Common use of Governing Law; Severability; Entire Agreement Clause in Contracts

Governing Law; Severability; Entire Agreement. I agree that this Agreement shall be construed in accordance with the laws of the State of Maryland, which shall be the forum for any dispute concerning my participation in the Program. The terms and provisions of this Agreement shall be severable, such that if a court of competent jurisdiction holds any term to be illegal, unenforceable or in conflict with any law governing this Agreement, the validity of the remaining portions shall not be affected thereby. This Agreement represents my complete understanding with CRS concerning CRS's responsibility and liability for my participation in the Program, supersedes any previous or contemporaneous understandings I may have had with CRS on this subject, whether written or oral, and cannot be changed or amended in any way without my written concurrence. I hereby acknowledge that I have read, understand, and will abide by each of the terms and conditions of this Agreement. ACCEPTED AND AGREED TO: Date: (Volunteer Signature) (Printed Name) ACCEPTED AND AGREED TO: CATHOLIC RELIEF SERVICES – UNITED STATES CONFERENCE OF CATHOLIC BISHOPS Date: By: (Printed Name) (Title) Appendix A CRS Policy on Safeguarding Applies to: Sponsor: Created On: Approved Revision: Expiration Date: Purpose: All Staff, Worldwide EVP HR November 1, 2018 January 1, 2019 December 31, 2020 Thepurpose ofthispolicyis to setaclear standard for all CRSstaff regarding their moral and legal obligations to treat all peoplewithrespect, to actively preventharassment, abuse, exploitation, and humantrafficking-asdefined below-and to report any such case whether observed or experienced. Scope: Safeguardingistheresponsibilitythatallorganizationshavetoensurethat their Staff and programs honor and protect the rights and dignity of all people-especiallychildren and vulnerable adults-to live free from abuse and harm. AtCatholicReliefServices(CRS), thisresponsibilityisparamountgiventhat safeguarding is seen as in integral part of the mission and values of the Catholic Churchandonethatisfirmlyrootedinourbelief thateachindividual has a unique worth created in the image and likeness of God. CRS employees, consultants, and volunteers, collectively known for purposes ofthispolicyas CRS Staff, areexpectedtotreatallpeoplewithwhomthey have contact with respect, to actively prevent harassment, abuse and exploitation, andtoensureourprogramsdonoharmtothecommunitiesin which we work. Likewise, CRS is committed to work only with organizations-including partners, vendors, and suppliers--whoareequallycommittedtothedignityof individuals and equally vigilant to preventing and addressing abuse and exploitation. (SeePartnerSafeguardingStandardsandVendor/SupplierCode of Conduct - Both of these documents are comingsoon) WhereasmanyCRSpoliciesvaryacrossregions-contextualizedtoparticular locations and cultures-the CRS Safeguarding policy is universal to-and bindingupon--all ofour staff around the world. As such, Country Programs need to ensure that this universal policy is incorporated into local employment manuals and approved by local authorities, as applicable. In addition, because we expect anyone employed by CRS to live our values at all times, this policy applies to CRS Staff activities and behaviors at work, outside work, and while on leave. Policy: CRS is committed to creating and maintaining an environment-both in our workplace and in our projects-that promotes our core values and prevents the abuse and exploitation of all with whom we interact. Abuse and exploitation constitute acts of serious misconduct and are therefore grounds for disciplinary action including termination and, as relevant, notification to specific donors and/or appropriate law enforcement authorities. CRS-Legal/RT 8 Agreement, Waiver & Release Rev. 2014.V6 Xxxxxx-to-Xxxxxx All CRS Staff are obligated to report any concerns or suspicions of harassment, abuse and exploitation involving CRS Staff, partners, beneficiaries, vendors or aid workers associated with another organization. The concern may be a result of witnessing the incident, being told of it, or being the object of it. CRS Staff should report all concerns through any of the following channels: their supervisor, the global CRS whistleblower site, a local CRS whistleblower site, Human Resources (HR), or the respective Country Representative. In no case, should any of CRS Staff investigate an allegation or a reported allegation on their own, outside of standard reporting protocols. All reports will be promptly investigated and addressed and treated with due regard for the privacy of the individuals involved. It is important for all reporters to understand, however, that CRS is legally mandated to follow up on certain allegations-regardless of the preference of the reporter-and that strict confidentiality cannot always be guaranteed due to the organization's moral and/or legal obligation to investigate. In the case when CRS or the reporter believe that an investigation could put the reporter in danger, CRS will take reasonable steps to protect thesafety and security of the reporter. Reporters will be notified of the steps being taken to assess and/or investigate the allegation, as well as any final assessment/ outcome Neither CRS nor its Staff will retaliate--in the form of an adverse employment action (termination, demotion, etc.) or harassment-against any individual reporting an allegation in good faith or participating in an investigation. Any form of retaliation is grounds for disciplinary action including termination. In addition, CRS is committed to ensuring that program participants-and members of communities in which they live-are aware of what staff behavior is acceptable and how they can raise their concerns or questions in a confidential and secure manner. Harassment Harassment is unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends and results in a hostile environment for the victim. CRS is committed to a work environment that is professional and free from intimidation, hostility, or other offenses which might interfere with the dignity of an individual or work performance. This includes, but is not limited to, harassment based on ethnicity, color, religion, sex, age, sexual orientation, national origin or ancestry, disability, medical condition, marital status, or veteran status. General harassment is not sexual in nature and can take many forms including verbal, physical, and visual. It includes actions directed at an individual or actions observed by an individual. • Verbal: Includes the use of offensive words, jokes, threats, or derogatory statements. • Physical: Includes inappropriate physical contact or assault, as well as demeaning/ unwelcomepranks. • Visual: Includes cartoons, pictures, and posters, as well as inappropriate electronic communications (emails, etc.) General harassment can also include bullying, defined as repeated health- harming mistreatment of one or more persons by one or more perpetrators and includes (but is not limited to) threats, intimidation, public humiliation/ name-calling, persistent and unwelcome teasing, or intentional work interference/sabotage. Sexual Harassment Sexual harassment is a specific type of harassment which can cross age and gender boundaries and may include unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature including: • The sharing or posting of images that create an offensive, hostile or intimidating environment or interferes with an individual's job performance. Examples include-but are not limited to-offensive pictures, cartoons, symbols, or items in the workplace • Downloading sexually explicit pictures or materials from computer systems, even if not shared with others • Unwanted or inappropriate leering or touching • Requests of a sexual nature made by one person to another that demand or imply a condition of employment or compensation, either implicitly or explicitly, or when an employment decision is based on and individual's acceptance or rejection of such conduct. Exploitation Exploitation-defined as actual or attempted abuse of power or mistreatment based on a power differential and/or position of vulnerability-is unacceptable under any circumstances but is particularly abhorrent when it involves CRS beneficiaries, children, or vulnerable adults. For purposes of this policy, a child is defined as anyone under the age of 18, and a vulnerable adult is defined as anyone in need of community care services by reason of mental or other disability, age or illness, and who is unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation. Prohibited exploitation includes: • Physical abuse (violence towards or deliberateinjury) • Emotional abuse (humiliating, degrading, or aggressivebehavior) • Sexual abuse • Economic abuse (requiring payments or goods in exchange for services) Prohibited exploitation also includes child labor, defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It includes work that is mentally or physically dangerous and/or interferes with their schooling. Prohibited exploitation also includes sexual exploitation. CRS Staff are prohibited from any sexual relations with children and vulnerable adults including the exchange of money, employment, goods, or services for sex, sexual favors or other forms of humiliating, degrading or exploitative behavior or general preferential treatment; this includes exchange of assistance that is due to beneficiaries. • For children, this policy applies regardless of the age of majority or consent and mistaken belief in the age of a child is not a viable defense. Sexual relations between aid workers and beneficiaries (of any age) are prohibited and is grounds for termination. In addition, knowingly facilitating or aiding another aid worker to perform acts of exploitation or abuse is strictly prohibited and will be treated with the same level of consequence as if the activity was being done directly by CRSStaff. Trafficking Trafficking in persons is defined as the recruitment, transportation, or receipt of persons by means of deception, coercion, threat, or force for the purpose of exploitation, sexual or otherwise. CRS strongly condemns trafficking in human beings-children, women, and men-as a criminal act that violates fundamental human rights and the inviolable dignity and integrity of the human person. All CRS Staff are prohibited from engaging in trafficking in children, women and men. CRS places a special focus on anti-trafficking of women and children, given their specific vulnerability and given the cruelty and perversity to which trafficked women and children are particularly subjected. All CRS Staff are prohibited from engaging in: • Trafficking in children, women, and men for sexual exploitation or procurement of any commercial sex acts (even if this practice is legal in a particular jurisdiction) including forced prostitution, child prostitution and pedophilic pornography • Trafficking in women and girls for purposes of forced or arranged marriages, or for any bride price schemes • Trafficking in children, women, and men for removal of organs for the illicit organ trade or for the illicit dealing, running or trafficking of narcotics and drugs; • The use of force, fraud, or coercion to subject a child, woman, or man to forced labor, begging, or involuntary servitude; and shall not obtain labor from a child, woman, or man by threats of serious harm to that person or another person. All CRS Staff are also prohibited from employment practices related to trafficking, including: • Destroying, concealing, confiscating, or otherwise denying access to an employee's identity or immigration documents • Using misleading or fraudulent practices to recruit employees such as failing to disclose key terms and conditions of employment or charging employees recruitment fees • Using recruiters that do not comply with local labor laws • Failing to provide return transportation to any employee specifically brought to a country for the purpose of working on a project • Providing or arranging housing that fails to meet host country housing and safety standards • Failing to provide a valid employment contract or workdocument where required by law. CRS also prohibits Staff from obtaining work-related goods or services that have been provided or produced by trafficked or forced labor. Adherence: Failure to adhere to the policies stated above constitutes grounds for disciplinary action including termination and, as relevant, notification to appropriate law enforcement authorities. Interpretation and Questions: Questions on the interpretation of this policy-and any other questions-can be directed to your designated HR Business Part ner. Related Documents and Procedures: • Staff Safeguarding Procedures (coming soon) • Partner Safeguarding Standards and Procedures (coming soon) • Vendor/ Supplier Code of Conduct (coming soon) Key Words: Harassment, "sexual harassment", abuse, exploitation, investigation, retaliation, "child labor", trafficking Appendix B Catholic Relief Services’ Social Media and Blogging Guidelines for Xxxxxx to Xxxxxx Volunteers While you are in the field, we encourage you to use social media and blog posts to inform others about the good work that you’re doing as part of Xxxxxx to Xxxxxx. For a program like Xxxxxx to Xxxxxx, we find that personal blogs, Facebook, Twitter and Instagram work best. Please keep in mind that while you are a volunteer, others will see you as a representative of Catholic Relief Services (CRS) and USAID, so we ask you to use discretion when posting on social media. Here are some suggestions: PLEASE DO… • Post your thoughts, experiences, insights • Post fun stories • Ask permission when taking photos • Use the Xxxxxx to Xxxxxx hashtag: #F2F • When using Twitter, tweet @farmertofarmer • Send your blog posts to the Volunteer Coordinator for approval before posting to the internet (social media updates do not need prior approval) PLEASE DO NOT… • Post derogatory statements about the country you are in • Post statements about the country’s political situation • Make derogatory statements about the Catholic Church • Post about artificial family planning, condoms or abortion • Post derogatory statements about your CRS, your host organization, the Xxxxxx to Xxxxxx Program, or USAID Because we work hard to have good relationships with the host government and communities, we need to be careful to not harm those relationships in any way. In the past, organizations like CRS have been asked to leave some countries because they didn’t use discretion about their public statements. While you are with CRS, it is very important that you not post any statements that could hamper our ability to serve those who are poor. If there is a problem during your volunteer time, please contact CRS directly to find a resolution to the problem rather than posting about it on social media. If you contact us directly, we can try to resolve the problem. Please use your best judgment when posting on social media. A tweet or Facebook post that lacks good judgment could end up harming the very people you are there to serve, and neither you nor we want that to happen. Tips on Writing an Engaging Blog Post We’d like each volunteer to write a blog post that we can share on our website. The guidelines below will help you write something that is focused, engaging and will help interest others in out program.

Governing Law; Severability; Entire Agreement. I agree that this Agreement shall be construed in accordance with the laws of the State of Maryland, which shall be the forum for any dispute concerning my participation in the Program. The terms and provisions of this Agreement shall be severable, such that if a court of competent jurisdiction holds any term to be illegal, unenforceable or in conflict with any law governing this Agreement, the validity of the remaining portions shall not be affected thereby. This Agreement represents my complete understanding with CRS concerning CRS's ’ responsibility and liability for my participation in the Program, supersedes any previous or contemporaneous understandings I may have had with CRS on this subject, whether written or oral, and cannot be changed or amended in any way without my written concurrence. I hereby acknowledge that I have read, understand, and will abide by each of the terms and conditions of this Agreement. ACCEPTED AND AGREED TO: Date: (Volunteer Signature) (Printed Name) ACCEPTED AND AGREED TO: CATHOLIC RELIEF SERVICES – UNITED STATES CONFERENCE OF CATHOLIC BISHOPS Date: By: (Printed Name) (Title) Appendix A CRS Policy on Safeguarding Applies to: Sponsor: Created On: Approved Revision: Expiration Date: Purpose: All Staff, Worldwide EVP HR November CODE OF CONDUCT and ETHICS Redacted August 1, 2018 January 12022 [V.7.3] PURPOSE Revised & Adopted 2018-12-06 Revised 2020-11-01 Redacted 2021-02-09 Redacted 2022-08-01 To ensure that all CRS Employees, 2019 December 31, 2020 Thepurpose ofthispolicyis to setaclear standard for all CRSstaff regarding their moral and legal obligations to treat all peoplewithrespect, to actively preventharassment, abuse, exploitationAffiliates, and humantrafficking-asdefined below-and to report any such case whether observed or experienced. Scope: Safeguardingistheresponsibilitythatallorganizationshavetoensurethat their Staff and programs honor and protect the rights and dignity of all people-especiallychildren and vulnerable adults-to live free from abuse and harm. AtCatholicReliefServices(CRS), thisresponsibilityisparamountgiventhat safeguarding is seen as in integral part Board Directors are aware of the mission agency’s Code of Conduct and values Ethics and CRS’ commitment to the highest standards of the Catholic Churchandonethatisfirmlyrootedinourbelief thateachindividual has a unique worth created in the image and likeness of God. CRS employeespersonal integrity, consultantsmoral conduct, ethics, and volunteers, collectively known for purposes ofthispolicyas CRS Staff, areexpectedtotreatallpeoplewithwhomthey have contact with respect, accountability to actively prevent harassment, abuse and exploitation, andtoensureourprogramsdonoharmtothecommunitiesin which those we work. Likewise, CRS is committed to work only with organizations-including partners, vendors, and suppliers--whoareequallycommittedtothedignityof individuals and equally vigilant to preventing and addressing abuse and exploitation. (SeePartnerSafeguardingStandardsandVendor/SupplierCode of Conduct - Both of these documents are comingsoon) WhereasmanyCRSpoliciesvaryacrossregions-contextualizedtoparticular locations and cultures-the CRS Safeguarding policy is universal to-and bindingupon--all ofour staff around the world. As such, Country Programs need to ensure that this universal policy is incorporated into local employment manuals and approved by local authorities, as applicableserve. In addition, because we expect anyone employed by CRS to live our values at all times, the agency will implement and require appropriate training on this policy applies to CRS Staff activities and behaviors at work, outside work, and while on leave. Policy: CRS is committed to creating and maintaining an environment-both in our workplace and in our projects-that promotes our core values and prevents the abuse and exploitation of all with whom we interact. Abuse and exploitation constitute acts of serious misconduct and are therefore grounds for disciplinary action including termination and, as relevant, notification to specific donors and/or appropriate law enforcement authorities. CRS-Legal/RT 8 Agreement, Waiver & Release Rev. 2014.V6 Xxxxxx-to-Xxxxxx All CRS Staff are obligated to report any concerns or suspicions of harassment, abuse and exploitation involving CRS Staff, partners, beneficiaries, vendors or aid workers associated with another organization. The concern may be a result of witnessing the incident, being told of it, or being the object of it. CRS Staff should report all concerns through any of the following channels: their supervisor, the global CRS whistleblower site, a local CRS whistleblower site, Human Resources (HR), or the respective Country Representative. In no case, should any of CRS Staff investigate an allegation or a reported allegation on their own, outside of standard reporting protocols. All reports will be promptly investigated and addressed and treated with due regard for the privacy of the individuals involved. It is important for all reporters to understand, however, that CRS is legally mandated to follow up on certain allegations-regardless of the preference of the reporter-and that strict confidentiality cannot always be guaranteed due to the organization's moral and/or legal obligation to investigate. In the case when CRS or the reporter believe that an investigation could put the reporter in danger, CRS will take reasonable steps to protect thesafety and security of the reporter. Reporters will be notified of the steps being taken to assess and/or investigate the allegation, as well as any final assessment/ outcome Neither CRS nor its Staff will retaliate--in the form of an adverse employment action (termination, demotion, etc.) or harassment-against any individual reporting an allegation in good faith or participating in an investigation. Any form of retaliation is grounds for disciplinary action including termination. In addition, CRS is committed to ensuring that program participants-and members of communities in which they live-are aware of what staff behavior is acceptable and how they can raise their concerns or questions in a confidential and secure manner. Harassment Harassment is unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends and results in a hostile environment for the victim. CRS is committed to a work environment that is professional and free from intimidation, hostility, or other offenses which might interfere with the dignity of an individual or work performance. This includes, but is not limited to, harassment based on ethnicity, color, religion, sex, age, sexual orientation, national origin or ancestry, disability, medical condition, marital status, or veteran status. General harassment is not sexual in nature and can take many forms including verbal, physical, and visual. It includes actions directed at an individual or actions observed by an individual. • Verbal: Includes the use of offensive words, jokes, threats, or derogatory statements. • Physical: Includes inappropriate physical contact or assault, as well as demeaning/ unwelcomepranks. • Visual: Includes cartoons, pictures, and posters, as well as inappropriate electronic communications (emails, etc.) General harassment can also include bullying, defined as repeated health- harming mistreatment of one or more persons by one or more perpetrators and includes (but is not limited to) threats, intimidation, public humiliation/ name-calling, persistent and unwelcome teasing, or intentional work interference/sabotage. Sexual Harassment Sexual harassment is a specific type of harassment which can cross age and gender boundaries and may include unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature including: • The sharing or posting of images that create an offensive, hostile or intimidating environment or interferes with an individual's job performance. Examples include-but are not limited to-offensive pictures, cartoons, symbols, or items in the workplace • Downloading sexually explicit pictures or materials from computer systems, even if not shared with others • Unwanted or inappropriate leering or touching • Requests of a sexual nature made by one person to another that demand or imply a condition of employment or compensation, either implicitly or explicitly, or when an employment decision is based on and individual's acceptance or rejection of such conduct. Exploitation Exploitation-defined as actual or attempted abuse of power or mistreatment based on a power differential and/or position of vulnerability-is unacceptable under any circumstances but is particularly abhorrent when it involves CRS beneficiaries, children, or vulnerable adults. For purposes of this policy, a child is defined as anyone under the age of 18, and a vulnerable adult is defined as anyone in need of community care services by reason of mental or other disability, age or illness, and who is unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation. Prohibited exploitation includes: • Physical abuse (violence towards or deliberateinjury) • Emotional abuse (humiliating, degrading, or aggressivebehavior) • Sexual abuse • Economic abuse (requiring payments or goods in exchange for services) Prohibited exploitation also includes child labor, defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It includes work that is mentally or physically dangerous and/or interferes with their schooling. Prohibited exploitation also includes sexual exploitation. CRS Staff are prohibited from any sexual relations with children and vulnerable adults including the exchange of money, employment, goods, or services for sex, sexual favors or other forms of humiliating, degrading or exploitative behavior or general preferential treatment; this includes exchange of assistance that is due to beneficiaries. • For children, this policy applies regardless of the age of majority or consent and mistaken belief in the age of a child is not a viable defense. Sexual relations between aid workers and beneficiaries (of any age) are prohibited and is grounds for termination. In addition, knowingly facilitating or aiding another aid worker to perform acts of exploitation or abuse is strictly prohibited and will be treated with the same level of consequence as if the activity was being done directly by CRSStaff. Trafficking Trafficking in persons is defined as the recruitment, transportation, or receipt of persons by means of deception, coercion, threat, or force for the purpose of exploitation, sexual or otherwise. CRS strongly condemns trafficking in human beings-children, women, and men-as a criminal act that violates fundamental human rights and the inviolable dignity and integrity of the human person. All CRS Staff are prohibited from engaging in trafficking in children, women and men. CRS places a special focus on anti-trafficking of women and children, given their specific vulnerability and given the cruelty and perversity to which trafficked women and children are particularly subjected. All CRS Staff are prohibited from engaging in: • Trafficking in children, women, and men for sexual exploitation or procurement of any commercial sex acts (even if this practice is legal in a particular jurisdiction) including forced prostitution, child prostitution and pedophilic pornography • Trafficking in women and girls for purposes of forced or arranged marriages, or for any bride price schemes • Trafficking in children, women, and men for removal of organs for the illicit organ trade or for the illicit dealing, running or trafficking of narcotics and drugs; • The use of force, fraud, or coercion to subject a child, woman, or man to forced labor, begging, or involuntary servitude; and shall not obtain labor from a child, woman, or man by threats of serious harm to that person or another person. All CRS Staff are also prohibited from employment practices related to trafficking, including: • Destroying, concealing, confiscating, or otherwise denying access to an employee's identity or immigration documents • Using misleading or fraudulent practices to recruit employees such as failing to disclose key terms and conditions of employment or charging employees recruitment fees • Using recruiters that do not comply with local labor laws • Failing to provide return transportation to any employee specifically brought to a country for the purpose of working on a project • Providing or arranging housing that fails to meet host country housing and safety standards • Failing to provide a valid employment contract or workdocument where required by law. CRS also prohibits Staff from obtaining work-related goods or services that have been provided or produced by trafficked or forced labor. Adherence: Failure to adhere to the policies stated above constitutes grounds for disciplinary action including termination and, as relevant, notification to appropriate law enforcement authorities. Interpretation and Questions: Questions on the interpretation of this policy-and any other questions-can be directed to your designated HR Business Part ner. Related Documents and Procedures: • Staff Safeguarding Procedures (coming soon) • Partner Safeguarding Standards and Procedures (coming soon) • Vendor/ Supplier Code of Conduct (coming soon) Key Words: Harassment, "sexual harassment", abuse, exploitation, investigation, retaliation, "child labor", trafficking Appendix B Catholic Relief Services’ Social Media and Blogging Guidelines Ethics for Xxxxxx to Xxxxxx Volunteers While you are in the field, we encourage you to use social media and blog posts to inform others about the good work that you’re doing as part of Xxxxxx to Xxxxxx. For a program like Xxxxxx to Xxxxxx, we find that personal blogs, Facebook, Twitter and Instagram work best. Please keep in mind that while you are a volunteer, others will see you as a representative of Catholic Relief Services (CRS) and USAID, so we ask you to use discretion when posting on social media. Here are some suggestions: PLEASE DO… • Post your thoughts, experiences, insights • Post fun stories • Ask permission when taking photos • Use the Xxxxxx to Xxxxxx hashtag: #F2F • When using Twitter, tweet @farmertofarmer • Send your blog posts to the Volunteer Coordinator for approval before posting to the internet (social media updates do not need prior approval) PLEASE DO NOT… • Post derogatory statements about the country you are in • Post statements about the country’s political situation • Make derogatory statements about the Catholic Church • Post about artificial family planning, condoms or abortion • Post derogatory statements about your CRS, your host organization, the Xxxxxx to Xxxxxx Program, or USAID Because we work hard to have good relationships with the host government and communities, we need to be careful to not harm those relationships in any way. In the past, organizations like CRS have been asked to leave some countries because they didn’t use discretion about their public statements. While you are with CRS, it is very important that you not post any statements that could hamper our ability to serve those who are poor. If there is a problem during your volunteer time, please contact CRS directly to find a resolution to the problem rather than posting about it on social media. If you contact us directly, we can try to resolve the problem. Please use your best judgment when posting on social media. A tweet or Facebook post that lacks good judgment could end up harming the very people you are there to serve, and neither you nor we want that to happen. Tips on Writing an Engaging Blog Post We’d like each volunteer to write a blog post that we can share on our website. The guidelines below will help you write something that is focused, engaging and will help interest others in out programits various constituencies.

Governing Law; Severability; Entire Agreement. I agree that this Agreement shall be construed in accordance with the laws of the State of Maryland, which shall be the forum for any dispute concerning my participation in the Program. The terms and provisions of this Agreement shall be severable, such that if a court of competent jurisdiction holds any term to be illegal, unenforceable or in conflict with any law governing this Agreement, the validity of the remaining portions shall not be affected thereby. This Agreement represents my complete understanding with CRS concerning CRS's responsibility and liability for my participation in the Program, supersedes any previous or contemporaneous understandings I may have had with CRS on this subject, whether written or oral, and cannot be changed or amended in any way without my written concurrence. I hereby acknowledge that I have read, understand, and will abide by each of the terms and conditions of this Agreement. ACCEPTED AND AGREED TO: Date: (Volunteer Signature) (Printed Name) ACCEPTED AND AGREED TO: CATHOLIC RELIEF SERVICES – UNITED STATES CONFERENCE OF CATHOLIC BISHOPS Date: By: (Printed Name) (Title) Appendix A CRS Policy on Safeguarding Applies to: Sponsor: Created On: Approved Revision: Expiration Date: Purpose: All Staff, Worldwide Sponsor: EVP HR Created On: November 1, 2018 Approved Revision: January 1, 2019 Expiration Date: December 31, 2020 Thepurpose ofthispolicyis Purpose: The purpose of this policy is to setaclear set a clear standard for all CRSstaff CRS staff regarding their moral and legal obligations to treat all peoplewithrespectpeople with respect, to actively preventharassmentprevent harassment, abuse, exploitation, and humantraffickinghuman trafficking-asdefined as defined below-and to report any such case whether observed or experienced. Scope: Safeguardingistheresponsibilitythatallorganizationshavetoensurethat Safeguarding is the responsibility that all organizations have to ensure that their Staff and programs honor and protect the rights and dignity of all people-especiallychildren especially children and vulnerable adults-to live free from abuse and harm. AtCatholicReliefServices(CRSAt Catholic Relief Services (CRS), thisresponsibilityisparamountgiventhat this responsibility is paramount given that safeguarding is seen as in integral part of the mission and values of the Catholic Churchandonethatisfirmlyrootedinourbelief thateachindividual Church and one that is firmly rooted in our belief that each individual has a unique worth created in the image and likeness of God. CRS employees, consultants, and volunteers, collectively known for purposes ofthispolicyas of this policy as CRS Staff, areexpectedtotreatallpeoplewithwhomthey are expected to treat all people with whom they have contact with respect, to actively prevent harassment, abuse and exploitation, andtoensureourprogramsdonoharmtothecommunitiesin and to ensure our programs do no harm to the communities in which we work. Likewise, CRS is committed to work only with organizations-including partners, vendors, and suppliers--whoareequallycommittedtothedignityof who are equally committed to the dignity of individuals and equally vigilant to preventing and addressing abuse and exploitation. (SeePartnerSafeguardingStandardsandVendorSee Partner Safeguarding Standards and Vendor/SupplierCode Supplier Code of Conduct - Both of these documents are comingsooncoming soon) WhereasmanyCRSpoliciesvaryacrossregionsWhereas many CRS policies vary across regions-contextualizedtoparticular contextualized to particular locations and cultures-cultures- the CRS Safeguarding policy is universal to-and bindinguponbinding upon--all ofour of our staff around the world. As such, Country Programs need to ensure that this universal policy is incorporated into local employment manuals and approved by local authorities, as applicable. In addition, because we expect anyone employed by CRS to live our values at all times, this policy applies to CRS Staff activities and behaviors at work, outside work, and while on leave. Policy: CRS is committed to creating and maintaining an environment-both in our workplace and in our projects-that promotes our core values and prevents the abuse and exploitation of all with whom we interact. Abuse and exploitation constitute acts of serious misconduct and are therefore grounds for disciplinary action including termination and, as relevant, notification to specific donors and/or appropriate law enforcement authorities. CRS-Legal/RT 8 Agreement, Waiver & Release Rev. 2014.V6 Xxxxxx-to-Xxxxxx All CRS Staff are obligated to report any concerns or suspicions of harassment, abuse and exploitation involving CRS Staff, partners, beneficiaries, vendors or aid workers associated with another organization. The concern may be a result of witnessing the incident, being told of it, or being the object of it. CRS Staff should report all concerns through any of the following channels: their supervisor, the global CRS whistleblower site, a local CRS whistleblower site, Human Resources (HR), or the respective Country Representative. In no case, should any of CRS Staff investigate an allegation or a reported allegation on their own, outside of standard reporting protocols. All reports will be promptly investigated and addressed and treated with due regard for the privacy of the individuals involved. It is important for all reporters to understand, however, that CRS is legally mandated to follow up on certain allegations-regardless of the preference of the reporter-and that strict confidentiality cannot always be guaranteed due to the organization's moral and/or legal obligation to investigate. In the case when CRS or the reporter believe that an investigation could put the reporter in danger, CRS will take reasonable steps to protect thesafety the safety and security of the reporter. Reporters will be notified of the steps being taken to assess and/or investigate the allegation, as well as any final assessment/ outcome Neither CRS nor its Staff will retaliate--in the form of an adverse employment action (termination, demotion, etc.) or harassment-against any individual reporting an allegation in good faith or participating in an investigation. Any form of retaliation is grounds for disciplinary action including termination. In addition, CRS is committed to ensuring that program participants-and members of communities in which they live-are aware of what staff behavior is acceptable and how they can raise their concerns or questions in a confidential and secure manner. Harassment Harassment is unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends and results in a hostile environment for the victim. CRS is committed to a work environment that is professional and free from intimidation, hostility, or other offenses which might interfere with the dignity of an individual or work performance. This includes, but is not limited to, harassment based on ethnicity, color, religion, sex, age, sexual orientation, national origin or ancestry, disability, medical condition, marital status, or veteran status. General harassment is not sexual in nature and can take many forms including verbal, physical, and visual. It includes actions directed at an individual or actions observed by an individual. • Verbal: Includes the use of offensive words, jokes, threats, or derogatory statements. • Physical: Includes inappropriate physical contact or assault, as well as demeaning/ unwelcomepranks. • Visual: Includes cartoons, pictures, and posters, as well as inappropriate electronic communications (emails, etc.) General harassment can also include bullying, defined as repeated health- harming mistreatment of one or more persons by one or more perpetrators and includes (but is not limited to) threats, intimidation, public humiliation/ name-calling, persistent and unwelcome teasing, or intentional work interference/sabotage. Sexual Harassment Sexual harassment is a specific type of harassment which can cross age and gender boundaries and may include unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature including: • The sharing or posting of images that create an offensive, hostile or intimidating environment or interferes with an individual's job performance. Examples include-but are not limited to-offensive pictures, cartoons, symbols, or items in the workplace • Downloading sexually explicit pictures or materials from computer systems, even if not shared with others • Unwanted or inappropriate leering or touching • Requests of a sexual nature made by one person to another that demand or imply a condition of employment or compensation, either implicitly or explicitly, or when an employment decision is based on and individual's acceptance or rejection of such conduct. Exploitation Exploitation-defined as actual or attempted abuse of power or mistreatment based on a power differential and/or position of vulnerability-is unacceptable under any circumstances but is particularly abhorrent when it involves CRS beneficiaries, children, or vulnerable adults. For purposes of this policy, a child is defined as anyone under the age of 18, and a vulnerable adult is defined as anyone in need of community care services by reason of mental or other disability, age or illness, and who is unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation. Prohibited exploitation includes: • Physical abuse (violence towards or deliberateinjury) • Emotional abuse (humiliating, degrading, or aggressivebehavior) • Sexual abuse • Economic abuse (requiring payments or goods in exchange for services) Prohibited exploitation also includes child labor, defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It includes work that is mentally or physically dangerous and/or interferes with their schooling. Prohibited exploitation also includes sexual exploitation. CRS Staff are prohibited from any sexual relations with children and vulnerable adults including the exchange of money, employment, goods, or services for sex, sexual favors or other forms of humiliating, degrading or exploitative behavior or general preferential treatment; this includes exchange of assistance that is due to beneficiaries. • For children, this policy applies regardless of the age of majority or consent and mistaken belief in the age of a child is not a viable defense. Sexual relations between aid workers and beneficiaries (of any age) are prohibited and is grounds for termination. In addition, knowingly facilitating or aiding another aid worker to perform acts of exploitation or abuse is strictly prohibited and will be treated with the same level of consequence as if the activity was being done directly by CRSStaff. Trafficking Trafficking in persons is defined as the recruitment, transportation, or receipt of persons by means of deception, coercion, threat, or force for the purpose of exploitation, sexual or otherwise. CRS strongly condemns trafficking in human beings-children, women, and men-as a criminal act that violates fundamental human rights and the inviolable dignity and integrity of the human person. All CRS Staff are prohibited from engaging in trafficking in children, women and men. CRS places a special focus on anti-trafficking of women and children, given their specific vulnerability and given the cruelty and perversity to which trafficked women and children are particularly subjected. All CRS Staff are prohibited from engaging in: • Trafficking in children, women, and men for sexual exploitation or procurement of any commercial sex acts (even if this practice is legal in a particular jurisdiction) including forced prostitution, child prostitution and pedophilic pornography • Trafficking in women and girls for purposes of forced or arranged marriages, or for any bride price schemes • Trafficking in children, women, and men for removal of organs for the illicit organ trade or for the illicit dealing, running or trafficking of narcotics and drugs; • The use of force, fraud, or coercion to subject a child, woman, or man to forced labor, begging, or involuntary servitude; and shall not obtain labor from a child, woman, or man by threats of serious harm to that person or another person. All CRS Staff are also prohibited from employment practices related to trafficking, including: • Destroying, concealing, confiscating, or otherwise denying access to an employee's identity or immigration documents • Using misleading or fraudulent practices to recruit employees such as failing to disclose key terms and conditions of employment or charging employees recruitment fees • Using recruiters that do not comply with local labor laws • Failing to provide return transportation to any employee specifically brought to a country for the purpose of working on a project • Providing or arranging housing that fails to meet host country housing and safety standards • Failing to provide a valid employment contract or workdocument where required by law. CRS also prohibits Staff from obtaining work-related goods or services that have been provided or produced by trafficked or forced labor. Adherence: Failure to adhere to the policies stated above constitutes grounds for disciplinary action including termination and, as relevant, notification to appropriate law enforcement authorities. Interpretation and Questions: Questions on the interpretation of this policy-and any other questions-can be directed to your designated HR Business Part ner. Related Documents and Procedures: • Staff Safeguarding Procedures (coming soon) • Partner Safeguarding Standards and Procedures (coming soon) • Vendor/ Supplier Code of Conduct (coming soon) Key Words: Harassment, "sexual harassment", abuse, exploitation, investigation, retaliation, "child labor", trafficking Appendix B Catholic Relief Services’ Social Media and Blogging Guidelines for Xxxxxx to Xxxxxx Volunteers While you are in the field, we encourage you to use social media and blog posts to inform others about the good work that you’re doing as part of Xxxxxx to Xxxxxx. For a program like Xxxxxx to Xxxxxx, we find that personal blogs, Facebook, Twitter and Instagram work best. Please keep in mind that while you are a volunteer, others will see you as a representative of Catholic Relief Services (CRS) and USAID, so we ask you to use discretion when posting on social media. Here are some suggestions: PLEASE DO… • Post your thoughts, experiences, insights • Post fun stories • Ask permission when taking photos • Use the Xxxxxx to Xxxxxx hashtag: #F2F • When using Twitter, tweet @farmertofarmer • Send your blog posts to the Volunteer Coordinator for approval before posting to the internet (social media updates do not need prior approval) PLEASE DO NOT… • Post derogatory statements about the country you are in • Post statements about the country’s political situation • Make derogatory statements about the Catholic Church • Post about artificial family planning, condoms or abortion • Post derogatory statements about your CRS, your host organization, the Xxxxxx to Xxxxxx Program, or USAID Because we work hard to have good relationships with the host government and communities, we need to be careful to not harm those relationships in any way. In the past, organizations like CRS have been asked to leave some countries because they didn’t use discretion about their public statements. While you are with CRS, it is very important that you not post any statements that could hamper our ability to serve those who are poor. If there is a problem during your volunteer time, please contact CRS directly to find a resolution to the problem rather than posting about it on social media. If you contact us directly, we can try to resolve the problem. Please use your best judgment when posting on social media. A tweet or Facebook post that lacks good judgment could end up harming the very people you are there to serve, and neither you nor we want that to happen. Tips on Writing an Engaging Blog Post We’d like each volunteer to write a blog post that we can share on our website. The guidelines below will help you write something that is focused, engaging and will help interest others in out program.

Governing Law; Severability; Entire Agreement. I agree that this Agreement shall be construed in accordance with the laws of the State of Maryland, which shall be the forum for any dispute concerning my participation in the Program. The terms and provisions of this Agreement shall be severable, such that if a court of competent jurisdiction holds any term to be illegal, unenforceable or in conflict with any law governing this Agreement, the validity of the remaining portions shall not be affected thereby. This Agreement represents my complete understanding with CRS concerning CRS's responsibility and liability for my participation in the Program, supersedes any previous or contemporaneous understandings I may have had with CRS on this subject, whether written or oral, and cannot be changed or amended in any way without my written concurrence. I hereby acknowledge that I have read, understand, and will abide by each of the terms and conditions of this Agreement. ACCEPTED AND AGREED TO: Date: (Volunteer Signature) (Printed Name) ACCEPTED AND AGREED TO: CATHOLIC RELIEF SERVICES – UNITED STATES CONFERENCE OF CATHOLIC BISHOPS Date: By: (Printed Name) (Title) Appendix A CRS Policy on Safeguarding Applies to: Sponsor: Created On: Approved Revision: Expiration Date: Purpose: All Staff, Worldwide EVP HR November 1, 2018 January 1, 2019 December 31, 2020 Thepurpose ofthispolicyis to setaclear standard for all CRSstaff regarding their moral and legal obligations to treat all peoplewithrespect, to actively preventharassment, abuse, exploitation, and humantrafficking-asdefined below-and to report any such case whether observed or experienced. Scope: Safeguardingistheresponsibilitythatallorganizationshavetoensurethat their Staff and programs honor and protect the rights and dignity of all people-especiallychildren and vulnerable adults-to live free from abuse and harm. AtCatholicReliefServices(CRS), thisresponsibilityisparamountgiventhat safeguarding is seen as in integral part of the mission and values of the Catholic Churchandonethatisfirmlyrootedinourbelief thateachindividual has a unique worth created in the image and likeness of God. CRS employees, consultants, and volunteers, collectively known for purposes ofthispolicyas CRS Staff, areexpectedtotreatallpeoplewithwhomthey have contact with respect, to actively prevent harassment, abuse and exploitation, andtoensureourprogramsdonoharmtothecommunitiesin which we work. Likewise, CRS is committed to work only with organizations-including partners, vendors, and suppliers--whoareequallycommittedtothedignityof individuals and equally vigilant to preventing and addressing abuse and exploitation. (SeePartnerSafeguardingStandardsandVendor/SupplierCode of Conduct - Both of these documents are comingsoon) WhereasmanyCRSpoliciesvaryacrossregions-contextualizedtoparticular locations and cultures-the CRS Safeguarding policy is universal to-and bindingupon--all ofour staff around the world. As such, Country Programs need to ensure that this universal policy is incorporated into local employment manuals and approved by local authorities, as applicable. In addition, because we expect anyone employed by CRS to live our values at all times, this policy applies to CRS Staff activities and behaviors at work, outside work, and while on leave. Policy: CRS is committed to creating and maintaining an environment-both in our workplace and in our projects-that promotes our core values and prevents the abuse and exploitation of all with whom we interact. Abuse and exploitation constitute acts of serious misconduct and are therefore grounds for disciplinary action including termination and, as relevant, notification to specific donors and/or appropriate law enforcement authorities. CRS-Legal/RT 8 Agreement, Waiver & Release Rev. 2014.V6 XxxxxxFarmer-to-Xxxxxx Farmer All CRS Staff are obligated to report any concerns or suspicions of harassment, abuse and exploitation involving CRS Staff, partners, beneficiaries, vendors or aid workers associated with another organization. The concern may be a result of witnessing the incident, being told of it, or being the object of it. CRS Staff should report all concerns through any of the following channels: their supervisor, the global CRS whistleblower site, a local CRS whistleblower site, Human Resources (HR), or the respective Country Representative. In no case, should any of CRS Staff investigate an allegation or a reported allegation on their own, outside of standard reporting protocols. All reports will be promptly investigated and addressed and treated with due regard for the privacy of the individuals involved. It is important for all reporters to understand, however, that CRS is legally mandated to follow up on certain allegations-regardless of the preference of the reporter-and that strict confidentiality cannot always be guaranteed due to the organization's moral and/or legal obligation to investigate. In the case when CRS or the reporter believe that an investigation could put the reporter in danger, CRS will take reasonable steps to protect thesafety and security of the reporter. Reporters will be notified of the steps being taken to assess and/or investigate the allegation, as well as any final assessment/ outcome Neither CRS nor its Staff will retaliate--in the form of an adverse employment action (termination, demotion, etc.) or harassment-against any individual reporting an allegation in good faith or participating in an investigation. Any form of retaliation is grounds for disciplinary action including termination. In addition, CRS is committed to ensuring that program participants-and members of communities in which they live-are aware of what staff behavior is acceptable and how they can raise their concerns or questions in a confidential and secure manner. Harassment Harassment is unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends and results in a hostile environment for the victim. CRS is committed to a work environment that is professional and free from intimidation, hostility, or other offenses which might interfere with the dignity of an individual or work performance. This includes, but is not limited to, harassment based on ethnicity, color, religion, sex, age, sexual orientation, national origin or ancestry, disability, medical condition, marital status, or veteran status. General harassment is not sexual in nature and can take many forms including verbal, physical, and visual. It includes actions directed at an individual or actions observed by an individual. • Verbal: Includes the use of offensive words, jokes, threats, or derogatory statements. • Physical: Includes inappropriate physical contact or assault, as well as demeaning/ unwelcomepranks. • Visual: Includes cartoons, pictures, and posters, as well as inappropriate electronic communications (emails, etc.) General harassment can also include bullying, defined as repeated health- harming mistreatment of one or more persons by one or more perpetrators and includes (but is not limited to) threats, intimidation, public humiliation/ name-calling, persistent and unwelcome teasing, or intentional work interference/sabotage. Sexual Harassment Sexual harassment is a specific type of harassment which can cross age and gender boundaries and may include unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature including: • The sharing or posting of images that create an offensive, hostile or intimidating environment or interferes with an individual's job performance. Examples include-but are not limited to-offensive pictures, cartoons, symbols, or items in the workplace • Downloading sexually explicit pictures or materials from computer systems, even if not shared with others • Unwanted or inappropriate leering or touching • Requests of a sexual nature made by one person to another that demand or imply a condition of employment or compensation, either implicitly or explicitly, or when an employment decision is based on and individual's acceptance or rejection of such conduct. Exploitation Exploitation-defined as actual or attempted abuse of power or mistreatment based on a power differential and/or position of vulnerability-is unacceptable under any circumstances but is particularly abhorrent when it involves CRS beneficiaries, children, or vulnerable adults. For purposes of this policy, a child is defined as anyone under the age of 18, and a vulnerable adult is defined as anyone in need of community care services by reason of mental or other disability, age or illness, and who is unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation. Prohibited exploitation includes: • Physical abuse (violence towards or deliberateinjury) • Emotional abuse (humiliating, degrading, or aggressivebehavior) • Sexual abuse • Economic abuse (requiring payments or goods in exchange for services) Prohibited exploitation also includes child labor, defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It includes work that is mentally or physically dangerous and/or interferes with their schooling. Prohibited exploitation also includes sexual exploitation. CRS Staff are prohibited from any sexual relations with children and vulnerable adults including the exchange of money, employment, goods, or services for sex, sexual favors or other forms of humiliating, degrading or exploitative behavior or general preferential treatment; this includes exchange of assistance that is due to beneficiaries. • For children, this policy applies regardless of the age of majority or consent and mistaken belief in the age of a child is not a viable defense. Sexual relations between aid workers and beneficiaries (of any age) are prohibited and is grounds for termination. In addition, knowingly facilitating or aiding another aid worker to perform acts of exploitation or abuse is strictly prohibited and will be treated with the same level of consequence as if the activity was being done directly by CRSStaff. Trafficking Trafficking in persons is defined as the recruitment, transportation, or receipt of persons by means of deception, coercion, threat, or force for the purpose of exploitation, sexual or otherwise. CRS strongly condemns trafficking in human beings-children, women, and men-as a criminal act that violates fundamental human rights and the inviolable dignity and integrity of the human person. All CRS Staff are prohibited from engaging in trafficking in children, women and men. CRS places a special focus on anti-trafficking of women and children, given their specific vulnerability and given the cruelty and perversity to which trafficked women and children are particularly subjected. All CRS Staff are prohibited from engaging in: • Trafficking in children, women, and men for sexual exploitation or procurement of any commercial sex acts (even if this practice is legal in a particular jurisdiction) including forced prostitution, child prostitution and pedophilic pornography • Trafficking in women and girls for purposes of forced or arranged marriages, or for any bride price schemes • Trafficking in children, women, and men for removal of organs for the illicit organ trade or for the illicit dealing, running or trafficking of narcotics and drugs; • The use of force, fraud, or coercion to subject a child, woman, or man to forced labor, begging, or involuntary servitude; and shall not obtain labor from a child, woman, or man by threats of serious harm to that person or another person. All CRS Staff are also prohibited from employment practices related to trafficking, including: • Destroying, concealing, confiscating, or otherwise denying access to an employee's identity or immigration documents • Using misleading or fraudulent practices to recruit employees such as failing to disclose key terms and conditions of employment or charging employees recruitment fees • Using recruiters that do not comply with local labor laws • Failing to provide return transportation to any employee specifically brought to a country for the purpose of working on a project • Providing or arranging housing that fails to meet host country housing and safety standards • Failing to provide a valid employment contract or workdocument where required by law. CRS also prohibits Staff from obtaining work-related goods or services that have been provided or produced by trafficked or forced labor. Adherence: Failure to adhere to the policies stated above constitutes grounds for disciplinary action including termination and, as relevant, notification to appropriate law enforcement authorities. Interpretation and Questions: Questions on the interpretation of this policy-and any other questions-can be directed to your designated HR Business Part ner. Related Documents and Procedures: • Staff Safeguarding Procedures (coming soon) • Partner Safeguarding Standards and Procedures (coming soon) • Vendor/ Supplier Code of Conduct (coming soon) Key Words: Harassment, "sexual harassment", abuse, exploitation, investigation, retaliation, "child labor", trafficking Appendix B Catholic Relief Services’ Social Media and Blogging Guidelines for Xxxxxx Farmer to Xxxxxx Farmer Volunteers While you are in the field, we encourage you to use social media and blog posts to inform others about the good work that you’re doing as part of Xxxxxx Farmer to Xxxxxx. For a program like Xxxxxx Farmer to XxxxxxFarmer, we find that personal blogs, Facebook, Twitter and Instagram work best. Please keep in mind that while you are a volunteer, others will see you as a representative of Catholic Relief Services (CRS) and USAID, so we ask you to use discretion when posting on social media. Here are some suggestions: PLEASE DO… • Post your thoughts, experiences, insights • Post fun stories • Ask permission when taking photos • Use the Xxxxxx Farmer to Xxxxxx Farmer hashtag: #F2F • When using Twitter, tweet @farmertofarmer • Send your blog posts to the Volunteer Coordinator for approval before posting to the internet (social media updates do not need prior approval) PLEASE DO NOT… • Post derogatory statements about the country you are in • Post statements about the country’s political situation • Make derogatory statements about the Catholic Church • Post about artificial family planning, condoms or abortion • Post derogatory statements about your CRS, your host organization, the Xxxxxx Farmer to Xxxxxx Farmer Program, or USAID Because we work hard to have good relationships with the host government and communities, we need to be careful to not harm those relationships in any way. In the past, organizations like CRS have been asked to leave some countries because they didn’t use discretion about their public statements. While you are with CRS, it is very important that you not post any statements that could hamper our ability to serve those who are poor. If there is a problem during your volunteer time, please contact CRS directly to find a resolution to the problem rather than posting about it on social media. If you contact us directly, we can try to resolve the problem. Please use your best judgment when posting on social media. A tweet or Facebook post that lacks good judgment could end up harming the very people you are there to serve, and neither you nor we want that to happen. Tips on Writing an Engaging Blog Post We’d like each volunteer to write a blog post that we can share on our website. The guidelines below will help you write something that is focused, engaging and will help interest others in out program.

Governing Law; Severability; Entire Agreement. I agree that this Agreement shall be construed in accordance with the laws of the State of Maryland, which shall be the forum for any dispute concerning my participation in the Program. The terms and provisions of this Agreement shall be severable, such that if a court of competent jurisdiction holds any term to be illegal, unenforceable or in conflict with any law governing this Agreement, the validity of the remaining portions shall not be affected thereby. This Agreement represents my complete understanding with CRS concerning CRS's responsibility and liability for my participation in the Program, supersedes any previous or contemporaneous understandings I may have had with CRS on this subject, whether written or oral, and cannot be changed or amended in any way without my written concurrence. I hereby acknowledge that I have read, understand, and will abide by each of the terms and conditions of this Agreement. ACCEPTED AND AGREED TO: Date: (Volunteer Signature) (Printed Name) ACCEPTED AND AGREED TO: CATHOLIC RELIEF SERVICES – UNITED STATES CONFERENCE OF CATHOLIC BISHOPS Date: By: (Printed Name) (Title) Appendix A CRS Policy on Safeguarding Applies to: Sponsor: Created On: Approved Revision: Expiration Date: Purpose: All Staff, Worldwide EVP HR November 1, 2018 January 1, 2019 December 31, 2020 Thepurpose ofthispolicyis to setaclear standard for all CRSstaff regarding their moral and legal obligations to treat all peoplewithrespect, to actively preventharassment, abuse, exploitation, and humantrafficking-asdefined below-and to report any such case whether observed or experienced. Scope: Safeguardingistheresponsibilitythatallorganizationshavetoensurethat their Staff and programs honor and protect the rights and dignity of all people-especiallychildren and vulnerable adults-to live free from abuse and harm. AtCatholicReliefServices(CRS), thisresponsibilityisparamountgiventhat safeguarding is seen as in integral part of the mission and values of the Catholic Churchandonethatisfirmlyrootedinourbelief thateachindividual has a unique worth created in the image and likeness of God. CRS employees, consultants, and volunteers, collectively known for purposes ofthispolicyas CRS Staff, areexpectedtotreatallpeoplewithwhomthey have contact with respect, to actively prevent harassment, abuse and exploitation, andtoensureourprogramsdonoharmtothecommunitiesin which we work. Likewise, CRS is committed to work only with organizations-including partners, vendors, and suppliers--whoareequallycommittedtothedignityof individuals and equally vigilant to preventing and addressing abuse and exploitation. (SeePartnerSafeguardingStandardsandVendor/SupplierCode Code of Conduct - Both of these documents are comingsoonTo Protect Beneficiaries from Abuse and Exploitation Preamble Catholic Relief Services (CRS) WhereasmanyCRSpoliciesvaryacrossregions-contextualizedtoparticular locations and cultures-the CRS Safeguarding policy is universal to-and bindingupon--all ofour staff around the world. As such, Country Programs need to ensure that this universal policy is incorporated into local employment manuals and approved by local authorities, as applicable. In addition, because we expect anyone employed by CRS to live our values at all times, this policy applies to CRS Staff activities and behaviors at work, outside work, and while on leave. Policy: CRS is committed to creating and maintaining an environment-both in our workplace and in our projects-that environment which promotes our its core values and prevents the abuse and exploitation of all beneficiaries. CRS employees, consultants, volunteers, and interns are expected to contribute to building a harmonious workplace based on team spirit, mutual respect, and understanding. All are equally expected to uphold the dignity of all beneficiaries with whom we interact. Abuse they come into contact by ensuring that their personal and exploitation constitute acts of serious misconduct and are therefore grounds for disciplinary action including termination and, as relevant, notification to specific donors and/or appropriate law enforcement authorities. CRS-Legal/RT 8 Agreement, Waiver & Release Rev. 2014.V6 Xxxxxx-to-Xxxxxx All CRS Staff are obligated to report any concerns or suspicions of harassment, abuse and exploitation involving CRS Staff, partners, beneficiaries, vendors or aid workers associated with another organization. The concern may be a result of witnessing the incident, being told of it, or being the object of it. CRS Staff should report all concerns through any professional conduct is of the following channels: their supervisorhighest standards at all times. This Code of Conduct is applicable to, the global and binding upon, all CRS whistleblower site, a local CRS whistleblower site, Human Resources (HR), or the respective Country Representative. In no case, should any of CRS Staff investigate an allegation or a reported allegation on their own, outside of standard reporting protocols. All reports will be promptly investigated and addressed and treated with due regard for the privacy of the individuals involved. It is important for all reporters to understand, however, that CRS is legally mandated to follow up on certain allegations-regardless of the preference of the reporter-and that strict confidentiality cannot always be guaranteed due to the organization's moral and/or legal obligation to investigate. In the case when CRS or the reporter believe that an investigation could put the reporter in danger, CRS will take reasonable steps to protect thesafety and security of the reporter. Reporters will be notified of the steps being taken to assess and/or investigate the allegationemployees, as well as any final assessment/ outcome Neither CRS nor its Staff will retaliate--in the form of an adverse employment action (terminationconsultants, demotion, etc.) or harassment-against any individual reporting an allegation in good faith or participating in an investigation. Any form of retaliation is grounds for disciplinary action including termination. In addition, CRS is committed to ensuring that program participants-and members of communities in which they live-are aware of what staff behavior is acceptable and how they can raise their concerns or questions in a confidential and secure manner. Harassment Harassment is unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends and results in a hostile environment for the victim. CRS is committed to a work environment that is professional and free from intimidation, hostility, or other offenses which might interfere with the dignity of an individual or work performance. This includes, but is not limited to, harassment based on ethnicity, color, religion, sex, age, sexual orientation, national origin or ancestry, disability, medical condition, marital status, or veteran status. General harassment is not sexual in nature and can take many forms including verbal, physicalvolunteers, and visual. It includes actions directed at an individual or actions observed by an individual. • Verbal: Includes the use of offensive words, jokes, threats, or derogatory statements. • Physical: Includes inappropriate physical contact or assault, as well as demeaning/ unwelcomepranks. • Visual: Includes cartoons, pictures, and posters, as well as inappropriate electronic communications interns in service to CRS (emails, etccollectively “Affiliates”).) General harassment can also include bullying, defined as repeated health- harming mistreatment of one or more persons by one or more perpetrators and includes (but is not limited to) threats, intimidation, public humiliation/ name-calling, persistent and unwelcome teasing, or intentional work interference/sabotage. Sexual Harassment Sexual harassment is a specific type of harassment which can cross age and gender boundaries and may include unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature including: • The sharing or posting of images that create an offensive, hostile or intimidating environment or interferes with an individual's job performance. Examples include-but are not limited to-offensive pictures, cartoons, symbols, or items in the workplace • Downloading sexually explicit pictures or materials from computer systems, even if not shared with others • Unwanted or inappropriate leering or touching • Requests of a sexual nature made by one person to another that demand or imply a condition of employment or compensation, either implicitly or explicitly, or when an employment decision is based on and individual's acceptance or rejection of such conduct. Exploitation Exploitation-defined as actual or attempted abuse of power or mistreatment based on a power differential and/or position of vulnerability-is unacceptable under any circumstances but is particularly abhorrent when it involves CRS beneficiaries, children, or vulnerable adults. For purposes of this policy, a child is defined as anyone under the age of 18, and a vulnerable adult is defined as anyone in need of community care services by reason of mental or other disability, age or illness, and who is unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation. Prohibited exploitation includes: • Physical abuse (violence towards or deliberateinjury) • Emotional abuse (humiliating, degrading, or aggressivebehavior) • Sexual abuse • Economic abuse (requiring payments or goods in exchange for services) Prohibited exploitation also includes child labor, defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It includes work that is mentally or physically dangerous and/or interferes with their schooling. Prohibited exploitation also includes sexual exploitation. CRS Staff are prohibited from any sexual relations with children and vulnerable adults including the exchange of money, employment, goods, or services for sex, sexual favors or other forms of humiliating, degrading or exploitative behavior or general preferential treatment; this includes exchange of assistance that is due to beneficiaries. • For children, this policy applies regardless of the age of majority or consent and mistaken belief in the age of a child is not a viable defense. Sexual relations between aid workers and beneficiaries (of any age) are prohibited and is grounds for termination. In addition, knowingly facilitating or aiding another aid worker to perform acts of exploitation or abuse is strictly prohibited and will be treated with the same level of consequence as if the activity was being done directly by CRSStaff. Trafficking Trafficking in persons is defined as the recruitment, transportation, or receipt of persons by means of deception, coercion, threat, or force for the purpose of exploitation, sexual or otherwise. CRS strongly condemns trafficking in human beings-children, women, and men-as a criminal act that violates fundamental human rights and the inviolable dignity and integrity of the human person. All CRS Staff are prohibited from engaging in trafficking in children, women and men. CRS places a special focus on anti-trafficking of women and children, given their specific vulnerability and given the cruelty and perversity to which trafficked women and children are particularly subjected. All CRS Staff are prohibited from engaging in: • Trafficking in children, women, and men for sexual exploitation or procurement of any commercial sex acts (even if this practice is legal in a particular jurisdiction) including forced prostitution, child prostitution and pedophilic pornography • Trafficking in women and girls for purposes of forced or arranged marriages, or for any bride price schemes • Trafficking in children, women, and men for removal of organs for the illicit organ trade or for the illicit dealing, running or trafficking of narcotics and drugs; • The use of force, fraud, or coercion to subject a child, woman, or man to forced labor, begging, or involuntary servitude; and shall not obtain labor from a child, woman, or man by threats of serious harm to that person or another person. All CRS Staff are also prohibited from employment practices related to trafficking, including: • Destroying, concealing, confiscating, or otherwise denying access to an employee's identity or immigration documents • Using misleading or fraudulent practices to recruit employees such as failing to disclose key terms and conditions of employment or charging employees recruitment fees • Using recruiters that do not comply with local labor laws • Failing to provide return transportation to any employee specifically brought to a country for the purpose of working on a project • Providing or arranging housing that fails to meet host country housing and safety standards • Failing to provide a valid employment contract or workdocument where required by law. CRS also prohibits Staff from obtaining work-related goods or services that have been provided or produced by trafficked or forced labor. Adherence: Failure to adhere to the policies stated above constitutes grounds for disciplinary action including termination and, as relevant, notification to appropriate law enforcement authorities. Interpretation and Questions: Questions on the interpretation of this policy-and any other questions-can be directed to your designated HR Business Part ner. Related Documents and Procedures: • Staff Safeguarding Procedures (coming soon) • Partner Safeguarding Standards and Procedures (coming soon) • Vendor/ Supplier Code of Conduct (coming soon) Key Words: Harassment, "sexual harassment", abuse, exploitation, investigation, retaliation, "child labor", trafficking Appendix B Catholic Relief Services’ Social Media and Blogging Guidelines for Xxxxxx to Xxxxxx Volunteers While you are in the field, we encourage you to use social media and blog posts to inform others about the good work that you’re doing as part of Xxxxxx to Xxxxxx. For a program like Xxxxxx to Xxxxxx, we find that personal blogs, Facebook, Twitter and Instagram work best. Please keep in mind that while you are a volunteer, others will see you as a representative of Catholic Relief Services (CRS) and USAID, so we ask you to use discretion when posting on social media. Here are some suggestions: PLEASE DO… • Post your thoughts, experiences, insights • Post fun stories • Ask permission when taking photos • Use the Xxxxxx to Xxxxxx hashtag: #F2F • When using Twitter, tweet @farmertofarmer • Send your blog posts to the Volunteer Coordinator for approval before posting to the internet (social media updates do not need prior approval) PLEASE DO NOT… • Post derogatory statements about the country you are in • Post statements about the country’s political situation • Make derogatory statements about the Catholic Church • Post about artificial family planning, condoms or abortion • Post derogatory statements about your CRS, your host organization, the Xxxxxx to Xxxxxx Program, or USAID Because we work hard to have good relationships with the host government and communities, we need to be careful to not harm those relationships in any way. In the past, organizations like CRS have been asked to leave some countries because they didn’t use discretion about their public statements. While you are with CRS, it is very important that you not post any statements that could hamper our ability to serve those who are poor. If there is a problem during your volunteer time, please contact CRS directly to find a resolution to the problem rather than posting about it on social media. If you contact us directly, we can try to resolve the problem. Please use your best judgment when posting on social media. A tweet or Facebook post that lacks good judgment could end up harming the very people you are there to serve, and neither you nor we want that to happen. Tips on Writing an Engaging Blog Post We’d like each volunteer to write a blog post that we can share on our website. The guidelines below will help you write something that is focused, engaging and will help interest others in out program.