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 Employment Policies

 
 
As an employee of Aerometals, your importance to the success of this organization cannot be overstated.  We are dedicated to meeting or exceeding customer requirements by providing them with the highest quality parts possible, on time, and at the lowest possible price.  Aerometals personnel constantly strive to improve processes to reduce the number of nonconformities found during inspections and reduce the flow-time to manufacture each product.  This level of quality performance ensures that our customers will continue to do business with us.
 
The management of Aerometals recognizes that our employees are the greatest resource available to this company and the furthering of our corporate goals.  Your work directly influences our company’s reputation and success.
 
Aerometals adheres to the following policies regarding the fair employment.  For questions please email:
 
EQUAL EMPLOYMENT OPPORTUNITY
 
Aerometals is an equal opportunity employer.  We will not discriminate against employees or applicants for employment on any legally-recognized basis, including but not limited to:  religion, age, gender, national origin, sexual orientation, race, color, and veteran status.  Aerometals provides for fair treatment of employees based on merit.
 
AFFIRMATIVE ACTION POLICY
 
Aerometals is committed to a policy of nondiscrimination and equal opportunity in all personnel actions.  This policy includes but is not limited to:
 
Recruiting, hiring, training, and promoting persons in all job classifications without regard to race, color, religion, sex, sexual orientation, age, handicap or national origin.
 
Basing decisions on employment so as to further the principle of equal employment opportunity.
 
Ensuring that promotional decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotion opportunities.
 
Ensuring that all personnel actions such as compensation, benefits, transfer, layoffs, return from layoff, institutionally sponsored training, education, tuition assistance, and social and recreation programs will be administered without regard to race, color, religion, sex, sexual orientation, age, handicap or national origin.
 
Action taken under this policy shall be subject to review in accordance with the Grievance/Review Policy and the rules promulgated there under.
 
Aerometals’ President is authorized to issue, and update annually, an Affirmative Action Plan to implement this policy.
 
AMERICANS WITH DISABILITIES ACT
 
Aerometals is committed to providing equal employment opportunities to otherwise qualified individuals with disabilities, which may include providing reasonable accommodation where appropriate.  In general, it is your responsibility to notify your supervisor of the need for an accommodation. 
 
IMMIGRATION REFORM AND CONTROL ACT
 
In compliance with the Federal Immigration Reform and Control Act of 1986 (IRCA), as amended, Aerometals is committed to employing only individuals who are authorized to work in the United States.  Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.  If an employee is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the company.
 
UNLAWFUL HARRASSMENT POLICY
 
We are committed to providing a work environment free of unlawful harassment.  Company policy prohibits sexual harassment and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, gender, national origin or ancestry, physical or mental disability, medical condition, marital status, registered domestic partner status, age, sexual orientation or any other basis protected by federal, state or local law or ordinance or regulation  All such harassment is unlawful.  The Company’s anti-harassment policy applies to all persons involved in the operation of the Company and prohibits unlawful harassment based on the perception that anyone has any of those characteristics.