Equal Employment Opportunity Policy

Policy Statement

San Diego Sports Medicine & Family Health Center (SDSM) is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at SDSM are based on merit, qualifications, business needs, and job requirements. Employment decisions will be made without regard to race, color, religion, national, social or ethnic origin, gender, pregnancy, age, physical or mental disability, HIV status, sexual orientation, gender identity, marital or domestic partnership status, past or present military service, family medical history, family status, or any status protected by state or federal law. SDSM will not tolerate discrimination or harassment based on any of these characteristics.

SDSM’s Equal Employment Opportunity Policy includes, but is not limited to:

Nondiscriminatory recruitment, screening, testing, hiring, training, and promoting of persons in all job categories;
Ensuring that promotion decisions are in accordance with the principles of equal employment opportunity by imposing only valid requirements for a promotional opportunity;
Ensuring that all personnel actions such as compensation, benefits, transfers, work assignments, layoffs, return from layoff, disciplinary actions, terminations, training, and education are administered in a fair and nondiscriminatory manner;
Ensuring affirmative steps are taken to correct the under-representation of any protected group within SDSM’s workforce.

Policy Enforcement

Any employee who is concerned they are the recipient of employment discrimination, sexual harassment or other unlawful harassment should promptly report the matter to his or her supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the Personnel Department or any other member of management. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

Any supervisor who becomes aware of possible discrimination, sexual harassment, or other unlawful harassment should promptly advise the Director of Operations/Compliance Officer or any member of the administration who will handle the matter in a timely and confidential manner.

If an employee is not satisfied with the internal handling of a discrimination or harassment complaint, assistance may be given with an appropriate state or federal agency. The California Department of Fair Employment and Housing (DFEH) investigates and assists in resolving complaints. This may lead to a hearing before the Fair Employment and Housing Commission (FEHC), which makes final determinations. The local office of the DFEH can be contacted by consulting online government listings.

Recruitment

SDSM actively recruits qualified candidates from the greater San Diego area by advertising through general recruitment websites (e.g. Craigslist, LinkedIn, Indeed) and also through job-specific recruitment websites (e.g. PTJobs.com, American College of Sports Medicine, Association of Clinical Research Professionals). The statement “Equal Opportunity Employer” is included in the job description of each posting to encourage qualified applicants of all ethnicities and genders to apply. When appropriate for the specific job requirements, applicants with physical limitations are encouraged to apply. SDSM regularly encourages all current employees, including people of color and female employees, to recruit others.

Screening, Interviewing, and Hiring

SDSM identifies the essential job functions required for each available position and makes hiring decisions based on the closest match of qualified applicants. Additional credit is given to applicants for language skills and multi-cultural experience when relevant to the position. SDSM ensures a consistent approach in screening and interviewing applicants within the same job category.

Employment decisions are made without regard to race, color, religion, national, social or ethnic origin, gender, pregnancy, age, physical or mental disability, HIV status, sexual orientation, gender identity, marital or domestic partnership status, past or present military service, family medical history, family status, or any status protected by state or federal law.
SDSM maintains a file of names, addresses, and phone numbers of each walk-in applicant, including people of color and women, and referrals from recruitment sources or educational institutions with a description of the employment action taken. SDSM maintains all employment selection process information with records of all selection criteria.

Retention

SDSM places great value on creating a welcoming and supportive environment for all people, regardless of color, gender, or any other status. SDSM encourages professional growth by providing the support and assistance necessary to promote employees through advancing levels of responsibility within SDSM with the goal of long-term employee retention. As an example, SDSM offers an annual stipend to all staff for educational opportunities. SDSM also routinely permits extended time off for prolonged education courses as our business needs allow. All employees are encouraged to seek these opportunities and request accommodation.

Staff and Supervisory Training

SDSM provides all employees with our Equal Employment Opportunity Policy and Sexual Harassment Policy upon hire. All employees are informed verbally and in writing that we provide a workplace free of discrimination and harassment, and that any violation of our policies will result in disciplinary action up to and including termination of employment. Our EEO and Sexual Harassment Policy Statement is posted for employees to view in our workplace, on our private intranet, and the policy is redistributed to all staff on an annual basis via e-mail or paper.
SDSM reviews the goal of workforce diversity during performance evaluations for directors, managers, and supervisors, and discusses how our leadership contributes to and is accountable for an environment that is respectful, supportive, and productive for all employees. Written documentation of all performance evaluations is maintained in the employee’s personnel file.

Volunteers, Independent Contractors, and Subcontractors

All volunteers, independent contractors, and subcontractors representing SDSM or performing work on behalf of SDSM are required to uphold the Equal Opportunity Employment Policy and Sexual Harassment Policy. All volunteers, independent contractors, and subcontractors must help contribute to an environment that is free of discrimination and harassment. Any complaint made against a volunteer, independent contractor, or subcontractor will be investigated, and anyone found to be engaging in any type of unlawful discrimination or harassment will result in the immediate termination of their relationship with SDSM.

Communications with the Public, Organizations, and Unions

SDSM communicates our EEO Policy to the general public via our website (www.sdsm.com). Our website address is included in all outreach and marketing efforts. Visitors to our website will see our EEO Policy featured prominently where we express the importance of providing a workplace free of discrimination and harassment. SDSM presently does not have any contractual agreements with unions, however, any future agreements will contain language to specifically include our EEO Policy.

Persons with Disabilities

SDSM will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Facility Accommodations

SDSM provides a physical working environment that is non-segregated with the exception of restroom and changing facilities. SDSM’s facilities include a Physical Therapy Center and Fitness Center that provide separate male and female restrooms and changing rooms to ensure privacy.

Compliance Officer

SDSM’s Director of Operations is designated as the EEO Compliance Officer (CO). The CO is responsible to monitor all employment related activity to ensure SDSM’s EEO Policy is being carried out. The CO is responsible to document every policy distribution, posting and meeting with a written record to identify the time, place, employees present, subject matter and disposition of meetings.

Summary

SDSM expects and requires the cooperation of all employees, volunteers, independent contractors, and subcontractors in maintaining a workplace free of discrimination. This Equal Employment Opportunity Policy outlines our plan to achieve and maintain a diversified, inclusive workforce that reflects the demographics of our community. Our EEO Policy is a method to address broader inclusiveness in our employee workforce and is not a mandate to make employment decisions based on quotas. SDSM is committed to recruiting and retaining qualified applicants regardless of color or gender, while recognizing and honoring the diversity within San Diego County and reflecting that diversity within our workforce.