Equal Opportunity & Workplace Policies

2. Equal Employment Opportunity Policy

2.1 Policy Statement

Living Word Bibles is committed to providing equal employment opportunity to qualified applicants and employees and to maintaining a workplace free from unlawful discrimination, harassment, and retaliation. Employment practices will be administered in accordance with applicable federal, state, and local law.

Equal employment opportunity applies to every stage of the employment relationship, including recruiting, advertising, application review, interviewing, selection, hiring, onboarding, job assignment, transfer, scheduling, compensation, benefits, training, professional development, promotion, performance management, discipline, leave, accommodation, reduction in force, termination, separation, and other terms, conditions, and privileges of employment.

2.2 Scope

This policy applies in offices, remote-work settings, publishing and technology operations, business travel, church or community events, meetings, fulfillment or warehousing activities, vendor and customer interactions, digital communications, company-sponsored events, and other work-related settings. It applies to conduct by supervisors, coworkers, contractors, vendors, customers, visitors, volunteers, contributors, and other persons encountered in connection with Living Word Bibles operations.

2.3 Protected Characteristics

Living Word Bibles prohibits unlawful discrimination or harassment based on characteristics protected by applicable law, which may include:

• Race
• Color
• Religion
• Sex
• Pregnancy, childbirth, or related conditions
• Sexual orientation
• Gender identity or expression
• National origin
• Ancestry
• Age, where protected by law
• Physical or mental disability
• Genetic information
• Military or veteran status
• Citizenship or immigration status where protected by law
• Any other status protected by applicable law

2.4 Anti-Harassment

Unlawful harassment is prohibited. Harassment may be verbal, physical, visual, written, digital, or online and may violate this policy when, under applicable law and the surrounding circumstances, it unlawfully creates an intimidating, hostile, or offensive work environment, interferes with an individual's work, or is made a term or condition of employment.

Prohibited conduct may include, depending on the circumstances:

• Unwelcome sexual advances, requests, propositions, or other unwelcome sexual conduct;
• Unwelcome or inappropriate physical contact;
• Derogatory comments, slurs, epithets, stereotypes, or demeaning remarks;
• Offensive jokes, images, displays, messages, gestures, or digital communications;
• Threatening, intimidating, or hostile conduct based on a protected characteristic; and
• Retaliation against a person who raises a good-faith concern or participates in a review or investigation.

2.5 Reasonable Accommodation and Interactive Process

Living Word Bibles will provide or consider reasonable accommodations for qualified applicants and employees with disabilities as required by applicable law. We also consider reasonable accommodations related to sincerely held religious beliefs, observances, and practices, and pregnancy, childbirth, or related medical conditions where required by law.

Accommodation requests should be directed to Human Resources. Living Word Bibles may request information that is reasonably necessary to evaluate a request where permitted by law and will engage in an individualized, good-faith process to identify an effective accommodation that does not impose an undue hardship or otherwise exceed legal requirements. Medical and accommodation information will be handled separately and confidentially to the extent required by law.

2.6 Employment Decisions and Equal Treatment

Employment decisions are based on legitimate, nondiscriminatory considerations such as qualifications, demonstrated skills, relevant experience, performance, professional conduct, availability, job requirements, organizational needs, and other lawful factors. Living Word Bibles will administer compensation and employment opportunities consistently with applicable equal-pay and anti-discrimination requirements.

2.7 Reporting, Review, and Investigation

Applicants, employees, or other covered individuals who believe they have experienced or witnessed conduct inconsistent with this policy should report the matter promptly to Human Resources or appropriate management. Reports may be verbal or written. A report should provide enough information to permit a meaningful review, including relevant dates, persons involved, witnesses if known, and supporting documents when available.

Living Word Bibles will review reports as promptly, impartially, and confidentially as reasonably practicable, consistent with a fair investigation, the rights of all persons involved, and applicable legal obligations. No policy can guarantee complete confidentiality where disclosure is necessary to investigate, respond, or comply with law.

2.8 Non-Retaliation

Unlawful retaliation is prohibited against any person who, in good faith, reports discrimination or harassment, requests an accommodation, opposes conduct reasonably believed to be unlawful, participates in an investigation or proceeding, provides information to an appropriate government agency, or exercises another right protected by law.

2.9 Enforcement and Administration

Violations of this policy may result in appropriate corrective action, up to and including termination of employment or another working relationship, consistent with applicable law and the circumstances. This policy is intended to operate consistently with Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Genetic Information Nondiscrimination Act, the Equal Pay Act, the Uniformed Services Employment and Reemployment Rights Act, the Pregnant Workers Fairness Act, applicable Indiana civil-rights requirements, and other laws that apply to the organization.

3. Veteran Employment Policy

3.1 Commitment to Veterans and Service Members

Living Word Bibles is operated by Cook Services Company, LLC, a veteran-owned business. Living Word Bibles recognizes the service, leadership, discipline, judgment, technical experience, teamwork, adaptability, and public-service values that veterans, members of the National Guard and Reserve, and other service members may bring to the workplace. Qualified veterans and service members are encouraged to pursue opportunities for which they are eligible.

It is the policy of Living Word Bibles to provide equal employment opportunity to qualified persons without unlawful discrimination because of past, present, or future military service or obligation, veteran status, membership in a uniformed service, application for membership in a uniformed service, or another military-related status protected by applicable law.

3.2 Veteran and Protected-Veteran Definitions

For purposes of this policy, the term veteran generally refers to an individual who served on active duty in the United States Armed Forces and was discharged or released under conditions other than dishonorable, subject to the definitions and eligibility rules of the particular law being applied. Nothing in this policy narrows any broader definition or protection provided by federal or state law.

The following protected-veteran categories reflect the categories used under the Vietnam Era Veterans' Readjustment Assistance Act and related federal regulations. Living Word Bibles recognizes these definitions for policy and equal-opportunity purposes; federal-contractor affirmative-action obligations apply only when Living Word Bibles or its operator is legally subject to them.

3.3 Equal Employment Opportunity for Veterans

Living Word Bibles prohibits unlawful discrimination, harassment, intimidation, retaliation, or adverse employment treatment because of protected military or veteran status. Employment decisions involving veterans and service members are based on merit, qualifications, transferable experience, performance, professional conduct, job requirements, organizational needs, and other lawful considerations.

This commitment applies to, among other matters:

• Recruiting, job advertising, application review, interviewing, and hiring;
• Onboarding, assignments, scheduling, transfers, and work opportunities;
• Compensation, benefits, training, and professional development;
• Promotion, performance management, discipline, and retention;
• Military leave, return from service, and reemployment rights; and
• Termination, separation, and other terms or conditions of employment.

3.4 USERRA — Military Service, Leave, and Reemployment

Living Word Bibles respects the employment and reemployment rights of persons who serve in the uniformed services under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), as amended. USERRA protects qualified individuals from discrimination based on past military service, present military obligations, or an intent or application to serve, and it provides reemployment rights when statutory eligibility requirements are satisfied.

Where USERRA applies, Living Word Bibles will administer military leave, reemployment, seniority, status, pay, benefits, training or retraining, and related matters in accordance with applicable law. An eligible returning service member will be reemployed promptly in the position and with the rights and benefits required by USERRA, including application of the statutory “escalator” principle where applicable.

Employees should provide advance verbal or written notice of military service when required and reasonably possible. No employee will be required to provide notice where military necessity prevents notice or where notice is otherwise impossible or unreasonable under USERRA. Reporting-back and reemployment-application deadlines will be administered according to the length and circumstances of service and other applicable statutory rules.

3.5 Veterans with Disabilities and Reasonable Accommodation

A veteran with a disability may have rights under the Americans with Disabilities Act or other applicable law whether or not the disability is service-connected. Living Word Bibles will consider reasonable accommodations for qualified applicants and employees with disabilities as required by law and will not require unnecessary disclosure of a diagnosis or medical history.

USERRA may also impose reemployment and accommodation-related obligations for service members returning with a service-connected disability or other limitation. Living Word Bibles will evaluate these obligations under the law applicable to the individual circumstances.

3.6 Veteran Recruiting, Outreach, and Transferable Experience

Living Word Bibles may support veteran employment and professional opportunity through:

• Veteran-focused recruiting and outreach;
• Recognition of transferable military education, training, certifications, leadership, and experience;
• Consideration of military experience in communications, logistics, technology, administration, intelligence, security, operations, public affairs, publishing, and related fields;
• Support for lawful Guard and Reserve service obligations;
• Reasonable accommodation for qualified veterans with disabilities where required by law; and
• Training or retraining associated with lawful reemployment obligations where applicable.

3.7 Voluntary Self-Identification and Confidentiality

Any request for an applicant or employee to identify military or veteran status will be made only for a lawful purpose and in a manner consistent with applicable law. Unless disclosure is legally required, individuals should not be required to disclose more military, medical, disability, or veteran information than is reasonably necessary for a legitimate employment, accommodation, benefits, reporting, or compliance purpose.

Veteran-status information voluntarily provided to Living Word Bibles will be maintained as confidentially as reasonably practicable and disclosed only to persons with a legitimate business or legal need, or as otherwise required or permitted by law. Medical and disability information will be handled in accordance with applicable confidentiality requirements.

3.8 Federal Contractor and Affirmative-Action Requirements

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA), Section 503 of the Rehabilitation Act, and related Office of Federal Contract Compliance Programs requirements apply only to covered federal contractors and subcontractors and only to the extent required by law. Nothing on this page represents that Living Word Bibles or Cook Services Company, LLC is presently a covered federal contractor or subcontractor unless that status is separately established.

If such requirements become applicable, Living Word Bibles and its operator will administer the relevant nondiscrimination, affirmative-action, posting, self-identification, recordkeeping, and reporting obligations as required by law.

3.9 Reporting, External Rights, and Non-Retaliation

Applicants and employees may report concerns involving military or veteran discrimination, harassment, military leave, reemployment, accommodation, or retaliation to Living Word Bibles Human Resources. Internal reporting is not a prerequisite to contacting the U.S. Department of Labor Veterans' Employment and Training Service, the U.S. Equal Employment Opportunity Commission, or another government agency with jurisdiction.

Living Word Bibles prohibits unlawful retaliation against any person for exercising or attempting to exercise a right under USERRA or another applicable law, for assisting another person in exercising such a right, for filing or supporting a good-faith complaint, for providing testimony or information, or for participating in an investigation or proceeding.

4. Workplace Safety / OSHA Policy

4.1 General Safety Commitment

Living Word Bibles is committed to maintaining a safe, healthy, and professional work environment. Where applicable, the organization complies with occupational safety and health requirements and expects employees to follow lawful safety rules and instructions.

Employees are expected to:

• Perform work in a reasonably safe manner;
• Follow applicable safety procedures;
• Use equipment responsibly;
• Report injuries, incidents, near misses, and unsafe conditions promptly;
• Participate in safety training when required; and
• Cooperate with reasonable safety reviews and corrective measures.

4.2 Office, Remote, Event, and Travel Safety

Living Word Bibles work may involve office work, remote work, publishing operations, meetings, church or community events, travel, technology equipment, digital-production work, warehousing or fulfillment activity, and other business settings. Personnel should use reasonable judgment and follow location-specific and activity-specific safety requirements.

4.3 Hazard and Incident Reporting

Workplace injuries, illnesses, accidents, recognized hazards, or credible safety concerns should be reported promptly to management or Human Resources so appropriate action can be considered.

4.4 Right to Raise Safety Concerns

Living Word Bibles prohibits unlawful retaliation against an employee for making a good-faith safety report or exercising legally protected workplace-safety rights.

5. Alcohol & Drug-Free Workplace Policy

5.1 Purpose

Living Word Bibles is committed to a safe, healthy, professional, and productive workplace. Employees and other covered personnel are expected to report to work fit for duty and to avoid unlawful possession, use, manufacture, sale, or distribution of controlled substances in the workplace or while conducting company business.

5.2 Alcohol

Employees may not work while impaired by alcohol. Possession, use, or distribution of alcohol while working, on company premises, or while conducting company business is prohibited except where expressly authorized for a lawful company event and consistent with professional conduct and safety.

5.3 Drugs and Controlled Substances

The unlawful manufacture, distribution, dispensing, possession, sale, or use of illegal drugs or controlled substances while working, on company premises, or while conducting company business is prohibited.

5.4 Prescription and Over-the-Counter Medication

Lawfully prescribed and over-the-counter medications should be used as directed. An employee who believes medication may impair safe performance should consult an appropriate healthcare professional and, where necessary, contact Human Resources regarding a potential work adjustment or accommodation.

5.5 Testing and Searches

Any workplace testing, inspection, or search will be conducted only where permitted by applicable law, supported by legitimate business or safety considerations, and administered consistently with applicable policy and legal requirements.

5.6 Corrective Action

Violations may result in appropriate corrective action consistent with applicable law, up to and including removal from duty, discipline, or termination.

6. Reporting Concerns & Non-Retaliation

Applicants, employees, and other covered personnel are encouraged to report good-faith concerns involving discrimination, harassment, retaliation, accommodation, workplace safety, impairment, or other violations of these policies.

Reports may be submitted to Living Word Bibles by email:

Email Human Resources

Reports should include enough information to permit a meaningful review, such as the nature of the concern, relevant dates, persons involved, witnesses if known, and supporting documents where available.

Living Word Bibles will review reports as promptly and impartially as reasonably possible and will protect confidentiality to the extent practicable and consistent with a fair review and applicable law.

Unlawful retaliation against a person for making a good-faith report, requesting accommodation, raising a military-service or veteran-employment concern, participating in a review, assisting another person in exercising protected rights, communicating with an appropriate government agency, or exercising other legally protected rights is prohibited.

Nothing in these internal reporting procedures requires an applicant or employee to waive, delay, or surrender a right to communicate with the U.S. Equal Employment Opportunity Commission, the U.S. Department of Labor, OSHA, a state or local civil-rights agency, or another government authority. Statutory filing deadlines may continue to run regardless of an internal review.

7. External Agencies & Employee Rights

Internal reporting does not prevent an individual from contacting an appropriate government agency or exercising rights provided by law. Filing deadlines may apply, and individuals are responsible for protecting their own legal rights and deadlines.

Military and Veteran Employment Rights

Information about USERRA, military-service discrimination, and reemployment rights is available from the U.S. Department of Labor Veterans' Employment and Training Service (VETS). VETS administers USERRA and provides compliance assistance and complaint information. Where federal-contractor veteran requirements apply, information is also available from the Office of Federal Contract Compliance Programs.

Workplace Safety

Information about federal workplace-safety rights and responsibilities is available from the Occupational Safety and Health Administration.

Nothing on this page is intended to limit rights that cannot lawfully be waived or to expand a law beyond the circumstances in which it applies.

8. Contact Information