International Communications Associates, Inc. (ICA) is firmly committed to Equal Employment Opportunity (EEO) and to compliance with all Federal, State and local laws that prohibit employment discrimination based on age, race, color, gender, national origin, religion, disability, protected veteran status and other protected classifications. This policy applies to all employment decisions including, but not limited to recruiting, hiring, upgrading, promotions, transfer, demotion, pay practices, benefits, disciplinary actions, layoff, recall, terminations, or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
As a government contractor, ICA is also committed to taking affirmative action to hire and advance minorities and females as well as qualified individuals with disabilities and qualified protected veterans. We invite employees who are disabled or protected veterans and who wish to be included under our Affirmative Action Program (AAP) to self-identify as such with the Equal Employment Opportunity (EEC) Coordinator. This self-identification is strictly voluntary and confidential and will not result in retaliation of any sort.
ICA prohibits harassment of employees and applicants based on age, race, color, gender, national origin, religion, disability, protected veteran status and other protected classifications and will conduct training to try to prevent any harassment or discrimination before it occurs. ICA also prohibits retaliation or punishment against employees and applicants for filing a complaint, opposing any discriminatory act or practice, assisting or participating in any manner in a review, investigation, or hearing regarding IA’s employment practices, or otherwise seeking to obtain their legal rights under any Federal, State, or local EEO law requiring equal employment opportunity for individuals on the basis of age, race, color, gender, national origin, religion, disability, protected veteran status and other protected classifications. Prohibited retaliation includes, but is not limited to harassment, intimidation, threats, coercion, or other adverse actions that might dissuade someone from asserting their rights.
In furtherance of ICA’s policy regarding affirmative action and equal opportunity, ICA has developed a written Affirmative Action Plan (AAP) that sets forth the policies, practices and procedures that ICA is committed to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities is accomplished. This AAP is available for inspection by any employee or applicant for employment upon request, during normal business hours, in ICA’s HR Department located at 1501 Wilson Blvd, Suite 1200, Arlington VA 22209. Interested people should contact the HR office at 703.527.8666 for assistance.
As President of ICA, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. To ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the company, I have designated Paul Tiernan (Director of Human Resources and Operations) and Bojan Vojvodic (Human Resource Analyst) as the EE Coordinators for ICA. It is their duty to develop a written AAP for individuals with disabilities and protected veterans and to establish and maintain an internal audit and reporting system to allow for effective measurement of the ICA’s programs.
To ensure equal employment opportunity and affirmative action throughout all levels of ICA, I have designated ICA’s Director of Human Resources as the Equal Employment Opportunity (EEO) Officer for ICA. The EEO Officer will establish and maintain an internal audit and reporting system that will track and measure the effectiveness of ICA’s AAP and show where additional action is needed to meet ICA’s objectives.
Alexandra R. Casey, President
January 1, 2023