EEO Policy Statements

Equal Employment Opportunity Policy

Burns & McDonnell is an affirmative action, equal opportunity employer and hereby reaffirms its commitment to ensure equal treatment for all individuals in its policies and practices affecting recruiting, hiring, transfers, promotions, compensation, benefits and training.

To provide equal employment and advancement opportunities to all individuals, employment decisions at Burns & McDonnell will be based on merit, qualifications, and abilities. Burns & McDonnell does not discriminate in employment opportunities or practices on the basis of race, creed, color, religion, sex (including pregnancy, childbirth or related medical conditions), marital status, national origin, ancestry, age, disability, family care status, protected veteran status, marital status, sexual orientation, gender identity, citizenship status, genetic information or any other characteristic protected by applicable law.

Burns & McDonnell will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. Burns & McDonnell prohibits harassment of any individual on the basis of any characteristic listed above. For information regarding Burns & McDonnell’s internal policies for addressing complaints of harassment, please refer to the Burns & McDonnell’s Anti-Harassment Policy.

This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Affirmative Action Officer. Employees can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion or discrimination because they: (1) file a complaint with Burns & McDonnell or with federal, state, or local agencies; (2) assist or participate in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state or local equal employment opportunity or affirmative action statute; (3) oppose any act or practice made unlawful by federal, state or local law requiring equal employment opportunity or affirmative action; or (4) exercise any other employment right protected by federal, state or local law or its implementing regulations.

Burns & McDonnell maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates and to respond to any specific complaints applicants or employees file with Burns & McDonnell. Overall responsibility for the implementation of Burns & McDonnell’s equal employment opportunity programs and for affirmative action compliance activities is assigned to the Affirmative Action Officer, Melissa K. Wood, who may be reached at 816-822-3129.

Signed,

Raymond J. Kowalik, Chairman & CEO

Melissa K. Wood, Affirmative Action Officer

Equal Employment Opportunity Policy for Individuals with Disabilities

Burns & McDonnell maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity and access to individuals with disabilities in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising.

Employees and applicants of Burns & McDonnell will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to, the Americans With Disabilities Act, Section 503 of the Rehabilitation Act of 1973, or any other federal or state non-discrimination law, rule, or regulation.

If you believe that you have been discriminated against in any manner as described above, you should notify Melissa Wood, Chief Administrative Officer. Burns & McDonnell will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited.

Burns & McDonnell also maintains affirmative action programs to implement our equal employment opportunity policy for individuals with disabilities. Employees or applicants who wish to review the full narrative portion of Burns & McDonnell’s affirmative action program for individuals with disabilities may schedule an appointment to do so by contacting Melissa Wood during normal business hours.

Signed,

Raymond J. Kowalik, Chairman & CEO

Melissa K. Wood, Affirmative Action Officer

Equal Employment Opportunity Policy for Protected Veterans

Burns & McDonnell maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity to protected veterans in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising.

Employees and applicants of Burns & McDonnell will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, the Veterans Employment Opportunities Act of 1998, or any other federal or state non-discrimination law, rule, or regulation.

If you believe that you have been discriminated against in any manner as described above, you should notify Melissa Wood, Chief Administrative Officer. Burns & McDonnell will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited.

Burns & McDonnell also maintains affirmative action programs to implement our equal employment opportunity policy for protected veterans. Employees or applicants who wish to review Burns & McDonnell’s affirmative action program for protected veterans may schedule an appointment to do so by contacting Melissa Wood during normal business hours.

Signed,

Raymond J. Kowalik, Chairman & CEO

Melissa K. Wood, Affirmative Action Officer

Additional Information

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