It is RBC’s policy to provide equal employment opportunity, initiate affirmative action principles and provide a workplace free from discrimination for all individuals without regard to their race, color, religion, creed, national origin, sex, age, disability, marital status, civil or same sex union (as defined by applicable state law), sexual orientation, gender identity, gender expression, pregnancy or pregnancy-related conditions, genetic information, citizenship, status as a disabled, recently separated, other protected or Armed Forces service medal veteran, membership or activity in a local human rights commission, status with regard to public assistance or any other factors protected by applicable federal, state or local legislation.
RBC will provide equal employment opportunity in all of its recruitment and selection processes and terms and conditions of employment including hire, promotion, transfer, demotion, training, benefits, compensation, job assignment, lay off and termination without regard to any applicant’s or employee’s legally-protected factors. RBC will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled applicant or employee that will enable that individual to perform the essential functions of a job.
RBC will take affirmative action to employ, advance in employment and otherwise treat qualified applicants and employees without discrimination based on ethnic or racial status, gender, disabled status and status as a disabled veteran, recently separated veteran, other protected veteran or Armed Forces service medal veteran, as required by federal, state or local law. RBC has in place a Respectful Workplace Policy prohibiting the harassment of any applicant or employee because of action or presumed membership in any legally-protected groups or any other factors protected by applicable law.
RBC managers will support and actively implement equal employment opportunity and affirmative action principles. In addition, they will consult with their HR Contact or the Manager, EEO/Affirmative Action for guidance on how to carry out EEO and affirmative action responsibilities.
HR Contacts and the Manager, EEO/Affirmative Action are responsible for advising management on all matters pertaining to equal employment opportunity and affirmative action. The Manager, EEO/Affirmative is also responsible for developing RBC’s written Affirmative Action Programs, documenting the results of RBC’s efforts to ensure equal employment opportunity and ensuring that all required EEO and affirmative action reports and records are created and retained.
Any applicant or employee who has questions or concerns about this policy statement, would like to request a reasonable accommodation to perform the essential functions of his/her job or believes that he or she has been treated in a manner that is prohibited under this policy statement must contact his/her manager, HR Contact (HR Employee Support at 1-866-477-3783 can provide you with this information) or the Manager, EEO/Affirmative Action (USAAEEO@rbc.com), during normal business hours.
RBC prohibits retaliation of any kind against any applicants or employees who exercise their rights under any equal employment opportunity, affirmative action or anti-discrimination laws or regulations, including the right to make a protected report or compliant, the right to assist others in making a protected report or compliant or providing information in connection with an investigation of alleged discriminatory conduct.
RBC will provide equal employment opportunity in all of its recruitment and selection processes and terms and conditions of employment including hire, promotion, transfer, demotion, training, benefits, compensation, job assignment, lay off and termination without regard to any applicant’s or employee’s legally-protected factors. RBC will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled applicant or employee that will enable that individual to perform the essential functions of a job.
RBC will take affirmative action to employ, advance in employment and otherwise treat qualified applicants and employees without discrimination based on ethnic or racial status, gender, disabled status and status as a disabled veteran, recently separated veteran, other protected veteran or Armed Forces service medal veteran, as required by federal, state or local law. RBC has in place a Respectful Workplace Policy prohibiting the harassment of any applicant or employee because of action or presumed membership in any legally-protected groups or any other factors protected by applicable law.
RBC managers will support and actively implement equal employment opportunity and affirmative action principles. In addition, they will consult with their HR Contact or the Manager, EEO/Affirmative Action for guidance on how to carry out EEO and affirmative action responsibilities.
HR Contacts and the Manager, EEO/Affirmative Action are responsible for advising management on all matters pertaining to equal employment opportunity and affirmative action. The Manager, EEO/Affirmative is also responsible for developing RBC’s written Affirmative Action Programs, documenting the results of RBC’s efforts to ensure equal employment opportunity and ensuring that all required EEO and affirmative action reports and records are created and retained.
Any applicant or employee who has questions or concerns about this policy statement, would like to request a reasonable accommodation to perform the essential functions of his/her job or believes that he or she has been treated in a manner that is prohibited under this policy statement must contact his/her manager, HR Contact (HR Employee Support at 1-866-477-3783 can provide you with this information) or the Manager, EEO/Affirmative Action (USAAEEO@rbc.com), during normal business hours.
RBC prohibits retaliation of any kind against any applicants or employees who exercise their rights under any equal employment opportunity, affirmative action or anti-discrimination laws or regulations, including the right to make a protected report or compliant, the right to assist others in making a protected report or compliant or providing information in connection with an investigation of alleged discriminatory conduct.