Equal Opportunity Duke Energy's Code of Business Ethics
Duke Energy values diverse talents, perspectives and experiences. The dignity of each person is respected, and everyone's contributions are recognized. We expect Duke Energy employees to act with mutual respect and cooperation toward one another. We do not tolerate discrimination, harassment or retaliation in the workplace.
We comply with laws concerning discrimination and equal opportunity that specifically prohibit discrimination on the basis of certain differences. We will recruit, select, train and compensate based on merit, experience and other work-related criteria.
Our Responsibilities
Duke Energy employees must:
- Treat others with respect on the job.
- Comply with equal employment opportunity laws, including those related to discrimination, harassment and retaliation.
Duke Energy employees must not:
- Use any differences protected by law as a factor in hiring, corrective action, firing or promotion decisions.
- Use any differences protected by law when determining terms or conditions of employment, such as compensation, work assignments, employee development opportunities, vacation or overtime.
- Retaliate against a person who makes a complaint of discrimination or harassment in good faith; reports suspected unethical conduct, violations of laws, regulations or company policies; or participates in an investigation.
Q & A
Q: What are the differences that are protected by law or Duke Energy policy?
A: Differences protected by law or Duke Energy policy include:
- Race
- Gender
- Religion
- Color
- National origin
- Ethnicity
- Citizenship
- Age
- Disability
- Sexual orientation
- Veteran status
- Marital status
Q: We posted a job for an entry level position expecting to hire a recent graduate and were surprised when several older workers applied. Is it okay to hire a younger person, the way we planned?
A: It is against the law to discriminate on the basis of an individual's age. Interview all the qualified candidates, and hire the most qualified person for the job, regardless of their age. There must be a legitimate non-discriminatory business reason, unrelated to age or any other protected category, for all employment decisions.
