Page 19 - E3 Employee Handbook

 Unwelcome sexual advances - whether they involve physical touching or not
 Requests for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary
increases, promotions, increased benefits, or continued employment
 Coerced sexual acts

Depending on the circumstances, the following conduct may also constitute sexual harassment:
 Use of sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life
 Sexually oriented comment on an individual’s body, comment about an individual’s sexual activity,
deficiencies, or prowess
 Displaying sexually suggestive objects, pictures, cartoons
 Unwelcome leering, whistling, deliberate brushing against the body in a suggestive manner
 Sexual gestures or sexually suggestive comments
 Inquiries into one’s sexual experiences
 Discussion of one’s sexual activities

While such behavior, depending on the circumstances, may not be severe or pervasive enough to create a sexually
hostile work environment, it can nonetheless make co-workers uncomfortable. Accordingly, such behavior is
inappropriate and may result in disciplinary action up to termination regardless of whether it is unlawful.

Prohibition of Other Types of Harassment and Discrimination
It is also against E3’s policy to engage in verbal or physical conduct that denigrates or shows hostility or aversion
toward an individual because of his or her race, color, sex, religion, sexual orientation, age, national origin, disability,
marital status, Veteran status, registered domestic partner or civil union status, gender identity or expression,
genetic information, or other protected category under applicable law that:
 has the purpose or effect of creating an intimidating, hostile, humiliating, or offensive working
environment;
 has the purpose or effect of unreasonably interfering with an individual’s work performance; or
 otherwise adversely affects an individual’s employment opportunities.

Depending on the circumstances, the following conduct may constitute discriminatory harassment:
 Epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, or hostile acts that relate to race,
color, sex, religion, sexual orientation, age, national origin, disability, marital status, Veteran status,
registered domestic partner or civil union status, gender identity or expression, genetic information, or any
other basis protected by applicable law;
 Written or graphic material that denigrates or shows hostility toward an individual or group because of
race, color, sex, religion, sexual orientation, age, national origin, disability, marital status, Veteran status,
registered domestic partner or civil union status, gender identity or expression, genetic information, or any
other basis protected by applicable law and that is circulated in the workplace, or placed anywhere in E3’s
premises such as on an employee’s desk or workspace or on E3’s equipment or bulletin boards .

Discrimination and Harassment Complaint Procedure
You must bring any violation of this policy to the immediate attention of your E3 Manager, E3 Human Resources or
using E3’s Ethics and Compliance Program. E3 will thoroughly investigate all such claims with due regard for the
privacy of the individuals involved. All reports of alleged discrimination and/or harassment of any kind will be treated
seriously. Your complaint will be kept confidential to the maximum extent possible. Retaliation of any kind will not
be tolerated.

3.5 Religious Accommodation
E3 respects the religious beliefs and practices of all employees and applicants and will make, on request, an
accommodation for such observances when a reasonable accommodation is available that does not create an undue
hardship on E3’s business.

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.