EEOC & Harassment Policy

McIntyre has a record of nondiscrimination in employment and opportunity, whether by reason of race, color, religion, creed, national origin, ancestry, disability, sex or age. McIntyre has issued the following policy stating the Company’s views on this matter.

It is the policy of McIntyre to:

Strictly follow personnel procedures that will ensure equal opportunity for all people without regard to race, color, religion, creed, national origin, sex, age, ancestry, marital status, disability, veteran or draft status.

Comply with all the relevant and applicable provisions of the Americans with Disabilities Act (“ADA”). McIntyre will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability.

Make reasonable accommodations wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made do not require significant difficulty or expense.

Achieve understanding and acceptance of McIntyre’s policy on Equal Employment Opportunity by all employees and by the communities in which the company operates; Thoroughly investigate instances of alleged discrimination and take corrective action if warranted. Be alert to identify and correct any practices by individuals that are at variance with the intent of the Equal Employment Opportunity Policy.

The policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation benefits, and social and recreational programs, in accordance with applicable federal, state, and local laws.

EEOC notices are posted on appropriate employee bulletin boards as required by law. The notice summarizes the rights of employees to equal opportunity in employment and disclosure that various government agencies may be contacted in the event that any person believes he or she has been discriminated against. Management is primarily responsible for seeing that McIntyre’s equal employment opportunity policies are implemented, but all members of the staff share in the responsibility for assuring that by their personal actions the policies are effective and apply uniformly to everyone. Any employees, including managers, involved in discriminatory practices, will be subject to discharge.

McIntyre intends to provide a work environment that is pleasant, healthful, comfortable, and free from intimidation, hostility or other offenses that might interfere with work performance. Harassment of any sort – verbal, physical, or visual – will not be tolerated.

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