Equal Employment Opportunity
New Horizons Supported Services, Inc. is an equal opportunity employer. Employment decisions are based on merit and business needs, and not on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, weight, religion, creed, physical, or mental disability, marital status, veteran status, political affiliation, or any other factor protected by law. This policy applies to all terms and conditions of employment including but not limited to hiring, promotion, discharge or layoff, recall, transfer, leaves of absence, compensation, and training. We believe that the best working environment is one where everyone is treated equally with fairness and respect. New Horizons follows all employment practices list in the HR SOP.
All EEO complaints are handled by the HR Director of the Agency. Proper representation of the company is made by the company’s attorney who will respond to and reference the matter at hand. Each year, the agency reports to the EEO and is registered, as an EEOC employer. New Horizons follows the guidelines of the EEO when a complaint is made.
How to make a complaint?
If someone believes, he or she is being discriminated against; they must contact the EEO Counselor. New Horizons displays posters with all the important information regarding how to contact the EEO about a claim. Aggrieved persons who believe they have been discriminated against must contact an agency EEO counselor prior to filing a formal complaint. The person must initiate counselor contact within 45 days of the matter alleged to be discriminatory. This time limit shall be extended where the aggrieved person shows that: he or she was not notified of the time limits and was not otherwise aware of them; he or she did not and reasonably should not have known that the discriminatory matter occurred; despite due diligence he or she was prevented by circumstances beyond his or her control from contacting the counselor within the time limits.
A complaint must be filed with the agency that allegedly discriminated against the complainant within 15 days of receipt of the Notice of Final Interview. The complaint must be a signed statement from the complainant or the complainant’s attorney, containing the complainants (or representative’s) telephone number and address, and must be sufficiently precise to identify the complainant and the agency, and describe generally the action or practice which forms the basis of the complaint. A complainant may amend a complaint at any time prior to the conclusion of the investigation to include issues or claims like or related to those raised in the complaint. After requesting a hearing, a complainant may file a motion with the AJ to amend a complaint to include issues or claims like or related to those raised in the complaint.
The agency must acknowledge receipt of the complaint in writing and inform the complainant of the date on which the complaint was filed, of the address of the EEOC office where a request for a hearing should be sent, that the complainant has the right to appeal the agency’s final action or dismissal of a complaint, and that the agency must investigate the complaint within 180 days of the filing date. The agency’s acknowledgment must also advise the complainant that when a complaint has been amended, the agency must complete the investigation within the earlier of: (1) 180 days after the last amendment to the complaint; or (2) 360 days after the filing of the original complaint. A complainant may request a hearing from an EEOC AJ on the consolidated complaints any time after 180 days from the date of the first filed complaint.
Employees who have a job-related issue, question, or complaint, should first discuss it with their immediate supervisor. If the issue cannot be resolved at this level, New Horizons encourages employees to contact the Human Resources Department. Employees who observe, learn of, or, in good faith, suspect a violation of the Standards of Conduct of New Horizons, should immediately report the violation in accordance with the following procedures:
- Contact immediate supervisor; or where appropriate Human Resources
- Provide all information regarding the concern, in writing to the Supervisor and/or Human Resources
- Cooperate with any investigation into the concern