Community Housing Partners Corporation (The Company) is committed to providing equal employment and advancement opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a disabled, other protected, recently separated, or Armed Forces Service Medal Veteran. In compliance with Executive Order 11246 (“EO 11246”); Section 503 of the Rehabilitation Act of 1973 (“Section 503”); and 38 U.S.C. 4212 (2001), as amended, also known as the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (“VEVRAA”), and their implementing regulations, all personnel actions, including compensation, benefits, recruitment, hiring, training, and promotion of persons in all job titles, will be administered without regard to protected Veteran or disability status and all employment decisions are based solely on valid job requirements. In addition, employees and applicants are protected from harassment, threats, coercion, intimidation, interference or discrimination for:
- Filing a complaint;
- Assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of EO 11246, Section 503, VEVRAA, or any other Federal, state or local law requiring equal opportunity for qualified persons, including disabled person and protected Veterans.
- Opposing any act or practice made unlawfully by these laws; or
- Exercising any other right protected by these laws.
Janaka Casper, Chief Executive Officer, has the overall responsibility to implement CHP’s equal employment opportunity policy. The Company has designed and implemented an audit and reporting system to monitor and maintain its compliance with EO 11246, Section 503, and VEVRAA, and 38 U.S.C. 4212 (2001). Laura Croft, Vice President of Human Capital, has been designated to administer the Company’s affirmative action program and will audit that program and make annual reports regarding the program’s effectiveness to senior management. All employment and personnel policies and practices—including, but not limited to recruiting, hiring, promotions, reassignments, transfers, Company-sponsored training, leave compensation, benefits, layoffs and recalls, terminations, recreation programs and tuition assistance—will be administered according to EEO principles.
A copy of the Equal Employment Opportunity statement that reaffirms the Company’s committed to protected Veterans and disabled employees is posted in a form that is accessible and understandable to an individual with a disability.