Privacy / Legal
Learn more about Thompson's privacy policies.
We will not collect personal information about any visitor to our site unless that information is voluntarily submitted to us. The data supplied via any form or request for information will not be sold to other organizations for any purpose. We may use the information to help evaluate the success of our offerings and design future offerings.
Links to external Web sites
Within this Web site there are links to other Web sites. When you link to third party Web sites, you leave our Web site. We are not responsible for the privacy practices nor the content of these Web sites, and the presence of such links is not intended to be an endorsement of these Web sites or their content.
Thompson is the owner of all intellectual property rights, including all copyright, patents, and trademarks associated with the site and its contents. You may not reproduce or distribute the contents of this site without the expressed written permission of Thompson.
Original, on-site photography by Brian Dressler
(©2010 Brian Dressler / dresslerphoto.com)
Equal Employment Opportunity (EEO)
The Company is committed to equal employment and advancement opportunity for all qualified individuals without regard to race, color, religious belief, gender, marital status, age, national origin, ancestry, physical or mental disability, medical condition (including pregnancy, childbirth or related medical conditions), sexual orientation, gender identity, family care leave status, genetic characteristic, military status (including status as a disabled veteran or Vietnam era veteran), or any other characteristic protected by law
All employment decisions related to recruitment, selection, retention, training, development, promotion, transfer, benefits, compensation, corrective action, layoff, return from layoff, demotion and termination will be administered to further equal employment opportunity for all employees. Employees with questions or concerns about any type of workplace discrimination or harassment must bring these issues to the attention of their supervisor or to Human Resources. Employees may raise good faith concerns without fear of reprisal.
Any employee found to be engaging in unlawful discrimination or harassment will be subject to disciplinary action, up to and including termination.