3D SYSTEMS – POLICYNOTHING IN THIS POLICY SHALL CREATE AN EXPRESS OR IMPLIED CONTRACT OF EMPLOYMENT. UNLESSEMPLOYED PURSUANT TO A VALID EMPLOYMENT AGREEMENT SIGNED BY THE CHIEF EXECUTIVEOFFICER OR CHIEF LEGAL OFFICER, ALL EMPLOYEES ARE EMPLOYED ON AN AT-WILL BASIS AND MAY BETERMINATED AT ANY TIME, WITH OR WITHOUT NOTICE AND WITH OR WITHOUT CAUSE. AS ANEMPLOYEE, YOU HAVE THE SAME RIGHT TO TERMINATE YOUR EMPLOYMENT AT ANY TIME, WITH ORWITHOUT NOTICE AND WITH OR WITHOUT CAUSE. NO ORAL STATEMENT BY A MANAGER OR
SUPERVISOR WILL MODIFY THE AT-WILL RELATIONSHIP. EXCEPT AS EXPRESSLY STATED HEREIN, THISPOLICY HEREBY SUPERSEDES AND REVOKES ANY AND ALL PRIOR POLICIES ISSUED TO YOU CONCERNINGTHE ISSUES DISCUSSED IN THIS POLICY.
Equal Employment Opportunity, Anti-Discrimination and Anti-Harassment Policy
PurposeThe purpose of this policy is to convey 3D Systems’ commitment to building and maintaining a work
environment which promotes equal employment opportunities for applicants and employees, and whichis free from unlawful discrimination and harassment of any kind including, without limitation, perpetrated
by third party non-employees.
Scope
This policy applies to all 3D Systems applicants and employees.
PolicyThe Company is committed to providing equal employment opportunities for all applicants andemployees, and to maintaining a workplace free from unlawful discrimination and harassment, as
provided in the Code of Conduct. As stated therein, 3D Systems’ core ethical standard follows the ancient
golden rule: Behave as you would have others behave toward you.
Equal Employment Opportunity
The Company provides equal employment opportunities to all employees and applicants for employment
without regard to race, color, ethnicity, religion, sex, age, sexual orientation, genetic information, maritalstatus, gender identity, or national origin, or because he or she is an individual with a disability or adisabled veteran, Armed Forces service medal veteran, recently separated veteran, or active duty wartime
or campaign badge veteran, or other protected veteran (referred to collectively as “protected veterans”),
or any other category that is protected in accordance with applicable law. The Company also provides
applicants and employees with equal employment opportunities without regard to pregnancy, childbirth,
medical needs arising from pregnancy or childbirth, and related medical conditions including, but notlimited to, lactation. It is also the Company’s policy to take affirmative action to employ and to advancein employment all persons regardless of race, color, ethnicity, religion, sex, age, sexual orientation, geneticinformation, marital status, gender identity or national origin, disability, pregnancy, childbirth, medical
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law. 3D Systems bases all employment decisions only on valid job requirements and administers all
personnel actions related to the terms, conditions and privileges of employment in a nondiscriminatory
manner. This policy applies to all terms and conditions of employment including, but not limited to,recruitment, hiring, placement, upgrading, promotion, transfer, demotion, layoff, recall, termination,
rates of pay or other forms of compensation, and selection for training, including apprenticeship, at alllevels of employment.
In addition, the Company does not discharge, or in any manner discriminate against, any employee orapplicant because the employee or applicant inquired about, discussed, or disclosed the compensation of
the employee or applicant or another employee or applicant, in accordance with applicable law.
Upon request, employment applications may be made available in alternative, accessible formats, as willassist the applicant in completing the application. Pre-employment inquiries are only made regarding anapplicant’s ability to perform the essential functions of a position with or without a reasonableaccommodation, except as and unless otherwise required or permitted by applicable law. It is theCompany’s policy that applicants who are qualified individuals with disabilities and are able to perform aparticular job with or without a reasonable accommodation will be given the same consideration as othernon-disabled applicants for employment, without regard to their disability.
All managers are responsible for equal opportunity compliance. All employees are held accountable forstrictly adhering to this policy and immediately reporting any violations to the attention of either theemployee’s direct supervisor, Human Resources, Employee Relations or by using the procedures set forthin the Company’s Code of Conduct.
The Company will investigate all good faith reports and will not retaliate against any person who makes agood faith report of perceived violations of this policy.
As our Code of Conduct makes clear, we expect all employees who are responsible for making orinfluencing hiring, promotion, or other career decisions for the Company to support our equal
employment opportunity and affirmative action commitments in all of our operations worldwide.
Anti-Discrimination and Anti-Harassment
The Company's policy is to maintain a working environment that is free from unlawful discrimination,harassment, and retaliation. 3D Systems strives to comply with all applicable laws and regulations related
to non-discrimination in all phases of employment in every location in which the Company has facilities
and/or employees.
The Company expressly prohibits any form of unlawful discrimination including, without limitation,harassment, on the basis of race, color, ethnicity, religion, sex, age, sexual orientation, genetic
information, marital status, gender identity or national origin, disability, pregnancy, childbirth, medical
needs arising from pregnancy or childbirth, and related medical conditions including, but not limited to,lactation, protected veteran status, or any other category that is protected in accordance with applicablelaws. It is the Company’s policy that all employment practices and other privileges and conditions ofemployment be free from unlawful discrimination including, without limitation, harassment, of any kind,including discrimination or harassment on the basis of real or perceived disability. The Company’s AntiDiscrimination and Anti-Harassment Policy applies to all persons involved in the operations of theCompany and prohibits managers, supervisors and employees from discriminating against or harassing
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unlawful discrimination or harassment by vendors, clients, or other third parties against 3D Systems
employees. If unlawful discrimination occurs on the job, whether on or off the premises or by someone
not employed by the Company, the procedures in this policy must be followed.
Any employee who believes he/she has been unlawfully discriminated against or harassed in violation ofthis policy should promptly report the facts of the incident or incidents and the name of the individual(s)involved to Human Resources, Employee Relations, or in accordance with the procedures set forth in theCompany’s Code of Conduct.
Prohibited discrimination including, without limitation, harassment, on the basis of race, color, ethnicity,religion, sex, age, sexual orientation, genetic information, marital status, gender identity,national origin,disability, pregnancy, childbirth, medical needs arising from pregnancy or childbirth, and related medical
conditions including, but not limited to, lactation, or protected veteran status, may include behavior suchas, without limitation, the following: Verbal conduct such as threats, epithets, derogatory comments or slurs; Visual conduct such as derogatory posters, photography, cartoons, screensavers,drawings, or gestures; and Physical conduct such as assault, battery, unwanted touching, or blocking normalmovement.
Sexual Harassment
The Company expressly prohibits sexual harassment in addition to all other forms of harassment outlined
above in the Anti-Discrimination and Anti-Harassment Policy. The Company does not tolerate verbal or
physical harassment that disrupts or interferes with an employee’s work performance, or that creates anintimidating, offensive or hostile work environment. This prohibition applies whether the conduct is direct
or indirect, intentional or unintentional.
Sexual harassment is unwelcome conduct based on sex or gender that is severe or pervasive such that it
creates a hostile work environment. No employee is to threaten or insinuate, either explicitly or implicitly,that another employee’s refusal or willingness to submit to sexual advances will affect his/her terms or
conditions of employment or form the basis for any employment decision affecting his/her employment.
Sexual harassment takes many forms and includes, without limitation, unlawful gender-based harassmentof a person of the same sex as the harasser.
Prohibited sex-based harassment may include behavior such as, without limitation, the following: Offering employment benefits in exchange for sexual favors;
 Unwanted sexual advances or verbal sexual advances or propositions; Making or threatening reprisals after a negative response to sexual advances;
 Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects,pictures, cartoons or posters;
 Verbal conduct: making or using derogatory comments, epithets, slurs, and jokes;
 Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body,sexually degrading words used to describe an individual, suggestive or obscene letters,
notes or invitations; and Physical conduct: touching, assaulting, impeding or blocking movements.
The Company has a "zero tolerance" policy regarding unlawful harassment. All employees, whether
management or non-management, are expected to refrain from any behavior or conduct that could be
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3D SYSTEMS – POLICYinterpreted as unlawful harassment of any other employee. You are responsible for conducting yourself
in ways that ensure others are enabled to work in an atmosphere free from unlawful harassment anddiscrimination.
Because harassment, including, without limitation, sexual harassment, is personal in orientation and may
be subtle in nature, its existence may not be obvious to employees who are not its subject.
All complaints will be promptly and thoroughly investigated and, after reviewing all evidence, adetermination will be made concerning the appropriate corrective action, if any is warranted. There will
be no retaliation for bringing forth a complaint or report in good faith, or for providing information in themanner set forth in this Policy regarding, an incident or incidents of alleged harassment.
Retaliation
The Company also prohibits retaliation against persons who make reports of discrimination or harassment
or who provide assistance during an investigation. Retaliation will not be tolerated and will be considereda serious form of misconduct which can result in disciplinary action up to and including immediate
termination of employment.
Reporting ProceduresAny employee who believes they have been subject to, have witnessed, or is otherwise aware of
discrimination or harassment by an employee, applicant, client, vendor or any other individual or entity
who is in a business relationship with the Company, is expected to immediately report the conduct inaccordance with the procedures outlined herein. All employees can report discrimination, harassment,or retaliation verbally or in writing by any of the following methods:
 Directly to their immediate supervisor/manager, any member of management at or
associated with their location.
 By contacting Human Resources.
 By contacting Employee Relations.
 By following the reporting procedures set forth in the Code of Conduct.
Supervisors and managers must report any complaints or misconduct under this policy promptly to a
designated company representative including, but not limited to, a member of management at orassociated with their location, or their Human Resources representative for further action. Upon receipt,
Human Resources must promptly forward any complaint of discrimination, harassment, or retaliation toEmployee Relations for investigation and resolution.
Confidentiality
Harassment complaints are treated with the degree of confidentiality that is consistent with a full and fair
investigation. All reports are investigated in a fair, timely and thorough manner, and in as confidential amanner as possible. Information will be disclosed only on a need-to-know basis for the purpose ofinvestigating and resolving the complaint. Upon conclusion of the investigation, the complaining party
will be advised that the investigation has been completed and appropriate action taken. The accused isgenerally notified of the investigation results and any required remedial action.
Corrective Action
Following investigation, when the Company has a legitimate, good faith belief that harassment ordiscrimination occurred, disciplinary action will be taken against the harasser. Such discipline will be of a
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corrective nature, and may result in disciplinary action, up to and including, without limitation, suspension
without pay and immediate discharge, in the sole and absolute discretion of the Company.
As our Code of Conduct describes, we expect employees to treat each other with dignity and respect. This
responsibility is particularly strong in the case of those employees whose position in the Company may
enable them to influence job security, compensation, promotion or the careers of other employees.

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