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Equal Employment Opportunity

It is the Company's policy to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition or information, family care status, military caregiver status, veteran status, marital status, domestic partner status, sexual orientation, or any other basis protected by local, state, or federal laws. When necessary, the Company also makes reasonable accommodations for disabled employees and for pregnant employees who request an accommodation, for pregnancy, childbirth, or related medical conditions.

This policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, benefits, transfer, disciplinary action, and social and recreational programs. It is the responsibility of every manager and employee to conscientiously follow this policy.

Applicants with Disabilities

TK Services, Inc. and Sonsray Machinery are committed to providing equal employment opportunities for all qualified individuals with disabilities in accordance with the federal Americans with Disabilities Act and applicable State disability laws.  In accordance with these laws, the Company strictly forbids all forms of unlawful discrimination, harassment, or retaliation against qualified applicants or employees with disabilities, and for pregnant employees who so request for pregnancy, childbirth, or related medical conditions, and requires reasonable accommodation if necessary for such individuals to perform the essential functions of their jobs safely and efficiently without undue hardship to the Company and without serious risk to the health and safety of others.

Applicants and employees who require accommodation of any disability should inform the Company of their needs.  The Company may have no way of knowing whether an individual requires an accommodation unless he or she brings it to the attention of the Company.  The Company will engage in an interactive conversation to determine if there is a reasonable accommodation that can be provided that will not cause the Company undue hardship and will treat all such information as confidential to protect privacy rights under laws such as HIPAA, but some disclosure will be necessary to fulfill the purposes of this policy.

Employees who are made aware that an applicant or employee has a disability should presume that the information is confidential, and discuss it only with upper management and Human Resources, unless the employee has disclosed or consented to further disclosure.