Teledyne Technologies Incorporated

Global Code of
Ethical Business Conduct
January 2024 Edition

ETHICS RESOURCES
If you have questions regarding any matter discussed in this Code, you should contact
your facility’s Ethics Officer or one of the following Corporate Ethics Resources:

Esther R. Quartarone
Senior Ethics, Anti-Corruption and Compliance Counsel

Teledyne Technologies Incorporated
1049 Camino Dos Rios
Thousand Oaks, CA 91360(978) 808-7559

Melanie S. Cibik
Executive Vice President, General Counsel, Chief Compliance Officer and Secretary

Teledyne Technologies Incorporated

1049 Camino Dos Rios
Thousand Oaks, CA 91360(805) 373-4605

Carl W. Adams
Vice President, Chief Audit Executive

Teledyne Technologies Incorporated
1049 Camino Dos Rios
Thousand Oaks, CA 91360(805) 373-4716
You can find information for your individual company’s Ethics Officer on Teledyne’s
Intranet in the “Company Info” tab under “Ethics and Values.”

Ethics Web Portal: www.teledyne.ethicspoint.com
Ethics Hotline: (877) 666‐6968* International dialing instructions are available at www.teledyne.ethicspoint.com.

2| TDY Global Code of Ethical Business Conduct

FROM THE OFFICES OF THE EXECUTIVE CHAIRMAN AND THE
CHIEF EXECUTIVE OFFICER
We want to take this opportunity to share our perspective on the standards for
ethical business conduct that form the foundation of Teledyne’s operations.
Teledyne Technologies Incorporated has one standard of ethical business conduct andhas an unwavering commitment to maintaining that standard. We will conduct ourbusiness in an ethical and proper manner at all times, and in full compliance with all
relevant laws, regulations and Company policies. We will maintain our core values ofIntegrity, Respect, Responsibility, and Citizenship.
Applying that standard and upholding our core values in our daily business activities are
essential to preserving our Company’s reputation in the marketplace and its value toits stockholders. We each have a responsibility to maintain that standard, uphold ourcore values, and be leaders in that regard.

Dr. Robert Mehrabian
Executive Chairman

This publication, the Teledyne Technologies Incorporated Global Code of
Ethical Business Conduct, applies to every Teledyne director, officer andemployee, wherever located. It provides the overarching principles that should guide
your daily activities on behalf of Teledyne Technologies Incorporated, its business
units and subsidiaries, domestic and foreign. You have a responsibility to be familiar
with this Code and consult it whenever necessary.
You also have a responsibility to take action. If you become aware of aproblem, if you are not sure what action is right in a particular situation, or if you
think others within our Company are not following these guidelines, it is your job
to promptly let us know. If, after reading this Code, you have questions orsuggestions, please discuss them with your supervisor or anyone identified as an
Ethics Resource on page 2.

Edwin Roks
Chief Executive Officer

We want to help you make the right decisions. You should always feel free to call the Company’s Ethics
Resources listed on page 2 anytime you have a question or concern regarding ethical business practices. The
toll-free number for the Ethics Hotline is (877) 666-6968, and international dialing instructions are availableat www.teledyne.ethicspoint.com. You also can submit ethics concerns or inquiries through the Internet atwww.teledyne.ethicspoint.com.
Teledyne employees should never do anything they would not feel comfortable reading as frontpage news.
Our Company must not treat ethics as a “tick the box” activity, but instead ethics should be ingrained in allthat we do. Each Teledyne employee should feel empowered to report and stop any unethical activity andshould find unwavering support in that from our management. We have a strict policy prohibiting retaliation
against any employee who makes a good faith report of an ethics matter.
A good reputation is difficult to earn, easy to lose and almost impossible to regain. We must not lose sight ofthis. Together, we have what it takes to compete at the forefront of our chosen markets. We are relying on
your integrity and your continued dedication to help keep us there. Thank you for doing your part to maintainan ethical work environment.

Robert Mehrabian
Executive Chairman

Edwin Roks
Chief Executive Officer

January 2024

TDY Global Code of Ethical Business Conduct |3

THE “TELEDYNE WAY” - OUR CORE VALUES
The following core values are the foundation of how we conduct our business. We
consider these values to be fundamental to doing business the “Teledyne Way.”nINTEGRITY
We will conduct our business in accordance with all applicable laws and regulations and inaccordance with the highest standards of ethics and honesty. We expect the same from ourbusiness partners and from those who represent the Teledyne brand. Each employee andeach party who acts on Teledyne’s behalf must comply with all laws and regulations that
apply in the location in which they are conducting Teledyne business.

n

RESPECTWe will treat our colleagues with respect and dignity and maintain a safe, fair and inclusive
work environment. Teledyne takes pride in its diverse workforce and recognizes that its
continuing success depends on the contributions of all of its employees. We expect ouremployees to treat each other with dignity, respect, and fairness. Our goal is to maintain asafe and hospitable work environment in which every employee is encouraged to contributeto the success of the company. We have a strict policy prohibiting retaliation against any
employee who makes a good faith report of an ethics matter.

n

RESPONSIBILITY
We will strive to grow and protect Teledyne’s value by acting in the best interests of thecorporation and its stockholders, without compromising our core values. Our stockholders
own the company. In everything we do, it is critical that we maintain their confidence andtrust and advance their interests. We are committed to two overarching objectives: growing
the value of the company and protecting that value. Those goals should be pursued byalways acting in the best interests of the company and by following the principles set
forth in our Global Code of Ethical Conduct. That includes operating our business in a
responsible and lawful manner.

n

CITIZENSHIP
We care about the communities in which we work and about those who buy and use our
products. We will conduct our business in a manner consistent with the well-being of thecommunities in which we work and of those who buy and use our products. We strive to
make positive contributions to the communities and to sell high-quality products to ourcustomers. We are also committed to compliance with environmental, health, and safety
laws and require the same commitment to be made of our suppliers. Teledyne recognizes
the importance of environment and natural resources and encourages our employees toembrace our responsibility to society when using and planning the use of natural resources.

4| TDY Global Code of Ethical Business ConductTABLE OF CONTENTSETHICS RESOURCES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
FROM THE OFFICES OF THE EXECUTIVE CHAIRMAN AND CHIEF EXECUTIVEOFFICER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
THE “TELEDYNE WAY” - OUR CORE VALUES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
USING THIS CODE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6-9
INTEGRITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10-16
Anti-corruption . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Gifts and Gratuities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10-11
Antitrust and Unfair Competition Laws . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12-13
Government Contracts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13-14
Accurate Technical Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14-15
International Trade Compliance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  15-16
Product Marketing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  16

RESPECT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17-20
Employment Practices. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17-18
Health and Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  18-19
Harassment, Threats and Violent Behavior. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  19
Drugs and Alcohol . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  20

No Retaliation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

RESPONSIBILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21-30
Financial Reporting: Accounting, Auditing, Internal Controls and Disclosure Matters. . . . . . .  21-22
Accurate Business Records. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  22
Cooperation with Investigations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  23
Protection of Property, Records and Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  23-24
Use of the Company’s Computers and Electronic Systems . . . . . . . . . . . . . . . . . . . . . . . . .  24-25
Insider Trading . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  25-26
Conflicts of Interest. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  26-28
Social Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  28
Responses to Inquiries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  28-29
Political and Charitable Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  29
Approvals and Authorizations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  29-30

CITIZENSHIP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30-32
Environmental Responsibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  30-31
Product Quality and Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  31-32
Supplier Conduct. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  32
Intellectual Property. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  32

CERTIFICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
TDY Global Code of Ethical Business Conduct|

5

USING THIS CODEnWhat is the purpose of this Code?
This Global Code of Ethical Business Conduct is designed to guide your daily activities onbehalf of Teledyne Technologies Incorporated, also referred to in this Code as the “Company.”
It summarizes the standards required of all directors, officers and employees of Teledyne
Technologies Incorporated, including its business units, subsidiaries and affiliates wherever
located. For ease of reference, all Teledyne personnel are referred to as “Teledyne employees”
throughout this Code.

n

How does this Code relate to other Company guidance?
This Code contains an overview of various topical areas. For additional information anddetail, you should consult the applicable Company policies or procedures, many of which
are referenced in this Code and available on the Company Intranet. If you have difficulty
locating a policy or procedure, or if you have questions about the laws governing particularbusiness activities, you should contact your supervisor; the designated Ethics Officer for yourTeledyne company or the Ethics Resources listed on page 2.

nWhat are my responsibilities?
All Teledyne employees are required to read, understand and follow this Code. No Teledyne
employee may ask anyone to engage in activities that violate this Code.
Upon request, all Teledyne employees are required to certify that they are familiar with thisCode and that they are not aware of any violations of this Code. To the extent a violation of
the Code has not been reported, employees are required to disclose such violations as partof the certification.

nWhat responsibilities do Teledyne executives, managers andsupervisors have under this Code?
In addition to adhering to all the requirements set forth in this Code, Teledyne executives,
managers and supervisors have a special responsibility for ensuring that the principles
outlined in this Code are followed and that the Company acts with the highest levels of
integrity and ethics.
Executives, managers and supervisors must:• Never sacrifice the principles set forth in this Code in order to secure a businessadvantage• Be role models and reflect the Code in their dealings with employees and third parties• Ensure that this Code and the importance of ethical business standards arecommunicated to employees• Ensure that employees understand and follow this Code• Encourage employees to act in an ethical manner, to ask questions and to reportpotential violations of this Code• Never retaliate against an employee who makes a good faith report of a suspectedviolation of this Code, Company policy or the law• Immediately report any known or suspected violation of law, Company policy or thisCode to Teledyne’s Chief Compliance Officer or General Counsel.
Teledyne executives, managers and supervisors who fail to report a known or suspectedviolation of law, Company policy or this Code will be subject to disciplinary action, up to andincluding termination of employment.

6| TDY Global Code of Ethical Business Conduct■How should I approach a potential legal or ethics issue?

USING THIS CODE

You should first evaluate the situation by asking yourself these questions:
Would this activity be lawful under the applicable laws and regulations?
Would this activity be permitted by Company policy and this Code?
Would this activity be consistent with the terms of any relevant contract?
Would I be comfortable if others, such as my supervisor or family members, becameaware of this activity?
• Is this activity consistent with our Company’s commitment to act in an ethical andproper manner at all times?
••••

If you answer “no” to any of the above questions, you should not proceed with the activity.
This Code cannot cover every situation you might face. You are expected to apply common
sense and act in a manner consistent with applicable laws, Company policies and thegeneral principles outlined in this Code.
If you are not sure what conduct would be acceptable in a particular situation, you havea responsibility to consult the relevant Company policy or to seek guidance from yoursupervisor or one of the Ethics Resources listed on page 2.
■

How is Teledyne’s ethics organization structured?
Teledyne has a Chief Compliance Officer who reports directly to the Executive Chairman
and Chief Executive Officer on matters related to the Teledyne ethics and complianceprograms. Teledyne also has a Senior Ethics, Anti-Corruption and Compliance Counsel
who reports to the Chief Compliance Officer and is responsible for the day-to-day
activities of Teledyne’s Ethics and Anti-Corruption Program. In addition, each Teledyne
company has a designated Ethics Officer who is available to provide guidance on ethics
matters.

■

Am I required to report suspected violations of the Code?
Yes. If you think others in our Company are not following these guidelines, you have a
responsibility to immediately report it.

■

How do I report violations of the law, Company policy or thisCode?
Reports should be made to the employee’s supervisor, to the senior manager of the business
unit for which the employee works or to the facility’s designated Ethics Officer. Prompt
reporting may allow the Company to avoid or mitigate damages related to the violation. In
addition, certain types of violations are required by law to be reported; withholding knowledgeof such violations may be illegal. The making of known false reports is unacceptable, issubject to disciplinary action, up to and including termination of employment, and also may
be unlawful.

■

What if I am uncomfortable reporting the violation to local
management at my Teledyne company?
We have a strict policy prohibiting retaliation against any employee who makes a good faithreport of an ethics matter. However, if an employee feels uncomfortable discussing his or
her concerns with local management, the employee may:
• Contact one of the Ethics Resources listed on page 2• Make a report online at www.teledyne.ethicspoint.com• Call the Ethics Hotline at (877) 666‐6968.

TDY Global Code of Ethical Business Conduct |7

USING THIS CODEn Can I make an anonymous report?

Yes. Teledyne recognizes there may be circumstances in which you are not comfortable
reporting the issue. It is for such circumstances that Teledyne has partnered with EthicsPoint.
Teledyne would rather you report anonymously than keep the information to yourself.
EthicsPoint is a confidential reporting tool for employees to report potential violations ofTeledyne’s Global Code of Ethical Business Conduct, Company policy or the law. It is hosted
by a third party and is available 24 hours a day, 365 days a year. Employees may makereports through EthicsPoint by phone or through the Internet.
To report an issue by phone, call (877) 666-6968. To make a report online and forinternational dialing instructions, go to www.teledyne.ethicspoint.com.
Reports submitted by telephone are received by EthicsPoint representatives who then record
the information on a secure server. EthicsPoint representatives have the capability to receive
reports in English, Chinese, French, Dutch, Spanish and other languages.
Internet reports are entered by employees directly on the EthicsPoint secure server.
EthicsPoint makes these reports available only to Company personnel who are charged withevaluating and taking action on such reports.
n Can my report be kept confidential?

Yes. If an employee provides his or her identity when making a report, the Company, to theextent permitted by law and consistent with fair and uniform enforcement of this Code,will endeavor to keep confidential the identity of anyone who reports a suspected violationin good faith. The Company will share the information received only with those who havea need to know. For example, in certain cases, the Company is required to disclose theinformation to a governmental entity or may choose to do so voluntarily. Likewise, theCompany will endeavor to keep confidential the identity of any person against whom
allegations are brought, unless it is determined that a violation has occurred.
n What happens after I report a violation of this Code, Company

policy or the law?

If an investigation is necessary, authorized Company employees will determine how to
conduct such an investigation. Depending on the nature of the investigation, internal orexternal legal counsel may be involved. After the investigation is completed, authorizedCompany employees will determine what, if any, remedial action is necessary.
n Am I required to cooperate with internal investigations?

Yes. All Teledyne employees have a responsibility to cooperate fully with internal
investigations. Employees who fail to cooperate with or who obstruct these investigations, byacts of commission or omission, are subject to investigation which may result in disciplinary
action to the fullest extent permitted by Company policies and applicable laws.
n What is the company’s policy on retaliation?

Teledyne policy prohibits retaliating against anyone who makes a good faith report of aviolation of this Code, Company policy or the law or who participates in the investigationof such a matter. A “good faith report” means that you believe the report to be true andyou have disclosed everything you know about it. If you believe you have been subject toretaliation, you should report it immediately.
Any Teledyne employee who engages in such retaliation is subject to disciplinary action, up
to and including termination of employment.

8| TDY Global Code of Ethical Business ConductUSING THIS CODEn What happens if I violate this Code, Company policy, or thelaw?

The violation of this Code, Company policy or the law is a serious matter. The Company
will take appropriate disciplinary action for such violations, up to and including terminationof employment. In making disciplinary determinations, the Company will consider selfreporting as a potentially mitigating factor.
n What should I do if a business advantage or opportunity can

only be advanced by acting in a way that violates this Code,Company policy or the law?

You should not pursue that business advantage or opportunity. Teledyne employees should,
in all cases, act in a manner that complies with this Code, Company policy and the law. If
you are ever in doubt regarding what action would be appropriate, seek guidance from yoursupervisor, designated Ethics Officer for your Teledyne company or the Ethics Resources
listed on Page 2.
n Does this Code apply to me if I work for a Teledyne company

located outside the United States?

Yes. This Code applies to all Teledyne employees, wherever located. Employees locatedoutside the United States also must be familiar with governing laws in the country in which
they operate and seek guidance from Teledyne’s General Counsel or Chief Compliance
Officer, whenever necessary.
n How are potential violations of this Code which implicate

executive officers investigated?

The Nominating and Governance Committee of the Board of Directors will review andinvestigate any reported prohibited act by an executive officer of the Company. If theNominating and Governance Committee determines that any such act represents a violation
under this Code, then appropriate remedial or disciplinary action will be taken, which may
include termination of employment. The Company will disclose any such violation, as wellas the remedial or disciplinary action taken, to the extent required by applicable law. If
the Nominating and Governance Committee determines that any such act represents aviolation of this Code, but it does not believe that any remedial or disciplinary action isnecessary or desirable (or if it agrees to waive compliance with a provision of this Code inthat particular instance), then the Company shall promptly disclose the violation or waiverand the Committee’s rationale for its decision to the appropriate legal authorities. The
Nominating and Governance Committee also may amend its charter to make changes as
Teledyne evolves.
n Can a provision of this Code be waived?

This Code is intended to be general in scope, and, as with any general rule, there may
be exceptions. The exceptions may sometimes derive from specific legal exemptions, butmore often will result from a combination of seasoned judgment and consideration of all
the pertinent facts. Accordingly, certain provisions of this Code may be waived in limited
circumstances, upon approval of Teledyne’s General Counsel or Chief Compliance Officer.
Waiver requests related to officers or directors of the Company may be granted only by the
Nominating and Governance Committee of the Board of Directors.
n Is this Code an employment contract?

No.

TDY Global Code of Ethical Business Conduct|

9

INTEGRITY
We will conduct our business in accordance with all applicable laws and regulations andwith the highest standards of ethics and honesty.
Each employee must comply with all laws and regulations that apply to our business
operations in the location in which he or she works. Many of these laws are complex andsome can affect our various business units differently. Because we are a global company,
it is not possible to summarize in this Code how each law may apply to individual Teledyne
companies. Therefore, when a question arises regarding laws that apply in a particularsituation, employees should consult the relevant Teledyne policies or Teledyne’s Chief
Compliance Officer or General Counsel.
n Anti-corruption

Teledyne has zero tolerance for any form of corruption, such as bribery, kickbacks, extortion
or similar conduct, whether it involves government officials or private parties and whether
it occurs inside or outside the United States. All Teledyne employees and others who act
on behalf of Teledyne are strictly prohibited from engaging in such conduct. No Teledyne
employee or representative will suffer adverse consequences for refusing to pay or receive
bribes or engage in other forms of corruption, even if such refusal may result in Teledyne
losing business. No one acting on Teledyne’s behalf should ever pay a bribe or otherwise
sacrifice compliance with the law to make a sale or achieve any other business gain.

Teledyne employees are responsible for understanding and complying with all applicablelaws, regulations and Teledyne policies regarding anti-corruption. Those laws and regulations
include, but are not limited to, the U.S. Foreign Corrupt Practices Act, the U.K. Bribery Act,
Canada’s Corruption of Foreign Public Officials Act and Chinese anti-corruption laws.
n Gifts and Gratuities

No Teledyne employee may provide to a third party, directly, indirectly or through an agent
or representative, any gift or gratuity for the purpose of obtaining or retaining business or
securing an improper business advantage. Any gift or gratuity must not create the impressionof seeking favored or preferential treatment.
Examples of gifts and gratuities include: cash or cash equivalents, meals, drinks, lodging,entertainment, transportation, offers of employment, loans or other items of value.
Meals and transportation extended by any Teledyne employee, or by any representative ofTeledyne, to any commercial party shall be modest, in good taste and never extravagant.
Teledyne employees may provide other gifts and gratuities to commercial parties provided
that the gifts and gratuities are of modest value and are of the type customarily given to
customers.
Teledyne employees are prohibited from providing such benefits to United States or othergovernment officials, except under very limited circumstances.

10| TDY Global Code of Ethical Business ConductINTEGRITY
In addition to having zero tolerance forcorruption or bribery, Teledyne has zerotolerance for any form of tax evasion.
While it is acceptable for companies toengage in legitimate tax planning to
openly and fairly minimize their taxes
owed, tax evasion is an unlawful andintentional nonpayment or avoidanceof a tax owed. Teledyne must notengage in tax evasion nor should ourCompany tolerate such behavior by any

The rules and regulations that apply to the offering of gifts and gratuities to government
employees, officials, political parties, political candidates, public international organizations
and representatives of the United States and other governments are very complex. Teledyne
employees are expected to comply strictly with these laws and regulations. They must neveroffer a gift or gratuity if doing so would violate the law or reflect negatively on the Company’s
reputation.
Prior to providing anything of value to a United States government official, Teledyne employees
must first consult the Company’s Government Contracting Guidelines and obtain approval,
when required. Prior to providing anything of value to a foreign government official, politicalparty or candidate, or public international organization, Teledyne employees must first consult
the Company’s anti-corruption policy and procedures and obtain approval, when required.

of our employees or the third parties
with whom Teledyne does business.
Any Teledyne employee who believes
that an action by Teledyne or any
service provider would constituteengaging in or facilitating tax evasionmust report such action to Teledyne’s
General Counsel or such other Ethics
Resource identified on page 2.

If at any time you have a question as to whether or not a gift or gratuity you plan to offer
is permitted under Teledyne’s policies, you should refer to Teledyne’s policies and contact
Teledyne’s Chief Compliance Officer or General Counsel for further guidance. Employees
are encouraged to suggest ways to improve Teledyne’s anti-corruption policies in order toenhance their effectiveness.
á Management of Sales Representatives, Distributors and Consultants
From time to time, Teledyne engages sales representatives, distributors and consultants.
Teledyne employees who interact with such service providers are responsible for ensuringthat such entities and persons understand Teledyne’s policies regarding ethics and anticorruption and that they act accordingly. Teledyne employees should take special care inselecting sales representatives, distributors, consultants and other business partners toensure that such entities and individuals are committed to acting in an ethical manner.
Teledyne employees also are required to follow the Company policies for retention ofsales representatives, distributors and consultants.
Teledyne policies include additional information and detail about anti-corruption laws. Any
employee who has questions about applicable anti-corruption laws should refer to thosepolicies or seek guidance from the Chief Compliance Officer or General Counsel.
In addition to disciplinary action, violations of anti-corruption laws can lead to severe criminal and civil
penalties for both the Company and the individuals involved in such conduct.

TDY Global Code of Ethical Business Conduct|

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INTEGRITY
Any Teledyne employee who believes
that an employee, sales representative,
distributor, consultant, agent or anyone
acting on behalf of Teledyne isparticipating in, facilitating, condoningor permitting any form of corruption,
including, but not limited to, bribery,
kickbacks, extortion, embezzlement ormoney laundering, must report suchconduct promptly to the Teledyne’s
Chief Compliance Officer or General

SITUATION: Jason is the General Manager of a Teledyne company with international sales. After
receiving the necessary corporate approvals under Teledyne’s policy, his company entered into anagreement with Michel, a sales representative in France. During a visit to France, Jason meetswith Michel to discuss upcoming sales opportunities with a government entity. Jason asks Michel
whether he thinks his company will have a good chance of winning the competition to supply
products to a new industrial site. Michel says, “If you double my commission, it might give me
enough wiggle room to win the project.” Jason asks how doubling the commission would help.
Michel says, “Don’t worry about the details. You double my commission and I can get the sale.”RESPONSE: A sales representative asking for an increased commission in connection with aparticular sale is a red flag, because the sales representative may be seeking funds he can use tobribe a procurement official. Another red flag is the sales representative being vague about why
he wants an increased commission. Jason should tell the sales representative that he cannot
increase the commission and should reiterate the Company’s anti-corruption policies, which areset forth in Teledyne’s Code of Conduct for Service Providers. Jason should report the discussion
to the Chief Compliance Officer, the Corporate Director of Ethics and Anti-Corruption or the GeneralCounsel, so that the Company can take appropriate action with respect to the sales representative.

Counsel.

SITUATION: In the course of the performance of a contract, Jason has arranged for a training
session to take place in his Teledyne company’s home country for the benefit of certain designatedcustomer representatives. Prior to the trip, one of the customer representatives asks to be checked
into a prestigious hotel during her stay.
RESPONSE: Hospitality payments, which can include lodging arrangements, that are unrelated
to a legitimate business purpose or are extravagant are illegal under anti-corruption statutes inmany jurisdictions. Jason should inform the sales representative of Teledyne’s gift and hospitality
policy, and he should report this demand to the Chief Compliance Officer, the Corporate Director of
Ethics and Anti-Corruption or General Counsel. If appropriate, Jason can offer logistical support toarrange for the visit without paying any expenses. If Jason has any doubt as to whether complying
with the request would violate Company policy or the law, he should immediately contact the Chief
Compliance Officer, the Corporate Director of Ethics and Anti-Corruption for further guidance.

n Antitrust and Unfair Competition Laws

Teledyne will conduct its business in a manner consistent with applicable antitrust andunfair competition laws, which are intended to promote free and open competition. Every
Teledyne employee must be familiar with and comply with all applicable antitrust andunfair competition laws.
To ensure compliance with antitrust and unfair competition laws, employees should avoid
communications with Teledyne competitors, whenever possible. Such communications cancreate the perception of a conspiracy to commit antitrust violations, even when prohibited
topics are not being discussed. Whenever possible, Teledyne employees should seek guidancefrom the Company’s General Counsel before any meetings or discussions with competitors.
In general, antitrust laws prohibit arrangements or agreements that restrict trade. Employees
should not discuss with Teledyne competitors:• Topics related to the manufacture, sale or distribution of products or services,
including prices or related information, costs, profits, marketing, territories, termsof sale, production volume, sales territories, bidding strategies or other sensitivemarketing information

12| TDY Global Code of Ethical Business Conduct• “Fixing” prices, discounts or terms of sale
• Engaging in illegal reciprocal agreements (e.g., improperly using market dominanceto enter into an arrangement in which you agree to buy a company’s products only ifthey agree to buy your company’s products in return).
Employees should not discuss with Teledyne competitors or customers:

INTEGRITY
Violations of antitrust and unfair• Division of territories or markets• Allocation of customers• Boycotting customers or suppliers.

competition laws may result in severe
penalties for the Company and a

Employees should not use discussions with customers as a way of providing information tocompetitors.
The activities listed above are examples of conduct that is prohibited by antitrust and unfair
competition laws. Other activities also may violate such laws, and employees who are
engaged in negotiating business deals should become familiar with relevant laws to avoid
such violations. Any employee who is unsure about antitrust and unfair competition laws
should seek guidance from the Company’s General Counsel.

prison term for persons involved.
Violations of the law, this Code or
Teledyne’s policies related toantitrust or unfair competition also
may result in disciplinary action, up to
and including termination of
employment.

SITUATION: Mark is responsible for the business development of his Teledyne company. Whileattending a trade show in New York, Mark is approached by Tom, his counterpart at a competitor.
Tom remarks that it would be much less costly for each company if they could decide in advance
who was going to bid on particular contracts.

RESPONSE: Mark should tell Tom that the topic he raised is not appropriate for discussion
between competitors. Mark should excuse himself from the conversation and contact Teledyne’s
General Counsel immediately.

n Government Contracts

Teledyne is committed to the integrity of the government contracting process and to
performing its government contracts in accordance with their terms and governing law.
Every Teledyne employee involved with government contracting must be familiar with andmust follow all laws related to the performance of government contracts. Employees also
must ensure that their performance on government contracts is in compliance with thecontract’s terms and relevant laws.
Teledyne will pursue, win and perform contracts with our government customers and theirprime contractors using the same values, principles and practices we apply to our commercial
business, while adhering to the unique requirements that apply when conducting businesswith governments around the world. Teledyne employees are responsible for ensuring thatthey and the Company:
•
•
•
•
•
•
•

Comply with all laws, regulations and rules related to government contracts
Comply with all terms of government contracts
Provide accurate information to our government customers
Properly handle and control classified and other controlled material
Accurately record the time worked on government contracts
Supply the products or services required by the contract
Strictly comply with laws, regulations and rules related to the integrity of thegovernment procurement process, including, but not limited to, rules related to giving
gifts or gratuities to government employees.

TDY Global Code of Ethical Business Conduct|

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INTEGRITY
Noncompliance with government
contracts can lead to suspension anddebarment, meaning the Company
would be prohibited from futurebusiness with the government involved.
In certain circumstances, criminal
penalties also may apply to individuals
who engage in prohibited activities.

Any Teledyne employee with questions regarding the laws, regulations and rules related togovernment contracts should seek guidance from the Company’s Chief Compliance Officer.
For contracts with the United States Government, Teledyne employees also should consult
the procedures in the Teledyne Technologies Government Contracting Guidelines.
We need to be especially sensitive regarding our conduct with government employees. There
are very stringent rules that prohibit those employees from accepting hospitalities, including
meals that may otherwise be appropriate in a commercial setting. Company employees
should check with their Ethics Officer or Segment Contracts Director to determine the relevant
government regulations before offering any hospitality or gifts to government employees.

SITUATION: Harry and Dawn are having dinner with a United States federal government agency
program manager whose agency has purchased their company’s products in the past and is likely
to continue to do so. The bill for the meal is $100. Harry receives the bill and tells the government
official that “it’s on the company.” What should Dawn do?
RESPONSE: Dawn should politely remind Harry that there are strict laws and Company policies
regarding providing meals to government officials. Dawn should suggest that the government
official pay for his own meal in order to avoid any violation of laws, regulations or rules related togovernment contracting.
n Accurate Technical Information

Each Teledyne employee who is responsible for determining, recording or reporting
technical information must ensure that it is accurate, thorough and straightforward.
This requirement applies to all technical information, whether such information is usedinternally for managing the Company’s operations or is provided to customers.
Accurate technical information is essential to our business operations. Our Company
invests in obtaining accurate technical information to help employees properly manufacture
products and provide high-quality services.

14| TDY Global Code of Ethical Business ConductThis information includes, for example, information related to testing and inspection of
the products we make. We also provide technical information to our customers. Eachof us needs to ensure that our customers always receive accurate and useful technicalinformation.
No Teledyne employee shall record or report false, inapplicable, misleading or inaccurate
technical data or condone such activities.
All testing that is identified by Company procedures or documented in written agreementswith customers must be performed to the full extent of our capability. If such testing cannot
be performed, the customer must be informed of any and all divergences from expected or
documented testing processes or procedures. All records must accurately match all test
data and shall reflect actual measurements within the capability of the equipment andmethods in use.

INTEGRITY
Any employee who suspects that false
data was recorded or communicatedto a customer or supplier is required
to promptly report those concerns to the
Corporate Ethics Resources on Page
2. Recording or communicating false
technical information may result insignificant liabilities and severe
penalties to the Company and mayn International Trade ComplianceWith facilities in the United States and around the world, the Company is a global entitythat deals regularly with companies, customers and suppliers in many countries. It is
the responsibility of every employee to understand and follow all local laws regulating
commerce in each country in which he or she may be involved in Teledyne business. The
conduct of our business also involves significant volumes of exports and imports. Teledyne
requires its employees to understand and comply with all applicable trade laws andregulations and Teledyne’s policies on international trade compliance.

constitute criminal conduct by those
involved.

Teledyne employees involved in international trade are responsible for ensuring that theyand the Company:
•
•
•
•
•
•

Follow all applicable local laws regulating commerce
Follow all applicable laws regarding international trade
Follow all Teledyne policies and procedures related to export and import controls
Obtain all required export and import licenses
Obtain all required certificates of origin
Maintain required documentation regarding international trade transactions in amanner that accurately and completely represents each transaction• Do not export to any country or person when such exports are prohibited by applicablelaw• Use screening processes to ensure adherence to laws related to prohibited country
or prohibited person transactions• Do not engage in or support boycotts of any person, group or country in violation of
applicable antiboycott laws.
Although the laws, regulations, procedures and processes may vary depending on where
we do business, we must apply the same rigorous approach to reviewing internationaltransactions in all our locations and with all levels of government in all countries.
The foregoing list of compliance matters is not comprehensive, and Teledyne employees
involved in the export or import of goods must familiarize themselves with the applicablelaws, regulations and Teledyne policies. The laws and rules that apply are complicatedand depend on many factors, including the products or technology involved, the locationof the relevant Teledyne company and the location of the party receiving the products or
technology. More information about international trade compliance laws is included in
the policies available on Teledyne’s Intranet. Any employee who has questions regarding
the international trade laws should seek guidance from the designated international tradecompliance personnel for that employee’s facility, the Teledyne Corporate International Trade
Compliance Office or Teledyne’s Chief Compliance Officer.

In addition to disciplinary action,
violations of applicable laws andregulations may result in severe
penalties for the Company and resultin penalties and prison terms for
persons involved. Any employee who
becomes aware of a potential
violation of international tradecompliance laws, regulations or
Company policies must immediately
contact the Chief Compliance Officer
or the Teledyne Corporate
International Trade Compliance
Office.

TDY Global Code of Ethical Business Conduct|

15

INTEGRITYSITUATION: It is the end of the quarter, and Jane’s supervisor instructs her to process a shipment
to an international location. Jane checks with the company’s export control administrator, who
informs Jane that a required export license has not been obtained. Jane’s supervisor tells her toship the part anyway and to follow up on the export license next week.
RESPONSE: Jane should refuse to ship the part and should immediately contact the Teledyne
Corporate International Trade Compliance Office, the Chief Compliance Officer or other Ethic
Resources on Page 2.

n Product Marketing

Teledyne will market its products and services accurately and in compliance with all relevantlaws and regulations. Any Teledyne employee involved in marketing the Company’s
products and services shall ensure that all associated materials are accurate and do not
omit important facts or otherwise mislead potential customers. In addition, no Teledyne
employee shall unfairly criticize a competitor’s products or services.
It is essential to the Company’s reputation that we market our products and services
accurately. In addition to retaining the trust of our customers and other partners, there arevarious laws and regulations related to the accuracy of marketing products and services.
Teledyne employees involved in marketing products and services are required to be familiar
with such laws and to ensure that they and the Company comply with them.

SITUATION: Natalia is developing marketing materials for her Teledyne company’s new productthat measures the presence of certain particles in the air. She thinks the phrase “unmatchedaccuracy in measurements” would be a great catch phrase for the product. In fact, one of thecompany’s competitors has a similar product that has an equal level of accuracy. Juan, the Directorof Engineering, learns of Natalia’s marketing campaign.
RESPONSE: Juan should tell Natalia to choose a new phrase, because the proposed phrase might
mislead potential customers. Juan and Natalia should call the General Counsel for confirmation.

16| TDY Global Code of Ethical Business ConductRESPECT
We will treat our colleagues with respect and dignity, and we will maintain a safe, fair andinclusive work environment.
Teledyne takes pride in its diverse workforce and recognizes that its continuing successdepends on the contributions of all its employees. We expect our employees to treat eachother with dignity, respect and fairness. Our goal is to maintain a safe, hospitable andinclusive work environment in which every employee is encouraged to contribute to thesuccess of the Company. Supervisors have a special responsibility to ensure theexistence of a positive work environment for all employees.

■ Employment Practices

The Company is committed to complying with all laws pertaining to employment
practices, including all laws related to discrimination, privacy, immigration and wage
and hour restrictions.
Teledyne employees must respect and comply with the employment laws that apply to eachof our locations. Teledyne employees must not use or facilitate forced labor or child labor.
Teledyne employees must not engage in unlawful discrimination on the basis of race, color,
national origin, religion, gender, age, sexual orientation, marital status, veteran status ordisability. Teledyne is committed to a workplace free from discrimination, and the Company
will not tolerate discriminatory conduct. Teledyne supports efforts to eliminate humantrafficking and slavery and requires the same commitment of our suppliers.
Teledyne employees must safeguard confidential and personally identifiable information
regarding the Company’s employees and only may disclose such information to others
who have a legitimate business need for such information. Employees who handle suchinformation also must ensure that they comply with relevant laws and regulations regarding
the protection, disclosure and transmission of that information.
TDY Global Code of Ethical Business Conduct |17

RESPECT

Consistent with relevant laws, Teledyne employees responsible for hiring must ensure that
any individuals hired or retained by the Company meet any applicable residency and otherwork eligibility requirements as well as trade compliance requirements.
Teledyne employees responsible for setting working hours and wages must ensure that
the Teledyne company at which they work complies with relevant laws when making thesedecisions.
n Health and Safety

Teledyne is dedicated to the provision of a safe and healthy work environment. All Teledyne
employees are required to follow workplace policies and procedures to ensure a safe work
environment and to report immediately all unsafe working conditions or activities alongwith all injuries or accidents that occur in the workplace.
The Company strives to maintain safe working conditions that meet or exceed the relevant
standards for occupational health and safety.
All employees are responsible for being familiar with and following the Company policies andprocedures regarding occupational health and safety. Teledyne employees shall promptly
report any unsafe conditions and any workplace injuries or accidents. Any employee witha concern about occupational health or safety or who becomes aware of a workplace
injury or accident should notify his or her supervisor or the occupational health and safety
representative for that facility. If the issue is not addressed, the employee should report it to
the General Counsel, the Chief Compliance Officer, the Ethics Hotline at (877) 666-6968, oronline at www.teledyne.ethicspoint.com.
Teledyne managers have a special obligation to ensure that the facilities they manage provide
a safe and healthy work environment. They also have a special duty to encourage employees
to report health or safety concerns and to encourage them to make recommendations forsafety improvements.

18| TDY Global Code of Ethical Business Conduct

SITUATION: Aalin is a program manager at her Teledyne company. A renovation project is

RESPECT

underway at the facility and an outside company has contract workers on-site. As she is walking
down a hallway, she sees one of the contractors getting ready to work on an electrical outlet. Oneof the contractor’s colleagues asks him if he turned off the breaker before beginning the work. The
contractor replies that he does not have time to turn off the breaker, because he only has an hour
to get the job done.

RESPONSE: Although Aalin thought Selena is not responsible for the occupational health andsafety program at her Teledyne company, she should take action. She should tell the contractor to
wait before he performs any work. She should then contact her facility’s occupational health andsafety representative to address the situation.

n Harassment, Threats and Violent Behavior

The Company is committed to providing a work environment that is free from harassment,
threatening behavior and violence. The Company will not tolerate such conduct. Every
employee has a responsibility to report such behavior.
All employees are required to conduct themselves in a professional and respectfulmanner. No employee shall engage in any harassment, threatening behavior or violencein the workplace. Any harassment, bullying, threatening behavior or violence committed off
Company premises but deemed to be work related also is prohibited.
Inappropriate conduct toward another person that creates an intimidating, hostile oroffensive work environment constitutes harassment. Harassing conduct can include
physical actions, verbal remarks or messages. It can include, but is not limited to, sexual
harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual
favors, or other verbal or physical conduct of a sexual nature. All forms of harassment caninterfere with an employee’s performance or adversely affect the workplace environment.
Such conduct may result in disciplinary action, including termination of employment.

Any employee who observes, discovers
or experiences harassment, bullying,
threatening behavior or violence should
immediately report it to the facility’s
Human Resources Administrator or the
Corporate Ethics Resources on Page 2.
Such conduct also can be reported
anonymously through the Ethics Hotline
at (877) 666-6968.

TDY Global Code of Ethical Business Conduct|

19

RESPECTn Drugs and Alcohol

Teledyne employees may not possess, distribute, use or be under the influence of illegal
drugs while on Company property or time. Teledyne employees also may not be under the
influence of alcohol or misuse over-the-counter medicine or prescription drugs while on
Company property or time.
To ensure a safe work environment, Teledyne seeks to maintain a workplace free fromindividuals whose decision-making capabilities are impaired by intoxicants. No Teledyne
employee may possess, distribute, use or be under the influence of illegal drugs while on
Company property or time. In addition, Teledyne employees may not be under the influenceof alcohol or misuse over-the-counter medicine or prescription drugs while on Company
property or time.
Any use of illegal drugs or misuse of alcohol, over-the-counter medicine or prescription
drugs, wherever conducted, that prevents an individual from performing his or her duties
safely and satisfactorily shall be subject to investigation. Such conduct may result in
disciplinary action, including termination of employment.
Subject to relevant laws, Teledyne may use testing programs to detect illegal drug use andmay consider illegal drug use in making decisions related to employee hiring, rehiring andretention.

n No Retaliation

Teledyne does not tolerate retaliation for “good faith” reporting. Teledyne prohibits
retaliation against anyone who makes a “good faith” report of a violation of the code,
company policy or who participates in the investigation of such a matter.
A “good faith report” means that you believe the report to be true and you have disclosed
everything you know about it. If you believe you have been subject to retaliation, you shouldreport it immediately to the General Counsel or the Chief Compliance Officer. Any Teledyne
employee who engages in such retaliation is subject to disciplinary action, up to andincluding termination of employment.

20| TDY Global Code of Ethical Business ConductRESPONSIBILITY
We will strive to grow and to protect the Company’s value by acting in the best interests of
the Company and its stockholders.
Our stockholders own the Company. In everything we do, it is critical that we maintain theirconfidence and trust and advance their interests. As employees, we are committed to two
overarching objectives: growing the value of the Company and protecting that value. Those
goals should be pursued by always acting in the best interests of the Company and byfollowing the principles set forth in this Code. That includes operating our businesses in a
responsible and lawful manner.
n Financial Reporting: Accounting, Auditing, Internal Controls

and Disclosure Matters

It is the Company’s policy to maintain accurate and complete financial records that meetthe requirements of relevant laws, rules and regulations. Teledyne employees have an
obligation to ensure the accuracy of such records and to report any instances of inaccurate
records or suspected fraud.
The Sarbanes-Oxley Act was enacted in the United States to protect investors by improving
the accuracy and reliability of public companies’ disclosures (i.e., the financial reports thatare routinely required by United States federal securities laws). The Company is committed
to maintaining accurate and complete records, and Teledyne employees must ensure that our
financial statements are timely and not misleading. All Company records must accuratelyreflect the true and complete nature of each transaction. The Company prohibits false or
misleading entries in our records and adheres to generally accepted accounting principles.

Any employee having information
concerning any unrecorded fund or asset
or any prohibited act related toaccounting, auditing, internal controls
or disclosure matters must promptly
report such matter to the Company’s
Sarbanes-Oxley Disclosure Committee
or one of the Ethics Resources listed on
page 2.

TDY Global Code of Ethical Business Conduct|

21

RESPONSIBILITY

Because the shares of the Company are traded on a United States stock exchange, allemployees are required to follow the requirements of the Sarbanes-Oxley Act, regardless of
the location at which they work.
The Company’s policy requires the following:• No undisclosed or unrecorded fund or asset of the Company will be established forany purpose• No false or misleading entries will be made in the books or records of the Company
for any reason• No employee will assist in any arrangement that results in any false or misleading entry• No payment or expenditure of the Company will be made without requisite priorapproval and supporting documentation• No payment or expenditure will be made if any part of the payment or expenditure is
to be used, directly or indirectly, for any purpose other than that expressly describedby the supporting documentation.
Teledyne maintains a Sarbanes-Oxley Disclosure Committee. Among its tasks, the Committee
is intended to be used as an additional resource for employees to raise questions regarding
accounting, auditing, internal controls and disclosure matters. Any employee with questions
or concerns regarding such matters can contact the Ethics Hotline at (877) 666-6968 or visit
www.teledyne.ethicspoint.com to communicate concerns to the Committee. The Committee
also can be contacted in writing at:
Teledyne Sarbanes-Oxley Disclosure Committee
Teledyne Technologies Incorporated
1049 Camino Dos Rios
Thousand Oaks, CA 91360
One important type of financial record is employee time charge reporting, which supports
multiple functions in the Company such as payroll and direct billing to customers. On
government contracts, incorrect billing based on false time charges can be a criminal
offense. Each employee who is responsible for reporting time worked must accurately reporthis or her time with the proper charge numbers.

SITUATION: Mehrdad is the shipping manager for his Teledyne company. It is the last day ofthe quarter. He gets called to the office of one of the sales managers and is asked whether aparticular shipment will be ready by the end of the day. Mehrdad says that the shipment will not
be ready. As he is leaving, Mehrdad hears the sales manager tell his colleague not to worry about
his quarterly bonus, because they’ll just include this shipment on the list of shipments sent thismonth anyway.

RESPONSE: Mehrdad should report the situation to his supervisor, his company’s Director of
Finance, his facility’s Ethics Officer, the Ethics Resources listed on Page 2, the Ethics Hotline at(877) 666-6968 or online at www.teledyne.ethicspoint.com.

Falsifying documents can expose theCompany and the persons involved tosignificant criminal penalties,
including fines and imprisonment. No
Teledyne employee shall engage insuch conduct.

n Accurate Business Records

It is the Company’s policy to maintain accurate business records. Each employee shall ensure
the accuracy of business records that he or she generates.
Teledyne employees shall ensure that accurate information is recorded in Company businessrecords. No Teledyne employee shall falsify a business record or condone such conduct.
Any Teledyne employee who becomes aware of an incident of falsified records must report itto the Corporate Ethics Resources on Page 2 or the Ethics Hotline.

22| TDY Global Code of Ethical Business ConductRESPONSIBILITYn Cooperation with Investigations

Every employee has an obligation to cooperate with investigations or requests for
information when notified of such an obligation by Company management or auditors.
Destroying or withholding records orTeledyne employees have a duty to cooperate with requests for information when such
requests are received from Company management or auditors or when legitimate requests
for information are received by the Company from governmental authorities. No Teledyne
employee shall falsify, destroy or conceal documents when such documents have beenrequested. In addition, no Teledyne employee shall make false or misleading statements orwithhold information from management, auditors, or government investigators or officials.
Any employee who becomes aware of such conduct shall report it to the General Counsel.
It is our policy to cooperate with any reasonable request of government investigators at any
level and in any of our locations. At the same time, Company employees are entitled to thesafeguards provided by applicable law, which may include the representation of counsel wheninvestigators are seeking information concerning Company operations for enforcement orinvestigatory purposes. To enable the Company to respond appropriately, any representativeof any government agency who requests to interview an employee or seeks Company data,
copies of Company documents or access to Company files should be referred to the GeneralCounsel. In addition, any employee that receives notice of a governmental investigation
involving the Company must contact the General Counsel immediately.

engaging in conduct to obstruct agovernmental investigation can
expose the Company and those
persons involved to significant
criminal penalties, including fines
and imprisonment. No Teledyne
employee shall engage in suchconduct.

The Company strictly prohibits any
act of theft, fraud or any other similar
violation of the law. Any employee who
becomes aware of theft or fraud,
regardless of value, must report itto his or her supervisor or one of the
Ethics Resources listed on page 2.
Supervisors who become aware of suchn Protection of Property, Records and Information

conduct shall immediately contact theTeledyne will operate its business in a manner that ensures the protection of Company
property, records and information.

Company’s Chief Compliance Officer or
the General Counsel. Such acts will bethoroughly investigated and appropriate
disciplinary action will be taken, up

á Protection and Use of Company Assets

to and including termination. All

Teledyne’s stockholders ultimately own the Company’s assets and each of us has animportant obligation to protect and preserve the value of those assets. Accordingly,
each Teledyne employee shall ensure that Company property, records and information
are safeguarded from waste, damage, theft or other loss. This obligation includes taking
reasonable steps to protect such assets and reporting any suspicious behavior to thesecurity officer at the employee’s Teledyne facility.

employees are required to cooperatewith such investigations. Teledyne will
not tolerate retaliation against any
employee who reports fraud, theft, wasteor misuse of the Company’s assets.

Company assets should only be used for business purposes, except in cases in which
limited personal use is permitted under Company policy.

TDY Global Code of Ethical Business Conduct|

23

RESPONSIBILITY

á Company Confidential Information
It is important for all employees to safeguard the Company’s confidential informationand to refuse any improper access to this information. Confidential or proprietary
information of our Company, and of other companies, includes any information that is not
generally disclosed and that may be useful or helpful to competitors. We should always
be alert regarding inadvertent disclosures that may arise either in social conversations
or in normal business relations with our suppliers and customers. Safeguarding theCompany’s trade secret, proprietary and confidential information involves steps such as:• Not discussing such information in public places where the conversation may beoverheard• Observing security protocols relating to the storage and transmission of documents
and electronic data
• Limiting disclosure of such information to those employees who have a need toknow.
No Teledyne employee may disclose such information to unauthorized individuals. In
addition, each employee must execute a confidentiality agreement, under which the
obligation to protect Teledyne confidential information continues after an employee
leaves employment with Teledyne.
á Management of Business Records
Business records shall be maintained in accordance with Company records management
policies.
á Litigation Hold Notices
From time to time, Teledyne employees may be directed to preserve records, which
includes electronic records, related to litigation or to an investigation. It is essentialthat Teledyne employees strictly follow such guidance. Any Teledyne employee who isdirected to preserve records related to litigation or to an investigation shall preserveand not destroy such records. Questions on legal holds should be directed to Teledyne’s
General Counsel.
n Use of the Company’s Computers and Electronic Systems

The Company’s computers and electronic systems are to be used primarily for businesspurposes and shall not be used for inappropriate purposes.

24| TDY Global Code of Ethical Business Conduct

The Company’s communications and computer systems are the property of the Company andare to be used primarily for business purposes. These systems include computers, e-mail,
Intranet and Internet access, telephones, mobile devices and voicemail. Such systems
should only be used for business purposes, except in cases in which limited personal use ispermitted under Company policy.

RESPONSIBILITY

Such systems shall not be used for inappropriate purposes, including:

Teledyne employees should not• Sending harassing, threatening, offensive, discriminatory or derogatory remarks,
messages or jokes• Installing of file-sharing or peer-to-peer networks• Conducting illegal, unethical or improper business• Engaging in excessive personal use of such systems during work hours• Downloading copyright-protected material.
The same care should be taken in composing e-mail, instant messaging and text messages
that is taken in composing any other Company document. Electronic messages are a lasting
and recoverable written record that can be easily copied and forwarded worldwide without
your consent. They also may constitute Company records.

expect privacy in any communications
or data, personal or otherwise, thatare stored or are transmitted on any
Company communication or computer
system. Subject to relevant laws, theCompany reserves the right to monitor
the use of these resources and toaccess and disclose information
stored or transmitted on such
systems. The Company may performn Insider Trading

monitoring for any legitimate business

No Teledyne employee may engage in or facilitate insider trading, including “tipping” inside
information to others.

reason and in compliance withapplicable laws.

In the course of their employment, Teledyne employees often become aware of Company
confidential, proprietary or privileged information concerning significant aspects of theCompany’s business. Such information may include Company financial results, technologicaldevelopments, potential acquisitions and similarly sensitive matters. Teledyne employees
also may become aware of similar information related to a Teledyne customer, supplier orbusiness partner.
It is a violation of securities laws for any employee to trade stock on the basis of material,
nonpublic information (commonly referred to as “insider information”) or to “tip” suchinformation to others. Information is considered “material” if it could affect an investor’s
decision whether to purchase, sell or hold the Company’s stock or the stock of one of ourcustomers, suppliers or business partners. Information is “nonpublic” until it has been
disclosed to the public and sufficient time has elapsed for the securities markets to receive
and act on the information.

TDY Global Code of Ethical Business Conduct|

25

RESPONSIBILITY

Below is a list of some of the common forms of insider information:
Teledyne employees who become

•
•
•
•
•
•
•
•
•
•

aware of any insider information about
Teledyne may not make any purchases
or sales of Teledyne stock and may not“tip” this information to anyone else,
including family members or friends.
Teledyne employees also should not
discuss insider information with
employees who do not havea need to know the information to
perform their jobs. The mere
disclosure of insider information may
be illegal and could subject thediscloser and receiver to criminal
penalties. These restrictions also
apply to the stockof a customer, supplier or business
partner about whom a Teledyne
employee learns insider information.

Earnings estimates or changes in previous earnings estimates
Stock splits
Winning or losing major contracts
Potential acquisitions
Mergers
Important technical discoveries
Significant changes in competitive position
Major litigation
Major financial transactions
Business unit or product line information that is normally not available to the public.

SITUATION: Sophie is a senior research engineer at a Teledyne company. Sophie and her teamrecently developed a new technology that the company believes will give it the leading technology
in her field and generate record revenues. At her college reunion, she is asked about her work byher college roommate. Can she discuss her recent breakthrough?
RESPONSE: No. The information about the technical breakthrough is not only Teledyne
confidential and proprietary information, but may be considered material nonpublic information of
the kind that could affect trading in Company stock.

Teledyne employees also must comply with Teledyne policies regarding stock trading, which include
restrictions on when and how the Company’s stock can be traded, when pre-clearance of stock
trades is required and similar matters. Any employee who is unsure of his or her responsibilities
related to insider trading should seek guidance from the Company’s General Counsel.
n Conflicts of Interest

Teledyne employees must avoid any situation that conflicts or appears to conflict with their
duty to act in the best interests of the Company.
Reputable business practices require the exercise of good judgment, honesty and highethical standards at all times. One reason for the Company’s success is that our employees
make independent and objective business decisions in the best interests of the Company.
Company employees must avoid any situation that conflicts or appears to conflict with their
duty to act in the best interests of the Company.
In general, a conflict of interest can occur when an employee’s personal or family interests
interfere with that employee’s ability to make sound business decisions on behalf of theCompany. Employees also must recognize situations in which an appearance of a conflict
may exist. Such instances can discredit the Company or the employee.

26| TDY Global Code of Ethical Business ConductRESPONSIBILITY

á Outside Activities
The following are examples of potential conflicts of interest:• Employment outside the company, including self-employment• Serving on the board of directors of another company• Situations in which an employee, that employee’s close friends or family members,
or a company owned by such individuals will personally profit from business
transactions with the Company• Situations in which an employee accepts a business opportunity that the employee
learns of through his or her employment with the Company or through the use ofCompany resources.

Teledyne employees must promptly reportto their supervisors any situation that may
present a conflict of interest. Teledyne
supervisors are responsible for seeking
guidance from the local Ethics Officer, theCompany’s Chief Compliance Officer or
the Company’s General Counsel. No

á Receipt of Gifts and Gratuities
Another type of conflict of interest can arise when an employee is offered items of value
from a Company supplier or customer. Employees who work directly with our suppliersand contractors have a special responsibility to avoid such actual or apparent conflictsof interest.
Teledyne employees are permitted to accept modest, incidental business meals andrefreshments or promotional items of reasonable value from the Company’s customers
or suppliers. Any such meals, refreshments and promotional items shall not be acceptedfrequently or for the purpose of providing an improper business advantage. Gifts ofcurrency or securities may never be accepted.

employee may serve as a director of acompany that is a supplier to or acustomer of the Company or pursue for
personal gain a business opportunity that
may also be of interest to the company,
unless that employee has received theapproval of the Company’s GeneralCounsel.

Teledyne employees shall not solicit gifts, meals or other items of value from customers,
suppliers or other business partners.
Any employee who is offered a gift or item of value that does not meet these guidelines
should refuse it. If the gift is delivered before it can be refused, the gift should be
returned. If it is not practical to return the gift, the employee shall seek guidance fromhis or her facility’s Ethics Officer. In many cases, it may be appropriate to donate suchgifts or use them for the benefit of other employees at a Teledyne facility.
á Direct Reporting Relationships

It is always appropriate for an employee
to seek guidance in any situation inwhich he or she anticipates gifts, meals
or entertainment may be offered by acustomer, supplier or other business
partner or in a situation in which a gift

Employees must also avoid relationships that could adversely affect or have theappearance of affecting their judgments or actions in performing their duties for theCompany.
This includes, but is not limited to, directly or indirectly hiring, promoting or supervisinga family member or close friend or engaging in a romantic relationship with an employeewith whom there is a reporting relationship. Anyone who becomes aware that such a
conflict of interest exists must disclose the situation to their supervisor or the Company’s
General Counsel, or report it through the Ethics Hotline at (877) 666-6968 or online atwww.teledyne.ethicspoint.com.

has been delivered to the employee.

To avoid conflicts of interest, theCompany prohibits Teledyne employees
from personally accepting a gift or
gratuity of significant value from a
Company supplier or customer that could
influence a decision with respect to that
supplier or customer. Examples include
cash or cash equivalent, meals, drinks,
lodging, entertainment, transportation,offers of employment, loans or otheritems of value that may influence thebehavior or decision-making of an
employee.

TDY Global Code of Ethical Business Conduct|

27

RESPONSIBILITYn

Social Media
When using social media, Teledyne employees must be fair and courteous to all Teledyne
employees and stakeholders.
SITUATION: Martha, a Teledyne employee, is angry with her supervisor for not giving her extra
days off so that she can visit her boyfriend, who lives in a different state. Martha decides toretaliate by posting on her blog that her supervisor has carried on fraudulent activities along withother key staff at Teledyne, even though Martha knows these allegations are not true. Martha brags
to Bob, a fellow Teledyne employee, about the false accusations she made against her supervisor
in her blog.
RESPONSE: Bob should tell his supervisor, his facility’s General Manager or his facility’s Ethics
Officer about Martha’s actions. If anonymity is desired, Bob should call the Ethics Hotline at (877)666-6968.

While the Company respects the rights of employees to use social media, those who makeinappropriate postings that include discriminatory remarks, harassment, threats of violenceor other unlawful conduct will be subject to discipline, up to and including termination.
Employees should keep in mind they are more likely to resolve work-related complaints byhandling them directly rather than by posting them on a social media outlet.
Employees shall never post any information that they know to be false about Teledyne, fellow
employees, customers, suppliers, competitors or other Company stakeholders, whether or
not such activity involves the use of Company assets or time.
n Responses to Inquiries

Only employees who have been given specific authorization by the Company may
communicate on the Company’s behalf in response to inquiries outside the course of normal
communications with customers, suppliers and business partners.
It is essential that disclosures of information on the Company’s behalf be accurate andproperly authorized by Company management. For that reason, the Company has authorizedcertain employees to speak on its behalf when contacted regarding matters outside thecourse of normal communications with customers, suppliers and business partners. Any
Teledyne employee who receives such a contact should refrain from providing information
unless they have been specifically authorized to do so. Below are specific examples of how
certain inquiries should be handled:• Inquiries from securities analysts should be referred to Teledyne’s Executive Vice
President, Strategy and Mergers & Acquisitions• Inquiries from members of the media should be referred to the Executive Vice
President of Strategy and Mergers & Acquisitions or the designated public affairs
spokesperson for the relevant Teledyne facility, if one has been designated

SITUATION: Guido is the head of Business Development of a Teledyne company. A local reporter
contacts him about a rumor that the company may be significantly expanding its operations andfacilities in that area.

RESPONSE: Guido should refer the reporter to his facility’s authorized spokesperson or to
Teledyne’s Vice President of Strategy and Mergers & Acquisitions.

28| TDY Global Code of Ethical Business ConductRESPONSIBILITY• Inquiries from government officials seeking information outside the context of an existing
contract or business relationship should be referred to the Chief Compliance Officer or
the General Counsel. Teledyne’s policy is to cooperate fully with appropriate requests
for information by governmental entities but such responses must be coordinated.
n

Political and Charitable Activities
Teledyne employees shall not engage in political activities on the Company’s behalf before
having received approval for such activities from the Company’s Chief Compliance Officer.
Political activities, including political contributions, are subject to numerous laws that varydepending on the country or state and the level of government involved. Such activities
may trigger certain registration or disclosure requirements or may be unlawful. For thosereasons, no Teledyne employee may use company funds, resources, facilities or services
for any political purpose or engage in any other political activity on the Company’s behalf
without prior approval from the Company’s Chief Compliance Officer.
Charitable contributions with Company funds may only be made in accordance with Teledyne
policies.

nApprovals and Authorizations
Teledyne employees shall follow all Company policies and procedures related to approvals
and authorizations for business activities.

Any employee who believes thatbusiness activities are being conductedwithout appropriate Company approvals
or authorizations shall contact one of

The Company has various policies and procedures that govern who can authorize andapprove certain business transactions, including, but not limited to, purchases, contracts,
leases, personnel actions and other business activities. These authorizations and approval
processes are critical in ensuring that we maintain appropriate controls over the use of theCompany’s assets. Teledyne employees are required to be familiar with and to follow therelevant policies and procedures. No Teledyne employee shall approve a transaction unlessthat individual is authorized to do so under such policies and procedures.

the Ethics Resources listed on page 2.

TDY Global Code of Ethical Business Conduct|

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CITIZENSHIP
We will conduct our business in a manner consistent with the well-being of the communities
in which we work and of those who buy and use our products.
Teledyne employees respect the communities in which we work and the customers to whom
we sell our products. We strive to make positive contributions to those communities andto sell high-quality products to our customers. We also are committed to compliance withenvironmental, health and safety laws and require the same commitment to be made by
our suppliers.
n Environmental Responsibility

Any Teledyne employee who discovers
an environmental condition thatappears to be a violation of law or
regulation shall promptly report

Teledyne will operate its businesses in full compliance with all applicable environmental
laws and regulations. Teledyne employees also must comply with the Company’s corporate
environmental management guidelines.

the condition to the Environmental
Health and Safety Manager for thatfacility or to the Company’s GeneralCounsel. Prompt reporting may allow
Teledyne to take action in order toavoid or limit harm to the environment,
property and individuals. In addition,certain laws and regulations require
prompt reporting of environmental
conditions, and the failure to makesuch reports in a timely manner
can lead to penalties and fines.

30

Teledyne will maintain and operate its businesses in an environmentally responsible manner.
Teledyne’s policy includes full compliance with applicable environmental laws and regulations,
including, but not limited to, obtaining required environmental permits, providing required
environmental reports, properly controlling air emissions and properly disposing of chemicals
and waste products. Teledyne employees also are required to comply with the Company’s
corporate environmental management guidelines, a copy of which is available on the Teledyne
Intranet https://corporate.tdyportal.com/companyInfo/Pages/EHSPolicies.aspx.
No Teledyne employee shall knowingly violate an environmental law or regulation or direct
another to do so.
Teledyne recognizes the importance of the environment and natural resources andencourages its employees to embrace their responsibility to society when using and planningthe use of natural resources. Teledyne employees should take an active role in discoveringand implementing means to prevent harm to our environment and to our natural resources.

| TDY Global Code of Ethical Business ConductFor example, we can reduce the Company’s environmental impact in several ways, including:
•
•
•
•
•

Recycling waste materials
Using nontoxic substances
Minimizing the creation of waste
Disposing of all waste in a safe and responsible manner
Minimizing the impact of facility operations on the quality of our air, water and land.

CITIZENSHIPSITUATION: Maartje is a member of the facilities staff of a Teledyne company. During a routine
perimeter check, she notices a pipe leaking behind the facility. The leak is small but a stream ofliquid can be seen from the building to the edge of the parking lot. The liquid appears to be water
but she does not know what it is or from where it is generated.

RESPONSE: Maartje should immediately notify the Environmental Health and Safety
Representative for her facility. Even if the discharge is water, environmental laws and regulations
may be implicated and remedial actions may be necessary.

Employees are encouraged to make suggestions regarding improvement to the Company’s
practices with respect to the environment.
n Product Quality and Safety

Any Teledyne employee who believes a

Teledyne employees involved in the manufacture of products or the delivery of services mustensure that the relevant quality and manufacturing policies and procedures are followed.

product or service is not meeting
applicable quality standards must
notify his or her supervisor or one of the
Ethics Resources listed on Page 2. In

Teledyne’s positive reputation and the value of the Company are founded on the delivery ofhigh-quality products and services. We must constantly strive to ensure that we maintainthat standard and, consistent with our core values, deliver customer satisfaction.

addition, any Teledyne employee who
becomes aware of a potential productor service safety concern must notify
the General Counsel immediately.
Expeditious notification of suchconcerns can allow the Company totake quick action to correct issues andmake any notifications needed toensure the safety of those who
rely on our products and services.

TDY Global Code of Ethical Business Conduct|

31

CITIZENSHIP

Each Teledyne employee involved in the manufacture of products or in the delivery of services has
an obligation to ensure that the relevant quality and manufacturing policies and procedures arefollowed. Employees are encouraged to suggest ways to improve the Company’s manufacturing
processes in order to enhance the quality of our products.
■ Supplier Conduct

Teledyne seeks to only obtain services and supplies from companies that adhere to legal andethical business practices.
Teledyne is committed to obtaining supplies and services from companies that conduct theirbusinesses in a lawful and ethical manner. Teledyne’s expectations for suppliers are set forth in the
Company’s Ethics Code of Conduct for Service Providers. Among other things this includes suppliers
who do not condone forced labor, slavery or human trafficking. Teledyne will take appropriate action
with respect to any supplier who does not meet the standards articulated in that Code of Conduct.
Any Teledyne employee who becomes aware that a supplier is failing to meet those standards must
report it to must report it to his or her supervisor, the Company’s Chief Compliance Officer, theSenior Ethics, Anti-Corruption and Compliance Counsel or through the Ethics Hotline at(877) 666‐6968 or online at www. teledyne.ethicspoint.com.
■ Intellectual Property

Teledyne employees must respect the intellectual property rights of others and comply withall relevant laws and regulations.
Teledyne respects the intellectual property rights of others. Teledyne employees are required to comply
with applicable laws and regulations related to patents, copyrights, trademarks and trade secrets.
Teledyne employees must refuse to accept any improper access to confidential or proprietary
information of any other company, including our competitors.
SITUATION: Paulo is the business development director for a Teledyne company. The company
is considering retaining Gerard as an independent sales representative. Gerard tells Paulo that
he once represented one of the Company’s chief competitors. Gerard says that he would be agreat sales representative for Teledyne because he has the competitor’s unpublished drawing of a
product that it intends to introduce to the market soon.
RESPONSE: Gerard should not be retained as a sales representative. Teledyne does notwant improper access to confidential information of its competitors. Paulo should contact theCompany’s General Counsel for additional guidance.

32| TDY Global Code of Ethical Business Conduct

TELEDYNE TECHNOLOGIESEverywhereyoulookTM

I have received, read and understand the Teledyne Technologies
Incorporated Global Code of Ethical Business Conduct and acknowledge
that I will abide by the Code.

Name

Company Name

Signature

Date

Please sign and return this form to the Company point of contact thatprovided the Code to you.

TDY Global Code of Ethical Business Conduct|

33

NOTES

34| TDY Global Code of Ethical Business Conduct

We will conduct our business inaccordance with all applicable laws
and regulations and with the highest
standards of ethics and honesty.

TDY Global Code of Ethical Business Conduct

|

35

0532
1/2024

Copyright © 2024 Teledyne Technologies
Incorporated All Rights Reserved