This statement is to reaffirm Commercial Drywall’s policy on providing Equal Opportunity to all employees and applicants for employment in accordance with all applicable Equal Employment Opportunity Affirmative action laws, directives and regulations of Federal, State, and Local governing bodies or agencies thereof, specifically including Chapter 139.50 and 141 of the Minneapolis Civil Rights Ordinance and the Rules and Regulations as applicable. As well as the City of St Paul Legislative Code 183.04.
Commercial Drywall, Inc. will not discriminate against any employee or applicant for employment because of race, color or creed, religion, ancestry, national origin, sex, affectional preference, disability, age, marital status, or status with regard to public assistance.
Commercial Drywall, Inc. will take Affirmative Action to ensure that all employment practices are free of such discrimination. Such employment practices include but are not limited to, the following: hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, selection layoff, disciplinary action, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship.
Commercial Drywall, Inc. prohibits the harassment of any employee or job applicant
on the basis of their protected class status.
Commercial Drywall, Inc. will commit the necessary time and resources, both financial and human to achieve the goals of Equal Employment Opportunity and Affirmative Action.
Any employee of this Company or subcontractors to this company who do not comply with the Equal Employment Opportunity Policies and Procedures set forth in this statement and plan will be subject to disciplinary action. Any subcontractor not complying with all applicable Equal Employment Opportunity/ Affirmative Action Laws, directives, and regulations of the Federal, State, and Local governing bodies or agencies · thereof, specifically including Chapter 139.50 of the Minneapolis Civil Rights Ordinance will be subject to appropriate legal sanctions. Subcontractors will be required to report and submit EEO data as required in certain construction contracts. They must meet EEO criteria in order to work on any jobs with EEO requirements.
Commercial Drywall, Inc. has appointed Andrew C. Leach as EEO Coordinator to manage the Equal Employment Opportunity Program. The responsibilities will include monitoring all EEO activities and reporting the effectiveness of this Affirmative Action Program, as required by Federal and Local Agencies. If any employee or applicant for employment feels he/she has been discriminated against please contact the EEO Coordinator.