TRUST AND COMPLIANCE POLICIES
Committed to ethical, compliant, and inclusive HR practices nationwide, with responsible engagement of global vendors and partners.
Diversity, Equity & Inclusion (DEI) Policy
Nova HR Synergy is committed to fostering inclusive, equitable, and respectful workplaces. We believe diversity strengthens organizations, improves decision-making, and supports sustainable business success.
Our DEI practices are designed to support fair and unbiased access to opportunity through equitable hiring and advancement practices, bias-aware recruitment processes, fair compensation principles, and inclusive leadership accountability. These practices are implemented in alignment with applicable federal, state, and local laws.
This policy operates in conjunction with our Equal Employment Opportunity, Anti-Harassment, and Code of Conduct policies.
Global Application & Jurisdictional Scope
Nova HR Synergy operates primarily within the United States and applies this policy in accordance with applicable federal, state, and local laws. When working with vendors, partners, or service providers outside the United States, Nova HR Synergy expects compliance with applicable local laws and ethical business standards. Where local legal requirements differ, those requirements shall govern.
Anti-Harassment & Anti-Retaliation PolicY
Nova HR Synergy maintains a zero-tolerance policy for harassment, intimidation, or inappropriate conduct of any kind.
Individuals are encouraged to report concerns in good faith. All reports are reviewed objectively and handled discreetly to the extent practicable. Retaliation against anyone who raises a concern, participates in an investigation, or exercises protected rights is strictly prohibited.
Global Application & Jurisdictional Scope
This policy applies in accordance with applicable U.S. laws. For global vendors or partners, Nova HR Synergy expects adherence to local anti-harassment and workplace conduct laws. Local legal requirements shall take precedence where applicable.
Whistleblower Policy
Nova HR Synergy encourages the reporting of suspected misconduct, unethical behavior, or violations of law or company policy.
Reports may be made without fear of retaliation. All concerns are reviewed promptly and confidentially to the extent practicable. Safeguards are maintained to protect individuals who report concerns in good faith.
Global Application & Jurisdictional Scope
This policy applies in accordance with applicable U.S. laws. For global vendors or partners, reporting and protection expectations apply consistent with local legal requirements.
Equal Employment Opportunity (EEO) & Non-Discrimination Polic
Nova HR Synergy provides equal employment opportunity and prohibits unlawful discrimination in all employment-related practices.
Employment decisions—including recruitment, hiring, compensation, promotion, discipline, and termination—are based on qualifications, performance, business needs, and lawful considerations, in accordance with applicable federal, state, and local laws.
This policy applies to all individuals engaged by Nova HR Synergy and is administered consistently across jurisdictions.
Global Application & Jurisdictional Scope
Nova HR Synergy applies this policy in accordance with U.S. employment laws. For global vendors or partners, compliance with applicable local employment and labor laws is required. Nothing in this policy is intended to create obligations beyond those mandated by applicable law.
Code of Conduct & Ethic
This Code of Conduct establishes the ethical standards governing Nova HR Synergy’s business operations and professional relationships.
Nova HR Synergy is committed to lawful conduct, integrity, confidentiality, avoidance of conflicts of interest, and responsible decision-making. All representatives are expected to comply with applicable laws and internal governance standards.
Global Application & Jurisdictional Scope
Nova HR Synergy applies this Code in accordance with U.S. laws and expects vendors and partners to comply with applicable local laws and ethical standards in their jurisdictions. This Code does not override mandatory legal requirements.
Vendor Code of Conduct
Nova HR Synergy expects vendors, subcontractors, and business partners to operate ethically, lawfullY, and responsibly.
Vendors are expected to comply with applicable laws, protect confidential information, support fair labor practices, and uphold non-discrimination standards. Nova HR Synergy may review vendor compliance as part of third-party risk management practices.
Global Application & Jurisdictional Scope
Vendors operating outside the United States must comply with applicable local laws and regulations. Nothing in this Code is intended to impose requirements inconsistent with local legal obligations.
Data Security & Information Security Overview
Nova HR Synergy maintains administrative, technical, and physical safeguards designed to protect sensitive and confidential information.
Security practices are based on risk assessment and align with recognized information security frameworks, including SOC 2 and ISO-informed principles, without asserting formal certification. Controls are reviewed periodically to support data confidentiality, integrity, and availability.
Global Application & Jurisdictional Scope
Nova HR Synergy applies data protection practices in accordance with applicable U.S. laws. When working with global vendors or partners, compliance with applicable local data protection and privacy laws is required. Where legal requirements differ, those requirements shall govern.
Policies Contact:
Website: https://www.novahrsynergy.com
Email: compliance@novahrsynergy.com
Phone: 888-282-0207