Equal Employment Affirmative Action Policy
This employer is a government contractor subject to the Rehabilitation Act of 1973, as amended and the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) of 1974, as amended. These statutes require The Workshop, Inc. (dba Northeast Career Planning) to take affirmative action to employ and advance in employment qualified individuals with handicaps. (Definition of individual with a handicap – any person who has a physical or mental impairment which substantially limits one or more major life activity.)
If you have a disability and/or are a disabled, recently separated, Armed Forces Sevice Medal or active duty wartime or campaign badge veteran, we would like to include you under the Company’s affirmative action program. If you would like to be considered under the program, please tell us. You may inform us of your desire to benefit under the program at this time and/or at any time in the future. Our affirmative action program contains policies and procedures that assure compliance with the Rehabilitation Act and VEVRAA obligations. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. Information you submit about your disability will be kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work or duties of individuals with a disability, and regarding necessary accommodation, (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) government officials engaged in enforcing the Rehabilitation Act, VEVRAA or the Americans with Disabilities Act as amended (ADA, ADAAA) may be informed. The information provided will be used only in ways that are consistent with Section 503 of the Rehabilitation Act, VEVRAA, ADA, and the ADAAA.
If you are an individual with a disability, we would like to include you under the affirmative action program. It would assist us if you tell us about (1) any special methods, skills and procedures which qualify you for positions that you might not otherwise be able to do because of your disability, so that you will be considered for any positions of that kind, and (2) the accommodations which we could make which enable you to perform the job properly and safely, including special equipment, changes in the physical layout of the job, elimination or certain duties relating to the job, or other accommodations. This information will assist us in placing you in appropriate position and in making accommodations for you disability, if applicable.
Employees have an opportunity to inspect the plan upon request during normal working hours in Northeast Career Planning’s Human Resources Office.
It is the policy of Northeast Career Planning not to discriminate against any employee or applicant for employment because of his or her race, color, religion, sex, or national origin or because he or she is an individual with a disability or disabled veteran, Armed Forces service medal veteran, recently separated veteran, or active duty wartime or campaign badge veteran, or thereinafter referred collectively as “protected veterans” or any other characteristics protected under applicable law. It is also the policy of Northeast Career Planning to take affirmative action to employ and to advance in employment, all persons regardless of their status as individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (1) Filing a complaint; (2) Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) or any other Federal, State or local law requiring equal opportunity for individuals with disabilities; (3) Opposing any act or practice made unlawful by section 503 or its implementing regulations in this part or any other Federal, State or local law requiring equal opportunity for disabled persons; or (4) Exercising any other right protected by section 503 or its implementing regulations in this part. Further, the Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
As Chief Executive Officer of Northeast Career Planning, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the company, I have selected Stephanie Hilson as the Human Resources Generalist for Northeast Career Planning. One of the Human Resources Generalist’s duties is be to establish and maintain an internal audit and reporting system to allow for effective measurement of Northeast Career Planning’s programs.
In furtherance of Northeast Career Planning’ policy regarding Affirmative Action and Equal Employment Opportunity, Northeast Career Planning has developed a written Affirmative Action Program which sets forth the policies, practices and procedures that Sample Company is committed to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. This Affirmative Action Program is available for inspection by any employee or applicant for employment upon request between normal business hours at the Human Resources department. Any questions should be directed to the Chief Executive Officer, your supervisor, or Stephanie Hilson, Human Resources Generalist.
Chief Executive Officer