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The Company will promptly and thoroughly investigate all reports or threats of (or
actual) violence and of suspicious individuals or activities. The identity of the
individual making the report will be protected to the greatest extent that is reasonably
possible. Anyone determined to be responsible for violence or threats of violence or
other conduct that is in violation of these guidelines will be subject to prompt
disciplinary action up to and including termination of employment, and/or criminal
prosecution of the person or persons involved.

The Company encourages employees to bring their disputes or differences with other
employees to the attention of their Supervisor or other members of management
before the situation escalates into potential violence. The Company is eager to assist
in the resolution of employee disputes, and will not discipline employees for raising
such concerns.

8. A WORD ABOUT UNIONS
While the Company recognizes that labor unions may have been necessary in the
past and may be necessary elsewhere to assure employees the benefits of their
work, we do not believe that unions are necessary at GOJO. We have established
policies and practices to help maintain an open, positive work environment. We meet
our responsibility to provide safe conditions, compensation, and benefits. We work
for effective two-way communications and operate our Company so there is not a
need for a union.

At GOJO, joining a union is not a condition of employment. It is quite possible,
however, that one or more unions may approach you and try to persuade you to sign
a card requesting union representation. While the decision is yours, you have a right
not to sign a card. Because GOJO assumes its responsibilities in providing good
working conditions, we think signing a card is unnecessary. The union's approach
generally is one of making "promises" and raising expectations. But making promises
and making good on them are two different things.

The presence of a union would be of no advantage to any of us. It could hinder our
efforts to operate as efficiently as possible. Our environment is beneficial, both the
physical environment and our personal relationships--and we want to keep it that
way.

Each of us at GOJO is encouraged to deal directly with each other about work and
personal problems, without any interference by a third party. Numerous people and
problem-solving mechanisms are available for you to voice concerns and develop
corrective action. Depending on what you need to discuss, take steps to talk with
your supervisor, work group manager, HROD staff, or the President. Employment
Information
In short, GOJO has a history of good relationships with its employees and will P a g e | 9
continue the tradition of commitment to that principle for its employees. We're not
perfect. But we think it's important to keep a sense of perspective and balance. We
try to keep focus on our Company's overall record so that an occasional experience
does not sour the otherwise consistently fine practices we work hard to maintain. On
balance, we achieve a far better-than-average record of fine working conditions for
us.

9. EMPLOYMENT RELATIONSHIP
The Employee Handbook is distributed to all employees of GOJO solely for the
purpose of providing them with a broad overview of the Company's routine policies

GOJO Industries Employee Handbook
©2002-2018 GOJO Industries, Inc. All Rights Reserved.