Equal Employment Opportunity Policy
New York City School Support Services (NYCSSS) takes pride in providing equal employment opportunities to everyone regardless of their actual or perceived race, color, religion, creed, ethnicity, national origin, alienage, citizen status, age, marital status, partnership status, disability, sexual orientation, gender, military status, unemployment status, prior record of arrest or conviction, caregiver status, consumer credit history, predisposing genetic characteristics, or status a s victim of domestic violence, sexual offenses, or stalking.
The purpose of this policy is to reinforce our commitment to the creation and maintenance of a diverse workplace where equality, respect and consideration for one another are the norm.
Scope of policy
This equal opportunity employer policy applies to all employees and prospective employees.
As an equal opportunity employer, NYCSSS complies with all applicable laws, rules and regulations preventing discrimination against job applicants based on: race, ethnicity, religious beliefs, gender, gender identity, age, veteran status, marital status, physical challenges, or any other relevant factor. In addition to recruitment and hiring practices, this policy also applies in the areas of promotions, transfers, pay rates and termination. Our executives, upper and middle management, and supervisors are responsible for ensuring that this policy is fully implemented and that everyone complies with it.
Allegations that anyone subject to this policy has engaged in prohibited conduct will be thoroughly investigated. If the investigation under this policy determines that an employee has engaged in discriminatory practices or behavior, said employee will be disciplined accordingly. Any victim of discrimination should not hesitate to come forward. Any individual who feels that coming forward would be or has been futile, unsatisfactory or counterproductive should contact the Human Resources Department.
Any type of retaliatory behavior, or threats of retaliation made against a victim of discrimination who has reported it, or against someone who was aware of the discrimination and reported, will result in immediate disciplinary action.
Any questions or concerns about the implementation of or compliance with this or any related policies should address them to the Human Resources Department at email@example.com.