Fiber Dynamics is regulated by ITAR and subject to the Export Control Laws. In compliance with this, please answer the following questions:

Fiber Dynamics is an equal opportunity employer and does not unlawfully discriminate in employment. No question on this application is used for the purpose of limiting or excluding any applicant from consideration for employment on a basis prohibited by local, state or federal law.

Equal access to employment, services and programs is available to all persons. Those applicants requiring reasonable accommodation to the application and/or interview process should notify a representative of the organization. We are fully committed to our equal employment opportunity policy and affirmative action programs. It is our policy that all employment and personnel decisions be made without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, pregnancy, age, disability, veteran status or any other characteristic protected by law. This policy applies to all terms and conditions of employment, including hiring, promotion, transfer, compensation, discipline and discharge. This policy also prohibits harassment based on any of the above characteristics. Retaliation against any employee who makes a good faith report of possible violations of the policy will not be tolerated. We have also developed and implemented affirmative action programs to further support our commitment to the principle of equal employment opportunity. It is imperative that managers and other employees make all employment and personnel decisions in accordance with our established policies, practices and procedures.

Kris Maugans, Human Resource Manager, has the overall responsibility for the development, implementation, administration and monitoring of the equal employment opportunity policy and affirmative action programs. Please call Kris Maugans at 316-264-9541 if you have any questions about the equal employment opportunity policy or affirmative action programs, or if you believe the policy or programs have been violated.

As a federal contractor, Fiber Dynamics is subject to certain federal recordkeeping, reporting, and affirmative action requirements for women, minorities and protected veterans. To comply with these laws, Fiber Dynamics invites applicants and employees who wish to participate in the company's affirmative action programs to voluntarily self-identify their gender, race/ethnicity and protected-veteran status. Submission of this form is voluntary, and you may provide this information now or at any time in the future. Refusal to provide this information will not subject you to any adverse treatment, and the information you provide will be kept confidential and will not be used in a manner inconsistent with federal law.

Under federal affirmative action laws, a protected veteran is a veteran who meets one or more of the following definitions.

Disabled veteran — a veteran who (a) is entitled to disability compensation (or who but for the receipt of military retired pay would be entitled to such compensation) under laws administered by the Secretary of Veterans Affairs or (b) was discharged or released from active duty because of a service-connected disability.

Recently separated veteran — a veteran discharged or released from active duty in the U.S. military, ground, naval or air service within the last three years.

Active-duty wartime or campaign badge veteran — 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.

Armed forces service medical veteran — a veteran who, while serving on active duty in the in the U.S. military, ground, naval or air service, participated in a U.S. military operation for which an armed forces service medial was awarded under Executive Order 12985.

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do I know 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:

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