• Ensuring that promotion decisions are in accordance with equal employment opportunity requirements by imposing only valid, job-related requirements for promotional opportunities. • Ensuring that all personnel actions relating to compensation, benefits, transfers, termination, training, and education are administered in a nondiscriminatory manner. • Ensuring that outreach programs for positive recruitment, where appropriate and feasible, will be implemented. Advertisement for applications at each level will be placed with various organization and/or centers which can effectively reach minorities and women, as well as in newspapers which are circulated in the minority community and among women. • Other appropriate action will be taken to ensure that the recruitment, selections, employment, and training of employees will be done without regard to race, color, religion, sex, gender, national origin, ancestry, physical or mental disability, age, medical condition, marital status, gender expression, GINA, military service, sexual orientation, or any other non-job-related characteristics. These actions may involve, but are not limited to, general publication of opportunities in advertisements and industry reports. AJK will strive to make use of present minority and women apprentices and journey workers as recruiters, and to develop reasonable procedures to ensure employment opportunity; including reporting systems, on-site counseling, reviews, and briefing sessions. • AJK will make an annual review of its current Plan and its overall effectiveness and institute any revisions or modifications warranted. The review will analyze the affirmative action steps taken for evaluating the positive and adverse impact in the areas of outreach and recruitment, selection, employment, and training. AJK will work diligently to identify the cause and effect that result from their affirmative action measures. AJK will continually monitor these processes in order to identify the need for a new affirmative action effort and/or the participation of minorities and women in an effort to identify any types of underutilization. If underutilization exists, corrective active will be implemented. It is our desire that the combination of measurable goals and directed effort will make equal employment opportunity a fact at AJK. To ensure that our goals for equal opportunity may be achieved through our good faith efforts, we have established various levels of responsibility to both direct and oversee our affirmative action efforts. All employees are responsible for bringing to the attention of AJK any employment decision which they feel conflicts with the letter or spirit of the law. No action will be taken against any employee in any manner for reporting or opposing any form of unlawful discrimination and /or harassment. POLICY AGAINST UNLAWFUL HARASSMENT, DISCRIMINATION, AND RETALIATION AJK is committed to providing a work environment that is free of unlawful harassment, discrimination, and retaliation. In furtherance of this commitment, AJK strictly prohibits all forms of unlawful discrimination and harassment, including: discrimination or harassment on the basis Revised January 2024 Page 3 of 55