a) Our Anti-Discrimination Policies shall follow the policies of the Equal Employment Opportunity Commission (https://www.eeoc.gov/laws/types/index.cfm), the New York City Human Rights Law (http://www.antibiaslaw.com/list/full-text-of-the-NYC-Human-Rights-law#n2798), and the sexual harassment policies of the Department of Labor of the New York State Government (https://www.ny.gov/combating-sexual-harassment-workplace/workers).
Our policies are as follows:
1) Our school will not discriminate against employees or students based on their age.
2) If a member of our school has a disability we will provide them reasonable accommodation. All genders in our workplace will receive fair and equal compensation for equal work. Compensation includes: salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.
3) We will refrain from discriminating against employees, applicants, and students based on any genetic information supplied through genetic tests, genetic tests of family members, and medical history. This anti-discrimination policy will cover all aspects of employment: hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, or any other term or condition of employment. In addition, all employees and students will always be treated in a polite and professional manner both on our premises and off our premises at all times that they are associated with our school in any capacity. If genetic information is supplied to any employee of our institution either intentionally or unintentionally about any of our members we will not disclose any of that information except where we are required to by law.
4) We have a no tolerance policy for harassment of any form for any member of our institution. We will not allow harassment based on race, color, religion, sex (including pregnancy), national origin, age, disability or genetic information. Even occasional occurrences will receive reprimands and disciplinary action. If the offense continues as part of continuing employment, and members of our institution find it intimidating, hostile or abusive we will notify the authorities about the individual or individuals involved. If a charge is filed by any member of our institution harassment will not be tolerated against individuals for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit, or opposing employment practices that our school believes discriminates against these individuals. Offensive conduct includes: offensive jokes, slurs, epithets, name calling, physical assaults, threats, intimidation, ridicule, mockery, insults, put-downs, offensive objects or pictures, and interference with work or classroom performance. Circumstances that harassment will not be tolerated under but not limited to include: the victim’s supervisor, a supervisor in another area, an agent of the employer, a co-worker, a student, and a visitor. The victim does not have to be the person harassed but can be anyone affected by the offensive conduct. Unlawful harassment may occur without economic injury to, or discharge of, the victim. Immediate and appropriate action will be taken when a member of our institution complains. Employees and students will be encouraged to inform the harasser directly, that the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage, so escalation can be avoided. Management may be informed in person or electronically about any incidents. Management will then meet as soon as is possible to take measures to resolve any incidents.
5) Discrimination due to treating people (employees, visitors, or students) unfairly since they are from a particular country or part of the world, due to ethnicity or accent, or appear to be of a certain ethnic background (even if they are not) will not be tolerated. Additionally, treating people unfavorably since they are married or to or associated with a person of a certain national origin will not be tolerated. This can even occur if the both people are of the same national origin. In all aspects of employment, we will not discriminate including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. We respect people of all origins and we will not tolerate harassment due to a person’s national origin, accent, or ethnicity. Even teasing, offhand comments, or isolated incidents will not be tolerated, and we will reprimand the people responsible for these remarks promptly. We do not have policies or practices that apply to everyone regardless of national origin. We do not discriminate based on an individual’s citizen or immigration status and we will not discriminate with respect to hiring, firing, or recruitment of referral for a fee, based upon an individual’s citizenship or immigration status.
6) We do not discriminate if a student, employee, or visitor is pregnant, becomes pregnant, has a medical condition relating to pregnancy or childbirth. We will not discriminate in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment. Women who are temporarily unable to perform their job due to medical condition relating to pregnancy, we will treat her in the same way we treat other temporarily disabled employees. If there is an impairment due the pregnancy such as gestational diabetes, preeclampsia, … we will provide reasonable accommodation as under the Americans with Disabilities Act (ADA), such as leave or other modifications to allow the employee to continue to perform her job as long as it does not cause absent undue hardship (significant difficulty or expense). There will be no tolerance for harassment of any woman due to her pregnancy or childbirth. We will not allow hostile or offensive work environments to be created by any employee, student, or visitor. If we have disabled employees who take disability leave or leave without pay, we will allow employees who are temporarily disabled due to pregnancy to do the same. We will not single out pregnancy-related conditions for special procedures to determine an employee’s ability to work. The Family and Medical Leave Act (FMLA) of 1993 specifies that a new parent (including foster and adoptive parents) may be eligible for 12 weeks of leave (unpaid or paid if the employee has earned or accrued it) that may be used for the care of the new child. To be eligible the employee must have worked for the employer for 12 months prior to the leave. In addition, nursing mothers have the right to express milk in the workplace.
7) We have a no tolerance policy for race discrimination or color discrimination for treating someone unfavorably due to a certain race or personal characteristics such as hair texture, skin color, or certain facial features. In addition, our color discrimination policy includes unfavorable treatment due to skin color complexion. These types of discrimination further include discrimination due to association or marriage to a person of a certain race or color. Even if the offending person is of the same race or color this type of behavior will not be tolerated. We will not discriminate in any aspect of employment: including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Harassment due to a person’s race or color can include racial slurs, offensive or derogatory remarks about a person’s race or color, or the display of racially-offensive symbols. We do not tolerate even infrequent teasing, offhand comments, or isolated incidents. We will not tolerate this type of activity from supervisors, co-workers, supervisor’s in another area, students, teachers, and visitors.
8) We will not allow religious discrimination of any sort. This includes treating any member of our institution or visitor unfavorably due to his or her religious beliefs. We will make sure to protect people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, and we will also be respectful of people who have sincerely held religious, ethical or moral beliefs. In addition, we will be sure to prevent any sort of mistreatment if a person of our school or visitor is associated with or married to an individual of a particular religion. We will not discriminate for this with respect to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. We will not tolerate harassment due to anyone’s religion such as offensive remarks about a person’s religious beliefs or practices. We will not even tolerate simple teasing, offhand comments, or isolated incidents. We will not allow this to create a hostile or offensive work environment or when it results in adverse employment decision (such as the victim being fired or demoted). Any behavior like this from any member of our school, our students, or any visitors will not be tolerated. In addition, in accordance with Title VII we will not allow discrimination or segregation based on religion including, religious garb, grooming practices, because pf actual or feared customer preference. We will reasonably accommodate any employee’s religious beliefs or practices, unless doing so will cause more than a minimal burden on the operations of our business. We will make reasonable accommodations to our work environment that will allow members of our institution that will allow our employees to practice their religion. For example, we will allow flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices. With respect to dress and grooming policies we will reasonably accommodate any employee’s religious beliefs or practices. In addition, we will accommodate schedule changes or leave for religious observances, but also such things as dress or grooming practices that any of the employees, students, or visitors have such as particular head coverings, religious dress such as a Jewish kipah, Muslim headscarf, or wearing certain hairstyles or facial hair such as Rastafarian dreadlocks or Sikh uncut hair and beard. In addition, we include an employee’s observance of a religious prohibition against wearing certain garments such as pants or miniskirts. If such accommodation is needed by a member of our school, he or she must notify our school to discuss the request. If it does not impose and undue hardship for our school, we will grant the request. If a request causes an undue hardship to our school, we can deny the request. We may deny the request if is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work. We will not force any member of our school or a visitor to participate or not participate in a religious activity as a condition of employment or participation in our school.
9) We will not retaliate against any members of our school for asserting their rights to be free from employment discrimination including harassment. In addition, we will not retaliate against any members of our school for filing or being a witness in an EEO charge, complaint, investigation, or lawsuit. Retaliation will not take place if a member of our school communicates with a supervisor or manager about employment discrimination including harassment. Additional retaliation will not take place if member of our school answers questions during an employer investigation of an alleged harassment. Members of our school will not be retaliated against if they are refusing to follow orders that would result in discrimination. Furthermore, no member of our school will be retaliated against for resisting sexual advances or intervening to protect others. Our school will not retaliate against members of our school for requesting accommodation of a disability or for a religious practice. Employees will not be retaliated against for asking managers or co-workers about salary information to uncover potentially discriminatory wages. Any type of participation in a complain process by a member of our school is protected from retaliation under all circumstances. Other acts to oppose discrimination are protected as long as the member of our school was acting on a reasonable belief that something in the workplace may violate Equal Employment Opportunity (EEO) laws, even if he or she did not use legal terminology to describe it. However, engaging in EEO activity does not shield an employee from all discipline or discharge. Our organization maintains the right to discipline or terminate workers if we are motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences. However, our school will not discourage any member of our institution in response to EEO activity from resisting or complaining about future discrimination.
10) We will not tolerate sex discrimination involving a member of our institution or visitor. Discrimination due to gender identity such as transgender status or sexual orientation will not be tolerated at our school. We will not discriminate in hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Sex discrimination harassment will not be tolerated due to a person’s sex. We will not tolerate sexual harassment, unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature and can include offensive remarks about a person’s sex such as offensive comments about women in general. Incidents could involve victim and harasser being either a woman or a man and the victim or harasser can be of the same sex. Even though the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious we will not tolerate even minor events. In addition, frequent events or severe events that create a hostile or offensive work environment that may result in an adverse employment decision such as the victim being fired or demoted will not be tolerated at our institution. The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee such as a student, or a visitor. Policies or practices that apply to everyone regardless of sex that have a negative impact on the employment of people of a certain sex and are not job related or necessary to the operation of business will now be allowed.
Additionally, we will not discriminate against anyone on the basis of race, color, religion, sex, and national origin.
b) Our Anti-Discrimination policies will be made available via our website. In addition, these policies will be in the syllabus of every course and these policies will be presented to our students at the beginning of every course by our instructors. We will provide these policies to all developers, planners, and instructors through our handbook and these policies will be explained to every employee at the time of employment.