Our company continues to have every intention of continuing compliance with Title VII of the Civil Rights Act and with the terms of the President's Executive Orders 11246 and 11375 on Equal Employment Opportunity. There shall be no discrimination against any associate or applicant because of race, color, religion, sex, age, national origin, veteran status or disability (unless the demands of the position are prohibitive.) We subscribe to the policy that all associates will be treated the same during their employment without regard to their race, color, religion, sex, age, national origin, veteran status or disability in all matters including employment, upgrading, promotion, transfer, layoff, termination, rates of pay, selection for training, and recruitment. Further, we intend to maintain a work environment free of discriminatory intimidation of any kind. The full cooperation of all associates and all levels of management is expected.

In order to ensure a maximum effort, all associates are directed to actively support programs which implement and maintain our policy and commitments to Affirmative Action and Equal Employment Opportunity.



John B. Schulze
Chairman, President, Chief Executive Officer

Affirmative Action For Disabled and Vietnam Veterans and Disabled Workers

As a Company that is presently or may become a government contractor, subject to Section 402 of the Vietnam Era Re-adjustment Assistance Act of 1984, Section 503 of the Rehabilitation Act of 1973, and Section 401 of the Americans with Disabilities Act of 1992, we are required to take affirmative action to employ and advance in employment qualified disabled veterans, Vietnam Era veterans, and disabled individuals. If you are a disabled veteran or have such a disability and would like to be considered under the affirmative action program, please tell us. This information is voluntary and refusal to provide it will not subject you to discharge or disciplinary treatment. Information obtained concerning individuals will be kept confidential except that:

1. Supervisors and managers may be informed regarding restrictions of work or duties and of any necessary accommodations.

2. First aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment.

3. Government officials investigating compliance with the Acts may be informed.

If you are a disabled veteran or disabled individual, it would assist us in assuring proper placement if you tell us about:

Any special methods, skills and procedures which qualify you for positions that you might not be otherwise able to do because of your disability, so that you may be considered for any positions of that kind.

The reasonable accommodations which we could make, which will enable you to perform the job properly and safely, including special equipment, changes in the physical layout of the job, elimination of certain duties relating to the job, or other accommodations.

We reaffirm our basic policy with respect to disabled veterans and disabled associates and applicants, and reasonable attempts will be made to appropriately accommodate limitations, taking into account business necessity, financial cost and expenses. We expect to engage in a continued program of outreach and seek to recruit those able and qualified to safely perform the work we do here. Our facility EEO Coordinator, Jim Erbacher, Manager, Salaried Employment, is responsible for monitoring our program. The Plan is available for review in the Human Resource Department.

John B. Schulze
Chairman, President, Chief Executive Officer