Employment Non-Discrimination Policy

EMPLOYMENT NON-DISCRIMINATION POLICY

Administrative Information

WHEREAS, the Employer identified above operates and manages the workplace and desires to establish standards that promote equal employment opportunity and prohibit unlawful discrimination and harassment; and

WHEREAS, the Employer recognizes the importance of maintaining a work environment in which employees are evaluated on the basis of merit, qualifications and performance, and in which employment decisions are free from unlawful bias; and

WHEREAS, the Employer seeks to set forth procedures for reporting, investigating, and remedying allegations of discrimination and retaliation and to affirm the Employer's commitment to compliance with applicable law.

Policy Statement

It is the policy of the Employer to provide equal employment opportunity to all employees and applicants without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable law. The Employer prohibits unlawful discrimination, harassment, and retaliation in all aspects of employment including recruitment, hiring, promotion, compensation, benefits, training, discipline, and termination.

Definitions

For purposes of this policy, "discrimination" means adverse action taken with respect to an individual because of a protected characteristic. "Harassment" means unwelcome conduct based on a protected characteristic that creates a hostile, intimidating, or offensive work environment. "Retaliation" means adverse action taken because an individual opposed practices that violate this policy or participated in a related investigation.

Scope and Application

Prohibited Conduct

The Employer prohibits: (a) making employment decisions on the basis of protected characteristics; (b) creation of an abusive, hostile, intimidating, or offensive work environment through discriminatory conduct; and (c) conditioning employment benefits on submission to unwelcome requests or conduct. Supervisors and managers are responsible for preventing and correcting discriminatory behavior.

Reporting and Complaint Procedure

Employees who believe they have been subjected to discrimination, harassment, or retaliation should report the matter promptly to the Designated HR Contact or to any member of management. Reports may be made orally or in writing. To assist prompt and effective investigation, include dates, locations, persons involved, and names of witnesses where possible.

Investigation and Remedies

The Employer will conduct timely, thorough, and impartial investigations of complaints. Investigations will be reasonable in scope and may include interviews, review of documentation, and corrective action as warranted. Remedies may include but are not limited to training, counseling, discipline up to and including termination, and make-whole relief such as reinstatement or back pay where supported by the investigation.

Anti-Retaliation

The Employer strictly prohibits retaliation against any individual who, in good faith, files a complaint, assists in an investigation, or otherwise opposes discrimination. Any individual who engages in retaliation is subject to disciplinary action up to and including termination.

Reasonable Accommodation

The Employer will provide reasonable accommodations to qualified individuals with disabilities and to employees who require accommodation for sincerely held religious practices unless doing so would impose an undue hardship. Requests for accommodations should be directed to the Designated HR Contact and should include documentation where appropriate.

Payment Terms (Remedies and Payments)

Where an investigation determines that monetary remediation is appropriate (for example, back pay or compensatory damages), the Employer will set the payment amount and schedule as part of the remedy. Interest or late payment charges may apply to remedial payments that are not timely made as set forth below.

Term and Termination

This policy is effective as of the Effective Date shown above and will remain in force until amended or revoked by the Employer. The Employer may amend, modify, or terminate this policy at any time in its discretion with written notice to employees as provided below.

Confidentiality

To the extent permitted by law, information gathered during investigations will be treated as confidential and disclosed only to those who need to know in order to conduct the investigation, take corrective action, or comply with legal obligations. The Employer will endeavor to protect the privacy of complainants and witnesses to the extent reasonably possible.

Governing Law

This policy shall be governed by and construed in accordance with the laws of the state of , without regard to conflicts of law principles.

Entire Agreement

This policy constitutes the entire written statement of the Employer's position and procedures regarding non-discrimination and supersedes any prior written policy. Nothing in this policy creates a contract of employment or limits the Employer's right to modify, amend, or terminate employment relationships consistent with applicable law.

Acknowledgment

By signing below, the parties acknowledge that they have read and understand this Employment Non-Discrimination Policy, agree to abide by its terms, and understand the procedures for reporting suspected violations.

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