Equal Opportunity Employer


iMFLUX, a wholly owned subsidiary of Procter and Gamble, have implemented the following policies as part of a long standing commitment to equal employment opportunity and affirmative action.  These policies apply whenever and wherever a Company employee is performing a function of his or her job, including at all Company locations and worksites and at all Company-sponsored business and social functions.  The Company’s equal opportunity and affirmative action policies require that employment decisions be based only on valid job requirements, and extend to all terms, conditions and privileges of employment including, but not limited to, recruitment, selection, hiring, compensation, benefits, training, promotion and disciplinary actions.  Under the Company’s equal opportunity and affirmative action policies, all employment decisions will be made without discrimination on the bases of race, religion, color, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, family medical history, or genetic information, political information, military service, or other non-merit based factors.


iMFLUX is committed to maintaining a work environment that is free from any and all forms of unlawful discrimination and harassment.  It is therefore the Company’s policy to prohibit discrimination and harassment against any applicant, employee, vendor, contractor, customer, or client on the basis of race, color, religion, sex, national origin, age, disability, pregnancy, veteran status, genetic information, citizenship status, or any other basis prohibited by law.  It is also the Company’s policy to prohibit any and all forms of retaliation against any individual who has complained in good faith of harassing or discriminatory conduct, or participated in an investigation into such complaints.  For more details please refer to the Company’s Harassment Free Policy and Worldwide Business Conduct Manual.


iMFLUX is also a federal contractor subject to Executive Order 11246, Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (“Section 4212”) and Section 503 of the Rehabilitation Act of 1973, as amended (“Section 503”).  As such, the Company is committed to taking positive steps to implement the employment-related aspects of the company’s equal opportunity policy.  Accordingly, it is the Company’s policy to take affirmative action to employ, advance in employment, and otherwise treat qualified minorities, women, protected veterans, and individuals with disabilities without regard to their race/ethnicity, sex, veteran status, or physical or mental disability at all levels within the Company, including the executive level.  Under this policy, the Company also will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of the Company’s business.

The company’s affirmative action policy also prohibits employees and applicants from being subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in (1) filing a complaint; (2) assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of Section 503, Section 4212, or any other federal, state or local law requiring equal opportunity for disabled persons or covered veterans; (3) opposing any act or practice made unlawful by Section 503 or Section 4212 and their implementing regulations, or any other federal, state or local law requiring equal opportunity for disabled persons or covered veterans; or (4) exercising any other right protected by Section 503 or Section 4212 or their implementing regulations.

The company’s affirmative action policy requires each Company affirmative action program to have an audit and reporting system that will execute the following steps: (1) measure the effectiveness of the affirmative action program; (2) indicate any need for remedial action; (3) determine the degree to which the affirmative action program’s objectives have been attained; (4) determine whether known individuals with disabilities and protected veterans have had the opportunity to participate in all Company sponsored educational, training, recreational and social activities; (5) measure compliance with the affirmative action program’s specific obligations.  This audit and reporting system must also document how these steps are executed.

The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment during normal business hours.  Individuals interested in inspecting this AAP should contact your human resources manager.


As Chief Executive Officer of iMFLUX, a wholly owned subsidiary of Procter and Gamble, I fully support our affirmative action programs and am committed to the implementation of the Company’s equal opportunity and affirmative action policies.  I have delegated overall responsibility for these policies to the Director of Human Resources.

To raise a question or concern, please follow the steps set out in the Company’s Worldwide Business Conduct Manual’s “Ways to Raise Questions and Concerns.”

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