INTERNET USAGE POLICY

This Internet Usage Policy provides guidelines for the use of the Internet both in relation to company business and to such incidental personal use as is permitted by company policies. Employees' use of the Internet should be an appropriate use of company resources including time, equipment, software, and networks. At all times, the use of the Internet must be lawful, and in compliance with company policies. Intracoastal Transportation, Inc recognizes that understanding and using the Internet is critical to the future success of the company. Thus, subject to the guidelines that follow, employees are encouraged to use Intracoastal Transportation, Inc equipment and bandwidth to access the Internet.

Business Purposes and Incidental Personal Use

Intracoastal Transportation, Inc's policy on Business Use of Data and Software states:
As a general rule, all equipment, systems, services, and software belonging to Intracoastal Transportation, Inc are for business use only. However, Intracoastal Transportation, Inc makes an exception for incidental personal use (see below). Intracoastal Transportation, Inc reserves the right to audit, access, and disclose all transactions and data (including electronic mail messages), stored on or in any Intracoastal Transportation, Inc equipment or furniture, for any purpose. Any illegal or unauthorized use of Intracoastal Transportation, Inc equipment, systems, services, or software by an employee may subject the employee to disciplinary action, up to and including legal action and/or termination of employment. Employees may not access Intracoastal Transportation, Inc data unless they have an Intracoastal Transportation, Inc business-related need to do so. Unauthorized modification, destruction, use, or disclosure of such data is prohibited. Making, acquiring, or using unauthorized copies of any computer software is not permitted.

For purposes of this policy, ``incidental personal use" includes, by way of example, typing a personal letter, making a local telephone call to a friend or family member, sending a personal E-mail message, accessing the web, etc.; it does not include using Intracoastal Transportation, Inc equipment to operate a side business. In any event, the primary use of Intracoastal Transportation, Inc equipment must be for Intracoastal Transportation, Inc business purposes, and any incidental personal use must be legal, ethical and appropriate and must not interfere with the conscientious performance of an employee's Intracoastal Transportation, Inc duties."
Use of the Internet using Intracoastal Transportation, Inc equipment, systems and access whether or not on company time is subject to these guidelines stated in the Code Of Business Ethics including the penalties for their violation. Employees should remember that these resources are primarily to be used for company business.

Copyrighted Materials including Audio, Movies, Software, and Photos

Under the law, a copyright owner has certain exclusive rights including the right to reproduce the copyrighted work, the right to distribute copies of the copyrighted work, and the right to publicly display the copyrighted work. Thus, infringement could occur if Intracoastal Transportation, Inc employees make copies of a work, make an unauthorized distribution of a work, or facilitate an unauthorized public display of a work (for instance, at a trade show). In the case of downloads from the Internet, each such download is a separate, potentially infringing copy. Distributing a copyrighted work or putting a copyrighted work on the web for others to see (and, presumably, download) could also be infringement. Although there are exceptions or defenses to copyright infringement in some cases, such exceptions and defenses are difficult to successfully claim. As a general rule, downloading or distributing photographs, commercial software and beta software, audio, or videos would not fall under these exceptions or defenses and would constitute infringement.

Therefore, if employees download, distribute, share, store or use such materials, they must be certain there is no copyright infringement and there is full compliance with the law. Failure to comply with this policy or with applicable law is grounds for disciplinary action up to and including termination of employment.

Sexually Explicit or Offensive Materials

Accessing, viewing, downloading, exchanging and/or distributing sexually explicit materials in the workplace:
• involves numerous legal risks,
• constitutes improper use of company resources including employees' time,
• violates a number of company policies and is prohibited.
Photographs are copyrightable works, and thus reproduction or distribution of downloaded photographs may infringe the author's rights. Viewing or storage of sexually explicit materials is a violation of Intracoastal Transportation, Inc's Anti-Harassment Policy and could be seen by a court as creating a hostile work environment. For example, while the employee viewing the material may find it interesting and not offensive, co-workers or visitors passing by may be offended by it. Under certain circumstances, an offended employee may have a basis for legal action against Intracoastal Transportation, Inc. Furthermore, some countries in which Intracoastal Transportation, Inc does business have laws that render even the mere possession of some sorts of sexually explicit materials a criminal offense. For instance, in the United States, mere possession of child pornography is a felony. And if an employee in Singapore accesses pornographic materials residing on any Intracoastal Transportation, Inc server, even outside of Singapore, Intracoastal Transportation, Inc could be in violation of Singapore law.

Material that falls into the category of sexually explicit or offensive materials includes, but is not limited to, sexual images and comments, racial and gender-based slurs or anything that would reasonably be expected to offend someone based on their disability, age, religion, marital status, sexual orientation, national origin or any other factor protected by law. Violations of this policy and/or any applicable law is grounds for disciplinary action up to and including termination of employment. Employees who are aware of the misuse of these systems by other employees should immediately report the misuse to his or her manager or to and HR manager.

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