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Freshy Fresh Productions LLC Employee Handbook Effective Date: 3/6/2026 Version: 1.0 Approved By: Founder & Executive Management This handbook contains the policies, expectations, and guidelines for employees of Freshy Fresh Productions LLC. It applies to all departments and employees. Table of Contents Welcome Message Company Overview Mission, Vision & Values Equal Employment Opportunity Policy Workplace Conduct Policy Anti-Harassment & Anti-Discrimination Policy Workplace Safety Policy Department Standards Employment Classifications Work Hours & Scheduling Attendance Policy Compensation & Payroll Overtime Policy Employee Benefits Overview Code of Ethics Technology & Electronics Policy Company Property Policy Confidentiality & Data Protection Security & Incident Reporting Progressive Discipline Policy Drug & Alcohol Policy Workplace Violence Policy Social Media Policy Dress Code Policy Customer Service Standards Training & Development Performance Reviews Promotions & Transfers Leave of Absence Policies Employee Complaint Procedures Investigations Policy Termination Procedures Exit Interviews Policy Updates Employee Acknowledgment 1. Welcome Message Welcome to Freshy Fresh Productions LLC. We are proud to have you as part of our team. Our organization operates across several industries including food services, automotive operations, electronics services, and entertainment production. Our success depends on teamwork, professionalism, and dedication from every employee. This handbook is designed to provide guidance on workplace expectations and company policies. 2. Company Overview Freshy Fresh Productions LLC operates multiple departments that provide services and products to customers across different sectors. Departments include: Food Department Automotive Department Electronics Department Entertainment Department Each department operates under shared corporate policies while maintaining specialized operational procedures. 3. Mission, Vision & Values Mission To deliver high-quality services and products while maintaining professional integrity and customer satisfaction. Vision To become a trusted multi-industry company recognized for innovation, service quality, and employee excellence. Core Values Integrity Accountability Professionalism Safety Customer Commitment Innovation 4. Equal Employment Opportunity Policy Freshy Fresh Productions LLC is committed to providing equal employment opportunities to all employees and applicants. Employment decisions are based on: Qualifications Skills Experience Job performance Discrimination based on protected characteristics is prohibited. 5. Workplace Conduct Policy Employees are expected to behave professionally at all times. Professional conduct includes: Respecting coworkers Following supervisor instructions Maintaining a professional environment Avoiding disruptive behavior Misconduct may result in disciplinary action. 6. Anti-Harassment & Anti-Discrimination Policy Freshy Fresh Productions LLC prohibits: Harassment Discrimination Bullying Hostile workplace behavior This policy applies to all employees, supervisors, customers, and vendors. Reports of harassment will be investigated immediately. 7. Workplace Safety Policy Employee safety is a top priority. All employees must: Follow safety procedures Use protective equipment when required Report hazards immediately Participate in safety training Unsafe behavior may result in disciplinary action. 8. Department Standards Each department has additional standards. Food Department Employees must: Follow food safety standards Maintain sanitation procedures Follow food handling guidelines Automotive Department Employees must: Follow repair safety procedures Use proper tools and equipment Maintain clean work areas Electronics Department Employees must: Properly handle electronic equipment Maintain inventory accuracy Follow repair protocols Entertainment Department Employees must: Maintain professionalism during events Protect company equipment Follow event safety procedures 9. Employment Classifications Employees may be classified as: Full-Time Employees Part-Time Employees Temporary Employees Contract Workers Employment classification determines eligibility for certain benefits. 10. Work Hours & Scheduling Work schedules are determined by department managers. Employees must: Arrive on time Follow assigned schedules Notify supervisors if scheduling conflicts arise 11. Attendance Policy Reliable attendance is essential. Employees must: Report absences before shifts Provide documentation when required Avoid excessive absenteeism Chronic absenteeism may result in disciplinary action. 12. Compensation & Payroll Employees are paid according to the company payroll schedule. Payroll policies include: Accurate time reporting Direct deposit options Payroll deductions required by law Employees should report payroll errors immediately. 13. Overtime Policy Overtime must be approved by management. Employees working beyond scheduled hours may qualify for overtime pay in accordance with applicable labor laws. 14. Employee Benefits Overview Benefits may include: Paid time off Health benefits Retirement plans Training opportunities Eligibility varies based on employment classification. 15. Code of Ethics Employees must act ethically and honestly. Employees must not: Commit fraud Misuse company funds Accept improper gifts or bribes Violations may lead to termination. 16. Technology & Electronics Policy Company technology must be used responsibly. Employees must not: Install unauthorized software Access inappropriate content Share confidential information Electronic activity may be monitored. 17. Company Property Policy Employees are responsible for protecting company property. Company property includes: Equipment Vehicles Electronics Tools Documents Damage or theft may result in disciplinary action. 18. Confidentiality & Data Protection Employees may have access to confidential information. This information must not be shared without authorization. Examples include: Customer data Financial records Business strategies 19. Security & Incident Reporting Employees must report: Theft Safety hazards Security concerns Workplace violations Reports should be submitted to supervisors or the Head of Security. 20. Progressive Discipline Policy Freshy Fresh Productions LLC uses a progressive disciplinary system: Verbal Warning Written Warning Final Warning Suspension Termination Serious violations may skip steps. 21. Drug & Alcohol Policy Employees must not work under the influence of drugs or alcohol. Prohibited activities include: Possession of illegal substances Selling drugs at work Impairment while on duty Violations may result in termination. 22. Workplace Violence Policy Threats, intimidation, or violence will not be tolerated. Employees should report concerns immediately. 23. Social Media Policy Employees must avoid posting confidential or damaging company information on social media. Employees must not represent company views without authorization. 24. Dress Code Policy Employees must maintain professional appearance. Dress code may vary by department but must remain appropriate and safe. 25. Customer Service Standards Employees must treat customers with respect and professionalism. Customer complaints should be handled calmly and reported to supervisors. 26. Training & Development Freshy Fresh Productions LLC encourages employee development through training programs and skill improvement opportunities. 27. Performance Reviews Employees may receive periodic performance evaluations based on: Job performance Attendance Conduct Teamwork 28. Promotions & Transfers Promotion decisions are based on: Experience Performance Qualifications Business needs 29. Leave of Absence Policies Leave options may include: Vacation leave Sick leave Personal leave Family leave Requests must be approved by management. 30. Employee Complaint Procedures Employees who experience workplace issues should report them to: Supervisors Human Resources Executive management Complaints will be investigated. 31. Investigations Policy All reports of misconduct will be reviewed and investigated by management. Investigations may involve: General Managers Executive Managers Head of Security Founder 32. Termination Procedures Employment may be terminated due to: Policy violations Poor performance Misconduct Business restructuring 33. Exit Interviews Departing employees may be invited to provide feedback about their employment experience. 34. Policy Updates Freshy Fresh Productions LLC may update policies at any time. Employees will be notified when updates occur. 35. Employee Acknowledgment I acknowledge that I have received and reviewed the Freshy Fresh Productions LLC Employee Handbook.

Freshy Fresh Productions LLC Human Resources Disciplinary Policy Handbook Effective Date: 3/6/2026 Approved By: Founder & Executive Management Document Classification: Internal Corporate Policy 1. Purpose of This Policy The purpose of this Human Resources Disciplinary Policy Handbook is to establish clear guidelines for employee conduct and disciplinary procedures at Freshy Fresh Productions LLC. This handbook ensures that all employees are treated fairly and consistently when workplace rules or company policies are violated. It also outlines the disciplinary process used by management to address misconduct, performance issues, or violations of company standards. Freshy Fresh Productions LLC is committed to maintaining a professional, safe, respectful, and productive work environment across all departments. 2. Scope of Policy This disciplinary policy applies to all employees, contractors, supervisors, and managers working within Freshy Fresh Productions LLC. Departments covered include but are not limited to: Food Department Automotive Department Electronics Department Entertainment Department Corporate Administration Security Personnel All employees are expected to comply with company policies regardless of their position or length of employment. 3. Standards of Employee Conduct Employees of Freshy Fresh Productions LLC must adhere to professional workplace standards including: Professional Behavior Employees must: Treat coworkers, supervisors, and customers with respect. Maintain professionalism in all workplace interactions. Follow supervisor instructions and company procedures. Workplace Safety Employees must: Follow safety procedures at all times. Report hazards or unsafe conditions immediately. Comply with department-specific safety guidelines. Attendance and Reliability Employees must: Arrive to work on time. Maintain regular attendance. Notify supervisors of absences according to company policy. Protection of Company Property Employees must: Properly use company equipment and resources. Avoid theft, misuse, or damage to company property. 4. Zero Tolerance Policy Freshy Fresh Productions LLC maintains a zero-tolerance policy for serious misconduct including but not limited to: Harassment or discrimination Workplace violence or threats Theft or fraud Safety violations that endanger employees or customers Possession of illegal substances at the workplace Intentionally damaging company property Severe violations of company policies Any employee found engaging in zero-tolerance violations may face immediate disciplinary action up to and including termination of employment. 5. Disciplinary Action Levels Freshy Fresh Productions LLC uses a progressive disciplinary system when addressing workplace violations. However, management reserves the right to bypass steps depending on the severity of the violation. Step 1: Verbal Warning The employee is informed of the violation and advised on expected behavior. Documentation may be recorded internally by the supervisor. Step 2: Written Warning A formal written warning is issued and placed in the employee’s personnel file. The employee must acknowledge receipt of the warning. Step 3: Final Written Warning A final warning indicates that further violations may lead to suspension or termination. Corrective actions may be required. Step 4: Suspension Temporary removal from job duties for a specified period. Suspensions may be paid or unpaid depending on circumstances. Step 5: Termination Termination may occur if: The employee fails to correct behavior The violation is severe The employee commits repeated violations Termination decisions require management review. 6. Investigation Process All reported incidents will undergo a fair and impartial investigation. Investigations may be conducted by: General Managers Executive Managers Head of Security Human Resources Personnel Company Founder (when necessary) Investigation Steps Incident report submission Evidence review Witness interviews Employee statement collection Review of policies violated Determination of disciplinary action Employees are expected to cooperate fully during investigations. 7. Employee Rights During Investigations Employees have the right to: Provide their statement regarding the incident Submit evidence or witness information Receive written documentation of disciplinary actions Maintain confidentiality to the extent possible Retaliation against employees who report violations is strictly prohibited. 8. Appeals Process Employees who believe disciplinary action was unfair may submit an appeal. Appeals must be submitted within 7 business days of receiving the disciplinary notice. Appeals must include: Written explanation Supporting evidence (if available) Appeals will be reviewed by executive management. Final decisions will be issued in writing. 9. Department Compliance All departments within Freshy Fresh Productions LLC must comply with this disciplinary policy. This includes: Food Department Food safety compliance Customer service professionalism Clean workplace standards Automotive Department Safety procedures Proper equipment usage Compliance with repair protocols Electronics Department Proper handling of electronic equipment Inventory accountability Customer service conduct Entertainment Department Professional conduct with clients Event safety compliance Protection of company equipment Failure to follow department standards may result in disciplinary action. 10. Responsibilities of Management Managers and supervisors are responsible for: Enforcing company policies Documenting employee violations Reporting serious incidents to executive management Ensuring fair disciplinary actions Protecting workplace safety and integrity Failure of management to enforce policies may result in disciplinary review. 11. Documentation Requirements All disciplinary actions must be properly documented. Documentation may include: Incident reports Disciplinary action forms Witness statements Security reports Investigation findings These records will be maintained in employee personnel files. 12. Confidentiality All disciplinary matters must remain confidential and only shared with authorized personnel involved in the investigation or management review. Unauthorized disclosure of disciplinary matters may result in disciplinary action. 13. Policy Modifications Freshy Fresh Productions LLC reserves the right to modify or update this policy at any time to ensure compliance with company standards and operational needs. Employees will be notified of any policy updates. 14. Employee Acknowledgment I acknowledge that I have received, read, and understand the Freshy Fresh Productions LLC Human Resources Disciplinary Policy Handbook. I understand that failure to follow company policies may result in disciplinary action up to and including termination of employment. Employee Name: _______________________________ Employee Signature: _______________________________ Date: _______________________________ Corporate Authorization Founder: Josh Williams Date Approved: 3/6/2026

Freshy Fresh Productions LLC Executive Management Operational Manual Department: Executive Management Applies To: Executive Managers, General Managers, Founder Document Classification: Confidential Corporate Operations Effective Date: __________________ Approved By: Founder & Executive Board Table of Contents Purpose of the Manual Executive Management Responsibilities Leadership Structure & Reporting Corporate Governance Strategic Planning & Oversight Department Oversight & Coordination Financial Management & Budget Oversight Human Resources & Personnel Management Risk Management & Compliance Corporate Security Oversight Operational Policies & Procedures Enforcement Investigation Oversight Decision-Making Authority Crisis Management & Emergency Response Reporting Requirements & Performance Metrics Communication & Corporate Transparency Executive Meetings & Documentation Ethical Leadership & Compliance Standards Recordkeeping & Documentation Executive Acknowledgment 1. Purpose of the Manual This manual provides guidance for Executive Management to ensure consistent, professional, and effective operations of Freshy Fresh Productions LLC. It ensures executives can: Manage multiple departments effectively Enforce corporate policies Maintain compliance with laws and internal regulations Promote organizational growth and stability 2. Executive Management Responsibilities Executives are responsible for: Implementing strategic plans Monitoring departmental performance Making high-level operational decisions Overseeing human resources and personnel matters Ensuring corporate security and safety Managing financial and resource allocation Ensuring compliance with internal and external regulations 3. Leadership Structure & Reporting Organizational Reporting: Founder ↓ Executive Managers ↓ General Managers / Department Heads ↓ Employees Executives report directly to the Founder and coordinate with General Managers for departmental oversight. 4. Corporate Governance Executives must ensure corporate governance standards are followed: Compliance with laws and regulations Oversight of company policies Review of internal controls Board and Founder reporting Ethical management practices 5. Strategic Planning & Oversight Executives must: Develop long-term strategic goals Set corporate objectives across all departments Review department performance against KPIs Adjust strategies as needed to meet business goals 6. Department Oversight & Coordination Executives monitor operations across: Food Department Automotive Department Electronics Department Entertainment Department Responsibilities include: Ensuring departmental compliance Monitoring performance and productivity Coordinating between departments for operational efficiency 7. Financial Management & Budget Oversight Executives oversee financial operations, including: Budget approval and allocation Expense tracking Profitability analysis Financial reporting to the Founder Ensuring cost efficiency and risk mitigation 8. Human Resources & Personnel Management Executive management ensures: Enforcement of HR policies and employee handbook Disciplinary procedures and terminations are properly executed Performance reviews and promotions are conducted fairly Employee training and development initiatives are supported 9. Risk Management & Compliance Executives oversee risk management procedures: Identify operational risks Ensure safety and security protocols are enforced Review compliance with company and legal standards Address incidents and potential liabilities 10. Corporate Security Oversight Executives coordinate with the Head of Security to: Approve major security protocols Review security investigations Ensure emergency procedures are in place Maintain employee, visitor, and property safety 11. Operational Policies & Procedures Enforcement Executives must enforce: Workplace policies Departmental procedures Safety and compliance regulations Ethical business practices Executives also review any exceptions or policy deviations. 12. Investigation Oversight Executives supervise serious internal investigations, including: Workplace misconduct Theft or fraud Safety violations Harassment or discrimination Employee termination recommendations Executives may collaborate with Human Resources and Security Department. 13. Decision-Making Authority Executives have authority to: Approve budgets and departmental expenditures Approve disciplinary actions including suspension and termination Implement operational changes Escalate major incidents to the Founder Decisions must align with corporate policy and documented procedures. 14. Crisis Management & Emergency Response Executives lead company response during crises: Natural disasters Workplace accidents Security breaches Public relations incidents Executives coordinate all communication and recovery actions. 15. Reporting Requirements & Performance Metrics Executives are responsible for: Preparing departmental and company performance reports Monitoring KPIs across all departments Reporting to the Founder and stakeholders Identifying operational improvement opportunities 16. Communication & Corporate Transparency Executives must maintain: Clear internal communication with managers and employees Transparent reporting to the Founder Confidentiality where required Professional communication with clients and external partners 17. Executive Meetings & Documentation Executives must: Conduct regular management meetings Document decisions and action items Review departmental reports and updates Ensure follow-up on critical issues 18. Ethical Leadership & Compliance Standards Executives are expected to: Model professional conduct Enforce ethical business practices Prevent discrimination, harassment, or misconduct Ensure compliance with all company policies and laws 19. Recordkeeping & Documentation Executives must ensure all corporate documentation is accurate and securely stored: Investigation reports Disciplinary records Financial records Meeting minutes Strategic planning documents

FRESHY FRESH PRODUCTIONS LLC HOST ATTENDANCE & NO-SHOW POLICY Effective Date: October 7, 2026 Policy Applies To: All Hosts, Co-Hosts, and On-Air Personnel Issued By: Freshy Fresh Productions LLC --- 1. PURPOSE Freshy Fresh Productions LLC (“FFP”) is committed to maintaining reliable, professional, and consistent programming across all of its shows. Every host and co-host is responsible for appearing for their scheduled shows or properly notifying the appropriate people when they are unable to attend. Unannounced absences, repeated no-shows, or intentionally missing scheduled shows undermine the production, place additional responsibility on co-hosts, and negatively affect the FFP Network. Therefore, all hosts are required to follow this Attendance & No-Show Policy. --- 2. NO-SHOWS ARE A POLICY VIOLATION A host must not simply fail to appear for a scheduled show without notifying Freshy Fresh and their co-host(s). A no-show includes, but is not limited to: - Failing to appear for a scheduled show without prior notice. - Failing to communicate an absence to Freshy Fresh. - Failing to notify the show's co-host(s). - Repeatedly missing shows without an acceptable explanation. - Knowing the attendance requirements but intentionally ignoring them. - Repeatedly being absent despite previous warnings or disciplinary action. Hosts are expected to treat their scheduled shows as a professional commitment. --- 3. REQUIRED ABSENCE NOTIFICATION If a host knows they cannot attend a scheduled show, they are required to notify: 1. Freshy Fresh / FFP management, and 2. Their co-host(s) as soon as reasonably possible. Whenever possible, notification should occur before the scheduled show begins. The notification should clearly state that the host will be absent and, when appropriate, provide a brief reason. Emergency Absences FFP recognizes that emergencies and unexpected circumstances can happen. If an emergency prevents a host from providing advance notice, the host must communicate with Freshy Fresh and their co-host(s) as soon as reasonably possible after the situation allows. Legitimate emergencies will be considered when determining disciplinary action. --- 4. HOST RESPONSIBILITIES Every host is responsible for: - Knowing their scheduled show times. - Arriving and being prepared for their scheduled show. - Maintaining communication with their co-host(s). - Informing Freshy Fresh of planned absences. - Providing reasonable notice whenever possible. - Taking attendance responsibilities seriously. - Understanding that repeated unexplained absences can result in disciplinary action. A host may not claim ignorance of this policy after receiving or being made aware of it. --- 5. DISCIPLINARY ACTION FFP will use an escalating disciplinary process when a host repeatedly violates this policy. Disciplinary action may take the following form depending on the circumstances, severity, frequency, and intent of the violations. LEVEL 1 — INITIAL VIOLATION / WARNING For a first unexcused no-show, the host may receive a formal warning. The host will be reminded of: - The attendance requirement. - The notification requirement. - Their responsibility to their co-host(s). - The consequences of future violations. The violation may be documented internally by FFP. --- LEVEL 2 — REPEATED OR BACK-TO-BACK ABSENCES If a host has back-to-back unexcused absences, repeatedly fails to notify management, or demonstrates a pattern of failing to attend scheduled shows, FFP may escalate disciplinary action. This may include a public/live disciplinary segment in which the host is held accountable for the attendance violation in an appropriate, professional, and non-abusive manner. The purpose of the live disciplinary action is to make the host's failure to meet their responsibilities clear and reinforce the seriousness of the policy. FFP will not tolerate threats, harassment, discriminatory treatment, or abusive conduct as part of discipline. --- LEVEL 3 — FORMAL MANAGEMENT MEETING & SUSPENSION If the host: - Continues missing shows, - Has repeated back-to-back absences, - Intentionally violates the policy, - Repeatedly ignores the notification requirement despite knowing the rules, or - Continues the same behavior after prior disciplinary action, FFP management may require the host to attend a formal disciplinary meeting. Following the meeting, the host may be placed on suspension from Freshy Fresh Productions LLC and/or their assigned show(s). The length and conditions of the suspension will be determined by FFP management based on the circumstances. --- LEVEL 4 — TERMINATION If a host continues violating the Attendance & No-Show Policy after returning from suspension, Freshy Fresh Productions LLC may terminate the host's position within FFP. Termination may also be considered when there is clear evidence that a host is deliberately and repeatedly disregarding the policy despite being informed of the requirements and consequences. Termination decisions will be made by FFP management. --- 6. INTENTIONAL VIOLATIONS FFP considers intentional violations more serious than an isolated mistake. A host who repeatedly misses shows while knowing the policy, knowing the notification requirements, and knowing the potential consequences may face accelerated disciplinary action. A pattern of intentionally missing shows "here and there" does not necessarily avoid discipline simply because the absences are not consecutive. FFP may consider the overall pattern of conduct when determining appropriate action. --- 7. CO-HOST RESPONSIBILITY Co-hosts are not responsible for covering up or excusing another host's repeated no-shows. If a co-host knows that another host will be absent, they should communicate with FFP management when appropriate. Co-hosts are expected to maintain professional communication and should not be placed in a position where they repeatedly have to compensate for another host's failure to appear. --- 8. FAIRNESS AND EXCEPTIONS FFP understands that legitimate circumstances may prevent a host from attending a show. Examples may include: - Emergencies. - Serious unforeseen circumstances. - Technical emergencies. - Family emergencies. - Other circumstances approved or recognized by FFP management. Hosts should communicate these circumstances as soon as reasonably possible. FFP management reserves the right to review individual circumstances before determining disciplinary action. --- 9. ACCOUNTABILITY Being a host of a Freshy Fresh Productions LLC show is a responsibility. Hosts represent themselves, their co-hosts, their individual shows, and the FFP Network. Failure to appear without proper communication can negatively affect: - The show's schedule. - Co-hosts. - Production planning. - Viewers. - The reputation of the show. - The Freshy Fresh Productions LLC Network. All hosts are therefore expected to take their commitments seriously. --- 10. FINAL POLICY STATEMENT If you cannot make your show, communicate. A host is expected to notify Freshy Fresh and their co-host(s) when they cannot attend. A single mistake can be addressed. A repeated pattern of no-shows cannot be ignored. Back-to-back or intentional violations may result in escalating disciplinary action, including a formal meeting and suspension. Continued violations following suspension may result in termination from Freshy Fresh Productions LLC. By continuing to serve as a host or co-host for Freshy Fresh Productions LLC, personnel are expected to understand and follow this policy. Freshy Fresh Productions LLC reserves the right to modify or update this policy as the network grows and operational needs change. --- FRESHY FRESH PRODUCTIONS LLC Professionalism • Accountability • Communication • Commitment

Freshy Fresh Productions LLC Fairness, Compensation, and Creator Rights Policy (2026 Edition) Effective Date: January 1, 2026 Applies To: All Management, Show Hosts, Creators, Contractors, and Affiliated Talent --- 1. Purpose and Guiding Principles Freshy Fresh Productions LLC (“the Company”) is committed to maintaining a fair, transparent, and legally compliant working environment across all productions, media platforms, and digital content operations. This policy establishes enforceable standards governing: Compensation fairness Revenue sharing structures Creator independence and rights Compliance with U.S. labor laws (2026 standards) Ethical treatment of all personnel within the Company network The Company recognizes that modern media production operates across both traditional employment frameworks and digital creator ecosystems, and therefore adopts policies that reflect both. --- 2. Scope of Policy This policy applies to: Show hosts and co-hosts Content creators affiliated with Company productions Production staff and management teams Independent contractors and digital talent All individuals appearing on or contributing to Company-owned shows or platforms --- 3. Compensation & Revenue Sharing Structure 3.1 Fair Revenue Allocation The Company adopts a creator-first compensation model, ensuring equitable profit distribution: The Company shall retain no more than 10% of total net profits generated by a show or production. The Company explicitly prohibits excessive revenue extraction, including: Taking 20%–50% of creator earnings (industry practices deemed exploitative) Remaining revenue (minimum 90%) shall be distributed among: Hosts Co-hosts Production contributors (as contractually agreed) 3.2 Transparency Requirements All revenue calculations must be: Documented Accessible to involved creators upon request Payment breakdowns must clearly show: Gross revenue Platform fees (if applicable) Company percentage (≤10%) Final creator payout 3.3 Payment Timelines Payments must be issued: Within agreed contractual timelines (e.g., 7–30 days) Delayed payments without cause are strictly prohibited --- 4. Creator Independence & External Platforms Freshy Fresh Productions LLC affirms the rights of creators to maintain independent digital identities. 4.1 Personal Channel Rights All hosts and creators are allowed to: Stream content on their own platforms, including but not limited to: YouTube Twitch TikTok Instagram 4.2 Ownership of Personal Content Content created independently outside Company productions remains: Fully owned by the creator The Company shall not claim: Revenue Rights Ownership over personal channel content 4.3 Non-Exclusivity Clause The Company does not enforce restrictive exclusivity, unless: Explicitly negotiated in a separate written agreement Supported by additional compensation --- 5. Anti-Wage Theft & Legal Compliance (2026 U.S. Standards) Freshy Fresh Productions LLC strictly complies with all federal, state, and local labor laws, including the Fair Labor Standards Act (FLSA) and updated 2026 enforcement standards. 5.1 Definition of Wage Theft Wage theft includes but is not limited to: Failure to pay agreed wages Unpaid overtime Off-the-clock work Misclassification of employees as independent contractors Withholding earned compensation These practices are explicitly prohibited. 5.2 2026 Legal Updates & Enforcement Trends Wage theft enforcement has significantly increased, with: Stronger penalties, including criminal liability in some cases Cities and states have expanded protections: Including licensing penalties and worker-friendly enforcement systems Workers are increasingly protected by: Minimum wage increases (some exceeding $17/hour) Expanded overtime protections Enhanced anti-discrimination rules 5.3 Overtime & Recordkeeping Under federal law: Employees must receive: 1.5x pay for hours worked beyond 40 per week Employers must: Maintain accurate time and payroll records Compensate all hours worked (including small increments) 5.4 Anti-Retaliation Protection The Company strictly prohibits retaliation against any individual who: Raises concerns about pay Reports labor violations Discusses wages with colleagues --- 6. Fair Treatment & Workplace Standards 6.1 Equal Opportunity & Non-Discrimination The Company enforces: Equal pay for equal work Zero tolerance for discrimination based on: Race, gender, age, background, or identity 6.2 Ethical Digital Labor Practices In response to modern media environments: The Company will not: Use invasive monitoring technologies without disclosure Exploit algorithm-based performance systems unfairly All performance evaluations must be: Transparent Human-reviewed 6.3 Safe & Respectful Work Environment Harassment, intimidation, or coercion is prohibited All personnel must be treated with professional respect --- 7. Contracts & Enforcement 7.1 Binding Agreements All participants must sign written agreements outlining: Compensation terms Revenue splits Rights and responsibilities 7.2 Policy Enforcement Violations of this policy may result in: Contract termination Financial penalties Legal action if applicable 7.3 Dispute Resolution Disputes shall be resolved through: 1. Internal review 2. Mediation 3. Arbitration or legal proceedings (if necessary) --- 8. Commitment to Industry Reform Freshy Fresh Productions LLC acknowledges that: Wage theft and unfair labor practices remain widespread in media and digital industries Workers are increasingly vulnerable in platform-based environments The Company commits to: Leading by example in ethical creator compensation Maintaining transparency and accountability Continuously updating policies in alignment with evolving laws --- 9. Acknowledgment All management and hosts must acknowledge: They have read and understood this policy They agree to comply with all outlined standards --- Final Statement Freshy Fresh Productions LLC affirms that fair pay, creator freedom, and legal compliance are non-negotiable principles, and that no production success justifies exploitation.

Freshy Fresh Productions LLC Final Host & Staff Quitting / Termination Policy Effective Immediately This policy applies to all hosts, co-hosts, studio staff, production staff, moderators, managers, executives, and affiliated members involved with , including all connected Discord servers, studios, productions, livestream operations, and network activities. Purpose of This Policy The purpose of this policy is to maintain: Professionalism Reliability Team communication Production stability Respect toward management and staff Consistency across all Freshy Fresh Productions LLC operations All members are expected to act professionally and communicate responsibly while representing the company. Discord Server Participation Policy The official Freshy Fresh Productions LLC Discord server is considered: A workplace communication hub A production coordination platform An official staff/studio management space Participation and communication inside the server is mandatory for active staff and hosts. Leaving the Discord Server Policy Any host, co-host, or staff member who leaves the official Discord server repeatedly without proper communication may face disciplinary action, including termination. Termination Rule A host or staff member will be terminated if: They leave the Discord server more than three (3) times No proper explanation or reasoning is provided They fail to notify: The Founder Executive Managers Their co-hosts or direct production team The behavior becomes repeated, disruptive, or unprofessional Repeated unauthorized departures from the server will be considered: Failure to communicate Lack of reliability Disruption to production operations Violation of company expectations Required Communication Expectations Before leaving the Discord server, taking time away, or becoming inactive, staff members are expected to: Contact the Founder directly Notify Executive Managers Inform co-hosts and studio teams Explain the situation professionally Maintain communication regarding availability Failure to communicate may result in: Warnings Suspension from productions Removal from studios Demotion Permanent termination Time Off & Personal Situations Policy Freshy Fresh Productions LLC understands that personal situations, emergencies, mental health breaks, family matters, school, work, or medical issues may occur. If a staff member needs time away, they must: Notify management beforehand whenever possible Request temporary leave Communicate expected absence duration Stay respectful and professional during the process Approved leave will NOT result in punishment when properly communicated. Studio Conduct & Production Expectations All staff members involved in: Studios Shows Livestreams Podcasts Events Production planning Management operations must remain active, responsive, and professional. Staff are expected to: Attend scheduled productions when assigned Respond to important management communication Respect scheduling responsibilities Avoid unnecessary drama or disruption Cooperate with production teams Failure to uphold responsibilities may lead to disciplinary review. Inactivity & Ghosting Policy The following behaviors may be considered abandonment of position: Ignoring management for extended periods Repeatedly disappearing without notice Ghosting productions or studio operations Leaving servers without explanation Refusing communication attempts Management reserves the right to: Replace inactive hosts Reassign studio positions Remove access to company operations Terminate involvement with the company Professionalism Clause All members representing Freshy Fresh Productions LLC are expected to: Show maturity and professionalism Respect fellow staff and management Handle disagreements privately and respectfully Maintain a positive production environment Avoid actions that damage company operations or reputation Final Authority The Founder and Executive Management of Freshy Fresh Productions LLC reserve the right to: Investigate incidents Determine disciplinary action Approve leave requests Remove members from productions or studios Enforce this policy when necessary for company operations Final Statement Freshy Fresh Productions LLC values loyalty, communication, teamwork, and professionalism. Staff members who communicate honestly and responsibly will always be treated fairly and respectfully. However, repeated disruptive behavior, lack of communication, server abandonment, or refusal to cooperate with management expectations may result in permanent termination from all Freshy Fresh Productions LLC operations and studios.

Freshy Fresh Productions LLC Privacy & Host Conduct Policy Introduction (Comprehensive Statement): Freshy Fresh Productions LLC (“Company”) is committed to protecting the privacy, safety, and reputations of our hosts, guests, staff, and audience. All hosts, contractors, employees, and affiliates must treat private information with the highest standard of confidentiality and professional judgment. Private information includes, but is not limited to, personally identifiable information (PII), health and medical details, financial information, sexual orientation, criminal history, legal matters, family and relationship details, business proprietary information, communications reasonably expected to be private, and any other sensitive data disclosed in confidence on or off the air. Under no circumstances should hosts disclose, speculate about, or discuss another host’s or any individual’s private information live on-air, in recorded content, in social media posts under Company-associated accounts, or in any public forum where such statements could be amplified. Hosts are also expressly prohibited from discussing or sharing their own or others’ private business matters in ways that could expose or harm colleagues — even if the parties involved are close friends — unless explicit, written consent has been obtained from the affected person and approved in advance by Executive Management. If a host becomes aware or reasonably suspects that another host or individual affiliated with the Company is committing a crime or presents a threat, the host must promptly notify Executive Management and the Founder, Josh Williams, and must not solicit the public to investigate or intervene; the suspicion should simultaneously be reported to the appropriate law enforcement or regulatory authorities as required by law or Company procedure. Violations of this policy — including on-air or off-air disclosure of another person’s private information, willful encouragement of public vigilantism, or other breaches of confidentiality — will result in disciplinary action up to and including immediate suspension or termination, subject to Company investigation. Hosts who inadvertently disclose their own private information on Company platforms are responsible for notifying Executive Management immediately and must refrain from repeating or amplifying such disclosures in the future, particularly when they do not have a complete understanding of the privacy boundaries or relationships of other hosts. There is a narrowly defined grey area for extremely sensitive, operational, or legally protected private information that should be known only to Executive Management and, specifically, the Founder Josh Williams; such information may not be disclosed to other hosts, staff, or external parties except on a strict need-to-know basis and only with written authorization from Josh Williams or as required by law. The Company maintains secure procedures for collecting, storing, accessing, and disposing of private information, and reserves the right to cooperate with legal process while protecting the rights of individuals. By participating in Company programming or operations, all hosts and staff acknowledge they have read, understood, and agreed to abide by this policy and the disciplinary measures herein. Key Rules & Points (Bullet List): - Definitions: Private information = PII, health, financials, legal matters, family, proprietary business info, private communications, and other sensitive details. - Zero-tolerance on talking about others’ private information publicly: No on-air, recorded, social media, or public discussion of another host’s or person’s private info without explicit written consent and Management approval. - No exceptions for friendship: Hosts may not discuss or disclose colleagues’ private business even if close friends; consent and Management approval are required. - Self-disclosure caution: If a host shares their own private business/information in Company content, they must notify Executive Management immediately and avoid repeating it if they do not fully understand boundaries or relationships. - Suspected criminal activity: If you suspect another host or affiliate is committing a crime, immediately notify Executive Management and Founder Josh Williams, and report to appropriate authorities; do not encourage or direct the public to investigate or take action. - Reporting channels: Report concerns to Executive Management via the Company’s designated reporting procedure and directly to Josh Williams when required; the Company will protect reporters from retaliation to the extent permitted by law. - Consequences: Violations of this policy (intentional or reckless disclosure of private information, encouraging public vigilantism, or other breaches) may lead to suspension or immediate termination, and may result in legal action. - Grey-area sensitive information: Certain highly sensitive or operational private information is restricted to Executive Management and specifically to Founder Josh Williams; disclosure beyond authorized individuals is prohibited. - Access & need-to-know: Private information access is limited to those with legitimate business need; requests for access must be approved by Executive Management and documented. - Data handling & security: The Company will implement reasonable administrative, technical, and physical safeguards to protect private information; hosts must follow security protocols for any data in their possession. - Consent & permissions: Written consent must be obtained before using or publishing private information about another person; verbal consent alone is insufficient for potentially sensitive disclosures. - Legal compliance: The Company will comply with lawful requests from authorities, but will take steps to limit disclosure and notify affected individuals where appropriate and legally permissible. - Investigation process: Allegations of privacy breaches will be investigated promptly and fairly; interim actions (e.g., suspension) may be taken during investigations. - Training & acknowledgment: Hosts must complete periodic privacy and conduct training and sign acknowledgments confirming understanding and acceptance of this policy. - Record-keeping & retention: Private information will be retained only as long as necessary for business, legal, or compliance reasons and disposed of securely in accordance with Company retention schedules. - Contact: Questions, concerns, or requests related to privacy, potential breaches, or this policy should be directed to Executive Management and/or Founder Josh Williams. Effective enforcement of this policy is essential to maintain trust, legal compliance, and the professional reputation of Freshy Fresh Productions LLC. Failure to adhere to these standards will be treated seriously and addressed in accordance with Company disciplinary procedures.

Freshy Fresh Productions LLC Show Host Handbook — Comprehensive Edition Purpose and scope - Purpose: Provide an exhaustive, operational handbook for all live and pre-recorded show hosts (employees, contractors, freelancers, guest hosts) producing content under the Freshy Fresh Productions LLC brand. This document defines standards, workflows, legal and platform compliance, scheduling, content formats, moderation, diversity & inclusion expectations, incident reporting, discipline, and appeals. - Scope: Applies to anyone creating, producing, presenting, or directly controlling content on Freshy Fresh-owned channels (Twitch, Kick, YouTube, social channels, corporate sites) or representing the company at external events, virtual spaces, or partner channels when using the Freshy Fresh brand or assets. Core legal & platform compliance - Mandatory adherence to Twitch, Kick, and YouTube Terms of Service, Community Guidelines, Partner/Affiliate rules, monetization policies, and any regional laws applicable to creators (copyright, broadcast standards, advertising disclosure laws, privacy, child protection). - When platform rules differ, hosts must follow the strictest applicable rule. If uncertain, pause content and consult Production Management. - Hosts are required to maintain awareness of platform policy updates; Production issues periodic alerts and mandatory refresh training when significant rule changes occur. - Copyright and IP: - Do not use third-party copyrighted materials (music, video clips, images, game assets, character likenesses, logos) without a cleared license or explicit permission. - For music: use company-licensed tracks, royalty-free catalog approved by Content Ops, or platform-licensed music where permitted. Never rely on “fair use” without legal sign-off. - For games and publisher content: ensure compliance with publisher streaming policies and EULAs. Obtain express permission for beta or NDA-covered content. - Privacy and personal data: - Do not broadcast or disclose personally identifiable information (PII) of guests, staff, or viewers (full names, addresses, phone numbers, account details) unless explicit written consent is obtained and approved by Legal/HR. - Recording conversations with contributors off-stream may require consent depending on jurisdiction. - Advertising and sponsorship disclosure: - All paid promotions, sponsored content, affiliate links, gifted items, or other material connections must be disclosed clearly and early in each episode per FTC and platform rules. - Use clear on-screen disclosure text (e.g., “Sponsored by…”, “Paid Promotion”) and verbal mention at the start of the episode and before promotional segments. - Keep records of sponsorship agreements in the Production folder; failure to disclose triggers immediate disciplinary action. - Safety, illegal activity, and regulated goods: - Hosts must not promote or facilitate illegal activity (drugs, unlicensed weapons, hacking/cracking, fraud). - Content about regulated activities (financial advice, medical advice, gambling) must be pre-cleared with Legal and Compliance and include required disclaimers. Brand standards and representation - Brand voice and values: - Hosts represent Freshy Fresh’s brand voice: energetic, inclusive, professional, creative, and community-focused. - Avoid public statements (on-air or off-air when representing the company) that could harm the brand: political campaigning, extremist rhetoric, explicit hate speech, or statements endorsing discrimination. - Visual assets: - Use approved logos, overlays, lower-thirds, and graphics from the Brand Asset Library. Any deviations require written approval from Creative Services. - Music and production assets: - Use only company-approved music beds, stingers, and sound effects. Request new assets via Creative Services with minimum lead time of 7 business days. Employee & contractor policies (company policy integration) - Applicability: - This handbook augments (does not replace) the Freshy Fresh employee handbook, contractor agreements, confidentiality (NDA) provisions, and IT/security policies. Hosts must comply with all. - Workplace conduct and off-duty behavior: - Off-duty actions that materially harm the company’s reputation or create workplace safety risks may be subject to discipline. - Confidentiality and NDAs: - Hosts must protect internal assets, unannounced plans, monetization data, and unreleased content. Do not disclose internal metrics, embargoed releases, or sponsor terms without written clearance. - Remote work and equipment: - Company may provide hardware (PCs, mics, cameras). Equipment policies (care, return, software installs) are in IT policy. Hosts are responsible for basic maintenance and for immediate reporting of loss or damage. - Compensation, payments, and taxes: - Hosts on contract rate cards should follow invoicing and deliverable schedules per Talent Ops. Misrepresentation of hours or deliverables is misconduct. Show formats, episode structure, and seasons - Episode types: - Live shows: real-time interaction, chat moderation required, must follow live-run checklist. - Pre-recorded / taped shows: finalized and reviewed for compliance before upload. - Hybrid: live with pre-recorded segments; pre-recorded elements must be cleared prior to air. - Specials: one-off events, charity streams, crossovers, tournaments—require special approvals and extra staffing. - Standard episode elements (recommended): - Opening (intro music, host intro, sponsor/partner mentions, safety/house rules). - Main segment(s) (interviews, gameplay, reviews, panels, performances). - Mid-roll promotional segments (clear disclosure). - Closing (recap, call-to-action: follow/subscribe, links, moderation reminders). - Episode length and cadence: - Short-format stream: 30–60 minutes. - Standard-format stream: 60–180 minutes. - Extended events: 4+ hours with scheduled breaks and additional staff. - VODs: 10–90 minutes depending on content and platform norms. - Seasons and scheduling: - Season types and sample structures: - One-off special: single episode with unique production plan. - Mini-season: 6–8 episodes (ideal for pilots or limited-series). - Standard season: 10–12 episodes (quarterly cadence). - Extended season: 16+ episodes (preferred for serialized shows or multi-month blocks). - Release cadence options: - Weekly (recommended for steady audience growth). - Biweekly (for resource-limited productions). - Twice-weekly (for high-engagement formats). - Daily short-form (must be pre-cleared with Content Ops and Scheduling). - Timeslot planning: - Freshy Fresh makes timeslot assignments based on audience analytics and talent availability. Hosts should propose desired timeslots during season planning. - Example timeslot library (local time): - Weekday Evening: 6:00–8:00 PM — high engagement for general audience. - Prime Weekend Afternoon: 2:00–5:00 PM — family-friendly and guest-friendly. - Late Night: 10:00 PM–12:00 AM — adult/late-night tone acceptable. - Morning/Lunch: 11:00 AM–1:00 PM — short-form or news updates. - Block scheduling: - Multi-host shows with guest rotations should use consistent blocks (e.g., every Tuesday/Thursday, 6–8 PM). - Host availability: - Hosts must provide quarterly availability windows and adhere to scheduled timeslots, arriving 30–60 minutes prior for checks. Pre-show, live, and post-show operational procedures - Pre-show checklist (minimum 30–60 minutes prior) - Technical: - Confirm streaming software (OBS/Streamlabs/etc.) settings, bitrate, frame rate per platform profile. - Audio checks: main mic, backup mic, guest audio levels, monitor audio for clipping. - Video checks: camera framing, lighting, green screen keying, overlays visible. - Connection: wired ethernet recommended; perform speed test (upload ≥ required bitrate + overhead). - Scene list loaded with transitions and sources set. - Content: - Segment rundown loaded and shared with Production/Moderation team. - Guest release forms signed and collected for on-air talent. - Sponsor scripts and disclosure text confirmed. - Safety: - Moderators assigned and briefed. - Escalation contacts (Production Lead, HR on-call, Legal) listed and reachable. - Live operation: - Signals and cues: follow producer cues, countdowns, and timing. - Chat management: adhere to moderation thresholds; do not read or amplify hateful, violent, or doxxing content. - Guest handling: pre-brief guests; mute or cut guests who violate policy. - Technical failures: switch to backup stream/ prerecorded content if available; follow the outage playbook. - Post-show: - Upload VODs with correct metadata, timestamps, and sponsor disclosures. - Archive show assets (raw recordings, chat logs, overlays) in the company content repository per retention policy. - Incident reports: file any moderation incidents, platform strikes, DMCA notices, or complaints within 24 hours. Moderation, community safety, and chat policy - Moderator team: - Every live show must have at least one trained moderator for standard streams and additional moderators for larger audiences. - Moderators must be trained on company moderation playbook: enforcement thresholds, ban/timeout criteria, escalation flow. - Chat policy: - Zero tolerance for hate speech, slurs, discriminatory language, explicit threats, threats of violence, doxxing, sexual harassment. - Allowed content: constructive criticism, humor that is not demeaning, civil disagreement. - Enforcement actions: timeout, temp-ban, permanent ban, and escalation to Production/HR for serious or repeated violations. - Moderator tools and scripts: - Use pre-approved mod commands, blacklists, and automod settings. - Keep a visible pinned message in chat with house rules at stream start. - Viewer interactions: - Do not accept or invite content that exposes minors to sexualized or exploitative content. - Do not reward or incentivize abusive behavior for entertainment (e.g., “pay-to-abuse” formats). - Safety escalation: - Immediate escalation to Security/HR for credible threats, doxxing, stalking, or other safety risks. - Preserve logs and screenshots for investigations. Diversity, inclusion, and anti-discrimination policy - Policy statement: - Freshy Fresh is committed to a culture of inclusion. Discrimination or harassment on the basis of race, color, religion, sex, gender identity, sexual orientation, national origin, disability, age, pregnancy, veteran status, marital status, or any other protected characteristic is strictly prohibited. - On-air conduct: - Hosts must not use derogatory language, slurs, or engage in mocking or demeaning commentary about protected groups. - Hosts must not tolerate or encourage discriminatory language in chat. Guests exhibiting discriminatory behavior on-air should be removed immediately. - Guest vetting: - Guests and collaborators are subject to a vetting process: social media check, professional background, and prior history of public conduct. High-risk guests (history of discrimination, extremist associations) are disallowed. - Reasonable accommodations: - Hosts and contributors who request accommodations for disability, religious observance, or other protected needs must be accommodated per HR policy where reasonable. Notify HR and Production early during planning. Guest and collaborator policy - Guest onboarding: - Guest release form required for any guest appearing on-air or in recordings. Include consent for distribution, advertising use, and clip creation. - Guests must be briefed on house rules and platform rules prior to appearing. - Guest content: - Hosts must ensure guest behavior complies with platform and company policies. Hosts have the authority and responsibility to mute, remove, or end a guest’s segment if necessary. - Sponsored guests: - Additional disclosures and sponsor approval required for promotional appearances. - Paid appearances: - Paid guest or talent appearances must be contracted through Talent Ops with clear deliverables, fees, and rights. Sponsorships, branded integrations, and money handling - Sponsorship approvals: - All sponsor deals must be routed through Partnerships/Branded Content team and Legal. Do not agree to or promise sponsors without documented approval. - Disclosure and format: - Verbal disclosure at start and prior to every paid segment. On-screen disclosure for recorded content. - Merch and donations: - Merch promotions must align with brand guidelines. Donations/patronage accepted only through approved channels. Refund, payout, and liability processes follow Finance policy. - Promotional claims: - Do not make unverified claims about sponsored products (medical, financial) without approval and necessary disclaimers. Content review, takedowns, and appeals - Content review: - Production reviews scheduled episodes for policy compliance prior to publishing when feasible. Post-broadcast reviews for live incidents. - Takedowns and DMCA: - If a takedown notice is received, immediately notify Legal and Preservation/Content Ops. Preserve original files and chat logs; follow Legal’s DMCA response process. - Appeals workflow: - Hosts may appeal company disciplinary decisions via HR grievance procedure. Platform appeals (ban/strike) are handled by the company when authorized. Incident reporting and investigations - Reporting channels: - Use the company’s incident reporting system for policy violations. For emergencies (threats, safety risk), call Security/HR immediately. - Initial response: - Production Management will acknowledge reports within 48 business hours and may take interim actions (temporary removal of segments, muting, pausing uploads). - Investigation procedure: - Evidence collection: store recordings, chat logs, mod logs, and any relevant communication. - Interview relevant parties (host, guest, moderators) and review metadata/time stamps. - Determination within 10 business days where possible; extended timeframes communicated. - Confidentiality: - Investigations are confidential and information only shared on a need-to-know basis. Disciplinary matrix and punishments - Guiding principles: - Discipline should be proportional to harm, intent, and recurrence. - Remediation and training are emphasized for first-time or minor infractions; severe or intentional violations result in severe penalties including termination and possible legal action. - Definitions: - Minor violation: inadvertent rule breaches, first-time small infractions, non-harmful content omissions (e.g., missed disclosure). - Moderate violation: repeated infractions, small-scale harmful conduct (e.g., slurs used in jest causing harm), avoidable negligence leading to platform strikes. - Major violation: intentional hate speech, violent threats, doxxing, repeated discrimination, criminal actions, serious breaches of confidentiality or sponsor fraud. - Disciplinary steps (examples and possible outcomes): - Minor violations: - Written counseling/warning. - Mandatory retraining and documented corrective action plan. - Temporary revocation of scheduling privileges for up to 2 weeks. - Notation in personnel file. - Moderate violations: - Suspension from hosting duties for 2–14 days depending on specifics. - Removal or editing of content, public apology if required. - Mandatory coaching and increased oversight for next 3 months. - Probation period (30–90 days) during which further infractions escalate penalties. - Potential fines or restitution if contractually stipulated damages occurred. - Major violations: - Immediate suspension pending investigation. - Termination of employment or contract, with final pay subject to legal review and contract terms. - Permanent ban from appearing on Freshy Fresh channels. - Referral to law enforcement and civil pursuit for damages when appropriate. - Blacklisting from future partnerships and removal from talent rosters. - Guest and third-party violations: - Guests violating policy on-air: immediate removal; ban from future appearances; partner organizations may be notified. - Hosts who invite known violators may be disciplined proportionally for failure to vet. - Platform enforcement interaction: - Platform strikes or bans may result in additional company discipline even if platform action is reversed. - Documentation: - All disciplinary actions recorded, with timelines, evidence, and remediation plans. Hosts have right to appeal per HR policy. Sample disciplinary scenarios (illustrative) - Scenario A — Missed disclosure for minor sponsored segment (first offense): Written warning, mandatory sponsorship disclosure training, edit and reupload VOD with disclosure. - Scenario B — Host uses derogatory slur on-air (first occurrence): Immediate suspension (3–7 days), mandatory sensitivity training, public apology drafted with HR/PR, probation for 90 days. - Scenario C — Host knowingly invites a guest with a history of hate speech who then repeats such content on-air: Termination of contract for host and permanent ban for guest; legal review for negligence. - Scenario D — Repeated takedowns for unlicensed music leading to channel strikes: Escalating penalties—warning, suspension, possible termination, and potential repayment of damages to the company. Training, onboarding, and performance management - Onboarding requirements: - New hosts must complete: - Company orientation (HR, IT, Security). - Platform compliance training (Twitch, Kick, YouTube). - Moderation and community safety training. - Brand training (voice, visual assets, sponsor handling). - Legal/NDAs and confidentiality briefing. - Completion required before first live appearance. - Recurring training: - Quarterly policy refreshers. - Immediate mandatory re-training if the platform updates major policies or if the host receives a violation. - Performance evaluations: - Quarterly reviews assessing content quality, compliance, audience engagement, and adherence to handbook. - Performance improvement plans for repeated underperformance or compliance issues. Technical standards and security - Streaming technical baseline: - Minimum upload speed: dependent on stream quality; recommended wired connection and redundant backup stream where feasible. - Recommended encoders, bitrates, and resolution settings provided in the Technical Appendix. - Security: - Use company-provided two-factor authentication (2FA) for platform accounts where possible. - Passwords and account credentials must be stored in company-approved password manager; do not share credentials via chat or email. - Report phishing attempts, account compromise, or suspicious activity immediately to IT. - Recording retention: - Retain raw recordings for X months (as per company retention policy) or longer if under investigation. (Refer to Preservation & Retention Policy for exact durations.) Public relations, statements, and crisis response - Public statements: - Do not comment to press, social media, or external parties on behalf of Freshy Fresh without PR approval. - Crisis management: - For incidents requiring public response (platform ban, discriminatory on-air incident), PR will draft messaging; hosts may need to deliver apologies or clarifications under guidance. - Social media: - Hosts are encouraged to build personal platforms but should not use personal accounts to make official company announcements. Use approved company channels or obtain approval. Records, documentation, and legal cooperation - Records retention: - Keep records of sponsorship disclosures, guest releases, scripts, corre

Freshy Fresh Productions LLC Company Content Policy 1. Purpose Provide clear standards and procedures for creation, review, approval, publication, and distribution of all company content to protect brand integrity, legal compliance, and audience safety. 2. Scope Applies to all content created, commissioned, published, or distributed by employees, contractors, freelancers, interns, partners, and affiliates of Freshy Fresh Productions LLC across all channels (video, audio, images, scripts, social media, marketing, website, press releases, events, and third‑party platforms). 3. Definitions - Content: Any audio, visual, written, or multimedia material produced or distributed by the company. - Risky Content: Content that may create legal exposure, safety or privacy concerns, reputational harm, or regulatory risk. Examples include but are not limited to: - Defamation, false statements, or unverified claims about persons or organizations. - Content involving minors, vulnerable populations, or explicit sexual material. - Graphic violence, self‑harm, or content likely to encourage dangerous activities. - Sensitive personal data (health, financials, identification) without explicit consent. - Hate speech, harassment, or discriminatory content. - Content using copyrighted material, trademarks, or likenesses without proper rights/clearance. - Politically sensitive material, election-related messaging, or paid political advertising. - Content that could violate local, national, or international laws or platform policies. - Anything that could reasonably cause significant public backlash, brand damage, or safety risk. 4. General Content Standards - Accuracy: Verify facts and attributions; use primary sources where possible. - Transparency: Disclose sponsorships, paid promotions, conflicts of interest, and reenactments. - Respect & Inclusion: Avoid discriminatory, harassing, or demeaning content. - Legal & Platform Compliance: Adhere to copyright, privacy, advertising, and platform-specific rules. - Safety: Do not produce or publish content that reasonably encourages dangerous or illegal activities. - Quality: Meet company creative and technical standards for production and presentation. 5. Approval Process - Routine Content: Content that is non‑sensitive and falls outside the Risky Content definition may be approved by designated content leads or producers per standard workflow. - Risky Content: Any content meeting the Risky Content definition must receive written approval from: - The Founder of Freshy Fresh Productions LLC, and - At least one Executive Manager (e.g., Executive Producer, Head of Production, or Chief Operating Officer). - Required materials for Risky Content approval: - Final script or storyboard and a timecode/shot list for produced assets. - Risk assessment outlining legal, safety, reputational, and platform risks. - Clearances and releases (talent, location, copyrighted material) or plan to obtain them. - Mitigation plan describing edits, warnings, age gating, or moderation procedures. - Approval must be documented (email or project management record) and retained with project files. 6. Emergency & Fast‑Turnaround Exceptions - In exceptional, time‑sensitive circumstances where founder or executive manager approval cannot be reached, content may not be published if it meets Risky Content criteria. For non‑risky urgent items, the senior content lead may approve and inform executives immediately after publication. All such decisions must be documented and reviewed within 48 hours. 7. Roles & Responsibilities - Creator/Producer: Identify if content is risky, prepare required materials, seek approvals, and implement mitigation measures. - Content Lead/Producer: Perform initial review, flag risky elements, and route for required approvals. - Legal/Compliance: Provide guidance on rights, releases, and regulatory issues; review Risky Content when requested. - Founder & Executive Managers: Review and provide final approval or rejection for Risky Content; provide written guidance for mitigation or required edits. - Platform/Distribution Manager: Ensure approved content meets platform policies, metadata, and labeling requirements. 8. Training & Awareness All staff and contractors must receive training on this policy, identifying risky content, and the approval workflow. Training refreshers will occur annually or whenever the policy is updated. 9. Recordkeeping & Retention Maintain records of approvals, risk assessments, clearances, and release forms for a minimum of five years or as required by law. 10. Enforcement & Consequences Non‑compliance with this policy may result in corrective action up to termination, contract termination, and legal remedies. Intentional circumvention of required approvals will be treated as a serious violation. 11. Review & Revisions This policy will be reviewed annually and updated as needed. Any substantive changes to Risky Content definitions or approval requirements must be approved by the Founder and Executive Management.

Freshy Fresh Productions LLC Privacy & Host Conduct Policy Introduction (Comprehensive Statement): Freshy Fresh Productions LLC (“Company”) is committed to protecting the privacy, safety, and reputations of our hosts, guests, staff, and audience. All hosts, contractors, employees, and affiliates must treat private information with the highest standard of confidentiality and professional judgment. Private information includes, but is not limited to, personally identifiable information (PII), health and medical details, financial information, sexual orientation, criminal history, legal matters, family and relationship details, business proprietary information, communications reasonably expected to be private, and any other sensitive data disclosed in confidence on or off the air. Under no circumstances should hosts disclose, speculate about, or discuss another host’s or any individual’s private information live on-air, in recorded content, in social media posts under Company-associated accounts, or in any public forum where such statements could be amplified. Hosts are also expressly prohibited from discussing or sharing their own or others’ private business matters in ways that could expose or harm colleagues — even if the parties involved are close friends — unless explicit, written consent has been obtained from the affected person and approved in advance by Executive Management. If a host becomes aware or reasonably suspects that another host or individual affiliated with the Company is committing a crime or presents a threat, the host must promptly notify Executive Management and the Founder, Josh Williams, and must not solicit the public to investigate or intervene; the suspicion should simultaneously be reported to the appropriate law enforcement or regulatory authorities as required by law or Company procedure. Violations of this policy — including on-air or off-air disclosure of another person’s private information, willful encouragement of public vigilantism, or other breaches of confidentiality — will result in disciplinary action up to and including immediate suspension or termination, subject to Company investigation. Hosts who inadvertently disclose their own private information on Company platforms are responsible for notifying Executive Management immediately and must refrain from repeating or amplifying such disclosures in the future, particularly when they do not have a complete understanding of the privacy boundaries or relationships of other hosts. There is a narrowly defined grey area for extremely sensitive, operational, or legally protected private information that should be known only to Executive Management and, specifically, the Founder Josh Williams; such information may not be disclosed to other hosts, staff, or external parties except on a strict need-to-know basis and only with written authorization from Josh Williams or as required by law. The Company maintains secure procedures for collecting, storing, accessing, and disposing of private information, and reserves the right to cooperate with legal process while protecting the rights of individuals. By participating in Company programming or operations, all hosts and staff acknowledge they have read, understood, and agreed to abide by this policy and the disciplinary measures herein. Key Rules & Points (Bullet List): - Definitions: Private information = PII, health, financials, legal matters, family, proprietary business info, private communications, and other sensitive details. - Zero-tolerance on talking about others’ private information publicly: No on-air, recorded, social media, or public discussion of another host’s or person’s private info without explicit written consent and Management approval. - No exceptions for friendship: Hosts may not discuss or disclose colleagues’ private business even if close friends; consent and Management approval are required. - Self-disclosure caution: If a host shares their own private business/information in Company content, they must notify Executive Management immediately and avoid repeating it if they do not fully understand boundaries or relationships. - Suspected criminal activity: If you suspect another host or affiliate is committing a crime, immediately notify Executive Management and Founder Josh Williams, and report to appropriate authorities; do not encourage or direct the public to investigate or take action. - Reporting channels: Report concerns to Executive Management via the Company’s designated reporting procedure and directly to Josh Williams when required; the Company will protect reporters from retaliation to the extent permitted by law. - Consequences: Violations of this policy (intentional or reckless disclosure of private information, encouraging public vigilantism, or other breaches) may lead to suspension or immediate termination, and may result in legal action. - Grey-area sensitive information: Certain highly sensitive or operational private information is restricted to Executive Management and specifically to Founder Josh Williams; disclosure beyond authorized individuals is prohibited. - Access & need-to-know: Private information access is limited to those with legitimate business need; requests for access must be approved by Executive Management and documented. - Data handling & security: The Company will implement reasonable administrative, technical, and physical safeguards to protect private information; hosts must follow security protocols for any data in their possession. - Consent & permissions: Written consent must be obtained before using or publishing private information about another person; verbal consent alone is insufficient for potentially sensitive disclosures. - Legal compliance: The Company will comply with lawful requests from authorities, but will take steps to limit disclosure and notify affected individuals where appropriate and legally permissible. - Investigation process: Allegations of privacy breaches will be investigated promptly and fairly; interim actions (e.g., suspension) may be taken during investigations. - Training & acknowledgment: Hosts must complete periodic privacy and conduct training and sign acknowledgments confirming understanding and acceptance of this policy. - Record-keeping & retention: Private information will be retained only as long as necessary for business, legal, or compliance reasons and disposed of securely in accordance with Company retention schedules. - Contact: Questions, concerns, or requests related to privacy, potential breaches, or this policy should be directed to Executive Management and/or Founder Josh Williams. Effective enforcement of this policy is essential to maintain trust, legal compliance, and the professional reputation of Freshy Fresh Productions LLC. Failure to adhere to these standards will be treated seriously and addressed in accordance with Company disciplinary procedures.