Page 18 - Final-Policies and Procedures Guide_9-5-17_Neat

E E. . A AN NT TI I- -R RE ET TA AL LI IA AT TI IO ON N P PO OL LI IC CY Y

Molzen Corbin will not tolerate adverse treatment of any employee because he or
she reports harassment or discrimination, or provides information related to such
complaints. Employees should feel free to raise legitimate concerns and make
reports without fear of reprisal. Molzen Corbin prohibits retaliation against anyone
who reports possible discrimination in good faith or who cooperates in the
investigation of a complaint of discrimination. If any employee believes that he/she
has been retaliated against for reporting discrimination or for cooperating in an
investigation, the employee is required to immediately notify the Human Resources
Department or the Chief Administrative Officer. Any acts of retaliation will be
considered a violation of this policy, and corrective action will be taken
immediately, up to and including possible termination of any individual engaging
in retaliation. No adverse action will be taken against an employee who, in good
faith, reports a violation of this policy.

F F. . A AP PP PL LI IC CA AT TI IO ON N O OF F E EE EO O P PO OL LI IC CI IE ES S T TO O N NO ON N- -E EM MP PL LO OY YE EE ES S

Molzen Corbin expects employees to observe its non-discrimination and
harassment policies when interacting with non-employees in relation to or arising
from work for Molzen Corbin. Such non-employees include but are not limited to
the clients, contractors, subcontractors, suppliers, vendors, lessors of equipment
and members of the public engaging in business with Molzen Corbin.

G G. . A AM ME ER RI IC CA AN NS S WITH DISABILITIES ACT
WITH DISABILITIES ACT

Our policy is to provide equal employment opportunities to otherwise qualified
individuals with physical or mental disabilities, which may include providing
reasonable accommodations where appropriate. Employees are expected to inform
Human Resources or a Supervisor of a need for reasonable accommodation to
perform essential job duties. Molzen Corbin complies with legal requirements to
provide reasonable accommodations where necessary and where such does not
create an undue burden.

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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.”