Equal Opportunity

Equal Opportunity Statement

Our organization is committed to the principles of Equal Employment Opportunity and to making employment decisions based on merit and value. We are committed to complying with all Federal, State, and local laws providing Equal Employment Opportunities, as well as all other laws related to the terms and conditions of employment. We desire to keep a work environment which is free of harassment or discrimination because of sex, race, religion, color, national origin, physical or mental disability, marital status, age, sexual orientation or any other status protected by Federal, State or local laws. We will make every reasonable effort to accommodate those physical or mental limitations of an otherwise qualified employee, unless undue hardship would result for the organization.

Just as the organization bears a responsibility towards this policy, each employee must clearly communicate their disinterest in, or offense taken to, any perceived verbal or physical discrimination or harassment. We are all responsible for upholding this Equal Employment Opportunity policy and commitment. Equal Employment Opportunity laws afford each one of us the chance to succeed or fail based on individual merit.

It is the policy of Schuylkill Community Action (hereinafter referred to as SCA) that all persons shall be afforded equal opportunity in all functions of its corporate operations, in accordance with Title VI of the Civil Rights Act of 1964 and with Regulations of the Pennsylvania Human Relations Commission, 16 Pa. Code Chapter 49, to the end that:

No person shall be excluded from participating in or be subjected to separate or unequal treatment related to, or be denied the benefits of, or otherwise be subjected to discrimination under any program, service or activity implemented or otherwise sponsored by SCA, on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, military status, sexual orientation, or marital/family status.

No person shall be denied employment with or promotion within SCA, or be subjected to separate or unequal treatment in any manner related to the employment practices of SCA, on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, military status, sexual orientation, or marital/family status.

No person shall be denied the opportunity to participate as a member of the Board of Directors or any advisory body which is an integral part of the decision making process of SCA, on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, military status, sexual orientation, or marital/family status.

SCA, in determining the type of programs, services or activities to be implemented, or other benefits to be provided, or the site or location of facilities, or the class of individuals to whom benefits will derive, or the situations in which services will be provided, will not directly or through contractual or other arrangements utilize criteria or methods of administration which have the effect of subjecting individuals to discrimination because of their race, color, national origin, gender, religion, age, disability, political beliefs, military status, sexual orientation, or marital/family status.

Further, be it understood that SCA will comply with all local, state and federal civil rights statutes to assure equal opportunity to all persons in all functions of its corporate operations.

The Board of Directors accepts final responsibility for the implementation of this Policy, delegating authority to the Equal Opportunity Committee for the implementation of appropriate affirmative action to assure equal opportunity to all persons in all employment practices of SCA, and in the provision of all programs and services by SCA. The Board is cognizant of the fact that affirmative action goals share equal importance with other goals of this organization, and as such, is the shared responsibility of all Board Members and personnel.

Discrimination Complaint Procedure

Schuylkill Community Action (SCA) as regulated by the Civil Rights Act of 1964, Title VI, and by Regulations of the Pennsylvania Human Relations Commission, 16 PA. Code Chapter 49, is expressly prohibited from discriminatory practices with respect to any corporate function because of race, creed, color, sex, national origin, age, handicap, political affiliation or belief.

“Corporate functions” include:

1. any program, project or activity for the provision of services, financial aid or other benefits to individuals whether provided through an employee of SCA or provided by others through contracts or other arrangements with SCA;
2. employment practices, including recruitment or recruitment advertising, employment, layoff or termination, upgrading, demotion or transfer, and rates of pay or other forms of compensation;
3. provision of facilities, including location, accessibility and utilization; and
4. policy administration, including participation as a member of a planning or advisory body which is an integral part of the program.

If any person believes that he/she has encountered discrimination because of race, creed, color, sex, national origin, age, handicap, political affiliation or belief, precipitated by SCA, an employee of SCA, an individual or organization contracting with SCA, or the policy making bodies of SCA, he/she may file a discrimination complaint to SCA utilizing the following procedures. Nothing in this policy should be construed to mean that a complainant cannot file a complaint directly with the the Pennsylvania Human Relations Commission at any time and SCA will provide appropriate contact information upon request.

Local Complaint Procedures

1. Submission of an Equal Opportunity Complaint
   1. The complainant must file a formal written discrimination complaint with the Equal Opportunity Officer (EOO) of SCA with 90 calendar days after the alleged discrimination occured.
   2. Upon receipt of a discrimination complaint, the EOO within two working days shall notify in writing the aggrieved employee, charged party, and appropriate supervisors including the Executive Director of the receipt of the complaint and his/her intention to investigate the matter.
2. Resolution and Decision by SCA
   1. The EOO shall make every effort to resolve the complaint informally. The EOO shall, if requested by the complainant, assist in discussions with any party to the complaint and may take other steps which may assist in the resolution of the complaint, including any fact gathering investigation. This may include separate interviews with the aggrieved and charged parties.
   2. The aggrieved person has the right to be accompanied, represented and advised by a representative or attorney of his/her choice. If the aggrieved person or the representative is an employee of SCA, he/she shall be given a reasonable amount of working time to prepare and present his/her request for resolution of the complaint. A reasonable amount of working time has been determined to be not more than 10% of the employee’s time on the job during the complaint resolution period.
3. Report on Findings and Efforts of Resolution: Within ten working days following the receipt of a complaint, the Affirmative Action Officer will submit a written set of findings and recommendations to all concerned parties, including the Supervisor and the Executive Director.
4. Appeal: Within five working days of the receipt of the Affirmative Action Officer’s findings and recommendations, the complainant may appeal to the Executive Director. The Executive Director shall consider the appeal, make any necessary inquiries, and respond to the aggrieved employee and other involved parties within ten working days of the receipt of the appeal. The decision of the Executive Director shall be carried out immediately.If the employee is still not satisfied with the Executive Director’s decision, or if the situation has not been rectified, the employee may then appeal within five days to the Board of Director’s Equal Opportunity Committee in writing through the Executive Director. After receipt of such written notification, a written finding by the Board Equal Opportunity Committee must be rendered within one calendar month.

Assurance Against Intimidation

Schuylkill Community Action will not intimidate, retaliate, threaten, coerce, or discriminate against any individual for the purpose of interfering with any right or privilege secured by Regulations of the Pennsylvania Human Relations Commission, 16 Pa. Code Chapter 49, or by Title VI of the Civil Rights Act of 1964, or by this Discrimination Complaint Procedure because he/she has made a complaint, testified, assisted, or participated in any manner in any investigation, proceeding or hearing under this Procedure. The identity of complainants shall be kept confidential except, to the extent necessary to carry out the purposes of this Procedure, including the conduct of any preliminary inquiries thereunder.