Interpretation and Definitions

Interpretation:

The words of which the initial letter is capitalized have meaning defined under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or in plural.

Definitions:

For the purposes of these Terms and Conditions:"Affiliate" means an entity that controls, is controlled by or is under common control with a party, where "control" means ownership of 50% or more of the shares, equity interest or other securities entitled to vote for election of directors or other managing authority.

"Account" means a unique account created for you to access our service or parts of our Service.

"Company"(referred to as either Wildheart, Wildheart7, Wildheart 7 Tees, "the company", "we", "us" or "Our" in this agreement).

"Country" refers to the United States of America.

"Content" refers to content such as text, images or other information that can be posted, uploaded, linked to or otherwise made available to You, regardless of the form of that content.

"Device" means any device that can access the Service such as a computer, a cell phone or a digital tablet.

"Feedback" means feedback, innovations or suggestions sent by You regarding the attributes, performance or features of our Service.

"Service" refers to the Website"Website" refers to Wildheart 7, accessible from Wildheart7.com

Social Media Contract I. OVERVIEW & PURPOSE

This Social Media Contract has been adopted by Wild heart 7 of 5245 Gleason Rd, Shawnee, Kansas 66226, to optimize employee social media interaction in a way that conforms with Wild heart 7's policies and enhances professional communication, sharing, and collaboration with a wider audience. Social Media, which should be broadly understood for purposes of this contract includes, without limitation, multi-media, social networking websites, user rating services, blogs, micro-blogs, wikis, chat rooms, electronic newsletters, online forums for both professional and personal use, and other sites and services that permit users to share information with others. The foregoing guidelines are meant to assist employees with making appropriate decisions when engaging in social media tools. Employees should become familiar with any applicable employee policies and employee handbooks in conjunction with this Social Media Contract. II. SCOPE & APPLICABILITY This contract applies to all Wild heart 7 employees, contractors, and other personnel acting in an official capacity on behalf of Wild heart 7 when using social media for business purposes on the company's internal "Intranet" (if applicable) or Internet. These policies apply only to work-related sites, issues, and interactions and are not meant to infringe upon any personal online interaction outside of work. Wild heart 7 and this Social Media Contract acknowledges that any forms of protected speech cannot by censored by Wild heart 7. Legally protected activity does not include personal complaints, or offensive, demeaning, defamatory, abusive, or inappropriate remarks that may cause a hostile work environment. Wild heart 7 reserves the right to request that certain subjects are avoided and that certain posts be deleted if Wild heart 7 deems a post or comment to be inappropriate. III. GENERAL POLICIES 1. CONFIDENTIALITY. Internet postings should not disclose any information or trade secrets that are confidential or proprietary to the Wild heart 7 or to any third party that has disclosed information to the company. Anything designated "Internal Use Only" by Wild heart 7 or anything similarly designated as intended for company consumption only, shall not be conveyed, whether implicitly or explicitly, on any form of social media whatsoever. This includes, but is not limited to, company strategy, information about trademarks, upcoming product releases, sales, finances, number of products sold, number of employees, and any other information that has not been publicly released by Wild heart 7. These items are given as an example only and do not cover the range of what the company considers confidential and proprietary. Employees should explicitly identify all copyrighted materials or information, obtain permission to post when necessary, and give credit to original authors. 2. OWNERSHIP. Employees who engage in social media should define what materials belong to the company and what materials belong to the employee. Internet and blog posts created during nonworking hours on topics unrelated to the business typically belong to the employee. It is permissible to quote or retweet others, but employees should not attempt to pass off someone else's words, photography, or other information as their own. All copyright, privacy, and other laws that apply offline apply online as well. Employees should always give proper credit when posting a link or information gathered from another source. Any social media contacts, including "followers" or "friends," that are acquired through accounts (including, but not limited to email addresses, blogs, Twitter, Facebook, Youtube, or other social media networks) created on behalf of Wild heart 7 are the property of Wild heart 7. 3. TRANSPARENCY AND DISCLOSURES. If an employee is granted permission to publicly share what a client, partner, or other organization is doing, such as launching a new website or coming out with a new product, the employee must disclose his/her relationship to the other party. Employees are not permitted to discuss an organization or product in social media in exchange for money. If an employee receives a product or service to review for free, the employee must disclose it in his/her post or review. 4. ONLINE DISCRIMINATION & HARASSMENT. Wild heart 7 shall not tolerate, under any circumstances, without exception, any online behavior that is explicitly or implicitly discriminatory based on race, creed, religion, color, age, disability, pregnancy, marital status, parental status, veteran status, military status, domestic violence victim status, national origin, political affiliation, sex, predisposing genetic characteristics, and any other status protected by the law. This list is not exhaustive. In some cases, local laws and regulations may provide greater protections than those described in this contract. 5. POLICY ON BLOCKING SOCIAL MEDIA SITES. Wild heart 7 has opted not to block any social media sites from employees and leaves accountability for any actions online with the employee accessing such social media sites. Employees accessing these sites should be aware of potential security breaches and exercise good judgment when interacting on social media sites. IV. CODE OF CONDUCT 1. BLOGGING. Company-related blogs, when applicable, may be worked on with permission from the appropriate managers or supervisors. Personal blogs are not to be worked on during business hours. Employees should strive to provide worthwhile information and perspective, engage in appropriate debates and conversations and provide links to other blogs, media articles, tweets, etc. when appropriate. Wild heart 7's brand is best represented by its people, so any interaction online may reflect Wild heart 7's brand and create perceptions about Wild heart 7, its shareholders, customers, and professional culture. If comments are made on any aspect of Wild heart 7, the employee should clearly identify themselves and include a disclaimer stating that the views expressed are solely those of the employee and do not necessarily reflect the views of Wild heart 7. Internet postings may not include company logos or trademarks unless permission is granted by the appropriate agents at Wild heart 7. Employees are to adhere to the abovementioned confidentiality requirements set forth in this contract. If the employee has any questions about what should be posted on a blog, the employee's direct supervisor should be contacted. 2. MICRO-BLOGGING (TWITTER). Wild heart 7 actively participates in micro-blogging sites like Twitter. Through this social media tool, Wild heart 7 will provide updates on the company's major activities and initiatives as well as provide a forum for dialogue with those who are interested in Wild heart 7. All official Wild heart 7 users are identified at Wildheart, Wildheart 7, Wildheart 7 tees. Wild heart 7 strives to respond to as many relevant questions and comments as possible, but Wild heart 7 reserves the right to select the messages that will be responded to. The posting and presence on micro-blogging sites does not necessarily reflect the views of Wild heart 7, nor is Wild heart 7 responsible for ensuring and approving the accuracy of a post. 3. ONLINE SOCIAL NETWORKING (FACEBOOK). Wild heart 7 actively maintains a presence on social networking sites as a way to provide information about Wild heart 7, as a means to create and maintain business contacts, and to create an open dialogue with the online community. Employees who are allowed to participate on social networking sites for Wild heart 7 will be identified as Wildheart 7. Personal social networks may be accessed on company time only to reach out to professional business contacts and promote a beneficial online presence for Wild heart 7 as long as it does not interfere with the duties and productivity of the employee. 4. SOCIAL VIDEO (YOUTUBE). Wild heart 7 participates in social video sites as a way to provide information about the business and represent and market its brand in an exciting way. Approved employee participants must adhere to this code of conduct and the policies contained herein. 5. ONLINE FORUMS AND DISCUSSION BOARDS. In publicly accessible online forums, employees are not to discuss information that is not already considered public information. The discussion of sensitive, proprietary, or classified information is strictly prohibited. This policy applies even in circumstances where password or other privacy controls are implemented. Failure to comply may result in disciplinary action at the discretion of Wild heart 7. 6. ADDITIONAL SOCIAL MEDIA POLICIES. The following are additional policies that Wild heart 7 has implemented to account for emerging social media tools that directly or indirectly influence activities related to Wild heart 7: -Wild heart 7 and affiliate names use social marketing to post videos, pictures and music clips to Instagram, LinkedIn, Facebook, Etsy and Tik Tok V. REVIEWING & AMENDING THE TERMS This Social Media Contract may be reviewed by the proper agents at Wild heart 7 from time to time. Wild heart 7 may revise and update this Social Media Contract to incorporate new and emerging social media sites and trends that could potentially affect Wild heart 7. VI. VIOLATIONS Any employee engaging in behavior that violates this contract will be subject to disciplinary action, including the possible termination of employment, whether or not an actual law has been violated. Each person at Wild heart 7 is personally responsible, and may be legally liable, for the content he or she publishes online. Employees can be sued for not disclosing their relationship to the Company, or for purposely spreading false information. Employees can also be sued by other company employees, competitors, and any individual or company that views any commentary, content, or images as defamatory, pornographic, proprietary, harassing, libelous or creating a hostile work environment. VII. SIGNATORIES AND EFFECTIVE DATE Implementation of the terms of this contract will be effective as of February 17, 2023.