Equal Employment Opportunity & Affirmative Action Policy Statement

  1. 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
  2. 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.
  3. 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.
  4. Burgess & Niple is committed to basing decisions on employment so as to further the principle of equal employment opportunity and affirmative action.
  5. 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.
  6. 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.
  7. 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.
  8. Burgess & Niple maintains a broad recruitment base to assure a representative cross section of applicants.
  9. 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.
  10. 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.
President
Burgess & Niple, Inc.
January 2018