CDM Atlanta, Inc.
404 487 5336
AFFIRMATIVE ACTION PROGRAM
I. Purpose
A. The principal goal of our program is to ensure equal employment opportunity for minorities and females,
and to ensure and maintain a working environment free of harassment, intimidation and coercion at all
places of employment.
B. CDM Atlanta, Inc. has adopted the following Affirmative Action Program to be instituted in order to
comply with Title VII of the Civil Rights Act of 1964 entitled Equal Employment Opportunity and to
comply with Executive Order 11246 and subsequent orders, if any.
II. Policy
A. CDM Atlanta, Inc. is committed to nondiscrimination in hiring and employment. Applicants will be
considered without regard to sex, creed, national origin, age, race or color. Employees will be treated
equally in consideration of advancement, including transfer, promotion, benefits, and compensation.
Nondiscrimination has always been practiced by CDM Atlanta, Inc. and will continue to be our policy.
B. In addition to nondiscrimination, CDM Atlanta, Inc. will actively seek to employ persons who have
historically been denied the opportunity to participate on an equal basis in the business community. We
will encourage and cooperate with our clients, subcontractors, suppliers, and authorized agencies to
promote the training, employment, and advancement of females and minority groups without regard to
characteristics not relating to actual qualifications and/or requirements.
III. Responsibilities
A. To oversee the implementation of these policies, Michael J. Lennon, President, has appointed Nancy A.
Nowacki as the Equal Employment
B. The responsibilities of the E. E. O. Officer include, but are not limited to, the following duties:
1. The development and implementation of policies.
2. The dissemination of the Company's policies both internally and externally.
3. Monitoring and reporting to the President and other supervisory personnel the latest
developments in the area of affirmative action.
4. Identifying and overcoming roadblocks to nondiscrimination and affirmative action.
5. Periodically discussing the Company's goals and accomplishments in the areas of equal
opportunity with CDM Atlanta, Inc.'s managerial staff.
6. Conducting orientation lectures for all new managerial employees to ensure familiarity with the
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CDM Atlanta, Inc.
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Equal
Employment
IV. Dissemination of Policy
A. Internal -- The Company will:
1. Review this policy semi-annually at management and supervisory meetings.
2. Enact this policy in all hiring and employment procedures
3. Attest to the Company's policy of nondiscrimination and affirmative action in job interviews.
4. Periodically review and update the policy with all employees responsible for hiring and/or
supervising personnel, and any other employees in a position to transmit or enhance CDM
Atlanta, Inc.'s Affirmative Action Program.
5. Post on all jobsite and office bulletin boards CDM Atlanta, Inc.'s Affirmative Action Program.
6. Consider in evaluating job performance the effectiveness of managerial and supervisory
personnel in the implementation of the Company's policies.
7. Assign inexperienced minorities and female personnel to on-the-job training work, when such
work is available.
8. Maintain a current file of names, addresses, and telephone numbers of each minority or female
applicant or agency referral and record the reason if such a person is not employed.
9. Notify the Compliance Director when recruitment sources fail to supply minority persons or
women requested.
10. Encourage present minority and female employees to recruit other minority persons and women
and where reasonable provide after school and vacation employment to minority and female
youths.
11. Review on each job all employee's work for job progression and promotional opportunities
without discrimination.
12. Ensure that seniority, work assignments, and job classifications are not used to promote
discriminatory practices.
13. Ensure that all facilities and company activities and programs are nonsegregated.
14. Document all Affirmative Action activities so as to show results obtained and that good faith
actions have been taken.
15. Document and maintain a record of all solicitation of others for sub-contracts from minority or
female construction contractors and suppliers.
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16. Contribute to or utilize Training Programs which include minorities and females.
17. Supply management leadership in recruiting and promoting females and minorities.
18. Equitably administer and validate any employment prerequisites such as education and/or testing.
19. Conduct a review, no less than annually, of all supervisors' adherence to and performance under
CDM Atlanta, Inc.'s Equal Employment Opportunity Policies and Affirmative Action goals.
20. Conduct a review, no less than biannually, of the Company's effectiveness in meeting goals and
timetables.
B. External -- The Company will:
1. Disseminate the Company's E. E. O. policy to referral agencies and training programs,
requesting their cooperation.
2. Maintain a current list of minority and female job applicants, recruitment sources and
community organizations and provide written modification to the same when seeking employees.
The company shall maintain a record of these individuals' and organizations' responses.
3. Direct recruitment efforts for minority and female persons both oral and written to community
organizations and institutions that are likely to have such persons.
4. Provide written notification to and discuss this policy with other contractors and subcontractors
with which CDM Atlanta, Inc. does or anticipate doing business.
5. Place employment advertising with media with high minority and female audiences.
6. Place an emphasis on our status as an Equal Opportunity Employer in all solicitation.
V. Utilization Analysis and Procedures in the Event of Underutilization
A. CDM Atlanta, Inc. will periodically evaluate the Company's utilization of females and minorities with
regard to their availability.
B. In job categories where CDM Atlanta, Inc. should fail to utilize females or minorities with parity to their
availability for employment the Company shall:
1. Intensify recruitment efforts through media and referral sources likely to attract females and/or
minorities.
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2. Evaluate present employees with consideration to their capability and/or availability to assume or
be trained for positions currently deficient in females and/or minorities.
3. Encourage all supervisors to advocate to females and/or minorities in their employ the
opportunity for advancement within the company.
4. Seek to refill vacated positions with females or minorities.
5. Target the deficient job categories for discussion in managerial meetings.
6. Ensure that selection of employees shall be based solely on job qualifications.
VI. Summary
CDM Atlanta, Inc. reaffirms herewith our dedication to the principles and objective underlying this Equal
Employment
This company recognizes the adverse effect on society when individuals and/or groups are the victims of
discrimination totally unrelated to their capabilities. The company further recognizes that the effective
reversal of the effects of discrimination is contingent on the active implementation of the aforestated
program.
We encourage all clients, associates, subcontractors, suppliers and employment agencies to actively
prescribe to a policy of equal employment and affirmative action procedures.
Nancy A. Nowacki, General Manager and E.E.O.O.
Date