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 Workplace Policies & Procedures
The foundation of Cooper’s employee relations program is to treat all
employees with dignity and respect. As such, Cooper is committed to
providing a workplace environment where cultural and ethnic diversity
is maximized and where all employees are managed without discrimination.
All Cooper employees are encouraged to develop a cohesive spirit, and
each individual’s talents are recognized as components in contributing to
the Company’s growth.
Cooper has several key policies in place to help ensure that a career with
Cooper is safe, rewarding and desirable – regardless of where an employee
works. Among these is a longstanding policy to ensure that employment with
Cooper includes equal opportunity for advancement for all qualified employees.
Cooper also is committed to providing a safe and healthy work environment and
an atmosphere of open communications for all employees. To attract and retain
quality employees, Cooper pays wages and provides benefits that are competitive
in both the community and the overall industry. A brief description of each of
these policies follows below. To learn more about Cooper’s outstanding Employee
Safety and Health program, click here.
Fair Labor Standards/non-discrimination/workplace
diversity/opportunity policy
Cooper Industries created its Equal Employment Opportunities Policy in 1973. This
policy is mandatory with regard to Cooper’s corporate headquarters and all domestic
operations, and provides general guidance for all worldwide operations. Without
regard to an individual’s race, color, religion, sex, age, national origin, mental
or physical disability, including disabled veterans having bona fide occupational
qualifications and veterans of the Vietnam era, it shall continue to be the policy
of the Company to:
- Continue to recruit individuals for employment through all channels
suitable to its needs;
- Continue to select and employ individuals solely on the basis of
qualifications, experience, training, intelligence, character and
the ability to perform essential job functions with or without
reasonable accommodation;
- Continue to train, compensate, upgrade, transfer, demote, lay
off or terminate individuals on the basis of need, opportunity,
evaluation of performance and capability;
- Continue to encourage individual initiative and improvement of self
development and promotability within the Company; and
- Continue to provide procedures as necessary to ensure individuals of full
equality of opportunity without prejudicial discrimination.
The corporate headquarters, as well as each of the Company’s domestic groups, divisions
and subsidiaries will write and maintain an annual Affirmative Action Program (AAP) as
required under Executive Order 11246, Title VII of the Civil Rights Act of 1964, revised
Order No. 4 of the Office of Contract Compliance Programs, the Rehabilitation Act of
1973 and the Vietnam Era Veteran’s Readjustment Act of 1974.
Sexual and other Unlawful Harassment
Since 1992, Cooper Industries has maintained a harassment policy that applies to all
of its employees, including its worldwide operating groups, divisions and subsidiaries.
Cooper Industries is committed to providing a work environment that is free of
harassment. It is the responsibility of every employee to cooperate in maintaining a
harassment-free work environment. In keeping with this commitment, Cooper Industries
maintains a strict policy prohibiting harassment based upon an individual’s sex, race,
color, creed, religion, national origin or citizenship, age, physical or mental
disability, sexual preference or orientation, veteran status or any other status
protected by federal, state or local law or regulation. The Company considers
harassment a serious act of misconduct and will not tolerate unlawful harassment of any
employee of Cooper Industries, whether by another employee, supervisor, customer,
supplier or vendor, or other business contact. Allegations of unlawful harassment
will be promptly investigated. Any employee found to be responsible for unlawful
harassment will be disciplined as appropriate, up to and including discharge.
Additionally, any supervisor who sees or otherwise becomes aware of conduct that may
constitute harassment under this policy should immediately contact the appropriate
member of the Human Resources department.
Corporate Safety and Health Policy
Cooper Industries Safety and Health Policy, first adopted in 1978, was established to
eliminate or reduce injuries and accidents through a systematic approach to the
recognition, evaluation, and control of potential safety and health hazards. This
goal will be pursued in a manner that complies with or exceeds all applicable
regulations.
To achieve these objectives, Cooper Industries and its operating units will manage
their businesses according to the following principles:
- Facilities will be operated in a manner which protects the safety and
health of employees;
- All applicable safety and health regulations and internal policies
will be complied with;
- Safety and health will be integrated into the organization’s
operational strategy;
- Safety and health considerations will be a priority in planning
for all new and modified products, processes and facilities;
- Annual goals and objectives will be developed to identify and
address potential safety and health hazards; and
- Employees will have meaningful involvement in safety and health
planning, implementation and evaluation efforts.
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