We are an Equal Opportunity Employer
Cerner Corporation and its affiliates worldwide (“Cerner”) have implemented the following policy as part of its longstanding commitment to equal opportunity.
Cerner is committed to maintaining a work environment that is free from any and all forms of discrimination, bullying, harassment and retaliation. It is the policy of Cerner to recruit, hire, develop and promote associates based on individual ability, integrity, job performance and potential. It has been, and shall continue to be, Cerner’s policy to prohibit discrimination and harassment against any applicant, associate, vendor, contractor or client on the basis of race, color, religion, national origin, ancestry, marital status, veteran status, age, disability, pregnancy, genetic information, citizenship status, sex, sexual orientation, gender identity or any other basis prohibited by local, state or federal law.
Cerner will also comply with all applicable local, state and federal regulations concerning equal opportunity, including all applicable provisions of the HIPAA privacy and non-discrimination regulations in its employment practices.
Notice to applicants and associates of Affirmative Action Program
Cerner Corporation and its U.S.- based affiliates (“Cerner”) have implemented the following policy as part of its longstanding commitment to affirmative action.
Cerner is committed to taking positive steps to implement the employment-related aspects of our equal opportunity policy. Additionally, it is Cerner’s policy to take affirmative action to employ and advance in employment qualified minorities, females, protected veterans and individuals with disabilities. Cerner’s equal opportunity and affirmative action policies require that employment decisions be based only on valid job requirements, and extend to all terms, conditions, and privileges of employment including, but not limited to, recruitment, selection, compensation, benefits, training, promotion, and corrective action.
Cerner will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
The term “pay” means any payments made to, or on behalf of, an associate or offered to an applicant as payment for employment, including but not limited to, salary, wages, overtime pay, shift differentials, bonuses, commissions, paid time off, allowances, 401k, insurance and other benefits, 401k, associate stock purchase plan, stock options and awards. The term “compensation information” means the amount and type of compensation provided to associates or offered to applicants, including, but not limited to: Cerner’s desire to attract and retain a particular associate or candidate for the value that individual is perceived to add to Cerner’s profit or productivity; the availability of associates or applicants with like skills in the marketplace; market research about the worth of similar jobs in the relevant marketplace; job analysis, descriptions and evaluations; salary and pay structures; salary surveys; and Cerner decisions, statements and policies related to setting or altering associate compensation. A job function may be considered “essential” if: (i) the access to compensation information is necessary in order to perform that function or another routinely assigned business task; or (ii) the function or duties of the position include protecting and maintaining the privacy of associate personnel records, including compensation information.
Cerner’s affirmative action policy prohibits associates and applicants from being subjected to retaliation, harassment, intimidation, bullying, threats, coercion or discrimination because they have: (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity or (4) exercised any other right protected by federal, state or local law requiring equal opportunity.
The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans are available for review during normal business hours by contacting Cerner’s Lead Employment Practices Manager at EqualOpportunity@cerner.com. If you are an individual with a disability who is unable to use our online tools to search and apply for jobs, and need assistance or an accommodation, please contact us by calling 866-434-1543 or by emailing HRServiceCenter@cerner.com.
As Chief Executive Officer, I fully support our affirmative action program and I am committed to the implementation of Cerner’s equal opportunity and affirmative action policies. I have delegated overall responsibility for these policies, including monitoring and internal reporting, to our Lead Employment Practices Manager. Anyone having any questions or concerns regarding Cerner’s affirmative action activities should contact Cerner’s Lead Employment Practices Manager at EqualOpportunity@Cerner.com.
Brent Shafer, Chief Executive Officer