Equal Opportunity Employment Policy
Volt maintains a strong commitment to equal employment opportunity without unlawful regard to race,
color, national origin, citizenship status, ancestry, religion (including religious dress and grooming
practices), creed, sex (including pregnancy, childbirth and related medical conditions, and breastfeeding),
sexual orientation, gender identity, gender expression, marital or parental status, age, mental or physical
disability, medical condition, genetic information, military or veteran status or any other category
protected by applicable law.
This policy applies to applicants, employees, interns (paid or unpaid), volunteers or contractors. It is
applicable through all phases of employment including recruitment, hiring, training, compensation,
benefits, participation in Volt-sponsored educational, social and recreational programs, promotion,
demotion, transfer, and termination.
Volt will make reasonable accommodations for qualified applicants or employees with disabilities.
Harassment, Discrimination and Retaliation Prevention Policy
Volt is committed to a workplace free from unlawful discrimination and harassment based on race, color,
national origin, citizenship status, ancestry, religion (including religious dress and grooming practices),
creed, sex (including pregnancy, reproductive health decisions, childbirth and related medical conditions,
and breastfeeding), sexual orientation, gender identity, gender expression, marital or parental status, age,
mental or physical disability, medical condition, genetic information, military or veteran status or any
other category protected by applicable federal, state or local law.
This policy protects applicants, employees, interns (paid or unpaid), volunteers or contractors. This policy
prohibits harassment or discrimination by employees, including managers and supervisors, vendors,
clients, or other third parties with whom employees come into contact during the application process
and/or employment with Volt and/or assignment with Volt clients. All Volt employees, particularly
supervisors and/or managers, are to take proper action to prevent and/or end any discriminatory and/or
harassing behavior based upon a protected classification in the workplace.
Sexual harassment includes unwelcome conduct of a sexual nature, or which is directed at an individual
because of that employee’s gender, sexual orientation, gender identity or gender expression when:
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Such conduct has the purpose or effect of unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or offensive work environment, even if the
complaining individual is not the intended target of the sexual harassment;
Such conduct is made either explicitly or implicitly a term or condition of employment; or
Submission to or rejection of such conduct is used as the basis for employment decisions affecting
an individual’s employment.
Examples of conduct that violates this policy include:
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Verbal harassment, such as, epithets, derogatory comments or jokes, negative stereotyping, or
slurs;
Physical harassment, such as assault, impeding or blocking movement, or any physical
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interference with normal work or movement;
Visual forms of harassment, such as derogatory posters, cartoons, drawings, negative
stereotyping or graphic communication (for example, obscene hand or finger gestures or explicit
drawings);
Unwanted sexual advances or propositions, such as requests for sexual favors accompanied by
implied or overt threats concerning the other employee’s performance evaluations or other job
benefits or detriments;
Sexual epithets, jokes, written or verbal references to sexual conduct, gossip regarding one’s sex
life; comments on an individual’s body, comments about an individual’s sexual activity,
deficiencies or prowess; sexually offensive emails, texts, or voicemail messages; displaying
sexually suggestive objects, pictures, cartoons, websites, screen savers or drawings; unwelcome
leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;
inquiries into one’s sexual experiences; discussion of one’s sexual activities; and
Hostile actions taken against an individual because of their membership in a protected category,
including interfering with, destroying or damaging a person’s workstation, tools or equipment;
sabotaging their work; or otherwise interfering with their ability to perform the job.
Volt does not retaliate or permit retaliation against any employee or applicant who: 1) comes forward in
good faith to report workplace discrimination, harassment or retaliation; 2) opposes workplace
discrimination, harassment or retaliation; or 3) participates in any investigation of workplace
discrimination, harassment, or retaliation.
Workplace Complaint Procedure
If you believe that you have been subjected to unlawful discrimination, harassing behavior or retaliation,
or have observed any such unlawful discriminatory, harassing or retaliatory behavior, you should report
it immediately. You may do so verbally or in writing to any Volt supervisor or to Human Resources .
Additional contact information is also available through Volt Intranet site at www.volt.com/contact. You
may, if you wish, use this complaint form:
https://schemas.volt.com/elearning/onboarding/VTC1171B.pdf.
Supervisors are required to report any complaints of misconduct, or any harassment, discrimination or
retaliation they observe, to the Human Resources Department. Complaints received will be treated
confidentially, to the extent possible, be responded to in a timely fashion, be investigated promptly and
thoroughly by impartial and qualified investigators, be documented and tracked to ensure reasonable
progress, be met with appropriate and prompt corrective remedial action where misconduct is found, be
afforded a timely closure, and not result in any retaliation against the complainant or any participant in
the investigation. If Volt determines that harassment, discrimination or retaliation has occurred, Volt will
take appropriate corrective action, up to and including termination of assignment or employment.
Using Volt’s internal complaint procedure does not prohibit you from filing a complaint with a local,
state or federal agency. The addresses and phone numbers for the applicable agencies are posted at
each Volt location. If a complaint with a government agency is successful, you may be entitled to
injunctive relief, monetary damages, attorney fees and costs.