TO: All Employees
FROM: Larry Zimpleman, chairman, president and CEO
I'd like to reemphasize the company's position and my commitment to several important policies related to U.S. Equal Employment Opportunity (EEO), Affirmative Action, Discrimination, Harassment and Retaliation and Disability Accommodations. These are topics I take seriously, and it's your responsibility to make sure you and those around you are creating a work environment of inclusion and respect. This directly relates to creating a high-performing culture.
Here's an overview of these policies. And, as a reminder, the policies can be found in our U.S. Employee Handbook. You should periodically review the U.S. Employee Handbook as policies change from time to time.
Equal Employment Opportunity
The EEO policy of the Principal Financial Group is to recruit and hire applicants for employment and train and promote employees regardless of age, race, color, religion, sex, gender identity, gender expression, pregnancy, national origin, citizenship status, disability, genetic characteristics, sexual orientation, marital status, domestic partner status, military status, protected veteran or other characteristics protected by law. The company also prohibits harassment on these bases. All such employment decisions are based on individual merit, qualifications and competence as they relate to the particular positions.
As a federal contractor subject to affirmative action regulations, the Principal Financial Group has developed and implemented affirmative action plans for women, minorities, people with disabilities, and protected veterans. These plans support the company's commitment to EEO and describe the policies and procedures used in the company's operations.
As we implement the affirmative action plans, the company will provide reasonable accommodation to 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 businesses. The full affirmative action plans for Women and Minorities and Individuals with Disabilities and Protected Veterans shall be available for inspection upon request by any employee or applicant for employment by contacting Human Resources at (515) 247-MYHR (6947) or (866) 524-MYHR (6947) or by email at MyHR@principal.com during normal business hours. Tamra Fatoye is the appointed EEO/AA Administrator.
Discrimination, Harassment and Retaliation
The companies of the Principal Financial Group prohibit discrimination or harassment on the basis of age, race, color, religion, sex, gender identity, gender expression, pregnancy, national origin, citizenship status, disability, genetic characteristics, sexual orientation, marital status, domestic partner status, military status, protected veteran status or other characteristics protected by law. In addition, the company prohibits retaliating against a person complaining of discrimination or harassment or a person otherwise involved in the complaint process. Employees found to have engaged in prohibited acts of discrimination, harassment or retaliation will face disciplinary action up to and including termination of employment.
Examples of harassment include:
- Insulting or degrading jokes, remarks or conduct
- Disparaging or abusive comments
- Threats or intimidation
- Negative stereotyping
- Offensive or belittling objects or pictures displayed or circulated in the workplace, including anything circulated through email or the intranet.
Reporting misconduct and filing a complaint
All employees have the duty to report prohibited behavior outlined in this policy. An employee or leader who becomes aware of prohibited behavior, conduct or other action should report it immediately to the Human Resources employee relations consultant for their business unit.
If you believe you are being discriminated against, harassed or experiencing retaliation due to your age, race, color, religion, sex, gender identity, gender expression, pregnancy, national origin, citizenship status, disability, sexual orientation, marital status, domestic partner status, military status, protected veteran status, or any other characteristic protected by law, you should immediately pursue one of the following options:
- Confront the person yourself explaining that the behavior is offensive and ask that the behavio
stop. Report the behavior to your Human Resources employee relations consultant as noted
- If you feel uncomfortable confronting the person, or if the action continues, immediately report your complaint to your Human Resources employee relations consultant.
In addition to making a complaint to the company, you have the right to file a complaint with your state civil rights commission and the Equal Employment Opportunity Commission.
For more information on these policies and how to file a complaint, see the Employee Handbook.
If you have a disability and would like to request an accommodation, see the Employee Handbook for contact information and additional helpful resources.
If you have questions about these policies, or have experienced misconduct, contact your Human Resources employee relations consultant. You may also contact Kimberly Miller, director-employee
relations, Human Resources.