ROLLA REGIONAL CENTER
HUMAN RESOURCE MANAGEMENT POLICY
Our sincere commitment to both effective human resource management and equitable treatment of our employees, requires that we present this policy statement as an embodiment of that commitment to the fullest. The Rolla Regional Center prohibits unlawful discrimination based on race, color, religion, sex, national origin, age, or disability.
Employees are our most valuable resource, and our policy is that equal employment opportunity be afforded to all present and prospective employees, regardless of race, color, religion, sex, national origin, age or disability. This policy applies to all personnel actions including, but not limited to, recruiting, hiring, classification/compensation, benefits, promotions, transfers, layoffs, recall from layoffs and educational, social, or recreational programs of this organization.
Furthermore, we are committed to the employment of all race/sex groups at all levels of employment comparable to at least their availability in the labor market. If underutilization of minority race/sex groups are found, we will set employment goals to correct all vestiges of discrimination. When it is suspected or alleged that unlawful discrimination is being practiced, every step will be taken to eliminate such practice(s) and prevent them from occurring in the future. Such unlawful
discrimination shall not be tolerated, to include both racial and sexual harassment in the work place.
We have developed an affirmative action plan to help us achieve our goal of fair employment for all. Members of the Appointed Committee have reviewed the plan, and are committed to implementing the goals and timetables established in the plan. Effective May 1, 2003, RRC Affirmative Action Committee were given overall responsibility for coordinating the affirmative action program. These responsibilities include developing specific goals and timetables, reporting progress to
the appointing authority, meeting with managers and supervisors, and upon request, reporting progress to the members of the Committee.
Each year, the plan and affirmative action goals will be monitored to reflect our progress toward achieving fair representation. The Affirmative Action Committee will meet semi-annual to gather data, compare
statistics and use this information to evaluate our effectiveness. Equal Employment Opportunity will be our basic value for all personnel transactions. We expect the full cooperation of all managers, supervisors and other employees in this program.
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Chief Executive Officer