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    Equal Employment Opportunity Policy

    Volt is very aware of the richly diverse population from which it draws its employees throughout the United States and internationally.

    In fact, we now operate on four continents, either with American, foreign national employees and/or foreign partners. Volt believes that we are greatly enriched by such diversity at home and abroad, and we encourage all of our employees everywhere to seek to learn more about each other and our cultural differences, rather than to ignore or reject them because we do not understand them. Working together now to work in cultural harmony prepares us as a company, of which all of us at Volt are a part, to compete now and in the future.

    In order to promote this harmony in the workplace as well as to obey the laws related to employment, Volt remains committed to its policies of equal employment.

    Volt is committed to a policy of equal treatment and opportunity without regard to race, color, creed, religion, sex, sexual orientation, gender identity, marital or parental status, national origin, age, veteran status, individuals with disabilities or other protected classification. This includes, but is not limited to, recruitment, hiring, selection for training, transfers or layoff, promotion, rates of pay and other forms of compensation and participation in Volt sponsored educational, social and recreational programs.

    Volt's management is responsible for adherence to this policy. But in the final analysis, attainment of our goal of equal employment opportunity and enrichment through diversity depends on the commitment and good faith effort of all of you.

    Discrimination is considered a form of employee misconduct. Disciplinary action, up to and including dismissal, will be taken against any employee engaging in this type of behavior. Any supervisor or manager who has knowledge of such behavior, yet takes no action to end it, is also subject to disciplinary action.

    An employee who feels discriminated, harassed or retaliated against may initiate the complaint process by contacting his/her supervisor, or, if appropriate, the next level of management. All discrimination, harassment and retaliation complaints will be promptly investigated and will be treated confidentially to the extent possible and appropriate action taken where warranted. Complaints made in good faith will in no way be held against an employee.