2016 OPEN DOOR PROCESS

The Company is committed to creating a great work environment - a place where everyone’s voice is heard and we work together toward a
resolution. The Company is committed to the Open Door Process because we need employee feedback to continue to make the Company a
great place to work.

The essence of the Company’s Open Door Policy is to provide for a work environment where:
 Open, honest communication between leaders and employees is a day-to-day business practice
 Employees are encouraged to provide and solicit feedback and raise concerns within the company, and
 Leaders hold the responsibility for creating a work environment where employees’ input is not only welcome, but actively solicited.

The Company’s Open Door process is comprised of an informal and a formal component. The informal component encourages employees to
bring up concerns, ideas, etc. with local leaders and work together for resolution and/or implementation. The formal component is a way for
employees to enter into a discussion with the Company about unfair treatment, discrimination, retaliation, unlawful harassment or any other
concerns.

Under the Open Door Process, individuals should present their concerns to leadership, local Human Resources or the Employee Relations
Center of Excellence (CoE). The Company will address all concerns appropriately and promptly.

The Open Door Process can be used to raise any concerns about treatment within the Company. Examples include but are not limited to:
 Alleged treatment considered unfair by an individual, such as coercion, or intimidation
 Any alleged discrimination against an individual because of race, color, gender or sex, age, religion or creed, disability, national origin,
citizenship status, veteran status, sexual orientation, gender identity, marital status or any other basis protected by federal, state or local
laws
 Retaliation for raising claims of discrimination
 Alleged unlawful harassment by a co-worker, manager, customer or vendor

Individuals are encouraged to submit concerns in writing although they are not required to do so. A written concern should include a brief
description of the issue, any supporting documentation/information, any witnesses if applicable and the desired outcome. If the concern is not
submitted in writing, the individual should be prepared to discuss the information detailed above.

In order for The Company to address concerns appropriately and promptly, the following recommended Open Door procedures have been
established. Individuals are encouraged to follow the outlined Open Door steps as listed below. (Note: an individual is not required to follow
steps in the process which would involve reporting their concerns to managers or individuals who, they allege, are the subject of the
allegations.)

Step 1: Contact Leadership

a. The individual should communicate the specific concern to any of the following:
1. His/her immediate supervisor/local Human Resources
2. The next level of leadership to include a department head or other member of leadership
3. Employee Relations CoE.
b. Any supervisor, manager or department head receiving notification of a concern is required to notify local Human Resources
immediately. Human Resources will work with the manager to appropriately address the concern or direct the issue to the Employee
Relations COE.

Step 2: Contact Employee Relations CoE

a. If the individual is uncomfortable contacting local Human Resources, their immediate supervisor or a member of management the
individual may contact the Employee Relations CoE at any point in the process.
b. The individual may contact the Employee Relations CoE either by phone at 866-486-2786 or in writing. Individuals are encouraged to
provide a written description of their concerns via email to charter.employeerelations@charter.com, by fax at 704-973-6028 or by mail
to the attention of: Employee Relations COE, Charter Communications, 7820 Crescent Executive Drive, Charlotte, NC 28217.

Statement of Confidentiality and Non-Retaliation

To the extent possible, concerns and subsequent investigations will be handled confidentially. However, the individual must understand that
total confidentiality is not always possible in conducting a thorough investigation and reaching an appropriate resolution.

It is a violation of Company policies for a supervisor or any other individual to prohibit or inhibit individuals from exercising their options under
the Open Door Process.

The Company prohibits retaliation against any individual who, in good faith, seeks advice, raises a question or reports misconduct. There shall be
no adverse employment action directed toward an individual for filing a concern under the Open Door process or toward an individual who
becomes a participant in the investigation of a concern. Anyone engaging in retaliation will be subject to disciplinary action, which could include
termination of employment as outlined in the Standards of Business Conduct.