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

Equal Employment Opportunity/Unlawful Harassment

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 age, race, religion, sex, color, genetic information, national origin, citizenship status, military status, disability, or any other status protected by applicable state or local law.  This prohibition includes unlawful harassment based on any of these protected classes. Such actions shall include any employment practices and procedures. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offense work environment. This policy applies to all employees, including managers, supervisors, co-workers, and non-employees such as customers, clients, vendors, consultants, etc.

Sexual Harassment

Harassment on the basis of sex is a violation of Sec. 703 of Title VII of the Civil Rights Act of 1964. The Company strongly opposes sexual harassment and inappropriate sexual conduct by any Company or non-Company personnel.

Sexual harassment is defined by unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature and constitutes 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.

All employees are expected to conduct themselves in a professional and businesslike manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in:

  • Written form, such as cartoons, posters, calendars, notes, letters, e-mails.
  • Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping or questions about another’s sex life, or repeated unwanted requests for dates.
  • Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another’s body.

 Reasonable Accommodations

The Company will make reasonable accommodation for qualified individuals with known disabilities unless doing so would result in an undue hardship to the Company or cause a direct threat to health or safety. The Company will make reasonable accommodation for employees whose work requirements interfere with a religious belief, unless doing so poses undue hardship on the Company. The Company will make reasonable accommodation to otherwise qualified employees due to pregnancy, a health condition related to pregnancy, or the physical recovery from childbirth absent undue hardship.

Complaint Procedure

Supervisors aware of or who could have reasonably been aware of harassment based on the protected classes listed above, including sexual harassment in the work place should immediately take appropriate action to eliminate such behavior and contact the Project EEO Officer and Company EEO Officer.

If you believe there has been a violation of the Company EEO Policy or harassment based on the protected classes listed above, including sexual harassment, please use the following complaint procedure.  The company expects employees to make a timely complaint to enable the Company to investigate and correct any behavior that may be in violation of this policy.

Report an incident to one of the following management personnel:

  • Your direct Supervisor
  • Project EEO Officer
  • General Superintendent- Troy Adair (719) 671-1777
  • Project Manager: Mario Jimenez (719) 622-6216
  • Office Manager: Adele Swift (719) 269-1173
  • General Manager- Randy DiLuzio (719) 821-2298
  • Company EEO Officer: Shelli Tezak (719) 671-1786
  • Owner/President: Daniel Tezak (719) 269-1173
  • 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

Investigation

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

Retaliation

The Company prohibits retaliation against any employees for filing a complaint under this policy or for assisting in a complaint investigation.  If you believe there has been a violation of our EEO or retaliation standard, please follow the complaint procedure outlined above. A retaliation claim must be filed within 90 days of the retaliation behavior.  If there is a pattern of retaliation, the complaint must be filed within 45 days of the most recent alleged act or threat of interference or retaliation.

 Disciplinary Action

If the Company determines that an employee’s behavior is in violation of this policy, disciplinary action will be taken, up to and including termination of employment.

Company EEO Officer

Shelli Tezak- (719) 671-1786

August 2017
Daniel E. Tezak, President