Equal Opportunity
op•por•tu•ni•ty n. a favorable or advantageous circumstance.
- 94. The Advantage Co. is an equal employment opportunity employer. The Advantage Co. does not discriminate against employees or job applicants on the basis of race, color, religion, gender, age, national origin, disability, veteran status, or any other status or condition protected by applicable state laws, except where bona fide occupational qualification applies.
95. The Advantage Co. will:
- Recruit, hire, train, and promote persons in all job titles without regard to race, religion, color, sex, age, national origin, handicap, veteran status, or any other status or condition protected by applicable state law, except where a bona fide occupational qualification applies.
- Insure that all personnel actions such as initial consideration for employment, job placement, compensation, benefits, promotions, transfers, layoffs, return from layoff, training, professional development opportunities, discipline, termination, and social and recreation programs will be administered without regard to race, color, religion, gender, age, national origin, disability, veteran status, or any other status or condition protected by applicable state laws, except where bona fide occupational qualification applies. If any employee has a suggestion, problem, or complaint with regard to equal employment, he/she should contact Pam Hartfield at [716] 626-3244.
All Advantage Co. employees have a right to be free from sexual harassment. The Advantage Co. does not tolerate sexual harassment in the workplace. All employees have the right to work in a professional environment in which they are treated with respect and dignity. At The Advantage Co., sexual harassment, whether verbal, physical, or environmental, is unacceptable and will not be tolerated. All employees must avoid any action or conduct which could be viewed as sexual harassment.
For purposes of this policy, sexual harassment is defined as unwelcome or unwanted sexual advances, requests for sexual favors, and any other verbal, visual, or physical conduct of a sexual nature when submission to or rejection of this conduct by an individual is used as a factor in decisions affecting hiring, evaluation, retention, promotion, or other aspects of employment or when this conduct could reasonably interfere with an individuals employment or creates an intimidating or hostile work environment.
Examples of situations which may be sexual harassment include, but are not limited to: unwanted sexual advances, demands for sexual favors in exchange for favorable treatment or continued employment, verbal conduct, such as derogatory slurs, or physical conduct that is sexually harassing in nature.
The Advantage Co. encourages employees to report sexual harassment complaints immediately so that we may respond rapidly and take appropriate action. Any employee who believes he/she has been sexually harassed by anyone, including supervisors, co-workers, or visitors, must bring the complaint to the attention of responsible company officials. You may confidentially report sexual harassment to any member of the Grievance Committee, Pam Hartfield at [716] 626-3244, or your supervisor. If the complaint involves the employee’s supervisor, the employee may go to another supervisor to file a complaint.
All complaints of sexual harassment will be properly investigated and special privacy safeguards will be applied in the handling of all complaints. The Advantage Co. will not reveal the names of participants, the facts of an investigation, or any written information regarding an investigation to anyone not involved in the investigation, and will reveal to those involved the minimum information necessary in order to investigate thoroughly and effectively. If The Advantage Co. finds that sexual harassment has occurred, the harasser will be subject to appropriate instructive and/or disciplinary procedures to remedy all violations of this policy.
- 96. The Grievance Committee. At The Advantage Co. we have established different groups to prepare and guide us as we move forward. The Grievance Committee has been created to improve interpersonal working relationships at our company. This committee has proven to be extremely effective and the more you use it, the better it gets. If you have a problem with someone or something, we want the opportunity to right the wrong. Step up and be heard [or blame yourself]. The Grievance Committee meets on a regular basis and will also meet if a situation arises.
- 97. The Payroll Review Board. We established the Payroll Review Board in 1993 to provide all employees with a venue for information and discussion of all pay and benefit opportunities.
