Page 15 - Final-Policies and Procedures Guide_9-5-17_Neat

policy is not being followed by any person should promptly bring the matter
to the attention of the Human Resources Department.

2. Nondiscriminatory Hiring. Personal instructions will be given to all
employees with hiring responsibility that applicants for all jobs are to be
considered without discrimination.

3. Nondiscriminatory Training. When participating in conference-type or
other educational programs, maximum efforts will be expended to assure
nondiscriminatory consideration of all applicants or candidates.

4. Nondiscriminatory Pay, Other Compensation, and Working Conditions.
Molzen Corbin will continue a policy of periodic review of all wage rates to
determine if any problems exist or if underpayment is being made for the
type of work employees are doing. Molzen Corbin will continue to review
and make sure that all fringe benefits are distributed without discrimination.
Any adjustments necessary will be made promptly and retroactively, if
warranted. When overtime is necessary, all employees in particular job
categories will be afforded an equal opportunity to overtime on an equal
basis.

5. Nondiscriminatory Demotion, Layoff, or Termination. Molzen Corbin has
always been and will continue to be against discrimination in demotion,
layoff, or termination.

C C. . A AN NT TI I- -H HA AR RA AS SS SM ME EN NT T P PO OL LI IC CY Y

All employees will be provided the opportunity to perform their jobs in an
environment free from intimidation and/or harassment of any kind, whether based
on race, color, religion, ancestry, sex, age, national origin, sexual orientation,
marital status, disability, military or veteran status, citizenship status, genetic
information, or any other legally-protected characteristic. Harassment of third
parties by our employees that may impact the workplace or services provided by
the Company is also prohibited.

Although this policy pays special attention to sexual harassment, Molzen Corbin
will not tolerate illegal harassment of any kind. Illegal harassment includes, but is
not limited to, slurs, threatening or hostile acts, derogatory comments, and
unwelcome teasing on the basis of any legally-protected characteristic.

Any employee who believes they have been subjected to or exposed to illegal
harassment or intimidation is required to come forward promptly. Complaints need
not be limited to concerns from someone who was the target of the alleged

II-2

inspired professionals defining excellence

“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights
and responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in
this guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of
the National Labor Relations.”