Affirmative Action/Equal Employment Opportunity Policy Statement
Last updated April 28, 2023
DirectViz Solutions, LLC (DVS) is an equal opportunity employer and prohibits discrimination and harassment against any employee or applicant for employment because of race, color, sex (including pregnancy), age, gender identity, creed, religion, national origin, sexual orientation, marital status, genetic information, disability, political affiliation, protected veteran status, or any other status protected by state or local law.
It is the policy of DVS to provide an equal employment opportunity (EEO) and affirmative action to all applicants and employees during each phase of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all services, and programs. We are committed to providing equal opportunities without regard to race, color, sex (including pregnancy), age, gender identity, creed, religion, national origin, sexual orientation, marital status, genetic information, disability, political affiliation, protected veteran status, or any other status protected by state or local law, and all employment decisions are based solely on valid job requirements. DVS promotes a work environment that supports, inspires, respects, and is inclusive to all individuals.
In accordance with the company’s equal employment opportunity policy, DVS will also take affirmative action as called for by applicable laws and Executive Orders to ensure that females, disabled veterans, minority group individuals, and qualified disabled persons are introduced within our workforce and are considered for promotional opportunities. We support an inclusive workplace where employees excel based on their own personal merit, qualifications, ability, job experience and performance.
DVS has a zero-tolerance policy for harassment, threats, coercion, discrimination, and intimidation. Employees may file a complaint or exercise any right protected by Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, as amended, Section 4212 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, or the Veterans Employment Opportunities Act of 1998.
Michael McHugh, CEO, supports this policy and has appointed the EEO Manager with overall responsibility for annually updating the Affirmative Action Plan (AAP) and the implementation activities as required by law. Duties of the EEO Manger include a) measuring and ensuring effectiveness of AAP; b) indicate and implement any need for remedial action; c) determine if annual objectives are attained; d) measure AAP’s compliance obligations.
The EEO Manager will direct and monitor the implementation of DVS’ equal employment opportunities and our affirmative action program company wide.