Diversity in People
Our Policies
Lubrizol is an equal opportunity employer. Our corporate policies are designed to reflect our commitment toward creating an environment that allows each of our employees the security and freedom to succeed in their chosen field. Following is an overview of some of these policies.
EQUAL EMPLOYMENT OPPORTUNITY
Lubrizol will make employment decisions on merit, qualification and competence. Except where required or permitted by law, employment practices shall not be influenced or affected by virtue of an applicant's or employee's race, color, religion, sex, national origin, age, marital status, military service, sexual orientation or disability. This policy governs all aspects of employment, promotion, assignment, discharge and other terms and conditions of employment.
- Employee Benefits
- Family Care Leave of Absence
- Harassment and Discrimination
- Ethical and Legal Conduct
EMPLOYEE BENEFITS PROGRAM-U.S.
Lubrizol provides a balance of benefits plans for eligible employees designed to meet a variety of individual and family needs within established corporate budgets, goals and objectives. The primary benefits objectives are:
- To promote the health, safety and security of employees and their families through understanding and knowledgeable utililzation of the benefits plans.
- To allow employees to share in the success of the Corporation through some form of profit sharing.
- To provide programs that support employees and their families during times of illness, disability or death.
- To assure appropriate cost sharing of benefits plans with employees and retirees.
- To provide tax-effective programs for financial security while working and in retirement.
- To be competitive within the industry and geographic areas in which Lubrizol does business.
- To efficiently manage programs in accordance with applicable law and regulation.
FAMILY CARE LEAVE OF ABSENCE
While each employee's contributions on the job are valued and regular attendance required, it is recognized that family situations and job performance may be better served if temporary absences are permitted. Family Care Leave may be granted to provide time off, without pay, for employees to care for a newborn or newly adopted minor child or a seriously ill member of the immediate family. This Leave policy and practice also meets the requirements of the Family and Medical Leave Act of 1993. This policy also provides for financial assistance when an employee adopts a child.
HARASSMENT AND DISCRIMINATION
Lubrizol is committed to providing a work environment that is free of harassment and discrimination on the basis of race, color, sex, national origin, age, religion, sexual orientation, disability, marital status, military service and any other legally protected characteristic or activity.
Impermissible
Unwelcome actions, words, jokes or comments based on an individual's race, color, national origin, sex, age, religion, sexual orientation, disability or any other legally protected characteristic or activity will not be tolerated.
The Corporation has taken and will continue to take affirmative action to ensure that all areas of operation within Lubrizol are conducted in a professional manner, resulting in a working environment that is free of impermissible harassment by supervisors, co-workers and corporate visitors. Anyone who feels they have been subject to harassment or discrimination should contact any Human Resources representative. Lubrizol encourages persons to report any complaints before it becomes severe or pervasive. Upon receipt of a complaint, Lubrizol Human Resources will conduct an investigation and, if appropriate, take disciplinary action, up to and including termination. Lubrizol will protect the confidentiality of complaints to the extent possible. Persons who make complaints of harassment or provide information related to complaints will be protected against retaliation.
An individual who knowingly makes false accusations of impermissible harassment will be subject to appropriate disciplinary action, up to and including termination.
Persons may always file complaints with the state civil rights commission within six months after the allegedly unlawful practice was committed or with the Equal Employment Opportunity Commission within 300 days. The deadline runs from the last date of the allegedly unlawful harassment, not from the date that the complaint to Lubrizol is resolved.
Sexual Harassment
The guidelines on sex discrimination issued by the Equal Employment Opportunity Commission state that unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitutes unlawful sexual harassment when:
- Submission to such conduct is an explicit or implicit term or condition of an individual's employment;
- The submission to or rejection of such conduct by an individual is the basis for an employment decision affecting that individual; or
- Such conduct has the effect of (a) unreasonably interfering with an individual's work performance or (b) creating an intimidating, hostile or offensive working environment.
ETHICAL AND LEGAL CONDUCT
Employees of Lubrizol and its subsidiaries must respect the laws, customs and traditions of each country in which they operate. At the same time, employees are not to engage in any course of conduct which, even if legal, customary and accepted in such country, could be deemed to be in violation of Lubrizol's guidelines on ethical or legal conduct.
