Snap One is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices. Snap one will extend equal employment and advancement opportunities to all qualified individuals regardless of their race, color, religion, age (40 and over), sex, sexual orientation, gender identity(including gender-related appearance and behavior), pregnancy, family care leave status, disability, medical condition, national origin, ethnic background, genetic information (including of a family member), military service, and/or citizenship, or any other classification protected by applicable law.

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Anti-Discrimination and Anti-Harassment

Snap One prohibits discrimination and harassment and expects all relationships among employees, service providers, and visitors to our business to be professional and free of bias. All personnel are reminded that each employee is at all times to be treated courteously by fellow employees, so that he or she is free from discrimination, harassment, bullying or interference based on factors such as those mentioned above.

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Harassment is defined as unwelcome or unsolicited verbal, physical or sexual conduct which interferes with an employee’s job performance, or which creates an intimidating, hostile work environment. This may include conduct directed at you while working by non-employees or away from the office or during company-sponsored events. Some examples of what may be considered harassment are:

• Questions or comments that unnecessarily infringe on personal privacy or offensive, sexist, off-color or sexual remarks, jokes, slurs or propositions or comments that disparage a person or group on the basis of race, color, religion, age (40and over), sex, sexual orientation, gender identity (including gender-related appearance and behavior), pregnancy, family care leave status, disability, medical condition, national origin, ethnic background, genetic information(including of a family member), military service or citizenship or any other characteristic protected by applicable law;
• Derogatory or suggestive posters, cartoons, photographs, calendars, graffiti, drawings, other material, or gestures;
• Inappropriate touching, hitting, pushing or other aggressive physical contact or threats to take such action against a person or property; or
• Unsolicited sexual advances, requests, or demands, explicit or implicit, for sexual favors.

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In addition, the following examples may constitute or contribute to evidence of bullying in the workplace:

• Persistent unreasonable singling out of one person;
• Personal insults and use of offensive nicknames;
• Public humiliation;
• Constant criticism on matters unrelated or minimally related to the person’s job performance or description;
• Deliberate and unauthorized interference with mail and other communications;
• Spreading rumors and gossip regarding individuals;
• Encouraging others to disregard a supervisor’s instructions;
• Manipulating the ability of someone to do his or her work (e.g., withholding information, setting deadlines that cannot be met, giving deliberately ambiguous instructions);
• Inflicting menial tasks not in keeping with the normal responsibilities of the job;
• Taking credit for another person’s ideas; and
• Deliberately excluding an individual or isolating him or her from necessary work-related activities, such as meetings.

Employees who violate this policy will be subject to discipline up to and including discharge. All charges of violation of this policy will be investigated promptly and take corrective actions as needed. The confidentiality of persons reporting violations will be respected insofar as reasonably practicable in conducting an investigation of such claims.

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If you experience or witness a possible violation of this policy, you may report it immediately to your manager, reach out directly to the People team or the Legal Department, or contact our Whistleblower Hotline 24/7 at (855) 495-2760.

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Anti-Retaliation

Snap One will not in any way retaliate, or permit retaliation, against an individual who makes a complaint, opposes action in violation of this policy, reports a possible violation of this policy or participates in any investigation or proceedings related to any such complaint.

Retaliation can take many forms and may include more formal job actions (e.g. termination, discipline, demotion, denial of pay or promotions) and less formal job actions(duty or shift changes, verbal abuse), if any such action materially deters someone from engaging in activity protected by the law, such as making a complaint. Retaliation, including retaliatory harassment, is a serious violation of this policy and should be reported immediately in the same manner in which reports of possible harassment, discrimination or other violations of this policy are to be reported. Any person found to have retaliated against another individual will be subject to discipline, up to and including discharge.