ABM 1111 Fannin Ste. 1500 Houston, TX 77002 Office: (713) 210-2103 Fax: (866) 728-2429 Statement of Miranda Tolar, Esq. Vice President & Deputy General Counsel, Employment Law ABM ABM is committed to fostering a professional and safe work environment for all of our employees. We have implemented comprehensive, state-of-the-art policies and procedures to prevent harassment. These are provided to employees beginning when they are hired and again on a continuing basis. A few examples include: 1. Training for employees at all levels – including lead workers, supervisors and managers – covering everything from harassment in all its forms to nondiscrimination to reporting procedures, and more; 2. Various reporting mechanisms, including an anonymous ABM Compliance hotline that is administered by a third-party for employees to report any concerns or complaints. It is available 24/7/365 in 100 languages. We also provide a separate Employee Relations hotline that is managed by corporate HR Employees are instructed to contact one of these hotlines or a local HR representative if they encounter or witness any type of inappropriate behavior; and 3. Timely reviews of any complaints or investigations by our trained professionals that adhere to leading protocols and methodologies. We take these issues very seriously. We believe that our policies and procedures are the gold standard in the industry. Our systems work. In some cases, we have been made aware of inappropriate behavior and taken action. In other cases, allegations of wrongdoing have proven to be false – and even malicious – often by individuals previously in consensual relationships that ended. Sometimes there are other motivations. This is an important and increasingly complex issue that demands thoughtful consideration on all sides. It would be easy for interested parties to try to misrepresent this in a one-sided way – or as simply a company-specific issue. That is simply not the case. Sexual harassment claims affect virtually every employer in every industry across the country. Ironically, there is more visibility into companies that take it most seriously and have the best reporting systems. www.abm.com NYSE Symbol: ABM You have asked us to respond to claims about certain specific cases from years ago. We understand that parties in those cases may raise them for their own reasons. However, it would not be appropriate for us to discuss those claims outside of our legal filings. In general, we can say that – even in cases where we unequivocally deny wrongdoing – we have sometimes settled. Why? For at least two reasons: 1. In order to avoid the very high cost of litigation that we are unable to recover… even when we win. In fact, in some jurisdictions, companies can be held strictly liable for sexual harassment, even if they had gold standard policies and procedures… even if they were not aware of the harassment and even if, upon learning of it, they acted immediately and appropriately; and 2. Given that we have already been implementing strict policies and procedures to achieve a harassment-free workplace. In other cases, the claims were simply without merit and we vigorously contested them. You also asked us to provide some of our internal statistics on these issues. Regretfully, we are not comfortable providing internal statistics. Put simply, employees’ privacy is essential to a successful anti-harassment program. If any employee were to hesitate from reporting an issue out of concern for their privacy, that would defeat the entire program’s purpose. www.abm.com NYSE Symbol: ABM