Equal Employment Opportunity Policy Statement

Veterans and Persons with Disabilities


To provide equal employment and advancement opportunities to all individuals, employment decisions at HEMSI will be based on merit, qualifications, and abilities based on valid job requirements. HudsonAlpha does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex (including pregnancy, childbirth or related medical conditions), national origin, citizenship, ancestry, age, genetic information, disability, veteran status, or any other characteristic protected by law.


HEMSI will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. HEMSI prohibits harassment of any individual on the basis of any characteristic listed above.  For information regarding HEMSI’s internal policies for addressing complaints of harassment, please refer to HEMSI’s Policy against Harassment.


This policy governs all aspects of employment, including recruitment, selection, job assignment, promotion, compensation, discipline, termination, and access to benefits and training.


Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor, their manager, the Manager of Human Resources, or the Chief Executive Officer, who fully support all aspects of this policy.


Employees and applicants can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion or discrimination because they: (1) file a complaint with HEMSI or with federal, state, or local agencies; (2) assist or participate in any investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA), or Section 503 of the Rehabilitation Act of 1973, as amended, (Section 503), or any other federal, state or local equal employment opportunity or affirmative action statute; (3) oppose any act or practice made unlawful by VEVRAA or Section 503, and their implementing regulations, or any other federal, state or local law requiring equal opportunity for disabled veterans, recently separated veterans, Armed Forces service medal veterans, other protected veterans,  and/or persons with disabilities; or (4) exercise any other employment right protected by VEVRAA and/or Section 503, and their implementing regulations, or any other federal, state or local law and its implementing regulations.


HEMSI maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates and to respond to any specific complaints applicants or employees file with HEMSI’s equal employment opportunity office. Overall responsibility for the implementation of HEMSI’s equal employment opportunity programs and for affirmative action compliance activities is assigned to the Manager of Human Resources, who may be reached at 256-428-1059.

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