Phillips Corporation Policy on Harassment

1. Phillips Corporation Policy on Harassment

2. Phillips Corporation is committed to providing a work environment free from harassment.

3. INTRODUCTION • This training will review our policy, define what constitutes harassment, how to report harassment and how a report is handled. • When you have completed this training you will receive a certificate of completion to be submitted to your Team Leader.

4. TRAINING OUTLINE • Purpose of training • Test your knowledge! • Defining Harassment • Reporting a claim of Harassment • Reporting Procedures • Investigations • - No Retaliation for Reporting • Corrective Action • Answers to “Test Your Knowledge” • Certificate of Completion

5. Purpose of This Training This training will help you better understand our policy, how harassment is defined, how to report harassment and how a report is handled.

6. TEST YOUR KNOWLEDGE Answer each question with True or False Only companies can be held legally liable for Harassment. It is possible for individuals of the same sex to sexually harass one another. There is no legal claim for harassment unless the reporting party loses a job, is denied a raise, is demoted, or otherwise suffers an “adverse employment action”. Only Team Leaders can unlawfully harass Partners because Team Leaders are the ones with the power to make decisions. Women who work in “traditionally male” jobs must accept that there will be a certain amount of sexual joking and teasing, and learn to tolerate it. If a person sleeps with his/her Team Leader to get a promotion, he/she cannot claim that the conduct was sexual harassment. Jokes and teasing about sex, race, ethnicity and the like can create an illegal “hostile environment” even if all the participants enjoy the conduct. It is perfectly permissible for women to engage in conduct of a sexual nature on the job because most men will be flattered, not offended. A single instance of inappropriate conduct can never give rise to a harassment claim; the conduct must be “pervasive”. A Partner in the workplace who wears “sexy” clothing is “inviting” any sexual attention that comes his/her way. Off duty conduct is never the Company’s business. An alleged harasser has a “right” to confront his/her accuser. If a complaint is made about harassment, but the individual does not want it to be investigated, the Company should honor that request.

7. Defining Harassment Harassment is defined as: Unwelcome or unsolicited comments or conduct that target a person based on his/her protected characteristic and that is so severe or so pervasive that it interferes with a Partner’s job performance or creates an intimidating, hostile or offensive work environment.

8. Definition of Protected Characteristic • Race • National Origin • Religion • Gender • Age • Disability • Sexual Orientation • Any other classification protected by applicable law.

9. Requests, advances and/or conduct constitute harassment when: • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or creating an intimidating, hostile or offensive environment. This can include threats that are not carried out.

10. Some examples of harassment: • Hitting or pushing • Aggressive physical conduct • Demands for sexual favors • Physical grabbing, rubbing, patting or other unwelcome or offensive physical contact • Unwelcome vulgar, offensive or obscene language or gestures • Derogatory or vulgar comments • Threats of physical harm • Distribution of written or graphic material • Verbal abuse • Unwelcome comments about one’s body, prowess or deficiencies • Repeated unwelcome sexual advances

11. Reporting a claim of Harassment If a Partner believes that he/she has been harassed, they have the responsibility to IMMEDIATELY report the offending conduct.

12. To Whom you should make your report! • The Community Exceleration! Team • Your Strategic Performance Center Leader • OR if it involves a Community Exceleration! Team member, • The President of Phillips Corporation

13. Making a Report • When you report your claim you will also be asked to complete a Complaint form in writing. This will aid in our investigation of the situation. • Partners who have witnessed or have information regarding an alleged harassment should also report their information immediately!

14. Investigations • The Community Exceleration! Team investigates all reports of harassment promptly. • All reports are taken seriously! • Investigations are confidential. • - While we will take all measures possible to maintain • the highest confidentiality, there may be certain circumstances in which information surrounding the report or investigation may be revealed during the course of the investigation so that the Company can take the needed steps to eliminate the harassment.

15. No Retaliation for Reporting! • Retaliation against any individual who makes a report in good faith or provides information in regards to a report will not be tolerated! • Any Partner who engages in retaliation is in violation of Phillips’ Policy on Harassment and will be subject to disciplinary action.

16. A report of retaliation will be handled in the same manner as a report of harassment with regards to procedures of reporting, investigation and corrective action.

17. Corrective Actions Following the investigation a determination is made if harassment has occurred and if any disciplinary or corrective action is needed. Any action will be taken with the intent to maintain confidentiality. However certain disciplinary actions (such as transfer to a different role) in which public knowledge of the event cannot be avoided.

18. False Accusations If the investigation results in finding that a person falsely accused another of harassment or retaliation in a knowing or malicious manner, or provided false information during the course of an investigation, that person will be subject to appropriate disciplinary action, which may include termination.

19. Test your knowledge – Answers! Only companies can be held legally liable for Harassment. FALSE Individuals of the same sex can sexually harass one another. TRUE There is no legal claim for harassment unless the reporting party loses a job, is denied a raise, is demoted, or otherwise suffers an “adverse employment action”. FALSE Only Team Leaders can unlawfully harass Partners because Team Leaders are the ones with the power to make decisions. FALSE Women who work in “traditionally male” jobs must accept that there will be a certain amount of sexual joking and teasing, and learn to tolerate it. FALSE If a person sleeps with his/her Team Leader to get a promotion, he/she cannot claim that the conduct was sexual harassment. FALSE Jokes and teasing about sex, race, ethnicity and the like can create an illegal “hostile environment” even if all the participants enjoy the conduct. TRUE It is perfectly permissible for women to engage in conduct of a sexual nature on the job because most men will be flattered, not offended. FALSE A single instance of inappropriate conduct can never give rise to a harassment claim; the conduct must be “pervasive”. FALSE A Partner in the workplace who wears “sexy” clothing is “inviting” any sexual attention that comes his/her way. FALSE Off duty conduct is never the Company’s business. FALSE An alleged harasser a “right” to confront his/her accuser. FALSE If a complaint is made about harassment, but the individual does not want it to be investigated, the Company should honor that request. FALSE

20. Summary (in a nutshell) • Harassment is not tolerated at Phillips Corporation! • All incidents of harassment must be reported immediately. • All reports of harassment are investigated promptly. • Corrective action will be taken as appropriate following the investigation. • Retaliation is prohibited.

21. Phillips Corporation Policy on Harassment • Our policy can be found in Lotus notes, select “OGTE”; select any Partner and then select the “Links” tab. Then select the “Partner Handbook” icon. The handbook is searchable for key words. • All Partners are required to read and abide by the policy in the Partner Handbook.

22. Training Certificate To get credit for completing this training you need to do the following: Go to the last slide of this training and print out the certificate. Write your name on the certificate and have your Team Leader sign it and send it in to the Community Exceleration! Team.

23. Directions To Print Your Certificate of Training • Go to the last slide of this training (slide 24). • Go to the top of your computer screen and click on the word “File”. • Click on the word “Print”. • About half way down the page under “Print range” click on the white dot next to “Slides” • Enter the number “24” • Click on the word “OK” at the bottom of your print screen. • Complete the certificate and mail it in!

24. Certificate of Training Phillips Corporation This Certificate of Training is awarded to . Print Partner’s Name For completing the Phillips Corporation Policy on Harassment Training . . Team Leader’s Signature Date