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� � <br /> � 6. Has appointed an EEO Coordinator to manage the EEO Program. The Coordinator's � <br /> responsibilities indude monitoring all EEO activities and reporting the effectiveness of the <br /> � AA Program, as required by Hennepin County. If any employees or applicants for <br /> employment believe they have been discriminated against, contact the EEO Coordinator. � <br /> Employees of this Company and subcontractors on this contract/project, who have not made <br /> bona fide efforts to compty with the EEO policies and procedures set forth in this Statement and � <br /> AA Plan� will be subject to disciplinary action. Any subcontractor, vendor or supplier not <br /> complying with all applicable EEO/AA laws, directives and regulations of the State, federal and <br /> local goveming bodies or agenaes thereof, speafically Hennepin County's EEO/AA policie$. will � <br /> be subjec�to appropriate 1ega1 sanctions. . <br /> ; III. HARAS3MENT POUCY STATEMENT . � <br /> 1 <br /> The Company agrees that harassment as stated herein is a fonn of discrimination. <br /> The policy of the Comparry is to ensure and maintain a working environment free of harassment, <br /> ' <br /> including sexual and racial harassment, on County c�onstruction sites and faalities. Unwelcome <br /> verbal or physical condud, induding written and electronic communication, directed toward an � <br /> ; individua!(s) because of race, color, cr�eed, religion, national origin, sex, age, disabil'ity, marital <br /> � status, sexual orientation, or public assistance status, will not be tolerated. Management will <br /> ensure that all managers, supervisors and other personnel carry out this policy. � <br /> Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and <br /> other unwelcome behavior of a sexual nature. Harassment, including sexual harassment, is � <br /> { unlawful when: <br /> � Such conduct has the purpose or effect of substantially interfering with an individual's work <br /> � rformance or cxeatin an irrtimidating, h�tile or offensive working environment; � <br /> Pe 9 <br /> 1 <br /> ' Submission to such conduct is made either explicitly or implicitly a teRn or condition of an , <br /> ' individual's employment or receipt of servioes; or, <br /> Submission to or rejec6on of such conduct by an individual is used as the basis for employment � <br /> deasion afFecting such individual. <br /> Any employee found to be in violation of this policy will be treated in the same manner as � <br /> breaching any other Company policy, and the employee may be subject to disciplinary action, <br /> which may lead to termination of duties with this Company. <br /> , <br /> IV. RESPONSIBILITIES OF EEO COORDINATOR <br /> . The EEO Coordinator for the Company is � � <br /> Employees may contact the Coordinator at • <br /> ' The duties of the EEO Coordinator are to: � <br /> ; <br /> 1. Ensure that managers and supervisors understand it is their responsibility to take action to <br /> I prevent the harassment of protected class employees, applicants and subcontractors. � <br /> 4 � <br />