One of the major objectives of Synopsys, Inc. is to follow both the spirit
and the letter of the law and to maintain a reputation for high standards of
business. Creative, enthusiastic employees are our most important resource
and the basis for our success. We seek an environment characterized by
respect for each individual, where cultural and ethnic diversity are blended
by teamwork into a harmonious work force.
| 1.0 GUIDELINES |
| 1.1 |
Equal employment opportunity is adopted to ensure the rights and
dignity of each person. |
| 1.2 |
Personnel actions, including recruitment, selection, training,
compensation, corrective counseling, promotions, transfers, staff reductions
and terminations shall be based upon individual initiative, interests,
ability, performance results, and needs of the business. |
| 1.3 |
All persons shall enjoy the benefits of decisions which are free
of harassment, intimidation, threats, coercion or discrimination on the
grounds of race, religious creed, color, national origin, ancestry, physical
or mental disability, medical condition, marital status, gender, sexual
orientation, gender identity, age, or veteran status. |
| 1.4 |
For known limitations of qualified individual applicants or employees
with disabilities, reasonable accommodation will be provided, except
where the accommodation would impose an undue hardship on operation of
the business. |
| 1.5 |
Synopsys, Inc. does not discriminate on the basis of national origin
or citizenship status as provided under the Immigration Reform and Control
Act of 1986. |
| 1.6 |
We will work cooperatively with governmental agencies, educational
institutions and community action groups concerned with employment opportunities
for women, minorities, veterans, or individuals with a disability, as
well as with suppliers in sustaining and perpetuating equal employment
opportunities. |
2.0 RESPONSIBILITIES |
| 2.1 |
Jan S. Collinson, Senior Vice President Human Resources, is appointed
Director of Equal Employment Opportunity Programs and with the support
of all management, is responsible for implementation of Affirmative Action. |
| 2.2 |
All members of management are responsible for maintaining a discrimination-free
work environment by inspirational leadership and personal example. |
| 2.3 |
All employees share the responsibility for mutual understanding,
a spirit of cooperation and high standards of non-discriminatory behavior. |
3.0 OPEN DOOR POLICY |
| 3.1 |
Employees are encouraged to seek assistance from their manager
or anyone in management to assure that problems are prevented or promptly
resolved, preserving a productive environment. |
| 3.2 |
During normal business hours, you may review the Affirmative Action
Program narrative in Human Resources. |
