Equal Employment Opportunity

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NBC Policy of Statement

It is the policy of the Narragansett Bay Commission to promote fair and equitable treatment of all employees, and to comply with Federal and State legislation in an active commitment to Equal Employment Opportunity and Affirmative Action.

The Commission will post all vacancies, recruit, hire, train, and promote persons in all job classifications without regard to race, color, sex, age, national origin, religion, handicap/disability status, veteran status, sexual orientation or gender identity or expression. All employment decisions will promote the principles of Equal Opportunity.

Harassment by supervisors or co-workers in employment or service delivery on the basis of race, sex, national origin, age, handicap/disability status or any other protected status is an unlawful employment practice prohibited by the Commission. Harassment is defined as verbal or physical conduct interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment includes unwanted sexual advances, request for sexual favors, and other verbal or physical conduct related to a person's gender, race, or national origin.

The Commission provides reasonable accommodations for handicapped individuals to insure equal access to employment. Reasonable accommodations include, but are not limited to, making facilities accessible; job restructuring, part-time or modified work schedules, or modifications of equipment; or assignment of an employee who becomes handicapped and unable to perform his/her original duties to an alternative position with comparable pay, if possible. Anyone who believes that they have been discriminated against should contact Diane Buerger, ADA Coordinator, or Jamie Samons, 504 Coordinator, Narragansett Bay Commission, One Service Road, Providence, RI 02905, telephone 461-8848.

In response to an employee's request for religious accommodations, the Commission, through the following alternatives provides reasonable accommodations for religious practices; permitting, with supervisory approval, voluntary substitution, creating a flexible work schedule and considering changes in job assignments or the possibility of a transfer. For represented employees, religious accommodations will be in conformance with the appropriate labor agreement provision.

The Commission will administer programs in the areas of layoffs, transfers, promotions, demotions, training, benefits, recall from layoffs, hirings, requests for leave, salary/wages, work assignments, appointments, and discipline actions without regard to race, color, sex, age, national origin, religion, handicap/disability status, veteran status, sexual orientation or gender identity or expression and in compliance with all labor provisions in effect.

This agency is committed to providing fair and equitable services to the public. The Commission does not discriminate in any program or activity on the basis of race, color, sex, religion, national origin, age, and military service including Vietnam Era Veterans, handicap/disability status, sexual orientation or gender identity or expression.

Each division director has the prime responsibility of bringing to the Executive Director's attention any concerns or complaints by an employee of unfairness, harassment or discriminatory acts. They must take immediate and suitable action when an employee feels his/her rights have been violated in any way. In regards to upward mobility, the division directors are available to discuss opportunities for promotion with any employee upon request. The Human Resources Manager's responsibility is to provide information to all employees regarding affirmative action and equal employment opportunity. The Human Resources Manager also provides information to employees about the Resource International Employee Assistance Services (RIEAS) for employees and their dependents who may need counseling or treatment for personal problems. Employment information (i.e., new hires, promotions, terminations, etc.) is kept by the Human Resources Manager so monthly and semi-annual reports can be filled out and submitted to the Equal Opportunity Office of the State of Rhode Island.

The responsibilities/duties of the ADA/504 Coordinators entail the following:

1. Act as liaison between the Narragansett Bay Commission and the Governor's Commission on the Handicapped;

2. Ensure continual compliance with the Americans with Disabilities Act; and

3. Keep abreast of changes and updates and incorporate them into the Narragansett Bay Commission's policies and procedures.

The Affirmative Action Plan will be distributed to all members of the Committee, Directors, Section Managers and the State EEO/AA Office.

-Laurie A. Horridge, Executive Director and Secretary, Narragansett Bay Commission