HIRING POLICY

HIRING POLICY

Purpose

Glunt Industries is an equal opportunity employer and complies with all applicable federal, state, and local employment laws. It is Glunt Industries’ policy to provide equal employment opportunity to all employees and applicants for employment. This applies to all terms and conditions of employment, including, but not limited to hiring, training, promotion, discipline, compensation, benefits, and termination of employment.

The purpose of this policy is to establish a fair, consistent, and compliant framework for recruiting, selecting, and hiring qualified employees for our manufacturing operations. This policy ensures equal employment opportunity, supports operational excellence, and promotes workplace safety and quality.

Scope

This policy applies to all hiring activities at Glunt Industries including full-time, part-time, temporary, contract, and seasonal positions across all departments, including, but not limited to, production, maintenance, quality, engineering, logistics, and administration.

Guiding Principles

• Equal Employment Opportunity (EEO): We provide equal opportunity to all qualified applicants without regard to any characteristic protected by Title VII, including, but not limited to, race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic.
• Merit-Based Selection: Hiring decisions are based on job-related qualifications, skills, experience, and performance.
• Safety & Quality First: Candidates must meet safety standards and quality expectations relevant to manufacturing environments.
• Legal Compliance: All hiring practices comply with federal, state, and local laws, including FLSA, EEOC, ADA, OSHA, and immigration requirements.

Workforce Planning & Requisitions

• Department managers identify staffing needs and submit a job requisition, and justification (example, replacement for employee who retired, etc.).
• HR reviews requisitions for job description accuracy, classification, and pay band alignment before posting.

Job Descriptions

All roles must have an approved job description outlining the following:

• Essential duties and responsibilities
• Required and preferred qualifications
• Physical and safety requirements
• Work schedule and shift expectations
• Reporting relationships

Recruitment & Sourcing

We use a combination of internal and external sourcing methods:

• Internal job postings and promotions
• Employee referrals
• Online job boards and company careers page
• Trade schools, community colleges, and workforce agencies
• Job fairs and community partnerships

Recruiting materials must be inclusive and accurately reflect job requirements.

Application Process

• All candidates must complete the standard application and provide a resume.
• Applications are screened by HR for minimum qualifications.
• Qualified candidates are forwarded to hiring managers for review.

Interview & Selection

• Structured Interviews: Use job-related questions and consistent scoring criteria.
• Panel Interviews: May be used for supervisory or technical roles.
• Skills Assessments: Practical tests, work samples, or technical evaluations may be administered where relevant.

Background Checks & Pre-Employment Screening

Subject to applicable law and role requirements, we may conduct:

• Criminal background checks
• Employment and education verification
• Drug and alcohol screening
• Motor vehicle record checks (for driving roles)
• Post-offer physical or functional capacity exams (job-related and consistent with business necessity)

All screenings are performed in compliance with FCRA, ADA, and state laws.

Immigration Compliance (I-9)

All new hires must complete Form I-9 and present acceptable documentation within the required timeframes to verify identity and employment authorization.

Offer & Compensation

• Offers for exempt employees are extended by HR after final approval by the CEO. Offers for non-exempt employees are extended by HR after final approval by the Plant Manager.
• Compensation is determined based on pay bands, internal equity, experience, and market data.
• Offers include job title, pay rate, shift, start date, and any contingencies.

Onboarding

• New hires complete orientation covering safety, quality, company policies, and job-specific training.
• Mandatory safety training is required before entering production areas.
• Probationary periods may apply as defined by company policy.

Temporary, Contract, & Agency Workers

• Use of temporary or contract labor must be approved by HR and Plant Managers.
• Staffing agencies must comply with all legal and safety requirements.
• Agency workers must receive site-specific safety orientation.

Internal Transfers & Promotions

• Internal candidates are encouraged to apply for open roles.
• Transfers and promotions are based on performance, qualifications, and business needs.
• Managers must coordinate with HR prior to making commitments to internal candidates interested in an open role.

Nepotism & Conflicts of Interest

• The company avoids hiring close relatives into roles with direct or indirect reporting relationships.
• All conflicts of interest must be disclosed to and approved by HR.

Recordkeeping & Data Privacy

• Hiring records are maintained per legal retention requirements.
• Candidate information is treated confidentially and in accordance with data protection laws.

Mandatory Training for Hiring Managers

Hiring managers must complete periodic training on:

• Equal employment opportunity
• Requirements under Title VII
• Interviewing techniques
• Bias awareness
• Legal compliance

Policy Enforcement

Any employee or applicant with questions or concerns regarding any type of discrimination, including unfair treatment or retaliation, on the basis of a protected trait is encouraged to bring these issues to the attention of any officer of Glunt Industries. Employees can raise good-faith concerns and reports without fear of reprisal, retaliation, discipline, or intimidation.

Anyone found to be engaged in any type of unlawful discrimination, including harassment, will be subject to disciplinary action up to and including termination.

Review & Updates

This policy is reviewed annually by HR and Legal to ensure ongoing compliance and effectiveness.

Effective Date: January 17, 2026

Approved By: Richard Hill, CEO