Important Policies

Non-Discrimination Policy

Industrial Louvers has not, and will not, violate any law prohibiting discrimination for or against any employee or applicant for employment on the basis of race, color, religion, creed, age, sex, national origin, ancestry, marital status, pregnancy, familial status, disability (including those related to pregnancy or childbirth), membership or non-membership in a labor organization, sexual orientation, genetic information, complaining in good faith to the Employer or to a public authority, lawful requests for access to or to make written submissions to one’s personnel file, status with regard to public assistance, or any other characteristic or activity protected under federal, state, or local law. Employees will be evaluated solely on the basis of their conduct, their compliance with the Company’s policies, practices, reasonable expectations, and their performance.

Industrial Louvers is committed to reasonably accommodating qualified disabled applicants and employees, including pregnant employees. Each applicant and/or employee will be evaluated on an individual basis with respect to his/her ability to perform the functions of a particular job. Disabled applicants and employees, who are otherwise qualified, may propose any reasonable accommodation to Industrial Louvers which would enable them to perform the essential functions of their position. Industrial Louvers will attempt to reasonably accommodate the disability, unless doing so would cause an undue hardship to the Company.

If an applicant or employee believes that he/she, or another applicant or employee, has been unlawfully discriminated against, the individual must bring this to the attention of his/her supervisor or the Equal Opportunity Officer. Employees can bring complaints, ask questions, and raise concerns under this policy without fear of reprisal or retaliation.

This policy applies to all aspects of an employee’s employment with the Employer and to all applicants. All employees and applicants are responsible for understanding, adhering to and strictly enforcing this policy.

Gender Diversity Policy

As a part of our commitment to Equal Employment Opportunity for all, we have made a specific effort to ensure that gender is a nonfactor in recruitment, selection, promotion, transfer, termination, or participation in training. The following activities are undertaken to ensure that gender is not used as a basis for employment decisions:

We incorporate the following commitment to ensure that all laws related to the prohibition of discrimination based on gender are followed:

Employment opportunities and conditions of employment are not related to the gender of any applicant or employee. Salaries are not related to or based upon gender.

Women are encouraged to attend all training programs that can facilitate their chances for promotion, and to apply for all positions for which they are qualified.

We do not deny employment to women or men with young children and do not penalize, in conditions of employment, women or men who require time away from work for parental leave.

Appropriate physical facilities are provided to both sexes.

Industrial Louvers, Inc. has developed policies prohibiting the harassment of or discrimination against any employee because of any characteristic protected under civil rights laws. We distribute these policies routinely to current employees and incorporate these policies as a part of new employee orientation. Employees are aware of contact persons to report any violation of these policies.

Industrial Louvers, Inc. will annually conduct an in-depth analysis of its total employment process to determine whether and where impediments to equal opportunity may exist.

Racial and Ethnic Diversity Policy

As a part of our commitment to Equal Employment Opportunity for all, we have made a specific effort to ensure that race and ethnicity are not factors in recruitment, selection, promotion, transfer, termination, or participation in training. The following activities are undertaken to ensure religion and national origin are not used as a basis for employment decisions:

Recruitment resources are informed of our commitment to provide equal employment opportunity without regard to ethnicity.

Our employees are informed of our policy and our duty to provide equal opportunity without regard to ethnicity.

Employment practices exist, and are reviewed, to ensure that we implement equal employment opportunity without regard to race or ethnicity.

The religious observances and practices of our employees are accommodated, except where the requested accommodation would cause undue hardship on the conduct of our business.

We do not discriminate against any qualified applicant or employee because of ethnicity, race, color, creed, disability, age, sex, sexual orientation, marital status, or status with regard to public assistance in implementing the policy concerning non-discrimination based on national origin or religion.

Industrial Louvers, Inc. will annually conduct an in-depth analysis of its total employment process to determine whether and where impediments to equal opportunity may exist.

Inclusion Policy

Industrial Louvers, Inc. is committed to fostering, developing, enhancing, cultivating and maintaining a culture and atmosphere of inclusion. We work to ensure that all employees are made to feel welcomed, valued, respected and heard. We believe that it is important that each employee’s unique value is known and appreciated and that our employees feel a sense of belonging. We recognize, embrace and celebrate our employees’ differences in age, color, race, ethnicity, family or marital status, gender identity or expression, sexual orientation, language, national origin, physical and mental ability, political affiliation, religious affiliation, socioeconomic status, citizenship status and other identities that make our employees unique. All employees of Industrial Louvers, Inc. have a responsibility to treat others with dignity, empathy, kindness, courtesy and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site and at all other organization-sponsored and participative events.

Engagement Policy

Industrial Louvers, Inc. (ILI) is committed to a workplace approach resulting in the right conditions for all members of an organization to give their best each day, to feel committed to their organization’s goals and values, and to be motivated to contribute to organizational success with an enhanced sense of their own well-being. We define engagement as the emotional commitment the employee has to the organization and its goals. We understand that employee engagement is about having a clear understanding of how an organization is fulfilling its purpose and objectives and how it is evolving to better fulfil them. As part of our commitment to fostering employee engagement, ILI gives employees a voice in the organization. Employees are encouraged to offer ideas and express views through their direct supervisor, employee-driven volunteer groups, town halls, suggestion boxes and quarterly meetings. Employee engagement is based on trust, integrity, two-way commitment and communication between an organization and its employees. We believe that employee engagement increases the chances of business success, contributing to organizational and individual performance, productivity and well-being.

We work to ensure that all employees are:

included fully as a member of the team.
focused on clear goals, trusted and empowered.
receiving regular and constructive feedback.
supported in developing new skills.
thanked and recognized for achievements, milestones and exemplary performance.

Full Time Employment, Family Friendly, and Worker Happiness Policy

Industrial Louvers, Inc. (ILI) maintains a workforce almost entirely composed of full-time employees. ILI values our workers and strives to promote their well-being. Full time employment is crucial to this mission because it provides our employees with benefits as well as financial stability and predictability. This, in turn, benefits our employees’ families and our communities. The classifications for different types of employment are as follows:

Full Time: An employee scheduled to work at least 30 hours per week, excluding meal times

Part Time: An employee scheduled to work less than 30 hours per week, excluding meal times

Summer Career Development Internships: At ILI, we believe it is important to support the next generation of professionals by offering paid summer internship opportunities. Interns are classified as temporary employees and typically work no longer than 90 days. Interns will not average more than 30 hours per week in a 90 day period.

These classifications do not guarantee employment for a specific period of time.

ILI also recognizes that our employees have families and busy lives outside of work. We accommodate negotiated flexible work arrangements, including work flextime (non-standard hours), telecommuting (working from home), and other arrangements whenever possible. In our manufacturing shop, however, our union contract may prevent us from making such arrangements.

Overall, ILI recognizes that our employees deserve to work in a positive environment that encourages job satisfaction, happiness, and general well-being. We also recognize that our employees deserve an appropriate and realistic work-life balance. We constantly strive to improve our work environment to accommodate these goals. One way we do this is administering a Worker Happiness Survey each year. We also facilitate monthly round table discussions between employees in our manufacturing shop, employees in our office, and senior executives to address issues and ways of improving the work environment for everyone at ILI. ILI is committed to fostering a positive community and improving the lives of everyone in our company.

ILI complies with all Minnesota and FMLA requirements for parental leave.

Union Policy

ILI requires that the employees in our manufacturing shop hold membership in the International Association of Sheet Metal, Air, Rail, and Transportation Workers Local #10.

Living Wage Policy

ILI provides all of its employees a living wage. ILI uses MIT’s Poverty in America: Living Wage Calculator to determine the living wage we provide our employees. We also prioritize business with vendors who share our commitment to alleviating poverty in our communities by offering a living wage to their employees.

Pay Equity Policy

Every employee at ILI plays a role in our success. For this reason, ILI is committed to pay scale equity, meaning that the ratio of compensation for our highest paid employee to our lowest paid employee will not exceed 15, according to the International Living Futures Institute’s JUST^SM label’s three star qualification. While there are real differences in the work performed that contribute to compensating employees at different levels, our goal is to counteract historic over-valuation of work performed by senior employees and under-valuation of work performed by employees in lower job classifications.

Additionally, ILI is committed to recognizing the equal value of work performed by men and women and guarantees that employees performing the same or similar work will receive the equal pay.

Occupational Safety and Hazardous Chemicals Policy

The following is an excerpt from Industrial Louvers, Inc.’s Employee Handbook:

The Company requires all of its employees to “work safely” and to assist the Company in avoiding workplace conditions or practices which might cause an accident. Employees are required to immediately report to their supervisors any unsafe condition or practice, or any injury or accident, no matter how minor, whether they are involved or witness the incident, or become aware of the incident later. Be health, safety, and fire-prevention conscious.

Personal hygiene and clean work areas make for a more pleasant, as well as a safer, place to work. Employees are required to wash or sanitize their hands before returning to work after visiting the toilet areas and before dispensing any food or beverages. Employees in all departments should also keep their work areas and/or work sites as neat and orderly as possible. Please place all litter from lunches, scrap production debris, and other waste in appropriate receptacles.

Employee safety and health are important to the Company. All OSHA regulations and Company safety rules must be followed by all employees. Any employee who is furnished safety equipment by the Company will be required to wear such safety equipment at all times while doing the work for which the equipment is furnished. Safety equipment furnished by the Company, which is damaged or worn out in use, will be replaced free of charge, provided the worn or damaged equipment is turned in when the new equipment is issued. Employees who abuse or lose equipment, however, will be subject to discipline.

Physical Health Policy

Industrial Louvers, Inc. (ILI) believes that it is important to promote the health of our employees and to foster a healthy work environment. We believe that the use of effective workplace programs and policies can reduce health risks and improve the quality of life for our employees. We are committed to creating a wellness culture that is employee-centered and allows for a physical environment where safety is ensured and where health can emerge. We invest in workplace health programs to improve employee health, productivity, recruitment and retention, organizational culture and employee morale.

Well-Being Policy

Industrial Louvers, Inc. (ILI) believes that it is important to promote the emotional and psychological well-being of our employees and to foster a healthy work environment. We believe that the use of effective workplace well-being programs and policies can reduce stress and improves the quality of life for our workforce. We are committed to creating a work environment and atmosphere that allows employees to feel recognized as multidimensional, complex and evolving individuals. We invest in workplace well-being programs to improve employee health, productivity, recruitment and retention, organizational culture and employee morale.

We are committed to a comprehensive employee well-being program that incorporates the following components:

Flexible work arrangements
Mindfulness and stress reduction education
Financial literacy education and retirement planning
Dedicated lactation room
Meditation/prayer/reflection space
Employer-paid volunteer opportunities
Employee fitness center
Employee Assistance Program
Employee garden on site
Regular employee activities

Continuing Education Policy

Continuing education is an essential aspect of career development and improvement. ILI recognizes the value of continuing education to our employees’ careers and to our productivity and advancement as a company. For this reason, we allot at least $500 per employee annually for industry specific, job related continuing education opportunities. We also frequently cover part or all of associated costs such as travel, books, and other necessary materials.

While continuing education is encouraged and we make every effort to accommodate our employees’ educational endeavors, we do not guarantee that each employee will receive approval for their desired program, nor do we guarantee they will be granted all of the funds allotted to them for continuing education.

Local Benefit Policy

We at ILI recognize that not only do our actions affect the people and environment around us, but that we have the potential to make positive change by maintaining a close relationship with the community. To that end, our senior decision makers (managers, investors, senior executives, and shareholders) maintain close relationships within the community by residing close to our firm. They are active within the community in capacities that exceed ILI’s activities. Local control allows for accountability to our community, responsible and informed decision making, sustainability, and local economic well-being.

ILI also supports local economies by sourcing goods and services from locally owned and operated businesses whenever possible. Buying locally promotes well being and prosperity in our communities. When local services are not available, we make every effort to source from independently owned and operated businesses in our region. These practices significantly reduce transportation costs and environmental tolls, promoting sustainability.

Volunteering Policy

Volunteering is essential to building and improving communities. ILI encourages and incentivizes volunteering among our workforce so that we can strengthen, invest in, and give back to our industry and the community that supports us. ILI offers Employees 16 hours of time per year, paid by the company, to volunteer at organizations in the communities we serve. In addition to supporting employees by providing employer-paid volunteer hours, we also encourage employees spend work hours on industry-related volunteer activities. Areas we support are improving transparency and sustainability in the industry with organizations such as the Healthy Product Declaration® Collaborative (HPDC), the International Living Futures Institute (ILFI), the U.S. Green Building Council (USGBC) and the Air Movement and Control Association International, Inc. (AMCA). We accommodate employees’ volunteering events during business hours whenever possible and allow employees to use paid time off after they use their 16 hours to volunteer.

Positive Products Policy

ILI is committed to producing, sourcing, and supporting products that maximize social good, ethical practices, and environmental sustainability. Our mission is to make the world better with every product we sell by purchasing and producing materials and products that not only avoid harm, but actually benefit communities and the environment. We are currently developing a Living Product and have plans for more of our products to eventually meet the International Living Futures Institute’s (ILFI) Living Product Challenge^SM. Living Products enrich human lives by meeting sustainability imperatives within ILFI’s seven categories, known as Petals. The Petals are Site, Water, Energy, Health, Materials, Equity, and Beauty. The Imperatives within each of these categories describe ways in which Living Products must enrich human life and the environment. They range from Net Positive Water and Energy to Safe Human Exposure, Inspiration and Education, and beyond. Additionally, ILI is working to eliminate all Red List chemicals from our products.

ILI performs Life Cycle Assessments of our products. We use these reports to reduce our energy, water, and chemical footprints by identifying and shifting away from environmentally and socially harmful aspects of our products’ supply chain, uses, and disposal.

We conduct an extensive vendor survey about potential suppliers’ sustainability goals and practices, prioritizing business with firms whose values align with our own. Unfortunately, the majority of the manufacturing sector is still behind with regard to sustainability. Oftentimes, it is impossible to avoid business with organizations who do not share our vision. Our goal is to shift the industry with our successes producing positive products and encouraging others to do so.

Charitable Giving Policy

Industrial Louvers would like to create a culture of social and environmental stewardship through responsible giving and investing. Charitable giving is one means of improving lives and enriching communities. ILI has an annual charitable giving budget of 2.5% of the prior year’s net profits. ILI’s charitable giving committee, which is open to all employees, determines the charities to which we donate.

Animal Welfare Policy

ILI does not use animals in any part of our production or activities and we do not typically conduct business with companies whose activities deal with animals. Despite this, we believe it is important to recognize that treating animals humanely is essential to ethical and sustainable practices. Our products contain no ingredients tested on animals. Our vendor survey asks our vendors to disclose any involvement they have with animals and we avoid business with organizations whose practices are unjust.

ILI also ensures that our catered events include plant-based entree and side items and that the catering companies that we use source local and humanely produced food.

Transparency Policy

ILI is the leader for transparency in our industry. For over 15 years, transparency has been one of our core values. Transparency about our operations, including business practices, management, finance, and product ingredients demonstrates respect for our employees and communities and is essential to treating them ethically. We support transparency through our business relationships by conducting a thorough survey of our vendors about their practices, materials, and values. We support material transparency in our industry through financial involvement and participation in the Healthy Product Declaration® Collaborative and the International Living Futures Institute’s Declare^SM materials label, the Just^SM social justice label, and the Living Product Challenge^SM.

Positive Waste Policy

ILI strives to reduce our own waste and utilize recycled and reused products throughout our operations. We purchase raw materials for use in our products with recycled content, reuse incoming packaging whenever possible and avoid the use of non-recyclable materials in our products and packaging to the greatest extent possible.

All employees are educated in proper disposal of compostable and recyclable products that they bring to our facility and are expected to sort compostable, recyclable and trash materials appropriately.

Banking and Investment Policy

ILI invests in our local communities, holding 100 percent of our cash and cash equivalents in registered community and regional banks.