​EMPLOYEE PRIVACY, CONFIDENTIALITY & DATA PROTECTION POLICY

Company: MatchMyValue

Effective Date: 2020
Policy Applies To: All employees, temporary employees, interns, contractors, and other authorized personnel of Match My Value.

1. Purpose

Match My Value ("Company") is committed to protecting the privacy, confidentiality, security, and integrity of information belonging to the Company, its employees, clients, event attendees, vendors, contractors, venues, and business partners.

Because the Company plans and manages private and public events, employees may have access to sensitive information, including client information, event details, guest lists, contact information, payment-related information, contracts, pricing, business strategies, photographs, security information, and other confidential materials.

Employees are required to protect this information and may access or use it only when necessary to perform their authorized job duties.

2. Confidential Information

For purposes of this policy, "Confidential Information" includes, but is not limited to:

• Client names, addresses, telephone numbers, email addresses, and other contact information.

• Guest lists, attendee lists, seating arrangements, RSVP information, and invitations.

• Private event locations, schedules, timelines, access information, security arrangements, and transportation details.

• Wedding, corporate, celebrity, VIP, private-party, and other confidential event information.

• Contracts, proposals, invoices, budgets, pricing, commissions, and payment information.

• Vendor lists, vendor pricing, supplier agreements, and business relationships.

• Employee and contractor information.

• Company passwords, login credentials, files, databases, software, and systems.

• Business plans, marketing strategies, customer lists, financial information, and internal procedures.

• Photographs, videos, recordings, designs, floor plans, event concepts, and other creative materials that are not publicly released.

• Trade secrets and other information that has commercial value because it is not generally known.

• Any information marked "Confidential," "Private," "Internal," or otherwise identified as confidential.

• Any information that a reasonable person would understand to be private or confidential based on the circumstances.

3. Employee Privacy

The Company will make reasonable efforts to protect confidential employee information in accordance with applicable law.

Employees must not access, copy, photograph, download, disclose, or distribute another employee's personnel, payroll, medical, financial, disciplinary, or other private information unless the employee is specifically authorized to do so as part of his or her job responsibilities.

Employees should not attempt to access Company records merely because they have technical ability to do so.

Access to Company information is based on job responsibilities and authorization—not merely on an employee's ability to access a system.

4. Client and Guest Privacy

Employees must treat client and guest information as confidential.

Employees may not:

• Share client or guest information with friends, family, acquaintances, vendors, media, or other persons who are not authorized to receive it.

• Post private event information on social media without authorization.

• Share guest lists, phone numbers, email addresses, addresses, photographs, videos, or event schedules without authorization.

• Discuss confidential client matters in public places where unauthorized persons may hear the conversation.

• Take photographs or videos of private events for personal use without authorization.

• Use client information for personal business, solicitation, marketing, or personal relationships.

• Provide event security information or access instructions to unauthorized individuals.

5. Social Media and Public Statements

Employees must not represent themselves as an authorized spokesperson for the Company unless expressly authorized.

Employees may not publish, post, livestream, or otherwise disclose confidential information concerning a Company client, event, employee, vendor, or business partner without authorization.

This includes posting:

• Behind-the-scenes event information.

• Private client conversations.

• Screenshots of Company systems.

• Guest lists.

• Private event locations before or during an event.

• Security arrangements.

• Confidential contracts or documents.

• Unreleased photographs or videos.

• Private messages involving clients or Company personnel.

Nothing in this policy is intended to prohibit employees from exercising rights protected by applicable federal or state law, including legally protected workplace communications or reporting unlawful conduct to an appropriate government agency.

6. Company Devices, Accounts, and Systems

Company computers, phones, email accounts, cloud-storage accounts, software, databases, and other technology must be used responsibly and in accordance with Company policies.

Employees must:

• Keep passwords confidential.

• Use only accounts and systems they are authorized to access.

• Protect Company devices from unauthorized access.

• Immediately report lost or stolen Company equipment.

• Lock computers and devices when unattended.

• Avoid storing confidential Company information on unauthorized personal devices or accounts.

• Follow Company instructions concerning cybersecurity and data protection.

Employees must not attempt to bypass security controls, obtain another person's password, access restricted files, or access Company systems for purposes unrelated to their authorized duties.

7. Unauthorized Access and Computer Misuse

Employees are strictly prohibited from intentionally accessing, copying, deleting, modifying, transferring, or distributing computer data without authorization.

Unauthorized computer access or computer trespass may have consequences beyond Company discipline.

Under North Carolina General Statute § 14-454, unauthorized access to a computer, computer program, computer system, or computer network can constitute a criminal offense. NNorth Carolina General Assembly

North Carolina General Statute § 14-458 also prohibits certain unauthorized uses of computers or computer networks, including unauthorized copying, alteration, or destruction of computer data. Depending on the circumstances and resulting damage, violations can carry misdemeanor or felony penalties. NNorth Carolina General Assembly

A person injured by a violation of G.S. § 14-458 may also have a civil claim for damages and costs under G.S. § 1-539.2A. NNorth Carolina General Assembly

8. Trade Secrets and Proprietary Information

Employees must protect the Company's trade secrets and proprietary information during and after employment.

Under North Carolina's Trade Secrets Protection Act, G.S. § 66-152, a trade secret generally includes business or technical information that has actual or potential commercial value because it is not generally known and is subject to reasonable efforts to maintain its secrecy. NNorth Carolina General Assembly

Employees must not improperly acquire, disclose, use, copy, or distribute Company trade secrets or other proprietary information.

North Carolina G.S. § 66-153 provides a civil remedy for misappropriation of trade secrets, and G.S. § 66-154 provides remedies that may include injunctive relief and other court-ordered remedies. NNorth Carolina General Assembly+1

Examples of potentially protected Company information include:

• Client databases.

• Proprietary pricing models.

• Vendor agreements.

• Unique event-planning methods.

• Internal operating procedures.

• Business strategies.

• Marketing strategies.

• Non-public financial information.

• Confidential customer lists.

• Proprietary event concepts and designs.

9. Disclosure Required or Permitted by Law

Employees should not assume that every piece of confidential information must remain secret under every circumstance.

An employee may disclose information when disclosure is:

• Required by a valid court order, subpoena, warrant, or other legal process.

• Required by applicable law or regulation.

• Necessary to report suspected criminal conduct or unlawful activity to an appropriate government agency or law-enforcement authority.

• Otherwise protected or permitted by applicable law.

When an employee receives a subpoena, court order, governmental request, or other legal demand for Company or client information, the employee should immediately notify [DESIGNATED COMPANY CONTACT/TITLE], unless prohibited by law from doing so.

Employees should not independently decide to release confidential Company or client information when a legal request is received unless authorized to do so.

10. Security Breach or Accidental Disclosure

Employees must immediately report any suspected or actual:

• Data breach.

• Lost or stolen device.

• Unauthorized access.

• Misdelivered email.

• Accidental disclosure.

• Lost client file.

• Compromised password.

• Unauthorized photograph or recording.

• Suspicious computer activity.

• Disclosure of confidential information.

Employees should report incidents to:

Designated Contact: [NAME/TITLE]
Email: [EMAIL]
Telephone: [PHONE]

Employees must not attempt to conceal, delete, alter, or destroy evidence concerning a suspected security incident.

North Carolina law contains specific requirements concerning security breaches involving certain personal information. See N.C. Gen. Stat. § 75-65. NNorth Carolina General Assembly

11. Return of Company Information

Upon termination, resignation, suspension, or completion of an assignment, employees must return or surrender Company property and confidential information, including:

• Company computers and phones.

• Keys and access cards.

• Documents and files.

• Client information.

• Guest lists.

• Passwords and access credentials.

• Company records.

• Storage devices.

• Photographs or recordings obtained for Company purposes.

• Confidential information stored on personal devices or accounts, to the extent permitted by law.

Employees must not retain copies of confidential Company information for personal use.

12. Continuing Confidentiality

The obligation to protect confidential information does not automatically end when employment ends.

Employees must continue to protect confidential information that remains confidential or legally protected after their employment ends, including qualifying trade secrets and confidential client information.

13. Violations of This Policy

A violation of this policy may result in disciplinary action, up to and including termination of employment, subject to applicable law and Company policy.

Depending on the conduct, the Company may also pursue available civil remedies or refer potentially unlawful conduct to appropriate authorities.

Nothing in this policy guarantees that the Company will pursue any particular remedy in every situation.

14. No Waiver of Legal Rights

Nothing in this policy is intended to:

• Prevent an employee from reporting suspected violations of law.

• Prevent an employee from cooperating with a government investigation.

• Require an employee to disclose information when disclosure is prohibited by law.

• Waive any rights provided by applicable federal, state, or local law.

• Prevent legally protected communications or activities.

Employees should seek independent legal advice regarding their individual legal rights when appropriate.

15. Policy Changes

The Company may amend this policy when necessary to reflect changes in law, technology, business practices, or Company operations.

Employees will be notified of material changes as required by Company policy or applicable law.

16. Governing Law

To the extent legally permissible, this policy shall be interpreted consistent with the laws applicable to the Company's operations, including the laws of the State of North Carolina where applicable.

Because laws may change, the Company reserves the right to modify this policy to maintain compliance with applicable law.