Federal Employment Notices

July 1, 2018

Reaffirmation of EEO Policy

TO: All Employees and Applicants

FROM: Peter Provenzano, President and CEO

RE: Reaffirmation of EEO Policy

The employees of SupplyCore are our most important asset. Our organization’s continued success and development depends on the future and effective use of all of our skills and talents to their fullest extent. SupplyCore has an obligation to hire and develop the best people we can find based on job-related qualifications and irrespective of any characteristics protected under applicable law.

SupplyCore is committed to the principles of Equal Employment Opportunity and Affirmative Action because it is morally right and legally required. It is the obligation of each officer, manager, and supervisor to ensure all employment activities are conducted in an equal and equitable fashion, without regard to race, color, creed, religion, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender identity or expression, trans gender status, age, national origin, marital status, citizenship, physical and mental disability, criminal record, genetic information, predisposition or carrier status, status with respect to receiving public assistance, domestic violence victim status, a disabled, special, recently separated, active duty wartime, campaign badge, Armed Forces service medal veteran, or any other characteristics protected under applicable law.

Such employment activities include, but are not limited to: recruitment, advertising, selection, hiring, training, promotion, upgrade, demotion, transfer, layoff, discharge, return from layoff, leaves of absence, performance evaluation, rate of pay, other compensation and fringe benefits and selection for training, including apprenticeship, at all levels of employment.

Further, SupplyCore 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. 

Peter J. Provenzano, President and CEO

The following notices are posted in all of our company locations and are provided here in PDF format. Click on the link below to see the PDF.

• Equal Employment Opportunity Policy Statement
• E-Verify
• Employee Rights Under the NLRA
• EEO is the Law
  • Supplement #1 to the EEOC poster of your rights
  • Supplement #2 to the EEOC poster of your rights
• SCA-PCA Employee Rights
• OSHA
• Right to Work

SupplyCore Inc. is committed to the principles of Equal Employment Opportunity and Affirmative Action because it is morally right and legally required. It is the obligation of each officer, manager, and supervisor to ensure all employment activities are conducted in an equal and equitable fashion, without regard to race, color, creed, religion, sex, age, national origin, marital status, citizenship, physical and mental disability, criminal record, sexual orientation, gender identity or expression, status as a disabled, special, recently separated or Vietnam era veteran, Armed Forces Service Medal veteran, other protected veteran, genetic information, predisposition or carrier status, status with respect to receiving public assistance, domestic violence victim status or any other characteristics protected under applicable law. Such activities include, but are not limited to: hiring, promotion, demotion, transfer, recruitment, advertising, layoff, discharge, rate of pay, and selection for training. Drug Free Workplace. Equal Opportunity Employer Minority/Female/Disabled/Veteran. The contractor will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates 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.