Federal and State law prohibit employment discrimination. It is the policy of Project Genesis when recruiting, hiring, training, promoting, and terminating employees to try to comply with those laws which prohibit discrimination as to race, color, religious creed, age, gender, marital status, national origin, ancestry, genetic information, learning disability, gender identity or expression, sexual orientation, past or present history of mental disability, intellectual disability, or physical disability, including, but not limited to, blindness, unless it is shown that such disability prevents performance of the work involved.
As Chief Executive Director, I reaffirm that the above policy and the Affirmative Action Program executed simultaneously herewith reflect Project Genesis’s attitude and its intention to:
- Recruit, hire, train and promote for all job classifications without regard to race, color, disability, religion, gender, age, national origin,.or any other protected class.
- Base decisions on employment so as to further the principles of equal employment opportunity.
- Ensure that promotion decisions are in accord with the principles of equal employment opportunity.
- Ensure that all other personnel actions, such as compensation, benefits, transfers, terminations, Company sponsored training, education tuition assistance, social and recreational programs, will be administered without regard to race, color, disability, religion, gender, age, national origin, or other protected classes.
- Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have: (1) filed a complaint; (2) assisted or participated in an investigation, compliance review hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity or (4) exercised any other right protected by federal, state or local law requiring equal opportunity.
Project Genesis, in compliance with Executive Order 11246, as amended, the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans Readjustment Act of 1974, as amended, maintains written Affirmative Action Programs.
The elements of the Executive Order 11246, as amended, Affirmative Action Plans are available upon request. The Affirmative Action Plans developed in compliance with Section 503 of the Rehabilitation Act of 1973, as amended, and 38 USC 4212 of the Vietnam Era Veterans Rehabilitation Act, as amended, are available for inspection upon request. Information relevant to these plans is available in Human Resources during established business hours.
Project Genesis will take all necessary steps to insure that no person intimidates, threatens, coerces, or discriminates against any individual for the purpose of interfering with the filing of a complaint, furnishing information, or assisting or participating in any manner in an investigation, compliance review, hearing, or other activity related to the administration of the Act.
Overall responsibility for directing and implementing the policy enunciated herein and the Affirmative Action Program has been assigned to Carol Scott, Chief Human Resource Officer, who serves as the Equal Employment Opportunity Coordinator. This policy has the full backing and support of the Chief Executive Officer of the Company, Kathy Rathan, and support of all employees is expected.
This notice is a general statement of policy and no more. It does not constitute a term or provision of any contract of employment or implied contract of employment between Project Genesis and any individual employee, nor does it create contractual obligations on behalf of Project Genesis to any person. No person at Project Genesis has the authority to make a commitment of guaranteed or continuing employment, and neither this notice nor any other Project Genesis publication should be understood to make any such guarantee.
Individuals with Disabilities and Covered Veterans
It has been a long-standing policy of this Company to employ and promote qualified personnel without discrimination against any employee or applicant for employment because of a physical or mental disability, or veteran status. The Company will recruit, hire and promote persons in all job titles, and ensure that all other personnel actions are administered without regard to disability or veteran status, and ensure that all employment decisions are based only on valid job requirements.
Our policy is to initiate affirmative action to employ, advance in employment, and otherwise treat qualified disabled individuals and covered veterans without discrimination in the employment process. Our commitment to affirmative action is stated in our corporate policy so that all employees, prospective employees, sources of employment, customers and suppliers, and community leaders are aware of the Company’s position.
From time to time, the Company studies existing physical barriers and safety hazards to veterans and disabled individuals so that we may make reasonable accommodation to physical and mental limitations of employees and applicants, consistent with required job qualifications and the effective operation of the business. The Company’s Affirmative Action Program provides for an audit and reporting system.
All applicants or employees who are disabled, special disabled veterans, or other covered veterans, who wish to benefit from the program are invited to identify themselves to the Company through its local personnel office. Such information is voluntarily provided, is kept confidential, and will not subject the person to any adverse treatment. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have (1) filed a complaint; (2) assisted or participated in an investigation, compliance evaluation, hearing, or other activity related to the administration of the affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA) or any other Federal state or local law requiring equal opportunity for disabled veterans, recently separated veterans, other protected veterans or Armed Forces service medal veterans; (3) opposed any act or practice made unlawful by VEVRAA or its implementing regulations in this part or any other Federal, state or local law requiring equal opportunity for disabled veterans, recently separated veterans, other protected veterans or Armed Forces service medal veterans; (4) or exercised any right protected by VEVRAA or its implementing regulations.
To ensure the effectiveness of this affirmative action program, the Company has appointed Carol Scott, Chief Human Resource Officer, as the Officer for affirmative action for individuals with disabilities and covered veterans. A copy of this affirmative action plan may be inspected during normal business hours by contacting her.