It is the policy of the Village of Island Park
to provide equal opportunity in employment to all employees and applicants
for employment and to prohibit discrimination in employment because
of race, creed, religion, color, sex, age, national origin, disability,
military status, or any other classification protected under applicable
law.
This policy applies to all terms, conditions,
and privileges of employment, including hiring, probation, training,
promotion, transfer, compensation, benefits and assistance, layoff,
recall, employee facilities, discharge, and retirement.
Discrimination in employment will not be tolerated.
In addition, the Village of Island Park will not tolerate retaliation
against an employee for having opposed discrimination, having made
a complaint of discrimination, having advised of allegedly discriminatory
conduct, or having participated in any manner in an investigation
or proceeding regarding an allegation of discrimination. Employees
are prohibited from engaging in any discrimination or retaliation.
The Village of Island Park has established a
written affirmative action program which is intended to comply with
applicable law.
The Village of Island Park also prohibits the harassment of any employee on the basis of his or her being a member of any protected classification. See Article III, Workplace Harassment.
The Village of Island Park has appointed the
Village Clerk as Equal Employment Opportunity Coordinator, whose responsibilities
include monitoring compliance with this policy and reporting in accordance
with applicable law.
Every employee has a obligation to report any
discriminatory conduct which he or she believes has occurred or is
occurring, whether such conduct is directed toward that employee or
another. If any employee or applicant for employment believes he or
she has been discriminated against or believes he or she has observed
or is aware of any discrimination, that should be immediately reported
to the EEO Coordinator or, if the employee or applicant is uncomfortable
reporting to the EEO Coordinator or if the allegation involves the
EEO Coordinator, to the Mayor. An investigation will be conducted
and remedial action will be taken as appropriate.
Every employee, contractor or subcontractor
who does not comply with this policy will be subject to disciplinary
action (in the case of an employee), including but not limited to
discharge, and penalties (in the case of a contractor or subcontractor),
including but not limited to termination of contract.
The evaluation of employee job performance,
including that of managers and supervisors, may be based, in part,
on the employee's compliance with and promotion of the goals of this
policy.
