AFFIRMATIVE ACTION AND EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT

REEF Technology and its subsidiaries have been and will continue to be equal opportunity employers. To assure full implementation of this equal employment policy, we will take steps to assure that:

a. Persons are recruited, hired, assigned, and promoted without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, gender expression, age, marital status, parental status, disability, genetic information, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

b. All other personnel actions, such as compensa­tion, benefits, transfers, layoffs and recall from layoffs, access to training, education, tuition assistance, and social recreation pro­grams are administered without regard race, color, religion, sex, national origin, sexual orientation, gender identity, gender expression, age, marital status, parental status, disability, genetic information, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

c. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have: (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity or (4) exercised any other right protected by federal, state or local law requiring equal opportunity.

d. Employment decisions are based only on valid job requirements.

I have appointed REEF’s Chief People Officer to take on the responsibili­ties of EEO Coordinator. The EEO Coordinator will be respon­sible for the day to day imple­ment­a­tion and monitoring of the Company’s Affirmative Action Programs under Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. As part of that responsibil­ity, the EEO Coordinator will periodi­cally analyze the Company’s personnel actions and their effects to ensure compliance with our equal employ­ment policies and administer the audit and reporting system.

If you, as one of our employees or as an applicant for employment, have any questions about this policy or would like to view portions of the Affirmative Action Plan, please contact Rosalind Chevreuil during regular business hours. This is also a reminder that employees may update their disability status at any time by contacting Human Resources.

I have reviewed and fully endorse our Affirmative Action and Equal Employment Opportunity program. In closing, I ask the continued assistance and support of all of the Company’s personnel to attain our objec­tive of equal employment opportunity for all.