Equal Employment Opportunity

Sikorsky Aircraft Corporation's policy is to ensure recruitment, employment, compensation, equal terms, conditions and privileges of employment to all qualified persons without regard to race, color, age, religion, sex, national origin, sexual orientation, disability, or veteran status. In carrying out this policy, the company will ensure:

A. Employment decisions are based on the principle of Equal Employment Opportunity. Recruitment and hiring decisions are based on valid requirements for such opportunities.

B. Promotion decisions are based on the principle of Equal Employment opportunity and valid job requirements.

C. Personnel decisions, such as those pertaining to compensation, benefit programs, transfers, layoffs, recall from layoff, company sponsored (both company operated and company supported) training and educational assistance programs, and social and recreational programs are administered in accordance with the principle of Equal Employment Opportunity.

D. Analyses of all personnel transactions are conducted to ensure equal opportunity.

E. Every effort is made to maintain a positive, productive work environment that respects individual differences and is free of all forms of harassment, including sexual harassment.

F. Reasonable accommodations are made for the physical and mental limitations of employees and applicants who are otherwise qualified to perform the essential elements of a job unless such an accommodation would impose an undue business hardship.

G. Reasonable accommodations are made for the religious observances and practices of applicants and employees. Responsibility for accomplishing the objectives of the Equal Employment Opportunity Policy for Sikorsky Aircraft is assigned to the Vice President-Human Resources. Implementation of the company's Affirmative Action Program is assigned to the Manager, Equal Employment Opportunity Programs. In this capacity, the Manager will monitor and measure the effectiveness of the Program.

Supervisors are made aware of their responsibility for implementing the company's Equal Employment Opportunity Policy and are reminded that, just as in the case with all other company policies, their effectiveness in carrying out its objectives is among the criteria considered in evaluating their job performance.

Jeffrey P. Pino
President