Announcement

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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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:

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• Voluntary or involuntary termination of employment for reasons other than gross misconduct
• Reduction in the number of hours of employment

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Qualifying events for spouses that allow up to 18 months of benefit continuation:

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• 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

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Qualifying events for spouses that allow up to 36 months of benefit continuation:

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• Covered employee becoming entitled to Medicare
• Divorce or legal separation of the covered employee
• Death of the covered employee

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Qualifying events for dependent children that allow up to 18 months of benefit continuation:

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• 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

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Qualifying events for dependent children that allow up to 36 months of benefit continuation:

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• 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

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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.
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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.
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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.

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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

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