Davey Tree is committed to being an equal-opportunity employer. Davey Tree’s policy is to offer equal opportunity to all qualified employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, pregnancy status, familial status, genetic information, veteran status, disability, or any other category protected by applicable federal, state, or local laws.
Davey Tree will not discriminate, retaliate, or take other adverse action against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Davey Tree, or (c) consistent with Davey Tree’s legal duty to furnish information.
It is also Davey Tree’s policy not to discriminate because of a person’s relationship or association with a protected veteran. This includes spouses and other family members. Davey Tree will safeguard the fair and equitable treatment of protected veteran spouses and family members with regard to all employment actions and prohibit harassment of applicants and employees because of their relationship or association with a protected veteran.
This policy is applicable to recruitment, hiring, rates of pay, job assignments, promotion, training, discipline, termination, layoffs, transfer, employee benefits, and all other terms and conditions of employment. All employees are expected to comply with this EEO policy. Supervisors who are responsible for meeting business objectives are expected to cooperate fully in meeting our EEO objectives
Affirmative Action Employer
Davey Tree is a covered federal contractor or subcontractor subject to the requirements of Executive Order 11246, as amended, the Vietnam Era Veterans Readjustment Assistance Act (“VEVRAA”), as amended, and Section 503 of the Rehabilitation Act of 1973, as amended (“Section 503”).
It has been and shall continue to be both the official policy and the commitment of Davey Tree to further equal employment opportunities for all persons regardless of race, religion, color, national origin, sex, gender identity, sexual orientation, age, status as a protected veteran, or status as a qualified individual with a disability. Davey Tree’s EEO policy, as well as its affirmative action obligations, includes the full and complete support of Davey Tree, including its Owners.
Employees and applicants who exercise any right protected by Section 503, VEVRAA, and their implementing regulations will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in those activities. Protected activities include filing a complaint and assisting or participating in an investigation, compliance evaluation, hearing, or other activity related to
Section 503 and VEVRAA.
Davey Tree maintains an Affirmative Action Plan and audit and reporting system for the purpose of proactively seeking employment and advancement in employment of women, minorities, protected veterans, and individuals with disabilities. Upon request, Davey Tree will make accessible to individuals its Affirmative Action Plan for women, minorities, protected veterans, and individuals with a disability. If you are interested, please submit a written request by emailing email@example.com between 8:00 a.m. and 5:00 p.m., Monday through Friday. Davey Tree will then schedule a mutually convenient time for you to review the Affirmative Action Plan.
Davey Tree’s Vice President of Human Resources is responsible for implementing Davey Tree’s Affirmative Action Plan. Questions or concerns regarding Davey Tree’s Equal Employment Opportunity Policy or Affirmative Action Program should be referred to the Human Resources Department.