CODE OF CONDUCT

It is the policy of Lo + Jo Bands to provide this Code of Conduct as a guide for proper business conduct for all employees and suppliers. We expect all employees and suppliers to observe the highest standards of ethics and integrity in their conduct, following a basic code of ethical behavior that includes the standards below.

Lo + Jo Bands and its employees must, at all times, comply with all applicable laws and regulations. Lo + Jo Bands does not condone achieving results through violation of the law or unethical business dealings and does not permit any activity that fails to stand the closest possible public scrutiny.

All business conduct should be well above the minimum standards required by law. Employees must ensure that their actions cannot be interpreted, in any way, as being in contravention of the laws and regulations governing Lo + Jo Bands' operations.

Employees who are uncertain about the application or interpretation of any legal requirement should refer the matter to their supervisor, who will seek appropriate legal advice if necessary.

In keeping with Lo + Jo Bands' customer demographic, one of our goals is to partner with associations that provide academic scholarships to low-income students. To support this mission, Lo + Jo Bands offers products through its online site that donate a percentage of the sale price to select charitable organizations.

Beyond financial philanthropy, Lo + Jo Bands maintains an internal volunteer program. Paid volunteer time is built into every employee's schedule, with one paid day each quarter dedicated to volunteer work in the local community.

Lo + Jo Bands is committed to increasing its philanthropic efforts and reducing its carbon footprint by donating unused materials to the local community, furthering our sustainable approach to collegiate fashion. All unused fabric and materials are donated to local sewing classes.

Everyone deserves to work in an environment where they are treated with dignity and respect. Lo + Jo Bands is committed to creating such an environment because it brings out the full potential in each of us, which in turn contributes directly to our business success.

Lo + Jo Bands is an equal employment/affirmative action employer and is committed to a workplace free of discrimination of all types, and free from abusive, offensive, or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to their manager or the Human Resources Department.

 

Lo + Jo Bands believes the intersection of fair labor and ethical workplace conduct is the foundation of a solid corporation and consumer-facing brand. As a women-owned business, gender equality is an essential component for the company and its suppliers. Gender equality refers to equal rights, responsibilities, and opportunities for all persons, regardless of sex.

Although both men and women in the workplace face complex and different challenges, women are disproportionately affected by discrimination and vulnerable workplace situations. Employees shall be protected against any discrimination on the basis of marital status or pregnancy, and equal opportunities and pay shall be available to all. Maintaining gender equality throughout Lo + Jo Bands' supply chain is essential to our core values as a women-owned business and is a fundamental part of all sourcing decisions.

Lo + Jo Bands prides itself on a diverse and inclusive workforce of hardworking, passionate people. We believe a happy and healthy workforce delivers the best results for both the company and its employees. As a member of the Fair Labor Association (FLA), Lo + Jo Bands has committed to the FLA Workplace Code of Conduct and the ten FLA Principles of Fair Labor and Responsible Sourcing.

We believe successful employees are the result of a safe, healthy, and positive working environment, and we work with our employees to sustain one. Lo + Jo Bands' Code of Conduct protects employees from unfavorable working conditions and gives them the opportunity to raise concerns with management. Materials that we outsource are sourced only from companies that participate in fair labor trade.

Lo + Jo Bands and its suppliers will not require workers to exceed the regular and overtime hours allowed by the law of the country in which they are employed. The regular work week shall not exceed 48 hours, and employers shall allow workers at least 24 consecutive hours of rest in every seven-day period.

All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.

Every worker has a right to compensation for a regular work week sufficient to meet basic needs and provide some discretionary income. Employers shall pay at least the applicable minimum wage and comply with all legal requirements on wages. Where compensation does not meet these standards, Lo + Jo Bands will work with the FLA to take appropriate action toward progressively realizing a level of compensation that does.

Lo + Jo Bands is committed to providing a safe, healthy, and secure workplace for all employees, contractors, suppliers, and visitors. Safety is a shared responsibility, and every individual working on behalf of Lo + Jo Bands plays a role in maintaining a hazard-free environment.

Employee Responsibilities

•     Maintain clean, organized, and hazard-free work areas.

•     Immediately report hazards, injuries, illnesses, unsafe conditions, and near misses to a supervisor or manager.

•     Follow all posted safety procedures, signage, and equipment operating instructions.

•     Use required personal protective equipment (PPE) wherever applicable.

•     Complete all required safety training before beginning relevant tasks, and complete refresher training as scheduled.

•     Cooperate fully during safety inspections, fire drills, and emergency evacuations.

•     Never disable, bypass, or tamper with safety equipment or protocols.

Incident & Hazard Reporting

Any workplace injury, illness, near miss, or unsafe condition must be reported to a supervisor or the Human Resources Department as soon as possible, and no later than 24 hours after the incident. Supervisors are responsible for ensuring reported hazards are investigated and addressed promptly. Employees will not be retaliated against for reporting safety concerns in good faith, and employees have the right to refuse work they reasonably believe poses an imminent risk of serious injury.

Emergency Preparedness

Each Lo + Jo Bands facility maintains posted evacuation routes, designated assembly points, and accessible first aid supplies. Fire and emergency drills are conducted periodically, and all employees are expected to participate. Employees should familiarize themselves with the location of fire extinguishers, first aid kits, and emergency exits at their workplace, and know who to contact in the event of a medical emergency.

Workers' Compensation

Employees injured in the course of their employment are covered under applicable workers' compensation laws. Any work-related injury or illness should be reported to a supervisor immediately so that appropriate medical care and benefits can be arranged without delay.

Personal Protective Equipment & Training

Where job duties involve exposure to physical, chemical, or ergonomic hazards, Lo + Jo Bands will provide appropriate PPE at no cost to the employee and will ensure employees are trained on its proper use, care, and limitations before beginning affected work.

Workplace Violence Prevention

Lo + Jo Bands maintains a zero-tolerance policy for workplace violence, threats, intimidation, or reckless or abusive conduct. Employees should report any concerning behavior immediately to a supervisor or Human Resources. Reports will be taken seriously, investigated promptly, and handled with appropriate confidentiality.

Drug & Alcohol Policy

Employees are expected to report to work fit for duty and free from impairment caused by drugs or alcohol. Illegal drugs are prohibited in the workplace. Prescription medications that may affect safe job performance should be disclosed to management when appropriate.

Lo + Jo Bands has a zero-tolerance policy for discrimination in employment or among employees. All individuals are treated equally, and we do not tolerate discrimination based on age, gender, race, religion, sexual orientation, political belief, citizenship, marital status, family status, disability, or any other protected ground. This commitment applies to all interactions with individuals doing business with the organization, including recruitment, promotion, training, transfer, discipline, termination, compensation, benefits, and participation in all Lo + Jo Bands activities, events, and programs.

Lo + Jo Bands strictly prohibits any form of forced or child labor, slavery, human trafficking, prison labor, indentured labor, or bonded labor. No person shall be employed under the age of 15, or under the age for completion of compulsory education, whichever is higher. These prohibitions are part of our zero-tolerance policy and are communicated to all members of Lo + Jo Bands' supply chain.

Lo + Jo Bands expects employees to perform their duties conscientiously, honestly, and in accordance with the company's best interests. Employees must not use their positions, or knowledge gained through their positions, for private or personal advantage.

If an employee senses that a course of action they have pursued, are pursuing, or are contemplating may involve a conflict of interest with their employer, they should immediately communicate all relevant facts to their supervisor.

Outside Activities, Employment, and Directorships

All employees share responsibility for Lo + Jo Bands' good public relations, especially at the community level, and their readiness to support religious, charitable, educational, and civic activities is encouraged. Employees must, however, avoid acquiring any business interest or participating in any outside activity that would, or would appear to:

•     Create an excessive demand on their time and attention, depriving Lo + Jo Bands of their best efforts on the job.

•     Create a conflict of interest, obligation, or distraction that may interfere with the independent exercise of judgment in Lo + Jo Bands' best interest.

In conformance with local law, Lo + Jo Bands respects the right of all workers to form and join trade unions of their own choosing, to bargain collectively, and to engage in peaceful assembly, as well as the right of workers to refrain from such activities. Workers may openly communicate and share ideas and concerns with management regarding working conditions and management practices without fear of discrimination, reprisal, intimidation, or harassment.

Lo + Jo Bands expects its employees to conduct themselves in a businesslike manner at all times. Employees must not engage in sexual harassment, or conduct themselves in a way that could reasonably be construed as such, including through inappropriate language, or by keeping, posting, or accessing inappropriate materials in the workplace.

Employees should avoid investing in or acquiring a financial interest, for their own accounts, in any business organization that has a contractual relationship with Lo + Jo Bands or that provides goods or services to Lo + Jo Bands, where such investment or interest could influence, or create the impression of influencing, their decisions in the performance of their duties.

Employees must not accept entertainment, gifts, or personal favors that could, in any way, influence or appear to influence business decisions in favor of any person or organization with which Lo + Jo Bands has, or is likely to have, business dealings. Employees must likewise avoid any preferential treatment that could place them, or appear to place them, under an obligation to reciprocate.

Employees may not receive payment or compensation of any kind in connection with Lo + Jo Bands' business activities, except as authorized under Lo + Jo Bands' business and payroll policies. Lo + Jo Bands strictly prohibits the acceptance of kickbacks and secret commissions from suppliers or others. Any breach of this policy will result in immediate termination and prosecution to the fullest extent of the law.

In all matters relevant to customers, suppliers, government authorities, the public, and others, employees must make every effort to achieve complete, accurate, and timely communication, responding promptly and courteously to all proper requests for information and to all complaints.

Employees who have access to Lo + Jo Bands' funds, in any form, must follow the prescribed procedures for recording, handling, and protecting money as detailed in company policies and procedures. Lo + Jo Bands imposes strict standards to prevent fraud and dishonesty; employees who become aware of evidence of either should immediately advise their supervisor or seek appropriate legal guidance so the matter can be promptly investigated.

When an employee's position requires spending Lo + Jo Bands' funds or incurring reimbursable personal expenses, that individual must exercise good judgment on the company's behalf to ensure good value is received for every expenditure. Lo + Jo Bands' funds and assets are for company use only and not for personal benefit, including the personal use of organizational assets such as computers.

Accurate and reliable records are necessary to meet Lo + Jo Bands' legal and financial obligations and to manage the affairs of the company. Books and records must reflect all business transactions in an accurate and timely manner, and employees responsible for accounting and recordkeeping must fully disclose all assets and liabilities and exercise diligence in enforcing these requirements.

Employees must not make or engage in any false record or communication, whether internal or external, including false expense, attendance, production, or financial reports, or false advertising, deceptive marketing practices, or other misleading representations.

Dealing with Outside People and Organizations

Employees must separate their personal roles from their Lo + Jo Bands positions when communicating on matters unrelated to Lo + Jo Bands business, and must not use company identification, stationery, supplies, or equipment for personal or political matters.

When communicating publicly on matters involving Lo + Jo Bands business, employees must not presume to speak for the company unless certain that the views expressed are those of Lo + Jo Bands and are intended for public dissemination. When dealing with anyone outside the company, including public officials, employees must take care not to compromise the integrity or damage the reputation of Lo + Jo Bands or any outside individual, business, or government body.

Employees must protect confidential customer, employee, financial, licensing, and business information by using strong passwords, multi-factor authentication where available, approved software, and secure networks. Suspected phishing attempts or security incidents must be reported immediately. Public AI tools may not be used to upload confidential or proprietary company information, and any AI-generated work must be reviewed by an employee before being relied upon or shared externally.

Only authorized employees may speak on behalf of Lo + Jo Bands. Employees should not disclose confidential information, make misleading statements, or represent personal opinions as official company positions.

Lo + Jo Bands is committed to maintaining an inclusive workplace where everyone is treated with dignity, fairness, and respect. Employment decisions are based on qualifications and business needs, and reasonable accommodations will be provided where required by law.

Employees are encouraged to report suspected violations of this Code, including safety concerns, fraud, harassment, discrimination, theft, data breaches, or other unethical conduct. Good-faith reports will be investigated promptly, and employees will not be retaliated against for raising concerns.

Employees should support Lo + Jo Bands' sustainability initiatives by reducing waste, recycling when practical, conserving resources, and supporting responsible sourcing and environmentally conscious business practices.

Employees are expected to communicate honestly, professionally, and respectfully with customers, protect customer information, accurately represent products and services, and work diligently to resolve concerns.

Employees must protect Lo + Jo Bands' trademarks, copyrighted materials, licensed artwork, proprietary designs, confidential information, and other intellectual property. Unauthorized use or disclosure is prohibited.

Employees working remotely are expected to maintain secure internet connections, protect confidential information, use company-approved technology where applicable, and maintain professional communication and availability.

When handling financial and personal information about customers or others with whom Lo + Jo Bands has dealings, employees must observe the following principles:

•     Collect, use, and retain only the personal information necessary for Lo + Jo Bands' business. Whenever possible, obtain relevant information directly from the person concerned, and use only reputable and reliable sources to supplement it.

•     Retain information only for as long as necessary or required by law and protect its physical security.

•     Limit internal access to personal information to those with a legitimate business reason, use it only for the purposes for which it was obtained, and obtain the consent of the person concerned before disclosing it externally, unless legal process or contractual obligation provides otherwise.

Compliance with these principles is essential to our business success. Lo + Jo Bands management is responsible for ensuring these principles are communicated to, understood by, and observed by all employees, and compliance is monitored and reported each year. Employees are expected to bring any breach or suspected breach to management's attention. Lo + Jo Bands has implemented quarterly factory reviews to ensure each member of the supply chain complies with our corporate social responsibility standards. Violations of any kind are subject to disciplinary measures and possible termination.

All Lo + Jo Bands suppliers are subject to annual internal and external third-party audits, and any external audit performed on a supplier must be made available upon request. If a supplier is found out of compliance with this Code of Conduct, they have 30 days to remedy the breach. Lo + Jo Bands will consult with the supplier to examine the issue and determine appropriate corrective measures, at minimum requiring the supplier to correct the violations found in this Code and in annual FLA reviews. If consultation fails to adequately resolve the violation within 30 days, Lo + Jo Bands will implement a corrective action plan on terms acceptable to the company and reserves the right to terminate its relationship with any supplier in violation of this Code or the corrective action plan.