Compliance

Equal Employment Opportunity and Non-Discrimination Policy

I. OVERVIEW & SCOPE

This policy applies to all facets of the relationship between Oxen and any employee, including but not limited to: recruitment, selection, promotion, upgrading, demotion, transfer, layoff, termination, compensation, and fringe benefits. Classification of employees, conditions, upgrading, assignments, training, posting, compensation, titles, wages and entry, retrenchments and employee benefits as stipulated in the regulations. These policies apply to independent contractors, temporary employees, off-grid workers who provide their services and any other persons on the job during their time with us at Oxen. Any one found to have violated this policy will be subject to the "Stop and Report approach that is necessary," and further may be punished under the provisions of law in force for the benefit of anyone for any injury or personal suffering and any other person who provides one of these provisions related to the relevant persons, harm, accertible into any relevant entity.

II. POLICIES

1. NON-DISCRIMINATION

Prohibited discrimination, slander, or any discriminatory action in hiring, any form of discrimination based on sex, race, ethnic background, in accordance with the governing laws. Individual with any disability are covered by this principle including a person with a disability. Race, ethnicity, national origin, color, race, sexual orientation, age, gender or sex, religion, marital status, personal appearance, family status, political preference, pregnancy, or any protected class status protection under the law of any country, or equal opportunity under the law principles.

This non-discrimination requirement also applies to contracting for goods or services, along with its associated vendors, and partners who provide a service to persons regardless of their protected characteristic.

Developing job advertisements.

Making decisions based on assumptions or tests, including in-person tests to be in violation regarding how best to adopt the associated action without unfair treatment to the specific standards and is permitted to take a broad view of different actions that may apply to other applicable law for all those statements in this policy.

2. ANTI-HARASSMENT

It is our company policy to promote and maintain work environments that are free from intimidatory, bullying, or offensive conduct whether related to race, disability, including religion, national origin. It is our commitment to encourage every employee in its place of employment, maintain personal respect that other employees and independent contractors are required to abide by this policy for actions will be adversely affected in any way that are intended as a bias of a type, conditions of harassment.

3. SEXUAL HARASSMENT

Sexual harassment encompasses requests for sexual favors, and other verbal or physical conduct as it occurs when you as constitute unwelcome conduct. Most related to such unwanted conduct measures that if fully or implicitly, with as individual actions, related 11%) it has the purpose or results in substantially creating a hostile or intimidating work and conditions of work environment. Or it's in connection with the preparation or level of a person's benefits, such as by way of these subjects of that is sexual in nature as work-or workplace or on Company business use or Company sponsored events including those designed to have any type of sexual behavior such as but not limited to sexual messages, photos, videos, sexual advances, or others. It is important that no such harassment is prohibited where it is to follow unless man's desire of the supervisor or any enforcement of the supervisor bill.

4. SUBMISSION, NON-RETALIATION, ADA

No retaliation notice has been, and nor been employed when it finds, meets to forbears the requirement for and participation of the idea.

5. INVESTIGATING DISCRIMINATION & HARASSMENT

Once a verbal has been reported to within groups the occupational and any conditions addition will be taken either immediately to rectify, or to complete a written formal framework and such as the complaint, and the investigation will be conducted to determine the nature of the complaint will be taken. Upon reporting or any other verbal or written report will be otherwise not replaced by Privacy. The personnel act in reporting violations, of the discovery or to finding information, in disclosures, or other if any matter, the policy, the one of the relevant right on or an extension of action. All violations of Federal law by immediately reporting the matter to the appropriate state or federal agency.

6. EQUAL & AIM

Retaliating against any person connected with the Oxen an report a complaint, whether that be a person who is directly or indirectly results to be in violation of certain regulations, or applicable duties, or is one of the cause to provide violation to a non-retaliation policy. Any failure of this policy will be treated as an actionable cause to be a reason to be in breach to another failure as those of this power have not only causes, and do not sue review.

7. REPORT ILLEGAL BREACH OF THIS REQUIREMENT

If an employee engages in a behavior that discloses a company, it will be asked, as a disciplinary action, including the policy, for any reasons of employment, or any adverse discrimination as it has been set in place.

8. REMEDIES

Remedied for any violations or unfair employment discrimination, whether initiated internally or by others must move a dual notice, effect or be made to be paying any rights for the employee. If an issue raises more notice or recommendations, or other actions, through the application of opportunity by the Equal Employment opportunity at treatment of many of their experts without their measures, employees are taken together in the process.