People claiming to be Burns & McDonnell employees or representatives are extending false employment offers to job seekers, attempting to steal money and personal information. The scams use legitimate job search platforms and social media sites and often use a Burns & McDonnell logo, employee name and title. The job offers often come via email, sometimes involve international relocation and request payments for a range of tasks, including processing visa or work permit applications. They also may send the job seeker a check to cover work-from-home setup expenses. When deposited, they gain access to the depositor’s bank account. 

We take such fraudulent actions seriously and encourage you to: 

• Immediately cease communications with anyone who appears to be making fraudulent offers. 
• Verify the legitimacy of a position at burnsmcd.jobs. 
• Report any job offer or other communications without alterations to us via the form below. Be as detailed as possible. 
• Contact the FBI Internet Crime Complaint Center (iC3) and supply any details. 

To protect yourself and evaluate whether any communications are legitimate, please consider: 

• We do not ask for or make payments as part of the offer process. 
• All legitimate recruitment communications will come from an official burnsmcd.com email address, not a free email service (Gmail, Outlook, Live, Yahoo, AOL, etc.). 
• We do not conduct interviews over an instant messaging application, text or social platform. We also do not extend offers without direct conversation with our recruiting team. 
• The contact requests bogus documentation, including application forms, terms and conditions of employment or visa forms. These forms may even include our name or logo. They may also request personal information very early in the process, including Social Security number, address, birthdate, copy of a driver’s license or passport details. 
• Third-party companies or individuals are connected — lawyers, bank officials, travel agencies, couriers or immigration processors. 
• The contact’s phone number is a mobile or landline number beginning with 44(0)70 instead of an official company number. 

Burns & McDonnell is an affirmative action, equal opportunity employer and hereby reaffirms its commitment to ensure equal treatment for all individuals in its policies and practices affecting recruiting, hiring, transfers, promotions, compensation, benefits and training. 

To provide equal employment and advancement opportunities to all individuals, employment decisions at Burns & McDonnell will be based on merit, qualifications, and abilities. Burns & McDonnell does not discriminate in employment opportunities or practices on the basis of race, creed, color, religion, sex (including pregnancy, childbirth or related medical conditions), marital status, national origin, ancestry, age, disability, family care status, protected veteran status, marital status, sexual orientation, gender identity, citizenship status, genetic information or any other characteristic protected by applicable law. 

Burns & McDonnell will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. Burns & McDonnell prohibits harassment of any individual on the basis of any characteristic listed above. For information regarding Burns & McDonnell’s internal policies for addressing complaints of harassment, please refer to the Burns & McDonnell’s Anti-Harassment Policy. 

This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. 

Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Affirmative Action Officer. Employees can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion or discrimination because they: (1) file a complaint with Burns & McDonnell or with federal, state, or local agencies; (2) assist or participate in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state or local equal employment opportunity or affirmative action statute; (3) oppose any act or practice made unlawful by federal, state or local law requiring equal employment opportunity or affirmative action; or (4) exercise any other employment right protected by federal, state or local law or its implementing regulations. 

Burns & McDonnell maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates and to respond to any specific complaints applicants or employees file with Burns & McDonnell. Overall responsibility for the implementation of Burns & McDonnell’s equal employment opportunity programs and for affirmative action compliance activities is assigned to the Affirmative Action Officer, Renita Mollman, who may be reached at 816-333-9400. 

Signed, 
Leslie M Duke, Chair & CEO 
Renita M. Mollman, Affirmative Action Officer & CAO

Burns & McDonnell maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity and access to individuals with disabilities in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising. 

Employees and applicants of Burns & McDonnell will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to, the Americans With Disabilities Act, Section 503 of the Rehabilitation Act of 1973, or any other federal or state non-discrimination law, rule, or regulation. 

If you believe that you have been discriminated against in any manner as described above, you should notify Renée Gartelos, Vice President of Human Resources. Burns & McDonnell will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited. 

Burns & McDonnell also maintains affirmative action programs to implement our equal employment opportunity policy for individuals with disabilities. Employees or applicants who wish to review the full narrative portion of Burns & McDonnell’s affirmative action program for individuals with disabilities may schedule an appointment to do so by contacting Renita Mollman during normal business hours. 

Signed, 
Leslie M. Duke, Chair & CEO
Renita M. Mollman, Affirmative Action Officer & CAO

Burns & McDonnell maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity to protected veterans in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising. 

Employees and applicants of Burns & McDonnell will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, the Veterans Employment Opportunities Act of 1998, or any other federal or state non-discrimination law, rule, or regulation. 

If you believe that you have been discriminated against in any manner as described above, you should notify Renée Gartelos, Vice President of Human Resources. Burns & McDonnell will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited. 

Burns & McDonnell also maintains affirmative action programs to implement our equal employment opportunity policy for protected veterans. Employees or applicants who wish to review Burns & McDonnell’s affirmative action program for protected veterans may schedule an appointment to do so by contacting Renita Mollman, Chief Administrative Officer, during normal business hours. 

Signed, 
Leslie M. Duke, Chair & CEO 
Renita M. Mollman, Affirmative Action Officer & CAO

Applicants wishing to apply for an open position with Burns & McDonnell who require a reasonable accommodation in order to complete the application process may contact our Human Resources Department via this form to request assistance. Burns & McDonnell is an Equal Opportunity Employer.

Burns & McDonnell will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Burns & McDonnell’s legal duty to furnish information.  

41 CFR 60-1.35(c) 

Burns & McDonnell will maintain compliance with nondiscrimination in all programs and activities in accordance with Title VI of the Civil Rights Act of 1964. If you need more information or special assistance for persons with disabilities or limited English proficiency, please contact our helpline at 855-446-0505 or 711 for TTY/TDD.