Hiring Policy

HIRING POLICY

OVERVIEW

Title I of the Americans with Disabilities Act (ADA) of 1990 prohibits private employers, State and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including State and local governments.

Kredit Financial Inc. (Kredit) believes that recruiting and hiring qualified individuals to fill positions contributes to the overall success of the company. Kredit strives to ensure that the best person, in terms of knowledge, skills, experience and aptitude, is chosen for each position that arises. Furthermore, as an equal opportunity employer, we are compelled to provide a workplace devoid of discrimination, abusive, offensive, or harassing conduct.

PURPOSE

This Policy has been created to formally establish Kredit’s process for selecting job candidates and creating a consistent and fair hiring process.

POLICY

It is the policy of Kredit to provide the same opportunities for hiring, advancement, and benefits to everyone without discriminating due to protected characteristics such as age, gender, sexual orientation, ethnicity, religion, disability, or medical history.

SCOPE

This Policy is applicable to Kredit’s recruiting, hiring, and selection process for employees.

ROLES AND RESPONSIBILITIES

Kredit’s Chief Executive Officer (CEO) is responsible for ensuring that recruiting and hiring practices occur in accordance with the requirements set forth in the procedures below.

Kredit’s Chief Compliance Officer (CCO) is responsible for reviewing this Policy on an annual basis.

PROCEDURES

To ensure a consistent and fair process is followed when recruiting, selecting, and hiring a new employee, Kredit employs the following process:

1. Creating a job description that includes a summary of the role, a list of duties and responsibilities, and a list of requirements and qualifications.

2. Creating a job posting that briefly describes the job opening and position on external sources appropriate for the position being filled.

3. Screening and reviewing applications and resumes submitted in response to the job posting.

4. Scheduling and conducting an interview with selected candidates (via phone or virtual meeting).

   1. If a candidate is not chosen because of the interview, informing the candidate about the rejection via email, letter, or phone.

   2. If a candidate is chosen, extending an offer to the candidate, and conducting a background check (see Kredit Background Check Policy for more details).

Kredit makes sure that people with disabilities:

Have an equal opportunity to apply for jobs and to work in jobs for which they are qualified.

1. Have an equal opportunity to be promoted.

2. Have equal access to benefits and privileges of employment that are offered to other employees.

3. Are not harassed because of their disability.

Furthermore, Kredit will provide a reasonable accommodation if a person with a disability needs one in order to apply for a job, perform a job, or enjoy benefits equal to those offered to other employees.

COMMUNICATIONS

This Policy shall be communicated to all affected employees via email and maintained in the Policies folder on Google Drive for reference purposes.

VIOLATIONS

Failure to complete training in accordance with this Policy may result in a charge of discrimination and a violation of Title I of the ADA.

CHANGE SUMMARY

Purpose: Internal Policy

Category: Human Resources

Policy Name: Hiring Policy

Event	Event Date	Event By	Date Reviewed	Reviewed By	Version
Creation	6/13/2022	Colene McNinch, CCO	06/13/2022	Dave Hanrahan, CEO	1.0
Implementation	6/14/2022	Colene McNinch, CCO