Pratt   &   Whitney   Puerto   Rico,   Inc.   does   not   discriminate   against   any   employee   or   applicant   for   employment   on   the basis   of   race,   color,   religion,   sex   (including   pregnancy,   childbirth   or   related   medical   conditions),   sexual   orientation, national origin, age, disability, veteran status, or any other characteristic protected by federal, state, or local law. Pratt   &   Whitney   Puerto   Rico,   Inc.   will   take   affirmative   action   to   ensure   that   applicants   are   considered   for   employment and    employees    are    treated    fairly    during    employment,    without    regard    to    their    race,    color,    religion,    sex,    sexual orientation,   national   origin,   age,   disability,   veteran   status,   or   any   other   characteristic   protected   by   law.      Such   actions include,   but   are   not   limited   to:   employment,   promotion,   demotion   or   transfer,   recruitment   or   recruitment   advertisement, lay-off,   disciplinary   suspension   or   termination,   rates   of   pay   or   other   forms   of   compensation,   and   selection   of   training including apprenticeship. In   compliance   with   Executive   Order   11246,   as   amended,   section   503   of   the   Rehabilitation   Act   of   1973,   as   amended, and   the   Vietnam   Era   Veterans   Readjustment   Assistance   Act   of   1974,   as   amended   by   38   U.S.C.   4212,   written Affirmative   Action   Programs   (AAP's)   have   been   developed   which   contain   all   the   steps   the   company   will   undertake   to ensure   compliance   with   the   above   mentioned   laws   and   with   our   "Equal   Employment   Opportunity   and   Affirmative Action   Plans".      The   Affirmative   Action   Programs   (AAP's)   are   available   for   inspection   by   any   employee   and   applicant   for employment upon request at the Human Resources Department. Employees   and   applicants   will   not   be   subjected   to   harassment,   intimidation,   threats,   coercion,   or   discrimination because   they   have   engaged   in   or   may   engage   in   any   of   the   following   activities:   (1)   filing   a   complaint;   2)   assisting   or participating   in   an   investigation,   compliance   review,   hearing,   or   any   other   activity   related   to   the   administration   of Section   503   of   the   Rehabilitation   Act   of   1973,   as   amended   (Section   503),   and   Vietnam   Era   Veterans’   Readjustment Assistance   Act   of   1974,   as   amended   (VEVRAA),   or      any   other   Federal,   State,   or   local   law   requiring   equal   opportunity for        disabled    persons;    (3)    opposing    any    act    or    practice    made    unlawful    by    Section    503,    and    VEVRAA    or    its implementing   regulations   in   this   part   or   any   other      Federal,   State,   or   local   law   requiring   equal   opportunity   for   disabled persons;   or      (4)   exercising   any   other   right   protected   by   Section   503   and   VEVRAA   or   this   implementing   regulations   in this part.
Equal Employment Opportunity Employer
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