In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Jenkins Electric Company will be based on its business judgment and on such matters as merit, qualifications and abilities.

Jenkins Electric Company does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. This policy governs all aspects of employment, including but not limited to hiring, job assignment, compensation, discipline, termination, and access to benefits and training.

Jenkins Electric Company will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship or impose a direct threat to the safety of the employee or to others.

Any employees with questions or concerns about any type of discrimination in the workplace must immediately report their concerns to their supervisor or manager. Employees can raise concerns and make reports without fear of reprisal or retaliation. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.


Jenkins Electric Company complies with the rulings of the Fair Labor Standards Act of 1938 and all subsequent amendments.


In accordance with the American with Disabilities Act of 1990, and subsequent amendments, reasonable accommodations necessary to allow an employee to perform the essential functions of a position will be made for all applicants and employees.

If you have, or develop a need for, an accommodation to help you perform the essential functions of your job, you should discuss it with your supervisor or manager. Every effort will be made to provide you with a reasonable accommodation(s) to make it easier for you to perform your job.


Jenkins Electric Company is committed to employing only persons who are authorized to work in the United States of America and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.