Common use of BOX ONLY Clause in Contracts

BOX ONLY. The undersigned certifies that within the past 10 years the Consultant has NOT been the subject of a complaint or pending action in a legal administrative proceeding alleging that Consultant discriminated against its employees, subcontractors, vendors or suppliers. The undersigned certifies that within the past 10 years the Consultant has been the subject of a complaint or pending action in a legal administrative proceeding alleging that Consultant discriminated against its employees, subcontractors, vendors or suppliers. A description of the status or resolution of that complaint, including any remedial action taken and the applicable dates is as follows: DATE OF CLAIM LOCATION DESCRIPTION OF CLAIM LITIGATION (Y/N) STATUS RESOLUTION/REMEDIAL ACTION TAKEN 12/31/15 Los Angeles, CA Allegation of racial discrimination Y Resolved None necessary Consultant Name Psomas Certified By ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Title Vice President Equal Opportunity Contracting Program Page 6 of 12 12/2015 City of San Diego EQUAL OPPORTUNITY CONTRACTING PROGRAM (EOCP) ▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ • Suite 200 • ▇▇▇ ▇▇▇▇▇, ▇▇ ▇▇▇▇▇ Phone: (▇▇▇) ▇▇▇-▇▇▇▇ • Fax: (▇▇▇) ▇▇▇-▇▇▇▇ WORK FORCE REPORT ADMINISTRATIVE The objective of the Equal Employment Opportunity Outreach Program, San Diego Municipal Code Sections 22.3501 through 22.3517, is to ensure that contractors doing business with the City, or receiving funds from the City, do not engage in unlawful discriminatory employment practices prohibited by State and Federal law. Such employment practices include, but are not limited to unlawful discrimination in the following: employment, promotion or upgrading, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rate of pay or other forms of compensation, and selection for training, including apprenticeship. Contractors are required to provide a completed Work Force Report (WFR).

BOX ONLY. The undersigned certifies that within the past 10 years the Consultant Design Professional has NOT been the subject of a complaint or pending action in a legal administrative proceeding alleging that Consultant Design Professional discriminated against its employees, subcontractors, vendors or suppliers. The undersigned certifies that within the past 10 years the Consultant Design Professional has been the subject of a complaint or pending action in a legal administrative proceeding alleging that Consultant Design Professional discriminated against its employees, subcontractors, vendors or suppliers. A description of the status or resolution of that complaint, including any remedial action taken and the applicable dates is as follows: DATE OF CLAIM LOCATION DESCRIPTION OF CLAIM LITIGATION (Y/N) STATUS RESOLUTION/REMEDIAL REMEDIA L ACTION TAKEN 12/31/15 Los Angeles7/24/2008 San Antonio, CA Allegation TX National Origin Discrimination (claimed that discriminated was due to inability to speak Spanish) Y Employee initially filed a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC dismissed the claim on 4/8/09 because they were unable to conclude that the information obtained as part of racial discrimination Y Resolved their investigation established a violation of the statutes. On 7/29/09, the claimant filed a civil suit in U.S. District Court. On 10/29/10 the court granted ▇▇▇▇▇▇▇’▇ motion for summary judgment. None necessary Consultant Necessary Design Professional Name Psomas ▇▇▇▇▇▇▇ Engineers, Inc. Certified By ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Title Vice President Equal Opportunity Contracting Program Page 6 of 12 12/2015 ▇▇▇, P.E. Principal-in-Charge City of San Diego EQUAL OPPORTUNITY CONTRACTING PROGRAM (EOCP) ▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ • Suite 200 • ▇▇▇ ▇▇▇▇▇, ▇▇ ▇▇▇▇▇ Phone: (▇▇▇) ▇▇▇-▇▇▇▇ • Fax: (▇▇▇) ▇▇▇-▇▇▇▇ WORK FORCE REPORT ADMINISTRATIVE The objective of the Equal Employment Opportunity Outreach Program, San Diego Municipal Code Sections 22.3501 through 22.3517, is to ensure that contractors doing business with the City, or receiving funds from the City, do not engage in unlawful discriminatory employment practices prohibited by State and Federal law. Such employment practices include, but are not limited to unlawful discrimination in the following: employment, promotion or upgrading, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rate of pay or other forms of compensation, and selection for training, including apprenticeship. Contractors are required to provide a completed Work Force Report (WFR).