Common use of AFFIRMATIVE ACTION POLICY Clause in Contracts

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disability, religion, creed, national origin, sexual orientation, gender identity or expression, age, marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" '' or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sexual orientation, gender identity or expressionsex, age, or marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel Human Resource staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants.

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sexual orientation, gender identity or expressionsex, age, marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants. EXHIBIT C MPO Non-Discrimination and Affirmative Action Policy The Missoula Metropolitan Planning Organization (MPO) is committed to conducting all of its business in an environment free of discrimination, harassment, and retaliation. In accordance with State and Federal law MPO prohibits any and all discrimination on the grounds of race, color, national origin, sex, age, physical or mental disability, parental/marital status, pregnancy, religion/creed/culture; political belief, genetic material, veteran status, or social origin/ancestry (hereafter “protected classes”) by its employees or anyone with whom MPO chooses to do business. For the duration of this contract/agreement, the SUBRECIPIENT agrees as follows:

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, subgrantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Code Annotated entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: NON-DISCRIMINATION. All hiring shall be on the basis of merit and qualification and there shall be no discrimination in employment on the basis race, ancestry, color, physical or mental disability, religion, national origin, sex, age, marital or familial status, creed, ex-offender status, physical condition, political belief, public assistance status or sexual orientation, gender identity or expression, except where these criteria are reasonable bona fide occupational qualifications. AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disability, religion, creed, national origin, sexual orientation, gender identity or expressionsex, age, marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants.

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sexual orientation, gender identity or expressionsex, age, or marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants. ATTACHMENT B http://xxx.xxxx.xxx/wdol/scafiles/davisbacon/mt64.dvb[6/14/2012 11:07:21 AM] General Decision Number: MT120064 05/25/2012 MT64 Superseded General Decision Number: MT20100074 State: Montana Construction Type: Building County: Missoula County in Montana. BUILDING CONSTRUCTION PROJECTS (does not include single family homes or apartments up to and including 4 stories). Modification Number Publication Date 0 01/06/2012 1 01/20/2012 2 01/27/2012 3 04/06/2012 4 04/13/2012 5 05/11/2012 6 05/25/2012 ASBE0082-002 08/02/2011 Rates Fringes Heat and Frost Insulator.........$ 31.42 15.65 BOIL0011-002 10/01/2011 Rates Fringes BOILERMAKER......................$ 30.00 23.85 BRMT0007-002 06/01/2011 Rates Fringes BRICKLAYER.......................$ 26.06 11.35 CARP0028-008 06/01/2011 Rates Fringes XXXXXXXXX (Including Drywall Hanging, Metal Stud Installation, and Formwork)......$ 20.90 10.47 MILLWRIGHT.......................$ 24.90 10.47 Zone Definition: The hourly rate applicable to each project is determined by measuring the road miles over the shortest practical route from the County Courthouse of the following towns to the center of the job: Billings, Bozeman, Butte, Great Falls, Helena, Kalispell, Lewiston, Miles City, and Missoula Zone 1: 0 to 30 miles - Base Rate Zone 2: 31 to 60 miles - $3.70 Zone 3: over 60 miles - $5.60 ELEC0768-008 06/01/2009 Rates Fringes ELECTRICIAN......................$ 27.02 10.37 ELEV0019-005 01/01/2012 Rates Fringes ELEVATOR MECHANIC................$ 46.54 23.535+a+b FOOTNOTE:

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub granteessubgrantees, and other firms doing business with the City of Missoula or any agency connected with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, Plan and Title 49 Montana Codes Annotated49, entitled "Human Rights" M.C.A., or forfeit the right to continue such business dealings. The City's ’ Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an is committed to implement affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disability, religion, creed, national origin, sexual orientation, gender identity or expression, age, marital status, ancestry, receipt of public assistance, political beliefs, physical or mental handicap, ex-offender status, or sex. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to of actively facilitate facilitating equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource personnel actions are administered on the basis of job necessity. Specific responsibility for developingdevelopment, implementingimplementation, monitoring and reporting are will be assigned to the City Personnel staff under the supervision and direction of the Chief Mayor’s Administrative Officer and the MayorAssistant. It is the policy of the City of Missoula to take affirmative action to eliminate any practice or procedure discrimination in personnel policies and procedures that discriminates illegally or has an have adverse impact on an "affected" the “affected class” unless sex, ex-offenders status, and/or physical or mental handicap relates to a bona fide occupational qualification. Equal opportunity opportunities shall be provided for all City employees during their terms of employment. All applicants for City employment shall be recruited from the available labor market, and employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, C.E.T.A. program participants, trainees and applicants.

AFFIRMATIVE ACTION POLICY. Contractors, SIRE and its subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sex, age, marital status, sexual orientation, gender identity or gender expression, age, marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. .Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants.

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sex, age, sexual orientation, gender identity or expression, age, expression or marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the onthe basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. employment All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants. END OF GENERAL CONDITIONS EXHIBIT 3

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sexual orientation, gender identity or expressionsex, age, marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants.

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sexual orientation, gender identity or expressionsex, age, marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants. Attachment B Elert & Associates has included a scope of work for each of the identified projects. Elert & Associates will invoice hourly not to exceed amount for each phase of the identified scope of work. Invoices are sent out one per month for the work and expenses that have accrued during the previous month. No costs may exceed the amount designated in the scope of work attached for each phase of the project. All travel by Elert & Associates will be preapproved by City of Missoula designee. If there is work that is performed outside of the identified scope of work, Elert & Associates will bill the month after the work is performed. Out of scope work will require City of Missoula agreement prior to commencing the work. See attached scope of work document. Consultant Title Standard Hourly Rate Missoula Discounted Hourly Rate Xxx Xxxxx Senior Consultant/Principal $175 $150 Xxxx Xxxx Network/Multimedia Consultant/Engineer $150 $135 Xxxx Xxxxxxxxxx Senior Consultant/Principal $175 $150 Xxxx Xxxx Senior Consultant/Principal $175 $150 Xxxxx Xxxxxxxx Network/Multimedia Consultant/Engineer $150 $135 Xxxx XxXxxxx Network/Multimedia Consultant/Engineer $150 $135 Xxx Xxxxxxx Consultant/Project Manager $150 $135 CAD $65 $65 Administrative Support $45 $45 There is no minimum monthly billing. Travel expenses are billed actual. Flights into Missoula can be expensive, and it is necessary to plan in advance for the best rates. The other expenses are hotel and meals. Hotels are billed at local rates, and our employees stay at moderate locations. The estimated cost per trip is $1,000 to $1,500. We would bill actual costs for airfare and local hotels. The number of trips could vary, but we anticipate that we can do the bidding phase with one trip/two individuals and then handle the remaining part of the project remotely. Implementation could require site inspections, and the number of those trips would depend on timeframe. There would be no additional costs associated with the acceptance of this proposal other than the costs for travel as outlined above. Additional scope is possible; however, we do not anticipate any additional scope based on the project as described in the site survey. Elert & Associates will not be subcontracting any portion of this project.

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub granteessubgrantees, and other firms doing business with the City of Missoula CITY or any agency connected with CITY must be in compliance with the City of Missoula's ’s Affirmative Action Plan, Plan and Title 49 Montana Codes Annotated49, entitled "Human Rights" M.C.A. or forfeit the right to continue such business dealings. The City's CITY’s Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an is committed to implement affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disability, religion, creed, national origin, sexual orientation, gender identity or gender expression, age, marital status, ancestry, receipt of public assistance, political beliefs, physical or mental handicap, ex-offender status, or sex. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to of actively facilitate facilitating equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource personnel actions are administered on the basis of job necessity. Specific responsibility for developingdevelopment, implementingimplementation, monitoring and reporting are will be assigned to the City Personnel staff under the supervision and direction of the Chief Mayor's Administrative Officer and the MayorAssistant. It is the policy of the City of Missoula to take affirmative action to eliminate any practice or procedure discrimination in personnel policies and procedures that discriminates illegally or has an have adverse impact on an the "affectedaffected class" classunless sex, ex-offenders status, and/or physical or mental handicap relates to a bona fide occupational qualification. Equal opportunity opportunities shall be provided for all City employees during their terms of employment. All applicants for City employment shall be recruited from the available labor market, and employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants,

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sex, age, sexual orientation, gender identity or expression, age, expression or marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the onthe basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants.

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" '' or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sexual orientation, gender identity or expressionsex, age, or marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel Human Resource staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants. EXHIBIT F Representative Maintenance Plan Xxxxx Park Allegiance Field Maintenance Plan March - Depending on weather as well as schedule of events to be held at the park we will get the park de-winterized using Plumbing Contractor (Garden City Plumbing has done all of our stadium work to this date). This includes getting the main water line turned back on and then connecting the water back up to all of the buildings in the park (Restrooms, concessions, clubhouses, dugouts, maintenance garage, etc.). This is normally a two day process. Mid-March - We will have all four pieces of our major John Deere Equipment (Field Mower, push mower, Gator, and Bunker Rake) serviced to be ready to go for the season. This includes standard tune up, oil change, and complete lookover of the equipment. April- Mid to late part of the month or sometimes even early May we will have the Sprinklers turned back on for the season. We have a contractor (Rainmaker has done all stadium sprinkler work to this date)come out and get things turned on and make sure there is not any major issues. Most of the upkeep throughout the season is performed by Grounds Crew and Director of Stadium Operations. Rolling of the infield will take place no later than end of month. May - Edging of Field will take place in the later part of the month or in June depending on how the Field is. June - HVAC Units checked out, filters changed, belts checked and systems set for the season by contractor (Currently use Missoula Sheet Metal). Contractor (Currently use TW Enterprises) will come in and perform an annual maintenance for the backup generator. October and November -After all cleanup is done we will call Garden City Plumbing to come in and winterized the park for us. This includes draining all hot water tanks, pulling parts from sinks, showers, and toilets to prevent from cracking and freezing and add antifreeze to the traps, this is normally a two day process. Sprinklers are blown out sometime near end of September or early October depending on the weather. If the grass is still growing then we will keep watering. Pruning of trees and shrubs around the facility needs to happen around this time.· Fertilizing/Weed Control/Field Aeration Plan- We contract annually with a landscaper contractor who is licensed to use field chemicals for fertilization and weed control. Currently we use TruGreen. They apply multiple fertilizer applications to the field during the year. Up to five applications are put on the field between April and October. TruGreen will also apply weed killer around the park where needed: Field aeration will take place in early October, this is an important part to keeping the field in good shape. Concessions Hood System - We hire a contractor to clean our hood system (Currently use AI Hood Cleaning). This is done either semi -annually or annually depending on use levels. Stadium Cleaning Plan - The stadium is cleaned after each event. Power Washing of the concourse is done on a regular need basis. Restrooms are cleaned after each event. Full deep cleaning of restrooms, clubhouses, and concessions are contracted out and done twice a year. Concessions are cleaned before and after each event. Clubhouses are cleaned and maintained by Clubhouse Manager hired by Osprey. Landscaping Maintenance - We have contracted with a landscaping company to do major landscaping maintenance. Our stadium groundskeeper does routine landscape maintenance and complete field maintenance throughout the year. An agreement has been reached with Missoula Parks and Recreation on who is responsible for stadium landscape maintenance. The stadium maintains all landscaping on the stadium side of the trails around stadium. Parks and Recreation maintains all landscaping on the trail and out from the stadium including the parking lot.

AFFIRMATIVE ACTION POLICY. Contractors, subcontractors, sub grantees, and other firms doing business with the City of Missoula must be in compliance with the City of Missoula's Affirmative Action Plan, and Title 49 Montana Codes Annotated, entitled "Human Rights" or forfeit the right to continue such business dealings. The City's Affirmative Action Policy Statement is: The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all persons equal opportunity for employment without regard to race, ancestry, color, disabilityhandicap, religion, creed, national origin, sex, age, marital or familial status, ex-offender status, physical condition, genetic information, political ideas, public assistance status, sexual orientation, gender identity or and/or gender expression, age, marital status. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered on the basis of job necessity. Specific responsibility for developing, implementing, monitoring and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. Our commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants. Rev. 01/2019 Exhibit C MPO NONDISCRIMINATION AND DISABILITY ACCOMMODATION NOTICE The Missoula Metropolitan Planning Organization (“MPO”) is committed to conducting all of its business in an environment free from discrimination, harassment, and retaliation. In accordance with State and Federal law MPO prohibits any and all discrimination and protections are all inclusive (hereafter “protected classes”) by its employees or anyone with whom MPO does business: Federal protected classes State protected classes Race, color, national origin, sex, sexual orientation, gender identity, age, disability, & Limited English Proficiency Race, color, national origin, parental/marital status, pregnancy, childbirth, or medical conditions related to pregnancy or childbirth, religion/ creed, social origin or condition, genetic information, sex, sexual orientation, gender identification or expression, national origin, ancestry, age, disability mental or physical, political or religious affiliations or ideas, military service or veteran status For the duration of this contract/agreement, the PARTY agrees as follows: