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 or expression, 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.
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:
GRE’s vice president and chief corporate services 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 compliance 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.