Equal Employment Opportunity & Affirmative Action Policy Statement
The Shareholders, Board of Directors and Executive Officers of Burgess & Niple,
Inc. believe in a strict policy of nondiscrimination on the basis of race, color,
religion, sex, gender identity, age, disability, marital status, national origin,
military status or veteran status, sexual orientation, genetic information or any
other protected characteristics under applicable law with regard to recruitment,
hiring, placement, demotion, reduction of workforce and termination, compensation,
training, upgrading, promotion, discipline of employees and applicants for employment
The Executive Officers, with support of the Board of Directors and Shareholders,
assume the responsibility for assuring that this policy is understood and carried
out by managerial, administrative, and supervisory personnel. The President shall
designate the Director of Human Resources the Burgess & Niple Coordinator of Equal
Employment Opportunity Programs.
As a result of Burgess & Niple’s commitment to equal employment opportunity, the
Company will also take affirmative action as called for by applicable laws and Executive
Orders to ensure that we recruit, hire, train and promote minority group individuals,
females, disabled veterans, recently separated veterans, other protected veterans,
Armed Forces service medal veterans, and to employ and advance in employment individuals
with disabilities, and to treat qualified individuals without discrimination on
the basis of their physical or mental disability.
Burgess & Niple is committed to basing decisions on employment so as to further
the principle of equal employment opportunity and affirmative action.
Burgess & Niple will ensure that promotion decisions are in accord with principles
of equal employment opportunity by relying only on legitimate business criteria
for promotional opportunities.
Burgess & Niple will ensure that all personnel actions such as compensation, benefits,
transfers, layoffs, return from layoffs, company-sponsored training, education,
social and recreation programs are administered without regard to race, color, religion,
sex, gender identity, age, disability, marital status, national origin, military
status or veteran status, genetic information or any other protected characteristics
under applicable law.
The Company’s commitment to non-discrimination, equal employment opportunity and
affirmative action will be communicated to employees and recruitment sources. Burgess
& Niple will utilize recruitment sources which have a policy of referring applicants
on a nondiscriminatory basis and which support our affirmative action efforts.
Burgess & Niple maintains a broad recruitment base to assure a representative cross
section of applicants.
Burgess & Niple has reviewed its qualifications for each job to ensure that standards
(such as those bearing on education, and experience) are job related and do not
have any impermissible adverse impact on protected groups.
The Director of Human Resources has been designated as the employee responsible
for the development and implementation of the Burgess & Niple Affirmative Action
Program (AAP) and is designated as the Company’s Affirmative Action Officer.
Ron R. Schultz, P.E.
Burgess & Niple, Inc.