KCI Technologies, Inc. reaffirms its belief and commitment in equal employment opportunity for all employees and applicants in all terms and conditions of employment.
KCI has developed and maintained a written Affirmative Action Program (AAP) for protected veterans and individuals with disabilities. KCI’s Chief Executive Officer supports the affirmative action program and urges each employee to commit to carrying out the intent of this policy. KCI maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates. The Vice President-HR and HR Manager-Compliance oversees the affirmative action plan development, modification, implementation, effectiveness, reporting requirements and conducts management updates. KCI invites any applicant and/or employee to review KCI’s written Affirmative Action Plan. This plan is available for inspection upon request during normal business hours at the Human Resources office.
As part of KCI’s commitment to this overall process, it will ensure all aspects of employment, including recruitment, selection, job assignment, training, compensation, benefits, discipline, promotion, transfer, layoff, and termination processes remain free of illegal discrimination based upon race, color, religion, sex, national origin, age, genetic information, disability, protected veteran status, or a person’s relationship or association with a protected veteran, including spouses and other family members. KCI ensures all employment decisions are based only on valid job requirements. Regular review helps ensure compliance with this policy.
KCI will ensure that employees and applicants shall not be subjected to harassment due to their status described above, or any harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities; (1) filing a complaint with KCI or with federal, state, or local agencies regarding status covered under this AAP, (2) assisting or participating in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local equal employment opportunity or affirmative action statute pertaining to the status covered under this AAP; (3) opposing any act or practice made unlawful by section 503 and/or VEVRAA, and (4) exercising any other right protected by section 503 and/or VEVRAA or its implementing regulations in this part.
