2.4 Equal Employment
that employees with life-threatening illnesses, including but not limited to cancer, heart disease, and AIDS, may wish to continue engaging in as many of their normal pursuits as their condition allows, including work. If these employees are able to meet acceptable performance standards, with or without reasonable accommodation, and medical evidence indicates that their work does not present a substantial threat to themselves or others, they will be permitted to do so. 2.5 Criminal Background Checks & Drug Screens As a condition of employment, all candidates will be required to submit to a criminal background check as well as a drug screen before employment. Although a disqualification is possible, in accordance with federal and state laws, a previous conviction does not automatically disqualify you from consideration for employment with Midwest Fastener Corp. Depending on a variety of factors (i.e., the nature of the position, the nature of the conviction, age of the candidate when the illegal activity occurred), the candidate may still be eligible for employment with Midwest Fastener Corp. However, if a candidate attempts to withhold information or falsify information pertaining to previous convictions, the candidate will be disqualified from further employment consideration in any position with Midwest Fastener Corp. due to falsification of an application. A positive result on a drug screen after going through the Medical Review process will result in the disqualification of the candidate from the position offered. A contingent offer of employment may be extended to a candidate prior to the completion of the criminal background check and drug screen. However, the satisfactory completion of the criminal background check, drug screen,
Opportunity & Americans with Disabilities Act It is the policy of the Company to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, sexual orientation, gender identity, age, ancestry, physical or mental disability, medical condition including medical characteristics, marital status or any other classification protected by applicable local, state or federal laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline, and termination. Reasonable accommodation is available for qualified individuals with disabilities upon request. The Company expects all employees to support our equal employment opportunity policy and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment. In compliance with the Americans with Disabilities Act (ADA), the Company provides accommodation to the disabled to the full extent required by law. The Company may require medical certification of both the disability and the need for accommodation. The Company can only seek to accommodate the known physical or mental limitations of an otherwise qualified disabled individual. Therefore, it is your responsibility to come forward if you need accommodation. The Company will engage in an interactive process with the employee to identify possible accommodation, if any, that will help the applicant or employee perform the job. Midwest Fastener Corp. further recognizes
and reference check must be complete upon the candidate’s first day of work.
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800-444-7313 •
800-388-9798 •
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