UPS is committed to a policy of treating individuals fairly and recruiting, selecting, training, promoting and compensating based on merit, experience and other work–related criteria. We comply with all laws governing fair employment and labor practices. We do not discriminate against any applicant for employment or any employee in any aspect of their employment at UPS because of age, race, religion, sex, disability, sexual orientation, gender identity, military status, pregnancy, national origin or veteran status. Our CEO, David Abney, fully supports our affirmative action program and is committed to implementation of the company's equal opportunity and affirmative action policies.
Freedom from wrongful discrimination includes freedom from any form of discriminatory harassment. Prohibited harassment includes conduct that is intended to interfere or that has the effect of unreasonably interfering with a fellow employee's work performance or creating an environment that is intimidating, hostile or offensive to the individual.
Additional information can be found in the UPS Professional Conduct and Anti–Harassment Policy available from Human Resources.UPS policy prohibits discrimination against any qualified employee or job applicant with a disability in regard to job application procedures, hiring, advancement, discipline, discharge, compensation and other terms and conditions of employment. In addition, as a federal government contractor, UPS does not discriminate against any covered veteran or disabled veteran and, in fact, takes affirmative action to employ, advance in employment and otherwise treat qualified individuals with disabilities and covered veterans without regard to their disabled or veteran status in all employment practices, terms, conditions and privileges of employment. In this regard, if you are an individual with a disability, as defined by Section 503 ("Section 503") of the Rehabilitation Act of 1973, or if you are a special disabled veteran covered by the Vietnam Era Veterans Readjustment Assistance Act ("VEVRAA"), we would like to include you in our Affirmative Action Program. It would assist us if you tell us about: a) any special skills, qualifications or procedures which qualify you for positions that you might not otherwise be able to do because of your disability, so that you will be considered for any position of the kind and b) the accommodations we could make to enable you to perform the job properly and safely. Submission of the information is voluntary and refusal to provide it will not subject you to discharge or disciplinary treatment. Information obtained concerning individuals will be kept confidential, except that: a) supervisors and managers may be informed to the extent necessary, b) first–aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and c) government officials investigating compliance with the act will be informed.
In furtherance of the Company's affirmative action efforts and its obligation to comply with the Americans with Disabilities Act (ADA) and other similar federal, state and local laws that protect the disabled, UPS has implemented an ADA Compliance Procedure through which a disabled individual may seek a job accommodation. If you believe that you have a medical condition which may require a job accommodation of any kind, please notify any member of management so that your situation may be assessed in accordance with the UPS ADA Compliance Procedure.
UPS policy prohibits subjecting employees or applicants to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in (1) filing a complaint, (2) assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of UPS affirmative action programs or equal opportunity practices, (3) opposing any practice made unlawful by Section 503 or VEVRAA or any other law or regulation protecting disabled individuals or covered veterans, or (4) exercising any other right protected by Section 503 or VEVRAA or their implementing regulations.
The Corporate Workforce Planning Manager has overall responsibility for the Affirmative Action Program and The District Human Resources Manager has direct responsibility for implementing and monitoring individual plans and local aspects of the Program. It must be understood however, that our Affirmative Action Program and the treatment of our people in a fair and impartial manner are integral parts of the responsibilities assigned to each of us. Our written Affirmative Action Programs are available for review by applicants and employees by appointment with the District Human Resources Manager, who generally can be reached between 9:00 a.m. and 4:00 p.m.