Remedial Services, Inc. reaffirms its commitment to the principle of Equal Employment Opportunity in its personnel policies and practices. It is the policy of this company to comply with all applicable regulations of the Civil Rights Act of 1964, FHWA 1273 – Required Contract Provisions-Federal-Aid Construction Contracts, Executive Order No. 11246, as amended, Rehabilitation Act of 1973, Vietnam Era Veterans Readjustment Assistance Act, and all other relevant state and local regulations.
It is Remedial Services, Inc.’s policy to recruit, hire, train and promote into all jobs levels, employees and applicants for employment without regard to race, color, religion, age, sex, marital status, sexual preference, national origin, physical or mental disability, or veteran status. All such decisions are based on (1) individual merit, qualifications and competence as they relate to the particular position, and (2) promotion of the principle of equal employment opportunity. All current employees are encouraged to refer minority and female recruits for employment whenever hiring opportunities are available.
All other personnel programs such as compensation, benefits, transfers, layoff, return form layoff, training, education, and social and recreational programs are administered without regard to race, color, religion, age, sex, national origin, physical or mental disability, or veteran status. All employees are encouraged to request for additional training.
All harassment is strictly prohibited, including sexual, race, color, religion and any other form of conduct, which has the purpose or effect of unreasonably interfering with the employee’s work performance or creating an environment, which is intimidation, hostile, or offensive to the employee. Any employee who feels that a violation of this policy has occurred should immediately report the matter to their supervisor. If that person is unavailable or the employee believes it would be inappropriate to contact the supervisor, the employee should contact the supervisor’s supervisor, Human Resources or the facility head. Each complaint will be investigated and any violations will be remedied. The complaining employee will not be affected in employment with the company as a result of bringing the harassment complaints to the attention of the company.
Kim Cain is the company’s EEO Officer and is responsible for the administering the company’s EEO Policy. Anyone having questions, comments or complaints regarding the company’s equal employment policy should contact Kim Cain, EEO Officer, at 251-675-1235.
If complaints remain unresolved by our company, please contact any of the following for further assistance:
Office of Federal Contract Compliance Programs (OFCCP)
U.S. Department of Labor
Medical Forum Bldg.
950 22nd St. North, Rm 660
Birmingham, AL 35203
Equal Employment Opportunity Commission (EEOC)
Ridge Park Place
1130 22nd Street South, Suite 2000
Birmingham, AL 35205
ALDOT Personnel and Compliance Bureau, Compliance Section, External Programs
2720 Gunter Park Drive West
Montgomery, AL 36109
Federal Highway Administration (FHWA), Alabama Division
9500 Wynlakes Place
Montgomery, AL 36117-8515