EEO Policies

Veterans Equal Employment Opportunity Policy

It is the policy of Midland Financial Co., including their subsidiaries and affiliates (hereafter collectively referred to as the “Company”) to hire well-qualified people. An integral part of this policy is to provide qualified protected veterans which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans and Armed Forces service medal veterans, as appropriate, with equal employment opportunity in respect to all employment practices, including hiring, promotion, demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates of pay or other forms of compensation and selection for training.

In order to implement the foregoing policy, the Company will consider qualified applicants from all sources to ensure equal considerations of individuals. Additionally, in making employment decisions, the Company will make reasonable accommodations to the physical and mental limitations of a disabled veteran provided such accommodation does not impose an undue hardship on the Company's business. The Company will periodically review its employment practices to ensure that appropriate affirmative action is taken with respect to all protected individuals, as appropriate.

The Company shall disseminate this policy to all its employees, and encourage all indirect sources of job applicants, such as employees, suppliers, shippers, customers, and other contractors, to refer qualified protected veterans which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans and Armed Forces service medal veterans, as appropriate. This policy extends to all employees in all aspects of the employment relationship and all personnel are hereby directed to make all reasonable efforts to carry out the spirit and intent of the Company’s policy. Violations of this policy by any employee will be met with appropriate action. Further, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of the Vietnam Era Veteran’s Readjustment Assistance Act of 1974, or any other Federal, State or local law requiring equal opportunity for protected veterans; (3) opposing any act or practice made unlawful by VEVRAA, or its implementing regulations in this part or any other Federal, State or local law requiring equal opportunity for protected veterans; or (4) exercising any other right protected by VEVRAA or its implementing regulations in this part.

As President, I am in full support of the Company’s affirmative action program and am fully committed to implementation of the Company’s affirmative action policy. Responsibility for the implementation and direction of the Company's Affirmative Action Program for disabled veterans and qualified protected veterans has been assigned to the Director of Human Resources. Employees and applicants wishing to review this Affirmative Action Program may do so in the Human Resources Office during normal business hours, Monday through Friday.

Equal Employment Opportunity Policy – Individuals With Disabilities

It is the policy of Midland Financial Co., including their subsidiaries and affiliates (hereafter collectively referred to as the “Company”) to hire well-qualified people. An integral part of this policy is to provide qualified disabled individuals with equal employment opportunity in respect to all employment practices, including hiring, promotion, demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates of pay or other forms of compensation and selection for training.

In order to implement the foregoing policy, the Company will consider qualified applicants from all sources to ensure equal considerations of individuals. Additionally, in making employment decisions, the Company will make reasonable accommodations to the physical and mental limitations of a disabled worker provided such accommodation does not impose an undue hardship on the Company's business. The Company will periodically review its employment practices to ensure that appropriate affirmative action is taken with respect to all covered individuals, as appropriate. An individual who may have a disability can request a reasonable accommodation by contacting our Director of Employee Benefits or Director of Total Rewards.

The Company shall disseminate this policy to all its employees, and encourage all indirect sources of job applicants, such as employees, suppliers, shippers, customers, and other contractors, to refer qualified disabled workers. This policy extends to all employees in all aspects of the employment relationship and all personnel are hereby directed to make all reasonable efforts to carry out the spirit and intent of the Company policy. Violations of this policy by any employee will be met with appropriate action. Further, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities; (3) opposing any act or practice made unlawful by Section 503 or its implementing regulations in this part or any other Federal, State or local law requiring equal opportunity for individuals with disabilities; or (4) exercising any other right protected by Section 503 or its implementing regulations in this part.

As CEO & President, I am in full support of the Company’s affirmative action program and am fully committed to implementation of the Company’s affirmative action policy. Responsibility for the implementation and direction of the Company's Affirmative Action Program for disabled workers has been assigned to the Director of Human Resources. Employees and applicants wishing to review this Affirmative Action Program may do so in the Human Resources office during regular business hours, Monday through Friday.

Todd Dobson
CEO & President