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Together, we prepare people for work.

• Whenever possible, complaints should be put in writing to ensure that everyone involved in
the situation is correctly informed about the details and issues involved.

Retaliation against employees for sharing their concerns under this procedure will not be tolerated.

MISCONDUCT AND CORRECTIVE ACTION

Goodwill-Easter Seals is committed to the deterrence, detection, and correction of misconduct. When
misconduct is discovered, the response may include taking disciplinary action up to and including
termination of the violator’s employment, referral to law enforcement agencies, and seeking recovery of
assets. GESMN will attempt to protect innocent parties to the extent possible.

REPORTING MISCONDUCT AND POLICY VIOLATIONS
All employees are expected to comply with GESMN policies and procedures and report suspected policy
violations or misconduct to their manager, a department head, Human Resources, or the President/CEO.
Suspected policy violations may also be reported to the Concerns Line at 866-832-4557.

Employees are expected to meet GESMN standards for work performance and respectful conduct.
Although GESMN has the right to terminate any employee at any time, for any or no reason, we have
outlined a process for dealing with performance or policy-related issues. This process, called Corrective
Action, generally involves verbal notice, written notice, final notice or suspension, and termination of
employment.

The nature of certain problems or violations may warrant the acceleration of the corrective action
process or bypassing one or more disciplinary steps. Certain actions may result in the termination of
employment without following the sequence of steps. Examples of these types of actions include, but
are not limited to, harassment/discrimination, theft, acts of violence, or dishonest behavior.

The corrective action process will generally include the following steps, although GESMN reserves the
right to bypass any or all the steps below at its discretion based on the circumstances:

• Verbal Notice: This is a verbal indication that improvement is needed in either performance
or conduct — the manager will discuss the problem with the employee, suggest ways to
improve or correct the problem and identify a period for the change to occur. This
conversation will be documented and placed in the employee's personnel record. If the
situation improves and performance is considered satisfactory, no further action will occur.
• Written Notice: A written notice is an indication to the employee that improvement is

needed in performance or conduct — the manager outlines the problem, what is expected
of the employee, and in what timeframe. A copy of the notice is placed in the employee's

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