SWISH EMPLOYMENT EQUITY PROGRAM

Swish Maintenance Limited is subject to the requirement of the Federal Contractors Program. The Federal Contractors Program applies to suppliers who provide goods and services to the federal government that have a national workforce of 100 employees or more and are bidding on contracts valued at $200,000. or more. Employers are required to implement an employment equity program within their company that is consistent with the terms and conditions of criteria provided by Human Resources Development Canada (HRDC).

The Federal Contractors Program (FCP) requires these suppliers to implement an Employment Equity Program which would identify and remove barriers in the recruiting, selection, hiring, promotion and training of women, Aboriginal peoples, persons with disabilities and visible minorities. Suppliers are also expected to take measures to improve the employment status of these designated groups by implementing special programs and making reasonable accommodation to achieve appropriate representation of these groups in all levels of employment. HRDC monitors the contractor's (suppliers) compliance by conducting in-depth review audits as well as on-site audit tours (every three years). Swish is committed to implementing an effective Employment Equity program by following the criteria as outlined by HRDC:

Criteria #1 - Communication of Employment Equity to Employees -Chief Financial Officer or President will communicate with all employees advising the company's plan to achieve employment equity for the four designated groups (women, Aboriginal peoples, persons with disabilities and visible minorities). -Publish the plans and goals to develop the employment equity program -Keep employees advised as to the progress of our program.

Criteria #2 - Assignment of a Senior Official to be Responsible for Employment Equity This senior official is responsible for ensuring the 10 FCP Criteria for Implementation are carried out.

Criteria #3 - Collection and Maintenance of Workforce Information Personnel is responsible for collecting and recording the data for all employees and each designated group member (Swish Employment Equity Workforce Survey Questionnaire is given to all new employees upon hire to obtain information re the designated groups). All information such as date of hire, salary, self identified member of designated group (Workforce Questionnaire) promotions, termination, N.O.C. code, CMA location are entered in Employment Equity Computerized Reporting System (EECRS Software) and this allows us to analyze our employee data. HRDC publishes external information on the availability pools of Aboriginal peoples, members of visible minorities, persons with disabilities and women All of the data is based on N.O.C. codes and the 14 EEOG's and are used to compare our internal representation of members of the four designated groups with their external availability. The difference between internal and external representation is our GAP. In some areas we may have over-representation and in some areas, we are under represented. All employee data collected by personnel allows Swish to monitor the progress of employment equity in our workplace.

Criteria #4 - Workforce Analysis The data collected from the Workforce Questionnaire is analyzed to identify any gaps Swish may have in the four designated groups.

Criteria #5 - Employment Systems Review An in-depth review of our system policies and procedures was performed. Modifications to the policy manual were made and distributed to each employee. Prior to the changes, each branch was asked the review the policies and procedures and submit their input for any changes/revisions/additions. A "focus group questionnaire" was also distributed to every employee. The responses from these questionnaires were used to further analyze our system. The main focus on the review was to identify any barriers our policies/procedures may have which might discourage or prevent any members from the four designated groups from applying for a position with Swish. (All information submitted by employees our for "focus group questionnaire" was anonymous and completion of these questionnaires was voluntary).

Criteria 6 - Establish Goals Once the data has been analyzed, we set goals (both numerical and non-numerical) to reduce or eliminate any gaps or deficiencies in the employment system.

Criteria #7 - Develop an Employment Equity Plan which will allow Swish to reach the goals set out in Criterion #6.

Criteria #8 - Adoption of Positive Policies and Reasonable Accommodation Swish can fulfill this criterion by taking proactive measures within the company which would aid in the hiring/promotion of the designated group members.

Criteria #9 - Establish a Positive Work Environment Swish is committed to creating a work environment which will encourage the hire of members of the four designated groups as well as promotion.

Criteria 10 - Monitoring Procedures Swish has developed a plan to aid in the monitoring of our goals and program progress.

Criteria #11 - Authorization to Enter Premises Swish will allow on-site audits to be carried out by HRDC officers in order that our system can be reviewed to ensure our commitment to implementing and succeeding with our Employment Equity program.

EEOG (Employment Equity Occupational Groups) Senior Managers 0.38% Middle & other Managers 6.90% Professional 0.38% Semi-Professional.

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