It is the intent of Valero to employ and retain the most qualified individuals without regard to race, color, gender, religion, sexual orientation, genetic information, national origin, age, disability, veteran status or any other category protected by federal, state or local law. This policy applies to recruiting, hiring, promotions, compensation, employee benefits, transfers, layoffs, returns from layoffs, terminations, company-sponsored training, education, tuition assistance and all other terms and conditions of employment. Supervisors’ work performance is evaluated in part on their equal employment opportunity (EEO) efforts and results.
Valero forbids retaliation against any employee for reporting in good faith any violation of this policy. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire, and failure to give equal consideration in making employment decisions. Please immediately report any retaliation to the Human Resources Department.
Valero is also an affirmative action employer and maintains affirmative action plans, procedures and practices to fulfill the objectives of this policy. The Company’s EEO and Affirmative Action policy and obligations, includes the full support of the Chief Executive Officer. The most senior HR Executive is responsible for directing and monitoring Valero’s affirmative action program and designing and implementing audit and reporting systems that will keep management informed no less than on an annual basis of the status of the company’s affirmative action program. Valero will take affirmative action to ensure that applicants are employed, and that employees are treated during employment without regard to their race, color, religion, sex, or national origin as required by Executive Order 11246. Valero also will take affirmative action to employ, advance in employment, and otherwise treat qualified individuals with disabilities, disabled veterans, recently separated veterans, armed forces service medal veterans or active duty wartime or campaign badge veterans as provided in Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans Readjustment Assistance Act, as amended. Applicants and employees will be requested to identify themselves as members of protected groups as part of the company’s compliance with its affirmative action plan. Persons who consider themselves to have covered disabilities or veteran status may volunteer to have this information made a part of their employment record by informing Human Resources of the existence of any such disability or protected veteran status. Such information can be updated at any time and will be treated confidentially.
Documents related to Valero’s affirmative action programs are available for review upon request in Human Resources on regularly scheduled workdays by advance appointment.