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, Renita Mollman, who may be reached at 816-333-9400.