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It is the IND’s belief that fostering a diverse workforce is essential to being a responsible employer. A commitment to diversity allows the Company to take advantage of the skills of all of its employees. It is the responsibility of all employees to foster an environment in which differences are valued and where people, who look, talk and think differently can come and work productively together. It is incumbent upon all employees to nurture this part of our company culture by hiring and promoting diverse candidates, ensuring that our employees are mentored properly and maintaining an environment in which all employees feel welcome and valued.
Human Resources is responsible for the Company’s day-to-day monitoring of diversity related decisions and activities. All employees who are responsible for employment-based decisions and for the development and implementation of programs or activities are responsible to support this program. They shall provide leadership in implementing affirmative action goals and initiatives.
Dedication to, and encouragement of, diversity and affirmative action is an inherent term and condition of employment with the Company. Managers must strive to achieve a diverse workforce if they are to be considered effective in meeting the expectations of their position. It is understood that turning the Company’s commitment to diversity into action, and action into results, requires extra effort. Thus, all of the Company’s employees must give diversity efforts their full support..
Equal Employment Opportunity/Non-Discrimination
IND is an equal opportunity employer and complies with all applicable federal, state and local fair employment practices and laws. The Company strictly prohibits and does not tolerate discrimination against employees, applicants or any other covered persons. The Company is committed to providing equal employment opportunities to all employees and job applicants without unlawful regard to race, color, age, gender, gender identification or expression, sexual orientation, familial status, religion or creed, national origin, ancestry, medical condition, marital status, protected veteran status, disability (mental or physical), or any other state– or federally– protected status. All employment decisions are made based on availability, qualifications, ability, merit, and/or other legitimate factors deemed relevant by the Company.
The Company complies with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local law. Consistent with those requirements, the Company will reasonably accommodate qualified individuals with a disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship. An individual with a disability is considered otherwise qualified if he or she meets the requisite skill, training, education, and other normal job-related selection criteria to perform the essential functions of the job, with or without reasonable accommodation. If an employee believes he or she needs an accommodation, the employee may refer any such request to the Human Resources department. The Company will also, as appropriate, provide reasonable accommodations for an employee’s sincerely held religious beliefs or practices.
This policy applies to all aspects of the employment relationship, including but not limited to recruiting, hiring, compensation, benefits, working conditions, promotions, and terminations of employment.
Immigration Law Compliance
IND is committed to employing United States citizens and non-citizens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the requirements of the Immigration Reform and Control Act, employees will be asked to complete the Employment Eligibility Verification Form (I-9) and any other applicable documentation requirements. All offers of employment, as well as continued employment, are conditioned upon the satisfaction of this requirement.
Authorization documents will be copied and placed with the employee’s Form I-9 in a special file separate from the employee’s personnel file.