Equal Employment Opportunity Policy
Zuar provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristics protected by federal, state, or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.
All employment with Zuar is at will. This means an individual's employment is for an indefinite period of time and it is subject to termination by the individual or Zuar, with or without cause, with or without notice, and at any time. Nothing in this policy or any other policy of Zuar shall be interpreted to be in conflict with or to eliminate or to modify in ay way, the at will employment status of Zuar employees.
The at will employment status of an employee of Zuar may be modified only in a written employment agreement with that employee which is signed by the CEO, or the Chairman of the Board of Directors, of Zuar.
Anti-Harassment and Non-Discrimination
Zuar strives to create and maintain a work environment in which people are treated with dignity, decency and respect. The environment of the company should be characterized by mutual trust and the absence of intimidation, oppression and exploitation. Zuar will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by education of employees, Zuar will seek to prevent, correct and discipline behavior that violates this policy.
Please see Zuar's Anti-Harassment Policy and Complaint Procedure for more information.
While employed at Zuar, employees may have access to Zuar’s confidential, secret and proprietary information. Employees should maintain such information in confidence and use such information only in the interest of Zuar.
Please see Zuar's Confidentiality and Inventions Policy for more information.
Background Check Policy
All offers of employment at Zuar may be contingent upon clear results of a thorough background check. Such background checks include:
- Social Security Verification: validates the applicant's Social Security number, date of birth, and former addresses
- Prior Employment Verification: confirms applicant's employment with the listed companies, including dates of employment, position held and additional information available pertaining to performance rating, reason for departure and eligibility for rehire. This verification may be run on the past two employers or the previous five years, whichever comes first.
- Personal and Professional References: calls will be placed to individuals listed as references by the applicant.
- Education Verification: confirms the applicant's claimed educational institution, including the years attended and the degree/diploma received.
Zuar does not require criminal background checks on existing employees or applicants prior to extending an offer of employment, however Zuar reserves the right to change this policy at any time without notice.
Should client work require a criminal background check, participation by the employee is voluntary and on an opt-in basis. There will be ill-will or retributive behavior extended towards an employee who declines or opts-out. However, by not meeting client requirements for work, said employee will be prohibited from working with said client until either requirements are met or change.
Use and Care of Company Property
Zuar may provide employees with company property, including - but not limited to - laptops, cell phones, monitors, printers, license keys, software, or other equipment, furnishings, vehicles, or building access. For information pertaining to personal property used for company business, please refer to Zuar's Bring Your Own Device (BYOD) policy.
All Zuar employees must maintain his or her work environment in an orderly fashion and follow all Zuar rules to ensure its proper use and maintenance. Employee must ensure that any equipment provided that contains confidential information or property that enables the access of confidential information is secured, locked, and not left unattended. Any computer, laptop, mobile device, or UI is equipped with a lockout screen after a pre-defined amount of time.
Any employee who is found to have neglected or misused Zuar property will be subject to disciplinary action up to and including termination. If an employee’s misuse of Zuar property damages the property, Zuar reserves the right to require the employee to pay all or part of the cost to repair or replace the property. Misappropriation of Zuar property is grounds for immediate termination and possible criminal action.
Zuar property (including computers, pagers, telephones, cellphones, copiers, fax machines, Internet services and printers) is intended for business use only. Limited personal use as necessary is allowable but should be the exception and not the rule.
Use and Dissemination of Company Information
“Information,” as the term is used in this policy, includes without limitation any information owned or used by Zuar, such as:
- Any company employee, customer or client lists.
- Any company database information, including addresses and telephone numbers.
- Any information from Zuar employee personnel files, including employee addresses, telephone numbers, employment status and wage history.
- Any photographs, videotapes and sound clips of any Zuar employee, customer or client.
Only those employees who are authorized by Zuar’s board of directors or executive team, or whose job description permits them to do so, may speak on behalf of Zuar. Notwithstanding the foregoing, specific permission from the Zuar’s board of directors or executive team will be required before any Zuar employee may disseminate confidential Zuar information.
No employee may knowingly dispense such information to any outside party unless authorization has been granted. This could include other employees who do not have the right to know such information. Any breach will be considered a violation of Zuar policy concerning confidentiality, and it may constitute a violation of state or federal law.
Monitoring of Network Communications
Zuar reserves the right to monitor at any time any communications that use Zuar networks in any way, including data, voice mail, telephone logs, Internet use and network traffic, to determine proper use.
Zuar will review network communications activity and will analyze use patterns. Zuar may choose to publish these data to ensure that company resources in these areas are being used according to this policy.
No employee may knowingly disable any network software or system identified as a monitoring tool.
Return of Property
Upon termination, all Zuar property will be returned in proper working order and within a timely manner. In the event of lost or damaged property, the person entrusted with the property may be held financially responsible. Failure to return property - including but not limited to laptops, cell phones, monitors, printers, license keys, software, or other equipment, furnishings, vehicles, or building access - will be considered theft and may lead to criminal prosecution by Zuar.
From time to time, Zuar engages the use of contractors and third-parties. Such use is approved by Zuar's CFO and is governed by relevant terms & conditions. The terms & conditions that govern such a business agreement align with Zuar policies. In the unlikely event of a conflict, Zuar policies supersede.