LAL is committed to a policy of equal employment opportunity for applicants and employees. It is the policy LAL USA to apply recruiting, hiring, training, promotion, compensation and professional development practices without regard to actual or perceived race, color, religion, sex (including pregnancy), national origin, age, disability or certain classifications based on genetic information, or any other characteristic protected by federal, state, or local laws, regulations or ordinances.
LAL is committed to providing a workplace free from unlawful discrimination. As such, LAL will not tolerate discrimination against any of our employees on the basis of membership in a protected category.
EEO laws are violated when an individual is either denied employment or is subject to an adverse employment action because of the individual’s membership in a protected category. Protected categories include race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or certain classifications based on genetic information or any other characteristic protected by federal, state, or local laws, regulations or ordinances.
Although not an exhaustive list, below are examples of conduct that could constitute a violation of this policy:
- Harassment on the basis of race, color, religion, sex, national origin, disability, genetic information, or age;
- Retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;
- Employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about an individual’s genetic information; and
- Denying employment opportunities to an individual because of the individual’s race, religion, national origin, or disability, or because of their participation in schools or places of worship associated with a particular racial, ethnic, or religious group.
Recruitment and selection
All advertisements will comply with state and federal laws and will not be discriminatory in any way. Gender neutral language will be used and we will take care to ensure that physical requirements of the role will be considered to ensure there is no discrimination against qualified individuals with disabilities. Selection will be conducted on an objective basis and will focus on the applicants’ suitability for the job and their ability to fulfill the job requirements. Our interest is in the skills, abilities, qualifications, aptitude and the potential of individuals to do their jobs. Person specifications will be reviewed to ensure that criteria are not applied which are discriminatory, either directly or indirectly, and that they do not impose any condition or requirement which cannot be justified by the demands of the post. Questions asked of candidates will relate to information that will help us to assess their ability to do the job. Questions about marriage plans, family intentions, religious or political commitments, caring responsibilities, intention to join our pension scheme or to opt out, or about any other issues which may give rise to suspicions of unlawful discrimination should not be asked. Selection tests will be specifically related to the job and measure an individual’s actual, or inherent, ability to do or train for the job.
Job adverts should encourage applications from all types of candidates and should not be stereotyped.
Training and development
LAL recognises that equal opportunity responsibilities do not end at selection, and is committed to ensure that wherever possible all employees receive the widest possible range of development opportunities for advancement.
All employees will be encouraged to discuss their career prospects and training needs with their manager. Opportunities for promotion and training will be communicated and made available to everyone on a fair and equal basis.
The provision of training will be reviewed to ensure that all employees are able to benefit from training.
No age limits apply for entry to training or development schemes – these are open to all employees.
Terms and conditions of employment
We will ensure that all of our policies and any other relevant issues associated with terms and conditions of employment, are formulated and applied without regard to a protected category.
We will not discriminate against individuals who have left our organisation by providing references that are not based on factual information nor fail to provide one based on a protected characteristic.
HR policies and procedures
Our HR policies and procedures will be reviewed regularly to improve, amend or adapt current practices to promote equality of opportunity within our business.
Relevant data will be collected to support this. Personal details provided by employees or job applicants for the purposes of equal opportunity monitoring are confidential, will be kept apart from all other records and not used for any other purpose.
Any employee who learns of, observes, or has reason to be concerned about conduct in violation of this policy must immediately inform the General Manager or HR Manager. Complaints do not need to be made in writing.
LAL takes violations of this EEO policy very seriously. As a result, all complaints made pursuant to this policy will be thoroughly and promptly investigated.
In the course of any such investigation, LAL will take appropriate measures to maintain the confidentiality of the participants to the extent possible. Although it may be necessary to divulge some information to ensure that a fair investigation is conducted, LAL will limit information to only those individuals with a need to know of the complaint or of the investigation.
All parties contacted in the course of an EEO investigation will be expressly reminded that LAL will not tolerate retaliation in any form against any employee who believes or is concerned that a violation of the EEO policy has occurred and reports such conduct pursuant to this policy. Moreover, LAL will protect any employee who participates in any such investigation from any resulting retaliatory conduct. If an employee believes that he or she is experiencing retaliation as a result of having made a complaint pursuant to this policy or having participated in an EEO investigation, he or she must promptly report the facts and names of the individuals involved to the General Manager and/or the HR Manager.
If an investigator concludes that conduct in violation of this policy has occurred, the offending individual(s) will be subject to corrective action, including formal discipline, up to and including termination of employment.
To ensure that LAL’s employees remain educated about their obligations under this policy, LAL will require all employees to periodically receive training regarding our commitment to equal employment opportunities in the workplace.
Complaints regarding violations of equal employment opportunity laws can also be made to the United States Equal Employment Opportunity Commission at one of its field offices.