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CODE OF ETHICSCODE OF ETHICS TRAININGTRAINING

Logistics Applications Inc.Logistics Applications Inc.

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PurposePurpose

Promote Ethical Behavior Promote Ethical Behavior Educate Employee Responsibility & Educate Employee Responsibility &

Enforce PolicyEnforce Policy Instruct Employees of What to do if Instruct Employees of What to do if

he or she is a Victim or Witness to he or she is a Victim or Witness to Unethical BehaviorUnethical Behavior

Ensure that Complaints are taken Ensure that Complaints are taken seriouslyseriously

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General ConductGeneral Conduct LAI Maintains Reputation for honesty, fairness & integrityLAI Maintains Reputation for honesty, fairness & integrity

Every LAI employee is expected to render honest, Every LAI employee is expected to render honest, efficient, and courteous performance of his or her duties. efficient, and courteous performance of his or her duties.

Employees are responsible and held accountable for Employees are responsible and held accountable for adhering to all Laws, LAI policies, rules, directives, and adhering to all Laws, LAI policies, rules, directives, and procedures prescribed by LAI supervisory and procedures prescribed by LAI supervisory and management personnel.management personnel.

All employees have a duty to report any evidence of any All employees have a duty to report any evidence of any improper practice of which they are aware. improper practice of which they are aware.

Improper practice means any illegal, fraudulent, Improper practice means any illegal, fraudulent, dishonest, negligent, or otherwise unethical action arising dishonest, negligent, or otherwise unethical action arising in connection with LAI operations or activities. in connection with LAI operations or activities.

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Main FocusMain Focus

Working at a Government SiteWorking at a Government Site Security & Confidentiality Security & Confidentiality Personal Appearance StandardsPersonal Appearance Standards Off Duty Conduct & EmploymentOff Duty Conduct & Employment Compliance with Laws Compliance with Laws

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Working at a Government SiteWorking at a Government Site

Remember you are an LAI employeeRemember you are an LAI employee Always identify yourself as an LAI employeeAlways identify yourself as an LAI employee

Meetings, emails, etc.Meetings, emails, etc. Take direction from your LAI SupervisorTake direction from your LAI Supervisor Do not perform out-of-scope work that is not Do not perform out-of-scope work that is not

approvedapproved Do not accept or provide gifts to Government Do not accept or provide gifts to Government

employeesemployees Immediately consult your supervisor if you Immediately consult your supervisor if you

have any doubts about the appropriate have any doubts about the appropriate response to a situationresponse to a situation

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Working at a Government Site Working at a Government Site What Should You Do? What Should You Do?

A Government employee …A Government employee … Directs you or other LAI employees to Directs you or other LAI employees to

perform tasks outside the scope of the perform tasks outside the scope of the workwork

Tells you that even though it’s not in Tells you that even though it’s not in the work statement or in the SOP, it’s the work statement or in the SOP, it’s “your” job“your” job

Tells you to disregard a task or Tells you to disregard a task or standard in the PWS because it’s not a standard in the PWS because it’s not a prioritypriority

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Working at a Government Site Working at a Government Site When in Doubt …When in Doubt …

Tell the Government employee politely that Tell the Government employee politely that you’ll be happy to help him or her, but that you’ll be happy to help him or her, but that first you need to consult with your supervisorfirst you need to consult with your supervisor

Discuss and questions or concerns with the Discuss and questions or concerns with the LAI PMLAI PM

If the request is legitimate, the PWS If the request is legitimate, the PWS may may need to be modified. This is the job of the need to be modified. This is the job of the LAI Mgmt working with the GovernmentLAI Mgmt working with the Government

Don’t confront the Government employee or Don’t confront the Government employee or get into an argument about “scope”get into an argument about “scope”

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Security & ConfidentialitySecurity & Confidentiality Protect LAI proprietary informationProtect LAI proprietary information

Employee personal informationEmployee personal information Plans and reports marked “LAI Confidential”Plans and reports marked “LAI Confidential”

ALLALL LAI financial information is sensitive LAI financial information is sensitive Employee pay / Other LAI ratesEmployee pay / Other LAI rates Budgets, financial reports, etc.Budgets, financial reports, etc.

Secure sensitive documents in a locked cabinetSecure sensitive documents in a locked cabinet Do not store LAI sensitive information on a Do not store LAI sensitive information on a

Government computerGovernment computer Do not share LAI proprietary information with Do not share LAI proprietary information with

Government employeesGovernment employees

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Use of LAI/Government PropertyUse of LAI/Government Property

Business Purposes Only; no personal Business Purposes Only; no personal useuse

Includes Includes ComputersComputers Equipment Equipment Cell PhonesCell Phones Vehicles Vehicles Badge (Misuse)Badge (Misuse) SuppliesSupplies

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Use of Communication Systems Use of Communication Systems while Operating Vehicleswhile Operating Vehicles

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

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Personal AppearancePersonal Appearance

Dress Appropriate to your positionDress Appropriate to your position Follow the Dress CodeFollow the Dress Code Uniforms – wear appropriately Uniforms – wear appropriately Steel Toe BootsSteel Toe Boots

Professional AppearanceProfessional Appearance GroomingGrooming HygieneHygiene Good Personal Habits Good Personal Habits

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Off Duty Conduct & EmploymentOff Duty Conduct & Employment

Conduct Off Duty is Just as Conduct Off Duty is Just as ImportantImportant

Any Violations Should be Any Violations Should be ReportedReported

Report other EmploymentReport other Employment

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Compliance with the LawCompliance with the Law

Drug-Free Workplace ActDrug-Free Workplace Act

EEO Compliance EEO Compliance

Workplace Harassment Workplace Harassment

Sexual Harassment Sexual Harassment

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Drug Free Workplace ActDrug Free Workplace Act

LAI prohibits Drug and Alcohol in the LAI prohibits Drug and Alcohol in the WorkplaceWorkplace

Random Drug and Alcohol TestingRandom Drug and Alcohol Testing Employee Assistance Program AvailableEmployee Assistance Program Available

Worklife MattersWorklife Matters Prohibits Alcohol intake during business Prohibits Alcohol intake during business

hours, including lunch breaks and on hours, including lunch breaks and on LAI/Government PropertyLAI/Government Property

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EEO ComplianceEEO Compliance

We do not engage in any illegal We do not engage in any illegal discriminationdiscrimination

against or harassment of any employee on against or harassment of any employee on thethe

basis of sex, race, religion, national origin,basis of sex, race, religion, national origin,pregnancy, age, marital status, sexual pregnancy, age, marital status, sexual

orientation,orientation,veteran status, or disability.veteran status, or disability.

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Workplace HarassmentWorkplace Harassment

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

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Sexual HarassmentSexual Harassment Sexual harassment occurs when unwelcome Sexual harassment occurs when unwelcome

sexual advances, requests for sexual favors, or sexual advances, requests for sexual favors, or any other verbal or physical conduct of a sexual any other verbal or physical conduct of a sexual nature. nature.

Employees are encouraged to report sexual Employees are encouraged to report sexual harassment offenses to their supervisor, Project harassment offenses to their supervisor, Project Manager or Human Resources immediately. Manager or Human Resources immediately.

In addition, employees should consider the In addition, employees should consider the following when faced with harassment:following when faced with harassment: When confronted with harassment, clearly indicate that When confronted with harassment, clearly indicate that

the attention is unwanted and uninvited;the attention is unwanted and uninvited; Remember that the harasser can be a co-worker, Remember that the harasser can be a co-worker,

supervisor or client.supervisor or client.

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Types of Sexual HarassmentTypes of Sexual Harassment

QUID PRO QUO “This for That”QUID PRO QUO “This for That”

HOSTILE ENVIRONMENTHOSTILE ENVIRONMENT

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Quid Pro Quo “This for That”Quid Pro Quo “This for That”

Harasser has position of power or Harasser has position of power or authority over the person being authority over the person being harassedharassed

Refusal to submit will tangibly affect Refusal to submit will tangibly affect the individual’s term or conditions of the individual’s term or conditions of employmentemployment

““Something for Something”Something for Something”

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Hostile EnvironmentHostile Environment

Unwelcome and demeaning sexually Unwelcome and demeaning sexually related behavior that creates an related behavior that creates an intimidating, hostile, or offensive intimidating, hostile, or offensive work environment.work environment.

- SubtleSubtle- One or several incidentsOne or several incidents- Intent of Harasser is irrelevantIntent of Harasser is irrelevant

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Examples of Sexual HarassmentExamples of Sexual Harassment

Requesting or offering sexual favors in Requesting or offering sexual favors in return for job benefitsreturn for job benefits

Comments, jokes, remarks, or threats that Comments, jokes, remarks, or threats that is sexual in natureis sexual in nature

Discussion or passing rumors of sexual Discussion or passing rumors of sexual acts or involvementacts or involvement

Rating a person’s looks or sexualityRating a person’s looks or sexuality Repeatedly asking a person out for datesRepeatedly asking a person out for dates Using inappropriate or demeaning terms Using inappropriate or demeaning terms

such as “babe or honey”such as “babe or honey”

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Examples of Sexual Harassment Examples of Sexual Harassment (Continued)(Continued)

Unnecessary touching, stroking, Unnecessary touching, stroking, grabbing, patting, hugging, pinching, grabbing, patting, hugging, pinching, provocative posingprovocative posing

Unseemly gestures or sounds such as Unseemly gestures or sounds such as licking lips, winking or elevator eyeslicking lips, winking or elevator eyes

Displaying/ giving sexually suggestive Displaying/ giving sexually suggestive pictures or cartoonspictures or cartoons

Cornering or blocking passagewayCornering or blocking passageway Clothing adjustments, massages or back Clothing adjustments, massages or back

rubsrubs

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Examples of Sexual Harassment Examples of Sexual Harassment (Continued)(Continued)

Obsessive Behavior, such Obsessive Behavior, such harassment can include unwanted:harassment can include unwanted: telephone calls, E-Mail messages, telephone calls, E-Mail messages,

stalking, repeatedly following or stalking, repeatedly following or harassing another person in a manner to harassing another person in a manner to induce (in a reasonable person) a fear of induce (in a reasonable person) a fear of sexual battery, bodily injury, or death sexual battery, bodily injury, or death

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Sexual HarassmentSexual Harassment Document the incident as quickly as possible, and Document the incident as quickly as possible, and

forward this information to the Human Resources; forward this information to the Human Resources; all complaints must be in writing.all complaints must be in writing.

LAI will address the issue in a timely and LAI will address the issue in a timely and confidential manner, and will make the necessary confidential manner, and will make the necessary changes to protect the employee against future changes to protect the employee against future offenses or retaliation.offenses or retaliation.

An employee accused of sexual harassment will An employee accused of sexual harassment will not only be subject to disciplinary action up to not only be subject to disciplinary action up to and including termination, but may also be and including termination, but may also be subject to criminal penalties as defined by the subject to criminal penalties as defined by the law.law.

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Violence in the WorkplaceViolence in the Workplace

Zero Tolerance PolicyZero Tolerance Policy No talk of violence or joking about No talk of violence or joking about

violenceviolence All weapons bannedAll weapons banned Reporting violenceReporting violence

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Reporting Unethical BehaviorReporting Unethical Behavior

Employee’s Responsibility Employee’s Responsibility Follow the Chain of CommandFollow the Chain of Command

Supervisor or ManagerSupervisor or Manager OperationsOperations

Report to Human ResourcesReport to Human Resources Directly (Harassment Claims)Directly (Harassment Claims) Anonymously Anonymously

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Violators of Unethical BehaviorViolators of Unethical Behavior

Will be subject to discipline Will be subject to discipline including Terminationincluding Termination

May be subject to criminal May be subject to criminal penalties as defined by the law.penalties as defined by the law.

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