Non Discriminatory Policy

Effective as of 03/11/2015

Dear Patient:

This policy states our position on discrimination. This policy applies to all our employees, volunteers, members, clients, and contractors. We are committed to creating a work environment which is free from discrimination and sexual harassment and where all members of staff are treated with dignity, courtesy and respect. We have developed a policy on discrimination and sexual harassment, provide regular staff training on discrimination and sexual harassment, and have procedures for complaints.

Discrimination occurs when a person (or a group of people) is singled out for worse treatment, compared to others in similar circumstances, because of one or more of the attributes.

Direct discrimination may involve:

race, including color, descent or ancestry, nationality, national or ethnic origin.

age, whether young or older.

impairment including biological, functional, learning, physical, sensory, mobility or cognitive impairment.

religious belief or activity.

sex or gender identity.

relationship status including being married, single, divorced, separated, de facto or in a same sex relationship

sexuality.

offensive 'jokes' about another worker's racial or ethnic background, sex, sexuality, age or impairment

expressing negative stereotypes about particular groups

using stereotypes for work decisions e.g. 'Women with young children shouldn't work.' or 'Older workers can't learn new skills.'

using selection processes based on irrelevant attributes such as age, race or impairment rather than on skills really needed for the job.

pregnancy, breastfeeding, parental status including being or not being a parent, guardian, foster parent, adoptive parent, or step parent.

family responsibilities including the responsibility to care for and support a dependent child or immediate family member

lawful sexual activity as a sex worker.

trade union activity.

political belief or activity.

association with someone else who is identified because of one of these attributes.

discrimination on the basis of criminal record, medical record or social origin.

Indirect discrimination occurs when one rule applies to all, but in fact disadvantages a person (or group of people) because they are unable, or less able to comply with the rule because they have an attribute. The fact that the disadvantage was not intended is not an excuse.

For example:

Requiring everyone to be available for all shifts might be unfair to a person with child or elderly parent care responsibilities.

Only hiring people who have never had a back injury or a workers compensation claim.

Not considering the provision of some reasonable adjustments that would disadvantage a person with an impairment.

Non Discriminatory Policy

We follow an equal opportunity employment policy and employ personnel without regard to race, creed, color, ethnicity, national origin, religion, sex, sexual orientation, gender expression, age, physical or mental ability, veteran status, military obligations, and marital status.

This policy also applies to internal promotions, training, opportunities for advancement, terminations, outside vendors, members and customers, service clients, use of contractors and consultants, and dealings with the general public.

We are equal opportunity employers. We will not discriminate and will take affirmative action measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, creed, color, national origin, or sex.

Discriminatory Harassment

Harassment or intimidation of a client, staff person or guest because of that person’s race, age, color, sex, national origin, physical or mental disability, or religion is specifically prohibited and may be grounds for termination. Harassment and intimidation includes abusive, foul or threatening language or behavior.

We are committed to maintaining a workplace that is free of any such harassment and will not tolerate discrimination against staff members, volunteers or agency clients.

Issues of discriminatory treatment, harassment, or intimidation on any of these bases should immediately be reported to the Executive Director or immediate supervisor and, if substantiated, prompt action will be taken.

Sexual Harassment

We prohibit sexual harrasment. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute harassment when:

(1) Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual's employment.

(2) Submission to or rejection of such conduct by an individual is used as the basis for decisions about employment, promotion, transfer, selection for training, performance evaluations, benefits, or other terms and conditions of employment.

(3) such conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment or substantially interferes with an employee's work performance.

Reporting Harassment

If an employee feels that he or she has been harassed on the basis of his or her sex, race, national origin, ethic background, or any other legally protected characteristic they should immediately report the matter to his or her supervisor. If that person is not available, or if the employee feels it would be unproductive to inform that person, the employee should immediately contact that supervisor's superior or human resources. Once the matter has been reported it will be promptly investigated and any necessary corrective action will be taken where appropriate. All complaints of unlawful harassment will be handled in as discreet and confidential a manner as is possible under the circumstances.

The procedure for reporting incidents of harassing behavior is not intended to impair, replace, or limit the right of any employee to seek a remedy under available state or federal law by immediately reporting the matter to the appropriate state or federal agency.

Disciplinary Measures for Harassment

Any staff who make a complaint of discrimination or sexual harassment will not suffer any victimization by us for making the complaint. This also applies to staff who agree to be a witness in a complaint or have a complaint made against them.

Disciplinary action will be taken against any staff member found to have breached this policy. Action will be appropriate to the breach and may include: an official warning and note on the person's personnel file; a formal apology; counseling; demotion, transfer, suspension; or dismissal for very serious matters. Any employee engaging in improper harassing behavior will be subject to disciplinary action.