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Equal Employment Opportunity

The success of Inari Medical is due to the contributions of employees from diverse backgrounds, national origins, and heritage. It is Inari Medical policy to provide equal employment opportunities for all applicants and employees.

Inari Medical does not unlawfully discriminate on the basis of race, which includes traits associated with race, including, but not limited to hair texture and protected hairstyles; color, creed, religion, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), national origin including undocumented individuals, ancestry, age, physical or mental disability, medical condition including genetic characteristics, or any information based on genetic background, family-care status, military and veteran status, citizenship status, immigration status, primary language, marital status, or sexual orientation, gender identity, or gender expression where a person’s gender-related appearance and behavior may not be stereotypically associated with the person’s assigned sex at birth, union membership or any other consideration made unlawful by federal, state, or local laws. This prohibition also includes a perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. Additionally, the Company does not discriminate against any employee who is an officer, warrant officer, or enlisted member of the military or naval forces of the state or of the United States because of that membership. Inari Medical also makes reasonable accommodations for disabled employees and employees with sincerely held religious beliefs. Finally, Inari Medical prohibits the harassment of any individual on any of the basis listed above. For information about the types of conduct that constitute impermissible harassment and Inari Medical internal procedures for addressing harassment complaints, please refer to the Policy Against Harassment.

This nondiscrimination policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, leaves of absence, benefits, transfer, and social and recreational programs. It is the responsibility of every manager and employee to conscientiously follow this policy. Any employee having any questions regarding this policy should discuss them with the HR Department and/or follow the general complaint procedure set forth in this Employee Handbook.

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