EEO Policy

Equal Opportunity Policy Statement

VIEW THE EEOC GOVERNMENT POSTER

EEO POLICY STATEMENT

41 C.F.R. §§ 60-300.44(a); 60-300.44(a); 60-741.44(a)

It is the policy of SeaComm Federal Credit Union to take voluntary, positive action in providing affirmative action and equal employment opportunity to individuals with disabilities and protected veterans. All personnel actions, including compensation, benefits, recruitment, hiring, training, and promoting persons in all job titles, will be administered without regard to disability or protected veteran status, and all employment decisions are based solely on valid job requirements.

A copy of our Equal Employment Opportunity statement which reaffirms our commitment to qualified individuals with disabilities and protected veterans is posted. Should an employee or applicant request the policy be made available in an alternative format that is accessible and understandable to them, it shall be provided.

The Affirmative Action Plan for Protected Veterans and Individuals with Disabilities, minus any data metrics, is available for review upon request by any applicant or employee. Notice of this availability for review is posted for applicants and employees.

SeaComm Federal Credit Union will recruit, hire, train and promote qualified individuals in all job titles, and ensure that all other personnel actions are administered without regard to race, color, religion, sex, sexual orientation, gender identity, protected veteran status, or disability in accordance with Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans Readjustment Assistance Act of 1974, which require affirmative action to ensure equal opportunity in all aspects of employment. SeaComm Federal Credit Union does not discriminate on the basis of national origin or citizenship status as provided under the Immigration Reform and Control Act of 1986.

To further implement these policies, SeaComm Federal Credit Union will continue to:

A. Base decisions on employment so as to further the principle of equal employment opportunity; B. Ensure that promotion decisions are in accordance with the principles of equal employment opportunity by imposing only valid requirements for promotional opportunities; C. Ensure that all personnel actions (including but not limited to compensation, benefits, transfers, layoffs, return from layoffs, company-sponsored training, education, tuition assistance, social and recreational programs) are administered without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or any other Federal or State legally-protected classes.

Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities:

A. Filing a complaint; B. Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of affirmative action and equal opportunity regulations; C. Opposing any act or practice made unlawful by affirmative action and equal opportunity regulations, including Federal, State, and local law; D.Exercising any other right protected by affirmative action and equal opportunity regulations.

Wendy Vatter, Vice President of Human Resources, has been designated EEO Coordinator and is responsible for compliance with State and Federal equal employment opportunity laws, and for implementing the affirmative action program, including equal employment practices, monitoring, and internal reporting. Employees believing they have not been treated in accordance with this policy are encouraged to contact Wendy Vatter at 315-764-0566 ext. 278, during regular business hours. The affirmative action plan is available for review at Wendy Vatter's office during the business hours of 8:00 a.m. to 5:00 p.m. by appointment. Employees and applicants wishing to self-identify as a protected veteran or individual with disability, including voluntarily updating their disability status, or to request a reasonable accommodation necessary for the performance of the essential functions of a job, may do so by contacting Wendy Vatter.

This policy statement has the support of the President & CEO, Scott A. Wilson. Equal employment opportunity and affirmative action are not only the law, but are principles of SeaComm Federal Credit Union and require maximum cooperation from every employee throughout our organization.