1. Affirmative Action Program for Minorities, Women, the Disabled and Veterans EMR, Inc. Program Training

2. Why Do Affirmative Action Laws Apply to EMR? 1. EMR has more than 50 employees. 2. EMR has at least one federal contract of $50,000 or more.

3. What is Affirmative Action? An Affirmative Action Program (“AAP”) is used to create equal employment opportunity based on gender, race and ethnic profile. The premise of an AAP is that over the years EMR’s workforce should reflect the gender, race, and ethnic profile of the “ Pool of Applicants” available to EMR.

4. What is a Pool of Applicants? The group of qualified applicants from which EMR recruits and selects new employees.

5. How Does EMR Get a Pool of Applicants? EMR must document the steps it takes to generate a pool of qualified applicants for each open position. Each open position must be announced and advertised in a manner that allows all qualified applicants to have an opportunity to apply for the position.

6. EMR Hiring from the “Pool of Applicants” Announce and advertise the open position. Review the pool of qualified applicants. Select the applicant that is best qualified for the open position.

7. “Pool of Applicants” and Placement Goals When the percentage of minorities or women EMR employs is less than would reasonably be expected, given the availability from the “Pool of Applicants,” EMR must establish a placement goal.

8. What is an Placement Goal? Placement Goals are targets reasonably attainable by applying good faith efforts. Placement Goals are used to measure progress toward achieving equal employment opportunity.

9. What Placement Goals are Not Placement Goals are not: 1. Quotas; 2. Employment preferences; 3. Set asides; or 4. To be used to hire a less qualified person instead of the best qualified person.

10. How Does EMR’s AAP Work? EMR compares the gender, race, and ethnic profile of its workforce to the gender, race, and ethnic profile of the available labor pool (US Census data). If gender, race, or ethnic profile are under- represented, EMR’s AAP sets placement goals and takes specific steps to increase under-represented groups.

11. 2013 EMR Placement Goals Management Availability Female 31% Minorities 13% Current Female 20% Minorities 20% Underutilization Female 11% Minorities NA Professionals Availability Female 19% Minorities 13% Current Female 23% Minorities 8% Underutilization Female NA Minorities 5% Technical Availability Female 29% Minorities 14% Current Female 12% Minorities 4% Underutilization Female 17% Minorities 10% Administrative Availability Female 67% Minorities 24% Current Female 58% Minorities 8% Underutilization Female 9% Minorities 16%

12. AAP for Veterans and Individuals with Disabilities EMR’s AAP also seeks to prevent discrimination against any employee or applicant because the individual has a disability or is a protected veteran. Employees and applicants will not be discriminated against or harassed based on disability or status as a protected veteran.

13. AAP for Veterans and Individuals with Disabilities As a part of the AAP all EMR applicants are invited to self identify themselves as an individual with a disability and/or as a protected veteran.

14. Viewing the Plan The full affirmative action program of EMR is available for inspection by any EMR employee or applicant for employment Managers please contact the HR department if the AAP is requested

15. Summary EMR must actively work to generate an “Applicant Pool” that accurately reflects the distributions of the general population in terms of women, minorities, disabled persons, veterans, and other affected class groups. The hiring process should be free from discrimination in any manner, and hiring selections should be made based upon qualifications.