Ear Center: Employment Policies
Equal Opportunity Employment
The Ear Center of Greensboro, P.A., is an Equal Opportunity Employer. All employees and applicants for employment shall be judged on the basis of qualifications and ability without regard to race, color, religion, sex, age, national origin, or disability. This policy applies to all personnel actions including recruiting, hiring, placement, upgrading, rates of pay, and termination of employment. Our intent is to provide a work environment that is free of discrimination.
It is the absolute and unwavering policy of The Ear Center of Greensboro, P.A. that sexual harassment and discrimination, in any form, will not be tolerated in the office. We intend for the work environment of the P.A. to be free of any intimidation, harassment, or discrimination of our employees, male or female, by supervisory or non supervisory employees. We view such conduct as a very serious matter, and any employee who violates this policy will be subject to disciplinary action, including discharge.
Equal Employment Opportunity has been and continues to be both policy and practice at The Ear Center of Greensboro, P.A. Our policy of Equal Employment Opportunity is to:
- Recruit, hire, train, and promote persons in all job classifications without regard to race, color, religion, national origin, sex, age, disability, or any other protected status.
- Base decisions on employment so as to further the principles of Equal Employment Opportunity.
- Ensure that promotion decisions are in accord with principles of Equal Employment Opportunity.
- Ensure that all personnel actions such as compensation, benefits, transfers, layoffs, return from layoff, and any social or recreational programs, will be administered in accordance with the principles of Equal Employment Opportunity.
In carrying out its commitment to Equal Employment Opportunity, The Ear Center of Greensboro, P.A. will make reasonable accommodation for applicants and employees with known disabilities who can perform the essential functions of the job with or without such accommodations. As a consequence, applicants and employees requiring any reasonable accommodations should notify the Practice Manager.
November 28, 2011