Human Relations

Equal Employment Opportunity and Affirmative Employment Policy Statement

It is the policy of Rand Construction Company to assure equality of opportunity for all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, or disability. In addition, Rand will continue to ensure that employees and applicants can work free from retaliation based upon participation in the Equal Employment Opportunity (EEO) process. Rand Construction Company has been and will continue to be committed to a policy of EEO and to the principles of affirmative action.

Rand is committed to increasing the employment and advancement opportunities of groups protected under the federal nondiscrimination statutes that are underrepresented in the Rand work force as compared to their relevant civilian labor force levels. We are committed to EEO laws and the realization of a work force that reflects the Nation's diversity through the implementation of an effective affirmative employment program.

We will continue to value and respect the differences each employee brings from his/her culture. In addition, supervisors and managers will continue to create an environment where all employees are judged on their merits and promote a workplace free of discriminatory policies and practices. Managers and supervisors are held accountable for supporting the Company's EEO policy and programs.

We expect and encourage supervisors and managers to promote Rand's EEO policy in all of their employment activities, including the implementation of the affirmative employment program.

Rand Construction Company's Policy on Anti-Harassment

Rand Construction Company is committed to providing a work environment free of unlawful harassment. The Company policy prohibits sexual harassment, and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, national origin or ancestry, physical or mental disability, medical condition, martial status, age or any other basis protected by federal, state or local law or ordinance or regulation. All such harassment is unlawful. The Company's anti-harassment policy applies to all persons involved in the operation of the Company and prohibits unlawful harassment by any employee of the Company, including supervisors and co-workers.

Prohibited unlawful harassment includes, but is not limited to, the following behavior:

Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments;
Visual conduct such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures;
Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work because of sex, race or any other protected basis;
Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors; and
Retaliation for having reported or threatened to report harassment.

If you believe that you have been unlawfully harassed, provide a written compliant to the EEO Officer, Kelly Monaghan as soon as possible after the incident. Your complaint should include details of the incident or incidents, names of the individuals involved and names of any witnesses. The Company will immediately undertake an investigation of the harassment allegations.

If Rand Construction Company determines that unlawful harassment has occurred, remedial action will be taken in accordance with the circumstances involved. Any employee determined by the Company to be responsible for unlawful harassment will be subject to appropriate disciplinary action, up to and including termination. Any person found providing false/fraudulent information will be subject to appropriate disciplinary action up to termination. A Company representative will advise all parties concerned of the results of the investigation. The Company will not retaliate against you for filing a complaint and will not tolerate or permit retaliation by management, employees or co-workers.

The Company will also endeavor to protect employees to the extent possible, from reported harassment by non-employees in the workplace. Rand encourages all employees to report any incidents of harassment forbidden by this policy immediately so that complaints can be quickly and fairly resolved. You also should be aware that the Federal Equal Employment Opportunity Commission, and the Missouri Commission on Human Rights investigate and prosecute complaints of prohibited harassment in employment. If you think you have been harassed or that you have been retaliated against for resisting or complaining, you may file a complaint with the appropriate agency. The nearest office is listed in the telephone book.

Rand Construction Company's Policy on Anti-Discrimination

Rand Construction Company is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. Company policy prohibits unlawful discrimination based on race, color, creed, sex, religion, marital status, age, national origin or ancestry, physical or mental disability, medical condition, sexual orientation, or any other consideration made unlawful by federal, state or local laws. All such discrimination is unlawful.

Rand is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of the Company and prohibits unlawful discrimination by any employee of the Company, including supervisors and co-workers.

If you believe you have been subjected to any form of unlawful discrimination, provide a written complaint to the EEO Officer, Kelly Monaghan as soon as possible. Your complaint should include details of the incident(s) and should include the names of the individuals involved and the names of any witnesses. Rand will immediately undertake an investigation of the discrimination allegations. The matter will be handled on a confidential basis involving only those with a need to know or to participate in the investigation. Any request for anonymity will be considered.

If the Company determines that unlawful discrimination has occurred, remedial action will be taken in accordance with the circumstances involved. An employee determined by the Company to be responsible for unlawful discrimination will be subject to appropriate disciplinary action, including termination. Rand will not retaliate against someone filing a complaint and/or providing information on an investigation and will not permit retaliation by management, employees or co-workers.

Rand Construction Company encourages all employees to report any incidents of discrimination forbidden by this policy immediately so that complaints can be quickly and fairly resolved. We will not tolerate unlawful discrimination or harassment against our employees or applicants for employment. Any person found providing false/fraudulent information will be subject to appropriate disciplinary action up to termination.

You also should be aware that the Federal Equal Employment Opportunity Commission, and the Missouri Human Rights Commission investigate and prosecute complaints of prohibited discrimination in employment. If an employee thinks they have been discriminated against or that they have been retaliated against for resisting or complaining, they may file a complaint with the appropriate agency. The nearest office is listed in the telephone book.

Rand Construction Company's Policy on American with Disabilities Act

It is Rand Construction Company's policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. Rand recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you should contact your supervisor and/or the Office/Human Relations Manager, Kelly Monaghan, to discuss reasonable accommodations that may enable you to perform the essential functions of your job.

Rand Construction Company's Policy on Drug-Free Workplace/Substance Abuse Testing

Rand Construction Company strives to maintain a safe and healthy environment for our customers and our employees. Therefore, no employee shall work, report to work or be present on company premises, or engage in company business at any location while under the influence of alcohol or controlled substances that could affect job safety or performance.

The unlawful or unauthorized manufacture, distribution, dispensation, possession, sale or use of alcohol or controlled substance on company premises or while engaged in official company business is also strictly prohibited.

Any violation of this substance abuse policy may result in disciplinary action, up to and including discharge.

Rand Construction Company reserves the right to take any action; including requiring an employee to submit to drug and alcohol testing, if the company believes there is reasonable suspicion that an employee has violated the substance abuse policy. An employee's consent to submit to such a test is required as a condition of employment. The refusal to consent to alcohol or drug testing may result in disciplinary action, including termination. A mandatory urinalysis may be given once a year at the Companies expense. Random drug testing may also be given at the Company's expense. After every reported accident at the work place resulting in injury the affected employee will be required to take a drug and alcohol test, NO EXCEPTIONS. Drug testing will take place within 24 hours.

In addition, Rand Construction Company may conduct searches without further notice for illegal drugs or alcohol on company premises or at company work sites. Such searches may be conducted at any time and need not be based on reasonable suspicion. Employees are expected to fully cooperate in such searches. An employee's consent to a search is required as a condition of employment and the employee's refusal to consent may result in disciplinary action, including termination.

Rand Construction Company's Policy on Safety Procedures

It is the intention of Rand Construction Company to provide a safe environment for all employees and customers. To ensure this, all employees are encouraged to be aware of dangerous situations and health risk in the work place. All concerns should be forwarded to the Safety Director, Aaron Beisly, or your immediate supervisor.

All accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues must be reported immediately to your manager. ALL accidents/injuries/illness are to be reported IMMEDIATELY to your supervisor or another supervisor at the site. In the case you are unable to report the accident to a foreman/supervisor contact Aaron Beisly, Safety Director at 816-985-7541 or Kelly Monaghan, Human Relations Manager in the office at 816-421-4143. If you or another employee is injured, you should contact outside emergency response agencies, if needed. Even if an injury does not require medical attention, an Injury/Illness Report Form must still be completed in case medical treatment is later needed and to insure that any existing safety hazards are corrected.

Federal law (Occupational Safety and Health Administration) requires that we keep records of all illnesses and accidents that occur during the workday. Any employee's failure to notify the appropriate Company officials promptly and fully of all details concerning a work related injury/illness might be cause for his or her worker's compensation benefits to be denied or affected. OSHA also provides for your right to know about any health hazards that might be present on the job.

Should you have any questions or concerns, contact your supervisor for more information.

Rand Construction Company's positions available

To apply for a position, submit a resume, download and complete the Rand Construction Company application and EOE form. The forms may be faxed to (816) 421-4145, emailed to info@randsc.com, or sent by mail to Rand Construction Company, Human Relations Manager, 1428 W. 9th Street, Kansas City, MO 64101.

Download Rand Construction Company application

Download EOE form

Rand Construction Company's Employee Information

Our mission is to provide a professional work environment based on principles of mutual respect, collegiality and competitiveness. We hope that your association with Rand Construction will be rewarding, challenging and of mutual benefit. We take pride in our employees as well as the services and products we provide. We consider ourselves leaders in the construction industry.

Please take the time to carefully read over the employee handbook and the safety policy. It is important communication and management document. The handbook provides most of the terms and conditions of an employee's employment.

Understand that no employee handbook can address every situation in the work place. If you have any difficulty reading or understanding any of the provisions of the handbook or the safety policy, please contact your supervisor, the Safety Director the Human Relations Manager. Rand Construction abides by employment-at-will, which permits the company or the employee to terminate the employment relationship at any time, for any reason. Neither the policies contained in the employee handbook, nor any other written or verbal communication is intended to create a contract of employment or a warranty of benefits. Rand will gladly make assistance available to you so that you can understand the policies and what is expected of you.

In addition, Rand recognizes multiple unions as representatives for those workers who are unionized. The handbook does not change any terms or stipulations of the collective agreement negotiated by the union. Any questions concerning the handbook, suggestions or problems arising from your employment or benefits, should be directed to your direct manager or the Human Relations Manager.

Download Field Personnel Handbook (PDF)

Download Administrative Personnel Handbook (PDF)