GUNDERSON MARINE LLC
 Employment Policy Updates
 January 2024

Equal Employment Opportunity

EEO STATEMENT

Gunderson Marine LLC is committed to providing equal employment opportunities for all employees and applicants. Gunderson Marine bases all employment decisions on business needs, job requirements, and individual qualifications without regard to protected characteristics, including, but not limited to, race (including physical characteristics that are historically associated with race, including, but not limited to, natural hair, hair texture, hair type, and protective hairstyles), color, national origin, ethnicity, citizenship status, religion, sex, gender, pregnancy (including pregnancy- or childbirth-related disability or medical conditions), sexual orientation, gender identity/expression, marital or domestic partnership status, age, military or uniform service member status, an expunged juvenile record, physical or mental disability, genetic information, or any other protected characteristic under applicable federal, state, or local law. This policy applies to all aspects of employment and employment decisions, including, but not limited to, hiring, selection, job assignment, training, compensation, promotion, discipline, termination, and access to benefits.

Employees may discuss questions about equal employment opportunities with their manager or HR.

AFFIRMATIVE ACTION POLICY

Gunderson Marine maintains a continuing policy of non-discrimination in employment.  It is our policy to provide equal opportunity to individuals with disabilities and protected veterans in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations.  This policy of nondiscrimination shall include, but not be limited to, the following employment decisions and practices:  hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising.

Employees and applicants of Gunderson Marine will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to the Americans With Disabilities Act, Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, the Veterans Employment Opportunities Act of 1998, or any other federal or state non-discrimination law, rule, or regulation.

Gunderson Marine will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy.  Gunderson Marine will investigate all reports or complaints, and take appropriate disciplinary action if necessary, up to and including termination of employment, if necessary.  Gunderson Marine strictly prohibits all forms of retaliation against anyone who complains of or witnesses behavior contrary to this policy.

Employees who believe that they have experienced or witnessed discrimination, or who wish to review appropriate portions of these programs, should notify HR. 

Prohibition of Discrimination, Harassment, and Retaliation

Gunderson Marine is committed to providing a work environment that is free from all forms of unlawful discrimination, harassment, and retaliation. This policy applies to all employees and prohibits unlawful discriminatory, harassing, or retaliatory conduct by anyone—including employees, supervisors, managers, officers, board members, clients, vendors, or others in the workplace. Employees with questions about this policy should contact their manager or HR.

Prohibited Conduct

Gunderson Marine prohibits workplace conduct that constitutes discrimination or harassment because of an individual’s “protected characteristic,” including race (including physical characteristics that are historically associated with race, including, but not limited to, natural hair, hair texture, hair type, and protective hairstyles), color, national origin, ethnicity, citizenship status, religion, sex, gender, pregnancy (including pregnancy- or childbirth-related disability or medical conditions), sexual orientation, gender identity/expression, marital or domestic partnership status, age, military or uniform service member status, an expunged juvenile record, physical or mental disability, genetic information, or any other protected characteristic under applicable federal, state, or local law.

This policy also expressly prohibits sexual assault, defined as unwanted conduct of a sexual nature inflicted upon a person or compelled by physical force, manipulation, threat, or intimidation.

For purposes of this policy, the “workplace” includes when employees are on Gunderson Marine premises, at Gunderson Marine-sponsored off-site events, traveling on behalf of Gunderson Marine, or representing or conducting business, regardless of location, on behalf of Gunderson Marine.

In accordance with this policy, Gunderson Marine will not take or tolerate any discriminatory employment action (including, but not limited to, hiring, scheduling, compensation, promotion, disciplinary, or termination decisions) or unlawful harassment against any employee or applicant based on a protected characteristic. Gunderson Marine also will not take or tolerate any form of retaliatory action toward an employee because they have, in good faith, made a report, filed a complaint, or participated in the investigation of a complaint under this policy.

Retaliation Is Prohibited

Gunderson Marine strictly prohibits all forms of retaliation against any employee for making a good-faith report of unlawful discrimination, harassment, or retaliation under this policy. Gunderson Marine will not take, or tolerate, any form of retaliatory or negative treatment or action against an employee because they made a good faith report or complaint under this policy or participated in any workplace investigation or complaint process. An employee, including a supervisor or manager, who retaliates against another employee for reporting harassment, discrimination, or retaliation under this policy will be subject to disciplinary action, up to and including termination of employment.

Non-Disclosure/Non-Disparagement Agreements

In accordance with Oregon law, Gunderson Marine will not require or coerce any employee (including a current, former, or prospective employee) to enter into any agreement as a condition of employment, continued employment, promotion, compensation, or receipt of benefits that contains a non-disclosure, non-disparagement, or other provision that has the purpose or effect of preventing the employee from disclosing or discussing workplace conduct that constitutes sexual assault or discrimination or harassment because of race, color, national origin, religion, sex, gender, pregnancy, sexual orientation, gender identity/expression, marital status, age, an expunged juvenile record, uniformed service, or disability.

A non-disclosure provision prohibited by this policy is an agreement by which one or more parties agree not to discuss or disclose information regarding workplace conduct that constitutes sexual assault or discrimination or harassment because of race, color, national origin, religion, sex, gender, pregnancy, sexual orientation, gender identity/expression, marital status, age, an expunged juvenile record, uniformed service, or disability, including the amount or terms of a settlement. A non-disparagement provision is an agreement by which one or more parties agree not to discredit or make negative or disparaging written or oral statements about any other party or the organization. A no-rehire provision is an agreement that prohibits an employee from seeking reemployment with Gunderson Marine and allows Gunderson Marine not to rehire that individual in the future.

Notwithstanding the foregoing, an agreement with an employee that includes a release of claims against the employer for workplace conduct that constitutes sexual assault or discrimination or harassment because of race, color, national origin, religion, sex, gender, pregnancy, sexual orientation, gender identity/expression, marital status, age, an expunged juvenile record, uniformed service, or disability may include an otherwise prohibited non-disclosure, non-disparagement, no-rehire, or other provision as a term or condition of the agreement, if voluntarily requested by the employee and provided the employee has seven days to revoke the agreement. Gunderson Marine may also enter into an agreement with an employee that includes such provisions if it makes a good faith determination that the employee engaged in workplace conduct that constitutes sexual assault or discrimination or harassment because of race, color, national origin, religion, sex, gender, pregnancy, sexual orientation, gender identity/expression, marital status, age, an expunged juvenile record, uniformed service, or disability, or as otherwise permitted by Oregon law.

Non-Interference

Nothing in this policy, nor any of Gunderson Marine’s separate policies, is intended to have the purpose or effect of preventing employees from disclosing or discussing workplace conduct that constitutes sexual assault or discrimination or harassment in violation of ORS 659A.030 (because of race, color, national origin, religion, sex, gender, pregnancy, sexual orientation, gender identity/expression, marital status, age, or an expunged juvenile record), ORS 659A.082 (because of uniformed service), or ORS 659A.112 (because of disability), or engaging in other legally protected disclosures, except to the extent expressly permitted by applicable law.