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Employment of Individuals with Disabilities and Protected Veterans

Last Revised: January 1, 2023

D3 Technologies, Inc. provides equal employment opportunities for all prospective and current
employees. D3 Technologies, Inc. does not discriminate on the basis of race, color, national origin,
religion, gender, gender identity, sexual orientation, age, protected veteran status, disability, genetic
information, or any other status protected by law. D3 Technologies, Inc. takes affirmative action to ensure
equal employment opportunity. Affirmative Action is a results-oriented program designed to ensure that
each individual can participate equally in all employment opportunities at D3 Technologies, Inc.

D3 Technologies, Inc. recruits, hires, trains, and promotes persons in all job titles and ensures that all
personnel actions are based on merit, qualifications, abilities, and valid job requirements, without regard
to disability or status as a disabled veteran, a recently separated veteran, an active duty wartime or
campaign badge veteran, or an armed forces service medal veteran. This policy governs all aspects of
employment, including application, hiring, compensation, promotion, discipline, termination of
employment, and access to benefits and training.

D3 Technologies, Inc. encourages any employee with questions or concerns about equal employment
opportunity or discrimination in the workplace to bring these issues to our attention. 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: filing a complaint; assisting or
participating in an investigation, compliance evaluation, hearing, or any other activity related to the
administration of the affirmation action provisions of the Vietnam Era Veterans’ Readjustment Assistance
Act (“VEVRAA”), Section 503 of the Rehabilitation Act, or any other federal, state, or local law
requiring equal opportunity for individuals with a disability or with a status as protected veteran;
opposing any act or practice made unlawful by VEVRAA or the Rehabilitation Act; or exercising any
other right protected by VEVRAA or the Rehabilitation Act.

Any applicant or employee who believes he or she requires an accommodation in order to apply for a job
or to perform the essential functions of a job should contact the EEO Officer and request such an
accommodation. The individual with the disability should specify what accommodation he or she needs to
apply for or perform the job. D3 Technologies, Inc. will analyze the situation, engage in an interactive
process with the employee, and respond to the employee’s request.

D3 Technologies, Inc. managers and supervisors take affirmative action to ensure adherence to equal
employment opportunity practices and provide appropriate training of personnel in their areas of
responsibility. The implementation of this policy requires the understanding and cooperation of all
employees, supervisors, and managers.

D3 Technologies, Inc. maintains an Affirmative Action Program for employment of individuals with
disabilities and status as a disabled veteran, a recently separated veteran, an active duty wartime or
campaign badge veteran, or an armed forces service medal veteran. The program will be audited
periodically, updated annually, and made available for applicant and employee inspection during normal
business hours. To review the plan, please contact Lindsey Akins, Office Manager/Human Resources at

The top executive of our corporation fully supports our equal employment opportunity and affirmative
action efforts. As Program Manager/President of D3 Technologies, Inc., I am committed to the principles
of equal employment opportunity and affirmative action. In order to ensure dissemination and
implementation of equal employment opportunity and affirmative action throughout all levels of the
company, I have selected Lindsey Akins as the EEO Officer for D3 Technologies, Inc. One of the EEO
Officer’s duties will be to establish and maintain an internal audit and reporting system to allow for
effective measurement of our Affirmative Action Program. 

Kirsten Marquard

Project Manager/President

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