Equal Opportunity Employer
Indiana Packers Corporation is an Equal Opportunity Employer (EOE) and values diversity in a drug-free environment. We’re also a proud participant in the E-Verify Program, a web-based system that allows enrolled employers to confirm the eligibility of their employees to work in the United States.
Our Equal Opportunity Employer (EOE) policy not only prohibits discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, veteran status, genetic information, or any protected category under state, local or federal law, but also reflects our commitment to making all employment decisions without regard to an individual’s membership in a protected class. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, termination, rates of pay and other forms of compensation, selection for training, the use of all facilities, and participation in company-sponsored employee activities. As part of its equal opportunity policy, we also take affirmative action in accordance with applicable laws to ensure that women, minorities, protected veterans and individuals with disabilities have opportunities to join and progress within the Company. If you would like to review our affirmative action plan for protected veterans and individuals with disabilities, please contact Kyle Ford (email@example.com or 765-564-3680) to schedule a time to review during regular business hours.
For more information on our commitment to equal opportunity, please see “EEO is the Law” and Supplement postings published by the EEOC here.
Our Pay Transparency Non-Discrimination Statement is as follows:
Indiana Packers Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, team members who have access to the compensation information of other team members or applicants as a part of their essential job functions cannot disclose the pay of other team members or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the Company, or (c) consistent with the Company’s legal duty to furnish information.