Fred Shearer & Sons Orientation

Equal Employment Opportunity and Harassment Policy

Fred Shearer and Sons is committed to providing all employees with a work environment free from discrimination and harassment. This policy reaffirms our commitment to equal employment opportunity and a respectful, inclusive workplace. All employees are expected to treat coworkers and others with professionalism and respect.

Discrimination or harassment of any kind is strictly prohibited. This includes conduct based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital or veteran status, genetic information, family status, ancestry, or any other legally protected classification.

Harassment or discriminatory behavior—whether physical or verbal—is not tolerated and may result in disciplinary action, up to and including termination. This standard applies to all employees, including supervisors, who are expected to actively prevent such behavior.

Retaliation against any employee for reporting a concern, participating in an investigation, or providing information is strictly prohibited and will also result in disciplinary action if substantiated.

What is Harassment?

Harassment includes any unwelcome behavior that creates an intimidating, hostile, or offensive work environment. Examples may include:

• Offensive remarks or jokes

• Unwelcome physical contact

• Displays of inappropriate materials

• Verbal abuse or intimidation

Harassment may also include conduct that is not unlawful but is still inappropriate in the workplace.

Reporting Concerns

Employees who experience or witness discrimination or harassment must report it immediately. Reports can be made to a supervisor or any member of management. If you are not comfortable reporting to your supervisor, you may contact:

• Ralph Schultz

• John Park

• Phone: 503-520-9991

Employees are also expected to report concerns if they observe inappropriate behavior directed at others.

Complaint and Investigation Process

1. Filing a Complaint
   Employees may report concerns verbally or in writing to any member of management. Complaints will be acknowledged within three days.

2. Investigation
   The company will conduct a prompt and thorough investigation. Confidentiality will be maintained as much as possible.

3. Outcome and Action
   A written decision will be provided following the investigation. If necessary, corrective or disciplinary action will be taken.

4. Protection from Retaliation
   Employees involved in reporting or investigating concerns are protected from retaliation. Any such behavior should be reported immediately.

5. Employee Responsibility
   All employees are expected to cooperate fully and uphold this policy by avoiding discriminatory or harassing conduct.

Sexual Harassment

Sexual harassment is a form of sex discrimination and includes unwelcome sexual advances, requests for favors, or other verbal or physical conduct of a sexual nature. This includes situations where:

• Submission to such conduct is a condition of employment

• Employment decisions are influenced by acceptance or rejection of such conduct

• The conduct interferes with work performance or creates a hostile environment

Even behavior intended to be harmless may be considered harassment if it is perceived as unwelcome.

Workplace relationships should be handled carefully. Employees must ensure that personal relationships do not create actual or perceived conflicts or harassment concerns, and management should be informed when appropriate.

Final Note

All employees are responsible for maintaining a respectful workplace. This complaint procedure is the official process for addressing discrimination or harassment concerns. Failure to follow this procedure may affect an employee’s ability to pursue a claim.