We are very proud to be an equal opportunity employer committed to the principles of equal employment opportunity. It is our policy that we recruit, hire, develop, and promote applicants and team members in all job titles, and ensure that all other personnel actions are administered, without regard to marital status, race, color, creed, gender, sex, religion, national origin, gender identity, age, veteran status, union affiliation, physical or mental disability, citizenship status, sexual orientation, genetic information, or other legally protected status, and we will ensure that all employment decisions are based only on valid job requirements.
It is our policy to take affirmative action to employ and advance in employment protected veterans and individuals with disabilities. It is further our policy to take affirmative action consistent with any applicable state contractor requirements. The company will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified team member or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.
Our affirmative action program (AAP) contains an audit and reporting system which enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, measure our compliance with the program’s specific obligations, and document actions taken to comply with the obligations.
Chief Executive Officer, Peter A. Vigue, supports our company’s affirmative action program and has delegated responsibility for implementing our program to Michael W. Bennett, Sr. Executive Vice President and EEO Officer. Team members and applicants may review the non-confidential portions of the affirmative action plans during regular business hours by contacting Michael W. Bennett at mbennett@cianbro.com, (800) 315-2211, ext. 2318, or (207) 679-2318.
It is company policy to:
All team members have the right to work in an environment free from harassment based on marital status, race, color, creed, gender, sex, religion, national origin, gender identity, age, veteran status, union affiliation, physical or mental disability, citizenship status, sexual orientation, genetic information, or other legally protected status. Harassment of any kind is not only a violation of company policy, it’s against the law. The company does not allow any form of workplace harassment or abuse by its supervisors, workers, subcontractors, or suppliers and will take any action necessary to prevent and correct it from happening.
The company does not allow team members to physically or verbally harass or abuse other team members. This conduct includes, but is not limited to, display of offensive images, slurs, off-color jokes, or degrading comments concerning marital status, race, color, creed, gender, sex, religion, national origin, gender identity, age, veteran status, union affiliation, physical or mental disability, citizenship status, sexual orientation, genetic information, or other legally protected status, graphic verbal comments about an individual's body, and display in the workplace of sexually suggestive or offensive objects or images. Although it may not be anyone's intent to offend, this behavior is strictly not allowed when it has the effect of offending another team member.
Both federal and state laws prohibit sexual harassment and abuse. Sexual harassment is defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
The company is responsible for its acts and the acts of its supervisory team members with respect to sexual harassment or abuse regardless of whether the specific acts complained of were unauthorized or known by the company and regardless of whether we knew or should have known of their occurrence. No supervisor is permitted to threaten or insinuate (either openly or implied) that a team member's submission to or rejection of sexual advances will in any way influence decisions regarding the team member's employment, evaluation, wages, advancement, assignment, or any other condition of employment or career advancement. Team members must give management the opportunity to correct the situation in cases of supervisory or co-worker harassment.
To help ensure team member safety, please report protection orders or personal situations that might compromise workplace safety to your supervisor.
Team members who believe they have been harassed or discriminated against should immediately report their concerns to any of the following:
If the complaint is not resolved to your satisfaction, contact the Human Rights Commission (or appropriate agency) in your state. It is unlawful for the company to retaliate against anyone who files a complaint of discrimination or harassment.
Our Offices
Corporate Headquarters
P.O. Box 1000
Pittsfield, ME 04967
207-487-3311
info@cianbro.com