Stormtech Canada Associate Handbook

HARASSMENT AND VIOLENCE FREE WORKPLACE

1. PURPOSE Stormtech is committed to maintaining a work environment in which all associates are treated with dignity and respect. This policy establishes the Company commitment against workplace harassment and violence of any type while on Company premises or while engaging in Company business, activities, or social events. This policy also provides the guidelines for identifying and reporting such incidents of violence and harassment. 2. SCOPE This policy applies to all Stormtech associates and contractors working in Canadian locations regardless of employment status. 3. DEFINITIONS Workplace Harassment • For the purpose of this policy, the definition of workplace harassment is any vexatious comment or conduct against a worker in a workplace that is known or ought to be known to be unwelcome. This includes any inappropriate conduct, comment, display, action, or gesture by a person that adversely affects the workers psychological or physical well-being, and that the person knows or ought reasonably to know would cause a worker to be humiliated or intimidated; and/or constitutes a threat to the health and safety of the worker. • Harassment may consist of racial or gender-based jokes or slurs; aggressive, intimidating and/or sexual remarks, gestures, or physical contact; or the display or circulation of written materials, cartoons, drawings or photographs derogatory to any individual. Harassment can take many forms and be based on, but not limited to, race, colour, ancestry, ethnicity, place of origin, sex, pregnancy, marital status, sexual orientation, religion, physical or mental disability, age, political belief, conviction of a criminal or summary conviction offence unrelated to their employment. • Reasonable action taken by an employer or manager relating to the management and direction of workers is not workplace harassment. I.e.: performance management, delegation, redirection, disciplinary action, mediation meetings etc. • Workplace sexual harassment includes, but is not limited to: − Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, unwelcome physical contact, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome. − Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome. − Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. − Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, offensive or hostile work environment.

12|Page