CDL provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

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CDL expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.

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Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the HR Director. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels he or she has been subjected to any such retaliation, he or she should bring it to the attention of the HR Director.

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Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to:

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(1) shunning and avoiding an individual who reports harassment, discrimination or retaliation;

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(2) express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination or retaliation; or

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(3) denying employment benefits because an applicant or employee reported harassment, discrimination or retaliation or participated in the reporting and investigation process.

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Complaints of discrimination should be filed according to the procedures described in the Harassment and Complaint Procedure.

To ensure equal employment opportunities for qualified individuals with a disability, CDL will make reasonable accommodations for the known disability of an otherwise qualified individual, unless undue hardship on the operation of the business would result.

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Employees who may require reasonable accommodation should contact the Human Resources Department.

CDL is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives. This commitment is embodied in company policy and the way we do business at CDL and is an important principle of sound business management.

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Sexual and other unlawful harassment is a violation of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, as well as many state laws. Harassment based on a characteristic protected by law, such as race, color, ancestry, national origin, gender, sex, sexual orientation, gender identity, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law, is prohibited.

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It is CDL’s policy to provide a work environment free of sexual and other harassment. To that end, harassment of CDL’s employees by management, supervisors, coworkers, or non-employees who are in the workplace is absolutely prohibited. Further, any retaliation against an individual who has complained about sexual or other harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated. CDL will take all steps necessary to prevent and eliminate unlawful harassment.

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Definition of Unlawful Harassment.

“Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, hostile, or offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

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Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law.

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Definition of Sexual Harassment.

While all forms of harassment are prohibited, special attention should be paid to sexual harassment. “Sexual harassment” is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where:

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Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions; or

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Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

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Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment.

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While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the

conduct and its pervasiveness:

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• Unwanted sexual advances, whether they involve physical touching or not;

• Sexual epithets, jokes, written or oral references to sexual conduct, gossip

   regarding one’s sex life, comments about an individual’s body, comments about

   an individual’s sexual activity, deficiencies, or prowess.

• Displaying sexually suggestive objects, pictures, or cartoons.

• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or

   suggestive or insulting comments.

• Inquiries into one’s sexual experiences; and

• Discussion of one’s sexual activities.

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All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment and retaliation against individuals for cooperating with an investigation of sexual harassment complaint is unlawful and will not be tolerated at CDL.

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Complaint/Grievance Procedure.

Any employee who believes he or she has been subject to or witnessed illegal discrimination, including sexual or other forms of unlawful harassment, is requested and encouraged to make a complaint. You may complain directly to your immediate supervisor or department manager, the HR director, or any other member of management with whom you feel comfortable bringing such a complaint. Similarly, if you observe acts of discrimination toward or harassment of another employee, you are requested and encouraged to report this to one of the individuals listed above. Forms can be found on the company’s intranet/KRONOS platform.

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No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above. All complaints will be investigated promptly and, to the extent possible, with regard for confidentiality.

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If the investigation confirms conduct contrary to this policy has occurred, CDL will take immediate, appropriate, corrective action, including discipline, up to and including immediate termination.

CDL requires a pre-employment drug screen depending on the job requirement of the position being applied for. If the pre-employment drug screen is returned positive, the offer for employment may be rescinded.

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Anytime CDL suspects that you are under the influence of an illegal, controlled substance or alcohol while on duty, or otherwise have violated CDL’s drug policy, you will be required to submit to a drug and/or alcohol test.

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It is not CDL’s policy to measure the degree you are under the influence of an illegal, controlled substance or alcohol. If a test indicates the presence of illegal, controlled substances, or their metabolites, or alcohol, that employee is presumed to be under the influence by such drugs and will be subject to disciplinary action up to & including termination.

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Because of the sensitivity, the substance abuse test may reveal whether or not you have used certain drugs within the recent past (in rare cases up to sixty (60) days before the sample was taken). As a general matter, the test cannot distinguish between recent use and under-the influence. A positive finding on any substance abuse test will support the presumption that you were under the influence at the time the sample was taken. Furthermore, it is CDL’s policy to forbid the use of illegal drugs, deemed so by the federal government.

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CDL Electric Company, Inc. and its designated agents and representatives conduct comprehensive background checks through a consumer report and/or an investigative consumer report is generated for employment, promotion, reassignment or retention as an employee. The scope of the consumer report/investigative consumer report may include, but is not limited to, the following areas: verification of Social Security number; current and previous residences; employment history, including all personnel files; education; references; criminal history, including records from any criminal justice agency in any or all federal, registration; and any other public records. If any adverse action is to be taken upon the consumer report, a copy of the report and a summary of the consumer’s rights will be provided to the applicant/employee.

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CDL Electric’s D.O.T. Compliance Administrator runs a Motor Vehicle Record (MVR) on all employees that will be or may be asked to operate company equipment. Although the MVR is checked annually, they are continuously being monitored, and the Compliance Administrator will receive any type of alerts if any changes were to happen. The purpose of running MVR checks on all employees, is to verify that they meet all of the qualifications to operate a company vehicle and do not have any of the violations listed in the Safety Fleet Policy.

 

CDL Electric Company, Inc. also uses E-Verify web-based system to confirm the eligibility of employees to work in the United States. Through E-Verify, CDL Electric Company Inc., can verify identity and employment eligibility of newly hired employees by electronically matching information provided by employees on the Form I-9, Employment Eligibility Verification, against records available to the Social Security Administration (SSA) and the Department of Homeland Security (DHS).

CDL ELECTRIC, Inc., as well as its subsidiaries, has a zero-tolerance policy prohibiting trafficking in persons. This includes, but is not limited to, the following trafficking-related activities:

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• Engaging in any form of human trafficking where travel is arranged or facilitated for any persons with a view to exploiting them.

• Procuring commercial sex acts in the performance of any work.

• Using forced labor in the performance of any work or coercing any persons to perform work or activities under threat of penalty.

• Destroying, concealing, confiscating, or otherwise denying access by an employee to the employee’s identity or immigration documents, such as passports or drivers’ licenses, regardless of issuing authority.

• Using misleading or fraudulent practices during the recruitment of candidates/employees or offering of employment.

• Using recruiters that do not comply with local labor laws of the country in which the recruiting takes place.

• Charging applicants/candidates/employees recruitment fees.

• Failing to provide return transportation or pay for the cost of return transportation upon the end of employment, for an employee who is not a national of the country in which the work is taking place and who was brought into that country for the purpose of working on a U.S. Government contract or subcontract (for portions of contracts performed outside the United States), unless the employee is legally permitted to remain in the country of employment and chooses to do so, or if an appropriate agency has exempted this requirement.

• Failing to provide return transportation or pay for the cost of return transportation upon the end of employment, for an employee who is not a United States national and who was brought into the United States for the purpose of working on a U.S. Government contract or subcontract, if the payment of such costs is required under existing temporary worker programs or pursuant to a written agreement with the employee (for portions of contracts performed inside the United States), unless the employee is legally permitted to remain in the country of employment and chooses to do so, or if an appropriate agency has exempted this requirement.

• Providing or arranging housing that fails to meet the host country housing and safety standards.

• If required by law or contracts, failing to provide an employment contract, recruitment agreement, or other required work document in writing and in a language the employee understands.

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CDL ELECTRIC, INC does not and will not permit its employees, subcontractors, vendors, suppliers, or other entities doing business with CDL Electric, Inc to engage in any form of human trafficking and the above activities.

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CDL Electric, Inc prohibits retaliation against anyone who files a complaint or reports a suspected violation of this policy. An employee or other party who violates this policy will be subject to appropriate discipline by CDL Electric, Inc, including, but not limited to, disclosure of the violation to government officials, when required by law or contract, and termination. 

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Any suspected violation should be reported immediately to Human Resources.

Contact Us

If you are in immediate danger, contact 911. 

Call

For immediate assistance, call the National Human Trafficking Hotline at

1-888-373-7888. You can reach the Hotline 24 hours a day, 7 days a week in more than 200 languages. All calls are confidential and answered live by highly trained

Anti-Trafficking Hotline Advocates.

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Report Online 

Submit a tip online about a potential trafficking case.

 

Email

Send us an email at help@humantraffickinghotline.org.