S&B USA Family of Companies reaffirms its policy to provide equal employment opportunity in recruiting, hiring, upskilling and promotion, Apprenticeships and /or on the job training, conditions and privileges of employment, company-sponsored training and development, access to facilities, educational assistance, recreational and community programs, compensation, benefits, transfers, discipline, layoffs, or termination of employment to all employees without discrimination because of race, color, sex, age. religion, national origin, disability, sexual orientation, gender identity / expression, veteran status, genetic information and other legally protected status. We will ensure all employment decisions are based on valid job requirements.
Affirmative Action Program for Individuals with Disabilities and for Certain Protected Veterans
S&B USA Family of Companies is a federal contractor subject to Executive Order 11246, Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (Section 503). S&B USA is committed to equal employment opportunity, and it is S&B USA’s policy to take affirmative action to employ and advance in employment minorities, females, protected veterans and individuals with disabilities. S&B USA will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.
S&B USA ensures that all employment decisions are based only on valid job requirements. In addition, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of section 503, VEVRAA, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; (3) opposing any act or practice made unlawful by section 503, VEVRAA, or their implementing regulations in this part, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; or (4) exercising any other right protected by section 503, VEVRAA or their implementing regulations in this part.
Appointment of Compliance/Equal Employment Opportunity (EEO) Officer and Delineation of Authority
The S&B USA Family of Companies fully supports the principle of equal employment opportunity.
To ensure compliance with our policies, an EEO Officer has been designated. Specific Compliance/EEO Officer contact information is posted on the bulletin boards in all offices and at all jobsites. The Compliance/EEO Officer is responsible for developing affirmative action programs for all employees and applicants for employment.
We will incorporate this equal employment opportunity policy into all subcontracts and purchase orders so that our subcontractors and suppliers will be encouraged to assist our Companies in furthering the principles of equal employment opportunity.
Work Environment Statement - EEO/Sexual Harassment/Discrimination Policy
We have a long-standing policy of recognizing the abilities of each individual, and ensuring non-discrimination in all aspects of our business. We are committed to equal employment opportunity, and we shall continue to adhere to our policy. The Companies have developed and implemented policies and procedures to ensure that their employees are not harassed because of race, color, religion, sex, national origin, disability, age, gender, genetics, creed, veteran’s status, or sexual orientation.
In keeping with our policy, we will not tolerate sexual harassment by any employees.
- Sexual harassment is a violation of the rules of conduct. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to the conduct is made either an explicit or implicit condition of employment;
- Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee; or
- The harassment substantially interferes with an employee’s work or creates an intimidating, hostile, or offensive work environment.
The Companies consider sexual harassment to be a major offense, which can result in the suspension or discharge of the offender.
Certification of Nonsegregated Facilities
The S&B USA Family of Companies, as federally assisted construction contractors, certifies that it does not maintain or provide for its employees any segregated facilities at any of its establishments, and that the Company does not permit employees to perform services at any location, under its control, where segregated facilities are maintained.
The S&B USA Family of Companies is committed to the provisions of the Civil Rights Act of 1964, Executive Order No. 11246, and all other laws or regulations relating to equal employment opportunity.
The Compliance/EEO Officer will handle all complaints that allege discrimination because of race, color, religion, sex, national origin, disability, age, gender, genetics, creed, veteran’s status or sexual orientation. Anyone who believes he or she has been discriminated against should report this fact promptly.
The Compliance/EEO Officer can be reached at 412-471-4200.
If anyone has any questions or comments in regard to this matter, he/she is encouraged to share them, in writing, with management or contact the Compliance/EEO Officer or President, whose contact information is posted on the bulletin boards in all offices and at all jobsites.
We use Lighthouse Services to provide an anonymous ethics and compliance hotline for all employees of S&B USA Construction and affiliated entities. The purpose of this service is to ensure that any employee wishing to submit a report anonymously can do so without the fear of retribution.
- English speaking USA and Canada: 833-950-4546
- Spanish speaking USA and Canada: 800-216-1288
- Spanish speaking Mexico: 01-800-681-5340
- French speaking Canada: 855-725-0002
E-mail: email@example.com (must include company name with report)
Fax: 215-689-3885 (must include company name with report)
At any time an employee may bypass the above procedure and contact the Compliance/EEO Officer or President regarding matters of discrimination.
Further Appeal Steps:
In the event the complaint has not been satisfactorily resolved via the aforementioned appeal procedures, and the employee feels further action is warranted, refer to the federal and state posters, both of which are posted in all offices and at all jobsites.