President and Chief Executive Officer, Wes Georges has established the firm’s policy on equal opportunity/affirmative action as follows:
It is the policy of Apogee to ensure equal employment opportunity to all job applicants and employees and to make employment-related decisions, and to ensure its selection and retention of subcontractors is, based upon qualifications and abilities without regard to (1) race, (2) color, (3) creed, (4) religion, (5) sex, (6) national origin, (7) age, (8) disability, (9) veteran status, (10) sexual orientation, (11) citizenship (12) gender identity, (13) genetic information, (14) marital status, (15) low income status, and/or (16) any other status protected by law. Apogee Engineering shall recruit, hire, assign, transfer, promote, train, compensate, provide benefits, select, retain and administer programs without consideration of these differences. Apogee will provide a work environment free from discrimination and harassment based upon any of these protected differences or any other basis prohibited by applicable law.
Valuing Diversity and Inclusion
In all respects, Apogee is committed to valuing diversity. Embracing differences secures dignity and worth to each of our employees and promotes an environment in which all employees are free to realize their full work potential and meaningfully contribute to the fulfillment of Apogee’s goals.
Apogee shall affirmatively seek out qualified minorities, women, disabled individuals, and protected veterans for hire and promotion as opportunities arise. Apogee is firmly committed to the advancement of women, minorities, disabled individuals and protected veterans to all levels of management and decision-making positions. Furthermore, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have: (1) filed a complaint; (2) assisted or participated in an investigation, compliance review hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity or (4) exercised any other right protected by federal, state or local law requiring equal opportunity.
Consistent with the standards of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974, as amended, if you are a veteran or disabled individual you may disclose such information to the Apogee HR Manager at any time. Providing this information is voluntary. Declining to provide it will not adversely affect you. Information obtained concerning individuals will be treated with appropriate confidentiality and may be used only in accordance with the provisions of applicable laws. If you identify yourself as an individual with a disability or a disabled veteran, you are also invited to provide us with information that you believe will assist us concerning your appropriate placement and any accommodations needed to enable you to perform the job properly and safely. The Affirmative Action Plan covering Individuals with Disabilities and Protected Veterans is available for review during normal business hours by contacting the Apogee HR Department.
Every Apogee manager and every Apogee employee shall be responsible for conducting themselves in accordance with these commitments and principles and doing so both inside and outside the corporation in all their dealings, whether with applicants, promotional candidates, fellow employees, clients, vendors, or others with whom the corporation interacts or conducts business. I have delegated specific responsibility for managing overall compliance with this policy to Apogee’s Human Resources Manager, Susan Deffert. As the EEO Coordinator for the firm, she is responsible for affirmative action program design, implementation, monitoring, and communication regarding program progress. Should you have any questions about Apogee’s Equal Employment Opportunity and Affirmative Action Policy, please contact the EEO Coordinator. She may be reached at corporate headquarters at (719) 418- 4973.