Page 17 - Post Handbook Update 7-18-23

CHAPTER 3: INCLUSIVE WORKPLACE/CULTURE
EQUAL EMPLOYMENT OPPORTUNITY
At Post University, fair, non-discriminatory treatment is a guiding tenet to all we do. This means Post associates are expected to work together to maintain an inclusive culture of respect, collaboration, excellence and engagement that’s focused on amazing service
to students and each other. The University’s policy is
to provide, in accordance with applicable law, equal employment opportunities to all associates and applicants without regard to race, color, religious creed, age, sex, pregnancy, marital or civil union status, national origin, ancestry, past or current mental or physical disability, genetic information, military or veteran status, sexual orientation, gender identity
or expression, veteran status, or any other legally protected status as more thoroughly explained below in this Handbook. This policy applies to all terms and conditions of employment including, but not limited to, hiring, promotion, termination, layoff, transfer, leave of absence, discipline and compensation.
Anyone who believes that this policy is not being observed or who would like to discuss a related concern, or report an incident of perceived discrimination or harassment should do so promptly and without fear of reprisals. Your questions or concerns should be directed to your supervisor or the Associate Experience team.
All reports will be treated as confidential to the extent reasonably practical. The University will promptly and thoroughly investigate the facts and circumstances of any report of discrimination or harassment in a manner consistent with University policies.
All associates must be familiar with this policy and strictly adhere to it. Any associate who violates this policy will be subject to appropriate discipline.
To further enhance equity and inclusion at Post University, the Diversity, Equity, and Inclusion Advocacy Council was established internally in June, 2020. Its mission
is to lead positive, transformative changes within Post University and the Greater Waterbury community that support, cultivate, and sustain diverse perspectives through bold actions. Each member of the Council is dedicated to fulfilling this mission in the best interests
of associates, students, alumni, and the community at- large. The DEI Council encourages and welcomes related feedback, input, and suggestions. We are one family, all working towards transforming Post as a leader in the area of diversity, equity, and social justice for all.
The Council has compiled various forms of additional resources on The Nest that relate to inclusion and equity. YOU@Post also has an abundance of non-traditional resources to help expand readers’ related education, awareness and sensitivity.
At Post, Equal Employment Opportunity far exceeds the literal parameters of regulatory guidelines!
DISCRIMINATION AND HARASSMENT
Collaborative relationships are a critical part of making thoughtful investments in each other, students, or any other Post business associates. Therefore, the University is committed to maintaining a work environment that
is free of harassment and discrimination of any kind where all individuals are treated with respect and dignity regardless of their race (including ethnic traits historically associated with race such as hair texture
and protective hairstyles), color, sex, national origin, past or current physical or mental disability, genetic information, sexual orientation, gender identity or expression, veteran status, marital or civil union status, religion, age, or any other classification protected by law. Post provides related training and associate guidance
to enhance understanding and adherence to this policy. Given the seriousness of this expectation, the University will not tolerate harassment or discrimination in the workplace by associates, consultants, independent contractors, vendors, temporary agency workers, or
any business associates.
This policy applies to all associates, applicants for employment, students, volunteers, interns, contractors, and persons conducting business with the University. The University will take appropriate disciplinary action against any individual who is found to have violated this policy. In addition, any supervisor or manager who is determined to have allowed discrimination or harassment to occur without taking appropriate remedial action will also be subject to appropriate discipline.
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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