Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at CitiGlobal will be based on merit, qualifications, and abilities. Except where required or permitted by law, employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.
CitiGlobal is in full compliance with the federal mandates of the Americans with Disabilities Act. CitiGlobal will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
In addition to a commitment to provide equal employment opportunities to all qualified individuals, CitiGlobal has established an affirmative action program to promote opportunities for individuals in certain protected classes throughout the organization.
CitiGlobal believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors.
Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that CitiGlobal amply demonstrates its commitment to employees by responding effectively to employee concerns.
In an effort to protect and maintain direct employer/employee communications, we will resist organization, within applicable legal limits, and protect the right of employees to speak for themselves.
If and when employees examine the option of representation by individuals outside CitiGlobal, however, we strongly encourage careful consideration of such related issues as regular deductions from paychecks for representation fees, the potential for outside interference with supervisory relationships, and the commitment to comply with directions from third parties.
Immigration Law Compliance
CitiGlobal is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I‑9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I‑9 with CitiGlobal within the past three years, or if their previous I‑9 is no longer retained or valid.