Equal Employment Opportunity/Affirmative Action


Mains’l provides Equal Employment Opportunities to all employees and applicants. We do so in accordance with all applicable Equal Employment Opportunity/Affirmative Action laws, directives and regulations of Federal, State and Local governing bodies. 

The purpose of this policy is to ensure that all employment decisions are made on a non-discriminatory basis without regard to race, color, creed, religion, national origin, ancestry, age, gender, physical or mental disability, sexual orientation, marital status, gender identity, genetic characteristics, genetic information, military status or status with regard to public assistance, or other protected characteristics as defined by law. Mains’l commits the necessary time and resources, both financial and human, to achieve the goals of Equal Employment Opportunity and Affirmative Action.

Mains’l takes affirmative action to ensure that all employment practices are free of such discrimination. Such employment practices include, but are not limited to, the following: hiring, promotion, demotion, transfer, recruitment or recruitment advertising, selection, layoff, coaching and development conversations, separation, rates of pay or other forms of compensation, and selection for training, including apprenticeship. Mains’l fully supports incorporation of non-discrimination and Affirmative Action rules and regulations into contracts.

Mains’l evaluates the performance of its management and supervisory personnel on the basis of their involvement in achieving these Affirmative Action objectives as well as other established criteria. Any employee or subcontractor of this organization, who is alleged of violating this policy and procedure, will be subject to investigation and potential disciplinary action. Any subcontractor not complying with all applicable Equal Employment Opportunity/Affirmative Action laws, directives and regulations of the Federal, State and Local governing bodies will be subject to appropriate legal sanctions.


Mains’l has appointed the HR Director to manage the Equal Employment Opportunity program in collaboration with the Human Resources Departments in each state. Their responsibilities will include monitoring all Equal Employment Opportunity activities and reporting the effectiveness of this Affirmative Action Program as required by Federal, State and Local agencies. 

At least annually, internal audit reports will be prepared. Data collected for these reports include applicant flow, new hires, promotions, transfers, and separations (voluntary and involuntary) by job group. Figures for each personnel process show a breakdown by sex, minority classification, and disability status. Reports are shared within the appropriate levels of management, and any problem areas are addressed as promptly as possible. The Chief Executive Officer of Mains’l receives and reviews reports on the progress of the program. 

If any employee or applicant for employment believes he/she has been discriminated against, they should contact Director of Human Resources, 7000 78th Avenue North, Brooklyn Park, Minnesota 55445 or call 763-416-9136.


Sexual and Other Unlawful Harassment Policy and Procedure
Affirmative Action Plan