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Honor Roll Solutions Diversity
Policy
Honor
Roll Solutions Diversity Policy
Honor
Roll Solutions and its affiliates (collectively “HONOR
ROLL”)
is a US
company and the basis of
our formal policy is our beliefs. All Honor Roll employees are
expected to
follow our Diversity Policy them.
This
page contains the
following sections
Commitment to Equal Opportunities
Employment Practices
Direct and Indirect Discrimination
Harassment
Duty of Directors, Managers, and Supervisors
Monitoring & Review
Grievance and Disciplinary
Diversity Statement to Employees
Commitment
to Equal Opportunities
Honor
Roll is committed to policies of non-discrimination to
promote diversity
in employment regardless of race, sex, parental or
marital
status, age, religion, sexual orientation, disability or any other
criteria not
specifically related to relevant aptitudes, potential, skills and
abilities.
This
is because we need to employ the best people for the job,
make the best use of existing staff and create an atmosphere in Honor
Roll
Solutions where people can give of their best. The best way
of achieving
this is to treat all employees fairly and to be seen to be doing that.
We
value the diversity
in society and the diversity amongst our
employees, and we believe that by successfully managing this diversity,
we can
gain from it and become a more effective business.
- to eliminate
discrimination on grounds of sex or marital status and promote equal
opportunity in employment;
- to eliminate
racial discrimination and promote equal opportunity in employment;
- not to
discriminate against current or prospective employees with disabilities
because of a reason relating to their disability;
- To make
reasonable adjustments to our premises or employment arrangements, if
these substantially disadvantage a disabled employee, or prospective
employee, compared to a non-disabled person.
Employment
Practices
Honor
Roll will actively promote diversity
throughout the organization
through the application of employment policies which will ensure that
individuals receive treatment that is fair, equitable and consistent
with their
relevant aptitudes, potential, skills and abilities.
The
principle of equal treatment applies in respect of all
conditions of employment including recruitment, pay, hours, holidays,
work
allocation, sickness benefit, training and promotion. In
particular, no
job applicant will be placed at a disadvantage by requirements or
conditions
which are not necessary to the performance of the job or which
constitute
unfair discrimination. Staff responsible for recruiting and
selecting
staff in their area should be aware that non-employees can bring claims
against
Honor Roll, if they feel they have been unfairly treated on non-job
related
criteria at the point of selection.
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Direct
and Indirect Discrimination
This
section gives general guidance on the law relating to
discrimination. It should not be regarded as definitive and
if you
require further information you should seek advice in the first
instance from
the Human Resources Department.
Unlawful
direct discrimination
is treating a person less favorably than another in any aspect of
employment on
the grounds of sex, marital status, race or disability.
An
example would be a stated policy that certain jobs are open
to men or women only.
Unlawful
indirect discrimination
can occur when an unjustifiable requirement or qualification
for employment is imposed which on the face of it the same is
apparently for
all but which has a disproportionately adverse effect on one sex or
racial
group.
Another
example of unlawful discrimination might be the use of
word of mouth recruitment or waiting lists as the sole method of
vacancy
notification if this excludes members of ethnic minorities and racial
groups
because they are not currently represented in the workforce.
Victimization
means treating a person less favorably than others in circumstances
where the person
has, in good faith, made a complaint or allegation of discrimination or
is
assisting another in any complaint or proceedings connected with a
complaint of
discrimination. Victimization is unlawful.
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Harassment
Racial
and sexual harassment are both forms of unlawful racial
and sex discrimination and as a consequence unlawful
behavior. It is also
improper and inappropriate behavior which lowers morale and interferes
with the
effectiveness of people at work.
Sexual
and racial harassment means unwanted conduct of a sexual
or racial nature based on sex or racial abuse which is offensive to the
recipient - it refers to behavior which is unsolicited, that is
personally
offensive and that fails to respect the rights of others.
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Duty of
Directors, Managers and Supervisors
Directors,
Managers and Supervisors are responsible for
eliminating any harassment or intimidation of which
they are aware
based on grounds of race, religious belief, gender, sexual orientation
or any
other personal characteristic not related to the individual's
ability.
Failure to do so will be treated as a failure to fulfill one of the
responsibilities of their position.
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6.
Monitoring
& Review
Honor
Roll recognizes that the regular monitoring of the ethnic
origin and sex of employees and job applicants is essential to the
effectiveness of this Policy and to this end Honor Roll will initiate
diversity
monitoring.
The
practical application of this Policy will be subject to
regular review by the Human Resources Director and staff.
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Grievance
and Disciplinary
Appropriate
disciplinary action including summary dismissal for
serious offenses will be taken against any employee who violates Honor
Roll’s diversity
policy.
Any
employee who feels that he or she has been treated unfairly
on grounds of non-job related criteria or who feels that he or she has
suffered
sexual or racial harassment should raise their grievance through the
following
procedure:
a. In
cases of harassment, the persons who believe they are
the subject of such harassment should ask the person responsible to
stop the
harassing behavior. Where this does not stop or some
employment
consequences result then a report should be made under ii) below.
b.
Employees who believe they have been unfairly discriminated
against or who believe they are the subject of sexual or racial
harassment
which has continued despite asking the harasser to stop, should report
the
alleged act(s) to the appropriate Manager.
In cases
where this is not appropriate such as where the Manager is the
person against whom the complaint is being made, then the employee
should
report the alleged act to the Human Resources Director.
c. A
timely investigation will be conducted into the
complaint in a confidential manner. All parties will receive
a fair and
impartial hearing.
d. If
the investigation reveals that the complaint
is valid, senior management will give it prompt attention and action
will be
taken to stop the unfair discrimination.
e. Employees
will be protected from intimidation, victimization
or discrimination for filing a complaint and assisting in an
investigation. Retaliation against an employee for complaining
about
discrimination or harassment is a disciplinary offense.
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Diversity
Statement to Employees
EQUAL
EMPLOYMENT OPPORTUNITY
POLICY
Honor
Roll is
committed to providing an equal
employment opportunity to all employees and applicants for employment
in all
job classifications on any legally recognized basis including, but not
limited
to: race, color, religion, creed, national origin, age, marital,
veteran or
citizenship status, physical or mental disability, handicap, pregnancy,
sex,
sexual orientation, genetic predisposition, carrier status, political
beliefs,
or any other legally protected characteristic or status. It is our
obligation
to base decisions on employment in such manner as to further the
principle of
equal employment opportunity. This obligation is to be fulfilled
through
recruiting, hiring, and training and promoting the best qualified
people
available, basing our judgment solely on job-related qualifications.
HONOR
ROLL recognizes that the principle of equal employment
opportunity begins before hiring; this statement of policy pertains to
every
personnel action and every condition of the employment relationship.
Therefore,
we will continue to direct our employment and personnel practices
toward
ensuring equal opportunity for all employees and applicants for
employment.
HONOR
ROLL has implemented an Affirmative Action Plan, a copy of
which can be obtained in the Human Resources department.
Employees
may discuss equal employment opportunity-related
questions with their manager any
other member of management.
Karl
Bittner, Founder
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