M9 Solutions is an affirmative action and equal opportunity employer. We believe it is our moral and legal obligation to meet the responsibility of ensuring all management practices regarding employees are conducted in a nondiscriminatory manner. It is the policy and practice of this Company to prohibit any form of discrimination or harassment based on race, color, age, national origin, ethnicity, religion, creed, gender, gender identity, sexual orientation, current or prospective service in the uniformed services, physical or mental disability, genetic information, pregnancy, childbirth or related medical conditions, or any other status protected under applicable federal, state, or local law . This policy applies to all employment decisions, including, but not limited to, recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination, and all other terms and conditions of employment. All decisions regarding conditions of employment will be based on applicable law, including the individual’s overall qualifications and his/her ability to meet the requirements of the position. To request reasonable accommodation or to view the Affirmative Action Plan, contact M9 Solutions HR Department: email@example.com.
M9 Solutions will not discharge or in any other manner discriminate against employees or applicants for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. This provision shall not apply to instances in which an employee who has access to the compensation information of other employees or applicants as a part of such employee’s essential job functions discloses the compensation of such other employees or applicants to individuals who do not otherwise have access to such information, unless such disclosure is in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or is consistent with the contractor’s legal duty to furnish information.