Summary
It is the goal of Bora Pharmaceuticals and its affiliates (collectively “Bora”) to support individuals at all levels of the organization and assist them in reaching their full potential to meet job standards. Bora is committed to providing equal opportunity to all applicants and employees in accordance with all applicable laws and regulations.
Scope
The successful attainment of equal employment opportunity requires the maximum cooperation of all employees. All managers and supervisors are responsible for implementing and enforcing this Policy. In addition, all other employees are expected to perform their job responsibilities in a manner that supports equal employment opportunity for all.
Policy Details
It is the policy of Bora to provide equal employment opportunities without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, status as a protected veteran, and any other status protected by applicable law. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, upgrading, demotion or transfer, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all Bora-sponsored employee activities. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity, or age limitations will be adhered to by Bora where appropriate.
As part of Bora’s equal employment opportunity policy, and as a government contractor, Bora will also engage in contractor compliance program requirements as called for by applicable laws and Executive Orders to ensure that protected veterans and qualified individuals with disabilities are introduced into our workforce and considered as promotional opportunities arise. Stefan Schnydrig, Chief Human Resource Officer fully supports Bora’s equal opportunity policies.
Employees and applicants shall not be subjected to harassment or intimidation 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 legal right protected by federal, state, or local law requiring equal opportunity.
The above-mentioned policies shall be periodically brought to the attention of supervisors. It is the responsibility of each supervisor of Bora to ensure affirmative implementation of these policies to avoid any discrimination in employment. All employees are expected to recognize these policies and cooperate with their implementation. Violation of these policies is a disciplinary offense.
Bora’s assigned HR leader will continue to manage and monitor the implementation of personnel procedures to guide our affirmative action program throughout Bora. Our EEO policy will be reviewed and updated annually including Bora’s affirmative action plan as well as audit and reporting systems. A notice explaining Bora’s policy will remain posted.
The contractor compliance programs applicable to protected veterans and individuals with disabilities pursuant to the Vietnam Era Veterans Readjustment Assistance Act and Section 503 of the Rehabilitation Act (respectively) are available for inspection by any employee or applicant for employment Monday through Friday during normal business hours at each establishment.
