Equal Employment Opportunity & Workplace Policies

Equal Employment Opportunity Policy

Cook Services Company, LLC is committed to providing a workplace free from unlawful discrimination, harassment, and retaliation and to ensuring equal employment opportunity for qualified applicants and employees.

This policy applies to all terms, conditions, and privileges of employment, including recruitment, hiring, assignment, promotion, transfer, compensation, benefits, training, discipline, and termination.

1. Policy Statement

CSC prohibits unlawful discrimination or harassment against applicants, employees, or other covered individuals based on:

• Race
• Color
• Religion
• Sex, including pregnancy, childbirth, or related medical conditions
• Sexual orientation
• Gender identity or expression
• National origin
• Age
• Disability, physical or mental
• Genetic information
• Veteran or military status
• Citizenship or immigration status where protected by law
• Any other characteristic protected under applicable federal, state, or local law

This policy applies in CSC offices, remote-work settings, company operations, business travel, client or vendor interactions, company-sponsored events, and other work-related settings.

2. Anti-Harassment Policy

CSC prohibits unlawful harassment, including sexual harassment, whether committed by supervisors, coworkers, contractors, vendors, customers, visitors, or others interacting with CSC personnel in a work-related setting.

Harassment may include verbal, physical, visual, written, digital, or online conduct that unlawfully creates an intimidating, hostile, or offensive work environment or unreasonably interferes with an individual’s work performance.

• Unwelcome sexual advances or propositions;
• Inappropriate physical contact;
• Derogatory comments, slurs, or epithets;
• Offensive jokes, displays, images, messages, or digital communications;
• Retaliation against individuals who make good-faith reports or participate in investigations.

3. Reasonable Accommodation

CSC provides reasonable accommodations to qualified applicants and employees with disabilities as required by applicable law. CSC also considers accommodations for sincerely held religious beliefs, observances, and practices as required by law.

Applicants or employees who need an accommodation should contact Human Resources through the CSC corporate contact information listed on this page.

4. Reporting and Complaint Procedures

Anyone covered by this policy who believes they have experienced or witnessed discrimination, harassment, or retaliation should report the conduct promptly to Human Resources or CSC management. Reports may be made verbally or in writing.

CSC will review complaints promptly and as impartially and confidentially as reasonably possible, consistent with a thorough review and applicable legal obligations.

Retaliation against a person who makes a good-faith report, requests an accommodation, or participates in a review or investigation is prohibited.

5. Enforcement and Corrective Action

Violations of this policy may result in appropriate corrective action, up to and including termination of employment, consistent with applicable law and company policy.

6. Applicable Law

This policy is intended to operate consistently with applicable federal, state, and local employment laws, including Title VII, the ADA, the ADEA, GINA, the Equal Pay Act, USERRA, and, where applicable, VEVRAA and the Rehabilitation Act.

Veteran-Owned Business & Veteran Employment Policy

1. Policy Statement

Cook Services Company, LLC is a veteran-owned business. CSC recognizes the value, judgment, leadership, public-service commitment, technical experience, and discipline that veterans bring to the workplace.

It is the policy of CSC to provide equal employment opportunity to all qualified persons, including veterans and service members, and to ensure employment decisions are made without unlawful discrimination based on military or veteran status.

CSC supports recruiting, hiring, training, developing, and promoting qualified veterans and service members consistent with applicable law and business needs.

2. Covered Veteran Categories

For purposes of this policy, veteran means an individual who served on active-duty in the ground, air, naval, or space service of the United States, and who was discharged or released therefrom under conditions other than dishonorable.

This policy recognizes protected veteran categories used in federal law & related regulations, including:

3. Equal Employment Opportunity for Veterans

CSC prohibits unlawful discrimination against an applicant or employee because of military or veteran status. Employment decisions are based on merit, qualifications, experience, business needs, and applicable law.

This policy applies to recruitment, hiring, onboarding, assignments, compensation and benefits, training and development, promotion opportunities, discipline, termination, and other terms and conditions of employment.

No applicant or employee will be subject to unlawful harassment, intimidation, retaliation, or adverse treatment because of protected military or veteran status.

4. Veteran Outreach

CSC may support veteran employment and professional opportunity through:

• Veteran-focused recruiting and outreach;
• Recognition of transferable military leadership, communications, logistics, intelligence, technical, security, administrative, and operational experience;
• Support for qualified veterans transitioning into technology, publishing, business, administration, investment support, e-commerce, and other CSC operations;
• Reasonable accommodation for veterans with disabilities where required by law.

5. Reemployment and Military Service

CSC respects rights and obligations associated with military service and will administer military leave, reemployment, and related employment matters consistently with USERRA and other applicable law.

6. Confidentiality

Information voluntarily provided by applicants or employees regarding veteran status will be handled as confidentially as reasonably practicable and used for legitimate employment, accommodation, reporting, or compliance purposes.

7. Questions and Reporting

Questions about this policy or concerns about potential violations may be directed to Human Resources at Cook Services Company. Employees and applicants may also consult the U.S. Department of Labor, the U.S. Equal Employment Opportunity Commission, or, where applicable, the Office of Federal Contract Compliance Programs for information about military and veteran employment rights.

Workplace Safety / OSHA Policy

1. General Safety Policy

CSC is committed to maintaining a safe, healthy, and professional work environment and to complying with applicable federal, state, and local workplace safety and health requirements.

Employees are expected to work safely, follow applicable safety rules, report unsafe conditions promptly, use company equipment responsibly, participate in required training, and cooperate with company safety reviews.

2. Office, Remote, Travel, and Operational Safety

CSC work may include office and remote work, technology and publishing operations, business travel, meetings, customer or vendor interactions, and other company activities. Employees are expected to use reasonable judgment, follow site-specific rules, and avoid unnecessary risks.

3. Hazard and Incident Reporting

Workplace injuries, illnesses, accidents, near misses, unsafe conditions, or credible safety concerns should be reported promptly to CSC management or Human Resources so appropriate review, medical attention, corrective action, and required reporting can occur.

4. Right to Raise Safety Concerns

CSC prohibits retaliation against employees for raising good-faith workplace safety concerns or exercising rights protected by applicable safety law.

Alcohol & Drug-Free Workplace Policy

CSC is committed to a safe, healthy, professional, and productive workplace. The unlawful use, possession, sale, distribution, or manufacture of controlled substances during work time, on company property, while performing company business, or while operating company equipment is prohibited.

Employees may not report to work or perform company business while impaired in a manner that creates a safety, performance, or professional-conduct concern. Alcohol use during work time or company business is prohibited except at an authorized event where lawful and where responsible conduct is required.

Prescription and Over-the-Counter Medications

Employees should use medications as prescribed or directed. If a medication may impair safe performance, the employee should contact Human Resources to discuss an appropriate workplace adjustment without unnecessarily disclosing a diagnosis.

Testing and Enforcement

Where permitted by applicable law, CSC may use lawful testing or fitness-for-duty procedures in appropriate circumstances, including reasonable suspicion, post-incident, safety-sensitive work, or other legally permissible situations. Policy violations may result in corrective action consistent with applicable law.

Confidentiality

Testing records and related medical or employment information will be handled confidentially and disclosed only to persons with a legitimate business need or as required by law.

Reporting Concerns

Applicants and employees may report questions or concerns involving discrimination, harassment, retaliation, accommodation, military or veteran status, unsafe working conditions, workplace impairment, or other potential policy violations to Cook Services Company.

Email Human Resources

CSC prohibits retaliation against any individual who makes a good-faith report, participates in a review, requests an accommodation, raises a workplace safety concern, or exercises rights protected by law.

Contact Information