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					CORPORATE MANAGEMENT POLICY MANUAL
Policy Policy No. Page

NON-DISCRIMINATION/EQUAL EMPLOYMENT OPPORTUNITY
Scope Effective Date

701
Issue No.

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Issue Date

5
Approved By

1/1/01

Worldwide

04-01-93

Wilbert Buiter, Sr. VP
Organization

Human Resources

This policy should be read in conjunction with CMP #702, “Harassment” and CMP #706, “ACT: Dispute Resolution.”

POLICY PERSPECTIVE
NCR is an equal employment opportunity employer. It is NCR's policy to hire, train, promote and pay associates based on their job-related qualifications, ability and performance, without regard to race, color, creed, religion, national origin, citizenship status, sex, marital status, age, physical or mental disability, sexual orientation, gender identity or expression, or veteran status.

POLICY
NCR Corporation supports and practices the principle of equal employment opportunity. Specifically, it is NCR’s policy to:
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comply with both the letter and the spirit of all applicable laws and regulations governing employment; provide equal opportunity to all employees and to all applicants for employment; prohibit unlawful discrimination or harassment because of race, color, creed, religion, national origin, citizenship status, sex, marital status, age, physical or mental disability, sexual orientation, gender identity or expression, or because of one’s veteran status in any employment decision or in the administration of any personnel policy; make reasonable accommodations to the limitations of qualified employees or applicants with disabilities.

POLICY STATEMENTS
1. NCR is firmly committed to a policy of equal opportunity for all its employees and all applicants for employment. It is the policy of the Company to comply with all laws related to equal opportunity in all personnel actions that affect employees or persons seeking employment. Where a specific law does not govern a personnel-related action or an existing law is less inclusive, the principles in this document will be used to govern our business operating environment and will guide all NCR in cultivating a successful working environment.

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CORPORATE MANAGEMENT POLICY MANUAL
Policy Policy Number Page

NON-DISCRIMINATION/ EQUAL EMPLOYMENT OPPORTUNITY We therefore administer:
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recruiting hiring working conditions benefits compensation Company-sponsored training educational assistance upgrades and promotions downgrades and demotions transfers termination of employment layoffs and recalls discipline social and recreational programs work and family programs

Without unlawful discrimination on the basis of:  race  color  creed  religion  national origin  citizenship status  sex  marital status  age  physical or mental disability  sexual orientation  gender identity or expression  status as a special disabled veteran or veteran of the Vietnam era. Each NCR Human Resources organization monitors the progress of their organization's efforts to achieve a diverse workforce that reflects the relevant labor market and enhances the quality of our overall workforce. 2. Within the U.S., NCR has specific legal requirements: As a federal contractor, NCR is required to develop written Affirmative Action Programs (AAPs) for minorities and women; and for individuals with disabilities, special disabled veterans, and veterans of the Vietnam era. a. Each NCR U.S. establishment annually develops an AAP for Minorities and Women which is required by the U.S. Executive Order 11246. This AAP identifies under-utilization of minorities and women in the work force based
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CORPORATE MANAGEMENT POLICY MANUAL
Policy Policy Number Page

NON-DISCRIMINATION/ EQUAL EMPLOYMENT OPPORTUNITY

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on the representation of available, qualified internal candidates and the qualified civilian labor force. Where under-utilization is identified, each AAP outlines positive results-oriented procedures to remedy the imbalance. b. Within the U.S., the AAP for Individuals with Disabilities, Special Disabled Veterans and Veterans of the Vietnam Era is developed and implemented to ensure that qualified individuals with disabilities, special disabled veterans and Vietnam era veterans receive affirmative action consideration in all aspects of employment. The Company is required to take such affirmative action to employ and advance in employment individuals who are covered by the federal regulations without unlawful discrimination. Reasonable accommodations for an individual with a known physical or mental disability are also required as part of this program. Reasonable accommodations are intended to permit a qualified person with a disability to perform his or her job safely and effectively. NCR will provide reasonable accommodations for the physical and/or mental impairments of applicants and employees with disabilities when necessary and appropriate. If you require some type of accommodation, you should:
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Discuss the situation with your manager and/or Contact your Human Resources Representative or Job Accommodation Specialist

Employees are encouraged to self-identify and make NCR aware of their status as an individual with a disability, a special disabled veteran or a veteran of the Vietnam Era by completing a voluntary self-identification form. The Self - Identification for Affirmative Action Plan form is available in HReXpress or QuickLook. Employees may also self-identify at any time in the future. Submission of the self-identification form is voluntary and refusal to provide it will not subject an employee to any adverse treatment. Information you submit about your disability or covered veteran status will be kept confidential, except that (i) managers may be informed regarding restrictions on the work or duties of individuals with disabilities, and regarding necessary reasonable accommodations, (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) Government officials engaged in enforcing laws administered by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) or the Americans with Disabilities Act, may be informed. The information provided will be used only in ways that are consistent with Section 503 of the Rehabilitation Act or Section 402 of the Vietnam Era Veterans’ Readjustment Assistance Act. 3. It is Company policy that an individual's sexual orientation is not a criterion either for becoming an employee or remaining an employee of NCR. Job retention and promotability are based upon employees' qualifications and demonstrable job performance as they relate to the needs of the business and job requirements. An individual's sexual orientation, gender identity or expression is strictly personal, and information about this matter should
NCR - SENSITIVE Use pursuant to Company instructions

CORPORATE MANAGEMENT POLICY MANUAL
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NON-DISCRIMINATION/ EQUAL EMPLOYMENT OPPORTUNITY not be sought by Company personnel.

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4. If you believe you have been discriminated against because of race, color, creed, religion, national origin, citizenship, sex, marital status, age, physical or mental disability, sexual orientation, gender identity or expression, and/or veteran status, you may:
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Discuss your concerns with your manager Contact an NCR Human Resources Representative.

H.R. Representatives accept internal employee complaints, investigate and attempt to resolve them. No employee will be harassed or intimidated in any way for filing a discrimination complaint. The matter is handled confidentially to the extent possible. Employees have the right to utilize both internal complaint procedures and any external government agency procedures which may be available under country, state or other applicable law. When NCR receives an internal complaint on a matter which is, or which becomes the subject of an external complaint, NCR will continue processing the internal complaint promptly and completely. 5. Equal Opportunity is everyone’s responsibility. a. Employees have responsibilities to:  be aware of the NCR Equal Opportunity Policy  exhibit behavior in the workplace that is consistent with the Company’s Equal Opportunity Policy  assure bias-free written and oral communications Managers also have specific responsibilities to:  ensure nondiscriminatory treatment of all individuals in the workplace  take appropriate affirmative action to make equal opportunity a reality (this will typically apply to the U.S. work environment personnel actions).  ensure that their employees are aware of the NCR Equal Opportunity Policy  prevent harassment in the work environment  inform their employees of NCR's internal complaint procedure and how to contact their H.R. Representative  ensure that all employees have equal access to developmental training courses and work assignments as well as counseling regarding careers and personal objectives  limit requirements on job requisitions to those needed to perform the job, i.e., the "essential" functions  ensure that employees are selected for all jobs solely on the basis of job related criteria  cooperate with the investigation and resolution of discrimination complaints  provide reasonable accommodations, where necessary and appropriate, to the physical and/or mental disabilities of qualified employees and applicants for employment  ensure that all potential vendors have an equal opportunity to compete as
NCR - SENSITIVE Use pursuant to Company instructions

b.

CORPORATE MANAGEMENT POLICY MANUAL
Policy Policy Number Page

NON-DISCRIMINATION/ EQUAL EMPLOYMENT OPPORTUNITY suppliers of goods and services to NCR. c.

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Establishment Heads in the U.S. have responsibilities in their respective Establishments to:  sign and implement the Establishment's Equal Opportunity Policy Statement  implement the Establishment's affirmative action programs  ensure that the Company’s EO Policy is implemented within the Establishment.

REFERENCES “Harassment” CMP 702“ “ACT: Dispute Resolution” CMP 706

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