It is the policy of Learfield not to discriminate against any employee or applicant for employment because of his or her race; color; sex; sexual orientation; gender identity; religious practices and observances; age; national origin; genetic information; or because he or she is an individual with a disability (including pregnancy); or related medical conditions; status as a protected veteran; Armed Forces service medal veteran, recently separated veteran, or active duty wartime or campaign badge veteran, or thereinafter referred collectively as “protected veterans” or spouse or family member of a protected veteran, or any other protected category under state or local law. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship, at all levels of employment. Furthermore, the company will provide qualified applicants and employees who request accommodation due to a disability with reasonable accommodations, as required by law.

Learfield prohibits harassment of employees and applicants because they are individuals with disabilities or protected veterans. Learfield also prohibits retaliation against employees and applicants for filing a complaint, opposing any discriminatory act or practice, assisting or participating in any manner in a review, investigation, or hearing or otherwise seeking to obtain their legal rights under any Federal, State, or local EEO law requiring equal employment opportunity for individuals with disabilities and protected veterans. Prohibited retaliation includes, but is not limited to, harassment, intimidation, threats, coercion or other adverse actions that might dissuade someone from asserting their rights.

Any employee or applicant with questions or concerns about equal employment opportunities in the workplace should bring these issues to the attention of your HR Business Partner.

As a federal contractor, the Company maintains affirmative action programs to implement our equal employment opportunity policy for protected veterans and individuals with disabilities. Employees or applicants who wish to review the narrative portions of our affirmative action programs for protected veterans or individuals with disabilities may schedule an appointment to do so by contacting the Company during regular business hours.

Learfield 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 Company’s legal duty to furnish information. 41 CFR 60-1.35(c).