A workforce that represents a diversity of interests, backgrounds, and talents gives Herman Miller, Inc., the strength and vitality essential to its way of doing business. Equal opportunity is also the law. Because it's consistent with the company's vision, and because it's the law, Herman Miller, Inc., is an equal-opportunity employer.

It is the responsibility of all work team leaders to engage in fair employment practices and to foster an atmosphere conducive to progressive affirmative action. Complying with the corporate Equal-Employment Opportunity (EEO) policies and working toward the corporate affirmative-action goals are an integral part of a work team leader's job.

It is the responsibility of all employees to respect the integrity, dignity, and potential of every person and to conduct themselves according to the EEO policy.

Providing equal-employment opportunities means recruiting and hiring employees and operating the business without unlawful discrimination as described in the "Discrimination and Harassment" policy.

Affirmative-action plans are written programs that document Herman Miller, Inc.'s affirmative-action policies and efforts. Taking affirmative action allows Herman Miller, Inc., to promote diversity by actively hiring and promoting women, minorities, veterans of the Vietnam era, other eligible veterans, veterans with disabilities, and other individuals with disabilities.

An individual with a disability is anyone who:

  • Has a physical or mental impairment that substantially limits one or more of his/her major life activities
  • Has a record of such impairment
  • Is regarded as having such an impairment

A disabled veteran is anyone who is:

  • Entitled to disability compensation under laws administered by the Veterans Administration for a disability rated at 30 percent or more
  • Discharged or released from active duty because of a disability incurred or aggravated in the line of duty

A veteran of the Vietnam era is anyone who meets both of the following criteria:

  • Served on active duty for more than 180 days, any part of which service occurred between August 5, 1964, and May 7, 1975
  • Was discharged from active duty with other than a dishonorable discharge

An other eligible veteran is anyone who has been awarded a campaign or expeditionary medal.

Title I of the Americans with Disabilities Act (ADA) prohibits an employer from discriminating against a "qualified individual with a disability" with regard to the employment relationship.

An individual with a disability must be qualified to perform the essential functions of the job with or without reasonable accommodation.

In determining whether a function is essential consider:

  • Whether the reason the job exists is to perform that function
  • The degree of expertise or skill required to perform the function
  • The amount of time spent performing each function
  • Whether there are a limited number of other employees available who could perform the function
  • The consequences of not requiring someone in the job to perform the function

Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to perform the essential functions of the job.

Requests for reasonable accommodation will generally come from the person with the disability, who can often suggest appropriate ideas and solutions for accommodation. When an employee becomes aware of the need for accommodation, he/she may complete and return a Self-Identification Request form.

Veterans of the Vietnam era, other eligible veterans, disabled veterans, and other individuals with disabilities who wish to be considered in an affirmative action plan may complete a Self-Identification Request form. Self-identifying is completely voluntary. When an employee becomes aware of the need for accommodation, the Self-Identification Request form must be submitted by the employee. The information supplied on this form will be kept confidential, except for those with a need to know, including the following:

  • A work team leader may be informed of any restrictions on work or duties or of necessary accommodations
  • First-aid and safety personnel may be informed when the condition may require emergency treatment
  • Government officials investigating compliance with affirmative action regulations will be informed

Contact us for additional information.