EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
It is the policy Riggs Ambulance Service to provide equal employment opportunities to all potential, job applicants and employees regardless of race, ethnicity, color, gender, national origin, religion, age, marital status, disability, pregnancy or sexual orientatio
n. The company recognizes that the prohibition of discriminatory practices is a means to achieve this objective. This policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, transfer and discipline.
Equal employment opportunity is consistent with the basic merit principle that all persons be afforded equal access to positions, based on their ability to do the job.
Employment decisions shall be made on the basis of merit and in conformity with laws relative to equal employment opportunity. This commitment also applies to job assignment, promotion, demotion, transfer, termination and disciplinary action. The company will maintain all records and follow all procedures necessary to achieve this commitment. If past policies have resulted in under-representation as determined by a competent court of law, the company commits itself to take all reasonably possible steps to revise those policies and to rectify their effects.
Riggs Ambulance Service prohibits discrimination of any individual on the basis of race, color, ethnicity, gender, sexual orientation, national origin, religion, age, marital status, disability, pregnancy, childbirth or any other category specifically protected by state or federal law. Such prohibited discrimination may take many forms including:
Verbal conduct such as epithets, derogatory comments, jokes, slurs, invitations or
comments; Visual conduct such as derogatory posters, pictures, cartoons, drawings or gestures; Physical conduct such as touching, assaults, blocking normal movements, or interference with work because of discrimination.
In furtherance of this policy Riggs Ambulance Service has zero tolerance for racially or ethnically offensive slurs, epithets, comments, caricatures, drawings or writings of any sort.
Any such incident, without regard to its type or nature, of work-related discrimination should be promptly reported to any supervisor, or to a representative having a duty to report the complaint. A thorough, objective and discreet investigation will be coordinated and undertaken, and will be confidential to the extent appropriate and in furtherance of California Government Code §12940(f).
If the investigation determines that discrimination has occurred, prompt and appropriate remedial action will be taken. If an employee is found to have engaged in discriminatory or otherwise inappropriate conduct, disciplinary action up to and including termination will be taken.
Retaliation in any form against an employee reporting harassment or participating in an
investigation shall not be allowed or tolerated and will, upon verification, likewise result in
severe disciplinary action up to and including termination.
PURPOSE OF THE EQUAL EMPLOYMENT OPPORTUNITY POLICY
The purpose of the Equal Employment Opportunity Policy is to attain a meritorious work force that includes the gender, ethnic and racial composition of the area population, and;
To ensure that gender, ethnic and racial diversity exists throughout all occupational levels of the company’s work force;
- To achieve a work environment that is free from discrimination based on race, color, religion, national origin, gender, age, physical handicap, sexual orientation or any other non-job related factor;
- To provide a process for the investigation of complaints of discrimination and the prompt remediation of such complaints;
- To provide a systematic procedure to analyze and evaluate the effectiveness in accomplishing a non-discriminatory work environment;
- To enhance the understanding and support of equal opportunity among all the employees of the company; and;
- To communicate the Equal Employment Opportunity Policy to the community.
IMPLEMENTATION OF THE EEO POLICY
Management shall provide direction and establish the climate of the commitment to equal opportunity employment.
Management shall:
- Annually review the status of the Equal Employment Opportunity Policy as well as complaints of discrimination;
- Adopt modifications to the Equal Employment Opportunity Policy as necessary to ensure its effectiveness;
- Consider the allocation of appropriate resources to achieve a non-discriminatory work environment.
- Demonstrate a commitment to the principles of equal employment opportunity through his/her own example.
All employees, as representatives of equal employment opportunity, shall demonstrate sensitivity to and respect for other employees and members of the public.
Employees shall:
- Treat all employees equally and with respect;
- Assist in the identification of equal opportunity problems or concerns; and
- Refuse to engage in or tolerate discriminatory, offensive, intimidating, harassing, or retaliating actions or comments in the workplace.
DISTRIBUTION OF INFORMATION
Riggs Ambulance Service is responsible for providing information about the Equal Employment Opportunity Policy. To carry out this function, the company will conduct, but not be limited to, the following activities:
Copies of the Equal Employment Opportunity (EEO) Policy Statement along with required State and Federal posters will be posted on all appropriate bulletin boards.
- A copy of the EEO Policy shall be prepared and distributed to all current employees. A copy will also be provided to each new employee in the course of the new employee orientation.
RECRUITMENT AND RETENTION OF EMPLOYEES
Equal Employment Outreach Methods
1. Include minority, female, disabled persons on recruitment mailing lists.
2. Utilize community-based and professional organization advertising.
3. Enlist the assistance of recruiting sources for disabled persons, women and minority populations.
4. Staff members shall be available to speak before community groups to provide information on employment opportunities.
Classification
1. Create trainee classes to assist interested employees in advancing to higher level positions.
2. Maintain a broad classification system in which opportunities for lateral movement for training and career development are maximized
3. Job analyses will be conducted on an on-going basis to guarantee that the description of job duties and minimum requirements are valid.
Training
1. Ensure that all individuals who conduct selection interviewing have attended training in that function.
2. Provide training and written guidelines to supervisors on effective, objective non-discriminatory performance evaluations.
3. Revise supervisory performance evaluation forms to include an evaluation category for meeting equal employment opportunity objectives in conformance with non-discriminatory guidelines within this Policy.
4. Conduct regular programs for new employees and new supervisors to present the equal employment efforts and their responsibility in supporting that effort.
5. Arrange for refresher training and/or updated training on equal opportunity for current employees as deemed necessary.
6. Coordinate training in equal employment opportunity, grievance handling, hiring, interviewing, employee discipline, intercultural relations, and other appropriate classes for supervisory personnel.
7. Non-discrimination shall be an integral part of new employee orientation and supervisory training.
8. Opportunities for training shall be made available to all employees regardless of race, color, ethnicity, religion, gender, national origin, age, sexual orientation or other non-job-related criteria.
Examination and Selection
1. Include minorities and females on interview panels.
2. Job requirements and testing procedures will be reviewed each time an examination is opened to ensure that they are related to the duties of the position and are not discriminatory or biased.
3. Selection interview questions shall not be based on race, ethnicity, color, religion, gender, family status, national origin, age, disability, medical condition, sexual orientation or ancestry of the candidate interviewed.
4. All members of an oral examination panel will be given an orientation in proper interviewing techniques, including equal opportunity employment guidelines.
5. Eligible candidates shall be certified to the hiring department in alphabetical order and not on the basis of characteristics or disabilities.
COMPLAINT PROCEDURE
The following complaint procedure shall supersede any and all other department guidelines or procedures for investigating discrimination complaints.
Reporting Complaints of Discrimination
1. Any employee who feels that he/she has been the victim of discrimination should contact his/her supervisor within thirty days from the date the employee recognizes any such discrimination.
2. Where employee(s) does not feel comfortable reporting the conduct pursuant to Section 1 above, they may seek out a representative of choice to report their complaint. Similarly, complaints regarding discrimination may be directed to the Personnel Department pursuant to guidelines established by the Equal Employment Opportunity Policy.
3. There shall be no retaliation against any complainant or witness under the Equal Employment Opportunity Policy. Retaliation against any person complaining under this policy may result in severe disciplinary measures.