Equal Opportunity Statement

As a federal contractor subject to the nondiscrimination and affirmative action obligations of Executive Order 11246, as amended, and its implementing regulations, Dixie Electric Cooperative (hereinafter referred to as “the Cooperative”) will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin and will take affirmative action to ensure that applicants are employed, and that employees are treated during employment without regard to their race, color, religion, sex, or national origin. Such action includes, but is not limited to the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship.

We firmly believe that equal opportunity can only be achieved through demonstrated leadership and aggressive implementation of viable affirmative action programs. Therefore, our programs set forth specific affirmative action and equal opportunity responsibilities for managers, supervisors, and all employees. It is imperative that employees make all personnel decisions in accordance with the Cooperative’s policies, practices, and procedures. Affirmative action responsibilities must be carried out in spirit as well as in letter to assure that equal opportunity is available to all.  We further expect all employees to demonstrate sensitivity to and respect for all other employees.

As a federal contractor subject to the affirmative action program requirements of 41 C.F.R. § 60-741, and 41 C.F.R. § 60-250, the Cooperative, through the CEO/General Manager, reaffirms that it will not discriminate because of physical or mental disability or status as a special disabled veteran, veteran of the Vietnam era, recently separated veteran, or other protected veteran and shall take affirmative action to employ and advance in employment qualified individuals with disabilities, special disabled veterans, veterans of the Vietnam era, recently separated veterans, and other protected veterans at all levels of employment, including the executive level. The Cooperative will recruit, hire, train and promote persons in all job titles, and ensure that all other personnel actions are administered, without regard to disability, special disabled veteran, Vietnam era veteran, recently separated veteran, or other protected veteran status, and furthermore, ensures that all employment decisions are based only on valid job requirements. Employees and applicants for employment shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: filing a complaint; assisting of participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of section 503 of the Rehabilitation Act of 1973, as amended (section 503), or the affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA) [38 U.S.C. 4212 (2001)], or any other federal, state or local law requiring equal opportunity for disabled persons, special disabled veterans, veterans of the Vietnam era, recently separated veterans, or other protected veterans; opposing any act or practice made unlawful by section 503 or its implementing regulations, VEVRAA or its implementing regulations, or any other federal, state or local law requiring equal opportunity for disabled individuals, special disabled veterans, veterans of the Vietnam era, recently separated veterans, or other protected veterans; or exercising any other right protected by section 503 or its implementing regulations at 41 C.F.R. § 60-741, or by VEVRAA or its implementing regulations at 41 C.F.R. § 60-250.

The Cooperative’s affirmative action programs will be reviewed and updated annually to: measure the effectiveness of the programs; indicate any need for remedial action; determine the degree to which the Cooperative’s objectives have been attained; determine whether known disabled individuals, special disabled veterans, veterans of the Vietnam era, recently separated veterans, and other protected veterans have had the opportunity to participate in all Cooperative sponsored educational, training, recreational and social activities; and measure the Cooperative’s compliance with the programs’ specific obligations. Any employee who believes that he or she is being discriminated against because of his or her disability, or because of his or her status as a special disabled veteran, veteran of the Vietnam era, recently separated veteran, or other protected veteran, should discuss this matter with the Manager, Administrative Services & Human Resources and/or the General Manager.

The Cooperative’s affirmative action programs are available for inspection during the hours of 8 a.m. and 5 p.m. Monday through Friday in the office of the Manager, Administrative Services & Human Resources.