Human Resources

Equal Employment Opportunity and Affirmative Employment Policy Statement

It is the policy of Rand Construction Company to assure equality of opportunity for all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, or disability. In addition, Rand will continue to ensure that employees and applicants can work free from retaliation based upon participation in the Equal Employment Opportunity (EEO) process. Rand Construction Company has been and will continue to be committed to a policy of EEO and to the principles of affirmative action.

Rand is committed to increasing the employment and advancement opportunities of groups protected under the federal nondiscrimination statutes that are underrepresented in the Rand work force as compared to their relevant civilian labor force levels. We are committed to EEO laws and the realization of a work force that reflects the Nation's diversity through the implementation of an effective affirmative employment program.

We will continue to value and respect the differences each employee brings from his/her culture. In addition, supervisors and managers will continue to create an environment where all employees are judged on their merits and promote a workplace free of discriminatory policies and practices. Managers and supervisors are held accountable for supporting the Company's EEO policy and programs.

We expect and encourage supervisors and managers to promote Rand's EEO policy in all of their employment activities, including the implementation of the affirmative employment program.


Rand Construction Company's Policy on Anti-Discrimination/Anti-Harassment

Rand Construction is committed to a work environment in which all individuals are treated with respect and dignity.  Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment.  Rand expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment.

Equal Employment Opportunity

It is the policy of Rand Construction to ensure equal opportunity without discrimination of harassment on the basis of race, color, religion, sex, sexual orientation, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law.  Rand prohibits any such discrimination or harassment.

Retaliation Is Also Prohibited

Rand Construction encourages reporting of all perceived incidents of discrimination or harassment.  It is the policy of Rand to promptly and thoroughly investigate such reports.  Rand Construction prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

Definitions of Harassment

1.  Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws.  For purposes of this policy, sexual harassment is defined as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individuals’ employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender.  Depending on the circumstances, these sexual favors; sexual jokes and innuendo; verbal abuse or a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

2.  Harassment on the basis of any other protected characteristic also is strictly prohibited.  Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law or that of his/her relatives, friends or associates, and that: (i) has the purpose of effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose of effect of unreasonably interfering with an individual’s work performance; or (iii) otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes, but is not limited to nicknames, slurs, or negative stereotyping; threatening, intimidating or hostile acts; belittling jokes; and written or graphic material that belittles or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by email, phone (including voice messages), text messages, social networking sites, etc.

Individuals and Conduct Covered

These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or by someone not directly connected to Rand Construction (e.g, an outside vendor, consultant, customer or visitor).

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.

Reporting an Incident of Harassment, Discrimination or Retaliation

Rand Construction Company encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position.  Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, the Human Resource Office or President, Dan Hinrichs.  See the complaint procedure described below.

In addition, Rand encourages individuals who believe they are being subjected to such conduct promptly to advise the offender that his or her behavior is unwelcome and request that it be discontinued.  Often this action alone will resolve the problem.  Rand recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

Complaint Procedure

Individuals who believe they have been the victims of conduct prohibited by this policy statement or believe they have witnessed such conduct should discuss their concerns with the Human Resource Manager/EEO Officer or the President, Dan Hinrichs as soon as possible.

Rand encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained.  Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action.  Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.  Responsive action may include, for example, training, referral to counseling and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay or termination, as Rand Construction believes appropriate under the circumstances.

If a party to a complaint does not agree with its resolution, that party may appeal to the Human Resource Manager and/or the President.

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.

Conclusion

Rand Construction has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination and retaliation.  Rand will make every reasonable effort to ensure that all concerned are familiar with these policies and aware that any complaint in violation of such policies will be investigated and resolved appropriately.

Any employee who has any questions or concerns about these policies should talk with the manager of human resources.

Finally, these policies should not, and may not, be used as a basis for excluding or separating individuals or a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussion.  In other words, no one should make the mistake of engaging in discrimination or exclusion in order to avoid allegations of harassment.  The law and the policies of Rand prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment.  The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of exception to them.

Rand Construction encourages all employees to report any incidents of discrimination forbidden by this policy immediately so that complaints can be quickly and fairly resolved.  We will not tolerate unlawful discrimination or harassment against our employees or applicants for employment.   Any person found providing false/fraudulent information will be subject to appropriate disciplinary action up to termination.

You also should be aware that the Federal Equal Employment Opportunity Commission and the Missouri Human Rights Commission investigate and prosecute complaints of prohibited discrimination in employment.  If an employee thinks they have been discriminated against or that they have been retaliated against for resisting or complaining, they may file a complaint with the appropriate agency.  The nearest office is listed in the telephone book.


Rand Construction Company's Policy on American with Disabilities Act

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that require employers with 15 or more employees to not discriminate against applicants and individuals with disabilities and, when needed, to provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.

It is the policy of Rand Construction Company to comply with all federal and state laws concerning the employment of persons with disabilities and act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

When an individual with a disability is requesting accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, he or she will be given the same consideration for employment as any other applicant. Applicants who pose a direct threat to the health, safety and well-being of themselves or others in the workplace when the threat cannot be eliminated by reasonable accommodation will not be hired.

Rand will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Rand Construction Company. Contact Human Resource Office with any questions or requests for accommodation. 

All employees are required to comply with the company safety standards. Current employees who pose a direct threat to the health and/or safety of themselves or other individuals in the workplace will be placed on appropriate leave until an organizational decision has been made in regard to the employees’ immediate employment situation.
Individuals who are currently using illegal drugs are excluded from coverage under the company ADA policy.

Human Resource Manager is responsible for implementing this policy, including resolution of reasonable accommodation, safety/direct threat and undue hardship issues.


Rand Construction Company's Policy on Drug-Free Workplace/Substance Abuse Testing

Rand Construction Company strives to maintain a safe and healthy environment for our customers and our employees.  Therefore, no employee shall work, report to work or be present on company premises, or engage in company business at any location while under the influence of alcohol or controlled substances which could affect job safety or performance.

The unlawful or unauthorized manufacture, distribution, dispensation, possession, sale or use of alcohol or controlled substance on company premises or while engaged in official company business is also strictly prohibited.

Any violation of this substance abuse policy may result in disciplinary action, up to and including discharge.

Rand Construction Company reserves the right to take any action; including requiring an employee to submit to drug and alcohol testing, if the company believes there is reasonable suspicion that an employee has violated the substance abuse policy.  An employee’s consent to submit to such a test is required as a condition of employment.  The refusal to consent to alcohol or drug testing may result in disciplinary action, including termination.  A mandatory urinalysis may be given once a year at the Companies expense.  Random drug testing may also be given at the Companies expense.  After every reported accident at the work place resulting in injury the affected employee will be required to take a drug and alcohol test, NO EXCEPTIONS.  Drug testing will take place within 24 hours.

In addition, Rand Construction Company may conduct searches without further notice for illegal drugs or alcohol on company premises or at company work sites.  Such searches may be conducted at any time and need not be based on reasonable suspicion.  Employees are expected to fully cooperate in such searches.  An employee’s consent to a search is required as a condition of employment and the employee’s refusal to consent may result in disciplinary action, including termination.


Rand Construction Company's Policy on Safety Procedures

It is the intention of Rand Construction Company to provide a safe environment for all employees and customers.  To ensure this all employees are encouraged to be aware of dangerous situations and health risk in the work place.  All concerns should be forwarded to the Safety Director, Randall Walton, or your immediate supervisor.

All accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues must be reported immediately to your manager.  ALL accidents/injuries/illnesses are to be reported IMMEDIATELY to your supervisor or another supervisor at the site. In the case you are unable to report the accident to a foreman/supervisor contact Randall Walton in the office at 816-421-4143.  If you or another employee is injured, you should contact outside emergency response agencies, if needed.  Even if an injury does not require medical attention, an Injury/Illness Report Form must still be completed in case medical treatment is later needed and to insure that any existing safety hazards are corrected. 

Federal law (Occupational Safety and Health Administration) requires that we keep records of all illnesses and accidents that occur during the workday.  Any employee’s failure to notify the appropriate Company officials promptly and fully of all details concerning a work related injury/illness might be cause for his or her worker’s compensation benefits to be denied or affected. OSHA also provides for your right to know about any health hazards that might be present on the job. 

Should you have any questions or concerns, contact your supervisor for more information.


Rand Construction Company's positions available

To apply for a position, please submit your resume via fax at (816) 421-4145 or email at inquire@randsc.com. You can also stop by our office or mail your resume to Rand Construction Company, Human Resource Office, 1428 W. 9th Street, Kansas City, MO 64101.