SBIC Code of Business Ethics and Conduct
| Fair Employment Practices | ||
| Keys to Compliance | Realizing that our continued success depends on the development and contribution of our employees, we are committed to equal employment opportunity and a work environment that recognizes and respects employee contribution and diversity. It is our continuing policy to afford equal employment opportunity to qualified individuals regardless of their race, color, religion, sex, national origin, age, physical handicap or disability, or veteran status and to comply with the applicable laws and regulations. | |
| Don't engage in discriminatory conduct | Employees expect to be treated fairly on the basis of job performance and other business-related criteria. This encompasses all aspects of the employment relationship, including application and hiring, promotion and transfer, selection for training, compensation, disciplinary action, termination, and retirement. |
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| Don't engage in harassment of others | Our policy and the law prohibit verbal or other harassment of any employee on the basis of race, color, sex, religion, age, national origin, handicap or disability, or veteran status. Such conduct destroys the cohesiveness and teamwork so vital to the Company's success, and is counter to the respectful work environment that the Company requires in all of its operations. |
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| Treat everone with respect | The Company's prohibitions against discrimination and harassment also apply to its selection of, and relationships with, customers, contract personnel, and vendors, as well as treatment of visitors and others with whom employees come in contact in the work environment. |
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| Know the policies, practices, and applicable laws | Management employees have an additional responsibility to communicate, carry out, and enforce the fair employment policies and practices of the Company. Your immediate supervisor or Human Resources can provide or obtain answers to any questions regarding those policies and practices, or their application to specific circumstances. For further guidance see the PSBA Employee Handbook. |
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