Equal employment opportunity policies

Information about equal employment opportunity policies
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Equal employment opportunity and affirmative action policy

BP's policy regarding our commitment to Equal Employment Opportunity throughout BP and each of its subsidiaries.

Non-discrimination and non-harassment policy

Effective November 21, 2009; Updated October 9, 2018

The company will not tolerate and prohibits: (1) discrimination against any employee over any term or condition of employment based on race, color, sex, religion, age, disability, national origin, veteran status, military status, sexual orientation, gender identity, genetic information or any other characteristic protected by law, and (2) harassment of any employee, or non-employee on company premises, for any reason, including race, color, sex, religion, age, disability, national origin, veteran status, military status, sexual orientation, gender identity, genetic information or any other characteristic protected by law whether committed by a manager/supervisor, co-worker or non-employee. The company also will not tolerate and prohibits any form of retaliation against a person because he/she has made a discrimination or harassment complaint, or participated in a discrimination or harassment investigation.

Prohibited sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

  • submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
  • submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting an individual; or
  • such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

Every employee must exercise his/her own good judgment to avoid engaging in conduct that may be perceived by others as harassment. Examples of prohibited conduct include, but are not limited to:

  • verbal conduct (whether oral, written or email), sexual innuendoes, racial or sexual epithets, derogatory slurs, off-color jokes, propositions, threats, or suggestive or insulting sounds.
  • visual/non-verbal conduct: offensive or derogatory posters, cartoons or drawings, suggestive objects or pictures, graphic commentaries, leering or obscene gestures.
  • physical conduct: unwanted touching, interference with an individual's normal work movement or assault.

Any employee who believes that he/she has been subjected to discrimination or harassment must immediately report it to his/her supervisor or (especially if the offending person is the supervisor) to an appropriate human resources manager or representative, or to OpenTalk via telephone at 1-800-225-6141 or by email at the link below. Any employee who witnesses or is otherwise aware of discrimination or harassment involving others must report it to his/her supervisor, human resources manager or representative or to OpenTalk. Supervisors/managers to whom discrimination or harassment has been reported must notify the appropriate human resources manager. Because the company's goal is to prevent situations from becoming severe or pervasive, an employee should not wait until discriminatory or harassing conduct becomes severe or pervasive before reporting it.

When an employee complains of discrimination or harassment, the company will promptly investigate. The investigation will be conducted by an impartial person, who will inform the employee against whom the complaint has been made of the complaint and afford that employee a chance to respond. The investigator also will speak with other potential witnesses, as appropriate. The investigation will be conducted maintaining as strict confidentiality as is feasible, because it probably will be necessary to reveal certain information to those being questioned in order to develop the pertinent facts. Investigations will be documented.

Ways to submit a concern can be found on the OpenTalk section of the Ethics & Compliance website at https://intranet.bp.com/en_gb/functions/ethics-compliance/OpenTalk.html.

Both the employee who made the complaint and the employee against whom the complaint was made will be advised of the results of the investigation. If the company determines that discrimination or harassment has occurred, the company will undertake immediate and appropriate action to stop the discrimination/harassment, ensure that discrimination/harassment does not recur and remedy the effects of the discrimination/harassment. Also, if the company determines that discrimination/harassment has occurred, appropriate disciplinary action up to and including discharge from employment will be taken against the perpetrator.

If the company determines that an employee intentionally has made a false complaint of discrimination or harassment, the company will take appropriate disciplinary action up to and including discharge from employment.

The provisions of this Policy will be applied so as to be consistent with applicable federal, state and local laws. In addition to the requirements stated in this policy, any supplemental, state-specific non-discrimination and non-harassment requirements can be found on MyHR>How we conduct ourselves>non-discrimination and non-harassment.

Employment — individuals with disabilities

Effective January 1, 2014; Updated February 1, 2016

In accordance with the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA), as amended, the BP Code of Conduct, and the company's Equal Employment Opportunity Policy, the company will not tolerate and prohibits discrimination against a qualified individual with a disability over any term or condition of employment. The company will make reasonable accommodations to the known physical or mental disabilities of an otherwise qualified individual unless it causes the company undue hardship or poses a direct threat to the health and safety of the individual or others.

Requesting an Accommodation and the Interactive Process

To request a reasonable accommodation, employees may contact HR, BP Occupational Health, their supervisor, or any member of management. Employees are encouraged to complete the “Employee Confirmation of Request for Accommodation” form, available here when requesting an accommodation. When completed, this form may be submitted to HR, BP Occupational Health, or the supervisor.

Once a request for an accommodation is received, HR will initiate an interactive process of communication with the employee in order to consider and evaluate potential reasonable accommodations that would enable the employee to safely perform the essential functions of his/her job. The interactive process will be managed by HR with input and support from Occupational Health and the Line Manager. The employee is responsible for actively participating in the interactive process with HR. 

Medical Documentation

In addition to participating in the interactive process, if the disability is not obvious, the employee will be required to provide BP Occupational Health with medical documentation establishing the nature of the disability and the need for an accommodation based on that disability.  Failure to participate in the interactive process with HR, or provide medical documentation (if requested), may result in the denial of the employee’s accommodation request. 

Resolution of the Accommodation Request

The possible outputs of the interactive process include: (1) the employee’s original accommodation request is approved; (2) alternative reasonable accommodation(s) are offered by BP; or (3) the accommodation request is denied.  BP may provide alternative reasonable accommodation(s) rather than the accommodation specifically requested by the employee. Employees will be asked to sign an ‘Acknowledgment” form documenting the outcome of the accommodations process.

Making a request for an accommodation will not subject an employee or applicant to any adverse treatment. The company will use information provided by employees in ways that are consistent with Section 503 of the Rehabilitation Act and the ADA.

Applicants

Applicants may make accommodation request by contacting BP’s Compliance Manager at hr_compliance@bp.com with their request. BP Recruiters will refer any applicant accommodation request to the BP Compliance Manager.

Definitions

An "individual with a disability" is a person who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment or is regarded as having such an impairment.

A "qualified individual with a disability" is a disabled individual who meets the legitimate skill, experience, education or other requirements of a position that he or she holds or seeks, and who can perform the essential functions of the position with or without reasonable accommodation.

A "reasonable accommodation" is any change in the work environment (or in the way things are usually done) to help a qualified person with a disablity apply for a job, perform the essential functions of a job, or enjoy the benefits and privileges of employment.

In accordance with the Rehabilitation Act of 1973 for all federal contractors, the company will take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment. An employee may review his/her Business Unit's/Functional Group's Affirmative Action Plans for Individuals with Disabilities, Special Disabled Veterans, Veterans of the Vietnam Era and Other Qualified Veterans by contacting their Human Resources advisor to schedule an appointment to review the plan(s) during regular working hours.

Reproductive and developmental risk/work capacity

Effective August 1, 2001

The company strives to operate all facilities in a manner that protects employee health and safety. The company will not knowingly place employees at risk through unacceptable exposure to recognized fetal development or reproductive toxicants. When the company determines that an unacceptable exposure to any such substance exists, the company will act to reduce exposures through measures which may include engineering controls, process changes, substitution of materials, work practice modifications, personal protective equipment and/or administrative controls. When it is not feasible to reduce exposures to an acceptable level through the above measures, the company will consider alternatives.

Pregnant employees or employees who are concerned that occupational exposures may adversely affect pregnancy outcome or reproductive capacity should discuss their concern with their supervisor or other manager, or the appropriate medical staff, in order to arrange for a work site exposure assessment.

An employee should notify her supervisor or other manager when she learns she is pregnant. The company physician may implement appropriate work restrictions. Ordinarily, the employee will be allowed to work until it is determined medically that the employee should no longer work. When it is no longer advisable medically for a pregnant employee to continue working, the employee will be granted up to 26 weeks (up to 28 weeks in California) of family medical leave, during which any short-term disability benefits for which the employee is eligible will run concurrently.

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