Opendoorline is a complete employee communication and complaint management program. It provides multiple confidential methods for employees to report issues, and professional third-party investigation of complaints. This helps employers establish a strong defense against EEOC claims by demonstrating commitment to addressing employee concerns. The program includes employee surveys, exit interviews, and reporting to monitor satisfaction and identify issues. It provides peace of mind for both employees and employers.

1. Opendoorline™ A complete employee communication portal and complaint management program 1

2. Having Employees is Risky Over the past two years , the EEOC received more than 188,000 complaints of harassment, discrimination, retaliation, and other employment practice violations Smaller companies are often the most at risk for complaints, investigations, and penalties The best way to deal with the EEOC is to avoid them all together Prevention of incidents through policies, training and programs Processing of incidents with professionalism, consistency and objectivity These two things will often result in early dismissal of complaints and/or lawsuits saving thousands of dollars in legal expense , penalties, and settlements 2

4. 5 methods of receipt (Web Portal, Toll Free, Fax, E-mail, PO Box)

6. Exit Interviews

8. Faragher/Ellerth Defense The “doctrine of avoidable consequences.” 5 Prevents a party from recovering damages where the injured party could have avoided harm through reasonable efforts.

9. Faragher/Ellerth Defense 6 When an employer does more than just issue a policy, it places the burden on the employee to ‘avoid harm’ and use the resources provided.

10. Using the F/E Defense… Adopt and publicize clear policies and procedures Train managers and employees Require employees to review and commit to use company processes Implement robust, objective, and professional complaint mechanism Communicate and remind often 7

11. Opendoorline™ is your ticket to a strong Faragher/Ellerth Defense ….and better employee communication and satisfaction 8

13. Documentation and Reporting

14. Formal investigation and/or mediation 9

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16. How does the program work? Busy business leaders gain a full-service partner that proactively manages the entire program WOLF HR Solutions℠ makes it easy for you. We will… implement the program components (web, phone, fax, E-mail, Mail) to your specifications provide initial communication/training support to introduce the program to employees manage the intake of all complaints, document, and then facilitate resolution according to the process determined with you provide periodic reports to the management team, and/or Board, regarding the types of concerns received, status, and resolution provide free updates on regulatory changes, employment law developments, and other issues related to employment practices provide regular reminders and communication resources to keep the company’s commitment to employment practices and ethical behavior fresh and relevant provide convenient additional services to support your management team 11

17. Customized, Branded Solution For Each Client The solution provides employees with FIVE additional “safe” methods for expressing complaints Demonstrates employer concern and commitment to “open door” policy Provides issue tracking, accountability, and reporting Dedicated private email address Dedicated, branded website Secure P.O. Box Employee Options Faxed HR Complaint Form Toll-Free Call to a Third Party Specialist 12

18. Professional “Concern Managers” Professional, discreet and trustworthy Required to sign non-disclosure agreements monthly College educated Located in Kansas City Training provided: Customer relations Handling sensitive information Privacy and confidentiality practices Your specific culture, operations, job types, organization structure, workplace demands Regulatory and legal rules and requirements Live answer 7am-10pm with voicemail back-up 13

20. Discipline/Corrective Action

21. Discrimination

22. Leave of Absence/FMLA

23. Retaliation

24. Sexual Harassment

25. Termination

26. Wage/Pay Issues

27. Safety

28. Hazardous Materials

29. Ergonomics

30. Equipment/Tools

31. Work/Life Balance

32. Physical Environment

33. Facilities

34. Accounting/Auditing Matters

35. Misuse of Company Assets

36. Improper giving or receiving gifts

37. Fraud

38. Disclosure of Confidential Information

39. Falsification of Records

40. Process Improvements

41. Waste Reduction

42. Product/Service Ideas

43. Customer Experience Improvements

44. Social ResponsibilityNote: This is the full range of complaint/concern types. The specific types and processes for resolution are customizable to fit your needs. 14

45. Training and Communication Another key in preventing issues (and defense of claims) is the quality of training and approach to ongoing communication A “once for all” approach to training does not provide much value when defending claims A partnership with WOLF results in a solid program of training and ongoing communications Busy executives need not worry about planning, writing, and communicating policy reminders, process instructions, and company commitment 15

46. Reporting WOLF provides periodic reporting to HR, or other recipient showing the current status of concerns, and any trends to be observed. 16

47. The Benefits of Opendoorline™ For Employees Improved confidentiality Choices for expressing complaints Mechanism to resolve stressful situations Assurances of follow through Confidence in the fairness of management Safer and healthier work environment For Employers Protection from EEOC penalties Improved morale and employee satisfaction Administrative relief and coordination Legal action avoidance Access to support and expertise Affordable peace of mind 17

48. The Pulse The Associate Survey Option 18 An employee feedback survey is an important demonstration of your desire to listen to employees and create a positive work experience. Keeping your "finger on the pulse" of employee satisfaction is important to ensure continued productivity, morale, and employee retention. The Opendoorline™ Associate Survey option, is a natural extension of your Opendoorline™ program.

49. The Pulse What's Included: Creation of customized employee engagement survey (or importing of existing survey format) Communication plan support and linkage to your customized Opendoorline™ web portal Survey administration Results tabulation, analysis and report generation One hour management debrief session Web posting of survey results (past and present) 19

51. Getting employees to be HONEST and OPEN with the information

53. Typical Implementation Steps The Path to Improved Risk Avoidance Initial meeting to discuss program details, benefits, and services desired Readiness assessment to determine existing policy and/or training needs prior to program launch Policy/Handbook “refresh” (highly recommended) Training evaluation and refresh if necessary Program customization meeting Customize and launch branded company web portal Train Opendoorline™ Concern Managers regarding client company details Create and facilitate communication plan (initial and ongoing) Launch and manage employee concerns, complaints, and suggestions 22

54. Program Pricing The peace of mind that Opendoorline™ brings is priceless. The program itself is affordable! Contact WOLF for Pricing inquiries@wolfhrsolutions.com Additional support for complaint investigation, EAP counseling, handbook/policy rewrites, employee training services, and other organizational/HR services is available on a project or time/expenses basis 23

55. It’s now okay to Cry WOLF 24 Jeffrey J. De Wolf President & Managing Principal 913.219.5353 (direct) 800.850.WOLF http://crywolfnow.com inquiries@wolfhrsolutions.com