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At Myers and Stauffer you will have a career that is rewarding at every professional level. We are committed to providing our employees with professional growth and development opportunities, educational opportunities, a diverse, dynamic, and challenging work environment, strong leadership, and a well-balanced lifestyle.
Myers and Stauffer (who has an administrative services agreement with CBIZ, Inc.) is committed to maintaining a work environment that is free from any and all forms of unlawful discrimination and harassment. It is therefore the company’s policy to prohibit discrimination and harassment against any applicant, employee, vendor, contractor, customer, or client on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, pregnancy, veteran status, genetic information, 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.
Myers and Stauffer is a federal contractor subject to Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (“Section 4212”) and Section 503 of the Rehabilitation Act of 1973, as amended (“Section 503”). Accordingly, it is Myers and Stauffer’s policy to take affirmative action to employ and advance in employment protected veterans (disabled veterans, recently separated veterans, Armed Forces Service Medal veterans, or active duty wartime or campaign badge veterans) and individuals with disabilities at all levels of employment, including the executive level. Myers and Stauffer also will provide reasonable accommodation to known physical or mental limitations of an otherwise qualified employee or applicant for employment with a disability, unless the accommodation would impose undue hardship on the operation of Myers and Stauffer’s business.
Myers and Stauffer will recruit, hire, train, and promote individuals in all job titles, and will ensure that all other personnel actions are administered, without regard to an individual’s protected veteran or disability status. All employment decisions will be based only on valid job requirements. In addition, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State, or local law requiring equal opportunity for protected veterans or individuals with disabilities; (3) opposing any act or practice made unlawful by Section 4212, Section 503, their implementing regulations, or any other Federal, State, or local law requiring equal opportunity for protected veterans or individuals with disabilities; or (4) exercising any other right protected by Section 4212, Section 503, or their implementing regulations.
The non-confidential portions of the affirmative action program for protected veterans and individuals with disabilities shall be available for inspection upon request by any employee or applicant for employment by contacting Myers and Stauffer Human Resources Compliance department between normal working hours or by sending an email to HR@MSLC.COM. If you are an individual with a disability who is unable to use our online tools to search and apply for jobs, and need assistance or an accommodation, please contact us by calling 844.558.1414 or emailing accom@cbiz.com.
These policies apply whenever and wherever a company employee is performing a function of their job, including all Myers and Stauffer locations, client worksites, and company-sponsored or client-sponsored business and social functions. The company’s equal opportunity and affirmative action policies require that employment decisions be based only on valid job requirements, and extend to all terms, conditions, and privileges of employment including, but not limited to, recruitment, selection, compensation, benefits, training, promotion, and disciplinary actions.
A key component of the company’s commitment to equal opportunity is zero tolerance for workplace harassment based on, or because of, an individual’s race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, pregnancy, veteran status, citizenship status, or any other reason prohibited by law. Such harassment, whether committed by company personnel or by clients, customers, vendors, or other individuals doing business with Myers and Stauffer, will not be tolerated.
Prohibited harassment occurs when a supervisor, co-worker, or even a non-employee behaves or acts in such a way that creates a hostile work environment for another employee based on an individual’s race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, pregnancy, veteran status, citizenship status, or other protected characteristic. Myers and Stauffer management is responsible for ensuring compliance with all aspects of this equal employment opportunity policy and for developing implementation strategies that promote its intent.
Myers and Stauffer personnel have an obligation to contribute to a harassment- and discrimination-free workplace. Any employee who suffers or observes harassment or any other violation of this policy is strongly encouraged to notify Myers and Stauffer Human Resources Compliance department by sending an email to HR@MSLC.COM. Myers and Stauffer will promptly and thoroughly investigate the alleged misconduct and, if a violation of this policy is found, will take immediate and appropriate corrective action.
Every employee is encouraged to come forward without fear of reprisal, as Myers and Stauffer’s equal opportunity and affirmative action policies prohibit any and all forms of retaliation against anyone who in good faith complains that these policies are not being followed, or who otherwise participates in a company or agency investigation into such complaints, even if sufficient evidence is not found to substantiate the complaint. If you believe that you have been subjected to retaliation, your complaint should be directed to one of the individuals identified below.
After receiving a complaint involving a violation of the company’s equal opportunity or affirmative action policy, the company will investigate and take corrective action, as appropriate. Complaints and investigations will be kept strictly confidential to the maximum extent possible. No one, regardless of position or length of service, is exempt from these policies.
The firm’s Executive Committee fully supports our affirmative action program and is committed to the implementation of the company’s equal opportunity and affirmative action policies and has delegated overall responsibility for these policies to Chris Reed, Human Resources Principal. Firm leadership is responsible for the implementation, auditing, and reporting of these policies and programs at their location, assisted by the office’s human resources department. Complaints should first be directed to your local office leader or local human resources representative.
