It is the policy of ESCO Group to assure that applicants and employees are treated without regard to their race, age, religion, sex, color, creed, national origin, or disability. Such action shall include: employment, Upgrading, demotion, transfer, recruitment or recruitment advertising, layoff or termination, rate of pay or other forms of compensation, and selection for training; including apprenticeship, pre-apprenticeship and/or on-the-job training.

It is the policy of this company to strictly enforce The Equal Employment Opportunity Commission’s guidelines concerning harassment.

Harassment is defined as verbal or physical conduct that denigrates or shows hostility or aversion towards people based on their race, religion, gender, national origin, age, or disability. This definition includes making slurs, stereotypical remarks or threats, as well as posting or circulating denigrating material.

ESCO Group will not tolerate violations of this policy by any employee, employment agency, apprentice committee, labor organization, vendor, or anyone that is in any way associated with this company. Violation could result in immediate dismissal or severe penalties for the violator.

If you feel that you have been a victim, or have witnessed an act of harassment, please report the incident to your supervisor or appropriate company official.

The Equal Opportunity Officer of ESCO Group is:

ESCO Group’s
Human Resource Director
P.O. Box 708
Marion, IA. 52302


The ESCO Group’s position is that sexual harassment is a form of misconduct that undermines the integrity of the employment relationship. All employees have the right to work in an environment free from all forms of discrimination and conduct which can be considered harassing, coercive, or disruptive, including sexual harassment. Anyone engaging in harassing conduct will be subject to discipline, ranging from a warning to termination.

  1. What is sexual harassment?
    1. Sexual harassment is defined as any unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually oriented conduct which is offensive or objectionable to the recipient, including, but not limited to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters, cartoons, pictures, or drawings.
  2. When is conduct unwelcome or harassing?
    1. Unwelcome sexual advances (either verbal or physical), requests for favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
      1. Submission to such conduct is either an explicit or implicit term or condition of employment (e.g., promotion, training, timekeeping or overtime assignments.
      2. Submission to or rejection of the conduct is used as a basis for making employment decisions (hiring, promotion, termination).
      3. The conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
  3. What is not sexual harassment?
    1. Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and that, therefore, interferes with work effectiveness.
  4. What should you do if you are sexually harassed?
    1. If you feel that you have been the recipient of sexually harassing behavior, report it immediately to the owner of ESCO Group or other supervisor. It is preferable to make a complaint in writing, but you can accompany or follow up your written complaint with a verbal complaint.
  5. If your supervisor is the source of the harassing conduct, report the behavior to that person’s supervisor or to the Human Resource Department at (319) 739-2210.
  6. Your identity will be protected and you will not be retaliated against for making a complaint.
  7. What happens after a complaint is made?
    1. Within 4 days after a written complaint is made, a supervisor, or other person designated by the owner, will investigate the complaint. Their person will speak with possible witnesses and will speak with the person named in your complaint. Your anonymity will be protected.
  8. Depending on the complexity of the investigation, you should be contacted within two weeks about the status of your complaint and whether action is being taken.
    1. 2100 Dixon Street Suite C Des Moines, IA 50316
      1. 515-263-8482
    2. 3450 3rd St. Marion, IA 52302
      1. 319-377-6655