GE Aerospace’s Commitment to Fair Employment/Respectful Workplace,
Equal Opportunity & Affirmative Action
Equal Opportunity & Affirmative Action
Equal Opportunity and Anti-Harassment Policy
GE Aerospace is committed to maintaining a work environment that is free from any and all forms of unlawful discrimination and harassment. The details of this commitment and the related expectations of managers and employees are outlined in GE’s Respectful Workplace policy, endorsed by GE Aerospace’s CEO, Larry Culp, and our Board of Directors. It is thereby the company’s policy to prohibit discrimination and harassment against any applicant, employee, vendor, contractor, or customer on the basis of race, color, religion, sex, national or ethnic origin, age, disability, pregnancy, veteran status, genetic information, sexual orientation, gender identity and expression, citizenship status, or any other basis prohibited by 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
As a U.S. federal contractor, GE Aerospace is subject to, Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), as amended and Section 503 of the Rehabilitation Act of 1973, as amended. A written Affirmative Action Program is in place for all GE Aerospace U.S. facilities, as required by law for protected veterans and individuals with disabilities. The non-confidential portions of the Affirmative Action Plans for protected veterans and people with disabilities will be made available to employees or applicants for review upon receipt of a written request to the Human Resources Manager.
It is GE Aerospace’s policy to take affirmative action to employ, advance in employment, and otherwise treat qualified protected veterans without discrimination based on their status as a protected veteran. It is further GE Aerospace’s policy to take affirmative action to employ, advance in employment, and otherwise treat qualified individuals with disabilities without discrimination on the basis of their physical or mental disability. Under this policy, GE Aerospace also will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of the business.
Anti-Retaliation Policy
Company policy prohibits employees 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 any Federal, state or local law requiring equal opportunity; (3) opposing any act or practice made unlawful by any Federal, state or local law requiring equal opportunity; or (4) exercising any other right protected by Section 503 of the Rehabilitation Act or Section 4212 of the VEVRAA or their implementing regulations.
Any employee who suffers or observes harassment or any other violation of this policy is strongly encouraged to report this through GE’s open reporting program. GE Aerospace will promptly and thoroughly investigate the alleged misconduct and, if a violation of the policy is found, will take immediate and appropriate corrective action.
Responsibility for Implementation
We, along with our delegates, are responsible for the implementation of the company’s equal opportunity and anti-harassment, affirmative action, and anti-retaliation policies set forth herein, which are fully supported and endorsed by GE Aerospace’s CEO Larry Culp. Each site manager is responsible for implementing and auditing these policies, with assistance from the Human Resources Managers and Respectful Workplace Leader.
GE Aerospace is committed to maintaining a work environment that is free from any and all forms of unlawful discrimination and harassment. The details of this commitment and the related expectations of managers and employees are outlined in GE’s Respectful Workplace policy, endorsed by GE Aerospace’s CEO, Larry Culp, and our Board of Directors. It is thereby the company’s policy to prohibit discrimination and harassment against any applicant, employee, vendor, contractor, or customer on the basis of race, color, religion, sex, national or ethnic origin, age, disability, pregnancy, veteran status, genetic information, sexual orientation, gender identity and expression, citizenship status, or any other basis prohibited by 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
As a U.S. federal contractor, GE Aerospace is subject to, Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), as amended and Section 503 of the Rehabilitation Act of 1973, as amended. A written Affirmative Action Program is in place for all GE Aerospace U.S. facilities, as required by law for protected veterans and individuals with disabilities. The non-confidential portions of the Affirmative Action Plans for protected veterans and people with disabilities will be made available to employees or applicants for review upon receipt of a written request to the Human Resources Manager.
It is GE Aerospace’s policy to take affirmative action to employ, advance in employment, and otherwise treat qualified protected veterans without discrimination based on their status as a protected veteran. It is further GE Aerospace’s policy to take affirmative action to employ, advance in employment, and otherwise treat qualified individuals with disabilities without discrimination on the basis of their physical or mental disability. Under this policy, GE Aerospace also will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of the business.
Anti-Retaliation Policy
Company policy prohibits employees 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 any Federal, state or local law requiring equal opportunity; (3) opposing any act or practice made unlawful by any Federal, state or local law requiring equal opportunity; or (4) exercising any other right protected by Section 503 of the Rehabilitation Act or Section 4212 of the VEVRAA or their implementing regulations.
Any employee who suffers or observes harassment or any other violation of this policy is strongly encouraged to report this through GE’s open reporting program. GE Aerospace will promptly and thoroughly investigate the alleged misconduct and, if a violation of the policy is found, will take immediate and appropriate corrective action.
Responsibility for Implementation
We, along with our delegates, are responsible for the implementation of the company’s equal opportunity and anti-harassment, affirmative action, and anti-retaliation policies set forth herein, which are fully supported and endorsed by GE Aerospace’s CEO Larry Culp. Each site manager is responsible for implementing and auditing these policies, with assistance from the Human Resources Managers and Respectful Workplace Leader.