Rareform Policies

The RF Policies section has been prepared to provide our employees with a general understanding of our personnel policies, work rules, and benefits. All employees are responsible for becoming familiar with our policies and procedures. If you have any questions regarding the material in the handbook, please contact loren@rareform.com for clarification. The handbook should not be construed as an employment contract or agreement for employment for any specified period of time. This employee handbook contains the employment policies and practices of Rareform in effect at the time of posting. All previously issued handbooks and any inconsistent policy statements or memoranda are superseded.

Rareform reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment.

This handbook sets forth the entire agreement between you and Rareform as to the duration of employment and the circumstances under which employment may be terminated. Nothing in this employee handbook or in any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee.

At-Will Employment

Rareform personnel are employed on an at-will basis. Employment at-will may be terminated or disciplined with or without cause and with or without advance notice at any time by the employee or the Company. Nothing in this handbook shall limit the right to terminate at-will employment. No manager, supervisor, or employee of the Company has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment with terms other than at-will terms. Only the management of Rareform has the authority to make any such agreement, which is binding only if it is writing.

Equal Employment Opportunity

Rareform is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. Company policy prohibits unlawful discrimination based on race, color, creed, gender, religion, marital status, registered domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition including genetic characteristics, sexual orientation, or any other consideration made unlawful by federal, state, or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.

The company is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in Company operations and prohibits unlawful discrimination by any employee of the Company, including supervisors and coworkers. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the Company will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result.

Safety

The Occupational Safety and Health Act (OSHA) requires all employers to provide a safe and healthful workplace for their employees. In this regard, it is important that adequate policies and procedures be developed and adhered to in order to ensure safe, efficient operating conditions, thereby safeguarding employees and facilities.

Our Company will not knowingly permit unsafe conditions to exist, nor will it permit employees to indulge in unsafe acts. Violations of Company rules and regulations will result in disciplinary action. The Company believes that a meaningful program can best ensure the safety of employees and physical property.

EMPLOYEE DUTIES - Since the employee on the job is frequently more aware of unsafe conditions than anyone else, employees are encouraged to make recommendations and/or suggestions regarding unsafe conditions to their immediate supervisor so that they may be corrected.

SUPERVISOR DUTIES - Supervisors are responsible for the working conditions within their department. A supervisor should remain alert at all times to dangerous and unsafe conditions, so that they may recommend corrective action, discipline employees who habitually create or indulge in unsafe practices, assess new or changed situations for inherent dangers, and follow up on employee suggestions for corrective action so that unsafe conditions are not instituted or permitted to continue.

Unlawful Harassment

Rareform is committed to providing a work environment free of unlawful harassment. Company policy prohibits sexual harassment based on pregnancy, childbirth or related medication conditions, race, religious creed, color, gender, national origin or ancestry, physical or mental disability, medical condition, marital status, registered domestic partner status, age, sexual orientation or any other basis protected by federal, state, or local law or ordinance or regulation. All such harassment is unlawful. The Company’s anti- harassment policy applies to all persons involved in the operation of the Company and prohibits unlawful harassment by an employee of the Company, including supervisors and managers, as well as vendors, customers, independent contractors and any other persons. It also prohibits unlawful harassment based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.

Prohibited unlawful harassment includes, but is not limited to, the following behavior:

• Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments

• Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures

• Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race, or any other protected basis;

• Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss and offers of employment benefits in return for sexual favors; and

• Retaliation for reporting or threatening to report harassment

If you believe that you have been unlawfully harassed, bring your complaint to your own manager or any other Company manager as soon as possible after the incident. You will be asked to provide details of the incident or incidents, names of individuals involved and names of any witnesses. It would be best to communicate your complaint in writing, but this is not mandatory. Managers will refer all harassment complaints to the COO. The Company will immediately undertake an effective, thorough and objective investigation of the harassment allegations.

If Rareform determines that unlawful harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by the Company to be responsible for unlawful harassment will be subject to appropriate disciplinary action, up to, and including termination. HR will advise all parties concerned of the results of the investigation. The Company will not retaliate against you for filing a complaint and will not tolerate or permit retaliation by management or any other employee.

Workplace Violence

The Company will not tolerate workplace violence. Any employee who commits an act of violence at work against a person or property will face disciplinary action up to and including termination. If circumstances warrant, the matter will be referred to legal authorities for prosecution. Workplace violence is violence against employees and is committed by persons who either have an employment-related connection with the company or are outsiders, and involves:

• Physical acts against persons or employer property, verbal threats, or vicious statements that are meant to harm or cause a hostile environment

• Written threats, vicious cartoons or notes, and other written material that is meant to threaten or create a hostile environment

• Visual acts that are threatening or intended to convey injury or hostility

All employees are expected to report any act of violence. Employees should bring their concern directly to the attention of their immediate supervisor. All such reports shall be fully investigated. Any employee who takes any adverse action against a person who reports any act of violence or a suspicion of violence shall be subject to immediate discipline, up to and including termination.

Open-Door

We strive to create a work environment in which you feel free to raise concerns, make suggestions and contribute to our operations, growth and development. Suggestions for improving the Company are always welcome. If you have any ideas, suggestions or concerns feel free to discuss them with your manager. You are a valued member of our team and your input is important to the development and continued success of the Company.

If you disagree or are dissatisfied with the Company's practices, you should discuss the matter with your immediate manager. If the solution offered is not satisfactory, or if it is inappropriate to go to the manager, then you are encouraged to take the problem to HR@rareform.com. If the problem still cannot be resolved, you may submit your complaint to the CEO or COO, who will review the situation and take appropriate action.

Personal Data Changes

It is important that Rareform maintains certain personal information about you in our records. You are responsible to inform us whenever there is a change to your mailing address, telephone numbers, marital status, dependents’ information, education accomplishments, and other potentially related information. We also need to have current information about who to contact in case of an emergency. If you need to change your personal information or if you have questions about what information is required, contact HR@rareform.com.

Personnel Records and Access

The Company maintains a general personnel file for each employee. The general file contains the hiring documents: resume, cover, application form, emergency contact information, salary history, copies of performance appraisals, disciplinary action forms, training records, etc.

In addition to the general personnel file, the Company maintains a separate file for Form I-9 (Employment Eligibility Verification).

All medical information is kept in a separate file and its availability is strictly limited to personnel on a need-to-know basis.

An employee’s personal information is to be carefully guarded and disclosure to any unauthorized person will result in disciplinary action, up to and including discharge.

Company Property

Rareform may loan you property, materials, or written information to help you do your job. You are responsible for protecting and controlling any property we loan you. You must also return any property given to you promptly upon request. If you terminate your employment at Rareform, you must return all company property immediately.

The following are items that may be issued to you. Not all employees will receive each and every item:

• Client Lists

• Credit Cards

• Laptop Computer

• Manuals

• Cell Phones

• Protective Equipment

• Security Passwords

• Tools

• Uniforms

• Vehicles

• Written Material(s)

If you do not return our property and if the law allows, we may take money from your regular or final paycheck to cover the cost. We may also take appropriate legal action to recover Company property.

Employment Categories

It is important that you understand the definitions of the employment categories at Rareform and know your classification. Your employment category helps determine your employment status and your eligibility for benefits. If you have questions or are not sure what your employment classification is, talk to your Supervisor/Manager.

Depending on your job, you are either NON-EXEMPT or EXEMPT from federal and state wage and hour laws. If you are a NON-EXEMPT employee, you are entitled to overtime pay under the specific provisions of federal and state laws. If you are an EXEMPT employee, you are excluded from specific provisions of federal and state wage and hour laws. Your EXEMPT or NON-EXEMPT classification may be changed only with written notification by Rareform management.

In addition to being a Non-Exempt or Exempt employee, you may also fall into to one of the following employment categories: Regular Full-Time, Part-Time, Temporary, or Introductory.

REGULAR FULL-TIME employees are employees who are not in a temporary or introductory status AND who are regularly scheduled to work the full-time schedule at Rareform. In most cases, regular full-time employees are eligible for all Rareform benefit programs, subject to the terms, conditions, and limitations of each benefit program.

You are a PART-TIME employee if you are not in a temporary or introductory status AND you are regularly scheduled to work less than 30 hours per week. Part-time employees receive all legally mandated benefits, such as Social Security and workers’ compensation insurance. Part- time employees may also be eligible for the other Rareform benefit programs.

You are a TEMPORARY employee if you are hired to work on a temporary project or assignment. Such assignments may be of definite or indefinite duration. Most employers define a “temporary” employee as an individual who is not a regular employee and who will be scheduled to work for a limited period of definite or indefinite duration. Employment beyond the specified period should not in any way imply a change to the individual’s employment status or benefit eligibility.

Feedback/Complaints

At Rareform, we value the opinions and concerns of our employees. We are committed to creating an open and supportive work environment where employees feel comfortable expressing their feedback, suggestions, and complaints. This policy aims to provide a structured and confidential process for employees to submit their feedback and complaints and ensures that all concerns are addressed promptly and fairly.

Scope: This policy applies to all employees of Rareform, regardless of their position or employment status.

Policy Guidelines:

1. Open Communication:

   1. Encourage employees to provide feedback, suggestions, or complaints related to their work environment, policies, procedures, or any other relevant matter.

   2. Maintain an open-door policy, where employees can approach their immediate supervisors or managers to discuss their concerns.

2. Confidentiality:

   1. Treat all feedback and complaints with the utmost confidentiality, respecting the privacy of the individuals involved.

   2. Employees should feel safe and assured that their identity and the details of their feedback or complaint will be kept confidential to the extent possible, except when disclosure is required by law or necessary for investigation purposes.

3. Timely Response and Resolution:

   1. Acknowledge receipt of the feedback or complaint promptly, indicating the expected timeline for resolution.

   2. Conduct a thorough and impartial investigation of each complaint, involving appropriate parties as necessary.

   3. Provide regular updates to the employee regarding the progress of the investigation and the steps taken to address the concern.

   4. Strive to resolve complaints in a timely manner, taking into account the complexity and seriousness of the issue.

4. Non-Retaliation:

   1. Prohibit any form of retaliation against employees who raise legitimate concerns or submit feedback or complaints in good faith.

   2. Communicate the company's commitment to protecting employees from any adverse actions as a result of filing a complaint or providing feedback.

5. Continuous Improvement:

   1. Use feedback and complaints as opportunities for learning and improvement.

   2. Regularly review and evaluate the feedback and complaints received to identify patterns, trends, and areas for enhancement in company policies, procedures, or practices.

6. Training and Awareness:

   1. Conduct regular training sessions to educate employees on the policy, procedures, and available channels for providing feedback or filing complaints.

   2. Promote awareness of this policy through internal communication channels, including employee handbooks, intranet, or posters.

Review and Revision: This policy will be periodically reviewed by Rareform to ensure its effectiveness and relevance. Any necessary updates or revisions will be made with consideration to employee feedback and changing organizational needs.

Breastfeeding Support Policy for Employees

 At Rareform, we recognize the importance of supporting our employees who choose to breastfeed their infants. We are committed to creating a supportive and inclusive work environment that promotes the well-being of our breastfeeding mothers. This policy aims to provide accommodations, resources, and guidelines to ensure a positive experience for breastfeeding employees.

Scope: This policy applies to all employees of Rareform who are breastfeeding or expressing breast milk for their infants.

Policy Guidelines:

1. Accommodation and Facilities:

   1. Provide a private and comfortable space, other than a bathroom, for breastfeeding employees to express milk or nurse their infants.

   2. Ensure that the designated lactation room is equipped with a chair, table or flat surface, and access to electrical outlets for breast pump use.

   3. Maintain the lactation room's cleanliness and ensure it is easily accessible for breastfeeding employees.

2. Flexible Breaks:

   1. Allow breastfeeding employees reasonable break times to express milk or nurse their infants, based on their individual needs.

   2. Encourage open communication between breastfeeding employees and their supervisors to establish suitable break schedules that align with work requirements.

3. Storage of Breast Milk:

   1. Any breast milk stored in the refrigerator must be labeled with the name of the employee and the date of expressing the breast milk.

   2. Any nonconforming products stored in the refrigerator may be disposed of.

   3. Employees storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering.

Rareform Attendance Policy

We view attendance, and showing up to work on time, as a mandatory requirement of everyone’s job. Coming to work on time is a reflection of your overall work performance. As part of our culture, we expect everyone to be responsible for showing up to their scheduled shift on time.

If you are unable to attend work due to extreme and rare circumstances (illness, emergency, severe weather condition, or unexpected event that requires you to take time off on short notice), you need to give your direct supervisor verbal notice, as soon as possible. This should NOT be a frequent event.

We want to be as transparent and honest with you about our thoughts on attendance, and if you are excessively late, you will be terminated.

Warehouse Attendance Policy

On top of the above-listed requirements, our Warehouse team has further attendance requirements.

We want to be as transparent and honest with you about our thoughts on attendance, and if you are excessively late, you will be terminated.

To be even more explicit, here's what will happen:

• No call, no show: A no call, no show happens when you have not communicated your absence within two hours of the start of your shift. You will receive a written warning via email, and if it happens again, you will be terminated.

• Planned time off: you must request time off via Gusto at least 2 weeks before you take time off. It must be approved by your direct manager.

• Sick time off: If you have to call out of work because you are sick, you must call out at least 2 hours before the start of your shift time. 

• Attendance and punctuality: If you come into your shift more than 5 min late, you will get a verbal warning. If it happens again, you will receive a verbal warning, followed up with a written email warning. If it happens for the 3rd time, you will receive a written final warning, and if it happens again you will be terminated. This isn't personal. You're an adult, you have to manage your time well, and make sure you show up to work on time.

• Missed punches: If you forget to clock into our time keeping system, you will receive a verbal warning. If it happens again, you will receive a verbal warning, followed up with a written email warning. If it happens for a 3rd time, you will receive a written, final warning. If it happens again, you will be terminated. Missed punches are kept on record for 1 month.

• Return late from break: If you take your meal or rest break, and return to work more than 5 minutes late, you will receive a verbal warning. If it happens again, you will receive a verbal warning, followed up with a written email warning. If it happens for a 3rd time, you will be terminated.

• Job abandonment: This occurs when you do not show up to work for 3 consecutive days when you are scheduled to work and you haven’t notified your direct manager of your time off (basically no call, no show for 3 days straight). This is considered a voluntary termination.

• Unpaid time off: Once you’ve used up your sick time and paid time off, you will not be able to take time off, unless it’s been approved in advance by your direct manager. Unpaid time off is generally not allowed and will only be approved for very special, emergent circumstances. If it happens, you will be terminated.

All warnings will be on file for 6 calendar months. Warnings for missed punches will be on file for 1 calendar month.

Meal and Rest Periods

All nonexempt employees are entitled to and encouraged to take rest and meal break periods during their workday.

Rest Periods

You have the right to take, and should take, at least one 10-minute rest break for every four hours worked (or “major fraction” thereof). Anything over two hours is considered by the courts to be a "major fraction" of four. Ideally, your rest break should be in the middle of a four-hour work period, but you can decide when to take your break. The Company treats these rest breaks as time worked and will pay you for these rest breaks.

If you have any questions about how any of this works, please email HR@rareform.com.

Meal Periods

Employees who work more than five (5) hours in a workday are entitled to, and encouraged to take an unpaid meal period of at least 30 minutes. If you work more than 10 hours, you are entitled to a second, unpaid meal period of at least 30 minutes. Depending on the circumstances, you may be able to waive your second meal period if you took the first one.

You must clock out for your meal period before the end of your fifth hour (or tenth hour) of work and perform no work while you are clocked out. Your supervisor will advise you of the scheduling of your meal period. You must not perform any work during your meal period, and you must stop working for the full meal period without returning to work early. If for any reason you perform work during your meal break, you must report the time that you worked during the meal break to your supervisor, manager, or HR@rareform.com. The Company strictly prohibits any off-the-clock work.

All rest breaks and meal periods must be taken away from the regular work area. You may leave the premises for your meal periods.

If for any reason you do not take the applicable rest breaks and/or meal periods, you must notify your supervisor immediately. Supervisors cannot discourage or prohibit breaks, and if you feel this is being done, you must report it to HR@rareform.com team as soon as possible.

Overtime

You may be required to work overtime as necessary. Only actual hours worked in a given workday or workweek can apply in calculating overtime. Rareform will attempt to distribute overtime evenly and to accommodate individual schedules. A supervisor must previously authorize all overtime work. 

Rareform provides compensation for all overtime hours worked by Non-Exempt Employees in accordance with state and federal law as follows:

• During holiday season, you will be required to work overtime, possibly with notice of 24 – 48 hours. We thank you for being flexible in accommodating your schedule to meet work demands and deadlines. Overtime is any time worked over 8 hours in a day (unless on an alternative work schedule) or 40 hours in a Monday-Sunday period. Overtime is paid at 1 1/2 x pay rate.

• You may be required to work holidays as business needs require.

• Depending on the amount of incoming subscriber requests, you may be required to come in early and/or stay late.

• Associates and employees will receive a minimum of 24-hour notice when asked to work mandatory overtime so that they may make arrangements for their personal lives.

• Associates and employees working overtime, whether mandatory or voluntary, are subject to normal attendance policies.

• In the event overtime is needed, supervisors and managers must submit a request for mandatory and/or voluntary overtime to a Senior Manager or Vice President to receive approval prior to granting it.

Any meetings, lectures, and training programs that an employee is required to attend will be considered compensable time.

No employees will be asked or required to take time off from his/her regular work schedule due to his/her having worked overtime.

Any hourly or salaried (nonexempt) employee found on the premises at other than normal work hours without an approved overtime authorization request will be asked to clock out and leave the premises, but will, of course, be paid for the full time worked.

Exempt employees may have to work hours beyond their normal schedules, as work demands require. No overtime compensation will be paid to exempt employees.

Rareform recognizes that social media is an integral part of doing business today. The proper role of social networking is to convey information about the companies, their product and services, search for possible new markets and discuss company activities and events.

Only personal authorized to do so may prepare or modify content for the Company. Unless authorized to do so, employees may not hold themselves out to the general public as speaking on behalf of the Company through social networks or on the Internet.

Confidentiality

In the normal course of your work, you may come in contact with information the Company considers to be trade secret, confidential or proprietary – collectively referred to in this policy as "Confidential Information”. As an associate of the Company, it is your duty to protect any and all Confidential Information to which you have access.

Confidential Information covered by this policy means:

1. Trade secrets: valuable commercial information that provides the Company with an advantage over competitors who do not have that information and that has been subject to the Company’s reasonable efforts to maintain its secrecy, such as information regarding marketing, merchandising, pricing, strategies, know-how, products, systems and processes.

2. Proprietary information is commercially valuable information that the Company has developed or obtained and taken reasonable measures to keep confidential. Proprietary information may be legally protected, even if it is not a trade secret. For example, information relating to: the business of any current, prospective or former Rareform customer, vendor or supplier (such as their identities, contact person(s), buying habits, practices, pricing and other terms); the Company’s marketing and merchandising methods (including know-how and other marketing techniques), strategies and data, costs of materials and merchandise, pricing, forecasts, past, present and future corporate, business, restructuring, or financial plans or discussions; or personal information of other associates that has only been shared with the Company in confidence (such as Social Security numbers, medical information, credit history or background check reports; personal information does not include information regarding employee wages, hours, or other terms and conditions of employment unless and to the extent your specific job duties include maintaining such information confidentially, personal information also does not include the names and contact information of Company employees as long as that information was not obtained without authorization from Company records whose access is restricted.)

3. Information of any third party (such as a customer, vendor, supplier or business partner) to whom the Company has a duty of confidence.

Confidential Information may be found in hard-copy or electronic/digital format. You should contact HR@rareform.com if you have any questions about this Policy.

Non-Disclosure

You shall maintain all Confidential Information, as defined above, in confidence and will not disclose or use, either during or after employment with the Company, any Confidential Information of any kind in any form whatsoever (written, electronic, etc.), except to the extent, such disclosure or use is necessary to the performance of their job duties while employed (e.g. disclosing to a vendor who has signed a non-disclosure agreement, or disclosing information due to a legal obligation to do so).

You may be asked to sign a non-disclosure agreement as a condition of your employment. If you improperly use or disclose a trade secret or confidential business information, you will be subject to disciplinary action, up to and including termination of employment and legal action.

This Non-Disclosure Policy will not be used to prohibit, discourage, or otherwise retaliate against associates who engage in conduct or communications protected by Section 7 of the National Labor Relations Act (such as lawful discussions whether with co-workers or third parties about wages, hours or working conditions).

Drug Free Workplace

Rareform is committed to being a drug-free and safe workplace. You must be physically and mentally fit to perform their duties in a safe and efficient manner. Therefore, no employee shall work or report to work while under the influence of alcohol, illegal drugs, or any substance that would affect his/her ability to perform the job in a safe and efficient manner.

The following rules and standards of conduct apply to all employees either on Company property or during the workday (including meals and rest periods). Behavior that violates Company policy includes:

• Possession or use of an illegal or controlled substance, or being under the influence of an illegal or controlled substance while on the job

• Driving a Company vehicle while under the influence of alcohol

• Distribution, sale, or purchase of an illegal or controlled substance while on the job

When employees are required to take any kind of prescription or nonprescription medication that may potentially affect their job performance, they are required to report this to their immediate supervisor, who will determine if it is necessary to temporarily place them on another assignment or take other appropriate action.

To protect the best interests of employees and the public, the company will take whatever measures are necessary to determine if alcohol or illegal drugs are located on or are being used on company property. Measures that may be used will include but not be limited to searches of people and of personal property located on company premises, which may be conducted by law enforcement authorities or by management, as well as the right to conduct drug and/or alcohol tests.

Rareform will encourage and reasonably accommodate employees with alcohol or drug dependencies to seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment or rehabilitation leave. The Company is not obligated, however, to continue to employ any person whose performance of essential job duties is impaired because of drug or alcohol use, nor is the Company obligated to re-employ any person who has participated in treatment and/or rehabilitation if that person’s job performance remains impaired as a result of dependency. Additionally, employees who are given the opportunity to seek treatment and and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not automatically be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the Company’s treatment of employees who violate the regulations described previously. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency. If you have questions regarding this policy or issues related to drug or alcohol use at work, you can raise your concerns with your immediate supervisor without fear of reprisal.

Under the Drug Free Workplace Act, if you perform work for a government contract or grant, you must notify Rareform if you have a criminal conviction for drug-related activity that happened at work. You must make the report within five (5) days of the conviction.

Alcohol Policy

We value a laid back and enjoyable work-space, and to foster this environment we regularly host company events and happy hours when possible, and sometimes, we have alcoholic beverages available in the fridge for employees to enjoy during the work-week after 5pm, or when a scheduled shift is over. In order to keep this perk available please adhere to the following rules:

• Participation in alcoholic beverages is not mandatory

• Employees who are interested in having alcoholic beverages must be 21+ years of age, off the clock, and drinking responsibly

• Drinking alcoholic beverages in the office on the weekend is NOT allowed, unless at a company sponsored event

• Drinking alcoholic beverages at times other than the times specified above will be met with disciplinary action

Ethics Policy

Rareform conducts its business fairly, impartially, in an ethical and proper manner, and in compliance with all laws and regulations. We are committed to conducting business with integrity underlying all relationships, including those with customers, suppliers and communities, and among employees. The highest standards of ethical business conduct are required of our employees in performance of their responsibilities. Employees will not engage in conduct or activity that may raise questions as to the company’s honesty, impartiality, or reputation or otherwise cause embarrassment to the company. Employees will avoid any action, whether or not specifically prohibited in the personnel policies, which might result in or reasonably be expected to create an appearance of:

• Using your position for private gain

• Giving preferential treatment to any person or entity

• Adversely affecting the confidence of the public in the integrity of the company

Every employee has the responsibility to ask questions, seek guidance, report suspected violations and express concerns regarding compliance with this policy.

Rareform will maintain a program to communicate to employees its commitment to integrity and uncompromising values. The program will inform employees of policies and procedures regarding ethical business conduct and assist them in resolving questions and in reporting suspected violations.

Retaliation against employees who use these reporting mechanisms to raise genuine concerns will not be tolerated.

Managers are responsible for providing policy guidance and issuing procedures to assist employees in complying with Rareform's expectations of ethical business conduct and uncompromising values. This policy constitutes the standards of ethical business conduct required of all employees.

Employment of Relatives

While we will accept and consider applications for employment from relatives, family members will not be hired, promoted, or transferred into positions in which they directly or indirectly supervise or are supervised by another family member. For the purposes of this policy, the term “family member” includes individuals related by marriage, blood or adoption, or by virtue of a domestic partnership. Employees’ relatives may not be eligible for employment with Rareform where doing so could result in actual or potential problems in supervision, security, safety, or morale, or if doing so could create potential conflicts of interest. Rareform, in its sole discretion, reserves the right to determine whether there is a potential for such problems or conflicts.

Standard of Conduct

The purpose of this policy is to outline what Rareform expects from its employees in terms of appropriate behavior. Employees who violate the work rules are subject to disciplinary action, up to and including termination.

Infractions of the following work rules are deemed to be unacceptable and may result in termination upon the first offense:

UNACCEPTABLE VIOLATIONS:

1. Theft of company property or personal property of another employee

2. Punching another employee’s time card or permitting someone to punch yours

3. Falsification of an application or company record

4. Sleeping while in the workplace

5. Unauthorized disclosure of confidential information

6. Serious violation of harassment policy

7. Fighting, threatening, or attempting bodily injury to another person on the company property

8. Deliberately damaging company property, property belonging to a co-worker or vendor

9. Failure to wear safety equipment when required

10. Unauthorized alteration of company machinery or equipment

11. Violation of safety rules which could result in serious injury to self or others

12. Reporting to work under the influence of drugs and/or alcohol

13. Possession of guns, knives, weapons, explosives, etc. on company property

14. Testing positive for drugs on a company-administered drug test

15. Refusal to cooperate with the investigation of a work-related matter

16. Insubordination

17. Indecent or immoral behavior on company property

1. Introduction 

2. The Code of Ethics on Behavioral Expectations, Bribery, and Corruption establishes guidelines and standards for ethical conduct within our organization. It outlines the behavioral expectations of all employees, contractors, and stakeholders, emphasizing the zero-tolerance approach towards bribery and corruption. By adhering to this code, we uphold our commitment to integrity, fairness, and responsible business practices.

2. Behavioral Expectations 

1. Professional Conduct 

2. Treat all individuals with respect, fairness, and dignity, irrespective of their background, position, or affiliation. 

3. Maintain a professional and courteous demeanor in all interactions, both within and outside the organization. 

4. Uphold the highest standards of honesty, transparency, and ethical behavior in all business dealings.

2.2 Conflict of Interest a. Disclose any actual or potential conflicts of interest promptly and in accordance with organizational policies. b. Avoid situations where personal interests may compromise, or appear to compromise, the best interests of the organization. c. Seek guidance from the designated authority when uncertain about a potential conflict of interest.

2.3 Confidentiality and Data Protection a. Safeguard confidential and proprietary information entrusted to you, including customer data, business strategies, and trade secrets. b. Adhere to applicable data protection and privacy laws and regulations when handling personal information. c. Use organizational resources, including electronic systems and communication channels, responsibly and solely for business purposes.

1. Bribery and Corruption 3.1 Prohibition of Bribery a. Never offer, promise, or accept bribes, kickbacks, or any form of improper payment or inducement to gain an unfair advantage. b. Comply with all anti-bribery and anti-corruption laws and regulations applicable in our organization's jurisdictions of operation. c. Report any suspected or witnessed acts of bribery or corruption to the designated authority without fear of reprisal.

3.2 Gifts, Entertainment, and Hospitality a. Exercise caution and good judgment when giving or receiving gifts, entertainment, or hospitality. b. Gifts or hospitality should be of reasonable value, appropriate, and given or received openly without an expectation of favors in return. c. Seek approval from the appropriate authority for gifts, entertainment, or hospitality that exceed pre-established limits or may raise concerns.

3.3 Political Contributions a. Ensure that any political contributions, if allowed, are made transparently, in compliance with applicable laws, and without any expectation of improper benefit. b. Seek guidance from the designated authority before making any political contributions on behalf of the organization.

1. Reporting Violations and Non-Retaliation a. Encourage the reporting of suspected or witnessed violations of this Code of Ethics without fear of retaliation. b. Provide accessible and confidential channels for reporting, such as hotlines or designated individuals, to protect the anonymity of whistleblowers. c. Investigate reported violations promptly, ensuring fair treatment for all parties involved and taking appropriate disciplinary action when necessary.

2. Compliance and Consequences a. Regularly review and update this Code of Ethics to reflect changes in laws, regulations, and organizational needs. b. Provide training and awareness programs to ensure understanding and compliance with this code. c. Violations of this code may result in disciplinary action, up to and including termination of employment or contractual relationships.

3. Conclusion By following this Code of Ethics on Behavioral Expectations, Bribery, and Corruption, we demonstrate our commitment to maintaining the highest standards of integrity and ethical conduct. Together, we uphold the reputation and values of our organization while fostering a culture of trust, transparency, and accountability.

Computer Policy:

The following Appropriate Use Policy applies to all employees who have access to computers and the internet at work. The use of company computers and the internet is permitted and encouraged when it supports the functions of your role. We understand that you’re going to use your computer for personal reasons as well. That’s completely fine. We do, however, expect you to exercise good judgment when using any company device.

It’s okay to:

• File your taxes

• Binge-watch your favorite show on Netflix

• Check your bank account balance

• Pay your rent

• Browse Facebook and jealously comment on your friend's vacation photos

• Google great restaurants for date night

• Check-in on your pets through your pet-cam

• Buy a new book on Amazon

It’s not okay to:

• Download or stream illegal media content

• Pretend you’re Mr. Robot and hack into other people’s email accounts

• Download potentially harmful applications

• Post personal views online and pass them off as representing TBT

• Commit fraud

• Visit shady Not Safe for Work (NSFW) websites or download NSFW content

If you have any questions about your online browsing or computer use practices, please check in with HR@rareform.com.

If you unsure, we ask that you use your best judgment, and if you have any questions about what you can install, please run it by your supervisor.

We have device management software installed on all devices. This allows us to set up computers with the programs they need to help you do your job better, but it also gives us visibility into how the device is being used. We’re not using this to monitor your everyday activity, however, if anything that violates our Appropriate Use Policy is brought to our attention we will investigate. Intentional tampering or removal of management software will also be in violation of our acceptable use policy. Breaking our Appropriate Use Policy is grounds for termination.

Internet Policy

Internet access is provided to individuals based upon business needs to benefit the Company through connection to worldwide information resources. Employees have a responsibility to maintain and enhance Rareform’s public image while accessing the Internet.

Employees using the Internet access via Company hardware and software are representing Rareform and as such, their conduct should be ethical and lawful at all times. Channels may be accessed for official company business to gain technical or analytical information and to establish business contacts.

Internet access should not be used for personal gain or advancement of personal views, for solicitation of non-company business, or result in the disruption of the Company network operation or interfere with personal productivity at work.

Employees are responsible for the content of all text, audio, or images they place or send over the Internet. Fraudulent, harassing, or obscene messages are prohibited. All messages on the Internet should be identified with the employee’s name. Employees may not obscure the origin of messages and the information published should not violate or infringe upon the rights of others. Abusive, profane or offensive language transmitted through the Company system is strictly prohibited.

Employees may not download software without the express acknowledgement and support of Company management. This is to ensure that proper licenses are obtained and viruses are not transmitted.

Employees may not send or upload Company copyrighted materials, trade secrets, proprietary information, or similar materials to third parties. Employees may not violate the copyright laws in regard to receipt/download of material available on the Internet by copying and disseminating information, except for purposes falling under the category of “fair use”.

All messages created, sent, or retrieved over the Internet are the property of the Company and should be considered public information. The Company reserves the right to access and monitor all messages and files on the computer system at any time. All communications can be disclosed to law enforcement officials or other third parties without prior consent of the sender or the receiver.

Harassment of any kind is strictly prohibited. Messages with derogatory or inflammatory remarks regarding race, religion, national origin, sexual orientation, or other protected attributes may not be transmitted.

Violations of this policy may result in disciplinary action up to and including termination and illegal activities may result in prosecution by legal authorities.

Equipment Policy

Rareform will provide full-time exempt employees a MacBook or PC Laptop upon date of hire. If a computer is damaged, Rareform will determine if repair, or replacement, would be best depending on the age of the machine and/or the extent of the damage. Replacement equipment will be equal to or better than the damaged computer, depending on what inventory Rareform has in stock. Rareform does not cover the cost of AppleCare or accidental damage coverage for employee laptops.

Any device for which Rareform contributes a significant portion of the cost are company property. This also applies to devices purchased with an employee contribution (i.e. you paid extra for more storage, etc).

If your company purchased equipment is lost or stolen, please file a police report and notify your manager with a description of what happened.

Computer Purchase Program

While working at Rareform, we understand that your computer becomes a part of you, and when you’re leaving Rareform, it’s hard to say goodbye. We hate to see you go, but we want to take care of you on your way out, so, Rareform offers the option to purchase your computer, at a discount, when you leave.

If you have been using your computer for more than 12 months, we’ll offer you 25% off the fair-market-price of the device. The fair market rate is determined by how much Rareform could make if we were to sell or recycle the computer.

If you’re interested in purchasing your computer, talk to your supervisor about it during your exit process.

At Rareform, we recognize the importance of effective communication in the workplace. To support the professional growth and development of our non-native English speaking employees, we are committed to providing English language training. This policy aims to enhance their English language proficiency, promote inclusivity, and facilitate better collaboration within our diverse workforce.

Scope: This policy applies to all non-native English speaking employees of Rareform who wish to improve their English language skills.

Policy Guidelines:

1. Needs Assessment: a. Conduct an initial assessment to identify employees' English language proficiency levels and determine their specific training needs. b. Offer opportunities for employees to express their interest in participating in English language training programs voluntarily.

2. English Language Training Programs: a. Provide a range of English language training programs suited to different proficiency levels, such as beginner, intermediate, and advanced. b. Collaborate with external language training providers or establish in-house training resources to deliver comprehensive English language courses. c. Consider a variety of training methods, including classroom instruction, online courses, language software, or blended learning approaches. d. Ensure that the training programs cover relevant skills, including reading, writing, listening, and speaking, as well as business-specific vocabulary and communication.

3. Training Schedule and Duration: a. Establish a flexible training schedule that accommodates employees' work responsibilities and availability. b. Determine the duration of training programs based on the complexity of the curriculum and employees' learning needs. c. Encourage employees to participate consistently and complete the designated training program to maximize the benefits of the learning experience.

4. Financial Support: a. Allocate resources to cover the costs associated with English language training, including course fees, learning materials, and any necessary technological tools. b. Establish guidelines and reimbursement processes for employees who incur expenses related to approved external language training programs.

5. Supportive Learning Environment: a. Foster a supportive and inclusive environment that encourages employees to practice and apply their English language skills without fear of judgment or criticism. b. Promote peer-to-peer interactions, where native English-speaking employees can provide guidance and support to non-native English speakers.

6. Progress Evaluation: a. Periodically assess employees' progress and proficiency levels to gauge the effectiveness of the English language training programs. b. Provide feedback and guidance to employees, highlighting areas of improvement and suggesting further training opportunities as needed.

7. Confidentiality: a. Respect the privacy of employees participating in English language training and maintain the confidentiality of their language proficiency assessments and progress.

8. Continuous Improvement: a. Regularly review the effectiveness of the English language training programs and make necessary adjustments based on employee feedback and evolving language requirements. b. Seek opportunities for employees to apply their improved English language skills in work-related activities or cross-functional projects.

Review and Revision: This policy will be periodically reviewed by Rareform to ensure its effectiveness and alignment with the changing needs of our non-native English speaking employees. Any necessary updates or revisions will be made to enhance the language training program.

The purpose of this Office Stewardship Policy is to establish guidelines and practices that promote responsible resource management, sustainability, and environmental consciousness within the workplace. This policy aims to create a culture of stewardship, encouraging employees to take an active role in conserving resources and minimizing the office's environmental impact. This policy applies to all employees, contractors, and visitors within the office premises. It encompasses all areas and activities related to resource utilization, waste management, energy efficiency, and sustainable practices.

1. Resource Conservation

   1. Paper Usage

      1. We encourage digital documentation and communication whenever possible, reducing reliance on paper-based processes.

      2. We promote double-sided printing and the use of recycled or sustainably sourced paper products.

   2. Energy Efficiency

      1. Ensure all electronic equipment (computers, printers, copiers, etc.) are set to energy-saving modes or turned off when not in use.

      2. We encourage the use of natural lighting and energy-efficient lighting fixtures (all lighting in office is set to be motion sensor).

      3. Conduct regular maintenance and inspections to identify and address any energy wastage or inefficiencies.

   3. Water Conservation

      1. We have automatic faucets in bathrooms to keep water from running for extended periods of time.

2. Waste Management

   1. Recycling

      1. We have provided clearly labeled recycling bins in the office for paper, plastics, glass, and other recyclable materials.

      2. We educate employees on proper recycling practices and the importance of reducing contamination.

   2. Waste Reduction

      1. We encourage the use of reusable or refillable containers for beverages and meals. b.

      2. We provide reusable or refillable containers and untensils

      3. We minimize the use of disposable items, such as single-use plastics, in office operations.

3. Education and Feedback

   1. Communication

      1. Share educational campaigns to raise awareness about the importance of office stewardship and sustainable practices.

      2. Share success stories and best practices within the office to inspire and motivate employees to actively participate.

   2. Feedback

      1. Encourage employees to be candid about the company's and their co-workers stewardship.

      2. Allow feedback to lead to change and updates as needed

4. Compliance and Evaluation

   1. Compliance

      1. Regularly review and update this policy to align with evolving environmental standards and best practices.

      2. Monitor employee adherence to the policy and address any non-compliance through appropriate channels.

   2. Evaluation

      1. We conduct periodic audits and assessments to evaluate the effectiveness of the office stewardship program.

Below are our goals and actions for how to best reduce waste in our office

• Waste Management 

  • Recycling 

    • Clearly labeled recycling bins throughout the office for paper, plastics, glass, and other recyclable materials.

    • Employees educated on proper recycling practices and the importance of reducing contamination. 

    • Collaborate with waste management vendors to ensure effective collection, sorting, and disposal of recyclable materials.

• Waste Reduction 

  • Encourage the use of reusable or refillable containers for beverages and meals.

  • Implement a composting program for food waste and biodegradable materials. 

  • Minimize the use of disposable items, such as single-use plastics, in office operations.

• Hazardous Materials 

  • Establish guidelines for the proper handling, storage, and disposal of hazardous materials in compliance with local regulations. 

  • Provide training and resources to employees to ensure they understand the risks associated with hazardous materials and how to handle them safely.

Discipline Procedures Policy

Purpose

The purpose of this policy is to outline Rareform's approach to disciplinary issues, ensuring fair and consistent treatment for all employees.

Scope

This policy applies to all employees of Rareform, irrespective of their role or tenure.

Policy Guidelines

• Progressive Discipline
  Rareform follows a progressive discipline process, designed to give employees the opportunity to correct behavior or improve performance. Steps may include:

  • Verbal Warning

  • Written Warning

  • Performance Improvement Plan (PIP)

  • Suspension

  • Termination

• Immediate Action
  Some offenses may warrant immediate action, including immediate termination, without going through the progressive steps. These include, but are not limited to:

  • Harassment or Discrimination

  • Theft or Fraud

  • Violence or Threats

• Documentation
  All disciplinary actions will be documented and placed in the employee's personnel file. Documentation will include:

  • Description of the offense

  • Action taken

  • Date and signature of the supervisor and employee

• Right to Appeal
  Employees have the right to appeal any disciplinary action. Appeals should be submitted in writing to Human Resources within 10 business days of the action.

• Confidentiality
  All disciplinary procedures are confidential and will only be disclosed to relevant parties.

Reporting and Investigation

Employees are encouraged to report any behavior that violates company policies to their immediate supervisor or Human Resources. Reports will be investigated promptly and impartially.

Enforcement

Failure to comply with this policy may result in disciplinary action, up to and including termination.

Travel Expenses

We don’t have specific limitations on expenses, just use your best judgment and spend smartly.

When you’re traveling for work, book seats in the coach/economy section. If you book Business or First class, you’ll be asked to pay the difference between Coach and the higher fare you’ve chosen.

Be reasonable with your hotel choice. We don't provide reimbursement for five star experiences, but we also don't want you to stay in a one star motel. In most cities $200 should be enough, but we understand that in certain times of the year, you may have to go above this price.

Be reasonable with your meal expenses too. We will reimburse up to $45 a day. This allows you to choose how much you spend per meal and what kind of restaurants you eat each meal at. 

For transportation, use taxis, bus services, and public transportation where possible. If you do choose to rent a vehicle, don’t rent a luxury vehicle. Also, you do not select LDW (Loss Damage Waiver) or CDW (Collision Damage Waiver), as you’re covered under RF's insurance policy.

Reimbursable Travel Expenses

All reimbursable travel expenses are submitted by the employee via Expensify for reimbursement.

Please use the above Travel Expenses information as a guide. Don't hesitate to ask if you're ever unsure if an expense is within reason.

Travel Limitations Policy

At Rareform, we are committed to minimizing our environmental impact and promoting sustainable practices. In alignment with our sustainability goals, this policy aims to limit corporate travel and encourage alternative means of communication and transportation whenever feasible. By reducing our reliance on travel, we can contribute to the preservation of natural resources and mitigate carbon emissions.

Scope: This policy applies to all employees, contractors, and individuals representing Rareform who are required to travel for business purposes.

Policy Guidelines:

1. Embrace Virtual Communication:

   1. Utilize video conferencing, teleconferencing, and other virtual communication tools to minimize the need for in-person meetings.

   2. Encourage the use of collaborative platforms and digital tools to facilitate remote collaboration and document sharing.

2. Consider Alternative Modes of Transportation:

   1. Prioritize the use of public transportation

3. Remote employees are only required to travel to the office twice per year, for the annual company retreat and mid-year company retreat.

Social Security

You and the company make the payment of Social Security and Medical Benefits. The company matches your contribution to Social Security and Medicare and thereby pays one- half of the cost of your Retirement and Medicare Benefits under the Social Security Act.

Social Security provides a variety of benefits, including retirement income, death benefits, disability benefits and monthly income for certain dependent survivors of covered employees.

For additional information regarding Social Security eligibility and benefits, go to www.socialsecurity.gov.

Unemployment Insurance

The Company pays the entire cost of unemployment insurance. This insurance provides a weekly income for those who may be laid off or who may have lost their job through no fault of their own. The amount of this income varies with the individual and state in which he/she resides because it is based on average earnings. State law specifies eligibility requirements and the amount of benefits that you may receive.

Workers' Compensation Insurance

Rareform, in accordance with the law, provides insurance coverage for employees in the event of work-related injury. The workers’ compensation benefits provided to injured employees may include:

• Medical care

• Cash benefits to replace lost wages (tax free)

• Assistance to help qualified injured employees return to suitable employment

To ensure that you receive any workers’ compensation benefits to which you may be entitled, you will need to complete all of the following:

• Immediately report any work-related injury to your supervisor

• Seek medical treatment and follow-up care, if required

• Complete a written Worker's Compensation Incident Report with the help of your direct supervisor and return this form to Aric.

• Provide the Company with a certification from your health care provider regarding the need for workers’ compensation disability leave, as well as your eventual ability to return to work from the leave

Upon submission of a medical certification that an employee is able to return to work after a workers’ compensation leave, the employee (under most circumstances) will be reinstated to his or her same position held at the time the leave began (or to an equivalent position, if available). An employee returning from a workers’ compensation leave has no greater right to reinstatement than if the employee had been continuously employed rather than on leave.

For example, if the employee on workers’ compensation leave would have been laid off had he or she not gone on leave, or if the employee’s position has been eliminated or filled in order to avoid undermining the Company’s ability to operate safely and efficiently during the leave, and no equivalent or comparable positions are available, then the employee would not be entitled to reinstatement.

An employee’s return depends on his or her qualifications for any existing openings. If, after returning from a workers’ compensation disability leave, an employee is unable to perform the essential functions of his or her job because of a physical or mental disability, the Company’s obligations to the employee may include reasonable accommodation, as governed by the Americans with Disabilities Act.

Pay Days

Salaried employees are paid bi-weekly on Friday. Hourly employees are paid weekly on Friday. If a holiday falls on a regularly scheduled payday, payday will be on Monday.

Time Keeping

Accurately recording time worked is the responsibility of every employee. Federal and state laws require Rareform to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

Non-Exempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period though TSheets and the tablets by the front door. They should also record the beginning and ending time of any split shift or departure from work for personal reasons.

Overtime work must always be approved by a department manager before it is performed.

If corrections or modifications are made to the time record, both the employee and the supervisor must verify the accuracy of the changes by initialing the time record.

We consider attempts to falsify timekeeping records a very serious matter. Therefore, altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment.

Direct Deposit

Rareform encourages direct deposit of your paycheck to your bank account(s). You can choose to have your check deposited in more than one account. For example, you may elect to have some money put into checking as well as a savings account. The authorization of direct deposit is voluntary. You may begin and stop automatic payroll deposit at any time. All direct deposits can be set up through your individual Gusto account. You should carefully monitor your payroll deposit statements for the first two pay periods after the service begins.

Payroll Deductions

The Company is required by law to deduct Federal and State Withholding Tax (where applicable) from your paycheck. Your earnings and the number of dependents you claim determine the amount of tax. At year-end you will receive a W-2 form showing your total earnings and the amount of taxes withheld.

Deductions for Social Security at the rate established by law are deducted from your paycheck. The company matches your contributions to the Social Security tax.

Other deductions may include premiums for insurance, savings plan, garnishments, etc. If an employee believes that there has been an error in pay, he/she should contact HR.

Garnishments

A court-ordered legal claim against the wages of an employee by a creditor for nonpayment of a debt and served by the constituted legal authority is called a garnishment, and it must be recognized and executed by the Company.

When the Company receives a garnishment, we will advise the employee that a garnishment has been served on the Company.

Child Support

Child support is the court-ordered payment by the non-custodial parent to the custodial parent for the care and welfare of the child.

Rareform complies with the law of the land regarding New Hire/Child Support Law. If you are subject to a child support order, monies will be withheld from your paycheck in accordance with our state’s regulations.

Final Paycheck

Employees who are discharged are to immediately receive all wages earned and unpaid at the time of discharge. Employees who quit without a written contract for a definite period are to receive their wages within 72 hours. If the employee gives 72 hours’ notice, payment must be made at the time they quit.

Employees who quit without give at least 72 hours’ notice are due their final wages by mail, if so requested. The mailing date will be considered the date of payment.

By policy, Rareform discloses only the dates of employment and the title of the last position held of former employees. If you authorize the disclosure in writing, Rareform will also inform prospective employers of the amount of salary or wage you last earned.

Pre-hire Background Checks

Rareform may use a third-party service to perform a standard check on prospective employees, consistent with applicable state and federal law. You will receive additional instructions regarding this background check. Your employment with the Company is contingent upon the Company's satisfaction with the results of this background check.

Non-Discrimination Statement

At Rareform, we believe in creating an inclusive environment where all individuals are valued for their unique contributions. We are committed to providing equal opportunities in all aspects of employment, free from discrimination and harassment.

Policy

Rareform strictly prohibits discrimination based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other status protected under federal, state, or local laws.

This policy applies to all employment practices within our organization, including but not limited to:

• Recruitment and selection

• Compensation and benefits

• Training and development

• Promotion, transfer, and termination

• Social and recreational activities

Reporting

Any employee who believes they have been discriminated against or witnessed discrimination is strongly encouraged to report the incident to their immediate supervisor, Human Resources, or through any reporting mechanism established by Rareform.

All complaints will be treated with the utmost confidentiality and will be investigated promptly. Retaliation against employees who raise genuine concerns is strictly prohibited and will result in disciplinary action.

Enforcement

Failure to comply with this Non-Discrimination Policy will result in disciplinary action, up to and including termination of employment.

At Rareform, we are committed to providing a safe and healthy work environment for all employees. This policy aims to prevent ergonomic-related injuries and promote employee well-being by addressing ergonomic factors in the workplace.

Scope: This policy applies to all employees, contractors, and visitors at Rareform who perform work-related tasks that may involve ergonomic risks.

Policy Guidelines:

• Ergonomic Assessment:

  • Conduct regular ergonomic assessments of workstations, equipment, and tasks to identify and address potential ergonomic risks.

  • Encourage employees to report any discomfort or ergonomic issues they experience while performing their job duties.

• Workspace Design:

  • Design workspaces with ergonomics in mind, considering factors such as proper seating, adjustable desks and chairs, monitor height and distance, keyboard and mouse placement, and adequate lighting.

  • Provide ergonomic accessories and equipment, such as wrist rests, footrests, ergonomic keyboards, and adjustable monitor stands, as needed.

• Provision of Ergonomic Equipment:

  • Rareform will provide all necessary ergonomic equipment and accessories to employees to support their comfort and productivity in the workplace.

  • Employees can request ergonomic equipment through the designated channels, and the company will ensure timely procurement and setup of the requested items.

• Training and Education:

  • Provide training and education on ergonomic principles, safe work practices, and proper lifting techniques to all employees.

  • Encourage employees to take breaks, stretch, and vary their tasks to reduce the risk of musculoskeletal injuries associated with prolonged sitting or repetitive motions.

• Ergonomic Policies and Procedures:

  • Establish policies and procedures related to ergonomic safety, including guidelines for setting up workstations, adjusting equipment, and reporting ergonomic concerns.

  • Ensure that employees are aware of and comply with ergonomic policies and procedures to minimize the risk of injuries.

• Injury Reporting and Investigation:

  • Encourage employees to report ergonomic-related discomfort, injuries, or hazards to their supervisor or the designated safety officer promptly.

  • Conduct thorough investigations of reported ergonomic issues to identify root causes and implement corrective actions to prevent recurrence.

• Collaboration and Feedback:

  • Solicit feedback from employees regarding ergonomic improvements and incorporate their suggestions into ongoing ergonomic initiatives.

• Monitoring and Evaluation:

  • Regularly monitor and evaluate the effectiveness of ergonomic measures and initiatives implemented in the workplace.

  • Use feedback, injury data, and ergonomic assessments to identify areas for improvement and implement continuous enhancements to the