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 has the purpose or effect of creating an intimidating, hostile or offensive work
environment
 has the purpose or effect of unreasonably interfering with an individual’s work
performance
 adversely affects an individual’s employment opportunities.

Harassing conduct includes:

 epithets, slurs or negative stereotyping;
 threatening, intimidating or hostile acts; denigrating jokes;
 written or graphic material that denigrates or shows hostility or aversion toward an
individual or group that is placed on walls or elsewhere on the employer’s premises or
circulated in the workplace, on company time or using company equipment by e-mail,
phone (including voice messages), text messages, social networking sites or other
means.

All employees are expected to contribute to ensuring a work environment free of harassment
of any type and are responsible for respecting the rights of all, including, but not limited to,
management personnel, co-workers, clients, vendors, and visitors.

Employees are expected to:

 Behave in a manner consistent with this policy.
 Follow the guidelines below, if they believe they are a victim of harassment,
discrimination or retaliation.
 Report witnessing of any known, perceived, or potential harassment, discrimination or
retaliation against others to the Human Resource Service Team.

INDIVIDUALS AND CONDUCT COVERED

These policies apply to all employees, whether related to conduct engaged in by fellow
employees or by someone not directly connected to us (e.g., a client company, outside vendor,
etc.) Conduct prohibited by these policies is unacceptable in the workplace and in any work-
related setting outside the workplace, such as during business trips, business meetings and

business-related social events.

REPORTING AN INCIDENT OF HARASSMENT, DISCRIMINATION OR RETALIATION

It is your responsibility to immediately report to the Human Resource Service Team any
situation that you believe involves unlawful harassment, discrimination or retaliation. All
complaints will be taken seriously, will be promptly investigated, and will be kept confidential
to the maximum extent possible.

Checks and Balances, Inc. 21 1/2017

Disclaimer: This Handbook contains internal confidential propriety information. The policies can change at any time, for any
reason, without warning.