Equal Opportunity Employer Statement

Effective Date · May 1, 2026  |  Last Updated · May 1, 2026

Zoz Auto Detailing & Tint is an Equal Opportunity Employer. We are committed to creating and maintaining a workplace where every applicant and employee is treated with dignity, respect, and fairness — regardless of background, identity, or personal characteristics protected by law.

01 Our Commitment

The Company prohibits discrimination and harassment in any form, in every aspect of employment and business operations. This includes recruitment, hiring, training, promotion, compensation, benefits, transfers, layoffs, recall, terminations, and all other terms and conditions of employment.

We make employment decisions based on merit, qualifications, and business need — never on factors that are unlawful or unfair. Our commitment to equal opportunity is more than legal compliance; it reflects who we are as a Minnesota small business.

02 Protected Classes

The Company does not discriminate against any applicant or employee on the basis of:

• Race, color, or national origin
• Religion, creed, or religious practices
• Sex, gender, gender identity, gender expression, or sexual orientation
• Age (40 and over)
• Pregnancy, childbirth, or related medical conditions
• Marital status or familial status
• Disability (physical, mental, or perceived) and use of service animals
• Genetic information or medical history
• Veteran status or military service
• Status with regard to public assistance
• Local commission membership
• Citizenship or immigration status (where lawfully eligible to work in the United States)
• Any other characteristic protected by federal, Minnesota state, or local law

03 Anti-Harassment Policy

The Company prohibits harassment of any kind in the workplace, including sexual harassment, racial harassment, disability harassment, religious harassment, and harassment based on any other protected characteristic. This applies to harassment by supervisors, coworkers, customers, vendors, contractors, and any other individuals encountered in the course of work.

Harassment includes verbal abuse, slurs, derogatory comments, jokes, gestures, displayed images, physical contact, threats, intimidation, and any other conduct that creates a hostile, intimidating, or offensive work environment. Sexual harassment specifically includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

04 Reasonable Accommodations

The Company provides reasonable accommodations for:

• Qualified applicants and employees with disabilities, in compliance with the Americans with Disabilities Act (ADA) and the Minnesota Human Rights Act
• Pregnancy, childbirth, and related medical conditions, in compliance with the Pregnancy Discrimination Act and Minnesota's Women's Economic Security Act
• Religious beliefs and practices, in compliance with Title VII and the Minnesota Human Rights Act

If you need a reasonable accommodation to apply for a position, perform essential job functions, or access employee benefits, please contact us using the information below. The Company engages in a good-faith interactive process to identify accommodations that meet your needs without imposing undue hardship.

05 Reporting Discrimination or Harassment

If you believe you have been subjected to discrimination, harassment, or retaliation, or if you witness conduct you believe violates this policy, we encourage you to report it immediately.

Internal Reporting

Reports may be made to:

• Your direct supervisor
• The Company owner or manager
• Any member of management with whom you feel comfortable

Reports can be made verbally or in writing. The Company will investigate all complaints promptly, thoroughly, and as confidentially as possible. Where violations are confirmed, appropriate corrective action will be taken, up to and including termination of the offending party.

Non-Retaliation

The Company strictly prohibits retaliation against any person who in good faith reports discrimination or harassment, participates in an investigation, or otherwise opposes practices believed to be unlawful. Anyone engaged in retaliation is subject to disciplinary action up to and including termination.

External Reporting

You also have the right to file a complaint with external agencies, including:

• U.S. Equal Employment Opportunity Commission (EEOC): 1-800-669-4000 / eeoc.gov
• Minnesota Department of Human Rights: 1-833-454-0148 / mn.gov/mdhr
• U.S. Department of Labor: 1-866-487-2365 / dol.gov

06 Affirmative Action & Recruitment

The Company actively recruits qualified candidates from diverse backgrounds and welcomes applications from all qualified individuals, including women, racial and ethnic minorities, individuals with disabilities, veterans, and members of other underrepresented groups.

Where required by law or contract, the Company maintains affirmative action programs in compliance with Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended.

07 Compensation Transparency

The Company complies with Minnesota's pay disclosure requirements. Posted job listings include compensation ranges where applicable. Employees may freely discuss their wages with coworkers without retaliation, in accordance with the National Labor Relations Act.

08 Background Checks & Screening

The Company complies with Minnesota's "Ban the Box" law. We do not inquire into criminal history on initial job applications. Background checks are conducted only after a conditional offer of employment, in compliance with the Fair Credit Reporting Act (FCRA) and applicable Minnesota law. Adverse hiring decisions based on background reports follow required FCRA procedures, including pre-adverse and adverse action notices.

09 Workplace Accessibility

The Company is committed to maintaining a workplace accessible to applicants and employees with disabilities. If you require an accessible application format, interview accommodation, or workplace modification, contact us using the information below. Requests are evaluated through an interactive process to identify reasonable accommodations.

10 Contact Information

Equal opportunity questions, accommodation requests, and good-faith reports of discrimination should be directed to:

Reports and accommodation requests are handled confidentially to the extent practical and consistent with thorough investigation and appropriate corrective action.