This page restates Dummars Consultants LLC’s commitment to Equal Employment Opportunity and Affirmative Action in plain language, drawn from the Company’s Employee Handbook and the federal EEO framework administered by the U.S. Equal Employment Opportunity Commission.
The Company’s EEO policy is recorded in Section 2.2 of the DCL Employee Handbook. The four paragraphs below are restated directly from that policy and apply to every employee of the Company.
It is the policy of the Company to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status, or any other classification protected by applicable local, state, or federal laws.
This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.
This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline and termination.
The Company expects all employees to support our equal employment opportunity policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate others in line with this policy to the fullest extent required by law.
Federal EEO law covers the categories below. DCL applies them across every hiring, pay, promotion, scheduling, training, discipline, and termination decision.
Decisions about hiring, pay, promotion, discipline, and termination cannot be based on race, color, or national origin — including the perception of any of these characteristics or association with someone who has them.
The Company prohibits discrimination on the basis of sex, pregnancy, sexual orientation, and gender identity. Caregiving responsibilities, pregnancy, and related medical conditions are addressed through the same interactive process used for other accommodations.
DCL makes reasonable accommodations for employees’ observance of religious holidays and practices unless the accommodation would cause an undue hardship on operations. Requests must be made in writing to a manager as far in advance as possible.
Qualified individuals with disabilities are entitled to reasonable accommodations to perform the essential functions of their job. DCL engages in an interactive process and may require medical certification of both the disability and the need for accommodation.
Hiring, promotion, layoff, and other employment decisions cannot be based on age. This aligns with the federal Age Discrimination in Employment Act (ADEA) and Virginia state protections.
DCL will not request, require, or use genetic information in employment decisions, in line with Title II of the Genetic Information Nondiscrimination Act (GINA).
Compensation decisions are based on job-related factors. Pay differentials based on sex or any other protected characteristic are prohibited under the Equal Pay Act and Title VII.
It is unlawful — and against DCL policy — to retaliate against any employee who in good faith reports discrimination, participates in a discrimination investigation or lawsuit, or opposes discriminatory practices.
EEO and Affirmative Action are often used together but mean different things. Federal contractors such as DCL are typically subject to both.
A federal mandate enforced by the U.S. Equal Employment Opportunity Commission (EEOC). EEO requires that employment decisions be made without regard to protected characteristics and that employers stop discriminatory practices when they occur.
A proactive set of steps — typically required of federal contractors through the Office of Federal Contract Compliance Programs (OFCCP) under Executive Order 11246, Section 503, and VEVRAA — to identify and remove barriers to equal opportunity and to expand outreach to underrepresented groups.
The Company meets the federal EEO and affirmative-action obligations applicable to a Service-Disabled Veteran-Owned Small Business (SDVOSB) with federal contracts.
Federal law requires that the EEOC "Know Your Rights" poster be displayed in conspicuous locations where employees and applicants can see it. The current version replaces the older "EEO is the Law" poster and is reissued periodically by the EEOC.
Federal contractors such as DCL must post a Pay Transparency Nondiscrimination Provision stating that the Company will not discharge, discriminate against, or otherwise retaliate against employees or applicants who inquire about, discuss, or disclose their pay or the pay of others.
Where applicable to the size and contract set of the Company, DCL files the EEO-1 Component Report with the EEOC and the VETS-4212 Report with the U.S. Department of Labor. These reports reflect workforce composition and veteran employment, and are submitted on the schedules the agencies set.
In compliance with the Americans with Disabilities Act, qualified individuals with disabilities receive reasonable accommodations to the fullest extent required by law. Requests are handled through the same HR channel as other accommodation requests.
No employee who in good faith raises a concern about discrimination, harassment, or pay transparency will be subject to retaliation. Concerns may be raised internally or to the EEOC, the OFCCP, or to the appropriate state agency.
Employees and applicants may use any of the channels below. DCL’s non-retaliation policy applies regardless of which channel is used.
Federal charges of discrimination under Title VII, ADA, ADEA, GINA, and the Equal Pay Act.
1-800-669-4000
eeoc.gov
Affirmative Action and EEO compliance for federal contractors and subcontractors.
1-800-397-6251
dol.gov/agencies/ofccp
Wage, hour, overtime, and Family and Medical Leave Act complaints.
1-866-487-9243
dol.gov/agencies/whd
Internal reporting channel for EEO concerns, accommodations, and complaints.
(703) 405-4965
JDD@dummarsconsultants.com
DCL will not retaliate against anyone who raises a good-faith concern. Contact Human Resources to start a confidential conversation, or reach out directly to the EEOC or the U.S. Department of Labor.
