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 …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 …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
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 …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 …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