Equal Employment Opportunity Policy
                                    
Statement of Policy

It is the policy of the Professional Abatement Services, Inc. to further the provision of equal employment opportunity to all persons without regard to their race, color, religion, sex, or P.A.S.I. origin, physical or mental handicap or status as disabled or Vietnam era veteran, and to promote the full realization of equal employment opportunity through a positive, continuing program.  Further, it is the policy of P.A.S.I. to assure that qualified applicants are employed and are treated during their employment without regard to their race, religion, sex, color, P.A.S.I. origin, physical or mental handicap or status as a disabled or Vietnam era veteran.  Such action shall include:  employment; upgrading; demotion; transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and
selection for training, including apprenticeship, pre-apprenticeship, and/or on-the-job training.  Disabled or handicapped persons and disabled veterans and veterans of the Vietnam era will be given the fullest consideration for employment and will be given equal opportunities to advance to positions for which they are qualified.

To facilitate the Company's affirmative action efforts on behalf of handicapped workers, disabled veterans and veterans of the Vietnam era, individuals who qualify and wish to benefit from the Affirmative Action Plan are invited and encouraged to identify themselves to company officials.  This information is voluntary, and refusal of employees to identify themselves as veterans or handicapped will not subject them to
discharge or disciplinary action.  Information obtained will be kept confidential except that supervisors and managers may be regarding restrictions on the work or duties of disabled veterans and handicapped persons regarding necessary accommodations, and first aid personnel may be informed of the potential need for emergency treatment.  Finally, veterans will be asked about any special job skills they may possess and to describe any accommodations or special adaptations they require to perform the job properly and safely.


SEXUAL HARRASSMENT POLICY

Professional Abatement Services, Inc. recognizes the importance of providing a workplace free of sexual harassment and any activity that would cause an individual employee to be placed in an uncomfortable position as a result of harassing behavior.To that end, P.A.S.I. has implemented a sexual harassment program which includes the following elements:
- A written policy outlawing all forms of sexual harassment.
- Sexual harassment training for all supervisors.
- A strategy for responding to any sexual harassment complaints.



Statement of Policy

Professional Abatement Services, Inc. prohibits any and all forms of sexual harassment in the workplace.

Harassing behavior will be defined in the broadest terms including:
- Coarse, lewd or suggestive language.
- Physical contact of any kind, i.e. touching.
- Sexual horseplay.
- Displaying sexually suggestive photographs.
- Sexually explicit magazines.
- Sexually oriented jokes or stories.
- Sexually suggestive gestures.

Any other action or material which would be considered offensive to the individual.

Strategy for responding to any sexual harassment complaints.

Any employee who believes that they have been sexually harassed is encouraged to report the harassment to their immediate supervisor, or Dan Bennett, the company's designated sexual harassment officer. This complaint will be confidential to the greatest extent possible. The report may be verbal, that is, no written complaint is required, and no employee will be required to sign a complaint.

Based upon the complaint, Mr. Bennett will meet with the individual accused of harassing behavior at which time the matter will be discussed, and appropriate action taken, including a discussion of the company's policy and the specific activity which has been considered inappropriate harassing behavior. Every attempt will be made to protect the identity of the complaining individual.  A written record of the
complaint and the substance of the meeting will be maintained by Mr. Bennett in a confidential file.