GREAT WESTERN RECLAMATION, INC. TECHNICAL PROPOSAL PART 1

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All Great Western Reclamation Mangers and Supervisors attend an annual one day session on the Affirmative Action Program. It includes discussions of Great Western Reclamation, as well as discussions about equal employment opportunity practices and the company's affirmative action policies. The manager is advised by the Group Vice President that the target goals are the manager's responsibility to meet while filling work force needs. They are advised that the Group Vice President/Human Resources is available to provide assistance and guidance. Sexual harassment training was conducted for all employees of Great Western Reclamation in October 1991. It was mandatory that all employees attend to increase their awareness as well as to prevent its occurrence. Waste Management's policy regarding sexual harassment is also included in Appendix H. Division employees have been issued the state of California pamphlet on sexual harassment, a copy of which is provided in Appendix H. The Group Vice President/Human Resources has instituted hiring and promotional procedures for management, clerical, and local positions. These procedures have been established to insure equal treatment for all employees. They ensure that all employees are evaluated on job-related criteria that are consistent with business necessity and the safe and efficient performance of the job. Managers are committed to practices utilizing "job-related-only" criteria in personnel decisions. As part of the Affirmative Action Program, company selection factors are reviewed to ensure they are non-discriminatory. Job descriptions for employees are reviewed in the course of collective bargaining, which is generally every three to four years. Managers have the guidance of Great Western Reclamation's Human Resources Officer, as well as Waste Management's Group Vice President/Human Resources and the 30