National Security Solutions – an IDEMIA company

Search

Equal Employment Opportunity Employer

IDEMIA National Security Solutions (NSS) is an Equal Opportunity Employer. It is the policy of the Company to provide equal employment opportunities to all qualified employees and applicants for employment without regard to race, color, religion, national origin, ancestry, sex, gender identity, age, disability, participation in discrimination complaint-related activities, sexual orientation, genetics, or active military or veteran status, or any other protected characteristic, by either employees or non-employees. This non-discrimination policy applies to all employment procedures, including, but not limited to, recruiting, hiring, placement, promotion, transfer, training, compensation, termination, reduction in force, and all company-sponsored activities.

Policy

It is the policy of the Company to:

  • Endeavor to comply with all relevant and applicable provisions of the Americans with Disabilities Act (“ADA”) and applicable state laws. The Company shall not discriminate against any qualified employee or job applicant with respect to any terms, privileges or conditions of employment because of a person’s physical or mental disability that does not, with reasonable accommodation, prevent performance of the essential functions of the job.
  • Make reasonable accommodations wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made do not cause undue hardship.
  • Thoroughly investigate instances of alleged discrimination and take corrective action, if warranted.
  • Correct any practices by individuals that are at variance with the intent of this.

Affirmative Action

The Company has adopted an Affirmative Action Plan (“AAP”) and is committed to making a good faith effort toward achieving the objectives of the plan. It is the policy of IDEMIA to base employment decisions on the principles of Equal Employment Opportunity (“EEO”) and to take Affirmative Action in the employment of women, minorities, individuals with disabilities and veterans. The Vice President of Human Resources has been assigned overall responsibilities for the implementation of Affirmative Action as required by law.

Protection for Employees

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

  • Filing a complaint.
  • Assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of Executive Order 11246, Executive Order 13672, Section 503 of the Rehabilitation Act of 1973, as amended (section 503), the Vietnam Era Veterans Readjustment Assistance Act of 1974 or any other federal, state or local law requiring equal opportunity for disabled persons.
  • Opposing any act or practice made unlawful by Executive Order 11246, Section 503 or its implementing regulations, the Vietnam Era Veterans Readjustment Assistance Act of 1974 or any other federal, state or local law requiring equal opportunity for disabled persons.
  • Exercising any other right protected by Executive Order 11246, Section 503 or its implementing regulations or the Vietnam Era Veterans Readjustment Assistance Act of 1974.

If you believe you have been subjected to any form of unlawful discrimination or become aware of such discrimination, you should immediately speak with or provide written complaint to your manager or to the Human Resources Department. The Company will immediately undertake an investigation and attempt to resolve the situation.

Remedial Action

If the Company determines that unlawful discrimination or violation of its policies has occurred, effective remedial action will be taken commensurate with the severity of the offense up to and including termination of employment of the offending individuals. Appropriate action also will be taken to deter any future discrimination. The Company will not retaliate against you for filing a complaint and will not knowingly permit retaliation by management, employees or your co-workers.

Affirmative Action Plan

It is the policy of all IDEMIA National Security Solutions (NSS) the “Company”, to have established written Affirmative Action Plans (“AAP”) prepared in conformity with Executive Order 11246, Executive Order 13672, the Rehabilitation Act of 1973, and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974, and their implementing regulations of the Office of Federal Contract Compliance Programs (“OFCCP”) at 41 CFR 60-2. These AAPs are designed to provide guidance to management with respect to the Company’s commitment to full implementation of its EEO/Affirmative Action Policy. The Company’s policy includes, without limitation, the following commitments:

  1. To continue to provide equal employment opportunity (“EEO”) to all qualified applicants, and to continue to recruit, hire, train, promote, and compensate persons in all jobs without regard to age, sex, race, color, religion, national origin, disability, sexual orientation, gender identity, marital status, or status as a Covered Veteran, or any other individual status protected by applicable federal, state or local law.
  1. To identify and analyze all areas of its employment process so as to further the principles of EEO. Employment decisions in all areas will be made on the basis of furthering the objective of equal employment. Specific examples include: a) Recruitment and Selection – The recruitment and hiring of all personnel is accomplished without discrimination against any individual with regard to age, sex, race, color, religion, national origin, disability, sexual orientation, gender identity, marital status, or status as a Covered Veteran, or any other individual status protected by applicable federal, state, or local law. The Company will continue to contact known sources of potential minority and female applicants so as to maximize the participation of such applicants.
    • Promotion – Individuals will continue to be upgraded and promoted on the basis of their abilities, skills, and experience. The Company will undertake good faith efforts to ensure that minority and female employees, disabled individuals, and Covered Veterans, who are qualified, as well as those who become qualified through training, are considered for promotion. In making promotional decisions, the managers directly involved and other appropriate personnel will use good faith efforts to ensure that promotions are based on valid occupational qualifications.
    • Transfers – When vacancies occur, appropriate management personnel will make every good faith effort to effect transfers of qualified minority and female employees, disabled individuals, and Covered Veterans, into areas where such employees may have been or may now be underutilized.
    • Terminations – Should reductions in the Company’s workforce become necessary, these actions will be based on nondiscriminatory factors. The Company will review the personnel files of those persons affected to ensure that such factors have been utilized and will make every good faith effort to ensure that minorities and females, and Covered Veterans are treated in a nondiscriminatory manner with respect to termination.
  1. To make promotional decisions in accordance with the policies and principles embodied in the Affirmative Action Plan.
  1. To administer personnel actions in areas such as compensation, benefits, transfers, layoffs and recalls, Company-sponsored education, training, tuition assistance, and social and recreational programs to ensure that no employees are discriminated against based on legally protected characteristics.
  1. To administer the Company’s employee benefit plans, including but not limited to retirement, disability, and insurance benefits in a nondiscriminatory manner consistent with the OFCCP’s regulations and other federal, state, and local laws.
  1. The Company’s AAP in their entirety will be reviewed and updated annually.
  1. To promptly investigate reports of unlawful discrimination and take appropriate remedial action. If you believe you have been unlawfully discriminated against in any way, we encourage you to notify promptly your supervisor or the Human Resources Department. If at any time you are uncomfortable or feel it would be unreasonable to use this procedure to report discrimination or harassment, please discuss your concerns with any member of the Legal Department.