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Equal Employment Opportunity

Equal Employment Opportunity

Equal Employment Opportunity/Affirmative Action (EEO/AA)
Equal Employment Opportunity (EEO) Statement TCF and its affiliated companies are committed to providing equal employment opportunities to all qualified and qualifiable employees and applicants without regard to race, creed, religion, color, sex or gender, national origin, age, disability, marital or familial status, ancestry, citizenship, genetic information, status with regard to public assistance or affectionable or sexual preference, veteran or military status, being a qualified individual with a disability or any other factor protected by federal, state and/or local laws.
It is the policy of TCF to ensure non-discriminatory application of all employment practices and terms, conditions and privileges of employment including:
  • Recruitment, selection, hiring, training, placement, promotion, transfer or reassignment, demotion, lay off or termination:
  • Compensation, benefits and educational assistance, corrective action and access to employee facilities;
  • Social and recreational programs
Employment practices and decisions are based on an applicant’s or employee’s skill, ability, experience, training, performance and other valid job-related qualifications.  Such decisions must comply with federal, state and/or local laws prohibiting employment discrimination.
As an Equal Opportunity employer, we encourage qualified persons with a disability, disabled veterans and veteran applicants to make themselves known by completion of the voluntary disclosure documents that are part of our employment application process.  We also encourage current employees to complete the Voluntary Self-Identification of Disability form, when surveyed.  Any information provided is voluntary and will be treated confidentially.
Affirmative Action
As a government contractor, TCF employs various Affirmative Action measures to ensure equal employment opportunities for minorities, women, qualified individuals with disabilities, qualified disabled veterans and veterans protected by federal law.
Our Affirmative Action Plan for qualified disabled personnel and covered veterans is available for inspection by applicants and employees.  Interested employees or applicants should contact the local Human Resources Director for review of the Affirmative Action Plan.  Other interested employees or applicants may also contact the local Human Resources Director for review of the Affirmative Action Plan.
Complaints / Protection from Retaliation Any employee or applicant who believes there has been a violation of this policy should promptly present the complaint orally or in writing to any appropriate level of management or Human Resources.  An impartial investigation will be conducted and, if appropriate, corrective action will be taken.  Retaliation in any form against an employee or applicant who exercises the right to make a complaint is strictly prohibited and will in itself constitute a basis for disciplinary action up to and including termination, regardless of whether the retaliation is, or is not carried out.
Responsibility The Director of Human Resources is responsible for directing the implementation and day to day maintenance of the Bank’s Equal Opportunity Employment policy.  The Director will work with management, monitor the progress being made and keep management informed.

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