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US EEO Statement and Legal Notices

Know Your Rights

Know Your Rights: Workplace Discrimination is Illegal (English)

Know Your Rights: Workplace Discrimination is Illegal (Spanish)

Equal Employment Opportunity Policy
The Adecco Group is an Equal Opportunity Employer. The Company is firmly committed to fostering an inclusive and supporting workplace where all colleagues feel valued and have equal opportunities to succeed. We believe that diverse perspectives contribute to innovation, collaboration, and overall business success.

From its diverse pool of candidates, the Company shall hire, train, and promote in all job titles without regard to race (including protected hairstyles, hair texture, hair type, and hair length), color, religion, sex or gender (including pregnancy childbirth and related medical conditions, sexual orientation or gender identity including transgender status), national origin, ancestry, familial status, marital status, age, mental or physical disability, military or veteran status, citizenship or immigration status, genetic information, and any other activity or status protected by federal, state, or local law which has jurisdiction over the Colleague (“Protected Characteristics”).

This Policy encompasses all aspects of the employment relationship, including application and initial employment, promotion and transfer, selection for training opportunities, wage and salary administration, benefits, colleague activities, access to facilities and programs, and separation.

Employment decisions will be based on the principles of merit and qualifications without discrimination based on any Protected Characteristics. All applicants for employment and Colleagues of the Company may exercise their rights under this Policy or federal, state or local laws.

Pay Transparency Nondiscrimination Provision
The Company will not discharge or in any other manner discriminate or retaliate against employees or applicants because they have inquired about, discussed, or disclosed their own pay and/or working conditions or the pay of another employee or applicant or in good faith reported unlawful conduct to governmental agencies or other third parties. 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 the employer’s legal duty to furnish information.

E-Verify and Right to Work Notices

IER Right to Work Poster (English/Spanish)
E-Verify Participation Poster (English/Spanish)

Other Applicant Notices

Family and Medical Leave Act Poster
Employee Polygraph Protection Act

City/County/State Posters and Notices

Notice to Applicants and Employees: Los Angeles Fair Chance Initiative for Hiring Ordinance

City and County of San Francisco Fair Chance Ordinance

County of Los Angeles Fair Chance Ordinance for Employers

Massachusetts Candidates Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Americans with Disabilities Act
Pursuant to the Americans with Disabilities Act (ADA), the ADA Amendments Act, and our own internal policies and culture, the Company will endeavor to provide reasonable accommodation to qualified individuals with known disabilities upon request to enable them to apply or perform the essential functions of their job, so long as the accommodation does not impose an undue hardship. We will engage in an interactive dialogue with all individuals requesting accommodations. Some examples of potential accommodations include providing assistive devices, reassignment to a different position, and/or finite periods of leave; however, each situation and position is unique and will be analyzed individually to ensure that both an accommodation can be provided and that no undue hardship occurs as a result.

An applicant or employee who believes they require an accommodation to apply for or perform the essential functions of the job should contact Human Resources at PeopleServicesUS@adeccogroup.com to request an accommodation. The individual should specify what accommodation they believe is needed. To the extent medical records are required to evaluate a reasonable accommodation, the Company will preserve the confidentiality of such medical records. During the period when the Company is reviewing the individual’s request, information concerning the disability will be shared only with those who have a business need to know. If it will not impose an undue hardship, an accommodation will be made or an alternative accommodation will be proposed.

The Company does not deny employment to or discriminate against individuals with disabilities, and it will not retaliate against individuals for requesting an accommodation. The Company prohibits discrimination against job applicants in employment screening and hiring processes. The Company provides job applicants with reasonable accommodations in the screening and hiring processes, including reasonable accommodations regarding the administration and use of any pre-employment test. When alerted to the need for accommodation, the Company will engage job applicants in the interactive process to provide reasonable accommodation.


REAFFIRMATION OF AFFIRMATIVE ACTION POLICY STATEMENT

PROTECTED VETERANS AND INDIVIDUALS WITH DISABILITIES
The Adecco Group reaffirms its belief and commitment in equal employment opportunity for all employees and applicants in all terms and conditions of employment.

The Adecco Group has developed and maintained a written Affirmative Action Program (AAP) for protected veterans and individuals with disabilities. The Adecco Group’s Chief Human Resources Officer supports the affirmative action program and urges each employee to commit to carrying out the intent of this policy. The Adecco Group maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates. The EEO Administrator oversees the affirmative action plan development, modification, implementation, effectiveness, reporting requirements and conducts management updates. The Adecco Group invites any applicant and/or employee to review the Company’s written Affirmative Action Plan. This plan is available for inspection upon request during normal business hours at the Human Resources office.

As part of the Adecco Group’s commitment to this overall process, it will ensure all aspects of employment, including recruitment, selection, job assignment, training, compensation, benefits, discipline, promotion, transfer, layoff, and termination processes remain free of illegal discrimination based upon race, color, religion, sex, national origin, age, genetic information, disability, protected veteran status, or a person’s relationship or association with a protected veteran, including spouses and other family members. The Adecco Group ensures all employment decisions are based only on valid job requirements. Regular review helps to ensure compliance with this policy.

The Adecco Group will ensure that employees and applicants shall not be subjected to harassment due to their status described above, or any harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities; (1) filing a complaint with the Company or with federal, state, or local agencies regarding status covered under this AAP, (2) assisting or participating in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local equal employment opportunity or affirmative action statute pertaining to the status covered under this AAP; (3) opposing any act or practice made unlawful by section 503 and/or VEVRAA, and (4) exercising any other right protected by section 503 and/or VEVRAA or its implementing regulations in this part.

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