EEO & Human Rights
We Are All Unique
It is our policy to treat every individual with respect and ensure all viewpoints are considered in our decision-making processes. Moreover, we believe that we grow stronger and more resourceful as an organization when we embrace the uniqueness of each of our employees.
OGE respects human rights and as a company operating in the United States adheres to all laws and regulations that protect our employees and people in the communities that we serve. OGE implements its commitment to these principles in many ways, including through our OGE Energy Corp Code of Ethics, Harassment-Free Workplace Policy and our Equal Employment Opportunity Policy.
The OGE Energy Corp Code of Ethics is shared with the Company’s suppliers each year, with the expectation that all suppliers will be guided by similar ethical principles. It is the policy of OGE Energy Corp. that the acquisition of all materials and services be handled in the most ethical, efficient and economical manner, in accordance with regulatory and legal requirements. All procurement business decisions at the Company are to be made objectively, based on quality, service, price and similar competitive factors without bias or perceived obligations. Please see Doing Business with OGE for additional information on supplier requirements.
Equal Employment Opportunity (EEO) Policy – It is OGE Energy Corp’s policy to provide equal employment opportunity for all employees and applicants without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected status and to ensure affirmative action is taken in fulfillment of this policy. This obligation shall apply to all employment practices, including, but not limited to:
- Recruiting, hiring, promotion, transfer, demotion, layoff, termination and training
- Treatment during employment
- Rates of pay or other forms of compensation and benefits
- Selection for training including apprenticeship and on-the-job training, as applicable
- Social and recreational activities or programs
Harassment is both illegal and against the policy of OGE Energy Corp. for any employee, supervisor, manager or independent contractor to harass anyone on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected status.
It is the policy of the Company to prohibit harassment directed toward anyone, on Company property or while conducting Company business. The Company will take prompt corrective action for violations of this policy. To enforce this policy, the Company relies on the full cooperation of members to bring any incident to its immediate attention because many times harassment is private in nature and can be difficult to detect.
The Company prohibits any form of retaliation against employees for bringing complaints in good faith, providing information about harassment, or cooperating in an investigation of harassment. However, individuals who intentionally make false allegations of harassment will be subject to disciplinary action up to and including termination. Employees who believe they are being retaliated against should report it immediately.
OGE mPOWERLINE Overview
The OGE mPOWERLINE is a convenient and confidential way for employees to provide feedback, seek assistance and report potential violations regarding ethics, safety, and compliance issues.
All ethics-related submissions to the OGE mPOWERLINE (online or by telephone) will be fully investigated with results reported to the Audit Committee. Employees are asked to provide enough details to allow the company to investigate the situation thoroughly and address/resolve the issue. General comments, opinions or observations will be delivered in a report to executives.
The nature and severity of the ethics reports we receive at OGE vary widely and can include items such as an alleged theft of material, an alleged violation of a policy, among a number of other potential issues. Regardless of the report type, when our investigation determines that an ethics report is substantiated we are committed to ensuring action is taken. These actions range from simple coaching conversations to more punitive disciplinary actions, up to and including termination. Experience shows us that when we demonstrate our willingness to take action on substantiated reports, our employees are more likely to be comfortable utilizing the available ethics reporting tools, further enhancing the Company’s ability to fulfill our commitment to integrity. In 2018, our investigations led to the substantiation of approximately one-third of the total reports received, with appropriate action being taken in all cases.