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II. ADMINISTRATIVE POLICIES
<br />1. EQUAL EMPLOYMENT OPPORTUNITY POLICY/ANTI-HARASSMENT, DISCRIMINATION AND
<br />RETALIATION
<br />It is the policy of this Company to afford equal opportunity to all employees, without
<br />discrimination on the basis of race, color, sex, religion, national origin, ancestry, age, citizenship,
<br />marital status, familial status, pregnancy, sexual orientation, political affiliation, veteran status,
<br />disability, or any other protected category as defined by local, state, or federal law.
<br />Furthermore, harassment of any employee on the basis of race, color, sex, religion, national
<br />origin, ancestry, age, citizenship, marital status, familial status, pregnancy, sexual orientation,
<br />political affiliation, veteran status, disability, or any other protected category is strictly forbidden
<br />and will not be condoned. Retaliation against anyone who makes bona fide complaints of
<br />discrimination and/or harassment is also strictly prohibited. Should you encounter any prohibited
<br />discrimination, harassment, or retaliation against you or any other employee, please promptly
<br />bring the matter to the attention of the Human Resources Representative for investigation and, if
<br />warranted, immediate and appropriate corrective action.
<br />The Equal Opportunity Commission Guidelines, issued under the Civil Rights Act, define sexual
<br />harassment as: "Unwelcome sexual advances, requests for sexual favors and other verbal or
<br />physical conduct of a sexual nature constitute sexual harassment when (1) submission to such
<br />conduct is made either explicitly or implicitly a term or condition of an individual's employment,
<br />(2) submission to or rejection of such conduct by an individual is used as the basis for
<br />employment decisions affecting such individual, or (3) such conduct has the purpose or effect
<br />of unreasonably interfering with an individual's work performance or creating an intimidating,
<br />hostile or offensive working environment."
<br />If you believe that you have been subjected to sexual or other harassment, other inappropriate
<br />sexual behavior or discriminatory conduct, the Company encourages, but does not require, you
<br />to indicate promptly and firmly to the offender that the behavior is unacceptable. If you believe
<br />that you have been subjected to harassment or discrimination based on any protected
<br />category, or retaliation of any kind, or if you are a witness to such harassment, discrimination, or
<br />retaliation, the Company requires that you promptly report any incident, regardless of who the
<br />offender is. The report must be made to your manager, president of the company, or to the
<br />Human Resources Representative. You always have the option of reporting the conduct directly
<br />to the Human Resources Representative if you prefer. Any employee who is found to have
<br />engaged in harassment, discrimination, or unlawful retaliation is subject to discipline up to and
<br />including termination. Any person found to have filed a false complaint against another
<br />employee may also be subject to discipline up to including termination. All harassment
<br />complaints will be promptly and thoroughly investigated; handled to the extent possible, in a
<br />confidential manner, and no retaliation will occur for bona fide complaints of harassment.
<br />This Company is committed to complying with applicable provisions of the Americans with
<br />Disabilities Act of 1990 ("ADA"), as well as all other applicable federal, state, and local laws
<br />regarding the employment of qualified persons with a disability. The Company prohibits
<br />discrimination against a qualified individual with a known disability. This includes, but is not
<br />limited to, discrimination with respect to application, hiring, promotion, discharge,
<br />compensation, benefits, training, and all other aspects of employment.
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