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2. Supporting Narrative. As adopted in many policies and procedures, Indian River County has created a work environment for good paying jobs and equal opportunity. The County's Equal Employment Opportunity Program was first adopted in 1989 and has been updated in the years following. The County workforce includes both union and non-union employees. Employees are provided a free and fair choice to join a union. Employees who join a union are covered by collective bargaining agreements, which are with Teamsters, Local Union No. 769 (effective October 1, 2022) and the International Association of Fire Fighters Local 2201 (also effective October 1, 2022). In recent years, a competitive employment market has created challenges in County hiring. As a result, the County has updated many of its employee benefits and has also initiated a Compensation Study to review County pay practices. 15 of 15 The Recipient or a project partner participates in a State/Regional/Local comprehensive plan to promote equal opportunity, including removing barriers to hire and preventing harassment on work sites, and that plan demonstrates action to create an inclusive environment with a commitment to equal opportunity, including: a. affirmative efforts to remove barriers to equal employment opportunity above and beyond complying with Federal law; b. proactive partnerships with the U.S. Department of Labor's Office of Federal Contract Compliance Programs to promote compliance with EO 11246 Equal Employment Opportunity requirements and meet the requirements as outlined in the Notice of Funding Opportunity to make good faith efforts to meet the goals of 6.9 x percent of construction project hours being performed by women and goals that vary based on geography for construction work hours and for work being performed by people of color; c. no discriminatory use of criminal background screens and affirmative steps to recruit and include those with former justice involvement, in accordance with the Fair Chance Act and equal opportunity requirements; d. efforts to prevent harassment based on race, color, religion, sex, sexual orientation, gender identity, and national origin; e. training on anti -harassment and third -party reporting procedures covering employees and contractors; and f. maintaining robust anti -retaliation measures covering employees and contractors. (Describe the equal opportunityplan in the supporting narrative below) The Recipient has taken other actions related to the Project to create good - x paying jobs with the free and fair choice to join a union and incorporate strong labor standards. (Describe those actions in the supporting narrative below) The Recipient has not yet taken actions related to the Project to create good - paying jobs with the free and fair choice to join a union and incorporate strong labor standards but, before beginning construction of the project, will take relevant actions described in the supporting narrative below. The Recipient has not taken actions related to the Project to improving good - paying jobs and strong labor standards and will not take those actions under this award. 2. Supporting Narrative. As adopted in many policies and procedures, Indian River County has created a work environment for good paying jobs and equal opportunity. The County's Equal Employment Opportunity Program was first adopted in 1989 and has been updated in the years following. The County workforce includes both union and non-union employees. Employees are provided a free and fair choice to join a union. Employees who join a union are covered by collective bargaining agreements, which are with Teamsters, Local Union No. 769 (effective October 1, 2022) and the International Association of Fire Fighters Local 2201 (also effective October 1, 2022). In recent years, a competitive employment market has created challenges in County hiring. As a result, the County has updated many of its employee benefits and has also initiated a Compensation Study to review County pay practices. 15 of 15