Equal Employment Opportunity
The Company's management affirms that it is our policy to afford equal opportunity in all personnel practices to all associates and applicants for employment regardless of race, color, religion, sex, sexual orientation, gender identity, age (40 and over), pregnancy, national origin, disability, veteran status or any other protected factor. This policy is extended to all personnel actions taken in all job titles, including but not limited to: hiring, placement, upgrading, transfer, and promotion; implementing social and recreational programs; determining rates of pay, benefits, and other forms of compensation; selection for training; discipline; layoff, termination and rehire. It is the Company's objective to obtain and promote individuals qualified and/or trainable for positions solely on the basis of job-related standards of education, training, experience, and personal qualifications.
IBERIABANK also has established and maintains written affirmative action plans for minorities and women and for disabled and covered veterans, and other persons with disabilities.
IBERIABANK's Director of Human Resources is responsible for the company’s compliance with this policy and for the administration of the Company’s affirmative action program. The Director of Human Resources is available for consultation with any employee regarding any question or problem related to this policy or the Company’s affirmative action program. If you wish to review the Company’s affirmative action plans, you should contact the Human Resources Department to make an appointment. All non-confidential plan documents may be reviewed by any employee or job applicant upon request at any reasonable time during business hours.
If you have a disability or are a covered veteran and would like to identify yourself for consideration under IBERIABANK’s affirmative action program, please contact the Human Resources Department. The disclosure of any information concerning disability or veteran status is strictly voluntary, and the failure or refusal to provide such information will not subject an employee to discharge or other disciplinary action or disqualify an applicant from consideration. All information obtained concerning employees or job applicants with disabilities or who are covered veterans will be kept confidential and will be used only in accordance with applicable federal and/or state laws and regulations.
All employment decisions are made on the basis of job qualifications and the ability to perform the essential functions of the job in question, and IBERIABANK is committed to making reasonable accommodations whenever necessary to allow qualified persons with disabilities to enjoy equal employment opportunity. Employees who need accommodations to perform one or more of the essential functions of their jobs are encouraged to discuss the need for accommodation with their supervisors or the Human Resources Department. An employee’s request for an accommodation will be treated confidentially insofar as is practicable, and IBERIABANK will make good faith efforts to accommodate any employee’s disability, provided the accommodation does not result in an undue hardship for the Company. Although IBERIABANK will endeavor to provide an accommodation that is satisfactory to the employee, the accommodation provided by the Company may not necessarily be the accommodation requested or preferred by the employee.