Equal Employment Opportunity Policy

The policy of The Hartz Mountain Corporation, herein known as the “Company,” is to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity, physical or mental disability, or status as a disabled veteran, an Armed Forces Services Medal veteran, an Active Duty Wartime or Campaign Badge Veteran, or a recently separated veteran; and to affirmatively seek to advance the principles of equal employment opportunity.

Further, the Company takes affirmative action to insure that applicants and employees protected under Executive Order 11246, as amended, the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, are not discriminated against due to their race, color, religion, sex, age, national origin, sexual orientation, gender identity, physical or mental disability, or status as a disabled veteran, an Armed Forces Services Medal veteran, an Active Duty Wartime or Campaign Badge Veteran, or a recently separated veteran; and to affirmatively seek to advance the principles of equal employment opportunity.

In support of its commitment to the principles of equal employment opportunity and the Affirmative Action Program, the Company affirms that the above policy and the Affirmative Action Program executed simultaneously herewith reflect the Company’s attitude and its intention to:

  • Recruit, hire, train and promote for all job classifications without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity, physical or mental disability, or status as a disabled veteran, an Armed Forces Services Medal veteran, an Active Duty Wartime or Campaign Badge Veteran, or a recently separated veteran.
  • Base decisions on employment so as to further the principles of equal employment opportunity for individuals with physical and mental disabilities, disabled veterans, Armed Forces Services Medal veterans, Active Duty Wartime or Campaign Badge Veterans, or recently separated veterans.
  • Insure that promotion decisions are in accord with principles of equal employment opportunity.
  • Insure that all other personnel actions such as compensation, benefits, transfers, terminations, layoffs, recalls, company-sponsored training, educational tuition assistance and social and recreational programs are administered without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity, physical or mental disability, or status as a disabled veteran, an Armed Forces Services Medal veteran, an Active Duty Wartime or Campaign Badge Veteran, or a recently separated veteran.

Employees and applicants shall 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 Employment 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 opportunity.

Further, the Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, Company employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the compensation of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is in response to a formal complaint or charge, or in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the Company, or is consistent with the Company’s legal duty to furnish information.

The Hartz Mountain Corporation, in compliance with Executive Order 11246, as amended by Executive Order 11375, the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, maintains a written Affirmative Action Program. The Affirmative Action Program is maintained in the Human Resources Department and is made available to prospective employees and employees upon request, during normal business hours.

Overall responsibility for directing and implementing the policy enunciated herein and the Company’s Affirmative Action Program has been assigned to Mercedes Figueroa, Vice President & Chief Human Resources Officer, and serves as the Company’s Affirmative Action Officer. The Human Resources office is located at 400 Plaza Drive, Secaucus, New Jersey, (201) 271-4800.

All personnel actions will be analyzed to insure that this policy and the Affirmative Action Program are being properly implemented and semi-annual reports will be submitted to the Vice President & Chief Human Resources Officer to monitor progress.

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