Equal Employment Opportunity Policy Statement

EO Officer: Brenda Motley-Aikens   bmotleyaikens@rossworks.com/ (313) 542-3656

 

Objective

Ross IES is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates. We prohibit discrimination and harassment of any type and afford equal employment opportunities to employees and applicants 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. Ross supports the spirit as well as to the letter of all applicable laws and regulations.

Scope

The policy of equal employment opportunity (EEO) and anti-discrimination applies to all aspects of the relationship between Ross and its employees, including: recruitment, employment, promotion, transfer, training, working conditions, professional development, separation, salary, benefits and application of policies.

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 Ross.

Implementation of Policy

EO Officer, 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.

Procedures

Ross administers our EEO policy fairly and consistently by:

·         Posting all required notices regarding employee rights under EEO laws in areas visible to employees.

·         Posting all required job openings with the appropriate state agencies and appropriate wording as required.

·         Forbidding retaliation against any individual who files a charge of discrimination, opposes a practice believed to be unlawful discrimination, reports harassment, or assists, testifies or participates in an EEO agency proceeding.

·         Requires employees to report to a member of management, an HR representative or the general counsel any apparent discrimination or harassment. Promptly notifies the general counsel of all incidents or reports of discrimination or harassment and takes other appropriate measures to resolve the situation.

Harassment

Harassment is a form of unlawful discrimination and violates Ross policy. It will not be tolerated. 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:

·         Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.

·         Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals.

·         Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

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:

·         Enduring the offensive conduct becomes a condition of continued employment, or

·         The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

Ross encourages employees to report incidents of harassment to a member of management or the HR department. Ross conducts harassment prevention training for all employees and investigates all complaints of harassment promptly and fairly, and, when appropriate, takes immediate corrective action to stop the harassment and prevent it from recurring.  Reprisal against one who engaged in protected activity will not be tolerated and the company supports the rights of employees to exercise their rights under civil rights statutes.

Remedies
Violations of this policy, regardless of whether an actual law has been violated, will not be tolerated. Ross will promptly, thoroughly and fairly investigate every issue that is brought to its attention in this area and will take disciplinary action, when appropriate, up to and including termination of employment.