1. EMR, Inc. Program Training

2. 1. EMR has more than 50 employees. 2. EMR has at least one federal contract of $50,000 or more.

3. An Affirmative Action Program (“AAP”) is used to create equal employment opportunity based on gender, race and ethnic profile. The premise of an AAP is that over the years EMR’s workforce should reflect the gender, race, and ethnic profile of the “ Pool of Applicants” available to EMR

4. The group of qualified applicants from which EMR recruits and selects new employees

5. EMR must document the steps it takes to generate a pool of qualified applicants for each open position. Each open position must be announced and advertised in a manner that allows all qualified applicants to have an opportunity to apply for the position.

6. Announce and advertise the open position. Review the pool of qualified applicants. Select the applicant that is best qualified for the open position.

7. When the percentage of minorities or women EMR employs is less than would reasonably be expected, given the availability from the “Pool of Applicants,” EMR must establish a placement goal.

8. Placement Goals are targets reasonably attainable by applying good faith efforts. Placement Goals are used to measure progress toward achieving equal employment opportunity.

9. Placement Goals are not: 1. Quotas; 2. Employment preferences; 3. Set asides; or 4. To be used to hire a less qualified person instead of the best qualified person.

10. EMR compares the gender, race, and ethnic profile of its workforce to the gender, race, and ethnic profile of the available labor pool (US Census data). If gender, race, or ethnic profile are under- represented, EMR’s AAP sets placement goals and takes specific steps to increase under-represented groups.

11. Management Availability Females 24% Minorities 18% Current Females 20% Minorities 20% Underutilization Females 4% Minorities N/A Professionals Availability Females 29% Minorities 21% Current Females 20% Minorities 0% Underutilization Females 3% Minorities 17% Technical Availability Females 37% Minorities 22% Current Females 11% Minorities 4% Underutilization Females 19% Minorities 14% Administrative Availability Females 82% Minorities 35% Current Females 88% Minorities 0% Underutilization Females N/A Minorities 28%

12. EMR’s AAP also seeks to prevent discrimination against any employee or applicant because the individual has a disability or is a protected veteran. Employees and applicants will not be discriminated against or harassed based on disability or status as a protected veteran.

13. As a part of the AAP all EMR applicants are invited to self identify themselves as an individual with a disability and/or as a protected veteran.

14. The full affirmative action program of EMR is available for inspection by any EMR employee or applicant for employment Managers please contact the HR department if the AAP is requested

15. EMR must actively work to generate an “Applicant Pool” that accurately reflects the distributions of the general population in terms of women, minorities, disabled persons, veterans, and other affected class groups. The hiring process should be free from discrimination in any manner, and hiring selections should be made based upon qualifications.