Non-Discrimination Policy

Safeera prohibits unlawful discrimination, harassment and retaliation in its customer relationships, workplace, procurement, demonstrations, site visits and service delivery. This Policy applies to Safeera personnel and representatives, and to partners within their contractual responsibilities.

1. Equal treatment

Decisions must not be based on a characteristic protected by applicable law, including race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, genetic information, military or veteran status, or another protected status. Applicable protections govern each setting and jurisdiction.

Treat customers, workers, visitors, applicants and suppliers respectfully. Do not engage in slurs, threats, intimidation, unlawful harassment or conduct that obstructs a person’s protected access or participation. Automated recommendations and agent actions remain subject to the same standard and require accountable human review for consequential decisions.

2. Objective eligibility and safety

Legitimate requirements may include lawful identity and sanctions checks, credit criteria administered by the responsible provider, technical site capacity, supported geography, service availability and documented safety conditions. Apply relevant criteria consistently and proportionately. Do not use a protected characteristic as a substitute for an actual legal or technical assessment.

A trade-law restriction must be evaluated under the applicable law; citizenship or place of birth alone must not be treated as a universal prohibition. Accessibility and reasonable accommodation requests are handled under the Safeera Accessibility and Service Animal Policy and applicable law.

3. Reporting and response

Send a concern to legal@safeera.ai with the subject “Conduct concern,” or write to Safeera, Attention: Legal, 101 Jefferson Dr., Menlo Park, CA 94025, United States. Include the relevant conduct, date and persons involved if known. A report may also be made through a manager or an appropriate external authority.

Safeera will assess reports fairly, protect information on a need-to-know basis and take appropriate corrective action when a violation is established. The person implicated must not determine the outcome of a report about their own conduct. No one is required to report to the subject of the complaint before using a lawful external channel.

4. No retaliation

Good-faith reports, accommodation requests, participation in an investigation and exercise of legal rights must not result in retaliation. A report need not ultimately be substantiated to be protected. Knowingly false statements may be addressed fairly, without treating an honest mistake as misconduct. Nothing in this Policy limits protected collective activity, communications with counsel or reporting to a regulator.