Joyner will not tolerate retaliation against anyone who reports in good faith any known or suspected improper conduct or a breakdown of security or business controls, nor will Joyner tolerate retaliation against anyone who participates in an investigation. If you believe you have been retaliated against or have witnessed retaliation, you have a responsibility to report it to management or Human Resources.

Joyner and its employees must comply with this code and all applicable laws. Each of us must be willing to raise ethical and legal concerns. Joyner expects employees to conduct business in an ethical and legal manner and to recognize that in all transactions they have a duty of undivided loyalty to Joyner.

Employees must affirmatively protect Joyner's interests and avoid conflicts of interest, both in appearance and in fact. Employees must not directly or indirectly hold any position, substantial interest, or engage in any employment or activity that conflicts or competes with Joyner's interests, affects their independent judgment, or takes time and attention away from job duties without prior written approval.

Joyner prohibits offering or receiving, directly or indirectly, any bribes, kickbacks, or other payments to influence business decisions. Employees, family members, and close personal associates may not solicit, accept, or give gratuities — including entertainment, meals, event tickets, or services — that may influence or reasonably appear to influence their actions or decisions.

Travel note: All transportation, hotel, and expense reimbursement must be approved at least 30 days prior to departure through the travel request process in Navan.

Employees must protect Joyner's information — including intellectual property, customer lists, business plans, and contractual obligations — from unauthorized disclosure or use. Joyner's electronic information resources (network, computers, email, software) are company property and must be used primarily for business purposes. Joyner reserves the right to monitor, record, and review any information on company systems. Cellular phone usage while operating company vehicles is strictly prohibited.

Employees must avoid any contact that violates or may appear to violate antitrust laws. Communications with competitors are especially subject to antitrust risk and must comply with antitrust guidelines. Joyner competes by accurately emphasizing the merits of its services — never by disparaging competitors.

Joyner will not tolerate discrimination by or against any employee on the basis of age, race, color, religion, sex, national origin, sexual orientation, gender identity, disability, genetic information, or any basis prohibited by law. Sexual harassment or any form of harassment that interferes with work performance or creates a hostile work environment will not be tolerated.

Employees must comply with all federal, state, and local safety and health laws. Threats and violent or intimidating behavior will not be tolerated. Joyner prohibits the sale, use, or possession of illegal drugs or the unauthorized use of prescription drugs on company property or during company business. Employees may not report to work or operate company vehicles while under the influence of alcohol or unauthorized drugs.

Employees must follow proper and secure procedures for handling and retaining customer and associate information. Access and distribution of information must be limited to those with a legitimate business need. Employees must not use inside information for personal gain or provide such information to others. These obligations continue after an employee leaves Joyner.