CODE OF

ETHICS AND
BUSINESS
CONDUCT
 TABLE OF
HOW WE DELIVER WITH CARE,
SPEED AND PURPOSE

CONTENTS
WE ARE HONEST AND CONDUCT BUSINESS
FAIRLY AND WITH INTEGRITY
10 Conflicts of Interest
12 Gifts, Meals and Entertainment
14 Anti-Corruption and Anti-Bribery
16 Fair Dealing
18 Third Parties
03 A MESSAGE FROM OUR CEO 19 Insider Trading and Regulation Fair Disclosure
20 Trade Compliance and Anti-Money Laundering

04 WHY WE HAVE A CODE OF ETHICS

WE DEMONSTRATE CARE FOR OTHERS
AND BUSINESS CONDUCT AND OUR COMMUNITY
23 Fair and Respectful Workplace

04 OUR VISION, MISSION AND 25 Health and Safety

CULTURAL BELIEFS 27 Human Rights

29 Communicating Externally
31 Charitable Donations and Political Activities
05 EXPECTATIONS FOR TEAM MEMBERS 33 Environment

WE PROTECT OUR ASSETS

06 WE SPEAK UP 36 Accounting and Financial Controls
38 Company Assets
40 Confidential Information
08 KEY PRINCIPLES OF THE CODE
42 Data Privacy

ADDITIONAL INFORMATION
45 Contact Information for Your Questions or Concerns

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 A MESSAGE
FROM OUR CEO
At Advance Auto Parts, we stock hundreds of thousands of parts, but you—our team
members—are our best part. Our success is driven by what you do for our company—
and how you do it.

Our Code of Ethics and Business Conduct and supporting policies and procedures
let team members know how to make decisions and take actions that are ethical,
legal and aligned to our company Vision: Advancing a World in Motion.

As you review our Code, think about how you can use it in your daily interactions.
By following these standards, you will show how you Care—about each other, our
customers, our suppliers, our society, the environment and the laws that govern
us. You also will demonstrate the integrity that the company expects from our
team members.

By making good choices grounded in Advance’s standards and Cultural Beliefs,

we will be able to maintain our excellent reputation and continue to deliver on
our Mission:
Passion for Customers…Passion for Yes!

Thank you to all of our team members around the globe and across all our banners
for taking the time to Be Accountable and learn about your responsibilities
under our Code.

Tom Greco
President and Chief Executive Officer

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 WHY WE HAVE OUR VISION, MISSION
A CODE OF ETHICS AND AND CULTURAL BELIEFS
BUSINESS CONDUCT In addition to the Code, team members are expected to comply with all applicable
government laws and regulations (e.g., country, federal, provincial, state and local).
Our Code of Ethics is like a car owner’s manual. It explains how we operate. This This Code does not replace the Team Member Handbook. If you need further
includes how we succeed in the industry and interact with our customers, suppliers guidance on a particular issue, speak with management, Human Resources, or
and each other. These standards align with our Vision, Mission, Cultural Beliefs and Ethics and Compliance.
legal and ethical standards.

Our Code shows our customers, fellow team members, suppliers and business VISION
partners that integrity is as important to our business as brakes, spark plugs or Advancing a World in Motion
DieHard® batteries. We can Advance a World in Motion when we use the Code to
guide our actions. MISSION
Passion for Customers…Passion for Yes!
Our Code applies to all of us. It does not matter what banner (Advance, Autopart
International, Carquest or Worldpac), function or country we work in, what job
we hold or our level in the company. Wherever in the world we work, we are held CULTURAL BELIEFS
accountable for understanding and following the Code, company policies and We Lead the Advance Culture through a community built on trust and integrity,
procedures and the laws that apply to us. We also expect our officers and since 1932.
directors to be aware of and follow the Code.
The company's culture is how we think and act. We are all owners of and
Our reputation rests on each of us following our high ethical standards. accountable for our company culture. Having clearly identified beliefs helps us
understand the behaviors we should exhibit when we come to work. These are
Our Code includes the following elements, which will help you turn it from words the behaviors that make Advance a great place for our team to work and a great
on a page into actions you can take. place for our customers to shop.
• Step on the Gas describes actions that follow our Code, while Hit the Brakes
describes actions that would violate it. • Speak Up #CourageToSolve • Grow Talent #lnspireServeGrow
• Check Your Alignment applies our Code to real-life examples. • Be Accountable #OwnAndOvercome • Move Forward #LeadBoldChange
• Look Under the Hood lists resources to learn more about a topic. • Take Action #TogetherWithSpeed • Champion Inclusion #WeAllBelong

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 EXPECTATIONS FOR
TEAM MEMBERS
Advance Auto Parts relies on our team members to deliver on our Vision and
Mission and lead the Advance Culture through a community built on trust
and integrity. We have set the following expectations for you.

AS TEAM MEMBERS, WE ARE ALL WE EXPECT OUR

EXPECTED TO FOLLOW THE CODE. MANAGERS TO LEAD.
Live Our Mission And Cultural Beliefs Set Your Expectations
Ensure that your actions demonstrate Advance’s Mission and Cultural Beliefs. Make clear your expectations that team members follow our Code, policies
and procedures.
Understand And Follow Our Code, Policies And Procedures
Use our Code, policies, procedures and other tools to guide your actions and decisions. Lead By Example
Show your commitment to Advance’s Code and Cultural Beliefs by living them—
Seek Guidance not just talking about them.
Seek help if you are not sure of the right thing to do and Speak Up about
concerns. Talk to management, Human Resources, Asset Protection, Ethics Recognize The Right Behaviors
and Compliance, or contact our Team Member Hotline. Celebrate actions and decisions that align to our Code and other standards.
Promptly address any wrong behaviors.
Hold Each Other Accountable
Hold each other accountable for following Advance’s Code and other standards. Have An Open Door
Use one of the options in our Open Door Policy to Speak Up if you have a concern. Ensure that team members feel comfortable coming to you to share their
concerns. Address any concerns appropriately and quickly.

Protect Against Retaliation

PEOPLE FIRST IN WHAT WE DO Look out for potential retaliation against team members who have raised a
AND HOW WE DO IT. concern, and never retaliate yourself.

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 SPEAKING UP
WE SPEAK UP SHOWS COURAGE
Speak Up if you suspect a violation of our Code, Team Member
Because our company’s reputation depends on the actions we
Handbook, policies or procedures. You have multiple options for this:
take individually as team members, you must Speak Up if you
have a question or a concern. 1. Discuss the concern with your manager, or

2. Contact the next level of management, senior management or

Human Resources, or
REPORT IN
GOOD FAITH 3. Contact the Team Member Hotline. Scan the QR code or visit
www.ethicspoint.com to make a report online or for a list of
We expect team members to report their concerns in “good phone numbers. You can choose to remain anonymous
faith.” This means sharing information that you honestly and if you use the Hotline.
sincerely believe to be true—even if it turns out not to be.

RETALIATION
NEVER IS NOT TOLERATED
RETALIATE We have a strict non-retaliation policy that protects team
members who:
Retaliation is when a team member or management takes a
• Raise a concern in good faith.
negative action or discriminates against a team member who
reports a concern or engages in a legally-protected activity. • Ask a question or seek advice about a business practice,
Retaliation could include excluding someone from team meetings decision, action or company policy.
or lunches, giving them undesirable work assignments and • Participate in an investigation.
demoting or terminating the person because they spoke up or
If you believe you have been retaliated against, contact Human
participated in an investigation.
Resources or the Team Member Hotline.

LOOK UNDER THE HOOD

Open Door Policy | Escalation and Investigations Policy

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 WE SPE AK UP

WHAT HAPPENS NEXT?

When a team member Speaks Up, the company Takes Action. These are
the steps we take, as appropriate, to investigate a potential violation of our
Code of Ethics or company standards.

ASSIGN REVIEW CONDUCT CONCLUDE

INVESTIGATOR EVIDENCE INTERVIEWS AND CORRECT
We decide who should investigate the We look at relevant evidence relating We interview relevant team members, We decide if the concern is valid and
concern. For example, Asset Protection to the concern, such as videos, time including anyone accused of wrongdoing. then correct the issue as needed.
may look into a theft allegation and clock punches, work schedules,
Human Resources may investigate a internet searches, emails, etc.
concern about harassment.

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 WE SPE AK UP

CHECK YOUR KEY PRINCIPLES

ALIGNMENT OF THE CODE
My manager asked me to do something that violates a company policy. As a leader in the automotive aftermarket industry, there are hundreds of laws
What should I do? and regulations we must follow. They may apply globally or locally. They may
include rules on how to treat people, care for the environment or compete
Ask your manager a clarifying question to make sure you understand the request. If you fairly. These rules align with our key principles.
still believe the request is against our policies, respectfully say, “No,” and explain why.
KEY PRINCIPLES
You also should talk to the next level of management, senior management, • We are honest and conduct business fairly and with integrity.
Human Resources, Ethics and Compliance, or contact the Team Member Hotline • We demonstrate care for others and our community.
to report the request to violate a company policy. • We protect our assets.
These principles apply to Advance as a company and to you as a team member.
Advance does not tolerate retaliation for concerns raised in good faith. This means When we follow these key principles, we follow the law and behave ethically and
that the company will not allow your manager or another team member to take with integrity, as we have done since 1932.
negative or discriminatory action against you because you spoke up.
DO A DIAGNOSTIC CHECK
EXAMPLES OF CORRECTIVE ACTION Our Code cannot cover every situation that our team members may face. You can
use these questions as a framework to help when the right action is not clear.
The company will take corrective action when we determine that a team member has
Always ask first:
violated our policies. The action we take depends on the type of violation and if the
team member has broken company rules before. Because we hold our managers to • Is the action legal?
a higher standard, we also may consider the job level or role of the team member. • Is there a specific policy or procedure you can use to guide your decision? If
These are some of the corrective actions we may take. not, ask yourself the following:

• Coaching or counseling - Does the action follow the key principles in our Code of Ethics?
• Verbal warning - Does the action demonstrate my integrity, honesty and commitment to
doing the right thing?
• Written letter of concern or warning
• Transfer or demotion
- Is the action in the best interests of the company, our customers or our
team members?
• Termination
- Would I feel okay if everyone knew about the action I am thinking of taking?
The performance rating or promotability of team members who do not follow our
If you answer “No” to any of these questions, hit the brakes! If you are not sure,
rules also may be negatively impacted.
depending on the topic, talk to management, Human Resources, Asset Protection,
Environmental Health and Safety (EHS) or Ethics and Compliance for help.

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 WE ARE HONEST
AND CONDUCT
BUSINESS FAIRLY
AND WITH INTEGRITY

10 CONFLICTS OF INTEREST

12 GIFTS, MEALS AND ENTERTAINMENT

14 ANTI-CORRUPTION AND ANTI-BRIBERY

16 FAIR DEALING

18 THIRD PARTIES

19 INSIDER TRADING AND

REGULATION FAIR DISCLOSURE

20 TRADE COMPLIANCE AND

ANTI-MONEY LAUNDERING

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 AVOID AND REPORT
CONFLICTS OF INTEREST
CONFLICTS OF INTEREST
Do not let your personal interests impact your business decisions and disclose
any potential or actual conflicts of interest.

We expect our team members to base their business decisions on the best interests
of Advance and its stockholders—not on personal considerations or relationships.
We require team members to disclose any actual or potential conflicts of interest.
Conflicts of Interest Policy
You must ensure that your personal, business or financial interests do not conflict
with Advance’s interests. It is impossible to list all potential conflicts of interest
but here are a few examples. Report any actual or potential conflicts to your Remember that appearances matter. If it looks like a conflict—even if it is not—it
manager and Ethics and Compliance. could hurt your or the company’s reputation. If you are unsure of a conflict, ask
yourself these questions.
• You have an association with a competitor or a customer, such as a job,
ownership interest or family relationship. • Could it appear to influence my objectivity or business decision?
• You use your role at the company for personal gain or profit, such as to • Could I gain personal benefit from my involvement in the situation? Could a
promote a side business. friend or family member?
• You have a romantic relationship with someone in your chain of command. • Could the activity interfere with my ability to do my job?
• You select or manage a supplier that is owned by a family member or friend. • Could it seem like I am putting my interests ahead of the company’s?
• You hold a Board position on a company or non-profit organization that If you answer, “Yes” or “Maybe” to any of these questions, talk to Ethics and
does business with or seeks charitable contributions from Advance or the Compliance. Many conflicts of interest can be resolved. However, you must
Advance Foundation. disclose the potential conflict before we can resolve it.

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 AVO ID AND REP OR T C ON F LI C T S OF I N T E RE S T

CHECK YOUR HIT THE

ALIGNMENT BRAKES
A General Manager (GM) and a Retail Parts Pro (RPP) who work in the same We do not take advantage of business opportunities that are intended for
store are dating. Do they need to disclose this romantic relationship? the company but not team members individually. For example, we may not
take advantage of special supplier discounts available to Advance unless
Yes. It is a conflict of interest for a GM to be in a romantic relationship with they are offered through an Advance-sponsored team member discount
someone in her reporting line. program. We may not buy merchandise directly from the company’s suppliers for
personal use. We may not accept a free or discounted service from a customer,
such as parts installation, if not offered to all team members.

A Commercial Accounts Manager (CAM) supports an automotive repair shop

owned by his brother-in-law. Is this a potential conflict of interest?

Yes. The CAM must tell his manager and Ethics and Compliance about this relationship,
so another CAM can support the account and avoid the conflict of interest.

A consultant that does work for Advance assigned one of its employees, who
is also my close friend, to work on a project in my department. I am on the
project team. Is this a conflict?

It depends on the circumstances. You must report this relationship so the company
can assess and address the conflict if necessary.

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 ACCEPT AND OFFER
You may not offer or accept gifts, meals or entertainment in a way that could be
seen to compromise a business decision. Some gifts, such as cash, are never

BUSINESS COURTESIES acceptable. You must politely decline or return prohibited gifts and let your
manager know. With proper approval, you may be able to donate certain gifts to

WITH CARE a company-designated charitable, civic or educational organization.

Certain laws prohibit a government official from accepting a gift or hospitality—

GIFTS, MEALS AND however small. Do not offer or provide any business courtesies to government

ENTERTAINMENT officials worldwide unless you have written approval from Advance’s General
Counsel or Chief Compliance Officer.
Before you offer or accept a business courtesy, consider why it is being offered
and if it could appear to unfairly influence a business decision.
If you interact with our professional customers, follow these principles when
offering business courtesies:
We recognize that modest and appropriate business courtesies can be an
important part of building and maintaining business relationships. However, • Grow your sales on the quality of our products and service—not based on the
we are conscious that these courtesies—if frequent or excessive—may bring quality or frequency of the gifts you provide. Do not offer inappropriate gifts or
objectivity into question and can seem like they are being given with the other business courtesies to improperly influence business decisions.
expectation of getting something in return. Understand and follow applicable company policies related to customer gifts, meals,
trips, etc. When in doubt, seek guidance from management or Ethics and Compliance.

Business Entertainment Addendum to

the Travel and Expense Policy

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 AC C EP T AND OFFER B U SI N E S S C OU R T E SI E S WI T H CA RE

STEP ON CHECK YOUR

THE GAS ALIGNMENT
WHAT WE EXPECT As a thank you for great service, a customer offered a gift card to the Retail
Remember these rules if you are offered a business courtesy: Parts Pro (RPP) who helped him. It is for $15 at a local coffee shop. Can the
RPP keep the gift card?
• You may accept meals, gifts or entertainment if they are infrequent, inexpensive
and serve a legitimate business purpose. Such items must not influence—or No. While we are proud that this team member offered such great service, it is
appear to influence—any business decision. You must make your manager never appropriate to accept gifts or “tips,” even small ones, from customers. The
aware of the business courtesy. RPP should politely decline the gift card and let their manager know.

• In certain situations that comply with the above, and only with prior approval, you
may accept tickets or trips--such as to car races, ball games, golf or boating events.

• You may take part in legitimate sales or product-related contests sponsored A vendor offers to take some team members out for a day of racing instruction
by Advance or our suppliers if you have prior approval. at a local track. Is this an acceptable offer?
• If you are unsure, ask your manager or reach out to Ethics and Compliance.
It depends. The cost of this entertainment may exceed the allowed limit. We need to assess
certain factors, such as whether there is a legitimate business purpose, whether
HIT THE we have an open bid with the vendor and which team members are participating.

BRAKES Discuss this offer with management and Ethics and Compliance before accepting.

WHAT WE PROHIBIT
Never engage in this type of behavior: The housekeeping vendor for the Global Capability Center (GCC) told the Advance
• Do not ask a third party for a business courtesy. contact they would clean her mother-in-law’s house as a thank you gift for a
contract renewal. The vendor will bill the charges for the personal service to
• Do not offer or accept a business courtesy that exceeds the limit set in our policies.
Advance. Is this an acceptable offer?
• Do not offer or accept cash.

• Do not offer or accept a gift from a government official or a union official. No. This “gift” is an improper bribe. This offer should immediately be reported to
management and Ethics and Compliance.
• Do not request or accept product samples for personal use.

• Do not offer or receive a business courtesy during or close to contract

bids or renewals.

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 DO NOT OFFER OR LOOK UNDER
ACCEPT BRIBES THE HOOD
ANTI-CORRUPTION Anti-Bribery and Anti-Corruption Policy
AND ANTI-BRIBERY
Win and grow our business because of the strength of our products, service A bribe can be offered directly or indirectly, such as by having a third party pay
and reputation—not because you offer bribes or improper benefits. the bribe. It can be offered on our behalf by one of our third parties, such as a
freight forwarder or supplier, to a government official, such as a customs agent.
We want to grow our business and profitability—and we want to do it with integrity.
Bribery or other corrupt practices do not demonstrate integrity. The company While we may offer legitimate and appropriate discounts or other incentives to
will not tolerate corrupt behavior, even if it means losing out on business. Professional customers, we cannot try to “buy” a sale by offering an improper
incentive, such as an excessive and unfair discount or extravagant gift. These
The rules here are simple: principles can be helpful: If the customer is buying from us because of our
• Do not offer, promise, give or accept a bribe. quality, fair pricing and service, then it is a fair sale. If the customer is buying
from us because they got something improper or unrelated to our business
• Do not use a third party to offer, promise, give or accept a bribe on our behalf.
relationship in return, then it could be seen as a bribe.

When people think of bribery, they may think of an envelope of cash. But a bribe
You may be told that bribes are customary and “the way business gets done”
can be anything of value offered to improperly gain or retain business, unfairly
in a particular area. However, that is not the way our company does business,
seek a benefit for Advance or avoid an action that would be bad for us.
no matter where we are, no matter what our competitors may do and no
matter what other individuals may expect.
Facilitation payments are a type of bribe. These are small payments or inexpensive
gifts made to individual government officials to speed up or have them perform
routine government actions, like issuing a license or releasing goods at the border.
Facilitation payments are not allowed.

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 DO NOT OF F ER OR AC CE P T B RI B E S

CHECK YOUR
ALIGNMENT
A customs agent said he will delay releasing a shipment unless we pay some
money directly to him. The amount he wants is small and our customers need
these products. Should we pay the money?

No. This is a facilitation payment, which is a type of bribe, and likely illegal.
Immediately report the demand to management and Ethics and Compliance.
Getting the right part to the right customer at the right time is important, but so is
doing it right way. Paying a bribe is never the right way to get business done.

A Professional customer tells his Commercial Accounts Manager (CAM) that

his son is interested in a job at Advance’s corporate offices. The son is not
qualified for the role, but the customer wondered if the CAM could “pull a few
strings” with the hiring manager in exchange for a big order. The CAM said he
POTENTIAL could definitely get the hiring manager on board in exchange for the order.
BRIBES Could this be considered a bribe?

These could be considered bribes depending Yes. We hire the most qualified candidate. We do not make hiring decisions
on why they were provided.
as a “thank you” for a sale or another business transaction. The CAM could
• An offer of employment to an individual have encouraged the customer to have his son apply at Advance, but he cannot
or family member promise a job in exchange for an order.

• A lavish trip or gift

• Cash, gift cards or merchandise

• Excessive and unusual discounts

• A charitable or political contribution to

someone else’s cause

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 TREAT CUSTOMERS WE TREAT OUR
CUSTOMERS FAIRLY
AND THIRD PARTIES
FAIRLY AND WITH Our success depends upon satisfied customers. You can satisfy our
customers when you take these actions.

INTEGRITY • Treat our customers fairly, honestly and show genuine concern for
their needs.

FAIR DEALING • Never engage in unethical sales practices that would lose the trust of
our customers and jeopardize our reputation in the industry.
Treat our customers and business partners fairly, honestly and with integrity—
just as you want to be treated. • Do not make false statements about products or services to make a
sale. This is true for interactions with our customers and in our advertising,
We are fair, professional and show integrity in all our business dealings, sales and promotional materials.
including our dealings with customers, suppliers, vendors, fellow team members
Deliver the right part to the right customer at the right time—in the right way.
and competitors. We do not take advantage of anyone we do business with
through manipulation, concealment, abuse of confidential information,
misrepresentation or any other unfair or dishonest business practice.

WE TREAT OUR
COMPETITION FAIRLY
Our customers shop with us because we sell quality products and offer
great customer service—not because we criticize our competitors. Remember
these guidelines.

• Do not share or seek out confidential information about our competitors

from our suppliers.

• Do not share one supplier’s confidential information with another, such

as during a pricing negotiation.

• When you gather competitive information, do so fairly, honestly and in

compliance with any relevant laws.

We embrace fair competition, and we do not take actions that limit competition
in the market.

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 T RE AT CU S TOMERS AN D T HI RD PAR T I E S FAI RLY AN D WIT H IN T E GRIT Y

HIT THE CHECK YOUR

BRAKES ALIGNMENT
• Do not make false statements about our competitors or be untruthful about a A parts manufacturer contacted a team member in Merchandising. The
product to make a sale. Our customers should choose to shop with us because manufacturer said they recently looked at prices for their products on the Internet
we sell them the quality products they need and offer great customer service. (“price scraping”) and found our competition was selling one of their products,
on average, for $1.25 more than we were. They encouraged us to increase our
• If you are at a trade association meeting or other event and someone price for the product. Should we change our pricing?
starts to improperly share competitive information, leave and report the
incident to management. It depends. We should not act on the manufacturer’s recommendation alone.
This could result in illegal vertical price fixing. We may, however, change prices
• Do not make improper agreements with competitors about price, margins, with business justification based on information we obtain on our own. You
terms of sale, territory or customer allocation, promotions or engage in other should consult Legal if you have questions about pricing matters.
anti-competitive behavior.

• Stop the conversation if a supplier starts to share confidential information

about a competitor. State that we do not engage in anti-competitive behavior Team members were not being honest about how much life was left in customers’
and report the exchange to management. batteries so that they could increase sales. Was this okay since the batteries
would need replacing eventually?
• If things are getting difficult or tense in a negotiation with a potential service
provider, treat that third party with respect and dignity as you would a fellow team No. We must provide honest and complete information to customers. It is the right
member. Lean on the Procurement team to help facilitate the discussions. thing to do and is how we demonstrate Care for them.

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 SELECT
Before you engage a third party:

• Follow our rules for gaining and reviewing competitive bids.

THIRD PARTIES • Have a purchase order or legally approved contract in place, as required.

THAT REFLECT • Exercise appropriate due diligence to ensure they can deliver quality

OUR VALUES
products or services at a competitive price, and they have a solid reputation
for doing business the right way.

• Share our Supplier Code of Conduct.

THIRD PARTIES If you manage a relationship with a third party:

Engage third parties that will protect our reputation and show integrity when
doing business on our behalf. • Set the expectation that the third party will follow our Supplier Code.

• Follow our rules when working with the third party, including rules on
We strive to work with third parties that will help us achieve our Vision: kickbacks (bribes), and meals, gifts or entertainment.
Advancing a World in Motion. By working with vendors, suppliers and service
• Contact Procurement or Vendor Contracts in Merchandising, as applicable, if
providers that share our commitment to people, planet, community and
the terms of the business relationship change and the contract needs updating.
integrity, we believe that we can build strong relationships that drive value for
our shareholders and customers. • Use one of our available reporting options if you believe a third party may
have violated its agreement, our policies or the law.
Our Supplier Code of Conduct sets expectations for third parties that provide
goods or services to us. Because we hold our team members and business
partners to the same high standards, our Supplier Code and this Code of Ethics CHECK YOUR
complement each other. ALIGNMENT
Follow our requirements if you work with third parties. A supplier says that he can take actions prohibited by our policies and that seem
to raise red flags—actions that can help us get merchandise to our customers
faster and without much red tape. Because “faster” aligns with the company’s

LOOK UNDER desire to deliver with Care and Speed, can I take him up on his offer?

THE HOOD No. Our team members may not ask or allow a third party to do something prohibited
by our Code, Supplier Code, policies or the law. Our commitment to delivering with
Care and Speed never overrides our commitment to following the law and acting
Supplier Code of Conduct | Third Party Management Policy with integrity. If you’re not sure if the request is appropriate, Speak Up.

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 DO NOT ENGAGE IN
Examples of Insider Information
Examples of insider (material nonpublic) information might include information

INSIDER TRADING about upcoming sales projections, earnings or losses, negotiation of a joint
venture, merger or acquisition, expanding into global markets, new store opening

OR TIPPING strategy, news of a significant sale of assets, changes in dividend policies, the
declaration of a stock split, the offering of additional securities, changes in top
management, significant accounting developments, the gain or loss of a substantial
INSIDER TRADING AND supplier or a pending change in product lines or merchandise.
REGULATION FAIR DISCLOSURE
If you are in possession of material, nonpublic information, do not trade in
HIT THE
Advance stock or share the information with others.
BRAKES
As individuals, we are subject to Insider Trading laws. These laws prohibit
If you are not sure if you have insider information, contact the Legal department before
individuals from purchasing or selling securities while in possession of material,
you make any trades or share the information. This includes sharing the information
nonpublic information or from sharing such information with others. with other team members who do not have a legitimate business need to know it.
• This “insider information” is different from other types of confidential information
because it could influence someone to buy, sell or hold stock. Team members
may obtain material, nonpublic information from a variety of sources, including a
CHECK YOUR
customer, a business partner or another third party. ALIGNMENT
• If you use insider information to make a stock trade (“insider trading”)—or share A District Manager was granted AAP stock as part of our Fuel the Frontline
insider information with someone who then makes a stock trade based on the program. During a confidential meeting, he learned about an upcoming change
information (“tipping”)—you would be breaking the law and acting without integrity. to a major supplier. He expects this news will decrease the value of our stock.
Should he sell his stock based on this information?

As a company, we are subject to Regulation Fair Disclosure rules. These rules

No. This would be using insider information to trade stocks. This is against the
prohibit us from selectively disclosing material, nonpublic information to analysts,
law and our Code.
institutional investors and others who may trade in the stock, unless we also
concurrently share the information with the public.

• We authorize specific team members to communicate with the investment

community regarding specific subjects or in response to specific inquiries. LOOK UNDER
• Only these authorized team members may respond to inquiries from the THE HOOD
investment community or the media. Other team members must refer any
external inquiries to one of the company’s authorized speakers. Insider Trading Policy | Fair Disclosure (FD) and Communications Policy

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 IMPORT AND
Economic and Trade Sanctions
The U.S. and other governments have lists restricting the countries, entities or individuals

EXPORT PRODUCTS with whom we can do business. We conduct appropriate due diligence on relevant
business partners and international customers to comply with these restrictions.

IN COMPLIANCE
WITH THE LAW
Customs Regulations
In compliance with relevant customs regulations, we provide accurate classification,
valuation, country of origin or other required information. We expect our business

TRADE COMPLIANCE AND

partners to do the same.

ANTI-MONEY LAUNDERING Anti-Boycott Law

Follow the relevant laws and regulations—and make sure our third parties do too. We follow the U.S. anti-boycott law. It says that companies cannot comply with
another country’s boycott if the U.S. does not support it.
We deliver the right part to the right customer at the right time—in the right way.
This includes delivering the product a professional customer needs at its shop, Anti-Money Laundering
having the merchandise that a do it yourself customer needs in a store or shipping Because trade can be complex, with interconnected supply chains, it is a way
product to international professional customers. criminals use to launder money. Money laundering is when money earned through
criminal activity is diverted to look like it came from a legitimate source. Signs of
To meet the needs of our varied customer base, we need a strong supply chain that trade-based money laundering include false reporting on invoices, such as commodity
follows international trade laws. Following these laws requires the commitment of our misclassification or incorrect valuation, and over or under shipment of goods. Criminals
team members, freight forwarders, suppliers and others. We can be held liable for the can use other means to launder money, including bulk purchases of gift cards. Because
actions of the third parties we use, so we strive to only work with reputable companies money laundering is against the law, team members must be alert to its possible signs
and individuals that we can trust and that share our commitment to acting with integrity. and report any concerns immediately to Asset Protection or the Team Member Hotline.

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 IMP OR T AND E XP OR T PRODU C T S I N C OM PLIAN CE WIT H T H E L AW

CHECK YOUR
ALIGNMENT
A supplier has submitted a parts catalog with country-of-origin information A team member receives an order from an Independent owner in the Virgin Islands.
included. A team member notes the country of origin on a part references the The Independent owner explains that the order will be shipped to his location in the
U.S. although it is manufactured in China. The supplier explained that by reporting Virgin Islands. Then he will export the product to its final destination in Syria. This
the country of origin as the U.S., the company would not be responsible for certain will avoid the U.S. embargo on shipments to Syria. Is this shipment allowed?
duties upon import. Cost reduction is a key performance objective for the team
member, so he overlooks the discrepancy. Is this the right decision? No. Under U.S. economic and trade sanction regulations, we may not export an item
if we know a third party intends to transfer it to a prohibited recipient or destination.
No. All information provided by the supplier must be correct at the time of submission. Team members are accountable for knowing their customers.
Failure to provide accurate information can result in imported goods being excluded,
seized, recalled by Customs and subjected to liquidated damages or penalties.

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 WE DEMONSTRATE
CARE FOR OTHERS
AND OUR COMMUNITY
23 FAIR AND RESPECTFUL WORKPLACE

25 HEALTH AND SAFETY

27 HUMAN RIGHTS

29 COMMUNICATING EXTERNALLY

31 CHARITABLE DONATIONS
AND POLITICAL ACTIVITIES

33 ENVIRONMENT

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 CHAMPION
• Create a welcoming environment that does not feel hostile, intimidating or offensive.

INCLUSION
• Do not treat someone differently—and unfairly—because of a protected status,
like their race, gender, sexual orientation, age, disability or country of origin.

• Do not threaten or intimidate someone.

FAIR AND RESPECTFUL If you are not sure if someone is being treated unfairly or disrespectfully,

WORKPLACE ask yourself these questions.

Respect our differences and treat others as they would like to be treated. • Is someone being mocked because of a personal characteristic like how
Simply put, be thoughtful and welcoming. they look, talk or the pronouns they prefer?

• Is someone being excluded because they are “different” from others?

We Champion Inclusion. This means we embrace the diversity of people, thoughts,
skills and styles to deliver results. We want our team members to feel safe to • Is someone being touched or talked to in a way that seems to make them or
bring their full and true selves to the workplace—and to know they will be treated you feel uncomfortable?
fairly and with respect when they do. We want this sense of inclusiveness and • Is someone showing intolerance for a team member’s beliefs or viewpoints?
fairness to extend to our job applicants, customers and anyone with whom we do
• Do others seem troubled by the behavior? For example, is someone not
business. We also expect team members to be respectful in virtual environments
laughing at a joke?
such as virtual meetings and social media.
If you can answer “Yes” to any of these questions, report the incident to
We do not tolerate discrimination or harassment. management, Human Resources or the Team Member Hotline.

• Treat people fairly based on their skills and perspectives, not on how they
We will take immediate and appropriate action if a team member is found to be
look or what they believe.
involved in discrimination, harassment or other offensive or intimidating behavior.

Team Member Handbook

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 C HA M PI ON I NCLU SI ON

HARASSMENT AND CHECK YOUR

DISCRIMINATION ALIGNMENT
Harassment or discrimination based on “protected status” characteristics is
not only against our Code, but also against the law. These protected status A professional customer keeps asking one of our team members for a date. I
characteristics may vary by state, province or country and may include the following: have heard her tell him no several times, but he will not take no for an answer.
Even though he does not work for Advance and this is not happening to me,
• Age should I report this as possible sexual harassment?
• Citizenship status
• Color, race, ancestry or national origin Yes. When at work, team members should be free from discrimination or
• Genetic information harassment, including sexual harassment, from anyone—another team
• Marital status member, a customer, a supplier or a service provider.
• Medical condition or disability
• Military service or veteran status
• Pregnancy
• Religion
• Sex, gender, gender identity, gender expression or transgender status My manager will yell and say rude things if someone on the team does
• Sexual orientation something wrong. Is this harassment?
• Any other legally protected status
It may not be harassment, but it creates an unpleasant work environment, and
does not show Care for our team members. This behavior is not acceptable and you
SEXUAL
should report it to management, Human Resources or the Team Member Hotline.
HARASSMENT
Sexual harassment violates our Code and the law. It may consist of verbal,
visual or physical conduct of a sexual nature. It is unwelcome and a reasonable
person would find it offensive. It can take many forms, including the following
when these things interfere with team members’ ability to do their jobs.

• Sexual advances, requests for sexual favors or unwelcome demands for dates
• Touching someone in an unwelcome way
• Sexually oriented jokes, pictures, texts or email messages
• Making humiliating comments about someone’s appearance

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 PROTECT
OUR PEOPLE
HEALTH AND SAFETY
Take actions that keep you and other team members safe at the workplace.

Because Our People Are Our Best Part, we are committed to creating a safe
place for our team members to work. We believe that this also makes our stores
a safe place to shop.

We believe that injuries or illnesses are preventable, and no activity is worth

risking injury or accident. Team members are expected to recognize, prevent
and stop any unsafe activity and to correct any recognized hazards or unsafe
behaviors in the workplace.

We promote the safety of our team members through zero tolerance for workplace
threats, incidents of violence or intimidation. Team members may not bring
weapons or other potentially dangerous materials or items onto company property.
This policy will be enforced in each state, province or locality to the fullest extent
permissible under applicable law.

We prohibit substance abuse in the workplace. We believe that the use,

Weapons Policy possession and sale of drugs or alcohol by our team members while at the
Environmental Health and Safety Policy workplace puts our team members and our customers at risk.

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 PROT EC T OUR PEOPL E

STEP ON CHECK YOUR

THE GAS ALIGNMENT
Safety begins with you! Always act in a way that promotes our safety-focused A team member refuses to leave the building when the fire alarm goes off.
culture. This includes: He says, “It’s just the quarterly drill. I’ve got work to do. I am staying put.” Is
this acceptable?
• Report all accidents at company locations to management, regardless of
the severity or if it involves a team member, customer or other third party.
No. Team members are expected to participate in all safety training to be
• Report all team members accidents at non-workplace locations. prepared in the event of an emergency.
• Comply with all safety programs, signs, posters and labels.

• Maintain a clean and orderly workplace.

A team member discovers a damaged ladder in her department. Can the
team member still use the ladder?

HIT THE No. First, place the ladder out of service. Then the team member should

BRAKES immediately report the unsafe condition to their manager, who can process
a repair request with Facilities Support.

Avoid any actions that do not align with our safety-focused culture. This includes:

• Do not work under the influence of impairing drugs or alcohol.

• Do not use any unauthorized equipment or devices or use equipment in I witnessed a customer put a wrench in their pocket and exit the store. Can I
an unapproved manner. stop them and call the authorities?

• Do not drive a company vehicle unsafely or without having been motor

No. Even if you believe you witnessed theft, you should not actively pursue a
vehicle record certified.
shoplifter for safety and liability reasons. Alert your manager or Asset Protection,
and they will guide any appropriate follow-up actions.
No workplace activity or delivery is worth getting hurt or involved in an accident
over. Report unsafe behavior or activities to management or Environmental
Health and Safety.

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 RESPECT
HUMAN
RIGHTS
HUMAN RIGHTS
Treat people across the world with dignity and
respect their human rights.

Advance believes that dignity and respect are

fundamental rights of every individual. We are
committed to upholding basic human rights in all
areas of our business. We do not condone human
trafficking, forced labor, child labor, harassment or
abuse of any kind. We expect the third parties with
whom we do business to follow the human rights
principles outlined in our Supplier Code of Conduct. Human Rights Policy | Supplier Code of Conduct

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 RE S PEC T HUMAN RIGH T S

FAIR TREATMENT
We expect our suppliers to create a fair and respectful workplace for their employees,
just as we do for our team members. This includes maintaining a workplace free
of discrimination, harassment or any other offensive or intimidating behavior on
the basis of race, color, religion, sex, age, national origin, disability, sexual orientation,
gender identity or any other legally protected status.

FORCED OR CHILD LABOR

We do not use, nor do we knowingly work with third parties that use forced,
bonded, indentured, child or involuntary prison labor.

WORKING HOURS AND COMPENSATION

We observe applicable laws and regulations governing wages, benefits, work
hours, breaks and rest days, and we expect our suppliers to do the same.

HEALTH AND SAFETY

We expect our suppliers to provide a safe and healthy work environment that
complies with all applicable local, state, provincial and federal laws, just as we do
for our team members. We expect them to minimize occupational hazards by setting STEP ON
up appropriate program controls, detecting and addressing health and safety THE GAS
risks, and providing relevant training.

If you manage the relationship with a third party:

DIVERSITY
We recognize the value in hiring and retaining a diverse workforce and we • Share our Supplier Code of Conduct, which includes our expectations that
encourage our suppliers to do the same. suppliers respect the human rights of their workers.

• Monitor third parties for potential red flags and keep track of human rights
laws that may apply to our suppliers or the countries in which they operate.

• Speak Up if you believe a third party may not demonstrate our commitment
to protecting human rights or other requirements in our Supplier Code.

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 COMMUNICATE WITH
INTEGRITY AND
TRANSPARENCY
COMMUNICATING EXTERNALLY
Protect Advance’s reputation when making public statements,
including on social media.

We are proud of what we do as a company, and we want to share our story with
the public accurately, clearly, consistently and in a way that demonstrates our
Cultural Beliefs no matter the medium or audience.
Internal and External Communications Policy | Social Media Guidelines

TALKING TO THE MEDIA

How Advance appears to the public is important to our company’s image and USING SOCIAL MEDIA
reputation. Speaking with the media, making an “off-the-record” comment or Our team members’ participation in social media can reflect upon the company.
disclosing information that has not been shared publicly may hurt the company—
financially, legally or competitively. This is why team members must be transparent, use common sense and protect
Advance and themselves when using social media.
You may only engage with the media on behalf of the company if you are a designated
media spokesperson. If you are contacted by the media about Advance-related matters, When you use social media, follow these rules.
immediately notify management and refer the request to Communications for guidance.
• Disclose your connection to the company when you post about the company or
EXTERNAL SPEAKING OPPORTUNITIES our products and services.

We are proud that our team members may be selected to speak at conferences or • Be considerate of our team members, contractors, customers, suppliers,
other external events. We want to ensure that the information they share reflects stakeholders and their privacy. Ask for permission before posting about others.
who we are as a company and does not disclose confidential information.
• Add your own personal message of excitement to official postings about
You must obtain prior approval from your management and Communications if specific promotions or pricing but leave the original announcement or post
you are invited to speak externally. to official channels.

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 C O MM UNI CAT E WIT H I N T E G RI T Y AN D T R AN SPARE N CY

CHECK YOUR
ALIGNMENT
I received an invitation to speak at a local Boys and Girls Club about the benefits
of attending community college. Do I need company approval since this is an
external speaking event?

No. You would not need to seek approval if your presentation is unrelated to the
company, and you are not presenting yourself as being affiliated with the company
or speaking on behalf of the company.

I am connected to a team member on social media. He posted a video of

himself using obscene language to complain about a customer. He was
wearing his company uniform in the video. What should I do?

You should immediately report this to management, Human Resources or the

Team Member Hotline. Team members have a right to their personal opinions,
but this action reflects poorly on Advance because he was in uniform and talking
badly about a customer.

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 SUPPORT OUR
COMMUNITIES
AND THE POLITICAL
PROCESS
CHARITABLE DONATIONS
AND POLITICAL ACTIVITIES Corporate Giving Policy
Give back to your community and be a part of the political process but do it on Political Contributions Policy
your own time and with your own resources.

At Advance, giving back is an important part of our company culture. Caring for We also believe that individuals can make a significant impact by donating their time
others feels good and it is the right thing to do. We recognize that we can serve and resources to the causes that are important to them. We encourage our team
the communities where our customers shop, and our team members live, with members to give back to their communities while on their own time and at their own
our money, time and voice. expense, or as part of a company-sponsored fundraising campaign or event.

CHARITABLE CONTRIBUTIONS
One of the most rewarding ways we live by our Vision—Advancing a World in Motion— HIT THE
is by finding ways to enrich the lives of our customers and team members in the BRAKES
communities where they live and work. That’s why our commitment to giving back is
something we take very seriously. We understand the importance of caring for one You are free to support the organizations that are important to you. However,
another and creating an environment where everyone can thrive. remember these rules when interacting with our customers or third parties.

We believe we can make the greatest impact as a company by having three • Do not make personal requests to our customers or third parties for any
primary areas of focus: Health/wellness, military veterans and their families charitable or political donation on your own behalf.
and workforce development/education. We focus the company’s charitable • Consult Community Relations before you commit charitable donations or
giving and resources in these areas. We do not donate to organizations that resources on behalf of Advance.
deny service, membership or other involvement on the basis of race, religion,
color, sex, sexual orientation, gender identity, age, national origin, ancestry,
citizenship, military or veteran status, or disability status.

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 S U PP OR T OUR C OMM U N I T I E S AN D T HE P OLI T I CAL PRO C E S S

POLITICAL ACTIVITIES
On occasion, and with the approval of our General Counsel and Chief Executive Officer,
Advance may support a political organization, legislative issue or ballot measure
that may affect the company’s operations. These decisions are made on a corporate
level and other team members do not have the authority to involve the company in
political matters. While Advance may take a position on a political matter, we do not
intend to pressure team members to endorse a particular political issue or group.

HIT THE
BRAKES
You are free to contribute in an individual capacity to political candidates or
participate in the political process. However, do not involve the company in
your personal political activities.

• Do not use the Advance name or assets, such as computers or printers,

to participate in personal political activities.
• Do not engage in personal political activities during work hours.
• Do not pressure other team members, customers, suppliers or our business
partners to make political contributions or support or oppose candidates.

CHECK YOUR
ALIGNMENT
I volunteer at a local non-profit. May I ask Advance to make a charitable
donation to support its work in my community?

Yes. We have a process for team members to request one-time monetary donations
from the Advance Auto Parts Foundation. Search Starting Line for details.

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 PROTECT
OUR PLANET
ENVIRONMENT
Contribute to Advance’s sustainability practices by reducing, reusing,
recycling, disposing of waste properly and following safety protocols when
handling dangerous items.

At Advance, we know our stewardship of the environment is linked to our

business success. That is why we focus on reducing our environmental impact
across our operations.
As a company, we show our commitment to sustainability and environmental
excellence in the following ways.

• We assess the environmental implications of our activities.

• We take the management and storage of hazardous material and hazardous

waste seriously through proper team member training, container handling
and transportation.

• We prepare with the needed equipment and resources to properly respond

to emergency situations.

• We promote recycling and reuse programs company-wide, while continuing

to leverage technology to reduce waste and consumption of natural resources. LOOK UNDER
• We address environmental compliance as part of applicable processes, THE HOOD
procedures and training. Corporate Sustainability and Social Responsibility Report
• We set goals and metrics to measure improvement in our environmental practices. Environmental Health and Safety Policy

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 PROT EC T OUR PL ANE T

We can demonstrate our commitment to sustainability and environmental

excellence in the workplace by considering the following:

• Protect the planet by reducing, reusing and recycling whenever possible.

For example, avoid excessive printing or photocopying.

• Follow Advance policies regarding proper waste disposal.

• Turn off lights when they are not in use.

• Do not waste water.

• Minimize electricity use by putting PCs, printers, etc. to sleep or turning

them off when not in use.

CHECK YOUR
ALIGNMENT
A customer purchases a DieHard® battery and notices an additional charge.
They ask what it is for. What should the Retail Parts Pro (RPP) tell the customer?

The RPP should explain to the customer that the additional charge when
purchasing a battery is for the recycling of the battery after its use. Many of our
batteries have been validated by UL, meaning if returned they can be recycled to
be used as a battery again.

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 36 ACCOUNTING AND
FINANCIAL CONTROLS
WE
PROTECT 38 COMPANY ASSETS

OUR ASSETS 40 CONFIDENTIAL INFORMATION

42 DATA PRIVACY

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 Code of Ethics for Finance Professionals

https://ir.advanceautoparts.
BUSINESS RECORD
KEEP ACCURATE
com/investors/governance/
governance-documents/de- EXAMPLES
RECORDS fault.aspx
PCARD TRANSACTIONS
AND APPROVALS
ACCOUNTING AND EXPENSE REPORTS
FINANCIAL CONTROLS INVOICES
Create business records—from timecards to expense reports to regulatory filings—
that are accurate, honest and follow our standards. SALES OR INVENTORY DATA
We show integrity by ensuring that all company information, records, filings, dis- TIMECARDS
closures and public communications accurately reflect transactions and events.
This includes a team member’s timecard, approvals of PCard transactions, sales ANNUAL REPORT
related to a customer’s account and corporate accounting records. We also ensure
EARNINGS STATEMENTS
our financial records conform to required accounting and reporting principles and
AND FINANCIAL RESULTS
Advance’s systems of internal controls and policies.

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 KEE P AC CUR AT E REC ORDS

As a company, we commit to the following:

• Comply with generally accepted accounting principles. CHECK YOUR

• Verify that prices charged to customers are the same as those posted, ALIGNMENT
advertised or quoted.
I believe in taking actions that add to our bottom line and I trust my team. I
• Maintain a system of internal accounting controls that provide reasonable
approve their expense reports without reviewing them. Is this a good way to be
assurance to management and the Board of Directors that all business
more efficient and less bureaucratic as a manager?
and financial transactions are properly recorded.

• Maintain books and records that accurately reflect all company business. No. You are responsible for reviewing team expense reports, including receipts,
• Prohibit the establishment of undisclosed or unrecorded funds or assets. to ensure they are accurate and comply with our rules. Approving expenses
without reviewing them could lead to improper spending, inaccurate company
• Ensure accurate filings with the U.S. Securities and Exchange Commission
records and potential disciplinary action for you.
and other regulatory entities.

• Follow industry regulations, which subject us to independent audit, to help

ensure that our financial statements do not contain material misstatements
and that our internal controls are designed and operating effectively. A successful store wants to help a lower-performing store in the region. The
successful store splits sales from a professional customer to the lower-performing
Team members also must commit to creating and maintaining business store to help them hit their targets. Is this acceptable?
records that are accurate and honest. This is true at every level in the
organization. Here are some examples of how you can show integrity by No. You must record sales when and where the product is sold. Splitting sales
creating and maintaining accurate records. creates false financial records.
• Stores or Branches: A Retail Parts Professional keeps an accurate
record of her working time.

• Distribution Center: A Distribution Center worker accurately records the A General Manager wants to make his numbers to earn a bonus for team
product we received in a supplier shipment. members at the store. He arranges for a customer to purchase enough product
• Corporate: A Director at the Customer Service Center submits an to make his target, and then he processes a return for all the product at the
accurate expense report. start of the new period. Are the store’s records accurate?

No. This is booking fake sales to manipulate the store’s performance and to
take an unearned bonus. This is not allowed and would result in the General
Manager’s termination.

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 LOOK UNDER
THE HOOD
Acceptable Use Policy

PHYSICAL ASSETS

Physical assets include our buildings, fixtures, tools, merchandise, office

furniture, fleet vehicles or PCards.

You are responsible for taking care of the physical assets entrusted to you.
Protect them from loss, theft, damage, carelessness or waste. Use them
only for their intended and authorized purpose. This means, for example, you

PROTECT cannot use a company vehicle to run personal errands, take a portable battery
charger home or put personal expenses on a company credit card.

COMPANY ASSETS ELECTRONIC ASSETS

COMPANY ASSETS Electronic assets (technology) include computer hardware or software, email,
Protect and respect Advance’s physical and electronic assets just as you mobile or storage devices.
take care of your own.
You must protect our technology just as you protect our physical assets. A critical
Advance has different types of physical or electronic assets. These assets way to protect our electronic assets is to practice good cyber security by being on
are part of our business operations and we would not be able to serve our the lookout for—and reporting—vishing, phishing, malware or other cyberattacks.
customers without them. Never share your IDs, passwords or sensitive financial information. Only use the
access rights you have for legitimate business purposes. For example, if you
Just as we should demonstrate Care with each other and our customers, we have access to team members’ salary information to perform your job, do not
should demonstrate Care when using the company’s assets. look up someone’s compensation just because you are curious.

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 PROT EC T C OMPAN Y A S SE T S

CHECK YOUR
ALIGNMENT
Team members want to save their department A Distribution Center worker takes discarded A Retail Parts Professional (RPP) realizes that the
money, so they agree to buy one software license merchandise home and sells it on eBay. Is this inventory system says a store has two rotors, but
and share the login credentials. Is this being a acceptable since Advance did not want the there are three on the shelf. Can the RPP process
good steward of the company’s money? product anymore? a refund to his personal credit card for the “extra”
rotor to correct the inventory count in the system?
No. A software vendor may audit our use of their No. Team members may not take our products—
products against the number of licenses we have even disposed ones. Theft of any kind, including No. This is theft because the team member personally
purchased. If they find a license is improperly removing or allowing the removal of any merchandise gained from the refund. Theft may lead to termination
shared, we may be subject to fines and penalties. from company premises without prior payment or and prosecution.
permission, is a failure to protect company assets.

STEP ON
THE GAS
Here are some ways that you can protect our • Perform cycle counts to maintain on-hand integrity • Limit any personal use of certain company
physical and electronic assets. and prevent inventory quantity discrepancies. assets, such as a computer, and use good
judgment when using these resources.
• Use IT (electronic) resources as tools to • Be alert and avoid scammers. For example, if
achieve business goals. someone calls your store with a company caller • Protect all company assets from theft or misuse.
ID and asks you to take cash out of the safe,
• Strive for a “zero shrink culture” throughout our • If you leave Advance, promptly return to your
purchase gift cards and then call them back
stores. (“Shrink” is when inventory “disappears.”) manager all company property and business
with the gift card numbers, do not do so and
information in your possession.
report the incident to Asset Protection.

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 SAFEGUARD
CONFIDENTIAL CONFIDENTIAL INFORMATION
INFORMATION Confidential information is any proprietary company or business partner data
that, if disclosed, could potentially lead to negative consequences for the
CONFIDENTIAL INFORMATION company. It includes but is not limited to sales and profitability information,
Protect the confidential information or intellectual property to which you have access. personnel or customer information, budgets, forecasts, growth plans, operating
procedures, customer prospect lists, new initiatives, IT security design documents,
Information—specifically confidential information or intellectual property—is merger and acquisition plans, or product lines. Company confidential data
another asset Advance holds. We have a duty to protect this information when should only be shared with authorized team members who need to access the
it is owned by Advance or by other parties with which we do business. We must information to perform their job duties. Authorization or contractual agreements
also appropriately destroy outdated company information when allowed by law are required before sharing this data with third parties.
or business practices.
You must protect confidential information because the unauthorized disclosure of it
could cause harm to the company and to others with whom we do business.
LOOK UNDER
THE HOOD INTELLECTUAL PROPERTY
Intellectual property, or “IP,” includes ideas, creative expressions, know-how and
Acceptable Use Policy other intangible creations of the mind including trademarks and logos, internal
Data Classification Standard and external videos, website content and designs and inventions. This could be
Advance’s or a business partner’s IP.
Data Protection Policy
Data Protection Standard You may only use IP if you have the required permission, including any necessary
Records Management Policy and Retention Schedule licenses. This includes the use of Advance’s name and brands. Advance’s IP
is generally managed by the Marketing function, with assistance from Legal. As
such, you should consult with Marketing on any questions related to Advance IP.

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 SA FEG UARD C ONF I DE N T IAL I N FORMAT I ON

CHECK YOUR
ALIGNMENT
A Commercial Account Manager is giving homemade t-shirts he designed to
Professional customers. The shirts are tie dyed and include the Advance logo.
Is this acceptable since it is promoting our brand to our customers?

No. Our IP includes our logo, and it cannot be used without proper authorization.
Advance marketing materials must be approved by the Marketing department.

A team member found a song that would be a great backdrop to some

YouTubeTM videos Advance creates. Can I add the song to the video if I
work with Legal to get the licensing rights?

STEP ON Yes. We can use the IP of third parties if we have received permission and

THE GAS worked out any licensing requirements. Marketing and Legal must be involved
in these types of discussions.

Here are some ways that you can protect our information assets.

• Only share confidential information on a “need to know basis” and keep

it in a secure place. A Worldpac branch needs more room. Boxes in the back include sales
• Upon leaving Advance for any reason, promptly return all company property and other business information. Can the Branch Manager throw these
and information in your possession to your manager. documents away?

• Keep company information in a safe and accessible place for as long as

It depends. The Branch Manager must check our Records Management Policy
required and destroy information appropriately.
and Retention Schedule and determine if the records can be destroyed and
• Work with Legal to ensure you have obtained all permissions and licenses the appropriate time and method for their destruction.
before using another’s intellectual property.

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 Advance Auto Parts, Inc. Privacy Notice
Data Privacy Policy
Records Management Policy and Retention Schedule

PROTECT We may have access to personal or sensitive information about our team

PERSONAL
members, customers or suppliers as a part of our business operations. We
collect, store, use, share, transfer and dispose of this information with care

AND PRIVATE and in compliance with all applicable privacy laws.

INFORMATION Personal information is any information that can be used directly or indirectly to
reasonably identify a person. Some information, such as medical information, is
personal and sensitive so it may require additional protections. You are required
DATA PRIVACY to protect and appropriately use all types of personal information you may have
Safeguard the personal information we hold, be transparent about how we access to as a part of your job. As with confidential information, personal information
collect and use it and follow the laws that may protect it. should only be shared on a “need to know” basis and via secure means.

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 PROT EC T PERSONAL AN D PRIVAT E I N FORMAT I ON
NAMES

EMAIL ADDRESSES

GOVERNMENT ISSUED
EXAMPLES OF IDENTIFICATION NUMBERS
PERSONAL
INFORMATION DATES OF BIRTH

BANK ACCOUNT OR
CREDIT CARD NUMBERS

HEALTH DATA

STEP ON CHECK YOUR

THE GAS ALIGNMENT
If your job involves working with personal data, do the following: We want to use customers’ purchase history, demographic information and
other data to build a learning model that recommends products to them. Are
• Ensure that how you collect, use, retain and destroy personal data is consistent there any privacy considerations?
with Advance’s policies, standards and any contractual requirements.

• Collect the minimum amount of data necessary to achieve legitimate business Yes. Work with Legal to ensure that this falls within the scope of how we originally
objectives, keep it only as long as necessary and securely dispose of it said we would use the data we collected from customers, and ensure that any
when it is no longer needed. third party that helps us with this analysis meets our data protection standards
and will protect any customer information that is shared.
• Ensure any third party that will have access to the data meets our data
protection standards.

• Understand the various international, federal, provincial and state laws that I need to share a file that contains team members’ personal information with
may apply to personal data. another person on my team. We both “need to know” the data to do our jobs. Are
there any privacy considerations?
• Promptly report any actual or potential data breaches to Information Security
and Ethics and Compliance.
Yes. Even if you are authorized to share this information, you must protect it. This may
include encrypting the file or using a shared copy stored on a restricted access site.
You also need to ensure that it is appropriately deleted when you are done with it.

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 ADDITIONAL
INFORMATION
45 CONTACT INFORMATION FOR YOUR
QUESTIONS OR CONCERNS

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 A DDIT IONAL I NFORMAT I ON

QUESTIONS
OR CONCERNS
Use one of these options if you have a question or
want to report a concern.

Talk to your manager, next-level manager, This Code is intended to provide guidance and a
senior management or Human Resources framework for ethical decision making. It is not and is
not intended to be an agreement, bargain or contract of
employment, express or implied, and certain terms used
Use our Team Member Hotline to submit
throughout may have legal definitions that will control.
anonymous concerns or questions

Via the web Advance supports a team member’s right to speak out
www.ethicspoint.com publicly about matters of public concern and to
participate in concerted activities and communications
Via the phone
related to terms and conditions of employment. Nothing
From the United States or Canada: 1-800-277-2900
in any section of our Code of Ethics, or in any of our
From Taiwan: 00801-13-7956
policies, is intended to limit or interfere with that right.
From India: 000 800 9190 901
Our Standards don’t limit a team member’s right to
communicate with any government agency, such as
Contact Ethics and Compliance the Equal Employment Opportunity Commission, the
National Labor Relations Board, the Occupational Safety
Via the postal service
and Health Administration or the Securities and Exchange
Advance Auto Parts
Commission (or relevant government agencies in
Attention: Chief Compliance Officer
other countries where we operate), or otherwise to
4200 Six Forks Road, Suite 2000
participate in any investigation or proceeding that may
Raleigh, NC 27609 USA
be conducted by any such government agency, including
Via email providing documents or other information, without
[email protected] notice to the company.

Effective Date: November 2022

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