Equal Employment Opportunity Policy

The Company strives to attract, retain and develop the best talent in order to create and maintain high-performing teams that work together to achieve great results. We respect the diverse perspectives and backgrounds each employee brings to the table.

We provide Equal Employment Opportunity (EEO) to all Employees and applicants for employment in accordance with the law. This policy applies to all employment decisions, including hiring, job assignments, training and development, compensation, transfers, promotions, demotions, performance reviews, corrective actions, termination of employment, and other terms, conditions, or privileges of employment. This policy prohibits unlawful discriminatory, harassing, or retaliatory conduct both in the employment relationship between Employees and the Company and in relationships between Employees and independent contractors or other third parties.

Prohibition of Discrimination

The Company strictly prohibits any unlawful discrimination against Employees or applicants because of their race, color, gender, age, national origin, ancestry, religion, handicap, disability, sexual orientation, gender identity, gender expression, marital status, citizenship status, pregnancy, protected medical condition, genetic information, military service, or any other status or characteristic protected under the law. We promote equal opportunity by basing employment decisions on lawful non discriminatory factors which, depending on the specific employment decision at issue, may include, but are not limited to, some of the following factors as determined by management: merit, experience, education, demonstrated performance, competency, assessment of performance, business needs, costs, client needs, work levels, job titles, compensation ranges, and company policies, practices, and guidelines or other lawful non-discriminatory factors applicable to the decision.

We provide reasonable accommodation to people with disabilities and for the religious beliefs of individuals as required by law. Employees and applicants who are disabled, or become disabled, should notify the People Center at 1-800-874-0174 or PeopleCenter@dstsystems.com if they need reasonable accommodation of their disability in order to perform the essential functions of their position.

Prohibition of Sexual Harassment and Other Types of Harassment

The Company strictly prohibits sexual harassment or any other form of unlawful harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other offensive verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an Employee employment; (2) submission to or rejection of such conduct by an Employee is used as the basis for employment decisions affecting such an individual; or (3) such conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.

Sexual harassment may include continuing to express sexual or romantic interest after being informed that the interest is unwelcome. In addition to unwelcome sexual or romantic advances, sexual harassment also may include other offensive statements or conduct of a sexual nature, such as physical touching or hugs, innuendoes, gestures, leering, whistling, jokes, teasing, and comments or questions regarding sexual matters. Sexual harassment may include inappropriate or offensive use of email, texts, the internet or other electronic means.

We strictly prohibit any unlawful harassment related to a persons race, color, gender, national origin, ancestry, age, religion, handicap, disability, sexual orientation, gender identity, gender expression, marital status, citizenship status, pregnancy, protected medical condition, genetic information, military service, or any other status or characteristic protected by law. This specifically includes, but is not limited to, conduct such as racial or ethnic slurs or other derogatory statements or offensive statements or conduct relating to a persons race, color, gender, national origin, ancestry, age, religion, handicap, disability, sexual orientation, gender identity, gender expression, genetic information, military service, or any other status or characteristic protected by law. It also can include inappropriate or offensive use of email, texts, the internet or other electronic means.
  
The Company policy against unlawful harassment applies to all employees, including supervisors and managers. The Company prohibits managers, supervisors and employees from harassing co-workers as well as Company customers, vendors, suppliers, independent contractors and others doing business with the Company.  Any such harassment will subject an employee to corrective action, up to and including immediate termination.  The Company likewise prohibits its customers, vendors, suppliers, independent contractors and others doing business with the Company from harassing our employees.

Expected High Standard of Professional and Respectful Conduct

The Company also expects a higher standard of conduct by our Employees than merely what is required under the laws prohibiting harassment, discrimination, or retaliation. All Employees are expected to refrain from any offensive or inappropriate behavior.  They also are expected to exercise good judgment and conduct themselves in a professional and respectful manner at all times when in the workplace, on Company business, and in all their relationships with other Employees and business contacts.

If you encounter offensive, unprofessional or disrespectful conduct, and it occurs in circumstances where you are comfortable talking to the person engaging in the conduct, we encourage you to talk to the person to explain your feelings and ask the person to stop the conduct. However, if you are not comfortable talking to the person, if you talk to the person and you are still not satisfied with the situation, or if there is any future problem with the person, you should make a complaint under the Complaint Procedure of this EEO Policy.

Complaint Procedure

If you believe that you have been subject to treatment in possible violation of this Equal Employment Opportunity Policy, or if you have information indicating a co-worker has been subject to treatment in possible violation of this policy, you should immediately either: (1) express your concern orally or in writing to management or supervision to try to resolve the issue; or (2) if you prefer, make an oral or written complaint to the People Center at 1-800-874-0174 or PeopleCenter@dstsystems.com. Human Resources will investigate complaints of unlawful harassment, discrimination, or retaliation as promptly as possible by an impartial and qualified person and, upon conclusion of such investigation, appropriate corrective action will be taken where warranted.

If you know or suspect a situation where unlawful discrimination, harassment or retaliation has occurred, you have a duty to report it. Any manager or supervisor who receives a complaint of harassment or witnesses or otherwise knows of discrimination or retaliation should report it immediately to the People Center.  If you have expressed your concern to management or supervision and you are dissatisfied with their response or action, you should notify the People Center. A Human Resource employee will contact you to discuss your concern.   You also are required to contact the People Center to make a complaint if a manager or supervisor engages in harassing, discriminating, retaliatory, or other conduct in violation of this policy or if a manager or supervisor witnesses or otherwise knows of harassing, discriminating, retaliatory, or other conduct in violation of this policy and fails to take satisfactory action to stop the conduct. Also, you should make a complaint to the People Center  if you fear retaliation for expressing your concern to management or supervision, you desire confidentiality, or for any other reason you prefer not to express your concern to management or supervision. The Company will conduct an investigation of any complaint to the People Center and, at the request of the Employee, the Company will maintain confidentiality to the extent possible. If warranted by the facts, the Company will take appropriate corrective action. There will be no unlawful retaliation against an individual who makes a complaint under this policy or participates in an internal investigation.

The Company will not tolerate any unlawful discrimination, harassment, or retaliation. Any Employee who violates this EEO policy will be subject to appropriate corrective action up to and including termination.


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