Es ist unsere Politik, in all unseren Beschäftigungspraktiken Chancengleichheit zu gewährleisten, unabhängig von Rasse, Hautfarbe, Religion, Geschlecht, nationaler Herkunft, Abstammung, Familienstand, Schutzstatus als Veteran, Alter, Behinderung, sexueller Orientierung oder Geschlechtsidentität bzw. -ausdruck oder einer anderen gesetzlich geschützten Kategorie. Bewerber für Positionen bei Align müssen gesetzlich berechtigt sein, in dem Land zu arbeiten, in dem sie sich bewerben, und die Überprüfung der Beschäftigungsberechtigung wird eine Voraussetzung für die Einstellung sein.

This link leads to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers t o more easily access and analyze data.

Em cumprimento à Lei nº 14.611 de 04 de julho de 2023 e à Portaria MTE Nº 3.714, bem como às práticas de inclusão e diversidade da Align Technology do Brasil, estamos divulgando o Relatório de Igualdade Salarial. A elaboração do relatório tem como base a Classificação Brasileira de Ocupações (CBO), sistema que organiza e classifica as profissões existentes no Brasil. As informações foram agrupadas pelo Ministério do Trabalho e Emprego de acordo com os Grandes Grupos da CBO, que reúne diferentes tipos de trabalho e função e que não necessariamente traduz a realidade para todos os cargos. Importante informar que o relatório não contém dados pessoais protegidos pela Lei Geral de Proteção de Dados – LGPD, e que as informações contidas nele foram aquelas submetidas no e-Social do ano de 2024. Além disso, a metodologia utilizada para elaboração desse relatório pode não refletir as dinâmicas mais atualizadas.

Whistleblower sind entscheidend für die Aufrechterhaltung einer offenen und transparenten Gesellschaft, da sie Fehlverhalten oder versteckte Bedrohungen aufdecken. Um sicherzustellen, dass sie besser vor negativen Konsequenzen geschützt sind, trat am 16. Dezember 2019 die EU-Richtlinie 2019/1937 zum Schutz von Whistleblowern in Kraft.

Die Mitglieder der Align-Gruppe, wie in den Richtlinien der verbindlichen Unternehmensregeln (Binding Corporate Rules Policies) definiert („Gruppenmitglieder“), verpflichten sich, Ihre persönlichen Informationen gemäß den Richtlinien der verbindlichen Unternehmensregeln zu schützen. Align hat diesen Datenschutzhinweis („Hinweis“) im Namen jedes Gruppenmitglieds herausgegeben, um zu beschreiben, wie wir persönliche Informationen von Stellenbewerbern, wie in den Richtlinien der verbindlichen Unternehmensregeln erwähnt, handhaben. Zur Vermeidung von Missverständnissen wird der Begriff „Bewerber“ in diesem Hinweis verwendet, um sich auf alle Personen zu beziehen, die sich für eine Stellenrolle bewerben oder die anderweitig eine Tätigkeit für oder mit uns ausüben möchten (unabhängig davon, ob auf Dauer oder auf nicht dauerhafter Basis).

We are committed to creating a safe and transparent work environment where employees can report misconduct without fear of retaliation. Our whistleblower protection policy ensures confidentiality and outlines clear reporting procedures. For more details, please refer to our whistleblower policy document for Align Technology (Poland).

At Align Technology AFAB Poland, we value open communication and accountability. Our whistleblower policy protects employees who speak up and provides a confidential and structured process for raising concerns. For full details, please refer to our whistleblower policy document for Align Technology AFAB Poland.

The document outlines the company’s rules for employee compensation and benefits, including base salary, discretionary and periodic bonuses, meal and transportation subsidies, shift allowances, medical insurance, and the Multisport program. It also covers leave entitlements, equal-treatment principles, confidentiality, and the process for policy updates. An attachment summarizes the corporate bonus plan, including its philosophy, eligibility rules, calculation methods, and areas of discretion.

This annex defines the rules for meal and transportation subsidies and how different types of employee absences affect these benefits and shift allowances. It specifies fixed monthly subsidies, daily limits, card-coding rules, and proportional reductions in subsidies during absences. It also lists exceptions where shift allowances may be retained despite schedule changes.

This annex updates the shift-allowance rules for employees working 12-hour shifts. It specifies eligible job levels and roles (e.g., production operators, technical trainers, maintenance technicians) and confirms that all other compensation-policy provisions remain unchanged. It includes the effective date.

This annex introduces changes to shift-allowance rules for logistics and related positions. It lists eligible job levels and roles (operators, specialists, trainers, warehouse staff), clarifies the conditions for receiving the allowance, and states the effective date and communication process.

This document explains the philosophy, rules, and structure of the annual corporate bonus plan: eligibility criteria, performance-based methodology, proportional accrual, and the calculation formula. It also outlines participant rights and obligations, conditions for payout, rules for role changes, and areas of discretion held by the Compensation Committee. Participation does not guarantee employment or future bonus payments.

This document outlines the official compensation policy for all employees of Align Technology Poland Sp. z o.o. It covers base salary, discretionary and periodic bonuses, meal subsidies, medical insurance, and the Multisport program. It also includes rules on equal treatment, confidentiality, eligibility for benefits, benefit administration, and the process for policy updates.

This annex updates the meal-subsidy rules by introducing a fixed monthly amount and a daily limit, with the subsidy encoded on each employee’s access card. All other provisions of the compensation policy remain unchanged. The document specifies the effective date of the update.

The document provides an overview of the annual corporate bonus plan, part of the company’s Total Rewards program. It outlines the performance-based reward philosophy, eligibility criteria, proportional accrual rules, and the formula used to calculate bonus payouts. It also describes participant rights and responsibilities, payout conditions, rules for role changes, and discretionary authority reserved for the Compensation Committee. Participation does not guarantee future employment or bonus payments.