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 Norma Hanley, Director Human Resources 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 Director Human Resources to monitor progress.


Disabled Individuals, Disabled Veterans and Veterans

As a federal government contractor, The Hartz Mountain Corporation is subject to the provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, and Section 503 of the Rehabilitation Act of 1973, as amended, which require government contractors to take affirmative action to employ and advance in employment qualified individuals with physical or mental disabilities, Disabled Veterans, Armed Forces Service Medal Veterans, Active Duty Wartime or Campaign Badge Veterans and Recently Separated Veterans. This policy is established to ensure compliance with these regulations and the provisions of the Americans with Disabilities Act of 1990, as amended, and to further The Hartz Mountain Corporation’s commitment to providing equal employment opportunity and affirmative action for all.

It is the policy of The Hartz Mountain Corporation to recruit and select qualified applicants for employment without discrimination because of a physical or mental disability or because the applicant is a Disabled Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran or Recently Separated Veteran.

The Company’s human resources policies, programs and practices, including those related to recruitment and selection, retention, compensation and salary administration, benefits, transfer, advancement and promotion, training and self-development opportunities, social and recreational programs, and termination, are administered to ensure equal employment opportunity for all, including qualified disabled individuals, Disabled Veterans, Armed Forces Service Medal Veterans, Active Duty Wartime or Campaign Badge Veterans and Recently Separated Veterans. The Company takes affirmative action to ensure that these policies are followed in spirit as well as in letter, and to make certain that equal employment opportunities at Hartz are available to all applicants for employment and employees.

Further, Company 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 opportunity.

Under federal government regulations, and for the purposes of the Company’s Affirmative Action Program, Individual with a Disability, Disabled Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran and Recently Separated Veteran are defined as follows:

An Individual with a Disability is defined as a person who (i) has a physical or mental impairment which substantially limits one or more of his or her major life activities; (ii) has a record of such impairment, or (iii) is regarded as having such an impairment.

A Disabled Veteran (“protected veteran”) is defined as (i) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veteran Affairs or (ii) was discharged or released from active duty because of a service connected disability.

An Armed Forces Service Medal Veteran (“protected veteran”) is defined as any veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

An Active Duty Wartime or Campaign Badge Veteran (“protected veteran”) is defined as a veteran who served on active duty in the U.S. military, ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized, under the laws administered by the Department of Defense.

A Recently Separated Veteran (“protected veteran”) is defined as any veteran during the three-year period after the veteran’s discharge or release from active duty. This three-year period begins on the date of the veteran’s discharge or release from active duty in the U.S. military, ground, naval or air service.

Any employee who qualifies as an individual with a disability, a Disabled Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran or Recently Separated Veteran, and would like to be considered under the Company’s Affirmative Action Program is encouraged to voluntarily self-identify by contacting local Human Resources personnel or the Director Human Resources, at the Hartz Corporate Headquarters in Secaucus, New Jersey. Submission of this information is strictly voluntary, and disclosure or failure to provide it will not subject an employee to discharge, disciplinary action, or any other adverse treatment. Information obtained will be kept in strict confidence and will be released only under the following conditions:

  • supervisors and managers may be informed regarding restrictions on the work or duties of individuals with a disability and disabled veterans regarding necessary accommodations;
  • security, first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment; and,
  • government officials investigating compliance with the Rehabilitation Act, the Vietnam Veterans Readjustment Assistance Act and the Americans with Disabilities Act will be informed.

Any questions regarding employment of Individuals with a disability, Disabled Veterans, Armed Forces Service Medal Veterans, Active Duty Wartime or Campaign Badge Veterans or Recently Separated Veterans should be directed to management, local Human Resources personnel, or to the Director Human Resources at the Corporate Headquarters in Secaucus, New Jersey during regular business hours.