US Handbook 2023

+ Any behavior that creates a sexually hostile work environment; or + Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity or expression, and the status of being transgender, such as: o Interfering with, destroying, or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform their job; Sexual harassment is not limited to the physical workplace itself. It can occur while Associates are traveling for business, at employer-sponsored events, or at social gatherings. Calls, texts, emails, and social media usage by Associates can constitute workplace harassment, even if they occur away from the workplace premises, on personal devices, or during non-work hours. Reporting Sexual Harassment Any person who has suffered or observed sexual harassment at Dwellworks by anyone, including Leaders, co workers, clients, customers, or suppliers, is responsible to report such incidents. If you believe that you have been subjected to sexual harassment, you are encouraged to complete the complaint form that can be found at https://www.dwellworks.com/media/1699/dwellworks-combat-harassment-complaint-form.docx and submit it to Human.Resources@dwellworks.com or file a report through http://www.redflagreporting.com and use the following code for the US: 8003992626. If you are more comfortable reporting an incident verbally or in another manner, the Human Resources Department should complete the form, provide you with a copy, and follow the Dwellworks’ Sexual Harassment Prevention Policy by investigating the claims, as outlined below. Reporting such incidents as soon as they occur will help initiate a quicker response. Complaints will be handled in confidence and in a manner consistent with a thorough investigation. Appropriate corrective action will be taken based upon the outcome of the investigation. Supervisory Responsibilities All Leaders who receive a complaint or information about sexual harassment or observe or suspect what may be sexual harassment are required to report such suspected sexual harassment to the Human Resource Department or Legal Department without undue delay. Anti-Retaliation Policy Dwellworks strictly prohibits all forms of unlawful retaliation including, but not limited to, discipline, reprisal, or intimidation against an Associate for participating in any of the following lawful activities: + Submitting a good faith internal complaint with management specifically opposing unlawful discrimination or harassment; + Filing a good faith complaint of unlawful discrimination or harassment with the US Equal Employment Opportunity Commission or applicable state agency; + Participating in Dwellworks’ internal investigation into allegations of discrimination or harassment; + Supporting another Associate’s internal or administrative complaint or unlawful discrimination; + Requesting a disability accommodation under the Americans with Disability Act or applicable state law; + Requesting or taking leave under the Family Medical Leave Act or applicable state law; + Filing a workers’ compensation claim; or + Any other protected activity. Complaint and Investigation of Sexual Harassment Dwellworks recognizes that the question of whether a particular course of conduct constitutes sexual harassment requires a factual determination. Dwellworks also recognizes that false accusations of sexual harassment can have serious effects on innocent persons. If an investigation results in a finding that a person who has accused another of sexual harassment has maliciously or recklessly made false accusations, the accuser will be subject to appropriate disciplinary actions, up to and including termination. o Sabotaging an individual’s work; or o Bullying, yelling, or name-calling.

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