Equal Employment Opportunity (EEO) Policy

Auliq is proud to be an equal opportunity and affirmative action employer. We are committed to building a workforce that is representative of the users we serve, creating a culture of belonging, and providing an equal employment opportunity to all applicants and employees regardless of any basis protected by law.

Employment decisions at Auliq are made solely on the basis of qualifications, merit, demonstrated skills, and business need. We do not discriminate, and we do not tolerate discrimination by anyone working on our behalf.

This policy applies to all Auliq entities, platforms, and workplaces, and covers every term and condition of employment, including:

• Recruitment, screening, interviewing, and selection
• Hiring, placement, and onboarding
• Compensation, benefits, and incentive programs
• Training, development, and advancement opportunities
• Promotion, transfer, and assignment decisions
• Performance evaluation and disciplinary action
• Layoffs, recalls, and terminations
• Working conditions and access to facilities

In keeping with this policy, Auliq undertakes the following commitments across its employment practices:

• Recruit, hire, train, promote, and compensate employees based on qualifications, merit, and business need.
• Provide equal access to all employment benefits, programs, and opportunities regardless of protected status.
• Prohibit discrimination and harassment in any aspect of the employment relationship.
• Provide reasonable accommodations for applicants and employees with disabilities, as well as for sincerely held religious beliefs and practices.
• Prohibit retaliation against any individual who raises a concern, participates in an investigation, or opposes discriminatory practices in good faith.
• Review employment practices regularly to ensure they remain fair, consistent, and compliant with applicable law.

Auliq provides equal employment opportunity regardless of race, creed, color, religion, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition (including breastfeeding), expecting or parents-to-be, criminal histories consistent with legal requirements, or any other basis protected by law. These protections include, but are not limited to:

• Race, creed, color, and national origin
• Religion and religious observance
• Gender, sexual orientation, and gender identity or expression
• Disability, whether physical or mental
• Age and genetic information
• Veteran and military status
• Marital and family status, pregnancy or related condition (including breastfeeding), and expecting or parents-to-be
• Criminal histories consistent with legal requirements
• Any other basis protected by applicable law

Auliq provides reasonable accommodations to qualified individuals with disabilities and to individuals with sincerely held religious beliefs and practices, unless doing so would impose an undue hardship on the operation of the business. Applicants and employees who require an accommodation for any part of the application process, interview process, or employment may request one at any time, and requests are handled promptly, confidentially, and on an individualized basis.

Harassment on the basis of any protected characteristic is a form of discrimination and is prohibited. Retaliation against any person who raises a concern in good faith, reports discrimination or harassment, cooperates with an investigation, or opposes a practice they reasonably believe to be unlawful is also strictly prohibited.

Any employee who engages in discrimination, harassment, or retaliation is subject to disciplinary action, up to and including termination of employment.

If you believe you have experienced or witnessed discrimination or harassment, report it to your manager, to Human Resources, or through Auliq's confidential reporting channels described in our Whistleblower Policy. Every report is taken seriously, investigated promptly and impartially, and handled with discretion. You do not need to be certain that a violation occurred before raising a concern.

A determination regarding employment eligibility that is made on the basis of protected status is contrary to this policy and to the values of the company.

This policy is maintained by Auliq's People and Legal teams and is reviewed regularly against applicable employment law. Questions about this policy, requests for accommodation, or reports of possible violations may be directed to Human Resources at hr@mail.auliq.net.