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NewBridgeBank

Employer Policy Statements

AFFIRMATIVE ACTION POLICY STATEMENT and EEO POLICY STATEMENT

The objective of NewBridge Bank’s Affirmative Action Plan is to ensure that all employees receive equality of opportunity limited only by each employee’s desire and ability.  The objective calls for a work environment free of discrimination in employment because of race, color, religion, national origin, sex, sexual orientation, gender identity, age, genetic information, veteran status, disability, or any other category protected by law. The Bank is assuring the full realization of its stated objective through a continuous procedure of monitoring and reporting.

NewBridge Bank shall offer equal employment opportunity to all employees and applicants. We do so not only because of federal, state, and local requirements, but because it is the way we prefer to assure that no qualified person is overlooked in attaining his or her fullest potential.

Our Affirmative Action Policy extends to all employment practices, including recruiting, selection, training opportunities, transfers, promotions, salary administration, layoffs, terminations, social programs, and our business and community relations.

Each official and manager of the Bank has a copy of a personnel manual which includes a section of the Bank’s AAP. The subject is also reinforced in staff meetings on a periodic basis. In general, decisions about the particular nature of an applicant’s or employee’s relationship with the Bank shall be the result of that person’s individual qualifications and performance and will not be affected by non-relevant circumstances. We will regularly review our status and progress in promoting equal employment opportunity and expect each officer and employee of the Bank to cooperate in attaining this end.

EQUAL EMPLOYMENT OPPORTUNITY FOR INDIVIDUALS WITH DISABILITIES

Our Bank has every intention of continuing compliance under the affirmative action obligations imposed by Section 503 of the Rehabilitation Act of 1973, as amended. As a part of our planning, we will continue to employ and advance in employment qualified disabled individuals. Such actions shall apply to our employment practices including, but not limited to, the following:  employment, upgrading, demotion or transfer, recruiting or recruiting advertising, layoff or termination, rates of pay, other forms of compensation, and selection for training, including apprenticeship programs we may institute. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: 1) filing a complaint; 2) assisting or participating in an investigation or compliance review or any other activity related to the administration of Section 503; 3) opposing any practice made unlawful by Section 503 or its implementing regulations; or, 4) exercising any other right protected by Section 503 or its implementing regulations.

As a Bank that is presently a government contractor subject to Section 503 of the Rehabilitation Act of 1973, which requires affirmative action to employ and advance in employment qualified individuals with a disability, we invite persons who consider themselves to be disabled and who would voluntarily like to have this made a part of their employment record for use in our program, to inform us of the existence of any such disability. Such information received will be treated confidentially except for release to those persons with a "need to know." A request by a qualified individual with a disability under the Affirmative Action Program may be made immediately and/or at any time in the future. Furthermore, any refusal by a qualified individual with a disability to provide this information will not subject the individual to any adverse treatment. Additionally, this information will not be used in any manner inconsistent with the Act. Our affirmative action program for individuals with a disability is available, upon request, in the office on regularly scheduled workdays by advance appointment.

If any employee or applicant with a disability has become qualified and capable of performing work by special methods, skills, procedures or training which may qualify such person to perform the work of a particular nature that the individual might otherwise be thought to normally preclude, we would like to know this in particular. Further, if such an employee or applicant can suggest measures that we can take efficiently, safely and economically to assist in job performance, we are open to the consideration of any such suggestions.

We reaffirm the above basic policy with respect to employees and applicants with disabilities, and reasonable attempts will be made to appropriately accommodate limitations of individuals with a disability, taking into account business necessity, financial cost and expenses. We expect to engage in a continued program of outreach and to seek to recruit those able and qualified to perform safely the work we do here.

EQUAL EMPLOYMENT OPPORTUNITY FOR PROTECTED VETERANS

It is also the policy of NewBridge Bank (“the Bank”) not to discriminate against any employee or applicant for employment because he or she is a qualified individual with a disability, a disabled veteran, a newly separated veteran, a campaign veteran, or an armed forces service medal veteran (i.e., qualified protected veterans). It is also the policy of the Bank to take affirmative action to employ and to advance in employment, all persons, regardless of their status as qualified individuals with disabilities or qualified protected veterans, and to base all employment decisions only on valid job requirements. This policy shall  apply to all employment  actions, including but not  limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment. Employees of and applicants to the Bank will not be subject to harassment, intimidation, threats, coercion, or discrimination because they have engaged or may engage in filing a complaint, assisting in a review, investigation, or hearing or have otherwise south to obtain their legal rights related to any Federal, State, or local law regarding EEO for qualified individuals with disabilities or qualified protected veterans.

As President and Chief Executive Officer of the Bank, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the Bank, I have selected the Vice President as the person in charge of implementing the Affirmative Action Program (“AAP”) for the Bank. One of the duties of the Vice President will be to establish and maintain an internal audit and reporting system to allow for effective measurement of the Bank’s programs. In furtherance of Bank policy regarding Affirmative Action, the Bank has developed a written AAP, which sets forth the policies, practices and procedures, which the Bank is committed to applying in order to ensure that its policy of non-discrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. The Bank’s Affirmative Action Plan for Individuals with Disabilities and Protected Veterans is available for review by applicants and employees during regular business hours upon reasonable request to the Vice President.