Equal Employment Opportunity
MAS provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation and training. MAS expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.
Commitment to Diversity
MAS is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives. This commitment is embodied in company policy and the way we do business at MAS and is an important principle of sound business management.
Americans with Disabilities Act (ADA) / Americans with Disabilities Amendments Act (ADAA) and Reasonable Accommodation
It is the policy of MAS to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is company policy not to discriminate against qualified individuals with disabilities regarding application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.
Requests for Reasonable Accommodations
MAS will reasonably accommodate qualified individuals with a disability so they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation or if the accommodation creates an undue hardship to MAS. Contact Human Resources (HR) with any questions or requests for accommodation. All employees are required to comply with the company’s safety standards. Current employees who pose a direct threat to the health or safety of themselves or other individuals in the workplace will be placed on leave until an organizational decision has been made regarding the employee’s immediate employment situation. Individuals who are currently using illegal drugs are excluded from coverage under the company ADA policy. The HR Department is responsible for implementing this policy, including the resolution of reasonable accommodation, safety/direct threat, and undue hardship issues. Please see Human Resources if you would like to request a reasonable accommodation to perform the essential duties of your position.