Page 14 - Police Federal Credit Union

EQUAL OPPORTUNITY

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

Police FCU provides equal employment opportunities to all employees and applicants for employment
without regard to race, color, religion, gender, gender identity or expression, sexual orientation,
national origin, age, disability, marital status, or status as a covered veteran in accordance with
applicable federal, state and local laws. We will neither collect nor use genetic information in any
decision affecting employment. Police FCU complies with applicable state and local laws governing
non-discrimination in employment in every location in which we have facilities. This important policy

applies to all terms and conditions of employment, including but not limited to, hiring, placement,
promotion, employment termination, layoff, recall, transfer, leaves of absence, compensation, and
training.

Police FCU expressly prohibits any form of unlawful employee harassment based on race, color,
religion, gender, gender identity or expression, sexual orientation, national origin, age, genetic
information, disability, or veteran status. Improper interference with the ability of Police FCU’s
employees to perform their expected job duties absolutely will not be tolerated.

AMERICANS WITH DISABILITIES ACT

The Americans with Disabilities Act as Amended Act, 2008 (ADAAA), is a federal anti-discrimination
law which prohibits private employers, state and local governments, employment agencies and labor
unions from discriminating against qualified individuals with disabilities in job application procedures,
hiring, firing, advancement, compensation, job training and other terms, conditions, and privileges of
employment. This law (covering employers with 15 or more employees) is designed to remove barriers
which prevent qualified individuals with disabilities from enjoying the same employment

opportunities that are available to persons without disabilities. When an individual's disability creates
a barrier to employment opportunities, the ADA requires employers to consider whether a reasonable
accommodation could remove the barrier. The Supreme Court recently upheld the EEOC's ADA
regulation for the direct threat defense (situation where employee is a direct threat to himself
/herself).

An individual has a disability under ADAAA when he/she:

a. has a physical or mental impairment that substantially limits one or more major life activities;
b. has a record of such an impairment; or

c. is regarded as having such an impairment.

POLICE FEDERAL CREDIT UNION EMPLOYEE MANUAL - APRIL 2017 14 | PAGE