Equal Opportunity

Goodwind Development Corporation provides equal employment opportunities to all
employees and applicants for employment without regard to race, color, creed, ancestry,
national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related
conditions), gender identity or expression (including transgender status), sexual orientation,
marital status, religion, age, disability, genetic information, service in the military, or any other
characteristic protected by applicable federal, state, or local laws and ordinances. Equal
employment opportunity applies to all terms and conditions of employment, including hiring,
placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and
training.
Goodwind Development Corporation expressly prohibits any form of unlawful employee
harassment or discrimination based on any of the characteristics mentioned above. Improper
interference with the ability of other employees to perform their expected job duties is
absolutely not tolerated.
Goodwind Development Corporation will endeavor to make a reasonable accommodation of an
otherwise qualified applicant or employee related to an individual’s physical or mental disability,
sincerely held religious beliefs and practices, and/or any other reason required by applicable law,
unless doing so would impose an undue hardship upon Goodwind Development Corporation’s
business operations.
Any employees with questions or concerns about equal employment opportunities in the
workplace are encouraged to bring these issues to the attention of the HR manager. The company
will not allow any form of retaliation against individuals who raise issues of equal employment
opportunity. Employees who feel they have been subjected to any such retaliation should bring
it to the attention of the HR manager.
Retaliation means adverse conduct taken because an individual reported an actual or a perceived
violation of this policy, opposed practices prohibited by this policy, or participated in the
reporting and investigation process described below. “Adverse conduct” includes but is not
limited to:
(1) Shunning and avoiding an individual who reports harassment, discrimination, or retaliation;
(2) Express or implied threats or intimidation intended to prevent an individual from reporting
harassment, discrimination, or retaliation; or
(3) Denying employment benefits because an applicant or employee reported harassment,
discrimination, or retaliation or participated in the reporting and investigation process.
Other examples of retaliation include firing, demotion, denial of promotion, unjustified negative
evaluations, increased surveillance, harassment, and assault.

Complaints of discrimination should be filed according to the procedures described in the
Harassment and Complaint Procedure.