Equality & Equal Opportunity

Equality & equal opportunity employer

First National Company is committed to encouraging equality and diversity
among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society
and our customers, and for each employee to feel respected and able to give
their best.
The organisation – in providing goods and/or services and/or facilities – is also
committed against unlawful discrimination of customers or the public
The policy’s purpose is to:
 provide equality, fairness and respect for all in our employment, whether
temporary, part-time or full-time
 oppose and avoid all forms of unlawful discrimination. This includes in pay and
benefits, terms and conditions of employment, dealing with grievances and
discipline, dismissal, , requests for flexible working, and selection for
employment, promotion, training or other developmental opportunities
The organisation commits to:
 encourage equality and diversity in the workplace as they are good practice
and make business sense
 create a working environment free of bullying, harassment, victimisation and
unlawful discrimination, promoting dignity and respect for all, and where
individual differences and the contributions of all staff are recognised and
valued .
This commitment includes training managers and all other employees about
their rights and responsibilities under the equality policy. Responsibilities
include staff conducting themselves to help the organisation provide equal
opportunities in employment, and prevent bullying, harassment, victimisation
and unlawful discrimination
All staff should understand they, as well as their employer, can be held liable
for acts of bullying, harassment, victimisation and unlawful discrimination, in
the course of their employment, against fellow employees, customers,
suppliers and the public
 take seriously complaints of bullying, harassment, victimisation and unlawful
discrimination by fellow employees, customers, suppliers, visitors, the public
and any others in the course of the organisation’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance
and/or disciplinary procedures, and any appropriate action will be taken.
Particularly serious complaints could amount to gross misconduct and lead to
dismissal without notice
 make opportunities for training, development and progress available to all
staff, who will be helped and encouraged to develop their full potential, so
their talents and resources can be fully utilised to maximise the efficiency of
the organisation
 review employment practices and procedures when necessary to ensure
fairness, and also update them and the policy to take account of changes in
the law
 monitor the make-up of the workforce regarding information such as age,
gender, ethnic background, sexual orientation, religion or belief, and disability
in encouraging equality and diversity, and in meeting the aims and
commitments set out in the equality policy
Monitoring will also include assessing how the equality policy, and any
sporting action plan, are working in practice, reviewing them annually, and
considering and taking action to address any issues .

Equal Employment Opportunity for all

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and
employees from discrimination in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment, on the basis
of race, color, religion, sex (including pregnancy), or national origin. Religious
discrimination includes failing to reasonably accommodate an employee’s religious
practices where the accommodation does not impose undue hardship.
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect
qualified individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and other
aspects of employment. Disability discrimination includes not making reasonable
accommodation to the known physical or mental limitations of an otherwise qualified
individual with a disability who is an applicant or employee, barring undue hardship.
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects
applicants and employees 40 years of age or older from discrimination based on
age in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment.
SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as
amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in
the payment of wages to women and men performing substantially equal work,
in jobs that require equal skill, eort, and responsibility, under similar working
conditions, in the same establishment.
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants
and employees from discrimination based on genetic information in hiring,
promotion, discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. GINA also restricts employers’ acquisition of genetic
information and strictly limits disclosure of genetic information. Genetic information
includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family
medical history); and requests for or receipt of genetic services by applicants,
employees, or their family members.
RETALIATION
All of these Federal laws prohibit covered entities from retaliating against a
person who files a charge of discrimination, participates in a discrimination
proceeding, or otherwise opposes an unlawful employment practice.