It is ADP's policy to provide equal employment opportunity to applicants and to provide equal employment opportunity and individual growth opportunities to all associates in accordance with applicable federal and state laws, executive orders and implementing regulations.
ADP hires, transfers, promotes, compensates, terminates, and makes all other employment decisions concerning applicants and associates without regard to their race, color, creed, religion, national origin, age, sex, marital status, lawful alien status, non-job related physical or mental disability, veteran's status, sexual orientation, gender identity or expression or any other basis prohibited by law. Employment actions are based upon ADP's operating needs and individual applicant or associate merit, including, but not limited to, qualifications, experience, ability, availability, cooperation, and job performance.
Further, ADP is an affirmative action contractor and subcontractor, and it is our policy to comply with Executive Order 11246, as amended, the Rehabilitation Act of 1973, the Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRA), and all state and local affirmative action requirements and implementing regulations. To promote affirmative action, ADP has implemented a formal written Affirmative Action program.
ADP is in compliance with the Americans with Disabilities Act of 1990 and promotes the hiring, promotion and retention of persons with disabilities and will reasonably accommodate such applicants and associates except when such accommodation would interfere with a bona fide occupational qualification. Associates with disabilities are encouraged to contact their Human Resources Business Partners regarding their disability status and their request for reasonable accommodation.
The Chief Human Resources Officer is responsible for the administration/ interpretation of this policy.
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