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  • Partners is an Environmental, Safety, Engineering, and Surveying Firm

Partners Environmental Consulting, Inc. (Partners) is an Equal Opportunity Employer.  This means that Partners endorses the policy that recruiting, hiring, promoting, training, transfers and other personnel activities are to be accomplished without regard to such factors as race, color, sex, (including pregnancy), gender, creed, age, religion, national origin, citizenship status, marital or family status, sexual orientation, gender identity, military or veteran status, genetic information, or physical or mental disability if basic job qualifications are met.

Discrimination on any of these basis or any condition or characteristic protected by law is prohibited.  Anyone found to be engaging in any type of unlawful discriminatory behavior will be subject to discipline, up to and including termination of employment, at the discretion of the Company.  All members of management are fully advised of their responsibility to comply with this policy.  The Human Resources Manager shall be primarily responsible for implementing and overseeing this policy.

  • Partners will make a good faith effort to recruit a diverse group of employees and provide equal opportunity for minorities, women and disabled persons to become competitive in state contracting opportunities. Partners will advertise positions in media outlets that will provide information and access to the underserved populations.
  • Partners will utilize procedures, processes and techniques that are fair and do not have an adverse impact on minorities, women or disabled persons. Prospective employees will not be excluded from the hiring process due to race, color, religion, sex (including sexual harassment), national origin, disability, age (40 years old or more), military status, and veteran status.
  • Partners will provide newly hired employees with basic employment information during the first couple weeks on the job. New employee position descriptions, fringe benefits information, policies, procedures and EEO are a few of the topics which will be covered. Employees will not be denied fringe benefits and/or opportunities for promotion based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.
  • Partners will evaluate the performance of their employees on an annual It should provide the necessary supervisory feedback to identify areas to be improved as well as to reinforce those activities that meet or exceed standards. Performance appraisal will be evaluated without regard to race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.
  • Partners will attempt to diversify its workforce by utilizing training and, if applicable and reasonably available, internship programs with diverse participants. Training and internship programs can increase the number of qualified minorities, women, disabled persons and veterans available for job placement.
  • Partners will set clear disciplinary standards and warn of consequences for non-compliance. Discipline will be designed to rehabilitate employees who choose to correct their behavior as well as justify the termination of those who do not. The employer will not mistreat or unfairly discipline an employee based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.
  • Partners will conduct exit interviews as a problem-solving tool in an attempt to reveal employee turnover. Exit interviews can provide the organization with information about how to correct the causes of discontent and reduce the costly problem of employee turnover.
  • Partners will ensure Human Resources managers and supervisors understand this plan and hold managers and supervisors accountable for the effectiveness of this plan.
  • Partners will make a good faith effort to solicit business from certified minority owned businesses (MBE).  Partners will utilize the State of Ohio, Equal Opportunity Division’s webpage to access certified MBEs.

Complaint and Investigation Procedure

An employee who believes he or she is a victim of discrimination based on the employee’s race, color, sex, age, religion, national origin, veteran status, physical or mental disability or any other characteristic protected by state or federal law, should immediately bring the problem to the attention of the Human Resources Manager. If any employee feels reluctant to report discrimination to the Human Resources Manager, he or she may choose to report the incident directly to the President of the Company.

Complaints of discrimination will be promptly and carefully investigated. The Company will endeavor to protect the confidentiality of those involved, when possible, to investigate the claim.

Disciplinary action, up to and including termination, will be taken against any employee or management person who violates this policy.

© Copyright 2023, Partners