Last Revised December 2020
I. Objective and Policy Statement
Andersen Corporation and each of its subsidiaries (“Andersen”) is an equal opportunity employer. This policy is intended to further our commitment to equal employment opportunity in accordance with our corporate values, our commitment to diversity, equity and inclusion and applicable law. Andersen prohibits discrimination and harassment and provides equal employment opportunity to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, marital status, national origin, citizenship, genetic information, protected veteran status, or any other characteristic protected by law.
This policy applies to all aspects of the relationship between Andersen and its employees, and applicants seeking employment with Andersen, including:
- Working conditions
- Wages and salary administration, and
- Employee benefits and application of policies.
Andersen administers this EEO policy fairly and consistently by:
- Posting all required notices regarding employee rights under EEO laws in areas highly visible to employees.
- Advertising for job openings with the statement "We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, marital status, national origin, citizenship, genetic information, protected veteran status, or any other characteristic protected by law.”
- Where required, posting job openings with the appropriate state agencies.
- Forbidding retaliation against any person who in good faith reports a suspected violation of this policy or participates in the investigation of such a report.
III. Consequences of Violation
Violations of this policy, regardless of whether the law has been violated, will not be tolerated. Andersen will promptly, thoroughly and fairly investigate every issue in this area that is brought in good faith to its attention and will take responsive action, when appropriate. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as Andersen believes appropriate under the circumstances.