Make sure they understand that other company policies, such as anti-discrimination, anti-harassment and ethics policies extend to all forms of communication and all devices. 3. Nondiscrimination policy This is a must for any strong employee handbook. You want employees to know that your organization...
(2000), “Employee Selection and Anti- Discrimination Law: Implications for Multi-Criteria Group Decision Support”, Journal of Multi-Criteria Decision Analysis 9: 99-109.Gardiner, A. R., and Armstrong-Wright, D., (2000), "Employee Selection and Anti- Discrimination Law: Implications for Multi...
Compliance with laws and regulations (e.g. labor and employment laws, health and safety, tax, anti-discrimination laws), under judicial authorization, or to exercise or defend legal rights; Compiling internal directories, such as employee directories; Deter fraud, detect other types of wrongdoing...
In line with these policies, we do not tolerate discrimination against anyone based on their race, gender, religion, ethnicity, nationality or physical disabilities. We also provide anti-discrimination and anti-harassment training to promote a harmonious and diverse workplace culture. We believe that...
Lastly, your communication policy needs to state that your ethics, anti-harassment, and anti-discriminatory policies should extend to using all forms of communication.Non-Discrimination PolicyIt’s no secret that having a diverse workforce can help your business grow in leaps and bounds. ...
opportunity and diversity with regard to personal characteristics protected under applicable anti-discrimination laws; Y Planning, due diligence and implementation in relation to a commercial transaction or service transfer involving r) the Company that impacts on your relationship with the Company for exam...
characteristics associated with a particular race. Title VII of the Civil Rights Act and various other federal and state laws prohibit discrimination based on ancestry or ethnicity. All states have stronger anti-discrimination laws directed at fighting job-related race and minority discrimination. ...
Additionally, at-will employment is constrained by anti-discrimination and anti-retaliation laws. The doctrine of at-will employment does not exempt employers from the risk of unlawful dismissals, as discharged employees may still sue...
Additionally, at-will employment is constrained by anti-discrimination and anti-retaliation laws. The doctrine of at-will employment does not exempt employers from the risk of unlawful dismissals, as discharged employees may still sue employers on grounds of discrimination or retaliation-based dismissal...
Hansol provides employees with fair opportunities based on their abilities and qualities, and strives for fair evaluation and compensation based on their performance. Therefore, there can be no discrimination and disadvantage based on factors such as religion, gender, physical disability, region and ...