Neighbors Bank is proud to be an Equal Opportunity Employer and we’re committed to creating a diverse workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability, veteran status, or other legally protected classifications.
Please contact firstname.lastname@example.org if you require any reasonable accommodations during the application and hiring process due to a disability.
Neighbors Bank participates in the U.S. Department of Homeland Security E-Verify program in all of its locations. The E-Verify program is an Internet-based employment eligibility verification system operated by the U.S. Citizenship and Immigration Services.
Neighbors Bank is covered by the Family and Medical Leave Act (FMLA). Neighbors’ FMLA Policy is designed to comply with all applicable federal and state laws. The administration of this policy will also comply with applicable state law where such state law provides a greater benefit. FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights.
For a summary of employee rights and responsibilities under FMLA, please refer to the document provided by the Wage and Hour Division of the U.S. Department of Labor titled “Employee Rights and Responsibilities Under the Family and Medical Leave Act,” also known as WHD Publication 1420.
Under FMLA, a qualified employee is entitled to a combined maximum of up to 12 weeks of unpaid leave in a rolling 12-month period for the following reasons:
An employee’s group health plan coverage will be maintained during eligible FMLA leave. At the conclusion of the FMLA leave, an employee generally must be restored to the same position or an equivalent position with equivalent pay, benefits and other employment terms. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of FMLA leave.
Military Family Leave is also available in a number of circumstances, which are outlined the document provided by the Wage and Hour Division of the U.S. Department of Labor titled “Fact Sheet #28M: The Military Family Leave Provisions under the Family and Medical Leave Act.”
More guidance regarding FMLA compliant leave is available on Neighbors’ UltiPro homepage, in the Neighbors Bank Employee Handbook, or by contacting Human Resources at email@example.com.
As a federal contractor or subcontractor, our Company is subject to certain laws and regulations administered by the Office of Federal Contract Compliance Programs. Those laws include Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (“VEVRAA”), as amended by the Jobs for Veterans Act of 2002. Those laws prohibit discrimination on the basis of disability and protected veteran status. Those laws also require our Company to engage in affirmative action to increase employment opportunities for, employ, and advance in employment qualified individuals with disabilities and protected veterans.
As part of our affirmative action efforts, we have developed an affirmative action plan, which outlines our affirmative action activities and efforts to recruit and advance qualified individuals with disabilities and protected veterans. Portions of this plan will be made available upon request by emailing firstname.lastname@example.org or writing Neighbors Bank Human Resources, 1400 Veterans United Drive, Columbia, MO 65203.
A representative from the Human Resources Department will then contact you to schedule a time for you to review the affirmative action plan during our regular office hours (Monday through Friday, from 8:00 a.m. to 5:00 p.m. Central time) at our HR Department Office in Columbia, MO or will work with you to review the document in another manner.