please reach out to Employee Success through Concierge.

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Health & Medical Disclosure
When our employees give us personal information – including health and medical information –
we're committed to keeping that information private.

We store limited information related to your health for the purposes of reasonable accommodation
requests and provisions of health and medical benefits. We only collect from you as much
information as you're willing to share with us, though, and may include, for example, workers'
compensation related information. Only a limited number of people in the Company can access your
private health-related info in specific situations, and we keep only information we need to fulfill our
legal obligations.

As with all private personnel records we keep at Salesforce, we store your medical and health
records according to our records management policy and applicable laws. You can request a copy
or update your personal information by reaching out to Employee Success.

We may disclose your health or medical information if we're required to provide this information by
law or if you ask us in writing to share it (for example, with your medical provider). And in some
Countries where applicable, we may also provide health and medical information if required for
workers' compensation cases.

If you participate in any Salesforce benefits programs, information about your benefits selections
may be shared with relevant third-party vendors, for example, to administer benefits or check
utilization rates. Salesforce benefits providers may also share aggregated data about employees
such as what percentage of employees are using certain benefits. Information like this can help
improve benefits offered and determine how many employees rely on certain benefits.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Employment of Relatives and Others in a Personal Relationship
Salesforce is committed to maintaining a professional environment free of conflicts of interest,
nepotism, and favoritism. As a large, global organization it’s understood that relatives and people in
personal relationships may work for Salesforce. In general, these relationships don’t pose workplace
concerns. The purpose of this policy is to explain when family and personal relationships may cause
issues, or the appearance of issues related to nepotism, favoritism, abuse of authority, or conflicts of
interest in the workplace.

The employment of relatives in the same department may cause conflicts arising from perceived or
actual favoritism. Claims of partiality in treatment at work and personal conflicts arising outside the
work environment may be carried into day-to-day work relationships, creating a negative work
environment and impacting employee morale. The Company does not prohibit the hiring of relatives;
however, relatives will not be hired, promoted, or transfered into positions in which an employee
supervises or has authority over a relative, directly or indirectly, or where an employee works with or
has access to sensitive information regarding a relative without prior Legal approval. Employees also
will not be permitted to remain in those positions without approval if they become related during the
course of employment.

Likewise, employees who become involved in a personal relationship will not be permitted to
supervise or have authority over one another, directly or indirectly. If one is supervising or has
authority over the other, directly or indirectly, or if it appears that the work situation is or may be
compromised by the relationship for any other reason, the employee with the most seniority or
tenure who is part of the relationship must report the situation to his or her manager and Employee
Relations. A transfer of one employee may take place at Company discretion, or other appropriate
remedial action may be taken, in countries where this is not a violation of privacy. Employees must
report personal relationships in these situations even if the relationship has ended. Employees who
are uncertain about what action should be taken regarding a personal relationship are advised to
seek guidance as soon as possible from Employee Relations or the Office of Global Ethics &
Integrity.

Employees applying for internal jobs are advised to inform the recruiter of any relationship with an
existing staff member. The position will be reviewed accordingly by Employee Relations and/or the
Office of Global Ethics & Integrity to determine whether there is an actual, perceived or potential
conflict of interest. Where this is the case, the employee may be advised that his/her application has
been unsuccessful for this reason as permitted by the laws of where the employees work.

Where a personal relationship exists or develops between two employees where one employee
holds a more senior or executive title, the more senior person must not be involved in the
recruitment, selection, performance evaluation, promotion, reward and recognition, or in any
management activity or process, involving the other. Additionally, employees in a personal
relationship should not work together in any circumstance whereby a conflict of interest, breach of
confidentiality, abuse of authority, or unfair advantage may be perceived to be gained from the
overlap of a personal relationship unless they have obtained prior approval from the Legal
Department.

For more information on conflicts of interest, refer to the Code of Conduct. Please disclose a
potential or actual conflict of interest to the Office of Global Ethics & Integrity, using the following
form. This form is intended for Salesforce, Inc. employees (full or part-time) and interns.

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Where employees fail to declare their personal relationships and this resulted in unfair advantage or
disadvantage, in the opinion of Salesforce, to either of the parties to the relationship, or their
colleagues, Salesforce reserves the right to take appropriate disciplinary action, up to and including
termination, as permitted by the laws of where the employees work.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Attendance
Punctuality and regular attendance are essential to the successful operation of the Company and
just as important in a Success From Anywhere environment. If you are unable to report to work on
any given day or to report to work on time, for any reason, you must notify your manager before your
start time. If you must leave work for any reason during the workday, you must obtain the approval of
your manager prior to leaving. If you are working remotely, you still need to communicate with your
Manager about your hours and attendance. And depending on your role, your attendance and hours
may be covered by Flex Team Agreements at the Company, function and team level.

Subject to the requirements of local laws and procedures, in the event that you fail to call in to your
manager or report to work for three (3) consecutive workdays (barring any unforeseen
circumstances in which you are unable to notify your manager), or fail to return to work as scheduled
at the conclusion of any approved leave of absence without authorization, you may be deemed to
have voluntarily resigned from your employment. Excessive absenteeism, tardiness or misuse of
leave may subject you to disciplinary action, up to and including termination, in accordance with
applicable laws and procedures. The Company reserves the right to request that you rearrange
appointments that conflict with work schedules. Exceptions will be made in emergency situations.

Subject to the requirements of local laws and procedures, for illness-related absences of three (3)
consecutive days or longer, the Company requires a doctor’s note verifying the reason for the
absence; and we also may require verification or other information for shorter absences depending
on the circumstances. Depending on where you work and the length of your absence, you also may
be required to use leave or time off consistent with local laws.

Habitual absenteeism, including multiple absences in a row or unplanned illnesses without a doctor’s
note, may result in disciplinary action up to and including termination, in accordance with applicable
laws and procedures.

Salesforce will follow statutory sickness and leave rules in all countries where applicable. Please
contact Employee Success if you have questions.

Please search Concierge for detailed information regarding your Country’s specific leave policies or
leave types should you need time away from work.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Where and How We Work
At Salesforce, we don’t put much stock in the status quo. How and where we work can and will
change as the future unfolds. As the world changes, people need balance and flexibility to deliver
their best. Where someone works isn’t as important as the results they deliver. Most Salesforce
employees will be Office-Flexible — they’ll work at home, in the office, at a customer site, or
wherever helps them help customers achieve success (within parameters, of course).

Flex Team Agreements (FTA) help teams determine how and where they’ll work, connect, and
continue to grow our culture. While you also may be subject to Company or Team-level FTAs, a
Function-level FTA will guide all employees in a function (e.g.,TMP), region (e.g., UKI), or business
(e.g., Tableau) on how they will work together, like how often teams will get together in person and
connect, or how we intentionally invest in our culture. FTAs also detail what Office-Flexible looks like
for a business (how often you’ll come to the office and what you’ll do when you’re there) and outline
day to day practices and business cycles, along with some of the quirks that make teams who they
are.

How We Work

In each function-level FTA, leaders will outline the ways of working for all roles in their org. Everyone
will fall into one of the following categories:

● Office-Flexible: These are employees assigned to an office location (e.g., San Francisco,
London) and expected to come in regularly (1 to 3 days per week on average). Time in the
office can include customer support and/or collaborating with their teams. The amount of
time could be flexible - for some as little as a few days per month, coming to the office for
specific needs; for others, a set schedule in the office for learning and development or
collaboration to solve complex problems. Function leaders will set minimum requirements,
and Office-Flexible employees who wish, may come into the office more often.
● Office-Based: These are employees assigned to an office location and whose job
role/function requires them to be in the office 4 to 5 days a week.
● Home-Based: These are employees with no assigned office location. Like all employees,
they must be located in a country where we have an employing legal entity and where they
are designated to work. Home-Based employees may also have to live in an assigned sales
territory (state/country) or have other role-based requirements (e.g., proximity to customer or
travel hub). [Also known as Salesforce@Home, formerly Ohana@Home.]

Employees can find answers to questions about their personal work category in their function’s Flex
Team Agreement or they can speak with their manager. Some employees may wish to change their
work category. For more information, please check out this Concierge article on employee moves.
(Moving to Home-Based status is considered a relocation as your primary work location is
changing.)

Responsibilities

We all must adhere to our corporate policies and guidelines. That’s non-negotiable and it starts with
our Code of Conduct and the policies outlined in our Employee Handbook. Employees must live and
work in the legal entity outlined in their contract and follow the appropriate mobility policies (including
immigration, cross-border, personal relocation rules of the road, and temporary work across borders)

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if their status or location changes. We will determine compensation according to company policy.
Employees must also adhere to corporate guidance on travel and expense at all times. We all must
keep Security and Trust top of mind, no matter where we work.

Additional Requirements for Home-Based Employees

U.S. employees maintain their “at-will” status. This policy does not change that.

Non-exempt (hourly) employees in the U.S., or other countries as defined by your employment
agreement, must still follow all time-recording policies and requirements. That includes taking your
full meal periods and rest breaks (we all need them), as well as accurately recording and timely
submitting the time you work. Any overtime hours must be approved by your manager.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Separation of Employment
Termination of employment can be tricky for a number of reasons, for employees and managers
alike. Here's some information to help guide you.

Voluntary Terminations

A voluntary termination is when you make the choice to leave Salesforce. You can tell your manager
in person or by phone, and you should also submit a written resignation letter or email. In the
absence of a contract of employment stipulating your notice period, we ask that you also give your
manager a reasonable amount of notice. That amount of time will be different depending on where
you work and what you work on, so as a rule of thumb please follow the standard practices of your
region. In addition, unless required by applicable law, your last day cannot be a paid time off
(PTO/VTO) day, weekend or public holiday.

Salesforce may have the right to waive some or all of that notice period or modify your duties during
that time, so talk it over with your manager or Employee Success. And in some Countries, you may
be required to give Salesforce a specific amount of notice.

You and your manager must let Employee Success know about the resignation as soon as you can.
That way, we can do all the back-end tasks to get ready for your smooth departure (and make sure
you get your final paycheck in accordance with applicable laws). Don't forget ... before your last day,
please return all company property, materials, and information (written or electronic) that you might
be holding onto.

Involuntary Terminations

An involuntary termination of employment is when Salesforce initiates your dismissal. This could be
for any number of reasons – your job was eliminated, your performance or conduct was not
acceptable, or any other reason at the discretion of the company. We process terminations in
accordance with local laws and due legal process, depending on the location of where you work.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Employment Verification/References/Inquiries
All outside inquiries about a current or former Salesforce employee, must be directed to Employee
Success. Employees are not permitted to provide such responses. Typically, Employee Success will
only provide the employee's dates of employment and position(s) held at Salesforce in response. We
won't offer up any other personal information to third parties for employment verification purposes
unless we get consent from the employee or are required to do so by law. Compensation information
will only be verified if the former or present employee provides written authorization to Employee
Success.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Personal Release
SALESFORCE EMPLOYEES MAY BE RECORDED OR PHOTOGRAPHED IN THE COURSE OF
THEIR RELATIONSHIP WITH SALESFORCE, INCLUDING VTO OR OTHER ACTIVITIES AND
EVENTS AND THEY ARE GRANTING SALESFORCE THE RIGHTS TO USE VIDEO, PHOTO AND
OTHER CONTENT, AS FULLY DESCRIBED IN THE RELEASE BELOW.

Employee Personal Release

1. I grant Salesforce, Inc., its subsidiaries, and affiliates (“Salesforce”) the right to take photographs
and films of me (the “Footage”) and to incorporate the Footage, along with my name, likeness,
voice, biographical information, and quotes (the “Attributes”) in various materials that will be used
to promote Salesforce, its products, services, and events (the “Promotional Materials”).
2. I acknowledge that Salesforce may process my personal data as contained within the Attributes
for the purposes of the Promotional Materials. Details on how Salesforce processes personal data
and related rights are set out in the Employee Privacy Notice available in Policyforce.
3. I grant Salesforce the unconditional and perpetual right (but not the obligation) to copyright,
reproduce, encode, store, copy, transmit, publish, post, broadcast, display, publicly perform,
adapt, modify, create derivative works of, exhibit, and otherwise use the Footage and Promotional
Materials in any media throughout the world for any purpose, and without additional review,
compensation, or approval from me (the “Licensed Rights”).
4. I understand that Salesforce may sublicense the Licensed Rights as needed for Salesforce to
exercise the Licensed Rights. I hereby waive all claims to compensation based on Salesforce’s
use of the Licensed Rights.
5. I represent and warrant that: (a) Salesforce does not have to obtain the consent of any other
person or entity to exercise the Licensed Rights; (b) any statements I make about Salesforce or
its products and services represent my honest beliefs and understandings; and (c) I have not
made, nor will I make, any statements or engage in any conduct that would reflect negatively on
Salesforce’s reputation. I agree to indemnify, defend, and hold harmless Salesforce and its
officers, directors, employees and agents from all claims, losses, damages, and liabilities arising
from or related to: (x) Salesforce’s exercise of the Licensed Rights; or (y) my breach of any
representations or warranties or obligations under this release.
6. I understand that Salesforce owns all rights of every kind and nature in the Footage and
Promotional Materials that may contain my Attributes and to any derivative works in such
Promotional Materials, but in each case exclusive of my Attributes.
7. I understand that this release will be governed by the laws of California, without reference to rules
governing choice of laws, and that any dispute related to the release must be brought in either the
federal courts located in the Northern District of California or the state courts located in San
Francisco County, CA.
8. I understand and agree that this consent is binding on my heirs and assigns.

Salesforce Global Employee Handbook

(February 1, 2022)
Dress Code
Salesforce is committed to providing a safe and inclusive workplace in which all employees can
show up as their authentic selves. We strive to create a workplace that reflects the diverse
communities around us and where everyone feels seen, heard, valued, and empowered to
succeed.

All employees, including those identifying or presenting as trans, gender diverse, non-binary, or
possessing of any religion, nationality, ethnicity, race or other protected characteristic, should
feel comfortable and respected in the work environment. We welcome and support all
employees to dress in accordance with their identity and beliefs .

Regardless of one’s identity or expression, clothing and accessories worn for work or work-
related events must be clean and presentable, safe for the job and duties, and not contain
logos, statements or designs that are profane. And, as with other conduct relating to work,
clothing and accessories cannot demean, harass or discriminate against others based on a
protected characteristic.

All employees are encouraged to connect with Salesforce Equality groups to enhance their
experience of belonging and inclusion at Salesforce. Review this Concierge article for details on
how you can connect to an Equality group via Slack.

Salesforce Global Employee Handbook

(February 1, 2022)
Employee Job Performance
You won't be surprised to find that expectations are high for Salesforce employees. Not only should
you follow your work and manager's standards ... we also rely on you doing your job well. Since we
want everyone in our Salesforce family to succeed, our managers are expected to help their teams
do just that.

Culture of feedback

We're proud of our culture of open, honest, and continual feedback. Feedback is one of the best
ways for employees to be and do their best. Real-time, situational and continuous feedback in a
professional manner to and from your manager, peers, and any direct reports is our recommended
approach. Whether through your 1 to 1’s, quarterly check ins or the Talent Review process, this
helps foster a culture of feedback that enables us all to succeed and develop together.

Performance matters

We love it when our employees do their best work here. That's why job performance is a factor in
assessing compensation. If you're doing your job well, you may be eligible for merit and/or Gratitude
bonuses, equity awards, promotions, new job assignments and transfers. Every team and manager
is different of course, but these are just some of the ways we show our gratitude to employees who
give it their all.

Corrective Action

If it ever becomes necessary or appropriate, we may take corrective action with an employee.
Corrective action at Salesforce comes in lots of shapes – informal coaching, verbal counseling,
Performance Improvement Plans, verbal and written warnings, demotions, transfers, reassignment,
or terminations. We make sure to consider every case individually, which means one size doesn't fit
all — we may use any or none of these processes, in any order, depending on the circumstances.
But we always strive to be fair and equitable when taking any action.

Performance Improvement Plan

A Performance Improvement Plan (PIP) tells you how you're expected to improve your performance,
and it gives you a timeframe to stick to. The requirements and length of time given to complete a PIP
will vary depending on the circumstances and location., Your manager will determine what's
appropriate for you in conjunction with Employee Relations. In the U.S., a PIP doesn't change the at-
will relationship you have with Salesforce, so we may terminate employment or take other action at
any time before, during, or after your PIP.

Termination

If we decide it's appropriate, we may terminate an employee’s employment (subject to local laws) at
any time.

For more details regarding Employee Performance Expectations, please refer to this Concierge
article.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Employee Workplace Standards
We're all in this together. And because we are all a part of one big Salesforce family, we have
workplace standards that we are all responsible for following. These workplace standards are
intended to foster professional behavior, integrity, trust, good business judgement, and a culture of
mutual respect – all of which are expected from every employee.

Although there’s no possible way to identify every type of inappropriate behavior, here are some
examples of conduct that violates this policy – whether you're on Salesforce property, at a company-
related or sponsored function or event, at a customer site, or performing any work-related activity in
or outside of the workplace, including your home:

○ Dishonesty on or falsification of Salesforce records – anything from call logs, customer forms
or surveys (like contracts, purchase orders or CSAT) and expense reports and emails to
records or other documents including employment applications, time cards or records, and
beyond
○ Unauthorized possession, use, or destruction of property that belongs to Salesforce or
another employee
○ Possession or control of illegal drugs, weapons, explosives, or other dangerous or
unauthorized materials
○ Entertaining customers and/or vendors at adult entertainment or other inappropriate venues,
or exclusionary venues that may offend others
○ Accepting or giving gifts of more than a nominal value, or using Salesforce funds or
resources to give a gift, meal, entertainment, or any other thing of any value to government
workers or officials in violation of any applicable laws
○ Fighting, violence, or engaging in threats of violence, use of vulgar or abusive language,
intimidation, horseplay, practical jokes, or other inappropriate conduct that could endanger
the wellbeing of an employee or Salesforce operations and property
○ Insubordination, refusal or failure to perform assigned duties, follow instructions from your
Management or failure to comply with the Company's health, safety or other rules
○ Unauthorized or careless use of Company materials, equipment or property, including
Company credit cards
○ Unauthorized and/or excessive absenteeism or tardiness
○ The use of inappropriate terms or actions, including microaggressions, that disrespect,
humiliate, or isolate other employees, customers, partners, or stakeholders
○ Unprofessional conduct or conduct that's not appropriate for work, including wearing attire
inappropriate for your role. While workplace dress needs to be appropriate and safe, we fully
support and encourage all Salesforce employees to dress in accordance with their cultural
beliefs, gender identity and personal preference.
○ Sexual or other harassment that violates Company policies, bullying, discrimination or
retaliation
○ Gambling on Company premises
○ Committing fraud or violating applicable criminal laws on Company premises, using
Company-provided equipment, while on Company business, or performing work for the
Company
○ Misappropriation of trade secrets

Salesforce Global Employee Handbook

(February 1, 2022)
 ○ Fraudulent signatures (e.g., signing as a Director when, in fact, you are not in that position),
or signing a contract as a representative of Salesforce that you are not authorized to sign
○ Other types of fraud, including giving yourself a title or position that you don't actually have or
offering non-standard terms to customers without getting prior approval from your manager
○ Allowing non-employees into restricted Company areas or improperly disclosing or accessing
Company confidential information
○ Violation of Company policies, including the Code of Conduct

Remember that this list isn't comprehensive, and isn't intended to limit Salesforce's right to discipline
or take action on any other conduct it deems inappropriate in accordance with applicable laws.
Depending on the laws of where your work is located, and the particular circumstances, you could
be subject to disciplinary action for any of these behaviors, up to and including termination.

Questions
Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Alcohol & Drugs In The Workplace
Salesforce is committed to providing an alcohol and drug-free, healthy and safe workplace. The
Company maintains a strict global policy against the use of drugs and/or alcohol in the workplace.
For purposes of this policy, the workplace means any Company premises, and includes any work-
related events and meetings, whether conducted onsite or offsite, and applies at all times and in all
places where you are performing work on behalf of the Company or appearing for the Company,
including remote or home offices and Company-related social events or travel.

Except as otherwise permitted in this policy, you may not:

1. Use, possess, sell, purchase, store, display, serve, or transfer alcohol or drugs at any time in
the workplace; or
2. Report to the workplace under the influence of alcohol or drugs.

For the sake of clarity, this policy applies to prescription drugs not being used for prescribed
purposes or by the person to whom they are prescribed. It also includes any substance a person
holds out to another as alcohol or a drug.

The only two exceptions to this policy are the following:

1. You may use drugs in the workplace only as prescribed by your treating physician or, if using
an “over-the-counter” drug, only as indicated, so long as you can perform your duties and
comply with Company policies. If you expect or experience any side-effects that might impact
the workplace or your ability to do your job, you must disclose those side-effects to your
manager or Employee Success. We will consider accommodations as required by law, but
we may decline to allow the use of any drugs in the workplace, including due to side effects.
2. You may engage in moderate and limited consumption of alcohol served as part of an
authorized workplace event. Please remember, however, that you must always conduct
yourself in the workplace in a professional and responsible manner and in accordance with
Company policies. You also must exercise good judgment and follow all local laws when
consuming alcohol in the workplace, including but not limited to refraining from driving while
under the influence. No alcohol may be served to individuals not of legal age to drink in the
workplace.

You must report any known or suspected violation of this policy to a manager or Employee Success.
In response to complaints, the Company will conduct a prompt and thorough investigation as
appropriate and, if improper conduct is found, take appropriate corrective action. Managers who
receive such reports must immediately report them to Employee Success.

Drug and alcohol misuse have a number of adverse health and safety consequences. Information
about those consequences and sources of help for drug/alcohol problems are available from the
Company- sponsored Employee Assistance Program (EAP). The Company will assist and support
employees who voluntarily seek help for such problems and will accommodate employees as
required by law. An employee may not, however, avoid disciplinary action, up to and including
immediate termination, by seeking such assistance after a violation of this policy is suspected or
discovered.

Questions

Salesforce Global Employee Handbook

(February 1, 2022)
Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Smoking
To promote wellness, a healthy work environment, and to improve indoor air quality, the Company is
entirely smoke-free. That means the Company prohibits the use of all tobacco and smoking
products, including chewing tobacco, pipes, cigars, vapes, and e-cigarettes while working. All
smoking products are banned from any Salesforce building -- no matter where you are in the world.
Smoking is prohibited in all areas of the building without exception. This restriction includes
workshops, open areas, conference rooms, and private offices, and applies equally to customers,
vendors, and visitors alike. This restriction also extends to all time while on video if you are
performing work or appearing for the Company regardless of your location, including for example, a
home office or other remote location.

If you see or know of anyone who breaches those prohibitions in a Salesforce building, you should
report it to a manager or Employee Success right away. Any manager who receives a report of a
breach must then immediately report it to Employee Success. As with every complaint, we'll
investigate swiftly and thoroughly to pinpoint the violation and take appropriate action.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Safeguarding Property & Equipment
All Salesforce employees are responsible for the property and resources we all share. So please do
your part to keep our common areas, equipment, and assets secure.

Policies governing Data Centers may be different. When in conflict, Data Center policies supercede
this policy while you are working in or visiting a Data Center.

Here are some ways you can help:

● Use Salesforce-issued equipment for Salesforce-related business activities only. For more
about what this means for your electronic devices, take a look at our Information Security
Policy.
● Always display your Salesforce access badge and don't badgesurf or tailgate — or allow
anyone else to badgesurf or tailgate, either!
● If you are entrusted with a key, combination, or specialized access to a specific area, never
loan it to anyone or give access to anyone who is unauthorized.
● Don't assume theft of an item will always be captured on camera or otherwise documented.
● Report anything lost or stolen to the Salesforce GO Center at [email protected] or
+1.650.653.4600 right away. Any crime, no matter how small it might seem, should be
reported.
● Never assume you know every person who has access to your workspace, and never give
open access to it. Leaving your personal belongings out in the open or unattended is risking
potential theft, so treat them like you would in any public space — keep them secure, hidden
from plain sight, and don't leave them unattended overnight. That goes for your purse, wallet,
expensive items, credit cards, or cash (try not to bring excessive amounts of cash to work at
all, if you can help it). Salesforce is not responsible for the damage or theft of any personal
items left on the premises or while attending Salesforce-related events, and you will not be
reimbursed for these items.

Questions

Please email [email protected] if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Employee Access and Restricted Access Areas
Salesforce employees and contractors who need access to Salesforce facilities are required to have
their Salesforce-issued access badge on them at all times while on Salesforce property. At offices
and events, you must always wear your badge (and make sure it's visible).

Using your badge

Your badge is yours — and yours alone — to use. Those badges come in handy, too, since you'll
need to swipe them to access most work areas. You're only allowed to swipe your own though, so
don't borrow from a colleague under any circumstances. You're also not allowed to enter a
Salesforce space through unauthorized means (no turnstile hopping!). And while we're not keeping
tabs on your every swipe, your swipes are recorded so we have a record in case we need it.

Does my badge give me access to any Salesforce space?

Salesforce badges are designed to give you access to the areas you're permitted to use. Some
areas, like IT-specific closets and secured spaces, or storage rooms and areas reserved for specific
use by Facilities, Workplace Services, Security. or others, can only be accessed by authorized
employees.

If you see something...

Badgesurfing happens when someone attempts to or successfully enters a Salesforce space behind
someone who just swiped their badge — without swiping a badge themselves. Badgesurfing is
unauthorized entry, so if you see someone doing it, report it to the Salesforce GO Center at
[email protected] or +1-650-653-4600 right away. If you see someone walking around your
office or at an employee event without a badge, we encourage you to ask for the person's name,
where they work or who they're with, and what happened to their badge. Then share this information
with the GO Center. This helps us verify that everyone in our Salesforce spaces is permitted to be
there.

Employees must comply with the requirements set out in this policy; failure to do so may result in
disciplinary action, up to and including termination of employment, in accordance with applicable
laws.

Please refer to this Concierge article for badge request specifics.

Policies governing data centers may be different. When in conflict, data center policies supersede
this policy while you are working in or visiting a data center.

Questions

Please email [email protected] if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Visitor Access (Salesforce Offices)
To help keep our employees and customer data safe, we do our best to know who is on our
premises. We rely on you to help make sure unauthorized visitors are not wandering our hallways,
interrupting our workday, or potentially putting us in danger. That's why we developed a thorough
process for guest visitation.

All visitors have to be identified, badged, and escorted the entire time they're in Salesforce access-
controlled spaces. It's our collective responsibility to make sure this happens. Additionally, all visitors
or hosts of visitors to Salesforce campuses must sign the Entry Agreement prior to entry. If you are
hosting groups of ten or more people, you must have the group pre-sign the Entry Agreement to
expedite the visitor process.

Only the following exceptions shall apply to the requirement for each visitor or host to sign the Entry
Agreement:

1) The Government Affairs team may waive the Entry Agreement requirement for a government
official visiting a Salesforce campus in their capacity as a government official for a tour, speaking
engagement, or other event where Salesforce confidential information is not intended to be shared.

2) Any other SVP or above may waive the Entry Agreement requirement for any person who meets
all of the following criteria:

A) The person will solely visit an ‘Ohana Floor, Salesforce Innovation Center (SIC) or similar
space;

B) No confidential information of Salesforce is shared with such person during such visit; and

C) The applicable SVP or above believes there is a compelling business purpose for waiving
the Entry Agreement NDA requirement.

3) The Investor Relations SVP may waive the Entry Agreement requirement for investment analysts
visiting a Salesforce campus in their capacity as an investment analyst for a tour, speaking
engagement, or other event where Salesforce confidential information is not shared.

4) The Public Relations team may waive the Entry Agreement requirement for members of the
media visiting a Salesforce campus in their capacity as a reporter for a tour, event or to speak
directly with a Salesforce spokesperson where Salesforce confidential information is not shared.

5) Further exceptions to the Entry Agreement requirement may be made by the CLO, the Head of
Litigation, the Head of Intellectual Property, or any person to whom such officers have delegated
authority to waive the Entry Agreement requirement on their behalf. To seek an exception, please
email [email protected].

If one of the above exceptions applies, you will need to coordinate with the Guest Services team in
advance of the applicable guest's visit to bypass the normal guest check-in process and signature of
the Entry Agreement. Please pre-register at least 72 hours' in advance of the applicable guest's visit
Salesforce Global Employee Handbook
(February 1, 2022)
at the notes field when logging a ticket here
https://concierge.it.salesforce.com/articles/en_US/Supportforce_Article/Pre-Registering-Groups-of-
Guests-for-Events-and-Meetings-HQ and provide a detailed description of the applicable exception
along with supporting evidence. Failure to so contact Guest Services in advance may result in denial
of entry of the applicable guest not signing the Entry Agreement.

Inviting a guest to Salesforce

All employees, contractors, and temp agency employees with a permanently issued, Salesforce
(photo) badge, are welcome to bring guests.

Please inform your guest/visitor ahead of their arrival of our Salesforce requirement to have a
government issued photo identification upon arrival.

When escorting guests/visitors within our Salesforce offices, please ensure that for every 10
guests/visitors, escorting is provided by one authorized person who possesses a permanently-
issued, Salesforce (photo) badge.

When escorting guests/visitors exclusively to our ‘Ohana Floors, please ensure that for every 5
guests/visitors, escorting is provided by one authorized person who possesses a permanently-
issued, Salesforce (photo) badge.

If your office has Guest Reception

● Have your guests register at a reception desk immediately upon their arrival. At registration,
visitors need to show valid, government-issued photo identification, sign a Salesforce Entry
Agreement, and then wear their newly-issued badge at all times until they depart.
● When there is prior knowledge of a meeting, advance notice should be provided to the
Workplace Services/Reception team via email (search for "reception" in email to locate your
local reception team), with as much advance notice as possible (24 hours or more are
preferred/requested) indicating:
○ Name(s) of visitor(s)
○ Name of meeting
○ Time and date of visit START and END
○ Salesforce point of contact (POC)
○ Location of the meeting
○ Contact information for your guest. **Important** If you do not have the guest's email
or phone number, you may list [email protected] and (555) 555-5555 instead

If you work in a building with a dedicated Salesforce lobby reception

● Your guests will need to be escorted by you from the building lobby, through the turnstiles
and at all times while within the Salesforce space.

Salesforce Global Employee Handbook

(February 1, 2022)
 ● Any deliveries (food, flowers, etc.) will need to be picked up by you in the lobby. Our Guest
Service Ambassadors will no longer be able to accept and hold them at the front desk on
your behalf.

If your office does not have Guest Reception

● Please ensure that your guests are properly identified and that all escort requirements are
followed.

When your guests are here

While your guests are visiting Salesforce, they have to wear their badges in plain sight (please
remind them!), and if you are their host, you must escort them around the premises at all times. You
can escort up to 10 visitors – more than that, and another escort has to help accompany them.
When it's time for your visitor(s) to leave, either have them turn in their badge at reception or you can
do it for them.

Policies governing data centers may be different. When in conflict, data center policies
supersede this policy while you are working in or visiting a data center.

Questions

Please email [email protected] if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Business Travel & Expense Reimbursement
Before you travel and expense for work, there are a few things you'll need to keep in mind. All
employees must take care to follow our Global Travel and Expense (T&E) Policy.

Booking Travel

First, assess the need to take a trip and evaluate if it can be done virtually to uphold the company’s
digital-first culture and sustainability commitment to the best of your ability. We expect employees to
take a digital-first approach when engaging with their internal Salesforce team(s) and Customers.
Face-to-face meetings and events should be minimized and only occur when business objectives
cannot be achieved by alternative methods, such as web/video/phone conferencing or a suitable
local counterpart. Next, you'll need to let your manager know and obtain approval. All employee
travel, which includes airline tickets, hotel accommodations, or any other expenses in connection
with your travel (i.e., rail, car rental, meals/entertainment, etc.), requires a manager's approval
whenever possible before travel is booked based on the latest travel guidance.

Business Expenses

For any business expenses, you're required to use your corporate credit card where it's accepted.
Check the T&E Policy before traveling or making a purchase to ensure the expense is eligible for
reimbursement. You'll be reimbursed for reasonable and necessary business expenses you make on
the card (or otherwise, if the card isn't accepted in your region). As an employee, you're accountable
for spending responsibly. This includes choosing lower cost alternatives and using our preferred
suppliers wherever possible. Managers: Use the T&E Manager Insights Dashboard to manage and
track your team's T&E spend. It's your job to make sure your team is spending responsibly and
staying compliant with the T&E Policy.

Reimbursement

If you make a purchase that doesn't fit the T&E Policy, we can refuse reimbursement. We don't want
to do that, of course, so please use good judgment when making business purchases. Be sure to
provide any required receipts to support your purchases, and submit your expenses in a timely
manner to keep your account current and avoid late fees that you will be responsible to pay.
Depending on where you work, your reimbursement policy may differ, so make sure you comply with
the reimbursement process for your country and ensure you review the eligible expenses and
amounts prior to your travel.

Failure to comply with the requirements set out in these policies may result in disciplinary action, up
to and including termination of employment, in accordance with applicable laws.

Salesforce Global Employee Handbook

(February 1, 2022)
Non-Employees

Non-employees, such as contractors, sub-contractors, and customers, must follow the Non-
Employee T&E Policy when traveling and expensing for Salesforce work.

Want more details on travel and expenses?

Check out the Global Travel and Expense Policy.

Questions

Please Slack #help-expense or #help-travel if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Payroll
Wondering what the payroll schedule is at Salesforce? Well, you could be paid bi-weekly, semi-
monthly, or monthly, and your employment status and the local laws of where you work also play a
role. So, the short answer is ... it depends. If your regular payday falls on a company holiday or
weekend, you'll be paid on the last business day before it.

Withholding

We're required to deduct from your gross pay all amounts stipulated by the law of your country,
state, province, and/or city. We'll also deduct what's necessary based on your benefits selections.

Timesheets

If you're required to enter the hours you work, you must do that daily and on time. If not, you could
be paid late and payroll may escalate to your manager. You could also be subject to disciplinary
action if you repeatedly submit late timesheets.

Global payroll

Here are other payment schedules for employees around the world:

EMEA

If you are located in EMEA, you'll be paid every month on the 28th or the last business day prior to
this date. So if the 28th falls on a Sunday, you will be paid on Friday the 26th.

APAC

If you are located in APAC, you'll be paid every month on the 29th or on the last business day prior
to this date. For example, if the 29th falls on a weekend or holiday, you'll be paid on Friday the 26th.

Japan

The payday for employees in Japan is the 25th of every month. If the 25th falls on a weekend or
holiday, the paydays will be on the last business day before.

If you ever have questions about your paycheck, create a ticket in Concierge or email
[email protected], and the team will get back to you as soon as they can.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Overpayment or Underpayment
If you spot an error in your compensation from Salesforce, you must let Payroll know. It's your
responsibility to reach out, and we will be sure to correct any errors as quickly as we can. If you have
any payroll-related questions, please contact your local Payroll department.

If we make a compensation payment error, please create a detailed ticket in Concierge and the
Payroll team will get back to you with explanations. If you've been underpaid, we'll let you know
when you can expect any additional payment. If you've been overpaid, you'll get details about how to
repay the money to Salesforce, consistent with applicable law.

Questions

Please log a ticket via this Concierge article if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Law Enforcement and Other Legal Inquiries
If, for whatever reason, someone contacts you with a subpoena, warrant, or any other legal
communication, demand, notice or inquiry, email the Legal Department right away. This includes
requests from law enforcement or regulatory bodies.

There is an exception to this rule, though. We are sometimes required to submit routine reports to
regulatory bodies. If you see requests for these regular reports cross your plate, just pass them off to
the logical department. Questions about tax reporting should go to the tax department for example,
and payroll reporting requests should go to (you guessed it!) Payroll. If you have any doubts about
whether a request from a regulatory body is routine or not, please email the Legal Department.

Questions

Please email [email protected] if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)
Social Media
We are supportive of employees engaging in social media, whether internally on Slack or on external
facing social media platforms. This social media policy provides guidelines on what is appropriate
and inappropriate, and where to go with questions. All employees need to follow these guidelines
when posting online about Salesforce or anything related to your work.

With the rise of Facebook, Twitter, Instagram, TikTok, Reddit, YouTube, and LinkedIn, virtually every
employee is participating in some form of social media. And, regardless of the activity, the line
between your personal identity and your professional identity is blurred, especially when you post
something in the public domain.

We recommend that you read and follow these guidelines regardless of your role. It is important that
you keep in mind that, whether you intend to or not, you will likely be perceived to be representing
the Company in any commentary about Salesforce, whether you post in a public online venue, on
anonymous sites, or a private Salesforce forum. This includes engaging in discussions about your
work, your work colleagues, the information you have access to, our customers, and our partners.

Guidelines for Posting Online

Never post anything considered Company Confidential Information (CCI). CCI is nonpublic
information that has value to the Company’s business. Examples include but are not limited to:

● Product plans, research, technical data, source code, and hardware configuration
information
● Customer names or lists, revenue associated with customer accounts, and customer
contracts
● Partner/supplier names or lists, revenue associated with partner/supplier accounts, and
partner/supplier contracts
● Information discussed at nonpublic Company events, including Laulima and CKO
● Financial information and pricing information
● CCI contained in compensation or commission plans (except your own information, if you so
chose, or that of others where expressly authorized by them)
● Business and marketing plans
● CCI contained in V2MOMs and Accountability Performance Matrix (APM) data (except your
own performance information, if you so chose, or that of others where specifically authorized
by them)
● Information about security incidents or product performance issues
● Answers to Company Trailhead exams or certifications

You also need to ensure any use of apps from a Salesforce issued device is an approved app; for
example, TikTok is not an approved Company app so should only be used from a personal device.

Don’t share Company or financial secrets — While we are very open and transparent in what we
share internally, it is not okay to share Company confidential information. As a public company,
Salesforce has very strict SEC disclosure rule requirements that every employee must adhere to in
every communication regarding the company, regardless of where that disclosure takes place. You
CANNOT discuss any material or confidential information that is not already in the public domain.

Salesforce Global Employee Handbook

(February 1, 2022)
Moreover, there are certain types of information you cannot comment or post about under any
circumstance. For further details on the type of information you cannot comment or post about, you
should review the Code of Conduct, and pay special attention to the section on Handling Proprietary
and Confidential Information. This type of information includes, for example:

○ Revenue
○ Deals in the pipeline
○ Growth by product line, vertical or region
○ Unannounced customers
○ Expense management or hiring
○ Pricing
○ Analyst commentary about the Company
○ Future products or release dates
○ Share price
○ Security and performance of our service
○ Industry rumors
○ Executive leadership
○ Potential or pending acquisitions or investments
○ Future event dates or details (e.g. Dreamforce)
○ Undisclosed real estate square footage and floor figures or design renderings
○ Organizational information
● The consequences for making an inappropriate public disclosure are serious, whether
intentional or accidental. You will be subject to disciplinary action, up to and including
termination of your employment, subject to local laws. If you have any questions about the
appropriateness of a contribution, review it first with your manager. You can also refer to the
“Handling Proprietary and Confidential Information” section of the Code of Conduct or the
Official Privacy Policy for additional questions. Or, you can always contact the Legal
department at the email alias listed below. A rule of thumb: when in doubt, don’t post.
● Be honest and transparent — At Salesforce, we believe in transparency and openness. This
means that you do not contribute anonymously or under a pseudonym unless it’s your
community nickname. If you plan to discuss your professional life and your work at
Salesforce in social media, you must disclose that you work for Salesforce. On sites like
Twitter, LinkedIn, Quora, etc., your bio must show your role and affiliation with Salesforce.
Your words reflect on the Company even when you are not serving as an official voice of the
Company. We strongly recommend adding language in your bio that indicates your opinions
are yours alone and do not reflect those of Salesforce. A sample sentence could be,
“Opinions are my own.” While this does not absolve you of any legal implications, it is a
good-faith action that shows positive intent and transparency.
● Be respectful — Always respect your audience. Do not use discriminatory, harassing,
abusive, or obscene language in your community participation.
● Do not live stream any Salesforce event while on work time and do not live stream from
within any Salesforce working areas without prior permission from the Social Media Team.
● In addition to this Social Media Policy, your participation in social media as an employee is
also governed by other company policies including the Global Communications Policy and
Code of Conduct.

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 ● Don’t make any forward-looking statements — For example, do not make promises about
future application functionality that may or may not be delivered, data center construction or
product strategy.
● Don’t create any Salesforce-related hashtags without prior approval from the Social Media
Team.
● Don’t create new social media channels for company use without prior approval from the
Social Media Team. This includes creating Twitter, Facebook, LinkedIn, Instagram,
Snapchat, YouTube accounts or Facebook and LinkedIn groups for lines of business,
product lines or other internal groups. This includes social media channels not listed above
or not yet invented. You may not use company naming, branding or logos in setting up social
media properties without prior approval from the Social Media Team. You may not use
Salesforce naming, branding, logos, products, leaders, mascots, real estate, or creative in
commercial or profit-seeking accounts or content. Once new channels are created they can
quickly take on a life of their own on the Internet. Migration after the fact can be painful. It is
also important that we protect the Salesforce brand. If customers can’t tell the difference
between official and unofficial channels, we lose trust and damage our brand. Unless you are
asked to speak on behalf of the Company, state that your comments are YOUR opinion, and
not that of the Company.

Rules for Approved Company Social Media Properties

All Salesforce social media properties (which are handles, channels, or platforms) must be approved
by the Social Media Team before they are created or set up online. If you have received approval,
we require you follow these policies:

● Maintain an active posting presence on your social media properties. The Social Media
Team reserves the right to audit any properties that go unused after 60 days. Properties that
go unused/inactive after 90 days may be deactivated.
● Use the Social Media Team’s master Social Studio instance for all posts. We partner with our
Trust, Security, and Product teams to keep our social management tools secure. When you
use external vendors to post to your properties, we are unable to appropriately govern our
company’s social media presence. It is very important you receive prior approval for any
third-party social media tool, system, or process you plan to implement. If your social media
presence was created prior to being a Salesforce employee (i.e. acquisition), we ask you to
transition to Social Studio after acquisition close. Please reach out to the Social Media Team
if you have additional questions.
● Share your account login information with the Social Media Team via LastPass. The Social
Media Team is responsible for managing all Salesforce social media properties company-
wide. By proactively sharing your username and password, we are able to take steps to
proactively protect our company presence online. We also have the ability to swiftly address
any unexpected occurrences that could occur online. Hackers are real and prevalent on the
internet. The best defense is a strong community of protectors.
● Tell the Social Media Team whenever your social media property management extends or
transitions to a new employee. Communicate these changes within 24 hours. This allows us
to maintain accurate records.
● Update your account password once per quarter. Refreshing passwords helps prevent
attacks and accidental postings. It also helps thwart hackers. Change your password every

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 time a team member leaves your team or the company to maintain full control of your
properties. Remember to tell the Social Media Team each time you do update your
password.
● Do not run bot campaigns,“follower” campaigns, or the like without having received explicit
approval from the Social Media Team.
● Do not compete with other Salesforce social media properties. We are all part of the same
family working towards a greater good. When you take content from another team or group
without asking, you are not treating our family with respect.
● Do not live stream any Salesforce event or live stream from within any Salesforce location
without prior permission from the Social Media Team.
● Don’t create any Salesforce-related hashtags without prior approval from the Social Media
Team.
● Immediately report any community posts you see on social media or on your owned
properties that negatively reflect on Salesforce, our customers, employees, leadership,
partners, or vendors to the Social Media Team and/or PR team. When in doubt, it’s better to
over communicate than to remain silent.

Tips for Posting Online

● Learn to use social media platforms to effectively support the Salesforce brand by taking the
Social Media Best Practices at Salesforce Trail.
● Sign up for the Salesforce Social Ambassador Program, Smarp, through Aloha.
● Conversations are a two way street — The goal is to become part of the community
conversation. This can be through blogging, commenting, contributing ideas, voting on
content, posting/responding questions, or tweeting, including Retweets. When you start
contributing, remember that sharing links does the community a service and will also
generate links back to the community. So when you see something interesting and relevant,
link to it. Of course, always also keep in mind that linking to something creates an
association of a sort between you, the Company, and the content to which you link. In short,
don’t share links to content that violates this policy.
● Know your audience — Your audience is the center of the focus, not you. Understand what
they care about, why they are reading what you are writing, and what their interests are. The
more you know about your audience, the better you can connect with them.
● Be interesting — There is no point in contributing if the community doesn’t find it interesting
and useful. The upside is that if you are contributing about industry best practices, feature
details, or future enhancements and you know what you are talking about, these are very
interesting topics to the community. Contributors that use their own voice and let their self-
expression shine through are the best contributors.
● Remember that quality matters — The devil is in the details, so use spell-check and double
check your work. If you are a first time contributor, ask someone who is seasoned to review
your post and provide feedback. If you found you’ve made a mistake, be up front about it and
correct it quickly and transparently by leaving a note about what was changed.
● Pay attention to the rich media you are using -- follow all policies around using others’
creative works, media, editorial, and language. We always recommend giving attribution and
credit where it is due. You will never get in trouble for crediting others’ work. You will likely
get into trouble for taking others’ work. This applies to videos, photos, GIFs, articles, and
words.

Salesforce Global Employee Handbook

(February 1, 2022)
 ● Think before you post — Before you post anything, whether it is to a personal account or an
official channel, think about how it will be perceived. With the real-time web, there is no undo
button, so imagine what you are about to post plastered on a billboard. Imagine your boss
driving by it in the morning and ask yourself whether he or she would be okay with it. Also,
recognize that you are legally responsible for any content you post. You may be subject to
liability if your posts are found defamatory, harassing, infringe a third party’s copyrights,
trademarks, trade secrets, rights of publicity or in violation of any other applicable law.

Additional Information and Key Contacts

You also need to familiarize yourself with all Company policies that address social media, public
relations, proprietary and confidential information, and communicating with external parties. Also, get
to know other Company resources, such as trust.salesforce.com and the Public Relations and
Investor Relations sections on our www.salesforce.com website. Refer people to our Company
websites if they have questions or want more information about the Company.

If you have any questions about what is or is not appropriate, please contact Public Relations
([email protected]) or the Social Media Team ([email protected]). Also, if you notice
any violations of this policy or any postings that could be damaging to Salesforce, you need to report
them to the legal department ([email protected]), Public Relations, or the Social Media Team.
These teams will help steer you in the right direction or escalate the issue to the appropriate
individuals.

Questions

Please email [email protected] if you have questions regarding this Policy.

Salesforce Global Employee Handbook

(February 1, 2022)