Principal follows a policy of nondiscrimination in employment practices. To further the objectives of this policy, the company has developed and implemented an affirmative action plan for women, minorities, people with disabilities and protected veterans (those who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized).

Any employee or applicant for employment may request to review the company’s written Affirmative Action Plan for Protected Veterans and Individuals with Disabilities by contacting Human Resources at MyHR@principal.com or 866.524.MYHR (6947).

Principal is fully committed to equal employment opportunity for all employees and applicants for employment.

The company's Equal Employment Opportunity policy is to recruit and hire applicants for employment and train and promote employees regardless of age, race, color, religion, sex, gender identity, gender expression, pregnancy, national origin, citizenship status, disability, genetic characteristics, sexual orientation, marital status, domestic partner status, military status, protected veteran or other characteristics protected by law. The company also prohibits harassment on these bases. All such employment decisions are based on individual merit, qualifications and competence as they relate to the particular positions.

Read about your Equal Employment Opportunity rights and the law at the EEOC's Employees & Job Applicants page.

Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. Principal participates in E-Verify.

Principal is committed to complying with all E-Verify guidelines and procedures and will display the required E-Verify “Notice of Participation and “Right to Work” posters so they are visible to all employees.

Learn more about E-Verify from the U.S. Citizenship and Immigration Services website.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 

Principal will design and implement pay programs to attract, retain and reward employees possessing the skills and experience to perform successfully. Our programs will be designed and governed to support the Global Human Resources' strategy and to align with the goals of Principal and its shareholders. Our programming and processes are based on the following guiding principles:

• Total pay perspective: base/fixed pay and variable incentive pay are considered in the assessment of total pay.
• Performance based pay: in support of a performance driven culture, pay is differentiated based on individual and company performance.
• Purposeful flexibility: pay programs and processes are developed for global application with flexibility for modification in support of the organization's diverse business objectives in the markets and locations in which we operate.
• Market driven: total pay is designed and administered in alignment with the external labor markets in which we compete for talent.
• Transparency: information is shared with leaders and employees to provide an understanding of the pay philosophy and to enable total pay conversations.