SecuraComm Consulting, Inc. is an Equal Employment Opportunity Employer. It is the policy of SecuraComm Consulting, Inc., in regards to employees and applicants for employment, to:

Maintain a non-discriminatory environment which provides equal opportunity for and during employment with respect to all conditions within the context of applicable legislation, including sexual harassment.

Recruit, hire, train, develop, transfer, promote, discipline, and terminate persons in all job groups without regard to sex, race, color, religion, age, national origin, disability, or status as a veteran.

Ensure that all Human Resources programs such as compensation, benefits, and other employee programs are administered in an equitable manner to all employees.

Comply with the various record keeping and posting notices required by statutes and regulations.

SecuraComm Consulting, Inc. complies with the following laws, presidential orders, government regulations, and court decisions:

The Civil Rights Act of 1866 (prohibits employment discrimination based on race)

The Equal Pay Act of 1963 (makes it unlawful to pay employees of one sex at a different rate than those of the other sex for equal work in jobs which require equal skill, effort, and responsibility under similar working conditions in the same establishment)

Title VII of the Civil Rights Act of 1964, as amended by The Equal Employment Opportunity Act of 1972 and the Pregnancy Act of 1978 (makes it unlawful to discriminate under any condition of employment because of race, color, sex, religion, or national origin)

Title VII under guidelines adopted by the Equal Employment Act Commission (Sexual Harassment). Conduct will be considered both unlawful and subject to disciplinary action by SecuraComm Consulting, Inc. where (1) submission to the conduct is either an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for employment decisions affecting the person who did the submitting or rejecting, or (3) the conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
 
Presidential Executive Order 11246 (1965), as amended (1967) (has the same prohibitions as Title VII, as amended, and in addition requires a written affirmative action program with set ingredients under certain circumstances)

The Age Discrimination in Employment Act of 1967, as amended (1986) (makes it unlawful to discriminate on the basis of age against employees or applicants for employment who are 40 years of age and over)

The Rehabilitation Act of 1973 (under certain circumstances requires affirmative action to employ and advance in employment qualified handicapped individuals except to the extent that the handicap may be an occupational disqualification. The Act also prohibits discrimination [including discrimination in employment] against handicapped individuals in federally funded or federally assisted programs, including Medicare or Medicaid)

The Vietnam Era Veterans Readjustment Assistance Acts of 1972 and 1974 (under certain circumstances requires affirmative action to employ and advance in employment qualified disabled veterans and Vietnam Era Veterans, except to the extent that a disability may be an occupational disqualification)

Presidential Executive Order 11701 (1973) (under certain circumstances requires listing of job openings with state employment services in order to provide special emphasis to the employment of qualified disabled veterans and veterans of the Vietnam Era)

The Immigration Reform and Control Act of 1986 (prohibits the hiring, recruiting, or referring for work, aliens who are not authorized to work in the United States.  The Act also prohibits discrimination in employment against individuals on the basis of citizenship status, if those individuals are otherwise authorized to work in the United States)

The American Disabilities Act of 1990, as enacted July 1992 (requires employers to make reasonable accommodations to qualified applicants and employees with disabilities. The Act forbids an employer from asking a job applicant about the existence, nature, or severity of a disability)

State laws which, in some instances, provide greater protection to the individual than do the above federal laws and regulations.

The Civil Rights Act of 1991 (enhances the rights of individuals and expands the remedies and penalties applied to employers found to be in violation of such rights).

Uniform Guidelines on Employee Selection Procedures (mandates valid procedures in hiring, retention, promotion, transfer, demotion, dismissal, and referral. These guidelines are enforced by the EEOC.)

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