Seylone Inc., a New York corporation, together with its divisions Seylone Construction Group and Seylone Earth & Civil Group (collectively, “Seylone,” “Seylone Inc.,” the “Company,” “we,” “our,” or “us”), is an equal-opportunity employer. Seylone is committed to maintaining a workplace free from unlawful discrimination, harassment, and retaliation, and to providing employment, advancement, and related opportunities on the basis of qualifications, experience, merit, performance, and business need. This Equal Employment Opportunity Statement (the “Statement”) describes Seylone’s policies and practices with respect to equal employment opportunity and related matters. This Statement applies to all personnel actions, including recruitment, selection, hiring, placement, assignment, training, compensation, benefits, promotion, discipline, and termination.
It is the policy of Seylone Inc., Seylone Construction Group, and Seylone Earth & Civil Group to afford equal employment opportunity to all qualified individuals and applicants. Seylone prohibits unlawful discrimination, harassment, and retaliation in all aspects of the employment relationship, consistent with applicable federal, state, and local laws. This policy reflects Seylone’s commitment to an inclusive, professional, and lawful workplace and is a condition of continued employment for all personnel.
Seylone does not discriminate on the basis of race, color, creed, religion, national origin, ancestry, citizenship or immigration status (where lawful), sex, gender, gender identity or expression, sexual orientation, pregnancy (including childbirth, breastfeeding, or related medical conditions), age, marital or familial status, partnership status, caregiver status, disability (physical or mental), medical condition, genetic information, predisposing genetic characteristics, veteran or military status, uniformed-service status, status as a victim of domestic violence, sex offenses or stalking, arrest or conviction record (to the extent protected by law), credit history, unemployment status, salary history (to the extent protected by law), or any other category protected by applicable federal, state, or local law.
This Statement applies to all employees, officers, directors, applicants, interns, contingent workers, and individuals performing services on behalf of Seylone Inc., Seylone Construction Group, or Seylone Earth & Civil Group, regardless of location or assignment. This Statement applies to all terms and conditions of employment, including recruiting, interviewing, selection, hiring, onboarding, assignment, compensation, benefits, performance evaluation, training, discipline, promotion, demotion, layoff, recall, transfer, leaves of absence, and separation.
Seylone strictly prohibits harassment of any kind, including harassment based on any characteristic protected by law, and including verbal, physical, visual, written, and electronic conduct that creates an intimidating, hostile, or offensive work environment, or that unreasonably interferes with an individual’s work performance. Harassment is prohibited at all Seylone workplaces, jobsites, client facilities, offsite events, and through any communication channel. All personnel are expected to conduct themselves in a professional manner.
Seylone maintains a separate written Sexual Harassment Prevention Policy consistent with New York State Labor Law § 201-g and applicable regulations promulgated by the New York State Department of Labor and the New York State Division of Human Rights. That policy defines sexual harassment, identifies prohibited conduct, describes complaint and investigation procedures, prohibits retaliation, and is distributed to personnel upon hire and at such intervals as required by law. Seylone provides interactive sexual-harassment-prevention training to all personnel consistent with applicable requirements.
Seylone strictly prohibits retaliation against any person who, in good faith: (a) reports or complains of discrimination, harassment, or other unlawful conduct; (b) assists or participates in an investigation, proceeding, or hearing; (c) requests a reasonable accommodation; (d) exercises rights under applicable labor, civil rights, whistleblower, or occupational-safety laws; or (e) opposes practices reasonably believed to be unlawful. Retaliation, in any form, is a serious violation of Company policy and may result in disciplinary action up to and including termination.
Consistent with applicable law, Seylone provides reasonable accommodations to qualified individuals in the circumstances set forth below, absent undue hardship.
Seylone provides reasonable accommodations to qualified applicants and employees with disabilities to enable such individuals to perform the essential functions of their position or to participate in the application process, consistent with the Americans with Disabilities Act, as amended (the “ADA”), the New York State Human Rights Law, the New York City Human Rights Law, and other applicable laws.
Seylone provides reasonable accommodations for sincerely held religious beliefs, observances, and practices, absent undue hardship, consistent with Title VII of the Civil Rights Act of 1964, as amended, and applicable state and local law.
Seylone provides reasonable accommodations for pregnancy, childbirth, lactation, and related medical conditions, consistent with the Pregnant Workers Fairness Act, the New York State Human Rights Law, the New York City Human Rights Law, and other applicable laws.
Seylone provides reasonable break time and a private, non-bathroom location for employees to express breast milk, consistent with the PUMP for Nursing Mothers Act, New York Labor Law § 206-c, and applicable local requirements.
To the extent Seylone Inc., Seylone Construction Group, or Seylone Earth & Civil Group engage in work subject to Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (“VEVRAA”), or other federal-contractor requirements, Seylone takes affirmative action to ensure that qualified applicants and employees receive equal employment opportunity without regard to protected characteristics. Seylone complies with applicable recordkeeping, reporting, posting, and outreach requirements.
Seylone is an equal-opportunity employer with respect to protected veterans. Consistent with VEVRAA and its implementing regulations, Seylone does not discriminate against, and affirmatively recruits and hires, protected veterans, which may include disabled veterans, recently separated veterans, active-duty wartime or campaign-badge veterans, and Armed Forces service-medal veterans.
Consistent with Section 503 of the Rehabilitation Act and its implementing regulations, Seylone affirmatively recruits, hires, and advances qualified individuals with disabilities. Seylone invites applicants and employees to self-identify as individuals with disabilities on a voluntary basis, consistent with applicable law. Voluntary self-identification is confidential and is used solely for the purposes permitted by applicable law.
Seylone complies with applicable federal, state, and local laws concerning equal employment opportunity, including without limitation Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the ADA (as amended), the Pregnancy Discrimination Act, the Pregnant Workers Fairness Act, the Genetic Information Nondiscrimination Act, the Uniformed Services Employment and Reemployment Rights Act, VEVRAA, Section 503, the Equal Pay Act, the New York State Human Rights Law, the New York Labor Law, the New York City Human Rights Law, and other laws applicable to Seylone’s operations.
In addition to federal requirements, Seylone complies with the following New York State and New York City requirements applicable to its operations.
Seylone considers applicants with criminal histories in a manner consistent with New York State Correction Law Article 23-A, the New York City Fair Chance Act, and other applicable laws. Seylone does not inquire into criminal history until after a conditional offer of employment, as required, and conducts any individualized assessment in accordance with applicable law.
Seylone does not seek, request, or rely on the salary history of an applicant in determining whether to offer employment or in determining compensation, consistent with New York Labor Law § 194-a and applicable local laws.
To the extent required by applicable law, Seylone includes good-faith salary or wage ranges in advertisements for jobs, promotions, and transfer opportunities, consistent with New York State Labor Law § 194-b and the New York City Human Rights Law.
Seylone complies with the New York City Human Rights Law, which provides broader protections than federal and state law in various respects, including with respect to religious accommodation, pregnancy, sexual orientation, gender identity and expression, and status as a victim of domestic violence, sex offenses, or stalking.
Seylone complies with the Immigration Reform and Control Act and participates in employment-eligibility verification as required by applicable law or contract. Seylone does not discriminate on the basis of national origin, citizenship status, or immigration status in violation of applicable law.
Any applicant or employee who believes that he, she, or they has been subject to discrimination, harassment, or retaliation prohibited by this Statement, or who has knowledge of such conduct, is encouraged to report the matter promptly. Reports may be made to the individual’s supervisor, to Human Resources, or to an officer of Seylone, by any reasonable means. Reports may also be directed in writing to the address below. Seylone will investigate reports in a reasonably prompt and confidential manner, consistent with the need for a thorough inquiry.
Seylone will not retaliate against any person who, in good faith, reports a suspected violation of this Statement or applicable law, or who participates in an investigation, hearing, or proceeding related to such matters. Any employee who engages in retaliation will be subject to discipline up to and including termination.
Seylone engages in a good-faith interactive process with applicants and employees in connection with requests for reasonable accommodation. Requests need not be submitted in any particular form or use specific terminology. Seylone may request reasonable documentation to evaluate a request, consistent with applicable law, and will treat information received as confidential to the extent permitted by law.
Except where expressly modified by a written agreement signed by an authorized officer of Seylone, employment with Seylone Inc., Seylone Construction Group, and Seylone Earth & Civil Group is at-will. This means that either the employee or Seylone may terminate the employment relationship at any time, with or without notice, and with or without cause, subject to applicable law. Nothing in this Statement alters the at-will nature of employment.
This Statement is intended as a statement of Seylone’s policies and practices and does not create, and shall not be construed to create, a contract of employment, express or implied, or any other enforceable right, duty, or obligation. Seylone may, at its discretion and consistent with applicable law, modify, supplement, or withdraw this Statement at any time.
To the extent required by applicable law or contract, Seylone includes equal-employment-opportunity, non-discrimination, non-retaliation, and related provisions in its subcontracts and purchase orders, and requires its subcontractors and lower-tier suppliers to comply with such provisions.
Seylone posts required equal-employment-opportunity notices and informational materials at its workplaces and provides electronic notices where required by law. Nothing in the posting or absence of posting of any particular notice shall be construed to waive, limit, or enlarge any right, remedy, or obligation under applicable law or this Statement.
Seylone maintains records related to employment decisions, accommodation requests, complaints, investigations, and related matters, consistent with applicable law, insurance, and contractual requirements. Such records are maintained under appropriate safeguards and are accessible only to personnel with a legitimate need to know.
Seylone Inc.
ATTN: Human Resources
769 Broadway #1171
New York, NY 10003
