Equal Employment Policies
The Company has a long-standing record of
nondiscrimination in employment and opportunity because of race,
color, religion, creed, national origin, sex, age, ancestry, marital
status, disability, sexual orientation, veteran or draft status.
The Company has issued the following policy stating its views on
this matter:
It is the policy of the Company to strictly
follow personnel procedures that will ensure equal opportunity
for all people without regard to race, color, religion, creed,
national origin, sex, age, ancestry, marital status, disability,
sexual orientation, veteran or draft status. The Company will comply
with all the relevant and applicable provisions of the Americans
with Disabilities Act ("ADA"), and will not discriminate
against any qualified employee or job applicant with respect to
any terms, privileges, or conditions of employment because of a
person's physical or mental disability. A reasonable accommodation
will be made whenever requested and necessary for all employees
or applicants with disabilities, provided that the individual is
otherwise qualified to safely perform the duties and assignments
connected with the job and provided that any accommodations made
do not require significant difficulty or expense.
We will seek understanding and acceptance of the Company’s
policy on Equal Employment Opportunity by all employees and by
the communities in which the Company operates. Instances of alleged
discrimination will be thoroughly investigated, and corrective
action taken if warranted. We should be continually alert to identify
and correct any practices by individuals that are at variance with
the intent of the Equal Employment Opportunity Policy.
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It is the Company’s desire to provide
a drug-free, healthful and safe workplace. To promote this goal,
employees are required to report to work in an appropriate mental
and physical condition to perform their jobs in a satisfactory
manner.
While on the Company’s premises and
while conducting business-related activities off the Company’s
premises, no employee may use, possess, distribute, transport,
sell or be under the influence of alcohol or illegal drugs. The
legal use of prescribed drugs is permitted on the job only if it
does not impair an employee’s ability to perform the essential
functions of the job effectively and in a safe manner that does
not endanger other individuals in the workplace. The term “company
premises” is used in its broadest sense and includes all
land, property, building, offices, structures, installations, parking
lots, and means of transportation owned by or leased to the Company
or otherwise being utilized for company business.
Violations of this policy may lead to disciplinary
action, up to and including immediate termination, and/or required
participation in a substance abuse rehabilitation or treatment
program, and referral to law enforcement agencies. Such violations
may also have legal consequences.
Employees with questions or concerns about substance dependency or abuse are
encouraged to discuss these matters with their manager or member of management
to receive assistance or referrals to appropriate resources in the community.
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The Company intends to provide a work environment that is pleasant, healthful,
comfortable, and free from intimidation, hostility or other offenses which
might interfere with work performance. Harassment of any sort - verbal, physical,
visual - will not be tolerated.
Harassment can take many forms. It may be, but is not limited to: words, signs,
jokes, pranks, intimidation, physical contact, or violence. Harassment is not
necessarily sexual in nature. However, it is company policy to emphasize that
sexual harassment is specifically prohibited.
Sexually harassing conduct may include unwelcome sexual advances, requests
for sexual favors, or any other verbal or physical contact of a sexual nature
that prevents an individual from effectively performing the duties of their
position or creates an intimidating, hostile or offensive working environment,
or when such conduct is made a condition of employment or compensation, either
implicitly or explicitly.
All Company employees, and particularly managers,
have a responsibility for keeping our work environment free of
harassment. Any employee who becomes aware of an incident of harassment,
whether by witnessing the incident or being told of it, must report
it to their immediate manager or any management representative
with whom they feel comfortable. When management becomes aware
that harassment might exist, it is obligated by law to take prompt
and appropriate action, whether or not the victim wants the Company
to do so.
Reporting
Any incidents of harassment must be immediately reported to a manager or other
management representative. Appropriate investigation and disciplinary action
will be taken. All reports will be promptly investigated with due regard for
the privacy of everyone involved. Any employee found to have harassed a fellow
employee or subordinate will be subject to severe disciplinary action or possible
discharge. The Company will also take any additional action necessary to appropriately
remedy the situation. No adverse employment action will be taken for any employee
making a good faith report of alleged harassment.
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