US Handbook 2023

Section 2: Workplace Policies Equal Employment Opportunity

Dwellworks believes in fostering a work environment for Associates that is free from unlawful employment discrimination. Dwellworks is firmly committed to prohibiting discrimination on the basis of race, color, sex, age, religion, ancestry, national origin, citizenship, disability, military status, sexual orientation, gender identity and expression, political belief or activity, status as a veteran, genetic information, or any other legally protected class (together, known as “Protected Class(es)”). This Policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation, benefits, social and recreational programs, and all other conditions and privileges of employment in accordance with all applicable laws. Open-Door Dwellworks maintains an Open-Door Policy, which encourages Associates to discuss their problems, questions, or complaints with a member of the Leadership Team or Human Resources. It is likely that someone within Dwellworks will be able to help the Associate work out a solution in the best interest of all concerned. If an Associate believes that any policy has not been administered in accordance with this Handbook, the Associate should report their concern to a member of the Leadership team, Human Resources, or the Legal Department. Associates are not penalized or discriminated against in any way for having requested consideration of the application of any of the policies contained in this Handbook. Law Observance All Associates are required to obey all applicable laws at all times. In connection with that duty, all Associates are reminded that vigilance and affirmative actions against wrongdoing are essential to gaining and maintaining a reputation for integrity. Any Associate who is aware of any illegal activity by another Associate, regardless of position or level of leadership, is required to report it. Sexual Harassment Dwellworks does not tolerate offensive or inappropriate sexual behavior in the workplace. Conduct which constitutes sexual harassment is prohibited by law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity, and the status of being transgender. Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when any of the following occurs: + Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; + Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or + Such conduct has the purpose or effect of unreasonably interfering with an individual’s’ work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment can take many forms and may include one or more of the following: + Belittling jokes or comments based on gender stereotypes; + Behavior which insists that gender stereotypes be maintained and exercised in the workplace; + Uninvited touching, kissing, or embracing; + Making promises or threats in return for sexual favors; + Displays of sexually graphic material including posters, cartoons, and screensavers; + Repeated unwanted invitations; + Staring or leering at a person or parts of their body; + Sexually explicit conversation; + Persistent questions or insinuations about a person’s private life;

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