Equal Employment Opportunity
Young Harris College is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, age, national origin or ancestry, physical or mental disability, veteran status, genetic information, sexual orientation, or any other basis protected by federal, state, or local laws. All persons involved in the operations of the College are prohibited from engaging in such discrimination.
In accordance with applicable federal and state laws protecting qualified individuals with known disabilities, the College will attempt to reasonably accommodate those individuals unless doing so would create an undue hardship on the College. Any qualified applicant or Employee with a disability who requires an accommodation in order to perform the essential functions of the job should contact the Human Resources Director and request an accommodation.
You should report, either orally or in writing, every complaint of unlawful discrimination to your Supervisor or the Human Resources Director of the College, regardless of whether you or someone else is the subject of the discrimination. Detailed reports--including names, descriptions, and actual events or statements made--will greatly enhance the College's ability to investigate. Any documents supporting the allegations will also assist the College in its investigation. Based on your report, the College will conduct an investigation. The College prohibits any and all retaliation for submitting a report of unlawful discrimination and for cooperating in any investigation. Any Supervisor or Employee who retaliates against an individual claiming discrimination or anyone involved in the investigation of such a claim will be disciplined, up to and including discharge from employment.
If the investigation determines that prohibited discrimination or other conduct that violates College policy has occurred, the College will take disciplinary action, up to and including termination of employment, against those who engaged in the misconduct. The College will also evaluate whether other employment practices should be added or modified in order to deter and prevent that conduct in the future. The College will inform the claimant of whatever action(s) the College takes to resolve and remedy the situation.
Policy No. 103 Issued 3/1/2009 Applicable 11/21/2009 Revision Date 11/7/2016
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