Accessibility, Equal Employment Opportunity & Pay Transparency

ACCESSIBILITY STATEMENT

Diagnostica Stago, Inc. endeavors to make the Diagnostica Stago Inc. website accessible to any and all users.  If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact the Human Resources Generalist at 800-222-2624 or  jobs.humanresources@nullus.stago.com.  This contact information is for accommodation requests only and cannot be used to inquire about the status of applications.  

Diagnostica Stago, Inc. is an equal opportunity employer.  Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, marital status, sexual orientation,domestic partnership, civil union, genetic information, atypical hereditary cellular or blood trait, gender identity and expression, pregnancy (or pregnancy-related conditions), mental or physical disability, use of a trained dog guide or service animal by a disabled person, creed, ethnicity, ancestry, alienage or citizenship,  veteran status, or any other characteristic protected by applicable federal, state, or local laws, rules, or regulations.  For our EEO Policy Statement, please see below.  If you’d like more information on your EEO rights under the law, please click here  http://www1.eeoc.gov/employers/poster.cfm.

AFFIRMATIVE ACTION AND EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT

Diagnostica Stago, Inc. has been and will continue to be an equal opportunity employer. To assure full implementation of this equal employment policy, we will take steps to assure that: 
 
1. Persons are recruited, hired, assigned and promoted without regard to race, color, religion, sex, national origin, age, marital status, sexual orientation,domestic partnership, civil union, genetic information, atypical hereditary cellular or blood trait, gender identity and expression, pregnancy (or pregnancy-related conditions), mental or physical disability, use of a trained dog guide or service animal by a disabled person, creed, ethnicity, ancestry, alienage or citizenship,  veteran status, or any other characteristic protected by applicable federal, state, or local laws, rules, or regulations.
 
2. All other personnel actions, such as compensa¬tion, benefits, transfers, layoffs and recall from lay offs, access to training, education, tuition assis¬tance and social recreation pro¬grams are administered without regard to race, color, religion, sex, national origin, age, marital status, sexual orientation,domestic partnership, civil union, genetic information, atypical hereditary cellular or blood trait, gender identity and expression, pregnancy (or pregnancy-related conditions), mental or physical disability, use of a trained dog guide or service animal by a disabled person, creed, ethnicity, ancestry, alienage or citizenship, veteran status, or any other characteristic protected by applicable federal, state, or local laws, rules, or regulations.
 
3. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination 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 right protected by federal, state or local law requiring equal opportunity.  

I have appointed, Alison Mitchell, Director of Human Resources and Administration, to take on the responsibili¬ties of EEO Coordinator.  The EEO Coordinator will be respon¬sible for the day to day imple¬ment¬a¬tion and monitoring of the Company’s Affirmative Action Plan.  As part of that responsibil¬ity, the EEO Coordinator will periodi¬cally analyze the Company's personnel actions and their effects to ensure compliance with our equal employ¬ment policy and administer the audit and reporting system.  

If you, as one of our employees or as an applicant for employment, have any questions about this policy or would like to view portions of the Affirmative Action Plan, please contact Alison Mitchell during regular business hours.  This is also a reminder that employees may update their disability status at any time by contacting Alison Mitchell.

I have reviewed and fully endorse our Affirmative Action and Equal Employment Opportunity program.  In closing, I ask the continued assistance and support of all of the Company's personnel to attain our objec¬tive of equal employment opportunity for all.  

PAY TRANSPARENCY POLICY STATEMENT

Diagnostica Stago, Inc. will not discharge, discipline, or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Diagnostica Stago Inc.’s legal duty to furnish information. 41 CFR 60-1.35(c)
 
Sincerely,

Philippe BARROUX
CHIEF EXECUTIVE OFFICER

 

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