Affirmative Action Plan


In order to comply with Affirmative Action requirements and to ensure equal employment opportunity, the follow measures will be taken:

  1. Equal and fair treatment will be provided to all employees regardless of race, color, religion, national origin, gender, age or disability.
  2. A complete up-to-date workforce profile which records employees by race or ethnicity, gender, and job classification will be maintained and annual reports will be submitted to the City of Phoenix Affirmative Action Division.
  3. All employees will be advised at time of employment that the firm is an Equal Opportunity/Reasonable Accommodation Employer and that hiring, promotion or demotion is based only on the individual qualifications and ability to perform the work.
  4. When Applicable: This firm will cooperate with and support apprenticeship training programs based on strict non-discrimination.
  5. The firm has appointed Charlotte Crochet [Vice President] to serve as the Equal Employment Officer who is authorized to supply reports and represent this firm in all matters regarding this affirmative action plan, which will be obtained through the Human Resource Department.
  6. The name, address and telephone number of the Equal Employment Officer will be posted in a conspicuous place or places. This Officer will be responsible for:
  7. Seeking to utilize minorities, females and disabled individuals to the same degree as all others, based on the following factors.
    1. Percentage of minorities, females and disabled individuals in the company’s workforce as compared with the labor market in the area.
    2. All solicitation or advertisements for employees will state that applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, or status with regard to public assistance. 
    3. When we place help-wanted advertisements, we will not indicate a preference, limitation, or specification based on sex, age, national origin, or other protected characteristic, unless that characteristic is a bona fide occupational qualification for a particular job.  We will not allow any employment agency with which we work to express any such limitation on our behalf, and we will require that these agencies share our commitment to EEO/AA.
    4. All positions for which we post or advertise externally will be listed with State of Employment Workforce Centers, America’s Job Bank, or similar governmental agencies. 
    5. The internal skills training of our company will be designed to support the hiring of minorities, females and disabilities.
    6. We will carry out active recruiting programs that will target minorities including female, and disabled. HR will maintain practices that are fair and equitable to everyone.
  1. Implement and maintain EEO audit, reporting, and record-keeping systems in order to measure the effectiveness of our Affirmative Action Plan/Program and to determine whether our goals and objectives have been attained.
  2. Contacts with recruitment sources for qualified minorities, females, and disabled individuals. Notification to employees regarding promotions or vacancies to ensure equal opportunity.
  3. Instruction of all supervisory personnel regarding their responsibility for equal employment opportunity and non-discrimination requirements .
  4. Periodic reviews with all supervisory personnel to ensure that the program is being implemented at all levels


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