Menu
Principles and Policies
At the Kraft Group, each employee or contributor, regardless of which position they hold, for which company they work, or in which country they operate, should be guided by the following:
Think and Act like an Owner
- Think and act with an owner’s mentality
- Keep it simple and innovative
- Drive results with an intense work ethic
- Pay attention to detail
- Be hungry, move faster than the competition
Exercise Good Character
- Take responsibility for your actions
- Be open to new ideas and recognize your challenges
- If you have done your homework, don’t be afraid to respectfully disagree with management
- Be humble and operate with an underdog mentality
- Respect and abide by all applicable laws, policies and regulations
Be Inclusive and Respectful
- Welcome and appreciate diversity
- Respect and be sensitive to the environment
- Give back to your community
Focus on our Products and Customers
- Understand and service all needs of our customers
- Deliver quality and excellence at all levels, with a culture of continuous improvement
- Be brand ambassadors
DIVERSITY POLICY
Equal Opportunity Employment
It is the policy of the Kraft Group (Company) to provide equal opportunity to its employees and applicants for employment without regard to race, color, religion, creed, age, national origin, ancestry, citizenship, physical or mental disability, medical condition, marital status, gender, sexual orientation, gender identity, military status, genetic information, domestic violence victim status or any other characteristic protected by state or federal law.
Americans with Disabilities Act (ADA)
It is the Company’s policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability so long as the employee can perform the essential functions of the job with or without a reasonable accommodation. Consistent with this policy of nondiscrimination, the Company will provide reasonable accommodations to an otherwise qualified individual with a disability, as defined by applicable law, if such accommodation does not constitute an undue hardship in accordance with all legal requirements.
Employees who have a physical or mental condition they believe requires a reasonable accommodation to perform the essential functions of their job should contact the local Human Resources Representative.
What constitutes a reasonable accommodation varies depending on the individual circumstances and will be evaluated on a case-by-case basis. Upon receiving a request for accommodation, the Company will engage in an interactive process with the employee to discuss reasonable accommodations.
Employees who have a physical or mental condition they believe requires a reasonable accommodation to perform the essential functions of their job should contact the local Human Resources Representative.
What constitutes a reasonable accommodation varies depending on the individual circumstances and will be evaluated on a case-by-case basis. Upon receiving a request for accommodation, the Company will engage in an interactive process with the employee to discuss reasonable accommodations.
Genetic Nondiscrimination Policy
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to requests for medical information. “Genetic information,” as defined by GINA, includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.
