Equal Employment Opportunity and Anti-Discrimination Policy

 I. OVERVIEW & SCOPE

Prosper Online of 1302 Waugh Drive, #296, Houston, Texas 77019, has established an Anti-Discrimination

and Equal Employment Opportunity Policy ("EEO"). This EEO policy applies to all aspects of the

relationship between Prosper Online and its employees, including, but not limited to, employment,

recruitment, advertisements for employment, hiring and firing, compensation, assignment, classification of

employees, termination, upgrading, promotions, transfer, training, working conditions, wages and salary

administration, and employee benefits and application of policies. These policies apply to independent

contractors, temporary employees, all personnel working on the premises, and any other persons or firms

doing business for or with Prosper Online. Disciplinary action will be taken against any employee or agent in

breach of this policy.

II. POLICIES

1. DISCRIMINATION. Prosper Online shall not tolerate, under any circumstances, without exception, any

form of discrimination based on race, creed, religion, color, age, disability, pregnancy, marital status,

parental status, veteran status, military status, domestic violence victim status, national origin, political

affiliation, sex, predisposing genetic characteristics, and any other status protected by the law. This list is not

exhaustive. Job promotions will be offered to employees based on merit, experience, and other job-related

criteria. For qualified people with disabilities, Prosper Online will make every effort to provide reasonable

workplace accommodations that comply with applicable laws. All employees, managers, stakeholders, and

agents at Prosper Online will comply with these anti-discrimination policies. In some cases, local laws and

regulations may provide greater protections than those described in this policy.

2. HARASSMENT. Prosper Online is committed to providing a work environment that is free from

harassment. Any behavior that is unwanted and offensive to the recipient, which creates an intimidating,

hostile, or humiliating work environment for that person violates Prosper Online's policy. Harassment can

occur between members of the opposite sex or the same sex. Harassment, verbal or non-verbal, explicit or

implicit, based on an individual's sex, race, ethnicity, national origin, age, religion or any other legally

protected characteristics will not be tolerated. All employees, including supervisors, other management

personnel, and independent contractors, are required to abide by this policy. No person will be adversely

affected in employment with Prosper Online as a result of bringing complaints of harassment.

3. SEXUAL HARASSMENT. Unwelcome sexual advances, requests for sexual favors, and other verbal or

physical conduct of a sexual nature constitute harassment when (1) submission to such conduct is made

either explicitly or implicitly a term or condition of employment; (2) submission to or rejection of such

conduct by an individual is used as a basis for employment decisions, promotion, transfer, selection for

training, performance evaluations, benefits, or other terms and conditions of employment; or (3) such

conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment or

substantially interferes with an employee's work performance . Prosper Online prohibits inappropriate

conduct that is sexual in nature at work, on Company business, or at Company-sponsored events including

the following: comments, jokes, degrading language, sexually suggestive objects, books, or any form of

media electronic or in print form. Sexual harassment is prohibited whether it is between members of the

opposite sex or members of the same sex.

4. STATEMENT ON AFFIRMATIVE ACTION. An affirmative action program has been developed

where Prosper Online seeks to increase the representation and participation of minorities.


5. REPORTING DISCRIMINATION & HARASSMENT. If an employee feels that he or she has been

harassed as described in this policy, they should immediately report the matter to management or CEO

through any verbal or written means. If that contact is not available, or if the employee is not comfortable

informing this contact, the employee should immediately inform any other manager or supervisor. Once the

matter has been reported it will be promptly investigated and any corrective action will be taken when

deemed appropriate. All complaints or unlawful harassment under this policy or otherwise will be handled in

as confidential a manner as possible. Timely reporting is encouraged to prevent the re-occurrence of, or

otherwise address, the behavior that violates this policy or law. Delays in reporting a complaint can limit the

type of effectiveness of a response by Prosper Online. The procedure for reporting incidents of

discriminatory or harassing behavior is not intended to prevent the right of any employee to seek a remedy

under available state or federal law by immediately reporting the matter to the appropriate state or federal

agency.

6. RETALIATION. Retaliation against any person associated with Prosper Online who reports instances of

harassment - whether he or she is directly or indirectly involved - is in violation of Prosper Online's policies.

All reported incidents are assumed to be made in good faith. Any allegations that are proven false will be

treated as a serious matter.

7. DISCIPLINARY MEASURES FOR HARASSMENT. Any employee engaging in behavior that

violates this policy will be subject to disciplinary action, including the possible termination of employment,

whether or not an actual law has been violated.

8. REMEDIES. Remedies for any instances of verified employment discrimination, whether caused

intentionally or by actions that have a discriminatory effect, may include back pay, hiring, promotion,

reinstatement, front pay, reasonable accommodation, or other actions deemed appropriate by Prosper Online.

Remedies can also include payment of attorney's fees, expert witness fees, court costs and other applicable

legal fees.

9. POLICY IMPLEMENTATION. Implementation of this Policy will be effective as of May 13, 2022.

By: Sergey Tsychuyev, CEO

Date: 05/12/2022