Affirmative Action Commitment

AIS reaffirms its belief and commitment to equal employment opportunity for all employees and

applicants for employment under all terms and conditions of employment.

AIS has developed and maintained a written Affirmative Action Program (AAP). AIS’s Chief

Executive Officer supports the affirmative action program and urges each employee to commit

to carrying out the intent of this policy. AIS maintains an audit and reporting system to determine

overall compliance with its equal employment opportunity mandates. The Human Resource

Specialist oversees the affirmative action plan development, modification, implementation,

effectiveness, reporting requirements, and conducts management updates. AIS invites any

applicant and/or employee to review AIS’s written Affirmative Action Plan. This plan is available

for inspection upon request during normal business hours at the Human Resources office.

As part of AIS’s commitment to this overall process, it will ensure all aspects of employment,

including recruitment, selection, job assignment, training, compensation, benefits, discipline,

promotion, transfer, layoff, and termination processes remain free of illegal discrimination based

upon race, color, religion, sex, sexual orientation, gender identity, national origin, disability (as

defined under Section 503 of the Rehabilitation Act of 1973), protected veteran status (as defined

under Vietnam Era Veterans’ Readjustment Assistance Act of 1974), or a person’s relationship

or association with a protected veteran, including spouses and other family members. AIS ensures

all employment decisions are based only on valid job requirements. Regular review helps ensure

compliance with this policy.

AIS will ensure that employees and applicants shall not be subjected to harassment due to their

status described above, or any harassment, intimidation, threats, coercion, or discrimination

because they have engaged in or may engage in any of the following activities: (1) filing a

complaint with AIS or with federal, state, or local agencies regarding the status covered under this

AAP, (2) assisting or participating in any investigation, compliance review, hearing, or any other

activity related to the administration of any federal, state, or local equal employment opportunity

or affirmative action statute pertaining to the status covered under this AAP; (3) opposing any act

or practice made unlawful by section 503 and/or VEVRAA, and (4) exercising any other right

protected by section 503 and/or VEVRAA or its implementing regulations in this part.