Equal Opportunity Policy
InterimHR [IHR], provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, or service in the military. [NOTE: THERE MAY BE STATE OR LOCAL LAWS WITH DIFFERENT REQUIREMENTS THAT MUST BE CONSIDERED] Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.
IHR expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the HR Manager. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels he or she has been subjected to any such retaliation, he or she should bring it to the attention of the HR Manager.
Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to:
- (1) shunning and avoiding an individual who reports harassment, discrimination or retaliation;
- (2) express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination or retaliation; or
- (3) denying employment benefits because an applicant or employee reported harassment, discrimination or retaliation or participated in the reporting and investigation process.
Complaints of discrimination should be filed according to the procedures described in the Harassment and Complaint Procedure.
Americans with Disabilities Act (ADA) and Reasonable Accommodation
To ensure equal employment opportunities to qualified individuals with a disability, CCO will make reasonable accommodations for the known disability of an otherwise qualified individual, unless undue hardship on the operation of the business would result employees who may require a reasonable accommodation should contact the Human Resources Department.
Our Commitment to Diversity, Ethics & Sustainability
IHR is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives. This commitment is embodied in company policy and the way we do business at IHR and is an important principle of sound business management.
Being a global company positively impacting our customers’ operational efficiency, we have a direct positive impact on their sustainability. We also drive sustainable change for our customers’ suppliers and provide interconnected tools that are beneficial for business and the world we all live in.
“Diversity & Sustainability”
IHR is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of our business and that of our customers and in many cases, both our suppliers.
Being a global company, whose core offerings positively impacting our customers’ operational efficiency, we have a direct and positive impact on their sustainability. We also drive sustainable change for our customers’ suppliers that is beneficial for business and the environment.”