Equal Employment Opportunity
and Affirmative Action Statement of Policy

Plan Date: January 1, 2024

It is the policy of WEC Energy Group and its subsidiaries (“WEC Energy Group” or the “Company”) to employ qualified persons without regard to sex, age, race (including race traits, such as hair texture and protective hairstyles, i.e. braids, locs, and twists), color, creed, religion, disability, marital status, sexual orientation, gender identity, genetic information, national origin, ancestry, pregnancy, military status, veteran status or any other status protected by law. WEC Energy Group’s policies in regards to equal employment opportunities apply to recruitment, advertising, job application procedures, hiring, training, promotion, transfer, compensation, job assignments, benefits and/or other terms, conditions, or privileges of employment.

It is the policy of the Company not to discriminate or allow the harassment of employees or applicants on the basis of a protected status. Employment decisions at the Company are based on valid job requirements. Employees and applicants with disabilities and disabled veterans are encouraged to inform Human Resources if they need a reasonable accommodation to perform a job for which they are otherwise qualified. The Company makes, and will continue to make, reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the operations of the Company’s business.

WEC Energy Group is fully committed to the principles of equal employment opportunity and affirmative action in the employment of women, minorities, individuals with disabilities and protected veterans. As CEO, I support the successful implementation of the Company’s Affirmative Action Programs (AAPs). I have appointed Renette Stiers, Affirmative Action Officer, for the Company, with responsibility for implementation of the Company’s affirmative action activities. The Affirmative Action Officer has the full support of top management and the staff necessary to fully implement the AAPs. All managers and supervisors will play an active role to ensure that qualified employees and prospective employees are considered and treated in a non-discriminatory manner with respect to all employment decisions. Furthermore, WEC Energy Group will solicit the cooperation and support of all employees for the Company’s policy and the implementation of our AAPs.

Our AAPs include an audit and reporting system, which, among other things, uses metrics and other information to measure the effectiveness of the programs. The Affirmative Action Officer has been assigned responsibility for periodically reviewing progress in the compliance and implementation of this policy of affirmative action and the AAPs. The Company’s AAP for qualified individuals with disabilities and the AAP for protected veterans are available for inspection in the Human Resources Department, Monday through Friday, from 8 a.m. to 4 p.m., upon request.

In addition, employees and applicants will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in, or may have engaged in, activities such as filing a complaint, assisting or participating in an investigation, compliance review or hearing, or opposing any act or practice made unlawful, or exercising any other right protected by Section 503 of the Rehabilitation Act of 1973, as amended, the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, Executive Order 11246, as amended, and/or any other federal, state or local law or regulation regarding Equal Employment Opportunity.

Scott J. Lauber
President and Chief Executive Officer