This page is Ready Computing Resources, LLC’s (herein referred to as “Company”) formal reaffirmation of the EEO (Equal Employment Opportunity) and AAP (Affirmative Action Program) policies. In addition, this page has been created to assure each applicant, employee, and party with whom the Company does business of Ready Computing’s organizational commitment to our EEO and AA objectives. It is, has been, and will continue to be the policy of the Company, to provide Equal Employment Opportunity and to maintain a zero-tolerance policy for adverse behavior, harassment, discrimination, or prejudice based on any of the following recognized criteria:
- Sex (including sexual harassment and pregnancy discrimination)
- Sexual orientation
- Gender Identity
- National origin
- Age (40 years of age and over)
- Genetic Information
- Protected Veterans
- Disability (physical or mental),
- Retaliation for protected EEO activity.
The Company will also provide reasonable accommodations for applicants and employees with disabilities. Retaliation against those who initiate discrimination complaints, serve as witnesses, participate in the EEO process, or otherwise oppose discrimination and harassment is strictly prohibited. Further, it is the policy of the Company to undertake affirmative action in compliance with all federal, state, and local requirements.
The Company’s continued success depends heavily on the full and effective utilization of qualified persons. We will continue to manage our employment practices to ensure equal opportunity for all. The Company intends that all matters related to all ‘Employment Actions’ will be free of unlawful discriminatory practices. Employment Actions can be defined as anything including, but not limited to the following:
- Job Titles
- Social/Recreational Programs
Moreover, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities:
- Filing a complaint
- Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the Affirmative Action provision of section 503, VEVRAA, or any other federal, state, or local law requiring equal opportunity for individuals with disabilities or protected veterans
- Opposing any act or practice made unlawful by section 503, VEVRAA, or their implementing regulations
- Opposing any other federal, state, or local law requiring equal opportunity for individuals with disabilities or protected veterans; or
- Exercising any other right protected by section 503, VEVRAA, or their implementing regulations.
Records and Reporting
As a government contractor, we are obligated to keep records, make reports to the federal government, and develop a written AAP. The AAP sets forth the policies, practices, and procedures which the Company is committed to applying in order to ensure that its policy of non-discrimination and affirmative action for women, minorities, individuals with disabilities, protected veterans, and other protected groups is accomplished. This AAP is available for inspection by any employee or applicant for employment, during normal business hours, by contacting the Human Resources department. Interested persons or any applicant/employee who has questions regarding the policy should contact Human Resources, Monday through Friday from 9 a.m. to 5 p.m. ET at email@example.com or (212) 877-3207 ext. 201 for assistance.Monday through Friday from 9 a.m. to 5 p.m. ET at firstname.lastname@example.org or (212) 877-3207 ext. 201 for assistance.
Accountability and EEO Coordinator
The Company’s Director of Human Resources retains the overall responsibility for the Company’s EEO and AAP. The administration and implementation of these important programs for women, minorities, individuals with disabilities, protected veterans, and other protected groups are the responsibility of the Company’s EEO Coordinator.