Equal Employment Opportunity
EEO Policy Statement
It is the policy of SanDisk® that equal employment opportunity be provided in the employment and advancement for all persons. SanDisk does not and will not discriminate against any qualified applicant or employee based on their race, religion, color, national origin, gender, pregnancy, age, sexual orientation, gender identity and expression, genetic information, marital status, medical condition, status as a protected veteran, individuals with a disability, and/or any other characteristic protected by federal, state, or local laws. In addition, SanDisk is committed to a policy of taking affirmative action to employ and advance in employment qualified protected veteran employees and individuals with a disability. Such affirmative action shall apply to all employment practices, including, but not limited to hiring, upgrading, demotion or transfer, recruitment, recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training, including on‐the‐job training. Decisions related to personnel policies and practices shall be made on the basis of an individual's capacity to perform a particular job and the feasibility of any necessary job accommodation.
To learn more about SanDisk’s EEO Policy, please see: EEO Policy Statement PDF
Reasonable Accommodation
If you are an individual with a disability and require reasonable accommodation to complete any part of the application process, are limited in the ability to use or unable to access this online application, or need an alternative method for applying, you may contact us at 408-801-7642, or GlobalTalentAcquisition@sandisk.com for assistance.
Individuals with Disabilities and Protected Veterans
SanDisk is a Federal contractor subject to Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). Section 503 prohibits job discrimination by employers holding Federal contracts or subcontracts because of a disability and requires government contractors to take affirmative action to employ and advance in employment qualified individuals with disabilities, who, with or without reasonable accommodation, can perform the essential functions of a job. VEVRAA requires government contractors to take affirmative action to employ and advance in employment disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, or Armed Forces Service Medal veterans covered by the Acts.
If you are an individual with a disability or a protected veteran and would like to participate in our affirmative action program, please contact Jackie Bonnit, at (408) 801-7642. Our affirmative action program contains policies and procedures that assure compliance with our Section 503 and VEVRAA obligations. You may inform us of your decision to benefit under the affirmative action program now or at any time in the future. Whether you choose to so identify yourself is voluntary on your part. A copy of our Affirmative Action Program is available in the Human Resources Office and may be viewed by employees and applicants between the business hours of 9:00 a.m. and 4:00 p.m.
SanDisk is also subject to the Americans with Disabilities Act (ADA). Consistent with the ADA, it is this company’s policy to provide reasonable job accommodations to any employee with a disability that needs such an accommodation. You may request a job accommodation at any time by contacting Jackie Bonnit, at (408) 801-7642, or a member of management.
Making a request for an accommodation will not subject you to any adverse treatment. Disclosure of your status as an individual with a disability or a covered veteran is voluntary. Choosing not to provide it will not subject you to any adverse treatment. Information you submit concerning your disability will be kept confidential, except that (1) supervisors and managers may be informed regarding restrictions on the work or duties of individuals with disabilities and disabled veterans and regarding necessary accommodation, (2) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (3) Government officials engaged in enforcing the Rehabilitation Act, VEVRAA, or the Americans with Disabilities Act, may be informed. The information provided will be used only in ways that are not inconsistent with Section 503 of the Rehabilitation Act, VEVRAA, and the ADA.