Middle East Vegan Society Anti-Discrimination Policy
Equal Opportunity Employment
Middle East Vegan Society (the “Organization”) is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of an individual’s race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline and termination.
Whenever possible, Organization makes reasonable accommodations for qualified individuals with disabilities to the extent required by law. Employees who would like to request a reasonable accommodation should contact Organization’s President (Georges Hayek).
Non-Discrimination Policy
Organization prohibits discrimination based on race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and is free from discriminatory practices. Violations of this policy will not be tolerated.
Discrimination includes, but is not limited to: making any employment decision or employment related action on the basis of race, color, religion, creed, age, sex, disability, national origin, marital or veteran status, or any other status protected by applicable law.
Reporting
Any Organization employee who feels that he or she has been discriminated against, or has witnessed or become aware of discrimination in violation of these policies, should bring the matter to the immediate attention of his or her supervisor or Organization’s President (Georges Hayek). Organization will promptly investigate all allegations of discrimination, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible, and Organization will take appropriate action based on the outcome of the investigation.
No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for participating in good faith in an investigation pursuant to these policies. If an employee feels he/she has been retaliated against, the employee should file a complaint using the procedures set forth above.
Open Door Policy
Organization has an open-door policy and takes employee concerns and problems seriously. Organization values each employee and strives to provide a positive work experience. Employees are encouraged to bring any workplace concerns or problems they might have or know about to Organization’s President (Georges Hayek), their supervisor or some other member of management.
The Importance of Reporting a Violation
Organization strongly urges the prompt reporting of all incidents of discrimination or retaliation, regardless of the offender's identity or position. Individuals who have experienced conduct that they believe violates Organization’s policy, or who have concerns about such matters, should immediately notify Organization’s President (Georges Hayek). If for any reason you are not comfortable notifying Organization’s President (Georges Hayek) directly, you may report the issue to another Organization employee or representative, or board member. Individuals are not required to file their complaints with their immediate supervisor before bringing the matter to the attention of Organization.
Early reporting and intervention has proven to be the most effective method of resolving actual, threatened or perceived discrimination. Therefore, while no fixed reporting period has been established, Organization strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Organization will make every effort to stop alleged discrimination, but can do so only with the cooperation of its employees.
The availability of this complaint procedure does not preclude individuals who believe they are being subjected to discriminatory conduct from advising the offender that his or her behavior is unwelcome and requesting that it immediately stop. Directly confronting the offender, but not reporting the incident in accordance with the procedures outlined, however, shall not constitute a complaint under this policy.
Employees who have experienced conduct they believe is contrary to this policy are urged to follow this complaint procedure. An employee's failure to do so could affect his or her right to pursue legal action. Also, please note that federal, state and local harassment laws establish specific time frames for initiating a legal proceeding pursuant to those laws.
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If you have any concerns or questions about this policy, please direct them to Organization’s President (Georges Hayek).