We encourage you to read JCB's Equal Employment Opportunity Policy.

It is the policy of Jackson County Bank to be an equal opportunity employer. The Bank is committed to providing equal employment opportunities for all applicants and employees without regard to race, color, religion, age, gender, national origin, disability, protected veteran status, genetic information, sexual orientation, marital status, pregnancy, or any other legally–protected criteria. This policy extends, but is not limited to, recruitment, application procedures, hiring, promotion, demotion, transfer, layoffs, termination, compensation, training, and other terms, conditions and privileges of employment.

The Bank is also committed to taking affirmative action to hire and advance minorities and women, as well as protected veterans and qualified individuals with disabilities. In furtherance of the Bank's policy, the Bank has developed written Affirmative Action Plans pursuant to the Executive Order 11246, as amended, Vietnam Era Veterans Readjustment Assistance Act of 1974 (38 USC 4212), as amended, and Section 503 of the Rehabilitation Act of 1973, as amended. The Bank's plans are designed to comply with all applicable federal, state and local laws, directives and regulations and cover all human resource actions including employment, compensation, benefits, training, education, transfers, promotions and social or recreational programs. The Bank's AA Plans may be reviewed by applicants and employees on weekdays during normal business hours of 8:00 a.m. to 5:00 p.m. by contacting the Human Resources Department. The VP, Organizational Services is the Affirmative Action Officer who is responsible for implementing the program and leading the Bank's affirmative action efforts. If you have any questions or concerns regarding the AA Plans, please contact the Affirmative Action Officer at (812) 522–3607.

The Bank invites all applicants and employees who are disabled veterans, veterans of the Vietnam era, or individuals with disabilities, to voluntarily identify themselves by filling out the forms provided by the Bank. This self–identification is purely voluntary. The information will be kept confidential and will not be used against you in any way.

The Bank will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

The Bank is committed to providing a work environment in which employees are treated with courtesy, respect and dignity. All members of management must be familiar with this policy, must fully support it, and are responsible for ensuring the policy is followed. All employees are responsible for conduct consistent with this policy. The Bank will not tolerate any form of verbal or physical harassment with regard to an individual's race, color, religion, sex, sexual orientation, national origin, age, marital status, covered veteran status, disability, pregnancy, genetic information, or any other basis protected under federal, state, or local law. Employees and applicants who believe this policy has been violated should contact the Affirmative Action Officer. Retaliation against an employee who has made a good faith complaint about a violation of this policy, or has cooperated with an investigation of such a complaint, is strictly prohibited.