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.