FBC Lynchburg Employee Handbook (1)

POLICY AGAINST HARASSMENT It has always been the Company’s policy to maintain the best possible employment atmosphere for all employees. This policy includes the right of employees to be free from all forms of harassment of any kind by anyone in connection with their employment, including harassment because of a person’s race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, sex, gender, age (40 and older), or sexual orientation. This policy specifically prohibits sexual harassment of any kind by anyone connected with your employment, whether at work or elsewhere, such as at Company functions. For purposes of this policy, “sexual harassment” means sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature when: (a) Submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or used as a basis for an employment decision; or, (b) Such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment. This definition of sexual harassment is broad. Direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment are sexual harassment. In addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating a work place environment that is hostile, offensive, intimidating, or humiliating to male or female workers may also be sexual harassment. While it is not the purpose of this policy to intrude upon the personal lives of our employees, sexual and other harassment connected with the workplace will not be tolerated. Any employee who believes this policy is being violated should report the matter immediately to management. If, for any reason, an employee does not wish to report a suspected policy violation to his or her supervisor, that employee should feel free to report the matter directly to any other member of management, including the Director of Human Resources. Alternatively, employees may prefer to report violations of this policy anonymously through the company’s ethics management system, The Network, at 1-888-337-7524. It is the intent of the Company, to the extent possible, to protect the confidentiality of the person making a complaint and the person accused, and to encourage the reporting of anything considered harassment. No employee will be subject to any form of retaliation or discipline for making or supporting a good faith complaint or cooperating with an investigation of such a complaint. All complaints will be promptly and thoroughly investigated, including a private interview with the person filing the complaint and the person alleged to have committed the harassment or other policy violation. If it is determined that inappropriate conduct has occurred, the Company will act promptly to eliminate the offending conduct, and where it is appropriate the Company will also impose disciplinary action. All employees, including supervisors and managers, are subject to discipline, up to and including discharge, for violation of this policy. No supervisor or other member of management has the authority, express or implied, to engage in sexual or other harassment, or in any other way violate this or any other Company policy. Any supervisor or other manager who receives a complaint or otherwise becomes aware of questionable conduct under this policy must promptly report the matter to the Director of Human Resources or a senior member of management who, in turn, will promptly direct an investigation and assure that corrective action is taken where appropriate. Failure by a supervisor or another manager to report a complaint or questionable conduct under this policy shall be a violation of this policy. If, for any reason, an employee has reported a suspected policy violation to his or her supervisor or another manager, and

2024 Employee Handbook – B. Turner