Equal Opportunity
Industrial Loss Consultants, Inc. provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, citizenship, immigration status, sex, pregnancy, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, service in the military, or any other reason protected by law. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.
Industrial Loss Consultants, Inc. expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is not tolerated.
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the Director of Human Resources. The Company will not allow any form of retaliation or discrimination against any employee who submits a complaint, reports an incident witnessed, or participates in any way with the investigation of a discrimination or harassment claim. Thus, a supervisor is prohibited from making any personnel decision or taking any other adverse action against any employee because the employee complained or cooperated in good faith with an investigation of alleged conduct prohibited by this policy. Any acts of retaliation will be considered a violation of this policy and corrective action will be taken immediately.
Complaints of discrimination should be filed according to the procedures described in the Harassment and Complaint Procedure section of this handbook.
Industrial Loss Consultants, Inc. expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is not tolerated.
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the Director of Human Resources. The Company will not allow any form of retaliation or discrimination against any employee who submits a complaint, reports an incident witnessed, or participates in any way with the investigation of a discrimination or harassment claim. Thus, a supervisor is prohibited from making any personnel decision or taking any other adverse action against any employee because the employee complained or cooperated in good faith with an investigation of alleged conduct prohibited by this policy. Any acts of retaliation will be considered a violation of this policy and corrective action will be taken immediately.
Complaints of discrimination should be filed according to the procedures described in the Harassment and Complaint Procedure section of this handbook.
Reasonable Accommodation
All employees are encouraged to advise Industrial Loss Consultants, Inc. as to how we can accommodate their disabilities so that they will have equal employment opportunities in the workplace. Employees should also advise Industrial Loss Consultants, Inc. of any facilities that they believe need to be made accessible and usable by individuals with disabilities. An employee may present this information or discuss any issue related to this matter with their supervisor or Human Resources. Industrial Loss Consultants, Inc. will inform the employee of its decisions on accommodation requests.
As required by applicable law for reasons related to pregnancy, childbirth and/or related medical or common conditions, Industrial Loss Consultants, Inc. (i) will make reasonable accommodations for employees and applicants; (ii) will not impose a reasonable accommodation on an employee or applicant who did not request one and who chooses not to accept Industrial Loss Consultants, Inc.’s proposed reasonable accommodation; and (iii) will reinstate an employee who no longer needs a reasonable accommodation, unless undue hardship would result.
As required by applicable law for reasons related to pregnancy, childbirth and/or related medical or common conditions, Industrial Loss Consultants, Inc. (i) will make reasonable accommodations for employees and applicants; (ii) will not impose a reasonable accommodation on an employee or applicant who did not request one and who chooses not to accept Industrial Loss Consultants, Inc.’s proposed reasonable accommodation; and (iii) will reinstate an employee who no longer needs a reasonable accommodation, unless undue hardship would result.
Commitment to Diversity
Industrial Loss Consultants, Inc. is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives. This commitment is embodied in Company policy and the way we do business at Industrial Loss Consultants, Inc. and is an important principle of sound business management.