Page 17 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
not required to complain first to his/her team leader if that team leader is the individual who is harassing the associate. When a team leader or manager is made aware of a complaint of Harassment or potential violation of this policy, she/he must report it to the Community Leader immediately, who will then involve the appropriate Company Executive Offices personnel (i.e. Human Resources Director or Company Senior Executives.
Due to the inherent difficulty in investigating and resolving allegations from unidentified persons, associates are discouraged (but not forbidden) from making anonymous complaints. However, if an individual desires to make a complaint anonymously, the Company, in conducting its investigation, will weigh such factors as the source, specificity and nature of the information provided; the seriousness of the alleged conduct; the objectivity and credibility of the source of the report; and the existence of any witnesses.
Investigations and Confidentiality
All allegations of Harassment will be promptly and thoroughly investigated. The investigation may include interviews with the complaining associate, alleged harasser and any identified witnesses as well as the review of all pertinent documentation. Once the investigation is complete, a determination will be made regarding the validity of the allegation and a decision made with regard to the appropriate action. If it is determined that an associate has violated this policy, disciplinary action will be issued, up to and including mandatory education, disciplinary warning, additional training or termination. The Company may also decide that it is in the best interest of the parties involved to separate the complaining Associate and alleged harasser during the investigation or to suspend the alleged harasser pending the outcome of the investigation.
To protect the interests of the complaining associate, the person complained against and witnesses, the Company will maintain the confidentiality of the complaint and investigation to the extent practicable and appropriate under the circumstances. All associates are expected to cooperate with internal investigations under this policy.
Adverse action will not be taken against individuals who make good faith allegations under this policy that cannot be corroborated or substantiated. However, associates who make knowingly false or dishonest statements or make statements with willful disregard for the truth, pursuant to or during an investigation under, this policy, will be subject to disciplinary action up to and including discharge.
Any associate who is found to have violated this policy will be subject to discipline, up to and including discharge.
August 14, 2015 Page 17