Beyond Jacques de Nissi (EXIM)’s specific responsibilities to customers and suppliers, all of us have important responsibilities to each other and to the communities in which we work. Throughout the company, we must ensure that employees are hired and promoted based on merit and that working conditions comply with the law. We must strive to provide safe environments for our employees and the communities in which we do business.

1. Fair Employment Practices Policy Overview
   Jacques de Nissi (EXIM) is committed to fair employment practices, including the prohibition against all forms of illegal discrimination. By providing equal access and fair treatment to all employees on the basis of merit, we improve Jacques de Nissi (EXIM)’s success while enhancing the progress of individuals and the communities where our businesses are located.
   
   Jacques de Nissi (EXIM) is committed to following the applicable labor and employment laws wherever it operates. That includes observing those laws that pertain to freedom of association, privacy and recognition of the right to engage in collective bargaining, the prohibition of forced, compulsory and child labor, and those laws that pertain to the elimination of any improper employment discrimination.
   
   Core Requirements
   
   • Use merit, qualifications (for example, education, experience, competencies, etc.) and other job-related criteria as the sole bases for all employment-related decisions affecting employees and applicants.
   • Recruit, hire, train, compensate, promote and provide other conditions of employment without regard to a person's race, color, religion, national origin, sex (including pregnancy), sexual orientation, age, disability or other characteristic protected by law.
   • Provide a work environment free of improper harassment, such as harassment directed at a person because of his or her race, religion, sex, etc.
   • A Respect the privacy rights of employees by using, maintaining and transferring their personal data in accordance with applicable company guidelines and procedures. While seeking to maintain employee privacy, however, Jacques de Nissi (EXIM) must reserve the right to monitor use of company property (for example, computers, e-mail, phones, proprietary information, etc.) in accordance with applicable law.
   • Comply with all relevant laws and regulations.
   • If a conflict arises between the requirements of this policy and the laws, customs or practices of a particular area, consult with management and company Business Legal Counsel to determine the most appropriate course of action.
     
     

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   What Jacques de Nissi (EXIM) Employees Are Urged To Watch For
   A hostile work environment (for example, telling jokes or displaying materials that ridicule or offend a member of a particular race or ethnic group)

   • Allowing race, color, religion, national origin, sex (including pregnancy), sexual orientation, age, disability or other characteristic protected by law to be a factor in hiring, promotion, compensation, or other employment-related decisions
   • Making unwelcome sexual advances to another employee or person with whom you work
   • Violating a labor law in your country (for example, hiring a child who is under the legal minimum age)
   • Refusing to work, or otherwise cooperate with certain individuals because of their race, religion, sex, etc.
   • Disclosing employment data to a person who does not have the business need, authority or the subject's consent.