Federal Employment Notices
July 1, 2025
Reaffirmation of EEO Policy
TO: All Employees and Applicants
FROM: Peter Provenzano, President and CEO
RE: Reaffirmation of EEO Policy
It is SupplyCore’s policy to not discriminate against any employee or applicant for employment because of their race, color, religion, sex, or national origin or because they are an individual with a disability or disabled veteran, Armed Forces service medal veteran, recently separated veteran, or active duty wartime or campaign badge veteran, hereinafter referred collectively as “protected veterans,” or any other characteristics protected under applicable law. It is also SupplyCore’s policy to take affirmative action to employ and to advance in employment, all persons regardless of their status as individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements. 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.
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 Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) or any other Federal, State, or local law requiring equal opportunity for individuals with disabilities; (3) Opposing any act or practice made unlawful by Section 503 or its implementing regulations in this part or any other Federal, State, or local law requiring equal opportunity for disabled persons; or (4) Exercising any other right protected by section 503 or its implementing regulations in this part. 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.
As President and Chief Executive Officer of SupplyCore, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. In order to ensure the dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of SupplyCore, I have selected Andre Balka as the Chief of Staff for SupplyCore. One of the Chief of Staff’s duties will be to establish and maintain an internal audit and reporting system to allow for effective measurement of SupplyCore’s programs.
In furtherance of SupplyCore’s policy regarding Affirmative Action and Equal Employment Opportunity, SupplyCore has developed a written Affirmative Action Program which sets forth the policies, practices, and procedures that SupplyCore commits to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. This Affirmative Action Program is available for inspection by any employee or applicant for employment upon request between normal business hours at the Human Resources department. Any questions should be directed to me, your supervisor, or Andre Balka, Chief of Staff.
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
- Know Your Rights
- SCA-PCA Employee Rights
- OSHA
- Right to Work
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, 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.