Equal Employment Opportunity

It is the policy of the Company to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race, color, creed, age, perceived age, national origin, alienage, ancestry, citizenship status, gender (including sexual harassment), gender identity and expression, sexual orientation, transgender status, gender dysphoria, physical or mental disability, medical condition, marital or familial status, partnership status, pregnancy and caregiver status, sexual or reproductive health decisions, immigration status, religion, political affiliation or belief, genetics, military or veteran status, sex, genetic predisposition and/or carrier status, prior arrest or conviction record, domestic violence victim status and unemployment status and any other basis protected under local, state or federal law.

Under New York City law, all covered employers must provide reasonable accommodations to the needs of pregnant workers. In addition, employees who are victims of domestic violence and/or cyberbullying are entitled to be reasonably accommodated with regard to job modifications, specifically time off to handle matters related to the abuse. All employees are covered for retaliation for making complaints about the aforementioned types of discrimination, so long as the employee has a good faith reasonable belief that such discrimination has occurred. The New York City law covers all employers with four or more employees. The Company also makes reasonable accommodations for disabled employees, including handicapped and disabled veteran employees, pregnant workers, for employees who are victims of domestic violence and/or cyberbullying, as well as for employees' observance of religious holidays and practices.

This policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation and benefits. You should report any incident of discrimination or harassment, including work-related harassment by Company personnel or any other person, to your supervisor or the Operations Manager, who will investigate the matter.

It is the responsibility of every manager and employee to conscientiously follow this policy.

If you have any questions regarding this policy, you should discuss them with the your supervisor or company Leadership.