Family Promise of Puget Sound
Know Your Rights: Workplace Discrimination

Know Your Rights

Workplace Discrimination is Illegal

The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from discrimination in employment. If you believe you’ve been discriminated against at work or in applying for a job, the EEOC may be able to help.

Who is Protected?

  • Employees (current and former), including managers and temporary employees
  • Job applicants
  • Union members and Applicants for membership in a union

What Organizations are Covered?

  • Most private employers
  • State and local governments (as employers)
  • Educational institutions (as employers)
  • Unions
  • Staffing agencies

What Types of Employment Discrimination are Illegal?

Under the EEOC’s laws, an employer may not discriminate against you, regardless of your immigration status, on the bases of:

  • Race
  • Color
  • Religion
  • National origin
  • Sex (including pregnancy, childbirth, and related medical conditions, sexual orientation, or transgender status)
  • Age (40 and older)
  • Disability
  • Genetic information (including employer requests for, or purchase, use, or disclosure of genetic tests, genetic services, or family medical history)
  • Retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation, or proceeding
  • Interference, coercion, or threats related to exercising rights regarding disability discrimination or pregnancy accommodation

What Employment Practices can be Challenged as Discriminatory?

All aspects of employment, including:

  • Discharge, firing, or lay-off
  • Harassment (including unwelcome verbal or physical conduct)
  • Hiring or promotion
  • Assignment
  • Pay (unequal wages or compensation)
  • Failure to provide reasonable accommodation for a disability; pregnancy, childbirth, or related medical condition; or a sincerely-held religious belief, observance or practice
  • Benefits
  • Job training
  • Classification
  • Referral
  • Obtaining or disclosing genetic information of employees
  • Requesting or disclosing medical information of employees
  • Conduct that might reasonably discourage someone from opposing discrimination, filing a charge, or participating in an investigation or proceeding
  • Conduct that coerces, intimidates, threatens, or interferes with someone exercising their rights, or someone assisting or encouraging someone else to exercise rights, regarding disability discrimination (including accommodation) or pregnancy accommodation

What can You do if You Believe Discrimination has Occurred?

Contact the EEOC promptly if you suspect discrimination. Do not delay, because there are strict time limits for filing a charge of discrimination (180 or 300 days, depending on where you live/work). You can reach the EEOC in any of the following ways:

Additional information about the EEOC, including information about filing a charge of discrimination, is available at www.eeoc.gov.

Employers Holding Federal Contracts or Subcontracts

The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) enforces the nondiscrimination and affirmative action commitments of companies doing business with the Federal Government. If you are applying for a job with, or are an employee of, a company with a Federal contract or subcontract, you are protected under Federal law from discrimination on the following bases:

  • Race, Color, Religion, Sex, Sexual Orientation, Transgender Status, National Origin
  • Asking About, Disclosing, or Discussing Pay
  • Disability
  • Protected Veteran Status
  • Retaliation

Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under OFCCP’s authorities should contact immediately:

The Office of Federal Contract Compliance Programs (OFCCP)

U.S. Department of Labor

200 Constitution Avenue, N.W.

Washington, D.C. 20210

1-800-397-6251 (toll-free)

If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.

Programs or Activities Receiving Federal Financial Assistance

  • Race, Color, National Origin, Sex
  • Individuals with Disabilities

If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.

1. Policy Statement
Family Promise of Puget Sound (FPOPS) is committed to attracting, recruiting, and hiring the most qualified individuals to fulfill its mission of serving families experiencing homelessness. This policy outlines the guiding principles and procedures for finding suitable candidates, ensuring fair, consistent, and non-discriminatory practices throughout the recruitment and hiring process. Our aim is to match the skills, experience, and values of candidates to the specific requirements of each role, fostering a talented and dedicated workforce.
2. Purpose
The purpose of this policy is to:
* Establish clear, consistent, and equitable procedures for all recruitment and hiring activities.
* Ensure that FPOPS attracts a diverse pool of qualified candidates.
* Facilitate the selection of individuals whose skills, experience, and values align with the organization’s needs and culture.
* Comply with all applicable federal, state, and local employment laws and regulations.
* Maintain accurate and compliant records of the hiring process.
3. Scope
This policy applies to all paid positions within Family Promise of Puget Sound, including full-time, part-time, temporary, and permanent roles. It covers all stages of the recruitment and hiring process, from job requisition to offer of employment. This policy does not apply to volunteer recruitment, which is governed by separate guidelines.
4. Guiding Principles
* Equal Opportunity: FPOPS is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), national origin, age, disability, marital status, veteran status, or any other characteristic protected by law, as per FPOPS’s Non-Discrimination Policy.
* Merit-Based Selection: Hiring decisions will be based solely on an applicant’s qualifications, skills, experience, and ability to perform the essential functions of the job.
* Fairness and Consistency: All applicants will be treated fairly and consistently throughout the recruitment and hiring process.
* Transparency: The hiring process will be transparent, with clear communication to applicants where appropriate.
* Confidentiality: All applicant information will be handled with strict confidentiality.
* Compliance: Adherence to all federal, state, and local employment laws and regulations is mandatory.
* Organizational Values: Candidates will be assessed not only on their technical skills but also on their alignment with FPOPS’s mission, values, and commitment to service.
5. Definitions
* Job Requisition: A formal request to fill a new or vacant position, outlining the job title, department, responsibilities, qualifications, and reporting structure.
* Applicant: An individual who has submitted a formal application for an open position.
* Candidate: An applicant who has been selected for further consideration in the hiring process (e.g., interview, skills assessment).
* Hiring Manager: The supervisor or department head responsible for the open position and leading the hiring process.
* Human Resources (HR): The department or designated individual responsible for overseeing recruitment processes, ensuring compliance, and maintaining records.
6. Recruitment Process
6.1. Job Requisition and Approval
* All new or vacant positions must be formally approved by the Hiring Manager, Program Director (if applicable), and the CEO.
* A detailed job description outlining responsibilities, qualifications (education, experience, skills), and reporting relationships must be developed or updated.
6.2. Job Posting and Advertising
* Positions will be advertised through various channels to attract a diverse and qualified applicant pool. These may include:
* FPOPS website and social media.
* Online job boards (e.g., Indeed, LinkedIn, non-profit job sites).
* Community organizations and professional networks.
* Internal postings.
* All job postings will include an Equal Opportunity Employer statement.
6.3. Application Submission
* Applicants will be required to submit a resume, cover letter, and any other specified application materials by a stated deadline.
* Applications will be submitted through designated channels (e.g., email to HR, online application portal).
7. Hiring Process
7.1. Application Review and Screening
* HR and/or the Hiring Manager will review all applications against the minimum qualifications outlined in the job description.
* Qualified applicants will be screened for further consideration.
7.2. Interviews
* A consistent interview process will be followed for all candidates for a given position.
* Interviews may include initial phone screens, virtual interviews, and/or in-person interviews.
* Interview questions will be job-related and designed to assess skills, experience, and cultural fit.
* Multiple interviewers may be involved to ensure diverse perspectives.
7.3. Skills Assessments/Work Samples (Optional)
* For certain positions, skills assessments or requests for work samples may be used to evaluate specific competencies relevant to the role. These will be applied consistently to all relevant candidates.
7.4. Reference Checks
* Professional reference checks will be conducted for final candidates, typically after interviews are completed.
* References will be contacted with the candidate’s permission.
7.5. Background Checks
* All final candidates for employment will be subject to a background check, which may include criminal history, education verification, and employment verification, consistent with legal requirements and FPOPS policy.
* An offer of employment may be contingent upon the successful completion of a background check.
7.6. Offer of Employment
* Employment offers will be made in writing by HR or the CEO.
* Offers will include details such as job title, start date, compensation, benefits, and any contingencies (e.g., successful background check).
7.7. Onboarding
* New hires will undergo an onboarding process to familiarize them with FPOPS’s mission, values, policies, procedures, and their specific role.
8. Document Retention Requirements
Family Promise of Puget Sound will maintain accurate and complete records of all recruitment and hiring activities in compliance with federal, state, and local regulations.
* Applicant Records: Applications, resumes, cover letters, interview notes, assessment results, reference check documentation, and any other relevant materials for all applicants (including those not hired) will be retained for a minimum of one (1) year from the date the hiring decision is made or the position is filled, or longer if required by specific grants or regulations.
* Employee Records: Records for hired employees will be maintained in their personnel files in accordance with FPOPS’s record retention policy and applicable laws.
* Confidentiality: All records will be stored securely, whether in physical or electronic format, to protect confidentiality.
9. Non-Discrimination
Family Promise of Puget Sound strictly adheres to its Non-Discrimination and Equal Opportunity Policy. All recruitment and hiring decisions will be made without regard to race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), national origin, age, disability, marital status, veteran status, or any other characteristic protected by law. Any concerns regarding discrimination in the hiring process should be reported as outlined in FPOPS’s Grievance Policy.
10. Responsibilities
* CEO: Final approval for all hiring decisions and overall oversight of this policy.
* Hiring Managers: Responsible for initiating job requisitions, participating in candidate screening and interviews, and making hiring recommendations.
* Human Resources (or designated HR personnel): Responsible for managing the recruitment process, ensuring compliance with this policy and all relevant laws, conducting background and reference checks, and maintaining accurate records.
* All Interviewers: Responsible for conducting fair and job-related interviews and maintaining confidentiality.
11. Policy Review and Revision
This policy will be reviewed annually by the CEO and Board of Directors, or more frequently as needed, to ensure its continued effectiveness and alignment with organizational needs, best practices, and legal requirements. Any revisions will be communicated to all relevant personnel.