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<br />It is the policy of Walsh & Kelly to afford equal opportunity for employment to all individuals regardless
<br />of race, color, religion, sex, sexual orientation, gender identity, national origin, age,'disability, housing
<br />status, or veterans' status. The corporation is committed to this policy by our status as a federally
<br />assisted government contractor. We are far more strongly bound to the policy by the fact that
<br />adherence to the principles involved is the only acceptable American way of life.
<br />Therefore, it is the policy of this corporation to assure that applicants are employed, and that employees
<br />are treated during employment without regard to race, color, religion, sex, sexual orientation, gender
<br />identity, national origin, age, disability, housing status, or veterans' status. Such action shall include:
<br />employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or
<br />termination; rates of pay or other forms of compensation; and selection for training, including
<br />apprenticeship, pre -apprenticeship, and/or on-the-job training.
<br />The successful achievement of a nondiscriminatory employment program requires a maximum of
<br />cooperation between management and employees. In fulfilling its' part in this cooperative effort,
<br />management is obliged to lead the way by establishing and implementing affirmative procedures and
<br />practices which will ensure our objective, namely equitable employment opportunity for all. (Minority
<br />and female employees are encouraged to participate in all company activities and refer applicants.)
<br />Our company will take affirmative action to ensure that we will
<br />(1) recruit, hire and promote all job classifications without regard to race, color, religion, sex,
<br />sexual orientation, gender identity, national origin, age, ancestry, disability, veterans status or housing
<br />status;
<br />(2) base decisions on employment so as to further the principle of equal employment
<br />opportunity;
<br />(3) ensure that promotion decisions are in accord with principles of equal employment
<br />opportunity by imposing only valid requirements for promotional opportunities;
<br />(4) ensure that all personnel actions such as compensation, benefits, transfers, layoffs, return
<br />from layoffs, company sponsored training, education, tuition assistance, social and recreation programs
<br />will be administered without regard to race, color, religion, sex, sexual orientation, gender identify,
<br />national origin, age, disability veterans status or housing status.
<br />I have designated Amy Wright, VP, HR and Talent Development, as the Equal Opportunity Officer to
<br />direct the establishment of and to monitor the implementation of personnel procedures to guide our
<br />affirmative action program. This official is charged with designing and implementing audit and reporting
<br />systems that will keep management informed on a regular basis of the status of equal employment
<br />opportunity and affirmative action. She can be reached at (317)616-4907.
<br />Employees will be made known of our commitment to equal employment through the following means:
<br />® Posting of equal opportunity notice on bulletin boards
<br />EOE WF/Vets/Disabled
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