CODE OF CONDUCT · 2018-12-18 · promise. And it’s fundamental to all that we stand for. If you...

CODE OF CONDUCT

FOR ASSOCIATES

1 Letter from the Chairman

2 OUR COMMITMENT AND ACCOUNTABILITY 2 LeadingWithValues

2 OpenDoorPolicy

3 OurOpenCommunicationsAdvantage

3 GettingHelpandSharingConcerns

3 NoRetaliation

4 YOU AND THE WORKPLACE 4 EqualOpportunityandNoDiscriminationorHarassment

4 AccommodatingDisabilities

4 Honesty

4 MerchandiseDiscount

5 RecordingTime

5 WorkplaceHealthandSafety

6 NoWeaponsorFirearms

6 Drug-andAlcohol-freeWorkplace

6 NoWorkplaceViolence

6 ConductOffTheJob

6 TravelandExpenseReimbursement

7 HOW WE DO BUSINESS 7 PartneringwithResponsibleSuppliersandBusinessPartners

7 InternationalTrade,FairDealingandFairCompetition

8 BriberyandCorruption

8 ConflictsofInterest

9 BusinessGiftsandHospitality

10 InteractionswithGovernments

10 PoliticalActivities

10 CharitableContributions

11 OUR COMPANY AND YOU 11 ProtectingBusinessInformation

11 InsideInformation

12 FinancialIntegrityandAccurateRecords

12 AuditsandInvestigations

12 UseofCompanyProperty

13 IntellectualProperty

13 ExternalCommunications

14 UsingDigitalMedia

14 SolicitationandDistribution

15 acknowledgment

17 contacts

19 HOW WE SUPPORT OUR CODE

Table of contents

LBrandsCodeofConduct1

Dearassociate,

Asourcompanyhasgrown,ourvalueshaveremainedapartofeverythingwedo—

theyareaconnectiontoourheritageandaguidetoourfuture.Ourvaluesarethe

measureofsuccessforhowwedothings,andweholdeachotheraccountablefor

livingthemeachday.

The customer rules!Everythingwedomustbeginandendwithaninsatiable

drivetoanticipateandfulfillourcustomers’desires.

Passion leads to success.Wepursueexcellencebecauseweareemotionally,

intellectuallyandspirituallyengagedinourwork...andthatmakesourtalent

formidableandourresultsextraordinary.

Inclusion makes us stronger.Wecherishourdiversity,becauseembracing

others’thoughts,experiences,hopesanddreamsmakesourownmore

completeandconnectsustoourcustomers.

It matters how we play the game.Doingwhatisrightmeansfollowing

ourbeliefs—andtherules—evenwhennooneiswatching.Winningmeans

verylittleunlesshowwegetthereisfair,collaborative,rootedinourvalues

andcontributestothegreatergood.

Asashopkeeper,Ilearnedearlyonthatgood,strongvalueshelpusmakethe

bestchoices—especiallywhentherightdecisionisn’talwaysclear.OurCode

ofConductisbasedonourvaluesandisaresourcewhereassociatescanfind

informationthatdefinesbehaviorsthatareacceptableandthosethatarenot.

Allofourpolicies,whetherintheCodeofConduct,inourstandardoperating

proceduresorfromothersourcesinourbusiness,arebasedonourvalues.

Therearetremendousbenefitsofworkingtogetherinaninnovative,creative

andentrepreneurialenvironmentlikeours.Withthesebenefitsalsocomes

responsibility—toeachotherandtoourselves.Partofthatresponsibility

includesreviewingtheCodeandcompanypolicies,understandingandupholding

theCode,andaskingquestionsifwe’reunsureaboutsomething.It’sapersonal

promise.Andit’sfundamentaltoallthatwestandfor.Ifyoueverseeanything

thatseemsinconsistentwithourvaluesorCodeofConduct,besuretotalkto

yourmanagerorHumanResourcespartner.

Thankyouforsharingintheresponsibility.

Regards,

Les

Letter from the Chairman

2LBrandsCodeofConduct

Leading With Values We are committed to living by our

values, doing what’s right and acting

with integrity everywhere we

do business regardless of the

circumstances. Eachofushasthe

responsibilitytounderstandandfollow

theCodeandothercompanypolicies.

Wefollowthelawinallcountrieswhere

wedobusiness.Violationswillresultin

disciplinaryactionuptoandincluding

terminationofemployment.

Managersandseniorleadershave

additionalduties:

• leadbyexample;

• ensureyourteamsunderstandand

followtheCodeandcompleteall

training;

• createanopenenvironmentwhere

associatescanaskquestionsand

raiseconcerns;

• activelysupportandfollowthe

noretaliationpolicy;

• takequickcorrectiveactionwhere

appropriate;and

• gethelpfromHumanResourcesor

theOfficeoftheChiefCompliance

Officerwhenneeded.

Open Door PolicyWe encourage you to talk openly

with us about work-related ideas,

questions, problems and concerns

so they can be resolved.Ifthere

issomethingaboutyourjoborthe

companythatconcernsyou,oryou

seesomethingthatyouthinkiswrong,

weencourageyoutocommunicateit

toyourmanager,nextlevelmanager,

HumanResourcespartnerorthe

EthicsHotline.

LEADING WITH VALUES:

OUR COMMITMENT AND ACCOUNT-ABILITY

WefollowthebasicguidanceofourCodeofConduct:Dowhat’sright.

DO• Useouropendoorpolicyand

talktotheappropriatepartner.

• Ifyouareuncomfortabletalking

toyourmanager,nextlevel

managerorHumanResources

partner,oryoufeelyour

questionsorconcernshavenot

beenresolved,youcancontact

theOfficeoftheChiefCompli-

anceOfficerortheEthicsHotline.

SeeContactssection.


Our Open Communications AdvantageWe are one of the world’s best

specialty retailers with a tradition of

success built primarily on agility and

teamwork. Webelievewearemore

productive,moreefficientandbetter

abletodeliveronourbrandpromises

whenourassociateshave

aclose,collaborativerelationship

withoneanother.

Overthecourseofourlonghistory,

ourassociateshavegrowntheir

careersandthebusinessonaplatform

ofcollaborationandcooperation

andbyretainingthepowertowork

freelyanddirectlywitheachother.This

collaborativespiritisthefoundationof

ourenduringsuccess,andwepledge

tomaintainthisatmosphere.

Aspartofourcommitmenttoyou,

associatesareassured:

• equalopportunityandtreatment;

• career-advancementopportunities;

• equitableandcompetitivewages;

• excellentbenefits;

• openandhonestcommunication;

and

• arewardingandsafework

environment.

Ouropendoorpolicyhasalwaysmeant

associatescouldaddressissueshonestly

withanyone–atanylevel.

Getting Help and Sharing ConcernsThe Code cannot anticipate

every situation.But,mostproblems

canbeavoidedbycheckingtheCode,

usinggoodjudgmentandasking

forhelp.

No RetaliationIn no event will any associate be

subject to reprisals, retribution

or any career disadvantage for

raising a concern.Westrictlyprohibit

retaliationforreportingundertheCode.

Anyonewhoretaliates(ortriesto

retaliate)willbesubjecttodisciplinary

actionuptoandincludingtermination

ofemployment.

What Happens When Someone Contacts the Ethics Hotline?TheEthicsHotlineisoperated

andstaffedbyanoutside

company.Whenyouraisea

concernthroughtheEthics

Hotline,it’sonlysharedwiththe

departmentsthatneedtoknow

(suchasHumanResources,

Compliance&Ethics,Legal

orLossPrevention/Safety

Services)forpromptandtimely

followupandaction.Ourinves-

tigationsprocessincludes:

• conductingatimelyandfair

investigationbyaqualified

person;

• documentingandtracking

progressoftheinvestigation;

• ensuringdueprocess;

• achievingareasonable

conclusionbasedon

evidencecollected;and

• implementingappropriate

optionsforcorrectiveactions.

YoucancontacttheEthics

Hotlinebytelephone(seethe

Contactssection)oronline

(www.lb.ethicspoint.com).Ifyou

choosetotelephonetheEthics

Hotline,aliveoperatorwill

answerandaskyouaseriesof

questionsaboutyourconcern.

Interpretersareavailable.Ifyou

makeareportonlinethrough

theEthicsHotlinewebsite,itwill

promptyouformoreinforma-

tionaboutyourconcern.

DOIfyou’renotsureifsomethingraises

anintegrityquestion,askyourself:

• Doesitalignwithourvalues?

• Isittherightthingtodo?

• IsitlegalandamIauthorizedto

doit?

• IsitconsistentwithourCodeand

otherpolicies?

• Isitprofessionalandbusinesslike?

• WouldIwanttoseeitreportedin

themedia?

Iftheanswertoanyoftheseques-

tionsis“no,”youshoulddiscussthe

situationwithyourmanager,Human

ResourcespartnerortheOfficeof

theChiefComplianceOfficer.


Equal Opportunity and No Discrimination or HarassmentWe treat everyone with respect and

dignity.Weareanequalopportunity

employer.Wedonotbaseemploy-

ment-relateddecisionsonanindividu-

al’srace,color,religion,gender,gender

identity,nationalorigin,citizenship,age,

disability,sexualorientation,marital

statusoranyotherlegallyprotected

statusunderapplicablelaws.

Wealsodonottoleratediscrimination

orharassment.Itdoesn’tmatterifthe

conductisinperson,sharedelectroni-

callyoroccursoffcompanypropertyor

off-the-clock.Harassmentmayinclude

slursandanyotheroffensiveremarks,

jokesandotherverbal,non-verbal,sex-

uallyoriented,graphic,writtenorelec-

troniccommentsorphysicalconduct.

Accommodating DisabilitiesWe are committed to providing

accessible facilities and services to

our job applicants, associates and

customers with disabilities.Wewill

attempttoprovidereasonableaccom-

modationstoapplicantsandassociates

withdisabilities,asneededorrequired

byapplicablelaw.Ifyoubelieveyou

needanaccommodationtoperform

yourjob,evenforashortperiod

oftime,informyourmanageror

HumanResourcespartner.

HonestyWe are committed to honesty in the

workplace. Donotengageindishon-

estbusinesspractices,suchastheft,

fraud,merchandisediscountabuseor

intentionallymakingfalseormisleading

statements.Dishonestconductcan

alsobelyingoncompanyrecords

anddocuments(includingtime,payroll

orconversionrecords),intentionally

excludinginformation,ormisusing

companypropertyandassets,such

asourcomputersystems,foryour

ownorsomeoneelse’sbenefit.

Merchandise DiscountWhile we consider the merchandise

discount to be a beneFIt, it is also

considered a discretionary privilege

and there are guidelines to use it.

Youmayusethemerchandisediscount

topurchaseitemsforyourownpersonal

use,bonafide(real)giftsforothers

withoutbeingcompensatedwith

money,servicesorotheritems,orto

makeapersonaldonationtoacharita-

bleorganization.Yourspouseandyour

dependents(childrenthroughage22

whilestillinschoolanddependent

onyou)arealsoeligibletousethe

discount.Youreceiveyourdiscountat

allcompany-ownedstoresworld-wide

andVictoria’sSecretonline.The

discountisnotvalidinthird-party

operatedstoresorkiosks.Thediscount

istakenfromthefullticketpriceofeach

item.Itisnotvalidonpromotionalor

permanentlymarkeddown(red-lined)

merchandise.Likeanycustomer,you

mayreturnorexchangemerchandise

purchasedwithyourdiscountinaccor-

dancewiththebrands’returnpolicies.


YOU AND THE WORKPLACE

Weprovideaharassment-freeworkplacewithequalemploymentopportunities.


Thereareadditionalthingsyou

shouldknowaboutproperuseof

themerchandisediscount:

• Youcanpurchasegiftcardswith

yourdiscount;however,youcannot

makeapurchaseonlineusinga

discountedgiftcardorreceiveyour

merchandisediscountinstorewhen

redeemingadiscountedgiftcard.

• Unlessotherwisestated,youare

noteligibleforFriendsandFamily

discounts.

• Generally,youcannotcombineyour

discountwithspecialoffersor

couponseitherinstoreoronline.

Checkthetermsandconditionsfor

eachoffertoconfirmeligibility.

• Merchandisepurchasedwithyour

discountorataspecialassociate-

onlysale,orgiventoyoubythe

company(gratis),cannotbere-sold

anywhereelse,includingflea

markets,auctionwebsitesor

rummagesales.

• Youandyourdependentsmust

identifyyourselvesaseligibleto

receivethemerchandisediscount.

Youmaybeaskedtoprovidevalid

photoIDorotherdocumentation

suchasadiscountcardoremployee

IDnumber.

• Itisbothyourresponsibilityand

thestore’sresponsibilitytofollow

thediscountpolicy.Donotput

yourselforanotherassociateina

questionableoruncomfortable

positionof“bendingtherules.”

Associatescannotringtransactions

forthemselves,friendsorfamily.

Recording TimeWe follow all applicable wage

and hour laws and regulations.

Allhourlyassociates(andsomesalaried

associatesdependingonroleand

location)mustaccuratelyrecordall

thetimetheywork.Whenrecording

yourtime,youshouldnever:

• workwithoutgettingpaid

(off-the-clock);

• recordtimeforanotherassociate

oraskanotherassociatetorecord

timeforyou;

• intentionallyreportinaccuratetime

worked;or

• edityourowntimerecord.

Inaddition,associatesmustfollow

applicablelawsandcompanypolicies

regardingtraveltimepayandrestand

mealperiods.

Workplace Health and SafetyWe provide safe, clean and accessible

facilities for our customers and

associates.Wecomplywithall

applicableworkplacesafetylawsand

wehaveglobalsafetypoliciesand

procedurestoprotectusfrom

avoidableinjuryintheworkplace.

Whetheryouworkinastore,a

distributioncenteroranoffice,

it’simportantto:

• knowthesafetyandemergency

procedures(refertoyourbrand/

functionstandardoperating

proceduresortalktoyourmanager);

• watchforpotentialhazardsand

reportthemimmediatelytoyour

manager;

• immediatelyreportanyaccident

orinjury,nomatterhowminor,to

yourmanagerandtheEmergency

OperationsCenter(SeeContacts

section);and

• reportincidentsofobsceneor

threateningphonecallsorelectronic

postsrelatedtoworktothe

EmergencyOperationsCenter.


DO• Treateveryonewithrespect

anddignity.

• Followapplicablewageand

hourrules.

• Knowhealthandsafety

proceduresforyourworkplace.

• Submitaccuratetravelandex-

pensereimbursementrequests.

• Reportsuspectedviolationsof

theCodeimmediately.

No Weapons or FirearmsWeapons or fIrearms are not permit-

ted on company property or in our

stores.Onlyauthorizedassociatesand

thoseinlawenforcementcancarry

weaponsandfirearmsoncompany

propertyandinstores.

Drug- and Alcohol-free WorkplaceWe are committed to providing a

drug- and alcohol-free workplace.

Associatesmustworkentirelyfreeof

theeffectsofalcoholandillegaldrugs,

aswellastheadverseeffectsofany

otherlegalsubstance.Youmaynot

possessoruseillegaldrugsoralcohol

oncompanypremises,andyoumaynot

reporttoworkafterconsumingalcohol

orillegaldrugs.Forexample,youmay

notgotolunch,drinkalcoholandthen

returntowork.

No Workplace ViolenceWe take violence and threats

of violence very seriously.Anyasso-

ciatewhothreatensorcausesharmto

anyonemaybeterminatedregardless

ofwhetherthethreatwasmadeon-

oroff-the-clock,asa“joke”orin

the“heatofthemoment.”

Conduct Off The JobThe company is generally not

concerned with an associate’s conduct

off the job unless it gets in the

way of job performance or is

unprofessional.Whilethecompany

respectsyourprivacy,illegalactivities

orconductviolatingtheCodemaybe

subjecttodisciplinaryactionupto

andincludingterminationevenifthe

conductoccursoffthepropertyor

off-the-clock.

Travel and Expense ReimbursementIf you travel on company business

or purchase items on behalf of

the company, you are entitled to

reimbursement of qualiFIed expenses

includingmealsandtransportation

expensessuchasmileageoverand

aboveyournormalcommute.

Youareexpectedtoensurethat

expensessubmittedforreimbursement

arelegal,reasonableandcustomary,

business-relatedandappropriate.All

expensesmustberecordedaccurately

andcompletely,withtheappropriate

supportingdocuments(suchasdetailed

receipts)toensurethatthecompany

maintainsaccuratebooksandrecords.

Refertothecompany’straveland

expensereimbursementpoliciesfor

completedetails.


Partnering with Responsible Suppliers and Business PartnersWe pride ourselves on the quality and

integrity of our products and only

partner with suppliers that share our

values and our commitment to ethical

and responsible business practices.

Wewillnotknowinglydobusiness

withsuppliersorbusinesspartners

whoemployindividualsunderthe

localminimumworkingage,engagein

humantrafficking,employforcedlabor

orusecorporalpunishmenttodiscipline

employees,regardlessofwhetherthe

practicesarepermittedbylocallaw.

TheLBrandsSupplierCodeofConduct

morecompletelyoutlinesourstandards

forsuppliers.

Weactresponsiblywithrespectto

theenvironment.Wecomplywithall

applicableenvironmentallawsand

strivetominimizeourimpactonthe

environment.

Westrivetosellmerchandisethat

complieswithallapplicableproduct

safetylaws.

International Trade, Fair Dealing and Fair CompetitionWe comply with all laws that govern

international trade,includinglaws

intendedtopreventmoneylaundering

andcooperatingwithunsanctioned

boycottsandlawsthatregulateimports

andexports.

Wecompetevigorouslybutfairlyand

ethically.Itisimportantthatwefollow

allapplicablecompetitionlawsand

avoidpracticesthatinterferewithfair

andopencompetition.Thismeans,

forexample,thatyoumustnotenter

intoanyagreement(whetherformalor

informal)withoursuppliers,vendorsor

otherexternalpartiestorestraintrade.

Agreementscannotinclude:

• fixingpricesinourstoresorthose

ofourcompetitors;or

• boycottingcertainvendors.

Avoiddiscussionswithexternalparties

aboutthesetopics,eveniftheysuggest

itorifitcomesupatatradeevent.

Globalcompetitionlawsarecomplex,

andthepenaltiesforviolationsare

severe–forbothcompaniesandindi-

viduals.PartnerwiththeOfficeofthe

GeneralCounselforguidance.

Wedonotengageinunfairorfraudulent

businesspracticeseitherdirectlyor

indirectlythroughanexternalpartyto

helpLBrands’businessortohurta

competitor’sbusiness.Donotbedis-

honest,misrepresentoruseotherillegal

orunethicalmeanstolearncompetitors’

tradesecretsorobtainconfidential

informationaboutothercompanies.

Weadvertisehonestlyandfollow

applicableadvertisinglawsandstan-

dards.Ouradvertisingandmarketing

mustnotbedeceptive,unfairor

containmisrepresentations.Behonest

andaccuratewhendiscussingour

merchandiseandservices.Inaddition,

Westrivetobeagoodpubliccitizen.


HOW WE DO BUSINESS


don’tsayanythinguntrue,unfounded

ormisleadingaboutourcompetitors,

theirmerchandiseortheirservices.

Bribery and CorruptionWe are committed to using honest

and ethical business practices. That

meansthatwedonottoleratebribery

orcorruptionanywherewedobusiness

world-wide.Wefollowallapplicable

anti-corruptionlaws.

Amongotherthings,anti-corruption

lawsandcompanypolicyprohibit

allinstancesofoffering,giving,autho-

rizing,accepting,receiving,request-

ingorpromisingabribeoranything

ofvaluewiththeintenttoimproperly

influencesomeoneorgainanimprop-

eradvantage.

Additionalreviewmaybe

requiredtoensurethat

externalpartiesarereputable

andthecontractoragree-

mentwiththemmust

includeappropriate

anti-corruption

provisions.It’simport-

anttorememberwe

cannotaskanexternalparty

totakeanyactionwearepro-

hibitedfromtakingourselves.

Ifyouthinkyouwillinteractwith

governmentofficialsorhave

questionsaboutanti-corruption,

seekguidancefromtheOfficeof

theChiefComplianceOfficer,or

refertothecompany’sGlobal

Anti-CorruptionPolicy.

Conflicts of InterestWe avoid conflicts of interest.

Aconflictofinterestisapersonal

activity,interestorrelationshipthat

interferes(ormayappeartointerfere)

withanassociate’sobjectivityonbehalf

ofthecompany.Aconflictofinterest

cancreateasituationthatmakesit

difficulttodoourworkeffectivelyor

harmsthecompany’sbusiness.Your

ownactions,financialinterestsor

relationshipsmaycreateconflictsof

interest.Unlessdisclosedtoandautho-

rizedbythecompany,youcannothave

andmustavoidconflictsofinterest.

Conflictsofinterestcanbecreatedby

anyonewithwhomyouhaveaclose

personalrelationship.Forthepurposes

ofthispolicy,aclosepersonalrelation-

shipincludesyourspouse,partner,rel-

ative(byblood,marriageoradoption),

personyou’reromanticallyorintimately

involvedwithorothersyoulivewith.

Don’tallowaclosepersonalrelationship

orfriendshiptocreateanuncomfortable

orunfairworkenvironmentornegatively

affectjobperformance.Inaddition:

• Youmaynotsuperviseorreportto

anyonewithwhomyouhaveaclose

personalrelationship.

• Youmaynotoversee,revieworinflu-

encethejobevaluation,pay

orbenefitsforanyonewithwhom

youhaveaclosepersonal

relationship.

Afinancialconflictofinterestcanarise

whenyouractionsareinfluenced,or

appeartobeinfluenced,bypossible

financialgain.Thegaincouldbefor

yourselforsomeonewithwhomyouhave

aclosepersonalrelationship.Thiskindof

conflictofinterestmayhappenwhen:

• Youhaveafinancialinterestina

vendor,supplier,landlordorcompeti-

tor(otherthancertaininvestmentsin

apubliclytradedcompany).


DOThecompanymustknowabout

potentialconflictsofinterestas

andwhentheyarise.Contactthe

OfficeoftheChiefCompliance

Officerifyou:

• believeyouhaveaconflictof

interestorafinancialconflict

ofinterest;

• wanttogetinvolvedinanoutside

businessorjobopportunitywhile

workingwiththecompany;or

• wantclarificationofourconflicts

ofinterestpolicy.

• Youreceivemoney,servicesorfavors

fromanyoneotherthanthecompany

fordoingworkforthecompany.

Thecompanyownsthedesign,concept,

invention,formationorsimilarcreation

thatyoudevelopwhileworkingwith

thecompany.Youmaynotcompete

withLBrandswhileemployedbythe

companyincluding:

• takingforyourselfordirectingothers

totakeanybusinessopportunity

discoveredthroughyourworkon

behalfofthecompany;

• workingfor,oronbehalfof,a

competitorunlessapprovedby

thecompany;and

• servingasadirector,managerorad-

visorofanycompanyororganization

engagedinabusinessthatcompetes

orplanstocompetewithLBrands,

unlessapprovedbythecompany.

Business Gifts and HospitalityWe are careful when giving or

receiving business gifts or hospitality.

Avoidmaking,orappearingtomake,

businessdecisionsbasedonunethical

influences.Allexchanges(givingor

receiving)ofbusinessgiftsorhospitality

mustcomplywithapplicablelawsand

companypolicy.

Giftexamplesincludecashorcash

equivalents(giftcards,giftcertificates,

rebatesanddiscounts),merchandise,

personalfavors,transportation,travel

orvacationaccommodationsor

businessoremploymentopportunities.

Hospitalityincludesbusinessmealsand

ticketstosportingevents,concerts,

theater,golfandotherevents.

Examplesofallowablegiftsand

hospitalityinclude:

• businessmealsprovidedtheyare

notextravagant;

• anoccasionaleventiftheassociated

expenseisreasonable,custom-

aryandculturallyappropriate,the

externalpartywillattendwithyou,

andyouhavenotifiedyourmanager

(suchexpenseisconsideredagiftif

theexternalpartydoesnotattend

withyou);and

• giftsvaluedatUSD50orless.

Sometypesofgiftsandhospitalityare

alwaysprohibited.Youmaynotgiveor

receive(unlessnotedasanexception

below):

• cashorcashequivalents;

Exceptions

– giftcardsredeemableforour

companymerchandise

– laisee/redenvelopes(redpackets

containingcashgivenduring

holidaysorspecialeventslike

ChineseNewyear).Thecompany

doesnotofferlaisee/redenve-

lopestoexternalparties;however,

associatesinourAsiaofficesmay

acceptonelaisee/redenvelope

valuedatUSD15orlessfroma

person,companyorvendorgroup

outsideofLBrandsforasingle

holidayorevent.

• anythingas“quidproquo”(part

ofanagreementtodoanythingin

returnforthegiftorhospitality);

• anysolicitedgift;

• giftsvaluedatmorethanUSD50;

Exceptions

– perishablegifts(food,flowers,

candy,etc.),whichmustbe

sharedwithotherassociatesor

donatedtoalegitimatecharitable

organization(fordonations

contactCommunityRelations)


– agiftthatispre-approvedin

writingbytheOfficeoftheChief

ComplianceOfficer

• giftsorhospitalitythatwouldviolate

otherprovisionsoftheCodeor

applicablelaw;and

• anythingthatwouldcauseother

peopletoviolatetheiremployer’s

standards.

Anygiftorhospitalityyougivemustbe

accuratelydisclosedindetailonatravel

andexpensereimbursementform.

Anythingyougivetogovernmentof-

ficialsmustcomplywithallapplicable

lawsandthetermsofthecompany’s

GlobalAnti-CorruptionPolicy.

Interactions with GovernmentsWe are truthful and straightforward

with government entities. Ifyouare

contactedbyagovernmentorregulato-

ryrepresentativeandaskedtoprovide

informationorsubmittoaninspection

asarepresentativeofthecompany,in-

formyourmanagerimmediately.Never

knowinglyprovidefalseormisleading

informationtoanygovernmentofficial

orrepresentativeordestroyrecordsre-

latedtoaninvestigation.Similarly,never

directorencourageanotherassociate

todoso.

Political Activities We believe that involvement in

political activities in the communities

we serve is important to our

success.Thecompanyengagesinpublic

policyissuesandmaymakepolitical

contributionsaslawsallow.TheOffice

oftheChiefComplianceOfficerandthe

GovernmentAffairsdepartmentmust

pre-approveanyuseorcommitment

ofmoneyorothercompanyresources

forpoliticalactivitiesonbehalfof

thecompany.

Gettinginvolvedinthepolitical

processisentirelyyourownpersonal

andvoluntarydecision.Ifyouchoose

toparticipate,youcandosoonlyon

yourowntimeusingyourownmoney

orresources.Unlessauthorizedbythe

company,youarenotactingonbe-

halfofitandyoucannotusecompany

resourcesorservicesforyourpersonal

politicalactivities.

Thecompanycommunicateswith

governmentofficialsandagencies

aroundtheworldaboutpublicpolicy

issuesthatmayaffectourbusiness.

Becauselobbyingisstrictlyregulatedat

alllevels,theOfficeoftheChiefCompli-

anceOfficerandtheGovernmentAffairs

departmentmustpre-approvelobbying

activitiesonthecompany’sbehalf.

Charitable ContributionsWe are committed to doing well

to do good.Tobefairandconsistent,

theOfficeoftheChiefCompliance

OfficerandCommunityRelationsmust

pre-approveallcharitablecontributions

committedtoormadewithcompany

assetsonbehalfofLBrands,abrand

oraparticularfunction.Thisincludes

money,productandtheuseofour

spaceorresources,tolistafew.We

willnotgivecharitablecontributionsas

aconditionoforinordertoinfluence

abusinessdecision.

DO• Checkwithyourmanagerbefore

givingbusinessgiftsandhospital-

ityonbehalfofthecompany.

• Makebusinessdecisionsfreefrom

improperinfluences.

• ConsultwiththeOfficeofthe

ChiefComplianceOfficerand

CommunityRelationsbefore

committingcompanyassetsfor

acharitabledonation.


Protecting Business InformationOur business information is a valuable

asset and we protect it.Business

informationincludesconfidential,pro-

prietary,privilegedorsecretinforma-

tion.Itcanbewrittenorelectronic,or

itcanbeinformationyouknoworlearn

thatisnotformallydocumented.Some

examplesofbusinessinformationare:

• tradesecrets;

• intellectualproperty;

• salesfigures,includingcomparable

storessales;

• informationaboutourideasand

know-how,processesandproce-

dures;

• unannouncedproductlaunchesand

promotions;

• marketingandimages;

• privateinformationaboutcustom-

ersorassociatessuchascreditcard

numbersorbankinginformation;and

• vendorlists.

Businessinformationmustnotbe

sharedwithanyonewithoutalegitimate

businessorlawenforcementreason

andinaccordancewithallapplicable

lawsandregulations.Donotshare

businessinformationwithanyone

anywhereoutsidethecompany,unless

authorizedtodosoandinaccordance

withcompanypolicies.

Thecompany’sbusinessinformationis

classifiedaccordingtolevelofsensitivi-

ty.Certainlevelsofbusinessinformation

mayhavesafeguardrequirementsfor

collecting,handling,storing,transmit-

ting,accessing,securing,retainingand

destroying.Seethecompany’sInforma-

tionSecurityPolicyfordetails.

Youareresponsibleforkeepingthe

businessinformationyouworkwith

secureevenafteryouleavethecompany.

Innoeventshouldyouuseourbusiness

informationforpersonalbenefitorgain,

foreitheryourselforanotherperson

orcompany,evenifyouarenolonger

workingforthecompany.

Wedonotuseproprietaryornonpublic

businessinformationofotherswithout

permission.Youmustrespecttheconfi-

dentialityofothercompanies’business

information.Donotbringbusiness

informationfromanothercompanyto

LBrands.Donotintentionallymisrep-

resentoruseotherimpropermeans

toobtainanothercompany’sbusiness

information.Respectotherassociates’

obligationstoprotecttheconfidentiality

offormeremployers.Donotdownload,

distribute,keeporproduceunautho-

rizedcopiesfrombooks,magazines,

newspapers,films,videosmusicrecord-

ings,websites,productsorcomputer

programs.

Ifyouarenotsureaboutsharingor

safeguardingbusinessinformation,

checkwithyourmanager.

Inside InformationIn addition to protecting business

information, we comply with insid-

er trading laws.Insideinformation


OUR COMPANY AND YOU

Therelationshipbetweenyouandthecompanyisoneoftrust.


isinformation(aboutourcompanyor

anothercompany)thatisnotpublicand

isalsomaterial–thatis,areasonable

investorwouldconsidertheinformation

importantindecidingwhethertobuy,

sellorholdstock.Companypoliciesand

thelawstrictlylimitwhatwecando

whileweholdinsideinformation.

Youareprohibitedfromtrading

LBrandsstockandothersecurities

whileyoupossessmaterial,nonpublic

informationaboutthecompany.This

appliestoallassociatesofLBrandsas

wellastheirfamiliesandentitiesthey

control.Tradingincludesbuying,

selling,andshiftingaccountbalances,

investmentallocationsandinvestment

directionsincompanyplans.

Donotshareinsideinformationwith

anyoneunlesstheyhaveabusiness

needtoknowandnevershareinside

informationoutsideofLBrands.Refer

tothecompany’sInsiderTradingPolicy

foradditionaldetails.

Financial Integrity and Accurate RecordsWe ensure that company records

are accurate, timely and fairly

and completely reflect actual

transactions and events. Ourshare-

holders,customers,fellowassociates,

thepublicandgovernmententities

areentitledtoaccurateandtruthful

businessrecords.Weensurethatwe

areusingcompanyassetsappropri-

ately,andweareproperlyreflecting

allexpenditures,transactions,assets

andliabilitiesinourfinancialrecords.

Itiseachassociate’sresponsibilityto

createaccurateandcompleterecords

andfollowinternalcontrols.Ifyouare

unsureaboutwhatisrequired,talkto

yourmanager.

Wealsoensurethatwefollowcompany

policyandapplicablelawforretain-

ing,storinganddestroyingcompany

recordsandelectronicdata.Eachof

usisresponsibleforinformationand

recordsunderourcontrol.Wemustbe

familiarwiththerecordkeepingproce-

duresthatapplytoourjobs.Information

andrecordsmayonlybedestroyedin

accordancewiththecompany’sRecords

RetentionPolicyandneverinresponse

toorinanticipationofanaudit,investi-

gationorlawsuit.

Audits and InvestigationsWe cooperate fully with internal and

external audits and investigations of

possible violations of company policies.

Donotdestroyoralteranydocuments

thatmayberequestedaspartofan

investigationorauditonbehalfofthe

company.Donotlie,makeintentionally

falseormisleadingstatements,orfailto

provideaccurateinformationtointernal

orexternalauditorsorinvestigators,

orcauseotherstodoso.

Use of Company PropertyWe use work time and company

property for the benefIt of the

company. Companypropertyincludes

ourpremises,information,equipment,

documents,data,software,technology

assets,supplies,merchandise,samples

andsupportservices.Onoccasion,we

canusecompanypropertyforlimited

andincidentalpersonaluse.Donotbe

carelessornegligentwithcompany

property.Inaddition,donotparticipate

intheftorunauthorizedremovalof

companypropertyorthepropertyof

others.Thisincludesremovingsupplies,

samples,toolsorequipmentwithout

authorization.

DO• Createandmaintainaccurate,

completeandfairbusiness

records.

• ProtectLBrands’business

information.

• Respectintellectualproperty–

boththecompany’sandothers.

Material information could include: • earningsandotherfinancial

results;

• salesandcomparablestores

salesdata;

• inventorylevels;

• significantgainsorlosses

ofbusiness;

• plansforacompany

acquisition,saleormerger;

• managementchanges;and

• businessstrategies.


Improperuseofcompanyproperty

canexposethecompanytolegalor

financialrisk.Forexample,followthe

company’sInformationSecurityPolicy

whendownloadingsoftwareand

protectcomputerpasswordsand

informationstoredonoursystems.

Unlessotherwiseregulatedbyapplica-

blelaw,youshouldhavenoexpectation

ofprivacyonourpremisesorwhile

usingoursystemsornetworks.The

companyretainstherighttosearchany

andallcompanypropertyatanytime,

including,butnotlimitedtooffices,

desks,email,instantandmobile

messages,voicemailandanyother

company-providedcommunications

andcomputingdevices,servicesand

applications.Pleasebeawarethatyour

activities,includingpersonal,carried

outonourpremisesorusingour

systemsornetworksmaybecome

knowntous.

Intellectual PropertyWe safeguard the company’s trade-

marks and intellectual property

because they are some of our most

valuable assets.Weallhavethe

responsibilitytoprotecttheseassets,

includingreportingcounterfeitmer-

chandiseortheimproperdistributionof

ourproductsbyothers.Ourintellectual

propertyincludeslegallyprotectedcre-

ations,suchascopyrights,trademarks,

patents,brands,designrightsandtrade

secrets.Italsoincludesinventions,

designs,know-howandinnovationsthat

youconceiveordevisewhenthey:

• ariseoutoforaresuggestedbythe

company’sbusinessinformation

oranyworkyouperformedforthe

company;

• resultfromyouruseofthecompa-

ny’stime,facilitiesorassets;or

• otherwisearisefromyourworkon

behalfofthecompany.

Forthecompany’sprotectionaswell

asyourown,itiscriticaltoshowproper

respectforthelawsgoverningcopy-

right,fairuseofcopyrightedmaterial

ownedbyothers,trademarksandother

intellectualproperty,includingthe

company’sowncopyrights,trademarks

andbrands.Ifyouareunsureaboutyour

properuseofourintellectualproperty,

checkwithyourmanagerortheLegal

department.

External CommunicationsThecompanyreleasesinformation

relatedtoitsfinancialperformanceand

positiononsignificantissuesandstrat-

egiesonlythroughassociateswhoare

authorizedtospeakpubliclyonbehalf

ofthecompany.

Thecompanywillrespondtoinvestors

andthemediaonlythroughadesignat-

edspokesperson.Ifyou’reeverasked

tomakeacommenttoinvestorsorthe

mediaonbehalfofthecompany,politely

directtherequesttoCommunications.

SeeContactssection.

Allrequeststospeakexternallyasa

representativeofthecompanyat

occasionssuchasindustryconferences,

educationpresentationsandpanel

discussionsmustbeapprovedby

Communications.Participationincase

studies,whitepapers,otherpublished

piecesorawardentriesmustalsobe

pre-approved.Requestsforuseofthe

company’slogosorinclusionofthe

company’snameinpressreleases,

onwebsitesorattradeshowsby

externalparties,includingthe

media,mustbereferredto

Communications.

You are not restricted fromsharinginformationabout

yourownemploymentwith

othersorcooperatingwith

anyfairemploymentpractices

agency.Norareyourestricted

fromreportingpossibleviola-

tionsoflawtoanygovernment

agencyorentityormaking

anyotherdisclosurethatis

protectedunderapplicablelaw

orregulation.Youdonotneed

priorauthorizationfromthe

companytomakesuchreports,

andyouarenotrequiredto

notifythecompanythatyou

havemadesuchreports.


Using Digital MediaWe use Digital media responsibly.

Customers,competitorsandassociates

allovertheworldcaneasilyaccess

informationpostedondigitalmedia

channels.Usecommonsensewhen

postingandrememberthatourcom-

panypoliciesapplyevenifyouronline

activitiesarenotrelatedtoourbusiness.

Forexample,justasyouwouldn’t

discriminateagainstorinsultacustomer

orfellowassociateinperson,itis

unacceptabletodosoonline.

Don’tpostbusinessinformation,includ-

ingthecompany’sfinancialposition,

salestrends,forecasts,futureproduct

launchesandpromotions,vendorlists,

privateinformationaboutcustomers

orotherassociatessuchascreditcard

numbersorbankinginformationoroth-

erinformationthatcouldcompromise

yoursafetyorthatofothers.Respectall

copyrightandintellectualpropertylaws.

Solicitation and DistributionThere are times when we all feel the

need to contribute to something we

believe strongly in.Butit’simportant

toprotectourassociates’workactivities

andrelationshipswithbusinesspartners

fromthosewhopromotepersonalcaus-

es,productsorviewpoints.That’swhy

wehaveguidelinesforsolicitationfor

money,timeorresources,ordistribu-

tionofliterature.Theseguidelinesapply

equallytoassociateswhoaresoliciting

andthosebeingsolicited.Unlessyou

areauthorizedbytheOfficeoftheChief

ComplianceOfficerandCommunity

Relations:

• Donotsolicitduringworkingtime.

• Donotdistributeliteratureduring

workingtimeorinworkingareas.

Cafésandbreakareasarenotcon-

sideredworkingareas.Rest,meal

andotherauthorizedbreaksarenot

consideredworkingtimes.

• Donotusecompanytelephonesor

letterheadtosolicitotherassociates,

vendorsorbusinesspartnersorto

distributeliteratureofanykind.

• Donotsolicitvendorsorbusiness

partnersonbehalfofthecompany.

Neversolicitavendororbusiness

partnerifthereisastatedorimplied

understanding,suggestionorexpec-

tationthatsupportingapersonal

causeorcharitableeffortwillbenefit

thevendor’sorotherparty’sbusiness

relationshipwiththecompany.

Inaddition,pleasebeawarethat:

• Noncompany-sponsoredactivities

arenotpermittedoncompany

property,eveninnonworkingareas

orduringnonworkinghours.

Examplesinclude:

- bookfairs,magazinedrives,

candysales,cookiesales,

giftwrapsales,flowersalesor

otheroutsidepromotionalsales;

and

- postingoradvertisingitemsor

servicesforsale.

• Nonassociatesareprohibitedfrom

solicitingordistributingliterature

oncompanyproperty.

DO• Refermediainquiriesfor

commentsonbehalfofthe

companytoCommunications.

• Usedigitalmediaresponsibly.

• Maintainaworkplaceconsistent

withcompanypolicies.

solicitation as part of a company-sponsored campaign Occasionally,thecompany

maysolicitassociatesaspart

ofacompany-sponsoredcam-

paignfororganizationssupport-

edbyLBrands,suchasUnited

WayorPelotonia.Anycommu-

nications,solicitationorpromo-

tionaspartofacompany-spon-

soredcampaigntoassociates

canonlybemadeinaccordance

withcompanypoliciesandmust

beapprovedinadvanceby

CommunityRelationsand

Communications.


My signature below indicates that I have received the L Brands Code of Conduct:

Iacknowledgethat:

• Itismyresponsibilitytocomplywithallcompanypolicies,includingthosein

theCodeofConduct,andanyrevisionsmadetothem.

• ThecompanymaymodifytheCodeofConductfromtimetotimeasitdeems

necessaryandthatIwillbenotifiedofthesechanges.

• TheCodeofConductisnotanemploymentcontractanddoesnotaltermyat

willemploymentstatus.EitherthecompanyorIcanterminatemyemployment,

withorwithoutcause,atanytimeintheU.S.andinallotherlocationswhere

permissiblebylaw.

• Icannotdisclosethecompany’sbusinessinformationwithoutalegitimate

businessorlawenforcementreason(andinaccordancewithapplicablelaws

andregulations).

• Thecompanycancollectandretainmypersonalinformationforemployment

purposes,inaccordancewiththecompany’sprivacypolicies.

• Thecompanymayaccess,collect,intercept,use,disclose,move,communi-

cateand/ortransfer(includingacrossborders)anyinformationcommunicated

throughthecompany’scomputerand/orcommunicationsnetwork.

• Thecompanymayreleasemypersonalinformationasitdeemsnecessaryto

theappropriateworkers’compensationauthoritiesorotherappropriateparty

shouldIsufferaworkplaceinjuryoroccupationaldisease.

• Violationofanycompanypolicy,includingthosecontainedintheCodeof

Conduct,maybegroundsfordisciplinaryaction,uptoandincludingtermination

ofemployment.

Iunderstandthat:

• Icanshareinformationaboutmyownemploymentwithothersandcan

cooperatewithanyfairemploymentpracticesagency.

• Icanreportpossibleviolationsofapplicablelawsorregulationstoanygov-

ernmentalagencyorentityandcanmakeotherdisclosuresthatareprotected

underapplicablelaworregulation.Idonotneedtogetpermissionfromthe

companytomakesuchreportsandamnotrequiredtonotifythecompanyof

suchreportsordisclosuresoranyrelatedinvestigations.

Note: An electronic signature may serve as acknowledgment when the form is completed online.

_____________________________________________________________________Associatename(pleaseprint)

_____________________________________________________________________Brandordivisionname

_____________________________________________________________________Associatesignature(required)

_________________________Date

ACKNOWLEDGMENT

REV12_2016



CONTACTSUNITED STATES CANADA OUTSIDE OF NORTH AMERICA

Ethics HotlineTo report unethical behavior or suspected violations of our code of conduct

www.lb.ethicspoint.com+1.888.884.7218

www.lb.ethicspoint.com+1.866.892.4241

www.lb.ethicspoint.com

Mainland China4006000251

Hong Kong800.964214

India000.800.100.1071000.800.001.6112

Indonesia001.803.011.3570007.803.011.0160

IrelandDirectAccessCode+1-888-884-72181-800-550-000

Israel1.809.21.4405

Korea00798.14.800.659900308.110.48000798.1.1.009.8084

Philippines1.800.1.114.0165

Singapore800.120.4201

Sri LankaDirectAccessCode+1.888.884.7218112.430.430(outsideColombo)2.430.430(Colombo)

Taiwan00801.13.7956

United Arab EmiratesDirectAccessCode+1.888.884.72188000.555.66

United KingdomDirectAccessCode+1.888.884.72180.800.89.0011

VietnamVPNT1-201-0288VietTel1-288-0288AtEnglishpromptdial844-511-2821

Associate Information/ Human Resources

HRDirect+1.866.473.4728

HRAccessEmployeeSelfServicehttps://hraccess.lb.com

HRDirect+1.855.770.8707



Mast Far EastHRServiceCenter+852.2734.4000

United KingdomHumanResources+44(0)207.557.6670

Associate Intranet http://www.gettingtonext.com http://www.gettingtonext.com Mast Far Easthttp://msthrfeweb/

United Kingdomhttp://www/gettingtonext.com

Communications [email protected]+1.800.945.5088

[email protected]+1.800.945.5088



UNITED STATES CANADA OUTSIDE OF NORTH AMERICA

Community Relations [email protected] [email protected] [email protected]

Emergency Operations Center

+1.800.765.7465

[email protected]

+1.800.765.7465

[email protected]

+1.800.765.7465

InternationalTollFree08.082340479

[email protected]

Employment Verification

The Work Number®

www.theworknumber.com+1.800.996.7566+1.800.367.5690+companycode10217(non-members)

All Canada Brands/FunctionsLocalHumanResourcespartner

Mast Far EastLocalHumanResourcespartner

United Kingdom+44(0)[email protected]

Expense Reimbursement Department

[email protected]

[email protected]

Mast Far EastLocalfinanceteams

United [email protected]

Government Affairs [email protected]+1.614.415.7078



Office of the Chief Compliance Officer

Ethics & Compliance LBrandsIncP.O.Box16000 Columbus,OH43216 USA


Global Anti-Corruption LBrandsIncP.O.Box16000 Columbus,OH43216 USA


General CounselLBrandsIncP.O.Box16000Columbus,OH43216USA

[email protected]

Chief Compliance OfficerLBrandsIncP.O.Box16000Columbus,OH43216USA

[email protected]






[email protected]


[email protected]






[email protected]


[email protected]

Office of the General Counsel

[email protected] [email protected] [email protected]


Your Associate FileYourassociatefilecontainsinformation

requiredbylawandmayalsocontain

informationaboutyourworkhistory,

salaryorpayrate,performanceeval-

uations,andotherinformationrelated

toyourjob.Thesefilesareconsidered

companypropertyandmaynotbe

removedfromourpremisesorreleased

toanyonewithoutproperauthorization.

Allrequestsforaccesstoorcopiesof

associatefilesmustbereferredtoHR

DirectoryourHumanResourcespart-

ner.Toseeyourownfile,contactyour

HumanResourcespartner.Storeassoci-

atesshouldcontacttheirstoremanager

ordistrictmanager.

ReferencesGenerally,thecompanydoesnot

provideemploymentreferencesand

associates,includingmanagers,maynot

providejobreferencesonbehalfofthe

company.Ifyoureceivearequestfora

reference,pleaserefertherequestto

yourHumanResourcespartnerfor

aresponse.

Inresponsetoanexternalinquiryfor

informationaboutacurrentorformer

associate,thecompanywillverify

onlyemploymentdates,employment

status(partorfulltime),jobtitleand

departmentandworklocation.See

theContactssectionforemployment

verificationcontactinformation.

Pay and the LawNothingintheCodeofConductor

othercompanypoliciesisintended

toprohibitdiscussionofpayratesor

anyrightsprotectedbyapplicable

law(includinglabororemployment

standards).

Your CareerCareer Opportunities

Ourcompanyprovidestheopportu-

nityforgrowth.Wetrytopromote

fromwithin.Promotiondecisionsare

basedonmanyfactors,includingyour

performanceandyourabilitytoassume

additionalresponsibilities.

Performance Evaluations

Thecompanybelievesinproviding

associateswithconsistentand

constructivefeedbacktopromote

professionalgrowthanddevelopment.

Jobperformance,businessresultsand

economicconditionsaretheprimary

factorsindetermininganypotentialin-

crease.Typically,youwillparticipateina

performanceevaluationonceayearand

mayalsoparticipateinperiodicprog-

ressevaluationsthroughouttheyear.

Resignations

Youarefreetoresignyourpositionat

anytime;however,weencourageyou

togivetwoweeks’noticeasamatter

ofcourtesy(ortheamountoftime

specifiedinyouremploymentagree-

ment).Thecompanymaychooseto

releaseyoupriortoyourtwo-week

noticedate.Inthiscase,youwillbepaid

forallhoursworkedortosatisfycon-

tractualobligations,whereapplicable.

HOW WE SUPPORT

OUR CODEOTHER COMPANY POLICIES ABOUT

YOUR EMPLOYMENT


Leaving the Company

Ifyouleavethecompany,yourman-

agerorHumanResourcespartnercan

answeryourquestionsaboutfinalpay

arrangementsandtheterminationof

benefits.Tolearnmoreaboutwhat

happenstokeybenefits,pleaserefer

toyourbenefitsmaterials,HRDirector

contactyourHumanResourcespartner.

Beforeleavingthecompany,youwill

havetoreturnallcompanyproperty,

includingelectronicequipment,compa-

nycreditcards,youremployeeIDcard,

storekeys,discountcard,etc.Ifyouare

aU.S.associateandhaveapayrollcard,

youshouldkeepitintheeventyouare

rehiredbythecompany.

Scheduling and AttendanceYourhoursaredependentonwhereyou

workandtheneedsofthebusiness.

HOME OFFICE ASSOCIATESWhilehoursmayvaryofficetooffice,

ourstandardhoursare8:30a.m.to

5:30p.m.,MondaythroughFriday.

Dependingonthedepartment,

geographiclocationand/ortimeof

year,yourworkschedulemaydiffer.

Talktoyourmanageraboutspecific

workhoursforyourposition.

CUSTOMER CARE CENTER, DISTRIBUTION CENTER AND SHIPPING BUILDING ASSOCIATESWorkschedulesinthecustomer

carecenters,distributioncentersand

shippingfacilitiesaredeterminedby

businessneeds.Specificattendance

guidelinesareprovidedduring

orientation.

STORE ASSOCIATES

Ourlabormanagementtoolssched-

uletotheneedsofthebusinessand

associateavailability.Schedulesare

postedinadvanceofeachworkweek

electronically(whereavailable)andin

thebackroom.Availabilityandtimeoff

requestsmustbesubmittedthroughthe

onlineschedulingsystem(orinwritingif

noonlineschedulingsystemisavail-

able)beforethescheduleiscreated;

talktoyourmanagertounderstandthe

timelineforyourstore.Managementwill

doitsbesttoapproverequestswhile

allowingustomeettheneedsofthe

business.Onceaschedulehasbeen

published,storemanagementwillcom-

municateschedulechangestoyouonly

throughverbalconversations.

Be On Time

Youmustreporttoworkontime,

whetheryou’rejuststartingthedayor

returningfromrestormealperiods.If

youwillbelate,informyourmanageras

soonaspossiblebeforethebeginning

ofyourworkday/shift.Chroniclateness,

forwhateverreason,willaffectyourper-

formanceandmayresultindisciplinary

action,uptoandincludingtermination.

Ifyoumustleaveworkearly,talkwith

yourmanager.Leavingworkduring

aworkday/shiftwithoutyourmanag-

er’spermissionortakingunauthorized

breaksisnotpermitted.

When You Can’t Make It

Ifyouhaveadaywhenyoumustbe

absent,callyourmanageratyourfirst

opportunity(texting,emailing,instant

messagingandotherelectroniccommu-

nicationsarenotacceptableforms

ofnotificationforstore,distribution

center/shippingbuildingandcustomer


carecenterassociates).Pleasecallas

soonaspossiblebutnolaterthantwo

hoursbeforethebeginningofyour

workday/shift.Yourmanagerisrespon-

sibleforfindingcoverageforyourshift.

• Ifyouareabsentfiveormorecon-

secutivelyscheduledworkdays/shifts

duetoinjuryorillness,youmustget

anotefromyourdoctor.(Wealso

reservetherighttorequestanote

fromyourdoctorforabsencesless

thanfiveconsecutivelyscheduled

workdays/shifts.)

• Forallabsenceslastingmorethan

fiveconsecutivelyscheduledwork-

days/shifts,pleasecontactHR

Directinadditiontocontactingyour

managertodetermineifyouare

eligibleforleavetime.(SeeAssociate

InformationintheContactssection

forlocation-specificcontactdetails.)

Failuretocontactyourmanagerwhile

youareout(unlessyouareonanap-

provedleaveofabsence)couldaffect

youremployment.Wereservetheright

toterminatetheemploymentofany

associateabsentforthreeconsecutively

scheduledworkdays/shiftswithoutcall-

ingintoreporttheabsence.Youwillbe

deemedtohavevoluntarilyabandoned

youremploymentwiththecompany

andyouwillbedesignatedas“notto

berehired”byHumanResources.

Dressing for SuccessOurdresscoderequirementsvary

fromjobtojob.Thecompanydoes

notrequireassociatestopurchase

andwearLBrands’merchandise.You

maybeaskedtomodifyyourdressor

removeaccessoriestocomplywithour

brandpoliciesorsafetyprotocolsin

ourfacilities.Formoreinformationon

thedresscodeforyourjob,referto

yourorientationmaterialsorbrand

standardoperatingprocedures,ortalk

toyourmanager.

Associate Contact InformationPleaseensureyourcontactinformation

isup-to-datesowecancontactyou

incaseofanemergency.Toprotect

associatesafetyandprivacy,associate

contactinformationisnottobeposted

inthestorebackroomsorothercom-

monareasinourfacilities.

Personal PropertyKeepyourpersonalpossessionslocked

inyourassignedlocker,deskdrawer

orotherdesignatedarea.Donotleave

yourpersonalpossessionsunsecured.

Thecompanydoesnotassumeliability

foranylost,stolenordamaged

personalitems.

Smoking and Using Tobacco ProductsSmokingandusingtobaccoproducts

(includingcigarettes,electronicciga-

rettes,pipes,cigars,snufforchewing

tobacco)arenotpermittedinanyofour

facilities,distributioncentersorstores,

includingbackrooms.Ifyousmokeor

useothertobaccoproducts,pleasedo

soonlyindesignatedareas.Youare

requiredtofollowthesmoking/tobacco

policyinthemallorfacilityinwhich

youwork.

WHEN YOU CAN’T MAKE ITSTORE ASSOCIATESCallthestoreandspeakto

themanageronduty.Store

managersshouldcallthestore

anddistrictmanager.

DISTRIBUTION CENTER/SHIPPING BUILDING ASSOCIATES

Callthecall-offlineforyour

locationlistedinyourorienta-

tionmaterials.


Personal ChecksWeacceptonlypersonalchecksforthe

exactamountofyourpurchaseinour

stores.Youcannotwritecheckstocash

orcashyourpayrollcheckinastore.

Donotwritepersonalchecksona

closedaccountorwithouthaving

sufficientfundstocoveryourpurchases.

Ifthishappens,disciplinaryactionmay

occur,uptoandincludingtermination

ofemployment.

Before and After Business HoursWepermitonlyscheduledassociates

instoresbeforeorafterbusinesshours

unlessauthorizedbyadistrictmanager

orHomeOffice.Associatesshould

onlyenterbackroomswhentheyare

performingjob-relatedfunctions.

Visitors and CallersTopreventworkplacesafetyconcerns,

donotletorassistanyonetogain

unauthorizedaccesstoourpremises.

Associatesmustaccompanyvisitors

atalltimes.Asarule,associates

conductingstorevisitsorvisitingother

companyfacilitieswillidentifythem-

selveswhentheyarriveandwillpresent

thecompanyIDbadges.Wedonot

authorizenonassociates,visitorsor

customersinstorebackroomsor

distributioncenterswithoutapproval.

Ifyoucannotconfirmacallerisan

associate,youshouldnotdivulgeany

information,includingbusinessinforma-

tionandpersonalcustomerorassociate

informationsuchaspaymentdetails,

creditcardorcheckinformation,or

socialsecurityorothernationalidentifi-

cationnumbers,homephonenumbers,

addressesorworkschedules.Refer

thecallertoyourmanagerorother

appropriateresourcelistedinthe

Contactssection.Inaddition,report

therequestforinformationtothe

EmergencyOperationsCenter(EOC)

aslistedintheContactssection.

TheprovisionsintheCodeof

Conductdonotconstitutean

employmentcontract,andmay

bechangedatanytime.Nothing

intheCodeiswrittentoguaran-

teeemploymenttoanyassoci-

ateorguaranteethetermsor

conditionsofemployment.

Employmentatthecompanyis

atwillinallU.S.locationsandin

locationsoutsidetheU.S.where

permissiblebylaw,andcanbe

terminatedbyanassociateor

thecompanyatanytime,for

anyreasonorfornoreason,

andwithorwithoutpriornotice.

Unlessmodifiedbywritten

agreement,signedbyboththe

associateandtheVicePresident

ofHumanResourcesortheOf-

ficeoftheGeneralCounsel,no

managerorotherrepresentative

ofthecompanyhastheauthor-

itytoenterintoanyagreement

foranyspecifiedperiodof

timeortomakeanyagreement

contrarytotheprovisionsof

theCode,atwillstatusor

otherpoliciesorpractices

ofthecompany.

REV12_2017

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