Announcements
November 11, 2024
2025 Employee Benefits Guide
Click HERE for the pretty PDF version of this guide.
Benefits at LVT
2025 Contacts
Medical
SelectHealth
(800) 538-5038
www.selecthealth.org
Health Savings Account
HealthEquity
(866) 346-5800
www.healthequity.com
Voluntary Accident, Critical Illness, Hospital
Voya
(877) 236-7564
https://presents.voya.com/EBRC/LiveView
For escalated claims and product questions:
GBS Voluntary Department
(801) 819-7744
vbcustomerservice@gbsbenefits.com
Dental
Beam
(800) 648-1179
www.beambenefits.com
Vision
Beam
(800) 648-1179
www.beambenefits.com
Life and AD&D
Disability
Mutual of Omaha
(800) 228-7104
www.mutualofomaha.com
401(k)
GBS Retire
(801) 819-7709
info@gbsretire.com
Human Resources
Paul Turner, HR Manager
(702) 772-6401
Paul.turner@lvt.com
Open Enrollment & Claims Support
Allison Miner, GBS Account Manager
(801) 819-77963
Allison.miner@gbsbenefits.com
Raquel Goodbeau, GBS AM Support
(801) 819-7789
Raquel.Goodbeau@gbsbenefits.com
This guide is designed to highlight your benefit options so that you can make the best possible decisions for you and your family. Use this guide as your go-to-resource when you’re enrolling for benefits and throughout the plan year. The choices you make will remain in effect during the plan year, unless you have a qualifying major life event. We are committed to providing our employees with quality benefits programs that are comprehensive, flexible and affordable. Giving our employees the best in benefit plans is one way we can show you that as an employee, YOU are our most important asset.
Table of Contents
- Benefits Overview
- Online Benefits Enrollment
- Medical
- Prescription Savings
- Health Savings Account
- Accident
- Critical Illness
- Hospital Indemnity
- Dental
- Vision
- Life and AD&D
- Disability
- 401(k)
- Cost of Coverage
Benefits Overview
Making wise decisions about your benefits requires planning. By selecting benefits that provide the best care and coverage, you can optimize their value and minimize the impact to your budget. The best thing you can do is “shop” for benefits carefully, using the same type of decision-making process you use for other major purchases.
1. Take advantage of the tools available to you. That includes this guide, access to plan information, provider directories, and enrollment materials.
2. Be a smart shopper. If you were buying a car or purchasing a home, you would do a lot of research beforehand. You should do the same for benefits because the wrong decision could be costly.
3. Don’t miss the deadline and keep record of your enrollment! Pay attention to the enrollment deadline and be sure to provide the Benefits Team with your benefit elections in a timely manner. It is important to review your paycheck to ensure the accuracy of payroll deductions. Notify the Benefits Team immediately if there are any discrepancies.
Who Is Eligible?
If you are hired as a full-time employee working 30 or more hours per week, coverage will begin on the first day of the month following day of hire of qualified employment. You may also enroll your eligible dependents in the same plans you choose for yourself. Eligible dependents include your legal spouse or domestic partner and your natural, adopted or step-child(ren). The dependent age limit for children on your medical plan is age 26, but may vary for other benefits offered.
When Do I Enroll?
You can enroll for coverage within 30 days of your date of hire, or during the annual open enrollment period. Outside of your open enrollment period, the only time you can change your coverage is within 30 days after you experience a qualifying event.
Making Changes During The Year
The IRS provides strict regulations about the changes to pre-tax elections during the plan year. Once you enroll in benefits, you will not be able to make any changes to your elections until the next annual open enrollment period, unless you experience a qualified life event. Qualified life events include, but are not limited to:
› Change in your legal marital status
› Change in number of dependents
› A dependent no longer meets the eligibility requirements
› You and/or your dependent becomes eligible or loses eligibility for Medicare, Medicaid or the Children’s Health Insurance Program (CHIP)
› Employee or dependents change in employment status resulting in loss or gain of eligibility for employer sponsored benefits
› A court or administrative order
It is your responsibility to notify the Benefits Team within 30 days after a qualified life event. Any benefit changes must be directly related to the qualified life event.
When Coverage Ends
For most benefits, coverage will end on the last day of the month in which:
› Your regular work schedule is reduced to fewer than 30 hours per week
› Your employment with Liveview Technology ends
Your dependent(s) coverage ends:
› When your coverage ends, or
› The last day of the month in which the dependent is no longer eligible
Health Care Reform and You
For the most up-to-date information regarding the ACA, please visit www.healthcare.gov.
In addition to the plan information in this Benefits Guide, you can also review a Summary of Benefits and Coverage for each medical plan. This requirement of the ACA standardizes health plan information so that you can better understand and compare plan features. We will automatically provide you a copy of the SBC and Uniform Glossary annually during open enrollment. Please contact the Benefits Team should you need an additional copy.
Online Benefits Enrollment
Employee Navigator
Please follow the steps below to elect or waive coverage for the current plan year.
Information Needed When Adding Dependents
› Name
› Social Security Number(s)
› Dates of Birth
› Home Address (if separate from yours)
Step 1: Getting Started
› Click the link below or in your web browser type www.employeenavigator.com
› Username – If you have misplaced your credentials, reach out to Human Resources.
› Reset Password – Employees can reset passwords on login screen.
› Click “New User Registration” (first time user)
› Two-Factor Authentication – You will be prompted to set up the authentication. Any authenticator app can be linked to successfully log into Employee Navigator and can be easily downloaded on your mobile device. Two of the most common authenticator apps are Google Authenticator and Microsoft Authenticator.
› Create Your Account:
• First Name
• Last Name
• Company Identifier LiveViewTech
• Last 4 Digits of SSN
• Birth Date
› On the home screen (once logged in) look for “Start Enrollment”.
Step 2: Verify Your Personal and Dependent Information
› Personal Information – Validate all information is accurate.
› Dependent Information:
• To update information, click “Edit”, upon completion click “Save”.
• Select “Add Dependent” if you currently do not see them listed.
› Once all your dependents have been added/updated, click “Save & Continue”.
› Please note: If your company offers supplemental life insurance you need to add your spouse and children as dependents in this screen.
Step 3: Making Your Open Enrollment Elections
› Complete all benefits through each step of the enrollment process (enroll or waive).
› Click “Save & Continue” at the end of each benefit screen.
Step 4: Confirm Your Elections
› Upon completion, please verify everything in the “Enrollment Summary Screen”.
› Click “Click To Sign” to complete your open enrollment elections.
Download the Full Plan Summary
Download the SelectHealth Flyer
Out of State Employees Provider Search Flyer
Download the Full Plan Summary
Download the SelectHealth Flyer
Out of State Employees Provider Search Flyer
Prescription Savings
Strategies to Save
The average American spends about $1,300 each year on prescription drugs. And with
drug prices on the rise, 1 in 4 Americans are paying more today than they were a year ago. Consider the following ways to help lower your bills for pills:
› Go generic or ask your doctor or pharmacist if there’s a similar drug with a generic version.
› Compare prices by using an app, like GoodRx, to find the least expensive option. Call stores and pharmacies as well.
› Order a 90-day supply and look into a mail- order program.
› Sign up for a drugstore or chain store reward program to receive coupons and accumulate points.
› Use a preferred pharmacy in your network. If you have prescription drug questions, talk to your pharmacist for additional cost-cutting tips and guidance.
GoodRx
Stop paying too much for your prescriptions! With the GoodRx Comparison Tool, you cancompare drug prices at over 70,000pharmacies, and discover free coupons and savings tips.
Isn’t health insurance all I need?
Your health insurance provides valuable prescription and other health benefits, but a smart consumer can save much more, especially for drugs that are not covered by health insurance (weight-loss medications, some antihistamines, etc.), drugs that have limited quantities, drugs that can be found for less than your copay, or drugs with a lower priced generic.
How can I find these savings?
The GoodRx Comparison Tool provides you with instant access to current prices on more than 6,000 drugs at virtually every pharmacy in America.
1. On the web: https://www.goodrx.com/ Instantly look up current drug prices at CVS, Walgreens, Walmart, Costco, and other local pharmacies.
2. On your phone: Available in the App Store or Google Play. Or, simply visit m.goodrx.com from your phone.
Please Note:
› Prescription drug pricing displayed on the GoodRx Comparison Tool may be more or less than your insurance drug card.
› Please be sure to compare all discount pricing options before you purchase.
› Check your insurance carrier’s pharmacy benefit before purchasing a 90-day supply.
Health Savings Account
HealthEquity
A Health Savings Account (HSA) paired with our qualified high deductible health plan helps you and your family plan, save and pay for qualified health care expenses. An HSA empowers you to build savings for health care expenses in a tax advantaged account.
Advantages of Health Savings Accounts
A Health Savings Account (HSA) is a tax advantaged savings account that you own and control. Here are some of the benefits:
› Funds roll over from year-to-year and never expire
› Portable when you move jobs or retire
› Triple tax advantage: you won’t pay taxes on contributions, distributions, or earnings
› Able to invest your funds to grow your money tax-free
› Contribution elections can be changed mid- year without a life event
Who Is Eligible?
You must be enrolled in our qualified high deductible health plan and meet the following requirements:
› Have no other health insurance coverage except what’s permitted by the IRS
› Not be enrolled in Medicare
› Not be claimed as a dependent on someone else’s tax return
How Much Can I Contribute To An HSA?
Each year the IRS establishes the maximum contribution limit. The chart below represents the limits for 2025. These limits are for the total funds contributed, including company contributions, your contributions and any other contributions. Please keep in mind you can change your HSA allocation at any time during the plan year.
Qualified Health Care Expenses
You can use money in your HSA to pay for any qualified health care expenses for you, your spouse and your tax dependents, even if they are not covered on your plan.
Qualified health care expenses are designated by the IRS (Publication 502). Examples of qualified health care expenses include: your insurance plan deductibles, copayments, and coinsurance; doctor’s office visits; prescriptions; dental treatments and x-rays; and eyeglasses and vision exams.
Important
Any funds you withdraw for non-qualified expenses will be taxed at your income tax rate plus a 20% tax penalty if you're under age 65. After age 65, you pay taxes but no penalty.
Documentation is Key
An HSA can be used for a wide range of health care services within the limits established by law. Be sure you understand what expenses are HSA qualified, and be able to produce receipts for those items or services that you purchase with your HSA. You must keep records sufficient to show that:
› The distributions were exclusively to pay or reimburse qualified medical expenses,
› The qualified expenses had not been previously paid or reimbursed from another source, and
› The qualified expense had not been taken as an itemized deduction in any year. Do not send these records with your tax return. Keep them with your tax records.
Qualified Medial Expenses
Accident
Voya
Accident insurance can help provide you with a cushion to help cover expenses and living costs when you get hurt. While you can count on health insurance to cover medical expenses, it doesn’t usually cover indirect costs that can arise with a serious or even not-so-serious injury. With accident insurance, the benefits you receive can help take care of these extra expenses and anything else that comes up.
With Voya Group Accident Insurance you can have peace of mind knowing:
› Coverage is guaranteed issue – no evidence of insurability required at initial enrollment.
› Benefits are paid directly to you unless assigned to someone else.
› Benefits are paid in addition to any othercoverage.
Critical Illness
Hospital Indemnity
An inpatient stay in the hospital is expensive, and there may be additional costs unrelated to your stay such as having a baby or missing work. Hospital Indemnity coverage pays a cash benefit when you are admitted for an inpatient stay for a minimum of 20 confinement hours. You can use the monies to pay for medical bills not covered by insurance, or in any way you see fit.
With Voya’s Group Hospital Indemnity Insurance:
› Benefits from a Hospital Indemnity plan can be used to assist you in paying deductibles, coinsurance, out-of-network costs, daily living expenses, etc.
› Benefits are paid regardless of other coverage and this plan is compatible with Health Savings Accounts.
Download the Full Plan Summary
Download the Full Plan Summary
Download the Full Plan Summary
Life and AD&D
Mutual of Omaha
Basic Life Insurance and Accidental Death and Dismemberment (AD&D)
Liveview Technologies provides all eligible employees with a basic group life insurance and accidental death and dismemberment coverage at no cost to you.
Voluntary Life Coverage
You also have the option to purchase additional life insurance coverage for yourself, your spouse / domestic partner and your dependent children to age 26. However, you may only elect coverage for your dependents if you elected additional coverage for yourself. You pay for the cost of additional coverage through payroll deductions on a post-tax basis.
Beneficiary Designation
We recommend you designate a beneficiary for your life insurance policy(ies). A beneficiary is the person (or people, estate, trust, etc.) to whom benefits will be paid to in the event of your death. You may change your beneficiary at any time during the plan year.
Disability
Mutual of Omaha
Employer Paid Short-Term Disability
Short-term disability provides a source of income should your qualified disability keep you from working for more than a week. Employer Paid Long-Term Disability Long-term disability provides an ongoing source of income if your disability is prolonged.
Definition of Disability
The definition of disability is used to determine an employee’s eligibility for benefits. An individual’s physical or mental inability to perform the major duties of his/her occupation because of illness or injury.
Download the Full Short-Term Disability Summary
Download the Full Long-Term Disability Summary
401(k)
GBS Retire
Employer Contributions
The Company will make a “Safe Harbor” matching contribution to the plan. This means the Company will make a contribution to the account equal to 100% of the first 3% and 50% on the next 2% of the pay you defer to the Plan.
Vesting Schedule
Vesting refers to the percentage of your account you are entitled to receive upon the occurrence of distributable events. The values of your contributions to the Plan and any earnings they generate are always 100% vested (including rollovers form previous employers).
› The employer discretionary match contribution is immediately 100% vested.
› The employer safe harbor match contribution is immediately 100% vested
› The employer profit-sharing contribution is immediately 100% vested.
Investment Choices
The contributions you make to the Plan are held in a Trust Account. The Plan Trustee(s) periodically review the financial advisors and investment options offered to Plan Participants. Please contract your HR representative for a current list of these investment options and education materials.
Investment Changes
You can switch between investment alternatives as often as is permitted under the chosen investment.
How to Join the Plan
Once you are eligible to participate in the Plan, you may enroll online with Transamerica. If your Plan allows, you may change your deferral amount or opt out via the web or by calling the Voice Response System.
Cost of Coverage
January 1, 2025 - December 31, 2025
Employee Cost Per Month
The benefits in this guide are effective January 1, 2025 – December 31, 2025. This benefit guide serves as a summary of material
modifications regarding certain plan provisions or costs for the 2025 plan year. This guide is an overview and does not provide a
complete description of all benefit provisions. For more detailed information, please refer to your plan benefit booklets or summary
plan descriptions (SPDs). The plan benefit booklets determine how all benefits are paid.
October 25, 2024
SOC2 Compliance: Company report card and goals
2024 SOC 2 Type 2 Audit: A Team Effort and Major Success
We are happy to announce the successful completion of our 2024 SOC 2 Type 2 audit! This year’s audit resulted in a 78% improvement over last year, marking a significant step forward in our application of security best practices. The auditors did note two exceptions, or areas for improvement, on the report but we are happy to say these have already been addressed and mitigated. The audit process was notably smoother and more efficient, thanks to the hard work and commitment of the many people involved.
Why SOC 2 Matters:Engaging in annual 3rd-party SOC 2 audits is a critical part of our security strategy. These audits hold LVT accountable to expected security standards and practices which are verified by an independent, trusted source. Additionally, a successful SOC 2 report is a powerful sales enablement and marketing tool, as it provides prospective customers with a 3rd party attestation of our commitment to protecting their data.
What's Next?Our goal: To successfully complete the 2025 SOC 2 audit with zero exceptions.To help achieve this we are implementing a new compliance tool (Drata) that will automate much of the control tracking and evidence collection process. We will also be meeting regularly with the teams and individuals whose areas of responsibility are in scope of the audit to ensure we are completely ready to demonstrate compliance.Thank you to everyone who contributed to this outstanding achievement and who continue to help ensure our compliance to SOC 2 —you truly exemplify our core values.
October 17, 2024
LVT Expands Satellite Internet Connectivity to Augment Cellular Coverage for Mobile Security Solutions
Satellite connectivity powers security solutions in cellular network gaps without data ever entering a public network
October 17, 2024
AMERICAN FORK, UT, October 17, 2024: LVT (LiveView Technologies, Inc.), the leader of customizable mobile security solutions, today announced expanded satellite coverage capabilities to provide reliable and secure connectivity in areas with low or no cellular network coverage.
“Our new satellite coverage capabilities ensure customers can access real-time security insights even when cellular network connectivity is inaccessible or hindered by an influx of connected devices,” said Steve Lindsey, LVT CTO. “LVT has achieved industry-leading uptime with our mobile security solutions, and we are pioneers in bringing satellite connectivity at scale to the mobile security unit space for more than a decade.”
Businesses and organizations leveraging LVT Units can access satellite connectivity for the following use cases:
- Primary connectivity, using satellite as the sole internet connectivity solution. This brings world-class security coverage to any area not covered by cellular networks, which is especially helpful for remote use cases including critical infrastructure, utilities, and supply chain/logistics.
- Secondary connectivity for when cellular connectivity lags. Satellite communication is an effective backup solution to ensure high-performance coverage when all cellular networks are overloaded, such as during large community gatherings, sporting events, music festivals, and political rallies.
“Satellite communication will enable more companies and businesses to use our mobile security solutions 24/7, regardless of cellular network performance,” continued Lindsey. “LVT’s AI-powered and intuitive security solutions will now bring greater control and safety to virtually anywhere on the planet.“
In order to protect customer data and maintain LVT’s strict security protocols, customer data will be routed through LVT’s private networking infrastructure, just as LVT has historically provided with its cellular connectivity. Learn more and register to be notified when the solution is available in your area at www.lvt.com/satellite.
About LVT
LVT (LiveView Technologies, Inc.) is a leader in life safety and security and the premier developer and manufacturer of mobile, solar powered and cellular/satellite-connected security solutions and software. Headquartered in American Fork, UT, LVT’s enterprise software-as-a-service (SaaS) solution is used by retailers, critical infrastructure and utilities, construction projects, warehouse and distribution centers, and more. LVT is proud to be made in the USA and manufactured in Utah. For more information, visit www.lvt.com.
October 11, 2024
All-Hands Meeting: October 11, 2024
Missed the All-Hands meeting? See the full recording HERE
Announcements:
- New CHRO: Will Clive
- Security Testing Updates
- New Employee Knowledge Base
- The company has won quite a few awards
- Value & Impact award for company partner
- Halloween Party is on Oct. 31
- Wellness Week will be November 11-15th
- Christmas Party will be December 7th
Value Winners:
- Own It: James Itri
- Pursue Excellence: Jay Reimschussel
- Be The Crew: Tyler Low
- Chew The Strap: Zach King
- Do Right: Emily Werner
Department Spotlight: Fun video can be seen HERE
Product Roadmap:
- Access Control
- Updated Reporting
- Panic Button
Q3 Numbers:
- Completed 81% of Product Roadmap
- Uptime exceeded goal at 97.34%
- We missed bookings: Goal was 46 Million, Actual was 28.8 Million
- Q3 Performance = 60% company portion of incentive pay
Farewell to Dave Studdert
-p-800.webp)
September 24, 2024
San Francisco: Doubling Down on Fight Against Crime
San Francisco is fighting back. Their mayor and police department recently announced a new initiative to fight against crime by deploying LVT mobile security units. Even though crime has been dropping in San Francisco throughout 2024, the city is doubling down on its efforts to reduce things like drug deals, burglaries, and prostitution to make the city safer for its residents.
See what the media is saying about this partnership:
NBC Bay Area and KTVU Fox quickly highlighted the partnership and introduced the concept of the mobile security units. They discussed how AI aims to deter crime from happening, and when necessary, help solve crimes that do occur. They also delved into how these security trailers are among the cutting edge of law enforcement technology.
ABC7 mentioned San Francisco's recent success rate. They currently have the lowest crime rate the city has seen in 10 years. ABC7 tied LVT’s mobile security units to the SFPD’s broader crime-fighting efforts. “We've seen in July and June, a seventy percent decline in car break-ins. Open-air drug dealing, side shows, you name it,” said Mayor London N. Breed. “This new technology can also make those things a lot better. San Francisco is seeing a record low in terms of crime, the lowest crime rate in 10 years.”
KRON Bay Area, Yahoo News, and KPIX (CBS) shared how the police department is placing the LVT camera systems in high-priority crime hotspots. They discussed how technological advancements are helping law enforcement reduce crime more effectively.
KQED, San Francisco Chronicle, Patch.com, the San Francisco Sun, and Government Technology emphasized how the LVT Units are the latest addition in the city’s ongoing investment in police technology that has grown during Mayor Breed’s administration. SFGate, on the other hand, discussed the deterrence factor that LVT Units bring and how they can help prevent crime.
Other media outlets emphasized the impact of the mobile surveillance units, especially how their deployment may affect both local and regional crime and policing. Local News Matters focused their coverage on how the AI security units will impact the crime hotspots.
Specialized outlets like the Loss Prevention Magazine and Government Technology also discussed the technology that powers the LVT Units. More agencies, governments, and businesses are relying on artificial intelligence to support their crime-fighting efforts.
Lastly, Telemundo Bay Area and Hecho en California covered the story in Spanish, underscoring the importance of this crime-fighting initiative for the entire community.
The message is clear:
From mainstream media to tech-specific coverage, San Francisco's message is clear. They will fight against crime to protect their city and their citizens, using technology as a tool to reduce everything from burglaries to drug deals.
September 24, 2024
LVT Launches New Command Center to Drive Immediate Informed Action for Security Teams
(GSX, Booth #1815), September 23, 2024: LVT (LiveView Technologies, Inc.), the leader of customizable mobile security and cloud-native software solutions, today unveiled its next-generation Command Center—the culmination 100s of hours spent shadowing and collaborating with security operations teams—designed to give security operators unrivaled control over their video security systems. The 8-year-old proven VSaaS solution, now available in beta, was rebuilt from the ground up to empower personnel with unparalleled efficiency and effective incident management capabilities, including a new user experience that reduces the time needed to make informed response decisions.
“For nearly a decade, LVT’s Command Center has given security leaders who want to leverage the power of cloud-native software services unmatched situational awareness. Our new Command Center experience provides an even more seamless, reliable, and highly effective system built to stay ahead of the evolving security landscape while leveraging the globally scalable, lower cost of ownership, and dynamic power of cloud compute,” said Steve Lindsey, LVT CTO. “Security teams are often hampered by solutions that restrict them from taking real-time action; failing to deliver timely alerts and provide the essential information to inform an effective response at any moment, day or night.”
The LVT Command Center was designed using extensive market research and customer feedback, which highlighted the acute need for sophisticated, AI-integrated security management solutions. New and enhanced features that provide customizations to manage complex enterprise environments at scale include:
- Instant video playback: Access and stream recorded videos with no delay, improving decision-making processes and enabling more accurate and effective responses.
- View and manage multiple camera views: Watch cameras from multiple units for a more comprehensive and detailed understanding of incidents.
- Intelligent prioritization: Configure the Command Center to prioritize alerts and decide what notifications they receive, such as marking potential assaults as high priority and animals as low priority.
- In-depth analytics: Classify incidents and quickly review incidents within a category classification to understand how those situations were resolved.
- Incident history: Review responses, find training opportunities, and optimize future responses through a new timeline view that shows exactly what happened during an incident across LVT Units, including security personnel actions.
Customers can access the beta Command Center today, with general availability in Q4 2024. Future enhancements will include new AI capabilities and intuitive automatic alerts. Customers can contact their LVT representative in order to join the Command Center beta.
Visit LVT at GSX Booth #1815, and learn more at www.lvt.com.
About LVT
LVT (LiveView Technologies, Inc.) is a leader in life safety and security and the premier developer and manufacturer of mobile, solar powered and cellular-connected surveillance solutions and software. Headquartered in American Fork, UT, LVT’s enterprise software-as-a-service (SaaS) solution is used by retailers, critical infrastructure and utilities, construction projects, warehouse and distribution centers, and more. LVT is proud to be made in the USA and manufactured in Utah. For more information, visit www.lvt.com.
September 24, 2024
LVT Releases API To Bring Video Security Intelligence To Any Software Ecosystem
(GSX, Booth #1815), September 23, 2024: LVT (LiveView Technologies, Inc.), the leader of customizable mobile security solutions, today released its new application programming interface (API) that allows security teams to integrate LVT Unit video security insights with any existing security platform. The API allows integrations with in-house systems, leading to a single pane of glass for security operations center (SOC) operators to take control of situations rapidly utilizing LVT’s physical security platform from their preferred software environment.
“LVT provides a stellar end-to-end solution for managing our mobile security solutions, but we know customers also have other software within their security ecosystem. Our open integration platform empowers teams to access our video intelligence in any environment they prefer,” said Steve Lindsey, LVT CTO. “Customers can now choose between the LVT video management software, our integrations with partners like Immix and Fusus by Axon, or our API to access the security insights they need to maximize safety and control.”
The API provides customers with more ways to access LVT’s intelligence, including recently announced integrations with Immix, and Fusus by Axon, along with additional partnerships coming in the future. LVT’s new API also integrates well with proprietary software developed in-house for video and alert management, providing support for customers’ customized solutions.
LVT’s API allows SOC operators to monitor and access situations from a single dashboard:
- Two-way integration with control of all deterrence capabilities such as strobe lights, floodlights, pre-recorded sounds, and live speaker talk-down
- Other features include video streaming, alert generation, and camera control, including pan/tilt/zoom, streaming, talk down, and general camera management.
As the security market continues to value open platforms that enable customers to build their strategy across multiple vendors, LVT’s open platform solution leads the way with a diverse set of leading camera partners, edge intelligence and analytics partners, and cloud software partners.
Please email integrations@LVT.com for all API integration requests and questions.
Visit LVT at GSX Booth #1815, and learn more at www.lvt.com.
About LVT
LVT (LiveView Technologies, Inc.) is a leader in life safety and security and the premier developer and manufacturer of mobile, solar powered and cellular-connected surveillance solutions and software. Headquartered in American Fork, UT, LVT’s enterprise software-as-a-service (SaaS) solution is used by retailers, critical infrastructure and utilities, construction projects, warehouse and distribution centers, and more. LVT is proud to be made in the USA and manufactured in Utah. For more information, visit www.lvt.com.
September 13, 2024
Values Week 2024
We had another great Values Week with a variety of fun events! Check out details below:
Shoot 360
The Shoot 360 event was a blast, with LVT team members hitting the courts alongside family and friends to show off their skills. Even Jazz Assistant Coach Jason Terry stopped by to hang out too!
Super Smash Bros Tournament
The Super Smash Bros tournament was an absolute brawl, filled with insane comebacks and jaw-dropping moments. When the dust settled, Controller Chaos—with Noal Tessman, Aidan Potter, and Tanner Crocket—took home the win, proving they’re the team to beat.
Donut Wars
The blind donut tasting event was a sweet showdown, with both HQ and SF teams diving into treats from Krispy Kreme, Provo Bakery, Donut Run, and Lehi Bakery. While opinions differed, HQ crowned Lehi Bakery as the top pick, while the SF crew gave Krispy Kreme the win—proving that everyone’s got their own taste when it comes to the perfect donut! :doughnut::trophy:
Day of Caring
For Day of Caring, 65 volunteers came together at Grovecrest Elementary School to make a meaningful impact. They spent the morning leading engaging reading activities with students and brightening up the school yard with fresh coats of paint! LVT left a lasting impression on both the campus and the kids!
Rock Paper Scissors Showdown
The ultimate Rock-Paper-Scissors battle came down to an intense face-off between HQ’s Jean Gagne and Spanish Fork’s Jacob Saenz. With split-second decisions and some serious mind games, both walked away as champions for their locations!
CLOSING
A big shoutout to everyone who participated in Values Week and to those who nominated their peers for values awards—we had over 60 nominations! This year’s winners truly live and breathe our values every day, both at work and beyond. Congratulations to:
Be the Crew: Sam Lawther
Chew the Strap: Jason Cardell
Do Right: Nate Slater
Own It: Annie Gordon
Pursue Excellence: Cami Johanson
And a special congrats to Jessica Hadley for winning our Value Coin Scavenger Hunt! Thanks to everyone for making Values Week such a success!
September 12, 2024
Company Holidays - 2025
Okay! Here are the company holidays for 2025. See you at the family BBQ!
Holidays:
- New Year's Day (Jan 1)
- President's Day (Feb 17)
- Memorial Day (May 26)
- Independence Day (July 4)
- Pioneer Day (July 24)
- Labor Day (Sept 1)
- Thanksgiving Day (Nov 27)
- Friday after Thanksgiving Day (Nov 28)
- Christmas Day (Dec 25)
September 11, 2024
Employee Referral Bonus Program
Employee Referral Bonus Program
Access the referral link HERE
PURPOSE:
The purpose of the LVT Employee Referral Bonus Program is to provide an incentive award to a current employee in a full-time equivalent (FTE) position who brings new talent to the company by referring applicants who are subsequently selected and successfully employed in a new or backfill position at LVT.
ELIGIBILITY AND PARTICIPATION:
All active full-time and part-time employees of LiveView Technologies are eligible to participate in the Employee Referral Bonus Program, with the exception of:
- LVT Company Executives, Directors, VPs, and upper-level management.
- Selecting manager/supervisor or other persons associated with the selection of the candidate.
- All People Operations employees.
PROGRAM DETAILS AND PAYOUT SCHEDULE:
The referral bonus amount will vary based on the level of the role being filled. The levels and corresponding bonuses are defined as follows:
Entry-Level Roles (S1-L1): $200/Paid after 90 days
Mid-Level Roles (L2-L3): $500/Paid after 90 days
Senior-Level Roles (L4-L7): $1,500/Paid after 120 days
Executive Roles (L8-L9): $5,000/Paid after 6 months
PROCEDURE FOR REFERRING CANDIDATES:
- Submission:
- All referrals must be submitted through Greenhouse.
- You must Add a referral. If you send a link to your referral and have them apply online directly, this will not qualify for the referral bonus.
- Acknowledgment:
- When you add a referral in Greenhouse, you will always be able to see the status of a referral.
- Payment of Referral Bonus
- Referral bonus payments may be paid in a lump sum or in periodic payments subject to management discretion.
- Payments will be made after referred candidate has been employed for a minimum of:some text
- S1 - L3: 90 days or three months
- L4 - L7: 120 days
- L8 - L9: 6 months
- Conditions
- The referral bonus is subject to applicable taxes and will be included in the referring employee's regular paycheck.
- Only one referral bonus will be awarded per candidate. If multiple employees refer the same candidate, the bonus will be paid to the employee who submitted through Greenhouse first.
- Referrals must represent the candidate’s first contact with LVT. Temporary/interns, contract, and former employees of LVT are not eligible candidates for referral bonuses.
- The referred candidate must indicate the referring employee’s name on their application and must have been added by the employee in Greenhouse.
- Both the referring employee and the referred candidate must be employed by the company when any referral bonus is paid.
- Disqualification
- An employee will be disqualified from receiving a referral bonus if:some text
- They are involved in the hiring decision for the referred candidate.
- They are currently under probation or a PIP.
- They are found to have provided false or misleading information about the candidate.
- The referred candidate leaves the company before completing the required tenure for the payout of the bonus installments.
- The candidate was in contact with a recruiter within the past 2 business weeks before the referral was received.
- The referral has already applied to the role within 12 months for which they were referred.
- Program Changes
- LVT reserves the right to modify, suspend, or terminate the Employee Referral Bonus Program at any time, with or without notice. Changes will be communicated via company email and updated in the employee handbook.
September 11, 2024
LVT Swag Store
Find the LVT Swag Store HERE
Looking for all of that great LVT gear you see everyone else with? Now you can be cool too!
See all of the current LVT shirts, hats, stickers, lego kits, sweatshirts, backpacks, notebooks, cycling bibs, cycling jersey, and key chains at the LVT Swag Store. Order through the site and the front desk will let you know when your item is ready for pickup.
Need clothing for an event?
Buy the item with your divvy card, and it will come out of your teams budget.
September 2, 2024
Direct Deposit for Reimbursement
Dear LVT Team Members,
We have enabled Direct Deposit Reimbursements (ACH) through Bill (also known as Divvy) for out-of-pocket and mileage expenses. This will allow you to get reimbursed sooner. This is not an alternative to your physical card. Out-of-pocket reimbursements should only be utilized when your physical company card is not working, or you are waiting to receive your card.
Please be aware that funds will now be sent to you via deposit, so you will need to add your bank account. If you are a budget owner, all reimbursements will require your approval. Once approved, the request will require admin approval, which will be completed on a weekly basis. Below, you will find instructions showing how to link your bank account and submit reimbursement requests.
If you have any questions, please contact Zach King or Scott Lowry in the accounting department.
Linking Your Bank Account
Linking your bank account – Mobile App
1. Open your Bill app and log in.
2. Select More.
3. Tap your Profile icon.
4. Tap the Link bank account link.
5. Select if your account is a checking account or savings account. 6. Tap the Next button.
7. Enter your routing number and click next.
8. Enter your account number and select the link to finish linking your bank account. *
Linking you bank account – Desktop
1. Select the link for Divvy from the Okta Dashboard and log in.
2. Click on your Profile link.
3. Click the Settings tab.
4. Click the Link Bank Account button.
5. Click Manually to enter your bank account information.
6. In the Account Type drop-down menu, select if your account is a checking or savings account.
7. Enter your routing number in the Routing Number field.
8. Enter your account number in the Account Number field and Confirm Account Number field. *
9. To link your bank account to Spend & Expense, click the Link Bank Account button.
Your added bank account displays in the Settings tab.
To change your linked bank account, click the Change link. To remove the bank account, click the Remove link.
*Spend & Expense only supports bank accounts based in the United States. If your account is based in the United States, leave the My account is not based in the United States checkbox unchecked.
Submitting a Reimbursement Request – Mobile App
Out-of-pocket reimbursement
1. In the Spend & Expense Navigation Menu, tap Add (+)
2. Tap Add Reimbursement
3. Tap Out of pocket.
4. Enter the reimbursement details, including the merchant, amount, date, and any required fields.
a. Note: If you do not have enough funds allocated to you in the selected budget to cover the reimbursement amount, the user who approves the request can request the necessary amount for you.
5. If your account administrator has enabled ACH reimbursements, you need a bank account linked to Spend & Expense to receive your reimbursement. If you have not already done so, tap Link Bank Account to link a bank account. 6. Tap Request
Mileage reimbursement
1. In the Spend & Expense Navigation Menu, tap the Add icon.
2. Tap the Add Reimbursement button.
Option 1: Automatically Populate Route
3. To use Google Maps to automatically fill in your route, click the Mileage from maps button.
4. Tap the budget you want to use for the reimbursement. If you do not have enough funds allocated to you in the selected budget to cover the reimbursement amount, the user who approves the request can assign the necessary amount to you.
5. Tap the Start address field to enter the start location of your trip. 6. Tap the End address field to enter the end location of your trip.
7. To make your route a round trip, click the Round trip checkbox. This automatically adds your start address as a new end address and changes the previously entered end address to a stop on your route.
8. To add additional stops, tap the Add Stop link.
9. To enter the travel date, tap the Trip Date field.
10.To view a map of your travel, tap the Map icon. The map displays a snapshot of your travel. To hide the map, tap the Collapse icon.
11. Make selections for any required fields, such the budget where you would like the reimbursement to apply and optional fields.
12.If your account administrator has enabled ACH reimbursements, you need a bank account linked to Spend & Expense to receive your reimbursement. If you have not already done so, tap Link Bank Account to link a bank account. 13.To request your reimbursement, tap the Request button.
Option 2: Manually Add Mileage
1. To enter your mileage manually, click the Mileage manual add button. 2. Tap the budget you want to use for the reimbursement. If you do not have enough funds allocated to you in the selected budget to cover the reimbursement amount, the user who approves the request can assign the necessary amount to you.
3. Tap the Miles field and enter the number of miles traveled. The dollar amount is calculated automatically.
4. Tap the Transaction date field and enter the travel date.
5. To add a receipt or route information, tap the Add route icon.
6. Make selections for any required fields.
7. To request your reimbursement, tap the Request button.
Submitting a Reimbursement Request – Desktop
Out-of-pocket reimbursement
1. In the Navigation Menu, select Reimbursements.
2. Select New Reimbursement
3. Select Out of Pocket
4. Enter the merchant’s name, reimbursement amount, and transaction date. 5. In the Budgets drop-down menu, select the budget where you would like the reimbursement to apply.
a. Note: If you do not have enough funds allocated to you in the selected budget to cover the reimbursement amount, the user who approves the request can request the necessary amount for you.
6. Enter the reimbursement purpose in the Business Purpose field. 7. To attach a receipt, select the Add (+) icon.
8. Depending on the budget selected, you may also need to complete required fields.
9. If your account administrator has enabled ACH reimbursements, you need a bank account linked to Spend & Expense to receive your reimbursement. If you have not already done so, tap Link Bank Account to link a bank account.
10.Select Request
Milage reimbursement
1. In the Navigation Menu, click the Reimbursements link.
2. Click the New Reimbursement button.
Option 1: Automatically Populate Route
3. To use Google Maps to automatically fill in your route, click the From Google Maps button.
4. In the Route fields, enter the start location and end location for your trip. To add additional stops, click the Add Stop link.
5. After adding the trip location, the Distance and Amount fields fill in automatically. 6. Enter the travel date in the Trip Date field.
7. To view a map of your travel, click the Expand to view button.
8. The map displays a snapshot of your travel. To hide the map, click the Collapse to hide icon.
9. Make selections for any required fields, such the budget where you would like the reimbursement to apply and optional fields. If you do not have enough funds allocated to you in the selected budget to cover the reimbursement amount, the user who approves the request can assign the necessary amount to you.
10.If your account administrator has enabled ACH reimbursements, you need a bank account linked to Spend & Expense to receive your reimbursement. If you have not already done so, tap Link Bank Account to link a bank account. 11. To submit your request, click the Submit Request button.
Option 2: Manually Add Mileage
1. To enter your mileage manually, click the Manual entry button.
2. In the Trip date field, enter the travel date.
3. In the Distance field, enter the number of miles traveled. The dollar amount calculates automatically.
4. Make selections for any required fields, such the budget where you would like the reimbursement to apply and optional fields. If you do not have enough funds allocated to you in the selected budget to cover the reimbursement amount, the user who approves the request can assign the necessary amount to you.
5. To add a receipt or route information, click the Attach route icon. 12.If your account administrator has enabled ACH reimbursements, you need a bank account linked to Spend & Expense to receive your reimbursement. If you have not already done so, tap Link Bank Account to link a bank account. 6. To submit your request, click the Request button.
FAQs
1. What should I do if my reimbursement payment failed?
If an approved reimbursement request displays the Payment Failed label on the Reimbursements page, click the reimbursement to view details for why the payment failed. The description may contain information to help you determine how to correct the issue that caused the payment to fail. Please contact Zach King or Scott Lowry in accounting for additional assistance.
2. Is there a maximum amount for reimbursement requests?
Reimbursements in Spend & Expense cannot exceed $6,000.
3. Can I edit my reimbursement request?
Members cannot edit a submitted reimbursement unless it has been denied. Contact your Spend & Expense administrator for assistance with denying your existing request. Once your request has been denied, you can make any necessary changes and resubmit for approval.
4. How long will I have to wait for my reimbursement?
With ACH reimbursements activated, requesters should receive their funds 5-7 business days after the request has been approved.
5. Why do I need to include a receipt with my reimbursement request?
Receipts are often required when companies are audited, to prevent money laundering or other types of fraud.
6. Who can I contact if I have any questions?
Please contact Zach King or Scott Lowry in the accounting department if you have any questions.
September 1, 2024
Employee Handbook: Code of Conduct
LVT is dedicated to fostering a safe work environment that allows everyone to do their best work. Whether you’re interacting in-person, over private messages, or somewhere in the metaverse, we expect every
LVT team member to act in an honest, respectful, and professional manner when interacting with colleagues, clients, vendors, partners, etc. While it is not possible (nor should it be necessary) to list all forms of unacceptable behavior, the following examples can (and likely will) result in disciplinary action, up to and including termination of employment:
• Any conduct that threatens security, personal safety, team member welfare, or company operations.
• Neglect of job responsibilities or unsatisfactory performance.
• Being dishonest, especially when it negatively impacts the business.
• Forcing chimpanzees to perform your work.
• Theft or inappropriate removal/possession of company, team member, customer, contractor, or vendor property.
• Falsification, misrepresentation, or alteration of employment records, employment information, or other company records, including lying about sick or personal leave, lying on timecards, or falsifying reason for a leave of absence or other data requested by the company.
• Being under the influence of a controlled substance while at work; use, possession, or sale of a controlled substance in any quantity while on company premises, except medications prescribed by a physician which do not impair performance in any capacity but especially while operating heavy machinery. (See Drug and Alcohol Policy)
• Being under the influence of alcohol; use, possession, or sale of alcohol in any quantity while on company premises. (See Drug and Alcohol Policy)
• Using company-owned equipment to clone family pets.
• Boisterous or disruptive behavior or fighting or threatening violence in the workplace.
• Conduct that is injurious, offensive, threatening, intimidating, or coercing with any team member, customer, contractor, or visitor.
• Negligence/improper conduct resulting in damage to employer, customer, vendor, or team member property.
• Negligence/improper conduct resulting in damage to customer or vendor contracts and relations.
• Committing or attempting to commit a fraudulent act or breach of trust under any circumstances.
• Using a speaker or other non-headphone device to listen to new age covers of K-pop songs.
Engaging in conduct that shows an unwillingness to work harmoniously or creates discord with other team members, customers, contractors, or visitors. This includes
behavior or conduct that promotes or supports insubordination or coworkers who do not follow work-related instructions of a manager or leader, unless unsafe, a violation of law, or contrary to company policy.
• Engaging in rude, condescending, or socially unacceptable conduct towards any team member, customer, contractor, or visitor.
• Engaging in criminal conduct whether or not related to job performance.
• Violating LVT’s policy prohibiting unlawful discrimination and harassment.
• Violation of safety, health, and hygiene rules (Wear deodorant, please!).
• Possession or use of dangerous, unauthorized, and/or illegal materials such as explosives or illegal firearms while at work.
• Excessive (defined as three or more times) absenteeism and/or tardiness, or any absence without notice.
• Unauthorized disclosure of business “secrets” or confidential information.
• Using break room microwaves to reheat/cook seafood.
• Violation of any company policy or procedure.
INDIVIDUAL RESPONSIBILITY AND GOOD DECISION MAKING
We encourage every LVT team member to adopt an owner mindset. What does that mean? Good question, thank you for asking. It’s our way of saying that we’re not big fans of micromanagers. If you’re the kind of person who loves being told exactly what to do and how to do it, you’re probably going to be miserable here. That said, you’ll find yourself in situations where you are the decision maker. Sometimes, the decision you should make is obvious. Other times it is not.
We encourage you to consider the following when making decisions:
DO RIGHT There’s a reason this is a core value of
our company.
HIT THE PAUS E BUTTON Take the time to think of the long-term implications of your decision.
PRACTICE SELF-AWARENESS There’s a good chance this decision doesn’t only affect you.
SEEK GUIDANCE Your manager, next-level manager, and representatives from People Operations are people you can confide in, whether you are seeking
mentorship or just want some help making a one-time decision.
RESPECT IN THE WORKPLACE
It should go without saying that we demand our team members to behave respectfully, but this is an employee handbook, so we’re going to go for it anyways. We believe
that respect is a key contributor to success. Both inside and outside of company walls, we expect all team members to treat others with the same dignity and R-E-S-P-E-C-T that Aretha demanded. By doing so, we are able to collaborate effectively and build as individuals, teams, and a company.
Listen, we can admit that some ideas are truly terrible. Like, so so bad. BUT, we want LVT to be a safe and inclusive place where team members feel empowered to share their ideas without the fear of being diminished or belittled. So, please be mindful when interacting with others and remember
that people have feelings.
AVOIDING CONFLICT OF INTEREST
Remember a few paragraphs back when we were talking about making good decisions? Here’s a perfect example of putting that into practice. No matter what your role is at LVT, conflicts of interest can exist. These conflicts are a result of personal relationships or financial interests that overlap with our job responsibilities. When not handled properly, these conflicts can damage trust, decisions, compromise the reputation of LVT, and possibly result in disciplinary actions. Even if you don’t feel that your decisions may be impacted by a conflict of interest, it is still important to take a step back and analyze the
situation carefully.
When conflicts of interest do arise, we expect team members to follow these steps:
1. Let People Operations and/or your manager know and proceed to seek guidance and/or approval to move forward.
2. Before taking on outside work, be considerate that your work won’t harm other coworkers, LVT, or impact the ability to fulfill our mission.
3. Before spending budget or awarding contracts, make sure your choice is in the best interest of LVT even when it may not be in your best interest or in the best interest of someone you know.
BUSINESS INTEGRITY AND ETHICS
LVT holds honesty at the forefront of all our business practices (see Do Right in Company Values). It is absolutely crucial that everything we do is done with the
best interest of our clients, partners, vendors, and team members in mind.
Our priority as an organization is to fulfill our mission of making the entire world safer and more secure. This mission can only be accomplished by gaining trust and building a reputation of integrity, which we do by ensuring that all of our business dealings are done ethically and through proper channels. Anyone who compromises the integrity of our services, or engages in unethical business behavior, will be considered in violation of LVT’s code of conduct and may be subject to disciplinary actions up to and including termination.
CORRUPTION AND BRIBERY
LVT does not tolerate bribery or corrupt business practices of any kind, under any circumstance, no matter how many briefcases full of cash you offer us. As LVT continues to grow, it is possible we will conduct business in places where bribes are totally cool and even expected. That doesn’t change the fact that we will never allow bribery or corruption to be part of our business practices.
SPEAKING UP AND REPORTING
If any team member is aware of any shady, dishonest, or illegal behaviors related to the conduct of our business, that team member has an obligation to speak up and report possible violations through the appropriate channels. Examples of illegal or dishonest activities include but are not limited to: violations of federal, state, or local laws, billing for services not performed or for goods not delivered, or other potential fraudulent financial reporting. Please see our reporting procedures in the next section.
HOW TO RAISE QUESTIONS AND CONCERNS
As part of a fast growing company, you’ll witness a lot of things at LVT that you might not have experienced before— constantly breaking our own records, shuffling desks on the regular, maybe an IPO (not a legal promise). But one thing we hope you never witness is a violation of our Code of Conduct. But in the event that you do, please know that in order to foster a safe and sympathetic environment, we provide various ways for you to raise any concerns: • Your manager (maybe skip this option if the thing you are reporting is about your manager).
• People Operations. Either reach out directly to a member of People Operations or submit a report under the Human Resource tab in the Help Desk.
• Bamboo HR. If you feel more comfortable remaining anonymous, you can submit your concern using the Anonymous Feedback/Concerns link found under the "Helpful Links" section in Bamboo HR.
September 1, 2024
Payroll Schedule
PAYROLL SCHEDULE
If The Notorious B.I.G. is to be believed that the more money we come across the more problems we see, our problems peak on the 5th and the 20th of each month.
• 20th (for hours worked from the 1st–15th of the month)
• 5th (for hours worked from the 16th to end of the month)
If the normal payday falls on a company-recognized holiday or weekend, deposits will be distributed one workday before the aforementioned schedule.
Keyword: pay, paycheck, payroll
September 1, 2024
Company Values
BE THE CREW
THIS SHIP HAS NO PASSENGERS: We’ve got big goals and achieving them requires everyone to grab an oar and row in the same direction.
CHEW THE STRAP
WE ACKNOWLEDGE TOUGH CIRCUMSTANCES, BUT DON’T GET DERAILED BY THEM: When things don’t go smoothly we improvise, adapt, and overcome.
OWN IT
WE ACT LIKE OWNERS BECAUSE WE ARE: Since we’re rewarded when the company succeeds, we each take full ownership of our performance, projects, achievements, and failures.
DO RIGHT
THERE IS NO SUBSTITUTE FOR INTEGRITY: We do the right thing because it’s the right thing to do. Period.
PURSUE EXCELLENCE
GETTING IT RIGHT IS MORE IMPORTANT THAN BEING RIGHT: We measure ourselves against the opportunity—not the competition—so we openly give and receive feedback and constantly strive to improve.
Keywords: company values, values
September 1, 2024
Employee Handbook: Compensation - Getting Paid
LVT values our team members and believes that compensation should properly reflect the value they bring. As an organization, we’ve determined that performance-based pay is the best way to build a culture that is capable of going above and beyond to achieve financial and nonfinancial goals, both individually and collectively.
LVT’s compensation package includes a mix of base salary, benefits, equity, quarterly incentive pay, and in some cases commission. For non-manufacturing team members, LVT utilizes a Merit Committee to help determine increases in base salary, equity, and quarterly incentive pay. The Merit Committee consists of trusted individuals from People Operations and ELT (Executive Leadership Team) who have the ability to evaluate evidence and determine if a wage increase is warranted. If the individual desires an increase in wages, they will address it in regular one- on-one meetings with their manager. They will work together to discuss performance and what they can do to eligible for an increase. Following this, their manager will take the case to the merit committee.
Manufacturing grants wage increases based on a tier system that is closely tied to performance related criteria. Team
members will work closely with their managers and team leads to accomplish said criteria and, by doing so, will be eligible for merit increases, growth, and further developmental opportunities. Manufacturing managers and other leadership will continue to run off the Merit Committee policy. Any increases in compensation are at the sole and exclusive discretion of LVT.
DIRECT DEPOSIT POLICY
You know who loves the hassle of physical checks? Nobody. You know who loves printing physical checks? Nobody. That’s why we use direct deposit to pay our team members. If we agree to make an exception to this policy, it will be temporary:
First job and you need time to set up a checking account? Sure, we can accommodate that.
Your favorite podcaster said banks can’t be trusted and you agree? No, that doesn’t count.
The Feds froze your assets and you can’t access your account? Uh...sure? Maybe? You know, let’s just address each situation as it arises. Cool?
Payments will be electronically deposited directly into one or more checking or savings accounts designated by each team member. Accounts must be established with financial institutions, such as banks or credit unions that support direct deposit.
The payroll department or People Operations will assist team members with completing the necessary documentation as well as answering any
questions or concerns about direct deposit. If a team member’s marital status changes or the number of exemptions previously claimed increases or decreases, changes to tax status should be updated directly by the employee in Bamboo HR.
P.S.: It is each team member’s responsibility to review his or her payroll stub for accuracy of personal information and payment information. Team members must immediately notify the payroll department or People Operations if there has been an overpayment of wages. Team members are not entitled to keep wage overpayments and LVT may recoup overpaid amounts from future payments.
P.P.S.: Team members must notify the payroll department when there is any change to bank accounts that affect direct deposit. Changes must be received two weeks prior to the payday for which the change is to occur.
ADMINISTRATIVE PAY CORRECTIONS
LVT takes all reasonable steps to ensure that team members receive the correct amount of pay in each paycheck and that team members are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the team member should promptly bring the discrepancy to the attention of People Operations so that corrections can be made as quickly as possible. At the discretion of People Operations, it will be determined if the discrepancy will merit a deposit to be issued on the following day that deposits are made or if the corrections will be made on the following payroll.
ON-CALL PAY POLICY
An on-call team member who is called back to work outside his or her normal work schedule shall be paid for the time worked. Hourly team
members must clock back in when they provide on-call work and clock out when on-call work is complete. Time worked while on-call will be calculated at the team member’s regular rate of pay. If an on-call team member is not called back, no pay will be earned. Overtime compensation is applicable only when total hours worked exceed forty (40) hours in a workweek. On-call team members or any team member who is required to work on a holiday will be paid for hours worked and holiday pay together. This means if a full-time team member works on a holiday for 8 hours, they would get 8 hours of work pay and 8 hours of holiday pay, totaling ly 16 hours of pay.
Part-time team members will receive 4 hours of holiday pay. team members who are required to work during a holiday will also receive a comp day that they can use the following working day. They will receive eight (8) hours of PTO for this comp day. Additionally, if a team member naturally has a day off during a holiday they will still receive holiday pay and will also be given an unpaid comp day they can use the following working day. These occurrences should be rare. Please reach out to a member of People Operations for further information.
OVERTIME POLICY
Overtime is defined as hours worked by an hourly or nonexempt team member in excess of forty (40) hours in a workweek. The workweek begins at 12:00 a.m. on Sunday morning and ends at 11:59 p.m. on Saturday night. The Mystery Minute between 11:59 pm Saturday and 12:00 am Sunday is set aside for the ghosts of past LVT employees to roam the halls. We ask that all (living) employees refrain from working during that time as it may further disturb the already disturbed. All overtime must be approved in advance by the team member’s manager. Non-exempt team members will be paid time-and-one-half for all hours actually worked over forty (40) hours in a work week. There will be no compounding or duplication of overtime pay, and it will be calculated in the least costly way. Paid leave, such as holiday, sick, or vacation pay, does not apply toward work time for purposes of calculating overtime. Nice try, though.
PAYCHECK DEDUCTIONS
Any deductions that were not authorized by a team member, such as garnishments, will be explained to that team member prior to the deductions. Insurance premiums, items requiring payroll deductions such as gym memberships or incorrect purchases, or other items will not be notified since they are initiated by the team member.
WORKERS’ COMPENSATION BENEFITS
The Company is covered under statutory state worker’s compensation laws. Team members who sustain work-related injuries must immediately notify their department manager.
Non-exempt team members will submit their time record via our time tracking software as directed by their manager. Each team member is to maintain an accurate daily record of their hours worked. All absences from work schedules should be appropriately recorded.
EQUITY COMPENSATION
LVT views everyone as an owner and we believe that all individuals contribute unique perspectives, talents, and skills. Our ownership philosophy extends to both the successes and failures we make. When team members take ownership in what they do, the entire organization is able to thrive. To support this philosophy, we’ve made equity available to all full-time team members on certain terms and conditions. If you have additional specific questions about our equity program, please contact a member of People Operations or Bryce Higbee.
PRIZES AND TAXES
LVT will often award prizes to different team members for a variety of reasons. These prizes could include gift cards, physical gifts, or signed headshots of a founder. Any prizes that a team member receives will need to be taxed according to federal regulations. Fair warning, the fair market value for a signed founder headshot has been known to reach the seven figure range. Please reach out to a member of People Operations if you have questions regarding this policy.
COMMISSION
Commission varies depending on position. Positions that are eligible for commission include Customer Success Managers (CSMs), Sales Representatives, Business Development Representatives (BDRs), and Sales Development Representatives (SDRs). CSMs are paid out quarterly on the third pay period following the close of the previous quarter. The rest of Sales, BDRs, and SDRs are paid out on the second paycheck of every month. If your role receives commission, reference the commission plan that was given to you for the year.
PERFORMANCE INCENTIVE PROGRAM
Our performance incentive program was built with the intention to further drive outstanding performance. Every team member’s incentive pay will be based on a percentage of their base pay, and the amount allotted will be determined by the successful completion of our company-wide goals, team goals, and individual goals set each quarter. Performance pay will be subject to LVT’s sole discretion and there is no guarantee that payment will be made in any particular year. It is our belief that every individual should be rewarded for going above and beyond to meet their goals. If you have specific questions about our performance incentive program, please contact a member of People Operations. Commission based team members, meaning Sales Representatives, Sales Development Representatives (SDRs), Business Development Representatives (BDRs), and Customer Success Managers (CSMs) are not subject to the performance incentive program.
September 1, 2024
Employee Handbook: Policy - Corporate Expenses
CORPORATE CARD
LVT may provide company VISA cards through BILL to select employees, depending upon the nature of each team member’s position. However, cards and funds associated are the property of LVT and should be used with discretion and in a secure manner. LVT, at its discretion, reserves the right to revoke the card and its privileges, with or without notice or cause. Violations of the Corporate Card policy, including misuse of the card and its privileges may result in disciplinary action, up to and including the termination of employment.
TRAVEL
LVT has a culture of frugality with our expenses. This is to maximize advantages for our customers and enhance the value LVT holds as a company and for its employees. Our travel policy reflects this culture and is designed to meet the reasonable needs of company travel while doing so in a frugal and responsible manner. We understand many team members have come from other companies where travel and entertainment policies may have been very lavish. However, we ask that you embrace our culture as reflected in this policy.
POLICY
It is company policy to reimburse employees for certain expenses incurred by the employee in the pursuit of LVT business. We expect you to use good judgment and ensure that all expenses are reasonable, necessary, and have a valid business purpose. This policy covers items normally encountered as business or travel expenses. We recognize that there will be times when you must exceed “normal” expenses. These occasions should be rare, for good reason, and adequately explained on the Divvy log or expense report.
TRAVEL EXPENSES
Travelers should use good judgment (you starting to see a pattern here?). That means choosing the lowest reasonable travel expenses and exercising care to avoid the appearance of impropriety. If a circumstance arises that is not specifically covered in the travel policies, you guessed it: use good judgment (the most conservative course of action is probably the way to go). Travel for staff must be authorized in advance. Travelers should verify that planned travel is eligible for reimbursement before making travel arrangements. Upon completion of the trip, and within thirty (30) days, the traveler must submit a Travel Reimbursement Form (found in Bamboo HR) and supporting documentation to obtain reimbursement of expenses and/or all information and receipts for Divvy. For more details, refer to Bamboo HR for detailed travel policies, procedures, and authorization and reimbursement forms.
Exempt team members will be paid their regular salary when they travel for work. Nonexempt team members will be paid for travel time in accordance with federal and state wage payment laws.
TRAVEL TO AND FROM THE AIRPORT
• Taxi/Uber or Lyft Please be mindful that in certain locations, taxis or rideshare options may be more cost effective. than a rental car and in those cases should be used.
• Airport Parking Airport parking must be long-term parking or equivalent. If traveling for longer than one week, arrangements should be made so that airport parking is not necessary.
• Car Rental Generally, renting a car is the most expensive mode of transportation and it should only be used when other suitable and less expensive means are not practical or available. If a rental car is necessary, team members should share rental cars and utilize discounts. Rates vary by market and managers should take this into account when reviewing rental costs. Travelers should make every attempt to get the best rates available. Compact or intermediate size vehicles should be purchased. Travelers may upgrade to a larger car when doing so presents no extra cost to the company or when traveling with multiple employees and the situation requires something bigger.
• Rental Car Insurance + Add-ons Employees should always decline the optional rental car insurance, as LVT provides its own coverage. Add-ons such as GPS and prepaying for fuel are not allowed. Cars should be refueled prior to return to avoid excess charges.
• Rental Discounts
1. Hertz—CDP 2242556
2. Avis—AWD T168279
3. Enterprise—https://elink.enterprise.com/en/21/02/ liveview-technologies.html
4. National—https://nationalcar.com/enroll/XZ47L10
PARKING AND TOLLS
Yes, we’ll pay for those. Acceptable charges include hotel parking fees, work-related office parking fees, and toll fees charged during your travel.
ACCIDENTS WHILE DRIVING RENTAL CARS
If you are involved in an accident with a rental car, fill out all forms required by the agency and do not admit fault. All accidents must be reported to the General Counsel or Legal Department of the Company immediately upon the return of the traveler. The company is co-liable with the traveler in case of third-party claims. It is therefore necessary for the Company to report all accidents involving employees of the Company traveling on company business to its insurance carriers. The controller will provide any additional forms necessary.
AIRLINE TRAVEL
All travelers should book their airfare at least fourteen (14) days in advance if possible in order to take advantage of lowest prices. Travelers are expected to travel economy class or equivalent for domestic flights. Any exceptions require senior manager approval. Premium class, business class, first class, or other upgrades will not be acceptable unless they are complimentary by the airline or paid for by the employee. Employees should always book their own travel, unless otherwise required for a large event. When booking flights on Delta, employees should add the Company Skymiles account #US0134466 to each ticket.
LODGING
Hotel selections should be single rates and no more expensive than the hotel’s published mid-range price. Luxury hotels should be avoided. Rates vary by market and time of year, and managers should take this into account when reviewing and approving lodging costs on employee Divvy card expenses. When costs are very high, alternatives such as Airbnb should be explored. For conventions, alternative hotels other than the host hotel should be considered if total costs, such as travel to and from alternate hotel and convention location, can be reasonably reduced. Incidental hotel costs, such as movies, laundry, mini-bar contents, spa treatments, etc., are not acceptable and should not be approved by managers. Managers should be thorough in their review of employee expenses and should request that employees reimburse the company for unapproved personal purchases. Unacceptable use of company cards will result in disciplinary action.
BUSINESS MEALS
Meals while traveling should be reasonable in amount and purchased using the company Divvy card. Here is what we consider reasonable, but again, we ask that you use good judgment:
$10 for breakfast
$15 for lunch
$30 for dinner per person
In addition to those limits, you may also include a gratuity of 15–20%.
Coffee, drinks, snacks, and other non-meal expenses are considered personal expenses and are not reimbursable. When available, travelers should take advantage of meals included in the price of business seminars, conferences, hotel stays, etc. Experience has shown that meal costs vary tremendously from city to city. The accounting department is aware of high cost cities and will take this into consideration this when approving expenses.
GROUP COMPANY MEALS
The above limits should still apply and the highest ranking employee of the group should pay the bill. You must record the name of every person in attendance in the “notes” section of Divvy when you submit the expense for group meals. This is an IRS thing, not a game the Finance Department plays to guess who ordered what.
CLIENT ENTERTAINING
Entertainment expenses incurred with respect to customers or other outside business associates are normally reimbursable provided such expenses are directly related to the active conduct of LVT business. Such occasions should not be lavish, extravagant, or unreasonable and they must serve a definite business purpose and have manager approval. If entertaining clients, costs should generally range from $50– $60 per person—not including gratuity. The highest ranking employee of the group should pay the bill. LVT does not pay for alcohol when entertaining clients.
REPORTING EXPENSES
You must report all travel and entertainment expenses related to company business/meetings on your Divvy card as quickly as possible after charges are processed. Expense reports need to be submitted each month and approved by your manager.
Keywords: expense, divvy, bill
September 1, 2024
Employee Handbook: Office Life - Procedures and Protocol
KEY FOBS AND ID BADGES
All team members are responsible for maintaining building security. A key card holder is responsible for all key cards issued to them. The
duplication of keys or possession of any unauthorized keys is not permitted. The holder of keys to any LVT building assumes responsibility for the safekeeping of the key card and its use. Should a loss occur, the team member will be responsible for the financial impacts of re-keying an area. In an effort to minimize loss or misuse of key cards, all key card holders are strongly encouraged to keep key cards in a secure location. • Team members must wear their employee ID at all times while on work premises.
•Team members will not loan or transfer their key cards to any other individual.
•Team members shall not unlock a building or room for another individual unless the individual is known by them to have authorized access to enter.
• All key cards must be returned to People Operations or an immediate manager upon an office move or vacating a position in order to maintain accurate inventory.
• Unauthorized persons or suspicious activities are to be reported to People Operations or an immediate manager immediately.
• Any found key cards should be turned into People Operations or an immediate manager.
•Team members who lose or have key cards stolen should be reported to a manager or People Operations. If a team member is found to havelost their key card an excessive amount of times, they may be required to pay for any replacements.
OFFICE VISITORS
Visitors are welcome at LVT so long as they go through our receptionist and take the proper steps to check in as a visitor. All
visitors should be escorted by the team member responsible for them during the duration of their visit. Exceptions will be made for visitors who do not cross beyond secured doors.
TEAM MEMBER RECORDS
LVT maintains a personnel file on each team member. The personnel file may include information such as: your job application, resume, records of training, documentation of performance appraisals, salary increases, other employment records, the number of meetings you host that should have just been an email, any nicknames the leadership team might have for you, and how many calories you consume each day. Personnel files are the property of LVT and access to the information they contain is restricted. Generally, only managers and management personnel of LVT who have a legitimate reason to review information in a file are allowed to do so.
REMOTE WORK
HIRING REMOTE TEAM MEMBERS The thing about global domination is that it’s hard to accomplish when you only hire people living in Utah. We are open to hiring out-of-state candidates so long as their role can accommodate them working remotely.
REVOKING REMOTE WORKING PRIVILEGES
We expect all team members to contribute equal work regardless of whether or not they are in office. If a remote team member’s ability to work remotely becomes questionable, working arrangements may be reviewed by People Operations and the manager of the individual to determine whether the team member can remain remote.
IN-OFFICE TO REMOTE WORK
So you want to start working remotely, eh? We’ve established an office-first culture where the expectation is that our team members work onsite. However, maybe you’ve got to spend time in an iron lung, or maybe you’re on lockdown due to an apocalypse. Whatever unique circumstances might make office work unsustainable, please talk to your manager and to HR to determine whether or not an exception can be made.
WORK TIME ARRANGEMENTS
We work on Mountain Time. Regardless of where you live, you are also expected to work on the same schedule as the rest of the company.
DRESS CODE AND GROOMING
This is a professional environment and you are expected to dress accordingly. Remember, when you are on the clock, you represent LVT. We expect you to be neat, clean, and well-groomed (this includes being recently bathed) and wearing a socially-acceptable amount of deodorant. How you dress each day should be a reflection of
the type of work that will be performed. Are you a welder? Flip flops will get you sent home. Are you meeting with a client? Mirror what your client wears. In order to prevent you from starring in Final Destination XXI, team members working around machinery are not allowed to wear loose fitting clothing or jewelry that could get caught in the machinery.
We are so confident that you will use good judgment when it comes to dress and attire, that it almost seems silly to add this next section. Like, why bother even doing it? But, what kind of handbook would this be if we didn’t mention that if you dress inappropriately at work you may have to have an awkward conversation with HR and may be sent home to change. And if you continue to dress inappropriately, you might just have a run-in with a time-traveling Arnold Schwarzenegger and be terminated.
SIDE HUSTLES AND OUTSIDE WORK
Yes, you are allowed to make money from non-LVT sources. However, there are some rules.
• No conflicts of interest Activities conducted outside of work must not compete with, conflict with, or compromise the company interests or adversely affect job performance and the ability to fulfill all job responsibilities.
• Not on the clock Team members are not to solicit or conduct any outside business during paid working time.
• You can use our stuff, but it’s ours Company computers can be used for appropriate personal uses outside of work hours. When a Team Member leaves LVT, they leave the computer, too. And until then, the company has access to all of it so don’t do anything embarrassing! If using any other LVT premises, tools, equipment, or software for outside work, please seek manager approval.
Team members are cautioned to carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. If LVT determines that a team member’s outside work interferes with performance, the team member may be asked to terminate the outside employment. The team member’s refusal to do so may result in termination of employment. Team members who have accepted outside employment may not use paid leave to work on the outside job. Fraudulent use of leave will result in disciplinary action up to and including termination of employment.
COMMUNITY VOLUNTEERING
LVT is committed to improving the communities in which we live. LVT will often
host community outreach projects. When those projects take place during normal business hours, LVT will pay team members their regular wages if they participate. If a team member has a project/program that they are affiliated with that operates during business hours, that individual will need to work with their manager and People Operations beforehand to get it approved. If the project does not allow for advanced notice, evidence of the project needs to be shown after the work has been completed. Community projects should not interfere with your current workload and extensions to deadlines will not be extended due to community service projects.
September 1, 2024
Employee Handbook: Time Off and Leaves of Absence
HOLIDAYS
Should a holiday fall on a weekend, the holiday will be observed on the work day closest to the holiday. Time off may be granted to team members who desire to observe a religious holiday that is not recognized by the company. Hourly team members will not receive holiday pay if they miss the work day immediately before or immediately following a holiday without first receiving approval from the team member’s manager in accordance with the vacation policy below. Key team members may be required to work on a holiday. If a team member is required to work on a holiday, the team member will earn pay for the hours worked and 8 hours of holiday pay.
Holiday pay will not be paid if:
• The team member is on furlough.
• The team member is on leave of absence when the holiday occurs.
• The team member is requested to work during a paid holiday and the team member refuses to do so.
RELIGIOUS OBSERVANCES POLICY
LVT respects the individual beliefs and practices of all team members. To aid in accommodating the diverse religious practices of our team members, LVT will provide one day of paid leave annually to team members who, for religious reasons, must be away from the office on a day of normal operation. Beyond this, we will work with individual team members to provide reasonable accommodations which allow for personal religious practices so long as doing so does not create an undue hardship for the Company. A team member whose religious beliefs or practices conflict with their duties, schedule, or any company policy on dress or appearance, and who seeks a religious accommodation must submit a written request to People Operations. The request should include the specific company policy in conflict, the sincerely held religious belief in conflict with the policy, and the accommodation being requested. An employee may be required to provide documentation or other information demonstrating that the employee has a genuinely held religious belief for which the employee is requesting an accommodation. If needed, People Operations will meet with the team member concerning their request.
The request will be evaluated considering whether a work conflict exists and whether a reasonable accommodation is available and would not create an undue hardship for the Company. Possible accommodations may be a change in job duties, using paid or unpaid leave, or an exception to dress and appearance policies. People Operations will confer with the team member’s immediate manager concerning the requested accommodation. The manager will provide the team member with the response to the request and discuss its implementation. If the team member rejects the response, they may appeal following the Company’s complaint policy. Please direct all questions related to this policy to People Operations.
EMPLOYEE CLASSIFICATIONS
All team members are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help team members understand employment classifications, employment status, and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Team members of the Company are employed for an indefinite period of time. There is no guarantee of continued employment; the company does not have employment contracts—oral or written, express or implied. Employment at LVT is at-will. Team members may resign or may be discharged at any time, with or without notice, cause, prior warning, progressive discipline, or opportunity to improve. Any alterations to the employment-at- will arrangement must be documented in writing, providing specific details regarding all employment terms. Any changes must be signed by the team member and an LVT Executive Officer. Nonexempt team members are team members whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime.
Exempt team members are generally managers or professional, administrative, or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt team members hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor. LVT has established the following categories for both nonexempt and exempt team members:
• Regular, full time: Team members who are not in a temporary status and who are regularly scheduled to work the Company’s full-time schedule of 30 hours per week. Generally, these team members are eligible for the full benefits package, subject to the terms, conditions, andlimitations of each benefits program. limitations of each benefits program.
• Regular, part time: Team members who are not in a temporary status and who are regularly scheduled to work less than the full-time schedule but at least 20 hours each week. Regular, part-time team members are eligible for some of the benefits offered by the Company subject to the terms, conditions, and limitations of each benefits program.
• Temporary, full time: Team members who are hired as interim replacements to temporarily supplement theworkforce or to assist in the completion of a specific project and who are temporarily scheduled to work the Company’s full-time schedule for a limited duration.Employment beyond any initially stated period does not in any way imply a change in employment status.
• Temporary, part time: Team members who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the Company’s full-time schedule for a
limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
Temporary workers are not eligible for Company benefits unless specifically stated otherwise in Company policy or are deemed eligible according to plan documents.
FLEXIBLE TIME OFF (FTO)
There are no maximum limits on FTO, except as described below with respect to approved leaves of absences. Team members can use FTO in any increment of time. It is the responsibility of each team member to ensure his or her job performance is not jeopardized and business operations are not affected by taking FTO. LVT expects team members to manage their FTO effectively by planning ahead whenever possible in order to maintain adequate coverage and continuity of business operations. Team members in jurisdictions mandating vacation in accordance with specific employment standards legislation must adhere tosuch requirements. However, aside from those obligations, team members are at liberty to decide whether they wish to take additional vacation time beyond what is required in the legislation. Accordingly, team members are expected to:
• Obtain at least two weeks advance approval of planned FTO from their manager (or person to whom they have a direct reporting relationship) and promptly inform such person when unplanned vacation or sick days are necessary.
• Communicate planned time-off in advance to their team members and be mindful of their job responsibilities and the business needs of the Company.
• Understand that due to staffing needs, sometimes, not all time off requests will be approved.
• Meet all established goals and responsibilities, despite any time off.
• Not abuse the FTO policy or act in any manner that would be contrary to the intent and purpose of the policy or set an improper example for other LVT team members.
• Not take more than 2 consecutive weeks off when using FTO.
FTO CONCURRENT WITH AN APPROVED LEAVE OF ABSENCE
Team members who want or need to take FTO for a reason that would qualify for an approved leave of absence must work with the Human Resource Department to ensure that time off is properly designated. FTO may be used concurrently during time off that qualifies for an approved leave of absence up to the following maximum limits:
• Family medical qualified leave or other state/ province disability—Up to two weeks or 80 hours may be applied to extend salary coverage during any part of family medical leave or other state/ province disability leave that is not otherwise covered by paid disability or other paid leave.
• Non-qualified medical leave—up to two weeks or 80 hours.
• Military leave (all types)—up to four weeks or 160 hours.
• Personal leave—up to two weeks or 80 hours, except for a personal leave that is taken immediately following another leave of absence.
• Other approved leave required or permitted by law—up to two weeks or 80 hours; however, team member may not receive more than 100% of his or her base wage.
PAID TIME OFF (PTO)
Non-exempt team members are eligible for PTO benefits. Full-time team members earn PTO by working at least 30 hours per week while part-time team members earn PTO by working at least 20 hours per week. Team members accrue PTO hours at each pay period, up to the maximum number of hours for which they are eligible. PTO does not accrue on time paid, but only on time actually worked and sixty (60) days after hire date and in accordance with the tables below. First year team members will receive 40 hours of PTO upfront after they hit their 60 days. Team members may then accrue an additional 2 hours of PTO every pay period throughout the remainder of their first year, for a total of 40 hours. This totals to 80 hours overall in the first year.
Part-time team members will accrue PTO hours at a rate of 50 percent (50%) of full-time team members. Total PTO is capped at 5 weeks. PTO will stop accruing after the maximum amounts noted in the tables below are reached and will begin accruing again only after the amount of PTO available to the employee has been reduced below the maximum amount. Accrued PTO is available for use sixty (60) days after hire date. To schedule vacation time, team members should submit a completed leave form through Bamboo HR at least two (2) weeks before the requested leave. The request will be forwarded to their manager. Team members must ensure that they have enough accrued leave available to cover the dates requested. Time off should not exceed more than two (2) consecutive weeks, or 10 working days. Requests will be approved based on a number of factors, including department operating and staffing requirements. The manager should return the leave request to the team member within three (3) business days of the date it is submitted indicating that the request has been approved or denied. Team members who leave LiveView Technologies will be paid out for any accrued but unused PTO.
Managers will resolve situations with multiple leave requests within department by considering factors such as:
• Departmental staffing needs
• Length of desired vacation
• Elapsed time since team member’s last five-day (or longer) vacation
• Seniority
TIME OFF WITHOUT PAY
Hourly team members are strongly encouraged to only use PTO. Any time off without pay will be approved on a case-by- case basis.
ATTENDANCE AND PUNCTUALITY
It is important to LVT and to your co-workers that you arrive promptly and regularly at work. Failure to report to work as scheduled can result in delays in production,
increased burdens on your co-workers, and may result in discipline, up to and including discharge. LVT expects all team members to be at their workstations at the start of their shifts and to remain in their work areas except during break and meal periods. Failure to arrive promptly, leaving your workstation, or leaving early are all grounds
for discipline. Team members may not clock in until 10 minutes before their shift starts and must clock out within 10 minutes after their shift ends unless authorized by a manager. Team members will not be paid for time clocked in before 10 minutes before their shift and 10 minutes after their shift. Team members with attendance problems will be counseled about their attendance by their managers.
When a team member misses work, is late, or must leave early, they are encouraged to discuss the absence with their manager. LVT recognizes that some absences are legitimate and do not support the issuance of corrective action. Not reporting to work and not calling to report the absence is a no call/no show and is a serious matter. The first instance of a no call/no show will result in a final written warning. The second separate offense may result in termination of employment with no additional disciplinary steps. A no call/no show lasting three days may be considered job abandonment and may be deemed a team member’s voluntary resignation of employment.
PAID BREAKS
Hourly team members in Utah must clock out for any breaks lasting longer than 15 minutes. The Company will allow up to 2 non consecutive paid breaks per 8
hour shift, however; the break time allowed will be dictated by the needs of individual departments.
BEREAVEMENT LEAVE
A team member who wishes to take time off due to the death of an immediate family member should notify his or her manager immediately. Bereavement leave will
be granted unless there are unusual business needs or staffing requirements. Paid bereavement leave is granted according to the following schedule:
• Team members are allowed three (3) days of paid leave in the event of the death of the team member’s spouse, child, father, mother, brother, sister, stepfather, stepmother, stepbrother, stepsister, stepson, and/or stepdaughter.
• Team members are allowed up to (1) day of paid leave to attend the funeral of in-laws, grandparents, aunts, and uncles. Team members can also take up to (4) hours of paid leave to attend the funeral of a team member.
PARENTAL LEAVE POLICY
What an exciting time to celebrate the birth or adoption of a child. Parental leave is important for all new parents to ensure a healthy relationship with their child. Employees must submit a request for parental leave at least 8 weeks in advance or as soon as practicable.
ELIGIBILITY
Employees who have either recently given birth, spouse has given birth, or recently adopted a child are eligible for parental leave. However, employees must have completed at least 12 months of continuous service with LVT prior to the leave start date to qualify for the full benefits outlined in this policy. Employees who have not completed 12 months of continuous service with LVT prior to the leave start date must sign a repayment agreement. If they choose to leave the company voluntarily within 6 months following their return from parental leave, they agree to repay half of the amount received during the leave.
LENGTH OF LEAVE
Child Bonding Leave: Employees are entitled to 2 weeks of parental leave for child bonding. If permitted by the business unit, leave may be taken intermittently within the first 12 months following the birth or adoption of a child. Medical Leave for a Birthing Parent: In addition to child bonding leave, birthing mothers are entitled to an additional 8 weeks of medical leave for recovery after childbirth. Parental leave is run concurrently with FMLA. In the case of multiples, the amount of leave does not increase.
PAY & RETURN TO WORK
During parental leave, employees will receive 100% of their base salary. This amount will be subsidized via short-term disability insurance benefits if the employee is eligible. Benefits such as health insurance, retirement contributions, and other applicable benefits will continue during the leave period. LVT is committed to supporting employees during the transition back to work. If needed, reasonable accommodations will be considered on a case by case basis, such as flexible work hours or a phased return to work.
LACTATION BREAK POLICY ELIGIBLE EMPLOYEES
All employees who are nursing mothers are eligible to take reasonable breaks under this policy to express breast milk for up to one (1) year after the birth of the employee’s child. LVT encourages all eligible employees who intend to take breaks under this policy to notify the People Operations Department of their intent when they are discussing their return to work following leave relating to childbirth.
LACTATION BREAKS
Eligible employees may take a reasonable amount of break time to accommodate their need to express breast milk for their nursing child. Eligible employees should notify their direct supervisor of the frequency, timing, and duration of lactation breaks they need to take.
Please contact the People Operations Department for information about the designated location for lactation breaks in closest proximity to your work area.
COMPENSATION DURING BREAKS
Lactation breaks under this policy are paid up to thirty (30) minutes daily. However, employees who use their designated meal/lunch/rest break times to express breast milk should let their supervisor know and employees will be compensated in accordance with the Company’s policy relating to such meal/ lunch/rest breaks.
Employees who are required to record time under the Company’s timekeeping policy must accurately record the start and end of lactation breaks on their timesheets/clock in accordance with the Company’s timekeeping policy. Uninterrupted lactation breaks do not count as hours worked. Exempt employees may be provided break time with pay when necessary to comply with state and federal wage and hour laws.
WRITTEN REQUESTS
A written request for parental leave must be submitted within a reasonable time. The team member should inform LVT of the expected duration of their parental leave so that LVT may plan around the absence efficiently until the team member’s return.
PAID LEAVE
LVT provides for paid parental leave for a period of 10 days. The team member may use any accumulated PTO days to extend their parental leave beyond the paid leave period. The team member will be paid for those designated days if they so choose.
MEDICAL INCAPACITY
A pregnant team member, at her option, may continue to work up to the delivery date, depending on the team member’s medical circumstances and the nature of the team member’s job. In the event the team member is physically incapable of performing her regular duties at any time during her pregnancy, the team member may request that they be placed on parental leave.
BENEFITS
While a team member is away from work on an approved parental leave of absence, they continue to participate in LVT’s company employee benefit programs. LVT will endeavor to return the team member to the same or equal job they had before taking parental leave. Although LVT does not guarantee a return to the identical job, the team member will suffer no loss in seniority.
JURY DUTY LEAVE
Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, team members must notify their manager and provide
him/her with a copy of the jury summons. The company will pay regular full-time and regular part- time team members for time off for jury duty up to one week of pay. Additional time serving on a jury will be unpaid.
VOTING/ELECTION LEAVE
All team members should be able to vote either before or after regularly assigned work hours. However, when this is not possible due to work schedules, team members will receive up to three hours of paid leave during the work day to vote. Time off for voting should be reported and coded appropriately on timekeeping records.
ELECTION LEAVE
Team members who are chosen to serve as election officials at polling sites will be permitted to take required time off to serve in this capacity. It is incumbent on team members who are chosen to act as election officials to notify their manager a minimum of seven days in advance of their need for time off in order to accommodate the necessary rescheduling of work periods. Time engaged as an election official should be reported and coded appropriately on timekeeping records. Team members will receive full pay for the time they’re required to serve, as long as they can provide adequate evidence that they were serving at the time of absence. Such evidence may include signed documentation or documentation showing they were chosen to serve at the given time.
MEDICAL
See Family and Medical Leave Act under the Super Serious Legal Stuff section.
MILITARY
See USERRA under the Super Serious Legal Stuff section.
PERSONAL LEAVE OF ABSENCE
Team members who require time off in addition to vacation may request a personal leave of absence without pay for up to a maximum of 30 days. An extension may be approved in limited circumstances.
All regular team members employed for a minimum of 90 days are eligible to apply for an unpaid personal leave of absence. Job performance, absenteeism, and departmental requirements will all be taken into consideration before a request is approved. Please contact your manager for more information on request procedures. The team member must return to work on the scheduled return date or be considered to have voluntarily resigned from his or her employment. Extensions of leave will only be considered on a case-by-case basis.
CONFIDENTIALITY
LVT respects the privacy of our team members and as such we will commit our best efforts to upholding confidentiality revolving a Leave of Absence. In accordance with HIPPA, medical information regarding any team member will be kept confidential between the team member, People Operations, and select individuals whom the team member feels should be informed.
PROGRESSIVE DISCIPLINE
Ignorance might be bliss, but it’s not a valid excuse for breaking rules. Every team member has the duty and the responsibility to be aware of and abide by existing rules and policies—it’s literally the reason this handbook exists. LVT supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. LVT reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the team member’s work record; and the impact the conduct and performance issues have on our organization.
• Verbal warning: A manager verbally counsels a team member about an issue of concern, and a written record of the discussion is placed in the employee’s file.
• Written warning: Written warnings are used for behavior or violations that a manager considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in a team member’s personnel file.
• Second written warning: In cases involving only attendance problems, team members may be given a second written warning which will be placed in the personnel file. Team members will be counseled that any further violations relating to attendance may result inimmediate termination.
• Suspension: Team members may be suspended from employment, without pay, for up to thirty (30) days. In addition, an employee may be withheld from service pending investigation as to whether discipline is appropriate. If LVT determines suspension is appropriate, the team member will not be paid for the period of the suspension. If LVT determines suspension is not appropriate, or if suspension of less than the time the employee is withheld from service is appropriate, the employee will be paid for all or part of the time he or she was withheld, as appropriate.
• Performance improvement plan: Whenever a team member has been involved in a disciplinary situation that has not been readily resolved or when he/she has demonstrated an inability to perform assigned work responsibilities efficiently, the employee may be given a final warning or
placed on a performance improvement plan (PIP). PIP status will last for a predetermined amount of time not to exceed thirty (30) days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the manager and the organization. At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur. LVT reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge.
September 1, 2024
Employee Handbook: Recruiting and Hiring
INTERNAL TRANSFER POLICY
LVT recognizes that team motivation, productivity, and retention are dependent upon people working in jobs that are well suited to their interests. That’s why LVT offers and encourages transfer opportunities for current team members. Likewise, supervisors should totes be cool with this since it supports team members who have the desire to enhance their skills or develop new competencies to pursue different or greater responsibilities internally.
A team member must be in their current position at least twelve (12 / XII / 十二) months and be in good standing before they are eligible to apply for a transfer. In all cases, the team member’s work record, including but not limited to performance, attendance, efforts to develop skills, and related behavior will be used as valid criteria for determining suitability for a position. In consideration of the above factors, team members will be evaluated for competencies, skills, etc. alongside external candidates and the best candidate will be selected for the role. No pressure. Exceptions to this policy are reviewed on an individual basis and must be approved by People Operations. The Company may require team members to transfer to specific positions based on business needs and conditions.
TRANSFER ELIGIBILITY CRITERIA
While important, length of time is not the only requirement that makes an individual eligible to move to a different role. Other criteria that will be considered is as follows:
• The individual maintains an acceptable level of performance including but not limited to absence of corrective action in the last 12 months and/or resolution of previous corrective action.
• The individual successfully passes any special screening processes required for the position of interest, including but not limited to background investigations, reference checks, drug screens, and skills assessments.
TRANSFER PROCESS
If an individual is interested in a position within LVT, that team member should work with management and People Operations. While not required at this point in the process, we highly recommend that team members talk to their manager before they apply to any position and notify their manager of their desire to transfer. Internal applicants will need to go through an interview process just as they would if they were an external applicant. Recruiters will review the internal candidate’s application but a formal interview will only be conducted if the recruiter and hiring manager decide they’d like to proceed further with the candidate.
HIRING MANAGER RESPONSIBILITIES
If an internal applicant is selected as the candidate for a new role, a hiring manager is NOT allowed to notify that team member at that time. Seriously, don’t try and get around this rule by having someone else deliver the news, having the applicant guess what you act out in charades, or by winking exaggeratedly while you say “I’m not saying whether or not I’m hiring you.”
Here’s how it needs to go down:
1. The hiring manager tells HR (not Talent Acquisition) that they want to make an offer to an internal team member.
2. A meeting will be scheduled with HR, the hiring manager, and the team member’s current manager.
3. In this meeting, they will: verify there are no performance issues, set a timeline for transfer, discuss compensation, and any other details related to the internal transfer.
4. HR and both managers need to be like, “Yeah, let’s do this.”
5. NOW the hiring manager can finally notify the team member that they are being offered the role.
If a hiring manager is interested in hiring an internal team member who has not applied for a position, that hiring manager should approach said team member’s direct supervisor todiscuss the intent of reaching out to that individual and
discuss the intent of reaching out to that individual and encouraging them to apply.
COMPENSATION
Typically, the team member’s salary will not change due to a transfer, unless the position is considereda promotional transfer, in which case a promotional
salary increase may be considered. A role is considered promotional if it requires more skills, has higher expectations, or is considered more advanced than the team member’s current role. Team members may, at LVT’s discretion, be eligible for merit increases in their new role as they continue to increase their value, although this doesn’t typically occur at the time of a position transfer.
CONVERTING PAID TIME OFF (PTO) TO FLEXIBLE TIME OFF (FTO)
If an internal candidate who earns PTO transfers to a role that offers FTO, the Company will not pay out any unused PTO the candidate has accrued—all PTO will be converted to FTO.
BONUS PROGRAM
LVT believes that our team members are our biggest advantage. We need to ensure that we attract the right talent that can contribute to our culture and commitment to results-driven performance. New hires that come through referrals are usually fast to hire, stay longer, and are generally excellent contributors to the Company. Because of this, the LVT Employee Referral Bonus Program provides an incentive to a current employee in a full-time equivalent (FTE) position who brings new talent to the Company by referring applicants who are subsequently selectedand successfully employed in a new or backfill position at LVT.
ELIGIBILITY AND PARTICIPATION
All active full-time and part-time employees of LiveView Technologies are eligible to participate in the Employee Referral Bonus Program, with the exception of:
• LVT company executives, directors, VPs, and upper level management.
• Selecting manager/supervisor or other persons associated with the selection of the candidate.
• All People Operations employees.
PROCEDURE
1. Submission:
• All referrals must be submitted through Greenhouse.
• You must Add a referral. If you send a link to your referral and have them apply online directly, this will not qualify for the referral bonus.
2. Acknowledgment:
• When you add a referral in Greenhouse, you will always be able to see the status of a referral.
3. Payment of Referral Bonus:
• Referral bonus payments may be paid in a lump sum or in periodic payments subject to management discretion.
• Payments will be made after referred candidate has been employed according to the role listed in the Payout Schedule above.
4. Conditions:
• The referral bonus is subject to applicable taxes and will be included in the referring employee’s regular paycheck.
• Only one referral bonus will be awarded per candidate. If multiple employees refer the same candidate, the bonus will be paid to the employee who submitted through Greenhouse first.
• Referrals must represent the candidate’s first contact with LVT. Temporary/interns, contract, and former employees of LVT are not eligible candidates for referral bonuses.
• The referred candidate must indicate the referring employee’s name on their application and must have been added by the employee in Greenhouse.
• Both the referring employee and the referred candidate must be employed by the Company when any referral bonus is paid.
5. Disqualification:
• An employee will be disqualified from a referral bonus if:
» They are involved in the hiring decision for the referred candidate.
» They are currently under probation or a PIP.
» They are found to have provided false or misleading information about the candidate.
» The referred candidate leaves the Company before completing the required tenure for the payout of the bonus installments.
» The candidate was in contact with a recruiter within the past two business weeks before the referral was received.
» The referral has already applied to the role within 12 months for which they were referred.
6. Program Changes:
• LVT reserves the right to modify, suspend, or terminate the Employee Referral Bonus Program at any time, with or without notice. Changes will be communicated via company email and updated in the employee handbook.
NEPOTISM, EMPLOYMENT OF RELATIVES, AND PERSONAL RELATIONSHIPS
LVT wants to ensure that corporate practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve
team member hiring, promotion, and transfer. Close relatives, partners, those in a dating relationship, or members of the same household are likely to not be permitted in positions that have a reporting responsibility to each other. Close relatives are defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in-law, grandfather, grandmother, son, son-in-law, daughter, daughter-in-law, uncle, aunt, nephew, niece, brother, sister, brother-in- law, sister-in-law, step relatives, cousins, and domestic partner relatives. If team members begin a dating relationship or become relatives, partners, or members of the same household and if one party is in a supervisory position, that person is required to inform People Operations of the relationship. Relationships between people do not always last.
If you are having a problem with another team member, whether personal or professional, and it is affecting your ability to perform your job, you should feel free to discuss it with your manager or the Human Resource manager. If you find the behavior of another team member to be unlawful harassment, you should immediately inform the company by following the procedure set forth in the Harassment section of this handbook.
LVT is committed to maintaining a place where everyone likes to come to work. We do not intend to tell a team member who their friends should be/who to date/or with whom they should socialize. But we will intervene when these relationships affect job performance.
Employment of relatives and personal relationships will be reviewed on a case-by-case basis to ensure that such employment does not involve conflicts of interest or other adverse consequences to business operations. LVT reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between team members, even if there is no direct-reporting relationship or authority involved.
BACKGROUND CHECK POLICY
To ensure that individuals who join LVT are well qualified and to ensure that LVT maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume or application form. The threshold of which the candidate is held will depend on the sector and/or role they are being considered for in the Company. Individuals can reach out to People Operations if they wish to seek more details on what information will be run for their particular position.
All offers of employment are conditioned on receipt of a background check report that is acceptable to LVT. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and anti-discrimination laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process.
If information obtained in a background check would lead LVT to deny employment or denial of work on a particular job after employment, forexample a government contract, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s accuracy. Background checks may include a criminal record check, although a criminal conviction does not automatically bar an applicant from employment. Additional checks such as a driving record or credit report may be madeon applicants for particular job categories. LVT also reserves the right to conduct a background check for current team members to determine eligibility for promotion or reassignment in thesame manner as described above.
DISCLOSURE OF CRIMINAL RECORDS
If a team member is convicted of a crime while employed by LVT, they will have up to ten (10) days to report the conviction to a member of People Operations. Upon disclosure it may be determined that a situational background check is needed. If the team member refuses to inform People Operations, disciplinary actions may be taken up to and including termination of employment. It may be illegal to disclose certain information relating to the crime, and in such cases the team member must first seek out their state and municipality to gain specific instructions regarding what can be disclosed. This should be done prior to speaking with People Operations. If LVT becomes aware of wrongful behavior or misconduct that violates background check policy, other policies, or the law, disciplinary action may be taken against such employee up to and including termination of employment.
EMPLOYMENT OF MINORS POLICY
LVT will consider employing minors who are 16 and older for part-time and full-time seasonal work. Every team member under the age of 18 must take a meal period of not less than thirty (30) minutes after the fifth hour of their workday. Further, team members under the age of 18 must take a ten (10) minute paid rest period after every three (3) hours of work. Any team member under the age of 18 may not work during school hours except as authorized by school authorities and may not work (a) before or after school in excess of four (4) hours a day; (b) before 5:00 a.m. or after 9:30 p.m., unless the next day is not a school day; (c) in excess of eight (8) hours in any 24-hour period; or(d) more than forty (40) hours in any week.
Team members under the age of 18 are also prohibited from operating the following equipment:
• Break press
• Pem press
• Forklift class 1 and 4
• Scissor lift
• Overhead cranes
LVT ONBOARDING POLICY
All onboarding documents, including background checks and drug tests, must be completed and cleared before a new hire can begin their employment at LVT. This is to ensure compliance with company standards and relevant legal requirements.
PROCEDURES
1. Onboarding Documentation:
• All new hires will receive an onboarding packet containing necessary documents that need to be completed.
• This packet includes, but is not limited to, employment forms, non-disclosure agreements, tax forms, and direct deposit information.
2. Background Check:
• New hires must complete the background check authorization form and submit it as part of their onboarding documentation.
• Background checks will be conducted by an authorized third-party service provider.
3. Drug Test:
• New hires must undergo a drug test at a designated facility.
• The drug test must be scheduled and completed promptly after the job offer is accepted.
• Results will be reviewed and must meet the Company’s standards for employment.
4. Clearance:
• All onboarding documents, background checks, and drug tests must be completed and cleared before the start date.
• People Operations will review and confirm the clearance of all documents and tests.
5. Start Date:
• At the latest, candidates must sign their offer letters two Fridays before their start date.
• If any onboarding tasks are not completed and cleared the Friday before their scheduled start date, the start date may be pushed back by one
week.
• People Operations will notify the new hire of any changes to their start date and provide guidanceon completing pending tasks.
• The new start date will be set once all compliance requirements are met.
• New hires must go through orientation on their first day of employment.
ALARM AGENT ROLES
For roles in a state that require an alarm agent license, new hires must complete a separate registration process with that state. This process includes a federal background check/fingerprinting and an application, separate from the general employment background check. New hires may begin their role after completing the application; however, employment offers are contingent upon the issuance of your alarm agent registration by the state. Team members must carry their alarm agent badge with them at all times while working.
COMPLIANCE
Non-compliance with this policy may result in delays to the start date, withdrawal of the job offer, or termination. This policy ensures that LVT remains compliant with legal and regulatory requirements and upholds the highest standards ofemployment practices.
September 1, 2024
Employee Handbook: Company Equipment and Electronic Communications
The following guidelines have been established for using the internet, company-provided cellphones, and email in an appropriate, ethical and professional manner:
• Internet, company-provided equipment (e.g., cellphone, laptops, computers) and services may not be used for transmitting, retrieving, or storing any communications, images, or other content of a defamatory, discriminatory, harassing, inappropriate, or pornographic nature.
• The following actions are forbidden: using disparaging, abusive, profane, sexual, or offensive language; creating, viewing, or displaying materials that depict nudity, sexual acts, or other types of pornography or that might adversely or negatively reflect upon LVT or be contrary to LVT’s best interests; and engaging in any illegal activities, including piracy, cracking, extortion, blackmail, copyright infringement, and unauthorized access of any computers and company-provided equipment such as cellphones and laptops.
• Team members may not copy, retrieve, modify, or forward copyrighted materials, except with permission or as a single copy to reference only.
• Team members must not use the system in a way that disrupts its use by others. Team members must not send or receive large files that could be saved/transferred via thumb drives. Team members are prohibited from sending or receiving files that are not related to work.
• Team members should not open suspicious emails, pop-ups, or downloads. Contact Security with any questions or concerns to reduce the release of viruses or to contain viruses immediately.
• Internal and external emails are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending emails within and outside the company.
VIRTUAL PRIVATE NETWORK (VPN)
Some team members will be provided access to our network via VPN. All such team members shall be required to receive approval and sign an access agreement and shall adhere to our VPN policies and procedures at all times.
RIGHT TO MONITOR
All company-supplied technology and company-related work records belong to the company and not to the team member. LVT routinely monitors use of company-supplied technology. Team members should have no expectation of confidentiality or privacy in using LVT’s network, computer, email, telephone, or other systems. Inappropriate or illegal use of LVT’s equipment or technology or inappropriate communications may be subject to disciplinary action up to and including termination of employment.
SOLICITATIONS, DISTRIBUTIONS, AND POSTING OF MATERIALS
LVT prohibits the solicitation, distribution, and posting of materials on or at company property by any team member or Non-team member, except as may be permitted by this policy. The exceptions to this policy are charitable activities supported by LVT
management and company-sponsored programs related to LVT’s products and services.
Provisions:
• Team members may not solicit team members or distribute literature of any kind on company premises.
• Non-team members may not solicit team members or distribute literature of any kind on company premises.
• The posting of materials or electronic announcements are only permitted with approval from People Operations. Violations of this policy should be reported to People Operations.
SOCIAL MEDIA
Below are guidelines for social media use:
• Team members may not post financial, confidential, sensitive, or proprietary information about the company, clients, team members, or applicants.
• Team members may not post obscenities, slurs, or personal attacks that can damage the reputation of the company, clients, team members, or applicants.
• When posting on social media sites, team members must use the following disclaimer when discussing job-related matters, “The opinions expressed on this site are my own and do not necessarily represent the views of LVT.”
• LVT may monitor content out on the internet including blogs, blog posts, and social media posts of team members. Policy violations may result in discipline up to and including termination of employment.
GOOGLE DRIVE
At LVT we generally use Google Drive over Microsoft Office products. When team members complete their projects, they should be made available to the appropriate audience and any files should be stored on Google Drive and not solely on your computer’s hard drive.
MOBILE DEVICE POLICY
Since it’s not 2005, you probably already have your cellphone set to SILENT at all times. BUT, we’re not here to explain social norms to you, we’re here to set company
policy which is: phones should be turned off or set to silent or vibrate mode during meetings, conferences, and in any circumstance where incoming calls may be disruptive.
PERSONAL CELLPHONES
While at work, team members are expected to exercise discretion in using personal cellphones. Excessive personal calls during the workday can interfere with team member productivity and be distracting to others. Team members are encouraged to make any personal calls during non-work time when possible and to ensure that friends and family members are aware of this policy. LVT will not be liable for the loss of personal cellphones brought into the workplace.
COMPANY-PROVIDED CELLPHONES
On rare occasions it may be determined that purchasing a company owned cellphone for a team member is necessary to meet their work demands. If this happens, we expect the team member to use the cellphone only for work-related communications. team members in possession of company-owned cellphones are expected to protect the equipment from loss, damage, or theft. Team members who lose a company-owned cellphone are required to replace it at their cost. Upon resignation or termination of employment, or at any time on request, the team member may be asked to produce the phone for return or inspection. Team members should have no expectation of privacy on a company-provided cellphone or any of its storage or memory components or hard drive. Team members should not download, display, or share profane, obscene, nudity, sexual, racist, sexist, or other inappropriate content on or using their company-provided cellphone under any circumstance. Data usage cannot exceed 5 gigabytes per month.
CELL PHONE SAFETY WHILE DRIVING
Please see Driving While on Company Business for details.
PROHIBITED CELL PHONE USE
Team members are only allowed to use cellphones in the Company’s manufacturing and fabrication shops when approved by management. Team members can listen to music or podcasts while working as long as they are abiding by LVT’s safety policy, and their phones are not disruptive to their work or to other employees. Managers reserve the right to decline an individual’s phone privileges while working if the managers feel, in their sole discretion, that it has become unsafe or is affecting a team member’s performance.
We realize that medical, family, or other emergencies may occur, and team members may wish to assure that they are promptly notified. Team members are encouraged to notify those who may call a team member for emergency purposes to call the team member’s manager or the Company’s phone to reach team members during working hours.
September 1, 2024
Employee Handbook: Safety and Security
CAMERAS AND VIDEO SURVEILLANCE
Cameras and video surveillance may be used to capture helpful footage that can then aid inlater investigations. All cameras and surveillance
later investigations. All cameras and surveillance are meant to better protect and maintain safety measures in the workplace. If you have questions about the cameras or surveillance footage please contact a member of People Operations.
REPORTING SECURITY INCIDENTS
Security incidents, whether they are suspected or known, must be reported to the Information Security team as soon as you suspect a threat. To report an incident talk to the security team at headquarters, submit a ticket through OKTA, reach out to a team member on Slack, or send an email to security@lvt.com.
SECURITY AWARENESS TRAINING
LVT employees are required to complete annual security awareness training. They will receive instructions on how to begin the training and will be expected to complete it in a timely manner. New hires complete this as part of their onboarding process. Failure to complete the training could result in aloss of access, potential disciplinary action, or the withholding of bonuses.
CONFIDENTIAL INFORMATION STATEMENT
Protection of LVT’s confidential information, including trade secrets and other information, is vital to the interests and success of LVT. Team members shall not disclose to any person or entity, either directly or indirectly, confidential information of LVT unless authorized to do so in writing. Team members who improperly use or disclose confidential information of LVT will be subject to disciplinary action, up to and including termination of employment, even if they do not actually benefit from the disclosure of such information. Further, any unauthorized use or disclosure of confidential information of LVT at any time, either during employment or thereafter, is cause for an action in a court of the State of Utah or a federal court.
For more information regarding LVT’s confidential information and/or employee obligations regarding LVT’s confidential information, please refer to LVT’s Confidential Information, Assignment of Inventions and Noncompetition Agreement and/or LVT’s Trade Secret Policy.
WORKPLACE BULLYING
ANTI-BULLYING/ABUSIVE CONDUCT PREVENTION POLICY
Purpose
LVT is committed to providing a safe and respectful working environment that is free from workplace bullying and abusive conduct. LVT prohibits and will not tolerate any form of workplace bullying by and against LVT employees, supervisors, managers, applicants for employment, and others in the workplace environment, including customers, clients, vendors, and visitors. This policy also applies to employer-sponsored events.
Every employee is responsible for maintaining and contributing to an environment that is free from bullying. All employees (including supervisors and managers) are expected to conduct themselves in a manner that demonstrates professional conduct and mutual respect for others.
Supervisors and managers must make every reasonable effort to establish and maintain a workplace free of bullying and abusive conduct.
Prohibited Conduct
For purposes of this policy, abusive conduct includes acts that would cause a reasonable person, based on the severity, nature, and frequency of the conduct, to
believe that an employee was subject to an abusive work environment or a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests. This may include but is not limited to:
• Repeated verbal abuse, including derogatory remarks, insults, and epithets
• Verbal, nonverbal, or physical conduct of a threatening, intimidating, or humiliating nature
• The sabotage or undermining of an employee’s work performance
This list is illustrative only and not exhaustive. No form of workplace bullying or abusive conduct will be tolerated. A single act generally will not constitute abusive conduct, unless the conduct is determined to be severe and egregious.
Abusive conduct does not include:
• Managing performance
• Normal human behavior such as having a bad day
This policy applies to use of LVT’s email and other electronic communication systems or devices.
Any employee violating this policy will be subject to disciplinary action, up to and including termination of employment.
For information about prohibited workplace harassment based on characteristics protected under federal, state, or local law, see LVT’s Anti-Harassment Policy.
Complaint Procedure
LVT expects all employees to immediately report all concerns of bullying or abusive conduct so that prompt and appropriate action can be taken. If you witness or are subjected to any conduct you believe violates thispolicy, you must speak to, write, or otherwise contact
your direct supervisor or, if the conduct involves your direct supervisor, a member of People Operations as soon as possible.
Bullying conduct may be reported even if the complaining party is not the intended target of the conduct.
Your complaint should be as detailed as possible, including the date, time, and location of the incident and the names of all individuals involved and any witnesses. LVT will investigate all complaints of workplace bullying as soon as practicable and will take prompt corrective action, including discipline, if appropriate. Employees are expected to cooperate in any related investigation.
No Retaliation
LVT prohibits any form of discipline, reprisal, intimidation, or retaliation for reporting incidents of workplace bullying or abusive conduct of any kind, pursuing a complaint of workplace bullying or abusive conduct, or cooperating in related investigations.
DRUG AND ALCOHOL POLICY SMOKE FREE AND SUBSTANCE FREE WORKPLACE
Every team member will be required to do a drug test after receiving a job offer but before beginning employment. LVT is a substance free workplace, meaning that team members are not permitted to bring any kind of substance on the premises and are not permitted under any circumstance to work under the influence of alcohol or other substances. If ateam member is suspected to be under the influence team member is suspected to be under the influenceof substances while working, People Operations of substances while working, People Operations may request a drug test be conducted. A positive drug test may result in disciplinary action, including termination.
It is also Company policy to prohibit smoking and vaping on all Company premises in order to provide and maintain a safe and healthy work environment for all team members. For purposes of this policy, smoking is the act of lighting, smoking, or carrying a lighted or smoldering cigar, cigarette, electronic cigarette, joint, or pipe of any kind.
The smoke workplace policy applies to:
• All areas of Company buildings
• All Company-sponsored off-site conferences and meetings
• All vehicles owned or leased by the Company
• All visitors (customers and vendors) on Company premises
• All contractors and consultants and/or their team members working on the Company premises
• All team members, temporary team members, and student interns
Smoking and/or vaping is permitted only in smoking areas designated by the Company. Team members who violate this policy will be subject to disciplinary action up to and including immediate discharge.
DRUG-FREE WORKPLACE
LVT has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug abuse pose a threat to the health and safety of employees and to the security of our equipment and facilities. For these reasons, LVT is committed to the elimination of drug and/or alcohol use and abuse in the workplace. This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the workplace. This policy applies to all employees and all applicants for employment of LVT. The Human Resource Department is responsible for policy administration.
EMPLOYEE ASSISTANCE AND DRUG-FREE AWARENESS
Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Information about those consequences and sources of help for drug/alcohol problems is available from a local agency. Local support agencies can be found online.
Employees should report to work fit for duty and free of any adverse effects of drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so.
WORK RULES
The following work rules apply to all employees:
• Whenever employees are working, are operating any Company vehicle, are present on
• Company premises, or are conducting related work off-site, they are prohibited from:
» Using, possessing, buying, selling, manufacturing, or dispensing an illegal drug (to include possession of drug paraphernalia).
» Being under the influence of alcohol or an illegal drug as defined in this policy.
• The sale, manufacture, distribution, purchase, use, possession of the following substances or having the following substances in one’s system when reporting to work or working while impaired by the following substances—intoxicants, non- prescribed narcotics, hallucinogenic drugs, marijuana, or other non-prescribed controlled
substances is prohibited while on LVT property, during working hours, or while conducting LVT business outside the workplace.
• An employee of LVT who is convicted under a criminal drug statute for a violation occurring in the workplace shall notify his or her immediate supervisor no later than five (5) business days after such conviction. Failure to do so will result in instant dismissal.
• LVT will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked.
• Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.
REQUIRED TESTING
The Company retains the right to require the following tests:
• Pre-employment: As permitted by law, applicants may be drug tested (drug screened) as part of the employment hiring process. New employees may be tested before or after interviews and/or during new hire orientation. Refusal to submit to testing will result in disqualification of further employment consideration.
• Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent workplace use, possession, or impairment. People Operations must be consulted before sending an employee for reasonable suspicion testing.
• Post-accident: Employees are subject to testing when they cause or contribute to accidents that damage a Company vehicle, machinery, equipment, or property and/or result in an injury to themselves or anotheremployee requiring off-site medical attention. In any
employee requiring off-site medical attention. In any of these instances, the investigation and subsequent testing must take place within two (2) hours following the accident, if not sooner.
• Follow-up: Employees who have tested positive, or otherwise violated this policy, are subject to discipline up to and including discharge. Depending on the circumstances and the employee’s work history/record, LVT may offer an employee who violates this policy or tests positive the opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times and frequencies for a minimum of one (1) year but not more than two (2) years. If the employee either does not complete his/her rehabilitation program or tests positive after completing the rehabilitation program, he/she will be subject to immediate discharge from employment.
CONSEQUENCES
Applicants who refuse to cooperate in a drug test or who test positive will not be hired. Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture, or dispense an illegal drug in violation of this policy will be terminated. The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including discharge.
Employees will be paid for time spent in alcohol/drug testing and then suspended pending the results of the drug/alcohol test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test; this meeting will include a member of management and People Operations. Should the results prove to be negative, the employee will receive back pay for the times/days of suspension.
CONFIDENTIALITY
Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided to the People Operations Department shall be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files.
INSPECTIONS
LVT reserves the right to inspect all portions of its premises for drugs, alcohol, or other contraband. All employees, contract employees, and visitors may be asked to cooperate in inspections of their persons, work areas, and property that might conceal a drug, alcohol, or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including discharge. Employees are subject to daily bag checks upon finishing a shift or leaving for lunch. A supervisor will do all bag checks. A supervisor, with no notice, may also randomly initiate employee locker inspections.
CRIMES INVOLVING DRUGS
LVT prohibits all employees from manufacturing, distributing, dispensing, possessing, or using an illegal drug in or on company premises or while conducting company business. Employees are also prohibited from misusing legally prescribed or over-
the-counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when criminal activity is suspected.
RIGHT TO SEARCH
LVT reserves the right to engage in any lawful method of investigation when the property of a customer, team member, or LVT is missing, or when LVT suspects that information or equipment is being removed from the premises. One method LVT may use is to search any and all containers, team member belongings, or vehicles on LVT’s property. Team members must understand that anything they bring onto the Company’s property is subject to this policy and includes but is not limited to purses, briefcases, computer bags, shopping bags, backpacks, gym bags, suitcases, and lunch boxes. LVT also reserves the right to search any vehicles brought onto LVT’s property and any place on LVT property where property may be stored, including desks and lockers. Team members are not excused from complying with all LVT rules and regulations and may be subject to disciplinary action, up to and including termination, if the team member is found to be in possession of property not belonging to the team member or information the team member is not authorized to have or to remove from the premises. A team member who does not consent to a search will be subject to immediate disciplinary action, up to and including termination.
WORKPLACE VIOLENCE
Violence of any kind is not permitted at LVT. If a team member is caught participating in a violent act or threat of a violent act they will be subject to immediate disciplinary action up to and including termination. It is our belief that every individual should feel safe and respected at work. There is no circumstance, with the exception of self-defense, in which violence is acceptable.
WEAPONS IN THE WORKPLACE
LVT prohibits team members from possessing or brandishing weapons, including but not limited to firearms, while working, or while on any premises that are owned or leased by the Company. However, as required by Utah law, an employee may transport or store a firearm in a vehicle on any property designated for motor vehicle parking under the following three conditions: First, the employee must be legally permitted to transport, possess,purchase, receive, transfer, or store the firearm; second, the firearm must be locked securely in the motor vehicle or in a locked container attached to the motor vehicle while the motor vehicle is not occupied; and third, the firearm is not in plain view from the outside of the motor vehicle.
However, the Company recognizes theright to bear arms in accordance with state and federal laws. An employee may carry a concealed firearm while working so long as that employee can legally doso and they have a current concealed carry permit. It is the responsibility of the employee to understand state and federal laws and to know whether he or she can legally conceal carry and where they can legally carry. The employee must comply with all requirements of the law when carrying a concealed firearm. The employee must always keep the firearm concealed, except for those instances where necessary for self-defense or transferring to locked storage in the employee’s motor vehicle. The firearm must always be in the immediate control of the employee in a holster or in locked storage in their motor vehicle. The employee cannot leave his or her firearm unattended in or on his or her workstation or in a purse, bag, desk, filing cabinet, or other storage container left at their desk. Nothing in this policy should be interpreted to require, encourage, or authorize any employee who lawfully possesses a firearm to use it in any manner for any reason. A person or employee who carries a firearm is solely responsible for any injury or property damage involving the firearm. The Company is not liable for any wrongful or negligent act or omission related to actions of persons or employees who carry a concealed firearm. Any employee who violates the Company’s firearm policy will be subject to disciplinary action.
SAFETY POLICY SAFETY EXPECTATIONS
It is the responsibility of each team member to conduct all tasks in a safe and efficient manner complying with all local, state, and federal health and safety regulations and program standards, and with any special safety concerns for use in a particular area or with a client. Although most safety regulations are consistent throughout each department and program, each team member has the responsibility to identify and familiarize themselves with the emergencyplan for their working area. Each facility shall have posted an emergency plan detailing procedures in handling emergencies such as fire, weather- related events, and medical crises.
It is the responsibility of the team member to complete an incident report for each safety and health infraction that occurs by an employee or that the team member witnesses. Failure to report such an infraction may result in team member disciplinary action, including termination. Furthermore, management requires that every person in the organization assume the responsibility of individual and organizational safety. Failure to follow company safety and health guidelines or engaging in conduct that places the team member, client, or Company property at risk can lead to team member disciplinary action and/or termination. LVT has a Health and Safety Committee and the safety coordinator shall have the responsibility to develop and the authority to implement the safety and health program in the interest of a safer work environment.
DRIVING WHILE ON COMPANY BUSINESS
Distracted driving plays a role in many motor vehicle accidents. We are not only concerned about your welfare as an LVT employee, but also the welfare of others who could be put in harm’s way. As a driver, your first responsibility is to pay attention to the road. When driving on LVT business or driving while conducting business on behalf of the Company in any other capacity, the following applies:
• The use of a company-provided cellphone while driving is prohibited unless using a hands-free calling device.
• The use of a personal cellphone while driving is strongly discouraged.
• CDL drivers will be provided with a Company headset and are prohibited from using cellular devices without a headset.
You should only accept or place calls when it is an emergency— meaning the call cannot wait until you safely pull off the road or arrive at your destination. Also be aware that in many jurisdictions, using a cellphone while driving is prohibited or limited to calls facilitated by the use of hands-free devices. LVT is not responsible for any moving traffic violations, tickets for parking violations, or violation of any other city ordinances or state or federal laws regarding your driving habits and operation and care of your personal motor vehicle.
Any tickets issued are the team member’s responsibility, even if the ticket is issued while conducting business for LVT. As a business against drunk driving, be responsible when entertaining clients. Abide by the law and use a designated driver or Business Agent Drunk Driving program (such as Uber, MADD, AAA Sober Transportation) for transportation if you are under the influence of alcohol. Driving under the influence of drugs or alcohol is strictly prohibited and any team member arrested for any such offense while operating a motor vehicle on Company business shall, upon guilty plea or conviction, beimmediately terminated. Any team member convicted of driving under the influence of alcohol or drugs while operating a motor vehicle on Company business who is involved in any traffic accident shall be financially responsible for any and all costs thereof. Team members who drive for Company business must have a current, valid driver’s license and any required insurance.
WORK RELATED INJURY AND INCIDENT REPORTING
Any injury or illness experienced by a team member while at work requires an incident report to be filled out as soon as possible. The LVT incident report form can be found under manager resources in Bamboo HR. If the injury is significant or life threatening, call 911 immediately. Managers must allow their team members to decide whether or not they’d like to seek medical assistance unless the team member is incapacitated or it is apparent that medical assistance is required. If this is the case, the team member should immediately be taken to the nearest LVT approved clinic.
Clinics Include:
• Concentra Urgent Care, 601 N 1200
W, Orem, UT 84058—
For incidents that occur between
7:00am–5:00pm
• CareNow Urgent Care, 117 N State
St, Orem, UT 84058—
For incidents that occur between
5:00pm–11:30pm
If the team member wishes not to seek medical assistance they must sign off as declining assistance on the incident report. Managers should contact their People Operations representative to notify them as soon as possible following the incident.
INCIDENT RESOURCES
In cases where a team member is injured and would like to seek medical assistance, but does not require emergency attention (e.g. someone feels they have injured their back), the team member’s manager should fill out a policy form for the team member to provide the clinic upon arrival.
September 1, 2024
Employee Handbook: Leaving LVT
RESIGNATION
Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause team members to voluntarily resign employment. Resigning employees are encouraged to provide two (2) weeks notice, preferably in writing, to facilitate a smooth transition out of the organization. Management reserves the right to provide an employee with two (2) weeks pay in lieu of notice. If a team member provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given. Time off taken within two (2) weeks of resignation date will not be paid. If time off falls at the end of a two (2) week notice, the last day in office will be considered your last day.
EXIT INTERVIEW
It is standard practice for our People Operations team to conduct an exit interview with any team member who voluntarily leaves the company. Exit interviews will consist of basic questions that give us valuable insight into the team member’s experience here at LVT. Exit interviews are normally held on your last day of employment.
JOB ABANDONMENT
Team members who fail to report to work or contact their manager for three (3) consecutive workdays shall be considered to have voluntarily abandoned the job without notice, effective at the end of their normal shift on the third day. The team member’s manager shall notify the People Operations
Department at the expiration of the third workday and initiate the paperwork to terminate the team member. Team members who are separated due to job abandonment are ineligible to receive accrued benefits and may be ineligible for rehire.
TERMINATION
Team members of LVT are employed on an at-will basis; they can be terminated at any time, for any or no reason, without prior notice, warning, discipline, or opportunity to improve.
RETURN OF COMPANY PROPERTY
The departing team member must return all Company property at the time of separation, including uniforms, cellphones, keys, computers, identification cards, Divvy or Company credit cards, and any other Company property, including intellectual property. Failure to return some items may result in deductions from the final paycheck or any other payment. An employee will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final paycheck.
Accrued but unused paid vacation leave will be paid in the last paycheck unless the employee resigned and did not give and work a full two weeks notice. In states that require vacation payout at termination, LVT will include all accrued but unused paid vacation leave in the last paycheck. Health insurance terminates the last day of the month of employment unless an employee requests immediate termination of benefits. Information for
Consolidated Omnibus Budget Reconciliation (COBRA) continued health coverage will be provided. Employees will be required to pay their share of the dependent health and dental premiums through the end of the month.
FINAL PAY
Final pay will be administered to the team member on the regular pay schedule, or as otherwise required by law, and will be done through direct deposit as usual.
PENDING EXPENSES
If a team member separates from the Company and is still awaiting reimbursement, they will be reimbursed in the form of a check that will be sent to the last address they had on file at their time of employment.
BENEFITS DURING LEAVE—COBRA
LVT complies with the Consolidated Omnibus Budget Reconciliation Act (COBRA). This federal law gives covered employees (and their dependents) who have lost health benefits the right to continue group health plans for limited periods of time under certain circumstances (called “qualifying events”). All administrative rules and processes as well as changes in plan benefits and premiums apply to those on continuation coverage.
Qualifying events for employees that allow up to 18 months of benefit continuation:
• Voluntary or involuntary termination of employment for reasons other than gross misconduct
• Reduction in the number of hours of employment
Qualifying events for spouses that allow up to 18 months of benefit continuation:
• Voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct
• Reduction in the hours worked by the covered employee
Qualifying events for spouses that allow up to 36 months of benefit continuation:
• Covered employee becoming entitled to Medicare
• Divorce or legal separation of the covered employee
• Death of the covered employee
Qualifying events for dependent children that allow up to 18 months of benefit continuation:
• Voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct
• Reduction in the hours worked by the covered employee
Qualifying events for dependent children that allow up to 36 months of benefit continuation:
• Loss of dependent child status under the plan rules
• Covered employee becoming entitled to Medicare
• Divorce or legal separation of the covered employee
• Death of the covered employee
In the event of divorce or legal separation, or the loss of dependent child status under the plan, a covered employee or dependent must notify People Operations within sixty (60) days to maintain his or her COBRA rights. Within fourteen (14) days of that notification, People Operations will provide enrollment materials to the employee or covered dependent.
The covered employee or dependent has sixty (60) days from either the date that coverage would ordinarily have ended under the plan due to a qualifying event or the date of notification, whichevercomes later, to elect continuation of coverage. Election of coverage is established by completing and returning enrollment materials to People Operations.
COBRA premiums will be billed by the applicable insurance provider. The first premium will be due within forty-five (45) days of the date ofelection. Subsequent premiums must be received within the terms set by the provider. Failure to make timely payments will result in termination of coverage without notice.Continuation coverage will end after eighteen (18) months if the qualifying event was a termination or reduction in hours, unless the qualified beneficiary is disabled at the time of the qualifying event, in which case coverage may extend to twenty-nine (29) months.For all other qualifying events, continuation coverage will end after thirty-six (36) months.
Early termination of COBRA continuation coverage will occur if:
• LVT discontinues its insurance plan
• The qualified beneficiary fails to make a premium payment in a timely fashion
• The person who elected continuation of coverage becomes covered under another insurance plan or Medicare
September 1, 2024
Employee Handbook: Harassment, FMLA, Covered Leave, Military Leave, and Code of Conduct
COMPLYING WITH THE LAW
LVT will never take any course of action that is not compliant with federal, state, or local laws. We do not, however, require compliance to laws of physics, or nature.
ANTI-HARASSMENT
Harassment of any kind is prohibited at LVT. We believe that all team members have the right to feel safe,comfortable, and productive at work. Every individual at LVT has the responsibility to treat those around them with respect and dignity; violating this standard will not be tolerated. Harassment can take on many forms including but not limited to, physical, verbal, and visual acts. If a team member witnesses harassment of any form, we expect them to immediately report it to their manager, People Operations, or through one of our other reportingforums mentioned above in How to Raise Questions and Concerns. Harassment cases will be responded to quickly Concerns. Harassment cases will be responded to quickly and with careful concern.
All team members, regardless of their role, will be responsible for adhering to our anti-harassment policy. Anyone who is found guilty of harassing another individual could be subject to disciplinary action, up to and including termination of employment. To see LVT’s full Anti-Harassment policy, please see the Equal Employment Opportunity Statement.
PROHIBITED BEHAVIOR
LVT has committed to creating a workplace that is free of unlawful discrimination and harassment. As a result, LVT will be strict in prohibiting sexual harassment and harassment against any applicant or team member based on any legally-recognized status, including, but not limited to: race, color, religion, sex, homosexuality, transgender status, pregnancy (including lactation, childbirth, or related medical conditions), gender identity, age (40 and over), national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics), veteran status, citizenship status, uniformed v status, or any other status protected by federal, state, or local law. This policy will apply to any and all individuals involved in its operations, regardless of their position, and prohibits harassment by any team member, including supervisors, managers, and team member, including supervisors, managers, and nonsupervisory team members. This policy also protects team members from prohibited harassment by third team members from prohibited harassment by third team members from prohibited harassment by third parties, such as customers, vendors, clients, visitors, or temporary or seasonal workers. If such harassment occurs in the workplace by someone not employed by LVT, the procedures in this policy should be followed. LVT prohibits harassment, including sexual harassment, discrimination, and retaliation. This policy is not designed or intended to limit LVT’s authority to discipline or take remedial action for workplace conduct that the LVT considers unacceptable, regardless of whether that conduct satisfies the definition of unlawful harassment, sexual harassment, discrimination, or retaliation.
MANAGERIAL RESPONSIBILITIES
See also Responding to Team Member Concerns If a team member reports inappropriate behavior, harassment, or anything of a concerning nature to their manager, the manager should evaluate the situation and proceed to notify People Operations concerning the matter.
INAPPROPRIATE BEHAVIOR IS CONSIDERED BUT NOT LIMITED TO:
• Speaking, gesturing, or participating in anything of a sexual nature while in a work associated setting
• Speaking, gesturing, or participating in anything that could make someone feel uncomfortable
• Speaking, gesturing, or participating in any form of harassment, microaggressions, or hostility that seems to be targeting another individual or a group
MANAGERS SHOULD NOTIFY PEOPLE OPERATIONS IF:
• An employee comes to you and informs you that they feel uncomfortable or have been made to feel uncomfortable as a result of someone else’s actions
• An employee witnesses another employee engaging in any inappropriate behavior that seems to be targeted at an individual or group
• An employee reports that someone else has confided in them about concerning behavior happening
• An employee tells you they’ve been harassed, think they’re being harassed, or they feel another employee is being harassed
• An employee reports that they feel uncomfortable around another individual or group of individuals
• They would like to put an employee on a Performance Improvement Plan
• They feel an employee should be terminated
TYPES OF HARASSMENT
Harassment is defined as aggressive pressure or intimidation. While it is impossible to list every example of unlawful harassment, here are some common types that employees should be aware of:
• Sexual Harassment—behavior characterized by the making of unwelcome and inappropriate sexual remarks or physical advances in a workplace or other professional or social situation, etc.
• Verbal Harassment—offensive jokes, slurs, epithets or name calling, threats, intimidation, ridicule or mockery, insults, or put-downs
• Visual Harassment—offensive objects, pictures, orgestures, etc.
• Physical Harassment—threats, pushing, shoving, or causing bodily harm, etc.
Harassment could also be defined as consistently creating unwanted interference with another individual’s work performance, etc. LVT’s policy against unlawful harassment and discrimination applies to e-mail communications, text messages, social media posting, and other forms of communication, made during work or non-work hours, on or off LVT’s premises.
RETALIATION
Retaliation is not tolerated at LVT under any circumstance. It is important to maintain a safe space for everyone in the Company to report their concerns without fear of being targeted or retaliated against afterwards. Any individual who is suspected and/or proved to be participating in retaliation may face disciplinary action. sign a verification form (Form I-9). If an individual cannot verify his or her right to work within three (3) days of hire, LVT must terminate that individual’s employment. Please contact People Operations with questions or concerns.
FMLA LEAVE
FAMILY AND MEDICAL LEAVE ACT
Upon hire, LVT provides all new team members with notices required by the U.S. Department of Labor (DOL) on team member rights and responsibilities Under the Family and Medical Act.
The function of this policy is to provide team members with a general description of their FMLA rights. In the event of any conflict between this policy and the applicable law, team members will be afforded all rights required by law. If you have any questions, concerns, or disputes with this policy, you must contact People Operations in writing.
GENERAL PROVISIONS
Under this policy, LVT will grant up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a covered service member with a serious injury or illness) during a 12-month period to eligible team members. The leave may be paid, unpaid, or a combination of paid and unpaid leave, depending on the circumstances of the leave and as specified in this policy.
This discipline could include a written warning, demotion, or in some cases immediate termination.
CONFIDENTIALITY AND COOPERATION
LVT will commit to upholding confidentiality surrounding investigations as much as possible. Information will only be shared with those who are considered as relevant or in a need-to-know position. When it’s deemed necessary to bring individuals into an investigation, we expect that all team members will cooperate fully, honestly, and respectfully. Additionally, the nature of our business is such that LVT has confidential and proprietary information relating to its business policies, practices, methods of operations, and customer lists. We deal withconfidential and proprietary information received from our customers frequently. Each team member must sign a confidentiality agreement because of this.
IMMIGRATION LAW COMPLIANCE
The Immigration Reform and Control Act of 1986 requires employers to hire and retain only individuals who are authorized to work in the United States. To enforce these guidelines, IRCA requires an employer to verify a potential employee’s eligibility by completing the Employment Verification Form (I-9). By completing Form I-9, the employer is certifying that it has viewed documents proving that the potential employee is authorized to live and work in the United States. All employees are asked to provide original documents verifying their right to work in the United States and to
ELIGIBILITY
To qualify to take family or medical leave under this policy, the team member must meet the following conditions:
• The team member must have worked for the company for 12 months or 52 weeks. The 12 months or 52 weeks need not have been consecutive. Separate periods of employment will be counted, provided that the break in service does not exceed seven (7) years. Separate periods of employment will be counted if the break in service exceeds seven (7) years due to covered military service obligations or when there is a written agreement, including a collective bargaining agreement, stating the employer’s intention to rehire the team member after the service break. For eligibility purposes, a team
member will be considered to have been employed for an entire week even if the team member was on the payroll for only part of a week or if the team member is on leave during the week.
• The team member must have worked at least 1,250 hours during the 12-month period immediately before the date when the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by a team member. The FLSA does not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave should not be counted in determining the 1,250 hours eligibility test for a team member under FMLA.
• The team member must work in a work site where 50 or more team members are employed by the company within 75 miles of that office or work site. The distance is to be calculated by using available transportation by the most direct route.
TYPE OF LEAVE COVERED
To qualify as FMLA leave under this policy, the team member must be taking leave for one of the reasons listed below:
• The birth of a child and in order to care for that child (with leave to be completed within one year of the child’s birth).
• The placement of a child for adoption or foster care and to care for a newly placed child (with leave to be completed within one year of the placement).
• To care for a spouse, child, or parent with a serious health condition.
• The serious health condition (described below) of the team member.
A team member may take leave because of a serious health condition that makes the team member unable to perform the functions of the team member’s position.
A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice, or residential medical care facility, including any period ofincapacity or any subsequent treatment in connection with such inpatient care or as a condition that requires continuing care by a healthcare provider.
This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences. Generally, a chronic or long-term health condition that would result in a period of three (3) consecutive days of incapacity with the first visit to the healthcare provider within seven (7) days of the onset of the incapacity and a second visit within thirty (30) days of the incapacity would be considered a serious health condition. For chronic conditions requiring periodic health care visits for treatment, such visits must take place at least twice a year.
Team members with questions about what illnesses are covered under this FMLA policy or under the Company’s leave policy are encouraged to consult with a member of Human Resources. If a team member takes paid leave for a condition that progresses into a serious health condition and the team member requests unpaid leave as provided under this policy, the Company may designate all or some portion of related leave taken as leave under this policy, to
the extent that the earlier leave meets the necessary qualifications.
Qualifying exigency leave for families of members of the National Guard or Reserves or of a regular component of the Armed Forces when the covered military member is on covered active duty or called to covered active duty. A team member whose spouse, child, or parent has been notified of an impending call or order to covered active military duty or who is already on covered active duty may take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. The qualifying exigency must be one of the following: a) short- notice deployment, b) military events and activities, c) child care and school activities, d) financial and legal arrangements, e) counseling, f) rest and recuperation, g) post-deployment activities, and h) additional activities that arise out of active duty, provided that the employer and team member agree, including agreement on timing and duration of the leave. Covered active duty means:
• In the case of a member of a regular component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country.
• In the case of a member of a reserve component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country under a call or order to active duty under a provision of law referred to in Title 10 U.S.C. §101(a)(13)(B).
The leave may commence as soon as the individual receives the call-up notice. (Son or daughter for this type of FMLA leave is defined the same as for child for other types of FMLA leave except that the person does not have to be a minor.) This type of leave would be counted toward the team member’s 12-week maximum of FMLA leave in a 12-month period.
• Military caregiver leave (also known as covered service member leave) to care for an injured or ill service member or veteran.
A team member whose son, daughter, parent, or next of kin is a covered service member may take up to 26 weeks leave in a single 12-month period to care for that service member. Next of kin is defined as the closest blood relative of the injured or recovering service member. The term covered service member means:
• A member of the Armed Forces (including a member of the National Guard or Reserves) who is undergoing medical treatment, recuperation, or therapy or is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.
• A veteran who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of five years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy.
The term serious injury or illness means:
• In the case of a member of the Armed Forces (including a member of the National Guard or Reserves), an injury or illness that was incurred by the member in line of duty on active duty in the Armed Forces (or that existed before the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces)and that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating.
• In the case of a veteran who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during a period when the person was a covered service member, a qualifying (as defined by the Secretary of Labor) injury or illness that was incurred by the member in line of duty on an active duty in the Armed in line of duty on an active duty in the Armed Forces (or that existed before the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that manifested itself before or after the member became a veteran.
AMOUNT OF LEAVE
An eligible team member may take up to twelve (12) weeks for the first five FMLA circumstances above (under heading “Type of Leave Covered”) under this policy during any 12-month period. The Company will measure the 12-month period as a rolling 12-month period measured backward from the date a team member uses any leave under this policy. Each time a team member takes leave, the Company will compute the amount of leave the team member has taken under this policy in the last twelve (12) months and subtract it from the twelve (12) weeks of available leave, and the balance remaining is the amount of time the team member is entitled to take at that time.
An eligible team member can take up to twenty- six (26) weeks for the FMLA military caregiver leave circumstance above during a single 12-month period.
For this military caregiver leave, the Company will measure the 12-month period as a four (4) rolling 12-month period measured forward. If spouses both work for the Company and each wishes to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent “in- law”) with a serious health condition, the spouses may only take a combined total of twelve (12) weeks of leave. If spouses both work for the Company and each wishes to take leave to care for a covered injured or ill service member, the spouses may only take a combined total of twenty-six (26) weeks of leave.
TEAM MEMBER STATUS AND BENEFITS DURING LEAVE
While a team member is on leave, the Company will continue the team member’s health benefits during the leave period at the same level and under the same conditions as if the team member had continued to work. Team members will continue to be responsible for paying their insurance premiums while on leave. A member of People Operations will walk you through this information prior to taking FMLA. prior to taking FMLA.
TEAM MEMBER STATUS AFTER LEAVE
A team member who takes leave under this policy may be asked to provide a fitness for duty (FFD) clearance from the healthcare provider.
USE OF PAID AND UNPAID LEAVE All paid vacation and personal leave runs concurrently with FMLA leave. Disability leave for the birth of a child and for a team member’s serious health condition, including workers’ compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA.
INTERMITTENT LEAVE OR A REDUCED WORK SCHEDULE
The team member may take FMLA leave in twelve (12) consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced-hour schedule. In all cases, the leave may not exceed a total of twelve (12) 12 workweeks (or twenty-six (26) workweeks to care for an injured or ill service member over a 12-month period).
CERTIFICATION FOR THE TEAM MEMBER’S SERIOUS HEALTH CONDITION
The Company will require certification for the team member’s serious health condition. The team member must respond to such a request within fifteen (15) days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.
CERTIFICATION FOR THE FAMILY MEMBER’S SERIOUS HEALTH CONDITION
The Company will require certification for the family member’s serious health condition. The team member must respond to such a request within fifteen (15) days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.
CERTIFICATION OF QUALIFYING EXIGENCY FOR MILITARY FAMILY LEAVE
The Company will require certification of the qualifying exigency for military family leave. The team member must respond to such a request within fifteen (15) days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial ofcontinuation of leave.
CERTIFICATION FOR SERIOUS INJURY OR ILLNESS OF COVERED SERVICE MEMBER FOR MILITARY FAMILY LEAVE
The Company will require certification for the serious injury or illness of the covered service member. Theteam member must respond to such a request within fifteen (15) days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.
RECERTIFICATION
The Company may request recertification for the serious health condition of the team member or the team member’s family member when circumstances have changed significantly, or if the employer receives information casting doubt on the reason given for the absence, or if the team member seeks an extension ofhis or her leave. Otherwise, the Company may request recertification for the serious health condition of the team member or the team member’s family member every six (6) months in connection with an FMLA absence.
PROCEDURE FOR REQUESTING FMLA LEAVE
All team members requesting FMLA leave must provide the People Operations manager with verbal or written notice of the need for the leave. Within five (5) business days after the team member has provided this notice, the People Operations manager will provide the team member with the DOL Notice of Eligibility and Rights. When the need for the leave is foreseeable, the team member must provide the employer with at least thirty (30) days’ notice. When a team member becomes aware of a need for FMLA leave less than thirty (30) days in advance, the team member must provide notice of the need for the leave either the same day or the next business day. When the need for FMLA leave is not foreseeable, the team member must comply with the Company’s usual and customary notice and procedural requirements for requesting leave.
DESIGNATION OF FMLA LEAVE
Within five (5) business days after the team member has submitted the appropriate certification form, the People Operations manager will provide the team member with
a written response to the team member’s request for FMLA leave.
INTENT TO RETURN TO WORK FROM FMLA LEAVE
The Company may require a team member on FMLA leave to report periodically on the team member’s status and intent to return to work.
MILITARY LEAVE—UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT
LVT is committed to protecting the job rights of team members absent on military leave. In accordance with federal and state law, it is the Company’s policythat no team member or prospective team member will be subjected to any form of discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion, or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or
Company policy. If any team member believes that he or she has been subjected to discrimination in violation of Company policy, the team member should immediately contact People Operations. team members taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such service, and any other leaves of absence authorized by federal, state, or local law. Subject to certain exceptions under the applicable laws, these benefits are generally limited to five (5) years of leave of absence.
Team members requesting leave for military duty should contact People Operations to request leave as soon as they are aware of the need for leave. For request forms and detailed information on eligibility, team member rights while on leave, and job restoration upon completion of leave, refer to the policies, procedures and forms on Bamboo HR or contact People Operations.
FINAL NOTE ON CODE OF CONDUCT
LVT’s code of conduct is an important part of our organization’s safety, business dealings, and even culture. It is important to us that we cultivate a work environment where everyone feels they can thrive. Although impossible to list every little stipulation, we hope that the sections above can assist as basic guidelines to followwhen navigating through concerns, confidentiality, harassment, reporting, and dishonest business dealings.
September 1, 2024
Employee Handbook: LVT Patent Program
LVT is a strong advocate for continuous learning and innovation. We encourage team
members to think outside the box to create new and useful inventions for LVT. To support
this belief, we have developed a patent program available to all team members to take
part in. Details of the patent program are as follows:
September 1, 2024
Office Locations, Addresses, and Hours
LVT currently has two locations:
Headquarters:
802 E 1050 S STE 300
American Fork, UT 84003
Spanish Fork:
151 E 3450 N
Spanish Fork UT 84660
What are the office hours?
OFFICE HOURS
Standard hours of business at LVT
are as follows:
8:30am–5:30pm // Monday–Friday
Spanish Fork:
7:00am–5:00pm // Monday–Friday
September 1, 2024
Google Slide: LVT Branded
First of all, thank you for using the most updated Slide template! We update the slide template each year, and it's important that we all have the same branding in our presentations.
Okay, how does this work?
It's pretty easy, just open up Google Slides and pick the most recent template under the "Start a new presentation" section.
Now, do you want to add new slides that all have the same feel, just choose them from the dropdown here:
That's it!
Thank you for using the most up-to-date template!
Keywords: powerpoint, deck, google slides, template
September 1, 2024
Employee Discount: Previ (phone discounts)
LVT employees can save $1,359/yr on average with Previ.
TMobile and Sprint
Starting at $20/lineBefore taxes and govn’t fees.
- Unlimited premium data, talk and text
- No contracts
- Plans for watches & tablets available
- All activation fees waived
- Roll over current device financing to Previ
- Bring your device and keep your phone number
Get exclusive access to superior pricing through a$99/yr Previ Membership.
Get started at previ.com, use access code lvtbh5r
For help visit our FAQs on previ.com or text us at (801) 437-0620.
September 1, 2024
Employee Discount: VASA Corporate Pass
LVT VASA Corporate Pass
LiveView Technologies is excited to announce that we have negotiated rates for any employeewho is interested in joining VASA Fitness for $18.99 for access to all gyms and amenities, here are the details you need to know:
● Website to sign up: www.vasafitness.com/join promotional code: BDUTLVT
● If you have a personal membership and want to switch to the company plan, emailbusinessmemberships@vasafitness.com with your current membership number and they'll cancel it for you with no further billing and no fees
● Monthly bill will be taken from your paycheck
● You are able to add spouses and children as well - if they have a different last name however, please let us know so we can add them to your account. If you don’t, they'll be deactivated
Reach out to a member of PeopleOps if you have any questions!
September 1, 2024
Employee Discount: Mortgage
A note from Ryan Porter:
To all LiveView Employees,
Before I started LiveView Technologies, I was in the finance and mortgage lending business.With that background and experience, I want to make everyone aware that there is a unique financial situation currently taking place. Market values in Utah have climbed significantly in recent years. The appraised value on your home has probably increased (appraised value is higher than county tax assessment). At the same me, fixed rate loans are at an all-me low. The conforming loan limit has also been raised by $100,000 to $510,400.00. Without going into a lot of detail to explain inflation, rates, market value, economic strength, etc. this may be a good me to refinance. I have negotiated an opportunity for all LiveView Technologies employees to receive a special price with Security Home Mortgage, an Orem-based company.
Special pricing for Purchase or Refinance includes:
- 0% origination;
- Compeve rate on all programs; and
- $1,000 to be applied to closing cost or a gift certificate after closing to your choice of a local retailer.
These discounts do not mean that they will increase the fees in other areas, these are legitimate discounts and are great for a mortgage company. The company or I personally will not receive any compensation. I also don’t want this to sound like a mortgage commercial, if you can benefit, “great!” If you want to use another company, “great!” If it doesn’t apply to you or you have interest, that is fine too. Feel free to talk to me if you have any questions.
If you are interested, contact Jon Chamberlain. You need to tell him up front that you are a LiveView Technologies employee and that you want to participate in this program.
Office 801-764-0111
Cell 801-318-9322
Sincerely,
Ryan PorterCEO