Equal Employment Opportunity

EEO Policy

The purpose of an equal employment opportunity (EEO) policy is to communicate the right of all persons in the company to work and advance on the basis of merit, ability and potential.  This policy must be written, signed and dated by the company president/owner or an officer of the company acting for the president/owner.  An annual review is required to include appropriate updates.

As a subcontractor for Tezak Heavy Equipment, you will be required to provide us a copy of your EEO Policy.  If you do not have one, you can contact  Colorado Civil Rights Division, 1560 Broadway Room 1050, Denver, CO 80202 (303)894-2997 or Equal Employment Opportunity Commission (EEOC), 303 E 17th Ave Suite 510, Denver, CO 80203 (800)669-4000 for direction.

Companies can tailor their own EEO policies to suit their company needs.  However, there are some standard items which EEO policies can include:

  • Written in English and Spanish
  • Include the complaint procedure (including name and contact information for the Colorado Civil Rights Division and EEOC)
  • Include the name the EEO Officer and his/her contact information
  • Include commitment to treat employees equally without regard to race, religion, sex, color, or national origin
  • Include commitment to affirmative action.
  • Include commitment  to intolerance of sexual harassment

The following is the EEO Policy for Tezak Heavy Equipment Co., Inc.

TO:                  All Employees, Applicants, and Subcontractors

FROM:             Tezak Heavy Equipment Co., Inc.

SUBJECT:        Equal Opportunity Employer

AA/EEO Policy Statement

It is the policy of Tezak Heavy Equipment Co., Inc. that this Company will assure that applicants are employed, and that employees are treated during employment without regard to their race, religion, sex, color, or national origin, veteran status or disability.  Such actions shall include:  employment, promotion, demotion, transfer, recruitment, recruitment for advertising, lay-off, termination, rates of pay, other forms of compensation, selection for training, including apprenticeship, pre-apprenticeship, and/or on-the-job training.

Additionally, the Company is subject to Affirmative Action Requirements and provisions of the Equal Employment Opportunity Commission when bidding on and obtaining various Federal and/or State projects.  These contracts contain specific equal employment opportunity responsibilities including specific goals and timetables for minority and female utilization.  We shall constantly strive to meet or exceed these goals on each job in each category, as well as a Company.  These goals and timetables will also be required of each subcontractor we may acquire.

The Company will actively seek and recruit minority, female, veterans and disabled applicants, both with experience and qualifications and those who will work in the Company’s training program(s).

Harassment on the basis of sex is a violation of Sec. 703 of Title VII of the Civil Rights Act of 1964, and will not be tolerated by any Company personnel or subcontractor personnel.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
  2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
  3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Supervisors aware of or who could have reasonably been aware of any sexual harassment of employees in the work place should immediately take appropriate action to eliminate such behavior and contact the Project EEO Officer and Company EEO Officer.

Employees who have experienced or witness sexual harassment should take the necessary procedure for filing a complaint immediately:

  • Contact your direct Supervisor/ Project EEO Officer
  • Project Manager: Mario Jimenez (719) 269-1173
  • Office Manager: Joyce Pavetti (719) 269-1173
  • Company EEO Officer: Shelli Tezak (719) 671-1786
  • Owner/President: Daniel Tezak

All incidents will be attended to in a timely matter and all information collected will be considered confidential. If at any time the incident cannot be handled by the Project Supervisor or the Project Manager, the Company EEO officer would step in to rectify the immediate situation.  If the Company EEO Officer feels that situation cannot be handled with in the company, outside sources will be contacted to help with the investigation those may include but not limited to Equal Employment Opportunity Commission (EEOC), Company Attorneys, MSEC, or other Federal, State, or local agencies.

Disciplinary action will be taken against any person(s) violating this policy to the fullest extent possible which may include termination of employment.

The Company EEO Officer is Shelli Tezak.  The telephone number is 719-269-1173 for the office and 719-671-1786 for her cellular number.   The Company EEO Officer is hereby delegated the authority and is responsible for the implementation and maintenance of this policy, and who will also from time-to-time delegate specific responsibilities to named Project EEO Officer(s) by respective projects and/or locations.

Daniel E. Tezak, President

March, 2017


Note:  Present employees, all applicants for employment, and all subcontractors must read the above Policy and statement as follows, plus sign and date, returning the acknowledgement form to the Company EEO Officer for personnel files and/or contract files.