Flores & Harper Construction Co. (the “company”) complies with nondiscrimination regulations under Title VII, Civil Rights Acts of 1964; Vietnam-Era Veterans Readjustment Assistance Act of 1974; Section 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990; the Age Discrimination in Employment Act of 1967; Executive Order 11141, the Equal Pay Act, the Florida Labor Code, and other applicable statutes, ordinances and regulations. The company complies with affirmative action regulations under Executive Order 11246, the Vietnam-Era Veterans Readjustment Assistance Act, and the Federal Rehabilitation Act.
The company will recruit, hire, train, and promote people in all job classifications without regard to race, color, religion, national origin, age, disability, or history of disability (except where physical or mental abilities are a bona fide occupational requirement and the individual is not able to perform the essential functions of the position even with reasonable accommodations), or sex (unless gender is a bona fide occupational qualification), status as a veteran or other protected characteristic.
Managers and supervisors of the company will base decisions on employment so as to further the principle of equal employment opportunity.
The company is pledged to develop and support an environment of affirmative action toward this policy including affirmative action recruitment of candidates for positions at all levels. This policy applies to all employees and applicants for employment.
Recruitment literature, newspaper advertising, magazine advertising, and position announcements will contain clear statements of the Equal Employment Opportunity Policy. Each advertisement for a vacant position will continue to affirm the company's commitment to affirmative action by including a statement such as "Equal Employment Opportunity through Affirmative Action" or "An Affirmative Action/Equal Opportunity Employer Committed to Diversity" in clearly distinguishable type. It may also include a statement such as: "Women and Minorities Are Encouraged to Apply."
When employees are pictured in consumer or help-wanted advertising, both minorities and non-minority men and women are shown. The president will continue to ensure that employment handbooks, brochures, and other printed materials include references to equal employment opportunity for minorities, women, individuals with a disability, and covered veterans, and that artwork therein, as appropriate, includes representatives of groups covered in the company's affirmative action plan.
On first contact, all applicants (prospective employees) will be informed that the company is operating under an Affirmative Action Program (AAP) that provides equal opportunities to qualified employees and prospective employees without regard to race, color, religion, pregnancy, sex, age, national origin, veteran status, or physical or mental disability or other protected characteristic. This information will be made known to applicants as they come into the employment office of the human resources department by making available to them the company's EEO/AA policy statement on the employment application, on posters displayed in the area where they complete their applications for employment, and on the company's Web page.
Vietnam veterans, special disabled veterans, and individuals with disabilities who wish to avail themselves of the provisions of the company's Affirmative Action Program are invited to identify themselves to company administration for this purpose. Persons with disabilities, special disabled veterans, and veterans of the Vietnam Era choosing not to identify themselves for this purpose at the time of application or employment will not be discriminated against and will be able to identify themselves at any time.
Subcontractors, vendors, and suppliers are notified in writing of our EEO policy and are requested to practice the appropriate action on their part in their operations and in their relationship with our company.
Public groups are kept informed of EEO policy development where appropriate. The vice president of human resources will continue to communicate the company's affirmative action policy to community agencies and leaders, as well as to organizations representing minorities, women, individuals with a disability, and covered veterans on a periodic basis.
Managers and supervisors of the company will ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only job-related requirements for promotional opportunities.
The company will ensure that all personnel actions, including compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, tuition assistance, and social and recreation programs will be administered without regard to race, color, religion, national origin, age, disability, or history of disability (except where physical or mental abilities are a bona fide occupational requirement and the individual is not able to perform the essential functions of the position even with reasonable accommodations), veteran status, pregnancy, sex, (unless gender is a bona fide occupational qualification) or other protected characteristic. For example, employees with the same job title will receive pay within the salary range provided for that position with variances based upon education and experience and without any salary differentiation based on pregnancy, sex, religion, national origin, age, ethnicity, veteran, disability status, or other protected characteristic.
The company will reasonably accommodate the religious observances and practices of an employee or prospective employee unless such accommodation creates an undue hardship on the conduct of the business. As part of this accommodation, the company will make reasonable accommodations to the religious observances and practices of an employee or prospective employee who regularly observes Friday evening and Saturday, or some other day of the week, as his or her Sabbath, and/or who observes certain religious holidays during the year, and who is conscientiously opposed to performing work or engaging in similar activity on such days, when such accommodations can be made without undue hardship on the conduct of the business. The following factors shall be considered: (a) business necessity, (b) financial costs and expenses, and (c) resulting personnel problems. Any employee who requires a religious accommodation should speak with the president.
Any employee with a disability who requires accommodation should speak with the president. Generally, disability refers to a physical or mental impairment that substantially limits one or more of the major life activities of an individual. The company will seek to reasonably accommodate qualified individuals with a disability. The employee has the responsibility to provide adequate information to the company as part of the accommodation process. A qualified person with a disability means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the position. Such reasonable accommodation may take the form of making existing facilities readily accessible to or usable by individuals with a disability, restructuring jobs, modifying schedules, acquiring or modifying equipment, adjusting training materials, adjusting employment policies, and the like. Generally, such reasonable accommodation will be made unless it creates an undue hardship for the company.
The company shall review its employment practices to determine whether any individuals with protected characteristics are receiving fair consideration for job opportunities. The company will annually review its personnel policies to ensure that all such policies apply equally to all employees and that care has been exercised to ensure that such policies comply with this policy.
The company ensures that the physical and mental job qualification requirements are related to the specific job or jobs for which the person is being considered and are consistent with business necessity and safe performance of the job. The company regularly reviews its personnel procedures to ensure that careful and thorough consideration is given to the job qualifications of individuals with disabilities, disabled veterans, and Vietnam-era veteran applicants and employees.
The company disapproves of sexual, racial, disability, national origin, age, veteran, religious, and all other forms of harassment of any employee, whether it is by a co-worker, a manager, a customer, or a vendor. Sexual advances; requests for sexual favors; sexual or racial jokes; racial, ethnic, national origin, or disability slurs; and other harassing language or conduct have no place in our business. In addition, physical conduct of a sexual nature will not be tolerated. It is expected that employees will treat one another with mutual respect for their dignity. Harassment, of any type, by any employee, is grounds for immediate termination.
Employees or applicants are protected from coercion, intimidation, interference, or discrimination for filing a complaint or assisting in an investigation under the laws covering these individuals. Periodic reviews will ensure that personnel decisions are in full accord with the principles and spirit of equal employment opportunity law.
David Flores as president has overall responsibility for this Equal Employment Opportunity and Affirmative Action Policy and the responsibility to implement the policies within this establishment.
This policy will be posted and disseminated as widely as possible. Such dissemination shall include periodic meetings with supervisory personnel, periodic meetings with all employees, inclusion in employee-orientation sessions, inclusion in management-training programs, inclusion in company publications, posting on company bulletin boards, the company Web page, and the like. An equal opportunity clause will be inserted in all purchase orders, leases, contracts, and the like as required by applicable law, including Executive Order 11246.
Any person who believes he or she may have been discriminated against in violation of these principles or who observes any discrimination in violation of these principles or who needs a reasonable accommodation should discuss the matter with the president.
Managers or supervisors who receive any complaint or concern involving discrimination or observe any discrimination must bring the matter to the attention of the president. That individual will initiate an appropriate investigation. Employees have a responsibility to cooperate in any investigation of unlawful discrimination. All employees are to cooperate fully with the investigation and resolution of all discrimination and affirmative action complaints.
The president will report annually to the Board of Directors on all concerns or complaints concerning discrimination brought to her or his attention during the preceding quarter. The report will include recommendations for changes to company policies, practices, or procedures appropriate to the company's compliance with this EEO & AA Policy. The president and the Board of Directors will decide how the concern or complaint will be resolved.
The president, vice president and Board of Directors fully support this Affirmative Action and Equal Employment Opportunity policy and specifically require each employee to act in accordance with its principles.
