The company complies with nondiscrimination regulations under Title VII of the Civil Rights Act of 1964, Vietnam-Era Veterans Readjustment Assistance Act of 1974, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967, Uniformed Services Employment and Reemployment Rights Act (USERRA), Executive Order 11141, the Equal Pay Act, the [state] Labor Code; and other applicable statutes, ordinances, and regulations. The company complies with affirmative action regulations under Executive Order 11246, as amended, the Vietnam-Era Veterans Readjustment Assistance Act, the Veterans Employment Opportunities Act of 1998, and the Jobs for Veterans Act of 2002, and the Federal Rehabilitation Act; and other applicable statutes, ordinances, and regulations

The company will recruit, hire, train, and promote people in all job classifications without regard to race, color, religion, national origin, sex, age, physical or mental disability or history of disability, status as a veteran, uniformed service, or other protected characteristic. Managers and supervisors of the company will ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only job-related requirements for promotional opportunities.

The company will ensure that all personnel actions, including compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, tuition assistance, and social and recreation programs, will be administered without regard to race, color, religion, national origin, sex, age, physical or mental disability or history of disability, status as a veteran, uniformed service, or other protected characteristic. For example, employees with the same job title will receive pay within the salary range provided for that position with variances based upon education and experience and without any salary differentiation based on age, pregnancy, sex, religion, national origin, ethnicity, veteran status, uniformed service, disability status, or other protected characteristic.

The company will reasonably accommodate the religious observances and practices of an employee or prospective employee unless such accommodation creates an undue hardship on the conduct of the business. As part of this accommodation, the company will make reasonable accommodations to the religious observances and practices of an employee or prospective employee who regularly observes Friday evening and Saturday, or some other day of the week, as his or her Sabbath, and/or who observes certain religious holidays during the year, and who is conscientiously opposed to performing work or engaging in similar activity on such days, when such accommodations can be made without undue hardship on the conduct of the business. The following factors shall be considered: (a) business necessity, (b) financial costs and expenses, and (c) resulting personnel problems. Any employee who requires a religious accommodation should speak with a human resources representative

Any employee with a disability who requires accommodation should speak with a human resources representative. Generally, disability refers to a physical or mental impairment that substantially limits one or more of the major life activities of an individual. The company will seek to reasonably accommodate qualified individuals with a disability. The employee has the responsibility to provide adequate information to the company as part of the accommodation process. A qualified person with a disability means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the position. Such reasonable accommodation may take the form of making existing facilities readily accessible to or usable by individuals with a disability, restructuring jobs, modifying schedules, acquiring or modifying equipment, adjusting training materials, adjusting employment policies, and the like. Generally, such reasonable accommodation will be made unless it creates an undue hardship for the company.

The company shall review its employment practices to determine whether any individuals with protected characteristics are receiving fair consideration for job opportunities. The company will annually review its personnel policies to ensure that all such policies apply equally to all employees and that care has been exercised to ensure that such policies comply with this policy. The company ensures that the physical and mental job qualification requirements are related to the specific job or jobs for which the person is being considered and are consistent with business necessity and safe performance of the job. The company regularly reviews its personnel procedures to ensure that careful and thorough consideration is given to the job qualifications of individuals with disabilities, and all covered veterans and employees.

The company strictly prohibits sexual, racial, disability, national origin, age, veteran, uniformed service, religious, and all other forms of harassment of any employee, whether it is by a co-worker, a manager, a customer, or a vendor. Sexual advances; requests for sexual favors; sexual or racial jokes; racial, ethnic, national origin, or disability slurs; and other harassing language or conduct have no place in our business. In addition, physical conduct of a sexual nature will not be tolerated. It is expected that employees will treat one another with mutual respect for their dignity. Harassment of any type by any employee is grounds for discipline, up to and including immediate termination.

Employees or applicants are protected from coercion, intimidation, interference, or discrimination for filing a complaint or assisting in an investigation under the laws covering these individuals.

Periodic reviews will ensure that personnel decisions are in full accord with the principles and spirit of equal employment opportunity law.

Thomas Hundley, Managing Consultant, has overall responsibility for this Equal Employment Opportunity Policy.

This policy will be posted and disseminated as widely as possible. Such dissemination shall include periodic meetings with supervisory personnel, periodic meetings with all employees, inclusion in employee-orientation sessions, inclusion in management-training programs, inclusion in company publications, and posting on company bulletin boards, the company website, and the like. An equal opportunity clause will be inserted in all purchase orders, leases, contracts, and the like as required by applicable law, including Executive Order 11246, as amended.

Any person who believes he or she may have been discriminated against in violation of these principles or who observes any discrimination in violation of these principles or who needs a reasonable accommodation should discuss the matter with a human resources representative or the branch manager. If for any reason you do not want to discuss the matter with these individuals, you may discuss the matter with any officer of the company. Managers or supervisors who receive any complaint or concern involving discrimination or observe any discrimination must bring the matter to the attention of the EEO coordinator or the branch manager. That individual will initiate an appropriate investigation. Employees have a responsibility to cooperate in any investigation of unlawful discrimination. All employees are to cooperate fully with the investigation and resolution of all discrimination and affirmative action complaints.

The EEO coordinator will report quarterly to the branch manager and the vice president for human resources on all concerns or complaints concerning discrimination brought to her or his attention during the preceding quarter. The report will include recommendations for changes to company policies, practices, or procedures appropriate to the company’s compliance with this EEO policy.

If the appropriate human resources representative or the EEO coordinator is not able to resolve a concern or complaint of discrimination, the EEO coordinator will investigate the matter and recommend a solution to the branch manager or an officer of the company, who will decide how the concern or complaint will be resolved.

Any person who believes that the branch manager has not resolved a concern or complaint in accordance with this EEO policy may bring the matter to the attention of Thomas Hundley, Managing Consultant, or any other officer of the company, who may reopen the investigation, continue the investigation, or decide how the complaint will be resolved.

The branch manager and the president and vice president for human resources of the company fully support this equal employment opportunity policy and specifically require each employee to act in accordance with its principles.

Policy Number: 1100.0 Policy Dated: 12/30/2007

The company complies with nondiscrimination regulations under Title VII of the Civil Rights Act of 1964, Vietnam-Era Veterans Readjustment Assistance Act of 1974, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967, Uniformed Services Employment and Reemployment Rights Act (USERRA), Executive Order 11141, the Equal Pay Act, the [state] Labor Code; and other applicable statutes, ordinances, and regulations. The company complies with affirmative action regulations under Executive Order 11246, as amended, the Vietnam-Era Veterans Readjustment Assistance Act, the Veterans Employment Opportunities Act of 1998, and the Jobs for Veterans Act of 2002, and the Federal Rehabilitation Act; and other applicable statutes, ordinances, and regulations

The company will recruit, hire, train, and promote people in all job classifications without regard to race, color, religion, national origin, sex, age, physical or mental disability or history of disability, status as a veteran, uniformed service, or other protected characteristic. Managers and supervisors of the company will ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only job-related requirements for promotional opportunities.

The company will ensure that all personnel actions, including compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, tuition assistance, and social and recreation programs, will be administered without regard to race, color, religion, national origin, sex, age, physical or mental disability or history of disability, status as a veteran, uniformed service, or other protected characteristic. For example, employees with the same job title will receive pay within the salary range provided for that position with variances based upon education and experience and without any salary differentiation based on age, pregnancy, sex, religion, national origin, ethnicity, veteran status, uniformed service, disability status, or other protected characteristic.

The company will reasonably accommodate the religious observances and practices of an employee or prospective employee unless such accommodation creates an undue hardship on the conduct of the business. As part of this accommodation, the company will make reasonable accommodations to the religious observances and practices of an employee or prospective employee who regularly observes Friday evening and Saturday, or some other day of the week, as his or her Sabbath, and/or who observes certain religious holidays during the year, and who is conscientiously opposed to performing work or engaging in similar activity on such days, when such accommodations can be made without undue hardship on the conduct of the business. The following factors shall be considered: (a) business necessity, (b) financial costs and expenses, and (c) resulting personnel problems. Any employee who requires a religious accommodation should speak with a human resources representative

Any employee with a disability who requires accommodation should speak with a human resources representative. Generally, disability refers to a physical or mental impairment that substantially limits one or more of the major life activities of an individual. The company will seek to reasonably accommodate qualified individuals with a disability. The employee has the responsibility to provide adequate information to the company as part of the accommodation process. A qualified person with a disability means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the position. Such reasonable accommodation may take the form of making existing facilities readily accessible to or usable by individuals with a disability, restructuring jobs, modifying schedules, acquiring or modifying equipment, adjusting training materials, adjusting employment policies, and the like. Generally, such reasonable accommodation will be made unless it creates an undue hardship for the company.

The company shall review its employment practices to determine whether any individuals with protected characteristics are receiving fair consideration for job opportunities. The company will annually review its personnel policies to ensure that all such policies apply equally to all employees and that care has been exercised to ensure that such policies comply with this policy. The company ensures that the physical and mental job qualification requirements are related to the specific job or jobs for which the person is being considered and are consistent with business necessity and safe performance of the job. The company regularly reviews its personnel procedures to ensure that careful and thorough consideration is given to the job qualifications of individuals with disabilities, and all covered veterans and employees.

The company strictly prohibits sexual, racial, disability, national origin, age, veteran, uniformed service, religious, and all other forms of harassment of any employee, whether it is by a co-worker, a manager, a customer, or a vendor. Sexual advances; requests for sexual favors; sexual or racial jokes; racial, ethnic, national origin, or disability slurs; and other harassing language or conduct have no place in our business. In addition, physical conduct of a sexual nature will not be tolerated. It is expected that employees will treat one another with mutual respect for their dignity. Harassment of any type by any employee is grounds for discipline, up to and including immediate termination.

Employees or applicants are protected from coercion, intimidation, interference, or discrimination for filing a complaint or assisting in an investigation under the laws covering these individuals.

Periodic reviews will ensure that personnel decisions are in full accord with the principles and spirit of equal employment opportunity law.

Thomas Hundley, Managing Consultant, has overall responsibility for this Equal Employment Opportunity Policy.

This policy will be posted and disseminated as widely as possible. Such dissemination shall include periodic meetings with supervisory personnel, periodic meetings with all employees, inclusion in employee-orientation sessions, inclusion in management-training programs, inclusion in company publications, and posting on company bulletin boards, the company website, and the like. An equal opportunity clause will be inserted in all purchase orders, leases, contracts, and the like as required by applicable law, including Executive Order 11246, as amended.

Any person who believes he or she may have been discriminated against in violation of these principles or who observes any discrimination in violation of these principles or who needs a reasonable accommodation should discuss the matter with a human resources representative or the branch manager. If for any reason you do not want to discuss the matter with these individuals, you may discuss the matter with any officer of the company. Managers or supervisors who receive any complaint or concern involving discrimination or observe any discrimination must bring the matter to the attention of the EEO coordinator or the branch manager. That individual will initiate an appropriate investigation. Employees have a responsibility to cooperate in any investigation of unlawful discrimination. All employees are to cooperate fully with the investigation and resolution of all discrimination and affirmative action complaints.

The EEO coordinator will report quarterly to the branch manager and the vice president for human resources on all concerns or complaints concerning discrimination brought to her or his attention during the preceding quarter. The report will include recommendations for changes to company policies, practices, or procedures appropriate to the company’s compliance with this EEO policy.

If the appropriate human resources representative or the EEO coordinator is not able to resolve a concern or complaint of discrimination, the EEO coordinator will investigate the matter and recommend a solution to the branch manager or an officer of the company, who will decide how the concern or complaint will be resolved.

Any person who believes that the branch manager has not resolved a concern or complaint in accordance with this EEO policy may bring the matter to the attention of Thomas Hundley, Managing Consultant, or any other officer of the company, who may reopen the investigation, continue the investigation, or decide how the complaint will be resolved.

The branch manager and the president and vice president for human resources of the company fully support this equal employment opportunity policy and specifically require each employee to act in accordance with its principles.

Policy Number: 1100.0 Policy Dated: 12/30/2007