Clinovators, LLC is dedicated to providing equal employment opportunities for all employees and applicants in every aspect of employment.

To support this commitment, the company has implemented a written Affirmative Action Program (AAP), which is endorsed by the Chief Executive Officer. All employees are encouraged to support the program’s implementation. An audit and reporting system is in place to ensure compliance with equal employment opportunity mandates. The EEO Administrator is responsible for developing, modifying, implementing, and ensuring the effectiveness of the affirmative action plan, as well as meeting reporting requirements and providing management updates. The written Affirmative Action Plan is available for review by any applicant or employee upon request during normal business hours at the Human Resources office.

As part of Clinovator’s commitment, the company ensures that all aspects of employment, including recruitment, selection, job assignment, training, compensation, benefits, discipline, promotion, transfer, layoff, and termination, are free from illegal discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability (as defined under Section 503 of the Rehabilitation Act of 1973), protected veteran status (as defined under the Vietnam Era Veterans’ Readjustment Assistance Act of 1974), or a person’s relationship or association with a protected veteran, including spouses and other family members. Employment decisions are based solely on valid job requirements, and regular reviews are conducted to ensure compliance with this policy.

The company also ensures that employees and applicants are not subjected to harassment, intimidation, threats, coercion, or discrimination due to their protected status or for engaging in activities such as: (1) filing a complaint with the company or with federal, state, or local agencies regarding issues covered under this AAP; (2) assisting or participating in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local equal employment opportunity or affirmative action statute; (3) opposing any act or practice made unlawful by Section 503 and/or VEVRAA; and (4) exercising any other right protected by Section 503 and/or VEVRAA or its implementing regulations.