Equal Opportunity Employment
Company is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on
the basis of an individual’s race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other
status protected by applicable law. This policy applies to all terms, conditions and privileges of employment, including recruitment,
hiring, placement, compensation, promotion, discipline and termination.
The Americans with Disabilities Act
In accordance with the American with Disabilities Act (ADA) Company does not discriminate against qualified individuals with
disabilities in regard to recruitment, hiring, compensation, benefits, promotions, training and education, social programs, layoffs, and
other terms, conditions, or privileges of employment. Company will provide reasonable accommodations to the known physical or
mental limitations of a qualified applicant or associate with a disability unless the accommodation imposes an undue hardship for the
Company.
Non-Harassment Policy / Non-Discrimination Policy
Company prohibits discrimination or harassment based on race, color, religion, creed, sex, national origin, age, disability, marital
status, veteran status or any other status protected by applicable law. Each individual has the right to work in a professional
atmosphere that promotes equal employment opportunities and is free from discriminatory practices, including without limitation
harassment. Consistent with its workplace policy of equal employment opportunity, the Company prohibits and will not tolerate
harassment on the basis of race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other
status protected by applicable law. Violations of this policy will not be tolerated.
Discrimination includes, but is not limited to: making any employment decision or employment related action on the basis of race,
color, religion, creed, age, sex, disability, national origin, marital or veteran status, or any other status protected by applicable law.
Harassment is generally defined as unwelcome verbal or non-verbal conduct, based upon a person’s protected characteristic, that
denigrates or shows hostility or aversion toward the person because of the characteristic, and which affects the person’s employment
opportunities or benefits, has the purpose or effect of unreasonably interfering with the person’s work performance, or has the
purpose or effect of creating an intimidating, hostile or offensive working environment. Harassing conduct includes, but is not limited
to: epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the
workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on their
protected characteristic.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct
of a sexual nature, when:
1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such
individual; or
3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an
intimidating, hostile or offensive working environment.
Examples of sexual harassment include: unwelcome or unsolicited sexual advances; displaying sexually suggestive material;
unwelcome sexual flirtations, advances or propositions; suggestive comments; verbal abuse of a sexual nature; sexually oriented jokes;
crude or vulgar language or gestures; graphic or verbal commentaries about an individual’s body; display or distribution of obscene
materials; physical contact such as patting, pinching or brushing against someone’s body; or physical assault of a sexual nature.
Reporting: Any Company employee who feels that he or she has been harassed or discriminated against, or has witnessed or
become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of
his or her supervisor or human resources manager. Company will promptly investigate all allegations of discrimination and
harassment, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be
treated as confidential to the extent feasible, and Company will take appropriate action based on the outcome of the investigation.
No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for
participating in good faith in an investigation pursuant to these policies. If an employee feels he/she has been retaliated against, the
employee should file a complaint using the procedures set forth above.