Discrimination Policy

POLICY

St. Anne’s will provide equal opportunity and equal consideration to all persons without regard to race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition (including cancer or genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth or breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 and above), sexual orientation, military service or veteran status, political activities, or any other legally protected basis.  This policy extends to all recruitment, hiring, training, placement, transfer, promotion, demotion, layoff, termination, compensation, working conditions and the general treatment of all employees and applicants.

PURPOSE

The purpose of this policy is to ensure St. Anne’s maintains a diverse, stable and highly qualified workforce.  

PROCEDURE

All persons employed by or seeking employment with St. Anne’s will be treated equally without regard to race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition (including cancer or genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth or breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 and above), sexual orientation, military service or veteran status, political activities, or any other legally protected basis.

HANDLING A COMPLAINT OF DISCRIMINATION

If an Employee or applicant believes St. Anne’s has discriminated against him/her based on any legally protected status, the following steps should be taken:

1. 1. The Employee or applicant will submit, preferably in writing, the details of the alleged discriminatory act, including the date of the incident, person(s) involved, and legally protected status being discriminated against, to the Chief Human Resources Officer (CHRO).
   2. An investigation will be conducted by the Human Resources Department involving all relevant parties.  
   3. The information will be kept as confidential as possible and only relevant parties will be informed of the status of the claim of discrimination.  
   4. While the investigation will be conducted promptly, the length of time it takes to complete depends on a variety of factors such as schedules and number of parties involved.  
   5. Upon completion of the investigation, any determination of discrimination and/or violation of agency policy may subject an Employee to corrective action, up to and including, termination.
   6. St. Anne’s prohibits any form of discipline or retaliation where an employee, in good faith, reports incidents of discrimination, pursues any such claim, or cooperates in any way in the investigation of such claims (See St. Anne’s Whistleblower Protection Policy).  St. Anne’s cannot resolve a claim of discrimination or take all reasonable steps necessary to prevent discrimination unless a claim is brought promptly to its attention.  

The California Department of Fair Employment and Housing (DFEH) and the Federal Equal Employment Opportunity Commission (EEOC) investigate and prosecute complaints of prohibited discrimination in employment.  If you believe you have been harassed or retaliated against for resisting acts of discrimination or complaining about such acts, you may file a complaint with the appropriate agency.  Information on how to contact the DFEH or the EEOC is on the personnel poster in the administration building near Human Resources. 

[For St. Anne’s policy and procedures concerning unlawful harassment, including sexual harassment, please refer to Harassment Policy.]