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Fiserv's continued success is a direct result of the selection, the development, and the commitment of its employees. The profitable, responsible growth and business success of the Company, and personal growth of the individual, results from hiring the most qualified personnel, while enhancing and using their abilities within the framework of the business environment. By hiring, compensating, training, promoting and providing fair treatment to all employees, the effectiveness of Fiserv's operations are maintained and enhanced. Fiserv's primary employment policies are:
Equal Employment Opportunity/Affirmative Action
Fiserv, Inc. is an equal opportunity employer and operates in compliance with applicable federal and state laws. We are committed to the concept of, and take affirmative action regarding, equal employment and advancement opportunities for employees or applicants in accordance with the following policy statement:
"It is the policy of Fiserv, Inc. not to discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, physical or mental disability, or veteran status, or any other class protected by federal, state and local laws, but to base decisions on employment as to further the principle of equal employment opportunity. This policy shall include, but not be limited to, the following: employment, upgrading, demotion or transfer, recruitment, and selection for training.
All personnel actions such as compensation, benefits, transfers, layoffs, returns from layoff, company-sponsored training, education, tuition assistance, and social and recreation programs will be administered without regard to race, color, religion, sex, age, national origin, physical or mental disability, or veteran status, or any other class protected by federal, state and local laws.
This company further agrees to take affirmative action to ensure equal employment opportunities. The Executive Vice President of Corporate Human Resources for Fiserv has been assigned the overall corporate responsibility to coordinate implementation of the affirmative action plans for Fiserv and its affiliates or subsidiaries.
All personnel responsible for hiring, promotion and supervision of employees and activities are charged to support this program and shall provide leadership in carrying out the goals and objectives."
Although Affirmative Action cannot guarantee anyone's career progression, it does ensure that fair and objective means exist to provide equal career opportunities for everyone.
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Americans with Disabilities Act
The company prohibits discrimination against qualified individuals with disabilities. Qualified individuals with disabilities are those who meet the skill, experience, education, or other employment requirements for the job being sought or held and can perform the essential functions of the job they hold or desire, with or without reasonable accommodations.
If you would like to seek an accommodation for your disability, submit a written request to your supervisor complete with any supporting medical documentation. Accommodations will be implemented in consultation with you. A medical examination by a company physician or other evaluation may be necessary to identify an appropriate and reasonable accommodation. The company will endeavor to resolve all accommodation requests as promptly as possible.
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Harassment and Sexual Harassment
Purpose
The purpose of the company's Harassment and Sexual Harassment Policy is to ensure that the workplace of all Fiserv employees is free of any form of harassment from other employees, clients or contractors - whether the conduct involves non-work activities or the performance of the employee's job duties, whether it is on company or non-company time, or whether the conduct occurs while on or off company premises.
Definitions
Harassment. Any unwanted, deliberate, or repeated unsolicited comments, gestures, presentation of graphic materials, physical contact, or solicitation of favors that is based on race, sex, color, religion, national origin, age, physical or mental disability, or any other class protected by applicable law, constitutes prohibited harassment, when: 1. Submission to the conduct is made either explicitly or implicitly a term or condition of an individual's employment; or 2. Submission to or rejection of the conduct by an individual is used as a basis for employment decisions affecting the individual, such as promotions, salary increases, training, or other employment actions; or 3. The conduct had the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating or offensive hostile work environment.
Sexual Harassment
This includes unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature that creates an intimidating or offensive hostile work environment. As a general rule, conduct is unwelcome when it is uninvited and offensive to the employee. Sexual harassment that occurs between members of the same sex will be treated the same as that between members of different sexes.
Examples of sexual harassment include, but are not limited to, explicit sexual propositions, sexual innuendo or suggestive comments, sexually oriented jokes and teasing, presentation of foul or obscene printed or visual material of a sexual nature, and physical contact such as touching, fondling, patting, pinching, or brushing against another's body or intentionally attempting to do so. Any sexual advances are not welcome in any way at Fiserv. Such sexual advances between employees are considered sexual harassment if they violate this policy or after the victim or management has advised the offender that such advances or behaviors are unwelcome by the victim and should cease immediately.
Policy
It is the company's policy to maintain a non-discriminatory work environment that is free of any form of harassment, including sexual harassment. The harassment or sexual harassment of employees by other company employees, clients, or contractors is strictly prohibited and will not be tolerated.
Harassment and sexual harassment is a violation of the company's standards of conduct and is prohibited by Title VII of the 1964 Civil Rights Act, as amended in 1972, and various other federal and state regulations. It is illegal to harass another employee on the basis of age, color, race, sex (including the same sex), national origin, religion, physical or mental disability, or any other class protected by applicable law. In addition, many state laws also prohibit harassment on the basis of marital status and ancestry.
Any employee who engages in any of the acts or behavior as defined above, or similar acts, will be subject to disciplinary action, up to and including discharge.
If you feel you have been harassed on the basis of sex or any other prohibited form of harassment, you should immediately report such incidents to your immediate supervisor or to the Human Resources Department. Without such a notification, it may be difficult or impossible for the company to detect or stop the misconduct. Confidentiality will be maintained at all times to the extent permitted by the circumstances.
All allegations of harassment will be thoroughly and promptly investigated in an impartial manner by the local Human Resources Department. When an allegation has been substantiated during the investigation, the Corporate Human Resources and Legal departments will become directly involved in the investigation. The results of the investigation will be presented to the Business Unit President and/or Location Manager, along with any recommendation for disciplinary action. This impartial investigation will include detailed interviews with the employee making the complaint, the alleged harasser, and any witnesses, along with a review of all the facts related to the subject, which will be fully documented. Where allegations are substantiated, appropriate disciplinary action will be taken in a prompt manner against the employee(s) responsible. Any employee who knowingly makes false accusations that are substantiated as such during the investigation will be subject to disciplinary action, up to and including discharge.
Absolutely no retaliation against the employee(s) filing the complaint or providing information regarding the complaint will be tolerated in any manner whatsoever. Therefore, employees affected by this policy should have absolutely no fear of reprisal for their involvement in such matters.
As you join Fiserv, you will receive a summary of the Harassment and Sexual Harassment Policy and the "Sexual Harassment: Understanding, Preventing and Reporting" pamphlet, and will be asked to sign our Policy Statement acknowledging the receipt of this policy. All current employees will receive a copy of this policy summary on an annual basis.
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Drug-Free Workplace
Fiserv is committed to maintaining a safe, healthful, and efficient work environment for its employees, as well as providing a safe business environment for its clients. The company recognizes that the misuse of drugs and alcohol can adversely affect both this environment and the job performance and quality of work performed by the employee.
For these reasons, manufacturing, distributing, dispensing, possessing, selling, purchasing, using, or being under the influence of alcohol, inhalants, or any illegal drugs on company premises (including in any vehicles on company premises), while in company-provided vehicles at any time or location or while conducting company business off company premises, is prohibited. "Illegal drugs" include any prescription drugs or over-the-counter medications used in a manner not intended or prescribed. Fiserv may, without prior notice, require an employee, at the company's expense, to submit to drug or alcohol screening whenever there is a reasonable suspicion to believe the employee is under the influence of alcohol, inhalants, or drugs; is involved in an accident that causes a fatality, serious injury, or significant property damage; or is otherwise in violation of the company's policy. An employee who refuses to be tested will be treated as having received a positive test result.
Management reserves the right to discipline employees who violate this policy, up to and including discharge, based on the facts and circumstances of the case. In considering each individual case, the employee's years of service and work/performance record may be considered. Any employee suspected of violating this policy may be immediately suspended, pending an investigation and decision.
Additionally, Fiserv requires applicants for employment to submit, at the company's expense, to drug screening as a condition of employment.
Fiserv has an employee assistance program and medical plan that can assist employees who may have problems to obtain help and treatment.
As you join Fiserv, you'll receive a copy of our Drug-Free Workplace Policy and will be asked to sign our Policy Statement acknowledging your receipt of this policy.
Convictions Background Review
To enhance the safety and security of our employees, assets, and clients, Fiserv will complete pre-employment convictions background checks or post-employment checks based on reasonable suspicion, which may include fingerprinting and credit checks.
A serious conviction that is job related or raises concerns about an individual's ability to safely and effectively perform job duties may preclude the individual from employment or continued employment.
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