Earthwork Solutions, LLC 1/14/2026

RRFB PEDESTRIAN SAFETY October 31, 2025 STATE FUND # HLP-PB25(004) WO 3807 Page 26 of 82 1 a. Ensure and maintain a working environment free of harassment, 2 intimidation, and coercion at all sites, and in all facilities at which the 3 Contractor’s employees are assigned to work. The Contractor, where 4 possible, will assign two or more women to each construction project. The 5 Contractor shall specifically ensure that all foremen, superintendents, and 6 other on-site supervisory personnel are aware of and carry out the 7 Contractor’s obligation to maintain such a working environment, with specific 8 attention to minority or female individuals working at such sites or in such 9 facilities. 10 11 b. Establish and maintain a current list of minority and female recruitment 12 sources, provide written notification to minority and female recruitment 13 sources and to community organizations when the Contractor or its unions 14 have employment opportunities available, and maintain a record of the 15 organizations’ responses. 16 17 c. Maintain a current file of the names, addresses and telephone numbers of 18 each minority and female off-the-street applicant and minority or female 19 referral from a union, a recruitment source or community organization and 20 of what action was taken with respect to each such individual. If such 21 individual was sent to the union hiring hall for referral and was not referred 22 back to the Contractor by the union or, if referred, not employed by the 23 Contractor, this shall be documented in the file with the reason therefor, 24 along with whatever additional actions the Contractor may have taken. 25 26 d. Provide immediate written notification to the Director when the union or 27 unions with which the Contractor has a collective bargaining agreement has 28 not referred to the Contractor a minority person or woman sent by the 29 Contractor, or when the Contractor has other information that the union 30 referral process has impeded the Contractor’s efforts to meet its obligations. 31 32 e. Develop on-the-job training opportunity and/or participate in training 33 programs for the area which expressly include minorities and women, 34 including upgrading programs and apprenticeship and trainee programs 35 relevant to the Contractor’s employment needs, especially those programs 36 funded or approved by the U.S. Department of Labor. The Contractor shall 37 provide notice of these programs to the sources compiled under 7b above. 38 39 f. Disseminate the Contractor’s EEO policy by providing notice of the policy to 40 unions and training programs and requesting their cooperation in assisting 41 the Contractor in meeting its EEO obligations; by including it in any policy 42 manual and collective bargaining agreement; by publicizing it in the 43 company newspaper, annual report, etc.; by specific review of the policy with 44 all management personnel and with all minority and female employees at 45 least once a year; and by posting the company EEO policy on bulletin boards 46 accessible to all employees at each location where construction work is 47 performed. 48 49 g. Review, at least annually, the company’s EEO policy and affirmative action 50 obligations under these specifications with all employees having any 51 responsibility for hiring, assignment, layoff, termination or other employment 52 decisions including specific review of these items with on-site