Maxim’s Equal Employment Opportunity and Affirmative Action Plan

Maxim Healthcare Services, Inc. (“Maxim”) makes all employment decisions, including recruitment, hiring, placement, promotion, discharge, retirement, compensation, benefits, transfer, corrective action, or any other decisions affecting the terms, conditions, or privileges of employment, without regard to race, gender, color, religion, national origin, age, disability, veteran status, genetic information, or other protected characteristics in accordance with all applicable laws, directives, and regulations of federal, state, and local government entities.

All employees are responsible for making sure this policy is followed in all employment-related decisions. We will take action to correct any violations of the policy, up to and including termination of employment.

If, at any time, you believe you have been subjected to or witnessed conduct that violates this policy, you should report the suspected violation to the Human Resources, Legal, or Compliance and Ethics Departments.

Any reported violations of Equal Employment Opportunity Commission (EEOC) regulations or this policy will be thoroughly investigated in the most confidential manner possible. We prohibit retaliation against employees who make such reports in good-faith.

We also maintain an affirmative action plan, which may be accessed by contacting the Human Resources Department.

Accommodation of disabilities

We are committed to diversity and nondiscrimination and support the employment of qualified individuals with disabilities in accordance with federal laws, including the Americans with Disabilities Act of 1990 (ADA), the Americans with Disabilities Act Amendment Act (ADAAA), and Section 504 of the Rehabilitation Act of 1973, as well as applicable state and local laws. Job applications and assistance in completing the application process are available in alternative formats upon request.

We also provide reasonable accommodations to qualified individuals with disabilities, provided the accommodation does not constitute an undue hardship. Please contact the Human Resources Department for additional information about requesting a reasonable accommodation.