LCPS Baseball Complex combine

ESA Construction, Inc. has been in the New Mexico construction industry for over half a century gaining knowledge of all types of construction.  ESA Construction, Inc. was incorporated in 1987 and it previously operated under John R. Lavis General Contractor for 30 years, making a continuous operation of almost 60 years.   ESA Construction, Inc. holds GB98, GA98, and GF5 licenses with skilled and experienced employees.


We have completed over 2000 educational facility projects throughout the entire State of New Mexico.  We focus on completing projects on time and within budget while maintaining high quality craftsmanship and partnering with owners.  Our process for success is to be open to new ideas, partner with the team, and be committed to customer satisfaction.


ESA Construction, Inc. is a team of professionals, established, experienced and working together to…

  • Provide high quality facilities built to last
  • Collaborate with the Architect and Owner to bring their vision to life
  • Stand collectively on the principals of integrity and honesty
  • Hold ourselves accountable to others to be diligent and persistent
  • Find good solutions through creative problem solving

ESA Construction goes extra miles for our customers.  Drawing from over five decades of experience we strive for satisfied customers with successful projects.  Finally, as we stand firm, being proactive and having clear direction we will accomplish those goal, then as an organization, we finish strong.


Our experience gives us an edge in identifying challenges before they develop into problems.  We have a reputation for sound processes, proven resources and using current technology for efficiency.  The following processes are utilized on all projects where applicable:

  • Management Team Approach & Process
  • Project Site Organization
  • Scheduling: Finishing on Time
  • Construction Costs: Delivering Project within Budget
  • Value-Engineering Processes: Providing affordable quality projects
  • Construction Practices and Contracts
  • Utilizing current technology to gain efficiency
  • Ability to Deliver LEED Certification
  • Design – Build / CMAR / Job Order Contract with CES, NMSU, UNM, and State of New Mexico

equal employment opportunity Policy

1.0       PURPOSE

The Civil Rights Act of 1964 and Sections 501 and 505 of the Rehabilitation Act of 1973, along with the Equal Employment Opportunity (EEO) regulations, are federal laws that ensure equal employment opportunity to all employees and applicants for employment.This policy explains ESA’s commitment and approach to Equal Employment Opportunity.

2.0       POLICY

ESA’s policy is to comply with all applicable Equal Employment Opportunity/Affirmative Action (EEO/AA) laws; directives; and regulations of federal, state, and local governing bodies or agencies.  In compliance with these laws, ESA will not discriminate against or harass any employee or applicant for employment based on race, color, religion, national origin, gender, age, disability, pregnancy, genetic testing information, or any other protected characteristic under state, federal, or local law.  ESA is also committed to taking affirmative action to employ and advance in employment qualified disabled veterans, veterans of the Vietnam era, newly separated veterans, other protected veterans, and disadvantaged persons.

ESA will ensure that all personnel actions relating to recruitment, hiring, promotions, transfers, layoffs, disciplinary action, termination, compensation, benefits, and training and educational assistance are administered in a nondiscriminatory manner.  ESA will commit time and resources to strive to achieve the goals of EEO and AA.

In any aspect of employment, retaliation is forbidden under the law.  ESA will not terminate, demote, harass, or otherwise retaliate against an employee who makes an accusation of discrimination or files a charge of discrimination.


Equal Employment Opportunity (EEO) laws make it illegal for employers to discriminate against an employee or potential employee in certain workplaces.  The Equal Employment Opportunity Commission (EEOC), which was created by the Civil Rights Act of 1964, is the federal agency that has the responsibility to “promote equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance.”  The company will not discriminate against employees or applicants because of physical or mental handicap in regard to any position for which the employee or applicant for employment is qualified.  The company agrees to take affirmative action to employ, advance in employment, and otherwise treat qualified disabled individuals without discrimination based upon their physical or mental handicap in all employment practices, including compensation and training.

All applicants and employees who believe themselves covered by the Rehabilitation Act of 1973, as amended, or the Americans with Disabilities Act, are invited to identify themselves to the company and make their qualifications as a handicapped individual known to the company.  Reasonable accommodations will be made to physical and mental limitations of employees or applicants unless such accommodations impose an undue hardship on the company’s business.


Vice Presidents, Department Managers, and supervisory personnel are responsible for carrying out ESA’s equal employment opportunity policies and programs in their respective areas. Management personnel are responsible for informing employees of these policies and programs. They assist in the identification of problem areas and establishment of goals and objectives. They also review the qualifications of employees to ensure that minorities and women are given full consideration for advancement and transfers. Work performance of management and supervisory personnel will be evaluated on the basis of their efforts in achieving these affirmative action objectives, as well as other established criteria.

The EEO Officer is responsible for organizing, developing, and managing ESA’s EEO/AA programs and activities.  The duties include developing and implementing affirmative action plans and activities, handling employment and supervisory EEO concerns and complaints, conducting EEO orientation and training, and monitoring and auditing activities and actions for results and compliance with EEO policy.  The EEO Officer will be given the necessary top management support and staffing to fulfill the job responsibilities.  The CEO/President, who retains overall responsibility and authority for decisions related to the ESA Equal Employment Opportunity and Affirmative Action program, will receive and review reports on the progress of the EEO/AA program.  Any employee or applicant for employment who believes he/she has been discriminated against or harassed should contact the EEO Officer.