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Cooper Carry: An Affirmative Action / Equal Opportunity Employer
It is the policy of Cooper Carry that no employee or applicant will be discriminated against because of national origin, race, color, religion, age, sex, sexual orientation, disability, marital status, military status, citizenship status, veteran status, pregnancy or related medical conditions, genetic information or any other factor protected by applicable law. This principle applies to all applicants and all employees in all personnel actions including, but not limited to, hiring, assignment, promotion, compensation, benefits, transfers, leaves, return from leaves, any Firm-sponsored training, education, tuition assistance, social and recreational programs, layoff, and/or termination of employment.
In conjunction with the above-stated Equal Employment Opportunity policy, Cooper Carry has also established an Affirmative Action Program in accordance with and in reliance upon the OFCCP’s guidelines on Affirmative Action. Cooper Carry is a government contractor and/or sub-contractor and is subject to Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, which require government contractors to take affirmative action to employ and advance in employment qualified minorities, women, persons with disabilities, disabled veterans, other protected veterans, Armed Forces service medal veterans, and veterans who have been discharged from the military for less than thirty-six months. We are an eVerify participant. In order to attain our goals of developing and leveraging a varied and exciting workforce, Cooper Carry strives to achieve diversity throughout the company. We recruit from a wide variety of sources; we value employees with diverse backgrounds; we enjoy working together in a productive team environment.
Cooper Carry: Provider of a Drug Free Workplace
It is the policy of Cooper Carry to create an alcohol/drug-free workplace in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. The firm has a significant interest in ensuring the health and safety of its employees, and the current, illegal use of controlled substances is inconsistent with that interest. Illegal drug use and alcohol abuse not only compromise the physical and psychological health of the user, but can also affect the quality of service provided to our clients.