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It
is the policy of the STS International to provide equal employment
opportunity for all applicants and employees. STS International does
not unlawfully discriminate on the basis of race, color, religion,
sex, sexual orientation, national origin, ancestry, age, medical condition,
handicap, veteran status, or marital status. STS International also
makes reasonable accommodations for handicapped and disabled veteran
employees. This policy applies to all areas of employment including
recruitment, hiring, training, promotion, compensation and benefits.
Any incident of discrimination or harassment, including work related
harassment by Company personnel or any other person should be reported
to the employee's supervisor or the Human Resources Manager, who will
investigate the matter.
In keeping with this policy, all employees are expected to abide by
applicable federal and state laws which prohibit discrimination against
any employee or applicant for employment because of race, color, religion,
sex (gender), national origin, age, disability, or status as a qualified
disabled veteran or veteran of the Vietnam era. This includes providing
reasonable accommodations to the religious beliefs of others, as well
as providing accommodations for any ADA-covered disabilities that
they might have. These same principles require our employees to abide
by applicable federal and state non-discrimination laws in their dealings
with customers, visitors, vendors and suppliers, including providing
appropriate accommodations to disabled individuals in order to permit
them comparable access to our services and facilities as provided
to non-disabled individuals. Employees who receive requests for such
accommodations should always ask for management guidance before rejecting
an accommodation request.
Consistent with our philosophy, all employees are expected to take
personal responsibility to try to get along with others who may have
different beliefs, backgrounds, or other differences, and to display
common courtesy in their dealings with one another. The common courtesy
which we expect of our employees includes being careful to avoid teasing
and unkind "jokes" or remarks about the personal characteristics
of another person, avoiding workplace discussions of issues likely
to generate disputes (such as politics, religion, and sex); avoiding
racial, ethnic or sexually-oriented jokes; avoiding invasions of the
personal privacy of others, and otherwise making genuine efforts to
treat others with the same courtesy, consideration and respect which
you would like to receive. It also means avoiding any use of position
or power for personal gain or advantage (including using influence
or position to engage in any conduct which would constitute harassment
under this policy).
There are a number of reasons why our Company places a strong emphasis
on the use of common courtesy in dealing with others. The most important
reason is that we believe that this policy helps us to establish an
environment of trust within our Company which makes it much easier
to work together productively, because this trust allows us to give
one another the benefit of the doubt when problems arise. This environment
of trust, in turn, makes it easier to resolve misunderstandings and
work out satisfactory solutions if some mistake has been made.
Compliance with Affirmative Action Rules and Other Legal Requirements
In compliance with E.O. 11246 and its implementing regulations, as
well as in compliance with other laws applicable to federal contractors
and subcontractors, Company decisions regarding employment are designed
to utilize only valid requirements for hiring and promotions, and
to ensure equal employment opportunity in all other aspects of employment.
Our policy of non-discrimination extends to: Employment, promotion,
demotion, recruitment advertising, layoff or discharge, rates of pay
or other forms of compensation.
STS International is committed to equal employment opportunity without
regard to race, color, religion, sex (gender), disability, national
origin, age or veteran status in connection with, but not limited
to hiring, placement, promotion, demotion, transfer, recruiting, advertising,
solicitation, compensation, selection for training or termination
of employment. To reaffirm and supplement the long standing commitment,
STS International has adopted specific affirmative action plans (AAPs)
to insure that these policies will be carried out. The Human Resources
Manager oversees the implementation and monitoring of our EEO policy,
as well as our AAPs, but equal employment opportunity is considered
to be the responsibility of all of our employees.
STS International maintains required summaries of its AAPs in the
Personnel Office. Qualified handicapped individuals, as well as qualified
disabled veterans and veterans of the Vietnam era, are encouraged
to voluntarily self-identify in order to be considered for affirmative
action under these AAPs.
STS International is required by law to make reasonable accommodations
for qualified individuals with disabilities, unless doing so would
result in an undue hardship. This policy governs all aspects of employment,
including selection, job assignment, compensation, discipline, termination,
and access to benefits and training. If an employee has a disability
or impairment, which is creating job difficulties or requires an accommodation,
this matter should be brought to the attention of the supervisor or
the Human Resources Manager.
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