Equal Employment



Geospace Technologies Corporation and all of its affiliated subsidiaries (hereinafter “the Companies”) is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. The Companies strictly prohibit and do not tolerate discrimination against employees, applicants or any other covered persons because of race, color, religion, creed, national origin or ancestry, citizenship, ethnicity, sexual orientation, gender, gender nonconformity, transgender status, age, physical or mental disability, past, current or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state or local law.  Employees of the Companies, other workers and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits and termination of employment.

The Companies comply with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local law.  Consistent with those requirements the Companies will make reasonable accommodations for qualified individuals with disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would result in an undue hardship.  Employees who believe that they need an accommodation should make a request to their immediate supervisor, to the Vice President Human Resources, or to the HR Generalist.  The Companies will also, where appropriate, provide reasonable accommodations for an employee’s religious beliefs or practices.

An employee subjected to any conduct believed to violate this policy should promptly speak to, write or otherwise contact your immediate supervisor, the next level above his/her immediate supervisor, the Director of Human Resources or a member of  the Companies’ senior management team which includes myself and the Chief Financial Officer as soon as possible following the offending conduct. If you have not received a satisfactory response within five (5) days after reporting any incident of what you perceive to be discriminatory conduct, please immediately contact the employee hotline. These individuals will ensure that a prompt investigation is conducted.  Although not mandatory, a Complaint Form is available in the Human Resources Department to make complaints if an employee wishes to use it.

Complaints should be as detailed as possible, including the names of all individuals involved and any witnesses. Companies will directly and thoroughly investigate the facts and circumstances of all claims of perceived discrimination and will take prompt corrective action, if appropriate.

Additionally, any manager or supervisor who observes discriminatory conduct must report the conduct to the Vice President of Human Resources or the Internal Audit Department so that an investigation can be made and corrective action taken, if appropriate.

No one will be subject to, and the Companies prohibit, any form of discipline, reprisal, intimidation or retaliation for good faith reports or complaints of incidents of discrimination of any kind, pursuing any discrimination claim or cooperating in related investigations.

Companies are committed to enforcing this policy against all forms of discrimination. However, the effectiveness of our efforts depends largely on employees telling us about inappropriate workplace conduct. If employees feel that they or someone else may have been subjected to conduct that violates this policy they should report it immediately. If employees do not report discriminatory conduct, Companies may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

The Companies maintain an audit and reporting system to determine overall compliance with equal employment opportunity mandates and to respond to any specific complaints applicants or employees file with the Companies’ equal employment opportunity office. Overall responsibility for the implementation of the Companies’ equal opportunity programs and for affirmative action compliance activities is assigned to the Vice President Human Resources, who has been designated as the Equal Employment Opportunity Coordinator for the Companies.

Any employee, regardless of position or title, whom the Vice President Human Resources determines has subjected an individual to discrimination or retaliation in violation of this policy will be subject to discipline, up to and including termination of employment.

This policy is not intended to restrict communications or actions protected or required by state or federal law.




Rick Wheeler
President & Chief Executive Officer

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