January 2019
It is the policy of American Fence Company, Inc. to recruit, hire, develop, and promote employees based on the individual’s ability and job performance.
It is the policy of this Company to assure that applicants are employed, and that employees are treated during employment, without regard to their race, religion, sex, color, national origin, age or disability. Such action shall include: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship, pre-apprenticeship, and/or on-the-job training.
Our Affirmative Action Program gives structure to our commitment to employ and advance qualified minorities, women, individuals with disabilities, disabled veterans, veterans of the Vietnam Era, other covered veterans and persons of all ethnic backgrounds and religions according to their abilities. Consistent with this commitment and in keeping with the principle of equal employment opportunity, decisions on hiring, training, compensation, promotion and transfer are made on the basis of merit and free of discriminatory influences. And it continues to be our policy to maintain a working environment that is free of harassment. American Fence Company, Inc. maintains non segregated facilities.
Each of us has a responsibility to support this policy and to ensure that it is fully implemented within our Company. To this end, employees are encouraged to bring EEO problems to our attention so that the issues can be investigated and the appropriate action taken. There will be no coercion, intimidation or harassment of any employee who calls attention to such problems, who files a complaint, or who participates in an investigation, compliance review or hearing related to these issues.
I have assigned responsibility for our Affirmative Action Program to Paul Martinez, Vice President, Risk Management & Human Resources, who will serve as EEO Officer and report to me on our progress as well as any problems encountered in the implementation of the Program. In addition, all Company executives, managers and supervisors, particularly those who have the authority to hire and promote, have responsibility for the success of our Affirmative Action Program. I will review all affirmative action efforts and results on a regular basis.
If you have any questions about our Program or if you would like to review the Affirmative Action Program Summary, please contact Paul Martinez during normal business hours at (602) 352-7760.
The Company’s growth and success depends on its employees. We must be sure that we seek out, employ and advance all who are qualified so as to draw fully on our vast wealth in human resources. The benefits for us all justify this effort.
David Van Denburgh
Chairman & CEO
