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Equal Employment Policy

   Equal Opportunity Employment Policy

Policy brief & Purpose

 

We, Ru’ah Counseling Centers Inc. are a Christian Organization. Our very character and identity as a company is founded in this faith tradition. We honor and respect people from other faith traditions and seek commonality and dialogue with said peoples. We have an ecumenical spirit and purpose.  

 

Nevertheless the very nature of our work and mission requires an acceptation. Ru’ah Counseling Centers Inc. is a faith based 501c3 nonprofit charitable organization. We do not employ Pastoral Counselors whose faith traditions are beyond the scope of our mission to Christian congregations. Employees must be able to communicate our core Christian faith and clinical values. Our ecumenism is broad in scope. However broad that scope may be, we uphold a Christian Theological Identity.  All Pastoral Counselors who are employed with Ru’ah Counseling Centers Inc. must be ordained, practicing Christian (Catholic or Protestant) Clergy.

 

“Title VII of the Civil Rights Act allows churches and religious organizations to discriminate on the basis of religion. A 1972 congressional amendment established that churches and religious associations could use faith-based criteria in hiring. The Ninth Circuit ruling affirmed that an organization can fulfill a religious purpose without confining itself to worship-like activities”, Ross, B. (2010)

 This discrimination via Christian ordination is exclusive to the position of “Pastoral Counselor” and is not applicable to support staff.  We welcome diversity in the support and staff capacity.

 

 

Our equal opportunity policy expresses the company’s commitment to promote equality and conduct its business according to principles of social justice, respect and freedom of expression when dealing with diversity in the workplace.

 

Scope

This equal opportunities policy applies to all prospective or current employees of the company, as well as contractors and visitors, who are vulnerable to discriminatory treatment due to certain individual characteristics.

 

Policy elements

Discrimination in the workplace is any kind of direct or indirect negative action or attitude towards an employee that is founded in one or more characteristics of said employee which are subject to protection by law and that might create an intimidating, threatening or uncomfortable environment of employment.

 

Discrimination can refer to different forms of diversity including but not limiting to:

  • gender
  • sexual orientation
  • ethnicity or nationality
  • age
  • disability
  • medical history
  • marital status

 

Areas where the company will engage in preventive as well as affirmative action to ensure equal opportunity include hiring, training, performance evaluation, promotions, compensation, benefits and termination. The list is by no means exhaustive and any other process or function will also be subject to dictations by law and company policy.

The company will strictly refrain from demonstrating bias or prejudice towards individual differences which will be valued and protected. People will be given the chance to work in a discrimination-free environment which will help everyone feel that their worth and rights are respected.

Actions

Actions aiming towards equal opportunity include the following:

  • Use of inclusive, diversity-sensitive language in all official documents, signs etc.
  • modification of structures and facilities to accommodate people with disabilities
  • leave and flexible work arrangement policies to provide for parental, medical or other needs
  • Hiring, training and evaluating processes that do not focus on characteristics irrelevant to employment, job specifications, qualifications, productivity etc.
  • inclusion of religious or national holidays of all people that are part of the workforce in the company’s official schedule and arrange their leaves upon request
  • educational sessions and groups on diversity for employees
  • open door practices to make the reporting of unlawful discriminatory conduct easier
  • active encouragement of employees to propose improvements
  • explicit prohibition of discrimination and clearly defined consequences

 

Grievance Procedures

All supervisors and managers are responsible to ensure that policies of equal opportunity are applied at all times and that all procedures and practices are free of discrimination. All staff are obliged to follow legal guidelines and equal opportunity employer principles.

In cases when these rules are violated, employees can address the offender directly. If the issue is not resolved they can report to Human Resources department or their immediate supervisor. The report will be investigated as soon as possible and all parties will be listened to. The employee that suffered the offence will be protected against harassment and victimization.

 

Disciplinary Consequences

The party which is guilty of any kind of discriminatory behavior will be subject to disciplinary repercussions that vary in regards to the severity of the violation. Possible consequences will include reprimand, detraction of benefits for a definite or indefinite time, demotion, suspension or termination for more serious offences. Involuntary or indirect discrimination will be resolved through training, counseling and modification of procedures to ensure fair treatment.

Workable (2015)

 

Works Cited

Ross, B. (9/ 26/2010) “Religious Hiring's Status Quo Victory” retrieved on 1/16/2017 from

http://www.christianitytoday.com/ct/2010/augustweb-only/44-42.0.html

 

Workable (2015) retrieved on 1/16/2017 from https://resources.workable.com/equal-opportunity-company-policy