Angus Asphalt is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the
best available employees in every job. Company policy prohibits unlawful discrimination based on race, color, creed, gender
(including gender identity and gender expression), religion (all aspects of religious beliefs, observance or practice, including
religious dress or grooming practices) marital status, registered domestic partner status, age, national origin or ancestry,
physical or mental disability, medical condition (including cancer or a record or history of cancer, and genetic characteristics),
sex (including pregnancy, childbirth, breastfeeding or related medical condition), genetic information, sexual orientation,
military and veteran status or any other consideration made unlawful by Federal, State, or local laws. It also prohibits unlawful
discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or
is perceived as having any of those characteristics. Discrimination can also include failing to reasonably accommodate
religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship.
All such discrimination is unlawful.
For the purposes of this policy, employment decisions is defined as any action relative to the terms of employment with the
company, including but not limited to hiring, termination, promotion, demotion, and compensation. Compensation for the
purposes of this policy includes but is not limited to salary, wages, overtime pay, shift differentials, bonuses, commissions,
vacation and holiday pay, allowances, insurance and other benefits, stock options and awards, profit sharing and retirement.
The Company is committed to compliance with all applicable laws providing equal employment opportunities. This
commitment applies to all persons involved in Company operations and prohibits unlawful discrimination by any employee of
the Company, including supervisors and coworkers and even third parties with whom employees may come into contact with
during the course of employment.
If you believe you have been subjected to any form of unlawful discrimination, submit a complaint to your supervisor or any
member of management. Your complaint should be specific and should include the names of the individuals involved and the
names of any witnesses. If you need assistance with your complaint, or if you prefer to speak to a member of management,
you may contact the Chief Administrator. The Company will immediately undertake an effective, thorough, and objective
investigation and attempt to resolve the situation. The Company will document all such stages of the investigation and provide
status updates to those with a need-to- know throughout the process. The Company will maintain confidentiality to the extent
possible throughout the investigation.
Additionally, Company supervisors who are made aware of, or witness, any such prohibited behavior must report such to the
president or Human Resources Representative to ensure an investigation is conducted in a timely manner.
If the Company determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate
with the severity of the offense. Appropriate action also will be taken to deter any future discrimination. The Company will not
retaliate against you for filing a complaint in good faith and will not knowingly permit retaliation by management employees or
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the Company
will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a
disability who is an applicant or an employee, unless undue hardship would result.
Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should
contact a Company representative with day-to- day personnel responsibilities and discuss the need for an accommodation.
The Company will engage in a timely interactive process with the employee to identify possible accommodations, if any, which
will help the applicant or employee perform the job. An applicant or employee who requires an accommodation of a religious
belief or practice (including religious dress and grooming practices, such as religious clothing or hairstyles) should contact a
Company representative with day-to- day personnel responsibilities and discuss the need for an accommodation. If the
accommodation is reasonable and will not impose an undue hardship, the Company will make the accommodation.