Unum Group (“Unum”) provides equal employment and advancement opportunities for all applicants and employees regardless of a person’s race, color, religion, national origin, age, disability, genetic information, military or protected veteran status, gender, sexual orientation, gender identity or expression. This policy of nondiscrimination is applicable to matters of hiring, upgrading, promotions, transfers, demotions, layoffs, recalls, terminations, rates of pay or other forms of compensation, selection for training, recruitment, and recruitment advertising. Employment decisions are based only on valid job requirements.
Unum 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 contractor’s legal duty to furnish information. In furtherance of pay transparency and in order to comply with state and local laws, Unum will publish salary ranges on advertisements and job postings.
Unum will take affirmative action to implement our EEO policy with regard to women, minorities, individuals with disabilities and protected veteran status.
Employees and applicants of Unum will not be subject to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in any of the following activities: (1) Filing a complaint; (2) Assisting or participating in an investigation, compliance evaluation, hearing or any other activity related to the administration of the affirmative action and/or nondiscrimination provisions of Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) and the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA) or any other Federal, state, or local law requiring equal opportunity for individuals with disabilities or protected veterans; (3) Opposing any act or practice made unlawful by Section 503 or VEVRAA or their implementing regulations, or any other Federal, state or local law requiring equal opportunity for individuals with disabilities or protected veterans; (4) Exercising any other right protected by Section 503 or VEVRAA or their implementing regulations.
In furtherance of Unum's policy regarding Affirmative Action and Equal Employment Opportunity, Unum has developed a written Affirmative Action Program which sets forth the policies, practices and procedures that Unum is committed to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals is accomplished. Unum’s CEO fully supports the company’s Affirmative Action Program, and the program is subject to auditing and reporting systems. Unum’s EEO Officer is its Chief, Global Inclusion and Diversity Officer and is responsible for implementation of the company’s Affirmative Action Program. This Affirmative Action Program is available for inspection by any employee or applicant for employment upon request, during normal business hours. Interested persons should contact HR Info@unum.com for assistance.