The Superior Group, Inc. (the Company) is fully committed to the concept and practice of equal opportunity and affirmative action in all aspects of employment. Management of the Company has prepared a written Affirmative Action Program (AAP) on a strictly voluntary basis. The existence of the program, however, should not be construed as an admission either in whole or in part that the Company is a government contractor or subcontractor as that term is defined and used in Executive Order 11246, as amended (E.O. 11246), or its implementing regulation, 41 C.F.R. Part 60-1 et seq.

In developing and implementing this AAP, the Company has been guided by its established policy of providing equal employment opportunity.

Reaffirmation of EEO Policy Statement

The Company has established a voluntary written Affirmative Action Program with respect to equal employment opportunity. This AAP has been prepared in conformity with E.O. 11246 the implementing regulations of OFCCP, 41 C.F.R. Part 60-1 et seq. and the Affirmative Action Guidelines of the Equal Employment Opportunity Commission, 29 C.F.R. Part 1609. This AAP is designed to provide guidance to management with respect to the Company’s commitment to implementation of its EEO/Affirmative Action Policy. The Company’s policy includes the following commitments:

1. To continue to provide equal employment opportunity to all qualified persons, and to continue to recruit, hire, train, promote, refer and compensate persons in all jobs without regard to race, color, religion, sex, national origin, age, disability, veteran status or marital status.
2. To examine all areas of its employment and referral process so as to further the principles of equal employment opportunity.
3. To administer personnel actions affecting employees in areas such as compensation, benefits, transfers, layoffs, Company sponsored training, education, and social and recreational programs without regard to race, color, religion, sex, national origin, age, disability, veteran status or marital status.
4. To promulgate and administer the Company’s employee benefit plans, including disability and insurance benefits, in conformity with the regulations of OFCCP, to the extent that such regulations are applicable and consistent with federal law generally.

Dissemination of Policy

The Company has brought and will continue to bring its Equal Employment Opportunity Policy to the attention of its employees. Efforts will be made to disseminate the policy outside the Company by:

1. When the Company advertises for prospective employees, the advertisement shall include the EEO solicitation that it is an Affirmative Action Employer.
2. Annually inform our recruitment sources and customers of our EEO and Affirmative Action Policy and maintain a record of such notification.

Designation Of Responsibility For Implementation

The Presidents, of The Superior Group, Inc. retain the overall responsibility for the Establishment’s equal employment opportunity policy.

The Superior Group, Inc. has appointed an Affirmative Action Officer and EEO Coordinator. The Affirmative Action Officer is responsible for the implementation of this Affirmative Action Program. Her responsibilities will include, but are not necessarily limited to, the following:

1. updating annually this Affirmative Action Program;
2. performing an analysis of the Establishment’s workforce by organizational unit and job group to determine whether there are problems of minority or female utilization (i.e., employment in the unit or group), or of minority or female distribution (i.e., placement in the different jobs within the unit or group);
3. performing an analysis of the Establishment’s applicant flow, hires, terminations, promotions and other personnel actions to determine whether there are selection disparities;
4. performing an analysis of the Establishment’s compensation system to determine where there are gender-, race-, or ethnicity-based disparities;
5. performing an analysis of the Establishment’s selection, recruitment, referral, and other personnel procedures to determine whether they result in disparities in the employment or advancement of minorities or women;
6. developing and implementing monitoring and reporting systems to measure the effectiveness of the Affirmative Action Program;
7. reviewing the results of the Company’s monitoring and reporting system with all levels of management and advising top management of program effectiveness;
8. submitting recommendations to improve unsatisfactory performance if it occurs; and
9. serving as liaison between the Establishment and EEO enforcement agencies.

Development And Execution Of Action-Oriented Programs

The following action-oriented programs or procedures designed to further the Company’s commitment to Equal Employment Opportunity are continuing:

1. Job requirements are periodically reviewed and evaluated to ensure that they are job-related and consistent for the same job from one department or unit to another.
2. Worker specifications are reviewed to ensure that they are job-related and do not screen out minorities and women.
3. The Company continues to evaluate the entire personnel selection process and to make every good faith effort to select persons according to ability and qualifications, while recognizing its commitment to take affirmative action to remedy any underutilization of minorities and women. There is no department or job group in the Company which is limited or closed to employees because of race, color, religion, sex, national origin, age, disability, veteran status or marital status. Further, to help bring about Equal Employment Opportunity, the Company will:

1. Carefully select and train all personnel who are involved in the recruiting, screening, selection, promotion, disciplinary and related processes to ensure that personnel actions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status or marital status.
2. Analyze selection techniques and employment standards periodically and if they are found to have an adverse impact on minorities or women to revise them unless they are job related.
3. Review its promotion criteria and procedures to ensure that promotional decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status or marital status.
4. Notify the New York State Department of Labor (Job Bank) of all openings, except executive and top management positions, to be filled by outside hires.
5. Annually inform prime recruiting sources of this Equal Employment and Affirmative Action Policy and maintain a file of sources notified and acknowledgements received.
6. Annually inform customers to whom the Company leases personnel of the existence of the Company's Equal Employment Opportunity and Affirmative Action Policy and advise them that their personnel policies should be in conformity with such a policy and maintain a file of the customers notified.
7. Identify specialized recruiting sources for minorities and women and notify those sources of the Establishment’s new hire needs and of the Establishment’s selection process.
8. Require any search firm that the Establishment uses to include minority and female candidates in their referrals on a non-discriminatory basis.
9. Maintain a Job Posting Program, which includes all hourly jobs, all salaried non-exempt jobs, and professional and supervisory vacancies up to manager level. Under this Program, any employee may apply in writing for any vacancy. The Company offers counseling to employees concerning the enhancement of their qualifications for desired promotional opportunities.