We firmly believe that our employees drive the success of the company. With success in mind as the ultimate goal, we strive to create and provide an environment that offers challenging, stimulating and financially rewarding opportunities.
RG's policy is to encourage promotions and transfers from within the company where opportunity exists and demonstrated ability and performance qualify an employee for a particular personnel requirement. Opportunities for career advancement and growth are offered to eligible employees on an equal opportunity basis. Generally, announcements of job vacancies, new contract positions, and anticipated opportunities are published via email, the corporate website or the company intranet. Employees should take full advantage of these opportunities and are encouraged to discuss them with their supervisor and the designated project contact. Under normal circumstances, employees hired, assigned, reassigned, or relocated into a new position must occupy that position for a minimum of one year (however, this does not alter the employee's at-will relationship with the company). To facilitate internal promotions and transfers, all employees are required to keep their resume and skills profile up-to-date on the company intranet.
EEO is the law. RG is an Equal Employment Opportunity/Affirmative Action (EEO/AA) employer committed to maintaining a non-discriminatory, diverse work environment. The Company does not unlawfully discriminate against any person on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other classification protected by applicable law. This policy covers all programs, services, policies, and procedures of the Company including employment. Anyone wishing to see a copy of the RG Affirmative Action Plan may do so by contacting Human Resources.
In accordance with the Americans with Disabilities Act (ADA), the Company does not discriminate against any "qualified individuals with a disability." Individuals qualify for employment if they meet the educational, skill, and experience requirements of a position and can perform the essential functions of the job with or without a reasonable accommodation. It is the responsibility of the employee to request an accommodation of his or her physical or mental disability by contacting Human Resources. In accordance with the ADA, the Company will take such requests seriously and will promptly determine whether the employee is a qualified individual with a disability and whether a reasonable accommodation exists which would allow the employee to perform the essential functions of the job without imposing an undue hardship on the Company or other employees