eoe and aa employer 2017-03-23T13:37:07+00:00
“The Equal Employment Opportunity Clauses at 41 CFR 60-1.4(a), 41 CFR 60-300.5(a), and 41 CFR 60-741.5(a) relative to equal employment opportunity and the implementing rules and regulations of the Office of Federal Contract Compliance Programs are incorporated herein by specific reference, as are the “Employee Notice” provisions of 29 CFR Part 471, Appendix A to Subpart A.”

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified protected veterans and qualified individuals on the basis of disability, and require affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans and qualified individuals with disabilities.

POLICY STATEMENT

It is the policy of DSD Laboratories, Inc. as described in its Affirmative Action Program, and as supported by its Chief Executive Officer, that it will not discriminate against any employee or applicant for employment because of that person’s status as an Individual with a Disability, Disabled Veteran, Active Duty Wartime or Campaign Badge Veteran, Recently Separated Veteran, or Armed Forces Service Medal Veteran, with respect to any position for which the person is qualified. DSD Laboratories, Inc., will take affirmative action to employ, advance in employment, and otherwise treat qualified Individuals with Disabilities, Active Duty Wartime or Campaign Badge Veterans, Recently Separated Veterans, and Armed Forces Service Medal Veterans, without discrimination based on their physical or mental disability, or veteran status, in all employment practices. Such practices include, but are not limited to:

1. Recruiting, hiring, training, promoting, upgrading, and transferring applicants or employees;

2. Ensuring that all employment decisions are based only on valid job requirements;

3. Ensuring that all other personnel actions are administered without regard to disability or veteran status; and

4. Implementing an audit and reporting system to measure the effectiveness of its Affirmative Action Program.

In addition, employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in any of the following:

1. The filing of a complaint;

2. Assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of section 503 of the Rehabilitation Act of 1973, as amended (section 503), the VEVRAA, or any other Federal, State or local law requiring equal opportunity for disabled persons and/or covered veterans;

3. Opposing any act or practice made unlawful by section 503 and or the VEVRAA and their implementing regulations in this part, or any other Federal, State or local law requiring equal opportunity for disabled persons or covered veterans;

4. Exercising any other right protected by section 503, the VEVRAA, or their implementing regulations in this part.

Overall responsibility for implementation of {Client]’s Affirmative Action Program has been assigned to the Human Resources Manager.

NOTICE TO: Individuals With Disabilities

Disabled Veterans

Other Protected Veterans

Recently Separated Veterans

Armed Forces Service Medal Veterans

DSD Laboratories is a Government contractor subject to section 503 of the Rehabilitation Act of 1973, as amended (Section 503), Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) as amended by the Jobs for Veterans Act (JVA) of 2002. The Acts require that Government contractors take affirmative action to employ and advance in employment qualified individuals with disabilities, other protected veterans*, disabled veterans**, recently separated veterans*** and Armed Forces Service Medal Veterans****.

DSD Laboratories’s Affirmative Action Program affirms our commitment to make reasonable accommodation to the known physical or mental limitations of otherwise-qualified individuals with disabilities or disabled veterans, unless the accommodation would impose an undue hardship on the operation of our business.

The Affirmative Action Program is available for inspection in the Human Resources Department during normal business hours. Special arrangements can be made for inspection at remote sites. Please contact your Human Resources Representative or Manager for further information.

*The term “other protected veteran” means a person who served on active duty at any point between December 7, 1941 and April 28, 1952; or who participated in a campaign or expedition for which a campaign badge, service medal, or expeditionary badge was authorized, and was awarded such a badge or medal.

** “disabled veteran” means (1) a veteran who is entitled to disability compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by Department of Veterans Affairs (2) a person who was discharged or released from active duty because of a service-connected disability..

*** The term “recently separated veteran means any veteran during the three year period beginning on the date of the veteran’s discharge or release from active duty under the JVA.

****“Armed Forces Service Medal Veteran” means any veteran who participated in a military operation for which an Armed Forces Service Medal was awarded.