Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a comprehensive federal civil rights law in the U.S. that specifically protects individuals with physical and mental disabilities. State and local law provide comparable protections.

Individuals are protected under the ADA if any of the following conditions exist:

• They currently have a physical or mental condition that substantially limits their ability to normally conduct a major life function (walking, seeing, hearing, breathing, etc.);

• They have a history of such impairment; and/or

• They are perceived to have such impairment.

The ADA also prohibits discrimination on the basis of an individual’s relationship (parent, sibling, child, spouse/significant other, etc.) to someone with a disability.

The Company will base employment decisions on an individual’s ability to perform the essential functions of the job and will provide a reasonable accommodation to an employee as long as it does not cause undue hardship on the employer.

While interviewing prospective candidates, employees may not ask about the existence, nature or severity of a disability.

Employees who need to make a request for a reasonable accommodation should contact their supervisor to discuss the situation.

Supervisors whose employees have requested an accommodation should contact Kyle Block or Stefan Musch for assistance.

The Company does not tolerate unlawful retaliation against employees, including against employees who request a disability accommodation. Employees who believe that they have been retaliated against should promptly report the incident to their supervisor, Kyle Block, or Stefan Musch, preferably in writing. The Company will investigate claims of retaliation and will take appropriate corrective action, including disciplinary action, up to and including termination.

The Company will make reasonable accommodations for employees related to:

• Religious needs (including for an employees' observance of religious holidays and practices);

• Disabilities;

• Pregnancy, childbirth, or related conditions; and

• Needs related to status as a victim of domestic violence, sex offenses, or stalking.

Employees who desire an accommodation related to any of the reasons listed above should contact their supervisor, Kyle Block, or Stefan Musch to discuss the situation. A pregnant employee may continue to work until they are certified as unable to work by their physician.

• In the event an employee would like to request an accommodation, including time away from work, eligible employees should alert their supervisors or contact Kyle Block or Stefan Musch.

• The employee’s supervisor and Kyle Block or Stefan Musch will work with the employee to engage in a cooperative dialogue and identify an appropriate accommodation.

• Depending on the nature of the requested accommodation, where permitted by applicable law, the employee may be required to provide appropriate documentation from their physician to support the need for an accommodation. Documentation may include the medical justification for the requested accommodation(s), a description of the reasonable accommodation(s) that is medically advisable, the date the reasonable accommodation(s) became medically advisable, and the probable duration of the reasonable accommodation(s).

• Although the Company will do everything possible to work with the employee to identify and implement an appropriate accommodation, it must be recognized that an accommodation is not always possible where the requested accommodation will pose an undue hardship on the Company.

After a final determination is made, the Company will provide a written determination to the employee requesting the accommodation as to whether or not the accommodation will be provided.