Lenovo, United States is an equal opportunity employer. As such, Lenovo, United States offers equal employment opportunities without regard to race, color, gender, religion, age, nationality, social or ethnic origin, sexual orientation, gender identity or expression, marital status, pregnancy, disability, veteran status or any other characteristic protected by law. These opportunities include all terms, conditions, and privileges of employment, including but not limited to recruiting, hiring, job placement, training, compensation, benefits, discipline, advancement, and termination.
All employees are expected to adhere to both the spirit and the letter of this long-standing Lenovo policy. The exercise of rights protected by applicable federal, state and local equal employment opportunities laws such as filing complaints, participating in investigations, compliance reviews and related administrative proceedings, and lawfully opposing unlawful practices under these laws is protected activity for which harassment, intimidation, threats, coercion or discrimination will not be tolerated.
Employees who believe they are being or have been unlawfully discriminated or retaliated against must immediately report the incident to Human Resources. Lenovo does not authorize or condone unlawful discrimination or retaliation. If any employee is found to have unlawfully discriminated or retaliated against any other employee, appropriate disciplinary action up to and including termination will be taken.
Reasonable accommodation — Lenovo will provide reasonable accommodations to qualified individuals with known disabilities unless such accommodations would pose an undue hardship to the Company. Reasonable accommodations will be made to allow individuals to participate in the application process, perform essential job functions, and enjoy equal benefits and privileges of employment. Individuals with disabilities are responsible for requesting reasonable accommodations by completing an Employee Request for Accommodation for Disability form (available through Human Resources), providing all medical documentation appropriate to verify the existence of the disabilities and to identify and assess potential reasonable accommodations and fully cooperating with Lenovo United States in all efforts to identify potential reasonable accommodations. Requests should be directed to Human Resources.
It is the responsibility of every member of management to ensure effective implementation of this policy. Specific responsibility for monitoring and reporting EEO developments is assigned to the Chief Diversity Officer.
Yolanda Lee Conyers
Vice President, HR Operations and Chief Diversity Officer