"To collaboratively serve our community by providing emergency food, shelter, housing and support in ways that meet immediate needs and respect human dignity."
EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY
SECTION 1: EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION POLICY STATEMENT POLICY STATEMENT The Kenosha County Interfaith Human Concerns Network, Inc., providing services as the Shalom Center, will be fair and impartial in all its relations with applicants for employment, staff members, guests, residents, and clients without regard to race, color, national origin, ancestry, creed, religion, political affiliation, marital status, parental status, pregnancy, family or medical leave, disability, age, gender, sexual orientation, developmental disability, physical condition, handicap, arrest record or conviction record, retaliation, membership in the National Guard, state defense force or any reserve component of the military forces of the U.S. or Wisconsin regarding employment practices, eligibility for or provision of services or participation in activities or programs which it sponsors.
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION The Shalom Center is operated in accordance with all local, state and federal laws, rules and regulations and is committed to compliance with Title VI of the 1964 Civil Rights Act, the Age Discrimination Act, the Federal Fair Labor Standard Act (1938), the Equal Pay Act, the Wisconsin Fair Employment Law, The Americans with Disabilities Act, Drug Free Act of 1988, and Uniform Control Substances Act: WI Chapter 161, the Family and Medical Leave Act of 1993, the Consolidated Omnibus Budget Reconciliation Act (COBRA) and will abide by s. 16.765 of the Wisconsin State Statutes regarding equal employment opportunity. Equal Employment Opportunity includes, but is not limited to, the following areas: recruitment, selection, hiring, training, promotion, transfer, layoff, retention, return from layoff, compensation & fringe benefits, and terminations. A felony conviction will not automatically bar a person from employment. Each conviction will be considered individually with respect to time, circumstance seriousness and relationship to the job the applicant is seeking. The Shalom Center will not hire anyone who has been convicted of a violent crime or sexual offense.
The Shalom Center is committed to developing and planning activities to reach, recruit and retain an accepted employment level for people of color, persons with disabilities, and women in the areas where these group members are presently under represented. Efforts and resources will be reviewed and updated to improve, strengthen, and broaden our recruitment of people of color, persons with disabilities, and women. We will support staff members and applicants for employment with programs developed to orient, train and promote people of color, persons with disabilities and females.
We are dedicated to providing a "discrimination-free" work environment for Shalom Center staff members. Any person who believes he/she has been discriminated against in any activity should immediately contact the Executive Director. Any complaints regarding the Affirmative Action may be filed with the State Equal Rights Office or with the Wisconsin Office of Contract Compliance. Externally, an EEO/AA statement appears in all job advertisements and in our quarterly newsletter The Shalom Provider. Internally, this policy statement is made available through the Personnel Handbook postings on the premises.
The Shalom Center Executive Director is the Equal Opportunity Officer. A complete description of job classifications and the representations of people of color, persons with disabilities and women employed in our organization are available upon request. Affirmative Action goals are reviewed and reassessed by the Personnel Committee to maintain a harmonious balance between staff and financial resources. The Personnel Committee reviews employment policies and procedures periodically / as needed to be sure there are no discriminatory practices being carried out. All staff members are periodically reviewed by a Program Director or Executive Director and reviews are inspected by the Executive Director to ensure that our mission is implemented and our services made available in a non-judgmental manner.
Our organization makes every effort to get bids for work to be performed, services rendered and supplies ordered from businesses which are owned by women or people of color and/or classified as small businesses. We cooperate and work with the Kenosha County Job Center, Chamber of Commerce, the NAACP, Urban League, and many other organizations in the community in this endeavor.
SECTION 2: WORK FORCE ANALYSIS (Provided upon request.)
SECTION 3: AFFIRMATIVE ACTION GOALS Goal 1: The organization will continue to broaden distribution of recruitment notices to include more community organizations, minority media, local colleges, etc. to expand the field of potential candidates in accordance with EEO/AA requirements / Fair Employment Laws, ongoing.
Goal 2: The organization will, through its advertising, make efforts to have a representative number of people of color and persons with disabilities employed, ongoing.
Goal 3: The Personnel Committee will continue to review and revise job descriptions periodically / as needed to ensure they reflect actual job duties with reasonable requirements for employment.
Goal 4: The Personnel Committee will continue to review and revise personnel policies periodically / as needed to ensure they do not discriminate or are being implemented in a discriminatory manner.
Goal 5: Personnel Committee will monitor and revise as-needed the EEO/AA complaint resolution procedure on an ongoing basis. SECTION 4: PLAN DISSEMINATION EEO/AA issues get discussed at Board and Personnel Committee meetings on ongoing bases.
An EEO/AA statement appears in all job advertisements, in our quarterly newsletter The Shalom Provider, Section 16 of the Personnel Handbook and in postings on the premises. In addition, EEO/AA statements are placed in the various sections of the Personnel Handbook related, but not limited to, employment, recruitment and governmental Acts.
The EEO/AA policies and practices and CRC Letter of Assurance are kept in the Business Office with all other personnel files, records, etc. These materials and related records are accessible to the Shalom Center employees. The only requirement is that an administrative staff member is available to unlock the secured filing cabinet where these items are located and limit access only to appropriate documents.
SECTION 5: INTERNAL MONITORING The EEO/AA policies and practices and CRC Letter of Assurance are reviewed periodically / as-needed at management team meetings to assess effectiveness and make any appropriate changes. The Personnel Handbook states in Section 1 that Shalom Center staff are responsible for knowing, understanding and fairly and consistently implementing all personnel policies and procedures, including ones related to EEO/AA
