Overview
VZL Staffing Services, LLC provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to: race, color, religion, creed, gender, sex, pregnancy (including childbirth and related medical conditions), lactation, sexual orientation, gender identity or expression, national origin or ancestry, citizenship or immigration status, age, disability, genetic information or testing, uniformed service member status, status as a covered veteran or any other protected class in accordance with applicable federal, state and local laws. VZL Staffing Services, LLC complies with applicable federal, state, and local laws governing non- discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, recruitment, hiring, placement, benefits, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
The Company prohibits unlawful discrimination as well as proscribed conduct that does not rise to the level of being unlawful.
Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits discrimination by any employee, including supervisors and co-workers, as well as third-parties involved in the Company’s operations. Any individual who believes that they or another individual have been subjected to discrimination in violation of this policy should report it pursuant to the Complaint Procedures in the Sexual and Other Prohibited Harassment policy below. If the Company determines this policy has been violated, appropriate disciplinary action, up to and including termination of employment, will be taken.
Retaliation is prohibited against any person by another employee or by the Company for reporting proscribed discrimination or for filing, testifying, assisting, or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. An individual should report any retaliation prohibited by this policy pursuant to the Complaint Procedures in the Sexual and Other Prohibited Harassment policy below. If a complaint of retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken.
Illinois: Equal Employment Opportunity
As set forth in the National Handbook, the Company is committed to equal employment opportunity and to compliance with federal antidiscrimination laws. We also comply with Illinois law, which prohibits discrimination and harassment against any employees or applicants for employment based on their actual or perceived race (including traits associated with race, such as hair texture and protective hairstyles (e.g., braids, locks and twists)), color, sex (including married women and unmarried mothers), religion, age (40 or older), national origin, ancestry, marital status, protective order status, disability, military status, unfavorable discharge from military service, sexual orientation (including actual or perceived orientation and gender identity), citizenship status or work authorization status, genetic information, ancestry, pregnancy (including childbirth or medical or common conditions related to pregnancy or childbirth, past pregnancy condition and the potential or intention to become pregnant), certain arrest or criminal history records, homelessness (i.e., lack of a permanent mailing address or a mailing address that is a shelter or social services provider) and use of lawful products outside of work during nonworking hours. The Company will not tolerate discrimination or harassment based upon these characteristics or any other characteristic protected by applicable federal, state or local law.
The Company also complies with the Illinois law that restricts the circumstances under which employers may base employment-related decisions on an individual’s credit report or credit history and with the Illinois law prohibiting sexual harassment of unpaid interns.
New Jersey: Equal Employment Opportunity
As set forth in the National Handbook, the Company is committed to equal employment opportunity and to compliance with federal antidiscrimination laws. We also comply with New Jersey law, which prohibits discrimination and harassment against any employees or applicants for employment based on race (including traits historically associated with race, such as hair texture, hair type and protective hairstyles), creed, color, national origin, ancestry, age, sex, pregnancy or breastfeeding (including childbirth, breastfeeding or expressing milk for breastfeeding or medical conditions related to pregnancy, childbirth or breastfeeding), marital status, civil union or domestic partnership status, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information, disability (including AIDS and HIV-related illnesses), liability for service in the U.S. Armed Forces and use or non-use of tobacco products outside the workplace. The Company will not tolerate discrimination or harassment based upon these characteristics or any other characteristic protected by applicable federal, state, or local law.
Additionally, the Company prohibits retaliation against any employee who requests from, discusses with or discloses to a current or former employee, a lawyer from whom the employee seeks legal advice or a government agency information regarding the job title, occupational category, rate of compensation (including benefits), gender, race, ethnicity, military status, or national origin of the employee or any other employee. Employees are not required to disclose their wage information.