Announcement

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.
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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.
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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.
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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.
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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.”
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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.

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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.
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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.
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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.

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PROCEDURE

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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.
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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.
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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.
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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.
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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.
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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.
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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
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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.

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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.

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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.
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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.

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