EEO & Grievance Procedures

​Equal Employment Opportunity  

Georgia STAND-UP is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practice laws. Georgia STAND-UP strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry (including English proficiency), ethnicity, familial status, domestic relationship status, sex (including gender, pregnancy, childbirth and related medical conditions, sex stereotyping, transgender status, sexual orientation, gender expression, and gender identity), age (40 and over), physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, political affiliation or belief, criminal history status, or any other characteristic protected under applicable federal, state, or local law (collectively referred to as “protected characteristics”). This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment. 

 

Georgia STAND-UP complies with the Americans with Disabilities Act (“ADA”), as amended, the ADA Amendments Act, and all applicable state or local law. Consistent with those requirements, Georgia STAND-UP will reasonably accommodate qualified individuals with a disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship. Georgia STAND-UP will also, where appropriate, provide reasonable accommodations for an employee’s religious beliefs or practices. If you believe you need accommodation, please make a request to the Chief of Staff (“COS”), and/or HR designee. Please refer to the Disability Accommodations Policy and the Religious Accommodations Policy provided herein for additional information. 

 

 

IMMIGRATION LAW APPLICABLE TO ALL EMPLOYEES 

 

We comply with the Immigration Reform and Control Act of 1986 by employing only U.S. citizens and non-citizens who are authorized to work in the United States. All employees are asked on their first day of work to provide original documents verifying their right to work in the United States and to sign a verification form required by federal law (Form I-9). If you cannot verify your right to work in the United States within three (3) days of hire, Georgia STAND-UP is required by law to terminate your employment. 

ANTI-Harassment  

 

Georgia STAND-UP is committed to providing a work environment for all employees that is free from sexual harassment and other types of discriminatory harassment. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Georgia STAND-UP expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment. 

 

This policy applies to all work-related settings and activities, whether inside or outside the workplace, and includes business trips and business-related social events. Georgia STAND-UP’s property (e.g., telephone printers, facsimile machines, computers, and computer applications such as e-mail and Internet access) may not be used to engage in conduct that violates this policy. This policy covers employees, workers, representatives, and other individuals who have a relationship with Georgia STAND-UP which enables Georgia STAND-UP to exercise some control over the individual’s conduct in places and activities that relate to Georgia STAND-UP’s work. 

 

Prohibition of Sexual Harassment: Georgia STAND-UP prohibits sexual harassment meaning any harassment based on someone’s sex or gender. It likewise includes harassment that is not sexual in nature (for example, offensive remarks about an individual’s sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following is true: 

 

• Submission to the advance, request, or conduct is made either explicitly or implicitly a term or condition of employment. 

• Submission to or rejection of the advance, request, or conduct is used as a basis for employment decisions. 

• Such advances, requests, or conduct have the purpose or effect of substantially or unreasonably interfering with an employee’s work performance by creating an intimidating, hostile, or offensive work environment. 

 

While it is not possible to list all of the circumstances which would constitute sexual harassment, the following are some examples:1 

 

• Verbal (for example, epithets, derogatory statements, slurs, sexually related comments or jokes, unwelcome sexual advances, or requests for sexual favors). 

• Physical (for example, assault or inappropriate physical contact). 

• Visual (for example, displaying sexually suggestive posters, cartoons or drawings, sending inappropriate adult-themed gifts, leering, or making sexual gestures). 

• Online (for example, derogatory statements or sexually suggestive postings in any social media platform including Facebook, Twitter, Instagram, SnapChat, etc.). 

 

Prohibition of Other Types of Discriminatory Harassment: It is against Georgia STAND-UP’s policy to engage in verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her other protected characteristics that: 

 

• Has the purpose or effect of creating an intimidating, hostile, humiliating, or offensive working environment. 

• Has the purpose or effect of unreasonably interfering with an individual’s work performance. 

• Otherwise adversely affects an individual’s employment opportunities. 

 

Without limitation, the following conduct that relates to an individual’s or a group’s protected characteristics may constitute discriminatory harassment: 

 

• Epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, or hostile acts. 

• Written or graphic material that denigrates or shows hostility that is circulated in the workplace or placed anywhere in Georgia STAND-UP’s premises such as on an employee’s desk or workspace or on Georgia STAND-UP’s equipment or bulletin boards. 

• Other conduct that falls within the definition of discriminatory harassment set forth above. 

 

Reporting of Harassment: If you believe that you have experienced or witnessed sexual or other discriminatory harassment by any employee of Georgia STAND-UP, you must promptly speak to, write, or otherwise contact the Chief of Staff (“COS”), and/or HR designee to report the incident. Please refer to the Reporting and Problem-Solving Procedure policy for more guidance. Possible harassment by others with whom Georgia STAND-UP has a business relationship, including vendors and other representatives, should also be reported as soon as possible so that appropriate action can be taken. Your complaint should be as detailed as possible, including the names of all individuals involved and witnesses. Georgia STAND-UP will directly and thoroughly investigate the facts and circumstances of all claims of perceived harassment and will take prompt corrective action, if appropriate. 

 

No Retaliation: No one will be subject to, and Georgia STAND-UP prohibits, any form of discipline, reprisal, intimidation, or retaliation for good faith reporting of incidents of sexual and/or other types of discriminatory harassment or for cooperating in related investigation. If you feel that you or someone else may have been subjected to conduct that violates Georgia STAND-UP’s anti-retaliation policy, you should report it immediately.  

 

Conduct Not Prohibited by this Policy: This policy is not intended to restrict communications or actions protected or required by state or federal law. 

 

DISABILITY ACCOMMODATIONS  

 

Georgia STAND-UP complies with the Americans with Disabilities Act (“ADA”), as amended, the ADA Amendments Act (“ADAAA”), and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to qualified individuals with disabilities. Consistent with this commitment, Georgia STAND-UP will provide a reasonable accommodation to disabled applicants and employees if the reasonable accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship. 

 

Requesting Reasonable Accommodation: If you believe you need accommodation because of your disability, you are responsible for requesting reasonable accommodation from the Chief of Staff (“COS”), and/or HR designee. You may make the request orally or in writing. Georgia STAND-UP encourages employees to make their request in writing, if possible, and to include relevant information, such as: 

• A description of the accommodation you are requesting. 

• The reason you need accommodation. 

• How the accommodation will help you perform the essential functions of your job. 

 

After receiving your request, Georgia STAND-UP will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Georgia STAND-UP encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, Georgia STAND-UP is not required to make the specific accommodation requested by you and may provide an alternative effective accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on Georgia STAND-UP. 

 

If your disability or need for accommodation is not obvious, Georgia STAND-UP may ask you to provide supporting documentations showing you have a disability within the meaning of the ADA and applicable state or local laws, and that your disability necessitates a reasonable accommodation. If the information provided in response to this request is insufficient, Georgia STAND-UP may require that you see a healthcare professional of Georgia STAND-UP’s choosing, at Georgia STAND-UP’s expense. In those cases, if you fail to provide the requested information or see the designated healthcare professional, your request for reasonable accommodation may be denied. Any medical information obtained in connection with your request for reasonable accommodation will be kept confidential. 

 

Determinations: Georgia STAND-UP makes determinations about reasonable accommodations on a case-by-case basis considering various factors and based on an individualized assessment in each situation. Georgia STAND-UP strives to make determinations on reasonable accommodation requests expeditiously and will inform the individual once a determination has been made. If you have any questions about a reasonable accommodation request you made, please contact the Chief of Staff (“COS”), and/or HR designee. 

 

No Retaliation: Individuals will not be retaliated against for requesting an accommodation in good faith. Georgia STAND-UP expressly prohibits any form of discipline, reprisal, intimidation, or retaliation against any individual for requesting an accommodation in good faith. 

 

Georgia STAND-UP is committed to enforcing this policy and prohibiting retaliation against employees and applicants who request an accommodation in good faith. However, the effectiveness of our efforts depends largely on individuals telling us about inappropriate workplace conduct. If employees or applicants feel that they or someone else may have been subjected to conduct that violates this policy, they should report it in accordance with the Reporting and Problem-Solving Procedure policy herein. If employees do not report retaliatory conduct, Georgia STAND-UP may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action. 

 

 

RELIGIOUS ACCOMMODATIONS 

  

Georgia STAND-UP complies with Title VII of the Civil Rights Act of 1964, and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to all individuals, regardless of their religious beliefs and practices or lack thereof. Consistent with this commitment, Georgia STAND-UP will provide a reasonable accommodation of an applicant’s or employee’s sincerely held religious belief if the accommodation would resolve a conflict between the individual’s religious beliefs or practices and a work requirement, unless doing so would create an undue hardship for Georgia STAND-UP. 

 

Requesting Religious Accommodation: If you believe you need accommodation because of your religious beliefs or practices or lack thereof, you should request accommodation from the Chief of Staff (“COS”), and/or HR designee. You may make the request orally or in writing. Georgia STAND-UP encourages employees to make their request in writing and to include relevant information, such as: 

• A description of the accommodation you are requesting. 

• The reason you need accommodation. 

• How the accommodation will help resolve the conflict between your religious beliefs or practices or lack thereof and one or more of your work requirements. 

 

After receiving your oral or written request, Georgia STAND-UP will engage in a dialogue with you to explore potential accommodations that could resolve the conflict between your religious beliefs and practices and one or more of your work requirements. Georgia STAND-UP encourages you to suggest specific reasonable accommodations that you believe would resolve any such conflict. However, Georgia STAND-UP is not required to make the specific accommodations requested by you and may provide an alternative, effective accommodation, to the extent any accommodation can be made without imposing an undue hardship on Georgia STAND-UP. 

 

Supporting Information: Georgia STAND-UP may ask you to provide additional information about religious practices or beliefs and the accommodation requested. If you fail to provide the requested information, your request for accommodation may be denied. 

 

Determinations: Georgia STAND-UP makes determinations about religious accommodations on a case-by-case basis considering various factors and based on an individualized assessment in each situation. Georgia STAND-UP strives to make determinations on religious accommodation requests expeditiously and will inform the individual once a determination has been made. If you have any questions about an accommodation request you made, please contact the Chief of Staff (“COS”), and/or HR designee. 

 

No Retaliation: Individuals will not be retaliated against for requesting accommodation in good faith. Georgia STAND-UP expressly prohibits any form of discipline, reprisal, intimidation, or retaliation against any individual for requesting an accommodation in good faith. 

 

Georgia STAND-UP is committed to enforcing this policy and prohibiting retaliation against employees and applicants who request an accommodation in good faith. However, the effectiveness of our efforts depends largely on individuals telling us about inappropriate workplace conduct. If employees or applicants feel that they or someone else may have been subjected to conduct that violates this policy, they should report it in accordance with the Reporting and Problem-Solving Procedure policy herein. If employees do not report retaliatory conduct, Georgia STAND-UP may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action. 

 

 

 

 

WHISTLEBLOWER  

 

Georgia STAND-UP is committed to protecting employees from interference with making a protected disclosure, from retaliation, or harassment for having made a protected disclosure or having refused an illegal order. An employee may not retaliate, nor may she/he directly or indirectly use or attempt to use their official authority to encourage an employee against reporting misconduct in good faith, whether real or perceived; or participating in a review or investigation of a concern. Appropriate subjects that are considered misconduct include but are not limited to financial improprieties, accounting or audit matters, ethical violations, or other similar illegal or improper practices.  

 

 

REPORTING AND PROBLEM-SOLVING PROCEDURE 

 

All employees are encouraged to come forward to report suspected policy violations, concerns, and/or problems as soon as they become aware of the situation that raises the concern, with as many facts and detailed information as possible. This policy offers all employees the freedom to report or discuss these concerns with Georgia STAND-UP. You should follow the procedure below to report any suspected policy violations, concerns, and/or problems. 

 

1. First, discuss the issue with your immediate Manager/Director. Very often, your Manager/Director is in the best position to handle your problem satisfactorily. 

1. Alternatively, if you are not satisfied after you speak with your immediate Manager/Director, or if you feel that you cannot speak to your immediate Manager/Director, speak to the COS and/or her designees. 

 

After discussing the matter with you and conducting an appropriate investigation, we will take prompt, appropriate remedial action. When you inform us of a concern or problem, we will try to answer you as soon as practical under the circumstances. Georgia STAND-UP will protect the confidentiality of individuals reporting suspected policy violations, concerns, and/or problems to the extent possible consistent with our investigation. As provided within the preceding Whistleblower policy, you will not be penalized or retaliated against for reporting suspected policy violations, concerns, and/or problems.