Announcement

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.
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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.
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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.

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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.
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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.
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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.
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Supervisors and managers must make every reasonable effort to establish and maintain a workplace free of bullying and abusive conduct.
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Prohibited Conduct
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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
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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.
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Abusive conduct does not include:
• Managing performance
• Normal human behavior such as having a bad day

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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.
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For information about prohibited workplace harassment based on characteristics protected under federal, state, or local law, see LVT’s Anti-Harassment Policy.
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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.
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Bullying conduct may be reported even if the complaining party is not the intended target of the conduct.
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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.
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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.

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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.
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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
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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.
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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.
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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.
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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.
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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.
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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.
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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.

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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.
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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.
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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.

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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.
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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.
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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.

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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.
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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:

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• 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.

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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.

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Clinics Include:

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• Concentra Urgent Care, 601 N 1200
W, Orem, UT 84058—
For incidents that occur between
7:00am–5:00pm

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• CareNow Urgent Care, 117 N State
St, Orem, UT 84058—
For incidents that occur between
5:00pm–11:30pm

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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.
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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.

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