Elite HR - Antidiscrimination Policy
Equal Employment Opportunity
Elite HR Logistics, Inc. (Elite HR) is an equal opportunity employer and does not discriminate against employees or applicants for employment on the basis of an individual’s:
Elite HR also prohibits discrimination, harassment, disrespectful or unprofessional conduct based on the perception that anyone has any of the above characteristics or is associated with a person who has or is perceived as having any of those characteristics.
This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline and termination.
Non-Harassment / Non-Discrimination Policy
Consistent with Elite HR’s workplace policy of equal employment opportunity, the company prohibits and will not tolerate discrimination, harassment, and disrespectful or unprofessional conduct based on race, religion (including religious dress and grooming practices), color, sex/gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sex stereotype, gender identity/gender expression/transgender (including whether or not you are transitioning or have transitioned) and sexual orientation, national origin, ancestry,. physical or mental disability, medical condition, genetic information/characteristics, marital status/registered domestic partner status, age (40 and over), sexual orientation, military or veteran status or any other basis protected by federal, state or local law or ordinance or regulation. Violations of this policy will not be tolerated.
Prohibited harassment is generally defined as unwelcome verbal or non-verbal conduct, based upon a person’s protected characteristic, that denigrates or shows hostility or aversion toward the person because of the characteristic, and which affects the person’s employment opportunities or benefits, has the purpose or effect of unreasonably interfering with the person’s work performance, or has the purpose of effect of creating an intimidating, hostile or offensive working environment. Harassing conduct includes but is not limited to: epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts; or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward and individual or group based on their protected characteristic.
Elite HR also strictly prohibits any conduct that constitutes sexual harassment, Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct of a sexual nature when:
Examples of sexual harassment include: unwelcome or unsolicited sexual advances; displaying sexually suggesting material; unwelcome sexual flirtations, advances or propositions; suggestive comments; verbal abuse of a sexual nature; sexually-oriented jokes; crude or vulgar language or gestures; graphic or verbal commentaries about an individual’s body; display or distribution or obscene materials; physical conduct such as patting, pinching or brushing against someone’s body; or physical assault of a sexual nature.
Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this policy. For example, hostile acts toward an employee because of their gender can amount to sexual harassment, regardless of whether the treatment is motivated by sexual desire.
Prohibited harassment is not just sexual harassment but harassment based on any protected category.
Consistent with the Elite HR’s affirmative duty to create a workplace environment that is free from harassment discrimination and retaliation, the company provides training and education regarding harassment based on sex, gender identity, gender expression and sexual orientation as set forth under California law. More information and the sexual harassment online training course created by DFEH can be found at: https://www.dfeh.ca.gov/shpt/.
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, Elite HR will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified employee or applicant with a disability, unless undue hardship would result. Employees or applicants who would like to request a reasonable accommodation should contact Safety & Compliance Department. Elite HR will engage in an interactive process with the individual to identify potential accommodations, if any, that will help the individual perform the job.
An applicant or employee who requires an accommodation of a religious belief or practice should also contact Safety & Compliance Department to discuss the need for an accommodation. If the accommodation is reasonable and will not impose an undue hardship, Elite HR will make the accommodation.
Elite HR will not retaliate against any employee for requesting a reasonable accommodation and will not knowingly tolerate or permit retaliation by management, employees, co-workers or clients.
If you believe that you have been the subject of harassment, discrimination, retaliation or other prohibited conduct while working for an Elite HR client, we encourage you to first bring your complaint to the attention of the client through your supervisor, the client’s Human Resources representative or any other person designated in the client’s anti-harassment, discrimination or retaliation policies. Alternatively, we encourage you to bring any complaint involving either Elite HR or its clients to the attention of Elite HR’s Safety & Compliance Department as soon as possible. Please provide all known details of the incident or incidents, names of individuals involved and names of any witnesses. It would be best to communicate your complaint in writing, but it is not mandatory.
Elite HR encourages all individuals to report any incidents of harassment, discrimination, retaliation or other prohibited conduct forbidden by this policy immediately so that complaints can be quickly and fairly resolved.
You also should be aware that the Federal Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute complaints of prohibited harassment, discrimination and retaliation in employment. If you think you have been harassed or discriminated against or that you have been retaliated against for resisting, complaining or participating in an investigation, you may file a complaint with the appropriate agency. The nearest office can be found by visiting the agency websites at www.dfeh.ca.gov and www.eeoc.gov.
Supervisors at Elite HR must refer all complaints involving harassment, discrimination, retaliation or other prohibited conduct to Desiree Caldwell so that the company can try to resolve the complaint.
When Elite HR receives allegations of misconduct, it will immediately undertake a fair, timely, thorough and objective investigation of the allegations in accordance with all legal requirements. The company will reach reasonable conclusions based on the evidence collected. If the complaint involves conduct by an Elite HR client or client-employee, the matter may be referred to the client for investigation and resolution.
Elite HR will maintain confidentiality to the extent possible, however, the company cannot promise complete confidentiality. The employer's duty to investigate and take corrective action may require the disclosure of information to individuals with a need to know.
Complaints will be:
If it is determined that harassment, discrimination, retaliation or other prohibited conduct has occurred, appropriate and effective corrective and remedial action will be taken in accordance with the circumstances involved. Appropriate action will be taken to deter future misconduct.
Any employee determined by Elite HR to have engaged in harassment, discrimination, retaliation or other prohibited conduct will be subject to appropriate disciplinary action, up to, and including termination. Employees should also know that if they engage in unlawful harassment, they can be held personally liable for the misconduct.
Elite HR will not retaliate against any individual for filing a complaint or participating in any workplace investigation or complaint process, and will not tolerate or permit retaliation by management, employees or co-workers.
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