SnapAV Handbook Draft

WILL REPLACE WITH OTHER GRAPHIC - NEED TO PURCHASE
TEAM MEMBER HANDBOOK

WHERE DO WE GO FROM HERE?
WELCOME HOME 4
WHILE YOUR AT WORK 18
ABOUT THIS HANDBOOK 5
GET IN THE KNOW 19
EQUAL EMPLOYMENT OPPORTUNITY 7
ADDITIONAL GUIDELINES 20
OUR CORE VALUES 8
DRESS CODE 23
NO HARASSMENT ALLOWED 10
IF YOU MUST LEAVE US 23
WORKPLACE SAFETY 11
KEEPING TRACK OF TIME 12
BENEFITS 13
INCLEMENT WEATHER POLICY 17

WELCOME HOME
Welcome!
As an important member of the SnapAV Team, you
are the key to our success and we are honored to be
your professional home. We know you will work hard
to achieve both personal and professional success as
part of SnapAV and will perform with the respect and
pride that has earned our position as a global leader
in custom electronics. We hope you will find your
work here both rewarding and challenging.
Success and profitability rely on our passionate
commitment to highly satisfied customers,
exceptional products, working together as a
team, and the effectiveness and efficiency of our
operations. We are committed to creating a personally
rewarding experience for every team member.
Only here can our customers find everything that
they need including products, training, support where
and when they need it. You are the reason that we
succeed.
Once again, welcome to Snap!
John Heyman
Chief Executive Officer
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TEAM MEMBER HANDBOOK

ABOUT THIS HANDBOOK
Legal told us we had to say this:
Neither this handbook nor any other verbal or written communication
by a management representative, is, nor should it be considered to
be, an agreement, contract of employment, express or implied, or a
promise of treatment in any particular manner in any given situation
nor does it confer any contractual rights whatsoever. Unless otherwise
expressly stated in a written employment agreement designated
as such and fully signed by you and the CEO or CFO of SnapAV,
all employment at SnapAV is “at-will” meaning team members may
be terminated from employment with SnapAV at any time, for any
reason, with or without cause or notice.
Some information covered by this handbook, such as benefit plan
descriptions, are also described in separate SnapAV documents.
Those separate SnapAV documents supersede any statement made
in this handbook or by management.
Only general SnapAV guidelines are stated in this handbook. We may
modify or vary anything stated in this handbook at any time, with
or without notice, except for the rights of the parties to terminate
employment at will.
This handbook replaces all past versions of SnapAV team member
handbooks.
TEAM MEMBER HANDBOOK 5

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TEAM MEMBER HANDBOOK

EQUAL EMPLOYMENT OPPORTUNITY
SnapAV is an Equal Opportunity Employer (EEO)
that does not discriminate on the basis of race,
creed, color, religion, alienage or national origin,
ancestry, citizenship status, age, disability or
handicap, sex, marital status, veteran status, sexual
orientation, genetic information, arrest record, or
any other characteristic protected by applicable
federal, state or local laws. Our management team is
dedicated to this policy with respect to recruitment,
hiring, placement, promotion, transfer, training,
compensation, benefits, Team Member activities and
general treatment during employment. Each Team
Member is evaluated on the basis of personal skill or
merit.
SnapAV is also committed to complying with
applicable disability discrimination laws and ensuring
that equal opportunity in employment exists at
SnapAV for qualified persons with disabilities.
Reasonable accommodations will be available to all
qualified disabled team members, upon request, so
long as the potential accommodation does not create
an undue hardship on SnapAV.
TEAM MEMBER HANDBOOK 7

Our Core Values
ENGAGE WITH CURIOSITY
Teamwork
Creates a constructive work environment
by contributing ideas, being receptive to
other’s ideas, and leveraging differences with
integrity.
Communication Skills
Creates a constructive work environment
by contributing ideas, being receptive to
other’s ideas, and leveraging differences with
integrity.
Decision Making
Problem Solving
Creates a constructive work environment
by contributing ideas, being receptive to
other’s ideas, and leveraging differences with
integrity.
ENERGIZE WITH PASSION
Job Knowledge
Learns how the business works and builds
expertise while leading others to grow their
own skills.
Managing Work
Sets priorities and determines resource needs
to achieve goals efficiently and is accountable
for results.
Develop and Motivate Others
Inspires by sharing knowledge and motivating
others to success through self-development.
EXECUTE WITH INTEGRITY
Customer Focus
Is a trusted customer advocate, selflessly
meeting all internal and external needs with
integrity.
Action Oriented
Passionate about the work and the goals
of the company, maintaining high levels of
productivity and a positive impact.
Strategic Agility
Understands the company’s vision,
prioritizes their work accordingly and makes
knowledgeable decisions.
Engage with Curiosity + Energize with Passion + Execute with Integrity = IMPACT
MAKE OUR CUSTOMERS SUCCESSFUL!
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TEAM MEMBER HANDBOOK

SnapAV’s core motto is to improve the
lives of our customers while upholding
our values in our day-to-day work.
By signing the acknowledgement form
at the end of this handbook, you’re
beginning your time as a Snapper, and
agreeing to follow these core values.
TEAM MEMBER HANDBOOK 9

NO HARRASSMENT ALLOWED
Harassment of any Team Member on the basis of sex or gender is prohibited by
SnapAV. This extends to any Supervisor, Team Member, customer, or vendor.
Examples of prohibited behavior include unwelcome sexual advances, requests
for sexual favors, obscene gestures, displaying sexually graphic magazines,
calendars, or posters; sending sexually explicit e-mails, instant messages, or
text messages; as well as other verbal or physical conduct of a sexual nature,
such as uninvited touching, or making lewd comments.
If you experience or witness any prohibited behavior, you should immediately
report it to your Supervisor. If your Supervisor is not immediately available
or if you do not feel comfortable reporting such behavior to your Supervisor,
such behavior should be reported to a member of the Human Resources team.
Every report of perceived harassment will be fully investigated, and corrective
action will be taken where appropriate. All complaints of unlawful harassment
will be handled in as discreet and confidential manner as is possible under the
circumstances. Team members who report violations of this policy and team
members who cooperate with investigations into alleged violations of this
policy will not be subject to retaliation.
If SnapAV determines that a violation of this policy has occurred, it will take
appropriate disciplinary action against the offending party, which may include
counseling, warnings, suspensions, or termination from employment.
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TEAM MEMBER HANDBOOK

WORKPLACE SAFETY
Anti-Harassment Policy
SnapAV prohibits the harassment of any
individual by another person on the basis of race,
color, religion, sex (including sexual orientation,
pregnancy, and gender identity), marital status,
military status, national origin, age (40 or older),
disability, or genetic information.
Examples of harassment include slurs, graffiti,
offensive or derogatory comments or actions,
or similar verbal remarks or physical conduct. It
qualifies as harassment if it becomes so frequent
or severe that it creates a hostile or offensive
work environment, or if it results in an adverse
employment decision (such as the victim being
fired or demoted).
Workplace Violence
SnapAV is committed to providing a safe
workplace. Ideally, no one would engage in any
physical confrontation at work. However, we do
expect and encourage team members to identify
potentially dangerous situations, especially if
they involve violence or threats of violence.
Please exercise your best judgment in order to
help keep our workplace safe.
Prohibited Conduct
Threats, threatening language, or any other acts
of aggression or violence made toward or by any
SnapAV Team Member will not be tolerated.
Team Members and visitors are prohibited from
carrying weapons onto SnapAV premises.
Procedures for Reporting a Threat
All potentially dangerous situations, including
threats by co-workers, should be reported
immediately to either a member of management
or a member of the Human Resources team.
If, after an appropriate good faith investigation,
SnapAV determines that someone has violated
this policy, we will take swift and appropriate
corrective action.
If any threat is made to you by an outside party,
please follow the steps detailed in our Workplace
Violence prevention policy. It is important for us
to be aware of any potential danger in our offices.
TEAM MEMBER HANDBOOK 11

KEEPING TRACK OF TIME
Timekeeping Procedures
Hourly Team Members must log into ADP
Workforce Now at the start of their shifts to clock
in, and clock out at the end of shift.
Non-exempt Team Members are responsible for
clocking in and out for scheduled lunch hours.
Any errors on the time record should be reported
immediately to your Supervisor.
Please note that altering, falsifying or tampering
with time records is prohibited, and is subject to
discipline, up to and including termination.
Your Paycheck
It’s time to get that money. SnapAV Team Members
are paid bi-weekly for all the time worked during
the past pay period. Our current pay day is every
other Friday.
Your first paycheck from SnapAV will be a live
check. You will receive this check on your first
scheduled pay day. Your payroll stub itemizes
deductions made from your gross earnings. By
law, SnapAV is required to make deductions for
Social Security, federal income tax and any other
appropriate taxes.
If you believe there is an error in your pay, let
your Supervisor know immediately so SnapAV can
resolve this issue.
SnapAV strongly encourages Team Members to
use direct deposit. All Team Members can access
their direct deposit setups by logging into their
ADP Workforce Now portal.
Overtime
Your Supervisor is responsible for monitoring
business activity and requesting any potential
overtime work. We will make a good faith effort to
give you advance notice if overtime is requested.
Overtime pay is applicable only to non-exempt team
members which are team members that are paid
an hourly rate and do not meet the qualifications
for exemption from overtime requirements of the
Fair Labor Standards Act (“FLSA”). Overtime pay
is for any time worked in excess of 40 hours in a
work week. The rate for overtime pay is one and
one-half (1 ½) the team member's normal hourly
wage, unless otherwise required by law.
Team Members may work overtime only with prior
management authorization. If you do not obtain
prior approval for overtime, this may result in
disciplinary action.
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TEAM MEMBER HANDBOOK

Performance Management
You deserve to have feedback about your job performance, so SnapAV
managers are committed to providing frequent informal feedback to each
of their team members. For more information about SnapAV's performance
management approach, visit ADP Workforce Now.
Job Opportunities and Transfers
SnapAV is committed to providing career development opportunities, and
give special consideration to qualified Team Members who are interested
in a new or vacant position. All qualified Team Members who have been
employed with SnapAV for at least six months qualify for internal transfers.
Job opportunities are posted on the SnapAV website and are included in
the SnapComm team member communications.
Benefits Overview
Full-time Team Members may participate in SnapAV’s benefits programs.
Team Members are eligible to enroll in our benefits programs on the first of
the month following a full 30 days of employment. For example, if a Team
Member is hired on May 15th, they become eligible for benefits on July 1st.
Eligible Team Members receive comprehensive health insurance coverage
(Medical, Dental and Vision) for themselves and their families, as well as
other voluntary benefits including Life Insurance, Short-Term Disability,
and Long-Term Disability. For additional information, please contact the
Payroll and Benefits Manager.
TEAM MEMBER HANDBOOK 13

Paid Time Off
SnapAV provides our Team Members with flexible paid time off (PTO) that can
be used for any reason. So go ahead, take that dream vacation.
All PTO must be approved by a manager or supervisor. In order to use this PTO,
Salaried Team Members should submit a PTO request at least two weeks in
advance using the ADP Workforce Now system. You will receive an email once
your supervisor approves that request.
All full-time Team Members will be given PTO on their start date. The amount of
days are based on the amount of time you have been a SnapAV Team Member:
Year 1: 17 days
Year 2: 19 days
Years 3+: 22 days
Depending on your start date, your PTO amount may be prorated from the
amounts listed in this handbook.
You can carry over 40 hours of PTO per year, based on the calendar year.
Because we believe it’s important for you to take personal time away from
the office, SnapAV does not buy back unused PTO. If you do not use your
accumulated balances over 40 hours by year end, you will forfeit that time.
PTO is accrued throughout the year but is “gifted” and front loaded at the
beginning of the year.
SnapAV does not pay out PTO upon termination and reserves the right to
charge back over used PTO that has surpassed the accrued balance.
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TEAM MEMBER HANDBOOK

Paid Holidays
Full-time Team Members are paid for the following
holidays:
••
New Year's Day
••
Memorial Day
••
Independence Day
••
Labor Day
••
Thanksgiving Day
••
Day after Thanksgiving
••
Christmas Eve
••
Christmas Day
••
One Floating Holiday
A Floating Holiday is a paid day off that is separate
from PTO, and can be taken on a day chosen by
you.
When holidays fall on or are celebrated on a regular
work day, eligible Team Members receive one (1)
day's pay at their regular straight-time rate. When
a holiday falls on a Saturday, SnapAV offices are
closed on the prior Friday. When a holiday falls on a
Sunday, SnapAV offices are closed on the following
Monday.
Team Members that take an unscheduled PTO
day on the day before or after a holiday will not be
eligible to receive holiday pay.
Maternity and Paternity Leave
SnapAV offers 100% paid leave to Team Members
under the following guidelines:
••
6 paid weeks for Maternity Leave
••
2 paid weeks for Paternity Leave
If you have any questions regarding leave time or
payout, please see Human Resources.
Bereavement Leave
SnapAV offers three days paid bereavement leave
for immediate family, and one day paid leave for
extended family.
Immediate family members: a Team Member's
spouse or significant other, parents, stepparents,
siblings, children, stepchildren, father-in-law,
mother-in-law, brother-in-law, sister-in-law,
son-in-law, daughter-in-law, or grandparents,
grandchildren.
Extended Family Members: Aunts, uncles,
cousins, nieces and nephews.
Please contact a member of the Human Resources
team with additional questions.
TEAM MEMBER HANDBOOK 15

BENEFITS EXPLAINED
Jury Duty
Everyone’s favorite activity, jury duty. All Team
Members will be given time off for jury duty. You
are expected to provide SnapAV with proper notice
of your request to perform jury duty and your
verification of service. Team Members on jury duty
leave will be compensated for up to two full days,
unless otherwise required by law.
Workers Compensation
On-the-job injuries may be covered by our
Workers' Compensation Insurance Policy. The
amount of benefits payable, as well as the duration
of payments, depends upon the nature of your
illness or injury. All medical expenses incurred in
connection with an on-the-job injury or illness any
partial salary payments are paid in accordance with
state law.
If you are injured on the job, report the incident
to your Supervisor immediately. Failure to follow
SnapAV procedures may affect your ability to
receive Workers Compensation benefits.
Retirement Plan
We know you probably don’t want to work forever,
so that’s why eligible Team Members are able to
participate in SnapAV's retirement plan.
Plan participants are eligible to make pre-tax
(401k) and/or post-tax (ROTH) contributions
to a retirement account after ninety days of
employment. Plan investment options are flexible
and are detailed in the plan enrollment kit provided
by TransAmerica.
SnapAV matches 100% up to 3% of the Team
Member’s contributions. If you do not log in to
make an election, you are auto-enrolled at 3% after
the first 90 days of employment.
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TEAM MEMBER HANDBOOK

INCLEMENT WEATHER POLICY
In the event of inclement weather (in the South, that means flurries), SnapAV
encourages team members to always use their best judgment regarding their
safety.
Team members should plan accordingly for inclement weather, by bringing
their laptop and any other necessary items home with them in the event of a
potential office delay or closure.
SnapAV offers both well and sick child rooms to accommodate team members
who need to come to the office when school and/or childcare are not available.
For information regarding office closures in Charlotte, call the SnapAV
Information Hotline and check your email for notifications from management
or your supervisor.
For all other offices, communicate with your supervisor about inclement
weather plans.
Charlotte Office
SnapAV Inclement Weather Hotline
(855) 879-3832
TEAM MEMBER HANDBOOK 17

WHILE YOUR AT WORK
Punctuality and Attendance
We hired you because you are great at what you
do. When you are not at the office, we miss you.
Simply stated, come to work - we need you!
Unnecessary absences and lateness are expensive,
disruptive, and place an unfair burden on your
fellow Team Members and your Manager.
When absences and tardiness cannot be avoided, it
is your responsibility to notify your Manager about
these things as early as possible – but no later than
the start of your work day.
Unreported absences of three consecutive work
days will be considered a voluntary resignation of
your employment with SnapAV.
Technology at Work
At SnapAV, we know that you need certain tools
to get your job done and we are committed to
ensuring that you have what you need.
If you have been issued a laptop or cell phone from
SnapAV, make sure to always keep it secure and
know that they were given to you primarily for
business use.
We are all guilty of checking our personal emails
or social media accounts while using a company
computer. As company-issued devices are primarily
for business use, please use caution while visiting
websites online and do not visit any webpages that
may increase the chance of spyware or adware
infecting our network.
Hours can vary by department - talk with your
manager about what works best for you and for
the team.
Moonlighting
We know that you may have interests in projects
outside of SnapAV, so moonlighting is permitted,
provided that it does not interfere with day-to-day
job performance or create a conflict of interest.
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TEAM MEMBER HANDBOOK

Protection of User Data
Team Members may be given
access to consumer data, such as
information about a consumer’s
connected device, email address,
or other personally identifiable
information.
It is of the utmost importance
that all Team Members treat
such information with extreme
sensitivity and caution. Such
information should only be used
for a valid business purpose, such
as ensuring connected devices are
working properly or to complete a
valid business transaction.
TEAM MEMBER HANDBOOK 19

GET IN THE KNOW
SnapComm and SnapTV
Our TVs aren’t just for daytime soaps or the World
Cup. We post important notices and items of
general interest on our bulletin board and digital
signage. Check these spaces frequently to learn
about what’s happening across SnapAV!
Human Resources sends out important updates
throughout the week and a weekly newsletter
every Friday. Check your inbox for the latest
SnapComms. Hot off the press!
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TEAM MEMBER HANDBOOK

ADDITIONAL GUIDELINES
Substance Abuse
SnapAV is committed to providing a substance
abuse-free workplace for Team Members and
takes the problem of drug and alcohol abuse
seriously. Substance abuse of any kind is a potential
health, safety and security issue. As a condition of
employment, all Team Member must pass an initial
drug screening. All Team Members are prohibited
from engaging in the unlawful manufacture or
possession, use, distribution or purchase of illicit
drugs, alcohol or other intoxicants, as well as the
misuse of prescription drugs on SnapAV premises
or at any time or any place during working hours.
However, SnapAV may have celebratory events
where moderate alcohol is permitted, such as a
beer cart. Team Members should drink responsibly.
All Team Members are required to report to their
jobs in appropriate mental and physical condition,
ready to work.
Any violator of this substance abuse policy will be
subject to disciplinary action, up to and including
termination of employment.
SnapAV acknowledges that substance abuse is
a medical condition that can be treated. Team
Members who have an alcohol or drug abuse
problem are encouraged to seek help and should
feel free to discuss with their Manager or the Human
Resources team. Additionally, team members can
utilize the EAP program.
Gifts and Entertainment
Giving or accepting gifts or entertainment from
current or future clients, vendors or business
partners can create a conflict of interest, especially
if the value of the gift is significant. Its generally
permissible to accept or provide gifts (such as gift
baskets or company swag) if the market value of
the item is less than $200.
In addition, accepting or providing certain business
entertainment can be appropriate, provided that
the entertainment is reasonable and customary
and in the furtherance of the business relationship;
the cost of the entertainment is not excessive
and won’t inappropriately bias future business
decision-making about working with the vendor;
or does not create an appearance of impropriety.
Examples of such acceptable behavior include
attendance at a sporting event or celebratory
dinner with a business partner or vendor.
Team Members should never give or receive cash or
cash equivalents, such as gift cards, that obligates
the Team Member to provide something in return.
Team Member should also not actively solicit gifts
or entertainment from current or future potential
vendors or business partners.
TEAM MEMBER HANDBOOK 21

Business Expense Reimbursement
Many reasonable expenses are incurred in the course of
business. Team Members will be reimbursed for necessary
and reasonable expenses that have been pre-approved by
your Supervisor in writing. Such expenses may include air
travel, hotels, motels, meals, cab fare, rental vehicles and
gas, or and car mileage for personal vehicles. All expenses
incurred should be submitted to your Supervisor for review,
along wiπth a photocopy of your receipts, in a timely manner.
Team Members are expected to exercise restraint and good
judgment regarding expenses. Specific guidelines can be
provided by your Manager.
Anti-Corruption Policy
SnapAV strictly prohibits corruption in any form, including giving or accepting bribes. Team
Members cannot give anything of value to a government official to get or keep business or
to gain an improper advantage. The SnapAV Anti-Corruption Policy governs gifts, meals, and
entertainment involving government officials and is provided to Team Members as a separate
document.
Publicity and Media Statements
All media inquiries regarding SnapAV’s position on any issues
must be referred to Human Resources. No Team Members
are authorized to make those statements on behalf of
SnapAV, unless they are specifically authorized to do so.
Any Team Member who would like to write and/or publish
an article, op-ed, whitepaper, or other publication on behalf
of SnapAV must first obtain approval from SnapAV.
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TEAM MEMBER HANDBOOK

DRESS CODE
We’ve established a relaxed, business casual work dress code, so Team Members
can work comfortably in the workplace.Because all casual clothing is not suitable
for the office, these guidelines will help you determine what is appropriate to wear.
Your business casual clothing should still be professional.
Professional dress excludes, but is not limited to the following:
••
Torn, dirty, or frayed clothing
••
Ill-fitting clothing that is too tight
••
Clothing that reveals your bare back, bare chest [chest hair or cleavage], or stomach
••
Clothing that reveals your undergarments
••
Tank tops, midriff-length tops, tube tops, halter tops, or spaghetti-strap tops
••
Shorts or skirts that fall above mid-thigh, including miniskirts
••
Beach wear including deck shoes, flip flops, and cut offs
••
Any clothing that contains offensive words, terms, or images
••
Hats
••
Sweatpants
••
Athletic Shorts
If questionable attire is worn in the office, your respective department supervisor/manager will hold a personal, private discussion to counsel you on more
appropriate clothing options.
IF YOU MUST LEAVE US
Should you decide to leave SnapAV (insert crying emoji), we ask that you give your supervisor at least
two (2) weeks advance notice of your departure. Your thoughtfulness will be appreciated.
You must return all SnapAV property (including laptops or other electronics) at separation. You must
also return all of SnapAV's Confidential Information upon separation.
To the extent permitted by law, Team Members will be required to repay SnapAV (through payroll
deduction, if lawful) for any lost or damaged SnapAV property, or for SnapAV property that is not
returned.
TEAM MEMBER HANDBOOK 23