Employee Handbook US 0915 CL1

lululemon Employee Handbook United States of America 2021
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1 About This Employee Handbook
Welcome
At lululemon, we work together to elevate the world. We set audacious goals,
nurture big growth and engineer innovative products that allow people to feel –
and perform – their best. Together, we are co-creating a future that otherwise
wouldn’t exist – and we’re thrilled to welcome you to the team.
We know that you’re going to get up to big things while you’re here, and we can’t
wait for you to get started. As you begin your journey with lululemon, we encour-
lululemon Employee Handbook

age you to understand our purpose, vision, and core values.
All of us has a responsibility to create a respectful, positive, and inclusive work

environment.
We’ve prepared this Handbook to help ground you in our Company culture, as
well as inform you about some important policies and expectations related to
your employment and conduct as an employee of lululemon.
If you have any questions or need clarification, we encourage you to connect with
your manager or People & Culture.
Welcome to the team,

lululemon
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Contents
01 About this Employee Handbook
02 Introduction to the Company
03 Inclusion, Diversity, Equity In Action at lululemon
04 Organizational Responsibility & Standards of Business Conduct

05 Standards of Professional Conduct & Personal Responsibility
06 Work Time & Attendance Expectations
07 Company Benefits & Employee Responsibilities
08 Time Away from Work
09 Asset Protection & People Safety
10 Separation of Employment
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003
About this Employee icies contained within this Handbook, could

lead to disciplinary action up to and including
Handbook termination.
lululemon complies with all applicable local leg-

islation, work rules or other legal requirements.
In the event of a conflict between a local legal
Our Employee Handbook (the “Handbook”) has requirement and policy contained within this
been created with adherence to our Global Code Handbook, the applicable legal requirement
of Business Conduct and Ethics (the “Code of will prevail.
Conduct”) as well as our core values. In addition
to our Code of Conduct, the Handbook is in- At all times, lululemon reserves the right to alter
tended to inform you about some important pol- or change the terms and conditions of employ-
icies and expectations related to your conduct ment. lululemon reserves the right to make
and employment with lululemon (sometimes changes, additions, or deletions to the Hand-
referred to as “the Company”). book at any time, with or without notice. Noth-
ing in this Handbook should be construed as a

If you find yourself in a situation where you are promise or guarantee of continued employment
unsure of what to do, review this Handbook, or specific treatment in a specific situation.
speak to your manager, or contact your People
& Culture. This Employee Handbook supersedes all prior
lululemon policies that previously addressed
Important Notice the subject matter in this Employee Handbook.
Questions about this Handbook or your employ-
The information contained in this Handbook is ment should be directed to your manager or a
designed to provide employees with an overview member of the People & Culture.
of lululemon’s employment policies and expec-
tations regarding employee conduct. Additional Confirmation and Acknowledgment
details around specific policies, programs and of Receipt
procedures can be found on youlu (our Com-
pany intranet) or in other supporting resources. It is a requirement for all employees to read
While both this Handbook as well as our Code of and abide by this Employee Handbook and any
Conduct are thorough, we know that they may applicable addendums. You are required to read
not address every expectation related to an em- the Employee Handbook during your onboard-
ployee’s conduct or behavior. Each of us must ing. Please ensure that you have completed the
use good judgement in our personal conduct as Employee Handbook Acknowledgment task in
an employee of lululemon. Workday. Any further updates to this Handbook
will be posted on youlu and will be acknowl-
This Handbook applies to all employees, and edged through Workday on an annual basis.
compliance with our policies is a condition of
employment. Failure to adhere to Company
policies, including but not limited to the pol-
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2 Introduction to the Company
Introduction to you the ability to get more out of not just your
workout, but every aspect of who you are and
the Company what you do.
Our differentiator
A constant that has never wavered is our desire

lululemon History to empower people to reach their full potential
through providing the necessary tools and re-
Our initial vision sources, and encouraging a culture of leader-
ship, goal setting and personal responsibility.
Founded by Chip Wilson in Vancouver, Canada Our Core Values are lived by our people
in 1998, lululemon is a yoga-inspired, technical every day and are at the heart of our unique
athletic apparel company. What started as a Company culture.
design studio by day and yoga studio by night
soon became a standalone store in November We live a life we love. We set our goals to align
of 2000 on West 4th Avenue in Vancouver’s with our vision, and it’s why, so often, our one-

Kitsilano neighbourhood. year goals become today’s reality.
Our vision for our store was to create more than lululemon Purpose, Vision and
a place where people could get gear to sweat Core Values
in, we wanted to create a community hub where
people could learn and discuss the physical Purpose: to elevate the world by realizing the full
aspects of healthy living, mindfulness and living potential within every one of us.
a life of possibility. It was also important for us
to create real relationships with our guests and Vision: be the experiential brand that ignites a
understand what they were passionate about, community of people living the sweatlife through
how they liked to sweat and help them cele- sweat, grow, and connect.
brate their goals. Today, we do this in our stores
around the globe. Core Values
Our product • Personal responsibility | I have choice

and am accountable for my actions.
Our first designs were made for women to wear
during yoga. Through plenty of feedback from • Entrepreneurship | I am all-in. I
our guests, ambassadors, and athletes, we now continuously innovate and own my results.
design for people who are striving for balance in
all aspects of their lives - from their health and • Honesty | I am open and sincere.
personal/professional growth.
• Inclusion | I actively remove barriers to equity
We elevate performance by creating products so that everyone has a sense of belonging.
and experiences that amplify balance. Giving
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3 Inclusion, Diversity, Equity in Action at lululemon
• Courage | I relentlessly pursue greatness and INCLUSION: I actively remove barriers to equi-
know that possibility is bigger than the fear ty so that everyone has a sense of belonging.
of failure. At lululemon, we experience this as: bringing our
best selves to work; feeling a sense of communi-
• Connection | I put people first. I build trusting ty and providing support and allyship by valuing
relationships. We are all one team. and amplifying voices that may be marginalized.
• Fun | I believe that fun is a choice. It’s what DIVERSITY: All the ways in which we are
allows me to turn work into play. unique and different based on which we may
experience advantages or encounter barri-
ers. This includes aspects of diversity that are
Inclusion, Diversity, sometimes visible (i.e., race, gender, ethnicity,
Equity In Action at etc.), as well as those that are not always visible
(i.e., sexual orientation, educational background,
lululemon personal experiences, sweat preferences, etc.).
And they all matter.

EQUITY: Equity is an approach to ensuring that
everyone has access to the same opportunities,
Our goal is to create an environment where resources, and fair and respectful treatment. It
diversity and inclusion are not only celebrated recognizes and addresses power dynamics. It
but fully expressed, as a defining aspect of means that we do everything we can to identify
our culture. At lululemon, we experience and eliminate unfair biases, stereotypes or barri-
this as: bringing our best selves to work, ers that may limit full participation.
actively removing barriers to equity so that
everyone has a sense of belonging and are ACTION: Action is our commitment to deliber-
empowered and encouraged to share ideas ately creating meaningful systemic shifts that
and perspectives. eliminate structural bias so that we unlock more
diversity, inclusion, and equity.
We are here to elevate the world by realizing
the full potential within every one of us and The policies outlined in this section of the Hand-
that starts with elevating ourselves. IDEA is the book support with upholding our commitment to
starting point of our lifelong journey in which we IDEA. You can learn more about IDEA and what
are taking a stand and sparking dialogue around resources are available to you on youlu here.
diversity, equity and inclusion. It is how we live
into our responsibility as individuals, as leaders Human Rights Policy
and as a Company to create a truly diverse and
inclusive culture. lululemon respects the human rights of its em-
ployees and complies with all applicable laws in
the jurisdictions where lululemon operates. Em-
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ployment decisions are based on merit and busi- lululemon strictly prohibits any form of discrim-
ness needs, and not on any protected charac- ination against any employee. Any employee
teristics. Protected Characteristics include race, who engages in discriminatory behavior will be
color, creed, age, sex, gender, sexual orientation, subjected to appropriate disciplinary action, up
gender identity or expression, national origin, re- to and including immediate termination of em-
ligion, marital status, medical condition, physical ployment. If you believe someone has violated
or mental disability, military service, pregnancy, this policy, you should bring the matter to the
childbirth and related medical conditions or any attention of People & Culture, or anyone else in
other classification protected by applicable management with whom you are comfortable or
local legislation. use the Company’s toll-free Integrity Line (1-877-
217-4665) to report any violation. lululemon will
Human rights laws will be followed in all practic- promptly investigate the facts and circumstanc-
es relating to recruitment and hiring, compensa- es of any claim that this policy has been violated
tion, benefits, discipline, transfer, termination and and take appropriate corrective measures.
all other terms and conditions of employment.
While management is primarily responsible for Accommodations
seeing that human rights laws are followed, you

share in the responsibility for assuring that your lululemon recognizes and supports its obligation
personal actions do not breach human rights to fully comply with all applicable local legisla-
requirements. tion regarding the employment of individuals
who require a workplace accommodation. The
Equal Opportunity Employer (EOE) Company is committed to reasonably accommo-
dating job applicants and employees who may
lululemon is an Equal Employment Opportunity require a medical, religious, creed-based, family
employer. Employment decisions are based status or other accommodation to the extent
on merit and business needs, and not on race, required by law.
color, creed, age, sex, gender, sexual orientation,
national origin, religion, marital status, medical An applicant or employee who believes they
condition, physical or mental disability, mili- need a reasonable accommodation to perform
tary service, pregnancy, childbirth and related the essential duties of their position should con-
medical conditions or any other classification tact their manager or a member of the People &
protected by federal, state or provincial and local Culture team to discuss the process for request-
laws and ordinances. Reasonable accommo- ing an accommodation.
dation is available for qualified individuals with
disabilities, upon request. Americans with Disabilities Act (ADA/
ADAAA) Policy
This Equal Employment Opportunity policy
applies to all practices relating to recruitment lululemon is committed to complying with the
and hiring, compensation, benefits, discipline, ADA Amendments Act of 2018 and the Amer-
transfer, termination and all other terms and icans with Disabilities Act of 1990. lululemon
conditions of employment. recognizes and supports its obligation to comply
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with all federal and state laws concerning the basis and will involve an interactive discussion
employment of persons with disabilities and to between the employee and lululemon as to the
act in accordance with regulation and guidance nature and expected duration of leave.
issued by the Equal Employment Opportunity
Commission (EEOC). Furthermore, as set out If an employee is on leave and feels that they
in lululemon’s Human Rights Policy, lululemon can return to work with restrictions or workplace
strictly prohibits discrimination against qualified accommodations, they should contact their
individuals with disabilities in regard to applica- manage or a member of the People & Culture
tion procedures, hiring, advancement, discharge, team to explore accommodations that might
compensation, training or any other terms, enable the employee to return to work.
conditions, and privileges of employment.
No employee will be subject to, and lululemon
If lululemon is notified that a qualified individual prohibits, any form of retaliation against an ap-
with a disability requires a reasonable accommo- plicant or employee on the basis of a disability,
dation in order to participate in the application request for an accommodation or participation
process, perform the essential functions of the in a complaint or investigation of disability
job, or enjoy equal privileges and benefits of discrimination.
lululemon Employee Handbook | Section 1

employment, lululemon will work with that per-
son to find a reasonable accommodation unless Bullying, Harassment and
doing so would cause an undue hardship to the Discrimination Policy
business. This may involve a leave of absence
or on the job accommodation. Request for At lululemon we expect each employee to
accommodation can be either oral or in writing contribute to creating a great work environment
and individuals are not required to use any that is aligned with our values of personal re-
particular words when requesting an accom- sponsibility, entrepreneurship, honesty, courage,
modation. An individual who believes he or she connection, fun, and inclusion. Bullying, harass-
needs reasonable accommodation to perform ment, or discrimination of any kind will not be
the essential duties of their position should con- tolerated and may be grounds for immediate
tact their manager or a member of the People & termination of employment. Everyone in the
Culture team. The manager or a member of the workplace must be dedicated to preventing
People & Culture team will promptly engage in bullying, harassment, and discrimination in the
an interactive conversation with the individual workplace. Managers and all team members are
regarding the requested accommodation, as well expected to uphold this policy and will be held
as inform the employee of any additional steps accountable by lululemon.
required to apply for the approved leave of ab-
sence. Leave of absence requests may require a Acts of discrimination or harassment by anyone
formal application process with a 3rd party leave in the workplace are inappropriate and count-
support provider and may require additional er to lululemon’s philosophy. Accordingly, this
supporting medical documentation. Leave of ab- policy also applies to ambassadors, vendors, and
sence requests are reviewed on a case-by-case guests. No employee is expected to tolerate any
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conduct prohibited by this policy from anyone • rudeness, ridicule, taunting, patronizing
while at work or while engaged in Company Behaviour;
business. To the extent a guest, vendor, or other
person with whom the Company does business • insults and denigrating comments;
engages in unlawful harassment or discrimina-
tion, the Company will take appropriate correc- • gossiping or back-stabbing Behaviour;
tive action.
• withholding necessary information or pur-
If you believe someone has violated this policy, posefully giving the wrong information;
or you become aware of a third party who
may be experiencing bullying, harassment, or • undermining or deliberately impeding a per-
discrimination you should immediately notify son’s work;
People & Culture, or anyone else in manage-
ment with whom you are comfortable or use • intruding on a person’s privacy by pestering,
the Company’s toll-free Integrity Line to report spying or stalking;
such violations. Please also refer to the Raising a
Concern section set out below. • making intimidating phone calls or

sending intimidating emails, texts, or other
Bullying and Harassment Defined communication;
Bullying and harassment includes any inappro- • shouting or yelling at individuals; and
priate conduct or comment by a person towards
a worker that the person knew or reasonably • hazing or initiation practices.
ought to have known would cause that worker
to be humiliated or intimidated. Bullying and harassment does not include any
reasonable action taken by an employer or
Examples of bullying and harassment may supervisor relating to the management and
include, but are not limited to: direction of workers or the place of employment.
Reasonable direction or management includes
• deliberately impeding or undermining a performance management, taking reasonable
person’s work; disciplinary action, assigning work, and providing
instruction or coaching to assist an employee in
• excluding or isolating a person socially; their development or advancement.
• cyber-bullying; This definition of bullying and harassment is

not intended to limit the application of applica-
• spreading malicious rumours or gossip that ble laws prohibiting bullying and harassment
are not true; in the workplace.
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Discriminatory Conduct Defined • Unwanted inquiries or comments about a

person’s personal life.
Discrimination is the act of differentiating
between people on the basis of one or more Sexual Harassment Defined
Protected Characteristics such that people are
treated less favorably because of their Protected Sexual harassment is a form of discrimination.
Characteristic(s). lululemon prohibits discrim- Sexual harassment is any unwelcome sexual
inatory conduct, including harassment, based advance, request for sexual favors, and other
on any Protected Characteristic. lululemon also verbal or physical conduct of a sexual or sex-
prohibits discriminatory conducted based on based nature, when:
the perception that anyone has any of those
Protected Characteristics or is associated with a • Submission to the conduct is made either
person who has or is perceived as having any of explicitly or implicitly a term or condition of an
those Protected Characteristics. individual’s employment;
Discriminatory conduct may take many forms. • Submission to or rejection of the conduct is
Examples include, but are not limited to, the used as a basis for making employment deci-

following behavior: sions affecting the employee; or
• Verbal conduct such as epithets, derogatory • Such conduct has the purpose or effect of
jokes or comments, slurs, invitations, com- unreasonably interfering with an individual’s
ments, posts, or messages; work performance or creating an intimidating,
hostile, or unsafe work environment.
• The display or distribution of offensive or
derogatory materials, including posters, pho- Sexual harassment can occur in many different
tography, cartoons, or drawings; forms, including physical, verbal, visual or in writ-
ten form, and the sex, sexual orientation, gender,
• Physical conduct including assault, unwant- or gender identity, or expression of the persons
ed touching, intentionally blocking normal involved is irrelevant. Examples of sexual ha-
movement or interfering with work because rassment include, but are not limited to:
of sex, religion, race, or any other Protected
Characteristic; • Remarks, jokes or innuendos about sex
or sexual orientation where the speaker
• Subtle micro-aggressive actions that commu- has been advised or should otherwise be
nicate offensive or harmful attitudes and ideas aware, that such comments are offensive
about marginalized groups; or unwelcome;
• Mimicking a person’s accent, speech, or man- • Unwelcome physical contact;

nerisms; and
• Unwelcome leering or staring;
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• Indecent exposure, stalking or sexual assault; Open Door Culture
• Verbal abuse or threats of a sexual nature; Employee insights, feedback, and suggestions
are foundational to the lululemon culture and
• Unwelcome sexual flirtations, advances or critical to our continued growth and success.
propositions or repeated invitations after We encourage our employees to speak open-
previous requests have been refused; ly with their direct supervisor, another leader
within the organization, and/or a representative
• Sexually suggestive, obscene, or degrading from People & Culture to share questions, ideas,
comments, gestures, or jokes; and thoughts, and/or concerns.
• Requiring others to engage in any of the The intended outcomes of our Open-Door
above conduct. Culture are to:
The foregoing is not intended to prevent em- • Encourage open communication and
ployees from engaging in consensual interac- discussion about any matter of importance
tions in accordance with our Close Relationships to an employee;

policy. However, if you do not know the other
person who you are engaging with, then it may • Handle employee concerns in a
be difficult to predict when your conduct or timely manner;
comment might be unwelcome or consensual.
Always be mindful of your surroundings, pay at- • Resolve disputes before they escalate;
tention to verbal and non-verbal cues, and think
before you speak/act. If you have any uncer- • Act quickly on opportunities to improve our
tainty as to whether your conduct or comment organization; and
could be unwelcome, that is a good sign that
you should avoid it. Remember that your com- • Foster an environment of mutual trust and
munication and conduct should always be aimed collaboration.
at contributing to the creation and maintenance
of a positive, respectful, and discrimination-free Raising a Concern
workplace. Talk to your People & Culture part-
ner if you want guidance about what may or may All employees are responsible for advising
not constitute sexual harassment. their manager of any known instances of
workplace bullying, harassment, or discrimi-
Annual Review nation. Any manager who receives a report of
bullying, harassment, or discrimination must
This bullying, harassment and discrimination promptly report it to their People & Culture
policy will be reviewed annually, or as otherwise partner. If, for any reason, you are uncomfortable
required by applicable law. or unable to speak to your manager, or another
leader in the Company, then you are encouraged
to report the concern directly to your People &
Culture partner.
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If an employee is not comfortable speaking with Cooperation in an investigation includes:

their People & Culture partner about a concern
(and/or if People & Culture is a party to the con- • providing any details of incidents the employ-
cern) they are encouraged to report the issue to ee has experienced or witnessed;
the Company’s toll-free ethics and compliance
hotline, the Integrity Line. To create a report • responding honestly to the investigator’s
online visit www.lululemon.ethicspoint.com or questions; responding to the investigator’s
call the hotline using the numbers found in the request for documents or further information;
Code of Conduct. and
Any complaint received via the Integrity Line, • keeping confidential their participation in the
will be considered, and if necessary, investigated investigation and any information received
on the basis of the information provided and in during the investigation.
accordance with applicable law. Employees who
use the Integrity Line may do so anonymously Privacy and Confidentiality
and will be provided confidential treatment.
Employees should be aware that if they elect to Confidentiality is an essential part of due

remain anonymous when submitting a complaint process and ensures a fair and objective
to the Integrity Line, lululemon may not be investigation. It is also a requirement under
able to: interview the complainant; contact the applicable privacy laws. All of those involved in
complainant to request further evidence; provide the complaint review process under this policy
the complainant an opportunity to respond to must maintain confidentiality with respect to
any new information that may arise in the course the complaint process itself and any information
of the investigation; or provide the complainant they hold, both during an investigation and after
with any information about the result of the the investigation is complete.
investigation.
Non-Retaliation (Victimisation) Policy
Please refer to youlu to see further details on
the process for raising a concern. The Company strictly prohibits any form of
retaliation (victimisation) against any individual
Cooperation in an Investigation who makes a good faith report of a violation or
possible violation of applicable law or workplace
lululemon will conduct a prompt, thorough and policy, or who participates in an investigation of
objective investigation of complaints of work- a complaint. Retaliatory behavior may include,
place bullying, harassment, or discrimination. but is not limited to:
In order to do this, lululemon, or a designated
investigator, may seek the assistance of other • Unwarranted criticism of a person’s
employees who may have information about the job performance;
complaint (e.g. witnesses). Employees who are
asked to participate in an investigation must • The failure to extend to a person an
do so and are required to cooperate with the opportunity available to others;
investigator’s requests.
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• Excluding the person from normal activities as ganizational perspective, to ensure that they are
an attempt to make the person feel unwanted following our standards of business conduct. .
and isolated;
Code of Business Conduct & Ethics
• The refusal to work with a person; or
The lululemon Global Code of Business Con-
• The unjustified reassignment of a person to duct and Ethics (the “Code”) is available to
different duties or different position. all employees through youlu. This document
was created to highlight our commitment to
Retaliatory behavior does not include good faith ensuring that employees, directors, and officers
job performance assessment, normal work-re- of the Company are operating in accordance
lated comments and instruction, or discipline for with the highest ethical standards and applica-
just cause. ble laws, rules, and regulations. As a Company,
we place the highest value on the integrity of
Any employee who believes they have been each employee and lululemon representative.
subjected to retaliation must immediately report Our Company expects not only compliance with
the matter to their manager or People & Culture. applicable laws, policies, rules, and regulations,

All complaints of retaliation will be investigated but also responsible and ethical behavior and
by lululemon. compliance with the Code.
Organizational Our Code of Business Conduct and Ethics can

be found on youlu and includes information
Responsibility & about lululemon’s expectations for employee
and third-party responsibilities and relationships.
Standards of
Business Conduct It is extremely important that every lululemon
employee reads and understands the mate-
rial covered in the Code”. All employees are
required to regularly review the Code. This
Code governs how we conduct ourselves with
At lululemon, we take ethics and integrity each other, with our guests, and with other third
seriously. We are responsible to show up as our parties including our vendors.
best selves with one another and to act in a
way that’s respectful and in line with our values. Confidential Integrity Line
lululemon expects employees to abide by our
Code of Conduct. Complying with the Code of The Code contains information about our confi-
Conduct protects both the interests and safety dential Integrity Line, which may be considered
of lululemon’s employees and guests, as well as a “whistleblower” hotline. The Company is
protects the business interests and reputation of committed to addressing serious complaints
our Company and our brand. It is each employ- confidentially and anonymously. The Integrity
ee’s responsibility, from both a personal and or- Line is available in all of lululemon’s operating
013
language and employees can either call may hurt our communities. Not only does this
the Integrity Line or make a report online at type of behavior go against our core values but
www.lululemon.ethicspoint.com. violating anti-corruption laws can have severe
consequences for both lululemon and any indi-
The Integrity Line was established as a tool vidual involved in the violation. These conse-
to manage serious employee concerns that a quences can include fines and imprisonment for
particular employee feels has not been ade- individuals and severe reputational and financial
quately addressed at a store or department penalties for lululemon. Please refer to our An-
level, through management, or through People ti-Corruption and Anti-Bribery policy, which can
& Culture. Serious complaints include violation be found on youlu, for more information.
of any applicable laws, rules and regulations,
Company policy or the Code, fraudulent activity Insider Trading
or any improper accounting, internal accounting
controls or auditing matters. The first point of As a publicly traded company, in addition to our
contact for any concern remains your immediate general confidentiality requirements, we also
supervisor, followed by your People & Culture. have responsibilities under applicable securities
laws regarding “inside information” and the trad-

Any complaint put forward to the Integrity Line ing of our shares. “Inside” information is material
is forwarded to the Chair of the Audit Committee information about us that is not available to
of our Board of Directors and the Legal depart- the public. Information is generally considered
ment. These complaints are then investigated “material” if its disclosure to the public would be
and/or supported by our People Practices team, reasonably likely to affect either (1) an investor’s
as appropriate. Depending on the nature of the decision to buy or sell the shares of a company;
complaint, legal action may follow. or (2) the market price of the shares. Examples
of “material information” include important fi-
Anti-Corruption and Anti-Bribery nancial information such as monthly or quarterly
sales for the Company; major management
We know that acting ethically is more than just changes; or a significant issue with one of our
complying with the written letter of the law – it products.
also means embracing its spirit. To truly be
great, we have to conduct business the right You are prohibited from purchasing or selling
way. Accordingly, we do not tolerate bribes or lululemon shares when you are in possession
kickbacks and the giving and receiving of bribes of material non-public information concerning
by the Company’s employees or third parties the business or affairs of lululemon and you are
acting on the Company’s behalf is strictly pro- also prohibited from telling others about such
hibited. Employees should never offer, make, or information. Please refer to our Insider Trading
promise any bribe, kickback, or take any corrupt Policy for more information. Please note that if
action on the Company’s behalf. Such unethical you are deemed to be a “financial insider”, you
conduct does not show our best selves and will have additional obligations, including restric-
014
tions on when you can trade in lululemon shares applicable laws. Subject to legal and contractual
and will be required to sign off on a separate requirements, and reasonable notice, you may
Insider Trading Policy. refuse or withdraw your consent to certain of
the identified purposes at any time by contact-
Workplace Privacy Policy ing your People & Culture partner. If you refuse
or withdraw your consent, this may impact our
Our Privacy Commitment ability to employ you and/or we may not be able
to provide you or continue to provide you with
We are committed to maintaining the accuracy, certain services, benefits or information, which
security, and privacy of the personal information may be of value to you.
of our guests, Workers, their dependents, and
beneficiaries in accordance with all applicable If you provide us with the personal information
laws. Our Global Privacy Policy may be found on of another individual, such as your spouse,
our website. children or beneficiaries, you represent that
you have all necessary authority and/or have
This Workplace Privacy Policy is a statement obtained all necessary consents from such indi-
of principles and guidelines for the protection vidual to enable us to collect, use and disclose

of the personal information we hold of all such personal information for the purposes set
employees. forth in this Privacy Policy.
For the purpose of this policy: What is Personal Information?
• the term “lululemon” or “we” refers to Personal information includes any information
lululemon Inc., and its subsidiaries and about an identified individual or information that
affiliates, and allows an individual to be identified. Personal
information does not include your name, title or
• the collective term “Workers” or individu- position, business address, telephone number,
al “you” refers to prospective, current, and facsimile number, or e-mail address.
former employees, contractors, consultants
or other individuals who currently work for What Personal Information Do We Collect?
lululemon (including dependents and
beneficiaries). The types of personal information that lulu-
lemon may collect, use and disclose about our
Your Consent Workers may include your name, home ad-
dress, home telephone number, personal email
By submitting personal information to lululemon address, date of birth, gender, social security
or its agents and service providers, you agree number/social insurance number, information
that we may collect, use, and disclose such regarding your authorization to work in the
personal information in accordance with this country in which you are to be employed (i.e.
Privacy Policy and as permitted or required by passport number, identity card, Visa or work
015
authorization information, etc.), driver’s license In general, lululemon collects, uses, and disclos-
number/abstract, banking information (such es your personal information solely for the pur-
as your bank’s name and address, credit card poses of establishing, managing, or terminating
number and expiry date, bank account number your employment relationship. These include
and RRSP information), information related to the following purposes:
your educational and employment background,
credit and criminal background check infor- 1. Recruitment for positions with lululemon,
mation, emergency contact information (such including for the purpose of obtaining refer-
as your doctor’s name and telephone number), ences regarding Workers;
medical information (including doctor’s notes,
correspondence and other personal information 2. Establishing, managing and terminating re-
required for completion of benefits/life insurance lationships with Workers, including ensuring
enrolment forms or to support certain leaves Workers’ authorization to work in the coun-
of absence), work-related information (includ- try in which they are employed, implement-
ing your resume or employment application, ing Workers compensation, benefits, leaves
compensation and benefits history, position, per- of absence, disability accommodation,
formance reviews and ratings and disciplinary taxation, insurance, relocation, and travel

information), surveillance video footage, use of and assessing and facilitating the imple-
internet on the Company’s technology resources mentation of programs, policies, procedures
(such as internet sites visited, the number of and opportunities for Workers;
times visited, and the total time connected to
each site), travel information (such as your pass- 3. Administration of lululemon’s policies and
port number, travel preferences, destination and procedures regarding the training, reten-
means of travel), and the names, birth dates, and tion, performance, evaluation, discipline, and
certain other information of your dependents termination of Workers;
and beneficiaries.
4. Complying with other requirements im-
Why Do We Collect Your Personal posed by law, including without limitation,
Information? collecting personal information required
by applicable income tax, pension, employ-
lululemon limits the collection, use and dis- ment standards, workplace insurance and
closure of your personal information, both in safety and occupational health and safety
amount and type, to that which is necessary to legislation;
fulfill the purposes identified within this policy.
We will identify to you the purposes for which 5. Detecting and protecting lululemon and
your personal information is collected at or other third parties against error, negligence,
before the time your personal information is breach of contract, theft, fraud, and other
collected. illegal activity, and to comply with lululemon
audit requirements, and to audit compli-
016
ance with lululemon’s policies, procedures, website support companies, lululemon and
and contractual obligations; Worker payroll and banking institutions,
benefit providers, travel agents, and em-
6. Administration, protection, and moni- ployee assistance plan organizations;
toring of lululemon’s Intranet, website,
and computer systems, including remote 2. Government agencies to the extend re-
access from home or other non-lululemon quired to comply with applicable laws;
locations;
3. Any other third party or parties where you
7. Providing computer system help desk consent to such disclosure is required or
services and technical support for Work- permitted by law;
ers and ensuring that computer system,
email, Intranet, and Internet use by Workers 4. Individual companies or affiliates of lulu-
complies with lululemon’s policies and lemon or third parties in locations around
applicable laws; the world for the purposes described in
this Privacy Policy, and always subject to
8. Marketing and promotion of lululemon reasonable steps to safeguard the privacy

through the Intranet, Internet and lulu- of your personal information; and
lemon’s website and in directories, bro-
chures, announcements, advertising and 5. Another entity upon a transfer or sale of
other marketing, promotional and infor- all or substantially all of lululemon’s stock
mational materials as permitted by and to or assets or upon any other corporate
comply with any legal or regulatory require- reorganization.
ments and laws; and
Where Do We Store Your
9. For any other purpose to which you Personal Information?
consent.
Your personal information is stored in locations
To Whom Do We Disclose Your Personal and on servers located at lululemon’s offices or
Information? those of our service providers, located either at
our offices or at the offices of our service provid-
From time to time, lululemon may disclose ers, which may be located in the United States.
your personal information to: If you wish to obtain further information about
the privacy policies of these service providers,
1. Service providers of lululemon to the you can contact the Privacy Officer at
extend required to provide administrative, [email protected].
People & Culture or technological support
services to lululemon within the scope of How Long Do We Retain Your
the purposes identified above. Examples Personal Information?
of service providers include, but are not
limited to insurance companies processing Where personal information is used to make
claims of Workers and their dependents, a decision that directly affects you, lululemon
017
will keep that personal information for at least If access to your personal information is denied,
one year after we made that decision. Subject lululemon will notify you in writing, give reasons
to this one-year retention, lululemon retains for the denial, and inform you of the recourses
your personal information only for as long as is available to you. If access is granted, lululemon
necessary in order to fulfill the purposes iden- will give you a reasonable opportunity to review
tified above, or as may be required to comply your personal information. Your personal infor-
with applicable laws and lululemon’s document mation will be provided to you in an understand-
retention policy. able form within a reasonable time, generally
within 30 days or such other period as required
How Do We Protect Your by law. lululemon may extend such time period
Personal Information? if meeting the time limit would unreasonably
interfere with the activities of lululemon or the
To help protect the confidentiality of your per- time required to undertake any consultations
sonal information, lululemon employs adminis- necessary to respond to your request would
trative, physical, and technological safeguards make the time limit impractical to meet. You
appropriate to the sensitivity of your personal in- will be able to challenge the accuracy and
formation. Where personal information is sent to completeness of the information and have it

a third party for processing, we require through amended as appropriate.
our contracts with them that they take reason-
able steps to keep all of your personal informa- How Can You Obtain Further Information?
tion secure. We also endeavor to maintain your
personal information as accurate, complete, and lululemon has a Privacy Officer to oversee com-
up to date as is necessary to fulfill the purposes pliance with this Privacy Policy and applicable
identified in this policy and comply with the privacy laws. For more information on lulu-
applicable law. lemon’s Worker related privacy practices, please
email [email protected] or contact
How Can You Obtain Access to Your your People & Culture partner.
Personal Information?
Changes to Our Workplace Privacy Policy
To the extent that you are unable to access your
personal information via the lululemon Intranet, lululemon reserves the right to modify or supple-
upon your written request, and subject to cer- ment this Workplace Privacy Policy at any time.
tain exceptions, lululemon will inform you of the If we make a change to this Workplace Privacy
existence, use, and disclosure of your personal Policy, we will post such changes on our Intranet
information and will give you access to that and make such revised policy and changes
information. Access requests should be sent available upon request to the lululemon Privacy
to lululemon through the contact information Officer. However, lululemon will obtain the
outlined below. necessary consents required under applicable
privacy laws if it seeks to collect, use, or disclose
018
your Personal Information for purposes other and being accountable for the impacts of those
than those to which consent is obtained unless choices, intended or unintended. In addition
otherwise required or permitted by law. to being one of our Company values, Personal
Responsibility is also a Practice of Leadership
Changes to your Personal Information that we expect all employees to demonstrate
at lululemon. This includes demonstrating their
Important reminder to update your information personal commitment to the Code of Conduct
in Workday when you have a change in your: and Standards of Professional Conduct poli-
cies detailed in this section of the Employee
• Personal information (name change) Handbook.
• Address change Dress Code and Personal Presentation
• Personal contact information change The dress and personal presentation of lulu-
lemon employees communicates our Company
• Emergency contact information change image and culture to our guests and vendors. It
is important for you to be enrolled in commu-

If something has changed regarding your nicating our culture by displaying not only your
personal info, it is your responsibility to update great personal style, but also encouraging and
your information on Workday. There are some exemplifying what an active lifestyle means
events in which we will require supporting to you
documentation (marriage certificates, etc.), but
most events will be confirmed by your People & While we strongly encourage you to take
Culture partners and/or your Benefit partners advantage of our generous employee discount
via ServiceNow. and wear lululemon clothing while working, we
do not have a “lululemon only” dress code,
Standards of and at no time are you required to wear lulu-

lemon apparel.
Professional Conduct &
lululemon employees are expected to present a
Personal Responsibility clean, neat, and work-appropriate appearance
while adhering to all applicable safety regula-
tions. Your presentation and personal hygiene
are important not only to you, but also to our
guests and those that work with you. Employ-
It is up to all of us to uphold the culture and ees should be aware of the different levels of
values of lululemon, and we each have a re- sensitivity to perfume, cologne, body odor and
sponsibility to contribute towards a professional the smell of smoke on your clothing.
and inclusive work environment. At lululemon,
personal responsibility includes being in choice,
019
Consistent with our Political Activities policy, Failure to adhere to the dress code would be
employees are not permitted to display personal considered a violation of this policy.
political messages on apparel such as clothing,
buttons, accessories or other paraphernalia Please contact your manager or People
while at work. & Culture if you have questions regarding
our Company Dress Code and Personal
Inappropriate dress may include but is not Presentation guidelines.
limited to:
Conflict of Interest Policy
• Wearing underwear, sports bras, or swimsuits
as a standalone article of clothing without A conflict of interest may exist whenever an em-
additional coverage; ployee’s ability to exercise good judgment and/
or decision-making is affected or can be called
• Apparel with discriminatory, offensive, or into question because of another relationship or
violent graphics and/or language; personal connection. You should not participate
in any business decision on behalf of the Com-
• Apparel displaying weapons, drugs or pany that could benefit you or an individual with

alcohol; or whom you have a close, personal or business
relationship. Situations that may lead to a real
• Clothing or footwear that does not meet or perceived conflict of interest must be avoided
safety requirements for the work tasks being and disclosed.
performed.
If an actual or perceived conflict of interest
When working in a guest-facing capacity, (i.e., does arise, employees must report it to their
working in our retail stores or working on behalf manager and People & Culture. lululemon
of the Company in our communities, etc.) you will work with all parties to try to resolve any
are expected to wear neat, clean clothing reported real or perceived conflict of interest.
appropriate for the nature of our business and
consistent with the products we sell (i.e., athletic Failure to disclose a conflict of interest and/
wear without any prominent competitor logos) or failure to abide by the direction provided
and appropriate for the workplace. when a conflict is identified constitutes a
breach of this policy. If you have any ques-
An employee who reports to work inappropriate- tions about this policy, the Company encour-
ly dressed, smelling of cigarette smoke, or with ages you to contact your manager, People &
unacceptable personal hygiene may be asked to Culture, or People Practices.
change their attire or may not be permitted to
complete their work shift.
020
Close/Personal Relationships in tionship or encounter arises in the context

the Workplace of a serious romantic relationship or a causal
relationship); or
While we respect the right of our employees
who may choose to pursue personal friendships/ • Close personal friendships (involving frequent,
relationships with those they work with, it is non-work-related social interaction).
important to recognize that close or personal
relationships between employees and between Employees should not influence, appear to influ-
employees and ambassadors or other business ence, or have any real or apparent involvement
partners can lead to perceived or actual con- with employment-related decisions that involve
flicts of interest. This can result in supervisory a close or personal relationship. This includes
problems, perceived or actual favoritism, pos- situations where one employee is in a position of
sible claims of sexual harassment, and morale authority over the other employee (e.g. directly
problems in the workplace. or indirectly supervises or is responsible for as-
sessing/reviewing the work of another employee
Examples of a close or personal relationship or ambassador). It also includes situations that
(without regard to the sex, sexual orientation, or fall outside of such supervisor-subordinate

gender identity or expression of the individuals situations that can result in a real or perceived
involved) may include but are not limited to: conflict of interest.
• Family members (spouses, common-law For example, an employee may be responsible

partners, domestic partners, children, “step” for overseeing or supporting an area of the
relationships, legal guardians, grandchildren, business, rather than overseeing an employee.
parents, grandparents, siblings, “in-laws”, un- In that case, a close relationship between the
cles, aunts, nieces, nephews, and cousins); employee who oversees an area of the business,
and an employee within that area of business,
• Living together as roommates or otherwise may also result in a real or perceived conflict
sharing a household (on a permanent or of interest.
temporary basis);
Circumstances where a real or perceived
• Personal business relationships (caregiver, conflict of interest may arise include but are
landlord, employee/employer relationship in not limited to:
outside business);
• Direct/indirect reporting relationships (super-
• Dating/romantic involvement (casual vising, reviewing, assigning, assessing work);
or serious);
• Recruiting and hiring;
• Sexual relations and/or sexual encounters
(whether it occurs on only one occasion or on • Promotions and transfers;
multiple occasions, and whether the rela-
021
• Conflict resolution; of interest via the introduction of safeguards or

other measures, the Company may determine
• Performance management; and/or the best course of action for resolution, which
could include termination of employment for one
• Providing resources/budget. or more parties (subject to applicable law).
This policy does not include all potential exam- Any information regarding personal relationships
ples. There may be other relationships which is confidential and will be handled in accordance
are close or personal, and other circumstances with applicable data protection legislation and
that may give rise to a real or perceived conflict any lululemon data protection policies in place.
of interest. All employees are expected to act
responsibly, professionally, and in a way that Failure to report the existence of a close or
does not negatively impact work or the working personal relationship or other conflict of inter-
environment. est constitutes a breach of this policy.
The Duty to Report Close/Personal Outside Employment and Other Engagements

Relationships

Employees must ensure that they do not
When a close or personal relationship exists provide services to another business or entity
between two employees or a lululemon related that conflicts or may appear to conflict with
party (such as an ambassador or an indepen- their duties to lululemon without prior approval
dent contractor) that could create a real or per- from lululemon or as permitted by law. This can
ceived conflict of interest, this must be immedi- include sponsorships or brand ambassadorships
ately reported to your manager and/or People & from other companies or other “influencer” roles
Culture. This also applies to situations in which and relationships. Additionally, an employee
the close or personal relationship may not exist should never provide services to a competitor
yet but there is interest from one or more parties while they are employed by lululemon.
on the development of such a relationship (i.e.,
interest in dating). These situations should also Hiring/Promotions/Transfers
be immediately reported to your manager and/
or People & Culture. The Company may refuse to hire an applicant
or promote or transfer an employee if doing so
Once reported, managers must seek assistance would give rise to a real or perceived conflict of
from the People & Culture department and interest which cannot be satisfactorily ad-
will work with all parties to review and discuss dressed by the introduction of safeguards or
options for resolution. For example, one of the other measures.
employees may be required to move to another
store or department so a reporting relation- Job candidates who may present a real or
ship does not exist. While every effort will be perceived conflict of interest must be approved
made to work with all parties involved, if it is not prior to the start of the interview process.
possible to resolve the real or perceived conflict
022
In addition, while we value the role of our Before a related party transaction is
community ambassadors, we do not hire entered into:
ambassadors as employees at any role while
they are serving their term as an ambassador. 1. The nature of the relationship between the
We may consider hiring them as an employee related party and the lululemon employee
once their ambassador contract is complete or concerned must be disclosed to the People
if they terminate the ambassador relationship in Practices department;
accordance with the terms of their ambassador
agreement. 2. The vendor must be approved in advance
by the People Practices department to be
Vendor Related Party Policy included in the bid or selection process;
and
This policy allows lululemon to identify, approve,
document, and properly disclose all related party 3. The vendor must be selected through the
transactions. A related party transaction is any Company’s standard competitive bid or
employment of a related party by lululemon selection process.
(or any subsidiaries), or any direct or indirect

transaction between lululemon (or any subsid- Once approved, the lululemon employee cannot
iaries) and any entity that is owned by, employs, participate in the selection process. Once se-
or is associated with a related party. Example: if lected, the lululemon employee cannot approve
a family member is employed by a vendor that invoices from the related party or have any
supplies lululemon. influence/dealings with the vendor. Any material
change (e.g., promotion, contract term changes,
For clarity: or any other changes) to already approved relat-
ed party transaction/vendors must be reviewed
• A related party is a close or personal rela- again by the Legal or People Practices depart-
tionship to any employee and/or any firm, ment prior to change.
corporation or entity, in which the employee
or family member of the employee may have Failure to disclose a related party transaction
direct or indirect financial interest or with constitutes a breach of this policy.
which the employee or family member of the
employee has a relationship, including: owner, Political Activities
investor, officer, employee, board member,
trustee or beneficiary. Per our Global Code of Business Conduct and
Ethics, political activities should be kept sepa-
• A vendor is a person or company we pay for rate from work activities. It is inappropriate to
the provision of services or products without use Company resources (including time, prop-
being in an employment relationship. erty, or equipment) in furtherance of personal
political activities or to display personal political
023
messages (on buttons, clothing, and other • We do not discuss store comps, top sellers,
paraphernalia) at work. Any political activities competition, margins, Company structure,
being conducted on lululemon’s behalf must be Company direction, employee discounts,
approved and conducted in accordance with winning formula, target market, business plans
internal policies and procedures. As it relates and budget, inventory levels, lease informa-
to political activity, be mindful of our Company tion, employee or guest personal information,
value of Inclusion and the potential impact that or projected store openings with our guests.
your conduct may have on others who have
different opinions or viewpoints. Outside Voice
Communication & Media Policy • This is an external message (aka the fun
stuff) that we are proud and excited to share!
There’s a lot going on at lululemon! As a rapidly
growing company, information is flowing and • Share our culture! Talk about yoga, well-being,
changing quickly. As a publicly traded company, health, balance, our community focus, product
we have a duty to our shareholders to ensure education, and personal success. You can
that all information is released through the also share information about store openings

proper channels at the right times. It is import- once your manager has given the approval.
ant for us to distinguish between what we share
with our guests, and what we keep to ourselves. Media Policy
This is important as you never know who could
be shopping in your stores, asking you questions As a rapidly growing company, lululemon is be-
at a party or looking at your various social media coming more and more highlighted in all forms
sites (i.e. Facebook, Instagram, Twitter, etc.). of the media. Our goal in public relations is to
They could be competitors, investors, analysts, make sure we get the best, most factual and
or media. We need to be polite but ensure that consistent message to the media at all times.
we don’t give away our winning secrets or confi-
dential information. With so many new educators and new markets,
we have decided that only approved lululemon
At lululemon employees are responsible for spokespeople are allowed to talk to the media
understanding our reference to an “inside” voice to ensure the consistency of our message and
and an “outside” voice, see explanations below. protect our brand.
Inside Voice Remember that the lines between public and

private, personal, and professional have blurred.
• This is an internal message that should not As a lululemon employee you are automatically
be discussed on the retail floor, online or in a Company representative and could be quoted,
public. even if you do not identify yourself. You are
a brand ambassador at all times and while we
do not want to discourage conversations, we
024
expect you to be loyal to our Company and are • No filming or photographs of back room
aware of these boundaries. We also expect that storage area;
you will use the appropriate internal communi-
cation channels for an issue to be resolved. • No direct filming or photographs of our pro-
prietary property (i.e. The Vision or samples of
Media can approach you in various ways wheth- upcoming styles);
er it is a casual conversation on the floor, a for-
mal request for an interview or a direct message • No filming or photographing any guests or
online. You are personally responsible for the employees who do not want to be on camera
content you publish on blogs, Facebook, Twitter, or disturbed while working/shopping;
or any other form of user-generated media. You
are also accountable for knowing the distinction • If guests are filmed for non-news related sto-
between inside and outside voice. ries, they must sign a release waiver provided
by the party responsible for filming or doing
Be great in your conversations, respect the the photography; and
brand and be a positive addition to the world on-
line, at work and on the floor! Be friendly to the • Guests who are interviewed for news stories

press and remember that they are also guests. are not required to sign a release waiver.
Even if you know the answers to the reporter’s
questions, politely refer them to your manager Other things to consider when speaking with
who will promptly refer them to our designated the media about requests:
spokespeople.
• Filming does not occur at peak lululemon
Who are these folks? They are the Community store times;
Managers and the Public Relations team at
the SSC. • Minimal disruption to store and employees is
expected; and
In-store media visits and filming policy
• Filming and photographs promote our brand
Media can film and interview guests outside the in a positive way.
stores without our permission. lululemon does
not allow the media or any guests to take pic- Social Media Policy
tures or film inside the store without permission.
lululemon respects the rights of employees to
Managers must escort the media during any use social media tools and blogs as a form of
Company approved in-store media visit. self-expression. And, per our Global Code of
Business Conduct and Ethics, we are all respon-
The following are guidelines for in-store sible for fostering a respectful and inclusive
media visits (once approved by the Public workplace.
Relations team):
Employees are responsible for their online
• No filming or photographs from behind activities, including knowing the implications
the counter (due to safety and proprietary of engaging in forms of social media that
reasons); reference the Company, as well as recogniz-
025
ing when their digital behaviour may have an • Do not use language that is defamatory,
impact on other employees or the Company. harassing, disparaging, or violates
obscenity laws.
If you’re looking for a good rule or filter to go by,
always assume that your peers, your managers, • When posting, think from an inclusion, diver-
guests and the media will see anything you post sity and equity mindset and ensure that what
online. Google or other platforms could also you are saying aligns with our values and is
archive the content you publish indefinitely. in accordance with the Code of Conduct and
other Company policies.
Act Responsibly and live the lululemon values
• Culturally insensitive and/or discriminatory
As a lululemon employee, you are automatically actions, posts and comments will not be toler-
a Company representative, especially if you ated, regardless of when they were created
have included your affiliation with lululemon on or published.
any online profile (Facebook, Instagram, Twitter,
LinkedIn, WeChat, Weibo, TikTok, etc.). • Information shared online is public. Refrain
from posting any information that you do not

You do not need to state “I am a lululemon want the Company, your fellow employees, or
employee” in order to include your affiliation our guests to see. Even with “privacy settings,”
with the Company in an online profile. Your content can be easily transferred across the
affiliation may be inferred from the content Internet, and it is nearly impossible to perma-
you or others post. nently delete once published.
Example: If you post or are tagged in photos • Be mindful of photos and other form of con-
from a Company-sponsored team building tent in which you are tagged. We recommend
event, your online followers may be able to you review your privacy settings to ensure
identify that you are at the event as an you remain in control of how you are associat-
employee of lululemon. ed with content published by others.
Here are some important reminders and • Correct or remove mistaken posts.
guidelines:
• If you choose to state your work affiliation
• Employees should exercise common sense online (e.g. in the bios of your social media
and good judgment when using social media. profiles, on LinkedIn, etc.), then upon resigna-
tion or termination of your employment, you
• Do not criticize, insult, or post negative com- must immediately update your work affiliation
ments about lululemon, our products, your so that your social media does not reflect that
fellow employees, guests, or competitors. you are still a current representative of the
Company.
026
Be Transparent information about lululemon, including on social

media. This includes sharing personal informa-
If you talk about lululemon products or any oth- tion related to other employees or confidential
er lululemon related topics, you must disclose employee matters, as well as commenting or
your affiliation with lululemon in all online chan- posts on any online blogs on behalf of or about
nels/sites. Transparency about your identity is the Company.
paramount when discussing anything lululemon
related. Please specify that you are not an offi- Those who are authorized to speak on behalf
cial spokesperson of lululemon. of the Company will be confirmed by the Public
Relations team ([email protected]). If
Example: If you are reviewing your new Align media tweets or emails you, please send all
Pants on your blog, be sure that your title in inquiries to the Public Relations team.
Workday and the company name are stated in
your bio or information page. Example: While you can “like” content on our
main Facebook page, do not post or comment
Your opinions are your opinions – on any lululemon-centric blog posts, influenc-
not the Company’s er’s Instagram posts or guests’ TikToks (this

would be considered as speaking on behalf of
Employees are responsible for their online ac- the brand). We have a full team of trained GEC
tivities, including recognizing when their digital educations and PR team to monitor and respond
behaviour may have an impact on other employ- appropriately to guests.
ees or the Company. There is a clear difference
between speaking “on behalf of lululemon” Keep confidential information inside voice
and speaking about lululemon. Be clear in any
personal online posts relating to lululemon that You are responsible for protecting lululemon’s
the statements made are your own and don’t confidential information, and for knowing the
necessarily represent the Company’s positions, distinction between “inside voice” and “outside
strategies, or opinions. Misrepresenting lulu- voice”. This is explained in the Communication
lemon is a direct violation of this policy. & Media Policy contained within the Employee
Handbook. If you are ever unsure, ask!
Example: Add a disclaimer to the effect: “The
opinions and positions expressed are my own In addition, as an employee of a public company,
and do not reflect those of lululemon.” you are prohibited by law from sharing non-pub-
lic, material information about the Company as
The Communication & Media Policy well as buying or selling our shares while you
applies online too! have any such information. Please refer to our
Insider Trading Policy for more information.
Unless specifically authorized to do so, employ-
ees cannot speak publicly on lululemon’s behalf
or publicly disclose proprietary or confidential
027
Respect lululemon copyrights, printers, modems, fax machines, and copiers;

trademarks, right of publicity computer software applications and associated
files and data, including software that grants
You must ask for permission to use any lu- access to external services, such as the Internet;
lulemon logos or trademarks on any of your electronic mail; telephones; cell phones and
personal social media channels. Additionally, smart phones; pagers; and voicemail systems.
you must give credit to lululemon if you use any Technology Resources are a Company asset
photos from any Company owned sources of regardless of whether they are owned, leased, or
photography and videography. licensed. Information (files, data, email, etc.) on
the Company’s Technology Resources, whether
Technology Usage personal or business, is Company property.
The Company provides technology to autho- Why We Wrote This

rized employees to assist them in performing
their job duties for the Company. Each em- The Technology Usage policy informs employ-
ployee has a responsibility to use the Compa- ees of proper and improper conduct, and the
ny’s Technology Resources in a manner that damage that may result from misuse of the

increases productivity, enhances the Company’s Company’s Technology Resources. It promotes
public image, and is respectful of other employ- a safe working environment and protects
ees. Failure to follow the Company’s policies and valuable assets such as data, hardware, and soft-
guidelines regarding its Technology Resources ware. It also ensures Technology Resources can
would be considered a violation of this policy. be managed effectively and kept secure.
This policy applies to all employees’ use of all The Company deals with a range of confidential
Company Technology Resources, regardless and proprietary material that could cause com-
of the location of use (e.g., at the workplace, a mercial damage, and/or loss of reputation to the
remote location, from home, etc.). Company or staff if disclosed to outside sources.
Divulging confidential information is a violation
It is the responsibility of every employee to of this policy and may violate various laws and
clarify concerns about using technology before regulations. Unauthorized access to Compa-
taking action. Please refer questions to the In- ny’s systems and Technology Resources may:
formation Technology Operations Support team. impede staff from performing their duties, result
in execution of inappropriate transactions, result
Technology Resources consist of all electron- in a breach of Company confidential or personal
ic devices, software, and means of electronic identifiable information, permit illicit activities to
communication including, but not limited to, the be conducted using the Company’s Technology
following: computers, laptops, and tablets; work- Resources, and/or result in substantial cost to
stations; computer hardware, such as disk drives the Company.
and tape drives; peripheral equipment such as
028
Employees are expected to comply with all Company’s various technologies based on their
restrictions imposed herein as well as by all job functions. Employees must successfully
copyright and other intellectual property laws complete the Company approved training if
applicable to your work and your access to the deemed necessary by management before
Company’s systems. All applicable laws and reg- being given access to the Company’s Tech-
ulations in the jurisdictions where lululemon op- nology Resources. To maintain access to the
erates must be followed. You must respect the Company Technology Resources, employees will
laws of your country of residence and countries be required to complete lululemon’s approved
you may visit on business. You recognize that Cybersecurity Awareness Training at a frequen-
any misuse or misappropriation of the Compa- cy determined by The Company.
ny’s systems or other data obtained during your
employment may subject you to severe civil and Confidential Information
criminal penalties.
The Company is very sensitive to the issue of
Regulations require that employees acknowl- protection of trade secrets and other confi-
edge their understanding of this Technology dential and proprietary information of both the
Usage policy and agree to abide by it. Company and guests. Employees are expected

to use good judgment and to adhere to the
Monitoring highest ethical standards when using or sending
confidential information on the Company’s Tech-
The Company reserves the right to access and nology Resources. This includes appropriately
inspect all of the Company’s Technology Re- marking any confidential information transmit-
sources including its computers, voicemail, and ted via the Company’s Technology Resources.
electronic-mail systems, at any time in its sole
discretion in compliance with all applicable laws How to Protect Your Access &
in the jurisdictions where lululemon operates. Protect Our Tech
The Company may also monitor or audit the
Company’s Technology Resources at any time. Technology Resources can only be accessed
Employees should understand they have no upon your entering a password or unique token.
right to privacy with respect to any messages or Accessing Company Technology Resources
information created or maintained on the Com- must be done using the credentials assigned to
pany’s Technology Resources including personal you and should never be shared. Passwords are
information or messages subject to local laws intended to prevent unauthorized access
and regulations. to information.
Authorization If you think any of the Company’s accounts

may have been compromise, you must
Access to the Company’s Technology Resources immediately notify Information Security
is within the sole discretion of the Company. ([email protected]).
Generally, employees are given access to the
029
In order to protect our Technology Resources, it • Company-owned mobile device SIM cards
is important that the equipment is utilized prop- are not to be used in non-Company owned
erly and safely, this includes the following: devices.
• Access to systems must be granted by the • BYOD devices must be kept up to date with
department manager (or above) responsible supported vendor software updates to have
for the application – a person cannot approve continued access to Company resources and
their own access. may require additional configuration to access
Company applications.
• Applications must not be circumvented by
using unauthorized systems or desktop tools • It is the responsibility of the user to back up
(e.g., maintaining a Microsoft Access database their data if it is not stored on the network,
vs. using the features in the financial system). and to securely store (e.g., password protect,
encrypt) the backup.
• Avoid using public/unknown wireless net-
works; to protect the information on Company • Common storage (e.g., the “SharePoint”) is
owned laptops and the Company network and for the storage of active business informa-

only use designated secure remote connection. it is not for storing personal information,
tion technology. photographs not required for business, music,
or video files.
• Employees must not use the Company’s
Technology Resources for personal gain. • Confidential Company information should not
be downloaded to removable electronic media
• Employees must not use the Company’s (i.e., USB drives, external backup drives, etc.).
Technology Resources to record other em-
ployees without their express knowledge • Copying, moving, or storing employees or
and consent. guest data onto local hard drives and remov-
able electronic media is prohibited.
• Employees must not use the Company’s
Technology Resources to copy, retrieve, for- • Never send unencrypted credit card numbers
ward or send copyrighted materials unless the by end user messaging technologies (i.e.,
employee has the author’s permission or is email, instant messaging). Payment informa-
accessing a single copy only for the employ- tion (e.g., credit card numbers, bank account
ee’s reference. information) will only be collected, stored, and
transferred via authorized systems and chan-
• Hardware and software on Company comput- nels (i.e., never send unencrypted credit card
ers must follow IT standards and be installed numbers by end-user messaging technolo-
by IT. gies, such as email, instant messaging).
030
Personal & Educational Use ment. In keeping with this commitment, the
Company maintains a strict policy against the
Personal use of the Company’s Technology unauthorized use of impairing substances in the
Resources is a privilege, not a right. Employees workplace.
are permitted providing it is kept to a minimum
and falls within this policy. This includes: PCs, “Impairing substances” means alcohol and any
telephones, smart phones, cell phones, email, drug (legal or illegal) that causes or is likely to
and internet. The Company reserves the right cause impairment. The term includes, but is not
to access and monitor, subject to local laws limited to, marijuana, cocaine, opiates, amphet-
and regulations, the content of external email amines, and PCP. The term also includes the
accounts and webpages visited by employees use of prescribed drugs with impairing effects
when accessed on Company computers or when that have not been authorized by the Company
connected to the Company intranet, including for use in the workplace.
when accessed through an encrypted browser.
Use of impairing substances, whether on or off
Use of the Company’s Technology Resources is the job can constitute a potential danger to the
permitted for education providing the courses welfare and safety of employees or injury to

are conducted by a recognized educational other persons. It can detract from an employee’s
institution. Company data may not be used for work performance, efficiency, seriously impair
educational purposes without the written per- Company operations and negatively impact the
mission of the appropriate business unit. guest experience. In addition, the use or pos-
session of these substances on the job exposes
Personal and educational use of the following the Company to the risks of property loss or
Company technology is not permitted: business damage, or damage to the brand.
applications, the Company’s confidential infor-
mation, and system software. No employee may, without authorization, con-
sume, use, possess, sell, purchase or transfer
The following activities can overwhelm the impairing substances at any time while on
network and hamper the ability to run systems. lululemon’s premises, job sites or in training
Employees cannot download or stream media sessions, in Company or personal vehicles while
from a device connected to the corporate net- on Company business, or at any time during
work, create and/or forward nuisance email like work or while representing the Company in an
chain letters, inspirational pictures, etc.; or play official capacity on or off Company premises.
games that interfere with performance of your or No employee may report to work with impairing
other’s duties. substances (or their metabolites) in their bodily
system, or with the odor of impairing substances
Drug-Free and Alcohol-Free Workplace on their breath or body or be intoxicated while
at work.
lululemon is committed to providing its employ-
ees with a safe and productive work environ-
031
Prescription Drugs Employees are responsible for engaging in

responsible alcohol consumption and are not
It is not a violation of this policy for employees permitted to overindulge, to be overly intoxi-
with a current and valid prescription for an cated or to engage in inappropriate or unlawful
impairing drug (issued by a licensed physician) behavior at Company sponsored events in or
to use, possess and/or be under the influence outside of the workplace. Drinking responsibly
of such drug in the workplace in the manner involves monitoring the number and type of
and for the purposes prescribed, provided that alcoholic beverages that you consume, the tim-
the employee has prior authorization from ing of consumption of alcoholic beverages, the
the Company to do so. Use of prescription amount of water and food you have consumed,
drugs however must not affect the employee’s and your personal circumstances on the given
performance or create a risk to the safety of the day (including your work schedule and type of
employee or others. work you engage in, whether guest facing, safety
sensitive, etc.).
Employees are responsible for establishing and
understanding the possible effects of prescrip- If an employee demonstrates inappropriate use
tion and non-prescription drugs they intend to of alcohol, a manager should arrange for a taxi

use while working and must notify their manager and/or ride share and require that the employee
or People & Culture of such possible effects if leave the workplace or location of the Compa-
there is any chance that its use may affect the ny-sponsored event immediately. The manager
employee’s performance or create a risk to the must also contact People & Culture to discuss.
safety of the employee or others. If an employee
has a prescription for or is otherwise medically Employees are welcome to participate in
authorized to use an impairing substance, they Company events. However, employees who are
must request an accommodation, prior to using not of legal drinking age are not permitted to
the impairing substance in the workplace. The consume alcohol.
Company may require any employee to refrain
from work whilst under the influence of an im- Process for Authorization for
pairing prescription drug. Serving Alcohol at Events
Alcohol at Authorized lululemon Events From time to time, alcohol may be authorized for
service and consumption at Company spon-
We are a culture of healthy living, balance, and sored events in or outside of the workplace.
fun. We are also a culture of celebration and Prior to hosting an event where alcohol will be
to that end may serve alcohol at our Company provided, the manager hosting the event must
events. The use of alcohol in moderation is per- review our drug and alcohol policy and offsite
mitted only at certain designated and approved guidelines (where applicable) and authorization
Company-sponsored events. lululemon permits must be obtained from their direct manager
the responsible serving of alcohol, and the re- AND People & Culture.
sponsible consumption of alcohol by employees
attending the event and guests.
032
Although the serving and consumption of A manager is required to attend authorized

alcohol may be authorized at certain Company events where alcohol is served and to be
sponsored events as described in this policy, responsible for the event. The manager must
employees and/or guests are never permitted to ensure that taxis and/or ride shares are arranged
bring their own impairing substances, including for employees as needed.
alcohol or recreational marijuana (where legal),
to any lululemon event, whether in or outside of Employees who are working at a guest facing
the workplace. event where alcohol is served are not permitted
to consume alcohol.
Authorized Serving of Alcohol -
Employee Events Best practices when hosting
events serving alcohol
Authorized employee events where alcohol is
served must be private and not open to the pub- The following is a non-exhaustive list of best
lic and are not allowed to take place in our store practices for alcohol services at authorized lulu-
and showrooms locations. lemon events. Any manager serving alcohol at
authorized events should be familiar with these

A manager is required to attend authorized best practices:
events where alcohol is served and is respon-
sible for the event. The manager must ensure • It’s the event, not the alcohol that inspires
that taxis and/or ride shares (taxi/ride share guests.
vouchers) or other transportation are arranged
for employees as needed. • Only serve alcohol if appropriate for the event.
Any person serving alcohol must possess valid • Reground any employees who will be in atten-
certification if required. dance of applicable Company policies, includ-
ing guidelines around alcoholic beverages in
Authorized Serving of Alcohol – our Global Travel & Expense policy.
Guest Facing Events
• Have an event on the early side and for
Prior to serving alcohol to the public, the a limited time (Example: 6pm-8pm). The
responsible manager must comply with local ap- shorter the time frame, the less opportunity
plicable laws and regulations for serving alcohol for intoxication.
for every event where alcohol is to be served.
Alcohol cannot be served to the public unless • Advise a cab company in advance and ar-
the appropriate insurance coverage and permits range for vouchers or cash on hand if needed.
are obtained, if applicable. Please contact insur-
[email protected] for more information on • If you’re having a large event and using a
applicable insurance liability coverage require- caterer, make sure they are licensed.
ments for your event.
• Be aware of permit/license requirements for
Any person serving alcohol must possess valid your work location
certification if required.
033
• If applicable, ensure the persons serving alco- Reasonable Suspicion Alcohol & Drug Testing
hol are certified to do so.
When the Company has a reasonable suspicion
• Alcohol may not be served to any person who that an employee is, or may be, impaired or
is under the legal drinking age or who demon- affected on the job by alcohol or drugs, or when
strates signs of intoxication. the Company has a reasonable suspicion that
alcohol or drugs are, or may be, present in an
• Staff accordingly so there are enough people employee’s bodily system in violation of the rules
monitoring others (For example, checking age set forth above, an employee may be required
requirements, being aware of over-indulgers, to submit to an alcohol and/or drug screen test
looking out for harassing behavior). immediately upon demand by the Company.
• Use security (or additional security, if the The determination of a reasonable suspicion
workplace is already staffed by security) if will be based on specific, contemporaneous,
having a large event. articulated observances by a supervisor or
other Company representative concerning
Storage of Alcohol the appearance, behavior, speech and/or body

odors of the employee. A reasonable suspicion
Alcohol is not to be stored or otherwise kept on may arise from a physical altercation between
Company property without express authoriza- employees; from obvious impairment of physical
tion from People & Culture, except when a Com- or mental abilities such as slurred speech or dif-
pany authorized event is taking place and, as ficult in maintaining balance; from unexplained
reasonably required, to prepare for and clean up significant deterioration in job performance or
after the Company authorized event. When an behavior, such as excessive absenteeism; from
event ends, managers are responsible to make reports by employees or customers of on the job
sure no alcohol is left on the premises, leftover alcohol or drug use or impairment; from employ-
alcohol should be returned (where possible) or ee admissions regarding drug or alcohol use;
poured out. from an accident involving injury or property
damage on Company property or while conduct-
Pre-Employment Alcohol & Drug Testing – ing Company business or operating a vehicle
Locations with Heavy Machinery or equipment during work where the employee
cannot be completely discounted as a contrib-
Pre-employment drug screens are a part of uting factor to the accident; or from any other
our hiring process (where legally applicable) evidence reasonably giving rise to suspicion of
to ensure that we are maintaining a safe work on the job impairment from or use of alcohol or
environment and minimizing risk to guests illegal drugs.
and employees.
Transportation will be provided to and from the
testing facility. The employee’s consent to the
alcohol/drug screen test and to the release of
034
the test results to the Company is a condition an attempt to exercise physical force against
of employment. Refusal to consent to and co- an employee in a workplace, that could cause
operate fully in an alcohol/drug screen test will physical injury to the employee and a statement
result in disciplinary action, up to and including or behavior that an employee could reasonably
termination of employment. Any employee interpret as a threat to exercise physical force
failing such a test may be subject to termination against the employee, in a workplace, that could
of employment with the Company. cause physical injury to the employee. Exam-
ples can include:
Rehabilitation
• Verbally threatening to attack an employee;
Employees are not permitted to attend work
under the influence of drugs and alcohol as • Leaving threatening notes or emails;
this creates an unsafe working environment.
Doing so would be considered a violation of • Shaking a fist in an employee’s face;
this policy. Any employee who feels they have
developed an addiction to, dependence upon, • Hitting or trying to hit an employee;
or problem with alcohol or drugs, legal or illegal,

is strongly encouraged to seek assistance • Throwing an object at an employee;
before a violation of this policy occurs. In the
event that an employee is experiencing drug or • Sexual violence against an employee; and
alcohol dependence, lululemon will endeavour to
accommodate an employee’s need to attend a • Kicking an object an employee is standing on,
rehabilitation program or medical appointments such as a ladder.
where reasonably possible. However, employ-
ees may not avoid disciplinary action, up to and Accidental situations are not included, and the
including immediate termination, by entering a person must apply or attempt to apply physical
rehabilitation program after a violation of this force against an employee though they do not
policy is suspected or discovered. lululemon en- need to have the capacity to appreciate that
courages employees to use the Employee Assis- these actions could cause physical harm. (i.e.
tance Program. In taking any steps, the safety of someone with a medical condition that causes
the workplace and ensuring compliance with our them to act out).
drug and alcohol policy will be our top priority.
A threat of violence includes but is not limit-
Violence-Free Workplace ed to: the exercise of or attempt to exercise
physical force by a person against an employ-
Workplace Violence Defined ee, in a workplace, that causes or could cause
physical injury to the employee; and statements
Workplace violence: the exercise of physical or behaviors that an employee could reasonably
force by a person against an employee, in a interpret as a threat to exercise physical force
workplace, that causes or could cause phys- against the employee, in a workplace, that could
ical injury to the employee. It also includes cause physical injury to the employee. Threats
035
may be direct or indirect, and they may be com- • Taking actions likely to cause bodily harm or
municated verbally or nonverbally. property damage.
Workplace Violence is Prohibited Violence does not include an accident where an

employee is pushed or hurt, such as an employ-
lululemon has adopted this workplace violence ee accidentally tripping or shoving a co-worker
policy to ensure a safe working environment for in the process of recovering or falling from
all employees. This policy applies to all employ- the trip.
ees, including managers, supervisors, co-work-
ers, interns, and non-employees such as guests, It is every employee’s responsibility to assist in
ambassadors, vendors, consultants, etc. establishing and maintaining a violence-free
work environment. Each employee is expected
The Company has zero tolerance for acts of and encouraged to report any incident which
workplace violence and threats of violence. All may be threatening to you or your co-workers
such acts of workplace violence and threats, or any event which you reasonably believe is
even those made in apparent jest, will be taken threatening or violent. You may report an inci-
seriously, and may lead to discipline up to and dent to any manager or to the People & Culture.

including termination. You are also encouraged to bring your disputes
or differences with another employee to the
The following are examples of threat and acts attention of your manager or People & Culture
that shall be considered violent: before the situation escalates into potential vio-
lence. All reports of violent incidents or concerns
• Saying to your colleague “I’m going to punch of violence can be made without fear of reprisal.
your lights out” or other statements of a
similar nature; The Company will promptly and thoroughly
investigate all reports of alleged (or actual)
• Leaving threatening notes for or sending violence. The Company will not disclose any
threatening emails to an employee, such as information about the individual who made the
an email that states “employees who kill their report except as necessary to investigate the
supervisors have the right idea”; complaint or to take disciplinary action, or as
required by law. The Company expects employ-
• Making a hitting motion, obscene gesture, or ees and management to respect confidentiality
shaking a fist at an employee; in the same way. In order to maintain workplace
safety and the integrity of an investigation, the
• Wielding a weapon at work; Company may suspend employees, either with
or without pay, pending the conclusion of the
• Stalking or otherwise forcing undue attention investigation.
on someone, whether romantic or hostile; and
036
Domestic Violence in the Workplace additional policies related to time and atten-
dance, including any relevant wage and hour
Domestic violence may occur in the workplace rules, please refer to your country’s local work
where a person who has a personal relationship rules and/or related compliance pages on youlu.
with an employee (spouse, family member, cur- In the case of a conflict, the local laws, work
rent or former intimate partner) may physically rules and/or compliance pages shall prevail.
harm or attempt or threaten physical harm
to that employee at work. Employees should Availability
report concerns to their manager if they fear
domestic violence may enter the workplace. lululemon requires that employees provide
consistent availability that supports the needs of
Weapons-Free Workplace the business.
The intent of this policy is to support the safety Your manager will determine your schedule per
of our employees as well as our guests. Em- the availability that you have provided, as ap-
ployees are prohibited from being in possession proved by your manager in accordance with the
of a weapon of any kind while on duty, and/or business’ availability needs. This schedule could

while on or in any lululemon workplace or other include a combination of shift times, including
Company property, regardless of the nature or mornings, evenings, and weekends. lululemon
location of the job or time of day or night. reserves the right to make amendments to the
schedule and/or availability requirements from
If you are uncertain as to whether an item is time to time, in its sole discretion, to the extent
permitted, please contact your manager or your permitted by law.
People & Culture before bringing that item into
the workplace or onto Company property. Any future changes regarding your availability
must be approved by your manager. If your
Work Time & request for a change to availability is denied,

your manager will continue to schedule in accor-
Attendance Expectations dance with the previous approved availability.
Reasonable accommodations regarding sched-

uling and availability may be available upon
request, and subject to applicable local laws.
At lululemon, we hire employees into a variety of Please reach out to your manager and/or People
different roles and job types. Employee classifi- & Culture with any questions.
cations, work schedules, and hours of work may
vary depending upon the employee’s location, Attendance and Punctuality
and the terms of their employment agreement.
This section of the Employee Handbook details To ensure a positive guest and employee ex-
some of our general policies related to working perience, lululemon depends upon the coop-
time, hours, and attendance expectations. For eration and commitment of all team members.
037
Your attendance and punctuality are extremely Recording All Hours

important. When you don’t show up for work or Worked & Overtime Pay
are not on time, your team and the business may
be negatively impacted. Recording All Hours Worked
The expectation of all employees is to be at As a company, it is important that lululemon

work on time and ready to start work when your comply with all applicable legislative wage and
shift begins. hour regulations. All hourly and/or overtime
eligible employees, along with certain other
At lululemon, employees are expected to at- designated roles (as determined and commu-
tempt to find coverage for their shift if they are nicated by the Company) have a responsibility
sick or unexpectedly absent. If you are not able and a requirement to record all hours worked.
to attempt to find coverage due to illness, injury, This includes using the Company’s electronic
or other circumstances, it is your responsibility timekeeping system to accurately punch in and
to request the support of your manager or floor out for all shifts and unpaid meal breaks on the
leader if needed. actual date and times worked, and at the actual
location where the hours were worked. In cir-

In the event you are not able to be at work, noti- cumstances where an employee does not have
fy your manager or floor leader as far in advance access to the Company’s electronic timekeeping
as possible to the start of your scheduled shift. system, they are responsible for recording all
hours worked per the process outlined by their
Unless you have made other arrangements with manager and People & Culture.
your manager or floor leader, you should call
each day of your absence. If you are absent Reminder: all hours worked includes your regular
due to illness, your manager may require you to scheduled shift, overtime hours, and any appli-
produce a doctor’s note after three (3) consec- cable business travel or additional work com-
utive missed days. There may be additional pleted outside of scheduled work time (which
circumstances where a doctor’s note is required. must be pre-approved by your manager).
Managers are required to take partners with
People & Culture to determine what’s required. Overtime Pay
Failure to notify your manager when you will be At lululemon, we create a work environment that
late or absent from work is serious and would be allows employees to find balance between their
considered a violation of this policy. work and personal lives. We support entrepre-
neurial leadership and that may require agility
Please check with your manager or People & and making informed decisions that require
Culture to understand if there is a mandated employees to work overtime to support the
sick policy in the location where you work. business. If this is the case, prior to working the
overtime, we require that you obtain approval
from your manager. Any employee who works
038
unauthorized overtime will be properly com- Work Location

pensated for this time in accordance with the
applicable laws and may be subject to discipline In most cases employees will have an assigned
for failing to comply with this policy. Company work location (i.e. designated SSC,
LLO, DC, GEC, or Store location) and will be
For additional details around the process of required to report to that location based on a
Recording All Hours Worked and definition and pre-determined work schedule.
payment of Overtime Pay applicable to you,
please connect with your manager or People & Please refer to your country’s Policy (if applica-
Culture partner. ble) on youlu, for more details and information.
Rest and Meal Breaks Working from Home
As an employee of lululemon we want to ensure Employees with an assigned Company work

you have time to rest and rejuvenate, therefore location should only work from home when there
you will be provided periodic rest and meal is a business requirement and/or with prior au-
breaks during your shift based on the number thorization. When working from home, employ-

of hours you are working that day. These breaks ees are expected to continue to comply with all
are mandated by applicable local employment Company policies and practices, including but
and labor standards. As applicable, your man- not limited to policies related to Business and
ager will advise you of the time and duration of Professional Conduct, Technology Usage, Work
your break(s). Time and Attendance Expectations, and People
Safety. Hourly employees working from home
Even in locations where not legally required, are required to follow all time keeping, rest and
lululemon policy requires mandatory periods of meal break and overtime policies.
rest and rejuvenation for its employees. Meals
or breaks may not be combined to create a For additional details on the applicable policy for
longer meal or rest break, nor can they be added Retail or SSC employees, please connect with
to the end of a shift (i.e., skipping a 30-minute your manager or People & Culture.
meal break to leave 30 minutes earlier from your
scheduled shift). Working from a Remote or
Alternate Work Location
If you require additional breaks as a form of
adjustment, please be in conversation with your When authorized to work from a remote or
manager or People & Culture. alternate work location, lululemon may supply
certain required and necessary equipment, in
accordance with our Technology Usage policy.
In addition, lululemon may reimburse employees
039
for other necessary and reasonable business alternate work locations, they are also entitled
expenses, incurred with advance manager to mileage reimbursement, per the Company’s
approval. Please refer to the Company’s Global Global Travel and Expense Policy.
Travel and Expense Policy for additional details.
Some Company positions may require driving
When working from a remote or alternate work to multiple locations as an expectation of their
location, employees are expected to continue to job (i.e. Regional Manager, retail area support
comply with all Company policies and practices, positions, etc.). In these cases, employees
including but not limited to policies related to should connect with their manager to establish
Business and Professional Conduct, Technology a “reasonable normal daily commute.” Any-
Usage, Work Time and Attendance Expecta- thing in excess of that “reasonable normal daily
tions, and People Safety. commute” would be considered work time and
reimbursable for mileage per the Company’s
Hourly employees working from a remote or Global Travel and Expense Policy.
alternate work location are required to follow
all time keeping, rest and meal break and Working Time while Traveling
overtime policies.

At times, employees may be required to travel
For remotely based SSC employees, please refer long distances and/or require an overnight stay
to your country’s SSC Workplace Program Policy for work. Some of this time is considered work
on youlu for more details and information or time and some of the time is non-work time.
speak with your manager or People & Culture. Employees will be paid for any work time, per
the terms and conditions of their employment
Commuting Time and Pay agreement, and as applicable by law.
Ordinary home-to-work and work-to-home Work Time:

commuting is NOT compensable or paid work
time. Commuting to a work site or location • Travel time to an airport or train station at the
other than the employee’s regular work site may beginning of the workday, in excess of the
be considered work time and therefore paid, in employee’s normal commute.
accordance with the terms and conditions of
their employment agreement and applicable Example: An employee’s normal commute time
local laws. is 30 minutes, it takes them 50 minutes to get
to the airport, the additional 20-minute com-
When an employee goes directly to a work loca- mute time in excess of their normal 30-minute
tion that is further than their home location at commute would be considered paid work time.
the start of their workday, the commuting time If the distance is the same or less, they are not
in excess of the employee’s normal commute paid for that time.
is considered work time. Time spent traveling
to other work locations for the remainder of the • Travel time to the airport or train station after
workday is also considered time worked. If the an employee’s workday has started.
employee is using a personal vehicle to travel to
040
• Time spent waiting at the airport or

train station.
Company Benefits
& Employee
• Time spent in the air or on the train.
Responsibilities
Example: a flight lasts for 4 hours; this is
considered work time, and the employee will
be paid for the 4 hours of travel.
• Travel time to the hotel or other destination

upon arrival lululemon offers a variety of different benefits
programs in alignment with our Company Pur-
pose and Vision.
Non-work Time:
Employees are responsible for educating them-

• All time after an employee gets to their des-
selves on the specifics of each benefit program
tination (hotel, etc.), unless the employee is
that they are eligible for, and for adhering to
performing work for the Company immediate-
each program’s guidelines and policies. We

ly upon arrival.
expect employees to act with integrity at all
times, and failure to do so, or abuse of any the
Example: once an employee arrives at their
Company’s benefits programs could be consid-
hotel or other destination and is free to engage
ered a violation of policy.
in personal activities, it is no longer considered
paid time or hours worked
This section details some of the benefits
programs that you may be eligible for as an em-
• Time spent on optional or personal activities.
ployee of lululemon. To learn more about what
benefits are available in your market, including
Example: sleeping, visiting with friends or
eligibility criteria and program specifics, please
co-workers, sightseeing, etc.
visit the benefits page on youlu.
For additional information related to travel and
reimbursement, please refer to the Global Travel Medical & Dental Benefits
& Expense policy on youlu. This policy applies to
It is each employee’s responsibility to:
all employees of lululemon who are required to
make purchases/incur expenses in the perfor-
• Educate themselves on the Company medical
mance of their duties on behalf of the Company.
program (eligibility, benefit offerings, etc.) as
well as other benefits available in your area.
041
• Enroll or decline medical and/or dental prior to Please ensure you familiarize yourself with the
your eligibility date. If you do not receive noti- Sweaty Pursuits program and policy set forth
fication of your enrollment opportunity, please for your location to make sure you are using
notify the benefits team via ServiceNow. this benefit with integrity. Failure to abide by
the terms and conditions or any abuse of the
• If you do not contact the benefits team, you Sweaty Pursuits program would be considered a
risk missing your enrollment window. Excep- violation of this policy.
tions will not be made for missed enrollments.
For specific details on the Sweaty Pursuits pro-
• Where applicable, review your pay statement gram, please refer to your local Sweaty Pursuits
every pay period to ensure the medical and youlu page.
dental deductions match what you enrolled
for (or declined/waived) - any discrepan- Employee Discount
cy must be reported to the benefits team
immediately. Incorrect deductions may not be lululemon employees are eligible for an em-
rectified retroactively if older than 30 days. ployee discount in-store and in certain cases,
Incorrect enrollments cannot be rectified if online (per the Employee Shop Online program).

more than 30 days have passed from your When making a purchase you will receive the
eligibility date. discount based on your Workday status at the
time of purchase. Subject to local laws, product
• If you have a change in family status or qual- purchased online or over the phone without an
ifying event, you must make changes to your employee discount may not be returned in-store
benefit elections within 30 days of the event for the purpose of repurchasing with an employ-
Enrollment changes requested outside of the ee discount. Additionally, employees may not
qualifying window are not permitted. process purchases with an employee discount
over the phone.
Sweaty Pursuits (or “Yoga Fitness”)
Employee discounts are for employees only,
The Sweaty Pursuits (or “Yoga Fitness”) pro- unless otherwise explicitly stated to be allowed
gram is intended to support all of us in getting for use for others. In addition, you are not per-
active, being present, and enabling us to reach mitted to purchase lululemon items for another
our health goals while connecting more deeply employee using your discount or resell goods
with ourselves and our community. purchased with an employee discount. This is
a fundamental principle of our employee
Our Sweaty Pursuits program provides all discount program.
employees with a monthly allowance (or reim-
bursement for drop-in yoga fitness classes) to Discounts may not be combined or added to any
support big and small health goals. other promotional events.
042
This program may change from time to time • If you are an SSC employee, or are shopping
in the Company’s sole discretion. lululemon outside of your home store, introduce yourself
reserves the right to change its employee as an employee.
discount policy at any time without prior notice.
Failure to abide by the terms and conditions or • When making a purchase, regardless of
any abuse of the employee discount program whether the transaction is discounted or at
would be considered a violation of this policy. full price, the purchaser must inform the ca-
shier that they are a lululemon employee.
Your discount privileges will end on the day your
relationship with the Company ends, subject to • It is your responsibility, as the purchasing
applicable laws and regulations – please check employee, to ensure that the appropriate
your local policy for details. discount amount is applied.
Employee Shopping/Purchases • The store reserves the right to cancel the

transaction if the employee’s status cannot be
We offer a great discount to our employees so confirmed or if the store believes the transac-
that they can give feedback on the garments tion violates the Handbook guidelines.

and show the clothing in motion to our commu-
nities both inside and outside the store. • Please be conscientious of the times you
choose to shop for yourself; be aware of how
Be mindful of the following: busy the store is, and shop at another time if it
will interfere with our ability to properly serve
• All employee discount purchases are our other guests.
FINAL sale.
• Be sure to put your items away after trying
• Employee transactions must be processed by them on to ensure our store staff can focus on
a Key Leader or above. our guests’ experience.
• Employees may use their discount when pur- • For employee discounted online purchases,
chasing items for themselves using a gift card, orders must be sent to your work location or
however, an Assistant Manager or Store Man- home, based on the Employee Shop Online
ager is required to process the transaction. program criteria.
• Managers also have the right to limit purchas- • Keep in mind that transactions can and are
es based on transaction amounts and new reviewed at any time.
product drops.
• Employees must purchase the product before

wearing the garment.
043
8 Time Away from Work
Employee Return Policy not all staff will have recognized public holidays
off as many of our locations will remain open on
All employee purchases made with an employ- some recognized public holidays. Please check
ee discount are a FINAL sale unless otherwise with your manager to see if your location will
required by law. be open or closed on a specific holiday. Staff
working on recognized public holidays may be
In the event of a quality concern requiring a eligible for additional pay in accordance with
return, employee purchases can be exchanged local legislation.
for like product. If like product is unavailable,
the quality concern item may be refunded in the Vacation and Paid Time Off (PTO)
form of a gift card at the discounted purchase
price. Any employee exchanges or returns must lululemon recognizes the importance of time off
be processed in store and by an Assistant Man- for rest, relaxation and connecting with family
ager or Store Manager only. and friends, therefore we provide paid vacation
or paid time off (PTO) for eligible employees.
Time Away from Work It is important for employees to understand the

difference between vacation “time” and vacation
“pay”. Vacation “time” is the amount of time off
an employee may accrue which may depend
upon their length of service with the Company.
There are a variety of reasons why an employee
Vacation “pay” is paid to employees based on
may request or require time away from work,
eligible earnings.
including time off to restore and support mental
and physical well-being. lululemon has a number
Leaves of Absence
of policies and programs that support employ-
ees to take this time when needed and as they
lululemon employees may be eligible for a
are entitled to. This section of the Employee
leave of absence depending on their individual
Handbook outlines Company policies related
circumstances. A leave of absence (LOA) is
to: Recognized Public Holidays, Vacation or
defined as an authorized unpaid or paid absence
Paid Time off, and Leaves of Absence. For more
from work for a specified period of time for med-
information on time away from work programs
ical, military, parental, personal, bereavement or
specific to your market, please refer to the
other reasons.
Time Off and Leaves page on youlu.
The types of leaves offered at lululemon and
Recognized Public Holidays their duration are based on eligibility according
to Company policy and local law where applica-
lululemon recognizes certain public holidays
ble. lululemon will comply with all local leave
in accordance with applicable local legislation.
requirements.
Given the nature of our business at lululemon,
044
9 Asset Protection & People Safety
It is important to remember that although you yourself at risk for. lululemon has a zero-toler-
might be granted a Company leave, only those ance policy on chasing or physically engaging
leaves that are legally mandated count toward with a guest when a theft or suspected theft has
benefits protection. occurred. This also includes leaving the store to
pursue a guest or gather additional information
More information on the types of leaves avail- about the suspected or observed theft.
able in your market can be found on the Time
Off and Leaves Page on youlu. If you think you For further information about Asset Protection
need to take a LOA, please speak with your guidelines and policies, please reference the
manager and/or People & Culture partner and Asset Protection policy and procedure guide
ensure that you follow any applicable request on youlu.
and approval processes.
People Safety Orientation
Asset Protection & An important part of the People Safety program
People Safety is the training of all employees in safety and
accident awareness. Workplace safety orienta-

tion begins on the first day of initial employment
or job transfer. Employees are expected to
complete their people safety orientation prior to
Our Asset Protection and People Safety pro- their first scheduled shift.
grams seek to make our mark on the world by
elevating the way we protect our greatest asset, Act Safely in the Workplace at all Times
our people. We achieve this by leveraging our
core values while striving to become the safest Employees must follow safe work procedures
place to work in retail. and act safely in the workplace at all times. Fail-
ure to do so, or failure to use protective equip-
Asteya and The Attitude of Gratitude ment or devices as they are intended to be used
would be considered a violation of this policy.
At lululemon, we take a unique approach to
Asset Protection, and employees are required Reporting Unsafe Conditions
to read the Asteya and the Attitude of Gratitude
guide during a scheduled shift within their first You are responsible for immediately report-
few weeks of employment. ing to your manager any situations which you
believe to be unsafe. Failure to report, or any
Employee Response to External Theft act of omission (intentional or otherwise) which
exposes others to injury or risk of injury will be
Safety is our number one priority, and no amount considered a violation of this policy.
of merchandise in the store is worth putting
045
Reporting a Workplace Accident, in accordance with applicable local laws and

Injury, or Illness terms of employment agreements, a termination
of employment may be categorized as either
If you experience, observe, or are informed voluntary or involuntary. In either case, there
of any employee workplace accident, injury is responsibility to ensure that the process is
or illness, you must notify your manager and handled in a professional and respectful manner
floor leader (if applicable) immediately. The with minimal disruption to the workplace.
manager or floor leader is responsible for
submitting the employee incident report to Employment at Will
[email protected].
Your employment with lululemon is “at-will.” This
If you witness or are informed of a guest means that you are free to leave your employ-
incident you must notify your manager or the ment with lululemon at any time, for any reason,
floor leader (if applicable) immediately. The and with or without notice. lululemon also has
manager or floor leader is responsible for the right to end your employment at any time,
submitting the guest incident report to with or without cause and with, or without
[email protected]. notice. In connection with this policy, lulu-

lemon reserves the right to modify or alter the
Employee and guest incident reports are to be employee’s position, in its sole discretion, with
completed and submitted through the appropri- or without cause or advance notice, through
ate channel within 24 hours of the occurrence. actions other than separation of employment,
including demotion, promotion, transfer, reclassi-
For further information about the health and fication or reassignment. In addition, lululemon
safety guidelines and policies, please reference reserves the right to exercise its managerial
the People Safety foundation guide, contact discretion in imposing any form of discipline it
your manager or visit the People Safety deems appropriate. No person other than the
youlu page. Chief Executive Officer of the Company has the
authority to enter into an agreement contrary
Separation of to this statement. To be valid, such agreement

must be specific, in writing and signed by the
Employment CEO and the employee.
Reasons for Disciplinary Action

or Termination
There are a variety of reasons why an employ- When an employee’s personal conduct or work
ee’s journey with lululemon may come to an performance does not meet lululemon’s accept-
end. Depending upon the nature and reasons ed standards of conduct, practices, or policies,
for the end of the employment relationship, and it may result in disciplinary action, up to and
046
including termination of employment. Disci- Job Abandonment

plinary and corrective measures are designed to
identify and correct problems that may affect an If you fail to report to work for three (3) or more
employee’s work performance or the overall per- consecutive shifts, or for a period of absence
formance of the store/department. Disciplinary under the applicable law, without notifying or
and corrective measures may take many forms communicating with your manager, you may be
depending upon the circumstances, including deemed to have abandoned your job and your
but not limited to verbal and written warnings, employment may be terminated and considered
suspension with or without pay, demotion, and voluntary separation (where legally applicable).
termination. The Company reserves the right
to determine the type and level of discipline Return of Company Property
required for each circumstance and, subject to
applicable laws, may not always follow a progres- Employees must return all Company property
sive discipline process. to their manager on or before their last day of
work. Company property may include, but is not
While it is impossible to list all types of miscon- limited to keys/access cards, corporate credit
duct or unacceptable behavior, the following card, training and development materials and

are some examples of behavior that will not be electronic equipment.
tolerated and may result in appropriate disci-
plinary action up to and including termination of Impact on Compensation and Benefits
employment (subject to applicable law):
Please refer to specific program details, located
• Failure to adhere to our Code of Conduct on youlu, for information pertaining to the im-
and Company policies, including but not pact on any applicable compensation or benefits
limited to the policies contained within this programs upon separating from the Company.
Handbook.
If you have received an equity grant from
• Failure to perform job duties and responsi- lululemon, please refer to your grant agreement
bilities, as determined in lululemon’s sole and for the treatment of your equity upon leaving
exclusive discretion including insubordination. lululemon.
• Conducting oneself in a rude or offensive Verification of Employment and

manner or encouraging fellow employees to References for Future Employers
do the same.
The Company’s policy regarding verification of
• Illegal activities while at work, conducting employment and references for current and for-
business on behalf of lululemon, or participat- mer employees of lululemon is to disclose only
ing in a Company-sponsored event. the dates of employment and the title of the last
position held.
• Breach of trust.
047
Any information about an employee, includ-

ing pay information, will only be disseminated
after receipt of a written authorization from the
current or former employee or if the Company is
required by law to release the information.
In response to written requests (example –

mortgage applications, rental agreements, child
support, etc.) a signed authorization by the cur-
rent employee is required and all inquiries must
be sent to the Payroll Team for completion.
048
lululemon
| last updated
Employee
AprilHandbook
2021 & last reviewed April 2021

Employee Handbook US 0915 CL1

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lululemon Employee Handbook United States of America 2021

1 About This Employee Handbook

lululemon Employee Handbook

All of us has a responsibility to create a respectful, positive, and inclusive work

Welcome to the team,

01 About this Employee Handbook

02 Introduction to the Company

03 Inclusion, Diversity, Equity In Action at lululemon

04 Organizational Responsibility & Standards of Business Conduct

lululemon Employee Handbook

06 Work Time & Attendance Expectations

07 Company Benefits & Employee Responsibilities

08 Time Away from Work

09 Asset Protection & People Safety

lululemon Employee Handbook

About this Employee icies contained within this Handbook, could

lululemon complies with all applicable local leg-

lululemon Employee Handbook

A constant that has never wavered is our desire

lululemon Employee Handbook

Our product • Personal responsibility | I have choice

lululemon Employee Handbook

lululemon Employee Handbook

lululemon Employee Handbook | Section 1

lululemon Employee Handbook

• cyber-bullying; This definition of bullying and harassment is

Discriminatory Conduct Defined • Unwanted inquiries or comments about a

lululemon Employee Handbook

• Mimicking a person’s accent, speech, or man- • Unwelcome physical contact;

• Indecent exposure, stalking or sexual assault; Open Door Culture

lululemon Employee Handbook

If an employee is not comfortable speaking with Cooperation in an investigation includes:

lululemon Employee Handbook

lululemon Employee Handbook

Organizational Our Code of Business Conduct and Ethics can

lululemon Employee Handbook

lululemon Employee Handbook

For the purpose of this policy: What is Personal Information?

lululemon Employee Handbook

lululemon Employee Handbook

lululemon Employee Handbook

• Address change Dress Code and Personal Presentation

lululemon Employee Handbook

Standards of and at no time are you required to wear lulu-

lululemon Employee Handbook

Close/Personal Relationships in tionship or encounter arises in the context

lululemon Employee Handbook

• Family members (spouses, common-law For example, an employee may be responsible

• Conflict resolution; of interest via the introduction of safeguards or

The Duty to Report Close/Personal Outside Employment and Other Engagements

lululemon Employee Handbook

lululemon Employee Handbook

lululemon Employee Handbook

Inside Voice Remember that the lines between public and

lululemon Employee Handbook

lululemon Employee Handbook

Be Transparent information about lululemon, including on social

lululemon Employee Handbook

Respect lululemon copyrights, printers, modems, fax machines, and copiers;

The Company provides technology to autho- Why We Wrote This