##### 



Exhibit 99.3



(LCC LOGO)







LCC International, Inc.





Corporate Standards of
Conduct



| |  |                        
| |  | -----------------------
|
| |  | Effective November 2002



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##### 



(LCC LOGO)



CORPORATE STANDARDS OF CONDUCT

The following standards of conduct apply to the employees of LCC
International, Inc. and each of its subsidiaries, divisions and operating units
(all such companies, partnerships, subsidiaries, operating units and divisions
are referred to collectively herein as the Company).

Business Ethics in General



| |  |  | Ethical business conduct requires more than mere adherence to legal
requirements. Company directors, officers and employees must always
choose the course of the highest integrity in matters involving the
Companys business. These Corporate Standards of Conduct are intended as
a guide for ethical conduct in particular situations.
| |  |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Accounting Records/Reporting Business Information



| |  |  | All employees must strive to ensure that the Companys records and written
or oral reports are accurate. Any falsification is strictly prohibited.
Any employee who becomes aware of any falsification shall report it
promptly.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Code of Ethics for Senior Financial and Executive Officers



| |  |  | Each Senior Financial Officer and Executive Officer must always conduct
him/herself in an honest and ethical manner in full compliance, in both
letter and spirit, with the Companys policies and rules related to
ethical conduct detailed in these Corporate Standards of Conduct and all
applicable governmental rules and regulations including, without
limitation, the rules and regulations of the US Securities and Exchange
Commission (SEC) relating to disclosures and financial reporting. Any
waiver of a policy or rule of the Companys Code of Ethics for Senior
Financial and Executive Officers must be promptly disclosed as required by
law or regulation of the SEC.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Company Private and Proprietary Information



| |  |  | Without the authorization of a Company officer, no employee shall (i)
reveal non-public information about the Company which investors might deem
significant, or (ii) proprietary information about the Companys
operations, products, services, customers or technology, etc., nor shall
any employee use any such information for personal gain. Similarly,
employees must respect the confidentiality of proprietary information of
other entities, and any form of industrial espionage is strictly
prohibited.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Activity Relating to the Companys Securities



| |  |  | Employee investment in the Companys securities is desirable and is to be
encouraged. Company directors, officers and employees must invest with
caution, however, and must not make use of inside information in their
investment decisions.
| |  |  | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |   |                        
| | - | -----------------------
|
| | 2 | Effective November 2002



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Dealings with Government Entities



| |  |  | Rules applicable to contractors furnishing products or services to
government entities, including the U.S. Government, are considerably
stricter and more extensive than commercial rules. Strict compliance is
essential, especially regarding gratuities, marketing, employment of
government employees and consultants, kickbacks and bribes.
| |  |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Company Involvement in the Political Process



| |  |  | The Company encourages individual employees to participate in the
political process on their own time and with their own resources, but
federal law prohibits corporations from making contributions related to
elections to federal offices. Similar restrictions apply in many states
regarding state and local elections. Lobbying may be permissible, but
shall only be conducted with the prior approval of the Companys Chief
Executive Officer, and the Company will make no payment of any kind to any
public official for the purpose of influencing any act or decision,
whether related to the business of the Company or not.
| |  |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Conflicts of Interest



| |  |  | Commercial transactions must be based on fair and unbiased decisions.
Strict rules must be observed for gratuities. In addition, employees must
disclose any personal interest (i) in any transaction involving the
Company, or (ii) in any competitor of the Company, to the Companys
General Counsel. Business opportunities relating the Companys business
must first be offered to the Company before employees act on them for
personal or other benefit.
| |  |  | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Exporting Products or Services



| |  |  | Many products, services, technologies and data may not be exported without
a specific license. Export is defined broadly and even includes
disclosures to foreigners in the U.S. When negotiating any transaction
that may involve an export, allow sufficient time for obtaining a license,
which may take several months in some cases. Specific questions may be
addressed to the Legal Department.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Foreign Corrupt Practices Act



| |  |  | The Foreign Corrupt Practices Act contains specific prohibitions against
bribery and corresponding accounting requirements applicable to doing
business abroad. All Company directors, officers and employees are
expected to follow the Companys compliance policy, and to conduct
themselves in accordance with the law.
| |  |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Antiboycott Compliance Policy



| |  |  | It is the policy of LCC to comply in all respects with the U.S. laws and
regulations relating to the Arab boycott of Israel (the antiboycott
law).1 Consistent with this policy, any employee who receives a request,
whether written or oral, to comply with this boycott must be reported to
| |  |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



---

1 The United States currently considers the following countries as
participants in the Arab boycott of Israel: Bahrain, Iraq, Kuwait, Lebanon,
Libya, Oman, Qatar, Saudi Arabia, Syria, the United Arab Emirates, land Yemen.
Jordan ended its primary boycott of Israel as an official matter, but private
entities in that country may continue to make boycott-related inquiries.


| |   |                        
| | - | -----------------------
|
| | 3 | Effective November 2002



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| |  |  | his or her supervisor so that LCC is able to fulfill its legal obligation
of reporting to the relevant United States Government agency in a timely
manner.
| |  |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------

Equal Employment



| |  |  | The Company forbids employment discrimination of any kind and complies
with all applicable laws and regulations prohibiting employment
discrimination. The Companys detailed policies regarding equal
employment and affirmative action are available from the Human Resources
Department.
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Sexual Harassment



| |  |  | Sexual harassment is defined to be any unwelcome sexual advance, request
for sexual favors, or other verbal or physical conduct of a sexual nature
when (i) submission to such conduct is an explicit or implicit condition
of employment, (ii) submission to or rejection of such conduct is a basis
for employment decisions, or (iii) such conduct has the purpose or effect
of unreasonably interfering with an individuals work performance or
creating an intimidating, hostile or offensive work environment. Sexual
harassment by Company directors, officers or employees is strictly
prohibited. In addition, the Company will not condone any sexual
harassment of an employee by any personnel of a client, vendor or other
person or entity whose relationship to the employee is through the
business of the Company. Any person who is a victim of sexual harassment,
or who witnesses sexual harassment, should immediately report it. A
prompt investigation will be conducted and, if improper conduct is found,
appropriate disciplinary action, up to and including discharge, will be
administered.
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Drugs and Alcohol



| |  |  | ILLEGAL DRUGS are always prohibited (i) on Company premises, (ii) in
Company vehicles, (iii) while working, (iv) while on Company travel, and
(v) at Company sponsored events.                                                                                                                                                                                                            
| |  |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | LEGAL DRUGS (prescriptions and over-the-counter medications), if they pose
a significant safety risk to the employee or others, or if they are used
illegally, are prohibited (i) on Company premises, (ii) in Company
vehicles, (iii) while working, (iv) while on Company travel, and (v) at
Company sponsored events.                                                                  
|
| |  |  | Consumption or being under the influence of ALCOHOL is strictly prohibited
(i) on Company premises during the workday (except at certain
Company-sponsored events, as explained below), (ii) in Company vehicles,
and (iii) while working. The Company may permit alcohol in moderation at
certain Company-sponsored events, but each employee must limit his or her
intake appropriately.
|
| |  |  | A copy of the Companys detailed policy regarding a drug-free workplace is
available from the Human Resources Department. Employees seeking
assistance relating to substance abuse are encouraged to make use of the
Companys Assistance Program.                                                                                                                                       

Corporate Communication Policy

| |   |                        
| | - | -----------------------
|
| | 4 | Effective November 2002



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| |  |  | The Company strives to present to its customers, shareholders, employees,
and to the community, a consistent image of integrity, competence, quality
and professionalism. All communications must be properly coordinated and
presented in a fair, accurate and truthful manner, consistent with the
Companys ethical and legal obligations.
| |  |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Internal Reporting and Whistleblowers Policy



| |  |  | The Company strives to create an environment in which employees openly
communicate with management regarding (i) potential violations of the
Companys Corporate Standards of Conduct by any employee of the Company,
(ii) concerns about the Companys accounting or record keeping practices,
honesty in business dealings or communication with its shareholders,
employees, customers, vendors and the public, or (iii) any other matter
believed to violate any law or regulation, including securities laws,
Company policy, or which may constitute fraud against the Companys
shareholders. Retaliation or discrimination as a result of such
communication or disclosure is strictly prohibited.
| |  |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Compliance and Disciplinary Action



| |  |  | The Company may take disciplinary action against any employee who
willfully violates or circumvents any of the established Standards of
Conduct, or in other appropriate circumstances.
| |  |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |   |                        
| | - | -----------------------
|
| | 5 | Effective November 2002



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BUSINESS ETHICS IN GENERAL

Ethical business conduct requires more than mere adherence to legal
requirements. Company directors and employees must always choose the course of
the highest integrity in all matters involving the Companys business. These
Standards of Conduct are intended as a guide for ethical conduct in particular
situations and they must be adhered to at all times.

Policy Description



| |  |  | A societys minimum expectations of its citizens, individual and
corporate, are expressed through its laws. Legal business conduct
obviously requires strict adherence to all applicable laws. Ethical
business conduct  which is the proper expectation of the Companys
shareholders, directors, management and the public  requires more. Even
where the law is permissive, it is the policy of the Company to choose
the course of the highest integrity, and to adhere to a single high
standard of integrity everywhere the Company does business. The Company
expects and requires ethical behavior at all times and in every
situation, regardless of pressures we may sometimes face to act
unethically. The Company believes honesty and principled conduct are not
subject to criticism in any culture or in any business setting.
Accordingly, the Company intends to conduct its business in a manner that
is at once lawful, ethical and fair to each of its constituencies, i.e.,
its shareholders, employees, customers, suppliers and the public. It
expects no less from its employees. By acting with this fundamental
commitment in mind, each employee strengthens the Companys reputation
for fair, honest and irreproachable business dealings, which is a
priceless Company asset.
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | In practical terms, the Company cares how it gets results. Improvements
in sales, earnings, and the caliber of the Companys products and
services are not acceptable if the price is unlawful, or the behavior is
unscrupulous. Fair dealings with our customers and suppliers, both
governmental and private, are essential. Honesty in accounting, record
keeping and the dissemination of Company information is indispensable.
Avoidance of situations that could raise conflicting interests is
paramount.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             

Standards and Prohibitions



| |  |  | The Company publishes Standards of Conduct from time to time, which
address various aspects of business conduct and apply the Companys
commitment to ethical business dealings in particular situations. These
Standards of Conduct should guide the decisions and actions of our
employees, and contain specific prohibitions to eliminate uncertainty as
to what the Company expects.
| |  |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |   |                        
| | - | -----------------------
|
| | 6 | Effective November 2002



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| |  |  | These Standards apply to all directors and employees of the Company.
Each supervisor must make every effort to ensure that all current and new
employees under his or her supervision understand these Standards and are
responsible for their business behavior. In addition, all supervisors
must demonstrate their own commitment by conducting themselves and
managing their departments in accordance with these Standards.
Compliance with the provisions of these Standards is one of the criteria
by which the performance of all levels of supervision will be measured.
| |  |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Integrity flourishes best where it is supported and encouraged. No
Company employee will be penalized for adhering to the terms of the
Standards and implementing directives, or for alerting management when
deviations from basic ethical policies are known or suspected. By the
same token, failure to adhere to the standards and prohibitions contained
in the Standards damages the Company, demoralizes its employees, and will
not be tolerated.                                                                                                                        

| |   |                        
| | - | -----------------------
|
| | 7 | Effective November 2002



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ACCOUNTING RECORDS/REPORTING BUSINESS INFORMATION

All employees must strive to ensure that the Companys records and written or
oral reports are accurate. Any falsification is strictly prohibited. Any
employee who becomes aware of any falsification shall report it promptly.

Policy Description



| |  |  | The integrity of the Companys accounting and financial records is based
on the validity, accuracy and completeness of the information supporting
the entries to the Companys books. Neither the Companys shareholders,
directors, officers, lawyers, accountants nor the public can make
informed decisions about the Company if this basic information contains
material omissions, falsifications, or misleading or inaccurate
statements. Therefore, all employees involved in creating, processing or
recording such information must make sure it is accurate and complete.
Moreover, any employee who becomes aware of any departure from this
Standard has a personal duty to report this knowledge promptly to persons
within the Company capable of correcting the problem.
| |  |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Similarly, care must be taken to ensure that no statement, information or
advertising disseminated outside the Company is misleading or fails to
state any material fact necessary to make the statement not misleading
under the circumstances.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       

Standards and Prohibitions



| |  |  | All employees involved in the process of creating, processing or
recording accounting and financial information must strive to ensure that
the books, records and accounts of the Company accurately and fairly
reflect the Companys operations, transactions, and acquisition and
disposition of assets. Direct or indirect falsification of such
documents, whether by alteration, destruction, intentional omission,
misstatement or otherwise, is strictly prohibited.                                          
| |  |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Any employee who becomes aware of any falsification in the Companys
books, records or accounts shall report it promptly to his or her
supervisor.                                                                                                                                                                                                                                                                                                                                                                   
|
| |  |  | No employee shall make any statement to any stockholder, director,
officer or employee of the Company, to any lawyer or accountant retained
by the Company, or to any government agency or employee, if the statement
relates to the Companys business and the employee knows or has reason to
believe that such statement is false or misleading in any material
respect, or fails to state any material fact necessary to make the
statement not misleading in light of the circumstances under which it was
made.

| |   |                        
| | - | -----------------------
|
| | 8 | Effective November 2002



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| |  |  | Any employee who has reason to believe that a statement has been made
which does not comply with these requirements shall report this promptly
to his or her supervisor.                                                                                                                                                                                                                                                    
| |  |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | All information, advertising and other statements released to the public
by or on behalf of the Company must comply with all applicable laws,
regulations, rules and established Company policies. They must not be
false or misleading in any material respect, and must not fail to state
any material fact necessary to make the information, advertising or
statement not misleading under the particular circumstances.

| |   |                        
| | - | -----------------------
|
| | 9 | Effective November 2002



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CODE OF ETHICS FOR SENIOR FINANCIAL AND EXECUTIVE OFFICERS

Each Senior Financial Officer and Executive Officer, as defined below, must
always conduct him/herself in an honest and ethical manner in full compliance,
in both letter and spirit, with the Companys policies and rules related to
ethical conduct detailed in the Corporate Standards of Conduct and all
applicable governmental rules and regulations including, without limitation,
the rules and regulations of the US Securities and Exchange Commission (SEC)
relating to disclosures and financial reporting. Any waiver of a policy or
rule of the Companys Code of Ethics for Senior Financial and Executive
Officers must be promptly disclosed as required by law or regulation of the
SEC.

Application

This Code of Ethics for Senior Financial and Executive Officers (this Code)
applies to any senior financial officer of the Company, which includes the
Chief Financial Officer, the principal accounting officer, the Company
Controller, and each principal accounting officer or persons performing similar
functions for the Company including each VP, Finance for the Companys
operating divisions, e.g., the Americas and EMEA regions (each a Senior
Financial Officer) and to the Chief Executive Officer of the Company and each
corporate officer reporting directly to the CEO, e.g., the Senior Vice
President for the Americas, the Senior Vice President for EMEA, and the General
Counsel (Executive Officer).

Policy Description

This Code is designed to promote (1) honest and ethical conduct, including
ethical handling of actual or apparent conflicts of interest between personal
and professional relationships, (2) avoidance of conflicts of interest,
including disclosure to the Companys General Counsel of any material
transaction or relationship that could reasonably be expected to give rise to a
conflict, (3) compliance with the Companys Corporate Standards of Conduct,
including this Code, and applicable government laws, rules and regulations, and
(4) full, fair, accurate, timely and understandable disclosure in the Companys
periodic reports. Each Senior Financial Officer and Executive Officer must
conduct him/herself according to these policies and seek to avoid even the
appearance of improper behavior.

Each Senior Financial Officer and Executive Officer must always conduct
him/herself in an honest and ethical manner. The Company has policies and
rules related to ethical conduct detailed in the Companys Corporate Standards
of Conduct (the Standards) that include policies and rules relating to
conflicts of interest, insider trading, corporate opportunities, completion and
fair dealing, record-keeping, confidentiality, protection and proper use of
company assets and payments to government personnel, political

| |    |                        
| | -- | -----------------------
|
| | 10 | Effective November 2002



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activities and contributions. Each Senior Financial Officer and Executive
Officer must comply with all of the policies and rules described in the
Standards.

Compliance with applicable governmental laws, rules and regulations, both in
letter and in spirit, is one of the foundations on which the Companys ethical
policies are built. Each Senior Financial Officer and Executive Officer must
understand and take responsibility to comply with the governmental rules and
regulations of the cities, states and countries in which the Company, including
each of its operating divisions and subsidiaries, operates. For example, it is
critical that each Senior Financial Officer and Executive Officer understand
the governmental rules and regulations applicable to disclosures in the
Companys periodic reports with enough knowledge to determine when to seek
advice from the Chief Financial Officer, General Counsel or other appropriate
personnel.

If a law conflicts with a policy in this Code, Senior Financial Officers and
Executive Officers are required to comply with the law; however, if a local
custom or policy conflicts with this Code, the Senior Financial Officer and
Executive Officer must comply with the Code. If you have any questions about
these conflicts, you should ask the General Counsel how to handle the
situation.

Rules to promote full, fair, accurate, timely and understandable
disclosure in the Companys periodic reports

Each Senior Financial Officer, unless otherwise indicated below, and
Executive Officer must take the following steps to ensure full, fair, accurate,
timely and understandable disclosure in the Companys periodic reports filed
with the SEC:



| | 1. |  | Each Senior Financial Officer, the Chief Executive Officer,
each Senior Vice President, the Vice President, Investor Relations
and the General Counsel, must carefully review a draft of each
periodic report for accuracy and completeness before it is filed
with the SEC, with particular focus on disclosures each such person
does not understand or agree with and on information known that is
not reflected in the report.
| | -- |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| | 2. |  | Upon request of the Companys Disclosure Committee (the
Disclosure Committee), meet its members, members of senior
management not on the Disclosure Committee, division heads,
accounting staff and others involved in the disclosure process to
discuss the draft report referred to in item (1) above.                                                                                                                        
|
| | 3. |  | Bring to the attention of the Disclosure Committee and/or the
Audit Committee of the Companys Board of Directors (the Audit
Committee), matters that such person feels could compromise the
integrity of the Companys financial reports, disagreements on
accounting matters and violations of any part of this Code.                                                                                                         

| |    |                        
| | -- | -----------------------
|
| | 11 | Effective November 2002



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| | 4. |  | Always act with the highest standards of personal and
professional integrity: do not tolerate others who attempt to
deceive, or evade responsibility for actions.                                                                                                                                                                                                                                                                                                                                                                                                                 
| | -- |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| | 5. |  | Each Senior Financial and Executive Officer must actively
support the Companys Chief Financial Officer (through fully
cooperating with periodic reviews, proactively identifying
weaknesses and providing corrective policy recommendations, ensuring
effective enforcement and compliance in his/her areas of
responsibility, and similar measures) in his/her efforts to,
establish and maintain disclosure controls and procedures that
ensure that material information is included in each periodic report
during the period in which the periodic report is being prepared.
|
| | 6. |  | The Chief Financial Officer must consult with the members of
the Audit Committee to determine whether he or they have identified
any weaknesses or concerns with respect to internal financial or
disclosure controls.                                                                                                                                                                                                                                                                                                                                                            
|
| | 7. |  | The Chief Financial Officer, principal accounting officer and
Controller must confirm that neither the Companys internal auditors
nor its outside accountants are aware of any material misstatements
or omissions in the draft report referred to in item (1) above, or
have any concerns about the managements discussion and analysis
section of the report.                                                                                                                                                                                                                 

Waivers of or changes in this Code

Any waiver of this Code for a Senior Financial Officer or Executive Officer
must be approved by the Companys General Counsel (or in the case of the
General Counsel, the Chief Executive Officer) and will be promptly disclosed as
required by law or regulation of the SEC. Any change in this Code will also be
promptly disclosed as required by law or regulation of the SEC.

Reporting any Illegal or Unethical Behavior

If a Senior Financial Officer or Executive Officer believes that actions have
taken place, may be taking place or may be about to take place that violate or
would violate this Code, he/she must bring the matter to the attention of the
Company in accordance with the procedures established under the Companys
Internal Reporting & Whistle Blower Protection Policy. Senior Financial or
Executive Officers are encouraged to talk to the General Counsel or other
appropriate personnel about observed illegal or unethical behavior and, when in
doubt, about the best course of action in a particular situation. Any
supervisor or manager who receives a report of a potential violation of this
Code must report it immediately to the General Counsel.

| |    |                        
| | -- | -----------------------
|
| | 12 | Effective November 2002



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Remedial Action

Those who violate the policies in this Code will be subject to disciplinary
action, up to and including a discharge from the Company and, where
appropriate, civil liability and criminal prosecution. If you are in a
situation that you believe may violate or lead to a violation of this Code,
follow the reporting policies described in this Code.

| |    |                        
| | -- | -----------------------
|
| | 13 | Effective November 2002



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COMPANY PRIVATE AND PROPRIETARY INFORMATION

Without the authorization of a Company officer, no employee shall reveal
private or proprietary information about the Companys operations, products,
services, customers, technology, etc., nor shall any employee use any such
information for personal gain. Similarly, employees must respect the
confidentiality of proprietary information of other entities, and any form of
industrial espionage is strictly prohibited.

Policy Description



| |  |  | Proprietary and trade secret information, such as computer software,
business strategy and plans, pricing information, and similar information
constitute some of the most valuable assets of the Company. Employees
have a legal duty to protect these assets and to treat them with the
utmost confidentiality. To maintain maximum legal protection for its
trade secrets and proprietary information, the Company strictly enforces
this confidentiality. Every precaution must be taken so that this
information is not disclosed, even inadvertently. The same respect must
be given to proprietary or trade secret information of other entities.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Standards and Prohibitions



| |  |  | No private or proprietary information of the Company may be disclosed to
unauthorized persons. Nor may it be used for the benefit of any party
other than the Company. Employees must treat all non-public Company
information with discretion and discuss it only with those within the
Company who have a need to know. Each employee should take every
possible step to preserve the confidentiality of such information. For
example:
| |  |  | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| |  | Do not discuss private or proprietary Company matters in
public places (including bathrooms and elevators) or on cellular or
cordless telephones or other devices that can be easily intercepted
or overheard. Dial carefully so that faxes are sent only to the
intended recipient.                                                                                      
| | - | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  | Do not read private or proprietary Company documents in
public places or carry them in public places in an exposed manner,
or discard them where others can easily retrieve them. Do not leave
private or proprietary Company documents where visitors can read
them, such as unattended conference rooms. Do not leave documents
behind when the conference is completed.



| |  |  | While sound business planning involves the acquisition and assessment of
information concerning the Companys competitive position, no employee
shall engage in industrial espionage, piracy of trade secrets, or
participate in any effort
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |    |                        
| | -- | -----------------------
|
| | 14 | Effective November 2002



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| |  |  | to acquire any private or proprietary information of any third party from
any other person or firm by improper means, such as:
| |  |  | ------------------------------------------------------------------------------------------------------------------------------



| |  | Any clandestine payment or other inducement offered in
exchange for such information.                                 
| | - | ----------------------------------------------------------------------------------------------------------------------
|
| |  | Any use of electronic or photographic devices in a
clandestine effort to acquire such information.                    
|
| |  | Any other practice which is unlawful, or which, if disclosed,
would reflect adversely on the Company or its employees.



| |  |  | Similarly, the Company prohibits any unauthorized copying of software,
regardless of whether developed by the Company or by third parties.
Employees must comply with all applicable license agreements.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |    |                        
| | -- | -----------------------
|
| | 15 | Effective November 2002



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ACTIVITY RELATING TO THE COMPANYS SECURITIES

Employee investment in the Company securities is desirable and is to be
encouraged. Company directors and employees must invest with caution, however,
and must not make use of inside information in their investment decisions.

Policy Description



| |  |  | The Company encourages its directors and employees to become stockholders
of the Company. Company directors and employees must recognize that
investment decisions are their own responsibility and at their own risk.
There can be no assurance that the Companys securities will be an
advantageous investment. Furthermore, trading in the Companys
securities must be done with the utmost respect for applicable law,
because of the harsh penalties for those who, even inadvertently, violate
securities laws. Company directors and employees must also maintain the
confidentiality of material inside information, because of the harm which
could occur to the Company and the investing public should such
information be improperly disclosed.
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Standards and Prohibitions

Insider Trading



| |  |  | It is illegal to purchase or sell, or take other investment actions
with respect to the Companys securities on the basis of material
inside information. It is also illegal to tip others concerning
such information. It is no excuse that the insider felt duty-bound
to trade or to disclose information (for example, as a trustee), or
that there was no intent to defraud anyone, or that the securities
involved were held in another persons account.
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Insiders



| |  |  | All persons who come into possession of material inside information
are considered insiders for purposes of the Companys policies.
Such persons may include directors, officers, employees, outside
attorneys, accountants, investment bankers, public relations
advisers, consultants, and others. The husbands, wives, immediate
families, and those under the control of insiders may also be
regarded as insiders. Where acquisition or other negotiations are
concerned, the above relationships apply to the other parties to
the negotiations as well. Finally, for purposes of the Companys
policies, insiders include tippees who come into possession of
material inside information. The Company maintains a list of
insiders who must always obtain the advance approval of the
General
| |  |  | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |    |                        
| | -- | -----------------------
|
| | 16 | Effective November 2002



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| |  |  | Counsel for transactions in the Companys securities. This list,
however, is only a guide which the Company uses to pre-clear the
securities activity of those who are most likely to possess
material inside information. At any given moment, there may be
persons on the list who are not truly insiders, and, conversely,
there may be persons not on the list who are in fact insiders.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Inside Information



| |  |  | Inside information is information relating to the Company which
has not been publicly released. Inside information includes
anything learned as a result of the employment relationship. It
may even include information about other corporations and their
securities learned as a result of ones relationship with the
Company. Examples of inside information include information about
possible mergers, acquisitions or divestitures, changes in
earnings, significant new contracts, technological breakthroughs,
major management changes, etc.
| |  |  | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Material Information



| |  |  | The U.S. Supreme Court has defined materiality rather broadly,
stating that information is material if there is a substantial
likelihood that a reasonable shareholder would consider it
important. Accordingly, a broad view of the term should be taken,
and material information should be considered to include any
information which, if publicly disclosed, might affect the market
price of the Companys securities, which might affect the
individual investment decision of a reasonable investor, or which
causes insiders to change their trading patterns. The fact that an
insider or tippee engages in a trade on the basis of particular
information which has not been made public may itself be evidence
that such information is material.
| |  |  | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Disclosure



| |  |  | No preferential treatment will be given to any shareholder,
potential investor or securities analyst. Inquiries of this sort
and those from the media should be directed to the Companys
Corporate Communications Department, which is responsible for
dealing with the financial community and the media. All interviews
must be coordinated with the Corporate Communications Department.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |    |                        
| | -- | -----------------------
|
| | 17 | Effective November 2002



---



##### 



Trading



| |  |  | Trading includes exercising options and other investment
decisions related to the Companys securities. For this reason, the
Companys employee stock plans have guidelines which are designed
to reduce the likelihood of abuse. In fact, purchasing the
Companys securities through these plans may reduce the risk of
insider trading, particularly if investments are done consistently
over an extended time period. Trading may also include investment
activity with respect to another companys securities if the
individual has material inside information about that other company
or its securities.
| |  |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Trading Guidelines



| |  |  | A Company director or employee with inside information may not
trade in the Companys securities until official announcements of
material information have been sufficiently publicized so that the
public has had the opportunity to evaluate the information. Thus,
such person may not attempt to beat the market by trading
simultaneously with, or shortly after, the official release of
material information. Also, insider trading is not made permissible
merely because material information is reflected by rumors or other
unofficial statements in the marketplace.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Certain persons are covered by specific trading restrictions.
These persons are: (a) all Company Directors, Section 16 Executive
Officers, and Vice Presidents, (b) all Controllers (corporate and
regional) or persons performing similar functions, (c) certain
members of the Finance Department, (d) all direct reports to the
Companys CEO, and (e) each Executive Assistant assigned to support
a Section 16 Executive Officer. Persons covered under this policy
may trade in LCC securities ONLY during the period beginning on the
third business day following the release of LCCs quarterly or
annual financial results and ending on the last day of the month in
which the information is released, and then ONLY after pre-clearing
the trade with LCCs Compliance Officer (currently the Companys
General Counsel). It is important to remember that ALL trades must
be pre-cleared with the Compliance Officer even when they fall
within the trading window. Trading outside the window is strictly
prohibited. The Compliance Officer is empowered to make exceptions
under very limited circumstances. Anyone having any question about
the propriety of any course of action in this area should consult
the Companys General Counsel before deciding on the appropriate
course of action.
|
| |  |  | Company Directors and Section 16 Executive Officers are subject to
numerous additional restrictions not discussed in this Standard,
and                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                            

| |    |                        
| | -- | -----------------------
|
| | 18 | Effective November 2002



---



##### 





| |  |  | should always consult with the General Counsel before engaging in
any activity with respect to the Companys securities.
| |  |  | ------------------------------------------------------------------------------------------------------------------------

| |    |                        
| | -- | -----------------------
|
| | 19 | Effective November 2002



---



##### 



DEALINGS WITH GOVERNMENT ENTITIES

Rules applicable to contractors furnishing products or services to a government
entity, including the U.S. Government, are considerably stricter and more
extensive than commercial rules. Strict compliance is essential especially
regarding the following: (i) gratuities, (ii) marketing to the Government,
(iii) employment of government employees and consultants, (iv) kickbacks and
(v) bribes.

Policy Description



| |  |  | Compliance with rules regarding gratuities, marketing to the Government,
employment of government employees, kickbacks and bribes, is required to
(i) safeguard the publics confidence in the integrity of the government
and the Company, (ii) prevent the appearance that the Company is
attempting to influence the independent judgment of the recipient,
directly or indirectly, and (iii) prevent the embarrassment of the
recipient of any gratuities, kickbacks or payoffs.
| |  |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Gratuities                                                                                                                                                                                                                                                                                                                                                                                                                                                                          
|

| |  |  | In dealings with the U.S. Government, a gratuity is any gift,
favor, discount, entertainment, hospitality, loan, forbearance, or
other item having monetary value. The Companys directors,
employees, representatives, agents and consultants are prohibited
from offering or providing any gratuity to a U.S. Government
employee (i) if the Company is doing business with the government
employees agency, (ii) if the Company is negotiating or is
expecting to do business in the future with the government
employees agency, or (iii) if the government employee is in a
position to influence an actual or potential business decision
involving the Company.
| |  |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Limited exceptions to the Companys prohibition against offering
gratuities to government employees include the following. Each
Company director and employee shall apply these exceptions with due
regard for the facts of each situation.                                                                                                                                                                                                                                                                                                                                                                                                                             



| |  | Customary exchanges of gifts between government
personnel and their friends and relatives, when the
circumstances indicate the motivating factor for the gift is
the personal relationship, rather than the business or
position of the recipient.
| | - | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  | Modest items of food and refreshment, not offered as part of a meal.                                                                                                                                                                              
|
| |  | Greeting cards and items with little intrinsic value.                                                                                                                                                                                             

| |    |                        
| | -- | -----------------------
|
| | 20 | Effective November 2002



---



##### 





| |  | Unsolicited gifts having an aggregate market
value of $20 or less per occasion, provided that the aggregate
market value of gifts received from one person shall not
exceed $50 annually.
| | - | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Marketing to the U.S. Government.



| |  |  | Company involvement with a customer prior to the beginning of any
procurement process is an appropriate marketing function. Company
personnel can discuss the qualities, characteristics and
capabilities of the Companys products or services, their
application or adaptation for an agencys use, and conditions or
terms of sale. However, marketing activities must never circumvent
procurement laws and regulations. All relationships with customers
during pre-solicitation and solicitation stages must be open, in
accordance with laws, regulations, and procedures, and clearly
attributable to the Company.
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Pre-Solicitation Marketing                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                
|



| |  |  | Employees must identify organizational conflicts of
interests, any unfair competitive advantages, and identify
all Company-prepared recommendations, reports, White Papers
or other procurement-related documentation as clearly
belonging to the Company.                                                                                                                                                                                
| |  |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Employees may review advance copies of RFP documents at the
customers written request for clarity of specifications and
acceptability of contract terms, if such material is openly
available to other contractors. Employees may solicit and
accept a sole-source order when there is no reason to believe
that there has been advance or selective release of
information by government employees on a preferential basis
to the Company.
|
| |  |  | Employees are prohibited from the following activities:                                                                                                                                                                                                                                                                                                                                                                                     



| |  | Preparing the customer solicitation
including statements or work, specifications, and
evaluation criteria.                                                        
| | - | ------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  | Presenting recommendations and
solutions to the customer in the form of White papers
which are not attributed to the Company.                                   
|
| |  | Obtaining or reviewing government
technical or budgetary data not openly available to
other concerned parties, unless under contract with the
government to do so.

| |    |                        
| | -- | -----------------------
|
| | 21 | Effective November 2002



---



##### 



| |  |  | Conduct During a Procurement
| |  |  | ----------------------------



| |  |  | No Company director, employee, representative, agent, or
consultant shall solicit or obtain information pertaining to
a competitive procurement in which the Company is or may
become a competitor and which involves (information submitted
to the government by a competing contractor that is clearly
designated as proprietary, or information which is prepared
or developed by a Company competitor for use by the
government to conduct a particular procurement, such as: bid
or proposal prices or costs; source selection and technical
evaluation plans; technical and cost or price evaluations;
competitive range determinations; rankings of offers; reports
and evaluations of source selection panels, boards, or
advisory councils; and other information explicitly marked as
source selection information.
| |  |  | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| |  |  | Post-Solicitation Activities
| |  |  | ----------------------------



| |  |  | Once a proposal has been submitted, customer contact
concerning the proposal must be made through the Legal
Department. However, Company personnel may initiate and
maintain customer contact on existing contracts in accordance
with these Standards.
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Employment of Current or Former U.S. Government Employees and Consultants



|
|
|

Specific Procedures



|
|
|

Kickbacks



|
|
|

| |    |                        
| | -- | -----------------------
|
| | 22 | Effective November 2002



---



##### 





|
|
|

Bribery



| |  |  | It is illegal to give, offer or promise anything of value to any
public official, or to offer or promise any public official to give
anything of value to any other person or entity, for the purpose
of:
| |  |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| |  | Influencing any official act.                                                                   
| | - | ------------------------------------------------------------------------------------------------
|
| |  | Influencing the public official to commit or allow any fraud.                                   
|
| |  | Inducing the public official to do or omit to do
any act in violation of his or her lawful duty.

| |    |                        
| | -- | -----------------------
|
| | 23 | Effective November 2002



---



##### 



COMPANY INVOLVEMENT IN THE POLITICAL PROCESS

The Company encourages individual employees to participate in the political
process on their own time and with their own resources, but federal law
prohibits corporations from making contributions related to elections to
federal offices. Similar restrictions apply in many states regarding state and
local elections. Lobbying may be permissible, but shall only be conducted with
the prior approval of the Chief Executive Officer, and the Company will make no
payment of any kind to any public official for the purpose of influencing any
act or decision, whether related to the business of the Company or not.

Policy Description



| |                                                                                                                                                                                                                             
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | While individuals are encouraged to participate in the political process,
federal law and the laws of most states and foreign countries restrict
the ability of corporations to do so, except under very limited
exceptions.

Standards and Prohibitions



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          
| | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | When permitted by law, the Company may express its views through
designated spokespersons on specific public issues which are important to
the business of the Company and its stockholders. Nothing in these
Standards of Conduct is intended to restrict the normal and legitimate
expression of the Companys interest in legislative or administrative
matters, whether proposed or adopted. Through designated spokespersons,
the Company is free to provide information to legislators, regulators and
the public in the form of advertising, testimony, or properly approved
communications or information releases in regard to government policies
or activities or to endeavor to persuade public officials on policy
matters affecting the Companys business.



| |                        
| | -----------------------
| | Political Contributions



| |                                                                                                                                                                                                                                                                                                                                 
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Federal law prohibits any corporation from making contributions
related to elections to federal offices. Similar restrictions
apply in many states regarding state and local elections. A
corporation may establish a Political Action Committee (PAC), which
may make contributions, but the Company has not established a PAC.



| |                                                                                                                                                                                                                                             
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | No Company funds or assets, including the work time of any
employee, will be contributed, loaned or made available, directly
or indirectly, to any political party or to the campaign of any
candidate for a federal, state or local office.



| |                                                                                                                                              
| | ---------------------------------------------------------------------------------------------------------------------------------------------
| | No Company director or employee shall include, directly or
indirectly, any political contribution that such person may desire
to make on such

| |    |                        
| | -- | -----------------------
|
| | 24 | Effective November 2002



---



##### 





| |                                                                                                                                                                                                                                                                                                                                                                                
| | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | persons expense account or in any other way that causes the
Company to reimburse such person for that expense. In general, the
costs of fund-raising tickets for political functions are
considered political contributions. Therefore, it is against
Company policy to include the cost of any such fund-raising dinner
on an expense account, even if business is discussed.



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | No Company director or employee may use any Company property or
facilities for any political activity. Examples of prohibited
conduct would be using Company secretarial time to send invitations
for political fund-raising events, using the Company telephone to
make politically motivated solicitations, allowing any candidate to
use Company facilities, such as meeting rooms, for political
purposes or to loan any Company property to anyone for use in
connection with a political campaign.



| |                                                                                                                                                                                                                                              
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | No Company director or employee may use the influence of his or her
position to exert pressure on another employee to work for
candidates, political organizations, or issues, or to make any
personal contributions to a party or candidate.



| |         
| | --------
| | Lobbying



| |                                                                                                                                                                      
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | In carrying out its efforts to express its views and to persuade
public officials on policy matters affecting its business, the
Company shall abide by the following:



| |   |                                                                                                                                                                                              
| | - | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Only retain persons who have been properly
registered under the Federal Regulation of Lobbying Act when
attempting to influence Congress concerning the passage or
defeat of any legislation.



| |   |                                                                                                                                                                                                                                                                                                                                         
| | - | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Expend only profits, not appropriated funds, when
retaining third parties to influence or attempt to influence
an officer of any government agency, a member or officer or
employee of Congress, or an employee of a member of Congress,
in connection with the awarding, extension, renewal or
modification of any government contract.



| |   |                                                                                                                                                                                                                                                                                                                       
| | - | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Obtain the approval of the Chief Executive
Officer before expending any amount for lobbying activities
relating to influencing legislative action on any matter
pending before Congress or a state legislature. Such costs
shall be separately identified, accurately described and
recorded in the Companys records.



| |                                                                                                                                                                                                                                                                                  
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The political process has become highly regulated. Employees
should consult with the Legal Department before agreeing to do
anything that could be construed as involving the Company in any
political activity, at the federal, state or local level, or in any
foreign country.

| |    |                        
| | -- | -----------------------
|
| | 25 | Effective November 2002



---



##### 



CONFLICTS OF INTEREST

Commercial transactions must be based on fair and unbiased decisions. Specific
rules must be observed for gratuities. In addition, employees must disclose
any personal interest (i) in any transaction involving the Company, or (ii) in
any competitor of the Company to the Companys General Counsel. Business
opportunities relating to the Companys business must first be offered to the
Company before employees act on them for personal or other benefit.



| |           
| | ----------
| | Gratuities



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company is committed to fair competition in the purchase and
sale of products and services. All procurement decisions must be
based exclusively on normal commercial considerations, such as
quality, cost, availability, service, reputation, and other factors
bearing directly on the product, service or supplier. The
Companys customers and potential customers have an equal right to
make purchasing decisions based on the same competitive factors.
Special favors or arrangements that impair, or give the appearance
of impairing, fair and impartial commercial relationships, will not
be tolerated.



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | No employee, in connection with Company business, shall offer or
give, or solicit or accept (for self, spouse or dependents)
gratuities or gifts if they might be construed to (i) obligate the
recipient to any reciprocal dealing, or (ii) influence or seek to
influence a business transaction in which the donor or his or her
employer has any material interest. Therefore, a prior written
approval of the Chief Executive Officer of LCC is required for
gratuities or gifts to or from any one individual or entity, in
connection with Company business, which total more than $100 in any
calendar quarter. Smaller gratuities or gifts should also be
approved in this manner if there is any doubt as to their
propriety. If a gratuity is received which is deemed improper
under the circumstances, it is to be returned immediately with a
tactful letter to the donor explaining the Companys policy in this
area. If a gratuity is perishable, the Company may donate it to a
local charitable organization and inform the donor of its
disposition.



| |                                              
| | ---------------------------------------------
| | Personal Interests in Commercial Transactions



| |                                                                                                                                                                                                                                                                                                                                                                                                    
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | A personal interest of an employee is one that may impair his or
her duty of loyalty to the Company in any transaction involving the
Company. It may take the form of a position in another entity, or
an ownership interest in another entity. It may also involve
interests of a third person who has a close relationship to an
employee, such as a member of the employees immediate family.

| |    |                        
| | -- | -----------------------
|
| | 26 | Effective November 2002



---



##### 





| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Undisclosed interests or connections with parties with whom the
Company transacts business, or contemplates transacting business,
and which create at least the appearance of a conflict of interest
also are to be avoided. Prior to undertaking any activity that
would involve the Company in any transaction in which an employee
would have a personal interest (or the appearance of a personal
interest), the employee must make a full disclosure of all relevant
facts to his or her supervisor, who, in turn, should make the same
disclosure to the President of LCC, who must approve the
transaction in writing.



| |                                                                            
| | ---------------------------------------------------------------------------
| | Personal Interests in Competitors and Other Potential Conflicts of
Interest



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Employees owe their Company a duty of loyalty in matters involving
the Companys business. For this reason, employees should avoid
any significant financial interest in or employment by a competitor
of the company. (Mutual fund ownership, however, does not present
a problem). Employees should also avoid any activity, affiliation
or financial interest which might create a conflict of interest
between the employee and the Company. If any of these situations
arise, the employee must always disclose it promptly to the
Company. After full disclosure of all relevant facts, exceptions
may sometimes be made, but only with the written approval of the
Chief Executive Officer of LCC. Additional obligations may be
contained in employment or other agreements.



| |                        
| | -----------------------
| | Corporate Opportunities



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                            
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | An employee may occasionally discover a business opportunity or
investment in which the employee desires to participate other than
as a Company employee. If the business opportunity or investment
relates to the Companys business, the employee must first offer it
to the Company, with full disclosure of all relevant facts. If the
Company declines the opportunity, the employee may act on it for
personal or other benefit if it is otherwise consistent with these
Standards. Because of the endless variety of situations that may
arise in this context, questions about specific situations or
transactions should be brought to the officers of the Company as
they arise, so that they can be resolved on a case-by-case basis.
Additional obligations may be contained in employment or other
agreements.

| |    |                        
| | -- | -----------------------
|
| | 27 | Effective November 2002



---



##### 



EXPORTING PRODUCTS OR SERVICES

Many products, services, technologies and data may not be exported without a
specific license. Export is defined broadly and even includes disclosures to
foreigners in the U.S. When negotiating any transaction that may involve an
export, allow sufficient time for obtaining a license, which may take several
months in some cases. Specific questions may be addressed to the Legal
Department.

Policy Description



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | There are many laws and regulations that govern the export of goods and
services outside the U.S. related to commercial products, whether
classified or not. These regulations are issued by several different
federal agencies, including the Department of Commerce, the State
Department and the Treasury Department. The purpose of these rules is to
regulate sensitive exports in support of the foreign policy of the U.S.,
to prevent the diversion of exports to potential enemies of the U.S., and
to protect domestic strategic or scarce materials.

Specific Procedures



| |                                                                                                                                                                                                                                                                                                                                                                                                                           
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | All exports must be authorized by some form of export license. The type
of license required is determined by the nature, destination and intended
use of the export. Some export licenses are general in nature and require
no application or documentation; others are very specific and require
written application and documented U.S. Government approval which must
accompany the goods or technology to be exported.



| |                                                                                                              
| | -------------------------------------------------------------------------------------------------------------
| | An export can take many forms other than the shipment of commodities
outside the U.S., such as the following:



| |   |                                                                                                                                                                                                                                                                                          
| | - | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Conversations of a technical nature with a foreign person may
be considered an export, whether the person is within or outside the
U.S. Employees must have written Government approval to release
certain unclassified government-sponsored technical data, even in
casual conversation.



| |   |                                                                                                                                                                                                                                                                                           
| | - | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Presentation of unpublished unclassified research information
to an audience which includes non-U.S. citizens may be restricted if
the Government has sponsored the work, or for example, if the
information relates to the design, production, or utilization of
products or processes.



| |   |                                                                                                                                                                         
| | - | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Unpublished design data (not in the public domain such as
printed in newspapers or magazines) normally cannot be released
overseas without specific Government approval.

| |    |                        
| | -- | -----------------------
|
| | 28 | Effective November 2002



---



##### 





| |   |                                                                                                      
| | - | -----------------------------------------------------------------------------------------------------
| |  | Performing a technical service in a foreign nation is
considered an export and may require a license.



| |   |                                                                                                                           
| | - | --------------------------------------------------------------------------------------------------------------------------
| |  | When foreign visitors tour our facilities, what they see may
be considered an export, and therefore may require a license.



| |                                                                                                                                                                                                                 
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | If employees are unsure about the laws and regulations governing exports,
they should check with the Legal Department prior to conducting Company
business with foreign nationals or businesses outside the U.S.

| |    |                        
| | -- | -----------------------
|
| | 29 | Effective November 2002



---



##### 



FOREIGN CORRUPT PRACTICES ACT

The Foreign Corrupt Practices Act contains specific prohibitions against
bribery and corresponding accounting requirements applicable to doing business
abroad.

Policy Description



| |  |  | The Company is fully committed to compliance with the Foreign Corrupt
Practices Art (FCPA), the objective of which is to prevent unethical
business practices by U.S. businesses abroad. Among the practices
addressed by the FCPA are bribes, kickbacks, or payoffs. In addition, the
FCPA requires sufficient accounting controls to ensure that assets are
only used for bonafide purposes.         
| |  |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | It is a crime to offer a bribe to a foreign official, foreign political
party or party official, or candidate for foreign political office, for
the purpose of obtaining, retaining or directing business to any person.
The FCPA defines a bribe as anything of value given or proposed as an
inducement to obtain, retain or direct business. Anything of value may
include non-cash items.        
|
| |  |  | The term foreign official includes an officer or employee of a foreign
government, or any department, agency or instrumentality thereof, or a
person acting on behalf of any of these. It also includes a foreign
political party, foreign party official, or candidate for foreign
political office. It does not include a person whose duties are
essentially non-discretionary or clerical.       
|
| |  |  | The FCPA prohibits bribes which influence any official act or decision of
a foreign official, or induce such foreign official to do or refrain from
doing any act in violation of lawful duty. Thus, it prohibits bribes
either to cause such persons or entities to do something, or to look the
other way. These provisions authorize the imposition of severe penalties
on businesses and employees.
|
| |  |  | Separate and apart from the anti-bribery provisions, the FCPA requires
companies to maintain reasonably complete and accurate books and records
and to devise systems of internal accounting controls that satisfy FCPA
requirements. These accounting and record keeping provisions are intended
primarily to prevent or to detect off-the-book slush funds, illegal
payments or sham transactions. 

Standards and Prohibitions



| |  |  | No Company director, officer, employee or agent shall make any payment,
in cash or otherwise, to a foreign official in order to obtain, retain,
or direct business, or to influence any act or decision of such foreign
official. Similarly, no such payment shall be made to any other person,
knowing (or having reason to
| |  |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

| |    |                        
| | -- | -----------------------
|
| | 30 | Effective November 2002



---



##### 





| |  |  | know) that any payment will then be made to any foreign official. Any
Company director, officer, employee or agent who is asked to participate
in a suspicious payment or off-the-book disbursement, must report the
incident to the Legal Department immediately.                                                                                                                                                                                                                                
| |  |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | No payment shall be made, nor any order placed, without proper supporting
documentation. No false or misleading entries may be made in the
Companys accounting records. No unrecorded funds or assets of the
Company may be established or maintained. No asset of the Company may be
bartered, sold, transferred, leased or disposed of without proper
supporting documentation.                                                                                                                  
|
| |  |  | The FCPA does not prohibit certain facilitating payments which are legal
under the written laws of the foreign country, or which are made to
foreign government employees whose duties are essentially ministerial or
clerical. These circumstances are difficult to establish, however, and
such payments may only be made with approval of the Chief Executive
Officer and the General Counsel. In any event, such payments must be
properly recorded as such in the Companys accounting records.

| |    |                        
| | -- | -----------------------
|
| | 31 | Effective November 2002



---



##### 



ANTIBOYCOTT COMPLIANCE POLICY

It is the policy of LCC to comply in all respects with the U.S. laws and
regulations relating to the Arab boycott of Israel (the antiboycott law).2
Consistent with this policy, any employee who receives a request, whether
written or oral, to comply with this boycott must be reported to his or her
supervisor so that LCC is able to fulfill its legal obligation of reporting to
the relevant United States Government agency in a timely manner.

Policy Description



| |                                                                                                                                                                                                                                                
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Antiboycott Law imposes civil and criminal penalties and the loss of
tax benefits for certain actions that are considered supportive of the
Arab boycott of Israel. It prohibits the following actions and
agreements to take such actions:



| |   |                                                                         
| | - | ------------------------------------------------------------------------
| |  | Refusing to do business with or in Israel or with blacklisted
companies.



| |   |                                                                                                     
| | - | ----------------------------------------------------------------------------------------------------
| |  | Discriminating against other persons based upon race,
religion, sex, national origin or nationality.



| |   |                                                                                                     
| | - | ----------------------------------------------------------------------------------------------------
| |  | Furnishing information about business relationships with or
in Israel or with blacklisted companies.



| |   |                                                                                          
| | - | -----------------------------------------------------------------------------------------
| |  | Furnishing information about the race, religion, sex or
national origin of other persons.



| |   |                                                                    
| | - | -------------------------------------------------------------------
| |  | Implementing letters of credit containing prohibited boycott
terms.



| |                                                                                                                                                                                                                                                                                                                                           
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The antiboycott law requires LCC to report to the U.S. Government
agencies both written and oral boycott-related requests received by the
Companys domestic and foreign offices, branches, or subsidiaries in the
interstate commerce of the United States. Failure to report a
boycott-related request constitutes a separate violation.



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      
| | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Potential civil penalties for violation of the antiboycott law include
revocation of export licenses, denial of export privileges, and fines of
up to $10,000 per violation. Beneficial tax treatment is denied for
boycott-related agreements. Potential criminal penalties for a knowing
or willful violation include a fine of up to $250,000 and up to ten
years imprisonment for an individual and a fine of up to $1 million or
five times the value of exports for a company.



---

2 The United States currently considers the following countries as
participants in the Arab boycott of Israel: Bahrain, Iraq, Kuwait, Lebanon,
Libya, Oman, Qatar, Saudi Arabia, Syria, the United Arab Emirates, Iran and
Yemen. Jordan ended its primary boycott of Israel as an official matter, but
private entities in that country may continue to make boycott-related
inquiries.


| |    |                        
| | -- | -----------------------
|
| | 32 | Effective November 2002



---



##### 



Standards and Prohibitions



| |                                                                                                                                                                                                                                                                                           
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Employees are prohibited from participating in the boycott or taking any
type of action responsive to a boycott request. This includes furnishing
information or entering into agreements, if such action would be contrary
to U.S. law or could give rise to increased U.S. income taxes.



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Examples of boycott-related requests is any request to supply
information, to take any action, or to refrain from any action if the
requested conduct could be considered to further or support the Arab
boycott of Israel. A boycott-related request also includes any proposed
bid invitation, contract, purchase order, letter of credit or other
agreement provision that calls for such information, action or nonaction.
As a general rule, any request for information, direction or contract
provision that refers to boycott, Israel, Israeli nationals,
Jews, or Jewish organizations should be presumed to be a
boycott-related request. The following is a non-exclusive list of
typical boycott-related requests:



| |  |  | Boycott Questionnaires- Requests for information about
relationships with Israel or particular firms or persons, including
data about a companys ownership, management, subsidiaries,
licensees, and affiliated forms.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 
| | - |  | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|
| |  |  | Requests for Negative Country-of Origin Information-
Requests for confirmation that goods or services are not of Israeli
origin, do not contain Israeli parts or materials, or are not
produced by an Israeli firm.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     
|
| |  |  | Requests for Negative Carrier/Insurance/Supplier Blacklisting
Information- Requests for confirmation that the supplier, freight
insurer, vessel or others associated with a transaction are not
blacklisted.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          
|
| |  |  | Requests for Information about National Origin, Nationality
or Religious Affiliation- Requests for such information regarding
company employees or management and provisions excluding individuals
of the Jewish faith or Israeli national origin.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      
|
| |  |  | Requests to Exclude Blacklisted Firms- Requests to select a
particular subcontractor or supplier or to select from a group of
subcontractors or suppliers, if there is reason to believe that
blacklisted firms have been excluded from the selection process, and
requests not to use a particular subcontractor or supplier or group
of subcontractors or suppliers, if there is reason to believe that
the request related to blacklisting. A request to utilize Arab
country providers of goods or services when possible is not a
boycott-related request, provided that it is made in an affirmative
manner, it is not characterized as boycott-related, it contains no
boycott references, and circumstances otherwise do not suggest that
it is boycott-related.

| |    |                        
| | -- | -----------------------
|
| | 33 | Effective November 2002



---



##### 





| |  |  | Requests to Comply with Boycott Requirements- Clauses in
contracts or tender documents that require compliance with the local
boycott laws of an Arab country.
| | - |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Employees are required to immediately forward any boycott-related requests
to LCCs General Counsel. This applies whether the request is in written
or oral form, whether the request proceeds from a governmental or private
source, and whether or not the requesting party is located within a
boycotting country. If the request is in written form, a copy of the page
or pages that contain the request shall be forwarded to the Companys
General Counsel. If the request is not in written form, the employee
should write down a description of the request and the manner in which it
was received and forward such description to the Companys General
Counsel. The following information should be provided in either case:

| |   |                                                                                                                               
| | - | ------------------------------------------------------------------------------------------------------------------------------
|
| |  | The type of document (if any) in which the request appears.                                                                   
|
| |  | The name and location of the party making the request.                                                                        
|
| |  | The name of the country from or on behalf of which the request emanated.                                                      
|
| |  | A description of the transaction to which the request relates
(including the goods or services involved and the dollar value).
|
| |  | The action (if any) taken in response to the request.                                                                         
|

| |                                                                                                                                                    
| | ---------------------------------------------------------------------------------------------------------------------------------------------------
| | LCC will take appropriate disciplinary action against any employee who is
found to violate this policy of compliance with the U.S. antiboycott law.

| |    |                        
| | -- | -----------------------
|
| | 34 | Effective November 2002



---



##### 



EQUAL EMPLOYMENT

The Company forbids employment discrimination of any kind and complies with all
applicable laws and regulations prohibiting employment discrimination. The
Companys detailed policies regarding equal employment and affirmative action
are available from the Human Resources Department.

Policy Description



| |                                                                                                                                                                                                                                                                                                                                                                                                                  
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company is wholeheartedly committed to the concept and practice of
equal employment opportunity, and will not tolerate employment
discrimination of any kind. Every employee has a right to a work
environment free of discrimination. This commitment can only be met if
all employees treat each other with courtesy, honesty and fairness and
have respect for the dignity and rights of the other person.

Standards and Prohibitions



| |                                                                                                                                                                                                                                                                                                                                                                                                                                      
| | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | All applicants and employees shall be treated the same without regard to
race, color, religion, marital status, sex, age, national origin, or
disability in the determination of all personnel actions including
employment, training, transfer, promotion, demotion, compensation,
benefits, layoffs, educational assistance, social and recreational
programs, retirement, and all other Company-sponsored programs and
activities.



| |                                                                                                                                                                                                           
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Affirmative action efforts will be made to ensure that equal opportunity
is being afforded to minorities, women, persons with disabilities
(including disabled veterans), and veterans of the Vietnam era.



| |                                                                                                                                                                                                                                                                                                                             
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | All employees shall be afforded an employment environment free of
harassment, intimidation, or coercion related to their exercise of rights
under equal employment opportunity policies and applicable regulations,
including the filing of a complaint under applicable laws and
regulations, should that become necessary.



| |                                    
| | -----------------------------------
| | The Americans With Disabilities Act



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company shall make reasonable accommodations for all employees
(or applicants) with disabilities and strictly follow the
principles of the Americans with Disabilities Act (ADA). Employees
(or applicants) with physical, mental or other serious disabilities
or diseases, including, but not limited to, cancer, heart disease,
multiple sclerosis, hepatitis, tuberculosis, HIV and AIDS, shall be
treated without discrimination. LCC shall keep information
regarding serious disabilities or diseases confidential.

| |    |                        
| | -- | -----------------------
|
| | 35 | Effective November 2002



---



##### 





| |                                                                                                                                                       
| | ------------------------------------------------------------------------------------------------------------------------------------------------------
| | Disabled workers may work as long as they are physically and
mentally capable to perform their duties, without risk to
themselves and other employees.

| |    |                        
| | -- | -----------------------
|
| | 36 | Effective November 2002



---



##### 



SEXUAL HARASSMENT

Sexual harassment is defined to be any unwelcome sexual advance, request for
sexual favors, or other verbal or physical conduct of a sexual nature when (i)
submission to such conduct is an explicit or implicit condition of employment,
(ii) submission to or rejection of such conduct is a basis for employment
decisions, or (iii) such conduct has the purpose or effect of unreasonably
interfering with an individuals work performance or creating an intimidating,
hostile or offensive work environment. Sexual harassment by Company directors
or employees is strictly prohibited. In addition, the Company will not condone
any sexual harassment of an employee by any personnel of a client, vendor or
other person or entity whose relationship to the employee is through the
business of the Company. Any person who is a victim of sexual harassment, or
who witnesses sexual harassment, should immediately report it. A prompt
investigation will be conducted and, if improper conduct is found, appropriate
disciplinary action, up to and including discharge, will be administered.

Policy Description



| |                                                                                                                                                                                       
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Sexual harassment is strictly forbidden. This policy prohibits harassing
conduct even if it is not sufficiently severe or pervasive to meet the
legal definition of sexual harassment.

Policy Basis



| |                                                                                                                                                                                                                                                                                                     
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company strives to maintain a professional and harassment-free work
environment and requires the highest standard of personal conduct. This
can only be achieved if employees treat each other with courtesy, honesty
and fairness and have respect for the dignity and rights of other
persons.

Scope



| |                                                                   
| | ------------------------------------------------------------------
| | This policy applies to all directors and employees of the Company.

Definition



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              
| | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Sexual harassment is defined as any unwelcome sexual advance, request for
sexual favors, and other verbal or physical conduct of a sexual nature
when (i) submission to such conduct is made either explicitly or
implicitly a term or condition of an individuals employment, (ii)
submission to or rejection of such conduct by an individual is used as a
basis for employment decisions affecting such individual, or (iii) such
conduct has the purpose or effect of unreasonably interfering with an
individuals work performance or creating an intimidating, hostile or
offensive work environment.

| |    |                        
| | -- | -----------------------
|
| | 37 | Effective November 2002



---



##### 





| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The law recognizes two general types of sexual harassment. The first
involves a tangible employment action, such as denying a raise or
promotion to an employee because he or she rejected a supervisors
request for sexual favors. The second is called hostile environment
harassment. Hostile environment harassment may occur when severe or
pervasive harassing conduct is not coupled with any negative, tangible
employment action. Conduct of a non-sexual nature that is unwelcome and
offensive and which is directed at an individual because of the
individuals gender may also constitute sexual harassment under the law.
Sexual harassment can also involve individuals of the same sex where the
harassment is because of sex.

Examples



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | While it is not possible to list all the behaviors that may constitute
sexual harassment under this policy, such a list would include unwelcome
and unnecessary physical contact, other than incidental or innocuous
contact; repeated, unwelcome flirtations, sexual advances or
propositions; pressures for sexual favors; unwelcome and offensive jokes,
stories, comments or verbal abuse of a sexual nature; leering, whistling
or other unwelcome sexually suggestive conduct; the display in the
workplace or while on LCC business of sexually explicit or suggestive
objects or pictures; unwelcome inquiries into an individuals sexual
experiences or activities; and any personnel action or the basis of an
employees submission to or refusal of sexual overtures. No employee
should so much as imply that an individuals submission or granting of
sexual favors will have any effect on the individuals employment,
assignment, compensation, advancement, career development or any other
condition of employment.

Prohibition



| |                                                                                                         
| | --------------------------------------------------------------------------------------------------------
| | All Company directors and employees are forbidden to engage in or condone
any form of sexual harassment.

Reporting Sexual Harassment



| |                                                                                                                                                                                                                                                                                                                                         
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Employees are expected to report incidents of sexual harassment as soon
as possible after their occurrence. This applies to incidents of
harassment witnessed by an employee, as well as to incidents involving
harassment of an employee. Complaints should be made directly to any
member of the Human Resources or Legal Departments.



| |                                                                                                                                                            
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------
| | Employees subjected to harassment are also encouraged to state their
objection to the harasser and request that he or she cease the harassment
immediately.

| |    |                        
| | -- | -----------------------
|
| | 38 | Effective November 2002



---



##### 



Investigating Sexual Harassment



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                            
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Prompt investigations of harassment complaints will be conducted by the
Human Resources Department. To the extent possible, investigations of
sexual harassment will be conducted in confidence. However,
investigations typically include interviewing the individual charged,
and/or witnesses, as well as the individual making the complaint.
Employees bringing complaints of sexual harassment are expected to
cooperate in the investigation. LCC also expects employees who are
contacted in the course of an investigation to cooperate fully and to
treat the matter confidentially. Nevertheless, absolute confidentiality
cannot be guaranteed.

No Reprisal



| |                                                                                                                                                                                                                                                                                                
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | No employee who makes a sexual harassment complaint or cooperates in the
investigation of a complaint shall be subject to reprisal or retaliation
of any kind. However, no employee should knowingly make an untrue
statement of fact regarding such matters, or abuse the complaint
procedure.

Remedial Action



| |                                                                                                                                                                                                                                                                                                                                                                         
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | If it is determined after investigation that sexual harassment in
violation of this policy has occurred, remedial action reasonably
calculated to prevent further harassment will be taken. This may include
disciplinary action, up to and including discharge of the individual
responsible for the harassment, whether that individual is a manager or a
co-employee.

Supervisors Responsibilities



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Supervisors are expected to communicate to each subordinate employee the
Companys basic policy against sexual harassment and shall encourage
employees to report violations thereof. If a violation of this policy is
brought to a supervisors attention, whether by an employee or through
personal observation by the supervisor, he or she shall immediately
report it to Human Resources, unless the circumstances make this
inappropriate. In such a case, the complaint should be reported to a
member of the Legal Department. Supervisors who engage in or condone
sexual harassment in violation of this policy are subject to discipline,
up to and including termination.

| |    |                        
| | -- | -----------------------
|
| | 39 | Effective November 2002



---



##### 



Educating Employees Regarding Sexual Harassment



| |                                                                                                                                                                                                                                                                                                                                
| | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company strives to educate its employees about sexual harassment in
order to promote compliance with the standard of personal conduct set
forth in this policy. The Company also encourages employees who want
counseling concerning issues of sexual harassment to utilize available
Employee Assistance Program services.

| |    |                        
| | -- | -----------------------
|
| | 40 | Effective November 2002



---



##### 



DRUGS AND ALCOHOL

Policy Description



| |                                                                                                                                                                                                                                                                    
| | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company has a vital interest in maintaining safe, healthful and
productive working conditions for its employees. As such, the use and/or
possession of illegal drugs, drugs that pose significant safety risks,
and alcohol are prohibited on Company premises.



| |              
| | -------------
| | Illegal Drugs



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | For purposes of this Standard, illegal drugs include (a)
controlled substances (any drug listed in Schedules I through V of
section 202 of the Controlled Substance Act, 21 U.S.C. 812), (b)
drugs which have been illegally obtained, and (c) prescribed drugs
not being used for prescribed purposes. When employees bring their
illegal drug activity into the workplace they not only create an
increased risk to the safety of themselves but to their fellow
employees, customers, and the public. The Company strictly
prohibits manufacturing, distributing, dispensing, possessing,
using or being under the influence of illegal drugs on Company
premises, in Company vehicles, while working, while on Company
travel, and at Company sponsored events.



| |            
| | -----------
| | Legal Drugs



| |                                                                                                                                                                                                                                                                                                                                 
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Use of legal drugs (prescriptions and over-the-counter medications)
where such use poses a significant safety risk to the employee or
others, and use of such legal drugs in an illegal manner, are
prohibited on Company premises, in Company vehicles, while working,
while on Company travel and at Company sponsored events.



| |        
| | -------
| | Alcohol



| |                                                                                                                                                                                                                                                                                                                                                                           
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Consumption or being under the influence of alcohol is strictly
prohibited on Company premises during the workday (except at
certain Company-sponsored events, as explained below), in Company
vehicles and while working. The Company may permit alcohol in
moderation at certain Company-sponsored events, but each employee
must limit his or her intake appropriately.

At a minimum, employees found to be engaged in the above activities will be
required to successfully complete an approved rehabilitation program and
appropriate drug testing as the basis for continued employment with the
Company.

| |    |                        
| | -- | -----------------------
|
| | 41 | Effective November 2002



---



##### 



Each employee is required by law to inform the Companys Human Resource
department within five (5) days after he or she is convicted for violation of
any federal or state criminal drug statute where such violation occurred on
Company property.

A copy of the Companys detailed policy regarding a drug-free workplace is
available from the Human Resources Department. Employees seeking assistance
relating to substance abuse or encouraged to make use of the Companys Employee
Assistance Program (EAP).

| |    |                        
| | -- | -----------------------
|
| | 42 | Effective November 2002



---



##### 



CORPORATE COMMUNICATION POLICY

The Company strives to present to its customers, shareholders, employees, and
to the community, a consistent image of integrity, competence, quality and
professionalism. All communications must be properly coordinated and presented
in a fair, accurate and truthful manner, consistent with the Companys ethical
and legal obligations.

Policy Description



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | LCCs corporate commitment to manage its business with integrity and the
highest standards of quality extends to all aspects of corporate
communication. LCC has invested a significant amount of time and
resources in protecting its image, through such efforts as the
application and registration of trademarks and copyrights for the names
and logos of LCC and its products. LCC further protects its image by
using LCCs names and logos consistently and in accordance with its legal
requirements. This policy applies to all brochures and materials,
advertising, user manuals, packaging, Internet pages, electronic media
and other communication materials which are used to conduct business with
employees, customers, vendors, the media, shareholders and any other
individual or corporation coming in contact with the Company.



| |                                                                                                                                                                                                                                                                                 
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | All communication materials must be prepared and distributed consistently
with the trademark, name and logo usage policies previously distributed
to LCC employees. In this way, these materials must reflect the proper
character, quality and image of LCC International, Inc.



| |                                                                                                                                                                                                                                                                       
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | LCCs communication materials will be truthful and accurate. Factual
claims will be based upon adequate substantiation. Important terms and
conditions will be disclosed. Comparisons with competitors or their
products and services will not be false or misleading.



| |                                                                                                                                                                                          
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | LCC will not discriminate in regard to race, creed, sex, color, national
origin or handicapped conditions, either in content of communication
materials or in casting for such materials.



| |                                                                                              
| | ---------------------------------------------------------------------------------------------
| | LCC communications materials will not depict sexual, violent or profane
behavior or language.



| |                                                                                                                                                                                                                                          
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | LCC communications materials to be viewed by any outside individual
(any person who is not an employee of the Company) must be reviewed and
approved by the Corporate Communications department before being placed
for public viewing.

| |    |                        
| | -- | -----------------------
|
| | 43 | Effective November 2002



---



##### 





| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | All new advertising, signs, packages, labels, catalogs, brochures, news
releases, promotional material, novelties, magazine articles, speeches,
broad-distribution memos, or any other medium from which company
information will receive significant public attention, should have prior
approval by LCCs Corporate Communications department. It is our belief
and hope that the securing of such approval will not merely avoid errors
which might damage or put our company in jeopardy, but will go beyond
this objective in a positive way of enhancing the value of the Company
and increasing the commercial effectiveness of the distribution vehicles
in which the Company appears.



| |                                                                                                                                                                                                                                    
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | All communication materials and advertising will adhere to applicable
federal, state, local and foreign laws, rules and regulations. These
standards apply to LCC, its subsidiaries, and its advertising agencies
around the world.

Investor Relations



| |                                                                                                                                                                                                                                                                                 
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company values its relationships with all of its shareholders. Any
communications from any shareholder or potential shareholder requesting
information relating to the Company should be forwarded to the Companys
Corporate Communications Department for proper handling.

Media Relations



| |                                                                                                                                                                                                                                                                                                                                                                                                             
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company values its relationships with those in the media and will
endeavor to provide full and prompt disclosure of all material
developments or events. Media relations are the responsibility of the
Companys Corporate Communications department and all statements to the
medial or responses to inquiries from the media shall be handled through
the Company Corporate Communications department.



| |                                                                                                                                                                                                                                                                                                                                                                     
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | In the event the media inquiry relates to a pending or threatened legal
matter, media communications should also be coordinated with the
Companys lawyers. Any employee asked for any statement from any member
of the media should respond by explaining this policy and encouraging the
questioner to contact our Corporate Communications and Legal departments.

Community Affairs



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | We encourage corporate and individual employee involvement in the affairs
of the communities in which we conduct business or in which employees of
the Company reside. We will actively support, through financial
contribution consistent with available resources, worthwhile community
programs, educational institutions and other activities designated to
improve or maintain the quality of life in the areas of our operations.
Leaves of absence or other reasonable methods of adjusting working
schedules to permit employee participation in responsible community
affairs are to be encouraged.

| |    |                        
| | -- | -----------------------
|
| | 44 | Effective November 2002



---



##### 





| |                                                                                                                                                     
| | ----------------------------------------------------------------------------------------------------------------------------------------------------
| | Reasonable financial support in the firm of direct contributions to
responsible local community service organizations and activities are
encouraged.



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Childhelp USA will be maintained as the principal philanthropic vehicle
of the Company. The Company will make worldwide grants and responsible
nonprofit community service agencies, cultural activities, universities,
or other educational institutions. Such contributions or grants are
intended to improve the quality of life in the community or to support
educational programs or research efforts of general interest to the
Company.

| |    |                        
| | -- | -----------------------
|
| | 45 | Effective November 2002



---



##### 



INTERNAL REPORTING &
WHISTLE BLOWER PROTECTION POLICY

The Company strives to create an environment in which employees openly
communicate with management regarding (i) potential violations of the Companys
Corporate Standards of Conduct by any employee of the Company, (ii) concerns
about the Companys accounting or record keeping practices, honesty in business
dealings or communication with its shareholders, employees, customers, vendors
and the public, or (iii) any other matter believed to violate any law or
regulation, including securities laws, Company policy, or which may constitute
fraud against the Companys shareholders. Retaliation or discrimination as a
result of such communication or disclosure is strictly prohibited.

Application



| |                                                                                                             
| | ------------------------------------------------------------------------------------------------------------
| | This policy applies to all regular full-time, part-time and temporary
employees of LCC and its subsidiaries.

Policy Exceptions



| |                                                                           
| | --------------------------------------------------------------------------
| | Exceptions to this policy must be approved by the Chief Executive
Officer.

Policy Description



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company is committed to operate and manage its business with high
standards of conduct and ethics and in compliance with any law or
regulation to which it is subject, including local, state, or federal
U.S. laws or regulations and the local and national laws or regulations
in the countries in which it is located or conducts business worldwide.
The Companys internal controls and operating procedures are intended to
prevent or deter, and to detect improper activities. However, even the
best systems of control cannot provide absolute safeguards against all
intentional or unintentional irregularities.



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | As a result, the Company expects and encourages its employees to report
suspected improper activities by a director, officer or employee of the
Company, or anyone acting on its behalf, via these formal reporting
procedures. Such activities, as well as any acts of reprisal or
intimidation as a result of the reporting of such activities, must be
immediately reported to (1) the employees immediate manager, (2) senior
management, including members of the Companys Corporate Executive
Management team, or (3) anonymously to the Audit Committee of the
Companys Board of Directors.

| |    |                        
| | -- | -----------------------
|
| | 46 | Effective November 2002



---



##### 



Reporting Allegations of Suspected Improper Activities



| |                        
| | -----------------------
| | Reporting to Management



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                      
| | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Employees are expected and encouraged to report suspected
violations of law or policy either in person or via written
correspondence to their direct manager. In the event that reports
are not taken seriously or if the employee does not feel
comfortable reporting the suspected incident to their manager, the
employee must escalate the matter to senior management, including
the office of the CEO, CFO, General Counsel or Human Resources.



| |                                 
| | --------------------------------
| | Reporting to the General Counsel



| |                                                                                                                                                                                                                                                                                                                                                                                                 
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | In addition to reporting in person or by written correspondence, an
employee may report suspected violations of law or policy to the
Companys General Counsel anonymously via General_Counsel@lcc.com.
A suspected violation of securities law, breach of fiduciary duty
or similar violation by the Company or any agent thereof must be
reported immediately to the General Counsels office.



| |                                 
| | --------------------------------
| | Reporting to the Audit Committee



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | In addition to reporting to the Companys management and General
Counsel, an employee who suspects violations of securities law,
including improper accounting, financial reporting or auditing
procedures or other activities which may constitute fraud on the
Companys shareholders may disclose any evidence of the material
violation or breach of fiduciary duty or similar violation by the
Company or any agent thereof to the Chairman of the Audit Committee
of the Companys Board of Directors. Correspondence may be sent to
auditcommchair@lcc.com and is submitted in a confidential and
anonymous manner.

Remedial Action



| |                                                                                                                                                           
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company may take Disciplinary Action against any employee who fails
to report violations of suspected improper activities as described in
this Policy.

Roles, Rights and Responsibilities of Whistleblowers



| |                                                                                                                                                                                                                                                                                                                                                                                       
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | A person or entity making a protected communication or disclosure is
commonly referred to as a whistleblower. The whistleblowers role is as
a reporting party. They are not investigators or finders of fact and only
participate in investigations when requested. In addition, whistleblowers
do not determine the appropriate corrective or remedial action that may
be warranted.

| |    |                        
| | -- | -----------------------
|
| | 47 | Effective November 2002



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##### 





| |   |                                                                                                                                                                                                                                                                                                                                                                                                          
| | - | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Whistleblowers have the role of providing initial information
related to a reasonable belief that an improper activity has
occurred. The motivation of a whistleblower is irrelevant to the
consideration of the validity of the allegations. However, the
intentional filing of a false report, whether orally or in writing,
is itself an improper activity that the Company has the right to act
upon.



| |   |                                                                                                                                 
| | - | --------------------------------------------------------------------------------------------------------------------------------
| |  | Whistleblowers should gather evidence for which they have a
right of access. Improper access may itself be an improper activity.



| |   |                                                                                                                                                                                                                                                     
| | - | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | The Company expects whistleblowers to be candid and set forth
all known information regarding reported allegations to
investigators. Persons making a report of alleged improper
activities may be asked to be interviewed by Company investigators.



| |   |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        
| | - | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Anonymous whistleblowers are expected to provide sufficient
corroborating evidence to justify the commencement of an
investigation. Unspecified wrongdoing or broad allegations without
verifiable evidentiary support will not cause an investigation to be
undertaken. Because of the inability of investigators to interview
anonymous whistleblowers, it may be more difficult to evaluate the
credibility of the allegations and therefore, less likely to cause
an investigation to be initiated.



| |   |                                                                                                                                                                                                                                                                                                                                          
| | - | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Confidentiality of the identity of whistleblowers will be
maintained to the extent possible within the legitimate needs of law
and the investigation. If the whistleblower discloses his/her
identity beyond the person to whom the suspected violation is
reported, the Company will no longer be obligated to maintain such
confidence.



| |   |                                                                                                                                                                                       
| | - | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | A whistleblowers right to protection from retaliation does
not extend immunity for any complicity in the matters that are the
subject of the allegations or an ensuing investigation.



| |   |                                                                                                                                                                                    
| | - | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Whistleblowers have a right to be informed of the outcome of
their having made a protected disclosure unless there exist
over-riding legal or public interest reasons not to do so.

Prohibition



| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company or its agents may not discharge, demote, suspend, harass,
intimidate, or in any other manner discriminate against an employee
because the employee (1) has provided information, caused information to
be provided, or otherwise assisted in an investigation regarding any
conduct which the employee reasonably believes constitutes a violation of
the Companys policies, internal controls, accounting or auditing
procedures or any law, rule, regulation to which

| |    |                        
| | -- | -----------------------
|
| | 48 | Effective November 2002



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##### 





| |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | the Company is subject, when the information or assistance is provided to
or the investigation is conducted by a federal regulatory or law
enforcement agency, any member of Congress or Congressional committee,
or a person with supervisory authority over the employee or (2) has
filed, caused to be filed, testified, participated in or otherwise
assisted in a proceeding filed or about to be filed (with any knowledge
of the employer) relating to an alleged violation of the above.



| |                                                                                                                                                                                                   
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Employees are expected and encouraged to report incidents of alleged
improper discharge, intimidation or discrimination to the Company as soon
as possible in the manner described in this policy.

Remedial Action



| |                                                                                                                                                                                                                                                                                                          
| | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | The Company may take disciplinary action, up to and including termination
of employment, against anyone who is determined to violate the Companys
prohibition against improper discharge, intimidation or discrimination of
an employee who reports or discloses information as required by this
Policy.

| |    |                        
| | -- | -----------------------
|
| | 49 | Effective November 2002



---



##### 



COMPLIANCE AND DISCIPLINARY ACTION

The Company may take disciplinary action against any employee who willfully
violates or circumvents any of the established Standards of Conduct, or in
other appropriate circumstances.

Policy Description



| |                                  
| | ---------------------------------
| | Disciplinary Action may be taken:



| |   |                                                                                                                                                     
| | - | ----------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Against any employee, officer or director who
directs, authorizes or participates (directly or indirectly)
in conduct that violates these Standards.



| |   |                                                                                                                                                                                        
| | - | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Against any employee, officer or director who
knowingly fails to report a violation or knowingly withholds
relevant and material information concerning a violation of
these Standards.



| |   |                                                                                                                                                   
| | - | --------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Against the violators supervisor(s), to the
extent that the circumstances of the violation reflect
inadequate supervision or a lack of diligence.



| |   |                                                                                                                                                                                       
| | - | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| |  | Against any employee, officer or director who
attempts to retaliate, directly or indirectly, or encourages
others to do so, against anyone who reports a violation of
these Standards.



| |                                                                                                                                                                                               
| | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | Disciplinary action may include reprimand, demotion, suspension,
termination, referral for criminal prosecution, and reimbursement to the
Company or the government for any losses or damages.

This Document Not a Contract



| |                                                                                                                                                                                                                                                                                                                                                                                                                           
| | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | These Standards of Conduct do not constitute a contract of any kind, nor
do they limit the Companys rights to take disciplinary action in other
circumstances. Employment at the Company is at will and may be
terminated at any time by the Company or the employee, with or without
cause and without any previous notice, unless a formal written agreement
between the Company and the employee provides otherwise.

Available Assistance



| |                                                                                                                                                                                                                                                                                                                                                                   
| | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
| | It is essential that all employees understand these Standards and prevent
conduct that could bring the Companys integrity into question. Since
many of the issues that arise under these Standards may involve legal
questions, the Legal Department has been entrusted with providing
guidance and answering day-to-day questions on these Standards of Conduct.

| |    |                        
| | -- | -----------------------
|
| | 50 | Effective November 2002