DIVERSITY
Equal Employment Opportunity Policy
Operation Care is committed to providing a professional work environment free from discrimination and harassment, including discrimination and harassment based on a protected category, and an environment free from retaliation for participating in any protected activity covered by this policy. Accordingly, we have adopted and maintain this anti-discrimination policy designed to encourage professional and respectful behavior and prevent discriminatory and harassing conduct in our workplace. We will implement appropriate corrective action(s), up to and including formal discipline, in response to misconduct–including violations of Operation Care’s anti-discrimination policy–even if the violation does not rise to the level of unlawful conduct.
Discrimination, Harassment, and Retaliation Prevention
As further described below, Company policy and the law prohibit discrimination and harassment based on an individual’s race, color, religion, religious creed (including religious dress and grooming practices), national origin, ancestry, citizenship, physical or mental disability, medical condition (including cancer and genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 years and over), sexual orientation, veteran and/or military status, protected medical leaves (requesting or approved for leave under the California Family Rights Act), domestic violence victim status, political affiliation, and any other status protected by state or federal law. Our policy and the law prohibit coworkers, third parties, supervisors, and managers from engaging in such conduct.
In addition, Operation Care prohibits retaliation against a person who engages in activities protected under this policy. Reporting, or assisting in reporting, suspected violations of this policy and cooperating in investigations or proceedings arising out of a violation of this policy are protected activities under this policy. All employees are expected to assume responsibility for maintaining a work environment that is free from discrimination, harassment and retaliation. Employees are encouraged to promptly report conduct that they believe violates this policy so that we have an opportunity to address and resolve any concerns. Managers and supervisors are required to promptly report conduct that they believe violates this policy. We are committed to responding to alleged violations.
Equal Employment Opportunity/Anti-Discrimination
Operation Care is an equal opportunity employer. We enthusiastically accept our responsibility to make employment decisions without regard to any of the categories listed above. Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring, placement, promotion, transfer, demotion, layoff, termination, recruitment advertising, pay, and other forms of compensation, training, and general treatment during employment.
We also recognize and support our obligation to reasonably accommodate employees with disabilities or religious beliefs or practices who are able to perform the essential functions of their positions, with or without reasonable accommodation. Operation Care will provide reasonable accommodation to any such employee, unless doing so would impose an undue hardship on the Company. If you believe you need a reasonable accommodation, please discuss the matter with your supervisor or the Executive Director.
No Harassment
Operation Care does not tolerate harassment of our job applicants, contractors, volunteers, interns, employees, or any other professional contact by another employee, vendor, customer, or any third party based on any of the protected bases identified above. The Company has zero tolerance for harassment and is committed to a workplace free of any harassment.
Harassment Defined
“Harassment” as used in this policy includes disrespectful or unprofessional conduct based on any of the protected characteristics listed above. Harassment can be verbal (such as slurs, jokes, insults, epithets, gestures, or teasing), graphic (such as offensive posters, symbols, cartoons, drawings, computer displays, or emails) or physical conduct (such as physically threatening another person, blocking someone’s way, etc.). Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a professional and respectful manner.
Sexual Harassment Defined
“Sexual harassment” as used in this policy may include all of the above actions, as well as other unwelcome sex-based conduct (even if not motivated by sexual desire), such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities, or other verbal or physical conduct of a sexual nature.
Prohibited Conduct
Examples of conduct that violates this policy include:
- Unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal movement
- Requests for sexual favors or demands for sexual favors in exchange for favorable treatment
- Obscene or vulgar gestures or comments based on any protected characteristic
- Derogatory cartoons, posters, or drawings based on any protected characteristic
- Uninvited touching of a sexual nature
- Conduct or comments consistently targeted at only one gender, even if the content is not sexual
- Teasing or other similar conduct directed toward a person because of any protected characteristic
All such conduct is unacceptable in the workplace and in any work-related settings, such as business trips and business-related social functions, regardless of who is engaging in the conduct. These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Operation Care (e.g., an outside vendor, consultant or customer).
Reporting Complaints
If you believe someone has violated this policy, please bring the matter to the attention of the Your supervisor Director, orally or in writing. If you make a complaint under this policy and do not receive a satisfactory response within five (5) business days, please contact the Executive Director immediately. If, after taking the above steps you still have not received a satisfactory response, please contact the Chairman of the Board of Directors of Operation Care.
Any supervisor who learns of any potential misconduct related to this policy must immediately report the matter to the Executive Director, so the Company can try to resolve the claim internally.
As further described below, when an employee or other individual brings a complaint under this policy, the Company’s complaint process ensures such complaints receive:
- The Company’s designation of confidentiality, to the extent possible;
- A timely response;
- An impartial and timely investigation by qualified personnel;
- Documentation and tracking for reasonable progress;
- Appropriate options for remedial actions and resolutions; and
- Timely closure.
When the Company receives allegations of potential misconduct related to this policy, it will conduct a fair, timely, impartial, and thorough investigation, commensurate with the circumstances. The investigation will provide all parties appropriate due process and reach reasonable conclusions based on the evidence collected. To the extent possible, the Company will endeavor to keep the reporting employee’s concerns and the investigation confidential. Of course, the Company cannot promise complete confidentiality because there are circumstances in which it may need to speak with others about the complaint or investigation (for example, witnesses you identify). All employees are expected to fully cooperate with Company-initiated investigations. This includes, but is not limited to, maintaining an appropriate level of discretion regarding the investigation and disclosing any and all information that may be pertinent to the investigation. Upon completion of the investigation, if misconduct that violates this policy is found, the Company will take appropriate remedial measures and preventive action.
The Company hopes you will take advantage of this complaint process so we can take steps to address and resolve your concerns. However, you may also bring your complaints to the California Department of Fair Employment and Housing or the Equal Employment Opportunity Commission. You can find contact information for these agencies in the phone book or on the Internet.
No Retaliation
The Company prohibits retaliation for reporting perceived violations of this policy, requesting a reasonable accommodation, or participating in the investigation of a complaint. If you believe someone has violated this policy against retaliation, please notify the Company immediately as provided in “Reporting Complaints” above.
Our Equal Employment Opportunity Plan (EEOP) and Dissemination
This section describes Operation Care’s plan to disseminate the Equal Employment Opportunity Policy. This plan is approved by and on file with the State Office of Emergency Services (Cal-OES).
Internal Dissemination
- Distribute a hard copy of the EEO Plan to all Managers/Supervisors.
- Send an e-mail and a hard-copy memorandum to all employees to let them know that the Executive Director can provide a copy of the EEO plan upon request.
- A copy of the EEO plan will also be saved on the internal server (Z Drive) that is accessible to all staff. The plan will be saved under “Forms For Work” ~ “Employee Blank Forms.”
- A copy of the EEO policy will be posted next to the Federal and State Notice of Equal Employment poster located in the hallway by the Fiscal Director’s office.
- The EEO plan and the EEO policies and procedures are included in the new hire packet and the Executive Director will discuss this policy with the new employee to ensure full understanding of the policy.
- A signed copy of the EEO policy will be placed in the employee’s personnel file.
- The Executive Director will distribute the EEO Policy to all employees annually. The policy is also included in the personnel policies and procedures manual and in the Employee Handbook.
- The phrase, “Operation Care is an Equal Employment Opportunity Employer”, will be included in all job announcements.
External Dissemination
- The phrase “Operation Care is an Equal Employment Opportunity Employer”, will be used in all recruitment publications and brochures.
- Operation Care will include on all job announcements that applicants may obtain a copy of Operation Care’s EEO Plan and Policy upon request.
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.
Additionally, in California, the Department of Fair Employment and Housing (DFEH) prohibits discrimination by employers of 5 or more individuals.
It is the policy of Operation Care to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC) and Department of Fair Employment and Housing (DFEH).
Adopted by the Board of Directors unanimously in a regular meeting held on February 18, 2026.
