EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
It is the continuing policy of HEC to recruit and employ the best qualified staff without regard to race, color, sex, national origin, gender identity, religion, sexual orientation, disability, military status, Vietnam era veteran or homelessness as defined and required by federal and state laws and regulations. Equal employment opportunity applies to all personnel actions such as recruiting, hiring, compensation, benefits, promotions, training, transfers, terminations and opportunities for training. No preference is given to the hiring of relatives or friends but the referrals are welcome.
MAKING A FORMAL COMPLAINT
This policy is designed to have an alternative method of reporting harassment, discrimination, intimidating behaviors or other concerns. Hillcrest Educational Centers, Inc. has the legal and ethical responsibility to provide employees with a procedure to follow in instances where they have a concern or complaint that relates to any part of the program, it’s operation or staff or if they feel they have been subject to discrimination based on legally protected categories (race, color, sex, national origin, gender identity, religion, sexual orientation, disability, military status, Vietnam era veteran or homelessness). Effectively utilizing this procedure will provide the employee with a prompt and equitable resolution to their complaint(s). While we encourage staff to use the chain of command to report these kinds of incidents, we also understand that it is sometimes uncomfortable and leads to non-reporting. Hopefully this additional reporting mechanism will provide staff with an option when these situations occur.
Staff who hear or see harassing, discriminating or intimidating behavior are encouraged to verbally report this immediately to a supervisor so the event can be investigated immediately.
The Program Director may designate a member of the Campus Administration or ask another HEC Administrator to conduct the investigation, but upon completion of the investigation, the staff who made the complaint will meet with the Program Director to discuss the investigation and resolution of the complaint.
Every attempt will be made to protect the privacy and confidentiality of the staff who registered the complaint as well as the privacy and confidentiality of the staff who is the subject of the complaint to the degree practical. However, we cannot guarantee confidentiality so it may be necessary to disclose names and statements of staff should the safety of the students and/or staff be compromised, or to otherwise effectively complete an investigation depending upon the facts of a particular case.
If the employee does not feel their concern has been addressed they may follow the following appeal process:
APPEAL PROCESS
An appeal is defined as a claim by an employee that there has been inequitable treatment of an employee. The employee has 10 business days (Monday-Friday) to file the appeal.
General Provisions:
Appeals should be presented for disposition through the appeal process.
Failure at any step of the appeal process to communicate a decision within the specified time limits permits the employee to proceed to the next step.
Time limits may be extended by mutual agreement in writing.
Official appeals filed by any employee under the appeal process will not be placed in the personnel file of the employee nor will such appeal become part of the record, which is used in the promotion process or in any recommendations for job placement.
Conferences with employees, necessary for processing appeals, will ordinarily be scheduled during the normal workday.
Procedure:
Step One – Program Director
The employee will submit the appeal in writing to the Program Director. The Program Director, or designee, will meet with the employee within 10 business days of the receipt of the written appeal. The Program Director, or designee, will communicate the decision in writing, with a copy to the employee, within 10 business days of the conference.
Step Two- Senior Vice President
If the appeal is not resolved at Step one, based on the Hillcrest program the employee may appeal the decision to the Senior Vice President or the Executive Director within 10 business days after the decision has been received. The appeal will be in writing and be accompanied by a copy of the decision at Step One. The Senior Vice President, or designee, will meet with the aggrieved employee within 10 business days of the receipt of the appeal. The Senior Vice President, or designee, will communicate a decision in writing, together with the supporting reasons, to the employee within 10 business days of the conference.
Step Three – President/CEO
If the appeal is not resolved at Step Two, the employee may appeal the decision to the President/CEO within 10 business days after the decision has been received. The President/CEO, or designee, will meet with the aggrieved employee within 10 business days of receipt of the appeal. The President/CEO, or designee, will communicate a decision in writing, together with the supporting reasons, to the employee within 10 business days of the conference.
Step Four – Personnel Committee of the Board of Directors
If the appeal is not resolved at Step Three, the employee may appeal the decision to the Personnel Committee of the Board of Directors within 10 business days after the decision has been received. The appeal will be in writing and be accompanied by a copy of the decision at Step Three. The Personnel Committee will meet with the aggrieved employee within 10 business days of receipt of the appeal. The Personnel Committee will communicate its decision in writing, together with the supporting reasons, to the employee within 10 business days of the conferences.
