Employee Handbook 2022

3. EQUAL EMPLOYMENT POLICY

Policy: Merritt is proud of its tradition of a collegial work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere which promotes equal opportunities and prohibits discriminatory practices or harassment. In accordance with these principles and applicable laws, it is our policy to recruit, hire, train and promote individuals, as well as administer any and all personnel actions, without regard to race (including traits associated with race such as hair texture and protective hairstyles), color, creed, religion, ancestry, national origin, ethnicity, sex, age, marital status, sexual orientation, gender identity or expression, genetic information, status as a qualified individual with a disability, veteran status, citizenship status, or any other legally protected characteristic (“Protected Categories”) . Acts of discrimination or harassment based on any of these Protected Categories will not be allowed, tolerated, or condoned by Merritt, and may subject you to discipline, up to and including termination of employment. Merritt also complies with all applicable state and local laws prohibiting discrimination on the basis of an applicant’s or employee’s credit history or prior criminal record or history. • Persons with Disabilities: Merritt is firmly committed to complying with all applicable federal, state and local legislation designed to ensure equal employment opportunities to persons with disabilities. Merritt prohibits discrimination on the basis of disability in regard to all employment practices or terms, conditions and privileges of employment. Consistent with this policy and applicable law, upon an employee’s request, Merritt will make reasonable accommodation to the known physical or mental limitations of qualified applicants or employees who are able to perform the essential functions of the job, unless the accommodation would cause an undue hardship on Merritt’s business. In compliance with applicable law, if a pregnant employee requests an accommodation for a disability or related medical condition caused or contributed to by pregnancy (including childbirth or related conditions, such as lactation), Merritt will explore reasonable accommodations with the pregnant employee, and it will endeavor to provide a reasonable accommodation unless doing so would impose an undue hardship on Merritt. In compliance with applicable law, female employees may use time at work to express breast milk. For non-exempt employees, this time will run concurrently with any unpaid break time already provided by Merritt. The Company will make reasonable efforts to provide female employees who wish to express milk with the Reasonable Accommodations: • Pregnancy Accommodation Policy:

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