EQUAL EMPLOYMENT OPPORTUNITY POLICY

It is the policy of Hogan & Hartson to prohibit discrimination against any of its personnel or applicants for employment based on race, color, religion, sex, pregnancy, age, national origin, disability, sexual orientation, gender identity or expression, marital status, covered veteran status or any other factor prohibited by law. Hogan & Hartson takes affirmative measures to carry out this equal employment opportunity policy and to assure that discrimination does not occur.

Specifically, Hogan & Hartson is committed to recruiting, hiring, and promoting qualified persons to all job titles and to administering all personnel actions, such as compensation, benefits, transfers, layoffs or terminations, training, education and social and recreational programs, in a non-discriminatory manner consistent with this policy. Toward this end, employment decisions are based only on valid, non-discriminatory requirements.

Overall responsibility for assuring compliance with and continued implementation of this equal employment opportunity policy has been assigned to the Managing Partner for Operations, who is the Director of Equal Employment Opportunity. The Director of Equal Employment Opportunity is assisted in this role by the firm's Executive Director, Chief Human Resources Officer, and the Chairpersons of the Staff Personnel Committee. The Director of Equal Employment Opportunity will monitor the effectiveness of the firm's policy and program through appropriate means. The firm's Executive Committee, Chairman and Management fully support this policy.

This equal employment opportunity program is consistent with the requirements and objectives established by the Civil Rights Act of 1964, the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, Presidential Executive Order 11246, and other civil rights laws, all as amended, including laws of the District of Columbia and the states in which the firm operates.

If anyone at the firm believes prohibited discrimination has occurred, or has questions concerning this policy, he or she should notify Hogan & Hartson's Managing Partner for Operations, Executive Director or Chief Human Resources Officer immediately. In offices outside of Washington, D.C., personnel may also notify an Office Managing Partner, Office Administrative Partner or Office Administrator for their respective office. Attorneys may also notify any partner member of the Staff Personnel Committee. The names of the individuals currently holding these positions are available on the Find People Fast feature of Channel H under the categories of Firm Management; Advanced Searches/Standing Committees or Advanced Searches/Phone Categories/Administrators. They can also be identified by calling the Management Group Director’s office at (202) 637-7105.

Reports will be investigated impartially, and any appropriate corrective action will be taken, including disciplinary action for inappropriate conduct. Complaints will be handled confidentially, except as necessary for investigation and resolution. This policy prohibits retaliation, harassment or other adverse action because of making a complaint, assisting in an investigation, opposing discrimination or otherwise exercising rights protected by law.