Human Rights Policy
Penn National Gaming endeavors to conduct its business in a socially responsible and ethical manner consistent with human rights principles. Our approach to human rights is guided by international standards -- we respect and support the UN Guiding Principles on Business and Human Rights, OECD Guidelines for Multinational Enterprises, core Conventions of the International Labour Organization (ILO), the ILO Declaration on Fundamental Principles and Rights at Work, and the UN Universal Declaration of Human Rights. We are committed to embedding respect for human rights throughout all aspects of our business and within the communities in which we operate.
Diversity, Non-Discrimination and Non-Harassment: Penn National Gaming values diversity in our workforce, and in our customers, suppliers, and others. We provide equal employment opportunity for all applicants and team members. We are committed to ensuring that all team members are treated equally, and we do not tolerate discrimination or harassment based on race, color, national origin, gender, gender identity, sexual orientation, religion, disability, age, political opinion, pregnancy, migrant status, ethnicity, caste, marital or family status, or any other characteristic protected by local law, regulation, or ordinance. Penn National’s Equal Employment Opportunity policy covers all employment practices, including selection, job assignment, compensation, discipline, separation of employment, and access to benefits and training.
Prohibited behavior includes unlawful discrimination or harassment that occurs in the workplace or in work-related settings, including business trips or company-sponsored social events. Prohibited behavior can be verbal, written, or physical; and it can take place on email, text message, or social media posts that are accessible to other team members.
If any of our team members experience, or witness, any behavior which they believe violates this policy (including retaliation), they can report it immediately so that it can be investigated promptly. There are several ways to make a report:
• Report to their management team;
• Report to Human Resources; or
• Report (anonymously, if they wish) to the Penn National Gaming Hotline (by calling the Company’s toll-free number or via the internet, which is monitored by Penn National Gaming’s Corporate Compliance Department.
Prevention of Human Trafficking, Forced Labor and Child Labor: We do not tolerate the use of child labor, forced labor, or human trafficking in any form—including slave labor, prison labor, indentured servitude, or bonded labor—in our operations or supply chain. We forbid harsh or inhumane treatment including corporal punishment or the threat of corporal punishment.
Workplace Health and Safety: We are committed to providing a safe and healthy workplace with appropriate rules and practices for reporting and preventing accidents, injuries, and unsafe conditions, procedures, or behaviors to protect our team members, business partners, and community.
Working Hours: We comply with all applicable wage and hour laws, including those relating to minimum wage, overtime hours, and other elements of compensation, and provide all legally mandated benefits. We do not require team members to work more than the maximum number of hours permitted under applicable laws. Working overtime is compensated appropriately based on applicable laws.
Freedom of Association: We respect freedom of association and our team members’ right to join, or not to join, third party organizations such as labor unions or other lawful organization of their own selection, along with the right to bargain or not bargain collectively, in accordance with local laws, without fear of reprisal, intimidation, or harassment. We are committed to fostering open communication between all of our team members and managers, regardless of whether they are in unions, and providing our team members with appropriate access to grievance mechanisms and remedial action.
Immigration Law Compliance: Penn National is committed to employing only people who are legally authorized to work in the United States. Because we comply with the Immigration Reform and Control Act of 1986, every new team member is required to complete the Employment Eligibility Verification Form I-9 and show documents that prove identity and employment eligibility.
Disability Accommodation: Penn National is committed to ensuring equal opportunity in employment for qualified persons with disabilities. We may make pre-employment inquiries regarding an applicant's ability to perform the essential job functions with or without reasonable accommodation. We make our employment decisions based on the qualifications of the applicant without regard to any disability. Reasonable accommodation is available to any team member or applicant with a disability when needed to assist the individual with applying for a job, performing the essential functions of the job, or participating in the benefits of employment. Upon notice that an individual’s disability may affect any of these, Penn National will engage in an interactive process with the team member (or applicant) to determine if there is a reasonable accommodation (without hardship to the Company) that will enable the individual to apply, to perform the essential functions of the position, or to enjoy the benefits of employment. Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. Penn National is committed to taking all other actions that are necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and any other applicable federal, state, and local laws.
Illnesses in the Workplace: Team members with serious illnesses, or communicable or contagious illnesses, often wish to continue work to the degree that they can. Penn National wants to help these team members to work as long as they continue meeting acceptable performance standards, do not pose a risk to fellow team members or the public, and can perform the essential functions of their job.
As in the case of other disabilities, our Company will make reasonable accommodations in accordance with all legal requirements to allow qualified team members with illnesses to perform the essential functions of their jobs.
Medical information on any team member is confidential. The Company will take reasonable precautions to protect medical information from inappropriate disclosure. No medical information will be maintained in a team member’s personnel file. Managers and other team members have a responsibility to respect and maintain the confidentiality of Team Member medical information. Anyone inappropriately disclosing medical information is subject to disciplinary action, up to and including separation of employment.