TUMI, INC.

CORPORATE
HANDBOOK AND
POLICIES

Corporate Handbook and Policies 1 Updated June 2021

 TABLE OF CONTENTS
Company Background 4
About Your Associate Handbook 6

RECRUITMENT AND HIRING

At-Will Employment 8
Equal Employment Opportunity 8
Disability and Accommodation 8
Job Posting Policy 9
Associate Referrals 9
Employment Verification/References 10

HOURS OF WORK AND PAYROLL PRACTICES

Associate Classifications 11
Job Reclassification 11
Hours of Work 12
Payroll 12
Direct Deposit 13
Overtime 13
Meal and Rest Periods 13
Lactation Accommodation (Breaks) 14
Travel Time 14
Timekeeping 14
Severe Weather 15
Attendance 16

ASSOCIATE BENEFITS
Domestic Partners 17
Associate Contributions 18
Health Insurance 18
Dental Insurance 18
Supplemental Vision Services 18
Flexible Spending Account 18
Aflac 19
Short Term Disability 19
Supplemental Salary Continuation 19
Long Term Disability 20
Group Term Life Insurance 20
Optional Supplemental Life Insurance 20
Health Advocate 21
Employee Assistance Program 21
Premium TransitChek 21
Tuition Reimbursement 21
401(k) Plan 22
Associate Discounts and Sales 24

LEAVES OF ABSENCE
Leaves in General 26
Family and Medical Leave 26
Pregnancy Accommodation 29

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 TABLE OF CONTENTS
Personal/Medical Leave 30
Leave for Active or Reserve Duty 30
Other Leaves of Absence 31

PAID TIME OFF POLICIES

Paid Time Off (PTO) 32
Paid Sick Leave 34
Company Observed Holidays 35
Bereavement Leave 36
Jury Duty 36

STANDARDS OF CONDUCT
Corporate Policies 37
Discipline and Standards of Conduct 37
Anti-Harassment/Discrimination 38
Confidentiality 40
Personnel Records 42
Open Door Policy 42
TUMI Confidential Hotline 43
Dress Code 43
Information Systems and Electronic Resources 44
Personal Telephone Calls 47
Social Networking 47
Substance Abuse 49
Theft/Search and Inspection Policy 51
Outside Employment 52
Solicitation and Contributions 52
Company Equipment 52
Corporate Mobile Devices 52
Performance Management 54

HEALTH AND SAFETY

Safety 56
Building and Personal Security 56
Off-Hours Access 57
Workplace Violence 57
Smoking Policy 57

TERMINATION OF EMPLOYMENT
Resignation/Termination of Employment 59
Return of Company Property 59
Final Pay & W-2 Form 59
Exit Interviews 59

TRAVEL AND EXPENSE REIMBURSEMENT

Travel and Reimbursement Policy and Procedures 61

RECEIPT OF HANDBOOK
Acknowledgement of Receipt of Handbook and At-Will Policy 70

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 COMPANY BACKGROUND
Welcome to TUMI, Inc. Founded in 1975, TUMI is the leading international
business, accessory and travel lifestyle brand offering premium products created under its
founding principles of excellence in design, functional superiority, technical innovation,
unparalleled quality and world-class customer service. The brand is sold in over 200
TUMI stores from New York to Paris and London to Tokyo, as well as the world’s top
department and specialty stores, and travel retail locations in over 75 countries.

The TUMI History and Legacy

TUMI takes its name from a Peruvian icon known to TUMI’s founder who was a
Peace Corps volunteer in South America. During the 1980’s, TUMI’s introduction of
soft, ultra-functional, black-on-black ballistic nylon travel bags and unstructured business
cases established TUMI as a true innovator. TUMI realized significant growth
throughout the 1990’s as product innovations continued in the wheeled luggage and
business case categories, reinforcing TUMI’s leadership position as the “gold
standard” for traveling professionals. Over the last 10 years, with each introduction and
brand extension – from wallets and writing instruments to electronics and
women’s accessories – TUMI strengthened its leadership position and has continued to
attract dedicated consumers from around the world to its unique blend of modern design
and unparalleled performance.

The TUMI brand represents more than 40 years of innovation design,

superior craftsmanship and world-class service. During this time, we have created a
legacy of excellence and success that is unmatched in the market today, and
reflected in every aspect of the brand.

TUMI has been awarded over 100 patents for product and design and
components parts, and has won numerous awards from leading consumer and lifestyle
publications, as well as business travel organizations. By combining our proprietary
designs and innovations, including our X-Brace 45® handle system and T-Pass™
briefcase designs, with best-in-class materials such as FXT™ ballistic nylon, TUMI has
consistently created the ultimate in style and performance products.

Another fundamental aspect of the TUMI Legacy is the world-class service that
our customers enjoy. This includes our comprehensive product warranty, global repair
and customer service locations and around-the-clock assistance through
[Link]. In addition, TUMI’s exclusive and complimentary TUMI Tracer®
program helps reunite customers with their lost or stolen items.

TUMI’s dedication to excellence in every product and in every transaction

has earned the brand a most loyal following among serious travelers, world leaders,
influencers, tastemakers, politicians and celebrities. In fact, many TUMI users
become collectors, and the brand has attained the highest overall customer satisfaction
ratings.

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 COMPANY BACKGROUND
Distribution

TUMI products are distributed through TUMI brand stores and a select number
of prestige department and specialty stores in over 75 countries. In 1997, the first TUMI
store opened in Santa Monica, CA. Today there are more than 200 TUMI brand stores
worldwide. TUMI plans to add approximately 20 new stores a year that will include
U.S., European and Asian locations. TUMI products are also available at
[Link] and through TUMI’s direct-to-consumer catalog.

TUMI and You

TUMI has excelled for over 40 years due to its dedication to innovative
product design, functionality and the personal commitment of its associates to TUMI goal
of excellence. With this in mind, TUMI offers a dynamic working environment where
each person is a vital part of the organization and where associates’ contributions are
valued and recognized.

We are happy that you have joined our team and we would like to familiarize you
with TUMI so that you are comfortable and productive in your new position. This
handbook was developed to introduce you to some of TUMI’s policies and procedures
and to inform you of some of your responsibilities as an associate. The Human
Resources Department and your manager are available to answer any questions you may
have.

Once again, welcome to TUMI, Inc.

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 ABOUT YOUR
ASSOCIATE HANDBOOK

This Handbook (“Handbook”) contains facts about TUMI, Inc.’s personnel

policies and procedures, which unless stated otherwise, are applicable to all TUMI
(“TUMI” or “Company”) corporate associates. Every current associate will receive one
copy of this Handbook. Each associate must sign an acknowledgement of receipt and
return the acknowledgement to the Human Resources Department.

This Handbook is intended to provide associates with a general understanding

of TUMI’s personnel policies. Associates are encouraged to become familiar with the
contents of this Handbook for it will answer many common questions concerning
employment with TUMI. Associates should keep the Handbook available at work for
reference when questions arise. Any questions or concerns should be directed to the
Human Resources Department.

It is important to note that this Handbook is not an employment contract.

It does not include any promises or guarantees regarding compensation, benefits,
personnel policies or procedures or any other terms and conditions of
employment. This Handbook does not include any commitment or agreement by
TUMI to employ any person for a definite period of time. Neither TUMI nor the
associate is obligated to continue the employment relationship. In accordance
with this Handbook, all employment at TUMI is “at-will.” This means that
either the associate or TUMI can terminate the employment relationship at any
time without any reason. Associates are not required but are asked to give at least
two weeks’ notice as a professional courtesy when leaving TUMI.

TUMI can, at any time, change or eliminate any of the personnel policies or
procedures, salary or other compensation plans, fringe benefits and benefit plans and/or
any other terms and conditions of employment described in this Handbook. However,
TUMI will try to give associates advance notice of any such changes and in all situations
these changes will apply going forward only.

From time to time, associates will be given copies of those sections of the
Handbook that TUMI has decided to change or new sections that are being added.
Associates should remove the outdated sections from the Handbook and replace them
with the new or revised sections. Changes or additions to this Handbook can be made
by TUMI’s Executive Committee. All changes or additions will be made in writing and
communicated to associates.

This Handbook supersedes and replaces all other personnel policies and
procedures associates may have previously received, whether written or verbal, by a
supervisor, manager or executive. No representatives of TUMI regardless of his/her
position with TUMI, has the authority to give any verbal assurances or to make any
verbal promises or guarantees to associates regarding personnel policies or
procedures, salary, or other compensation plans, fringe benefits and benefit plans or
any other terms and conditions of employment or continued employment for any length
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 ABOUT YOUR
ASSOCIATE HANDBOOK
of time.

This Handbook may apply to employees working in a state with greater or different
rights. Employees may access a state-specific supplement to the Handbook on the
Company’s intranet that provides information and policies applicable to employees working
in that state. The Company complies with applicable state and local laws.

Any questions regarding the contents of this Handbook should be directed to

Human Resources.

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 RECRUITMENT AND HIRING
AT-WILL EMPLOYMENT

Employment with TUMI is at-will, unless otherwise specified in a written

employment agreement. This means employment with the Company is not for any
specified period and may be terminated by you or the Company at any time, with or
without cause or advance notice. In connection with this policy, TUMI reserves the right
to modify or alter your position, in its sole discretion, with or without cause or advance
notice, through actions other than termination, including demotion, promotion, transfer,
change in reporting relationships, reclassification or reassignment. In addition, the
Company reserves the right to exercise its managerial discretion in imposing any form of
discipline it deems appropriate. No person other than the Vice President, Human
Resources of the Company has the authority to enter into an agreement contrary to this
statement. To be valid, such agreement must be specific, in writing and signed by the Vice
President, Human Resources of the Company and you.

EQUAL EMPLOYMENT OPPORTUNITY

TUMI affirms its Equal Employment Opportunity policy to hire and promote
qualified applicants and treat all associates fairly during their employment without regard to
an individual’s race, religion, color, sex, age, marital status, sexual orientation, gender
identity or expression, disability, genetic information, national origin and ancestry, military
or veteran status, unemployment status, or any other characteristic protected by federal,
state or local law. This policy applies to all aspects of employment, including, but not
limited to, recruitment, hiring, job assignment, compensation, promotion, benefits, training,
discipline and termination.

The successful achievement of a nondiscriminatory employment program requires

maximum cooperation between management and associates. If an associate believes
they have been discriminated against in employment-related matters, the associate should
contact their manager who will apprise the Human Resources Department of the
complaint. If an associate believes that a discriminatory action was taken by their
manager, the associate should contact the Human Resources Department directly. The
action in question will be fully investigated by the Human Resources Department and
brought to resolution.

DISABILITY AND ACCOMMODATION

To comply with applicable laws ensuring equal employment opportunities for

individuals with disabilities, TUMI will make reasonable accommodations for the known
physical or mental limitations, including a temporary disability or one related to pregnancy,
childbirth or lactation, of an otherwise qualified individual with a disability who is an
applicant or an employee unless undue hardship and/or a direct threat to the health and/or
safety of the individual or others would result. Any employee who requires an
accommodation in order to perform the essential functions of his or her job should contact
Human Resources to request such an accommodation. Human Resources will meet with the
employee and engage in an interactive process to determine what, if any, reasonable

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 accommodation may be appropriate.

When making a request for an accommodation, an employee with a disability should

specify in writing what barriers or limitations make it difficult for him or her to perform the
job. The Company will conduct an investigation regarding these barriers or limitations and
will then identify possible accommodations, if any, that will help to eliminate the barrier(s)
or limitation(s). If the accommodation is reasonable and will not impose an undue hardship
on the Company and/or a direct threat to the health and/or safety of the individual or others,
TUMI will make the accommodation. We may also propose an alternative accommodation.

TUMI will also consider requests for reasonable accommodations for medical
conditions related to pregnancy and childbirth where supported by medical documentation.

Employees who wish to request unpaid time away from work because of a qualifying
disability should speak to Human Resources regarding a proposed accommodation.

JOB POSTING POLICY

TUMI provides associates with the opportunity to interview for positions within
TUMI that may offer different challenges and opportunity for professional growth. TUMI
will generally post positions that are newly created or open due to resignation on
[Link]. Consideration will be given to sensitive situations to ensure the
integrity of the posting policy and to ensure that confidentiality is maintained before
posting for any position.

Associates should contact their current manager regarding their interest in the
posted position. Once the manager approves the associate’s candidacy for the open
position, the associate should notify Human Resources to confirm their eligibility as a
viable candidate for the position, and once confirmed submit a resume to Human
Resources. Human Resources will provide selected resumes of the most qualified
candidates to the hiring manager and arrange interviews. Once the selected candidates
are interviewed, including external candidates, the hiring manager, in coordination with
Human Resources, will select the most qualified candidate and will notify all candidates
involved of the final determination.

ASSOCIATE REFERRALS

TUMI associates are encouraged to refer qualified candidates for employment

with TUMI. TUMI will offer a monetary incentive to associates whose referrals result in
hire.

Positions open for referrals will be posted on the TUMI Careers page on
[Link]. All resumes should then be sent to the Human Resources Department
who will arrange interviews with candidates whose experience and skills meet the
qualifications of a given position. The department manager, in conjunction with Human
Resources, will then select a final candidate.

To be eligible to receive a referral bonus, the associate must refer an external

candidate for a position. If the external candidate referred by one of our associates is

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 hired, the referring associate will receive $750.00 after 90 days of continuous service.
Both the referring associate and the referred associate must be actively employed at
the time of incentive payout. An associate is not eligible for a referral fee if the
new associate is reporting to them directly. Referral fees will be paid through payroll
and are subject to all statutory taxes and 401(k) deductions.

EMPLOYMENT VERIFICATION/REFERENCES

Any and all inquiries received by TUMI regarding a present or former associate are to
be referred the Human Resources Department. In response to such inquiries, Human
Resources will provide only the former or present associate’s dates of employment,
position(s) held with the Company, and work location. Compensation information may also
be verified if written authorization is provided by the associate.

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HOURS OF WORK AND PAYROLL PRACTICES
ASSOCIATE CLASSIFICATIONS

TUMI associates will be classified as exempt or non-exempt according to guidelines

set forth under the Fair Labor Standards Act (FLSA) and applicable state law.

Exempt – An associate classified as exempt is one who is exempt from federal and
state minimum wage and overtime laws. In general, exempt associates are those in executive,
managerial, high-level administrative and professional jobs.

Non-Exempt – An associate classified as non-exempt is one who is covered by

federal or state minimum wage and overtime laws. These associates must record all hours
worked and have the time approved by their manager.

Regular Full-Time Associate – An associate who is regularly scheduled to work 30

hours or more per week. Regular full-time associates are eligible for all Company benefits
subject to the terms and conditions of the benefit plan or policy.

Regular Part-Time Benefit Eligible Associate – An associate who is regularly

scheduled to work less than 30 hours per week but at least 20 hours per week. This group of
associates is eligible for Company benefits subject to the terms and conditions of the benefit
plan or policy.

Regular Part-Time Non-Benefit Eligible Associate – An associate who is regularly

scheduled to work less than 20 hours per week. These associates are not eligible for
Company benefits except as expressly described herein.

Temporary/Seasonal Associate – An associate hired when needed by TUMI for a

specific period of employment (e.g., summer employment, holiday) or for a specific project.
Temporary/seasonal associates are not eligible for Company provided benefits except those
required by law.

JOB RECLASSIFICATION

TUMI reserves the right to change an associate’s job function or job classification
at any time, either within the associate’s department or to another department or division.
Job reclassification is a change in job function or duties that does not necessarily
affect job level. In the event of a job reclassification, the department manager will inform
the affected associate of any changes in duties or responsibilities.

TRANSFERS

TUMI reserves the right to transfer associates from one job to another within
a department or from one department or division to another. A transfer is a move from
one position to another involving similar skill levels, responsibilities, etc., and does not
affect rate of pay.

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Associates may request a transfer once discussed with and approved by their
present manager. Transfer requests will be reviewed by the Human Resources
Department to determine if the associate meets position requirements and to determine if
there is an open position matching the associate’s experience and ability. If there is
departmental agreement to consider the transfer, interviews will be arranged by the Human
Resources Department.

PROMOTIONS

TUMI encourages individual growth and gives associates the opportunity to be

promoted into positions with higher levels of responsibility providing they meet the
specifications of a position and other criteria, most specifically, outstanding job
performance. Promotions are determined by department managers and Human Resources.

DEMOTIONS

TUMI reserves the right to change an individual’s job to a lower level position.
An associate may also request a change to a lower level position. A demotion usually
results in a reduction in pay.

HOURS OF WORK

Full-time associates are normally scheduled to work forty hours per week, with
the standard work day consisting of nine hours less up to one hour for lunch (8 hours
worked per day). Company guidelines for standard hours are 8:30 AM to 5:30 PM.
TUMI allows associates to have some flexibility in their schedule. The work hours should
meet the requirements of the associate’s department and manager.

PAYROLL

TUMI prepares payroll on a bi-weekly basis. The normal workweek begins on

Sunday at 12:01 a.m. and ends the following Saturday at midnight. Payroll checks are
distributed on alternating Fridays.

TUMI is required to make certain deductions from the associate’s pay such as
federal and state withholding tax, Social Security tax or any other deductions required
by law, or where applicable, deductions authorized by the associate such as health
insurance, 401(k) Plan, etc., or any other deductions which may occur. Human
Resources will release the check only to the associate whose name appears on the
payroll check unless prior written authorization is on file with the Payroll / Human
Resources Department.

Associates can access their pay information in advance of receiving their

paycheck by logging onto [Link]

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HOURS OF WORK AND PAYROLL PRACTICES
DIRECT DEPOSIT

Direct Deposit is a method of wage payment that allows TUMI to electronically

deliver net pay (pay after taxes and deductions) to an associate’s bank of choice. This free
electronic banking service ensures that wages are available for use on payday. If an associate
is interested in this service, the associate should visit [Link] to set up
direct deposit. Once Payroll receives the necessary information and the associate’s
authorization, the processing will take approximately two pay periods.

OVERTIME

TUMI compensates non-exempt associates for overtime in accordance with federal

and state laws. Non-exempt associates may be required to work beyond their regularly
scheduled workday whenever it is deemed necessary or appropriate by their supervisor or
Company management. Non-exempt associates will be paid one and one-half (1.5) times
their regular rate of pay for all hours worked in excess of 40 in one workweek and as
otherwise required by applicable state law. The Company will attempt to provide reasonable
advance notice, but that may not always be possible. Associates are expected to cooperate
with such requests. Associates who fail to comply with this policy may be subject to
disciplinary action up to and including termination.

For the purpose of calculating an associate’s entitlement to overtime compensation,

the "workweek" means the 7-day period that begins at 12:01 a.m. Sunday and ends at
midnight the following Saturday. In calculating eligibility for overtime compensation, only
hours actually worked will be included. In other words, paid time off such as sick pay, holiday
pay, vacation pay and jury duty pay (where applicable) will not count toward hours worked
for the purpose of determining overtime pay.

Exempt associates are not entitled to overtime pay.

MEAL AND REST PERIODS

It is the Company’s policy to comply with all laws regarding meal and rest breaks.
Associates should refer to their state-specific supplement for additional information regarding
meal and rest breaks required under state law.

If an associate works in a state where there are no applicable meal or rest break
requirements, the Company will provide break time as appropriate, subject to operational
needs and supervisor discretion. The Company does not contract to provide such break time in
these states.

Any rest breaks of short duration (lasting between five and 20 minutes) will be
counted as “hours worked” and paid accordingly. Meal breaks lasting 30 minutes or more are
not considered “hours worked” for purposes of federal law and will not be paid for non-
exempt associates.

Associates must be completely relieved from work duties during any unpaid meal
break. Non-exempt employees must record the beginning and ending time of their meal
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HOURS OF WORK AND PAYROLL PRACTICES
breaks each day on their time records.

LACTATION ACCOMMODATION (Breaks)

The Company will provide a reasonable amount of break time to accommodate an

employee desiring to express breast milk for the employee’s infant child. Employees needing
breaks for lactation purposes may use ordinary paid rest breaks or may take other reasonable
break time when needed. If possible, the lactation break time should run concurrently with
scheduled meal and rest breaks already provided to the employee. If the lactation time cannot
run concurrently with meal and rest breaks, the lactation break time will be unpaid for non-
exempt employees.

The Company will provide employees with the use of a room or private area, other
than a bathroom or toilet stall, that is shielded from view and free from intrusion from
coworkers and the public. The Company will make a reasonable effort to identify a location
within close proximity of the work area for the employee. Please direct questions related to
this policy to Human Resources.

TRAVEL TIME

Travel to and from home is considered to be a regular commute, not working

time, and will not be compensated. However, when non-exempt associates are asked to
travel to locations further than their normal commute, they will be paid for the extra time
and reimbursed for the additional mileage.

TIMEKEEPING

TUMI is committed to ensuring all non-exempt (hourly) associates adhere to the

Company’s wage and hour and timekeeping requirements. All non-exempt associates and
their supervisors are responsible for ensuring compliance with this policy.

Non-exempt associates are required to keep an accurate and complete record of their
attendance and hours worked. Time records are official business documents and may not be
altered without your supervisor's approval and may not be falsified in any way.

The following guidelines pertain to your time record:

(a) All time worked must be accurately and completely recorded on a daily basis.
The start and end of the workday as well as the start and end of the meal period
and any personal time off must be recorded.

(b) Failing to clock in or out for a scheduled shift and/or meal break will be
considered a performance issue and will be subject to corrective action.

(c) Non-exempt associates must receive prior approval from their supervisor
before working overtime.

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HOURS OF WORK AND PAYROLL PRACTICES
(d) “Off-the-clock” work is expressly prohibited. No volunteering to work off-the-
clock or asking an associate to work off-the-clock will be tolerated.

(e) Coworkers may not clock in or out for someone else. Your associate ID is
confidential and should not be shared with other associates.

(f) All associate punches must be reviewed and approved prior to payroll being
processed. It is the responsibility of each associate to verify that the punches
are correct. If incorrect, the associate should NOT sign off on hours and must
immediately notify their Manager.

(g) Any edits made to an associate’s time punches must be completed in a timely
manner and in compliance with Company procedures.

(h) In the event the office is closed for a company meeting, holiday gathering,
summer hours, etc. the associate will be paid their regularly scheduled hours
for the day.

All associates are required to record their PTO, jury duty and bereavement days
through the time and attendance tracking system.

Falsification of time records may result in immediate termination of employment.

Any errors or discrepancies with time punches and/or pay must be brought to the attention of
management or Human Resources as soon as possible.

SEVERE WEATHER

At its discretion, Senior Management may decide to close for the day, have a
delayed opening, or send associates home early if weather conditions are severe or in
cases of other emergencies. Office closings or delayed openings will be communicated
through the Honeywell Instant Alert System. All associates must keep at least one device
active on the on Honeywell website, [Link] at all times.

In the event of a statewide “state of emergency” the office will be closed

and associates will be paid for that day. If an associate is affected by a “state of
emergency” in his or her local area, that associate will not be required to travel into the
office and will be paid for the day.

An associate who is absent due to weather conditions when TUMI is open for
business, and a state of emergency has not been called, the associate has the option of using
PTO to receive pay for the day, or can take the day as an unpaid absence if all PTO days
have been exhausted. If an associate arrives late on days with severe inclement weather
conditions, the lateness will not be counted on the associate’s record, but the associate
should notify a manager, whenever possible, if a late arrival is anticipated.

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HOURS OF WORK AND PAYROLL PRACTICES
ATTENDANCE

All associates are expected to report to work regularly and be punctual at the
beginning of the workday and upon return from lunch. When an associate is unable to
report for work or will be late, it is the associate’s responsibility to contact his or
her manager in charge at the start of business. Leaving a message with a fellow associate is
not acceptable.

All absences are to be recorded by the associate in the time and attendance
tracking system. If an associate is absent without notifying TUMI, the associate will be
contacted by the associate’s manager or the Human Resources Department to determine
the cause for the absence and to take any disciplinary action, if appropriate.

The Human Resources Department may require an associate who has been out
sick for three or more consecutive days to provide a statement from the attending physician
as to the nature of the illness, dates of treatment, and permission to return work.
Associates who are unable to meet the attendance requirements of their position may be
terminated.

Associates are responsible for notifying their managers if they will be late for the
scheduled reporting time or if they have reason to depart early.

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 ASSOCIATE BENEFITS
TUMI offers a generous benefit program in appreciation of the commitment
made by its associates to the growth and success of TUMI and we are pleased to
provide our full-time associates the benefits described on the following pages. Part-
time associates, consistently working a minimum of 20 hours per week, are also
eligible for medical, dental, vision and Flexible Benefits. Benefit enrollments are
completed on line by visiting [Link] This site is also to be used
by associates to update their personal information such as changes in address, phone
numbers, emergency contact, beneficiaries, etc., any time they wish, 24 hours a day.
For ease of use, please save this address in "Favorites" on the menu bar. This site is
available for use by all TUMI associates to view and enroll in TUMI's various health and
welfare benefit programs.

Benefits are effective the first of the month following thirty days of employment
for associates. The one exception is the effective date for the Profit Sharing/401(k) Plan.
Associates are eligible to enroll in the 401(k) Plan the first of the month after completing
six months of service.

The following narrative offers a summary of the benefits available. Complete

summary plan descriptions and additional information can be found on TUMI Express.
The Company's benefit plans are specifically defined in legal documents, including
insurance contracts and official plan documents that are available for review. The
descriptions in this Handbook are only brief summaries for your general information. To
the extent there are any conflicts between the summaries contained in this Handbook and
the official plan documents, the provisions of the official plan documents will control.
TUMI reserves the right to modify, reduce, or eliminate any of these benefit plans at
any time at its discretion. Associates will be notified in advance of any such changes.

DOMESTIC PARTNERS

TUMI extends eligibility for medical, dental, vision and supplemental life benefits
to an associate’s same or opposite sex domestic partner as well as the domestic
partner’s qualified dependents who have resided in the same household for at least twelve
months. In addition, TUMI offers FMLA and bereavement leave to an associate for a
domestic partner and the domestic partner’s immediate family members as defined under
these policies.

To be considered a Domestic Partner under the plan, a Domestic Partner Declaration

must be completed, signed and dated. Along with the Declaration, associates must submit
three of the following proofs of Domestic Partnership:

• Joint deed or mortgage agreement or a common leasehold interest in property.

• Common ownership of a motor vehicle.
• Driver’s license listing common address.
• Joint bank accounts or credit accounts.
• Proof of designation as the primary beneficiary for life insurance or retirement
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 ASSOCIATE BENEFITS
benefits, or primary beneficiary designation under a partner’s will.
• Copy of assignment of a durable property power of attorney or health care
power of attorney.

Even if an associate chooses not to enroll his or her domestic partner in

TUMI’s health benefits, the signed Declaration and supporting documents must be on file
in order to be eligible for bereavement or FMLA leave for the associate’s domestic
partner and domestic partner’s immediate family members.

ASSOCIATE CONTRIBUTIONS

Associates will contribute a portion of the premium payments, depending upon

coverage selected via payroll on a pre-tax basis. However, it is important to note that
associate contributions for domestic partner coverage cannot be made on a pre-tax basis
under a Section 125 plan and must be deducted on a post-tax basis. Also, the portion of
the premium paid by TUMI for domestic partner coverage (partner and child[ren]) will
be taxable as imputed income for federal taxes unless an associate’s domestic partner
meets the definition of a dependent under Internal Revenue Code Section 152.
Associates may also be subject to state and local taxes. It is advised that associates
speak with their tax consultants concerning the possible taxation of these benefits.

HEALTH INSURANCE

TUMI provides health insurance for full-time associates and part-time associates
consistently working a minimum of 20 hours per week, and their qualified dependents. Refer
to the Summary Plan Description found on [Link] for a more thorough
explanation of the benefits available under the Plan.

DENTAL INSURANCE
TUMI provides dental insurance for full-time associates and part-time associates
consistently working a minimum of 20 hours per week, and their qualified dependents. Refer
to the Summary Plan Description found on [Link] for a more thorough
explanation of the benefits available under the Plan.

SUPPLEMENTAL VISION SERVICES

TUMI offers its full-time associates and part-time associates consistently working
a minimum of 20 hours per week, and their qualified dependents the option to enroll in
a comprehensive vision care benefit. Refer to the Summary Plan Description found on
[Link] for a more thorough explanation of the benefits available under the
Plan.

FLEXIBLE SPENDING ACCOUNT

TUMI offers its associates the opportunity to establish Health Reimbursement

and Dependent Care Reimbursement Accounts through this FSA. Associates can make

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 ASSOCIATE BENEFITS
contributions to these accounts via payroll on a pre-tax basis. Contributions to the Health
Reimbursement Account can pay for expected out-of-pocket medical, dental, vision and
prescription drug expenses not covered by our health plan including deductibles and co-
insurance payments as well as many over the counter health products. Contributions to the
Dependent Care Account will enable associates to pay for qualified childcare or elder care
expenses.

While the FSA allows associates to save taxes on the money contributed to these
accounts, there are some limitations and restrictions. A more detailed description of this
benefit can be found on [Link].

AFLAC

TUMI offers associates the option to enroll in supplemental benefits through

Aflac. These benefits are completely voluntary and do not fall under TUMI’s benefits
programs. Contact Human Resources for any additional information.

SHORT-TERM DISABILITY

For associates working outside of New Jersey, short-term disability is provided by

TUMI, at no cost through MetLife, to full-time associates who are unable to perform the
fundamental duties of their regular occupation due to sickness or injury NOT caused by their
job. This benefit becomes effective after the first seven consecutive days of total disability as
determined by MetLife for a maximum of 26 weeks. The weekly benefit amount is calculated
on the basis of the associate’s average weekly wage and will be 2/3 of the associate’s average
weekly earnings up to a maximum amount. The maximum benefit will reflect the maximum
benefit available under the New Jersey State plan.

For associates in New Jersey, short- term disability is provided through the State of
New Jersey Department of Labor to associates who are unable to perform the
fundamental duties of their normal job due to sickness or injury NOT caused by their job.
This benefit becomes effective after the first seven consecutive days of each period of
disability as determined by the State of New Jersey and for no longer than 26 weeks.
The weekly benefit amount is calculated on the basis of the associate’s average weekly
wage. An associate is paid two-thirds of the associate’s average weekly wage up to a
maximum amount determined by the New Jersey State Department of Labor. The
maximum benefit amount is subject to change. TUMI cannot guarantee that a position
will be available at the end of short-term disability leave unless it is concurrent with, or
followed by, FMLA leave or similar state law. Contact Human Resources for any additional
information.

SUPPLEMENTAL SALARY CONTINUATION

TUMI will provide supplemental compensation to associates who are out of work
due to pregnancy, illness or injury not related to injuries covered under Workers’
Compensation, and are eligible to receive short- term disability benefits. The salary
continuation will supplement the short-term disability benefit so the associate will receive
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 ASSOCIATE BENEFITS
his or her full rate of pay for a specified period of time.

Associates with less than one year of service are not eligible to receive
supplemental salary continuation. All other associates will receive one week supplemental
compensation per completed anniversary year, up to a maximum of twelve weeks. Eligible
associates will be able to receive additional supplemental compensation for any future
disabilities based upon accrued time not used during the initial disability period and/or with
additional years of service accrued once they return from the initial disability leave.

LONG-TERM DISABILITY INSURANCE

TUMI provides long- term disability insurance to associates who are unable to
perform the fundamental duties of their normal job due to disability caused by illness or
injury. This benefit becomes effective after 180 days of disability. The benefit provides
up to 60% of an associate’s monthly salary with a maximum monthly benefit of $5,000.
The insurer will require certification by the disabled associate’s physician to determine if
the disability is covered under the plan. The insurer may require ongoing certification to
verify the continuance of the disability. Contact Human Resources for any additional
information.

Work-related injuries or illnesses may be covered under Workers’ Compensation

coverage.

GROUP TERM LIFE INSURANCE

TUMI provides full-time associates Life and Accidental Death and

Dismemberment Insurance equal to the associate’s annual base salary up to a maximum
benefit of $100,000. Contact Human Resources for any additional information.

OPTIONAL SUPPLEMENTAL LIFE INSURANCE

TUMI offers its full time associates the ability to purchase optional supplemental
life insurance through payroll deductions. Benefit options associates may choose are
from $25,000 to $200,000 of term insurance, available in $25,000 increments. If an
associate elects to purchase supplemental insurance, the associate may also purchase up
to 50% of the benefit to a maximum of $50,000 of insurance for the associate’s spouse,
and up to 10% of the benefit amount to a maximum of $10,000 for a dependent child
age six months to age 26. Children 14 days of age to six months of age are eligible for
$500 of insurance. Please log on to [Link] for additional information.

Supplemental life insurance is fully portable. Portability provides associates with the
opportunity to continue the coverage at similar low rates upon leaving TUMI.

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 ASSOCIATE BENEFITS
HEALTH ADVOCATE

Health Advocate is a benefit provided at no cost to all associates designed to

complement the associate’s health insurance plan and provide associates and their family
members, including parents and parent-in-laws, with expert support to help meet their
healthcare needs.

Health Advocates are highly trained registered nurses who will assist with:

• Finding the best doctors and hospitals - and getting appointments to see them
• Obtaining services for elderly parents
• Scheduling timely, hard to get appointments, especially with specialist
physicians
• Helping resolve insurance claims and billing issues
• Identifying “best-in-class” medical institutions regarding serious illness or
injuries
• Getting additional health information to help make an informed decision

For additional information, please visit [Link] or contact

Human Resources.

EMPLOYEE ASSISTANCE PROGRAM

The Employee Assistance Program is provided by TUMI at no cost to full time

associates. This benefit is designed to assist associates and their families by providing
referral, counseling and support for emergency services as well as child care and
parenting needs, legal and financial services as well as assistance with referrals for
summer care, pet care, senior care and adoption. For additional information on the Health
Management Systems of America Employee Assistance Program, please visit
[Link] or contact Human Resources.

PREMIUM TRANSITCHEK

For associates who use mass transit to get to and from work, TUMI offers
Premium TransitChek to assist in reducing associates’ commuting costs. This benefit
allows associates to use pre-tax dollars from their paychecks to pay for part or all of their
commuting and/or parking expenses. A detailed description of this benefit can be found on
[Link] or through Human Resources.

TUITION REIMBURSEMENT

COLLEGE COURSES

Full- time associates are eligible for tuition reimbursement once they complete six
months of employment with TUMI. Tuition reimbursement is available for non-degree
and degree business-related programs.
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 ASSOCIATE BENEFITS
Associates should submit a completed Tuition Reimbursement Application Form to
the Human Resources Department for approval prior to registration. Associates will be
reimbursed 50% of total tuition paid for approved courses when classes begin once they
have submitted a receipt and course description to Human Resources. Upon successful
completion of the course(s), associates should submit an original grade report from the
educational institution to Human Resources for processing the remaining reimbursement
amounts as follows:

For an A grade, 80% will be the total reimbursement amount.

For a B grade, 65% will be the total reimbursement amount.
For a C grade, 50% will be the total reimbursement amount.
For a grade of D or F, there will be no additional reimbursement and the associate
will be required to reimburse TUMI for the 50% already received at the beginning
of classes.

The annual calendar year reimbursement maximum is $2,500. Reimbursements will

be paid through payroll and may be subject to taxation. Fees and book purchases are not
reimbursable expenses. Student grants will be applied against the total tuition
reimbursement amount.

Associates are expected to attend classes after scheduled work hours and will not be
granted time off. When circumstances warrant, special accommodations may be made on an
exception basis, with approval of Human Resources. Associates must be active at the time
of final reimbursement. Associates who leave TUMI while taking courses for which they
have received tuition reimbursement will be required to reimburse TUMI for the 50%
already received.

MANAGEMENT AND SKILLS TRAINING

Associates who are asked to attend seminars or classes for management or skills
training will be able to do so at no cost to the associate, provided the training is directly
related to the associate’s job responsibilities. The associate must obtain written approval
from his/her manager/supervisor and notify Human Resources prior to enrolling. Fees will
be paid directly by the Accounts Payable Department upon submission of an approved
enrollment application. If an associate pays for classes directly, the associate will be
reimbursed at 100% of the cost of the seminar or training session. The associate is eligible
for travel, mileage, meals or hotel reimbursement by submitting an expense report with the
manager’s/supervisor’s approval to the Accounts Payable Department.

401(k) PLAN

TUMI Inc. realizes the importance of saving towards retirement and offers a
Profit Sharing/401(k) Plan to assist associates to do so. Contributions made to the Plan are
invested with Wells Fargo, which offers many investment options. Through telephone or
internet services associates may transfer funds, select investment options, or make
changes to current or future deferrals.
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 ASSOCIATE BENEFITS
All associates at least 21 years of age are eligible to participate in the TUMI, Inc.
401(k) Plan the first of the month after completing six months of service. Associates can
contribute up to 60% of their salary subject to maximums established by the IRS.
Contribution deferral amounts are pre-tax dollars, thereby reducing taxable income.

TUMI may make Safe Harbor contributions equaling 100% of the associate’s
elective contributions up to the first 3% of eligible compensation and 50% of the associate’s
elective contributions on the next 2% of eligible compensation; maximum Safe Harbor
contribution is 4%. For example:

Associate Contribution TUMI, Inc.’s Contribution

1.0% 1.0%
2.0% 2.0%
3.0% 3.0%
4.0% 3.5%
5.0% 4.0%
6.0% 4.0%
7.0% 4.0%
10.0% 4.0%

Associates are immediately 100% vested in their elective deferrals as well as

TUMI’s Safe Harbor contributions.

ROTH 401(k)

Eligible associates may also choose to contribute to the Roth 401(k). With this
option, contribution deferrals are made on a post-tax basis and any associated earnings taken
during retirement are completely tax free. However, TUMI’s matching contributions
will continue to be made on a pre-tax basis and earnings on these funds will be subject to
tax.

PROFIT SHARING

In addition to TUMI’s Safe Harbor contribution, TUMI may also make profit
sharing contributions to the 401(k) Plan for eligible associates. These contributions will be
invested in the Wells Fargo funds the associate elects. To be eligible for profit sharing,
associates must meet 401(k) Plan eligibility requirements, complete at least 1,000 hours
of service during the Plan Year, and be employed on the last day of the Plan Year.
Eligible associates will receive this profit sharing contribution even if they are not
participating in the 401(k) Plan. This profit sharing contribution is discretionary and is
determined at the end of the Plan Year. Profit sharing contributions are allocated in the
ratio that the associate’s eligible compensation relates to the total compensation paid to
all eligible participants for the Plan Year.

All profit sharing contributions vest according to the schedule below:

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 ASSOCIATE BENEFITS
Years of Service Percentage Vested
Less than 3 0
3 years or more 100

Vesting represents the associate’s ownership of the employer contribution made on

the associate’s behalf. Refer to the Summary Plan Description for a more detailed
explanation of the TUMI Inc. Profit Sharing/401(k) benefit which can be found on
[Link] or contact Human Resources.

For more information regarding TUMI’s Profit Sharing/401(k) Plan, associates

may log on to [Link].

ASSOCIATE DISCOUNTS AND SALES

In recognition of the contributions made by TUMI associates to the success of TUMI,

Senior Management has established a generous merchandise discount policy for our
associates. Associates may purchase TUMI merchandise for personal or immediate family
member use at 65% off the retail price on [Link].

As an accommodation, purchase of TUMI merchandise for other than personal or

immediate family use will be at 40% off the retail price. This type of order will be handled
through TUMI’s Customer Service department.

All balances for the purchase of TUMI merchandise are to be paid when merchandise is
ordered online. Purchases are to be paid by the associates credit card or PayPal account.

Standard ground shipping is free with purchase online. Sales tax will be applied to online
associate orders at checkout. There may be specific product collections that are excluded from
associate discount. If there is a promotion in effect online that supersedes the corporate
associate discount of 65% off of retail, the better deal will automatically be applied to the order.

Associate returns will be accepted. Returns should be processed in the same format in
which items are purchased. For online purchases associates will be provided with a pre-paid
UPS domestic label to return the purchase. Buying online and picking up in store is not an
option to corporate associates when purchasing product online.

Associates may also purchase merchandise at our retail locations at 50% off full
retail at TUMI full price stores and 33% off the lowest current price at TUMI outlet stores.
Identification will be required at the time of purchase. Corporate a ssociate guidelines are
outlined below:

• Notify the sales associate that you are a Corporate TUMI Associate at the
time of purchase.
• Provide your full name and TUMI email address to sales associate in order to
verify employment.
• Upon verification of employment, you will then receive 50% off of your
purchase.
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 ASSOCIATE BENEFITS
ASSOCIATE SALES

In addition to associate discounts, TUMI holds periodic associate sales. These sales
afford TUMI associates the opportunity to purchase samples and customer returns. All
purchases must be paid in full at the time of purchase.

The resale of TUMI merchandise by any TUMI, Inc. associate, either directly or
indirectly, is strictly prohibited or may result in disciplinary action up to and including
termination.

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 LEAVES OF ABSENCE

LEAVES IN GENERAL

While regular attendance is crucial to maintain business operations, TUMI recognizes

that, for a variety of reasons, associates may need time off from work. The Company has
available a number of types of leaves of absence. Some are governed by law and others are
discretionary. For all planned leaves, however, you must submit a request at least 30 days in
advance; in case of an emergency, the request should be made as soon as you become aware of
the need for leave. All leaves must have the approval of Company management.

All requests for a leave of absence will be considered in light of their effect on the
Company and its work requirements, as determined by Company management, which reserves
the right to approve or deny such requests in its sole discretion, unless otherwise required by
law. For disability-related leave requests, TUMI will engage in an interactive process with
you to determine if a leave is the most appropriate accommodation. You must provide a
certification from your health care provider to support a leave for medical reasons or you may
be required to provide information from your health care provider regarding the nature, extent
and severity of your condition.

Failure to provide the required certification and/or information to the Company in a

timely manner may result in delay or denial of leave. If you fail to return to work on the first
workday following the expiration of an authorized leave, you may be deemed to have
voluntarily resigned from the Company and may be taken off the payroll. Should you require
an extension of leave, you must request such extension and have it approved before the
expiration of the currently approved leave.

While TUMI will make a reasonable effort to return you to your former position or a
comparable position following an approved leave of absence, there is no guarantee that you
will be reinstated to your position, or any position, except as required by law.

All leaves are unpaid. Except as specified below: (1) associates who are on leaves of
absence will not accrue PTO benefits during an unpaid leave; (2) associates may use any
accrued PTO and, if applicable, sick leave upon request; and (3) group health insurance
coverage will be continued during a leave of absence, in accordance with applicable law. Use
of PTO and/or paid sick leave during an otherwise unpaid leave will not extend the period of
an approved leave of absence.

FAMILY AND MEDICAL LEAVE

THE FEDERAL FAMILY MEDICAL LEAVE ACT

TUMI will grant family and medical leave in accordance with the requirements of
applicable state and federal law in effect at the time the leave is granted. To the extent state
and federal law differs, the Company will apply the law which is the most beneficial to the
associate.

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 LEAVES OF ABSENCE
Eligible associates may take FMLA under the circumstances described below. Eligible
associates are those who have been employed by TUMI for at least 12 months (not necessarily
consecutive), have worked at least 1,250 hours during the 12 months immediately prior to the
family and medical leave of absence, and are employed at a worksite where there are 50 or
more associates of TUMI within 75 miles.

You must request a planned family and medical leave at least 30 days before the leave
begins. If the need for the leave is not foreseeable, you must request the leave as soon
practicable (within one to two business days of learning of the need for leave).

When leave is requested, the Company will notify you of the requirement for
certification, if any, and when it is due. Failure to provide the requested certification in a
timely manner may result in denial of leave until it is provided. Appropriate certification
forms can be obtained from Human Resources.

During a family and medical leave, group health benefits will be maintained for the
duration of your leave as if you were actively working. However, you must continue to pay
your share of applicable premiums (for yourself and any dependents) during the leave.

If you do not return to work on the first workday following the expiration of an
approved family and medical leave, and have not requested an extension of leave in advance,
with appropriate documentation, you will be deemed to have resigned from your employment.
Upon returning from such a leave you will normally be reinstated to your original or an
equivalent position and will receive pay and benefits equivalent to those you received prior to
the leave, as required by law. In certain circumstances, "key" employees may not be eligible
for reinstatement following a family and medical leave. TUMI will provide written notice to
any "key" employee who is not eligible for reinstatement.

If you have any questions concerning or would like to submit a request for a family and
medical leave of absence, please contact the Human Resources Department.

The types of FMLA leave available as well as details regarding each are set forth
below:

Traditional FMLA

A family and medical leave may be taken for the following reasons:

(1) the birth of an associate’s child or the placement of a child with the associate
for foster care or adoption, so long as the leave is completed within 12 months of the birth or
placement of the child;

(2) the care of the associate’s spouse or registered domestic partner, child, or parent
with a serious health condition; or

(3) the serious health condition of the associate.

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 LEAVES OF ABSENCE
A "serious health condition" is one that requires inpatient care in a hospital or other
medical care facility or continuing treatment or supervision by a healthcare provider. You
may take a leave under paragraph (2) above only if, due to a serious health condition, the
associate’s spouse, registered domestic partner, child, or parent requires your care or assistance
as certified in writing by the family member's healthcare provider. If you are seeking a leave
under paragraph (3) above you must provide the Company with a medical certification from
your healthcare provider establishing eligibility for the leave, and must provide the Company
with a release to return to work from the healthcare provider before returning to work.

Family and medical leave may be taken for up to 12 workweeks during the designated
12-month period. The 12-month period will be calculated based on a rolling 12-month period,
measured backward from the date the associate uses any family and medical leave. All time
off that qualifies as family and medical leave will be counted against your state and federal
family and medical leave entitlement to the fullest extent permitted by law.

Family and medical leave is unpaid leave; however, you may use any accrued but
unused PTO while on leave. Paid sick leave may be used during leave under sections (2) or
(3) above.

Military Caregiver Leave

Associates who are eligible for FMLA may request leave if their spouse, child, parent,
or next of kin meets the definition of an injured or recovering "covered service member."
"Next of kin" is defined as the closest blood relative of an injured or recovering covered
service member.

"Covered service member" is defined as: (1) any member of the armed forces,
including the National Guard or Reserves, who is undergoing medical treatment, recuperation,
or therapy; is otherwise in outpatient status; or is otherwise on the temporary-disability retired
list for a serious injury or illness; or (2) who is a veteran who is undergoing medical treatment,
recuperation or therapy, for a serious injury or illness and who was a member of the Armed
Forces, (including a member of the National Guard or Reserves) at any time during the period
of five (5) years preceding the date on which the veteran undergoes the medical treatment,
recuperation, or therapy. For the purposes of determining the five (5) year period for covered
veteran status, the period between October 28, 2009 and March 8, 2013 is excluded.

Military Caregiver Leave is a type of FMLA leave and may be taken for up to 26
workweeks in a 12-month period. The 12-month period begins on the first day that you take
Military Caregiver Leave and ends 12 months after that date. Any other FMLA leave taken
during the same 12-month period will be counted against your leave entitlement under this
policy. All time off that qualifies as Military Caregiver Leave or Traditional FMLA leave will
be counted against your statutory family and medical leave entitlements to the fullest extent
permitted by law.

If spouses are both employed by the Company, the spouses are permitted to take only a
combined total of 26 weeks of Military Caregiver Leave, or any combination of such leave and
Traditional FMLA leave, in a 12-month period.
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 LEAVES OF ABSENCE
Qualifying Exigency Leave

This leave is available to a family member of a military member in the National Guard,
Reserves, or regular armed forces.

Associates who are eligible for FMLA may request leave to attend to an exigency or
emergency situation arising out of the fact that a spouse, son, daughter, or parent is on covered
active duty (or has been notified of an impending call or order to covered active duty) in the
Armed Forces. The term "covered active duty" means: (1) in the case of a member of the
armed forces, duty during the deployment of the member with the armed forces to a foreign
country; and (2) in the case of a member of the Reserves, duty during the deployment of the
member with the armed forces to a foreign country under a call or order to active duty.

Qualifying exigencies include issues arising from a covered military members' short-
notice deployment (i.e., deployment on seven or fewer days of notice) for a period of seven
days from the date of notification; military events and related activities that are related to the
covered active duty or call-to-active-duty status of a covered military member; certain
childcare and related activities; to arrange care for the military member’s parent who is
incapable of self-care; making financial or legal arrangements; attending counseling; taking up
to five days of leave to spend time with a covered military member who is on short-term
temporary rest and recuperation leave during deployment; and attending to certain post-
deployment activities.

Qualifying Exigency Leave is a type of FMLA leave and may be taken for up to 12
workweeks in the normal 12-month period established by the Company for Traditional FMLA
leave. All time off that qualifies as Qualifying Exigency Leave will be counted against your
state and federal family and medical leave entitlement to the fullest extent permitted by law.

PREGNANCY ACCOMMODATION

Employees and applicants for employment may request a reasonable accommodation

for pregnancy-related conditions. Employees may be required to provide medical or other
information that is necessary to verify the existence of the pregnancy-related condition or that
is necessary for the Company’s consideration of a reasonable accommodation. Such medical
information will be kept confidential.

A request for an accommodation may not be granted if the requested accommodation

would cause undue hardship to the Company’s business operations or if the employee is not
able to perform the essential functions of her job with an accommodation. Leave provided as a
reasonable accommodation will run concurrent with the Family and Medical Leave Act
(FMLA) to the extent leave under this policy also qualifies as leave under the FMLA.

Employees or applicants who have questions about this policy or who wish to request
a reasonable accommodation under this policy should contact Human Resources.

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 LEAVES OF ABSENCE
PERSONAL / MEDICAL LEAVE

Associates who are ineligible for other types of leave may be eligible for
Personal/Medical Leave as follows:

1. If an associate is unable to perform the duties of his/her job due to a serious

health condition or has a parent, spouse or child with a serious health condition as
defined under FMLA, which makes them unable to work, they must obtain a physician’s
certification verifying the serious health condition. The associate may then be eligible to
take unpaid leave for a reasonable period of time, as determined in the Company’s sole and
absolute discretion. If an associate is unable to return after the leave period, TUMI
reserves the right to terminate the associate’s employment. The department manager and
Human Resources must approve extension requests based on special circumstances.

2. Any of the above conditions which require the associate to be out for less than
five days will be administered under the attendance policy. Associates may use PTO o r
p a i d s i c k l e a v e for this period of time.

In deciding whether to grant leave, the Company will consider factors such as your
length of service, performance, responsibility level, discipline record, reason for the request,
length of time off requested, other leave time taken and operating requirements.

Associates will be required to use any accrued paid time off prior to the
commencement of the TUMI Medical/Personal Leave. Associates wishing to continue
receiving benefits under TUMI's benefits program while on leave must continue to pay
their portion of the premiums by submitting payment to the Human Resources
Department. Failure to pay will result in termination of benefits and associates may not
be able to re- enroll until the open enrollment period.

Upon completion of an approved Personal/Medical leave, there is no guarantee that an

associate will be reinstated to his or her former position, or any position, except as required by
law.

LEAVE FOR ACTIVE OR RESERVE DUTY

Unpaid military leave will be granted to an associate required to report for active or
reserve duty. Orders must be presented to the Human Resources Department at least two
weeks prior to commencement of service. Upon return from military service, the associate
must provide notice of re-employment or reapply in a timely manner. If an associate is
eligible to be re-employed, the associate will be restored to the job and benefits that would
have been attained, or in some cases a comparable job, had the associate not been absent due
to military service.

Accrued benefits will not be affected, but the associate will not accrue additional PTO
during this leave.

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 LEAVES OF ABSENCE
OTHER LEAVES OF ABSENCE
Many states require employers to provide their employees with additional leaves of
absence. Please check the applicable state supplement to this Handbook for additional
information or contact Human Resources with any questions.

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 PAID TIME OFF POLICIES

PAID TIME OFF (PTO)

TUMI appreciates the need of all associates to have time off for leisure, illness or
personal business. Regular-full time and part-time associates working 20 hours or more per
week are eligible to earn PTO. Temporary, seasonal, and associates who are regularly
scheduled to work fewer than 20 hours per week are not eligible for PTO (see Paid Sick Leave
Policy). Eligible associates will earn PTO on a pro rata basis, for work performed from the
first date of employment. Eligible associates will earn PTO according to the following:

Full-Time Associates:

Years of Services Accrual Rate/Days per Month Accrual Rate/Per Year

1st – 4th 1.416 Days 17 Days (136 hours)

5th – 9th 1.833 Days 22 Days (176 hours)
10th – 19th 2.25 Days 27 Days (216 hours)
20th – 24th 2.666 Days 32 Days (256 hours)
25th+ 3.083 Days 37 Days (296 hours)

Full-time associates will not be paid more than 8 hours per PTO day and no more
than 4 hours per ½ day of PTO.

Part-Time Associates Working 20 or more hours per week:

Days Worked per Accrual Rate/Days Accrual Rate/

Week Per Month Per Year
3 days 5.333 hours 8 days (64 hours)
4-6 days 6.666 hours 10 days (80 hours)

Permitted Uses: PTO is an all-purpose time-off policy. You can use PTO for any
reason, including but not limited to, vacation, illness, injury, and personal business. PTO
combines traditional vacation leave and sick leave plans into one flexible, paid time-off
policy. In particular, associates may use PTO for paid sick leave purposes in those
jurisdictions with mandatory paid sick leave laws. Accordingly, PTO can be used by an
associate who cannot work due to his or her own qualifying need, or for that of a family
member for (1) diagnosis, care, or treatment of an existing health condition; or
(2) preventative care. PTO can also be used if the associate is a victim of domestic violence,
sexual assault, or stalking, or for any other reason provided for under an applicable paid sick
leave law.

PTO accrues during periods of active employment only. Company paid holidays, time
away from work using PTO and other paid leaves are considered active employment for
purposes of PTO accrual. PTO does not accrue when an associate is on unpaid leave.

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PTO may be used in increments of one (1) hour or more, and will be paid at an
associate’s base salary or base hourly rate. PTO days are not considered “hours worked” for
purposes of calculating overtime.

Requesting and Recording PTO: In planning PTO, associates must consult with
their manager for scheduling purposes. All PTO requests must be approved by the
department manager and recorded in the time and attendance tracking system. The
department manager or Senior Management will resolve any scheduling conflicts.

If use of PTO is unforeseeable (i.e., due to illness or emergency), associates are

expected to call their manager at least 2 hours prior to their scheduled shift. If they are unable,
they should call as soon as they are able or should appoint someone to call their supervisor for
them, until such time as they are able to communicate directly with their supervisor.

If an associate should feel ill while at work, the associate is to notify the manager
immediately. If it is decided the associate should leave, the associate may use PTO for the
remainder of their shift. When mutually agreeable, the manager and the associate may arrange
to have the associate make up some or all of any lost work time. However, the associate
should not be scheduled to incur any overtime hours, unless otherwise approved.

All PTO hours, whether for vacation, sick time, personal reasons, etc., must be
recorded in the time and attendance tracking system and verified by the associate and the
associate’s manager.

Integration with Other Benefits: It is an associate’s responsibility to apply for any

applicable benefits for which he or she may be eligible as a result of the illness or disability,
including workers' compensation insurance and/or any other disability insurance benefits. PTO
benefits will be fully integrated with other benefits available such that at no time will an
associate be paid more than his or her regular compensation.

Carryover of Unused PTO: The PTO benefit year is measured in accordance with
the calendar year. Associates are encouraged to use their PTO in the calendar year in which it
accrues. However, up to 40 hours of unused PTO is permitted to carry over to the subsequent
benefit year, or as otherwise required by state or local law. Any hours in excess of 40 will be
forfeited, except as provided below.

Payment Upon Termination: Associates eligible for PTO who resign or are
terminated will be paid out for any accrued, unused PTO. However, resigning or
terminated associates who have taken PTO in excess of the amount actually accrued may
have that PTO pay deducted from their final paycheck, unless prohibited by state law.

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PAID SICK LEAVE

This policy applies only to associates who are ineligible to accrue PTO (seasonal,
temporary and part-time associates who are regularly scheduled to work fewer than 20 hours
per week). All other associates should refer to the PTO policy above.

TUMI offers paid sick leave as a form of insurance for an associate who cannot work
due to his or her own qualifying need, or for that of a “family member,” for (1) diagnosis,
care, or treatment of an existing health condition; or (2) preventative care. “Family member” is
defined by state or local law and generally includes a biological, adopted, or foster child,
stepchild, or legal ward, or a child to whom the associate stands in loco parentis; a biological,
adoptive, or foster parent, stepparent, or legal guardian of any associate or the associate’s
spouse or registered domestic partner, or a person who stood in loco parentis when the
associate was a minor; spouse or registered domestic partner, grandparent; grandchild; or
sibling. Other reasons for which paid sick leave can be used include when the place of
business has been closed by order of a public official due to a public health emergency; if the
associate is a victim of domestic violence, sexual assault, or stalking; and any other reason
provide under an applicable paid sick leave law.

Sick leave is not for “personal” absences not identified in the preceding paragraph, and
may not be used for personal absences, vacations, or for hours of work outside an associate’s
regular schedule. Sick leave may be used in increments of one (1) hour or more and is paid at
the associate’s regular rate of pay.

Accrual and Carry Over: Sick leave accrues at the rate of one (1) hour of paid sick
leave for every thirty (30) hours worked. This accrual rate includes overtime hours for non-
exempt associates. Exempt administrative, executive, or professional associates are deemed to
work forty (40) hours per workweek for purposes of accrual, unless the exempt associate’s
normal workweek is less than 40 hours, in which case the associate shall accrue paid sick
leave based upon that normal workweek. Sick leave accrues to a maximum of forty (40) hours
per calendar year. Associates will not accrue sick leave during unpaid leaves of absence. Sick
leave carries over from year to year, up to the permitted maximum of 40 hours. The
maximum amount of sick leave that can be used in one calendar year is 40 hours.

Paid sick leave begins to accrue on an associate’s date of hire, but may not be used
until the associate’s 90th day of employment. No advances of paid sick leave are permitted.

Notice Requirements: If foreseeable, an associate must provide reasonable advance

notification to his or her supervisor of any absence from work for which the associate intends
to use paid sick leave. If use of paid sick leave is unforeseeable, an associate must provide the
notice to his or her supervisor of the need to use paid sick leave as soon as practicable.

Upon return, an associate must make sure his/her paid sick leave usage is entered into
the attendance tracking system.

Integration with Other Benefits: It is an associate’s responsibility to apply for any

applicable benefits for which he or she may be eligible as a result of the illness or disability,
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including workers' compensation insurance, and/or any other disability insurance benefits.
Sick leave benefits will be fully integrated with other benefits available such that at no time
will an associate be paid more than his or her regular compensation.

Termination of Employment: Associates are not compensated for unused sick leave at the
end of employment. Associates who terminate employment with TUMI and are re-hired by the
Company within one year will have their accrued but unused paid sick leave bank reinstated
and available for immediate use.

COMPANY OBSERVED HOLIDAYS

In addition to PTO, TUMI observes certain public holidays each year totaling
eleven paid days off. The Human Resources Department will announce the schedule of
these holidays prior to the beginning of each calendar year. Holidays that fall on a
weekend will be observed on either the proceeding Friday or the following Monday.
Generally, the eleven standard paid holidays are as follows:

New Year’s Day

Martin Luther King Day
President’s Day
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving
Friday after Thanksgiving
Christmas Day

Additional holidays may be dictated annually.

If a Company holiday falls within an associate’s approved PTO period, an extra

day of PTO will be allowed. Additional time must be approved by the supervisor and meet
the scheduling needs of the department. If a Company holiday falls while an associate is
absent and receiving other allowed pay, such as military training, temporary disability
benefits, etc., or on workers’ compensation leave, holiday pay will not be applicable.

Holiday pay will not be considered as time worked for the purpose of computing
overtime for the week in which the holiday falls.

Part-time associates who work a minimum of 20 hours per week will be eligible
for holiday pay if the holiday falls on the associates regularly scheduled work day. The
associate will be paid based on normal scheduled hours for that day.

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BEREAVEMENT LEAVE

In the event of a death in an associate’s immediate family which include parents,

stepparents, spouse, children or stepchildren, bereavement leave of up to five days with pay
may be granted. For other family members including siblings, grandparents, grandchildren,
aunts, uncles, nieces, nephews, or in-laws up to three days with pay may be granted. Up
to five days may be allowed if extended travel is required. Paid bereavement leave will also
be granted for same or opposite sex domestic partners and their immediate families
provided the associate has previously submitted a Domestic Partner Declaration with all
supporting documents to Human Resources.

Time off for the death of other family members or friends, or for an associate
who needs additional time for bereavement, may be allowed as PTO, or may be taken
as an unpaid absences, up to a maximum of five additional days. Any additional time off
will be granted only by permission from the Human Resources Department.

Associates must notify their manager as to the anticipated length of absence as

soon as possible. Documentation may be required.

JURY DUTY
TUMI recognizes each citizen’s duty to serve on juries. The department manager
should be notified as soon as notice to report for jury duty is received by an associate. The
department manager will forward a copy to the Human Resource Department. If the request
to serve as a juror is scheduled during a time that is a hardship to TUMI, management may
request the associate to seek a postponement. Jury duty does not include absence by an
associate acting as a witness or as a party in a legal action. TUMI will pay an associate’s
normal straight time earnings during jury duty up to a maximum of two weeks. Associates
will not receive salary continuation for service on juries for periods that extend beyond two
weeks, unless otherwise required by law.

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 STANDARDS OF CONDUCT

CORPORATE POLICIES

As of August 1, 2016, TUMI is part of the Samsonite Group of companies. As a global business
listed on the Hong Kong Stock Exchange, Samsonite has adopted a number of corporate policies
that apply to all Samsonite Group personnel worldwide. The following policies are posted on
TUMI Express and you are expected to review and comply with them:

• Code of Conduct: outlines Samsonite's expectation that all personnel must act ethically
in all that we do, and provides more specific guidance on certain important compliance
topics.
• Global Anti-Corruption Compliance Policy: requires that anyone acting on behalf of the
Samsonite Group conducts his or her activities in full compliance with all applicable
anti-corruption laws, including without limitation the U.S. Foreign Corrupt Practices Act
("FCPA"), the UK Bribery Act and any other anticorruption laws that are in effect in the
countries in which we operate.
• Disclosure of Inside Information Policy: sets out the Samsonite Group's protocol to
ensure compliance with the continuous disclosure requirements applicable to companies
listed in Hong Kong.
• Prevention of Insider Dealing and Market Misconduct Policy: prohibits insider trading
and provides for certain restrictions on trading in Samsonite’s shares.
• Connected Transactions and Notifiable Transactions Policy: sets out guidelines with
respect to related-party transactions and other transactions that may require disclosure to,
or approval by, Samsonite’s shareholders.

These policies take the place of TUMI’s prior policies regarding these matters, including
TUMI’s Code of Business Conduct and Ethics and Insider Trading Policy in effect prior
to August 1, 2016.

DISCIPLINE AND STANDARDS OF CONDUCT

As an at-will employer, TUMI may impose discipline whenever it determines it is
necessary or appropriate. Discipline may take various forms, including verbal counseling,
written warnings, suspension, demotion, transfer, reassignment or termination. The discipline
imposed will depend on the circumstances of each case; therefore, discipline will not necessarily
be imposed in any particular sequence. Moreover, at any time the Company determines it is
appropriate, an associate may be discharged immediately.

Every organization must have certain standards of conduct to guide the behavior of
associates. Although there is no possible way to identify every rule of conduct, the following is
an illustrative list (not intended to be comprehensive or to limit the Company's right to impose
discipline for any other conduct it deems inappropriate). Keep in mind that these standards of
conduct apply to all associates whenever they are on Company property and/or conducting
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 STANDARDS OF CONDUCT
Company business (on or off Company property). Engaging in any conduct the Company
deems inappropriate may result in disciplinary action, up to and including immediate
termination.

(a) Dishonesty, falsification of Company records;

(b) Unauthorized use or possession of property that belongs to the Company, a
coworker or of the public;
(c) Possession or control of illegal drugs, weapons, explosives or other dangerous or
unauthorized materials;
(d) Fighting, engaging in threats of violence or violence, horseplay, practical jokes or
other disorderly conduct that endangers others or damages property;
(e) Failure to perform assigned duties or failure to comply with the Company's
health, safety or other rules;
(f) Unauthorized or careless use of the Company's materials, equipment or property;
(g) Unauthorized and/or excessive absenteeism or tardiness;
(h) Unsatisfactory performance;
(i) Sexual or other harassment or discrimination in violation of Company policy;
(j) Unauthorized use or disclosure of the Company's confidential information;
(k) Violation of the Company's Substance Use and Abuse Policy; or
(l) Violation of any Company policy.

ANTI-HARASSMENT/DISCRIMINATION

TUMI is committed to promoting and maintaining a work environment in which all

associates, customers and other individuals are treated with dignity and respect free from
unlawful harassment or discrimination. As a result, the Company maintains a strict policy
prohibiting sexual harassment and harassment against applicants and employees based on any
legally-recognized basis, including, but not limited to: veteran status, uniformed servicemember
status, race, color, religion, sex, age (40 and over), national origin or ancestry, physical or mental
disability, genetic information or any other consideration protected by federal, state or local law.
All such harassment is prohibited.

This behavior will not be tolerated on Company premises or at off-premise Company

functions. Such prohibited conduct by or towards any associate, contract worker, customer,
vendor or anyone else who does business with the Company will not be tolerated. Any associate
or contract worker who violates this policy will be subject to disciplinary action, up to and
including termination of his/her employment or engagement. To the extent a customer, vendor or
other person with whom the Company does business engages in conduct in violation of this
policy, the Company will take appropriate corrective action.

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 STANDARDS OF CONDUCT
Prohibited Conduct.
Sexual or other unlawful harassment includes any verbal, physical or visual conduct based on
sex, race, age, national origin, disability or any other legally protected basis if:

• Submission to such conduct is made either explicitly or implicitly a term or condition of

employment;
• Submission to or rejection of such conduct by an individual is used as a basis for making
employment decisions; or
• It creates an intimidating, hostile or offensive working.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors and
lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching,
pinching or other physical contact. Other forms of unlawful harassment may include racial
epithets, slurs and derogatory remarks, stereotypes, jokes, posters or cartoons based on race,
national origin, age, disability, marital status or other legally protected categories.

Discrimination includes engaging in the following conduct based upon sex, race, age,
national origin, disability or any other legally protected basis:

• failing or refusing to hire;

• failing or refusing to refer for employment;
• discharging; or
• otherwise discriminating with respect to compensation terms, conditions or privileges of
employment.
Complaint Procedure.

Any associate who believes that they have been subjected to harassment or
discrimination, or who witness any other harassment or discrimination by an associate or anyone
who does business with TUMI, should report the incident as soon as possible to their manager or
most senior representative at their location, or the Human Resources Department. Associates
may also report any suspected violations of this policy to the TUMI Hotline at 844-600-0085 or
online at [Link]/tumi.

When an associate reports such conduct, they may do so verbally or in written form and
are encouraged to include a full description of the incident including the date, time, location,
identity of the accused individual and any witnesses.

Upon receipt of a complaint, the Company will immediately conduct a complete

investigation. The investigation may include interviews with all individuals who the complaining
associate identifies as having knowledge of the alleged harassment. If improper conduct is found,
the Company will take appropriate corrective action.

TUMI will also take whatever other actions it deems necessary to restore a work
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environment free of any sexual harassment or other form of harassment or discrimination.

The Equal Employment Opportunity Commission ("EEOC") and equivalent state

agencies will accept and investigate charges of unlawful discrimination and harassment at no
charge to the complaining party. The nearest office of the EEOC and equivalent state agencies
can be found in your local telephone directory and may be found in your state supplement, where
required.

Retaliation Prohibited.

Associates and contract workers are also protected by law from retaliation for opposing
or reporting harassment or discrimination in violation of this policy, or for otherwise
participating in processes connected with an investigation, proceeding or hearing conducted by
TUMI or a government agency with respect to such complaints. TUMI will take disciplinary
action up to and including the immediate termination of any associate who retaliates against
another associate or contract worker for engaging in any of these protected activities. Contract
workers will be subject to termination of their engagement with the Company for engaging in
retaliation.

Please contact a member of the Human Resources Department if you have any questions
about this policy or require further information on the subject of sexual or other harassment or
discrimination.

CONFIDENTIALITY

Associates may have access to confidential information, trade secrets or other

proprietary information in the course of their employment with TUMI. Associates are
required not to disclose any company confidential information to any person or persons
outside TUMI or make any commercial use of such information.
“Confidential and Proprietary Information” shall mean all information not generally
in the public domain, in any form, emanating from TUMI or its agents, contractors,
customers, suppliers, vendors, or licensees (hereinafter collectively
referenced at the “Company”) and relating to any of their practices, services or products,
which is used-in or related-to, the business of TUMI. Confidential and proprietary
information includes, but is not limited to, all sales and financial data, technical
information, computer software and files, designs, drawings, customer lists, associate files and
data, etc. Associates may not copy, remove, or allow unauthorized access to Company or
client documents, files, mailing lists, etc.
All information stored on TUMI computer systems is to be considered confidential and
proprietary information unless expressly designated to the contrary. Computing resources
must be used in accordance with the ethical standards of TUMI under its code of conduct
and other applicable policies.

In the course of daily operations, associates who have access to, or inadvertently
become aware of, confidential information, such as salaries, financial information, etc., are
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 STANDARDS OF CONDUCT
expected to keep such sensitive information confidential and are not to disseminate this
information to co-workers or to others outside TUMI, and are not to use it for their own,
or for anyone else’s, gain or benefit.
In addition, associates working at home or at other remote locations, other than
TUMI facilities, may take paper records containing confidential information to these remote
locations or may access electronically maintained/stored confidential information at these
locations. Associates may do so only when necessary for strictly work related purposes,
and only when such remote location use is approved by the associate’s supervisor/manager.
Associates are responsible for insuring, securing and maintaining the confidentiality of all
such information, both paper and electronic, when they are working at home or at any
other remote location.
Any breach of these confidentiality requirements could result in disciplinary action
including termination and/or any additional rights or remedies available to TUMI against
the associate under applicable laws.
The obligation of associates to maintain the confidentiality of TUMI Inc.’s business
information continues for all time in the future, even after an associate has ceased
working for TUMI.
Upon termination of employment, associates are to return to the Human Resources
Department all confidential and proprietary information obtained in the course of
employment with TUMI both on paper and maintained electronically; are not to retain any
copies or other records electronic or otherwise, of this information; and are not to provide
or otherwise disclose it to any third person or entity.

Nothing in this policy prohibits Associates from reporting an event that an Associate
reasonably and in good faith believes is a violation of law to the relevant law-enforcement
agency (such as the Securities and Exchange Commission, Equal Employment Opportunity
Commission, or Department of Labor), or from cooperating in an investigation conducted by
such a government agency. This may include disclosure of trade secret or confidential
information within the limitations permitted by the 2016 Defend Trade Secrets Act (DTSA).
Associates are hereby provided notice that under the DTSA, (1) no individual will be held
criminally or civilly liable under Federal or State trade secret law for the disclosure of a trade
secret (as defined in the Economic Espionage Act) that: (A) is made in confidence to a
Federal, State, or local government official, either directly or indirectly, or to an attorney; and
made solely for the purpose of reporting or investigating a suspected violation of law; or, (B)
is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing
is made under seal so that it is not made public; and, (2) an individual who pursues a lawsuit
for retaliation by an employer for reporting a suspected violation of the law may disclose the
trade secret to the attorney of the individual and use the trade secret information in the court
proceeding, if the individual files any document containing the trade secret under seal, and
does not disclose the trade secret, except as permitted by court order.

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 STANDARDS OF CONDUCT
PERSONNEL RECORDS

TUMI maintains a personnel file and payroll records for each associate and will provide
access as required by law. State-specific rules regarding personnel files may be found in the
state supplement to this handbook, if applicable. Personnel files and payroll records are the
property of the Company and may not be removed from Company premises without written
authorization from Human Resources. Because personnel files and payroll records are
confidential, access to the records is restricted. Generally, only those who have a legitimate
reason to review information in an associate’s file are allowed to do so.

The Human Resources Department must always be apprised of any changes in

associate’s personnel records such as:

• Name
• Address
• Phone Number
• Marital Status
• Dependents
• Dependent child no longer attending college or university
• Person to be contacted in case of emergency

It is the responsibility of the associate to ensure that accurate records are maintained
for benefits and payroll purposes. Changes must be made through
[Link] immediately.

OPEN DOOR POLICY

A clear and open channel of communications between associates and TUMI is a
fundamental principle of its management philosophy. All associates are ENCOURAGED to
talk with managers about any suggestions, problems, complaints or other concerns. If the
manager’s response does not satisfy the associate, then the associate may arrange a meeting
with a representative from Human Resources.

Effective communications between everyone is vital to improving the quality of

services TUMI, Inc. can provide for its customers, minimizing the difficulties of
stressful situations for associates, and creating a positive, high quality work environment
with a mutually supportive network of associates and management. This can only be
accomplished if everyone constantly works on maintaining the lines of communications
by speaking to each other clearly and honestly, but also with respect and tact on a daily basis,
not just at staff meetings. For this purpose, TUMI will try to conduct regular staff
meetings as it deems necessary.

Associates are also ENCOURAGED to report any activities they observe at work
which they reasonably believe violate any law or public policy, even if a member of
management of TUMI is engaging in the activity. In such situations the activities are to be
reported to another member of management. Associates may call the TUMI Hotline at 1-
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 STANDARDS OF CONDUCT
844-600-0085 or [Link]/TUMI, to report such activity or contact
management directly.

No retaliatory action will be taken against any associate for making such a report
based on the associate’s reasonable beliefs. The reporting associate’s confidentiality will be
maintained to the extent reasonably possible consistent with a thorough investigation.

TUMI CONFIDENTIAL HOTLINE

A confidential hotline has been established in an effort to protect our Company’s

assets relating to all aspects of theft (merchandise theft, discount abuse, theft of funds,
theft from associates), unethical behaviors, drug/alcohol abuse, or violations of TUMI’s
policies. It is the responsibility of each associate to report any such behavior.

All associates should understand that any information provided will be taken
seriously and investigated. The more detailed the information the caller provides, the
more likely that the investigation will bring to light facts that may assist us in resolving the
issue.

If associates observe or become aware of dishonest or unethical activity, please

notify Human Resources or call the TUMI Hotline at 1-844-600-0085 or [Link]-
[Link]/TUMI. As with any issue, associates should first inform their direct
supervisor or manager. If they do not feel comfortable reporting this information to their
supervisor, the associate can contact Human Resources or call the Hotline. Associates
should fear no reprisals for coming forward, and all information will be held in the strictest
confidence possible.

All calls will be taken seriously and investigated to the best of our abilities.
Associates who purposely report false or misleading information will face disciplinary
action, up to and including termination.

DRESS CODE

As an industry leader, TUMI is proud of its achievements and associates and strives
to maintain a professional environment. Therefore, its associates’ appearance should reflect
the positive image of TUMI. With this in mind, TUMI has established reasonable standards
for attire and personal grooming and reserves the right to modify these standards.

Office personnel may wear appropriate business casual attire. Business casual
means casual and comfortable, but still suitable for business. Well- tailored jeans may be
worn. Shorts, T-shirts, athletic attire or warm-up suits are considered inappropriate.
Footwear must be clean and in good condition. Associates wearing men’s shirts must wear
collared shirts.

When business needs dictate, associates may be requested to dress in regular

business attire. The department manager will inform associates when they will be required to
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 STANDARDS OF CONDUCT
do so.

Department managers are responsible for monitoring the appropriateness of associate

attire. Managers should notify Human Resources of any associate deemed to be
inappropriately dressed for work and he or she will be sent home to change. Non-exempt
associates will not be compensated for this time.

TUMI’S INFORMATION SYSTEMS AND ELECTRONIC RESOURCES

TUMI’s Information Systems and Electronic Resources enable users to access and
exchange Information quickly and efficiently. When used properly, Information Systems and
Electronic Resources greatly enhance productivity and knowledge. Users are required to
comply with this policy whenever they access or use Information Systems or use Electronic
Resources of the Company.

Definitions

The following definitions shall apply to this policy:

• “Electronic Resources” means all equipment that is owned or leased by the Company and
that is used to store, process, or transmit Information, including, but not limited to, desktop
and laptop computers, Mobile Devices, telephones, fax machines, and scanners.
• “Information” means digital data in any form, including, but not limited to, text, e-mail,
images, audio and video.
• “Information Systems” means all systems owned or leased by the Company that are used to
store, process or transmit Information, including, but not limited to, local area networks,
Internet access, the Company’s intranet, and the Company’s e-mail and voicemail systems.
• “Mobile Device” means a cell phone, smartphone, tablet or other hand-held computing
device.
• “Non-Business Use” means use of the Information Systems or Electronic Resources other
than to perform assigned job responsibilities or otherwise to advance the Company’s
business interests.
• “Users” mean all individuals covered by this policy who use Information Systems or
Electronic Resources.

Acceptable Business and Non-Business Use of Information Systems and Electronic Resources

Primarily For Business Use: The Company’s Information Systems and Electronic
Resources are provided to conduct the Company business for the Company’s benefit. Except as
provided in the “Permissible Non-Business Use” section, Users are authorized to access, use and
disclose Information stored on the Information Systems and Electronic Resources only for
purposes of conducting the Company’s business in the course of performing their job
responsibilities or their contract with the Company, as the case may be.
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 STANDARDS OF CONDUCT

Compliance With Company Policies: Users are responsible for all Information they
create, receive, retrieve, store or send using the Information Systems or Electronic Resources.
Users must comply with this policy and all other relevant Company policies when using the
Information Systems and Electronic Resources, including, but not limited to, the Code of Ethics
and Business Conduct, the Social Media Policy, the Anti-Harassment/Discrimination policies
contained in the Handbook, employee and customer data privacy policies, internet access
policies and other personal conduct policies. Users must also use the Information Systems and
Electronic Resources in an ethical and lawful manner.

Reporting Violations and Security Incidents: Users must immediately report any
violations of this policy, as well as any Security Incident, to the Vice President, Information
Technology or the Vice President, Human Resources. “Security Incidents” include, but are not
limited to, any unauthorized access to, use, disclosure, acquisition or destruction, of Information
stored on Information Systems or Electronic Resources, as well as the loss or theft of any
Electronic Resources.

Permissible Non-Business Use: Associates who are authorized to access and use the
Company’s e-mail and Internet to perform their job responsibilities are permitted to access and
use those systems for Non-Business Use during non-working time. Non-Business Use should
not involve excessive use of bandwidth (for example, transmitting excessively large audio or
video files or other attachments that may disrupt server performance) or otherwise interfere with
the efficient functioning of the Company’s Information Systems. In addition, employees’ Non-
Business Use should not interfere with the business activities of other Users who are on working
time. Non-Business Use cannot result in any billing or direct cost to the Company.

Information Is Not Private And Is Subject To Monitoring And Disclosure By Company

Information Is Not Private: The Company’s Information Systems and Electronic

Resources and the Information stored on them are, and remain at all times, the Company’s
property, regardless of whether that Information is created, stored or received for business use or
Non-Business Use. Consequently, Information stored on, or transmitted by, the Information
Systems and Electronic Resources, whether related to business use or Non-Business Use, is not
private with regard to the Company. Users should not use Information Systems and Electronic
Resources to store or transmit Information about personal matters intended to be private, such as
communications with a personal physician.

The Company's Access to Information: The Company, in its sole discretion, may access,
review, monitor and delete any Information, including, but not limited to, business and non-
business e-mail, voice mail, word processing documents and spreadsheets stored on, or
transmitted by, the Information Systems or Electronic Resources. The Company may, in its
discretion, bypass any passwords or access codes to inspect, investigate, or search any
Information stored on, or transmitted by, the Information Systems or Electronic Resources.
Users may not encrypt any Information, including e-mail and voicemail, unless they use
encryption software approved by the Company. In addition, the Company may, in its discretion,
access Information, including e-mail and voicemail, of (a) an Associate who leaves the
Company permanently or who is unavailable for an extended period to ensure the business of the
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 STANDARDS OF CONDUCT
Company will continue without interruption, and (b) an independent contractor whose contract
with the Company has been terminated. By using the Company’s Information Systems and
Electronic Resources, Users consent to the Company's access to, and review, monitoring, and
deletion of, Information as described above.

Company’s Deletion of Information and Access to Deleted Information: The Company

may, in its discretion, delete any Information related to any business or Non-Business Use,
including photographs, videos, and music, stored on the Information Systems or Electronic
Resources. Users who want to avoid permanent deletion of Information pertaining to Non-
Business Use, should not store it on the Information Systems or Electronic Resources. Even
when a User deletes Information, the Company still may be able to recreate, or to retrieve and
review, the deleted Information. All deleted Information is subject to inspection by the
Company in its discretion.

TUMI’s Disclosure of Information: The Company may, in its discretion, disclose any
Information stored on the Information Systems or Electronic Resources to any third party,
including law enforcement authorities or any other government agency, without notice to the
User.

No Waiver: The Company’s failure to exercise its rights with respect to certain
Information in no way modifies or waives the Company’s right to access, review, monitor,
delete or disclose other Information. The Company’s rights may be altered or modified only in a
writing signed by the Company’s General Counsel.

Prohibited Conduct

Misuse or abuse of the Company’s Information Systems or Electronic Resources and, in

particular, the Company’s e-mail system and Internet access, and any violation of the
Company’s Social Media Policy using the Information Systems or Electronic Resources, could
expose the Company and any individual who engages in the improper conduct to civil or
criminal liability. For this reason, all Users should carefully review the following list, which is
not intended to be all inclusive, of prohibited conduct using the Information Systems or
Electronic Resources:

1. Engaging in conduct that is illegal, unethical, or a violation of Company policy;

2. Accessing or disclosing Confidential Information stored on the Information
Systems or Electronic Resources when not authorized to do so to perform job
responsibilities. Confidential Information may include non-public financial data,
such as estimates of financial performance; sensitive business information, such
as marketing strategies, product launches, and pricing policies; plans for the
acquisition or disposition of corporate assets; and information about customers.
3. Disclosing a User's own passwords for the Information Systems or Electronic
Resources to any person other than an authorized representative of the
Company’s IT Department;

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4. Downloading software to, or installing software on, the Information Systems or
Electronic Resources without the prior authorization of an authorized
representative of the Company’s IT Department;
5. Infringing on the patents, copyrights or other intellectual property rights of the
Company or of third parties, for example, by downloading copyrighted software,
movies or music without permission of the copyright owner;
6. Intentionally sending or receiving malicious code or software, such as worms,
viruses or spyware;
7. Creating, sending, storing, or viewing any content that the Company considers to
be offensive to any User. Offensive material includes, but is not limited to,
sexual comments, jokes or images and pornography; racial slurs; sexist
comments; or any comments, jokes or images that would offend someone on the
basis of his or her race, color, creed, sex, sexual orientation, age, national origin
or ancestry, physical or mental disability, veteran status, or any other category
protected by federal, state, or local laws;
8. Harassing, threatening, bullying or discriminating against, any person;
9. Soliciting, or engaging in other activities on behalf of, any outside business
venture, political campaign, charity, or religious group;
10. Communicating with a personal attorney;

11. Engaging in peer-to-peer file sharing without the prior authorization of the Chief
Technology Officer;

E-Mail

When using the Information Systems and Electronic Resources for business purposes,
Users must compose e-mail in the same professional manner as any other business
communication. Carefully drafting e-mail is important not only because email reflects on
the way the Company conducts its business, but because e-mail, like any other document,
may later be used to indicate what a User knew or how a User acted.

PERSONAL TELEPHONE CALLS

TUMI’s telephone lines, including business cell phones, are vital tools for the
business and must be kept open for business calls at all times. Excessive personal calls can
be grounds for termination. TUMI reserves the right to be reimbursed for any excessive
personal phone expenses.

SOCIAL NETWORKING POLICY

TUMI respects the legal rights of its associates and understands that associates’ time
outside of work is their own. However, associates should be mindful that their social media
activity, even if done off premises and while off-duty, could affect the Company’s legitimate
business interests. For example, the information posted could be the Company’s confidential
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 STANDARDS OF CONDUCT
business information. In addition, some readers may mistakenly view you as a spokesperson for
the Company. Consequently, social media activity is a legitimate and proper focus of Company
policy.

For purposes of this policy, “social media activity” includes all types of posts and other
communications on the Internet, including but not limited to, posts on social networking sites
(such as Facebook, LinkedIn, and Google+); blogs and other on-line journals and diaries;
bulletin boards and chat rooms; microblogging, such as Twitter; and posts of photographs, video
or audio on media-sharing sites, such as YouTube, Instagram or Flickr. “Social media activity”
also includes permitting, or failing to remove, posts by others where the associate can control the
content of posts, such as on a personal page or blog.

This policy applies to social media activity that relates in any way to the Company’s
business, associates, customers, vendors, or competitors or that identifies an associate’s
affiliation with the Company (other than as an incidental mention of place of employment in
personal social media activity unrelated to the Company). This policy applies to social media
activity when on or off duty, while using the Company’s or personal electronic resources, and
whether or not the associate posts anonymously or using a pseudonym.

Guidelines

The Company values its established brand reputation and goodwill relationships. These
are important corporate assets. When you engage in social media activity that identifies you as a
Company employee, or in any way relates to the Company, you should bear that in mind and
follow the guidelines listed below:

• Limit personal use. Unless specifically authorized, associates are prohibited from using
the Company’s electronic resources to engage in social media activity or from otherwise
engaging in social media activity during working time.

• Know and follow the rules. Your social media activity is subject to all pertinent
Company policies, including, but not limited to, the Code of Ethics and Business
Conduct, Confidentiality policy, Anti-Harassment/Discrimination Policy, TUMI’s
Information Systems Electronic Resources and other personal conduct policies.

• Express only your personal opinions. Unless you have received prior authorization
from Company management, you should not represent in any social media content that
you are authorized to speak on the Company’s behalf, or that the Company has reviewed
or approved your content. If that will not be obvious from the content or context of your
post, you should specifically state, “The views expressed in this post are my own. They
have not been reviewed or approved by TUMI.”

• Be respectful. You should not post content about, or images of, the Company,
management, co-workers or customers that is vulgar, obscene, threatening, intimidating,
knowingly or recklessly false, harassing, or a violation of the Company’s policies against
discrimination, harassment, or hostility on account of age, race, religion, sex, ethnicity,
nationality, disability, or other protected class, status, or characteristic. You should not
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 STANDARDS OF CONDUCT
make knowingly or recklessly false statements about the Company’s products or
services, or the products or services of its vendors or competitors.

• Use of Company logo. You should not use the Company’s logo, trademark or
proprietary graphics in a way which suggests that you are representing the Company or
while engaging in conduct that violates Company policy. For example, you should not
create a social media page with the Company’s logo placed in a way which might
suggest to readers that the Company is sponsoring the page.

• Protect confidential business information. You should not disclose, or post images or
video of any of, the Company’s trade secrets or confidential business information or of
any confidential business or manufacturing processes. Trade secrets may include
information regarding the development of systems, processes, products, know-how and
technology. Confidential business information may include internal reports, policies,
procedures; business plans and product-launch dates; the Company’s attorney-client
communications or other internal business-related confidential communications.

• “Friending”. Managers should not gain access to the restricted social media page of a
subordinate — for example, by sending or accepting a “friend” request. Any associate
may reject any such request without fear of retaliation.

• References. All requests for references or recommendations received through social

media activity must be handled in accordance with the Company’s policy on responding
to these requests.

Addressing Concerns
Experience demonstrates that you are more likely to resolve concerns about work by
speaking directly with your co-workers, supervisor or other management-level personnel, or by
contacting the Company’s human resources, than by posting them on the Internet. If you decide
to express concerns in social media, avoid using any content that reasonably could be viewed as
malicious, obscene, threatening or intimidating; that disparages employees, customers, or
vendors; or that might constitute harassment or bullying.

SUBSTANCE ABUSE POLICY

It is the philosophy of TUMI, in recognition of our responsibility to our associates,

customers and the communities in which we operate, to provide a safe, healthy and efficient
work environment free of alcohol, tobacco and drug abuse. TUMI requires a “drug-free
work place.” Associates are expected to report to work, whether on company property
or off company property while engaged in company business, in a fit condition for duty.
Being under the influence of alcohol or illegal drugs as well as the misuse of any legal
drugs is prohibited.

"Illegal drug" means any drug that is not legally obtainable, that is legally obtainable
but has not been legally obtained, or that is legally obtained but its use is otherwise prohibited
by federal law. It includes prescription drugs not being used for prescribed purposes or by the
person to whom it is prescribed or in prescribed amounts. It also includes any substance a

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person holds out to another as an illegal drug and marijuana used for medicinal purposes.

The proper use of medication prescribed by a physician is not prohibited; however,

associates are prohibited from the misuse of prescribed medication. If the use of a prescribed
medication may affect job performance, such as by causing dizziness or drowsiness, it is the
associate’s responsibility to determine from his or her physician whether the prescribed
medication may impair safe job performance and notify Human Resources of any job
restrictions that should be observed as a result.

The consumption of alcohol while on company business is prohibited unless it is

part of an official event specifically authorized by Senior Management or is part of
appropriate business entertainment.

An associate who exhibits behavior indicative of being under the influence of drugs
or alcohol may be required to submit to drug testing. Drug testing of associates may also be
required when the circumstances of a work-related accident raise a reasonable suspicion that
human error caused by the use of drugs or alcohol use may have caused the accident.

Furthermore, any associate, while on duty or on Company property, who possesses,

sells, or receives any illegal drug or alcohol will be subject to disciplinary action, and may
be, in appropriate situations, referred to law enforcement authorities. (Wrapped gifts of
alcoholic beverages are an exception.) In addition to disciplinary action, any drugs
confiscated will be turned over to local law enforcement. Associates may be required to
cooperate in searches of company and personal property when the presence of drugs or
alcohol is suspected.

TUMI recognizes that alcoholism and drug abuse may be illnesses and the Human
Resources Department can recommend suggested channels of help. However, it is the
associate’s responsibility to seek help. Any associate who feels he or she has developed an
addiction to, dependence upon or problem with alcohol or drugs, legal or illegal, is strongly
encouraged to seek assistance before a violation of this policy occurs. Any associate who
requests time off to participate in a rehabilitation program will be reasonably accommodated.
However, associates may not avoid disciplinary action, up to and including immediate
termination, by entering a rehabilitation program after a violation of this policy is suspected or
discovered.

Drug and Alcohol Testing

An associate who exhibits behavior indicative of being under the influence of drugs or
alcohol may be required to submit to a drug or alcohol screen. Drug or alcohol screening of
associates may also be required when the circumstances of an accident raise a reasonable
suspicion that human error caused by the use of drugs or alcohol use may have caused the
accident. TUMI has adopted testing practices to identify associates who use illegal drugs on or
off the job or who abuse alcohol on the job. It shall be a condition of employment for all
associates to submit to substance abuse testing under the following circumstances:

Reasonable Suspicion Testing: When the Company has a reasonable suspicion that an
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 STANDARDS OF CONDUCT
associate is, or may be, impaired or affected on the job by alcohol or illegal drugs, or when the
Company has a reasonable suspicion that alcohol or illegal drugs are, or may be, present in the
associate’s bodily system in violation of this policy, that associate will be required to submit to
drug and/or alcohol screening tests, as appropriate. Reasonable suspicion may result from the
following:

• Direct observation of substance abuse or of the physical signs of being under the
influence of drugs or alcohol;
• Abnormal conduct or erratic behavior while at work;
• A report of substance abuse provided by a reliable and credible source;
• Evidence that an associate has tampered with any substance abuse test during his or her
employment with TUMI;
• A work-related accident, unless the associate can be completed excluded as a cause of
the accident; or
• Evidence that an associate has used, possessed, sold, solicited, or transferred drugs while
working or while on TUMI premises or while operating TUMI’s vehicle, machinery, or
equipment.

In the event of testing, the associate’s consent to test and the release of results to the
Company will be required. Tampering with screening tests or refusal to consent to such a test
and/or refusal to the release of the test results to the Company is a violation of policy and will
result in disciplinary action, up to and including termination of employment. Furthermore, any
associate who fails such a test will be subject to disciplinary action up to an including immediate
discharge.

THEFT/SEARCH AND INSPECTION POLICY

TUMI also insists upon the honesty of our associates and will take appropriate
measures to safeguard against theft. Associates are prohibited from removing any TUMI
property or items belonging to others from the premises without specific authorization. In
order to ensure compliance with this policy, inspections of personal property or vehicles
etc., may be required when the Company has reasonable suspicion of a policy violation.

To guard against the theft of personal belongings, associates should be sure to keep
wallets, handbags, packages and other valuable items in an area designated by management.
Outerwear garments are to be placed in closets or other designated areas. TUMI cannot
assume responsibility for the loss of personal property. If an associate does lose an item, or
find one, they must report it to their manager immediately.

TUMI is concerned about the health and safety of all TUMI associates. Therefore, our
rules prohibit associates from possessing illegal drugs, alcohol, or weapons on TUMI
premises. To ensure that illegal drugs, alcohol or weapons do not enter or affect the
workplace and injure our associates, TUMI reserves the right to search all vehicles or other
items on TUMI property as a part of this policy. Individuals may be asked to display
personal property for visual inspection upon TUMI’s request.

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OUTSIDE EMPLOYMENT

Any outside work assumed by associates cannot interfere with their responsibilities
with TUMI including being available for all scheduling duties including overtime when
necessary. The associate’s manager will determine if outside employment will create a
conflict of interest.

SOLICITATION AND CONTRIBUTIONS

To prevent disruptions in the operations of TUMI and to protect associates from

harassment and interference with their work, solicitation is prohibited during working time or
in working areas. "Working time" refers to the work time of the associate soliciting,
collecting, circulating or distributing as well as the associate to whom such action is directed.
It does not include breaks, meal periods or other times before or after work. "Working areas"
includes all offices, reception areas, hallways, conference rooms or other areas where business
is conducted. It does not include break rooms or parking areas. Non-associates are not, at any
time, permitted to solicit or distribute literature on company premises.

Associates may post notices for non-profit fund raising on associate bulletin boards.
Associates who wish to sell candy, wrapping paper, etc., for non-profit organizations should
display the merchandise or information in common areas, such as the lunchroom, and are
not to pressure co-workers. Similarly, associates should not feel pressured into contributing
towards the purchase of gifts for co-workers.

COMPANY EQUIPMENT

All associates are expected to exercise due care when using Company equipment
(computers, fax machines, postage meter, etc.) and to utilize the equipment only for
authorized business purposes. Negligence in the care and use of company property may be
cause for disciplinary action including termination and an associate may be held liable for the
loss or damage to the property. Additionally, unauthorized removal of Company property
from the premises will be considered cause for termination.

CORPORATE MOBILE DEVICES

TUMI’s corporate mobile devices are defined as cell phones, iPad’s, mifi’s and any
other form of mobile communication (either Company or associate-owned devices) used for
business purposes. IT assigns corporate mobile devices to TUMI associates who meet
department head preapproval specific criteria to qualify and must receive specific approvals.
IT assigns each mobile device to a specific associate and each associate is accountable for the
mobile device assigned to him/her. The department head is accountable for the mobile
devices assigned to their direct reports. All transfers of mobile devices, whether from one
location or department to another or from one associate to another, must be approved by
Human Resources and processed through IT.
New mobile device requests from hiring managers must be reviewed by Human
Resources and approved. Approvals will fall into two categories:
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o A documented list of approved users will receive a TUMI purchased mobile

device(s) from IT. A service plan will be initiated and paid for by the Company.
o All other associates, for whom a Director or above deems a mobile device is
necessary, will be instructed to submit their personal mobile device bill each
month for reimbursement. The amount of reimbursement the Company will
allow will be decided each January for the coming year and communicated to
associates. IT will link Company e-mail, to the associate’s personal mobile
device. Non-exempt associates are not eligible to have their personal devices
linked.
Prior mobile device contracts will be reviewed, and those not meeting the criteria
above can have IT assist with porting of a corporate line to their personal mobile device, or if
the associate doesn’t need the device they currently have, it would be returned to IT.

The IT department is responsible for maintaining an inventory of all mobile devices in

use with their assigned business unit. To assist with maintaining inventory and device
security, computer tracking software may be installed on all mobile devices. This will enable
remote access and, if needed, remote destruction of data on the device should it be reported
lost or stolen.

Managers are responsible for ensuring the timely retrieval of the equipment
immediately upon the termination or transfer of an associate.

Associates are responsible for informing their manager and IT immediately after it is
discovered that a device is damaged, lost or stolen.

Managers are also responsible for notifying the IT department when a device is
returned, damaged, lost or stolen.

Depending on the circumstances, an associate may be asked to reimburse the

Company for a lost, stolen or damaged item where the associate was careless and primarily at
fault. The associate’s business unit will be financially responsible for the replacement of a
lost or damaged item where circumstances were beyond the control of the associate.

Depending on the circumstances, an associate may be asked to reimburse the

Company for excessive phone usage charges (e.g., international calling, text messaging
charges, personal use, etc.).

COMPANY-OWNED IPADS
Apple iPad’s are provisioned for specific job roles and supported by the company for
field use. Support for company owned iPad’s is provided by IT.

Associates should not use “apps” that consume data for non-business purposes (for
example, streaming radio, or movies) regardless of whether or not these apps will be used on
cellular or Wi-Fi connections.
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All new activations must take advantage of in-place national contracts with Company
approved existing wireless providers. The choice of carrier is in the discretion of the
Company may have dependencies both on overall costs as well as geographic coverage.
PERSONAL MOBILE DEVICES
Support for personal mobile devices is limited to assistance with Company
applications. IT is not equipped to troubleshoot such devices.

All costs associated with personal mobile devices are the sole responsibility of the
associate and are not to be paid for or reimbursed by the Company, with the exception of the
reimbursement policy above.
USAGE OF MOBILE DEVICES
Associates should not use mobile devices to store the Company’s confidential data.
Associates should not use devices that have been tampered with for business purposes (ex., an
iPhone that has been “jailbroken” so that security measures implemented by the manufacturer
have been circumvented). These devices increase the risk of data loss, data corruption, and
propagation of malware.
SECURITY REVIEW FOR NEW DEVICES
IT will review the security capabilities of new devices to ensure they meet the baseline
security criteria before being enabled on the network.

PERFORMANCE MANAGEMENT

TUMI strives to professionally develop and improve the performance of our associates
through performance management. The performance management process provides that
associates be reviewed formally, via performance evaluations, and informally, via coaching or
a One-On-One, which may be given at any time.
It is the intention of the performance management system to establish and achieve
individual and Company goals and to encourage personal and corporate growth. Evaluations
help the associate understand how she or he is performing and give management a means of
assessing the associate’s overall work performance. Self-evaluations may be part of the
formal review process and give associates the opportunity to present their perspective of
their performance. Through clear communication and feedback, it will ensure that associates
understand:

• what they are to do.

• what the standards are by which they will be measured.
• how they are progressing.
• what their evaluation is at the end of the review period.
• establish goals and objectives for career development and growth for the
following appraisal term (typically one year).

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The Human Resources Department will initiate and coordinate the performance
management process. Senior Management will determine salary changes, if appropriate.
The evaluations will be reviewed with associates by their managers who will also inform
associates of any changes in compensation. A positive review does not ensure a salary
increase, nor is a positive evaluation a guarantee of continued employment with TUMI.
If there is a significant disagreement with the reviewing manager’s evaluation, the
associate should bring this matter to the attention of Human Resources for discussion.

Coaching

Coaching is an informal and continuous process that may be conducted by managers

as well as associates to improve performance, motivation and productivity. Associates are
encouraged to expand their knowledge, skills and abilities and coaching enables associates
to learn from one another. When appropriate, managers and associates can facilitate learning
and growth for team members by identifying opportunities to improve, confirming that the
team member is open to coaching, asking questions or offering information to clarify a
situation, helping the team member identify possible actions, and gaining agreement on a
course of action.

One-On-One

A One-On-One is a coaching tool for associates to provide them with feedback regarding
the associate’s strengths and opportunities. The goal of the One-On-One is to encourage
dialogue between a manager and an associate, provide feedback and gain commitment for future
change. The One-On-One Form is located on [Link] or you may obtain a copy
from Human Resources.

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 HEALTH AND SAFETY

SAFETY

TUMI endeavors to provide a safe and hazard free environment for its associates and
to comply with all OSHA requirements. TUMI needs every associate’s cooperation in
maintaining a safe work environment. All associates must consciously be aware of safety
and health hazards at all times and should take appropriate measures within their control to
prevent accidents. Associates are to report any hazardous condition to their manager at
once.

To avoid accidents that can be harmful, associates must keep work areas as safe and as
orderly as possible. Be sure that electrical cords, telephone cords, or open drawers are not
creating a safety hazard.

If an associate is injured while working, it must be reported to the immediate manager

or the Human Resources Department, no matter how minor the injury. Failure to report an
injury may jeopardize insurance coverage and treatment. An associate injured while working
will be permitted to leave work to go to a specified doctor or emergency facility for treatment.
An associate requiring medical treatment or who may have damaged Company property as a
result of an on-the-job accident may be required to submit to testing for alcohol and drugs.
Any questions regarding workers’ compensation should be directed to Human Resources.

BUILDING AND PERSONAL SECURITY

TUMI strives to provide a safe workplace for all associates. It is imperative that each
associate follows safety guidelines and exercises sound judgment to maintain security on the
premises.

Each TUMI associate is issued a security card to gain access into the premises and is
to be used only by the associate to whom the card is issued. Associates should carry their
card to gain re-entry into the building as the doors remain locked at all times and are not to
be propped open.

All visitors must enter the offices through the main lobby and sign in with the
receptionist. They must be identified by a "Visitor" badge and accompanied by a TUMI
associate. Associates are not to open the doors to visitors or non-TUMI personnel on the
second or third floors. Contractors will sign in with mailroom personnel and be identified by a
“Visitor” badge as well.

ALARM SYSTEM

TUMI’s offices are equipped with an alarm system and motion detectors located on
each floor. Access readers are located at each entrance. During normal business hours,
associates need to present their security card to any of the access readers to gain entrance
into the building. Associates do not have to present the security card to the reader to exit the
building.
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ARMING AND DISARMING THE PREMISES - NORMAL WORK DAY

An associate may arm or disarm the building only if their security card has been
assigned “Arm/Disarm” permissions. The first associate to enter the building on a normal
workday will present the security card to the reader on the outside of the main lobby doors
or the lower ramp door. This will disarm the premises and will allow others to enter the
building with their cards.

Before arming the premises, associates should ensure the cleaning crew has left the
building and there are no other associates on the premises. When leaving, dial extension
7879 to ring the “Night Bell” on each floor. Anyone still in the building must respond by
dialing 195 7879 from any phone. The last associate leaving the building must use the exit
at the lower level ramp door. To properly arm the system, present the security card to the
reader inside the building. It will read, “Armed, Ready to Exit”. The associate may then
leave the building, ensuring the door is locked and armed.

OFF-HOURS ACCESS

If an associate needs access to the premises other than during business hours, the
associate must enter through the lower level ramp door and must write his or her name, date
and time of arrival on the white board located on the wall in the lower ramp door entrance to
alert other associates entering or exiting. When leaving the premises, associates must call
the night bell to ensure no other associates are in the building before arming the premises.

OFF-HOURS VISITORS TO TUMI

Associates expecting a visitor to TUMI before 8:30 AM or after 5:30 PM can meet
the visitor for entry in the lobby reception area on the first floor. Associates must escort
their visitor out when the visit has concluded.

WORKPLACE VIOLENCE

Violence between associates whether on company premises or off company premises

while on company business, will not be tolerated. Violent behavior, threats of violence or
intimidating behavior against any associate, associate’s personal property or company
property is forbidden. Any associate who feels he or she is a victim of violence should
report this immediately to their immediate manager, or the Human Resources Department.
Any associate who does not feel comfortable reporting this matter personally may also call
the confidential hotline at 1-844-600-0085 or [Link]/TUMI. All
complaints will be treated confidentially and will be fairly investigated.

SMOKING POLICY

For the safety and health of all associates, TUMI is pleased to provide a smoke-free
work environment (including e-cigarettes). Associates who smoke in TUMI buildings are
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 HEALTH AND SAFETY
subject to disciplinary action. All associates share in the responsibility for adhering to and
enforcing the policy. Any incidents should be brought to the attention of the Human
Resources Department. TUMI will protect any associate who raises a complaint about any
violation of this policy from retaliation by fellow associates.

Associates may smoke in designated areas outside TUMI buildings. A brief break
may be taken, once in the morning and once in the afternoon. Associates who must smoke
during the workday should respect co-workers and not abuse this privilege.

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 TERMINATION OF EMPLOYMENT

RESIGNATION/TERMINATION OF EMPLOYMENT

It is requested that associates wishing to terminate employment with TUMI

give TUMI at least two weeks, fourteen calendar days, written notice as a professional
courtesy.

All associates will be paid through their last day worked. Terminated associates, as
well as associates who resign, will be paid for accrued unused PTO.

If an associate resigns or is terminated and has taken a n d b e e n p a i d f o r

PTO time that was not yet accrued, the associate may have that time deducted from their
final paycheck, unless prohibited by state law.

Health insurance benefits cease on the last day of the month, but can be extended 18
months at the associate’s own expense if COBRA coverage is elected. In certain
circumstances, such as a resignation due to a disability, COBRA coverage may be extended
for a longer period than 18 months. Associates will receive COBRA continuation coverage
information within two weeks of termination, in accordance with federal law.

RETURN OF COMPANY PROPERTY

On the last day of employment, or upon the Company’s request, associates will be
expected to return all Company property including ID badges, handbooks, Company
credit cards, computers, samples, keys to Company buildings, equipment, beepers or any
other property or material purchased by TUMI or given to an associate by TUMI for
business use, etc., prior to their final day of employment.

FINAL PAY & W-2 FORM

The final paycheck will be mailed to the most recent address on file. W-2 income
tax forms are mailed to the same address shortly after the end of the year. Associates who
move during the year in which they left TUMI must notify Human Resources to ensure
the associate’s W-2 form gets mailed in a timely basis to the correct address.

EXIT INTERVIEWS

An exit interview may be conducted with an associate on his/her last day at work,
regardless of whether their termination is voluntary or involuntary.

The interview is for the purposes of discussing the reasons and circumstances for the
termination, providing the associate with an opportunity to make candid suggestions or
comments about TUMI, and addressing various employment issues relating to the
associate’s leaving, including the following:

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• returning all of TUMI’s property in the associate’s possession;
• returning security and identification cards, name tags and the like;
• eliminating the associate’s access codes and passwords from
TUMI’s computer, security and other systems;
• ensuring that the associate has removed all personal property;
• reviewing TUMI’s personnel policy on providing references for
former associates;
• reminding the associate of his/her continuing responsibility, after
employment ends, to maintain the confidentiality of all information about
TUMI learned during employment;
• reviewing TUMI’s calculation of final pay, including PTO pay and any other
compensation still owed to the associate and any unearned paid time off
the associate owes TUMI;
• discussing the associate’s entitlement to unemployment benefits, if
applicable, and what information TUMI will provide to the Department
of Labor, if requested, regarding the reasons and circumstances for
the associate’s loss of employment;
• providing information on the associate’s post-employment option to continue
his/her medical insurance under the federal law known as COBRA;
• providing, if applicable, information on the associate’s options with the funds
in his/her 401(k);
• leaving a forwarding address, if applicable; and
• returning the associate’s copy of this Handbook.

During the interview, the associate may be asked to write a short statement
describing any problems that he/she experienced while working for TUMI or confirming
that he/she did not experience any. This statement will be retained as a confidential
document in the associate’s personnel file.

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TRAVEL AND REIMBURSEMENT OF BUSINESS EXPENSES

All TUMI business travel arrangements must be made in the most

economical fashion. Travelers should make arrangements as far in advance of a
business trip as possible so that TUMI may take advantage of the most economical
fares.

Associates will be reimbursed for ordinary, reasonable, and necessary

business expenses and are required to provide full substantiation. For TUMI and
the Internal Revenue Service, substantiation requirements for both reimbursement
and deductibility when detailing the business purpose and participants are:

1) Who was entertained?

2) When did the event take place?
3) Where did the event take place?
4) What was the business purpose for the event?
5) What is the business relationship with the person(s) entertained?

Any reimbursed expenses that do not meet the business purpose test
potentially will be considered personal expenses of the associate and included as
compensation on the associate’s W-2.

Associates are required to submit itemized receipts for all expenses,

including those for tolls and parking, as well as specific details regarding the nature of
the business transaction. Personal credit card statements, such as American
Express statements, are not acceptable as a receipt under IRS regulations unless the
charge was conducted over the telephone, e.g. flowers, where a physical receipt
cannot be obtained. EZ Pass statements will be accepted as proof of toll expenditures.

An itinerary is not acceptable as proper substantiation for reimbursement.

All airline ticket stubs or e-ticket receipts and boarding passes must be submitted
with the expense report. In order to take advantage of better airfares, on-line
booking receipts may be submitted prior to the flight for reimbursement.
Corresponding boarding passes must be submitted after the trip has been taken.

If a receipt is lost, a statement from the associate and the approval of the
department head may be required to substantiate the expenditure.

CORPORATE CREDIT CARD

Corporate American Express credit cards will be issued to key personnel on an

“as needed” basis. Associates are to charge travel business expenses (i.e., airfare, hotel,
meals and rental car) using this card. This card is not to be used for personal
expenditures or TUMI operating expenditures not related to travel. A monthly bill of
all expenses charged against this card will be sent directly to each credit card holder.
The associate must submit all the copies of the statement along with the voucher slip
received at the time of the charge from the vendor. Associates are responsible for
submitting and paying for all expenses whether or not they use the corporate card or their
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own personal credit cards.

The Corporate Finance and Human Resources departments shall approve

requests for TUMI credit card upon submission of an application. The application must
be signed by the associate. Applications for an American Express Corporate Card may
be obtained through HR.

TRAVEL AND ACCIDENT INSURANCE

TUMI carries Travel and Accident Insurance on all associates who are required
to travel on Company business. Associates will not be reimbursed for any such
insurance they may purchase for a trip as this is considered a personal matter.

PERSONAL AND SPOUSAL TRAVEL

If any associate makes a business trip and as an incident of the trip engages in
a personal activity, such as sightseeing, or other recreation, only that part of the
total expense of the trip directly attributable to TUMI’s business will be reimbursed.
In the event a spouse accompanies an associate during a business trip, all spousal
expenses will be considered personal. Travel expenses for a spouse, domestic partner,
dependent, or other individual accompanying an associate on a business trip are not
reimbursable. If the expenses are reimbursed, the amounts will be included on the
associate’s W-2.

Associates must retain ticket stubs, boarding passes and any itinerary provided
by a travel agency to attach to expense report to substantiate the expenditure.

AIR TRAVEL

Guidelines For Number of Associates on One Aircraft

As a general guideline, not more than three persons within the same reporting
structure shall schedule flights on the same aircraft, whether commercial or private,
domestic or foreign. Exceptions to this guideline shall be permitted only if hardship,
expense, or time delay (such as only one available flight per day) would result if separate
flights were scheduled. Inconvenience alone, however, does not warrant an exception to
this guideline. Exceptions must be approved on a per case basis by the department head.

Associates traveling on Company business will be expected to travel as

economically as possible. If, due to significant time constraints, the most cost effective
routing (including connections) cannot be followed, the associate’s immediate manager
should be informed so that his/her approval may be obtained. All unused tickets (or
portions thereof) must be credited toward future business travel or returned to our agency
representative for refund.

Domestic Air Travel

All associates must travel coach using the lowest fare available unless they
have approval of the functional Vice President. Certain associates with
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medical/physical constraints (and written authorization on file) may be authorized to
travel at higher fares. Connecting flights should be pursued as means of saving money.

International Air Travel

Any associate traveling overseas on company business must have the

trip authorized by the Vice President responsible for the functional area.

On non-stop international flights, associates are authorized to travel business

class. Economy or Coach transoceanic/ transcontinental is appropriate for shorter trips
between international destinations.

TRAVEL CLUBS

Expenses relating to dues or membership fees for travel clubs, e.g.

American Airlines Admiral’s Club, are not reimbursable.

GROUND TRAVEL

Travel to/from Airports and Home – Associates are encouraged to use the
most cost efficient mode of transportation to and from airports and other transportation
depots when leaving from and returning to home. On trips of short duration,
associates should use their personal cars for this purpose as it may be the least
expensive transportation option.

Taxi and Airport Limousine Service – Associates should use scheduled bus
or airport limousine services to and from airports whenever possible. The cost of
taxis or other transportation to and from places of business, hotels, airports, or railroad
stations is reimbursable. Receipts must be retained and attached to associate’s expense
report.

Car Rental – Car rentals must be arranged and paid for with TUMI’s
Corporate American Express card. These expenses are reimbursable when a car is
rented for Company business purposes. Associates are expected to rent a mid-sized car
unless more than two people are traveling together. Cars are to be rented from
companies with which we have negotiated discount rates. All associates will be
advised of the car rental companies offering discounts to our associates along with
the appropriate ID numbers. All supplemental insurance on rental cars must be waived
domestically as:

• American Express provides primary physical damage coverage. TUMI is

enrolled in the AMEX Car Rental Loss or Damage Coverage (CRLDC)
insurance program. Coverage for each auto rental is provided up to 42
consecutive days and $50,000. TUMI is billed per rental for this program.

• TUMI’s business insurance policy provides secondary coverage on

physical damage to rental cars and provides the primary liability coverage.
The liability coverage covers damage to other vehicles and property and
injuries to other persons.
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• In the event of physical damage to your rental car, you should call
American Express, 800-848-0240, immediately and file a claim. You will
receive a claim number from AMEX for future reference. When you return
the car to the rental agency, advise them of the damage and the AMEX
claim number. The car rental agency will work directly with AMEX to get
reimbursed for the damages.
• Associates who do not have a corporate AMEX card should accept
the supplemental insurance coverage offered by the car rental
company.

• All accidents and injuries must be reported to Human Resources.

• All applicable insurance on international rental cars should be purchased.

• On trips of long duration, associates should consider pre-payment for the fuel
option as this may be the most cost effective means of paying for fuel. To
optimize this option, the rental car should be returned with as close to an
empty tank as possible. Do not choose the fuel option when you will not have
the opportunity to bring the rental back with an empty tank. When the fuel
option is not taken, associates must fill the gas tank to full at a filling station
prior to returning the car in order to avoid paying exorbitant fuel prices. Plan
enough time prior to returning the car so that you are not forced to pay this
excessive charge.

Personal Car – The use of an associate’s personal car for business travel will
be reimbursed at current IRS authorized mileage rates plus relevant tolls and parking
fees, in accordance with current IRS guidelines. Expenses incurred for gas, repairs and
maintenance are factored into the IRS mileage reimbursement rate.

For all associates, personal automobile insurance, registration or commutation

expenses are not reimbursable business expenses. Associates who do not have a car
allowance may be reimbursed for travel expenses if business reasons require they work at
a location other than their primary location.

Car Allowance - TUMI provides to certain executives and field sales associates
an automobile transportation subsidy (car allowance) for the business use of his/her
automobile. B usiness appointments with customers, vendors, etc., are eligible for
expense reimbursement regardless of where they occur. Such reimbursement includes
tolls, parking, mass transit, but not mileage or gas.

The associate is expected to keep a log of his/her mileage and at year end
account for any business mileage as such when determining the portion of the
associate’s automobile allowance that is considered business versus personal use. The
portion that is determined to be for personal use will be imputed to the executive as
income; the portion determined to be business use will not be so imputed.
While on Company business, all associates and occupants of the vehicle are
required to wear seat belts.
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Traffic Violations – Associates assume all responsibility for any traffic
violations incurred while on Company business whether using a rental or the associate’s
personal vehicle.
LODGING
Hotel Rooms - Hotel room expenses are reimbursable for rates that are
reasonable and customary for the area being visited. Luxury or top tier hotels are
considered unreasonable and will not be eligible for reimbursement. Fairfield,
Hampton Inn, Sheraton and Marriott Courtyard are examples of reasonable hotel
chains.
• Associates attending a convention which offers special hotel rates
for attendees at the convention site may stay at these hotels.
• Deluxe accommodations are not reimbursable except when special
business meeting requirements warrant the extra cost.
• Detailed receipts are to be attached to the expense reports.

MEALS AND OTHER LIVING EXPENSES

The cost of meals is reimbursable when traveling on company business.

Reasonable expenses for meals are: breakfast - $10.00 per day; lunch - $15.00 per
day; dinner - $35.00 per day. It is expected that the cost of meals will include tips
and any expenses consistent with the associate’s purpose.
Reasonable tips are reimbursable as determined by service and local custom.
All tips other than for meals (i.e. bellmen) should be reported separately.
Reasonable expenditures for laundry and valet services are reimbursable
only when an associate is away for more than one week.
Any miscellaneous expenses not listed above should be approved specifically
by the manager of the department to which the expenses are charged.
Documentation must be submitted for any single expense more than $10.00.

ENTERTAINMENT EXPENSES

It is recognized that entertainment is sometimes necessary to promote the

best interests of TUMI. Entertainment expenditures will be reviewed critically
regarding the purpose and usefulness by the authorized individual approving these
expenses as the Internal Revenue Service limits their deductibility. Reasonable
expenditures will be reimbursed when an associate entertains people outside TUMI who
influence our business activities. Names of guests, company they represent, and the
business purpose of such expenses must be provided. Company personnel entertained
as a group must also be listed and identified by associate. Any entertainment expense
not properly documented with regard to business purpose and individuals entertained
will not be reimbursed.

DUES AND SUBSCRIPTIONS

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Dues paid to professional organizations and subscriptions to professional and
technical periodicals are reimbursable if related to an associate’s job responsibilities.
NON-REIMBURSABLE EXPENSES

The following are examples of expenses which are not reimbursable:

• Personal entertainment for which there is no valid business purpose.
• Meals with other TUMI associates without a proper business purpose
are disallowed for tax purposes and will not be reimbursed by TUMI.
• Expenses attributable to a spouse who may be accompanying an associate on
a business trip. It is expected that attendance of spouses will be restricted to
special occasions and also be specifically authorized in advance.
• In-room movies.
• Personal care expenses, such as shoeshine, barber, and hairdresser.
• Personal reading material.
• Commuting expenses between an associate’s residence and place of work.
• Any expenses not supported by a receipt or approved by the manager at
the next higher level.

FOREIGN CURRENCY

All amounts on expense reports should be entered in US dollars. If expenses are

incurred in a foreign currency for cash, the exchange rate that the associate
received should be used and this rate should be noted on the back of the expense
report. If the expenses were charged to a credit card, the correct exchange rate should
be used. The exchange rate, plus the local currency equivalent amount, should be shown
on the receipt attached to the expense report.

When an associate receives his/her statement of credit card charges, the

actual local currency amounts for foreign currency charges should be compared to the
amounts submitted on expense reports. If differences are other than normal, the
amounts should be claimed or credited on a subsequent expense report. A copy of
the credit card statement with the original amounts and difference noted should be
attached to the expense report. Good business judgment should be used when dealing
with insignificant differences.

EXPENSE SUBMISSION

When entertainment, meals or an event involves two or more associates, the

most senior associate should submit the expense for it, or the less senior associate
submitting the expense will need their manager’s approval as well as the next level
of authority. Travel and entertainment expenses must be submitted for
reimbursement within four weeks of incurring the expense with the exception of
extended international travel. Expenses submitted after four weeks will require approval
from the functional head before reimbursement is generated. After approving an
expense report the authorized expense report must be emailed to forwarded to
payables@[Link] by the end of business day on Friday the week prior to the next
pay date. In no case should the expense report be returned to the associate.

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Expenses will be promptly reimbursed when reports are prepared in
accordance with all aspects of this policy. To avoid unnecessary delays, review all
expense reports carefully prior to submission to your supervisor for approval.

• All expense reports should be completed on a standard computer

generated TUMI expense form or in ink.
• All receipts should be included. Original receipts are not required. Picture
receipts are acceptable.
• Each day’s expenditures should be separately entered on the report and
correctly classified by type of expense. Tips and tax charges should be
included as part of the expenditures to which they apply.
• Daily expense totals and columnar totals are to be entered and balanced.
Corresponding amounts are to be entered with corroborating details on the
appropriate section of the form.
• Miscellaneous cash expenditures entered as lump sum for the month will not
be reimbursed.

APPROVALS

In addition to bearing the associate’s signature, all expense reports must be

approved by the immediate supervisor of the individual submitting the report. This
written approval indicates that the supervisor has reviewed the report for the
reasonableness and propriety of the expenditures and has assured him/herself of
the accuracy of the amounts and inclusion of proper supporting details required for
control and tax purposes and adherence to TUMI travel policy.

EXPENSE REIMBURSEMENT

Reimbursement for expenses will be made approximately two weeks after receipt
of the authorized expense report by the Accounts Payable Department. New York and
New Jersey associates will have their expenses processed through payroll in the normal
payroll cycle. Associates who utilize direct deposit will have the expense reimbursement
amount automatically deposited into their bank account. Associates who do not
have direct deposit will have the expense reimbursement amount added to their net
paycheck.

Reimbursement will not be processed for expense reports which are not in
compliance with this policy. The expense report will be returned directly to the associate
for correction and resubmission. Manual reimbursement checks will not be generated for
any reason.

COMPUTER EQUIPMENT FOR HOME OFFICES

TUMI may choose to provide associates who must work from home with
computers and other peripheral equipment specifically in situations where an
associate does not have a Company location or office near his/her home (e.g. field sales
personnel or retail regional managers). Eligible equipment includes laptops, docking
stations, printers, digital cameras or other peripherals where necessary. All such
equipment must be pre-approved and purchased by the TUMI IT Department.
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Associates will not be reimbursed for equipment purchased on their own initiative. It is
the responsibility of the associate’s manager and TUMI’s VP, IT to authorize this
equipment.

As a general rule, TUMI does not provide home office equipment nor
provide reimbursement for fax machines or copiers for field personnel or reimbursement
for these items or other office equipment for non-field personnel. Supplies related to the
operation of office equipment for field personnel may be reimbursable at the
discretion of the manager, but sound fiscal judgment must be applied to these
expenses to ensure their necessity and cost value.

DSL/Broad Band for Home Offices - With the authorization of the associate’s
manager and VP, IT, TUMI may provide eligible associates with a DSL/broad
band subsidy of up to $20 per month. Dial-up service subsidy for an extra telephone line
may be provided to an associate if access to broad band is unavailable, not to exceed
$20 per month. Under no circumstances will TUMI provide a broad band subsidy in
addition to ISP service such as AOL or MSN. Reimbursement for these expenses is to
be submitted monthly on the expense reimbursement report. Purchases of any other
equipment such as wireless routers for the home or any other non-essential computer
peripherals are not reimbursable.

Land Lines - Generally, land lines will not be eligible for reimbursement.
However, when valid business needs dictate, associates who do not have a
Company location or office near his/her home (e.g. field sales personnel or retail
regional managers), may be eligible to be reimbursed for a land phone line up to
$50.00 per month. This must be pre-approved by the department Vice President.

CELL PHONES

TUMI may provide certain associates with a cellular phone primarily for
business use. It is the associate’s responsibility to reimburse TUMI for any personal use
of the cell phone in excess of the allotted minutes.

• A TUMI- issued cell phone should not be used when a less costly
alternative (such as a land line) is convenient and readily available.

• Only those associates who travel abroad regularly will have their cell phones
enabled with international calling capability. For associates who do not
normally travel but have a business need for a TUMI cell phone, with
advance notice and subject to availability, the IT Department may be able to
provide one for domestic use.

• Although business phone calls are reimbursable, associates are limited in

the personal use of Company cell phones or reimbursement for personal
calls made from land lines while traveling on Company business. The
associate will be responsible for reimbursement of excessive phone charges.

• Associates should use cell phones or pre-paid cards whenever possible to

avoid costly hotel long distance surcharges on direct calls.
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• International calls, or use of an international phone, need the approval of the
department manager and will be charged directly to the department.

• Use of cell phones is not authorized when operating a motor vehicle. To

initiate or respond to a call, the driver is expected to leave the road and safely
park the vehicle. Associates are expected to be aware of and comply with
all local laws when using cell phones.

• TUMI cell phones are available for periods of short duration for associates
who do not normally travel but have a business need for one. These
may be obtained on a limited basis from the IT Department with advance
notice.

• The IT Department will monitor compliance with this policy and violations
will result in the termination of the cell phone privilege.

When using a Company-issued cell phone to check voicemail, associates may

not call in on TUMI’s 800 phone line and must call in to 908-222-7720.

TRAVEL INTERNET CONNECTION

Generally there is no reimbursement for hotel and airport web connection charges
unless business needs dictate otherwise.

MANAGER’S RESPONSIBILITY FOR EXPENSE REPORT REVIEW

It is the manager’s responsibility to review and approve his/her

subordinates’ expense reports. Expense reports should be filed on a timely basis.

EXCEPTIONS TO THIS POLICY

For situations not covered by this policy, good fiscal judgment and
reasonable restraint shall dictate the associate’s action.

COMPANY SERVICES

Associates who use Company services for their personal benefit, such as
the postage machine, express mail or car services, etc., must issue a personal check
payable to TUMI, Inc. and attach it to an expense report or pay it as billed by
Company representatives to reimburse TUMI.

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