Equal Opportunity Policy
It is the policy of Pall Corporation to comply with the laws, regulations, and orders that provide for and impose
obligations on employers with respect to the management of their equal employment opportunity and affirmative
action plans.
Accordingly, Pall Corporation will conduct its business and practices in a manner that fully complies with andsupports Presidential Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, asamended, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, and all applicable
federal, state, and local laws and regulations. Our compliance with these laws and regulations is calculated toeliminate discrimination against employees or applicants for employment on account of race, color, religion, sex,sexual orientation, gender identity, age, national origin, protected veteran status, disability, or genetics. To
achieve these goals and make Pall Corporation a stronger company and a more rewarding place for all
employees to work, Pall Corporation will recruit, hire, train, and promote persons in all job classifications without
regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, protected veteranstatus, or disability; base decisions on employment so as to further the principle of equal employment
opportunity; ensure that promotion decisions comply with the principles of equal opportunity by making certainthat requirements for such opportunities are valid; and ensure that all other personnel actions such ascompensations, benefits, transfers, layoffs, recall, company-sponsored training, education, tuition assistanceand social and recreational programs will be administered without regard to race, color, religion, sex, sexual
orientation, gender identity, age, national origin, protected veteran status, or disability. Pall Corporation will
provide reasonable accommodations to qualified applicants and employees with a disability. Requests forreasonable accommodations should be made to the Human Resources Department.
Employees and applicants are not to be subjected to harassment, intimidation, threats, coercion ordiscrimination because they have engaged in or may engage in any of the following activities involving the laws
enforced by OFCCP, the Americans with Disabilities Act, or any other Federal, state or local laws requiring
equal opportunity:
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filing a complaint;
assisting or participating in an investigation, compliance review, hearing, or any other relatedactivity;
opposing any act or practice made unlawful by these laws; orexercising any other right protected by these laws or implementing regulations.

Erin Schettini, HR Manager, is designated as Equal Employment Opportunity Coordinator of the Affirmative
Action Program for Pall Corporation and is responsible for its implementation, including audit and reporting
systems. If any employee has a suggestion, problem, or complaint, she/he should feel free to contact Erin
Schettini at (516-801-9509)
The Affirmative Action Plan for Protected Veterans and Individuals with Disabilities is available to any employee
or applicant for inspection in the Human Resources Department during regular business hours.
Pall Corporation extends an invitation to self-identify as a protected veteran and/or individual with a disability to
all applicants both pre-offer and post-offer. If you are an individual with a disability or a protected veteran andwould like to be considered under the Affirmative Action Plan, please tell us. This information is voluntary andrefusal to provide it will not subject you to discharge or disciplinary treatment.
As President & Chief Executive Officer of Pall Corporation, I hereby reaffirm our commitment to advance theconcepts of equal opportunity. To ensure that this policy is adhered to, in the day-to-day activities of ourmanagement, all personnel actions will be monitored, analyzed, and reported on periodically throughout eachyear.
Rainer Blair
President & Chief Executive Officer
Pall Corporation