GREAT WESTERN RECLAMATION, INC. TECHNICAL PROPOSAL PART 2

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Whenever external recruiting is necessary, positions paying $25, 000 or less (annually) must be listed with the local State Employment Service. As openings occur, recruitment sources outlined in the location' s Affirmative Action Plan must be utilized to increase the flow of female and minority applicants. 3 . Requirements for vendors, unions, sub-contractors, etc. include: Each operating location must notify its vendgrs, subcontractors and unions, if applicable, of its Equal Opportunity Employer status on an annual basis and that it will take affirmative action to employ individuals with disabilities, disabled veterans, and Vietnam era veterans. On an annual basis each operating location must send notification to its vendors and sub-contractors regarding non- segregated facilities and identification of minority and female vendors. Minority and female vendors should be solicited and utilized on an ongoing basis. Public access areas must be accessible to persons with disabilities. Collective bargaining agreements must contain a non- discrimination clause. Responsibilities The General Manager and Controller are responsible for complying with divisional requirements. Where a Human Resources Department is present, coordination and implementation of all necessary materials will be handled by Human Resources Manager who will assume joint responsibility with the General Manager and Controller for complying with the requirements. Each location must provide periodic reports, as required by regional management, on their goals and progress on their AAP. Reports on goals and progress should be reviewed semi-annually. The Human Resources Manager is responsible for providing advice, assistance and review to management' on EEO, AAP and Cultural Diversity. Review Exceptions to this Directive require approval from the Region Human Resources Manager. 2