UNITED INSPECTION & TESTING, INC. 4 - 2008

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..UNITED_ INSPECTION & TESTING INC. EQUAL OPPORTUNITY/AFFIRMATIVE ACTION POLICY (Continued) 2,9: Become active with local minority organizations, women's organizations, community action groups and community service programs, such as: Pacific Asian Consortium in Employment Asian American Architects/Engineers Los Angeles Council of Black Professionals Engineers American Civil Liberties Union Career Planning Center Los Angeles Council on Careers for Older Americans 2.10: Conduct regular discussions with supervisors and employees to insure implementation of the program. 2.11: Review qualifications of all employees to ensure that minorities and women are given full opportunities for promotion. 2,12: Provide career counseling for all employees. 2.13.1: 2,13: Periodically audit to see that: No company facilities are in any way segregated. 2,13.2: Minority and female employees are encouraged to participate in all Company sponsored activities including, but"not limited to, training. 2,14: Advise supervisors that their work performance is being evaluated on the basis of their equal employment opportunity efforts and results as well as other criteria and that they are responsible to take action to prevent harassment of employees placed through affirmative action efforts. 3: Work Force Analvsis 3,1: Each year the EEO Coordinator will prepare a listing of each job title as set forth on our payroll records. 3.1.1 : 3.1.2: There will be a separate list by job title within each department ranked from the lowest to the highest paid; For each job title the listing will include: Total number of incumbents Total number of male incumbents Total number of female incumbents Total number of male and female minorities 3.2.1: 3.2: Identification of problem areas Each year the EEO Coordinator will make a review to determine any problem areas, 3.2.2: 3,2.3: 3.2.4: The EEO will review the composition of any applicants who are interviewed to determine if there is a failure to maximize minority or female applicant flow. The EEO Coordinator will review any factors that are interfering with the hiring and advancement of qualified minorities or women. As of this writing, no such problem exists. The Company will review promotion practices annually, Job openings will be posted so all employees will have the opportunity to make application for the opening.