General Policies & Programs

Royal Electric Company is an equal opportunity employer. All applicants will be considered without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status.

EQUAL EMPLOYMENT OPPORTUNITY POLICY

It is the policy of the Company to assure that applicants are employed, and employees are treated during employment, without regard to their race, color, religion, sex, age, national origin, handicap or status as a disabled or Vietnam-era veteran.  Employment actions shall include hiring, upgrading, demotion or transfer; recruitment or recruitment advertising; layoff and termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship, pre-apprenticeship and/or on-the-job training.

AFFIRMATIVE ACTION PROGRAM

AFFIRMATIVE ACTION POLICY.  Through the Affirmative Action Program, the Company will make it’s best effort to provide a continuing program to promote equal employment opportunity and eliminate discrimination in employment, and will take affirmative action at all locations to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, age, national origin, handicap or status as a disabled or Vietnam-era  veteran.

AFFIRMATIVE ACTION PROGRAM RESPONSIBILITIES.  Denise Marckess, SPHR has been designated the Company Equal Employment Opportunity Officer.  The Address is P.O. Box 231430, Sacramento, CA 95823-1430.  The telephone number is (916) 226-2100.  She is responsible for administering and enforcing the overall Affirmative Action Program, reviewing the status of Company and Project Affirmative Action Programs, and takes necessary action when needed to remedy possible problems.

Each Project Manager has been designated the Project Equal Employment Opportunity Officer.  This person is responsible and accountable for implementing and administering the Affirmative Action Program at the jobsite.  Duties include monitoring all employment actions and staffing reports, keeping supervisors and employees informed of the content and status of the program, and assuring that all subcontractors are complying with Equal Employment Opportunity and Affirmative Action obligations.

All company employees authorized to hire, supervise, promote or discharge employees, or to recommend such action, or who are substantially involved in such actions, are accountable for complying with all aspects of the Affirmative Action Program and its goals and objectives.

The Affirmative Action Program includes, but is not limited to, the following:

Copies of the Equal Opportunity Policy and the Affirmative Action Program have been distributed to the Company’s supervisory personnel and are posted in

conspicuous places at each Company office and jobsite for inspection by all Company employees and by applicants for employment.  The purpose and intent of the Policy and Program and the Company’s commitment thereto are discussed in meetings conducted by the Company Equal Employment Opportunity Officer, the Project Equal Employment Opportunity Officer, and Company employees authorized to make employment decisions.

 “Equal Opportunity Employer” posters will be posted

in conspicuous places at the Company job sites and that phrase will be used in all advertisements for employment with the Company.

The Company and Project Equal Opportunity Officers will inform all sub-contractors, vendors or labor unions with which the Company has contracts, and potential sources of employees, such as schools, employment agencies, colleges, and the like, of the Company’s Affirmative Action Program and intention to make it effective in practice.

Advertisements for employees will be placed in English and foreign language newspapers having large circulation within minority group districts in the recruitment area involved.  Other organizations, including the Human Rights Commission and the Urban League, will be used as a means of making the Company’s needs known and that minority group members and females will be welcome in its employment.  The Company’s present employees will be encouraged to refer minority group member and female applicants for employment.

The Company and Project Equal Employment Opportunity Officers will ensure that employment, rates of pay and other forms of compensation, working conditions, advancement, demotion, layoff and termination and selection for training, including apprenticeship, all are provided on a non-discriminatory basis. 

Any employee or applicant for employment who believes that this portion of the Program is not being followed by any of the Company’s personnel, are encouraged to contact the Company Equal Employment Opportunity Officer by  telephone or letter.  The Company Equal Employment Opportunity Officer is under continuing instructions to take corrective action if any discrimination, in fact, has been practiced

The Company will encourage and assist members of minority groups and females to become applicants for apprenticeship programs in which the Company, associations of which the Company is a member, or labor unions, are involved.  The Company will utilize the services of minority group members and female apprentices and journeymen trainees to the maximum extent consistent with the nature of the project and applicable labor agreements of the Company.

The Company will solicit the employment of minority and women enterprise subcontractors and, when the Company has staff available to do so and the Company believes that such subcontractors type of work, will (1) provide assistance to such subcontractors with respect to the procedures to be followed to obtain qualification as contractors on public works projects, (2) provide assistance to such subcontractors in estimating and in the administration of their receipts and disbursements and their records, and (3) enter into abnormally small subcontracts with such subcontractors which are within their capabilities and render financial assistance to them by means of purchasing their materials and administering their payrolls.

The Company will not enter into subcontracts or purchase agreements in excess of $10,000.00 unless the subcontractor or vendor agrees, as a part of it’s contractual obligations, to an equal employment opportunity policy and affirmative action program acceptable to the Company.

The Company shall keep such records as are necessary to determine compliance with, and progress under, this Program.  Those records will indicate (1) the number and category of minority group members and females employed in each work classification during proper periods of contract performance, (2) the number of minority group members and females who applied for employment and were not employed, and the reasons therefore, (3) the progress made by the Company in utilizing minority and women’s enterprise subcontractors,

and (4) the general progress made by each subcontractor regularly employed by the Company under such subcontractor’s Equal Employment Opportunity Policy and Affirmative Action Program.  All such records will be retained for a period of three (3) years following completion of the relevant contract and shall be available at reasonable times for inspection by authorized representatives of the awarding agency and of appropriate governmental agencies.

AFFIRMATIVE ACTION PROGRAM FOR THE HANDICAPPED:

As stated in the Equal Employment Opportunity Policy, the Company will assure that there is no discrimination in employment against any person who is handicapped.  It is also the policy of the Company to take Affirmative Action to employ, advance and treat qualified handicapped individuals in the employment relationship without regard to their physical or mental handicap.  All jobs are open to the physically or mentally handicapped who meet the position requirements and will be able to perform the assigned duties without being a hazard to themselves or to others.  In addition, where possible, facilities, equipment and job structure rearrangements will be made to accommodate the handicapped.

AFFIRMATIVE ACTION PROGRAM FOR DISABLED AND VIETNAM-ERA VETERANS:

POLICY STATEMENT.  As stated in The Equal Employment Opportunity Policy, the Company will assure that there is no discrimination in employment against any person who is handicapped, including disabled veterans.  Furthermore, it is the policy of the Company to take Affirmative Action to employ, advance and treat qualified disabled or Vietnam-era veterans in the employment relationship without regard to their disability or veteran status.

DEFINITIONS.  “Disabled veteran” means a person entitled to disability compensation under the laws administered by the Veterans Administration for disability rated at 30 percent or more, or a person whose discharge or release from active duty was for a disability incurred or aggravated in the line of duty.  “Qualified disabled veteran” means a disabled veteran (as defined above) who is capable of performing a particular job, with reasonable accommodation to his or her disability.

VELLUTINI CORPORATION

L. Frank Vellutini, President 

Other Required Postings

Federal Minimum Wage:  English  |  Spanish

Equal Employment Opportunity:  English  |  Spanish

Employee Polygraph Protection Act:  English  |  Spanish

Safe Workplace:  English  |  Spanish

Family and Medical Leave:  English  |  Spanish

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