Protecting Company Information

Protecting Company information is the responsibility of every employee. We share a common interest in ensuring that information is not improperly or accidentally disclosed.

The Company's confidential and proprietary information is critical to current operations and future success. Each employee must take all reasonable steps to protect this information from unauthorized disclosure.

Under no circumstance should an employee disclose or reveal confidential information inside or outside the Company without proper authorization or a legitimate business purpose.

For purposes of this policy, "Confidential Information" means any information, or compilation of information, in any form (paper, electronic, or otherwise) related to the Company's business that the Company has not made public, has not authorized to be made public, and that is not generally known to the public through proper means.

By way of example, confidential and proprietary information includes nonpublic information about the Company's business methods and plans, databases, systems, technology, intellectual property, know-how, training materials, marketing plans, business development, products, services, research, scientific principles and methodology, inventions, financial statements, financial projections, financing methods, pricing strategies, compliance strategies, patient and referral sources, employee and patient health and medical records, system designs, customer and patient lists, and methods of competition. Trade secret information is further protected under the Florida Uniform Trade Secrets Act (Florida Statutes Chapter 688).

In addition, employees who, in the course of their duties, have access to the following information about another employee may not disclose that information for any reason, except as required to perform their job and only with appropriate authorization: Social Security numbers, driver license or state identification numbers, financial account or credit or debit card numbers, and security codes or passwords that would permit access to medical, financial, or other legally protected information.

Confidential Information does not include information lawfully acquired by non-management employees about wages, hours, or other terms and conditions of employment when used for purposes protected by Section 7 of the National Labor Relations Act, such as engaging in concerted activity for mutual aid or protection. Nothing in this Handbook prohibits an employee from communicating in good faith with any governmental authority, reporting a suspected violation of law or regulation, disclosing Confidential Information lawfully acquired in the course of employment to a governmental authority in connection with such a report, or filing, testifying in, or participating in a legal proceeding related to any violation, including disclosures protected by any whistleblower law (such as the Florida Whistleblower's Act, Florida Statutes Sections 448.101 to 448.105 for private-sector employees) or required disclosures to the Securities and Exchange Commission, the Department of Labor, or any other appropriate governmental authority.

Employees are also notified that, under the federal Defend Trade Secrets Act of 2016, an individual will not be held criminally or civilly liable under federal or state trade secret law for the disclosure of a trade secret that (a) is made in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney, and is made solely for the purpose of reporting or investigating a suspected violation of law, or (b) is made in a complaint or other document filed in a lawsuit or other proceeding, provided the filing is made under seal. An individual who pursues a retaliation claim against an employer for reporting a suspected violation of law may disclose the trade secret to the individual's attorney and use it in the court proceeding, provided the individual files any document containing the trade secret under seal and does not otherwise disclose the trade secret except as permitted by court order.

All telephone calls regarding the position or compensation of any current or former employee must be forwarded to Human Resources.

The Company's address may not be used for the receipt of personal mail.