Equal Employment Opportunity and Anti-Discrimination Policy

I. OVERVIEW & SCOPE
Autism at Face Value of 3569 Kortni Drive, Dover, Pennsylvania 17315, has established an AntiDiscrimination and Equal Employment Opportunity Policy (“Policy”). This Policy applies to all aspects of
the relationship between Autism at Face Value and its employees, including, but not limited to, employment,
recruitment, advertisements for employment, hiring and firing, compensation, assignment, classification of
employees, termination, upgrading, promotions, transfer, training, working conditions, wages and salary
administration, and employee benefits and application of policies. These policies apply to independent
contractors, temporary employees, all personnel working on the premises, and any other persons or firms
doing business for or with Autism at Face Value. Disciplinary action will be taken against any employee or
agent in breach of this Policy.
II. POLICIES

POLICY IMPLEMENTATION. Implementation of this Policy will be effective as of October 01, 2024.
Angela Kot, President
10/01/2024

DISCRIMINATION. Autism at Face Value is an equal opportunity employer committed to complying
with all applicable anti-discrimination laws. Discrimination occurs whenever similarly situated individuals
of a different group are accorded different and unequal treatment in the context of a similar situation. Autism
at Face Value shall not tolerate, under any circumstances, without exception, the exclusion of individuals
from an opportunity or participation in any activity because of race, color, gender, gender identity, sexual
orientation, religion, national origin, familial status, age, disability, United States military veteran status, and
any other status protected by the law. This list is not exhaustive. Nor will Autism at Face Value tolerate,
without exception, the exclusion of individuals from an opportunity or participation in any activity based on
hair texture or protective hairstyles including braids, locs, twists or bantu knots. Our policy of nondiscrimination in employment applies, without limitation, to recruitment, hiring, compensation, promotions,
transfers, discipline, demotions, terminations, layoffs, access to benefits and training and all other aspects of
employment, as well as to selection of volunteers and vendors and provision of services. In addition, our
policy of non-discrimination is intended to extend to visitors to our facilities and all of our stakeholders.

HARASSMENT. Autism at Face Value is committed to creating and providing a positive work
environment that is free from harassment. Therefore, the Company will not tolerate workplace harassment of
any employee, either by fellow employees or non-employees, of race, color, gender, gender identity, sexual
orientation, religion, national origin, familial status, age, disability, United States military veteran status,
sexual orientation, gender identity and gender expression, including the exercise of a protected activity (like
filing a complaint), or any other reason deemed impermissible under the law.
Harassment can include, but is not limited to, offensive verbal conduct such as foul or obscene language,
epithets, suggestive statements or innuendo, derogatory comments, or ‘jokes.” Harassment may further
include touching, gestures, or other offensive physical conduct, or creating, displaying, or reading offensive
graphic or written materials in the workplace that relate to the sex, race, religion, color, national origin, age,
or disability of an employee. Any of these behaviors is considered harassment if it would make a reasonable
person experiencing the conduct uncomfortable in the workplace, or if it could hinder the person’s job
performance.
All employees, including supervisors, other management personnel, and independent contractors, are
required to abide by this Policy. Violation of the Policy will result in disciplinary action, up to and including
discharge. No person will be adversely affected in employment with Autism at Face Value as a result of
bringing complaints of harassment.

SEXUAL HARASSMENT. Autism at Face Value is strongly opposed to sexual harassment, and that
such behavior is prohibited both by law and by company policy. Sexual harassment is unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute
harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of
employment; (2) submission to or rejection of such conduct by an individual is used as a basis for
employment decisions, promotion, transfer, selection for training, performance evaluations, benefits, or other
terms and conditions of employment; or (3) such conduct has the purpose or effect of creating an
intimidating, hostile, or offensive work environment or substantially interferes with an employee’s work
performance. Autism at Face Value prohibits inappropriate conduct that is sexual in nature at work, on
Company business, or at Company-sponsored events including the following: comments, jokes, degrading
language, sexually suggestive objects, books, or any form of media electronic or in print form. Sexual
harassment is prohibited whether it is between members of the opposite sex or members of the same sex.

STATEMENT ON AFFIRMATIVE ACTION. An affirmative action program has been developed
where Autism at Face Value seeks to increase the representation and participation of minorities.

REPORTING DISCRIMINATION & HARASSMENT. If an employee feels that he or she has been
harassed as described in this Policy, they should immediately report the matter to management or to Angela
Kot through any verbal or written means. If that contact is not available, or if the employee is not
comfortable informing this contact, the employee should immediately inform any other manager or
supervisor. Once the matter has been reported it will be promptly investigated. The investigation will be
conducted in a confidential manner to the extent consistent with the need to investigate and evaluate the
complaint. The procedure for reporting incidents of discriminatory or harassing behavior is not intended to
prevent the right of any employee to seek a remedy under available state or federal law by immediately
reporting the matter to the appropriate state or federal agency.

NO RETALIATION. No retaliatory action will be taken against any person who in good faith reports
conduct that she or he believes may violate this Policy. No retaliatory action will be taken against any
individual for assisting or participating in an investigation, proceeding or hearing related to a harassment
complaint.

DISCIPLINARY MEASURES FOR HARASSMENT. Where an employee is determined to have
violated this Policy, the Company will take disciplinary action, up to and including termination. Where a
non-employee is determined to have violated this Policy, the Company will take action reasonably calculated
to end the harassment.

REMEDIES. Remedies for any instances of verified employment discrimination, whether caused
intentionally or by actions that have a discriminatory effect, may include back pay, hiring, promotion,
reinstatement, front pay, reasonable accommodation, or other actions deemed appropriate by Autism at Face
Value. Remedies can also include payment of attorney’s fees, expert witness fees, court costs and other
applicable legal fees.