Yanfeng Hourly Nonexempt Handbook

EQUAL EMPLOYMENT OPPORTUNITY

YANFENG is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or employee because of any legally recognized basis, including, but not limited to: race, color, religion, sex, pregnancy, age, national origin or ancestry, genetic information, disability, veteran status, uniformed servicemember status, or any other consideration protected by federal, state, or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employer, including supervisors and co-workers. The policy applies to all employment practices and actions. It includes, but is not limited to, recruitment, job application process, examination and testing, hiring, training, disciplinary actions, rate of pay or other compensation, advancement, classification, transfer, reassignment and promotions. If you have a concern, please report it by using the Open-Door Policy or through the Ethics Help Line.

GENETIC INFORMATION

The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. YANFENG does not collect employees’ genetic information or family medical history, except in the limited circumstances allowed by law such as for compliance with the Family and Medical Leave Act or Americans with Disabilities Act. Please report suspected violations of this policy to Human Resources or through the Ethics Help Line.

AMERICANS WITH DISABILITIES

In compliance with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, the Company will consider all individuals for any position for which they are qualified and able to perform with or without reasonable accommodation. The Company will make reasonable accommodations for the known physical and mental limitations of an otherwise qualified individual with a disability unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result. Any employee who requires an accommodation to perform the essential functions of the job should contact Human Resources and request an accommodation in writing. The individual with the disability should specify what accommodation is requested to perform the job. Human Resources will communicate with the employee and engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodation(s) may be appropriate. If an identified accommodation is reasonable and will not impose an undue hardship on the Company and/or a direct threat to the health and/or safety of the individual or others, YANFENG will generally

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