Has anyone heard of Manifest Solutions and their LGBT non discrimination policy, I asked for their policy and this was the response. I want to know what their policy is, but I am afraid to ask specifically in case the paid internship leading to a job is withdrawn. I am not sure how to ask without tipping my hand so to speak, does anyone have any suggestions.
Hugs :)
Michelle
Equal Employment Opportunity and ADA
Manifest is an Equal Opportunity Employer (EOE). Accordingly, we promote equal opportunity in the areas of recruitment, employment, assignment, training, development and promotion.
Our employment practices are without regard to race, color, religion, creed, sex, age, disability or medical condition, national origin, veteran status, and all other categories protected by federal, state, and local anti-discrimination laws.
In keeping with the spirit of the Americans with Disabilities Act and the religious discrimination provisions of Title VII of the Civil Rights Act, we will make appropriate accommodations for employees with qualified disabilities or religious needs, whenever possible, as long as the accommodation does not cause the company, our clients, or other employees undue hardship.
NOTE: Religious accommodation applies only to religious holidays. It does not apply to regular weekly days of worship. If your regular work schedule falls on your worship day, generally, you will be required to work as scheduled. Questions regarding work schedule/worship day conflicts should be directed to your Manifest Manager.
Comments
Give it your best shot
They seem to be a little company of around a dozen employees in Columbus, Ohio, though I have not been able to find out what they actually do. Go in there and be your best self. I wish you the best.
Gwen
lgbt protections
i was trying to figure out how to ask about lgbt protections.
hugs :)
Michelle SidheElf Amaianna
Federally you are protected under the civil rights act
and they are saying they follow those guidelines. just try to document everything you can.
Teresa L.
Here's a website to see where the states fall
Here's a website to see where the states fall on different LGBT issues.
http://www.governing.com/gov-data/gay-friendly-laws-policies...
I hope it helps.
Hugs,
Erin of Wis <3
Protected Classes
The discrimination policy you posted above is "standard boilerplate". To the best of my knowledge, TG is not a protected class (listed in the "boilerplate" above). Most likely, TG will be included as a "protected class" sometime in the future. "Protected Classes" are listed in federal labor laws and do have some significant protections, but enforcement is difficult. Corporations or individuals that have contracts with the federal (and some state) government(s) usually have firm policies in place to protect employees in a "protected class" primarily because federal contracts have provisions that allow the government to void contracts if violations of Federal Labor Law occur.
However, enforcement is problematic (local managers and employees can and due get away with not following the law or company procedures).
You could have a friend (not listed as one of your references) contact the company and ask for their policy on Potential TG employees.
My advice, would be to ask the HR department. If the environment is TG hostile, would you really want to work there?
There are employers that are TG friendly or TG tolerant. Some point in the near future, TG status will become a "protected class". However, it will require a law passed by Congress and signed by the President. Some states (probably including California) will probably take action before the Federal Government. The current NC bathroom law is the first step in the process (it has already backfired on the "Repo-thugs" and will likely become the trigger for laws
AND regulations to protect TG(s)). The process will take time.
[Now, let's get all the BC folk mad at me:]
A lot of TG fiction includes stories of TG employees being "outed" and abused. They are very popular, BUT they are fiction not the real world. I spent forty (40) years working, and I never saw any "employer" discrimination against employees. All of the employers I saw were concerned with one thing: employees getting the job done with a minimum of conflict. Serious employee conflict usually resulted with both sides being terminated.
Promotions were another story, but my observation is that "promotion discrimination" was based mostly on personality (and "social status" in management jobs).
Check your state's info
As mentioned above, that's pretty standard Equal Opp. language in the policy. The key words are, "all other categories protected..." Gender identity is not currently a federally protected class but in some states(like Oregon where I live) it is. Find out Ohio's legal standard and you'll know if you're covered for certain. Even if you aren't if the company is LGBT friendly then they may hold to that standard regardless and if they're not then as noted you probably don't want to work for them no matter what the law requires.