Policy Brief and Purpose
EduCrack is committed to providing a workplace free from all forms of discrimination. It is the right of an employee to be treated with dignity and respect and at the same time, it is also the responsibility of an employee to treat others in the same way.
Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, EduCrack expects that all relationships among persons in the office will be business-like and free of explicit bias, prejudice and harassment.
EduCrack has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination and retaliation. EduCrack will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately. EduCrack is committed to meeting its lawful obligation relating to discrimination and will take all reasonable and practical steps to provide and maintain a working environment free from any kind of discrimination.
All employees, regardless of their positions, are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any employee who violates this policy. Based on the seriousness of the offence, disciplinary action may include verbal or written reprimand, suspension, or termination of employment.
Discrimination is any negative action or attitude directed toward someone because of protected characteristics, like race and gender. Other protected characteristics are:
Discrimination also includes refusing to hire, accept, register, classify, or refer applicants for employment and discharging employees.
Discrimination and Harassment
EduCrack anti-discrimination and anti-harassment policies go hand-in-hand. We will not tolerate any kind of discrimination that creates a hostile and unpleasant environment for employees, interns or volunteers.
This is not an exhaustive list, but here are some instances that we consider discrimination:
Here are some instances that we consider harassment at workplace:
Employees who harass their colleagues will go through our disciplinary process and we may reprimand, demote or terminate them depending on the severity of their offence.
We recognize that sometimes discrimination is unintentional, as we may all have unconscious biases that could be difficult to identify and overcome. In case we conclude that an employee unconsciously discriminates, we will support them through training, counselling and implement processes that mitigate biases as we indicate in the next section. But, if this person shows an unwillingness to change their behaviour, we may demote or terminate them.
Actions to Prevent Discrimination-
To ensure that our conduct and processes are fair and lawful, we:
We will also consider additional measures to prevent discrimination, like:
Reporting an Incident
An internal grievance should be reported to HR or Manager and he/she will be the person to raise issues of concern. All complaints will be treated confidentially, seriously and with sympathy. If you are the victim of discriminatory behaviour (or if you suspect that others are being discriminated against,) please talk to HR or the manager as soon as possible. HR is responsible for hearing your claim, investigating the issue and determining punishment.
Punishment for discriminatory behaviour depends on the severity of the offence. For example, inadvertently offending someone might warrant a reprimand. Conversely, willfully bypassing employees for promotion because of a protected characteristic will result in termination.
If you decide to make a claim to a regulatory body, we are committed and bound by law not to retaliate against you.
HR is proactive and responsive to determining whether discrimination occurs. We will investigate all claims discreetly. The identity of the employee making the complaint shall not be disclosed, neither will the information regarding the same. No sort of hint regarding the identity of the employee raising the complaint or the contents of it shall be disclosed to anyone within or outside of the Company.
Alternative Legal Remedies
If the issue is out of an organization control it will be treated accordingly in a lawful way under the different anti-discrimination policy: