MANAGER’S INSTRUCTIONS

2016 AFFIRMATIVE ACTION PLAN FOR MINORITIES AND WOMEN

And INDIVIDUALS WITH DISABILITIES AND PROTECTED VETERANS

OFCCP Correspondence: Please IMMEDIATELY advise your Human Resources professional or the Employment Law Department if you receive any correspondence or communication from the U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP).

AAP ACTION ITEMS 1. Training – All Location Managers are strongly encouraged to attend the training, Aramark

Affirmative Action Plans, located on the Employment Relations website under Affirmative Action Plans. This brief recorded training explains what is in your Affirmative Action Plan (“AAP”) package, your role, and what actions you will need to take immediately and throughout the year. These trainings have been updated for 2016.

2. Upon receipt of the letter from our third Party Vendor, Outsolve, follow the instructions in the letter. Go to the Outsolve website and use the user name and password from the letter to download and print the items in the 2016 AAP package

3. AAP Cover -- Complete the profit center information on the covers of the AAP (3rd & 4th Sections)

and sign and date the covers. This should be retained as the first page of each AAP. 4. AAP Binder -- Use a separate binder to file each AAP. NOTE: The AAP for Minorities and Women is

CONFIDENTIAL and must be treated as such. No part of this AAP (except the posted policies) should be shared with non-management employees.

5. Review Reports found in AAP for Minorities & Women

Employee Listing -- Please verify the accuracy of this Report as of January 1, 2016. If any information (job title, hire date, ethnicity, etc.) is missing or inaccurate, consult with your HR Professional for further direction on how to update this information appropriately. Most likely you will simply need to go into HCMS and correct the information (after you have done

this we will not be re-running reports for your location unless you receive an audit notice). File this report in the Confidential AAP Management File described below.

Statistical Reports -- Carefully review the Workforce Analysis, Job Group Analysis, Availability Analysis, and Utilization Analysis.

Utilization Analysis -- If your Utilization Analysis Report indicates that your location is underutilized in "Total Minority" and/or "Females" categories (showing a "YES" in the Underutilization column), you will be required to describe what Action-Oriented Programs will be undertaken to accomplish Plan Goals. (Instructions and a sample format for this documentation are attached as Attachments A & A1.

Attainment Report -- This Report is a snapshot of your location’s employee activity for last year (hires, promotions, transfers, terminations) compared to any goals developed for last year’s AAP. If you fell short of any of your placement goals for last year, please write a statement explaining why the goals were not met and include all good faith efforts that were made to achieve these goals. A sample of an Attainment of Goals and Good Faith Efforts is attached as Attachment B. Maintain the Attainment Report and all related documentation in the Confidential AAP Management File described below. To help you monitor your progress during the current AAP year, we will be sending you employee activity reports (hires, promotions, transfers, terminations) as of mid-year.

6. Establishment Definition -- If there are Workforce Analysis reports for other profit centers as well as

a combined Employee List in your AAP packet, you have been classified as an Establishment Location. Your location has been designated as the lead profit center. It will be the responsibility of the lead profit center manager to:

a. Share the AAP information, including all statistical data reports with the other profit center managers.

b. Provide copies of the required postings for each profit center.

If the establishment definition is not correct, please email Emlund-monica@aramark.com in the Employment Relations Department and advise your Human Resources professional.

7. Confidential AAP Management File -- Set up a separate “Confidential 2016 AAP Management File”

that will be used throughout the current Plan year to file documents regarding local compliance efforts, such as: local recruitment efforts; participation in community outreach programs; other “good faith efforts” to achieve Plan goals (if any) through the development of action-oriented programs (see Section V of the Minorities and Women AAP); semi-annual reports of employee activity (that is, hires, promotions, terminations, transfers that we will send you after six months); and copies of any EEO Policy notification letters* sent to recruiters and/or vendors. *Note: EEO Policy notification letters will be sent to labor unions through a centralized process.

8. Internal Communication -- Advise other managers and supervisors of their EEO and AAP obligations,

including the specific obligations under the Policy Against Sexual Harassment & Other Workplace

Harassment regarding reporting complaints to Human Resources. Please share with your management staff information regarding your AAP goals and objectives, as well as outreach and recruiting strategy. Equal employment opportunity is a responsibility to be shared by all management at a location.

9. Maintenance of Documentation -- Aramark is required to retain a copy of all documents related to our Affirmative Action Plans going back three (3) years from the start of the current calendar year, as well as all such documents received or created during the current calendar year.

a. For example, at any time during 2016, each location must have all documents related to its Affirmative Action Plans for the three-year period beginning January 1, 2013 and ending December 31, 2015, as well as all such documents received or created during 2016.

POLICY/POSTER ACTION ITEMS

1. Post all of the enclosed Aramark policies, the President and CEO’s letter and EEO is the Law poster in a conspicuous place at all employee locations within your location. All documents have been updated for 2016. Outdated postings should be replaced with the updated ones.

2. Drug-Free Workplace Act Policy and the Policy Against Sexual Harassment & Other Workplace Harassment. Please ensure that ALL current employees receive a copy of these policies upon hire and annually when you receive your AAPs for the year. Once employees have signed the Certifications on the last page of the Drug-Free Workplace Act Policy and the Policy Against Sexual Harassment & Other Workplace Harassment, place both certifications in the employee’s personnel file. Both policies also must be posted.

RECRUITING PROCESS ACTION ITEMS

1. Outreach Efforts – Reach out to organizations that work with women, minorities, veterans and

individuals with disabilities so that those organizations can assist you in your recruitment efforts and placement goals. After reviewing your AAPs, identify a few such organizations in your geographic area that support each of these groups and make a personal contact to develop a working relationship. For assistance in identifying such organizations in your geographic area, our AAP partner - Outsolve - has developed a geographic database that you can access electronically on the Employment Relations website, under Affirmative Action Plans.

Document all outreach efforts on the Outreach Efforts Log (Attachment C) and place this log, along with all records of communication to/from outreach programs (emails, letters, notices, etc.) in the 2016 Confidential AAP Management File. This log, along with all of the attachments, should be saved for the current calendar year and three additional calendar years. Further information on Outreach Efforts, along with an electronic copy of the Outreach Efforts Log, can be found on the Employment Relations website under Affirmative Action Plans.

In addition, you should document and retain information regarding any efforts your location has undertaken to support the local community, for example: job fairs, summer jobs for the underprivileged, use of minority and female co-ops, active recruitment at particular historically Black colleges and universities, food donations, scholarships, support of community activities,

receipt of any awards or special recognitions, United Way contributions or assistance with campaigns, Urban League contributions, and/or service of managers to community organizations, etc.

2. Posting Jobs with the State – If ARTie is fully deployed at your location the following is done

automatically: Ensure that every job opening is posted with your State Employment Delivery Service and that the job posting is sent to the appropriate state agency in the manner and format that the agency requires. In addition, the following must be included with each job posting sent to the state:

• The following statement: “Aramark is a federal contractor and requests priority referrals of protected veterans.”

• The following information: o The name and address of the Aramark location where the job is located; and o The contact information for the hiring manager responsible for the open position (i.e., the

hiring manager’s name as well as his/her phone number or email address).

Information regarding your state’s employment delivery service can be obtained on the Employment Relations website, under Affirmative Action Plans. It is important to develop a relationship with your local State Employment Delivery Service office. Please refer to Guidelines for Advertising or Posting Aramark Hourly Employment Opportunities (Attachment F) for additional information.

3. Monitor Applicant Flow Activity – If ARTie is fully deployed at your location the following is done automatically: Provide a copy of the Self ID Form for Applicants/Employees (Gender & Race/Ethnicity) (Attachment D-1), The Self ID Form for Protected Veterans (Attachment D-2), and The Self ID Form for Individuals with Disabilities (Attachments D-3) along with the Aramark Employment Application. Completion of the Self-Identification Forms is voluntary. Completed forms must be maintained in a file separate from the individual’s application and, if the individual is hired, the form must be kept separate from the individual’s personnel file in his or her Confidential File. Under no circumstances should the Self-Identification Form be stapled or otherwise attached to the Employment Application. Candidates should NEVER be questioned about their Self Identification Form as part of the application or interview process. Use the attached Applicant Register Tally Form to record the requested self-identification information for all applicants for all positions. (Attachments E and E1) Please refer to Frequently Asked Questions Regarding Applicant Tracking for AAP Purposes (Attachment E2) for questions relating to the applicant tracking process.

4. Advertising Jobs – If ARTie is fully deployed at your location the following is done automatically: Review and comply with the Guidelines for Advertising or Posting Aramark Hourly Employment Opportunities (Attachment F). Every job posting must include the appropriate Equal Employment Opportunity (EOE) tagline, as described in the guidelines – EOE – Minority/Female/Disability/Veteran. In addition, no candidate is permitted to be considered for employment with Aramark unless there is a completed Application for Employment from the candidate. To facilitate this process, there are several options for providing the Application for Employment and the Self-Identification Form for Applicant Flow Data. These are described in the Options for Having Candidates for Hourly Positions complete the Aramark Application for Employment and Self-Identification Form for Applicant Flow Data (Attachment G).

5. Training – Recruitment, Selection & Hire: The OFCCP & Management’s Role in Compliance –This recorded training provides information regarding the responsibilities that each Aramark manager has with respect to recruitment, selection and hiring due to Aramark’s status as a federal contractor. All Location Managers and other Hiring Managers are encouraged to attend the training, which is located on the Employment Relations website under Affirmative Action Plans.

POST HIRE, PRE-EMPLOYMENT ACTION ITEMS

1. Self ID Form for Applicants/Employees (Gender & Race/Ethnicity) (Attachment H), Self ID Form for

Protected Veterans (Attachment I), and Self ID Form for Individuals with Disabilities (Attachment J) - If ARTie is fully deployed at your location, the following forms are issued automatically: We have attached copies of all three of these forms. Please make copies of these forms and make these available to all conditional hires (i.e., candidates who have been offered employment). Copies of these forms can be obtained on the Employment Relations website under Affirmative Action Plans.

Attachments: * NOTE: IF ARTie has been fully deployed at your location, you may not need these forms but we have included them in the event that ARTie has not been fully deployed at your location. Attachment A: Instructions for Statement of Development and Execution of Action-Oriented

Programs Attachment A-1: Sample of Statement of Development and Execution of Action-Oriented Programs Attachment B: Sample of Analysis of Attainment Goals and Good Faith Efforts Attachment C: Outreach Efforts Log Attachment D-1: Self-Identification Form for Applicants/Employees (Gender and Ethnicity/Race)

(Pre-Offer) * Attachment D-2: Self-Identification Form for Protected Veterans * Attachment D-3: Self-Identification Form for Individuals with Disabilities * Attachment E: Applicant Register Tally and Instructions * Attachment E-1: EEO Categories – Summary Descriptions * Attachment E-2: FAQs Regarding Applicant Tracking for AAP Purposes * Attachment F: Guidelines for Advertising or Posting Aramark Hourly Employment Opportunities * Attachment G: Options for Having Candidates for Hourly Positions Complete the Aramark

Application for Employment and Self-Identification Form for Applicant Flow Data * Attachment H: Self-Identification Form for Applicants/Employees (Gender & Race/Ethnicity) (Post

Offer) *

ATTACHMENT A

INSTRUCTIONS FOR COMPLETION OF THE STATEMENT OF DEVELOPMENT AND EXECUTION OF ACTION-ORIENTED PROGRAMS

1. Review the “Total Minority”, “Females”, “Individuals with Disabilities” and “Covered Veterans”

categories for each job group on the Placement Goals Report to determine if any underutilization exists. Underutilization is designated by a numerical placement goal in the applicable row and column. Placement goals are not quotas. Rather, there are intended to assist locations in planning recruitment and outreach efforts for the year.

2. If underutilization exists, describe what action-oriented programs will be undertaken to

accomplish plan goals. Some programs utilized generally within the corporation are included in Section V of the Plan. Use these as a guide to develop programs geared toward your location. Note: It is not necessary to attempt to identify possible causes of the underutilization.

3. Although it may be unrealistic to expect attainment of goals in one year due to low turnover or a

reduction in force, you are responsible for making a good faith effort to accomplish plan goals. 4. Recruitment -- Your local business unit may have lists of additional recruitment sources that you

utilize. In order to accomplish affirmative action plan goals, active involvement with organizations aimed at improving employment opportunities for minorities, women, veterans, individuals with disabilities and other disadvantaged groups is encouraged. On a regular basis send notices of job openings to referral sources and conduct briefing sessions with representatives of these recruiting sources to provide clear and concise explanations of current and future job openings. Advertising in targeted publications, as well as publications which reach out to the entire community, and internal job postings, can also be effective recruiting techniques.

A Sample Statement of Development and Execution of Action-Oriented Programs follows on the next page.

ATTACHMENT A-1

SAMPLE STATEMENT OF DEVELOPMENT AND EXECUTION OF ACTION-ORIENTED PROGRAMS

In addition to the efforts identified in Section V of the AAP, we have undertaken the following programs to address any underutilization in our location.

PROBLEM AREA ACTION PROGRAM

In the Office and Clerical job group, availability

for total minorities is 17.8%. There are six

employees in the job group; none is a minority.

The Company has set a percentage hiring goal

of 17.8% for minorities. As openings occur in

the job group during the year, we will take the

following steps to aggressively recruit

minorities: (1) advertise in general circulation

newspapers; (2) seek referrals from local

minority organizations; and (3) post the

positions with the local employment service

delivery system.

In the Operatives/Semi-Skilled job group,

availability for minorities is 21% and for women

it is 32.4%. Of the 19 employees in the job

group, 10.5% are minority and 15.7% are

women.

The Company has set percentage hiring goals

of 21% for minorities and 32.4% for women.

As openings occur, the Company will attempt

to promote women and minorities from within

by posting all positions. If this effort is not

sufficient, the Company will expand recruiting

sources to include: (1) organizations which

place women in non-traditional jobs; (2)

advertisements in general circulation

newspapers; (3) minority organizations such

as the Urban League; and (4) referrals from

existing minority and female employees.

ATTACHMENT B

SAMPLE

ANALYSIS OF ATTAINMENT OF GOALS and Good Faith Efforts - 2015 DESCRIPTION OF OUTREACH EFFORTS

In the Officials and Managers Job Group there were a total of five (5) hires. We hired two (2) females and met our goal for total females for this job group. We hired only two (2) minorities. Despite our good faith efforts to recruit and hire minorities, we still remain underutilized in minority employees. In the Laborers Job Group there were 25 hires. We hired three (3) minorities and promoted two (2) minorities within this job group. Despite our good faith efforts to recruit and hire, we still remain underutilized in minority employees. In the Craft Workers Job Group there were 12 hires. We hired a total of six (6) minorities and two (2) females. In addition, we promoted one (1) female into this job group. We met our goals for minorities within this job group. Despite our efforts to recruit and hire, we still remain underutilized in females. As job openings occur in each job group, we have taken the following aggressive steps to recruit minorities and females where underutilization exists: Sought referrals from local minority organizations Sought referrals from minority churches Posted all positions with the state employment delivery service* Posted positions with local high schools and local colleges HRD and FSD attended a Career Fair HRD recruited at local colleges FSD participated in local community programs *For locations where ARTie is fully deployed, this is done automatically

ACCOUNT NAME:

DATE ORGANIZATION ADDRESS CITY,STATE,ZIP PHONE EMAIL CONTACT NAME POSITION(S) DESCRIPTION OF ACTIVITY

1/2/2016 Happy Helpers 123 Common Street Philadelphia, PA 19111 215-238-1234 happyhelpers@philly.com Mary Jones

Food Service Worker and

Housekeeping

Called Mary to see if any candidates are

available for food service and housekeeping

positions. Mary is to get back to me with names

by the end of the week.

AAP PLAN YEAR: 2016

OUTREACH EFFORTS LOG

IT IS IMPORTANT THAT ALL RECORDS OF COMMUNICATION TO/FROM OUTREACH PROGRAMS (EMAILS, LETTERS, NOTICES, ETC.) ARE RETAINED WITH THIS FORM IN THE AAP CONFIDENTIAL FILE AND SAVED

FOR THE CURRENT CALENDAR YEAR AND TWO ADDITIONAL CALENDAR YEARS. FURTHER INFORMATION ON OUTREACH EFFORTS CAN BE FOUND IN THE INSTRUCTIONS FOR YOUR AFFIRMATIVE ACTION PLANS

OR BY SPEAKING WITH YOUR HR PROFESSIONAL.

ATTACHMENT C

SELF-IDENTIFICATION FORM FOR APPLICANTS/EMPLOYEES (GENDER AND ETHNICITY/RACE)

It is the policy of Aramark to provide equal employment opportunity to all employees and applicants for employment without regard to race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status (specifically status as a disabled veteran, recently separated veteran, armed forces service medal veteran, or active duty wartime or campaign badge veteran), or other classification protected by applicable federal, state or local law. VARIOUS AGENCIES OF THE UNITED STATES GOVERNMENT REQUIRE EMPLOYERS TO COLLECT INFORMATION ON APPLICANTS. INFORMATION REQUESTED ON THIS SHEET IS FOR PURPOSES OF COMPLIANCE WITH THESE RECORDKEEPING REQUIREMENTS AND TO DETERMINE RECRUITING AND EMPLOYMENT PATTERNS. If you wish to be identified, please provide any of the information requested on this form that you would like to submit. You may submit this information now or at any time in the future. Such information will in no way affect the decision regarding your application for employment. This sheet will be kept confidential and maintained separately from your application form.

NAME: DATE: POSITION APPLIED FOR: Completion of the following is voluntary and is not a requirement for employment. ETHNICITY/RACE: (Please check only one)

Hispanic or Latino (Persons of Cuban, Mexican, Puerto Rican, South or Central American or other Spanish culture or origin regardless of race.)

* * * * * *

GENDER: (Please check only one)

American Indian or Alaskan Native

(Not Hispanic or Latino) (Persons having origins in any of the original peoples of North, Central and South America and who maintain tribal affiliation or community attachment.)

Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) (Persons having origins in any of the peoples of Hawaii, Guam, Samoa or other Pacific Islands.)

Male

Female

Asian (Not Hispanic or Latino) (Persons having origins in any of the original peoples of the Far East, Southeast Asia or the Indian Subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.)

White (Not Hispanic or Latino) (People having origins in any of the original people of Europe, the Middle East or North Africa.)

I do not wish to self-identify

Black or African American

(Not Hispanic or Latino) (Persons having origins in any of the black racial groups of Africa.)

Two or More Races

(Not Hispanic or Latino) (Persons who identify with more than one of the above races.)

I do not wish to self-identify

Please return this form with your completed Employment Application to the Human Resources Representative or other contact person at the facility where you submitted your employment application. Thank you.

Revised December 2014

ATTACHMENT D-1

Voluntary Self-Identification of Veteran Status

Why are you being asked to complete this form?

1. This employer is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of

1974, as amended by the Jobs for Veterans Act of 2002,38 U.S.C. 4212 (VEVRAA), which requires Government contractors to take affirmative action to employ and advance in employment: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. These classifications are defined as follows:

A "disabled veteran" is one of the following:

o A veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or

o A person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Protected veterans may have additional rights under USERRA—the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor's Veterans Employment and Training Service (VETS), toll-free, at 1-866-4-USA-DOL.

2. If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking

the appropriate box below. As a Government contractor subject to VEVRAA, we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA.

I IDENTIFY AS ONE OR MORE OF THE CLASSIFICATIONS OF PROTECTED VETERAN LISTED ABOVE

I AM NOT A PROTECTED VETERAN

I DON'T WISH TO ANSWER

3. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information provided will be used only in ways that are not inconsistent with the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended.

4. The information you submit will be kept confidential, except that (i) supervisors and managers may be informed

regarding restrictions on the work or duties of disabled veterans, and regarding necessary accommodations; (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if you have a condition that might require emergency treatment; and (iii) Government officials engaged in enforcing laws administered by the Office of Federal Contract Compliance Programs, or enforcing the Americans with Disabilities Act, may be informed.

Your Name Today’s Date

PRE-OFFER FORM

ATTACHMENT D-2

Voluntary Self-Identification of Disability Form CC-305

OMB Control Number 1250-0005 Expires 1/31/2017

Page 1 of 2 Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i

To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability? You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:

Please check one of the boxes below:

☐ YES, I HAVE A DISABILITY (or previously had a disability)

☐ NO, I DON’T HAVE A DISABILITY

☐ I DON’T WISH TO ANSWER

__________________________ __________________ Your Name Today’s Date

• Blindness • Autism • Bipolar disorder • Post-traumatic stress disorder (PTSD) • Deafness • Cerebral palsy • Major depression • Obsessive compulsive disorder • Cancer • HIV/AIDS • Multiple sclerosis (MS) • Impairments requiring the use of a wheelchair • Diabetes • Epilepsy

• Schizophrenia • Muscular

dystrophy

• Missing limbs or partially missing limbs

• Intellectual disability (previously called mental retardation)

Voluntary Self-Identification of Disability Form CC-305

OMB Control Number 1250-0005 Expires 1/31/2017

Page 2 of 2

Reasonable Accommodation Notice Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. i Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp. PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

YEAR 2016

M F

DECLINED

TO SELF

IDENTIFY

DECLINED

TO SELF

IDENTIFY Y N

DECLINED

TO SELF

IDENTIFY Y N

DECLINED

TO SELF

IDENTIFY

LEGEND - REFERRAL SOURCE LEGEND - STATUS OR DISPOSITION

1. CURRENT EMPLOYEE REFERRAL 6. APPLICATION ON FILE A. NO OPENING IN JOB CLASSIFICATION E. FOUND UNQUALIFIED

2. EMPLOYMENT AGENCY 7. INTERNAL CANDIDATE B. APPLICANT WITHDREW FROM PROCESS

3. NEWSPAPER AD 8. INTERNET C. APPLICANT REJECTED OFFER G. HIRED

4. RECRUITMENT - COLLEGE TRADE OR OTHER 9. DISABILITY OUTREACH ORGANIZATION D. UNABLE TO CONTACT

5. FORMER EMPLOYEE 10. VETERAN/MILITARY ORGANIZATION

11. OTHER (PLEASE EXPLAIN) Jan-16

CHECK APPROPRIATE BOXESS

T

A

T

U

S

R

E

F

S

O

U

R

C

E

COMMENTSJOB TITLE

APPLIED FORAMERICAN

INDIAN or

ALASKAN

NATIVE WHITE

HISPANIC

or

LATINO

NATIVE

HAWAIIAN or

OTHER

PACIFIC

ISLANDER

GENDER DISABILITY VETERAN

F. BETTER QUALIFIED CANDIDATE HIRED

APPLICANT REGISTER TALLY

PROFIT CENTER NAME PROFIT CTR NO. Page No

BLACK or

AFRICAN

AMERICAN

RACE/ETHNICITY

Job Category

FACILITY LOCATION:

COMPLETED BY PHONE NO.

DATE APPLICANT NAME

TWO OR

MORE

RACESASIAN

ATTACHMENT E

INSTRUCTIONS FOR COMPLETION OF THE APPLICANT REGISTER TALLY - 2016

The attached form must be completed and maintained on file for two years. This form is to be used in recording information for individuals who apply for positions or who are referred or recruited for employment at your facility. It should be filled out immediately after an individual completes an application, is interviewed, or is otherwise considered for employment (for example, when a resume or letter of interest is reviewed). You may not have all of the information requested on the Applicant Register Tally form, but please complete as much as possible. Information for all applicants for employment must be recorded on this form. Use the Applicant Flow Data and Self-Identification forms (to the extent available) to gather information for the Tally. Retain the Applicant Flow Data form in a separate confidential file after completing the Tally. (Note: this should be kept in a different file than the Confidential AAP File.) 1. PROFIT CENTER NAME: Print Aramark Profit Center name.

2. PROFIT CENTER NO.: Print Profit Center number.

3. FACILITY LOCATION: Print location.

4. PAGE NO.: In the event that more than one page is required, number pages consecutively.

5. COMPLETED BY: Individual filling out form should print his/her name in blank provided.

6. PHONE NO.: Print the telephone number of the component.

7. JOB CATEGORY: Indicate the appropriate EEO job category for which the list of job titles applied for is categorized. See Attachment E-1 for summary descriptions of each category.

1. Officials and Managers

1.1 Executives/Sr. Level 1.2 First/Mid-year Level

2. Professionals 3. Technicians 4. Sales Workers 5. Office and Clerical 6. Craft Workers 7. Operatives 8. Laborers 9. Service Workers

8. DATE: In column 1 indicate the date that applicant completed application, was recruited, was referred, or was interviewed

for employment. (Do not list persons returning from leave of absence.) 9. APPLICANT NAME: In column 2 print name of applicant. (Be consistent: first name first or last name first.) Columns 3 through 19 - CHECK APROPRIATE BOXES. See Attachment E-2 for definitions for Race/Ethnic identification. PLEASE NOTE THAT THE “DECLINED TO SELF IDENTIFY” COLUMN HAS BEEN ADDED 10. JOB TITLE APPLIED FOR: In column 20 indicate actual job title applied for. (If none, specify most appropriate job given

individual’s qualifications; do not put "any job" or "anything" in this column.) 11. REFERRAL SOURCE: In column 21 indicate by coded number (see Legend at bottom of form) the applicable referral source of

the applicant. 12. STATUS OR DISPOSITION: In column 22 indicate by coded letter (see Legend at bottom of form) status of applicant. 13. COMMENTS: In column 23 print any relevant explanations of actions taken, or not taken, concerning applicant or any

additional information concerning referral source. This column should be used sparingly.

ATTACHMENT E

ATTACHMENT E-1

EEO Job Categories – Summary Descriptions

1 Officials and Managers

1.1 (Executive/Sr. Level) Individuals who plan, direct and formulate policies, set strategy and provide the overall direction of the organization for the development and delivery of products or services, within the parameters approved by the Board of Directors.

1.2 (First/Mid-Level) Individuals who serve as managers, other than those who serve as Executive/Senior Level Officials and Managers, including those who oversee and direct the delivery of products, services or functions at group, regional or divisional levels of organizations. These managers receive directions from the Executive/Sr. Level management and typically lead major business units.

2 Professionals Occupations requiring either college graduation or experience of such kind and amount as to provide a comparable background. 3 Technicians Occupations requiring a combination of basic scientific knowledge and manual skills which can be obtained through 2 years of post high school education, such as is offered in many technical institutes and junior colleges, or through equivalent on-the-job training. 4 Sales Occupations engaging wholly or primarily in direct selling. 5 Office And Clerical Includes all clerical-type work regardless of level of difficulty, where the activities are predominantly non-manual though some manual work not directly involved with altering or transporting the products is included. 6 Craft Workers (Skilled) Manual workers of relatively high skill level having a thorough and comprehensive knowledge of the processes involved in their work. Exercises considerable independent judgment and usually receives an extensive period of training. 7 Operatives (Semi-Skilled) Workers who operate machine or processing equipment or perform other factory-type duties of intermediate level which can be mastered in a few weeks and require only limited training. 8 Laborers (Unskilled) Workers in manual occupations which generally require no special training who perform elementary duties that may be learned in a few days and require the application of little or no independent judgment. 9 Service Workers Workers in both protective and non-protective services occupations.

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1 March 2015 v2

Frequently Asked Questions

Regarding Applicant Tracking for AAP Purposes 1. Where can I get the Applicant Register Tally form and instructions? Is this

form available in Excel format? Answer: The Applicant Register Tally form (Rev. January 2015) and instructions are available on the Employment Relations website on aramark.net under “Affirmative Action Plan.” The form is posted in Excel format. Employment Relations recommends that the Applicant Register Tally form be completed and stored electronically in Excel format to facilitate review and analysis. If the Applicant Register Tally form is created and stored electronically, a hard copy of the electronic file should be created and retained, as well, for back-up purposes. If a location prefers to complete the Applicant Register Tally form on paper, rather than electronically, that is acceptable as well. 2. Can I develop my own Applicant Register Tally form? Answer: Employment Relations recommends that the Applicant Register Tally form available on the Employment Relations website be used for tracking applicants. Employment Relations must review and approve any other forms before they may be used. 3. How long do I need to keep all employment applications and/or resumes

received?

Answer: For OFCCP purposes, all locations must retain hiring-related documents – including employment applications, resumes, job postings, interview notes, etc. – going back three (3) years from the start of the current calendar year. For example:

At any time during 2016, each location must have all hiring-related documents for the three-year period beginning January 1, 2013 and ending December 31, 2015, as well as all hiring-related documents received or created during 2016.

Please note that if there is an ongoing OFCCP audit or relevant litigation, this retention period may be extended. It is recommended that these documents be stored alphabetically by year. If you have any questions about whether a longer retention period is required, consult Employment Relations.

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2 March 2015 v2

4. Do I need a separate Applicant Register Tally form for each new position opening or, if the same job opening, can I just run a rolling list?

Answer: There is no requirement that a separate Applicant Register Tally form be kept for each new opening. A rolling list for each calendar year is an acceptable practice. 5. If I have multiple profit centers, do I need separate logs for each profit center?

Answer: If you support multiple profit centers, you should have a separate Applicant Register Tally for each profit center. 6. Where does the Applicant Register Tally form need to be stored? Answer: Hard copies of the Applicant Register Tally form should be kept in a separate file or binder secured in a file cabinet or office that is locked when not in use and that is accessible only to authorized personnel. If the Applicant Register Tally form is completed electronically, it should be stored electronically in a secure location accessible only to authorized personnel. Care must be taken to ensure documents that are electronically stored are accessible by multiple people to ensure accessibility if there is turnover or sudden leave. Each Applicant Register Tally form must be retained going back three (3) years from the start of the current calendar year. For more information about this retention period, see FAQ #3. 7. What do I need to do with the voluntary self-identification forms? For how

long should these forms be retained? Answer: The Self-Identification Form for Applicants/Employees – Gender and Ethnicity/Race, which is for gender and race/ethnicity, should be given to all individuals who submit an application for employment with Aramark and be provided again to the individuals at the time of hire/onboarding. In addition, the Voluntary Self-Identification forms for Disability and Veteran Status (pre-offer/post-offer forms) should also be given to all individuals who submit an application for employment and then again at the time of hire. The pre-offer forms will be stored together, alphabetically by year in a separate file or binder secured in a file cabinet or office that is locked when not in use and that is accessible only to authorized personnel. Each location should retain these Self-Identification Forms going back three (3) years from the start of the current calendar year. For more information about this retention period, see FAQ #3. All post-offers forms will be stored together, alphabetically by year in a separate file or binder secured in a file cabinet or office that is locked when not in use and that is accessible only to authorized personnel. Each location should retain these Self-

ATTACHMENT E-2

3 March 2015 v2

Identification Forms going back three (3) years from the start of the current calendar year. For more information about this retention period, see FAQ #3. 8. What is required in the “Comments” section of the Applicant Register Tally

form? Answer: There is no requirement to add information to the “Comments” section of the Applicant Register Tally form, and the “Comments” section should be used sparingly. A best practice is to provide comments that clarify the information recorded in the Status column of the Applicant Register Tally form. For example, if an individual’s Status is “B - Applicant Withdrew From Process,” you may want to include in the Comments section the reason why – e.g., accepted another job. 9. What should I do with my interview notes? Answer: If the individual is hired, all interview notes should be kept alphabetically in the employee’s Confidential File. If the individual is not hired, all interview notes should be kept with the application in a separate file or binder secured in a file cabinet or office that is locked when not in use and that is accessible only to authorized personnel. Each location should retain all applications, interview notes and other hiring-related documents going back three (3) years from the start of the current calendar year. For more information about this retention period, see FAQ #3. 10. Do we use fiscal year or calendar year for retention purposes related to

hiring? Answer: Aramark uses a calendar year for retention purposes related to hiring. For more information about the retention period for hiring-related documents, see FAQ #3. 11. What should I do if an individual elects not to self-identify on the Self-

Identification Form for Applicants/Employees – Gender and Ethnicity/Race? Can I take a guess?

Answer: If an individual elects not to self-identify his or her gender and/or race/ethnicity and if the individual appears in person (e.g., for an interview), Aramark may document on the Applicant Register Tally form the individual’s gender and race/ethnicity based on what is observed. If no observation is made, Aramark may not guess as to an individual’s gender and/or race/ethnicity. This can be recorded on the Applicant Register Tally form as “Declined to Self-Identify.” 12. What should the Applicant Register Tally form include? Answer: The Applicant Register Tally form should include all individuals who complete and submit an Aramark application, provided their application is reviewed for an open position with the company. Individuals who submit applications but whose applications

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4 March 2015 v2

are not reviewed for an open position should not be included in the Applicant Register Tally form. 13. Do I need to track on the Applicant Register Tally form all resumes that I

receive? Answer: Individuals who are interested in a position with Aramark are welcome to submit a resume along with a completed Aramark application. However, locations should not accept or review resumes unless they are accompanied by a completed Aramark application. All individuals who complete and submit an Aramark application – with or without an accompanying resume – should be tracked on the Applicant Register Tally form, provided the application is reviewed for an open position. 14. During our off-season, I received applications, but there were no open

positions available at the time. Should I track these applications on the Applicant Register Tally form?

Answer: An individual should be tracked on the Applicant Register Tally form only if that person’s application is reviewed for an open position. If a location receives an application in the off-season and there are no open positions, that application would not be tracked. If the location retained that application and reviewed it a few months later when there were open positions, the individual who submitted the application would be added to the Applicant Register Tally form at the time his or her application was reviewed for an open position. 15. Can I have an applicant fill out the Applicant Register Tally form? Answer: No. Any individual who applies for a position with Aramark should be asked to complete the Pre-Offer Voluntary Self-Identification Forms that include the following; Applicants/Employees – Gender and Ethnicity/Race, Individuals with Disabilities and Veteran Status forms as part of the applicant process. (For individuals applying for positions electronically, this is done electronically through iCIMS or JobDiva.) Applicants should not be permitted to fill out the Applicant Register Tally form, nor should applicants be permitted to see or review the Applicant Register Tally form. 16. Do I need to track an applicant differently if I receive the application via e-mail

or fax? Answer: No. All field locations that are not utilizing the iCIMs or JobDiva applicant tracking system should be using the Applicant Register Tally form and tracking all individuals who submit a completed Aramark application provided the application is reviewed for an open position. While the OFCCP does allow companies to engage in more limited applicant tracking for positions where at least one application is submitted electronically (known as the “Internet Applicant Definition”), this is permissible only if certain requirements are met.

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5 March 2015 v2

Because of these requirements, Aramark is not widely using the Internet Applicant Definition (except for applications submitted via Taleo). Employment Relations is reviewing the potential for broader use of the Internet Applicant Definition and will provide additional guidance when and if appropriate. 17. For individuals who are not hired, should I use the “Comments” section of the

Applicant Register Tally form to document the reason(s) for this decision? Answer: For each individual who is not offered a position with Aramark, it is important to document the reason why this decision was made. This should be done by recording the appropriate Status/Disposition code in the Status column of the Applicant Register Tally form.

1 (12/2014) v2

Guidelines & Checklist for

Advertising or Posting Aramark Hourly1 Employment Opportunities This guidance is intended for all talent acquisition and human resources professionals, hiring managers and other

operations managers who create internal/external advertisements for Aramark hourly employment opportunities,

including electronic job postings. Any questions regarding these Guidelines should be directed to

Employment Relations.

All job advertisements and job postings placed by or on behalf of Aramark must make clear that all

qualified applicants will receive consideration for employment regardless of any protected status.

This obligation is satisfied if the following “EEO tagline” appears in the advertisement – EOE,

Minority/Female/Disability/Veteran

Federal law requires that “Disability” and “Vet” be spelled out in the EEO tagline; abbreviations

of those specific words are not permitted. If ad placement cost is a consideration, you may

modify the EEO tagline as follows: “EOE, M/F/Disability/Vet.”

The following longer statement may be included in place of or in addition to one of the shorter EEO

taglines set forth above: Aramark is an EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE

ACTION employer. Candidates are considered for employment with Aramark without regard to their

race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender

identity, genetic information, military status, protected veteran status or other classification protected by

applicable federal, state or local law.

All job advertisements and job postings placed by or on behalf of Aramark must have the job title for the

position (e.g., Cashier, Housekeeping, Chef, etc.) along with the position’s basic qualifications ( e.g.

experience, education, any physical requirements) essential for the job. Basic qualifications are the

minimum qualifications required for the position. If basic qualifications change during the recruitment

process, the position must be re-posted or re-advertised with the new requirements.

The job advertisement or job posting must include information regarding how to apply for the position.

It is recommended that individuals be required to apply by coming to the Aramark location where they

wish to work and receiving paper copies of the Aramark Application for Employment as well as the Self-

Identification Forms for: Applicants/Employees – Gender and Ethnicity/Race, Disability and Veteran

Status.

1 All exempt positions will continue to be advertised using Aramark’s electronic applicant tracking system, iCIMS.

Make clear that Aramark is an equal opportunity employer using

the correct language

Include the job title and basic qualifications for the position

cations

Explain how to apply for the position

ATTACHMENT F

2 (12/2014) v2

If it is not feasible to require that a candidate travel to an Aramark location to apply for a position,

versions of the paper Application for Employment (English /Spanish) and the paper Self-Identification

Form for Applicants/Employees – Gender and Ethnicity/Race, the Self-Identification Form for Disability

and the Self-Identification Form for Veteran Status (English), have been enabled for completion

electronically (i.e., by typing in responses).

Please review the Options for Having Candidates for Hourly Positions Complete the Aramark

Application for Employment and Self-Identification Form for Applicants/Employees – Gender and

Ethnicity/Race before using these electronically enabled documents.

Each state has an employment delivery service (i.e., state employment agency) that supports both

employers and job seekers. As a federal contractor, Aramark is required to post all open positions with

the state employment delivery service for the state where the job is located.

All job postings must be sent to the appropriate state agency in the manner and format that the agency

requires. In addition, the following must be included with each job posting sent to the state:

The following statement: “Aramark is a federal contractor and requests priority referrals of

protected veterans.”

The following information:

o The name and address of the Aramark location where the job is located; and

o The contact information for the hiring manager responsible for the open position (i.e., the

hiring manager’s name as well as his/her phone number or email address).

Contact information for each state’s employment delivery service (i.e., state employment agency) is

accessible from the Affirmative Action Plan page on the Employment Relations website.

It is the responsibility of each hiring manager to ensure that s/he understands how to transmit

hourly job postings to the state employment delivery service and to ensure that they are

transmitted for each open position in the appropriate format and manner and with all required

information.

Each Aramark location is expected to develop relationships with organizations that support

veterans, individuals with disabilities, women and/or minorities and to encourage those

organizations to refer qualified candidates when there are job openings at the location. These

organizations should be advised when there are job openings.

The names and contact information for various outreach organizations in each state are accessible

from the Affirmative Action Plan page on the Employment Relations website. Outreach efforts should

be documented on the Outreach Efforts Log, which is also accessible from this web page.

Post ALL open positions with the state employment delivery service

Engage in outreach efforts with appropriate organizations

ATTACHMENT F

3 (12/2014) v2

Aramark is required to retain a copy of all documents related to the hiring process (both electronic and

paper) going back three (3) years from the start of the current calendar year, as well as all such

documents received or created during the current calendar year. This includes job advertisements and

job postings, as well as employment applications, resumes, Self-Identification Forms, interview notes,

Applicant Register Tally Forms and other related documents.

For example, at any time during 2015, each location must have all job advertisements and

job postings (both electronic and paper), as well as other documents related to the hiring

process, for the three-year period beginning January 1, 2012 and ending December 31,

2014, as well as all such documents received or created during 2015.

Job advertisements and job postings should advise applicants that a pre-employment background

check is required. The only permissible statement is as follows:

A background check is required for this position.

No additional language is permitted regarding background checks.

Aramark has been made aware of multiple scams where unauthorized individuals are using Aramark’s

name and/or logo to solicit social security numbers from job seekers electronically or via email. To

protect both Aramark and Aramark’s job applicants, include the following language at the end of each

electronic job advertisement or posting:

FRAUD ALERT: Aramark will never ask an applicant to supply his or her social

security number electronically or via email to apply for a job with Aramark.

Retain copies of ALL job advertisements and job postings

Advise that a background check is required for the position

Include fraud alert language in electronic job postings

ATTACHMENT F

1 Revised December 2014

Options for Having Candidates for Hourly Positions Complete the Aramark Application for Employment and

Self-Identification Forms

General Requirements – Aramark Application Process

All individuals who wish to be considered for a position with Aramark are required to complete an Application for Employment. They must also be provided Self-Identification Forms for Applicants/Employees – Gender and Ethnicity/Race, Disability and Veteran Status, although completion of the Self-Identification Forms is voluntary.

A hiring manager should not consider for employment any candidate who has not completed the Aramark Application for Employment.

Any information reported by a candidate on a Self-Identification Forms for Applicants/Employee – Gender and Ethnicity/Race, Disability and Veteran Status should be recorded on the Applicant Register Tally Form. For additional information regarding applicant tracking, please see the Frequently Asked Questions Regarding Applicant Tracking for AAP Purposes posted on the Employment Relations website.

Hiring managers should ensure that they are using the most up-to-date version of the Application for Employment and the Self-Identification Forms.

On-Site Paper Application Process (i.e., Traditional Paper Application for Employment / Self-Identification Forms)

Individuals who come into an Aramark location where they wish to apply for an open position must be provided:

1. Paper Application for Employment

2. Paper Self-Identification Form for Applicants/Employees – Gender and Ethnicity/Race

3. Paper Self-Identification Form of Disability

4. Paper Self-Identification Form of Veteran Status (Pre-Offer Form only)

Electronically Enabled Paper Application Process (i.e., Traditional Paper Application for Employment/ Self-Identification Forms for Completion Electronically)

Process Overview

While the onsite application process is still recommended, there are situations where it may not be feasible to require that a candidate travel to an Aramark location to apply for a position.

Consequently, a version of the paper Application for Employment (English/Spanish), as well as a version of the paper Self-Identification Forms have been enabled for completion electronically (i.e., by typing in responses). These documents can be used in one of two ways:

1. A job posting or job advertisement may invite candidates to email their resume to the hiring

ATTACHMENT G

2 Revised December 2014

manager. Upon receipt of the resume:

i. The hiring manager will electronically forward to the candidate copies of the paper Application for Employment and the Self-Identification Forms which have been enabled for electronic completion; and

ii. The hiring manger will instruct the candidate to complete the documents electronically and will provide information regarding the email address to which the completed documents should be returned.

2. A job posting or job advertisement can include links to or embedded copies of the paper Application for Employment and the Self-Identification Forms which have been enabled for electronic completion.

i. The job listing will also include an instruction that any interested individual should complete and return the documents electronically and provide information regarding the email address to which they should be returned.

Requirements

Any candidate who completes the electronically-enabled version of the Application for Employment and who comes to the location for an interview (if applicable) or upon hire must review the Application for Employment that he or she completed to confirm that the information contained in the application is what he or she submitted and is still accurate.

To acknowledge the accuracy, the individual should put his or her initials, as well as the review date, next to his or her typed signature on the signature line found on the last page of the application.

Electronic Application Using Third Party Website/Vendor (i.e., Location or LOB arranges for a client website or third party vendor to host an electronic application process with questions that mirror the questions on the paper Application for Employment)

If a location or LOB wishes to use a third party website or vendor to host an electronic application process, steps must be taken to ensure that:

o The questions on the electronic application mirror the questions on the most up-to-date version of the paper Application for Employment. If a revised Application for Employment is issued, the electronic application must be updated immediately to reflect the changes.

o The application process must include a request for candidates to voluntarily provide self-identification information consistent with the request that is made in the Self-Identification Form for Applicants/Employees – Gender and Ethnicity/Race, the Self-Identification Form of Disability and the Self-Identification Form of Veteran Status.

All third party website/vendor electronic application processes must be approved in advance by the HR professional for that location. Any questions should be directed to Employment Relations.

Any questions regarding these Instructions should be directed to Employment Relations.

ATTACHMENT G

Voluntary Self-Identification of Veteran Status

Why are you being asked to complete this form?

1. This employer is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of

1974, as amended by the Jobs for Veterans Act of 2002,38 U.S.C. 4212 (VEVRAA), which requires Government contractors to take affirmative action to employ and advance in employment: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. These classifications are defined as follows:

A "disabled veteran" is one of the following:

o A veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or

o A person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Protected veterans may have additional rights under USERRA—the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor's Veterans Employment and Training Service (VETS), toll-free, at 1-866-4-USA-DOL.

2. As a Government contractor subject to VEVRAA, we are required to submit a report to the United States

Department of Labor each year identifying the number of our employees belonging to one or more specified “protected veteran” category. If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking the appropriate box below.

I BELONG TO THE FOLLOWING CLASSIFICATIONS OF PROTECTED VETERANS (CHOOSE ALL THAT APPLY):

DISABLED VETERAN

RECENTLY SEPARATED VETERAN

ACTIVE WARTIME OR CAMPAIGN BADGE VETERAN

ARMED FORCES SERVICE MEDAL VETERAN

I am a protected veteran, but I choose not to self-identify the classifications to which I belong.

I am NOT a protected veteran.

I don't wish to answer

If you are a disabled veteran it would assist us if you tell us whether there are accommodations we could make that would enable you to perform the essential functions of the job, including special equipment, changes in the physical layout of the job, changes in the way the job is customarily performed, provision of personal assistance

POST-OFFER FORM

ATTACHMENT H

services or other accommodations. This information will assist us in making reasonable accommodations for your disability.

3. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information provided will be used only in ways that are not inconsistent with the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended.

4. The information you submit will be kept confidential, except that (i) supervisors and managers may be informed

regarding restrictions on the work or duties of disabled veterans, and regarding necessary accommodations; (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if you have a condition that might require emergency treatment; and (iii) Government officials engaged in enforcing laws administered by the Office of Federal Contract Compliance Programs, or enforcing the Americans with Disabilities Act, may be informed.

Your Name Today’s Date

ATTACHMENT H