Announcement

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
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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.

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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.

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• 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.
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We encourage you to consider the following when making decisions:
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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.

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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.

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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.

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BUSINESS INTEGRITY AND ETHICS

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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.
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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.

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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.
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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.
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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.

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