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Anti Harrassment Policy

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ANTI- HARASSMENT POLICY NON-DISCRIMINATION AND ANTI-HARASSMENT

Harassment of any individual for any reason is not acceptable at Tac- One. Harassment may arise in situations unique to a given interpersonal relationship or in actions rooted in an attitude toward a group. Sexual harassment is perhaps the most commonly understood form of harassment but it is important to note that harassment on any demographic basis—including age, color, disability, ethnic or national origin, gender, race, religion, class, institutional status, sexual orientation or gender identity—also occurs and is expressly forbidden. In all cases, harassment undermines Tac-One’s commitments to excellence and to respect for the dignity and worth of all individuals.
Equal Employment Opportunity
This policy against harassment is consistent with Tac-One’s valuation of freedom. Tac-One is committed to the free and vigorous discussion of ideas and issues, which the company believes will be protected by this policy. This Harassment Policy shall be applied in a manner that protects the social freedom of all parties to a complaint. Social freedom and the related freedom of expression include, but are not limited to, the civil expressions of ideas, however controversial, in the environments.
Definition of Harassment
Harassment may take two forms:
The first form of harassment is verbal or physical conduct—which may or may not be sexual in nature—that, because of its severity and/or persistence, interferes significantly with an individual’s work or education, or adversely affects an individual’s living conditions.
The second form of harassment occurs if a person uses a position of authority to engage in unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when: submission to such conduct is explicitly or implicitly made a term or condition of an individual’s employment or education; or submission to or rejection of such conduct is used as a basis for decisions affecting an individual’s education or employment. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. The conduct alleged to constitute harassment under this Policy shall be evaluated from the perspective of a reasonable person similarly situated to the complainant and in consideration of the context of the behavior.
Harassment must be distinguished from behavior that, even though unpleasant or disconcerting, is appropriate to the carrying out of certain instructional, advisory, or supervisory responsibilities. As used herein, complainant refers to the person making an allegation or complaint of harassment. The term respondent refers to the person against whom the allegation or complaint of harassment is made.
An allegation is a statement by a complainant that he or she believes an act of harassment has occurred. An allegation is handled through the informal resolution process.
A complaint is a formal notification, either orally or in writing, of the belief that harassment has occurred. A complaint is handled through either the informal or formal process for resolving claims of harassment.

Individuals and Conduct Covered
These policies apply to all applicants and employees, and prohibit harassment, discrimination and retaliation whether engaged in by fellow employees, by a supervisor or manager or by someone not directly connected with TAC ONE (e.g. an outside vendor, consultant, customer). Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Retaliation Is Prohibited
TAC ONE prohibits retaliation against any individual who reports discrimination or harassment in good faith and with a reasonable belief that discrimination or harassment has in fact occurred, or participates in an investigation or participates in such reporting and/or in an investigation of a claim of harassment or discrimination. Retaliation is a serious violation of this policy and, like harassment and discrimination itself, will be subject to disciplinary action.
Reporting an Incident of Harassment, Discrimination or Retaliation
TAC ONE requires the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe they have experienced conduct that they believe is contrary to TAC ONE’S policy or who have concerns about such matters should file their complaints, orally or in writing, with their immediate supervisor or any manager, Vice President, Human Resources & Training, Vice President of Administration or Vice President of Operations. Individuals should not feel obligated to file their complaints with their immediate supervisor first before bringing the matter to the attention of one of the other TAC ONE’S designated representatives identified above. Any of the designated persons receiving such a complaint must make a record of the complaint, in writing, including names, details, dates and times.

Important Notice to all Employees
Employees who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this complaint procedure. An employee’s failure to fulfill this obligation could affect his or her rights in pursuing legal action.
Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Therefore, TAC ONE mandates immediate reporting of complaints or concerns so that rapid and constructive action can be taken.
The availability of this complaint procedure does not preclude individuals who believe they are being subjected to harassing conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued and such behavior is strongly encouraged. If this does not cause the harassment to stop, the individual (s) must follow the complaint procedure outlined above.
The Investigation
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation, appropriate action and the law.
Responsive Action
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay or termination, as the Company believes appropriate under the circumstances. Individuals who have questions or concerns about these policies should contact the Vice President of Human Resources.
Finally, these policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions in order to avoid allegations of harassment. The law and the policies of the Company prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and prerequisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further these policies, not to form the basis of an exception to them.…...

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