Equal Employment Opportunity (EEO) Policy
This Policy covers rules to be followed with respect to:
- Anti-discrimination of employee for hiring and promoting;
- Consequences if not followed;
- Reporting Mechanism; or
- Investigation & Resolution Mechanism.
- age;
- colour;
- gender (including sex, marriage, gender re-assignment);
- race (including ethnic origin, colour, nationality and national origin);
- disability;
- national origin;
- sexual orientation;
- religion or belief; or
- veteran status.
I. Objective
Leverage Workplace Motivation LTD has endeavoured to capture the spirit of the Equal Opportunity Act 2010. Equal Opportunity Act 2010 replaced all previous anti-discrimination laws, including the Anti-Discrimination Act (1977), with a single Act, making the law easier to understand and strengthening protection in some situations. Leverage Workplace Motivation LTD is committed to promoting equal employment opportunities and a workplace that is free of all forms of discrimination. Equal opportunity means that all staff experience fairness, impartiality and equal access to all career initiatives in the Leverage Workplace Motivation LTD. Leverage Workplace Motivation LTD commitment to equal opportunity promotes an inclusive work environment that values and accepts the diverse cultural and social backgrounds of its staff. Leverage Workplace Motivation LTD will take affirmative action to ensure that this Policy is implemented, with particular regard to: advertising, application procedures, compensation, demotion, employment, fringe benefits, job assignment, job classification, layoff, leave, promotion, recruitment, rehire, social activities, training, termination, transfer, upgrade, and working conditions.II. Scope and Applicability
Applicable to HR and all the employees as well.III. Aim & Commitment
This Policy aims to make workplace free from discrimination, sexual harassment and victimisation. We Aim To promote equal opportunities, eliminate discrimination and harassment through the following:- Opposing all forms of unlawful and unfair discrimination.
- All employees (whether part-time, full-time or temporary), associates, independent contractors and beneficiaries shall be treated fairly and with respect.
- All employment opportunity announcements/vacancies will be advertised internally and externally simultaneously and will include a statement on equal opportunities to make it understood that the foregoing is Company Policy and all employment decisions are based on individual merit only. Selection for employment, promotion, training or any other benefit will be based on aptitude and ability. Leverage Workplace Motivation LTD will continue by the employment entities with which it deals, that the foregoing is a mandatory Company Policy. All selection/rejection decisions will be recorded.
- All employees (whether part-time, full-time or temporary), associates, independent contractors and beneficiaries shall be assisted and encouraged to develop their full potential and the talents and resources of individuals will be fully utilised to maximise the efficiency of the organisation.
- It is the Company's Policy to ensure and maintain a working environment free of coercion, harassment, and intimidation at all job sites, and in all facilities at which employees are assigned to work. All employees (whether part-time, full-time or temporary), associates, independent contractors and beneficiaries have a legal and moral obligation not to discriminate and to immediately report any violation of the policy or any incidents of discrimination against any individual or group of individuals to their supervision.
- It is our Company's Policy that all company activities, facilities, and job sites are non-segregated. Separate or single-user toilet and changing facilities are provided to assure privacy.
- To create an environment in which individual differences and the contributions of all our staff, volunteers, members and beneficiaries are recognised and valued.
- Every employee, volunteer, member and beneficiary are entitled to be part of an environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated.
- Training, development and progression opportunities are available to all staff members.
- Equality is good management practice and makes sound sense. Breaches of our equality Policy will be regarded as misconduct and could lead to disciplinary proceedings or employee formal warning or termination of employment or cooperation.
- This Policy is fully supported by the management committee and has been agreed upon by all its members and the employee representatives.
- The Policy will be monitored and reviewed annually.
IV. Policy/Process
Policy Objective The objectives of this Equal Employment Opportunity (EEO) and Anti-Discrimination Policy are to ensure that all:- Leverage Workplace Motivation LTD's employees or potential employees do not suffer unfair discrimination in the workplace.
- Individuals and groups within the Leverage Workplace Motivation LTD work in an environment where all decisions are free of discrimination, where they have equal opportunity based on relevant abilities, skills and merit.
- Employees are encouraged to take positive action towards promoting equal opportunity throughout the organization.
- Personnel actions such as compensation, benefits, transfers, layoffs, company-sponsored training programs and social and recreational programs will be administered on a non-discriminatory basis.
- Application of labour laws to be uniformly applied in the organization.
- Recruitment procedure and selection criteria for appointment or engagement of a person as an employee;
- Promotion and transfer of an employee;
- Training and staff development for an employee; and
- Terms of employment or any other employee-related activity
- Conduct that can be considered harassing, coercive or disruptive, including sexual harassment.
- Making offensive 'jokes' about another worker's clan, ethnic background, colour, sex, appearance or disability.
- Expressing negative stereotypes about particular groups, e.g., “married women shouldn't be working”.
- Judging someone on their political or religious beliefs rather than their work performance.
- Using selection processes based on irrelevant attributes such as ethnic or clan group, age, sex or disability rather than on knowledge, skills and merit.
- Age or other circumstances
- Colour
- Cultural or social beliefs such as religious
- Educational background
- Race, ethnicity or nationality
- Spiritual, traditional or customary beliefs
- Political opinion
- Physical features or physical disabilities
- Gender identity and expression
- Marital status
- Pregnancy or judging the impacts of potential pregnancy on decisions
- Breastfeeding
- Sexual orientation
- Health or physical disability or impairment
- Medical record
- HIV status
- Family responsibilities
- Trade union membership
- Reserve disciplinary forces, e.g., police
V. Complaint Process & Procedures
A person wishing to make a complaint of discrimination can consult and file a complaint with the EEO & Anti-Discrimination (AD) Committee. The complaint should be made in writing and addressed to chairperson of the committee within five (5) working days of any such incident of discrimination. The constitution of the Committee shall be:- Chair of the “EEO & Anti-Discrimination” Committee
- Internal Officers - 2 Members from Middle-Level Management [One Female & One Male]
- HR Department Head