Equal Opportunities Employer
EQUAL EMPLOYMENT OPPORTUNITY/SECTION 503/VEVRAA POLICY SEC. 201 ____________________________________________________________________
Church & Dwight is committed to equal employment opportunity and to compliance with all federal, state and local laws prohibiting workplace discrimination and unlawful retaliation. Consistent with this commitment, it is the policy of this Company that no employee or applicant will be discriminated against because of race (including the characteristic of natural hair, such as afros, braids, twists, and locks), color, creed, religion (including dress and grooming practices), sex, pregnancy (including breast feeding and conditions relating to breast feeding and child birth), gender, gender identity, gender expression, age, national origin, ancestry, ethnicity, citizenship status, marital or familial status, domestic partnership or civil union status, sexual orientation, protected veteran or military status, genetic information, physical and mental disability, use of a guide or support animal to assist with a disability, relationship or association with a person with a disability, atypical hereditary cellular or blood trait, AIDS and HIV status, possession of a GED rather than a high school diploma or based on any other condition or characteristic protected by applicable law.
This Company will consider individuals for positions based upon their qualifications to perform essential job function with or without accommodations. It is also the policy of this Company to administer all phases of its personnel activity, including recruitment, employment, placement, upgrading, training, promotion, demotion, transfer, separation, layoff, recall, compensation, benefits, education, recreation, and all other conditions or privileges of employment without regard to race (including the characteristic of natural hair, such as afros, braids, twists, and locks), color, creed, religion (including dress and grooming practices), sex, pregnancy (including breast feeding and conditions relating to breast feeding and child birth), gender, gender identity, gender expression, age, national origin, ancestry, ethnicity, citizenship status, marital or familial status, domestic partnership or civil union status, sexual orientation, protected veteran or military status, genetic information, physical and mental disability, use of a guide or support animal for disability, relationship or association with a person with a disability, atypical hereditary cellular or blood trait, AIDS and HIV status, possession of a GED rather than a high school diploma or any other condition or characteristic protected by applicable law. Sexual harassment or any other kind of harassment based upon a characteristic protected by law, including harassment based on sexual orientation, will not be tolerated.
Every Supervisor, Manager, member of the Human Resources Department and employee must follow and adhere to this EEO Policy.
If you have any questions about this policy or believe in good faith that you have been subjected to, witnessed or otherwise learned of conduct prohibited by this policy by anyone, including supervisors, co-workers, suppliers, vendors, contingent workers, or customers, you should notify your Supervisor, Manager or the Human Resources Department. You are not required to report to your Supervisor, Manager or any other person engaging in the unwelcome behavior if that Supervisor, Manager or other person is the subject of the report. Supervisors or Managers who receive reports or observe such conduct shall promptly report it to the Human Resources Department.
Church & Dwight prohibits retaliation against any individual who in good faith utilizes the reporting procedures in this policy and/or participates in any investigation related to an allegation of conduct prohibited by this policy. Persons engaging in any form of retaliation will be subject to disciplinary action, up to and including termination.
This Company is a federal government contractor and is subject to Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (the Acts), and their implementing regulations which require government contractors to take affirmative action to employ and advance in employment qualified persons with disabilities and protected veterans. If you have questions about the Section 503 or VEVRAA affirmative action programs or wish to request a reasonable accommodation, please contact our EEO Coordinator. Submission of reasonable accommodation request information is voluntary and refusal to provide it will not subject you to discharge or disciplinary treatment. Such information obtained concerning individuals with disabilities will be kept confidential except that (i) supervisors and managers may be informed regarding restrictions on the work or duties of individuals with disabilities and regarding necessary accommodations, (ii) medical and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) government officials investigating compliance with the Acts shall be informed.
Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities:
1) Filing a complaint;
2) Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of Section 503 of the Rehabilitation Act of 1973, as amended, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), as amended, or any other Federal, State, or local law requiring equal employment opportunity;
3) Opposing any act or practice made unlawful by Section 503, VEVRAA, their implementing regulations, or any other Federal, State, or local law requiring equal employment opportunity; or
4) Exercising any other right protected by Section 503, VEVRAA, their implementing regulations, or any other Federal, State, or local law requiring equal employment opportunity.
In addition to a commitment to the application of equal employment opportunity and nondiscrimination principles and no retaliation in all of its personnel decisions, Church & Dwight is committed to affirmative action to employ and advance qualified individuals with disabilities and protected veterans, as required by Section 503 and VEVRAA. This Company has developed written Section 503 and VEVRAA Affirmative Action Programs (AAP) for individuals with disabilities and protected veterans. Non-data portions of the Section 503 and VEVRAA AAPs for individuals with disabilities and for protected veterans are available for review by any employee or applicant upon request, during regular business hours. Interested individuals should contact the EEO Manager for assistance.
To ensure dissemination and implementation of these principles throughout all levels of the Company, Rene
Hemsey, EVP, Chief Human Resources, manages Equal Employment Opportunity [EEO] for Church & Dwight.
Rene can be contacted via email at [email protected].
Church & Dwight’s EEO/Section 503/VEVRAA Affirmative Action policy is fully supported by the
Company’s executive level management, which will ensure the resources necessary to implement this policy.
Issued Date: 1/01/05 Updated: April 2, 2025
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another applicant or employee for the purpose of investigating or taking legal action against potential pay discrimination. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information. 41 CFR 60-1.35(c).