In compliance with the E.O 50 Section 3(i) (Rules Sec. 1-14 ( c )), It is the policy of TSCTI, to provide equal opportunity in employment to all employees and applicants for employment without unlawful discrimination as to race, creed, color, national origin, sex, age, disability, marital status, sexual orientation, or citizenship status in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination, and all other terms and conditions of employment.
The policy further permits appropriate employment preferences for veterans and specifically prohibits discrimination against veterans. The lowering of bona fide job requirements, performance standards, or qualifications to give preference to any employee or applicant for employment is not permitted or required. 41 CFR 60-300
No person shall, on the basis of race, creed, color, national origin, sex, age, disability, marital status, sexual orientation, or citizenship status, be excluded from participation in, be denied the benefits of, or otherwise subjected to discrimination in any TSCTI program or activity. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or HR Department. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment
22nd Century Technologies will afford reasonable accommodation to qualified applicants and employees with a known disability, unless providing such accommodation creates an undue hardship on the company's operations. Any employee who is a disabled person may voluntarily inform their supervisor of any physical or mental disability and may suggest methods of reasonable accommodation. This information is confidential and will be used only to evaluate reasonable accommodation alternatives to permit you to perform the essential functions of the job in a safe and efficient manner.
Any employee who believes that he/she is having difficulty in continuing to meet the performance requirements of the job due to a physical or mental disability is encouraged to advise his/her supervisor regarding the nature of the disability, the work limitations covered by the disability and any suggested reasonable accommodation.
Equal Employment Opportunity Posters
- EEO is the Law English Version – Revised November 2009
- EEO is the Law Supplement English Version – Revised September 2015