Employee Handbook

Employment with Company is always at-will. Employees are free to terminate their employment at any time, with or without notice, and with or without cause. Similarly, the Company has the right to terminate an employee’s employment at any time, with or without notice, and with or without cause.

Nothing in this policy, or anywhere else in this handbook, is intended to infringe on any employee’s rights to engage in protected activity under the National Labor Relations Act.

In order to provide equal employment and advancement opportunities to all individuals, employment decisions and compensation packages at the Company will be based on merit, qualifications, and abilities. Employment practices will not be influenced or affected by an applicant’s or employee's sex (including gender identity or expression), sexual orientation, race, color, religion, creed, marital status, pregnancy, taking or denial of a leave of absence, national origin, citizenship status, ancestry, medical condition, age, physical/mental disability, reasonable accommodation, genetic information, veteran or military status, or any characteristic as protected by applicable federal, state or local law.

This policy governs all aspects of employment including selection, job assignment, transfer, compensation, corrective action, termination, and access to benefits and training. To that end, and to ensure we are continuing to hire and retain diverse talent, you may be asked for voluntary self-identification information.

In addition, under fair pay laws, we will not pay wages to any employee at a rate less than the Company pays to employees on the basis of sex, race or national origin, for work that is substantially equivalent and requires comparable skills, unless a bona fide factor other than sex justifies a pay differential. The Company prohibits retaliation against employees for discussing compensation.

If you have questions or concerns about any type of discrimination in the workplace, you are encouraged to bring these issues to the attention of your supervisor or HR at alpaca@livetinted.com. You can raise concerns and make reports without fear of reprisal.

Anyone found to be engaging in any type of unlawful discrimination or retaliation will be subject to corrective action, up to and including termination of employment.

The Company is committed to providing all of its employees with a workplace, whether virtual or in-person, free of harassment.  The Company maintains a zero-tolerance policy prohibiting sexual harassment and harassment on the basis of sex (including gender identity or expression), sexual orientation, race, color, religion, creed, marital status, pregnancy, taking or denial of a leave of absence, national origin, citizenship status, ancestry, medical condition, age, physical/mental disability, reasonable accommodation, genetic information, veteran or military status, or any characteristic as protected by applicable federal, state or local law.

This prohibition applies to all persons involved in the operation of the Company, including employees, supervisors, vendors, contractors, customers of the Company or any other third-parties you come into contact with through your work at the Company.  No employee is expected to tolerate any conduct prohibited by this policy from anyone while at work or engaged in Company business.

In keeping with our commitment to a harassment-free environment, the Company will comply with all applicable rules and regulations regarding the training of all employees.

Sexual harassment prohibited by this policy includes any unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when:

• - Submission to such conduct is made a term or condition of employment; or submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual; or

• - Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.

The following is a partial list of conduct that would be considered sexual harassment:

• - Unwanted sexual advances.

• - Offering employment benefits in exchange for sexual favors.

• - Making or threatening retaliation after a negative response to sexual advances

• - Visual conduct such as leering, making sexual gestures, displaying offensive, derogatory, obscene or sexually suggestive objects, e-mails, computer graphics or images, unwelcome notes or letters, photographs, cards, drawings, gestures, pictures, cartoons, calendars or posters placed on walls, bulletin boards, or elsewhere on Company premises or circulated in the workplace.

• - Verbal conduct such as making or using derogatory sexual comments, epithets, slurs, sexually explicit jokes, negative stereotyping, comments about an employee's body or dress.

• - Written communications of a sexual nature distributed in hard copy or via a computer network.

• - Verbal sexual advances or propositions.

• - Verbal abuse of a sexual nature, graphic verbal commentary about an individual's body, sexually degrading words to describe an individual, suggestive or obscene letters, notes or invitations.

• - Favoritism for engaging in consensual sexual relationships.

• - Physical conduct such as touching, assaults, impeding or blocking movements, unwelcome physical contact or staring at a person’s body.

• - Retaliation for making harassment reports or threatening to report harassment.

Sexual harassment can occur between employees of the same sex. It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females.

the Company also prohibits harassment on the basis of race, creed, color, national origin, citizenship status, religion, gender, gender identity or expression, ancestry, pregnancy, childbirth, physical or mental disability, medical condition, age, genetic information, veteran or military status or any other characteristic protected by applicable law. Such prohibited harassment includes but is not limited to the following examples of offensive conduct:

• - Verbal conduct such as threats, epithets, derogatory comments or slurs.

• - Visual conduct such as derogatory posters, photographs, cartoons, drawings or gestures.

• - Written communications containing statements that may be offensive to individuals in a particular protected group, such as racial or ethnic stereotypes or caricatures.

• - Physical conduct such as assault, unwanted touching or blocking normal movement.

• - Retaliation for making or threatening to make harassment reports to the Company, or for participating in an investigation into harassment allegations.

Abusive conduct (bullying) is defined as conduct, with malice, that a reasonable person would find hostile, offensive, and unrelated to the employer’s legitimate business interest.  Abusive conduct may include: repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets; verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating; or the gratuitous sabotage or undermining of a person’s work performance.

Any employee who believes that he or she is being harassed or bullied should immediately contact HR at alpaca@livetinted.com.  Retaliation against an employee who complains of harassment or abusive conduct or participates in an investigation is strictly prohibited.  No adverse action will be taken against an employee for lodging a good faith complaint about harassment or abusive conduct.  All complaints of harassment or abusive conduct will be promptly and thoroughly investigated, and where necessary, appropriate corrective action will be taken.

Any person found to have harassed or bullied another employee will be subject to disciplinary action, up to and including termination.

If you believe that you have been subjected to harassment, discrimination, or retaliation, whether or not specifically noted as an inappropriate behavior as described in this policy, you should immediately tell the harasser to stop his/her unwanted behavior, to the extent you are comfortable.  You are encouraged to immediately report the offensive behavior, preferably in writing, to your supervisor and/or HR at alpaca@livetinted.com. You are not required to report to any one chain of command, but may report to any of the specified individuals who you feel most comfortable with.

If you become aware of harassing conduct engaged in or suffered by another Company employee, regardless of whether such harassment directly affects you, you should immediately report that information, preferably in writing, to your supervisor and/or HR at alpaca@livetinted.com.  Supervisors must immediately refer all harassment complaints or violations of this policy to HR at alpaca@livetinted.com.

Complaints should include details of the incident(s), names of individuals involved, and the names of any witnesses.  No adverse action will be taken against an employee who makes a report or cooperates in the investigation of a report of harassment.

The Company’s policy is to conduct a fair, timely, and thorough investigation of any harassment claims through an interactive process with the employee, the accused and any appropriate witnesses.

The Company will protect the confidentiality of the harassment allegations to the extent possible. However, the Company cannot guarantee complete confidentiality, since we cannot conduct an investigation without revealing certain information to the alleged harasser and potential witnesses. At the conclusion of our investigation, we will attempt to determine whether unlawful harassment or any policy violation has occurred. The Company will look at the totality of the circumstances, including the nature of the conduct and the context in which it occurred. If appropriate, we will, as promptly as possible, communicate our findings and the remedial action (if any) to be taken, to the accused, to the complainant, and, when appropriate, to other persons who are directly concerned.

If we determine that harassment has occurred, the Company will take remedial action commensurate with the severity of the offense.  This action may include corrective action against the harasser, up to and including termination.  Steps will be taken, as necessary, to prevent any further harassment.

The Company strictly prohibits retaliation against any person by another employee or by the Company for using this complaint procedure, reporting harassment, or for filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by the Company or a governmental enforcement agency. Prohibited retaliation includes, but is not limited to: termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit to the person participating in an investigation.

The Company encourages all employees to report any instances of harassment forbidden by this policy immediately so that complaints can be resolved. In addition to the internal complaint procedure, employees should also be aware that employees may file complaints with the federal Equal Employment Opportunity Commission (EEOC) and respective state/local agencies.

The Company is committed to providing equal opportunities to individuals with disabilities. The Company will provide reasonable accommodations to enable a qualified applicant to perform the essential functions of the job that he or she is seeking, and to enable a qualified employee with a disability to perform the essential functions of a job currently held. The Company also strives to provide reasonable accommodations for applicants’ and employees’ sincere religious beliefs and practices. the Company will not be able to make an accommodation that would impose an undue hardship on the Company, as defined by law. Each accommodation request will be handled on a case-by-case basis, and every reasonable effort will be made to comply with it. Requests for accommodations should be directed to HR at alpaca@livetinted.com.

We are committed to full compliance with federal immigration laws and will not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility according to the Department of Homeland Security’s guidelines. Employees may raise questions or complaints about immigration law compliance without fear of reprisal by the Company.

If you have any concerns about working conditions or compensation, you are encouraged to voice them openly and directly with your supervisor and/or HR at alpaca@livetinted.com.

Our experience has shown that when employees deal openly and directly with one another, the work environment is more pleasant, communication is more effective, and attitudes are more positive. Open communication is a "two-way street,” so speak with us if you have any concerns or need any questions answered.

Types of Employment:

Exempt = Salary employees (not eligible for overtime)

Non-Exempt = Hourly employee and not exempt from overtime under state and federal guidelines

Full Time= Working 30 hours or more per week

Part Time= Working fewer than 30 hours per week on a regular basis

The work week at the Company begins on Sunday at 12:00am and ends on Saturday at 11:59pm.  The manager will determine specific workday hours for each employee based on the operational needs of the company. The Company is committed to providing employees with flexible work schedules, where appropriate.

From time to time, it will be necessary for the Company to hold a Company-wide meeting to discuss important information and provide team members with relevant updates. If you are scheduled to work that day, attendance is mandatory. Any exceptions must be approved in advance by your supervisor.

All employees will be paid their regular hourly rate for these meetings with any minimums for Reporting Pay as required by law by non-exempt employees.

The Company relies on non-exempt employees to keep track of their work hours. It is your responsibility to record your arrival, time out for lunch, time returning from lunch and your departure for the day by emailing HR at alpaca@livetinted.com your time each week. Payroll is semi-monthly on the 15th and last day of the month, and relies on accurate time card information from hourly employees.

Please note that a false and/or inaccurate time record may result in disciplinary action.

The following mandatory deductions will be made from every employee’s gross wages:

• - Federal income tax

• - Social Security

• - FICA tax

• - Medicare

• - Any applicable city and state taxes

Every employee must fill out and sign a federal withholding allowance certificate, IRS Form W-4, on or before his or her first day on the job. This form must be completed in accordance with federal regulations. The employee may fill out a new W-4 at any time when his or her circumstances change. Employees who paid no federal income tax for the preceding year and who expect to pay no income tax for the current year may fill out an Exemption From Withholding Certificate, IRS Form W-4E. Employees are expected to comply with the instructions on Form W-4. Questions regarding the propriety of claimed deductions may be referred to the IRS if necessary.

Every employee will receive an annual Wage and Tax Statement, IRS Form W-2, for the preceding year on or before January 31. In addition, any name or address changes must be submitted to the payroll manager on the Employee/Independent Contractor Status/Change form by January 15th in order to be included on the previous year’s W-2. If there are any concerns about your paycheck, please see the payroll manager as soon as possible.

The Company will reimburse employees for reasonable pre-approved business expenses in accordance with the company’s travel reimbursement policies. Employees must obtain approval from his or her supervisor in advance of incurring any business expenses. Original receipts are required to be attached to those requests.

The Company reimburses a flat-rate monthly reimbursement towards your cell phone bill and home internet. This will appear in the end of month paycheck. Other equipment may be reimbursable on a case by case basis.

We also reimburse use of your personal car at the current IRS mileage rate per mile for travel for authorized business activities. The IRS reimbursement rate is adjusted periodically.

The company will not pay or reimburse for fines relating to traffic or parking violations.

Overtime for non-exempt employees may only be authorized through the employee’s supervisor and is never at the employee’s discretion. It is the responsibility of supervisors to ensure that no unauthorized overtime hours are worked.

Non-exempt employees will be paid at the rate of one and one-half times their regular rate of pay for all hours in excess of 40 in a workweek.

Alternative overtime may be applicable in accordance with state law and the Company follows all state and federal laws regarding overtime pay.

The following policies apply to non-exempt employees whether or not they are scheduled to work on Company property. Meal and rest periods will be provided to non-exempt employees consistent with applicable law and in the employee’s discretion.

Non-exempt employees are not required to do any work or to be on-call during meal and rest breaks. If you do not take your meal and rest periods, notify HR at alpaca@livetinted.com via e-mail immediately, and in no event later than the end of your scheduled workday.

Non-exempt employees must record on their time records the times at which they begin and end meal breaks.

Work schedules for employees vary throughout our organization given we have employees in different time zones. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. Your supervisor will work with you to establish your work schedule.

We strive for a common goal of excellence; therefore, the informal evaluation of your performance is an ongoing process. In addition, formal performance discussions are conducted on a regular basis. The purpose of these discussions is to let you know the areas in which you have performed well, in addition to areas where improvement is needed to meet the established standards.

Salary discussions are generally conducted annually, however, it is important to note that while increases may occur, they are not guaranteed in terms of salary, promotions, or continued employment.

Personnel files are confidential and are maintained by HR. An employee or their representative may view his or her personnel file upon reasonable request and in accordance with state law. No employee may alter or remove any document in the personnel file, but may make copies of any documents signed by the employee. It is your responsibility to promptly notify us of any changes in important information such as: name, address, telephone number and person(s) to be notified in case of an emergency. Other information such as changes in marital status or dependents may affect the number of exemptions claimed for income tax withholding purposes and/or benefit options and should be reported to HR (alpaca@livetinted.com). The Company will take reasonable precautions to protect employee files and employee personally identifiable information in its records. Any demographic information or medical records will be maintained in a separate file, in accordance with legal requirements, and may only be reviewed by authorized individuals with the approval of HR (alpaca@livetinted.com).

To assure orderly operations and provide the best possible work environment, we expect all employees to refrain from the following list of unacceptable behaviors. Doing so will protect the interests and safety of you, your co-workers, our customers, and the Company. Since it is not feasible to list all forms of behavior that are considered unacceptable in the workplace, is it up to the Company’s discretion to determine if an employee conducts themselves in a way that inconsistent with our Codes of Conduct. If this happens, this may result in corrective action up to and including termination.

• - Theft or inappropriate removal or possession of Company property.

• - Falsification of employment records, employment information, timekeeping records, or other Company records.

• - Working under the influence of alcohol or illegal drugs.

• - Possession, distribution, sale, transfer, or use of alcohol or illegal drugs while on duty or while operating employer-owned vehicles or equipment.

• - Threatening violence against coworkers.

• - Negligence or improper conduct leading to damage or destruction of Company-owned property.

• - Insubordination or other disrespectful conduct.

• - Using abusive language toward coworkers, customers or other third parties you interact with through your job.

• - Violation of safety or health rules.

• - Sexual or other unlawful harassment.

• - Possession of dangerous or unauthorized materials, such as explosives or firearms, at any Company worksite or event.

• - Excessive absenteeism or any absence without notice.

• - Unauthorized absence from work station during the workday.

• - Failure to provide physician or medical certification when requested or required to do so.

• - Unauthorized use of Company-owned equipment, time, materials, or facilities.

• - Working overtime without authorization or refusing to work assigned overtime.

• - Unauthorized disclosure of business "secrets" or confidential information.

• - Committing a fraudulent act or a breach of trust under any circumstances.

• - Violation of personnel policies or unsatisfactory performance or conduct.

• - Engaging in criminal conduct whether or not related to job performance.

• - Unauthorized excess spending of funds.

• - Dishonesty, insubordination, or other failure to comply with Company policies.

• - Disparagement about the Company, its subsidiaries, or its practice.

While the Company does not seek to interfere with your off-duty conduct, certain types of off-duty conduct may interfere with the Company's legitimate business interests. Employees are expected to conduct their personal affairs in a manner that does not adversely affect the Company's integrity, reputation, or credibility. Off-duty conduct that adversely affects the Company's legitimate business interests or an employee's ability to perform his or her work will not be tolerated and may result in corrective action up to and including termination.

The Company will ordinarily give notice of problems with conduct or performance in order to provide an opportunity to correct those problems. This may include verbal counseling, written counseling, suspension or demotion as appropriate for the specific situation. As mentioned earlier and throughout this handbook, your employment with the Company is always at-will, and either you or the Company may terminate the employment relationship without notice or warning. Certain conduct or performance problems may result in termination even for the first offense.

The Company desires to avoid misunderstandings, complaints of favoritism, possible claims of sexual harassment, decreased productivity, increased liability, and the employee morale and dissension problems that can result from certain personal relationships between employees.

All employees are prohibited from becoming romantically involved with persons who report to them. If you become concerned about such a situation occurring, you must bring the circumstances to the attention of HR at alpaca@livetinted.com immediately.

All employees should remember that the Company maintains a strict policy against unlawful harassment of any kind, including sexual harassment. Perceived consensual relationships may potentially violate this policy.

Personal or romantic involvement with a co-worker, competitor, supplier, or vendor may impair an employee's ability to exercise good judgment on behalf of the Company or create a conflict of interest. An employee must immediately disclose any relationship of this type to HR at alpaca@livetinted.com. The Company will determine if an actual conflict of interest exists. If a conflict is determined to exist, the Company will take whatever corrective action it deems to be appropriate.

To maintain a safe and productive work environment, the Company expects all employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on working operations. In the event that you become aware of an anticipated tardiness or absence please notify your supervisor as soon as possible, but no later than one hour prior to the beginning of your scheduled start time. If it is after normal working hours, you should notify your supervisor and HR at alpaca@livetinted.com via email or by leaving a message with a return number.

Excessive absenteeism, tardiness (excused or not), or failure to be accessible during the work day, may result in counseling or corrective action up to and including termination of employment. Each situation of excessive absenteeism or tardiness shall be evaluated on a case-by-case basis.

However, even one unexcused absence may be considered excessive, depending on the circumstances. Employees who fail to report for work without any notification to management for a period of three (3) consecutive work shifts will be considered to have abandoned employment and have voluntarily resigned, unless otherwise prohibited by law.

When Employee is representing the Company, either in person or virtually, we ask employees to dress appropriately.

The Company prohibits discrimination based on natural hair style and hair texture.

The Company believes that its existing personal appearance standards are sufficiently flexible to accommodate reasonable dress and grooming requirements arising out of a bona fide religious belief, gender identity or expression, or medical necessity. Nevertheless, any employee who believes that s/he has a bona fide religious, gender identity related, medical or other substantial need for relaxation or exception to this policy should address the matter with HR (alpaca@livetinted.com).

Employees who use their own personal vehicles for business purposes must have a valid automobile license and insurance. An employee must not drive his or her vehicle on company business, unless doing so is part of their job responsibilities or they have received prior authorization from their supervisor to do so. In the course of such operation, employees are expected to comply with all traffic laws and at all times exercise good judgment and safe driving practices, including avoiding any activity which may distract their attention from the road or violate any law. Such activity includes speeding or other reckless driving, or being under the influence of alcohol, drugs, or other substances while operating a vehicle for business. Any employee who fails to use his or her seat belt, whether a driver or a passenger, in any vehicle on Company business is subject to corrective action, up to and including termination of employment.

If an employee whose position involves any driving is unable to obtain or maintain a valid driver's license or insurance coverage for the employee’s own vehicle, the Company will determine whether the employee will be terminated, transferred to a non-driving position, or otherwise.

Failure to comply with any of the above regulations may result in immediate termination of employment, even for the first offense.

While driving for Company business and/or on Company time, attention to the road and safety should always take precedence over conducting business on the phone. Personal or Company cell phone use, including text messaging, while driving is prohibited. In cases of emergency, drivers are required to complete calls while operating a motor vehicle when the vehicle is parked and/or use the phone in a “hands free” mode at all times. Drivers need to be aware use of a cell phone creates a distraction from safe driving and adjust their usage accordingly, including pulling off the road to continue/finish the conversation when needed.

All right, title and interest in and to the results and proceeds of employees’ services for the Company (including, without limitation, any and all works of authorship created by the Company or by associates in connection with their employment) shall be exclusively owned, throughout the universe and in perpetuity, by the Company or its successors or assigned as a "work made for hire," including all intellectual property rights therein, including, but not limited to, all trademarks, service marks, copyrights, patents and processes (whether tangible or intangible) therein and thereto for the life of the “Intellectual Property” including all extensions and renewals thereof.

The company endeavors to protect from disclosure all confidential, proprietary, and/or trade secret information about the Company, its products, and customers. To that end, the Company requires that employees, upon hire, sign a Non-Disclosure of Confidential Information Agreement.

Confidential information includes, but is not limited to:

• • Information relating to customers, vendors, suppliers, consultants, and investors, including, but not limited to contact information, preferences, orders, product usage, product volumes, pricing, promotions, sales activity, contract terms, and contract expiration dates;

• • Financial information (such as profit margins, budgets, projections, sales, forecasts, cost of goods, and financing sources);

• • Product and packaging processes, inspirations, designs, or manufacturing specifications;

• • Strategic business information (such as market share, current customer information, potential customer information, pricing and cost data, strategic partner data, business methods, technical know-how, and other intellectual property of the Company);

• • Private employee records (such as employee files, wage records, contact information, and medical information);

• • Marketing information (including customer lists, sales, and marketing plans);

• • Research and development materials;

• • Information relating to business plans, business planning, strategies, expansion planning, legal policies and procedures, ongoing legal matters;

• • Computer programs, source codes, databases;

• • Information concerning the personal business or affairs of Company employees, owners, investors, and customers;

Notwithstanding the foregoing, Confidential Information does not include information that is: (i) generally available to the public other than through a breach of this policy by you; (ii) of public record or filed with any public agency; (iii) that you can demonstrate was developed by or on behalf of you independent of Confidential Information; (iv) obtained by you without restriction from a third party who had a legal right to make such disclosure; or (v) that you can demonstrate was known to you at the time of its disclosure without an existing duty to protect the information.

This information has actual and/or potential independent economic value, and is subject to a reasonable effort by the Company to maintain its confidentiality. Any such information provided or disclosed to employees is intended by the Company to remain confidential and protected from disclosure until such time as the Company specifically declares such information to be no longer confidential.

Except as specifically directed by the Company, employees shall not make any disclosure of any Confidential Information, except as required or provided by law. Except as specifically directed by the Company, employees shall not duplicate or otherwise copy any Confidential Information. Upon termination or immediately upon request from the Company, employees shall return all Confidential Information in their possession.

Nothing in this policy is intended to restrict employees from exercising legal rights under any state or federal law nor will employees be subject to discipline for engaging in legally protected activity. Employees may not be held criminally or civilly liable under any Federal or State trade secret law for the disclosure of a trade secret that: (a) is made (i) in confidence to a Federal, State, or Local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (b) is made in a complaint or other document that is filed in a lawsuit or other proceeding, if such filing is made under seal.

Further, the Company will not retaliate against an employee in any way for disclosure made in accordance with the law. In the event a disclosure is made, and the employee files a lawsuit or other proceeding against the Company alleging that the Company retaliated against him or her because of his or her disclosure, the employee may disclose the relevant trade secret to his or her attorney and may use the trade secret in the proceeding if (i) the employee files any document containing the trade secret under seal, and (ii) the employee does not otherwise disclose the trade secret except pursuant to court order.

The Company’s computer, phone, and other electronic systems are important assets and have been installed to facilitate business communications.

Although employees may be able to use codes to restrict access to information left on the systems, it must be remembered that these systems are intended for business use and are the property of the Company. In keeping with this intention, we maintain the ability to access and monitor any information on the systems.

Because we reserve the right to obtain access to all voicemail and computer files including e-mail messages sent/received from personal e-mail accounts and Internet sites visited, employees should not assume that such information is private or that access by the Company or its designated representatives will not occur. Access to these systems may be conducted before, during, or after working hours, and in the presence or absence of the employee.

Employees are asked to always receive prior authorization before changing any work-related password or access codes that may be available. In addition, employees are prohibited from unauthorized use of access codes of other employees to gain access to voicemail or computer network systems. The Company reserves the right to keep a record of all passwords and codes used and may be able to override any such password system.

Employees are provided access to the Company’s information and communication systems for business reasons. Personal use of the computer systems, email, and the Internet are to be kept to an absolute minimum. Use of these systems for non-business purposes should be done only during breaks or meal periods.

At the Company, we strive to maintain a work environment that is friendly and relaxed yet highly professional. The use of an e-mail and voicemail system can sometimes lead to inappropriate business demeanor and inappropriate casual communication. Please make sure that conversations and electronic communications are appropriate in a work setting, and do not cross the line into areas that could offend anyone. Of course, employees are not allowed to use the Company’s information systems in any way that may be disruptive or offensive to others, including the transmission of anything that may be construed as harassment or disparaging of others. Inappropriate use of the Company’s information systems will result in corrective action up to and including termination.

Social media and similar communications have the potential to reflect on both you and the company. We hope that you will show respect for our employees, customers, vendors, and competitors. Employees are encouraged to use good judgment and caution when communicating via blogs, online chat rooms, networking internet sites, social internet sites, videos, and other electronic and non-electronic forums (collectively “social media”). Employees should have no expectation of privacy for publicly available social media.

Websites and social media profiles that represent the company must be disclosed, approved, and monitored by management.

Views expressed on social media must state that opinions expressed are the employee’s own and do not represent the views of the Company. You may face individual liability for any violations of the law arising out of your personal social media postings.

Misuse of social media includes but is not limited to: posting defamatory comments; improper disclosure of confidential information, trade secrets, or other protected information; and harassing, obscene, defamatory, threatening, or other offensive content. Harassing or discriminatory comments, particularly if made on the basis of any protected characteristic by law, may be deemed inappropriate even if the company name is not mentioned. If you have something negative to say about the Company, its products, customers or vendors, we highly encourage you to discuss your concerns with HR at alpaca@livetinted.com prior to posting. Employees must report any violation of this policy to HR at alpaca@livetinted.com. If social media communications may adversely affect your relationships at work or violate company policy, you may be subject to corrective action up to and including termination.

Nothing in this policy, or anywhere else in this handbook, is intended to infringe on any employee’s rights to engage in protected activity under the National Labor Relations Act.

We have no objection to you holding another job providing you can effectively meet the performance standards for your position with us, that such employment does not result in overtime obligations, and that the additional position does not conflict with the interests of the Company or reflect adversely upon it. If you have/desire supplemental employment, we ask that you seek approval from management to ensure no conflict of interest may arise. All employees will be held to the same standards of performance and scheduling demands. Exceptions cannot be made for employees who choose to maintain supplemental employment. If the Company determines that an employee's outside job interferes with his or her performance or ability to meet the Company's requirements, the employee may be required to elect between separating the outside employment or separating employee’s employment with the Company.

In order to avoid unnecessary annoyances and work interruptions, solicitation by employees is prohibited during working hours or utilizing the Company’s equipment.

The sale or solicitation of any items through use of the Company’s communications systems or during working hours is prohibited without prior approval from HR at alpaca@livetinted.com.

An employee who wants to terminate employment, regardless of employee classification, is requested to give as much advance notice as possible. Notice must be in writing to a supervisor. Two weeks or ten working days is generally considered to be sufficient notice time. If an employee resigns to join a competitor, if there is any other conflict of interest, or if the employee refuses to reveal the circumstances of his or her resignation and the future employer, the manager may require the employee to leave the Company immediately rather than work during the notice period. This is not to be construed as a reflection upon the employee’s integrity but an action in the best interests of business practice.

Either the employee or employer can terminate the employment relationship with the company at any time and for any reason. The Company subscribes to the policy of employment at will. Continued employment with the company is at the sole and exclusive option of company management. Permanent employment or employment for a specific term cannot be guaranteed or promised in the absence of a specific written contract of employment between an employee and HR.

Terminations are to be treated in a confidential, professional manner by all concerned.

Prior to the last day of employment, an employee may be asked to complete an exit interview.

On the final day of employment, HR must receive, or coordinate to receive, all Company property from the employee.

The employee’s final payroll check will be either in form of physical check or, if authorized in writing beforehand by employee, processed through ACH payroll system, or if applicable, mailed to the address on file for the employee. The final check shall include all earned pay and any expenses due the employee.

Final pay will be issued in accordance with applicable state law.

The Company publishes a (separate) list of paid holidays at the beginning of every year, which are paid out to non-exempt employees at their base rate of pay.

The following days are designated as paid Company holidays for 2026 and will generally be designated each year in January by the Company:

The Company provides comprehensive healthcare, vision, and dental benefits to full-time employees. Please contact HR at alpaca@livetinted.com for the summary and plan descriptions.

Company hires exceptional people to perform a wide variety of important functions that contribute to the success of our company. It is Company’s intent to provide our employees the freedom they require to balance the responsibilities of both their work and home lives, thereby maximizing their value to Company.

Employees will not accrue vacation, personal or sick leave. Eligible employees will be free to take leave when they require it. Employees’ ability to take paid time off is not a form of additional wages for services performed, but is part of the employer’s promise to provide a flexible work schedule – including employees’ ability to decide when and how much time to take off.

At Company’s discretion, leave may be tracked for business purposes. In addition, consecutive time off is limited to two weeks at a time, unless you receive prior approval.

Eligibility

All full-time exempt-level employees with 30 days of continuous service are considered eligible under this policy.

Expectations

Under this policy, exempt-level employees are expected to:

Recognize that at Company, we value all employees’ contributions and are committed to communicating with our team members in advance when scheduling an absence or notifying the appropriate team member before the start of the workday when an unscheduled absence occurs.

Understand that due to staffing needs, sometimes, not all leave requests can be honored. Advance requests are still subject to the appropriate approval.

Meet all established goals despite the absences.

Except for those on protected leave (such as state or federal family and medical leave), if an eligible employee is unable to meet the expectations outlined above, Company reserves the right to temporarily revoke flexible leave. Further, if gross abuse of this leave is observed, disciplinary action may be taken, which may include termination of employment.

Verification

Managers also reserve the right to request verification of absences (such as a doctor’s note) in accordance with applicable law.

Leave of Absence

This policy does not apply to eligible employees requesting military leave, Family Medical Leave, Parental Leave or Disability Leave, except that employees on an approved LOA may be paid for the first two weeks of leave commensurate with this policy. For more information on these types of leave, please see the corresponding policies located in Company’s handbook.

At the beginning of each calendar year (or upon hire for new employees), non-exempt employees will be frontloaded with 48 hours of paid sick leave. Paid sick leave may be used for the diagnosis, care, or treatment of an existing health condition of, or preventive care for, the employee or a covered family member. Covered family members include: a child (biological, adopted, or foster child, stepchild, or legal ward, or a child of a person standing in loco parentis); a parent (biological, adoptive, or foster parent, stepparent, or legal guardian of the employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child); a spouse or registered domestic partner; a grandparent; a grandchild; a sibling; or any other individual related by blood or whose close association with the employee is equivalent to a family relationship.

Paid sick leave may also be used for time off related to domestic violence, sexual assault, or stalking, including to seek medical attention, obtain services or counseling, relocate, participate in safety planning, or obtain legal or other relief. In addition, employees may use paid sick leave if they are the victim of a crime, or to assist a family member or a designated person who is the victim of a specified crime, including to seek medical care, counseling, victim services, safety planning, relocation, or to participate in legal proceedings. Effective January 1, 2026, paid sick leave may also be used for expanded crimevictim leave purposes recognized under California law, including to seek or renew restraining or protective orders; meet with law enforcement, the district attorney, or victimwitness services; prepare for and attend investigative interviews, depositions, and court proceedings (including criminal, juvenile, or civil matters); obtain medical or mental health care, counseling, and victim services; relocate or take other safety measures; and otherwise take steps to protect the health, safety, or welfare of themselves, a family member, or a designated person who is a victim of a covered crime. The Company maintains confidentiality and prohibits retaliation.

Employees may use paid sick leave in increments of one hour or more. The Company will not require employees to find a replacement worker as a condition of using paid sick leave.

Employees must provide reasonable advance notice when the need for sick leave is foreseeable. When the need for sick leave is unforeseeable, employees must provide notice as soon as practicable.

Unused paid sick leave will not carry over from year to year and will not be paid out upon separation from employment.

Additional paid time off will be provided if required by the jurisdiction in which you perform work for the Company.

Family and Medical Leave Act (FMLA)

If the Company is a covered employer under the federal Family and Medical Leave Act (“FMLA”), the Company will comply with the policy in Exhibit A of this Handbook. Employees may be eligible for leave under state law in addition to, or in lieu of, FMLA. Any leave provided under state law will run concurrently with FMLA to the extent permitted by applicable law.

Maternity Disability Leave

All employees who are regular, full-time employees who have been employed by the Company for at least twelve (12) consecutive months are eligible for paid maternity disability leave. Pregnant employees will be allowed up to six (6) weeks paid Maternity Disability leave for a vaginal delivery and eight (8) weeks’ Maternity Disability Leave (C-Section) in order to give birth and to recover from the birth. Maternity Disability Leave will begin when the employee’s doctor places the employee on disability prior to the birth and then for the period after the birth where the employee remains eligible for temporary disability benefits, up to a maximum of six or eight weeks.

While on Maternity Disability Leave, salaried employees will receive up to 100% of their weekly salary. Hourly employees will receive the equivalent of their average weekly wages. Maternity Disability Leave will be paid according to the Company’s standard payroll practices and will be coordinated with any state Paid Disability Leave, so in no event shall your payments from the Company and the state be more than your regular weekly earnings. It is each employee’s responsibility to apply for such benefits when appropriate.

Additional paid leave for prenatal disability will be provided where required by applicable state law.

Paid Parental Leave

Following the conclusion of Maternity Disability Leave, or in the case of employees who do not give birth but become parents through birth of a child by a spouse, domestic partner, surrogate, adoption, or foster care placement, the Company provides six (6) weeks of paid Parental Leave to eligible employees for the purpose of bonding with a new child.

During Paid Parental Leave, employees will receive 100% of their regular base pay. Paid Parental Leave will be paid according to the Company’s standard payroll practices. Employees who may be eligible for state-provided benefits are required to file for such benefits and such benefits will be coordinated with any state Paid Family Leave benefits, so that in no event shall payments from the Company and the state exceed the employee’s regular weekly earnings. It is each employee’s responsibility to apply for such state benefits when appropriate.

Employees who give birth may take Paid Parental Leave immediately following the conclusion of their Maternity Disability Leave. For the avoidance of doubt, Maternity Disability Leave and Paid Parental Leave are separate benefits that may be taken consecutively, providing eligible employees who give birth with a combined total of up to twelve (12) weeks (for vaginal delivery) or fourteen (14) weeks (for C-Section) of paid leave.

Lactation Accommodation

Unless doing so would seriously disrupt the operations of the Company, the Company will permit all employees the opportunity to take a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee’s infant child. To the extent possible, this break time should run concurrently with any break time already provided to the employee throughout the workday. For non-exempt employees, all break time utilized for this purpose that does not run concurrently with the employees’ paid 10-minute rest breaks will be unpaid. Employees who perform work while expressing breast milk will be paid for all time worked.

Employees who desire lactation accommodations should contact HR at alpaca@livetinted.com to request accommodations.

The Company will not discriminate or retaliate against an employee for exercising her rights under this policy.

Military Service Leave

The Company does not discriminate against any employee based on military duty or training. This means that employees will not be denied employment, reemployment, retention, promotion or other benefits of employment based on their military status.

In accordance with applicable law, the Company will grant a leave of absence for employees in the military, and the Company will reemploy such employees when they return from military leave unless doing so would be impossible or would pose an undue hardship. Employees seeking military leave must provide advance written or verbal notice of the need for military leave to your supervisor unless you are prevented from doing so by military necessity or if providing notice would be impossible or unreasonable.

Non-exempt employees who take military service leave will be granted time off without pay and may use accrued PTO benefits, if any. Exempt employees who take time off for this purpose and perform at least one day of work in a workweek will be paid their regular salary. Exempt employees’ salary will not be deducted for absences caused by temporary military leave.

Employees who have taken military leave are required to provide notice of their intent to return to work. Employees returning from military service are entitled to all the rights and benefits they would have had if they had remained continuously employed.

Bereavement Leave

We understand that your life outside of the Company is valued and that there are times of sorrow that need to be nurtured. The Company will provide three (3) paid days off per calendar year for non-exempt employees to attend the funerals of family members and friends. Non-exempt employees may take an additional two (2) days unpaid..

Jury or Witness Duty

The Company will honor the civic obligation of employees who are summoned to serve on a jury or to testify as a witness. Non-exempt employees who report for jury or witness duty will be granted up to five (5) days of paid time off, unless applicable state law requires that the Company pay for jury service. Exempt employees who report for jury or witness duty and work at least one day in the same workweek will be paid at their regular salary, in accordance with applicable law.

For planning purposes, employees must give reasonable notice to the Company that they are required to serve and must submit a copy of the notice for jury duty or the subpoena to HR at alpaca@livetinted.com and keep HR informed of the length of jury service. In the case of jury duty, the Jury Duty foreman will give you a notification the day you serve. Please bring it to your supervisor when you have completed your jury obligations. You are expected to report for work when not required to be in attendance as a juror or witness.

Voting

Employees are encouraged to vote for the candidates of their choice at local, state, or national elections either before their regular work shifts or after. The Company will provide paid time off to vote in accordance with applicable state law.

Social Security Insurance

As an employee of the Company you are covered under the provisions of the Federal Social Security Law (FICA). Social Security benefits can provide you some retirement income. There is a deduction from your wages for social security taxes; this amount is matched by the Company. The total contribution by you and the Company is credited toward your Social Security benefits, which may be available at the time you are eligible to retire. In addition, disability and survivors’ benefits are financed through Social Security deductions.

Unemployment Insurance

If your employment separates with the Company, you may be eligible to receive Unemployment Insurance Benefits. This insurance is fully paid by the Company and is administered by the State. In most cases, you must file a claim with the Employment Development Department in order to collect this benefit. Benefits are generally available to employees who are out of work through no fault of their own (including a reduction in regular workweek). Eligibility for benefits is determined by the state in which you work.

Worker's Compensation Insurance

A comprehensive Workers' Compensation Insurance program is provided at no cost to you. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, Workers' Compensation Insurance provides benefits after a short waiting period or, if you are hospitalized, immediately.

*Employees who sustain work-related injuries or illnesses must inform a supervisor immediately*. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible. You will be furnished an "Employee's Claim Form" within 24 hours of reporting the injury, which you must complete and return to your supervisor as soon as possible.

In the case of a one-time treatment of minor scratches, cuts, burns, splinters or other minor injuries, as long as there is no lost work time beyond the date of the injury, it will be treated as a first aid case. If additional care and treatment is needed, or if time is lost from work after the date of the injury, the claim will no longer be considered a “first aid” claim, but will be processed as a regular claim under Workers’ Compensation Insurance.

If treatment is required, management will send (or arrange transportation, if necessary) you to an approved medical facility. A written notice by the physician is required to authorize a return to work. Should the physician indicate physical limitations upon return to work, such limitations must be discussed with and approved by management.

All employees should be aware that new anti-fraud laws state that any person who makes or causes to be made any knowingly false or fraudulent material statement or material representation for the purpose of obtaining or denying Workers' Compensation benefits or payments is guilty of a felony. Neither the Company nor the insurance carrier will be liable for the payment of Workers' Compensation benefits for injuries that occur while working at home or during your voluntary participation in any off-duty recreational, social or athletic activity sponsored by the Company.

State Disability or Paid Family Leave

Employees in certain states may be eligible to collect lost income due to disability or for leave to care for a family member. Please contact HR at alpaca@livetinted.com for more information.

Our workspace is 100% remote at this time, which is full of wins and challenges.  To help navigate those, we have outlined below some guidelines and policies we have established for this virtual workspace. Whether we remain 100% remote or move to a partial home/onsite model in the future, we ask all employees to read and adhere to policies outlined herein and as may be developed from time to time.

The Company’s official working hours and response hours are as follows:

• - Employees located in PST and MST time zones: 8:00 AM PST to 5:00 PM PST

• - Employees located in EST and CST time zones: 9:30 AM EST to 6:30 PM EST

• - Having flex within a work schedule is fine if approved by your supervisor. Be mindful of calendars and time zones when planning and creating meetings.

Employees are expected to be engaged, productive, and readily available during their designated working hours and perform all job duties defined in their respective job descriptions effectively, which will be determined and measured by the supervisor. Employees are expected to be on-camera for all team meetings.

Unless meetings and/or projects temporarily hinder your ability to respond quickly to email or team chat, we expect employees to respond to email and team chat inquiries within their designated response hours and within the same workday.

If an employee is not available beyond 2 hours within a work day, we ask you to request a PTO day and set your response notifications on in Teams as well as your email.

LIVE TINTED Team Communication + Workflow Operating System

Objective: To create clarity, accountability, and speed by defining how and when each communication tool is used across Marketing, Digital, Product Development, Sales, Operations & Finance.

CORE PRINCIPLES

• Asana = source of truth (what projects are in process, what are the deadlines, who is the accountable person and who are their collaborators)
• Email = decisions + approvals (what was agreed)
• Slack = speed + collaboration (quick inputs)
• Text = exception only

BEST PRACTICES

• If the communication is not in the right place, it is as if it doesn’t exist.
• It is critical only the people needed on the email are on the email – do not copy everyone just for the sake of copying everyone and only include Deepica if she is the approver. Should be the accountable party and the approver and any key collaborators ONLY on the email.
• If there are 3 emails or 3 slacks or 3 texts on the same topic and no resolution, pick up the phone and call each other (or walk over to each other if you are both in the office together) or schedule 10 mins to chat live. Generally, if something is not resolved with clarity after 3 emails or 3 slacks, it will only get more confusing with more emails or more slacks and a live conversation is needed.
• Additionally, do not discount the importance of live (in-person or virtual) meetings. Even if a standing 15 mins each day with another stakeholder to go over key items, it can save a lot of confusion and emails and slacks.

Keep meetings efficient, must haves:

• Purpose of meeting, Deliverables
• Agenda + pre-reads (sent at least 24 hours ahead of time)
• Follow up sent with decisions, action items, etc. within 48 hours

EMAIL (FORMAL COMMUNICATION + APPROVALS)

EMAIL IS REQUIRED FOR:

• All Creative Briefs
• Creative assets, including brand, digital, and visual merchandising requests
• Campaign directions
• Decks, Presentations, Copy
• Merch concepts, including Retail/DTC GWPs
• Retail Secondary & Signage Creative

All Briefs MUST happen over email and ideally also over a live conversation when appropriate (Not Just In Asana)

• All Creative Reviews & Approvals
• Creative assets
• Campaign directions
• Decks + presentations
• Copy
• Merch concepts

Feedback + approvals MUST happen over email

• All Marketing Activations & Partnerships
• Event integrations / activations
• Brand partnerships
• Influencer partnerships
• Influencer gifting / mailers
• Talent engagements
• PR moments / stunts
• Any external-facing marketing initiative

Even if small or fast-moving, these must be documented and approved via email

• All Digital Activations
• Promotion/GWP campaigns across DTC, TTS, Amazon
• Site changes, design & development

• All Sales Activations
• Promotions, including tentpole events and smaller loyalty focused promotions
• Secondary placements
• Assortment changes & RTV proposals

• All Product Development Stage Gate Steps
• Gate 0: Promotion of Blue Sky ideas to Gate 1
• Gate 1: Product briefs for Concept Exploration
• Gate 2: Initial Feasibility Analysis
• Gate 3: Pre-Launch Prep
• Gate 4: Final Launch Execution

All stakeholder signoffs within each gate captured in Asana, Email to communicate when a Product has moved to the next gate and to share the associated deliverables (e.g. brief, forecast)

• Budget Reviews & Approvals
• Marketing budgets
• Promotion Participation, across Retail, DTC/TTS, Amazon
• New budget requests, including headcount
• Spend approvals, for any activation spend >$5,000
• Reallocations
• Final Sign-Offs
• Any “go-live” decision
• Final campaign approvals
• Launch readiness

• Meeting Scheduling
• Calendar invites
• Formal coordination

NOT ALLOWED (IF THESE ARE DONE, THERE MUST BE AN EMAIL TO FOLLOW-UP AND GET IT MEMORIALIZED IN EMAIL):

• Approvals via Slack
• Approvals via text
• Verbal-only approvals
• “Looks good” in passing

WHY:

• Clear paper trail
• Searchability
• Accountability across teams

EXPECTATION: Team members must check and respond to email multiple times per day. Expectation is all emails are responded to within 1 business day, even if it is a “Received and I will get to this on X day.”

SLACK (SPEED + COLLABORATION)

SLACK IS FOR:

• Quick Questions
• “Where is this doc?”
• “Do we have X asset?”
• “Who owns this?”
• Early Creative Gut Checks (NOT final reviews)
• “Quick take — direction A or B?”
• “Does this general idea make sense before I go deeper?”
• “Do you think this activation is worth my exploring?”

• Real-Time Updates
• Status updates
• Quick heads-ups
• Agency Work Flows (If an agency requires a channel for their comms process, this is approved – but creative approvals for Agency need to be done in Email, Asana, Click Up or another Project Management Tool/Tracker)
• Founder Idea Channels
• Create channel: #deepica-marketingideas
• Members Only include: Deepica + Ami + Neilesh
• Create channel: #deepica-productideas
• Members Only include: Deepica + Brandy + Neilesh
• Create channel: #deepica-retailideas
• Members Only include: Deepica + Celina + Neilesh
• Create channel: #deepica-digitalideas
• Members Only include: Deepica + Elena + Neilesh
• FOUNDER CHANNEL RULES:
• Every message must be acknowledged and responded to within 3 business days
• Response includes acknowledgment + prioritization clarity (which may be “cool, but not a priority”)

SLACK NOT FOR:

• Approvals
• Final decisions
• Budget sign-offs

EXPECTATION: Team members must check and respond to slack multiple times per day. Expectation is all slacks responded to within 1 business day (except Founder Idea Channels which are 3 business day turnaround), even if “Received and I will get to this on X day.” Or “Received, can you put into an email?”

TEXT (LIMITED USE)

• TEXT IS ONLY FOR:
• Urgent, time-sensitive communication (i.e., with influencers for real time social content reviews OR specific time sensitive work)
• Travel situations

OTHERWISE: Avoid text for work communication

ASANA (SOURCE OF TRUTH - All projects & deadlines live and are managed in Asana)

ASANA IS FOR:

• All Brand Marketing Creative Projects
• Campaigns
• Shoots
• Content calendars
• Merch + gifting
• Social Media assets
• Activations creative assets
• All Digital Marketing Creative Requests & Development Projects
• Paid ads, site assets (including, but not limited to, home page assets, landing pages, PDPs (both DTC and Retail), etc.), email/SMS assets
• Development projects, stages, timeline

• All Product Development Gate Steps & Documentation
• Briefs
• Financial Forecasts
• Makeup Artist & Creative Advisor Feedback
• Stakeholder Signoffs
• All Product Development Creative Projects
• Primary Packaging
• Secondary Packaging

• All Retail / Sales Creative Projects
• Visual Merchandising
• Education and Event Collateral
• Retailer Decks

Maintain Google Drive for all final deliverables, e.g. test results, pricing sheets, artwork specs

• Timelines + Deadlines
• Accountable Party for Key Deliverable
• Collaborators
• Due date
• Status
• Briefs (These live in both Email and In Asana)
• Creative briefs
• Campaign briefs
• New Product Development briefs

NOT ALLOWED:

• Managing creative projects via Slack
• Verbal-only direction

RULE: If it’s a project / deliverable and not in Asana, it is not being worked on.

Employees are expected to be available to attend scheduled meetings and participate in other office activities from their home office, as scheduled. While our dress code is casual, please be presentable and dress appropriate for being on-camera. Employees should not multi-task during meetings and must arrange for child and pet care during their work hours.

The company will provide a computer and necessary equipment for employee to perform their duties of the job. We will also provide remote tech support, as needed. Employees should have no expectation of privacy in Company equipment which may be monitored by the Company.

Attendance is essential and will be expected for any future in-person meetings, events and/or trainings scheduled in the future, as business needs require.

Violations of this policy will be treated as other violations and allegations of wrongdoing referenced in this employee handbook, which could lead to possible written warning and/or termination.

THAT’S IT!

Thanks for reading through this handbook. We couldn’t be more excited to start working with you!!

The Live Tinted Travel and Expense Guidelines establish procedures for team members incurring business travel and other business expenses on behalf of Live Tinted. It is important to remember that in all situations – whether covered by the Guidelines or not – prudent business judgment should prevail. These Guidelines apply to all team members of Live Tinted.

Our Goals in these Guidelines:

1. Ensure that all team members have a clear, consistent understanding of the policies and procedures for business travel and other expenses, and are set up for travel success, whether always on the go, or participating in a one-off business trip or off-site!

2. Provide business travelers with an appropriate level of service and comfort at a reasonable cost.

3. Manage travel and other business expenses.

4. Maximize Live Tinted's ability to negotiate discounted rates with preferred suppliers when possible, optimizing travel and other business expenses.

Team members incurring travel and other business expenses are responsible for complying with the Guidelines. Non-compliance may result in disciplinary action up to and including termination.

Managers authorized to approve expenses must ensure these Guidelines have been followed before approving. Deviation from the Policy must be explained, with the reviewer's approval being noted. Deviation could delay payment and result in a request for reimbursement by the Company from team members for improper charges to Company issued credit cards.

Your Live Tinted manager is responsible for ensuring the Guidelines are provided to all team members and for recommending appropriate action in cases of non-compliance.

All expense reports must be approved in accordance with Company policy. Approving managers are required to approve the expense report via the Ramp expense system.

Online expense reports should be submitted by the 5th of the month after travel or expenses were incurred (or as quickly as is reasonably possible in the case of international travel, after exchange rates are known for credit card charges). Expense reports are to be accompanied by receipts that show expense total above $75. Expenses are generally paid or reimbursed, as applicable, within 2 weeks after being received by the Finance Department, upon manager approval.

Field & Corporate team members with Corporate credit cards must book their travel accommodations on their own in line with Company Travel & Expense policy.

Corporate team members without Corporate credit cards must submit a copy of their preferred flight and hotels showing total cost to the Finance team with their manager on copy. Finance team will review their requests to ensure it is in line with T&E policy and then will issue a virtual credit card from Ramp that the team member can use to book travel on their own.

Any department planning to sponsor group or meeting travel involving 5 or more participants that does or does not include air travel must obtain pre-approval from the Department VP or above, and plan ahead in the yearly budgeting process. Group or meeting travel involving 5 or more participants that is not included within the annual budgeting process must obtain special approval from both the Department VP, Finance team, and COO.

Travel advances of any kind are prohibited.

Dependent on role requirements, certain Live Tinted team members will receive Company-sponsored credit cards issued from Ramp. Live Tinted team members may use the Company-sponsored card only for air travel, lodging, vehicle rental, meals, entertainment, and other miscellaneous travel and other business expense purposes as approved by the department head and/or Finance team, as applicable.

Team members may be required to reimburse the Company for any unauthorized out of policy charges incurred on the Company-sponsored credit card.

Company-sponsored cards are to be used for business purposes only – personal use is not permitted. Use of the Company-sponsored cards for personal use and/or delinquent review, coding and submission of receipt support may result in disciplinary action, up to and including termination.

Corporate card transactions are available to employees real time via the Ramp website and app. Card holders must review, code and submit monthly statements with receipts via Ramp to their manager no later than the fifth day of the month. To ensure timely submission, team members are encouraged to monitor spend activity and ensure they are maintaining receipt support for charges over $75 throughout the month.

Class of Service: Team members are required to book in Economy Class, Basic Economy not required. Business class for domestic flights is prohibited as a Company expense without advance approval.

Travel Time: Travel departures and arrivals should be scheduled in a manner that maximizes workday effectiveness.

Lowest Available Airfare: Airline tickets generally should be booked at the lowest airfare available, regardless of the airline. Connecting flights should be used when savings of $200 or more results for the entire round-trip and when no more than two hours is added to the ticket segment's total travel time. Team members may not specify a preferred carrier (regardless of frequent flyer program preferences) unless the all-in cost is identical or less.

Advance Booking: Whenever possible, flights should be booked a minimum of 21 days in advance in order to capture available discounts. If flight prices should exceed $350, team members should obtain prior approval from the Department VP or above prior to booking. Travelers should book non-refundable tickets. Last-minute travel should be avoided whenever possible.

Cancellations: If travel is canceled after the airline ticket has been issued, the team member must immediately notify the airline directly. If your trip is canceled entirely, be sure to cancel any hotel and vehicle reservations to avoid no-show fees. Unauthorized no-show charges are not reimbursable and will be charged back to the team member.

Frequent Flyer Program: The Company permits team members to retain their frequent flyer program benefits. However, it is against Company policy to book a more expensive flight to: obtain frequent flyer mileage; use upgrades; or gain any other ancillary personal benefits.

Team members should book lodging at well established, conveniently located and moderately priced hotels and generally should not exceed $200 - $250 nightly. In certain higher-priced markets, including but not limited to Los Angeles, San Francisco, D.C., Toronto, and New York, the Company recognizes that costs may be higher. In such cases, team members are expected to follow typical lodging practices to maintain practical spending levels appropriate for those markets.

As a guideline, team members should seek three and a half or four-star quality accommodations or similarly economical alternatives for suburbs, and four-star accommodations for major metros. Rates should be demonstrably competitive for the location and timeframe of booking, and safety should never be sacrificed for price savings. Recommended hotel accommodations may include chains such as Sheraton, Hilton, Marriott, Westin, and Hyatt. For those staying near the office in LA, recommended hotels include the Cara, The Aster, or the Line.

Cancellation: Hotels are guaranteed for late arrival. If a cancellation is required, the team member must cancel the room reservation and obtain a confirmation of the cancellation to avoid a no-show charge.

Airbnb, or shared housing, may be scheduled with approval from your Leadership Team member. Airbnb stay is not required. Airbnb's must provide each individual with their own bed, bedroom, and closed doors.

Vehicles are to be rented only when other means of transportation are unavailable, are more costly, or are impractical. Non-business-related vehicle rental expenses are not reimbursable. Rentals should be for standard size vehicles unless 3 or more individuals are traveling together. All vehicle rentals must be with the vehicle rental agency offering lowest available rate within a safe pick up and drop off location.

Vehicle Rental Insurance: All additional insurance offered by vehicle rental agencies must be declined when using rental cars for U.S. business travel. Company team members are covered by the Company's corporate insurance policy as well as, when applicable, through the Ramp credit card insurance coverage. All accidents must be reported to the vehicle rental agency. Also, notify your manager as soon as possible, and always within 24 hours of the occurrence of the incident.

Refueling: Team members are required to refuel rental vehicles prior to returning them to the rental car company.

Personal Vehicles: Team members may use their personal cars for business travel when transportation is unavailable or uneconomical and must maintain state-required minimum insurance coverage on their own auto policies. Reimbursement, if applicable, is at the standard IRS rate per mile, plus tolls or parking.

Mileage expenses submitted for reimbursement must include the store name and/or other business locations visited and the purpose of that travel.

Local Transportation: The cost of taxis or Uber car services to and from the places of business, hotels, airports, or railroad stations in connection with business activities is reimbursable. Use of taxis is limited to situations where more economical services (hotel vans, shuttles, etc.) are not available. Uber or other app services should be booked at lowest-fair, non-shared, options (e.g. not Black or SUV) unless lack of availability dictates upgraded service.

Please note that when traveling, safety is the #1 priority, especially (but not limited to) when traveling independently in evening hours and unfamiliar locations/markets. Safety should always prevail above cost, hence Uber Black is acceptable when traveling alone and/or in the evenings.

Reasonable meal expenses are reimbursable each day during overnight business trips. Meals are also reimbursed for team members when making day trips away from their primary business site. Actual expenses for breakfast, lunch and dinner are reimbursable.

Meal costs vary from city to city. Daily meal expenditures should be within reason. The daily domestic recommended limit is $75 for most cities for all three meals. Around $15, $20, and $35 can be a good rule of thumb for breakfast, lunch, and dinner respectively. In certain higher priced markets, including but not limited to Los Angeles, San Francisco, Washington D.C., Chicago, Boston and New York, the Company recognizes that costs may be higher and therefore a max limit of $100 for all three meals is allotted in these areas.

"Business and entertainment meals" are meals taken with team members, clients or prospects during which business discussion takes place. The senior team member participating should incur the department expenses. The receipt submitted must note the name and company represented for all individuals when reimbursable meals consist of more than one person, and the business purpose of the expense. The receipt support should be the detailed receipt which provides items ordered plus tax and tip.

People managers may incur meal charges related to one on one coaching, team development, or feedback sessions with direct reports on their team. People managers should not incur these types of charges any more than one time per quarter and should limit these types of outings to $50 per person present for low-mid markets and up to $75 per person in markets including but not limited to San Francisco, Washington D.C., Los Angeles, Chicago, Boston, and New York.

The use of in-room hotel phone is strongly discouraged (unless it is free of charge) when cellular phones are available to the team member to make such calls.

Cell Phones and Other Personal Electronic Devices: Each team member will receive a monthly cell phone and internet reimbursement within their paycheck issued from Gusto totaling $100. Any reimbursements in excess of this amount that are needed to effectively carry out assigned business responsibilities must be approved by both the team member's Department VP and COO.

Certain team members may need to purchase competitive product samples from other retailers. Team members will be reimbursed for samples purchased when proper approvals have been obtained. Samples that are paid for by the Company are to remain the property of the Company and will be utilized per Company direction. Unless they are asked to test product by their supervisors, team members may not use samples for their own personal use.

The following expenses, when directly related to business travel, are reimbursable: airline baggage charges for 1 checked bag; baggage charges for business related equipment or materials; inflight internet fee if service is required for business; parking while traveling; sensible tips, including hotel staff; reasonable baggage handling; international travel phone related charges; tolls.

The following expenses will not be reimbursed, as they are not considered a necessary part of performing business functions or because they are personal in nature. This list is not all-inclusive. Any item(s) deemed questionable should be discussed with your Manager prior to incurring on your Company-sponsored credit card or submitting for reimbursement.

Non-reimbursable items include: airline club membership dues; alcoholic beverages (outside of business meals or events); automated teller machine withdrawal fees; automobile repairs, towing, locksmith fees, battery charges, etc.; babysitter/child-care and/or pet-care fees; car washes; gasoline charges (unless related to rental vehicle) or excess refuel charges; hotel room movies; in-flight movies; medication; membership miles program dues; monthly internet charges (unless for Home Office pre-approved by Department Vice President); personal hygiene items; personal entertainment; personal items lost or stolen while traveling; traffic violations, parking tickets, or other fines and penalties.

Deviations from this policy may be approved by your Leadership Team member.

In order to provide equal employment and advancement opportunities to all individuals, employment decisions and compensation packages at the Company will be based on merit, qualifications, and abilities. Employment practices will not be influenced or affected by an applicant’s or employee's sex, gender (including gender identity or expression), sexual orientation, race (including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, religion, creed, marital status, pregnancy, taking or denial of a leave of absence, national origin, citizenship status, ancestry, medical condition, age, physical/mental disability, reasonable accommodation, genetic information, veteran or military status, the “intersection” or combination of two or more of those categories, or any characteristic as protected by applicable federal, state or local law (collectively referred to as "protected characteristics"). The Company may use software to assist hiring or evaluation, but decisions won’t be made or supported in a discriminatory way. Applicants/employees may request reasonable accommodations or an alternative assessment.

This policy governs all aspects of employment including selection, job assignment, transfer, compensation, corrective action, termination, and access to benefits and training.

The Company will not pay wages to any employee at a rate less than the Company pays to employees of another sex, race or national origin for work that is substantially equivalent and requires comparable skills, unless a bona fide factor other than sex, race or national origin justifies a pay differential. The Company prohibits retaliation against employees for discussing compensation. Any questions regarding this policy should be directed to HR at alpaca@livetinted.com.

The Company recognizes the importance of maintaining a safe workplace with employees who are honest, trustworthy, qualified, reliable, and nonviolent, and who do not present a risk of serious harm to their co-workers or others. For purposes of furthering these concerns and interests, the Company reserves the right to investigate an individual’s prior employment history, personal references, and educational background, as well as other relevant information.

Consistent with legal requirements, the Company also reserves the right to obtain and to review an applicant’s or an employee’s credit report, criminal history, and other relevant information, and to use such information when making employment decisions. The Company complies with the requirements of state and municipal fair chance ordinances for employees or applicants.

The Company is committed to providing all of its employees with a workplace free of harassment. We believe everyone should be treated with the utmost respect. To that end, the Company maintains a strict policy prohibiting sexual harassment and harassment on the basis of sex, gender (including gender identity or expression), sexual orientation, race, color, religion, creed, marital status, pregnancy, taking or denial of a leave of absence, national origin, citizenship status, ancestry, medical condition, age, physical/mental disability, reasonable accommodation, genetic information, veteran or military status, or any characteristic as protected by applicable federal, state or local law.

This prohibition applies to all persons involved in the operation of the Company, including employees, supervisors, vendors, contractors, customers of the Company or any other third parties you come into contact with through your work at the Company. No employee is expected to tolerate any conduct prohibited by this policy from anyone while at work or engaged in Company business.

The Company will not tolerate any type of abusive conduct (also known as “bullying”) whether it is based on a protected category or not. Abusive conduct is defined as conduct, with malice, that a reasonable person would find hostile, offensive, and unrelated the employer’s legitimate business interest. Abusive conduct may include: repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets; verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating; or the gratuitous sabotage or undermining of a person’s work performance.

If you believe you have been bullied, or if you become aware of an incident of bullying, immediately report the matter to HR at alpaca@livetinted.com. Retaliation against an employee who complaints of abusive conduct or participates in an investigation is strictly prohibited.

Supervisors must immediately refer all harassment complaints or violations of this policy to HR (alpaca@livetinted.com).

Complaints should include details of the incident(s), including the date, names of individuals involved, and the names of any witnesses. No adverse action will be taken against an employee who makes a report or cooperates in the investigation of a report of harassment. The Company’s policy is to conduct a fair, prompt, and thorough investigation of any harassment claims through an interactive process with the employee. The Company will protect the confidentiality of the harassment allegations to the extent possible. However, the Company cannot guarantee complete confidentiality, since we cannot conduct an investigation without revealing certain information to the alleged harasser and potential witnesses. At the conclusion of our investigation, we will attempt to determine whether harassment has occurred. The Company will look at the totality of the circumstances, including the nature of the conduct and the context in which it occurred. If appropriate, we will, as promptly as possible, communicate our findings and the remedial action (if any) to be taken, to the accused, to the complainant, and, when appropriate, to other persons who are directly concerned.

In addition to the internal complaint procedure, employees should also be aware that the federal Equal Employment Opportunity Commission (EEOC) and California Civil Rights Department (formerly Department of Fair Employment and Housing (DFEH) will accept and investigate charges of unlawful discrimination or harassment in employment at no charge to the complaining party. Information may be located by visiting the agency website at www.eeoc.gov or www.calcivilrights.gov.the Employees who believe that they have been harassed may file a complaint with either of these agencies.

Sexual harassment can occur between employees of the same sex. It is unlawful for males to sexually harass females or other males or gender non-binary employees, and for females to sexually harass males or other females or gender non-binary employees.

Employees are required by law to complete a mandatory yearly training on Anti- Sexual Harassment. An email to CA employees will be sent during their first week of employment with instructions to access and complete an interactive web- based training on this topic.

Employees will have 3 weeks to complete the mandatory training for their continued employment and will be tracked by the Company.

California non-exempt employees are entitled to a 30-minute unpaid and uninterrupted meal period on each day they work more than 5 hours, and a second meal period on each day they work more than 10 hours. The first meal period must be provided no later than the end of the employee’s fifth hour of work. The second meal period must be provided no later than the end of the employee’s tenth hour of work. For example, an employee who starts work at 7:00 a.m. must begin their first meal break no later than 12:00 p.m. (before 12:01 p.m.), and if working more than 10 hours, must begin their second meal break no later than 5:00 p.m. During meal periods, employees must be relieved of all duties and free from employer control; the Company will not impede or discourage employees from taking their full, uninterrupted meal periods. Employees must clock in and out for meal periods, or record the beginning and ending times of meal periods on their timesheets every day. Rounding of meal period time punches is prohibited; meal period start and end times must be recorded to the minute. Employees may be required to sign a certification confirming they have been provided with all of their meal periods during the pertinent pay period. Meal periods may not be postponed to the end of the workday to leave early.

California non-exempt employees may voluntarily waive their first meal period only if their total shift is 6 hours or less. Employees may voluntarily waive their second meal period only if: (1) their total hours worked do not exceed 12 hours; and (2) they did not waive their first meal period. All meal period waivers must be in writing and may be revoked by the employee at any time. The Company will maintain records of all meal period waivers.

California non-exempt employees are allowed a paid ten minute rest period for every four hours of work or major fraction thereof. For example, an employee working more than 3.5 hours but less than 6 hours will be entitled to one rest break, an employee working more than 6 hours but less than 10 hours will be entitled to two rest breaks, and an employee working more than 10 hours but less than 14 hours will be entitled to three rest breaks. The rest period should be taken as close as possible to the middle of the four hour period.

Rest periods may not be combined with meal periods. Rest periods are counted as hours worked and are paid; employees are not required to record rest periods on timesheets or time cards. Rest periods may not be waived, combined, or skipped to shorten the workday or accumulated for any other purpose. If an employee is not provided with a compliant rest period, the Company will pay one additional hour of pay at the employee’s regular rate of compensation for each workday on which a rest period violation occurs. This premium pay is wages and must be reported on the employee’s wage statement and included in the regular rate for overtime calculations. Employees who believe they have not received a compliant rest period should promptly notify their supervisor or HR (alpaca@livetinted.com).

The Company will provide a reasonable amount of break time to accommodate a female employee’s need to express breast milk for the employee’s infant child. The break time should, if possible, be taken concurrently with other break periods already provided. Non-exempt employees should clock out for any time taken that does not run concurrently with normally scheduled rest periods, and such time will generally be unpaid. The Company will provide the employee with the use of a room or other location in close proximity to the employee’s work area for the employee to express breast milk in private.

The Company will provide employees with the use of a room or a private area, other than a bathroom or toilet stall, that is shielded from view and free from intrusion from co-workers and the public.

The Company will make a reasonable effort to identify a location close to the employee's work area that is safe, clean, has seating and electricity, as well as a place for personal items. The Company will also provide access to a sink with running water and a refrigerator or cooler for storing milk. This location may be the employee's private office, if applicable. Lactation is considered a pregnancy-related condition under California law.

Employees should notify their manager or HR (alpaca@livetinted.com) to request time to express breast milk under this policy. The Company does, however, reserve the right to deny an employee’s request for a lactation break if the additional break time will seriously disrupt operations.

Non-exempt California employees who work an established split shift will receive one additional hour’s pay at the minimum wage rate for that work day. Any hourly amount earned above the minimum wage offsets the split shift pay requirement. The additional hour of compensation for the split shift is not counted as hours worked for the purposes of calculating overtime compensation. Employees who believe they are owed split shift pay, but do not see it on their paycheck, should contact their HR at alpaca@livetinted.com.

Non-exempt employees in California will be paid overtime at the rate of one and one-half (1½) times the regular straight-time, hourly rate for all hours worked in excess of 40 hours in a work week, all hours worked in excess of eight hours in one workday, and for the first eight hours on the seventh day in the same work week. In addition, non-exempt employees in California will be paid double-time for hours worked in excess of twelve hours in any workday or in excess of eight hours on the seventh consecutive day of the workweek.

There is no “pyramiding” which means an employee will not be paid overtime twice for the same hours of work. Time off of work for PTO, illness, and holiday or for any other reason will not be considered “hours worked” for overtime purposes even if an employee receives compensation for such time.

Any California employee who earns commissions will be required to sign a commission agreement. If you earn commissions and have not signed a commission agreement, please see HR (alpaca@livetinted.com).

The Company will reimburse California employees for all reasonable expenses incurred as the result of performing their job duties.

In accordance with California law, the Company will make available one day of rest in seven to its employees.

In accordance with federal and California law, the Company must withhold federal and state income tax, state disability insurance, and social security from employee’s paychecks. Other deductions, such as those for benefits, require employee written authorization. The Company must comply with court orders to garnish employee wages.

The Company provides its California employees with statutory short-term disability insurance known as State Disability Insurance (SDI), in the event of illness or injury that is not job-related. State withholdings from your paychecks fund this benefit. You will receive a pamphlet upon hire to educate you about this benefit. It is your responsibility to apply for such benefits when appropriate.

Any time off for which state disability insurance benefits are paid will run concurrently with other leaves of absence, (such as the FMLA and CFRA, if applicable).

Once your healthcare provider has notified you of the date you will be able to return to work, you are required to notify the Company of the date you expect to return to work, and submit to HR at alpaca@livetinted.com a healthcare provider’s statement that you are able to return to your position.

The Company is a covered employer of five or more employees under the California Family Rights Act (“CFRA”) for its California based employees who have more than 12 months of service with the Company and have worked at least 1,250 hours in the 12-month period before the date they want to begin their leave. Please see the posted notice alerting eligible employees and applicants of their rights to take job-protected family and medical leave.

This leave permits eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for the birth, adoption or foster care placement of a child (including a spouse or domestic partner’s child) or for their own serious health condition or that of their child, grandchild, parent, grandparent, sibling, spouse/registered domestic partner, or a designated person. A “designated person” means any individual related by blood or whose association with the employee is the equivalent of a family relationship; employees may identify a designated person at the time they request leave, and may designate only one such person per 12-month period. An eligible employee may also be entitled to CFRA leave for a “qualifying exigency” related to the covered active duty or call to covered active duty of an employee’s spouse, domestic partner, child or parent in the U.S. armed forces.

In addition, an eligible employee may be entitled to up to 26 workweeks of unpaid, job-protected leave in a single 12-month period to care for a covered servicemember with a serious injury or illness, if the employee is the servicemember’s spouse, domestic partner, parent, child, or next of kin (military caregiver leave).

Employees must provide at least 30 days' advance notice for foreseeable events (such as a planned medical treatment for themselves or a family member). For unforeseeable events, the employee must notify his/her manager as soon as the employee learns of the need for the leave.

Failure to comply with these notice rules may result in deferral of the requested leave until the employee complies with this policy.

The Company may also require certification from a health care provider before allowing an employee a leave for pregnancy disability or for a serious health condition.

Employees may receive leave concurrently or in addition to leave under the federal Family and Medical Leave Act (“FMLA”).

Generally, CFRA Leave is unpaid. However, employees may be eligible to receive benefits through state-sponsored programs. Employees may also receive partial payment for parental leave under Company policy. If employees elect to have wage-replacement benefits and accrued paid leave integrated, the integration will be arranged such that employees will receive no greater compensation than their regular compensation during this period. The use of paid benefits will not extend the length of Leave.

The Company will continue making contributions to employees' group health benefits during their leave on the same terms as if the employees had continued to actively work. This means that if employees want their benefits coverage to continue during their leave, they must also continue to make the same premium payments that they are now required to make for themselves or their dependents. Employees taking Bonding Leave, Family Care Leave, Serious Health Condition Leave and Qualifying Exigency Leave will generally be provided with group health benefits for a 12-workweek period, or longer if required by applicable law.

The Company provides Pregnancy Disability Leave (PDL) to eligible California employees who are unable to perform one or more essential functions of their position as a result of pregnancy, childbirth or a related medical condition.

PDL may be partially paid under the Company’s Paid Maternity Disability Leave Policy.

California-based employees, regardless of length of service, who are (in the opinion of a certified healthcare provider) disabled by pregnancy, childbirth or related medical conditions (such as severe morning sickness, prenatal or postnatal care, or postpartum depression) are eligible under the California Fair Employment and Housing Act (FEHA) to take an unpaid pregnancy disability leave. If eligible, part of this leave will be paid under Company policy. If the employee is affected by pregnancy or a related medical condition, the employee also is eligible for a transfer to a less strenuous or hazardous position or to less strenuous or hazardous duties, if this transfer is medically advisable.

Duration of the leave will be determined by the advice of the employee’s health care provider, but employees disabled by pregnancy may take up to four months of unpaid leave for the period of their pregnancy-related disability (or 17.33 weeks or 693 hours for a full-time employee), provided that they are eligible for PDL and comply with the procedures and policies listed herein. The four months of leave includes any period of time for actual disability caused by the employee’s pregnancy, childbirth, or related medical condition. PDL does not need to be taken in one continuous period of time, but can be taken on an as-needed, intermittent basis, to the extent that such time off is medically necessary (such as for prenatal care and/or severe morning sickness).

Employees on PDL will be required to use any accrued paid sick leave, and may choose to use any accrued PTO time off (if applicable). To the extent that employees on PDL choose not to use, or do not have, accrued paid time off (either sick leave or PTO), PDL leave will be unpaid. The use of any paid time off will not extend the duration of your PDL. Employees may also be eligible for state disability insurance payments or other benefits.

During a PDL leave, the Company will continue to provide coverage for any benefits offered under the same terms and conditions that apply to employees who are not on leave, provided that the employee pays her contribution of the applicable premium. Should an employee choose not to return to work, she will be required to reimburse the amount paid for the health insurance premium during PDL leave.

Any employee planning to take pregnancy disability leave should advise HR at alpaca@livetinted.com as early as possible. The following procedures and policies will apply when an employee takes PDL:

Pregnancy leave usually begins when ordered by the employee’s physician. The employee must provide the Company with a certification from a health care provider. The certification indicating disability should contain:

• - The date on which the employee became disabled due to pregnancy;

• - The probable duration of the period or periods of disability; and

• - A statement that, due to the disability, the employee is unable to perform one or more of the essential functions of her position without undue risk to herself, the successful completion of her pregnancy, or to other persons.

Employees who need to take pregnancy disability leave must inform the Company when a leave is expected to begin and how long it will likely last. If the need for a leave or transfer is foreseeable, employees must provide notification at least 30 days before the pregnancy disability leave or transfer is to begin. Employees must consult with HR (alpaca@livetinted.com) regarding the scheduling of any planned medical treatment or supervision in order to minimize disruption to the Company’s operations. Any such scheduling is subject to the approval of the employee’s health care provider.

If 30 days’ advance notice is not possible, notice must be given as soon as practical.

Upon the request of an employee and recommendation of the employee’s physician, the employee’s work assignment may be changed, or the employee may be placed on a reduced schedule, if necessary, to protect the health and safety of the employee and her child.

Requests for transfers of job duties will be reasonably accommodated.

Temporary transfers due to health considerations will generally be granted when possible. However, the transferred employee will receive the pay that accompanies the job, as is the case with any other temporary transfer due to temporary health reasons.

Consistent with the requirements for other employee medical-related leaves of absences, returns from leave will be allowed only when employees provide a medical certification from their physician that they are released to return to work. Under most circumstances, upon submission of a medical certification that an employee is able to return to work from a pregnancy disability leave, an employee will be reinstated to her same position held at the time the leave began or to an equivalent position, if available. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed. For example, if an employee on PDL leave would have been laid off had she not gone on leave, or if the employee’s job position is eliminated during the leave and no equivalent or comparable job is available, then the employee would not be entitled to reinstatement.

Employees whose PDL exceeds four months are not guaranteed reinstatement unless they take leave under the CFRA or FMLA, or if additional leave guaranteeing reinstatement is otherwise available under federal or state law following PDL. If employees do not return to work on the originally scheduled return date, nor request in advance an extension of the agreed upon leave with appropriate medical documentation, they may be deemed to have voluntarily terminated their employment with the Company. Failure to notify the Company of the ability to return to work when it occurs, or an employee’s continued absence from work because her leave must extend beyond the maximum time allowed, may be deemed a voluntary termination of the employee’s employment with the Company, unless she is entitled to additional leave under federal or state law.

If a holiday falls within a week taken as PDL the week is nevertheless counted as a week of PDL. You will not continue to accrue PTO or sick time while on a PDL.

An employee on PDL must use all accrued paid sick leave, and may elect to use any or all accrued paid PTO time during any otherwise unpaid PDL period. During PDL, the employee may be eligible for California state disability insurance (“SDI”) benefits and Paid Family Leave (“PFL”), which programs are administered by the California Employment Development Department (“EDD”).

Leave taken under the pregnancy disability policy runs concurrently with family and medical leave under federal law (“FMLA”); but it does not run concurrently with family and medical leave under California law (“CFRA”). Employees who take time off for pregnancy disability and who are eligible for family and medical leave will also be placed on family and medical leave that runs at the same time as their pregnancy disability leave. Medical benefits (if applicable) will be continued for the entire duration of the PDL and CFRA leave. Once the pregnant employee is no longer disabled, she may apply for leave under the CFRA or other applicable state law, for purposes of baby bonding.

A California employee, who is off work to care for a child, spouse, parent, registered domestic partner, sibling, parent in-law, grandchild or grandparent with a serious health condition, or to bond with a new child under the age of 18, may be eligible to receive benefits through the California "Paid Family Leave" (PFL) program, which is administered by the Employment Development Department (EDD). These benefits are financed solely through employee contributions to the PFL program. That program is solely responsible for determining if an employee is eligible for such benefits. Generally there is a waiting period during which no PFL benefits are available. The EDD can provide additional information about any applicable waiting period. The Company will not require the employee to use accrued vacation time or PTO before collecting their PFL benefits under California law.

Any time off for Paid Family Leave purposes will run concurrently with other leaves of absence, such as the FMLA and CFRA, if applicable. Employees taking time off work to care for a child, spouse, parent, domestic partner, sibling, in-law, grandchild, or grandparent with a serious health condition, or to bond with a new child, are not guaranteed job reinstatement unless they qualify for such reinstatement under federal or state family and medical leave laws.

The Company carries workers’ compensation insurance as required by law. If you have a work-related accident, injury, or illness, you must notify your manager immediately. You must also complete any required reports or claim forms necessary to establish your rights to benefits. A workers’ compensation leave of absence may be granted when the treating physician certifies that you are unable to work due to a work-related injury or illness and the Company is unable to provide appropriate modified work. Workers’ compensation leave runs concurrently with FMLA and CFRA. While on a workers’ compensation leave, you will not accrue PTO or sick leave. Employees interested in obtaining more information about workers’ compensation should contact HR (alpaca@livetinted.com).

The following are various types of protected time off provided to California employees under applicable state law. For all of these types of time off, employees may use accrued paid time off, if available, otherwise the time off will be unpaid; keep in mind that exempt employees will be paid their full salary for any workweek interrupted by the need for time off under these policies, provided they perform some work during that workweek. Whenever possible, you must provide your manager reasonable notice before taking any time off under any of these policies. For more information regarding any of these types of time off, please contact HR (alpaca@livetinted.com).

The Company provides reasonable accommodation and assistance to an employee who reveals a literacy problem and requests assistance to enroll in an adult literacy education program unless doing so will result in an undue hardship to the Company's business operations. Examples of assistance include providing employees with the location of local literacy programs and arranging for jobsite visits by literacy education providers.

Employees who wish to self-identify as an individual with a literacy problem and request an accommodation should contact HR (alpaca@livetinted.com). The Company will take reasonable steps to safeguard the privacy of any employee who self-identifies. In addition, employees who are performing satisfactorily will not be subject to termination of employment because they have disclosed literacy problems.

While the Company encourages employees to improve their literacy skills, the Company will not reimburse employees for the costs incurred in attending a literacy program. Time off to attend literacy programs may be provided as an off may be unpaid.

If you are a parent or guardian of a child in grades K through 12 or attending a licensed child care provider, you are entitled to take off a total of 40 hours each year (no more than 8 hours per month), unpaid, to participate in activities of the child’s school or child care provider. For the purposes of this section, parent includes step-parent, foster parent, grandparent, or person standing in loco parentis (as a parent). The Company can request documentation from the school or licensed child care provider as proof that you are participating in the activities on a specific day and time. If both parents are employed at the same location, the entitlement to leave applies only to the parent who first gives notice to the Company.

Time off is also provided to address a child care provider or school emergency. “Child care provider or school emergency” means that an employee’s child cannot remain in a school or with a child care provider due to one of the following: (1) the school or child care provider has requested that the child be picked up, or has an attendance policy, excluding planned holidays, that prohibits the child from attending or requires the child to be picked up from the school or child care provider; (2) behavioral or discipline problems; (3) closure or unexpected unavailability of the school or child care provider, excluding planned holidays; and (4) a natural disaster, including, but not limited to, fire, earthquake, or flood.

Parents, guardians, or grandparents with custody of schoolchildren who have been suspended also are allowed to take unpaid time off to appear at the school pursuant to the school’s request.

Although employees should normally be able to vote outside working hours, if a California employee must take time to vote during working hours, he or she must inform their manager at least two working days before the election and then may take off up to two hours of working time to vote without loss of pay. Approved time off to vote must be at the beginning or end of the employee’s work shift, whichever allows the most free time for voting and the least time off from work. If you need time off to vote, please contact HR (alpaca@livetinted.com).

Employees who are members of the reserve corps of the U.S. armed forces, the National Guard or the Naval Militia, or the California State Military Reserve who must be absent from employment on account of military duty such as: training, drills, encampment, naval cruises, special exercise, or like activity, will be granted up to 17 days of temporary unpaid leave per year. Employees may use accrued paid and unused PTO time during unpaid military leave.

Employees must immediately notify HR (alpaca@livetinted.com) once they know their dates of service and submit to their manager a copy of the official orders or other written certification that they have been called to military duty. On return, employees will be reinstated to their former positions, or another position of similar seniority.

The Company will provide up to 10 days of unpaid leave to an eligible employee whose spouse or registered domestic partner is on leave from deployment. The employee’s spouse must be a member of the U.S. Armed Forces, National Guard, or Reserves, who has been deployed during a period of military conflict.

In order to be eligible for this leave, you must work at least an average of 20 hours per week. Eligible employees must: (1) provide the Company with notice that they want to take leave within two business days of receiving official notice that their spouse will be on leave from deployment; and (2) provide the Company with written documentation certifying that their spouse will be on leave from deployment.

At the end of the military family leave, an employee will be restored to the position held when the leave began or to a position of equivalent seniority status, employee benefits, pay and other terms and conditions of employment.

Victims of domestic violence, sexual assault or stalking may take time off work to obtain help from a court, seek medical attention, obtain services from an appropriate shelter, program, or crisis center, obtain psychological counseling, or participate in safety planning, such as permanent or temporary relocation. The Company may require proof of an employee's participation in these activities. Victims also have the right to ask their employer for help or changes in their workplace to make sure they are safe at work.

An employee whose request for time off is approved will be required to use available sick and/or paid time off before being placed on an unpaid leave status.

Victims of domestic violence, sexual assault or stalking, as well as victims of a crime that either caused physical injury or that caused mental injury and included a threat of physical injury, or any employee whose immediate family member died due to a crime may take time off work to obtain help from a court, seek medical attention, obtain services from an appropriate shelter, program, or crisis center, obtain psychological counseling, or participate in safety planning, such as permanent or temporary relocation. “Immediate family member” is defined as child (biological, adoptive, foster, step, etc.), parent (biological, adoptive, foster, stepparent, etc.), sibling (biological, foster, half-sibling, etc.) and partner (whether married or a registered domestic partner). Also included is any other individual whose close association with the employee is the equivalent of a family relationship.

Employees who have been the victim of direct or threatened physical, psychological, or financial harm as a result of the commission or attempted commission of a crime or delinquent act may take unpaid time off work to appear at any proceeding in which a right of the victim is at issue. Employees are also entitled to appear at any proceeding when the victim is an immediate family member.

Employees must provide the Company with a copy of the court notice given to the victim of each scheduled proceeding before taking time off, unless advance notice to the Company of the need for time off is not feasible. When advance notice is not feasible, the employee must provide the Company with documentation evidencing the judicial proceeding, within a reasonable time after the absence. The documentation may be from the court or government agency setting the hearing, the district attorney or prosecuting attorney's office, or the victim/witness office that is advocating on behalf of the victim or a signed statement by the employee or employee’s designee regarding the nature of the time off.

Victim now includes someone who suffers a “qualifying act of violence (QAV),”,” which means any of the following, regardless of whether anyone is arrested for, prosecuted for, or convicted of committing any crime:

• - Domestic violence

• - Sexual assault

• - Stalking

• - An act, conduct or pattern of conduct, that includes:

• - An individual causes bodily injury or death to another

• - An individual exhibits, draws, brandishes, or uses a firearm or other dangerous weapon, with respect to another

• - An individual uses or makes a reasonably perceived or actual threat of use of force against another to cause physical injury or death.

Employees may use vacation time, paid time or paid sick leave, if available, concurrently with their time off due to a qualifying reason. However, the Company may limit the amount of leave depending on the circumstances. The Company may also require that this leave run concurrently with FMLA/CFRA leave if the employee would have been eligible for that type of leave. All employees will receive written notice of this leave upon hiring, annually, at any time upon request, and any time the Company becomes newly aware that an employee or an employee’s family member is a victim.

If you are a victim of violence or the family member of a deceased victim of violence, you can take up to 12 weeks. If you are the family member of a living victim of violence but are not yourself a victim, you may take up to 10 days off work, with the exception of relocation, for which you can take up to five days. • You may use available vacation, paid time off, personal leave, or paid sick leave to take time off.

Employees will be granted unpaid time off to serve as volunteer firefighters, reserve peace officers, or emergency rescue personnel. Volunteer firefighters are allowed an aggregate of 14 days of leave per year for fire, emergency rescue, or law enforcement training. Employees who have been employed at least 90 days immediately preceding commencement of the leave, who are volunteer members of the Civil Air Patrol responding to an emergency operation mission will be granted 10 days of unpaid leave per year, and must have been employed for at least 90 days before commencement of the leave. If you require time off to perform volunteer civil service duty, please contact HR (alpaca@livetinted.com).

Employees who voluntarily admit to having drug or alcohol problems may be eligible for unpaid time off to participate in an approved rehabilitation program, provided that the leave will not impose an undue hardship upon the Company. Employees may also use accrued sick or PTO days, if any, for all or part of the time spent in the program.

Time off for alcohol and drug rehabilitation may also be covered by FMLA or CFRA.

Employees are entitled to paid time off to donate bone marrow or organs. Employees may receive up to five business days per year for bone marrow donation, and up to 30 business days per year for organ donation. An additional 30 days of unpaid time off may also be available to an organ donor. Employees taking leave under this section must be employed for at least 90 days preceding the commencement of the leave. For organ donation leave, employees are required to use available accrued PTO or paid sick leave for the first 2 weeks of the requested organ donation leave. For bone marrow donation leave, employees are required to use available PTO or paid sick leave for up to 5 days of the requested bone marrow leave. Leave under this section may be taken in one or more periods. A physician’s certificate is required stating that the employee is donating bone marrow or an organ, and that such donation is medically necessary. An employee who needs time off for this purpose should contact HR (alpaca@livetinted.com).

Reproductive Loss Leave

Employees who have been employed by the Company for at least 30 days prior to the commencement of leave are eligible for reproductive loss leave. An eligible employee may take up to five (5) days of unpaid, job-protected leave following a reproductive loss event. For purposes of this policy, a “reproductive loss event” means a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction such as an intrauterine insemination or assisted reproductive technology procedure.

Reproductive loss leave is unpaid; however, an employee may elect to use any available accrued and unused vacation, personal leave, PTO, or paid sick leave for reproductive loss leave. The Company will not require an employee to use accrued leave before or instead of taking reproductive loss leave.

An employee requesting reproductive loss leave should provide notice to the Company as soon as practicable. The Company will not require documentation or certification of the reproductive loss event as a condition of taking leave; however, employees must provide verbal or written notice of the need for leave.

The Company will maintain the confidentiality of any employee requesting reproductive loss leave to the extent required by law. Any information regarding an employee’s reproductive loss leave will be kept confidential and maintained separately from the employee’s general personnel file.

The Company will not retaliate against any employee for requesting or taking reproductive loss leave. Taking reproductive loss leave will not result in any adverse employment action, and employees are entitled to reinstatement to the same or a comparable position upon return from leave.

Reproductive loss leave may run concurrently with leave under CFRA or other applicable leave laws where the employee qualifies for such leave. Employees should contact HR (alpaca@livetinted.com) for more information about reproductive loss leave or related leave options.

California employees who have been employed for at least 30 days prior to the commencement of leave are entitled to up to five (5) days of bereavement leave upon the death of a family member. For purposes of this policy, “family member” means a spouse, domestic partner, child, stepchild, parent, stepparent, parent-in-law, grandparent, grandchild, or sibling.

Bereavement leave must be completed within three (3) months of the date of death of the family member. The days of leave do not need to be taken consecutively. Bereavement leave is unpaid; however, employees may use available accrued PTO, vacation, or sick leave for this purpose.

The Company may request documentation of the death of the family member within 30 days of the first day of leave. Acceptable documentation includes a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.

The Company will not retaliate against any employee for requesting or taking bereavement leave, and bereavement leave will be treated as a protected leave of absence.

California employees will be given unpaid time off to serve on state and federal juries and to appear in court to comply with a subpoena or court order. If you are asked to serve on jury duty or as a witness, inform your manager immediately. If advance notice is not feasible and an unscheduled absence occurs, you should provide certification (for example, a police report, court order, or summons) to your manager within a reasonable time. You are expected to return to work, when reasonable, during your regularly scheduled business hours or if released earlier than anticipated.

Exempt employees who work any portion of a workweek in which they also serve on jury duty or appear as a witness will receive their full salary for that workweek.

Employees may use PTO time for this purpose.

California employees are paid all earned wages upon separation of employment. In the circumstance of termination, you will be paid on the date of termination for all wages on the date of termination. If you resign without notice, your check will be processed within 72 hours. If you have given more than 72 hours’ notice, final payment will be issued to you by your last day.

The Company will comply with any additional local laws that provide more comprehensive benefits to employees.