Agrace – Age at Home EEO Coordinator/Officer: Kathy Schraith
Agrace – Age at Home Limited English Proficiency Coordinator: Jen Flugaur
Agrace – Age at Home is an Equal Opportunity Employer. It is our policy to provide equal opportunity for employment to all employees and applicants in accordance with all applicable equal employment opportunity (EEO) laws, directives and regulations of federal, state and local governing bodies or agencies thereof.
Agrace – Age at Home prohibits discrimination or harassment of any employee or applicant for employment based on race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, marital status, disability, family responsibilities, pregnancy, genetic information, protected veteran or military status, use or nonuse of lawful products off the employer’s premises during nonworking hours, or other categories protected by federal, state, or local law. This policy applies to every aspect of employment, including recruitment, selection, promotion, transfer, training, compensation, demotion, layoff, disciplinary action, reduction in work force and termination. All employees are required to abide by Agrace – Age at Home’s policy of nondiscrimination.
Employees should immediately report complaints of discrimination or harassment in writing to their supervisor or to an EEO Officer. Prompt reporting of concerns serves the employees and Agrace – Age at Home’s interests by enabling Agrace – Age at Home to deal with potential discrimination before it does serious damage to workplace performance and morale. Any employee found to have engaged in discrimination in violation of this policy is subject to discipline, up to and including suspension without pay and termination. Managers or staff who are aware of any violations of Agrace – Age at Home’s EEO policy and fail to directly address those violations or appropriately report the matter, will be subject to disciplinary action, up to and including termination. It is a violation of this policy to retaliate against an employee for making a good faith complaint of discrimination, harassment or retaliation. Any employee who is determined to have engaged in such retaliation will be subject to disciplinary action, up to and including termination. Any employee who believes they are being subjected to retaliation should report that immediately to their supervisor or to Human Resources. A knowingly false or malicious complaint of discrimination, harassment, or retaliation is a violation of this policy. Any employee, who is determined to have made a knowingly false or malicious complaint or to have committed an intentional breach of confidentiality, will be subject to disciplinary action, up to and including termination.
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