One of the keys to the success of Leap and Leap-powered store locations is building solid working relationships with brands who use Leap’s platform and services to scale their retail business (“Brands” or “Brand”). These relationships are built on mutual respect, civility, collaboration and professionalism. To ensure smooth interactions between our teams and with respect to each store location, Leap requires that Brands comply with this Code of Conduct, which outlines (i) the types of policies and practices Brands should maintain in order to foster a productive working environment, and how Leap expects its Associates (as defined below) to be treated by Brand and Brand Associates, (ii) certain guidelines related to Brand’s involvement in store location operations, and (iii) minimum standards with respect to Brand’s labor and human rights practices. “Associates” means the employees, contractors, agents and representatives of Leap or Brand (as applicable).
By adhering to this Code of Conduct, we believe that both Leap’s and Brand Associates will benefit, that working together will be more efficient and productive and that store locations will be more successful. We appreciate Brand’s commitment to these principles.
Leap considers compliance with this Code of Conduct to be a material condition of the business relationship between the parties.
I. Brand Interactions with Leap Associates
Leap expects Brand and Brand Associates to, at all times, conduct themselves in a manner that is consistent with legal and regulatory requirements, including avoiding conduct that could be considered to be discriminatory or harassing, and treat Leap Associates with professionalism and respect.
Equal Employment Opportunity
As an equal opportunity employer, it is Leap’s philosophy and policy to treat our Associates fairly and without regard to age, race, color, national origin, physical or mental disability, gender, religion, sexual orientation, gender identity, gender expression, marital or veteran status, pregnancy, genetic information, or any other legally protected characteristic. Leap also prohibits discrimination and harassment based on these characteristics, and this prohibition extends not just to Leap’s employees, but also third parties who engage with Leap Associates. With respect to accommodations for disabilities and religious practices, Leap engages in the interactive process with its Associates as required by law. Leap also prohibits retaliation against its Associates for raising complaints under its policies in good faith.
Leap expects Brand to adopt and implement similar policies and practices with respect to its Associates.
Anti-Harassment; Anti-Discrimination
Brand is required to inform its Associates that Leap will not tolerate any Brand Associate’s harassment of a Leap Associate. Harassment can come in many forms. By way of example, Leap will not tolerate the following behavior, whether in person or electronically:
● Slurs
● Name-calling
● Offensive/derogatory jokes
● Threats of violence
● Physical intimidation
● Physical behavior like unwanted touching
With respect to sexual harassment, Brand must comply with all required federal and state laws, including mandatory training requirements, and ensure that Brand Associates understand that the following behaviors directed at Leap Associates (or prospective Leap Associates) will also not be tolerated:
● Verbal innuendos, suggestive comments, off-color jokes, discussing sexual activities, commenting on physical attributes, offensive gestures or sounds, and repeated unwelcome flirtation
● Physical behavior such as pats, squeezes, grabbing, groping, intentionally brushing against someone's body, unnecessary touching, displaying sexually suggestive pictures, or impeding or blocking normal work or movement
● Unwanted sexual advances
● Pressure for sexual favors
Leap takes its own policies with regard to discrimination, harassment and retaliation seriously and maintains policies prohibiting the kind of conduct outlined above, not just towards Leap Associates, but also towards third parties, like Brand. Leap expects Brand to do the same.
Respectful Behavior
In line with the policies that Brand is required to maintain and administer, Brand will share the following guidelines with its Brand Associates and ensure they understand and will comply with the following when interacting with Leap Associates:
● Professional Respect:
○ Treat all Leap Associates with the professionalism and respect you would expect for your own team.
○ Avoid personal criticisms or attacks. Address issues based on facts and avoid letting emotions dictate discussions.
● Clear Communication:
○ Ensure that all communications, whether written or verbal, are clear, concise and respectful.
○ Avoid using jargon or acronyms that might not be understood by everyone in the conversation.
● Honesty and Integrity:
○ Be straightforward in all dealings. If there is an issue, address it with the designated Leap Associate (typically the customer success manager assigned to Brand’s account) or bring it to the attention of your company supervisor. Misleading or providing false information is not only counterproductive but can harm the trust we are working to build.
● Confidentiality:
○ Respect the confidentiality of sensitive information shared during our business dealings. Unauthorized sharing of proprietary information can have significant implications.
● Non-discrimination:
○ We expect Leap Associates to be treated without bias, irrespective of their race, gender, religion, age, or any other protected characteristic as outlined in Leap’s policies, summarized in this Code of Conduct. Diversity should be embraced and valued.
● Avoiding Conflicts of Interest:
○ Engage in interactions and decisions that prioritize your responsibilities over individual or other external interests.
● Punctuality and Time Management:
○ Honor agreed-upon timelines and schedules. If delays or rescheduling are inevitable, communicate this as early as possible.
● Feedback and Resolution:
○ Constructive feedback is encouraged, but it should be delivered thoughtfully and with a focus on improvement, and through the appropriate Leap channels to the designated Leap Associate (typically the customer success manager assigned to Brand’s account).
○ In case of disagreements, approach the situation with an open mind and a willingness to find a middle ground.
● Safe and Healthy Interactions:
○ We expect Leap Associates to work in an environment that is free from harassment, bullying, or any form of intimidation. Report any such behavior immediately.
● Continuous Collaboration:
○ Encourage open dialogue. Collaborative brainstorming can lead to innovative solutions that are beneficial to both of our businesses.
II. Brand Involvement in Store Operations
In addition to treating Leap Associates with respect at all times and avoiding conduct that could be considered to be discriminatory or harassing, Brand will adhere to the following requirements with respect to certain matters related to store location operations. The following is not intended to limit the implementation of and compliance with any additional policies and standard operating procedures in connection with the store location agreed in writing by Leap and Brand in the course of the business relationship between them.
Brand Involvement in Employee Matters
Unless otherwise agreed in writing between Leap and Brand, Leap is the sole employer of all employees assigned to the store location and will be solely responsible for all employment-related decisions, including all decisions regarding hiring, firing, retention, performance management, promotions, demotions, work assignments, schedules, compensation and benefits. Leap may allow limited Brand input on store location staffing and dress code solely for purposes of addressing specifics related to Brand’s brand and products or services, subject to the other sections of this Code of Conduct.
Brand Communications and Store Visits
In connection with Brand’s and Leap’s business relationship (including all store location matters), Brand must at all times communicate with the designated Leap Associate(s). With respect to store location matters, the designated Leap Associate is the customer success manager assigned to Brand’s account, unless otherwise notified to Brand, and Brand agrees to contact such individuals through proper Leap channels (e.g., email, Leap-provided Slack channel). Without limiting the prior sentence, we respectfully request that Brand Associates not communicate with Leap Associates via SMS/MMS (text messaging) with respect to store location matters.
Leap appreciates (but does not require) advance notice of store location visits by Brand Associates. If, in Leap’s reasonable discretion, store location visits by Brand Associates become disruptive, distressing or unsafe or Brand Associates violate any aspect of this Code of Conduct during any such visits, Leap reserves the right to require advance notice or to limit or otherwise implement parameters around such visits (which may include allowing such store visits only with a designated member of Leap field or corporate team leadership).
Brand-Led In-Store Events and Activations
Leap Associates will work with Brand Associates, as mutually agreed, to hold in-store events and activations (“Store Events”) for the purpose of promoting Brand’s products and services and the store location and driving sales. Standard Leap protocols and store location POS will be used for any sales of Brand products or services during Store Events. Brand will, and will ensure all Brand Associates, comply with the following requirements in connection with all Store Events:
Before the Event
● Seek Leap’s permission to use the store location, and not plan or advertise any activation or event without prior written approval
● Ensure that the purpose of the Store Event is solely for promoting Brand’s products and services and the store location and driving sales (the store location is not to be used as a venue for general use by Brand Associates or third parties)
● Send an accurate and complete “run of show” to Leap for approval at least 15 days before the event, and work with Leap to secure approval for all “run of show” details
● Adhere to Leap’s reasonable requests and the landlord’s requirements related to the Store Event
● Ensure all Store Event vendors (including any third parties offering products or services at the Store Event) completes and signs the Event Release provided by Leap and provides certificate of insurance at least 3 business days before the Store Event
● Provide adequate security, if requested by Leap (based on the nature of the event or the number of anticipated attendees)
During the Event
● Handle all preparation, set-up and clean-up, unless “run of show” sets forth a different plan approved by Leap (please do not rely on Leap Associates for tasks outside of the scope of their standard job duties unless specifically agreed in advance)
● Remain present at the store location at all times during the Store Event and at any other time that event vendors or their team members are on-site (unless otherwise agreed with Leap)
● Ensure that all guests/attendees under 18 are accompanied by an adult
● Adhere to all store location fire safety and capacity requirements
● Prohibit all illegal drugs and weapons
● Ensure that vendors provide, offer and/or sell only products and services pre-approved by Leap
● Strictly comply with federal, state and local laws and regulations applicable to serving, offering and/or selling alcoholic beverages and any other controlled substances legal in the applicable jurisdiction (if and as pre-approved by Leap), and if applicable, hire a licensed vendor to check guests/attendees’ IDs and ensure compliance
● If the guests/attendees will be doing any physical activity (like yoga) or participating in an interactive activity (like cooking) or sampling foods, ensure the vendor has secured all necessary permissions and liability waivers from guests/attendees
● Display signage to notify guests/attendees if photos and/or videos will be taken during event, including stating that Leap or Brand may use them in social media posts after the event (note that signed waivers may be required for celebrities or influencers)
● Inform guests/attendees if a security camera or CCTV is in use in the store
● End the Store Event on time
At all times, please ensure you have adequate written permission (or the appropriate right or license) before using a vendor’s or other third party’s name, trademark or image in any promotional materials or in social media posts related to the Store Event.
III. Brand Labor & Human Rights Practices
Leap expects Brand to meet minimum standards with respect to its labor and human rights practices (including with respect to all aspects of Brand’s products and services), not just because it is the right thing to do, but because Leap’s reputation may be negatively affected by its association with a Brand engaging in certain practices prohibited under this Code of Conduct.
Armed Conflicts. Brand must take reasonable steps to ensure the materials used in the products and services offered do not originate from sources that directly or indirectly benefit armed groups or criminal syndicates that perpetuate human rights abuses (e.g., Blood Diamonds and Conflict Minerals).
Child Labor and Human Trafficking. Brand must never employ a person younger than age 14 or otherwise interfere with a child’s education by employing a child in violation of a country’s compulsory education laws. Brand must never engage in any form of coerced labor, such as slave labor, prison labor, indentured labor, bonded labor or any other form of involuntary servitude. Brand must never traffic or otherwise exploit its Associates by means of threat, force, coercion, abduction or fraud. Brand is responsible for monitoring its global supply chains to ensure compliance with applicable labor and human trafficking laws.
Wage and Benefits. Brand must pay its Associates in a timely manner and provide compensation (including overtime pay and benefits) that satisfies applicable laws.
Work Authorization. Brand may not knowingly employ persons who are not authorized to work, as determined by applicable law, in conducting business with Leap. Brand must comply with the immigration and labor laws of the country where any such persons are employed.
Regulatory Agencies. Brand must reasonably cooperate with regulatory authorities, including with respect to inquiries, audits, reviews or investigations related to any business being conducted with Leap. Brand must inform Leap of any such inquiries prior to responding to regulatory authorities unless doing so would violate applicable law.