EQUAL EMPLOYMENT OPPORTUNITY POLICY

It is the policy of Mortenson to provide equal employment opportunity to all team members and applicants for employment in accordance with all applicable federal, state, and local equal employment opportunity and affirmative action laws. 

Mortenson is a federal contractor subject to Executive Order 11246, Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (Section 503). Mortenson will not and does not discriminate against any team member or applicant for employment because of race, sex, color, creed, national origin, age, religion, disability, genetic information, sexual orientation, gender identity, pregnancy, marital status, familial status, veteran status, membership or activity in a local human rights commission, status with regard to public assistance or any other protected class as defined by applicable law. 

Mortenson will ensure that all employment practices and decisions are free of such discrimination and based upon valid job requirements. Such employment practices include hiring, promotion, demotion, transfer, recruitment or recruitment advertising, lay-off, disciplinary action, termination, rates of pay or other forms of compensation, and selection for training. Mortenson will not tolerate harassment, intimidation, threats, coercion, or discrimination of or by any team member or applicant for employment because of race, sex, color, creed, national origin, age, religion, disability, genetic information, sexual orientation, gender identity, pregnancy, marital status, familial status, veteran status, membership or activity in a local human rights commission, status with regard to public assistance or any other protected class as defined by applicable law. Additionally, Mortenson will not tolerate harassment, intimidation, threats, coercion, or discrimination towards employees or applicants because they have engaged in or may engage in: objecting to discrimination, filing a complaint; assisting or participating in a review, investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of any federal, state, or local law requiring equal opportunity for disability or protected veteran status; opposing any act or practice made unlawful by any federal, state, or local law requiring equal employment opportunity for protected veteran or disability status; or exercising any other rights under applicable federal, state, or local equal employment opportunity or affirmative action laws. Consistent with this commitment, Mortenson will provide a reasonable accommodation of an applicant's or employee's sincerely held religious belief if the accommodation would resolve a conflict between the individual's religious beliefs or practices and a work requirement, unless doing so would create an undue hardship for Mortenson. 

Mortenson complies with the Americans with Disabilities Act and applicable state and local laws providing for nondiscrimination in employment against qualified individuals with disabilities. Mortenson will provide reasonable accommodations to known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business. Team members who need a reasonable accommodation should contact their Human Resources Talent Partner or Human Resources leadership. The Human Resources Talent Partner or Human Resources leadership will work with the appropriate supervisor(s) to review the request and evaluate possible accommodations. 

In addition, Mortenson employees with health conditions related to pregnancy or childbirth may be eligible for pregnancy accommodations, including, but not limited to, more frequent restroom, food and water breaks, seating and limits on lifting over 20 pounds. Contact the Human Resources Talent Partner or Human Resources leadership for current and complete details regarding eligibility. 

No retaliation or adverse action will be taken against any applicant or employee because he or she, in good faith, reports a known or suspected violation of this Policy. Any employee who retaliates against another employee or applicant because of a complaint of a violation of this Policy, or because of participation in any investigation, will be subject to disciplinary action, up to and including immediate discharge. Any complaints by team members or applicants for employment alleging harassment or discrimination should be brought to the attention of the Human Resources Talent Partner or Human Resources leadership. 

In addition, Mortenson is committed to a policy of taking affirmative action to employ, and advance in employment, qualified women, people of color, individuals with disabilities and protected veterans. Such affirmative action shall apply to all employment practices, including, but not limited to hiring, promotion, demotion or transfer, recruitment, recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training. In furtherance of Mortenson’s policy regarding Affirmative Action and Equal Employment Opportunity, Mortenson has developed a written Affirmative Action Program (“AAP”) which sets forth the policies, practices and procedures to which Mortenson is committed in order to ensure that its policy of nondiscrimination and affirmative action for qualified women, people of color, individuals with disabilities and protected veterans is accomplished. 

Mortenson will actively seek to increase the opportunities for and the utilization of minority-owned and female-owned business enterprises and business enterprises owned by the disabled in its procurement of goods and services. 

Mortenson’s affirmative action program contains an audit and reporting system which enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, determine whether protected veterans and individuals with disabilities have had the opportunity to participate in company-sponsored activities, measure our compliance with the program’s specific obligations, and document actions taken to comply with these obligations. Reports on the progress of our program are provided to and reviewed by Mortenson’s President and CEO on a regular basis. 

The Equal Employment Opportunity Coordinator for Mortenson, the Vice President of Human Resources, is responsible for monitoring all Equal Employment Opportunity activities and reporting the effectiveness of this Affirmative Action Program, as required by Federal, State and Local agencies. We expect the full cooperation of every manager, supervisor, and team member in the implementation and adherence to this Policy. Team members or subcontractors who fail to comply with legal requirements applicable to equal employment opportunity may be subject to disciplinary action or legal sanctions. 

An employee or applicant for employment who believes he or she has been treated in a way that violates this policy may report his or her concerns in accordance with Mortenson’s Respectful Workplace Policy or reach out to the HR service center at askHR@mortenson.com or 800/780-0642. Mortenson’s employees and applicants for employment may review the non-confidential portions of the affirmative action plans during regular business hours. Please contact the Vice President of Human Resources during normal business hours to review the affirmative action plan. 

As Mortenson’s CEO, I support our company’s affirmative action program. 

Daniel L. Johnson
CEO

January 1, 2023
US.120793334.01

 

STATE OF CALIFORNIA ADDENDUM TO EQUAL EMPLOYMENT OPPORTUNITY POLICY 

Reasonable Accommodation for Pregnancy-Related Disabilities 

Any team member who is affected by pregnancy may also be eligible for a temporary transfer or another accommodation. You are “affected by pregnancy” if you are pregnant or have a related medical condition and your health care provider has certified that it is medically advisable for you to temporarily transfer or receive some other accommodation. 

The Company will provide a temporary transfer to a less strenuous or less hazardous position or duties or other accommodation to a team member affected by pregnancy if: 

You request a transfer or other accommodation; 

The request is based upon the certification of your health care provider as “medically advisable”; and 

The transfer or other requested accommodation can be reasonably accommodated pursuant to applicable law. 

No additional position will be created, and the Company will not discharge another team member, transfer another team member with greater length of service, or promote or transfer any team member who is not qualified to perform the new job as a part of the accommodation process. 

Examples of reasonable accommodations include: (1) modifying work schedules to provide earlier or later hours; (2) modifying work duties, practices or policies; (3) providing time off; 

providing furniture (such as stools) and modifying equipment and devices; and (5) providing additional break time for lactation or trips to the restroom. If time off or a reduction in hours is granted as a reasonable accommodation, the Company will consider the reduced hours/time off as pregnancy disability leave and deduct those hours from a team member’s leave entitlement. 

 

STATE OF ILLINOIS ADDENDUM TO EQUAL EMPLOYMENT OPPORTUNITY POLICY 

[Add the following to the end of the second paragraph]: 

Mortenson also will not discriminate against any team member or applicant for employment because of a perception that the team member or applicant has a protected characteristic or is in one of the foregoing protected classes. 

Pregnancy Notice 

If you are pregnant, recovering from childbirth, or have a condition related to pregnancy, you have the right to ask for a reasonable accommodation, unless the accommodation would impose undue hardship on the operation of the Company’s business. This includes bathroom breaks, assistance with heavy lifting, a private space for expressing milk, or time off to recover from your pregnancy. For more information regarding you rights on Pregnancy in the Workplace, download the Illinois Department of Human Rights fact sheet at www.illinois.gov/dhr, or refer to the posted “Pregnancy Rights Notice.” 

If you need a reasonable accommodation, contact the Human Resources Talent Partner or Human Resources leadership. The Human Resources Talent Partner or Human Resources leadership will work with the appropriate supervisor(s) to review the request and evaluate possible accommodations. Mortenson will not retaliate against any employee for requesting or obtaining any reasonable accommodation in accordance with applicable law.