FUTURE OF WORK - PRINCIPLES

Our future way of working reflects our desire to offer all Avastians more agility, greater flexibility,
and more options to choose from when it comes to when, where, and how they work.

It reflects the increasing convergence of the physical and digital worlds and allows us all to
balance work with family and caring obligations in an increasingly unpredictable and changing
environment.

Our new working arrangements provide a lot of freedom, which, understandably, needs to be
accompanied by personal responsibility to make it work for every colleague and every team
across Avast and to ensure business continuity for our customers.

To this end, all of us need to work together in ways that:

● Are mature and ​adult​ (based on mutual trust and transparent, open communication)
● Hold us each ​accountable
● Promote an environment that’s ​achievement-focused​, not input focused
● Encourage everyone to behave ​autonomously
● Enable us to work effectively ​asynchronously

You’ve asked:

What is the difference between the "5A" approach and Avast culture as was
before?
It’s obvious that Avast has changed. After all, reinvention was the main reason for the
organizational transformation, and even before that, Avast was changing due to external
circumstances (moving from office-based work to remote way of working etc). It is therefore
understandable that its culture would shift as well. With that said, we don’t feel there is any
huge discrepancy between our values as they were and the 5As, as traits like autonomy,
orientation on achievement, and accountability have been part of Avast’s culture for a long
time. Asynchronous way of working has been aAvast amplified with the onset of the pandemic
and will continue to play an important role for going forward. And the adult-adult element is
about building relationships based on mutual trust, positive intent and open communication

EVERYDAY FLEXIBILITY
We believe that it’s important that every Avastians chooses where, when, and how they do their
work. This policy outlines our approach, making sure that everyone has as much flexibility as
needed, while at the same time, taking into account the needs of their colleagues, the teams
they belong to, and the customers they serve. Giving all colleagues the flexibility to choose
when they get their work done means that we will measure contributions based on achievement
and delivered outcomes, rather than the hours worked.
The policy provides:
● Specific examples of everyday flexibility in practice
● List of considerations that colleagues should take into account when planning their work
● Details on what procedure to follow
● Description of the roles and responsibilities of both managers and employees

You’ve asked:

How does the proposed "work any time" differ from the current schema? Even
before covid no-one told me that I must be in the office in some fixed hours.
Unless you had some unique arrangements tailor-made for you, before COVID, you would not
have been entitled to a fully equipped workstation at home, ergonomic chair, and desk, or the
opportunity to work from locations abroad. These are the main attributes of the WFA contract

UNLIMITED PERSONAL TIME OFF (PTO)

When it comes to managing and balancing our personal and professional lives, providing
unlimited personal time off allows us to provide Avastians wíth the flexibility they need without
having just a limited number of allocated vacation days. The Unlimited PTO concept does not
interfere with established leave policies, such as vacation, sick leave, maternity, etc.

We recommend you read the policy in full, below are the most important highlights:
● Before requesting any PTO, you must first use your vacation days in full
● You don’t “accrue” paid time off days under the policy, and therefore, will not receive
compensation for any unused PTO upon leaving Avast for any reason
● Line managers need to approve PTO requests submitted through Workday, Taking 1
day PTO without manager’s approval is possible. The policy details the criteria both
employees and managers need to comply with when requesting/approving the PTO
requests. Importantly, we rely on common sense and open and transparent
communication between employees and managers to make the policy work.

You’ve asked:

Could you clarify if sick days will be replaced by PTO?

CZ & SVK sick days are becoming part of the uncapped PTO. There is no reason to continue
with CZE and SVK sick days in their current form, because the new uncapped PTO offers the
same option, with no cap and no limitation around the purpose of such time off (compared to
the current sick day benefits in CZE and SVK).
 Can you explain the reasoning behind having to use all your vacation days first in
order to have unlimited PTO? Won’t people be afraid of paying the company back if
they leave Avast before the end of the year?
We feel this is the right approach that allows us to administer this policy with minimum effort.
Vacation days have always been prorated, depending on the length of employment, and we
see no reason why someone who is with the company for 6 months (half a year) should
receive (and be paid for) a full year’s worth of vacation.

WORK FROM OFFICE (WFO)

The WFO arrangement is for colleagues who anticipate spending the majority of their working
time in the office. This arrangement will mean that:
● You will have a dedicated desk in the office
● You can still choose to work from home or anywhere else on occasion
● At your desk, you will be fully equipped with a laptop, monitors, docking station, and
other standard equipment
● You will have a company mobile phone and mobile data package
● You will be able to hold regular face-to-face meetings with colleagues and teammates
and, obviously, use the office to socialize

If you wish to choose the WFO option, there is no need to amend your current contract.

Since our offices are currently closed due to the coronavirus pandemic, the provisions of these
arrangements will obviously not come into effect until the offices are reopened in full. Given the
seriousness of the epidemiological situation in our major locations, we don’t anticipate opening
our offices before April 1st.

Our offices in Prague are currently undergoing a reconstruction that, once finished, will enable
us to work collaboratively and provide the following:
● Quiet zones - Planned on almost every floor. This zone will be similar to the current
library on the 7th floor of our Prague HQ building, where isn´t any ambient noise
disturbance. This will be a place to focus on deep work. -
● Avast studios - a larger space designed for collaboration across different teams,
brainstorming, generating ideas. There will be no allocated or shared desks in this area.
● Focus rooms - spread across the office and they can be used by one or two persons,
based on their set up.
● More space for interaction as we plan to increase the number of meeting rooms and
phone booths. Some of them will be equipped with soft seating, some of them will stay
as you are used to.
● Snacks & Drinks Stations will be available on every floor.
 You’ve asked:

If I choose work-from-office, am I obliged to work from the office actually every day
as before the pandemic?
If you choose WFO, you are also allowed to work from home but will not have your
kit/equipment available at home.

Is there a number of days per week or % per month expectation to be in the office if
you have an office contract?
No. But if you plan to spend majority of the days away from the office, it may be better to
choose the WFA option and leave the dedicated desk to other colleagues who prefer to
mostly work from the office

WORKING FROM ANOTHER COUNTRY for up to 30 days

For Avastians who wish to work from another country (or state in the US), i.e. country other than
the country of their contract, the following rules apply:

● Working from abroad (for less than 30 days) is possible both for employees on WFA as
well as WFO contract options
● Your decisions need to be guided by a “traffic light system” that divides countries into
three categories:
○ Green - your manager’s approval is sufficient
○ Amber - on top of your manager’s approval, due diligence must be performed by
the P&C representative, who will either grant approval or reject it
○ Red - solved on a case by case basis, a request must be submitted to your line
manager
● If you chose to work from a foreign location under this arrangement, you do so at your
own expense and risk

You’ve asked

What if I have a WFO contract and want to leave the country for a few months and
have a mix of PTO and working abroad?
If you want to work from a foreign location for more than 30 days you need to pick the
WFA option.
WORKING FROM ANOTHER COUNTRY for more than 30 days

Due to complex tax, immigration and labor code implications, this option is only available to
Avastians who chose the WFA option, The following rules apply (only key points are
highlighted, please read the policy in full to understand all implications).

● The permission to utilize this option will be granted on a case by case basis and will be
subject to due diligence process conducted by P&C team. The decision-making process
will take the “traffic light” classification of countries into account, you can expect that the
approval will be easier to gain for countries in the “green” category.
● Line manager and people partner approval will be required. The request must be
submitted at least 4 weeks in advance.
● If you request for this arrangement is approved and you will be working from a foreign
location under this arrangement, you do so at your own expense and risk .
● Avast reserves the right to require an employee to leave a Foreign Jurisdiction on 14
days’ notice (or such/ other shorter period as Avast may reasonably require) for any
reason at the cost of the employee.

You’ve asked

For those who live and work outside of our home country and choose WFA, what
happens if you need to return home for a sick family member to care for them for a
possible unspecified amount of time (could be more than 30 days)? In the sense
that you wish to continue to work for Avast while there?
This will depend on the country as per the traffic light system indicated in the WFA Policy.

WORKING FROM ANYWHERE (WFA)

The WFA arrangement is for colleagues who anticipate spending the majority of their working
time away from the office. This arrangement will mean that:

● Working from home (or any other designated location) will be your regular way of
working.
● At a location of your choice, you will be equipped with a laptop, monitor, docking station,
and other standard equipment, including an ergonomic chair and desk.
● You will have a company mobile phone and mobile data package
● You can still work in Avast offices when needed. You will not have a dedicated desk in
the office but will be able to reserve a hot-desk (shared desk), subject to availability. You
will need to book your place in the office through a booking system. Team hives will be
available where teams will be seated together.
The full details of the WFA option and what it entails for employees and managers are provided
in the WFA policy. Please read it in full before deciding whether this option is for you.

If you wish to choose the WFA option effective from January 1, 2021, you need to indicate your
preference for this type of arrangement ​via this form​ by ​December 18, 2020​. A member of the
People Experience Team will follow up with you and your manager over the next weeks and
amendments will be signed in January 2021​.

Travelling to and from offices is not reimbursed. The only exception to the rule is in case your
line manager requests your personal presence at a business-critical meeting. In such cases, the
travel is subject to the rules stipulated in Avast Travel Policy.

You’ve asked

How will business travel work by means of reimbursement for WFA contracts? E.g.
I need to attend a business meeting in Prague, but I am abroad now? How will the
travel be paid for?
Choosing WFA means you are responsible for all costs incurred when coming to the office.
The only exception is when your line manager requests your presence for a business critical
meeting where your attendance is required in person. In such (rare) cases, your travel to such
meetings would be reimbursable.

Will I be eligible for RSUs if I choose the WFA contract?

Choosing WFA doesn’t exclude you from the Welcome RSUs Grants supposing you meet the
RSUs grants eligibility criteria described on the ​Welcome RSUs CML page​.

GLOBAL BENEFITS
As of January 2021, we will be offering the following benefits globally (available to each
employee regardless of their location)

● Uncapped Personal Time Off (PTO)

● Free Online Health Consultation Services
● Employee Well-Being Programs

You can find more details on the ​Global Benefits page.

LOCAL BENEFITS
Along with Global Employee Benefits, Avast’s provide local benefits to its employees. Local
benefits differ between countries based on local statutory requirements and market practices.
Aligning local benefits with the principles Future of Work, we’ve removed certain office-related
perks, adjusted some local time off policies to align with the global uncapped PTO policy,
ensured we have health benefits as required locally and expanded the Flex Benefits choices
(e.g. Benefit Plus offer in the Czech Republic).

Czech Benefits page

German Benefits page
Serbia Benefits page
Slovakia Benefits page
United Kingdom Benefits page
United States Benefits page

You’ve asked

Looking at the local benefits, it seems that Slovak employees are allowed to spend
their BenefitPlus points on purchasing food (e-stravenka) while Czechs can't do
that, despite the fact that BenefitPlus programme is listed as a "locally specific"
benefit in both countries. Why is it so?
The local benefits differ due to different circumstances in the countries (e.g. the tax regimes
related to different benefit offerings). So it does not mean that the same provider delivers
exactly the same benefits in every country. In Slovakia, employers are obliged to provide meal
vouchers to employees and we provide them via the BenefitPlus program. In the past, we
focused on non-meal options in the Benefit Plus offering in CZE, as CZE employees had
access to the canteen. We will, however, enable this option in CZE as of January 2021 too.

WELCOME RSUs GRANTS

To mark the new chapter in its history and beginning of the 2030 transformation journey, Avast
welcomes its employees on the exciting journey with a Restricted Stock Units (RSUs) grants
that will become free shares over time. Eligible employees will be able to participate in the
company ownership and by owning Avast shares directly benefit from Avast’s future growth.

● The Welcome RSU amount has been set as 40% of gross annual base salary.
● You will see your RSUs vesting gradually over the period of 3 years
● You will be able to vote at Annual Shareholder meeting
● You may earn additional payments from the dividends
● You can profit from share price increase and passive incomes from dividends to fulfil
your life goals
For more information go to the ​Welcome RSUs Grant CML page​ and related ​FAQs.

Avast’s Share Matching Program closely relates to RSUs, so make sure to also visit the ​Share
Matching Program CML page​.

You’ve asked

What about people who already have an RSUs for high performance? Will there be
any increase in RSUs?
All Avast employees who have received RSUs due to high performance or because of their
high potential in the past, will also receive the Welcome RSUs in January 2021. You will know
in January how many RSUs you received, but please mind the grant is capped at 10,000
RSUs.
If everyone gets RSUs, does it mean that everyone will need to calculate taxes by
themselves or will there be any support from the company?
Avast will provide guidance on tax implications of RSUs and shares. We will not however
provide tax advisory services or support so you will have to calculate your own taxes or use a
tax advisor.