Cameron & Associates 8’s

Nondiscrimination and Anti-harassment Policies

and Affirmative Action Plan

Date: January 1, 2024

Nondiscrimination and Anti-harassment Policies

Internally, Cameron & Associates 8 (Cam8) adheres to a nondiscrimination policy on recruiting, hiring, training, promoting, and compensating individuals based on job-related qualifications and abilities.

Additionally, Cam8 considers all forms of harassment to be counter to the company’s values and business practices and thus every employee is responsible for ensuring they maintain a workspace that is free from all forms of harassment, including sexual harassment. To that end, Cam8 adheres to its longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of employment discrimination, including harassment, because of race, color, sex, gender, age, religion or religious creed, national origin, ancestry, citizenship, marital status, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, military or veteran status, and any other characteristic protected by the laws of the municipalities and states in which it conducts business.

Cam8 also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief, in accordance with applicable laws. If someone needs to inquire about an accommodation, or need assistance with completing a bid or applying for a job, they should email the Cam8 office administrator: info@cameron8llc.com.

Cam8’s nondiscrimination and anti-harassment policies are provided to each employee upon hiring, and they are posted in a highly visable location in all company offices. Employees should consult the employee handbook regarding the process for reporting violations of these policies.

Externally, Cameron & Associates 8 requires its subcontractors to adhere to Cam8’s nondiscrimination and anti-harassment policies. Subcontractors are required to acknowledge in writing that they have been provided a copy of these policies and that they will inform their employees of them. Subcontractors and their employees may report violations of these policies to their own Human Resource Business Professional (HRBP) or to a Cam8 employee with supervisory responsibilities.

Affirmative Action Plan

With respect to increasing the participation of women and minoritized populations in the construction industry, Cameron & Associates 8 employes a three-part Affirmative Action Plan for projects in which it partners with other companies, organizations, and government agencies.

1. Recruitment Practices
2. Training
3. Compliance

1. Recruitment Practices. Cam8 makes good-faith efforts to prioritize the recruitment of women and minoritized population groups from the community where the project is located(and surrounding ZIP Codes). Our recruitment process’s goal is to solicit bids from WBE, MBE, DBE, SDVBE subcontractors (and others) for the project, and applications from individuals who desire to obtain employment on it. To that end, Cam8 actively reaches out to professional organizations (g., Chambers of Commerce) and requests they share information about bidding and employment opportunities. Additionally, the company contacts community organizations, workforce development programs/organizations, and schools with building trades programs and asks them to inform their stakeholders/students about job opportunities.
2.  Training. Cam8 solicits bids from subcontractors that have on-the-job training opportunities or participate in training programs whose intended beneficiaries are women and people from minoritized populations. The company is particularly interested in soliciting bids from subcontractors who also have (or participate in) upgrading/upskilling programs for women and minoritized populations, and apprenticeship and trainee programs relevant to the contractors’ employment needs.
3. Compliance. Cam8 tracks recruitment sources and training participation (i.e., bids and employment applications, training program enrollment and completion) so that the company may verify that the company and its subcontractors are in compliance with applicable local, state, and federal laws and guidelines related to the project. Cameron retains these records on Procore, a secure platform.Additionally, the company shares its Affirmative Action Plan with external stakeholders so they may be properly informed of the company’s mission to increase women’s and minoritized populations’ participation in the construction industry.