Page 11 - Diversified Employee Handbook_updated OCT 2021

DIVERSIFIED EMPLOYEE HANDBOOK

within an amount of time agreed to by the Talent Acquisition Director and the employee, Diversified will assume the
employee has resigned.
Employees with questions or seeking more information on immigration law issues are encouraged to contact the Talent
Acquisition Director. Employees may raise questions or complaints about immigration law compliance without fear of
reprisal.

EMPLOYMENT OF RELATIVES
The employment of relatives in the same area of an organization may cause serious conflicts and problems with favoritism
and employee morale.
It is Diversified’s intention to comply with all federal and state laws which prohibit employers from discriminating against an
individual solely because another member of that person’s family works or has worked for Diversified.

Although Diversified does not prohibit the hiring of relatives, we will monitor situations in which relatives work in the same
area, especially if one supervises the other. If a problem develops, Diversified may reassign one of the relatives to another
job or dismiss one or both of the employees.

For the purposes of this policy, a relative is defined as any person who is related by blood or marriage, or whose relationship
with the employee is similar to that of persons who are related by blood or marriage.

WORK RELATIONSHIPS
Having friends and trusted colleagues at work is an important part of feeling engaged at the company. It is also important
that those relationships do not result in favoritism to one employee over others, awkwardness, disengagement or unfair
work changes. This can take many forms and any supervisor, manager or other leader must be especially sensitive as they
represent the company as a role model, have access to sensitive company information and can affect the employment
decisions of others and, therefore, are held to a higher expectation of objectivity.

If such a relationship becomes “close” (regularly spending time out of the office together, vacationing, at social, sporting or
community events, and especially if the relationship becomes romantic), then in the interest of proactively avoiding any
unnecessary implications or ramifications, the leader should make their own manager aware of the situation. When, due to
a leader’s relationship with a co-worker, a conflict-of-interest or potential risk is identified, Diversified will work with the
parties involved to consider options.

CONFLICTS OF INTEREST

Employees have an obligation to conduct business within guidelines that prohibit actual or potential/perceived conflicts of
interest. The purpose of these guidelines is to provide general direction so employees can seek further clarification on
issues related to the subject of acceptable standards of operation.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in
a personal gain for that employee or for a relative as a result of Diversified's business dealings.

Personal gain may result, not only in cases where an employee or relative has a significant ownership in a firm with which
Diversified does business, but also, when an employee or relative receives any kickback, bribe, substantial gift or special
consideration as a result of any transaction or business dealings involving Diversified.

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