EQUAL EMPLOYMENT OPPORTUNITY POLICY
It is the policy RIGGS 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 orientation. 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 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 orcomments; 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 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.