Anti-Discrimination Policy

This Anti-Discrimination policy establishes iScope's commitment to non-discrimination on the iScope platform. It supplements A.1 Platform Master User Agreement, G.1 Acceptable Use Policy, L.4 Contractor Code of Conduct, K.3 Customer Communication Standards, and other framework documents.

iScope's Platform serves diverse Customers, Contractors, and other Users. Equal treatment is a core principle.

1. POLICY STATEMENT

1.1 Commitment. iScope is committed to providing a Platform where all Users are treated with dignity and respect. iScope prohibits discrimination, harassment, and hostile conduct on the Platform.

1.2 No Discrimination in Service. Users must not refuse service, provide different service quality, charge different prices, or otherwise discriminate against other Users based on protected characteristics (Section 3).

1.3 No Harassment. Users must not harass, threaten, intimidate, or create a hostile environment for other Users based on protected characteristics or otherwise.

2. APPLICATION

This policy applies to all Users on the Platform:

• Customers in interactions with Contractors, Affiliates, Specialty Account holders, iScope, and other Users;

• Contractors in interactions with Customers, other Contractors, sub-contractors, Affiliates, Specialty Account holders, iScope, and other Users;

• Affiliates in interactions with Customers, Contractors, and other Users;

• Specialty Account holders in their Platform interactions;

• iScope personnel in their Platform interactions.

3. PROTECTED CHARACTERISTICS

Discrimination, harassment, or hostile conduct based on the following protected characteristics is prohibited:

3.1 Federal Protected Characteristics:

• Race (Title VII, Title VIII (Fair Housing Act));

• Color (Title VII, Title VIII);

• Religion (Title VII, Title VIII);

• National origin (Title VII, Title VIII);

• Sex (Title VII, including sexual orientation and gender identity per Bostock v. Clayton County, 590 U.S. 644 (2020));

• Familial status (Title VIII — families with children);

• Disability (Title VII, Title VIII, Americans with Disabilities Act);

• Age (Age Discrimination Act of 1975 for federally-funded programs; ADEA for employment context);

• Citizenship status / immigration status (subject to lawful work-eligibility verification);

• Genetic information (GINA).

3.2 State and Local Protected Characteristics. Many states and localities add protected characteristics including:

• Sexual orientation and gender identity (explicit in many state laws);

• Marital status;

• Source of income (e.g., Section 8 vouchers, public assistance);

• Veteran or military status;

• Domestic violence victim status;

• Prior criminal history (subject to fair-chance considerations);

• Pregnancy (federal Pregnancy Discrimination Act + state variants);

• HIV status, disability-related accommodation needs;

• Hairstyles (CROWN Act in many states);

• Other state-defined characteristics.

iScope applies the most-protective standard across jurisdictions where it operates.

3.3 Caveat — Contractors Choosing Projects. Section 1.2's prohibition on refusing service applies to discriminatory refusal. Contractors may decline Projects for legitimate non-discriminatory reasons (e.g., scheduling, scope-skill mismatch, geographic distance, capacity). The distinction is between declining for legitimate reasons (acceptable) vs declining for discriminatory reasons (prohibited).

4. PROHIBITED CONDUCT — EXAMPLES

4.1 Discriminatory Refusal of Service.

• Customer refusing to engage a Contractor based on the Contractor's race, religion, sexual orientation, disability, etc.
• Contractor refusing to perform Projects for Customers based on the Customer's protected characteristics.
• Steering Customers away from Contractors based on protected characteristics.

4.2 Differential Quality of Service.

• Providing inferior workmanship to certain Customers based on protected characteristics.
• Different price quotes to similarly-situated Customers based on protected characteristics (this is, in any case, restrained by the Pricing Engine's algorithmic neutrality).
• Differential responsiveness or attention based on protected characteristics.

4.3 Harassment.

• Slurs, epithets, derogatory language based on protected characteristics in Platform communications.
• Persistent unwanted communication after the recipient has indicated objection.
• Threats of violence, harassment, or other harm.
• Sexual harassment, including unwanted sexual advances, sexually-charged comments, or sexual coercion.
• Workplace harassment among Contractor's own personnel during Project work (Contractor's responsibility under employment law).

4.4 Hostile Environment.

• Repeated conduct that creates a hostile, intimidating, or offensive environment.
• Symbols, displays, or content on Property (e.g., during work) intended to intimidate or demean based on protected characteristics.
• Public attacks against other Users in reviews or social media targeting protected characteristics.

4.5 Discriminatory Communications.

• Posting promotional or marketing content that excludes certain protected groups (e.g., "Christian families only").
• Profile content (Contractor or Specialty Account profile) that expresses discriminatory preferences.
• Statements in scoping or pricing context that reference protected characteristics inappropriately.

5. ACCOMMODATIONS

5.1 Reasonable Accommodations. iScope and Users provide reasonable accommodations to enable Users with disabilities to access the Platform and Project services, including:

• Platform accessibility — see S.3 Accessibility for Platform-side accommodations;

• Communication accommodations — alternative formats, interpreter coordination where applicable;

• Property access accommodations — Customers can request Contractor accommodations relevant to the Customer's disability (e.g., particular scheduling, particular sensory considerations);

• Service animal access — Contractors must respect service animals in compliance with the ADA.

5.2 Religious Accommodations. Where reasonable and not creating undue hardship:

• Scheduling around religious observance;
• Respect for Property religious practices;
• Other reasonable religious accommodations.

5.3 Limits. Accommodations have reasonable limits — they should not impose undue cost, create safety hazards, or fundamentally alter the nature of the service. Discussions of accommodations should be cooperative and good-faith.

6. REPORTING DISCRIMINATION

6.1 How to Report. Users who experience or witness discrimination, harassment, or hostile conduct on the Platform may report via:

• Platform in-app reporting — discrimination report tool;

• Email to trustsafety@iscope360.com;

• Phone during business hours;

• Formal complaint letter to iScope's Trust & Safety team.

6.2 What to Include.

• Identification of the reporter (or anonymous if preferred);

• Identification of the alleged offending User;

• Description of the conduct;

• Date, location, context;

• Supporting evidence (screenshots, photos, witnesses).

6.3 Confidential Reporting. iScope maintains confidentiality of reports to the extent consistent with investigation. The alleged offending User is informed of the report's substance during investigation but the reporter's identity is protected where the reporter requests (consistent with iScope's ability to investigate).

6.4 No Retaliation. iScope prohibits retaliation against Users who report discrimination in good faith. Retaliation is itself a basis for action per Section 8.

7. INVESTIGATION

7.1 Investigation Process. iScope investigates reports per the procedure in L.1 Section 4:

• Notice to alleged offender of the report's substance;

• Opportunity to respond;

• Review of Platform records (communications, transactions, etc.);

• Contact with witnesses;

• Determination based on totality of evidence.

7.2 Timeline. Most investigations completed within fourteen (14) business days.

7.3 Outcomes. Possible outcomes:

• Substantiated — discrimination/harassment confirmed; consequences in Section 8 applied;

• Unsubstantiated — insufficient evidence; report record retained;

• Counter-substantiated — report itself was bad-faith retaliation or false; consequences may apply to the reporter.

8. CONSEQUENCES

Substantiated discrimination, harassment, or hostile conduct may result in:

• Warning for minor/first-time conduct;

• Performance strike under L.1 for Contractors;

• Suspension under B.5;

• Termination under L.2 / B.5;

• Re-assignment or re-routing of Projects where appropriate;

• Refund or credit to harmed User where appropriate;

• Report to relevant authorities (e.g., to state civil rights agency, EEOC, HUD) where appropriate;

• Civil action by the harmed party (this is outside iScope's role but iScope's records may support such action).

Severity depends on the conduct's nature, severity, and frequency.

9. AFFIRMATIVE OBLIGATIONS

9.1 Inclusive Marketing. iScope's own marketing and Platform messaging is inclusive. Users using the Platform's branding (e.g., Network Builder Affiliates) must align with this inclusive standard.

9.2 Diverse Contractor Network. iScope welcomes Contractors from all backgrounds and does not discriminate in onboarding.

9.3 Equal Pricing. The Pricing Engine produces algorithmically-neutral output that does not discriminate based on protected characteristics. iScope reviews the Pricing Engine periodically for any disparate impact and addresses concerns.

9.4 Accessibility. Platform accessibility is addressed per S.3 Accessibility.

10. COMPLIANCE WITH APPLICABLE LAW

This policy operates in conjunction with applicable federal, state, and local anti-discrimination laws. Users are responsible for their independent compliance with applicable law. This policy does not create rights or remedies that supersede applicable law.

Customer with a discrimination concern may also have rights under:

• Federal Fair Housing Act (Title VIII) for housing-related discrimination;

• Title VI of the Civil Rights Act for federally-assisted programs;

• State civil rights laws and human rights commissions;

• Local human rights ordinances;

• Section 1981 of the Civil Rights Act of 1866 (contractual race discrimination claims).

VERSION HISTORY

CROSS-REFERENCES

Effective: April 29, 2026
Contact: Info@iscope360.com
Source policy: iScope Technologies LLC Corporate Book