ࡱ> =B<+ Kbjbj LDhDhK VVVVVjjj8j H(...: < < < < < < $#%` V.....` VV4u 666.RVV: 6.: 666[%6&  0 6&d&6&V6..6.....` ` f... ....&......... X :  It is the policy of the Company to comply with all federal and state laws concerning the employment of persons with disabilities and act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment. When an individual with a disability is requesting accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, he or she will be given the same consideration for employment as any other applicant. Applicants who pose a direct threat to the health, safety and well-being of themselves or others in the workplace when the threat cannot be eliminated by reasonable accommodation will not be hired. The Company will reasonably accommodate qualified individuals with a disability so that 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 and/or if the accommodation creates an undue hardship to the Company. Contact HR with any questions or requests for accommodation. All employees are required to comply with the company safety standards. Current employees who pose a direct threat to the health and/or safety of themselves or other individuals in the workplace may be placed on appropriate leave until an organizational decision has been made in regard to the employees immediate employment situation. Individuals who are currently using illegal drugs are excluded from coverage under the company ADA policy. Should an employee become disabled or an employment applicant require a special accommodation to perform the essential functions of a position, reasonable accommodations will be considered in an effort to continue employment or extend employment to an individual. The Vice President of Employee Services, and EEO Officer, is responsible for implementing this policy, including resolution of reasonable accommodation, safety/direct threat and undue hardship issues.   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