Policies

Equal Employment Opportunity

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Q&D Construction (Q&D) will be based on merit, qualifications, abilities and alignment with the core values. Q&D does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, veteran, current or future military status, marital status, family status, citizenship, or any other characteristic protected by law.

Q&D does not discriminate against applicants or employees based upon marital or family status unless required to do so by the reasonable demands of the position. Marital status includes whether a person is married, divorced, separated, or single, and the identity and occupations of a person’s spouse.

Although this company does not prohibit the hiring of relatives, we are monitoring situations in which relatives work in the same area, especially if one supervises the other. If a problem develops, the company may reassign one of the relatives to another job or dismiss one or both of the employees.

Q&D will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

The company does not discriminate against any applicant or employee in hiring or in the terms, conditions, and privileges of employment due to physical or mental disability. When the company becomes aware of any disability which prevents an otherwise qualified applicant or employee from performing a job, the company will assess whether any reasonable accommodations would allow the person to perform the job before refusing employment or making a distinction in terms, condition, or privileges of employment because of the disability. An accommodation which creates an undue hardship on the company or which endanger health or safety is not a reasonable accommodation. The company will make any reasonable accommodation necessary to allow an otherwise qualified applicant or employee to perform the job.

An otherwise qualified applicant for employment or an employee with a disability who requires reasonable accommodation may inform their immediate supervisor or management of the nature of the disability and the accommodation required. An employee may contact the EEO Officer of Q&D at any time with concerns or complaints involving EEO issues. All issues will be given the highest priority and a complete investigation will be conducted with all parties involved. All investigative findings will be presented to upper management for review and final determination. Employees with access to such information shall maintain the confidentiality of the information to the extent reasonably possible and shall not release the information to anyone who does not have the right or need to know.

In addition to a commitment to provide equal employment opportunities to all qualified individuals, Q&D Construction has established an affirmative action program to promote opportunities for individuals in certain protected classes throughout the organization.

Affirmative Action

It is the policy of Q&D Construction (Q&D) to take affirmative action in affording equal employment opportunities to all qualified persons without regard to race, color, religion, sex, national origin, age, disability, veteran, current or future military status, marital status, family status, citizenship, or any other characteristic protected by law.

This includes, but is not limited to, the following:

  • Hiring, placement, upgrading, transfer, demotion, or promotion;
  • Recruitment, advertising or solicitation for employment;
  • Treatment during employment;
  • Rates of pay or other forms of compensation;
  • Selection for training, including apprenticeship; and,
  • Layoff or termination.

It is the policy of Q&D to cooperate to the fullest extent with the applicable regulations of Civil Rights Act and any Executive Orders on Equal Employment Opportunity.