Employment Procedures and Conditions All TBA policies are administered in compliance with federal, state, and local law. Updates will be issued as required by changes in law or business needs.
3.2 WORKPLACE VIOLENCE Tampa Brass & Aluminum Corp. (TBA) is committed to providing a workplace free from violence, threats, and intimidation. Violence of any kind will not be tolerated. Prohibited conduct includes: Physical violence (hitting, pushing, fighting). Threatening or intimidating behavior (verbal, written, electronic, or gestures). Harassment or stalking that creates fear or discomfort. Possession of weapons, explosives, or dangerous materials on Company property, in Company vehicles, or at Company events (unless legally permitted). Vandalism or destruction of property. Reporting & Response: Employees must immediately report threats, violence, or suspicious behavior to a supervisor, Human Resources, or Security. All reports will be investigated promptly and kept as confidential as possible. Retaliation against employees who make good- faith reports is prohibited. Any employee engaging in workplace violence or threats will face disciplinary action, up to and including immediate termination, and law enforcement may be contacted if necessary.
3.1 ANTI-HARASSMENT & RETALIATION-FREE WORKPLACE
TBA strictly prohibits harassment of any kind, including harassment based on legally protected characteristics such as race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, disability, genetic information, marital status, pregnancy, or veteran status. What Constitutes Harassment: Verbal: offensive jokes, slurs, unwelcome comments, or negative stereotyping. Physical: unwanted touching, blocking movement, or threatening behavior. Visual/Digital: derogatory images, gestures, graffiti, emails, texts, or social media posts. Sexual: unwelcome advances, requests for sexual favors, sexual comments, or inappropriate physical contact. Reporting: Employees who experience or witness harassment must promptly report concerns to their supervisor, HR, or any member of management. If the concern involves management, reports may be made directly to the President. Confidentiality & Retaliation-Free Workplace: Reports will be investigated promptly and as discreetly as possible. Retaliation against anyone who makes a good-faith complaint or participates in an investigation is strictly prohibited and will result in disciplinary action, up to and including termination.
TAMPA BRASS AND ALUMINUM CORP | PAGE 12
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