EEO Policy
To provide equal employment and advancement opportunities to all individuals, employment decisions at ASN Constructors will be based on legitimate business reasons. The Company does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex (including pregnancy, childbirth or related medical conditions), national origin, disability, age, gender, family care status, Protected Veteran status, marital status, genetic information, sexual orientation, gender identity or any other characteristic protected by law.
ASN Constructors complies with all Standard Federal EEO requirements such as recordkeeping, posting notices describing the federal employment discrimination laws and submitting EEO-1 report annually.
ASN Constructors will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship to the Company or would pose a direct threat to the individual’s health or safety, or the health or safety of others. The Company prohibits harassment of any individual on the basis of any characteristic listed above. For information regarding the Company’s internal policies for addressing complaints of harassment, please contact Human Resources.
The policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Any employees with questions or concerns about any type of discrimination or harassment in the workplace are encouraged to bring these issues to the attention of their immediate supervisor, the EEO Officer, Human Resources, or any member of management. Employees can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion or retaliation because they: 1) file a complaint with the Company or with federal, state, or local agencies; 2) assist or participate in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state or local equal employment opportunity or affirmative action statute; 3) oppose any act or practice made unlawful by federal, state, or local law requiring equal employment opportunity or affirmative action; or 4) exercise any other employment right protected by federal, state or local law or its implementing regulations.
ASN Constructors maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates and to respond to any specific complaints that applicants or employees file with the Company’s equal employment opportunity office. Overall responsibility for the implementation of the Company’s equal employment opportunity programs, for affirmative action compliance activities, and for annual review and updating of this policy is assigned to the EEO Officer:
The EEO Officer can be contacted as follows:
Sara Edmondson
HUMAN RESOURCES DIRECTOR
EEO OFFICER
ASN Constructors
4816 Amber Valley Parkway South
Fargo, ND 58104F
701-997-1603 Office
218-779-5450 Cell
sedmondson@asnconstructors.com
This policy has the full support of the ASN Constructors Project Management Team.
Affirmative Action Program for Individuals with Disabilities and for Certain Protected Veterans
It has been, and will continue to be, the policy of the Company to be an equal opportunity employer. The company’s Affirmative Action Program is a formal affirmation of ASN Constructors’ long-standing policy of recognizing the abilities of individuals and of non-discrimination in all aspects of our dealings with people. ASN Constructors agrees to take affirmative action to employ, advance in employment and otherwise treat qualified individuals without discrimination in all employment practices:
• Based on their status as veterans
• Based on their physical or mental disability
We have long been committed to the concept of equal employment opportunity, and we shall continue to adhere to that policy. Employees who violate this policy will be subject to appropriate disciplinary action. Anyone who has comments or questions concerning ASN Constructors’ Affirmative Action Program should contact ASN Constructors’ Equal Employment Opportunity Officer, who’s contact information is posted on the bulletin boards in all offices and at all jobsites.
Appointment of Equal Employment Opportunity (EEO) Officer and Delineation of Authority
ASN Constructors fully supports the principle of equal employment opportunity.
To ensure that it becomes a reality, the Company designated an Equal Employment Opportunity Officer. Specific EEO Officer contact information is posted on the bulletin boards in all offices and at all jobsites. The EEO Officer is responsible for developing affirmative action programs for all employees and applicants for employment. The Project Manager has been designated as an equal employment opportunity officer for their office and/or project and will have the same responsibility to ensure equal employment opportunity within their operations.
Each manager, department head, and supervisor is responsible for the implementation of the Company’s equal employment opportunity policy as it pertains to employees under their supervision. Company personnel will work with other contractors and recruitment sources in our endeavors to achieve the ultimate objectives of equal employment opportunity.
ASN Constructors will incorporate its equal employment opportunity policy into all subcontracts and purchase orders so that our subcontractors and suppliers will be encouraged to assist our Company in furthering the principles of equal employment opportunity.
Work Environment Statement EEO/Sexual Harassment/Discrimination Policy
ASN Constructors has a long-standing policy of recognizing the abilities of each individual and ensuring non-discrimination in all aspects of our business. We have long been committed to the concept of equal employment opportunity, and we shall continue to adhere to that policy. The Company has developed and implemented policies and procedures to ensure that its employees are not discriminated against or harassed because of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), national origin, disability, age, gender, family care status, Protected Veteran status, marital status, genetic information, sexual orientation, gender identity, or any other characteristic protected by law.
In keeping with the ASN Constructors Policy, the Company will not tolerate sexual harassment by any of its employees or by any third parties who may enter an ASN Constructors jobsite.
Sexual harassment is a violation of the Company’s rules of conduct. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
• Submission to the conduct is made either an explicit or implicit condition of employment.
• Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee; or
• The harassment substantially interferes with an employee’s work or creates an intimidating, hostile, or offensive work environment.
Sexual harassment does not mean occasional compliments of a socially acceptable nature. However, sexual harassment does include, but is not limited to, actions such as:
• Sex-oriented verbal “kidding” or abuse, crude or offensive language, jokes, or pranks.
• Possession, display, or distribution of photographs, drawings, objects, or graffiti of a sexual nature (employees should keep in mind that this type of material may not be placed on walls, bulletin boards, or elsewhere on Company property, nor should it be circulated in the workplace).
• Subtle or other pressure for sexual activity.
• Epithets, slurs, put-downs, negative stereotyping, or threatening, intimidating or hostile acts.
• Physical conduct such as patting, pinching, or constant brushing against another’s body.
• Explicit demands for sexual favors, whether or not accompanied by implied or overt promises of preferential treatment or threats concerning an individual’s employment status.
• Repeated sexual flirtations, advances, or propositions, after the employee has rejected them.
• Any other offensive, hostile, intimidating, or abusive conduct of a sexual nature.
Any employee or applicant who feels he or she has been discriminated against or harassed due to his or her sex (gender) or sexual orientation should promptly report such incidents to his or her supervisor, Human Resources, the EEO Officer, or any member of management, without fear of reprisal. Notification may be oral or written, signed by the employee, or submitted anonymously. The claim should set forth the facts that surround the incident(s) as well as the identification of any individuals who may have information about the claim. Confidentiality will be maintained to the extent possible and retaliation against a person for reporting discrimination or harassment, or for participating in an investigation related to a report, is prohibited.
In determining whether the alleged conduct constitutes sexual harassment prohibited by this Policy, the totality of the circumstances, the nature of the harassment and the context in which the alleged incidents occurred will be investigated. If it is determined that a violation of this policy occurred, appropriate action will be taken. The EEO Officer has the responsibility of investigating and resolving complaints of sexual harassment or any other type of unlawful harassment.
The Company considers sexual harassment to be a major offense, which may result in disciplinary action, up to and including discharge.
If you should have any questions regarding the above, please feel free to contact the EEO Officer at 701-997-1603.
Policy Prohibiting Other Forms of Harassment/Discrimination
As stated in our policy prohibiting sexual harassment and discrimination, the Company prohibits discrimination against its employees because of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), national origin, disability, age, gender, family care status, Protected Veteran’s status, marital status, genetic information, sexual orientation, gender identity, or any other characteristic protected by law. Therefore, our policy prohibiting sexual harassment and discrimination applies equally to harassment and discrimination with the other characteristics listed above. For example, written or graphic material that defames or shows hostility or aversion toward any employee because of their protected characteristic violates this Policy.
Any employee or applicant who feels he or she has been discriminated against or harassed due to one of the categories mentioned above should promptly report such incidents to his or her supervisor, Human Resources, the EEO Officer, or any member of management, without fear of reprisal. Notification may be oral or written, signed by the employee, or submitted anonymously. The claim should set forth the facts that surround the incident(s) as well as the identification of any individuals who may have information about the claim. Confidentiality will be maintained to the extent possible and retaliation against a person for reporting discrimination or harassment, or for participating in an investigation related to a report, is prohibited.
In determining whether the alleged conduct constitutes harassment prohibited by this Policy, the totality of the circumstances, the nature of the harassment and the context in which the alleged incidents occurred will be investigated. If it is determined that a violation of this policy occurred, appropriate action will be taken. The EEO Officer has the responsibility of investigating and resolving complaints of harassment.
The Company considers all types of unlawful harassment to be a major offense, which may result in disciplinary action, up to and including discharge.
If you should have any questions regarding the above, please feel free to contact the EEO Officer at 701-997-1603.
Diversity
ASN Constructors is committed to creating an environment that draws upon the strength of the diversity of our workforce to meet and exceed the expectations of our employees, customers, communities, and shareholders. Our Company has adopted and distributed organizational policies and procedures and provided training to all personnel to assist in its diversity initiative. The continuation of training and the goals set within the strategic program demonstrate the organization’s commitment to respecting the contributions of all employees. Ultimately, we seek to enhance our organizational culture through leadership, policies, and practices among other things. Each year we will measure the effectiveness of our action plans. Measuring the results of our diversity efforts is essential for benchmarking growth, developing our employees and future programs, and defining the credibility of our initiative. We solicit the assistance of our employees, customers, and shareholders in holding us accountable for our efforts.
EEO Complaint Procedures
This Company is committed to the provisions of the Civil Rights Act of 1964, Executive Order No. 11246, and all other laws or regulations relating to equal employment opportunity.
The Company Compliance/EEO Officer will handle all complaints that allege discrimination, harassment, or retaliation because of race, color, religion, sex (including pregnancy, childbirth, or related medical condition), family care status, Protected Veteran status, genetic information, marital status, national origin, disability, age, gender, sexual orientation, gender identity, or any other characteristic protected by law. Anyone who believes he or she has been discriminated against, harassed, or retaliated against, should report this belief promptly.
Any employee who believes he/she is being discriminated against, harassed, or retaliated against is encouraged to bring the matter to management’s attention. An employee can do this by contacting the Company Compliance/EEO Officer, Project Manager, Human Resources, or any member of Company management. Notification may be oral or written, signed by the employee, or submitted anonymously. The claim should set forth the facts that surround the incident(s) as well as the identification of any individuals who may have information about the claim.
The Compliance/EEO Officer will then discuss the matter with, at least, the individuals involved. If it is determined that the complaining employee was unreasonably discriminated against, retaliated against, and/or harassed, then pursuant to the Company’s written policy, appropriate action shall be taken.
If anyone has any questions or comments in regard to this matter, he/she is encouraged to share them, in writing, with management or contact the Compliance/EEO Officer or Project Manager, whose contact information is posted on the bulletin boards in all offices and at all jobsites.
We use Lighthouse Services to provide an anonymous ethics and compliance hotline for all employees of ASN Constructors and affiliated entities. The purpose of this service is to ensure that any employee wishing to submit a report anonymously can do so without the fear of retribution.
Telephone:
• Website: https://report.syntrio.com/asnconstructors
• Toll-Free Telephone:
o English-speaking USA and Canada: 833-591-0593
o Spanish-speaking USA and Canada: 800-216-1288
o Spanish-speaking Mexico: 800-681-5340
o French-speaking Canada: 855-725-0002
o Contact us if you need a toll-free # for North American callers speaking languages other than English, Spanish, or French
• E-mail: reports@syntrio.com (must include company name with report)
• Fax: 215-689-3885 (must include company name with report)
Your suggestion box can be accessed from your web reporting page or directly at: https://report.syntrio.com/asnconstructors/sb.asp.
At any time, an employee may bypass their supervisor, and contact the Compliance/EEO Officer or Project Manager, regarding matters of discrimination.
Further Appeal Steps:
In the event the complaint has not been satisfactorily resolved via the aforementioned appeal procedures, and the employee feels further action is warranted, the employee may take the complaint to whatever level of Company management necessary to address the issue.