Notices For Employees And Applicants

EEO and Affirmative Action Statement

Last revised: 3/12/20

This policy applies to: All domestic and international team members companywide

Table of Contents
Policy Details
Statement
Equal employment opportunity policy
Affirmative action policy
Application of equal opportunity and affirmative action policies
Responsibility for implementation

Policy Details

Statement

Hormel Foods Corporation has the following policies and procedures as part of its longstanding commitment to compliance with all applicable equal employment opportunity and affirmative action requirements.

Equal employment opportunity policy

Hormel Foods is committed to maintaining a work environment that is free from any and all forms of unlawful discrimination and harassment. It is, therefore, the company’s policy to prohibit discrimination and harassment against any applicant, team member, vendor, contractor, customer, supplier or service provider on the basis of race, color, religion, sex, sexual orientation, gender identity and/or expression, national origin or ancestry, marital status, age, physical or mental disability, pregnancy, veteran status, genetic information, citizenship status or any other protected status based on local, state or federal law. It is also the company’s policy to prohibit any and all forms of retaliation against any individual who has complained of harassing or discriminatory conduct or participated in a company or agency investigation into such complaints.

Affirmative action policy

Hormel Foods is a federal contractor subject to Executive Order 11246, Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (“Section 4212”) and Section 503 of the Rehabilitation Act of 1973, as amended (“Section 503”). As such, Hormel Foods Corporation is committed to taking positive steps to implement the employment-related aspects of the company’s equal opportunity policy. Accordingly, it is Hormel Foods policy to take affirmative action to employ, advance in employment and otherwise treat qualified minorities, women, protected veterans and individuals with disabilities without regard to their race/ethnicity, sex/sexual orientation/gender identity and/or expression, veteran status, or physical or mental disability. Under this policy, Hormel Foods also will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified team member or applicant for employment, unless the accommodation would impose undue hardship on the operation of the company’s business.

The company’s affirmative action policy also prohibits team members and applicants from being subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in (1) filing a complaint; (2) assisting or participating in an investigation, compliance review, hearing or any other activity related to the administration of Section 503, Section 4212 or any other Federal, state or local law requiring equal opportunity for disabled persons or covered veterans; (3) opposing any act or practice made unlawful by Section 503 or Section 4212 and their implementing regulations, or any other Federal, state or local law requiring equal opportunity for disabled persons or covered veterans; or (4) exercising any other right protected by Section 503 or Section 4212 or their implementing regulations.

The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any team member or applicant for employment by scheduling an appointment with the human resources department during normal business hours.

Application of equal employment opportunity and affirmative action policies

These policies apply whenever and wherever a company team member is performing a function of his or her job. Hormel Foods equal opportunity and affirmative action policies require that employment decisions be based only on valid job requirements, and extend to all terms, conditions and privileges of employment including, but not limited to, recruitment, selection, compensation, benefits, training, promotion and disciplinary actions.

Responsibility for implementation

Jim Snee, chairman of the board, president and CEO, and Janet Hogan, senior vice president of human resources, fully support the company’s affirmative action program and are committed to the implementation of the company’s equal opportunity and affirmative action policies. Overall responsibility for these policies has been delegated to the corporate recruiting and compliance teams and operations location HR managers. They are responsible for the implementation and auditing of these policies for corporate, sales and plant locations. Complaints should be directed to your human resources manager, HR business partner or the corporate human resources department.