Hogan & Associates Construction (“Hogan”) prohibits discrimination, harassment, and retaliation as described in this section.

HOGAN EXTENDS EQUAL EMPLOYMENT & ADVANCEMENT OPPORTUNITIES TO ALL QUALIFIED INDIVIDUALS

Hogan will extend equal employment and advancement opportunities to all qualified individuals regardless of their race, color, religion, age (40 and over), sex, gender, sexual orientation, gender identity, pregnancy, disability, national origin, ethnic background, genetic information (including of a family member), military service, and/or citizenship, or any other classification protected by applicable local, state, or federal law. As a federal contractor, Hogan also complies with its affirmative action obligations under Executive Order 11246. Those obligations involve Hogan taking affirmative steps in many areas—such as recruiting and hiring, work environment, training, monitoring, record keeping, policy dissemination, and compliance review—to help ensure equal employment opportunities for women and minorities.

EACH EMPLOYEE TO BE TREATED COURTEOUSLY

All personnel are reminded that each employee is at all times to be treated courteously by fellow employees, so that he or she is free from discrimination, harassment, or interference based on factors such as those mentioned above. Harassment is also defined as unwelcome or unsolicited verbal, physical, or sexual conduct which interferes with an employee’s job performance or which creates an intimidating, hostile work environment. This may include conduct directed at you while working by non-employees or away from the office or during company-sponsored events. Examples of what may be considered harassment, depending on the circumstances, are:

VIOLATING EMPLOYEES WILL BE DISCIPLINED

Employees who violate this policy will be subject to discipline up to and including discharge. The Company will also try to remedy any violations of this policy by anyone else, such as a non-employee. Anyone who feels he or she has been subject to discrimination, harassment, retaliation, or any violation of this policy should report such incidents to Hogan’s Vice President of Human Resources and Safety, Jared Morgan. All charges of violation of this policy will be investigated promptly and remedied appropriately. The confidentiality of persons reporting violations will be respected insofar as practicable in conducting an investigation of such claims.

AMERICANS WITH DISABILITIES ACT (ADA)

As part of its commitment to equal employment opportunity, Hogan seeks to implement all applicable provisions of the Americans with Disabilities Act (the ADA) and related state law. Ability, not disability, is the basis for employment decisions. It is Hogan’s policy to provide reasonable workplace accommodations to qualified persons with a disability when necessary to allow the employee to perform the essential functions of his or her job. Such accommodations may include, in appropriate circumstances, unpaid leave. If you have questions about this policy and/or have a need for a workplace accommodation, please contact Human Resources.

NO RETALIATION AGAINST WHISTLEBLOWERS

Hogan will not in any way retaliate, or allow retaliation, against an individual who makes a complaint, opposes action in violation of this policy, reports a possible violation of this policy, or participates in any investigation or proceedings related to any such complaint. Hogan will also not in any way retaliate, or allow retaliation, against an individual who seeks a disability accommodation. Retaliation can take many forms and may include more formal job actions (e.g., termination, discipline, demotion, denial of pay, or promotions) and less formal job actions (duty or shift changes, verbal abuse), if either actions materially deter someone from engaging in activity protected by the law, such as making a complaint. Retaliation, including retaliatory harassment, is a serious violation of this policy and should be reported immediately in the same manner in which reports of possible harassment, discrimination, or other violations of this policy are to be reported. Any person found to have retaliated against another individual will be subject to discipline, up to and including discharge.

THIS POLICY IS NOT A CONTRACT

Neither this policy, employment with Hogan, nor the maintenance of supervisory or other policies or procedures shall be construed as constituting a promise from or contract of any kind with Hogan, either express or implied, regarding any of the matters addressed in any such policies.