Page 17 - E3 Employee Handbook

2.15 Complaint Resolution Procedure
Misunderstandings or conflicts can arise in any organization. To ensure effective working relations, it is important
that such matters be resolved before serious problems develop. Most incidents resolve themselves naturally;
however, should a situation persist that you believe is detrimental to your employment with E3, you should follow
the procedure described below for bringing your complaint to management's attention.

Step One: Discussion of the problem with your E3 Manager is encouraged as a first step. If, however, you do not
believe a discussion with your E3 Manager is appropriate, you may proceed directly to Step Two. A written report
of all complaints should be submitted to E3 Human Resources soon after the initial notification. Within any
dispute resolution situation, all employees and staff members shall approach the facts and issues surrounding
these matters in a discreet and confidential manner.

Step Two: If your problem is not resolved after discussion with your E3 Manager or you feel discussion with your
E3 Manager is inappropriate, you are encouraged to discuss the problem with E3 Human Resources. If, however,
you do not believe a discussion with E3 Human Resources is appropriate, please proceed directly to Step Three.

Step Three: If your problem is not resolved after discussion with E3 Human Resources or if you feel this approach
is inappropriate, you are encouraged to reach out to our E3 Ethics and Compliance Hotline. Information regarding
this hotline can be found on the Internal SharePoint Portal under E3 Ethics and Compliance Hotline.

E3 does not tolerate any form of retaliation against employees availing themselves of this procedure. The procedure
should not be construed, however, as preventing, limiting or delaying E3 from taking disciplinary action against any
individual, up to and including termination, in circumstances (such as those involving problems of overall
performance, conduct, attitude, or demeanor) where E3 deems disciplinary action appropriate.

3 Employment and Operational Policies

3.1 At-Will Employment
Your employment with E3 is at-will unless a duly authorized employment agreement with E3 provides otherwise. As
an at-will employee, you have not entered into a contract regarding the duration of your employment, which means
you are free to terminate your employment with E3 at any time, with or without reason. Likewise, E3, in its
discretion, has the right to terminate your employment, discipline, transfer, or demote you at any time, with or
without reason, as long as not otherwise prohibited by law. As provided in the Handbook Acknowledgement, nothing
in this handbook creates or is intended to create a promise or representation of continued employment. This
handbook supersedes any and all prior handbooks, written documents (with the exception of duly authorized
employment agreements) or oral or implied representations that might otherwise contradict the at-will nature of
your employment.

3.2 Equal Employment Opportunity
E3 is an Equal Opportunity Employer. It is the policy of E3 to prohibit any form of discrimination based on the race,
color, sex, age, religion, national origin, disability, marital status, Veteran status, registered domestic partner or civil
union status, gender identity or expression, medical condition (including, but not limited to, cancer related or
HIV/AIDS related), genetic information, sexual orientation, or any other basis prohibited by federal, state, or local
law.

It is our intent and desire that equal employment opportunities be provided in employment, recruitment, selection,
compensation, benefits, promotion, demotion, layoff, termination, and all other terms and conditions of
employment.

If you notice a violation to this policy, we ask that you immediately reach out to E3 Human Resources or using E3’s
Ethics and Compliance Program. Anyone employed by E3 who violates this policy or knowingly retaliates against

Information in this document is proprietary to E3 and should not be discussed with third parties without consent.
Printed copies are uncontrolled and for reference only.