Page 11 - Delfi Diagnostics Handbook

complaint, as well as the individual(s) against whom the complaint was made, of the results of
the investigation. The investigation will be handled in as confidential a manner as possible
consistent with a full, fair, and proper investigation (the Company cannot promise complete
confidentiality; the employer’s duty to investigate and take corrective action may require the
disclosure of information to individuals with a need to know). If misconduct or inappropriate
behavior is determined to have occurred, appropriate remedial and/or disciplinary steps, such as
coaching, counseling, a written or verbal warning, suspension, or termination, will be taken to
deter any further offending behavior. All employees should also know that if they engage in
unlawful harassment, they may be held personally liable for the misconduct.

We take concerns about discrimination, harassment, and retaliation complaints very seriously
and want the opportunity to resolve any problems. While we encourage you to use the internal
process described in this policy, please know that you may file a complaint with the federal Equal
Employment Opportunity Commission or applicable state agency (for instance, in California, the
California Department of Fair Employment and Housing) (collectively, the Agency).

The Agency has offices in every state as listed on the Equal Employment Opportunity
Commission’s website: www.eeoc.gov/field and on the Equal Employment Opportunity poster
located in the Company’s premises. The Agency will investigate and attempt to resolve the
dispute. If the Agency finds evidence of discrimination, harassment, or retaliation, the Agency
may pursue the matter through its formal accusation and public hearing process, or a lawsuit
filed on the complainant’s behalf. Possible remedies include reinstatement, backpay, promotion,
change in DELFI policies and procedures, emotional distress damages, and fines.

At-Will
Employees at DELFI are employed on an at-will basis unless otherwise stated in a written
individual employment agreement signed by the Chief Executive Officer (CEO) of the Company.
This means that the employment relationship may be terminated at any time with or without
reason or advance notice by either the employee or the Company. Nothing in this Handbook
limits the right to terminate at-will employment.

Nothing in this Handbook is intended to or creates an employment agreement, expressed or
implied. Nothing contained in this, or any other document provided to the employee is intended
to be, nor should it be construed as a contract that employment or any benefit will be continued
for any period of time. In addition, no Company representative is authorized to modify this policy
for any employee or to enter into any agreement, oral or written, that changes the at-will
relationship, except by the CEO in writing.

Nothing in this at-will statement is intended to interfere with, restrain, or prevent concerted
activity as protected by the National Labor Relations Act. Such activity includes employee
communications regarding wages, hours or other terms or conditions of employment. DELFI
employees have the right to engage in or refrain from such activities.

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