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NON-DISCRIMINATION POLICIES
<br />Equal Employment Qpporttmity
<br />Stifel is cotnmittcd to providing equal employment opportunities ("EE,O") to all Associates,
<br />applicants fix employment, and individuals providing services in the workplace without regard to
<br />actual or perceived race, color, religion, creed, gender, pregnancy (including childbirth, lactation,
<br />child-bearing capacity, sterilization, fertility, past pregnancy condition and the potential or intention
<br />to become pregnant and related medical conditions), sexual and reproductive health decisions, sexual
<br />orientation, gender identity and gender expression (including uansgender individuals who are
<br />transitioning, have transitioned, or are perceived to be transitioning to the gender with which they
<br />identify), national origin, ancestry, age, disability, weight, genetic information, marital status,
<br />citizenship status, familial status, homelessness (i.e.. lack of a permanent mailing address or a
<br />mailing address that is a sheltcr or social services provider), status as a covered veteran or any
<br />other protected criteria in accordance with applicable federal, state, and local laws. Stifel complies
<br />with all applicable state and local laws governing non-discrimination in employment applicable to
<br />each location in which the Firm operates. Stifel strictly prohibits any form of unlawful
<br />discrimination.
<br />Equal opportunity extends to all aspects of the employment relationship, including hiring,
<br />transfers, promotions, training, termination, working conditions, compensation, benefits, and all
<br />other terms and conditions of employment. All Stifel Associates are responsible for implementing
<br />this EEO policy in thew daily actions, conduct, and decisions. All Associates are expected to treat
<br />each other with respect and professionalism.
<br />Associates are encouraged to contact Human Resources regarding any potential violation of this
<br />policy as soon as possible. Stifel strictly prohibits any type of retaliation against an individual
<br />who in good faith reports a violation of this policy, raises it complaint or concern regarding
<br />discrimination or harassment, or otherwise engages in protected activity under the law.
<br />Stifel also complies with the applicable provisions of the Americans with Disabilities Act, as
<br />amended, and similar state and local laws, and it does not discriminate against any qualified
<br />Associate or applicant because of a real or perceived disability. Stifel will make reasonable
<br />accommodations for qualified Associates or applicants with disabilities or for pregnancy consistent
<br />with applicable law. Retaliation for requesting an accommodation for a disability or pregnancy is
<br />strictly prohibited.
<br />Americans with Disabilities Act
<br />The Americans with Disabilities Act ("AIM"), as amended, requires employers to provide
<br />reasonable acconnnodations to qualified individuals with disabilities.
<br />Stifel complies with the ADA and prohibits discrimination based on disability. 'fhc Fitm also
<br />reserves the right under the ADA to seek medical certification, when appropriate, to facilitate its
<br />compliance with the ADA.
<br />Effective 2019
<br />S ubsp;
<br />C;ily Council
<br /> 23 lndash: 224
<br />5/1 S/2021
<br />@nhsp;
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