Equal Employment Opportunity Policy

At Global Consulting, we firmly believe that people are our assets. It is Global Consulting’s objective to ensure, by affirmatively pursuing equal employment practices, that all present and prospective employees have equal opportunities in all aspects of the employment relationship. Further, it is the company’s policy to comply with all applicable laws and regulations concerning the prohibition of discrimination in employment based upon a specified protected status. The company will take the necessary action to ensure that qualified applicants are employed and that employees are treated during employment without regard to their race, color, religion, sex, age, disability, national origin, sexual orientation, or other protected status as a covered veteran under applicable employment laws. Such action will apply to, but will not be limited to, recruitment, hiring, placement, promotion, reclassification, transfer, layoff, and return from layoff, termination, compensation, and selection for training.

Each manager has the responsibility of ensuring that subordinate supervisors understand the company’s Equal Employment Opportunity Policy and that each supervisor implements the policy in his or her area of responsibility. Each supervisor has the responsibility of understanding the policy and taking action necessary to ensure that it is practiced in his or her area of supervision.

The Human Resources Manager or Human Resources Consultant designated at each location has the responsibility of ensuring that all levels of supervision are kept informed of the policy, plus providing staff assistance for the understanding, implementation, and administration of the policy.

Harassment Policy

In order to promote harmonious work relationships and maintain a professional atmosphere, Global Consulting has a policy prohibiting all forms of harassment of fellow workers. All forms of harassment which create an offensive working environment are forbidden, including, but not limited to, insulting, intimidating, or discourteous conduct, as well as derogatory jokes or comments relating to race, color, religion, sex, age, disability, national origin, sexual orientation, or other protected status under applicable employment laws.

With respect to sexual harassment, the Equal Employment Opportunity Commission has issued Guidelines defining unlawful sexual harassment as: “Unwelcome sexual advances, requests of sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when

  • (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,
  • (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
  • (3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.”

This type of conduct, whether of a sexual nature or otherwise, will not be tolerated. Any employee who feels that he or she has been harassed in violation of this policy should contact their supervisor; or the Human Resources Manager or Consultant responsible for the location. A final report will be made to the appropriate level of company management involved, which will result in appropriate corrective action if warranted. Except to the extent necessary to conduct the investigation and take appropriate corrective action, if warranted, all communication concerning complaints under this policy will be kept confidential; in all instances, any disclosure will be limited to those persons with a need to know.

The use of this procedure to register bonafide complaints will not result in retaliation or other adverse consequences to the employee reporting the problem or any individual assisting in the investigation.