Page 20 - E3 Employee Handbook

An employee or applicant whose religious beliefs or practices conflict with his or her job, work schedule, any E3
policy or procedures, or with other aspects of employment can seek a religious accommodation. The employee must
submit a written request for the accommodation to his or her E3 Manager or directly to E3 Human Resources. The
written request should include the type of religious conflict that exists and the suggested accommodation.

E3 Human Resources will evaluate the request, considering whether a work conflict exists due to a sincerely held
religious belief or practice and whether an accommodation is available that is reasonable and that would not create
an undue hardship on E3’s business.

Examples of accommodations may include, but are not limited to:
 a change in job, using paid leave or leave without pay,
 allowing an exception to the dress and appearance code,
 allowing an exception for other aspects of employment.

The employee will meet with the E3 Manager and with a member of E3 Human Resources to discuss the request and
decision on an accommodation. If the employee accepts the proposed religious accommodation, the request will be
implemented. If the employee rejects the proposed accommodation, he or she may appeal by contacting E3 Human
Resources or using the E3 Ethics and Compliance Program.

3.6 Accommodation of Individuals with Disabilities
E3 complies with the Americans with Disabilities Act (ADA), the Americans with Disabilities Act Amendments Act
(ADAAA) and applicable state and local laws providing for nondiscrimination in employment against qualified
individuals with disabilities. We are committed to providing equal employment opportunities to all individuals,
including those with disabilities.

It is E3’s policy to:
 Ensure that qualified individuals with disabilities are treated in a nondiscriminatory manner in the pre-
employment process and that employees with disabilities are treated in a nondiscriminatory manner in all
terms, conditions, and privileges of employment.
 Keep all medical-related information confidential and retain such information in a separate confidential
files;
 Provide applicants and employees with disabilities with reasonable accommodation to perform the
essential functions of their job positions, except where such an accommodation would create an undue
hardship on the Company.

E3 will process requests for reasonable accommodations in a timely manner and provide accommodations promptly.
Employees and applicants needing reasonable accommodations should contact E3 Human Resources for assistance.

3.7 Open-Door
In keeping with E3’s philosophy of open communication, you have the right and are encouraged to speak freely with
management about your job-related concerns.

The most important relationship you will develop at E3 will be between you and your E3 Manager. However, should
you need support from someone other than your E3 Manager, the entire E3 Leadership and Management team,
including E3’s CEO, COO, CSO, and CFO are committed to resolving your individual concerns in a timely and
appropriate manner.

We urge you to go directly to your E3 Manager to discuss your job-related ideas, recommendations, concerns, and
other issues which are important to you. If, after talking with your E3 Manager, you feel the need for additional
discussion, you are encouraged to speak with E3 Human Resources or utilize E3’s Ethics and Compliance Program.

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.