Page 22 - Green Mountain Research Handbook Final 8-9-21

Green Mountain Research Employee Handbook

Disability Accommodation
GMR will seek to provide reasonable accommodation for the known physical or mental
limitations of a qualified employee or applicant as required by law. Reasonable accommodation
varies from case to case and is evaluated on an individual basis. An employee who believes a
disability affects that individual’s ability to perform a job function should notify the CEO or
other member of the Executive Team for a discussion regarding finding an appropriate
accommodation.

Anti-Discrimination, Harassment & Retaliation

GMR is committed to providing a work environment free of discrimination and harassment. It is
the Company’s policy that all employees have a right to work in an environment free of
discrimination and harassment based on sex, age, race, national origin, religion, disability,
sexual orientation, marital status, veteran’s status or any other basis protected by federal,
state, or local law. To be clear, the Company prohibits harassment of its employees in any form
for any reason—by Executives, supervisors, co-workers, customers or suppliers. If you feel you
have been discriminated against or harassed in any way, it is generally best to tell that person
that you find such behavior offensive, that such behavior is against GMR’s policy, and that you
want him or her to immediately stop. However, if you are uncomfortable taking this action, or if
the conduct does not stop after you have warned the offending person, you should report it
immediately. You may report it to your supervisor, Human Resources, or any member of
management.

Every complaint will be investigated as promptly, thoroughly, and impartially as possible under
the direction of the CEO. The Company will protect the confidentiality of complaints to the
fullest extent possible, however there is no guarantee of confidentiality. If the investigation
determines that discrimination or harassment has occurred, the CEO will take immediate and
appropriate action.

GMR will not retaliate against any employee for complaining about discrimination or
harassment. If you feel you have been retaliated against, follow the complaint procedure
above.

The Company will ensure that managers and supervisors take positive steps to comply with this
policy. They are required to be aware of potential discrimination situations, quickly resolve any
discrimination issues that arise, and refrain from retaliation or harassment against any
employee involved in the filing, investigation, or resolution of a discrimination claim.

Supervisors, and all other employees are required to cooperate fully with the investigation and
resolution of all discrimination and harassment complaints.

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