Sexual Harassment: KRG Logistics Group LLC

Sexual Harassment KRG Logistics Group LLC has a zero-tolerance policy for sexual harassment, and seeks to conduct business in a manner where all individuals are respected. Sexual harassment refers to any unwelcomed sexual advance, request for sexual favors, as well as any verbal or physical action which implies submission to it is required as a condition of one’s employment, is intended to influence a decision affecting an employee, or results in a work environment which is hostile and interferes with an individual’s productivity. This includes, but is not limited to sexual banter, suggestive pictures, and sexualized gestures. All employees have a responsibility to maintain a harassment free workplace. Anyone witnessing sexual harassment,

Compensation

As a company engaging in interstate commerce, KRG Logistics Group LLC complies with the Fair Labor Standards Act (FLSA). As a result, all employees are paid at least the federal minimum wage and overtime pay. As of July 24, 2009, the federal minimum wage is $7.25 per hour. An employee becomes eligible for overtime pay when he or she works more than 40 hours in a work week. The rate of pay is to total 1 ½ times an employee’s normal rate of

KRG Logistics Group LLC encourages diversity in the workplace, as well as equal pay amongst employees regardless of their gender. Therefore, all employees with a similar job are to be paid the same amount of money. In accordance with the Equal Pay Act, KRG Logistics Group LLC allows exceptions to this policy only for instances of seniority, job performance, higher productivity, or for a shift differential.

Employees with Disabilities and Reasonable Accommodations Although KRG Logistics Group LLC has fewer employees than the required 15 to adhere to the American with Disabilities Act (ADA), the company takes great pride in establishing a work environment which provides reasonable accommodations for employees with disabilities. All applicants needing accommodations throughout the pre-employment process, should notify the Human Resources department early on in the application process. After a job offer is made, a request for accommodations should be made to the employee’s direct supervisor or the director of Human