ANTI-DISCRIMINATION POLICY

EQUAL EMPLOYMENT OPPORTUNITY (EEO)

Spooner provides equal employment opportunity and treatment to qualified persons without regard to race, color, religion, sex, gender, gender identity, sexual orientation, national origin, age, disability, veteran status, marital status, or genetic information. This is in compliance with Title VII of The Civil Rights Act of 1964, the Americans with Disabilities Act of 1990 (ADA), the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), Age Discrimination and Employment Act (ADEA), the Older Workers Benefit Protection Act (OWBPA), the Fair Labor Standards Act (FLSA) and the Genetic Information Nondiscrimination Act of 2008 (GINA).

Harassment or discriminatory treatment, intentional or unintentional, of applicants, employees, or clientele for these or any other reason is prohibited. All employees are expected to affirmatively foster an environment free of discrimination, harassment, and unequal treatment in which all employees may develop their talents to the fullest. Derogatory, demeaning, or discriminating comments, jokes, or actions – verbal or non-verbal – of any kind will not be tolerated. Please also review the company’s Anti-Harassment policy in this handbook.

This policy applies to all areas of employment, including but not limited to: Recruitment, hiring, training and development, promotion, transfer, assignment, termination, layoff, discharge, compensation, benefits, hours scheduled, social and recreational programs, and other conditions and privileges of employment in accordance with applicable federal, state, and local laws.

Equal Employment Opportunity notices are posted in all facilities. The posters summarize the rights of employees to equal opportunity in employment and list the names and addresses of the various government agencies that may be contacted in the event that any person believes s/he has been discriminated against.

If an employee believes s/he or another employee has been discriminated against by a coworker, supervisor, agent, client, or contractor of the company, s/he should promptly report the incident to the supervisor or any other supervisor and Human Resources. Please note Human Resources will follow-up to ensure that all complaints are addressed satisfactorily in a timely manner.