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MICHELS @
<br />Equal Employment Opportunity/Affirmative Action Policy Statement
<br />It has been and shall continue to be the policy of Michels Corporation and its Operating Divisions and
<br />Subsidiaries (hereafter "Michels") to provide equal employment opportunity free of discrimination against any
<br />individual on the basis of their race, creed, color, religion, sex (including pregnancy, childbirth, and related
<br />medical conditions), age, national origin/ancestry, disability, military and veteran status, sexual orientation,
<br />gender identity or expression, marital status, familial status, genetic information, work -related injury, arrest and
<br />conviction record, use of public assistance, local human rights commission activity or any other characteristic
<br />protected by federal, state or local law. In some cases, local laws and regulations may provide greater
<br />protections than those outlined here. Individuals will be covered by the laws of their local jurisdiction. We are
<br />committed to this Policy and its embodiment in the law. The policy also applies to the selection and treatment of
<br />independent contractors, personnel working on our premises who are employed by temporary agencies and any
<br />other persons or firms doing business for or with Michels.
<br />Michels is committed to assuring that any Human Resources activity or action including recruiting,
<br />hiring, placement, formal or informal training (such as on-the-job training, co-op programs, apprenticeships and
<br />management trainee programs), job classifications, work assignments, transfers, assignment of overtime hours,
<br />promotion, lay-off, recall and termination and other related programs are provided fairly to all persons.
<br />Similarly, all salaries, wages and benefit programs will be administered in conformity with this Policy. Michels
<br />encourages each employee to develop their skills so that they can achieve their fullest potential. Therefore, we
<br />encourage all employees to continually seek opportunities to upgrade their skills and job knowledge.
<br />Accordingly, we ask all employees to feel free to ask their supervisor or the Training Manager about training
<br />programs that might be appropriate for the goal of furthering their career path.
<br />Michels pledges that it will maintain a working environment free of harassment, intimidation and
<br />coercion at all its locations. Harassment of any type, including race, sex, gender, or age, will not be tolerated and
<br />may result in sanctions up to and including immediate dismissal. Employees who believe that they have been
<br />victims of harassment of any kind are urged to immediately report such incidents to the Human Resources
<br />Department, who has the overall responsibility of investigating and resolving complaints at Michels. Michels
<br />maintains and enforces a separate policy on harassment prevention, complaint procedures, and penalties for
<br />violations.
<br />This Michels' Equal Employment Opportunity/Affirmative Action Policy is a public document. All
<br />managerial personnel, supervisory personnel, and employees must share in the responsibility to ensure our
<br />Company's compliance with the EEO/Affirmative Action Plan. This Policy is available on our web site
<br />and is posted at all offices and job sites. Our EEO tagline appears on our company letterhead
<br />and all of our employment advertisements.
<br />Michels is interested in qualified job applicants. All employees are urged to refer qualified job
<br />candidates, including women, minorities and those with disabilities, to Michels. In seeking referrals of craft
<br />workers from the union hall, we will specify that women, minorities and those with disabilities are to be
<br />included in all such referrals. In soliciting bids for subcontracts, minority, female and disadvantaged business
<br />enterprise construction contractors and suppliers will be contacted.
<br />Michels prohibits employees, subcontractors and their employees, suppliers and others doing business
<br />with us to engage in any form of human trafficking and forced labor activities.
<br />Karen A. Wuest has been designated as Michels' EEO Officer and Jacki R. Warner as EEO
<br />Coordinator. Should you have any questions about this Policy, please contact either of them during normal
<br />business working hours (8 a.m. to 5 p.m. CST).
<br />We are committed to this Policy. It is Michels' intention that all actions and decisions will support the
<br />spirit of this Policy and program. It is incumbent upon every employee to do the same.
<br />1/l/2019
<br />Patrick D. Michels, President/CEO Date
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