Reporting & Non-Retaliation Policy

1. Purpose & Scope

At That Is A Q, we are committed to fostering a workplace built on integrity, respect, and accountability. This policy establishes clear, accessible channels for reporting workplace concerns and guarantees protection against retaliation for anyone who speaks up in good faith.

This policy applies to all employees, contractors, interns, temporary staff, and third-party partners engaged by That Is A Q. It covers reports related to, but not limited to:

• Violations of company code of conduct or policies
• Harassment, discrimination, or bullying
• Safety hazards or environmental concerns
• Fraud, financial misconduct, or data privacy breaches
• Unethical business practices or conflicts of interest

2. How to Report Concerns

We encourage prompt reporting of any suspected violations. Multiple reporting channels are available to ensure accessibility and comfort for all individuals:

• Direct Manager or Team Lead: For less complex concerns or when comfortable speaking with your direct supervisor.
• Human Resources: HR representatives are trained to handle sensitive matters and can be reached at hr@thatisaq.com.
• Compliance Hotline: Available 24/7 for anonymous or confidential reporting: 1-800-555-0199 or via our secure web portal.
• Whistleblower Email: For highly sensitive matters, report directly to compliance@thatisaq.com.

3. Non-Retaliation Guarantee

That Is A Q strictly prohibits retaliation against any individual who, in good faith, reports a concern, participates in an investigation, or refuses to engage in improper conduct. Retaliation is a serious violation of company policy and will result in disciplinary action, up to and including termination.

Protected activities include:

• Reporting suspected policy violations or unethical behavior
• Participating as a witness or providing information during an investigation
• Supporting a colleague who has filed a report
• Exercising rights under applicable employment laws

Retaliation can take many forms, including but not limited to: adverse employment decisions, scheduling changes, exclusion from communications, verbal abuse, or creating a hostile work environment. Any suspected retaliation should be reported immediately using the channels above.

4. Investigation Process

Upon receiving a report, That Is A Q will initiate a prompt, fair, and thorough investigation. The process generally follows these steps:

1. Intake & Assessment: The compliance team reviews the report to determine scope and assign an investigator.
2. Evidence Gathering: Interviews, document reviews, and system audits are conducted as needed.
3. Analysis & Findings: Evidence is evaluated against company policies and applicable laws.
4. Resolution: Appropriate corrective action is taken if violations are confirmed. The reporting party will be informed of the outcome to the extent permitted by confidentiality requirements.

All investigations are handled with urgency and discretion. Complex matters may involve legal counsel or external auditors.

5. Confidentiality

We strive to maintain confidentiality throughout the reporting and investigation process. While we cannot guarantee absolute confidentiality—especially when disclosures are necessary to conduct a proper investigation or comply with legal obligations—we will limit information sharing strictly to those with a legitimate need to know.

All participants in the process are expected to respect the privacy of everyone involved. Leaking investigation details or harassing others about a report is strictly prohibited.