Limitation of Liability
Any user of this website does so at his or her risk and or peril. In no event will any officer, director, employee, shareholder, or other representatives mentioned at this site be liable for any injury, loss or damages arising out of the use, or inability to use, or the results of use of this site as provided through this website as well as results incurred by links or email to this website. This is to include but not limited to, lost profits, lost data, interrupted business, property damages as well as third party claims. If the user of this site should incur any costs of correction or repair to its equipment, user shall bear all responsibility and costs.
Disclaimer
This website and its services are provided on an “as is” basis. Virginia Drilling makes no warranties of any kind with regard to the contents of this website. Virginia Drilling disclaims any representations and or warranties as to the completeness and accuracy, merchantability or fitness for purpose. Furthermore, Virginia Drilling may periodically make changes to the products, services and contents of this site at any time without further notice.
Virginia Drilling is under no commitment to update the material and services at this website and further disclaims all liability for any errors and omissions contained in the information provided at the site as well as any failure to update or correct this site. Display of any services constitutes a solicitation of an offer or undertaking by Virginia Drilling. It becomes the responsibility of the user to verify the completeness, accuracy and reliability of the information of this website. If the user has any questions or comments, it is the user responsibilities to seek a profession opinion in this regard.
Neither Virginia Drilling nor any of its affiliates shall be responsible for the use of any product, service or information referred to herein. Any users of information contained in this website assume the risk of relying on such information. Virginia Drilling makes no representations or warranties as to the information provided herein or with respect to the products or services referred to in this website.
Use of Website
Users are authorized by Virginia Drilling to view and download materials at this website and Virginia Drilling reserves the right to terminate your authorization to use this website and its services. The information/materials at this website are copyrighted and any unauthorized use of any and all information/materials at this website may violate including but not limited to copyright and trademark laws. Furthermore, if you or your affiliates breach any of the terms of this agreement, your visitation to this website will immediately be terminated and any and all downloadable materials must be destroyed.
There shall be no modification of any of the materials/terms located at the website nor use of the downloadable materials for any other purpose other than personal use.
Equal Opportunity Employment
Equal Opportunity and Affirmative Action
In order to provide equal employment opportunities to all qualified persons without regard to race, color, religion, sex, national origin, age, ancestry, physical or mental disability, marital status, medical condition, pregnancy, childbirth or related medical condition, this Company agrees to do the following: (1) recruit, hire, train, and promote persons in all job titles, without regard to race, color, religion, sex, national origin, age, ancestry, physical or mental disability, marital status, medical condition, pregnancy, childbirth or related medical condition, or any other status or classification protected by federal, state, or local laws, (2) base decisions on employment so as to further the principle of equal employment opportunity, (3) ensure that promotion decisions are in accord with principles of equal opportunity by imposing only valid requirements for promotional opportunities, (4) ensure that all personnel actions, including but not limited to compensation, benefits, transfers, layoffs, return from layoffs, company sponsored training, education, tuition assistance, social and recreational programs, will be administered without regard to race, color, religion, sex, national origin, age, ancestry, physical or mental disability, marital status, medical condition, pregnancy, childbirth or related medical condition, or any other status or classification protected by federal, state, or local laws.
- The Company shall notify community organizations that the Company has employment opportunities available and shall maintain records of the organizations’ response.
- The Company shall maintain a log of persons seeking employment and what action was taken. This log shall be kept when applications are being accepted.
- The Company shall participate in training programs in the area, especially those funded by the Department of Labor.
- The Company shall disseminate its E.E.O. policy within its own organization by including it in any policy manual; by publicizing it in company newsletters, annual reports, etc.; by conducting staff and employee meetings to explain and discuss the policy; by posting of the policy; and by specific review of the policy with minority and female employees.
- The Company shall disseminate its E.E.O. policy externally by informing and discussing it with all recruitment sources; by advertising in news media, specifically including minority and female news media; and by notifying and discussing it with all subcontractors and suppliers.
- The Company will make specific efforts to encourage present minority and female employees to recruit their friends and relatives.
- The Company shall make use of on-the-job training opportunities and participate and assist in any association or employer group training programs relevant to the Company’s employee needs consistent with its obligations hereunder.
- The Company shall continually inventory and evaluate all minority and female personnel for promotion opportunities and encourage minority and female employees to seek such opportunities.
- The Company shall make sure that the seniority practices, job classifications, etc. do not have a discriminatory effect.
- The Company shall continually monitor all personnel activities to ensure that its E.E.O. policy is being carried out.
- The Company shall solicit bids for subcontracts from available minority and female subcontractors engaged in the trades covered by these requirements, including circulation of minority and female contract associations.
- The Company shall handle all grievances as outlined in the sexual harassment policy.
Persons of Disability and Vietnam Veterans
Virginia Drilling LLC and Austin Sales LLC seeks to employ qualified personnel at all locations and facilities and to provide equal employment opportunities to all applicants and employees in recruiting, hiring, placement, training, compensation and benefits, promotion, transfers, and termination. To achieve this, the Company is dedicated to take affirmative action to employ and advance in employment qualified disabled individuals, disabled veterans, and veterans of the Vietnam Era.
The Company’s objective in adopting this Affirmative Action Policy is the utilization of qualified handicapped individuals and covered veterans in all levels of job classification. We are resolved to take voluntary, positive, business-oriented action which will contribute to the furtherance of the spirit and intent of federal, state, and local legislation, government regulations, and executive orders by providing affirmative action and equal employment opportunity to disabled individuals, disabled veterans, and Vietnam Era Veterans.
Non-Discrimination and Harassment
The Company is committed to providing a workplace free of sexual harassment, intimidation, threats, coercion, or discrimination (which includes harassment based on gender, pregnancy, childbirth, or related medical conditions), as well as harassment, intimidation, threats of coercion or discrimination based on such factors as race, color, religion, national origin, ancestry, age, physical disability, mental disability, medical condition, marital status, sexual orientation, family care leave status, or veteran status. The Company strongly disapproves of and will not tolerate harassment by its employees of non-employees with whom the Company has a business, service, or professional relationship.
Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with work performance. Such conduct constitutes harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decisions; or (3) the harassment interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.
Harassing conduct can take many forms and includes, but is not limited to slurs, jokes, statements, gestures, pictures or cartoons regarding an employee’s sex, race, color, national origin, religion, age, physical disability, mental disability, medical condition, ancestry, martial status, sexual orientation, family care leave status or veteran status.
Sexually harassing conduct in particular includes all of these prohibited actions as well as other unwelcome conduct such as requests for sexual favors, conversation containing sexual comments and unwelcome sexual advances.
You should report any incident of harassment, including work-related harassment by any Company personnel or any other person, promptly to your supervisor or manager (or to any member of management) and/or to the E.E.O. Officer, who is responsible for investigating the matter. Managers who receive complaints or who observe harassing conduct should inform the E.E.O. Officer immediately. The Company emphasizes that you are not required to complain first to your supervisor if your supervisor is the individual who is harassing you.
Every reported complaint of harassment will be investigated thoroughly and promptly. In addition, the Company will not tolerate retaliation against any employee for cooperating in an investigation or for making a complaint to the E.E.O. Officer or to any other manager.
In the case of Company employees, if harassment is established, the Company will discipline the offender. Disciplinary action for a violation of this policy can range from verbal or written warnings up to and including immediate termination, depending upon the circumstances.
Virginia Drilling LLC and Austin Sales LLC will not permit retaliation against anyone for making a complaint or participating in investigations. Harassment and retaliation for opposing harassment or participating in investigations of harassment are illegal if the harassment is based on a legally protected status (for example, such as sex or disability.) In addition to notifying the Company about harassment or retaliation complaints, you may also direct your complaint to the state fair employment practices commission. You can contact the nearest state fair employment practices office by checking the state government listing in the local telephone directory.
Contact: Alicia O’Quin, EEO Officer and H.R. Manager
(276) 597-4449 Phone
(276) 597-7410 Fax