1.0
Policies
1.1
EEO Policy
Equal Employment Opportunity Policy Statement
It is the policy of Interstate Highway Construction, Inc. not to discriminate against any
applicant for employment, or any employee because of age, color, sex, disability, national
origin, race, religion or veteran status.
Interstate Highway Construction, Inc. will take affirmative action to ensure that the EEO
policy is implemented, with particular regard to: advertising, application procedures,
compensation, demotion, employment, fringe benefits, job assignment, job classification,
layoff, leave, promotion, recruitment, rehire, training, termination, transfer, upgrade and
working conditions.
Interstate Highway Construction, Inc. will continue to make it understood by the
employment entities with which it deals, and in employment opportunity announcements
that the foregoing is company policy and all employment decisions are based on
individual merit only.
All current employees of Interstate Highway Construction, Inc. are requested to
encourage qualified disabled persons, minorities, special disabled veterans, and Vietnam
Era veterans to apply for employment, on the job training or for union apprenticeship. It
is the policy of Interstate Highway Construction, Inc. to satisfy reasonable special
accommodations for qualified disabled individuals.
It is the policy of Interstate Highway Construction, Inc. that all company activities,
facilities, and job sites are non-segregated. Separate or single-user toilet and changing
facilities are provided to assure privacy.
It is the policy of Interstate Highway Construction, Inc. to ensure and maintain a working
environment free of coercion, harassment, and intimidation at all job sites, and in all
facilities at which employees are assigned to work. Any violation of the policy should be
immediately reported to your supervisor or the company EEO Officer.
Corporate EEO Officer:
John D. Medberry
Address:
P.O. Box 4356
Englewood, CO 80l55-4356
Project EEO Officer: ____________________________
1.2
EEO Complaint Procedure
 Employees are encouraged to take all complaints to the Project EEO Officer in
order to get action on complaints at the jobsite. The Project EEO Officer is to
immediately document this complaint.
 The Project EEO Officer should contact the Corporate EEO Officer and request
his/ her presence at the jobsite for assistance in settling the EEO complaint.
 All employees are encouraged to contact the Corporate EEO Officer or the
Corporate Sexual Harassment Officer directly, particularly in the event the EEO
complaint is against the Division Manager, Project Manager/Engineer or Project
EEO Officer.
 The Project EEO Officer must maintain complete documentation in all cases of
the original complaint and what actions have been taken to resolve the complaint.
This information should be sent to the Corporate EEO Officer.
 Any employee who is unable to resolve his equal employment complaint with the
Project EEO Officer and project management, or the Corporate EEO Officer,
shall be notified that outside resolution resources are available at the local Federal
Equal Employment Opportunity Office, the Office of Federal Compliance, or the
State Civil Rights Commission office.
The Corporate EEO Officer: John Medberry
The Project EEO Officer: _________________________
The Corporate Sexual Harassment Officer: Brenda Smith
1.3
Sexual Harassment / Inappropriate Conduct
IHC is committed to maintaining a positive working environment. This refers to a
workplace which is free of inappropriate conduct, including offensive verbal and written
communication of a sexual nature.
Sexual harassment does not mean occasional compliments which are socially acceptable.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature constitute sexual harassment when:
 Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment,
 Submission to or rejection of such conduct by an individual is used as a basis for
employment decisions affecting such individual, or
 Such conduct has the purpose or effect of substantially interfering with an
individual’s work performance or creating an intimidating, hostile, or offensive
working environment.
An employee who feels sexually harassed should take the complaint directly to the
Corporate EEO Officer, John Medberry, or the Sexual Harassment Officer, Brenda
Smith. Complaints will receive prompt attention, and appropriate action will be taken
against the offender.
1.4
Patents and Copyrights
During the course of your job you may develop a new procedure, equipment design or
modification. Because you are paid by IHC and use IHC materials and are on IHC time,
any new development, whether patentable or not, is the property of IHC. It may not be
used in any business that is not part of IHC.
1.5
Problem Solving
Employees who disagree or are dissatisfied with a Company practice should promptly
discuss the matter with their immediate supervisor, when appropriate. Normally, this
discussion should be held within 3-5 days of the incident, or in a reasonable time period.
The majority of misunderstandings can be resolved at this level.
If the solution offered is not satisfactory, or if it is inappropriate to go to the supervisor,
then employees are encouraged to take the problem to their supervisor’s boss. If the
problem still cannot be resolved, employees may submit a written complaint to the
President for review and final decision about the situation.
1.6
Discipline / Discharge
Occasionally performance or other behavior falls short of our standards and/or
expectations. When this occurs, management takes action which, in its opinion, seems
appropriate.
Disciplinary actions can range from a formal discussion with the employee about the
matter to immediate discharge. Action taken by management in an individual case does
not establish a precedent in other circumstances.