CODE OF ETHICS TRAINING

1. CODE OF ETHICSTRAINING Logistics Applications Inc.

2. Purpose • Promote Ethical Behavior • Educate Employee Responsibility & Enforce Policy • Instruct Employees of What to do if he or she is a Victim or Witness to Unethical Behavior • Ensure that Complaints are taken seriously

3. General Conduct • LAI Maintains Reputation for honesty, fairness & integrity • Every LAI employee is expected to render honest, efficient, and courteous performance of his or her duties. • Employees are responsible and held accountable for adhering to all Laws, LAI policies, rules, directives, and procedures prescribed by LAI supervisory and management personnel. • All employees have a duty to report any evidence of any improper practice of which they are aware. • Improper practice means any illegal, fraudulent, dishonest, negligent, or otherwise unethical action arising in connection with LAI operations or activities.

4. Main Focus • Working at a Government Site • Security & Confidentiality • Personal Appearance Standards • Off Duty Conduct & Employment • Compliance with Laws

5. Working at a Government Site • Remember you are an LAI employee • Always identify yourself as an LAI employee • Meetings, emails, etc. • Take direction from your LAI Supervisor • Do not perform out-of-scope work that is not approved • Do not accept or provide gifts to Government employees • Immediately consult your supervisor if you have any doubts about the appropriate response to a situation

6. Working at a Government Site What Should You Do? A Government employee … • Directs you or other LAI employees to perform tasks outside the scope of the work • Tells you that even though it’s not in the work statement or in the SOP, it’s “your” job • Tells you to disregard a task or standard in the PWS because it’s not a priority

7. Working at a Government Site When in Doubt … • Tell the Government employee politely that you’ll be happy to help him or her, but that first you need to consult with your supervisor • Discuss and questions or concerns with the LAI PM • If the request is legitimate, the PWS may need to be modified. This is the job of the LAI Mgmt working with the Government • Don’t confront the Government employee or get into an argument about “scope”

8. Security & Confidentiality • Protect LAI proprietary information • Employee personal information • Plans and reports marked “LAI Confidential” • ALL LAI financial information is sensitive • Employee pay / Other LAI rates • Budgets, financial reports, etc. • Secure sensitive documents in a locked cabinet • Do not store LAI sensitive information on a Government computer • Do not share LAI proprietary information with Government employees

9. Use of LAI/Government Property • Business Purposes Only; no personal use • Includes • Computers • Equipment • Cell Phones • Vehicles • Badge (Misuse) • Supplies

10. Use of Communication Systems while Operating Vehicles • LAI prohibits use of cellular phones or similar devices while operating government and company vehicles, to include leased vehicles. The prohibition includes the use of both company-supplied and personal devices, and whether the business conducted is personal or company-related.

11. Personal Appearance • Dress Appropriate to your position • Follow the Dress Code • Uniforms – wear appropriately • Steel Toe Boots • Professional Appearance • Grooming • Hygiene • Good Personal Habits

12. Off Duty Conduct & Employment • Conduct Off Duty is Just as Important • Any Violations Should be Reported • Report other Employment

13. Compliance with the Law • Drug-Free Workplace Act • EEO Compliance • Workplace Harassment • Sexual Harassment

14. Drug Free Workplace Act • LAI prohibits Drug and Alcohol in the Workplace • Random Drug and Alcohol Testing • Employee Assistance Program Available • Worklife Matters • Prohibits Alcohol intake during business hours, including lunch breaks and on LAI/Government Property

15. EEO Compliance We do not engage in any illegal discrimination against or harassment of any employee on the basis of sex, race, religion, national origin, pregnancy, age, marital status, sexual orientation, veteran status, or disability.

16. Workplace Harassment • LAI’s responsibility to ensure an employee’s right to work in an environment free of all forms of discriminatory harassment.

17. Sexual Harassment • Sexual harassment occurs when unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of a sexual nature. • Employees are encouraged to report sexual harassment offenses to their supervisor, Project Manager or Human Resources immediately. • In addition, employees should consider the following when faced with harassment: • When confronted with harassment, clearly indicate that the attention is unwanted and uninvited; • Remember that the harasser can be a co-worker, supervisor or client.

18. QUID PRO QUO “This for That” HOSTILE ENVIRONMENT Types of Sexual Harassment

19. Quid Pro Quo “This for That” • Harasser has position of power or authority over the person being harassed • Refusal to submit will tangibly affect the individual’s term or conditions of employment • “Something for Something”

20. Hostile Environment • Unwelcome and demeaning sexually related behavior that creates an intimidating, hostile, or offensive work environment. • Subtle • One or several incidents • Intent of Harasser is irrelevant

21. Examples of Sexual Harassment • Requesting or offering sexual favors in return for job benefits • Comments, jokes, remarks, or threats that is sexual in nature • Discussion or passing rumors of sexual acts or involvement • Rating a person’s looks or sexuality • Repeatedly asking a person out for dates • Using inappropriate or demeaning terms such as “babe or honey”

22. Examples of Sexual Harassment (Continued) • Unnecessary touching, stroking, grabbing, patting, hugging, pinching, provocative posing • Unseemly gestures or sounds such as licking lips, winking or elevator eyes • Displaying/ giving sexually suggestive pictures or cartoons • Cornering or blocking passageway • Clothing adjustments, massages or back rubs

23. Examples of Sexual Harassment (Continued) • Obsessive Behavior, such harassment can include unwanted: • telephone calls, E-Mail messages, stalking, repeatedly following or harassing another person in a manner to induce (in a reasonable person) a fear of sexual battery, bodily injury, or death

24. Sexual Harassment • Document the incident as quickly as possible, and forward this information to the Human Resources; all complaints must be in writing. • LAI will address the issue in a timely and confidential manner, and will make the necessary changes to protect the employee against future offenses or retaliation. • An employee accused of sexual harassment will not only be subject to disciplinary action up to and including termination, but may also be subject to criminal penalties as defined by the law.

25. Violence in the Workplace • Zero Tolerance Policy • No talk of violence or joking about violence • All weapons banned • Reporting violence

26. Reporting Unethical Behavior • Employee’s Responsibility • Follow the Chain of Command • Supervisor or Manager • Operations • Report to Human Resources • Directly (Harassment Claims) • Anonymously

27. Violators of Unethical Behavior • Will be subject to discipline including Termination • May be subject to criminal penalties as defined by the law.

28. Thank You • Thank you for taking the LAI Online Training • Click below to submit and record this session in the database