Equal Employment Opportunity Policy
BankFirst values diversity and is fully committed to providing Equal Employment Opportunities for all employees and applicants throughout the employment process without regard to age, race, color, creed, religion, gender, disability, national origin, sexual orientation, gender identity, marital status, pregnancy, veteran status or uniformed service member status, citizenship status, and genetic information (including testing and characteristics), or any other characteristics protected by applicable federal, state or local laws or ordinances.
This policy extends to all conditions of employment and covers all aspects of recruitment, hiring, promotions, training, compensation, discipline, demotion and termination of employment. BankFirst will not discharge or in any other manner discriminate against employees or applicant because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is 1) in response to a formal complaint or charge, 2) in regards to an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or 3)consistent with the Contractor’s legal duty to furnish information. 41CFR 60-1.35(c).
BankFirst will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, access to benefits and training and general treatment during employment. See ADA policy. BankFirst also will provide reasonable accommodation for employee’s religious beliefs, observances, and practices when a need for such accommodation is identified and reasonable accommodation is possible. A reasonable accommodation is one that eliminates the conflict between an employee’s religious beliefs, observances, or practices and the employee’s job requirement, without causing an undue hardship to the bank. Employees must bring any such requests to Human Resources. This is also a reminder that employees may update their disability status at any time by contacting Human Resources.
BankFirst does not authorize and will not tolerate any form of harassment, intimidation, threats, coercion, violence or threats of violence based on race, color, creed, gender, national origin, age, disability, religion, sexual orientation, gender identity, marital status, pregnancy, veteran status or uniformed service member status, citizenship status, and genetic information (including testing and characteristics) or any other characteristics protected by applicable federal, state, or local laws or ordinances. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have: (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity or (4) exercised any other right protected by federal, state or local law requiring equal opportunity. This policy applies to management and non-management employees alike, and to non-employees (including applicants) who discriminate against our employees. If you observe or believe you have experienced discriminatory treatment by a co-worker, supervisor, agent, customer, vendor or customer, you must report this immediately to Human Resources.