ҹɫÊÓƵ

ҹɫÊÓƵ is an equal opportunity employer committed to the principles of equal employment opportunity. It is our policy that we recruit, hire, develop, and promote applicants and team members in all job titles, and ensure that all other personnel actions are administered, without regard to marital status, race, color, creed, gender, sex, religion, national origin, gender identity, age, veteran status, union affiliation, physical or mental disability, citizenship status, sexual orientation, genetic information, or other legally protected status, and we will ensure that all employment decisions are based only on valid job requirements.

It is our policy to take affirmative action to employ and advance in employment minorities, females, protected veterans, and individuals with disabilities. The company will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified team member or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.

Chief Executive Officer, Peter A. Vigue, supports our company’s affirmative action program and has delegated responsibility for implementing our program to Michael W. Bennett, Vice President and EEO Officer. Team members and applicants may review the non-confidential portions of the affirmative action plans during regular business hours by contacting Michael W. Bennett (mbennett@cianbro.com) (800) 315-2211, ext. 2318 or (207) 679-2318.

It is the policy of ҹɫÊÓƵ to:
(1) prohibit illegal discrimination against any ҹɫÊÓƵ team member or applicant;
(2) provide an environment free from harassment and prohibit harassment of any kind, including sexual harassment or abuse;
(3) prohibit retaliation against any team member or applicant who engaged in or may engage in: (1) filing complaints of discrimination, harassment or abuse or (2) who assists or participates in an investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State, or local law;
(4) apply appropriate discipline for any violation of this policy;
(5) implement affirmative action to achieve our diversity goals; and
(6) employ only U.S. citizens or lawfully authorized alien workers.

All ҹɫÊÓƵ team members have the right to work in an environment free from harassment based on marital status, race, color, creed, gender, sex, religion, national origin, gender identity, age, veteran status, union affiliation, physical or mental disability, citizenship status, sexual orientation, genetic information, or other legally protected status. Harassment of any kind is not only a violation of ҹɫÊÓƵ policy, it’s against the law. ҹɫÊÓƵ does not allow any form of workplace harassment or abuse by its supervisors, workers, subcontractors, or suppliers. ҹɫÊÓƵ will take any action necessary to prevent and correct it from happening.

ҹɫÊÓƵ does not allow team members to physically or verbally harass or abuse other team members. This conduct includes, but is not limited to, display of offensive images, slurs, off-color jokes, or degrading comments concerning marital status, race, color, creed, gender, sex, religion, national origin, gender identity, age, veteran status, union affiliation, physical or mental disability, citizenship status, sexual orientation, genetic information, or other legally protected status, graphic verbal comments about an individual’s body, and display in the workplace of sexually suggestive or offensive objects or images. Although it may not be anyone’s intent to offend, this behavior is strictly not allowed when it has the effect of offending another team member.

Both federal and state laws prohibit sexual harassment and abuse. Sexual harassment is defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
• submission to such conduct is made explicitly or implicitly a term or condition of employment;
• submission to or rejection of such conduct is used as a basis for employment decisions; or
• such conduct has the purpose or effect of substantially interfering with work performance or creating an intimidating, hostile, or offensive work environment.

ҹɫÊÓƵ is responsible for its acts and the acts of its supervisory team members with respect to sexual harassment or abuse regardless of whether the specific acts complained of were unauthorized or known by ҹɫÊÓƵ and regardless of whether we knew or should have known of their occurrence. No supervisor is permitted to threaten or insinuate (either openly or implied) that a team member’s submission to or rejection of sexual advances will in any way influence decisions regarding the team member’s employment, evaluation, wages, advancement, assignment, or any other condition of employment or career advancement. Team members must give management the opportunity to correct the situation in cases of supervisory or co-worker harassment.

To help ensure team member safety, please report protection orders or personal situations that might compromise workplace safety to your supervisor.

Team members who believe they have been harassed or discriminated against should immediately report their concerns to any of the following:
• supervisor
• project leader
• human resources
• Assistant EEO Officer: Daniel Coffey (dcoffey@cianbro.com) via phone at (800)315-2211, ext. 2108 or (207)679-2108 or via mail PO Box 1000, Pittsfield, Maine 04967
• ҹɫÊÓƵ’s Ethics/EEO Officer: Michael W. Bennett (mbennett@cianbro.com) via phone at (800)315-2211, ext. 2318 or (207)679-2318 or via mail PO Box 1000, Pittsfield, Maine 04967
Both federal and state laws prohibit sexual harassment and abuse. Sexual harassment is defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
• submission to such conduct is made explicitly or implicitly a term or condition of employment;
• submission to or rejection of such conduct is used as a basis for employment decisions; or
• such conduct has the purpose or effect of substantially interfering with work performance or creating an intimidating, hostile, or offensive work environment.

ҹɫÊÓƵ is responsible for its acts and the acts of its supervisory team members with respect to sexual harassment or abuse regardless of whether the specific acts complained of were unauthorized or known by ҹɫÊÓƵ and regardless of whether we knew or should have known of their occurrence. No supervisor is permitted to threaten or insinuate (either openly or implied) that a team member’s submission to or rejection of sexual advances will in any way influence decisions regarding the team member’s employment, evaluation, wages, advancement, assignment, or any other condition of employment or career advancement. Team members must give management the opportunity to correct the situation in cases of supervisory or co-worker harassment.

To help ensure team member safety, please report protection orders or personal situations that might compromise workplace safety to your supervisor.

Team members who believe they have been harassed or discriminated against should immediately report their concerns to any of the following:
• supervisor
• project leader
• human resources
• Assistant EEO Officer: Daniel Coffey (dcoffey@cianbro.com) via phone at (800)315-2211, ext. 2108 or (207)679-2108 or via mail PO Box 1000, Pittsfield, Maine 04967
• ҹɫÊÓƵ’s Ethics/EEO Officer: Michael W. Bennett (mbennett@cianbro.com) via phone at (800)315-2211, ext. 2318 or (207)679-2318 or via mail PO Box 1000, Pittsfield, Maine 04967