DA Office Non-Harassment Policy; Sexual Harassment Policy; Whistleblower Protection Policy

Non-Harassment Policy
It is CPDAO’s policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of any protected classification including, but not limited to, actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, sex, disability or handicap, pregnancy, marital status, veteran status, sexual orientation, gender identity, arrest record, genetic information or any other characteristic protected by applicable federal, state or local laws. The purpose of this policy is not to regulate our employees’ personal morality, but to ensure that in the workplace, no one harasses another individual. If an employee feels that he or she has been subjected to conduct which violates this policy, he or she should immediately report the matter to the District Attorney or the Administrator. If the employee is unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of what the employee perceives to be harassment, the employee should contact administrator. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in his or her reporting hierarchy. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In 9 addition, the Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. If an employee feels he or she has been subjected to any such retaliation, he or she should report it in the same manner in which the employee would report a claim of perceived harassment under this policy. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including discharge. All employees must cooperate with all investigations.

Sexual Harassment Policy
It is CPDAO’s policy to prohibit harassment of any employee by any Supervisor, employee, customer or vendor on the basis of sex or gender. The purpose of this policy is not to regulate personal morality within the Company. It is to ensure that at the Company all employees are free from sexual harassment. While it is not easy to define precisely what types of conduct could constitute sexual harassment and there is a wide range of behavior that may violate this policy even if such behavior does not violate the law, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails, text messages and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about an employee’s physical appearance, conversation about your own or someone else’s sex life, or teasing or other conduct directed toward a person because of his or her gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment. If the employee feels that he or she has been subjected to conduct which violates this policy, the employee should immediately report the matter to the District Attorney or the Administrator. If unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment, the employee should contact administrator. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in his or her reporting hierarchy. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. If you feel you have been subjected to any such retaliation, report it in the same manner you would report a claim of perceived harassment under this policy. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including discharge. All employees must cooperate with all investigations.

Whistleblower Protection Policy
CPDAO maintains its commitment to integrity and ethical behavior. Additionally, CPDAO is committed to maintaining a workplace where employees are free to raise good faith concerns regarding its business practices. It is the responsibility of every employee to immediately report suspected violations of this policy or federal, state, or local law. In accordance with Whistleblower Protection regulations, CPDAO will not tolerate harassment, retaliation, or any type of discrimination against any employee who: Makes a good faith complaint regarding suspected Company or employee violations of the law; 10 Makes a good faith complaint regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect, or misrepresentations in, financial accounting; Provides information to assist in an investigation regarding violations of the law; or Files, testifies, or participates in a proceeding in relation to alleged violations of the law. Examples of violations include, but are not limited to: Theft or other misappropriation of assets Billing for services not performed Misstatements and other irregularities in the records of CPDAO, including the intentional misstatement of the results of operations Forgery, falsification, or other wrongful alteration of documents Fraud and other acts that are in violation of federal, state or local laws If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact the District Attorney or the Administrator. An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination. Adverse employment actions, such as demotion or termination, and discrimination, threats, and harassment, as a result of an employee’s decision to provide good faith information regarding violations of the law, will not be tolerated. Anyone violating this policy may be subject to discipline, up to and including termination of employment.