Equal Employment Opportunity and Affirmative Action Policy

Purpose

Great River Energy (GRE) is committed to providing equal employment opportunity to all applicants and employees in conformance with all applicable laws, directives and regulations and without regard to race, color, creed, religion, gender identity, national origin, marital status, disability, age, sex, sexual orientation, status as a qualified protected veteran, public assistance, local human rights commission activity, genetics or other legally protected status. In keeping with this commitment, it is the Policy of GRE to administer all personnel policies, programs and practices in a nondiscriminatory manner in all aspects of the employment relationship, including recruitment, hiring, work assignment, promotion, transfer, demotion, layoff, recall, termination, compensation administration and selection for training. It is also GRE’s Policy to maintain an Affirmative Action Program that establishes affirmative action good faith efforts and measures on-going affirmative action program progress.

Accountabilities

  • All GRE leaders are responsible for implementing and administering this Policy, for maintaining a work environment free from unlawful discrimination for promptly identifying and resolving any problem area regarding equal employment opportunity, and for supporting affirmative action objectives.
  • All GRE employees are expected to perform their job responsibilities in a manner that supports this Policy.
  • Employees who believe they have observed or been subjected to prohibited discrimination should immediately report the incident to their supervisor, or the designated GRE Equal Employment Opportunity Coordinator, GRE’s vice president and chief culture officer.
  • Qualified individuals with disabilities and qualified protected veterans who wish to benefit from GRE’s Affirmative Action Program can identify themselves by contacting human resources. Such self-identification information is voluntarily provided and will be kept confidential, as required.

GRE’s Affirmative Action Program may be reviewed during normal business hours by contacting the equal employment opportunity coordinator. No adverse action will be taken against any applicant or employee for self-identifying their protected status or making a request to see GRE’s Affirmative Action Program. Nor will individuals be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in filing a complaint; assisting in a review, investigation or hearing; or exercising their legal rights related to any federal, state or local Equal Employment Opportunity/Affirmative Action related law.

Any applicant or employee who feels they have been treated in any way that violates this Policy should contact their immediate supervisor or the:

Equal Employment Opportunity Coordinator
12300 Elm Creek Boulevard
Maple Grove, Minnesota, 55369-4718
(763) 445-5700

GRE’s vice president and chief culture officer, is our equal employment opportunity coordinator. Their responsibilities include implementing an audit and reporting system that will monitor GRE’s equal employment opportunity efforts, measure the effectiveness and compliaDownload a PDF of Great River Energy’s EEO/AAP Policynce of such efforts, and track the attainment of GRE’s equal employment opportunity/affirmative action objectives. The equal employment opportunity coordinator will report to the president and CEO on the effectiveness of GRE’s Affirmative Action Program and any needs for remedial action.


Download a PDF of Great River Energy’s EEO/AAP Policy


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