The policy of equal employment opportunity EEO and anti-discrimination applies to all aspects of the relationship between [Company Name] and its employees, including:. The policies and principles of EEO also apply to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with [Company Name].
The officers of [Company Name] will be responsible for the dissemination of this policy. Directors, managers and supervisors are responsible for implementing equal employment practices within each department. The HR department is responsible for overall compliance and will maintain personnel records in compliance with applicable laws and regulations. Advertising for job openings with the statement " We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
Harassment is a form of unlawful discrimination and violates [Company Name] policy. Prohibited sexual harassment, for example, is defined as unwelcome sexual advances, request for sexual favors and other verbal or physical conduct of a sexual nature when:. Harassment also includes unwelcome conduct that is based on race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
Harassment becomes unlawful where:. Remedies Violations of this policy, regardless of whether an actual law has been violated, will not be tolerated. Let our Employee Handbook Builder assist you. It includes legally binding policies and the most up-to-date state and federal requirements.
You may be trying to access this site from a secured browser on the server. In some circumstances, employees may be personally liable for discrimination. Some acts of discrimination may result in legal action and criminal offence where the harassment was intentional. An employer will be jointly responsible for any acts of discrimination carried out by an employee unless they can show that they have done everything they could to prevent it. It is highly recommended to train staff on equal opportunities, however, it is not a legal requirement.
Managers responsible for recruitment or handling grievance and disciplinary matters are the most likely to be the subject of discrimination allegations, and therefore should be trained on equal opportunities. This document allows you to choose whether equal opportunities extends to training as well as recruitment, selection procedures, work practices, promotion etc.
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Profile information Account settings. Make documents Ask a lawyer Get guidance About us. What is an equal opportunities policy? When should I use an equal opportunities policy? Training in these areas can be an effective proactive measure for preventing workplace conflict. Unfair treatment and conflicts can taint the workplace in the absence of a written equal opportunities policy.
This can result in persisting worker dissatisfaction and a higher turnover resulting from voluntary resignations from employees who are disillusioned by unfair employment policies. Knowing that the company is an advocate of fair treatment can boost employee morale and decrease employee turnover, resulting in a win-win for you and your workers.
When employee morale is high and turnover is low, organisations often see measurable positive differences in productivity and profitability. Having an equal opportunities manifesto in place can help attract better workers into your company.
Employers who openly declare their commitment to fairness in their vacancy advertisement are more likely to attract a more diverse pool of qualified applicants who are confident that fair consideration will be given to them irrespective of non-job-related factors. Companies that do not have an equal opportunities policy in place run a higher risk of getting embroiled in legal disputes filed by disgruntled workers alleging discriminatory treatment in hiring or employment practices.
The benefits of having a written policy include lesser likelihood of legal action, reduced fees for legal expenses and less time spent trying to defend employment actions. You will need to include a recruitment and employment procedure in your policy. Things to consider:.
Recruitment : how you advertise vacancies, write job descriptions, design application forms, how your interview panel is comprised, and your shortlisting, interviewing and selection procedures.
Employment : your contract, probationary period and induction process, training, support and staff development, and provision for individual employee needs. The Health and Safety Executive website has advice on how to manage low risk and features further advice on outdoor events, fire safety assessment and food standards: www.
If you work with children and young people you will need a statement that shows how you aim to safeguard them. Simply making your statement and objectives known does not mean that you are an equal opportunities group. This will only happen if you take the practical action as outlined to implement your policy. Having an established EOP does not mean that the full requirements of equal opportunities legislation will necessarily have been implemented.
The following organisations offer advice and many publish information s heets:. At www. We hope you find this Making Music resource useful. If you have any comments or suggestions about the guidance please contact us. Whilst every effort is made to ensure that the content of this guidance is accurate and up to date, Making Music do not warrant, nor accept any liability or responsibility for the completeness or accuracy of the content, or for any loss which may arise from reliance on the information contained in it.
Skip to main content. Search form. How to create an equal opportunities policy This briefing explains how to go about developing your policy and outlines the areas you may need to consider. What is an equal opportunities policy? Developing your policy Who should be involved in the development? What sort of language should we use? What should the policy contain? Statement The statement should demonstrate that your group recognises that certain people are discriminated against, is wholly opposed to this and will take all necessary steps to eliminate discriminatory practices.
The statement could be general that you intend to treat everyone equally , or you could list the kind of discriminations you wish to avoid: eg.
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