Employees are required to report all threats or incidents of violent behavior that they observe or about which they are informed. Even without an actual threat, employees should report any behavior they witness in the workplace that appears threatening or potentially violent. Employees are responsible for making such reports regardless of the relationship between the individual responsible for the threatening behavior and the person(s) subjected to the behavior. The behavior should be reported immediately to the employee’s manager or to the Human Resources Department. If any employee believes that there is an imminent threat, they should call 911 immediately, then contact management as soon as practical.

Every incident of violent or threatening behavior that is reported will be treated seriously. The incident will be investigated, and appropriate action will be taken to resolve the situation. All reports of incidents will be handled as confidentially as possible and retaliation against any person reporting such an incident will not be tolerated. For purposes of illustration, conduct which will be considered in violation of this policy includes, but is not limited to the following:

• Harming or threatening to harm an individual, group of individuals or relatives of those individuals
• Possession of firearms, explosives or other weapons on the Company premises and work sites, unless otherwise permitted by law
• Brandishing any object that could reasonably be perceived as a weapon
• Demonstrating callous or intentional disregard for the physical safety and well-being of others
• Intentionally destroying the property of others
• Deliberately damaging or attempting to damage Company property, equipment, or work of the Company
• Committing a felony or misdemeanor on Company property or any place where a Company-related activity, event or function is conducted
• Engaging in any other conduct, including physical actions or verbal or written statements, that a reasonable person would perceive as constituting a threat of violence
• Lingering on company property for any purpose other than work-related or approved activities

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Remedial action will be taken as warranted by the investigation results. Any person, who commits an act of harassment, discrimination, or retaliation for reporting harassment or assisting in the investigation of harassment, will be disciplined. Discipline may include termination of that person’s employment, depending on the severity of the case.

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Sexual harassment is defined as any unwelcome sexual advance, whether verbal, graphic or physical when:

1. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment; or
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or
3. Such conduct has the purpose or effect of substantially interfering with a person’s work performance or creating an intimidating, hostile or offensive work environment.

There are other types of behavior, depending on the circumstances, that could be considered a violation of this policy and that could result in discipline up to and including termination. The Company reserves the right to exercise its judgment in determining other types of prohibited behavior. This policy strictly prohibits any retaliation against an employee or other person who reports a concern about harassment or other inappropriate behavior.

To achieve our goal of providing a workplace free from harassment, discrimination, and retaliation we have developed a procedure by which inappropriate conduct can be reported and dealt with if encountered by employees. Any employee who feels that he or she has experienced or witnessed harassment, discrimination, or retaliation should promptly contact The Shelly Company’s EEO officer at 844-623-6087 or submit a written account of the harassment, discrimination, or retaliation to the Vice President of Human Resources.

Complaints will be investigated in a confidential manner, to the extent practical and permitted by law. Corrective action will be taken as appropriate based on the investigation. Every employee should feel free to raise concerns about harassment or discrimination without fear of reprisal.

The Company strictly prohibits and does not tolerate unlawful retaliation against any employee, by any employee. All forms of unlawful retaliation are prohibited, including any form of discipline, reprisal, intimidation or other form of retaliation for participating in any activity protected by law.

Examples of protected activities include:

• Making a good faith internal complaint with human resources or management specifically opposing unlawful discrimination or harassment or complaining about violations of wage and hour law (for example, if an employee believes they have been sexually harassed or not paid overtime they are owed).
• Filing a good faith complaint of unlawful discrimination or harassment with the US Equal Employment Opportunity Commission (EEOC) or in court.
• Participating in the Company’s internal investigation into allegations of harassment or discrimination.
• Supporting another employee’s internal or administrative complaint of unlawful discrimination (by, for example, testifying or providing an affidavit in support of a co-worker who has filed a discrimination complaint with the EEOC).
• Requesting an accommodation under the Americans with Disabilities Act
• Requesting or taking leave under the Family and Medical Leave Act or state leave statutes.
• Filing a worker’s compensation claim.

The examples above are illustrative only, and not exhaustive. No form of retaliation for any protected activity will be tolerated.

Any employee, regardless of position or title, who has engaged in retaliation in violation of this policy, will be subject to discipline, up to and including termination of employment.
If you have any questions about this anti-harassment, discrimination, and retaliation policy, please contact an EEO officer directly.

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The Company will recruit, hire, train, and promote people in all job classifications without regard to race, color, religion, national origin, age, disability, genetic information, sexual orientation, gender, gender identity, pregnancy status, status as a veteran, uniformed service or other protected characteristic.

Retaliation against any employee, or any applicant for employment, who has opposed any prohibited discriminatory practice or who has participated in an investigation or other proceeding about a prohibited discriminatory practice is prohibited. Discriminatory verbal or physical conduct should not be directed at any employee, or any applicant for employment, because of any protected activity. Employees who believe they have been retaliated against should immediately contact their direct supervisor or Human Resources.

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• Make safety our family business – At The Shelly Company, we’re a family made of families and there’s nothing families care more about than keeping each other safe.
• Live on the level – We keep our word, and the word gets out. If we say it, we mean it. That’s why we’ve become a leader. Whether we’re on a site or out of sight, we do what’s right by our employees, our customers, and our communities.
• Build relationships – The Shelly Company has grown handshake by handshake because we understand that the greatest asset of any business is its people. We’ve forged and reinforced alliances that have thrived for generations – transforming transactions into connections with mutual respect and support.
• Deliver locally, everywhere – We’re a local business that’s located everywhere. We give our leaders local freedom and a national framework so they can make the best decisions for their businesses and their teams. Our broad network of resources supports this local entrepreneurial spirit and grows value.
• Forge a better way – We find a way to make it work and make it work better. We constantly improve and innovate our products, services, and ourselves to exceed our customers’’ expectations. Because we know the very structure of people/s lives rests on our infrastructure.

Our policies are built to support these guiding principles.

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