GenCare, LLC Diversity Policy
GenCare, LLC shall follow the intent of all federal, state, and local employment law and is committed to promoting Equal Employment Opportunities (Ferrell, 2015). The Board of Directors and Executive Director of GenCare will not discriminate against any employee or applicant in a manner that violates the law. Each person is evaluated on the basis of personal skill and merit. GenCare’s policy regarding equal employment opportunity applies to all aspects of employment, including, but not limited to recruitment, hiring, promotions, benefits, wage and salary administration, disciplinary action, and termination (Robbins, 2014). GenCare, LLC will not tolerate any form of unlawful discrimination. All employees are expected to cooperate fully in implementing this policy. Any employee who believes that another employee of GenCare has violated the Diversity Policy should report the possible violation to the Executive Director. If GenCare determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party that can include counseling, warnings, suspensions, and termination. Employees who report, in good faith, violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation (Ferrell, 2015). Upon completion of the investigation, GenCare will inform the employee who made the complaint of the results of the investigation. All employment practices and activities are conducted on a non‐discriminatory basis. Reasonable accommodations will be available to all qualified disabled employees, upon request, so long as the potential accommodation does not create an undue hardship on GenCare (Robbins, 2014). Employees who believe that they may require accommodation should discuss these needs with the Executive Director. If you have any questions regarding this policy, please contact the Executive Director. Commitment • GenCare is committed to providing equal opportunities for all employees and applicants without regard of race, color, religion, national origin, sex, age, marital status, sexual orientation, disability, political affiliation, or any other characteristic protected by federal, state, or local law (Ferrell, 2015). …show more content…
• The Executive Director shall act as the responsible agent in the full implementation of the Equal Employment Opportunity policy.
• GenCare is also committed to complying fully with applicable disability discrimination laws and ensuring that equal opportunity in employment exists at GenCare for qualified persons with disabilities.
• This policy will be evaluated periodically for any necessary revisions or additions.
• This policy will be communicated to all employees at the time of hire and during annual performance reviews. Each employee will be required to sign a disclosure stating they have read and reviewed the Diversity Policy and understand its contents.
• Employees will be monitored on an on-going basis to ensure adequate adherence to the Diversity Policy. 2. Sexual harassment policy including quid pro quo and hostile work environment. GenCare, LLC Sexual Harassment Policy GenCare, LLC will not tolerate any form of sexual harassment. …show more content…
Sexual harassment can be any unwelcome sexual advance, request for a sexual favor, or other verbal or physical conduct of a sexual nature in the work environment (Ferrell, 2015). The following are some examples of sexual harassment: unwelcome sexual advances; requests for sexual favors, sexual acts in lieu of promised job benefits such as favorable reviews, salary increases, promotions, or continued employment (Ferrell, 2015). The following conduct may also constitute sexual harassment, but is not limited to: use of sexual language, written or oral references to sexual conduct, or gossip regarding one’s sex life; sexually oriented comments; displaying sexually suggestive pictures; unwelcome leering, whistling, or deliberate brushing against the body in a suggestive manner; sexual gestures; inquiries into one’s sexual experiences; or discussion of one’s sexual activities (Ferrell, 2015). While such behavior, depending on the circumstances, may not be severe enough to create a sexually hostile work environment, it can nonetheless make co‐workers uncomfortable (Robbins, 2014). Accordingly, such behavior is inappropriate and may result in disciplinary action regardless of whether it is unlawful. Hostile Work Environment Policy It is also against GenCare, LLC’s policy to engage in verbal or physical conduct that degrades or shows hostility or aversion toward an individual because of his or her race, color, gender, religion, sexual orientation, age, national origin, disability, or other protected category that: creates an intimidating, hostile, humiliating, or offensive working environment; unreasonably interferes with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities (Ferrell, 2015).
GenCare, LLC shall follow the intent of all federal, state, and local employment law and is committed to promoting Equal Employment Opportunities (Ferrell, 2015). The Board of Directors and Executive Director of GenCare will not discriminate against any employee or applicant in a manner that violates the law. Each person is evaluated on the basis of personal skill and merit. GenCare’s policy regarding equal employment opportunity applies to all aspects of employment, including, but not limited to recruitment, hiring, promotions, benefits, wage and salary administration, disciplinary action, and termination (Robbins, 2014). GenCare, LLC will not tolerate any form of unlawful discrimination. All employees are expected to cooperate fully in implementing this policy. Any employee who believes that another employee of GenCare has violated the Diversity Policy should report the possible violation to the Executive Director. If GenCare determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party that can include counseling, warnings, suspensions, and termination. Employees who report, in good faith, violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation (Ferrell, 2015). Upon completion of the investigation, GenCare will inform the employee who made the complaint of the results of the investigation. All employment practices and activities are conducted on a non‐discriminatory basis. Reasonable accommodations will be available to all qualified disabled employees, upon request, so long as the potential accommodation does not create an undue hardship on GenCare (Robbins, 2014). Employees who believe that they may require accommodation should discuss these needs with the Executive Director. If you have any questions regarding this policy, please contact the Executive Director. Commitment • GenCare is committed to providing equal opportunities for all employees and applicants without regard of race, color, religion, national origin, sex, age, marital status, sexual orientation, disability, political affiliation, or any other characteristic protected by federal, state, or local law (Ferrell, 2015). …show more content…
• The Executive Director shall act as the responsible agent in the full implementation of the Equal Employment Opportunity policy.
• GenCare is also committed to complying fully with applicable disability discrimination laws and ensuring that equal opportunity in employment exists at GenCare for qualified persons with disabilities.
• This policy will be evaluated periodically for any necessary revisions or additions.
• This policy will be communicated to all employees at the time of hire and during annual performance reviews. Each employee will be required to sign a disclosure stating they have read and reviewed the Diversity Policy and understand its contents.
• Employees will be monitored on an on-going basis to ensure adequate adherence to the Diversity Policy. 2. Sexual harassment policy including quid pro quo and hostile work environment. GenCare, LLC Sexual Harassment Policy GenCare, LLC will not tolerate any form of sexual harassment. …show more content…
Sexual harassment can be any unwelcome sexual advance, request for a sexual favor, or other verbal or physical conduct of a sexual nature in the work environment (Ferrell, 2015). The following are some examples of sexual harassment: unwelcome sexual advances; requests for sexual favors, sexual acts in lieu of promised job benefits such as favorable reviews, salary increases, promotions, or continued employment (Ferrell, 2015). The following conduct may also constitute sexual harassment, but is not limited to: use of sexual language, written or oral references to sexual conduct, or gossip regarding one’s sex life; sexually oriented comments; displaying sexually suggestive pictures; unwelcome leering, whistling, or deliberate brushing against the body in a suggestive manner; sexual gestures; inquiries into one’s sexual experiences; or discussion of one’s sexual activities (Ferrell, 2015). While such behavior, depending on the circumstances, may not be severe enough to create a sexually hostile work environment, it can nonetheless make co‐workers uncomfortable (Robbins, 2014). Accordingly, such behavior is inappropriate and may result in disciplinary action regardless of whether it is unlawful. Hostile Work Environment Policy It is also against GenCare, LLC’s policy to engage in verbal or physical conduct that degrades or shows hostility or aversion toward an individual because of his or her race, color, gender, religion, sexual orientation, age, national origin, disability, or other protected category that: creates an intimidating, hostile, humiliating, or offensive working environment; unreasonably interferes with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities (Ferrell, 2015).