Employee Handbook 2022

use of a room or other private location. If an employee has a private office, it may be used for this purpose.

• Religious Accommodations: Upon request and consistent with its obligations under applicable law, Merritt will also provide reasonable accommodation for an employee’s sincerely-held religious belief that conflicts with a work requirement, unless the accommodation would cause an undue hardship on Merritt ’s business. Any employee seeking an accommodation under this policy should contact Human Resources, which will seek additional appropriate information in accordance with applicable law. Consistent- withMerritt’s equal employment policy, unlawful discrimination and harassment on the basis of any of the Protected Categories will not be tolerated. All employees should be aware that Merritt’s philosophy is to prevent such discrimination and harassment from occurring. Accordingly, Merritt may take disciplinary action based upon conduct that does not meet the legal definition of discrimination or harassment, but is offensive to fellow employees. Application of Policy: This policy applies to Merritt employees at all levels, management or not, and governs conduct in the workplace and at all other work-related events such as business trips and Merritt-related functions. Merritt will not allow, tolerate, or condone any form of harassment based on Protected Category directed towards a Merritt employee by co- workers, managers, clients, contractors, visitors, or any other non-employee who conducts business with Merritt. Conduct Covered by this Policy: This policy applies to and prohibits all forms of unlawful discrimination and harassment. Accordingly, Merritt prohibits discrimination or harassment based on any Protected Category. Because confusion often arises concerning the meaning of sexual harassment in particular, it deserves special mention. Sexual harassment may take many forms, including the following: • Directly or indirectly promising an employee a reward based on compliance with a sexually-oriented request; directly or indirectly threatening to retaliate against an employee if the employee or third-party refuses to comply with a sexually-oriented request; or directly or indirectly denying an employee or applicant an employment- related opportunity if the employee or applicant refused to comply with a sexually- oriented request; 4. POLICY AGAINST DISCRIMINATION AND HARASSMENT

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