Allegis Group Anti-Harassment and

Anti-Discrimination Policy

The Company is committed to providing and maintaining a workplace environment that is free of
harassment or discrimination of any kind and has a long-standing policy of ensuring an environment
of respect for each individual.

This prohibition applies to all employees, supervisors, manager, vendors, contractors, clients,
visitors, and anyone else employees interact with in the workplace or while performing their duties.
No one is expected to tolerate any conduct prohibited by this policy from anyone while at work or
engaged in Company business.

Harassment is offensive, unwelcome physical or verbal behavior or conduct. Do not assume that
behavior that is not offensive to you is acceptable to others; harassment is often defined by the
person receiving it. Harassment may involve, but is not limited to, co-workers, supervisors,
customers, clients or employees of our vendors/service providers. Regardless of who initiates such
harassment, it is prohibited.

The Company prohibits any harassing or discriminatory conduct which contributes to an intimidating
or offensive work environment and/or interferes with a person’s ability to perform his or her job,
particularly when that conduct is based on a person’s race, color, ancestry, religion, sex, gender,
gender expression, gender identity, sexual orientation, national origin, age, disability, medical
condition (genetic characteristics, cancer or a record or history of cancer), pregnancy, childbirth or
related medical condition, marital status, citizenship status, military or veteran status, genetic
information, union affiliation or any other characteristic protected by federal, state, or local law
(“Protected Characteristics”).

Sexual Harassment
While it is impossible to list all the circumstances that can be considered sexual harassment, the
following are examples that, if unwelcomed, may contribute to a claim of sexual harassment
(depending on all circumstances, including the severity and frequency of the conduct):
• Unwelcomed sexual advances, whether they involve touching or not
• Requests for sexual favors in exchange for actual or promised job benefits, or continued
employment
• Any threat to an employee that refusing to submit to sexual advances would adversely affect
his or her employment, evaluation, wages, advancement, assigned duties, career
development or any other term or condition of employment
• Sexual jokes and/or sexual innuendo
• Use of sexual epithets, written or oral references to sexual conduct, comments regarding
one’s sex life, comments on an individual’s body, or comments about an individual’s sexual
activity, deficiencies, prowess or sexual orientation
• Displaying, disseminating, or transmitting electronically, sexually suggestive objects,
pictures, cartoons, graphics, voicemails, downloaded materials or websites
• Inquiries into someone’s sexual activities

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• Assault or coerced sexual acts

Inappropriate conduct may be sexual harassment even if the individual did not intend to harass and
does not have to be motivated by sexual desire to be unlawful or to constitute a violation of this
policy. The type of conduct, not the intent is what is important. Sexual harassment can occur where
both individuals are of the same gender or different genders.

The Company specifically prohibits individuals from making unwelcome sexual advances, requests
for sexual favors or other verbal or physical conduct of a sexual nature when:
• Submission to such conduct is made explicitly or implicitly a term or condition of an
individual's employment; or
• Submission to or rejection of such conduct is used as a basis for employment decisions
affecting the employee such as performance evaluations, wages, advancement, assigned
duties, career development, etc.; or
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work
performance or creates an intimidating, hostile or offensive working environment.

Other Forms of Harassment

There are other forms of harassment beyond sexual harassment which the Company also prohibits,
including but not limited to telling off-color jokes or slurs, or using any other communication or
conduct based upon any Protected Characteristic(s).

The display, or transmission, of inappropriate images, messages or communications, including the

use of voice mail or e-mail systems, containing sexual content or content based upon a characteristic
protected by law that may be construed as harassment or disparagement of others, is prohibited.

The Company takes harassment and discrimination very seriously, and violations may lead to
discipline, up to and including immediate termination.

Bullying/Abusive Conduct
The Company is committed to ensuring our employees work in a healthy and safe environment and
will not tolerate bullying in the workplace. Workplace bullying is abusive conduct that a reasonable
person would find hostile or offensive and that is not related to the Company’s legitimate business
interests.

Reporting Harassment or Violations of this Policy

The Company strongly encourages the prompt reporting of all incidents that may violate this policy.
Any victim or witness to an act of harassment, discrimination, or violation of this policy is required to
promptly notify Human Resources or Company Leadership (i.e., your local HR Manager, your
Manager, your Director, or your Vice President).

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Supervisors must immediately refer all harassment complaints or harassment, or other conduct
prohibited by this policy to Human Resources, so the Company can try to resolve the claim internally.

All complaints will be taken seriously. When a report of a policy violation is made, the Company
undertakes a prompt, fair and thorough investigation that provides all parties appropriate due process
and reaches reasonable conclusions based on the evidence collected. The steps taken during the
investigation vary depending upon the nature of the allegations. Confidentiality is maintained
throughout the investigative process to the extent possible; however, complete confidentiality cannot
be guaranteed. Upon completion of the investigation, remedial action will be taken, if appropriate.
Employees may also confidentially report client requests and/or discriminatory employment practices
to the Code of Conduct and Ethics Hotline at (866) 377-7489 or send an e-mail to
[email protected]. In addition to the information contained in the handbook,
please see the claim reporting information posted on the office bulletin board, Intranet, Code of
Conduct, or contact Human Resources for additional details.

Reporting Retaliation
The Company prohibits retaliation or retribution against individuals who report violations of the
policies contained in this handbook and the Company intranet or are involved in the investigation of
such violations. The Company encourages all employees to escalate and report retaliatory conduct
immediately. Those that are found to have engaged in retaliatory conduct may be subject to
discipline, up to and including immediate termination.

Submission of Candidates to Customer

The Company is committed to partnering with its clients to provide equal employment opportunities
for all qualified candidates. Employees may receive client requests that suggest that the Company
provide specific employment referral opportunities or candidate screening services that are
unethical, inappropriate or discriminatory. It is our strict policy that we do not condone or
participate in any such requests on behalf of or at the request of our clients.

All staffing employees are required to attempt to submit the most qualified candidates to fill
positions based o objective, bona fide job-related qualifications and standards and without regard
to a client’s stated or implied preference for, or against, individuals of a particular race, color,
ancestry, religion, sex, gender, gender expression, gender identity, sexual orientation, national
origin, age, disability, medical condition (genetic characteristics, cancer or a record or history of
cancer), pregnancy, childbirth or related medical condition, marital status, citizenship status,
military or veteran status, genetic information, union affiliation or any other characteristic protected
by federal, state, or local law (“Protected Characteristic”). This policy applies to all aspects of a
client’s engagement, including but not limited to practices associated with requirements, selection,
submittals, job assignment, compensation, discipline, benefits, training and termination.

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The Company provides its employees with the training tools, sales tools and other resources needed
to respond appropriately to a client’s inappropriate preferences for, or against, individuals on the
basis of Protected Characteristics. Employees should and are encouraged to seek additional
assistance from their Managers/Supervisors or Human Resources Department if unsure how to
handle a specific client request or situation. If a client persists with a preference for, or against,
individuals on the basis of any Protected Characteristic(s), the employee is required to immediately
notify his or her Manager/Supervisor, Human Resources, or Office Leadership (i.e., your local HR
Manager, your Manager, your Director, or your Vice President) so appropriate action may be taken.
Employees may also confidentially report client requests and/or discriminatory employment practices
to the Code of Conduct and Ethics Hotline (866) 377-7489; or send an e-mail to
[email protected]. Employees will not be subject to retaliation or retribution
for filing a report.

Any employee who engages in discriminatory practices on behalf of a client including, but not limited
to, steering certain individuals based upon their Protected Characteristic to certain jobs – because
of expressed or perceived client preferences – has violated Company policy and will be subject to
discipline, up to and including immediate termination.

Internal Investigations, Employee Cooperation

The Company may use any lawful method of investigation, which in its sole discretion; it deems
reasonable and necessary to determine whether any employee has engaged in conduct warranting
disciplinary action. All employees are expected to cooperate in any investigation. Failure to
cooperate in any investigation may lead to discipline, up to and including immediate
termination. False information provided in the course of an investigation may also result in discipline,
up to and including immediate termination.

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