Equal Opportunity Employer

Pink Adventure Tours (PJT) maintains a continuing policy of non-discrimination in employment. PJT is an equal opportunity employer and complies with all applicable laws prohibiting discrimination based upon race, color, sex, age, religion, national origin, gender identity, sexual orientation, as well as any other category protected by law. Furthermore, it is our policy to provide equal opportunity to individuals with disabilities and protected veterans in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations.

Equal Employment Opportunity Is The Law Poster | EEO Supplement

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Pink Adventure Tours is an equal employment/affirmative action employer. If you need accommodation for any part of the employment process because of a medical condition or disability, please call (800) 873-3662 to let us know the nature of your request.

 

EQUAL EMPLOYMENT OPPORTUNITY POLICY
Pink Adventure Tours (PJT) maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity and access for all persons, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a disabled veteran or other protected veteran in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising.

PJT will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with PJT’s legal duty to furnish information.

PJT will provide reasonable accommodations to any employee with a known disability who is otherwise qualified to perform the essential functions of his or her job. An employee who believes that he or she requires a reasonable accommodation because of a disability must notify PJT of the issue so that an interactive dialogue can begin on the subject of a proposed accommodation.

Any employee whose religious beliefs or practices conflict with his or her job schedule, with the Company’s policy or practice on dress and appearance, or with other aspects of employment, and who seeks a religious accommodation must notify PJT of the conflict and the employee’s proposed accommodation. PJT respects the religious beliefs and practices of all its employees and the Company will attempt to provide reasonable accommodations to such beliefs and practices.

Employees will not be subjected to discrimination, unlawful retaliation or harassment because they have requested an accommodation due to a disability or religious belief or practice.

Employees and applicants of PJT will not be subjected to any form of harassment, discrimination, or retaliation for exercising rights protected by, or because of their participation in an investigation or compliance review related to Title VII of the Civil Rights Act of 1964, Executive Order 11246, the Americans With Disabilities Act, Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, the Veterans Employment Opportunities Act of 1998, or any other federal or state non-discrimination law, rule, or regulation.

If you believe that you have been discriminated against in any manner as described above, you should notify a Human Resources Manager. PJT will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited.

PJT also maintains affirmative action programs to implement our equal employment opportunity policy for disabled individuals and protected veterans. Employees or applicants who wish to review the full narrative portion of PJT’s affirmative action programs for disabled individuals and/or protected veterans may schedule an appointment to do so by contacting Human Resources during business hours Monday – Friday from 9:00 a.m. until 5:00 p.m

Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.