UNDER THE FEDERAL FAIR HOUSING ACT, IT IS ILLEGAL, ON THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, RELIGION, SEX, HANDICAP, OR FAMILIAL STATUS (HAVING CHILDREN UNDER THE AGE OF 18), TO:
Deny a loan for the purpose of purchasing, constructing, improving, repairing, or maintaining a dwelling, or to deny any loan secured by a dwelling; or Discriminate in fixing the amount, interest rate, duration, application procedures, or other terms or conditions of such a loan, or in appraising property.
IF YOU BELIEVE YOU HAVE BEEN DISCRIMINATED AGAINST, YOU SHOULD SEND A COMPLAINT TO:
Assistant Secretary for Fair Housing and Equal Opportunity
Department of Housing and Urban Development
Washington, DC 20410
Farm Credit Administration
Office of Congressional and Public Affairs
1501 Farm Credit Drive
McLean, Virginia 22102-5090
UNDER THE EQUAL CREDIT OPPORTUNITY ACT, IT IS ILLEGAL TO DISCRIMINATE IN ANY CREDIT TRANSACTION:
On the basis of race, color, national origin, religion, sex, marital status, or age; Because income is from public assistance; or Because a right has been exercised under the Consumer Credit Protection Act.
We are an Equal Opportunity Employer. As an Equal Opportunity Employer, we do not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, disability or veteran status. It is our goal to make employment decisions that further the principle of equal employment opportunity by utilizing objective standards based upon an individual's qualifications for a specific job opening.
AgChoice Farm Credit 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 a 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 AgChoice’s legal duty to furnish information.
AgChoice Farm Credit has every intention of continuing compliance under the affirmative action obligations imposed by the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended (“VEVRAA”) and by Section 503 of the Rehabilitation Act of 1973, as amended (“Section 503”). As a part of our planning, we will continue to employ and advance in employment qualified protected veterans and individuals with a disability. 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 any 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 relating to the administration of VEVRAA or Section 503; (3) opposing any practice made unlawful by VEVRAA, Section 503, or their implementing regulations; or (4) exercising any other right protected by VEVRAA, Section 503 or their implementing regulations.
As an association that is presently or may become subject to affirmative action requirements, we receive self-identification information, which we treat confidentially except for release to those persons with a "need to know." A request for accommodation by a qualified protected veteran or individual with a disability under our Affirmative Action Program may be made immediately and/or at any time in the future or during the course of that person’s employment. Furthermore, any refusal by an applicant or employee to provide this self-identification information will not subject the individual to any adverse treatment. Additionally, this information will not be used in any manner inconsistent with VEVRAA or Section 503.
Our Affirmative Action Program for protected veterans and individuals with a disability is available, upon request, during regular business hours, to the Director of HR by contacting the Human Resources Department for assistance.
We reaffirm the above basic policy with respect to protected veterans and individuals with a disability, whether applicants or employees, 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 engage in a continued program of outreach and seek to recruit those able and qualified to perform safely the work we do here.
AgChoice is firmly committed to meeting its affirmative action compliance obligations and is proud to be an Equal Employment Opportunity Employer.
AgChoice Farm Credit is committed to high standards of ethical, moral and legal business operations and having the confidence of its employees, shareholders, FCA, contractors and other relevant parties in this commitment. As such, we provide a confidential, anonymous reporting system as an alternate channel of communication for reporting suspected or actual wrongdoing, concerns and feedback. An independent, external party receives and processes the reports to ensure objectivity and anonymity.
Information may be reported online or via the hotline (844-850-6493), including concerns related to:
Once a report is submitted, a case number is assigned to provide a way for the reporter to check the status of their report and to be contacted anonymously for additional information, if needed.
Those using the reporting system are expected to make reports in good faith. AgChoice Farm Credit strictly prohibits discrimination, retaliation or harassment against any individual who, in good faith, reports or who participates in an investigation of wrongdoing, concerns, or feedback.
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