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• When does the program take effect?

  Current employees and field sales members must sign their agreements via DocuSign by December 31, 2018, and the program takes effect on January 1, 2019.

Thrivent Financial for Lutherans (“Thrivent”) and/or its’ affiliates or subsidiaries values each of its employees

(“Employee(s)”) and expects good relations with all of them. Occasionally, however, disputes may arise between an

individual Employee and Thrivent, or between Employees in a context that involves Thrivent. Thrivent believes that

such disputes will be best resolved by internal dispute resolution and, where that fails, by arbitration conducted by

the American Arbitration Association (“AAA”) under the then-current AAA Employment Arbitration Rules and

Mediation Procedures, to the extent not modified by the Thrivent Employee Arbitration Rules and Procedures.

For these reasons, Thrivent has adopted the Thrivent Dispute Resolution Program for Employees (“DRPE”), a multi-

step process by which Thrivent and its Employees will resolve their disputes. The DRPE should be read in

conjunction with the Thrivent Employee Arbitration Policy and the Thrivent Employee Arbitration Rules and

Procedures, which provide greater detail regarding the arbitration process. All Thrivent Employees are required to

sign the Thrivent Dispute Resolution for Employees Agreement acknowledging their agreement to the terms of the

DRPE, the Thrivent Employee Arbitration Policy, and the Thrivent Employee Arbitration Rules and Procedures.

This DRPE does not constitute a guarantee of employment or guarantee that your employment will continue for any

specified period of time or end only under certain conditions. Employment with Thrivent is a voluntary relationship

and nothing in the DRPE or any other company document constitutes an express or implied contract of employment

for any definite period of time. This DRPE does not constitute, nor should it be construed to constitute, a waiver by

Thrivent of its rights under the “employment-at-will” doctrine; nor does it afford an Employee or former Employee any

rights or remedies not otherwise available under applicable law.

The DRPE applies to all current Employees and former Employees of Thrivent and its subsidiaries and affiliates

(collectively, “Thrivent”), other than those individuals who Thrivent classifies as statutory Employees under applicable law.

It does not apply to independent contractors.

The DRPE governs how Thrivent and its Employees will resolve most disagreements and disputes, including but not

limited to legal disputes and controversies that relate to or arise from:

(1) employment with Thrivent;

(2) the terms or conditions of employment with Thrivent; or

(3) termination of employment with Thrivent.

Claims involving legal disputes and controversies of any kind, whether under federal, state or local law, including statutes,

rules, regulations, ordinances, and common law are subject to this DRPE.

The DRPE does not apply to claims for workers’ compensation or unemployment benefits or claims under Thrivent’s short-

term disability or long-term disability policies, and/or any plan or program governed by the Employee Retirement Income

Security Act.

The DRPE does not affect an Employee’s right to file a charge with the Equal Employment Opportunity Commission or a

similar state anti-discrimination agency. However, if an Employee wants to obtain any personal relief with respect to any

allegations raised to an agency, he or she must do so solely through the DRPE. The DRPE also does not affect an

Employee’s right to file unfair labor practice charges with the National Labor Relations Board, or to bring an individual

Private Attorney General (“PAGA”) claim.

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More detail regarding the kinds of disputes that may be arbitrated under the Thrivent Employee Arbitration Policy are

covered in that Policy.

The DRPE involves a multi-step process to resolve Employee disputes involving Thrivent, although not every

disagreement or dispute will be subject to each step of the process, as described below.

You should always try first to resolve your dispute with your immediate manager, or, as necessary, higher-level managers if

you are comfortable doing so. If you choose not to work to resolve your dispute with your manager, you must work with

Thrivent’s Code of Conduct or Workforce Relations. To begin Thrivent’s DRPE process, contact the Code of Conduct Office

by calling ext. 844-5505 or 888-422-5737, or, by emailing “Box Code of Conduct”. Also available is the Code of Conduct

External Hotline, see SPEAK UP. Alternatively, you may contact Workforce Relations by emailing

If you are not satisfied that your dispute has been appropriately addressed by management, Workforce Relations or

the Code of Conduct Office, you may appeal by requesting senior manager review of your dispute. To start the

appeal process, you must complete and email a Request for Dispute Review Form to Box Thrivent Dispute

Resolution Program. Completion of the Request for Dispute Review Form gives you the opportunity to provide a

written explanation of the dispute, the earlier decision and any other relevant information you believe is important to

review.

As a general rule, appeals will be kept confidential to the extent consistent with a review of the appeal, but complete

confidentiality cannot be guaranteed.

If you are not satisfied with the determination of the senior manager’s review (and the dispute involves claims or

issues that are not subject to final resolution by the manager), you may, but are not required to, request independent

third-party mediation. To start this process, you must complete and email a Request for Mediation Form to Box

Thrivent Dispute Resolution Program. Thrivent may, in its sole discretion, decline to mediate.

You and Thrivent will agree on an independent, neutral mediator who is a retired judge or has ten (10) years of experience

in employment law. Mediation will take place at a mutually convenient time, date and location, using an agreed-upon

format (i.e., face-to-face, video conference or telephone). Thrivent will pay the administrative costs of conducting the

mediation, such as the mediator’s fees and the cost of securing a location for the mediation. However, Thrivent will not pay

for any costs you personally incur as a result of the mediation, such as attorney fees, compensation for time off work, or

travel and lodging expenses.

If you elect not to mediate or are not satisfied with the outcome of mediation, the final step in Thrivent’s DRPE process is

binding arbitration. Binding arbitration only is available for disputes involving “Covered Claims” as defined in the Thrivent

Employee Arbitration Policy.

You may request arbitration of Covered Claims by completing and emailing a Request for Arbitration Form to Box

Thrivent Dispute Resolution Program. The arbitration will be conducted pursuant to the Thrivent Employee Arbitration

Policy and the Thrivent Employee Arbitration Rules and Procedures, which describes claims that are subject to arbitration

and sets forth rules regarding the selection of an arbitrator, the arbitration procedure, and other important matters.

As in mediation, Thrivent will pay the administrative costs of the arbitration, such as the arbitrator’s fees, the fees of the

neutral organization that administers the arbitration, the costs of renting a facility for the arbitration and any reasonable

and necessary court reporter expenses. Thrivent will not pay any personal costs you may incur as a result of the

arbitration, such as attorney fees, expert witness fees, discovery expenses, photocopying expenses, compensation for

time off work, or travel and lodging expenses.

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