Title VI


2018

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Society for Equal Access/ILC

Approved:     Kevin D Hannahs
                       Executive Director

Effective:       1/30/2016

 

Title VI of the Civil Rights Act of 1964 (42 U.S.C. 200d), related statutes and regulations provide that no person shall on the ground of race, color, national origin, sex, or disabilities be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal funds.

 

TITLE VI-NONDISCRIMINATION POLICY

Society for Equal Access/ILC does not and shall not discriminate on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry) disability, marital status, sexual orientation, or military status, in any of its activities or operations.  These activities include, but are not limited to, hiring and firing of staff, selection of volunteers and vendors and provision of services.  We are committed to providing an inclusive and welcoming environment for all members of our staff, clients, volunteers, subcontractors, vendors and clients.

Society for Equal Access/ILC is an equal opportunity employer.  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, color, gender, national origin, age religion, creed, disability, veteran’s status, sexual orientation, gender identity or gender expression.


ANTI-HARASSMENT POLICY

We are committed in all areas to providing a work environment that is free from harassment.  Harassment based upon an individual’s sex, sexual orientation, race, ethnicity, national origin, age, religion or any other legally protected characteristics will not be tolerated.  All employees, including supervisors and other management personnel, are expected and required to abide by this policy. No person will be adversely affected in employment with our organization as a result of bringing complaints of unlawful harassment.

Sexual harassment is behavior of a sexual nature that is unwelcome and offensive to the person or persons it is targeted toward.  Examples of harassing behavior may include unwanted physical contact, foul language of an offensive sexual nature, sexual propositions, sexual jokes or remarks, obscene gestures, and displays of pornographic or sexually explicit pictures, drawing, or caricatures.  Use of our computer system for the purpose of viewing, displaying, or disseminating material that is sexual in nature may also constitute harassing behavior.


REPORTING HARASSMENT

If an employee feels that he or she has been harassed on the basis of his or her sex, sexual orientation, race, national origin, ethnic 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 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 employee to seek a remedy under available state or federal law by immediately reporting the matter to the appropriate state or federal agency.

Complaints must be filed no later than 180 days after:

  • The date of the alleged act of discrimination
  • The date when the person(s) became aware of the alleged discrimination; or
  • Where there has been a continuing course of conduct, the date on which the conduct was discontinued

All complaints are considered formal.  Complaints must be submitted in writing and signed by the complainant.  Complaint forms can be obtained by contacting the Title VI coordinator or Human Resources.


DISCIPLINARY MEASURES FOR HARASSMENT

Any employee engaging in improper harassing behavior will be subject to disciplinary action, the possible termination of employment.  Not every instance of harassing behavior will warrant immediate termination, but some may.