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Equal Opportunity Employment
It has been and will continue to be the policy
of First Midwest Bancorp, Inc. and its subsidiary
First Midwest Bank (jointly referred to as "First
Midwest") to be an equal opportunity employer.
The objective of First Midwest is to recruit,
hire, train and promote into all levels the most
qualified applicants without regard to race, color,
religion, sex, national origin, age, disability,
veteran status, sexual orientation, or any other prohibited form of
discrimination. All such decisions are made based
on an individual's qualifications as they relate
to a particular vacancy and in furtherance of
equal employment opportunity.
All personnel actions regarding compensation,
benefits, transfers, layoffs, recall, company-sponsored
training, education tuition assistance, social
and recreational programs will be executed without
regard to race, religion, color, sex, national
origin, age, disability, veteran status,sexual orientation, or any
other prohibited form of discrimination.
Substance Abuse Policy
Purpose
It is the goal of First Midwest to provide a safe,
healthful work environment for all employees,
which is free from the influence of alcohol and
drugs.
Policy
It is the policy of First Midwest to prohibit
the use, manufacture, distribution, and/or possession
of any illegal drug, controlled substance, and/or
alcohol on bank premises and to prohibit employees
from reporting to work or working while under
the influence of illegal drugs, controlled substances,
and/or alcohol.
All applicants will be subject to drug/alcohol
testing.
Harassment/Sexual Harassment
Policy
First Midwest expressly prohibits the harassment/sexual
harassment within the workplace, or otherwise
within the context of employment, of any employee
by any other employee or third person including
customers and suppliers.
Definition
Sexual harassment is understood to mean any unwelcome
sexual advances, requests for sexual favors, and
other verbal and physical conduct of a sexual
nature when:
(1) submission to such conduct is made either
explicitly or implicitly a term or condition of
an individual's employment;
(2) submission to or rejection of such conduct
by an individual is used as the basis of employment
decisions, or threatened employment decisions,
affecting, or which could affect the individual;
or
(3) such conduct has the purpose or effect of
(i) interfering unreasonably with an individual's
work performance, or (ii) creating an intimidating,
hostile, or offensive working environment.
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