• EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION

  • It is the policy of Pepco Holdings, Inc., and its affiliates (collectively, “PHI” or the “Company”) to provide equal employment opportunity in all aspects of employment at all locations of the Company. This policy applies to all applicants for employment, all Company employees and to the communities we serve and in which we live and work.

    Company policies require equal employment opportunity in all aspects of the employer‑employee relationship, including recruiting, hiring, upgrading and promotion, conditions of employment, compensation, training and education assistance, social and recreational programs, benefits, transfers, discipline, layoff and recall, and termination of employment, for all employees without discrimination because of race, color, religion, national origin, ethnicity, age, sex, disability, sexual orientation, gender identity, protected veteran status or other conditions protected by law. To ensure that promotional decisions are in accord with this policy, only valid job requirements may be imposed. The Company does not have any job in which race, color, religion, national origin, ethnicity, age, sex, disability, sexual orientation, gender identity or protected veteran status is a bonafide occupational qualification. Company policies prohibit harassment, intimidation, coercion or discrimination because an individual has filed a complaint, participated in an investigation, opposed an unlawful practice or otherwise exercised rights protected by law.

    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 employee or applicant. 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.

    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 employee or applicant. 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.

    The Company has an Affirmative Action Plan that assists in achieving its equal employment opportunity objectives, including the full utilization of minorities and females, and the employment and advancement of qualified persons with disabilities, special disabled veterans, veterans of the Vietnam era or other veterans.

    The Company is fully committed to equal employment opportunity. All employees and all others working at or on behalf of the Company, regardless of employment status, have a continuing responsibility to comply with this business policy and all Company policies regarding equal employment opportunity and affirmative action in every decision made and in every action taken in the conduct of Company business. Compliance with this business policy will be overseen by People Strategy & Human Resources.