Page 26 - Green Mountain Research Handbook - Test for Security

Green Mountain Research Employee Handbook

If you do not receive a sufficient response to your written complaint within seven working days
from providing it to your supervisor, or if your supervisor is the problem, you should contact
the next level of supervision, and so on. If you consider the matter an emergency, legal, ethical
or safety issue, use your best judgment to expedite the complaint process. A member of the
Executive Team may have a conference with you and your supervisor or with both of you
individually to bring clarification and to facilitate finding a solution. If the matter is not resolved
after that conference, and you believe it still merits attention, it is requested that you
immediately place your concerns in writing and bring the matter forward to the Company CEO.
Although we desire an outcome that is satisfactory to all involved, the Company cannot
promise that your specific grievance or complaint will result in the action you request or that
you will be satisfied with the outcome of the grievance procedure.

Consistent with the Company Anti-Discrimination & Harassment Policy, if you believe you have
been sexually harassed, please report this as soon as possible to any member of management
you feel comfortable discussing the situation with.

Termination Policy

Employment with GMR is “at will”. This means employees have the right to end the
employment relationship at any time and for any reason, with or without notice, with or
without cause, and that the Company has the same right.

In order to assure orderly operations and provide the best possible work environment, GMR
expects employees to follow rules of conduct that will protect the interests and safety of
personnel and the mission of the Company. Any employee conduct that violates Company rules
or that, in the opinion of the Company, interferes with or adversely affects our Company’s
mission or reputation is sufficient grounds for disciplinary action, up to and including
termination. Failure to perform job duties satisfactorily may also lead to termination. In
addition, the Company retains the right legally to end your employment at any time, with or
without cause or notice.

Neither GMR nor employees have entered into an employment agreement for a specified
period of time. Only the GMR’s President/CEO may make any agreement contrary to the at-will
policy, and that any such agreement must be in writing and signed by GMR’s President/CEO.

Safety and Health

GMR is committed to providing a safe, efficient and productive work environment. We wish to
ensure that employees perform their duties in a manner that protects the interests of all
persons in the workplace.

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Revision Date: 08/01/2021
Origination Date: 08/01/2021