It is the policy of our Agency to meet all local, state and federal requirements to assure nondiscrimination in admitting Consumers to service and in the hiring of employees, without regard to religion, race, color, sex, age, disability, sexual orientation or national origin.  Our Agency disseminates this statement to  our Consumers upon admission and employees upon hire. We are an EEO employer.

This includes that in compliance with:

 Section 1557 of the Consumer Protection and Affordable Care Act (ACA) (42 U.S.C. 18116), which prohibits discrimination on the basis of race, color, national origin, sex, age, or disability in certain health programs and activities.

 Title VI of the Civil Rights Act of 1964.

 Title IX of the Education Amendments of 1972.

 The Age Discrimination Act of 1975.

 Section 504 of the Rehabilitation Act of 1973.

 

Individuals will not be excluded from participation in, be denied the benefits of, or be subjected to discrimination under, any Agency health program or activity, any part of which is receiving Federal financial assistance or under any program or activity that is administered by an Agency or any entity established under Title I of the ACA.

PROCEDURE:

• CONSUMERS: Our Agency’s policies are fully compliant with the Civil Rights regulation. Agency Welcome Letter shall be provided to referral sources and Consumers stating Perfect Love & Care’s non-discrimination policy position.

• EMPLOYEES:  Employees are hired based on their qualifications and background and the present care needs of Perfect Love & Care.

New employees will receive a non-discriminate statement and Employee Handbook at orientation stating our non-discrimination policy which is reviewed with all. Employees receive Consumer assignments based purely on qualifications.

This is to notify all persons that our Agency does not discriminate against any person because of his/her race, color, religious creed, national origin, gender, which shall not include persons whose sexual orientation involves minor children as the sex object, age, ancestry, handicap, or disability of any nature, or marital status in the provision of or access to services, employment and activities.

This is in accordance with all applicable federal and state law.

A discrimination claim can be filed either with the state administrative agency, the Pennsylvania Human Relations Commission (PHRC) or the federal administrative agency, the Equal Employment Opportunity Commission (EEOC). The two agencies have what is called a “work-sharing agreement,” which means that the agencies cooperate with each other to process claims. Filing a claim with both agencies is unnecessary, as long as you indicate to one of the agencies that you want it to “cross-file” the claim with the other agency.

Our Agency is committed to abiding by all state, local and federal regulations and providing employees, Consumers and the general public reasonable accommodations according to the Americans with Disabilities Act.

 

PROCEDURE:

 

Section 504 of the Rehabilitation Act of 1973 (disability) and the ADA protect qualified individuals with disabilities from discrimination on the basis of disability in the provision of benefits and services.

 

Individual handicaps (physical or mental) will not be considered in the hiring decision process.  The employee must meet the job qualifications and criminal background checks/other checks.  Opportunities with our Agency shall not be denied to individuals because they require reasonable accommodation due to a handicap.  The Agency reserves the right to request medical verification.

 

Administrators will make reasonable accommodations (if reasonable) for applicants/employees within the work area/desk space of the handicapped individual.

 

Reasonable accommodation shall be considered adjustments/changes made within the workplace that will allow the individual with a handicap to achieve essential job responsibilities. ie. Assistive devices, desk/seat adjustments, changes in workspaces, etc.

The employee may challenge any decision of our Agency through the employee grievance procedure.

 

Employees/Consumers will be provided information upon hire/SOC, that indicates:

• That our Agency does not discriminate on the basis of a disability.

• How to contact the employee who coordinates the covered entity’s efforts to comply with the law Shanae Burnside.

• Information about the Agency grievance procedures.

Our office is handicap accessible and provided handicap parking.

 

For Consumer with disabilities, Agency staff will make every effort to provide for the handicap:

• Visual impairments: Depending on the extend of the disability, our Agency will provide assistance including referral to the Commission for the Blind, staff will verbally read materials, include family members in correspondences.

• Hearing Impairments: Depending on the extent of the disability, Agency staff will provide assistance including connections to interpretive services, Hearing Groups, written materials, referral to assistive devices.