Equal Employment Opportunity is the sound business practice of providing an environment in which capable men and women may perform their jobs free from discrimination and harassment. The Hartz Mountain Corporation has long been committed to such a policy because it firmly believes that the talents and skills needed to conduct its business are not limited to any particular group.
In support of its commitment to the principles of equal employment opportunity and affirmative action, and to ensure compliance with applicable federal, state, and local laws and regulations, it is the Company’s policy to:
- maintain a work environment free of unlawful discrimination or harassment in any form;
- administer all human resources policies, benefit programs, training and developmental opportunities, and social and recreational programs consistently and uniformly for all employees, regardless of race, sex, age, religion, color, national origin, citizenship, physical or mental disability, veteran status, marital status, sexual orientation, genetics, union affiliation, lawful alien status, or any other category or class of persons protected by law;
- recruit and select applicants for employment solely on the basis of their qualifications, and the requirements of the particular job sought;
- provide a mechanism for employees to bring specific complaints to the attention of management without fear of retaliation; and,
- take affirmative action, as required by law, directed toward the hiring and upward mobility
of qualified minority group members and women, individuals with disabilities, as well as
Disabled Veterans, Armed Forces Service Medal Veterans, Active Duty Wartime or
Campaign Badge Veterans and Recently Separated Veterans.
Employees and job applicants will not be subjected to harassment, intimidation, threats,
coercion, or discrimination because they have: (1) filed a complaint; (2) assisted or
participated in an investigation, compliance review hearing, or any other activity related to the
administration of any federal, state, or local law requiring equal opportunity; (3) opposed any
act or practice made unlawful by any federal, state, or local law requiring equal opportunity;
or, (4) exercised any other right protected by federal, state, or local law requiring equal
Questions regarding the Company’s Equal Employment Opportunity Policy and Affirmative
Action Program should be directed to management or local Human Resources Personnel. You
are also encouraged to direct inquiries to me at the Corporate Headquarters in Secaucus, New
Jersey during regular business hours, as I have been appointed the Corporation’s Equal
Employment Opportunity and Affirmative Acton Officer responsible for overseeing all equal
employment opportunity matters, including the investigation and resolution of employee
complaints, and the development and implementation of our Affirmative Action Program.
All personnel actions will be analyzed to ensure that this policy and the Affirmative Action
Program are being properly implemented and semi-annual reports will be submitted to me so
that I may monitor progress. Additionally, portions of your facility’s Affirmative Action
Program are available for your inspection by contacting Human Resources.
This statement reaffirms the Company’s long standing policy of equal employment
opportunity. All members of management are responsible for the successful application of
this policy, including ensuring adherence to it in all human resources activities throughout the
organization, and for making absolutely certain that employees are aware of the Company’s
commitment to equal employment opportunity and affirmative action.