Reaffirmation of Equal Employment Opportunity and Affirmative Action Policies
Commitment to Non-Discrimination and Anti-Harassment/Anti-Bullying
GHG Corporation is committed to the principles of equal employment opportunity and non-discrimination and we believe every person has the right to be treated with fairness, dignity and equal consideration. To further this commitment, activities must be implemented to ensure compliance with all applicable laws and regulations.
GHG Corporation prohibits discrimination based on any protected status, workplace harassment/bullying, and retaliation for filing a complaint or providing information related to a complaint. GHG Corporation provides equal employment opportunity to all employees and applicants without regard to an individual’s protected status: race/ethnicity, color, national origin, ancestry, sex/gender, gender identity/expression, sexual orientation, marital/parental status, pregnancy/childbirth or related conditions, religion, creed, age, disability, genetic information, veteran status, or any other protected status.
Affirmative Action Obligations
As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, GHG Corporation is required to develop annual written Affirmative Action Plans (AAPs) and is committed to employ and advance in employment qualified minorities, women, individuals with disabilities, and protected veterans (including but not limited to, disabled veterans, recently separated veterans, Armed Forces service medal veterans, and active duty wartime or campaign badge veterans).
Pay Transparency Notice: GHG Corporation 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, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with GHG Corporation’s legal duty to furnish information.
Human Resources Manager, Sheila Rolland is responsible for the overall direction of our EEO/AAP compliance programs. The Human Resources Manager manages the company’s EEO/AAP programs and has been assigned to direct and oversee the establishment of the affirmative action plans throughout the company. Should you have questions regarding our AAPs or wish to view the available portions of the plans, please contact your Human Resources department to schedule an appointment during regular business hours.
You can also feel free to contact Sheila Rolland, Human Resources Manager at email@example.com
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