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appropriate corrective action. Reports of incidents warranting
confidentiality will be handled appropriately and the information will
be disclosed to others only on a need-to-know basis
Retaliation against an individual(s) for reporting harassment or
discrimination or for participating in an investigation of a claim of
harassment or discrimination is a serious violation of this policy and is
prohibited and, like harassment or discrimination itself, will be subject
to disciplinary action. Acts of retaliation should be reported
immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination, violence,
bullying, or retaliation will be dealt with appropriately. Responsive
action may include, for example, training, referral to counseling or
disciplinary action such as a warning, reprimand, withholding of a
promotion or pay increase, reassignment, temporary suspension
without pay, or termination, as the Company believes appropriate
under the circumstances.

False and malicious complaints of harassment, discrimination,
violence, bullying, or retaliation (as opposed to complaints that, even
if erroneous, are made in good faith) is prohibited and may be the
subject of appropriate disciplinary action.

Discipline
As an at-will employer, the Company may impose discipline
whenever it determines it is necessary or appropriate. Discipline may
take various forms including but not limited to the following: verbal
counseling, written warnings, suspension, demotion, transfer,
reassignment or termination. The discipline imposed will depend on
the circumstances of each case; therefore, discipline will not
necessarily be imposed in any particular sequence. Moreover, at any
time the Company determines it is appropriate; an employee may be
terminated immediately.

Every organization must have certain standards of conduct to guide the
behavior of employees. Although there is no possible way to identify
every rule of conduct, the following is an illustrative list (not intended
to be comprehensive or limit the Company’s right to impose discipline
for any other conduct it deems inappropriate). Keep in mind that these
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