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 Politely, but firmly, confront the individual responsible for the harassment,
discrimination or retaliation. Request that the person cease the conduct
immediately.
 If the harassment continues, or you believe that adverse consequences may
result from the confrontation, immediately report the concern to your on-site
supervisor and a Human Resource Service Team Representative. You may
submit the report orally or in writing, stating specific details of the harassing
conduct.
 If you believe that inadequate action is being taken to resolve your complaint,
direct your concern to the Manager of HR Service Team, Vice President or the
President.
 If you continue to believe that inadequate action is being taken to resolve your
complaint, direct your concern to the President of Checks and Balances, Inc.

There is no requirement to follow any formal chain of command when filing a
complaint. Employees may file complaints or express any issue of concern with your on-
site supervisor, a Human Resource Service Team Representative, or any member of the
Checks and Balances, Inc. Executive Team at 1-888-222-0457.

DISABILITY ACCOMMODATION

We comply with the Americans with Disabilities Act and the ADA Amendments Act (ADAAA) as

well as applicable state and local laws providing for nondiscrimination in employment
concerning qualified individuals with disabilities or perceived disabilities who can perform the
essential functions of the job, with or without reasonable accommodation. Reasonable
accommodation will be provided in accordance with these laws to qualified individuals who
have made their accommodations known, and where such accommodation does not constitute
an undue business hardship.

If you believe that you need reasonable accommodation to perform the essential functions of

an assignment, you must immediately inform the Human Resource Service Team. A member of
the Human Resource Service Team and if necessary, Vice President of Checks and Balances will
engage in an informal, interactive process with you and appropriate management and/or client
representatives identified as having a need to know, to determine the feasibility of the
requested accommodation. Various factors will be considered, including, but not limited to, the
nature and cost of the accommodation, the impact of the accommodation on the client’s
operation, including the impact on the ability of other employees to perform their duties and
the client’s ability to conduct business.

Checks and Balances, Inc. 22 1/2017

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