Peoples Electric Company, Inc. will not discriminate against any employee or applicant for employment because of race, creed, religion, sex, sexual or affectional orientation, color, national origin, ancestry, familial status, age, disability, marital status or status with regard to public assistance.
Peoples Electric Company, Inc. will maintain zero tolerance for harassment of or by any employee or applicant for employment because of race, creed, religion, sex, sexual or affectional orientation, color, national origin, ancestry, familial status, age, disability, marital status or status with regard to public assistance, will maintain an internal complaint procedure for complaints of such harassment and will provide employees with contact information for federal, state and local enforcement agencies.
Peoples Electric Company, Inc. will take Affirmative Action (AA) to ensure that all employment practices are free of such discrimination and harassment. 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.
Peoples Electric Company, Inc. fully supports incorporation of non-discrimination and affirmative action rules and regulations into contracts.
Peoples Electric Company, Inc. will commit the necessary time and resources, both financially and human, to achieve the goals of Equal Employment Opportunity and Affirmative Action.
Peoples Electric Company, Inc. will evaluate the performance of its management and supervisory personnel on the basis of their involvement in achieving these Equal Employment Opportunity and Affirmative Action objectives as well as other established criteria. Any employee of Peoples Electric Company, Inc. or subcontractors to Peoples Electric Company, Inc. who do not comply with the Equal Employment Opportunity and Affirmative Action (EEO/AA) Policies and Procedures set forth in the 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 will be subject to appropriate legal sanctions.
Peoples Electric Company, Inc. has appointed Dennis R. Sorheim as EEO/AA Manager to manage the Equal Employment Opportunity Program. His responsibilities include monitoring all Equal Employment Opportunity activities and reporting the effectiveness of the Affirmative Action Plan (AAP), as required by Federal, State and Local agencies. He will be given the necessary top management support and staffing to fulfill his job duties. The President of Peoples Electric Company, Inc. will receive and review reports on the progress of the plan. If any employee or applicant for employment believes h/she has been discriminated against please contact Dennis R. Sorheim at Peoples Electric Company, Inc. or call 651-227-7711.
William P. Lindberg, President April 25. 2007
