Page 11 - Employee Handbook 4-1-2021

gender identity, age, disability, veteran or military status, familiar status, or any other
consideration protected by law. Neither does Jones-Hamilton Co. discriminate on the basis
of pregnancy, childbirth, or related medical conditions, including, but not limited to,
lactation. Our policy also prohibits discrimination based on a perception that any employee
or applicant has any of those characteristics, or is a person who has or is perceived as
having any of those characteristics. All such discrimination is prohibited. Jones-Hamilton
Co. also prohibits retaliation against employees who have reported discrimination. Any
employee who believe that he or she has been discriminated against is in violation of this
policy should report the matter pursuant to the “Complaint Procedure” outlined below.

Jones-Hamilton Co. is committed to equal employment opportunities and non-discrimination
in areas including, but not limited to, hiring, recruitment, selection, promotion, demotion,
transfer, discipline, layoff, termination, compensation, access to benefits, and access to
Company-sponsored training. Applicable laws do not, however, prevent Jones-Hamilton Co.
from selecting the best-qualified candidate for a position.

All Jones-Hamilton Co. employees are expected to comply with this Equal Employment
Opportunity and Non-Discrimination policy.

The Complaint Procedures policy in this Handbook applies to discrimination complaints,
including but not limited to its provisions regarding reporting, discipline, investigations, and
retaliation.

If you have questions about this policy, contact Human Resources.

INDIVIDUALS WITH DISABILITIES AND REASONABLE ACCOMMODATION
Jones-Hamilton Co. complies with the Americans with Disabilities Act (ADA) and state
disability law. Jones-Hamilton Co. will not discriminate against any qualified applicant
or employee because of the individual’s disability, perceived disability or record of
disability. In addition, Jones-Hamilton Co. will provide reasonable accommodation to a
qualified individual with a disability who has made Jones-Hamilton Co. aware of his/her
disability provided that the accommodation does not place an undue hardship on
Jones-Hamilton Co.

Jones-Hamilton Co. ordinarily will begin an interactive process after receipt of the
employee’s request for accommodation. The interactive process may require more than
one discussion between Jones-Hamilton Co. and the employee, as well as documentation
and correspondence. Ongoing communication and cooperation on the part of the
employee are required. Jones-Hamilton Co. must determine if the employee has a
disability and/or what functional limitations the employee has in order to identify
whether a reasonable accommodations exists. To this end, Jones-Hamilton Co. may
need to obtain appropriate medical documentation from the employee’s healthcare
provider.

If an employee who is a qualified individual with a disability requests a reasonable
accommodation so that he or she can perform the essential functions of the position,
Jones-Hamilton Co. will reasonably accommodate the employee unless doing so would
cause undue hardship to Jones-Hamilton Co. or pose a direct threat to the employee or
others in the workplace which cannot be eliminated through reasonable accommodation.
Jones-Hamilton Co. is not required to provide the “best” accommodation, provide
personal use items (e.g., wheelchairs, glasses, hearing aids), or reallocate essential

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