Sample Affirmative Action Program (Aap) Page 36
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36Guidelines on Discrimination Because of Religion or National Origin
It is the policy of FCI, Inc. to take affirmative action to insure that applicants are
employed, without regard to their religion or national origin. Such action includes,
but is not limited to the following employment practices: hiring, promotion,
demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates
of pay or other forms of compensation and selection for training.
Employment practices have been reviewed to determine whether members of the
various religions and/or ethnic groups are receiving fair consideration for job
opportunities. Attention has been directed toward executive and middle
management levels.
1.
The policy concerning FCI’s obligation to provide equal employment
opportunity without regard to religion or national origin is communicated to all
employees via employee handbooks, policy statement and the Affirmative
Action Program.
2.
Internal procedures have been developed in this program to insure that FCI’s
obligation to provide equal employment opportunity without regard to religion
or national origin is being fully implemented. [LIST PROCEDURES]
3.
Employees are informed at least annually of FCI’s commitment to equal
employment opportunity for all persons, without regard to religion or national
origin.
4.
Recruiting sources have been informed of our commitment to provide equal
employment opportunity without regard to religion or national origin.
5.
Employment records of all employees are reviewed to determine the
availability of promotable and transferable employees.
6.
Contacts with religious and ethnic organizations will be made for purposes of
advice, education, technical assistance and referral of potential employees
as necessary to accomplish the purpose of this program.
7.
FCI engages in recruitment activities at educational institutions with
substantial enrollments of students from various ethnic and religious groups.
8.
Ethnic and religious media may be used for employment advertising.
Reasonable accommodations to the religious observances and practices of employees or
prospective employees will be made, unless doing so would result in undue hardship. In
determining whether undue hardship exists, factors such as the cost to the company and the
impact on the rights of other employees would be considered.
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