Our Policies

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Our Policies

We formulate Company-wide policies to help us accomplish our corporate mission. Clearly written policies, together with our corporate mission, provide the framework for managing our business. We are all accountable for compliance with our policies, which are the combined thinking of our employees. We modify these policies as often as necessary to keep pace with advancing knowledge and changing conditions.

Equal Opportunity Employer

We are committed to the policy of promoting equal employment opportunity without regard to race, color, creed, age, sex, religion, national origin, citizenship, ancestry, or physical or mental disability.

This policy covers all personnel practices, including, but not limited to, hiring, promotion or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation, selection for training, and employee benefits.

To implement this policy, Company will continue to:

Recruit, hire, train and promote persons in all job classifications without regard to race, color, creed, age, sex, religion, national origin, citizenship, ancestry, or physical or mental disability;

Base decisions regarding employment so as to further the principle of equal employment opportunity;

Ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only valid business requirements for promotional opportunities; and

Ensure that all personnel actions (including, but not limited to, compensation, benefits, transfers, layoffs, firmsponsored training, education, social and recreation programs) will be administered without regard to race, color, creed, age, sex, religion, national origin, citizenship, ancestry, or physical or mental disability;

In carrying out its commitment to equal employment opportunity, the Company will make reasonable accommodations to applicants and employees with known disabilities who can perform the essential functions of their job with or without accommodations. As a consequence, applicants and employees requiring any reasonable accommodations should notify the Human Resource Manager.

Harassment

We expressly prohibit any form of unlawful employee harassment based on race, color, religion, sex, national origin, age, handicap or disability, or status as a Vietnam-era or special disabled veteran. Interference with the ability of our employees to perform their expected job duties is not tolerated. Interference can include but is not limited to:

Cursing or swearing

Making verbal or written derogatory statements

Physical attacks, intimidation or attempted violence on an employee, client, visitor or their property

Spreading gossip, rumors, or making false and/or misleading statements

With respect to sexual harassment, Company prohibits:

Unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct of a sexual or otherwise offensive nature, especially where

Submission to such conduct is made either explicitly or implicitly a term or condition of employment;

Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment;

Such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment;

Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance.

Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, employees are responsible for respecting the rights of their co-workers.

Notification Procedure

If an employee experiences any job-related harassment based on their sex, race, national origin, disability, or another factor, or believe they have been treated in an unlawful, discriminatory manner, they should promptly report the incident to their Supervisor and/or the Human Resource Manager, who will investigate the matter and take appropriate action, including reporting it to the Group Executive. If an employee believes it would be inappropriate to discuss the matter with their Supervisor and/or the Human Resources Manager, they may report it directly to the Group Executive who will undertake an investigation. The employee's complaint will be kept confidential to the maximum extent possible.

If the Company determines that an employee is guilty of harassing another employee, appropriate disciplinary action will be taken against the offending employee, up to and including immediate termination of employment.

The Company prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation. However, if after investigating any complaint of harassment or unlawful discrimination, the Company determines that the complaint is not bona fide or that an employee has provided false information regarding the complaint, appropriate disciplinary action will be taken against the individual who filed the complaint or who gave the false information, up to and including termination of employment.


	Vector Resource Center \| home Our Company \| Vector Resource Center \| Contact Us \| Location \| News and Events \| Immigration \| Compensatiion \| Benefits \| Our Policies \| Master Forms \| Employee Handbook/Benefits Information \| Submit Your Resume Our Policies We formulate Company-wide policies to help us accomplish our corporate mission. Clearly written policies, together with our corporate mission, provide the framework for managing our business. We are all accountable for compliance with our policies, which are the combined thinking of our employees. We modify these policies as often as necessary to keep pace with advancing knowledge and changing conditions. Equal Opportunity Employer We are committed to the policy of promoting equal employment opportunity without regard to race, color, creed, age, sex, religion, national origin, citizenship, ancestry, or physical or mental disability. This policy covers all personnel practices, including, but not limited to, hiring, promotion or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation, selection for training, and employee benefits. To implement this policy, Company will continue to: Recruit, hire, train and promote persons in all job classifications without regard to race, color, creed, age, sex, religion, national origin, citizenship, ancestry, or physical or mental disability; Base decisions regarding employment so as to further the principle of equal employment opportunity; Ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only valid business requirements for promotional opportunities; and Ensure that all personnel actions (including, but not limited to, compensation, benefits, transfers, layoffs, firmsponsored training, education, social and recreation programs) will be administered without regard to race, color, creed, age, sex, religion, national origin, citizenship, ancestry, or physical or mental disability; In carrying out its commitment to equal employment opportunity, the Company will make reasonable accommodations to applicants and employees with known disabilities who can perform the essential functions of their job with or without accommodations. As a consequence, applicants and employees requiring any reasonable accommodations should notify the Human Resource Manager. Harassment We expressly prohibit any form of unlawful employee harassment based on race, color, religion, sex, national origin, age, handicap or disability, or status as a Vietnam-era or special disabled veteran. Interference with the ability of our employees to perform their expected job duties is not tolerated. Interference can include but is not limited to: Cursing or swearing Making verbal or written derogatory statements Physical attacks, intimidation or attempted violence on an employee, client, visitor or their property Spreading gossip, rumors, or making false and/or misleading statements With respect to sexual harassment, Company prohibits: Unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct of a sexual or otherwise offensive nature, especially where Submission to such conduct is made either explicitly or implicitly a term or condition of employment; Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment; Such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment; Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance. Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, employees are responsible for respecting the rights of their co-workers. Notification Procedure If an employee experiences any job-related harassment based on their sex, race, national origin, disability, or another factor, or believe they have been treated in an unlawful, discriminatory manner, they should promptly report the incident to their Supervisor and/or the Human Resource Manager, who will investigate the matter and take appropriate action, including reporting it to the Group Executive. If an employee believes it would be inappropriate to discuss the matter with their Supervisor and/or the Human Resources Manager, they may report it directly to the Group Executive who will undertake an investigation. The employee's complaint will be kept confidential to the maximum extent possible. If the Company determines that an employee is guilty of harassing another employee, appropriate disciplinary action will be taken against the offending employee, up to and including immediate termination of employment. The Company prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation. However, if after investigating any complaint of harassment or unlawful discrimination, the Company determines that the complaint is not bona fide or that an employee has provided false information regarding the complaint, appropriate disciplinary action will be taken against the individual who filed the complaint or who gave the false information, up to and including termination of employment.