Equal Employment Opportunity Policy
The Institute's employment policy is to provide equal employment opportunity for
all qualified employees and applicants without regard to race, color, religion,
sex, disability, or national origin and affirmative (positive) action is taken
to ensure the fulfillment of this policy.
This obligation includes:
- Hiring, placement, upgrading, transfer, demotion, layoff or termination
- Treatment during employment
- Rates of pay or other forms of compensation
- Selection for training
- Social and recreational programs
This policy is consistent with the requirements and objectives set forth by
Presidential Executive Order 11246, and all related Federal Regulations.
The objective of the Institute is to obtain individuals who are qualified or
trainable for the position by virtue of job related standards of education,
training, experience, and personal qualifications.
The general responsibility for insuring compliance and continued implementation
of this policy on equal employment opportunity is the responsibility of Michael
Moore, Director, Human Resources. This responsible official will review this
policy of equal employment opportunity at least every six months and measure
progress against these stated objectives.
Equally important is the fact that all management personnel share in this
responsibility and are assigned specific tasks. These include reporting relevant
information, assisting in monitoring and reviewing affirmative action efforts,
and identifying problem areas. Satisfactory and timely completion of the
reporting and monitoring procedures described in the Affirmative Action
Compliance Program is necessary for adequate performance by all those with such
Kenneth P. Trevett
Policy Concerning Equal Employment Opportunity for Disabled Persons, Vietnam Era
Veterans, and Special Disabled Veterans
The Texas Biomedical Research Institute does not discriminate in the
employment of qualified individuals with disabilities, who with reasonable
accommodation, can perform the essential functions of the job in question.
Neither does the Institute discriminate against a Vietnam Era Veteran who is
otherwise qualified with respect to the job in question. Further, it is the
policy of the Company to take affirmative action in the employment of qualified
individuals with disabilities, Vietnam Era Veterans and Special Disabled
Veterans. This applies to all employment practices. Reasonable accommodations
will be provided whenever possible in an effort to advance employment
opportunities for qualified individuals with disabilities and Special Disabled
Employees and applicants are protected from coercion, intimidation, interference,
or discrimination for filing a complaint or assisting in an investigation under
the Acts covering these individuals.
John Barnes IV, Director, Human Resources, has been designated the EEO Coordinator
for this program.
The affirmative action program for individuals with disabilities, Vietnam
Era/Special Disabled Veterans may be reviewed by any employee or applicant for
employment, in the Human Resources office, on normal business days between the
hours of 8:30 a.m. to 4:30 p.m.
I am committed to this affirmative action compliance program and expect your
Kenneth P. Trevett