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拉EDIA TRAINCO LLC IS PROVIDING THIS SITE AND ITS CONTENTS ON AN "AS IS" BASIS AND MAKE NO REPRESENTATIONS OR WARRANTIES OF ANY KIND WITH RESPECT TO THIS SITE OR ITS CONTENTS, INCLUDING, FOR EXAMPLE, WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE. IN ADDITION, TELEMEDIA TRAINCO LLC DOES NOT REPRESENT OR WARRANT THAT THE INFORMATION ACCESSIBLE VIA THIS SITE IS ACCURATE, COMPLETE, OR CURRENT. EXCEPT AS SPECIFICALLY STATED ON THIS SITE, NEITHER TELEMEDIA TRAINCO LLC NOR ANY OF THEIR DIRECTORS, EMPLOYEES, OR OTHER REPRESENTATIVES WILL BE LIABLE FOR DAMAGES ARISING OUT OF OR IN CONNECTION WITH THE USE OF THIS SITE. THIS IS A COMPREHENSIVE LIMITATION OF LIABILITY THAT APPLIES TO ALL DAMAGES OF ANY KIND, INCLUDING (WITHOUT LIMITATION) COMPENSATORY, DIRECT, INDIRECT OR CONSEQUENTIAL DAMAGES, LOSS OF DATA, INCOME, OR PROFIT, LOSS OF OR DAMAGE TO PROPERTY AND CLAIMS OF THIRD PARTIES. CERTAIN STATE LAWS MAY GIVE YOU ADDITIONAL RIGHTS AND REMEDIES.
Equal Opportunity Statement
TPC Training is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. The Illinois Human Rights Act states that employees have the right to be free from unlawful discrimination and sexual harassment. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation because of an individual's actual or perceived age (40 and older), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), marital status, order of protection status, citizenship status, employment status, arrest and conviction information, credit history, crime victim status, physical or mental disability, genetic information (including testing and characteristics), sexual orientation (including gender identity), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws.
此外，如果您有残疾或怀孕，从分娩中恢复，或者与怀孕相关的医疗或常见情况会影响您的执行工作能力，您有权要求一个或多个合理的住宿。一种reasonable accommodationmeans a modification to access to the work site or an adjustment to the work process or work schedule that would enable you to perform your job despite your disability or condition.
The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.
The Company will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Company will take appropriate corrective action, if and where warranted. The Company prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.
We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your managers or any other designated member of management.
- Lewd or derogatory comments or jokes;
- Comments regarding sexual behavior or the body of another;
- Sexual innuendo and other vocal activity such as catcalls or whistles;
- Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature;
- Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the Company or any government agency;
- 一种ny unwanted physical touching or assaults, or blocking or impeding movements.
Harassment is any unwelcome conduct on the basis of an individual's actual or perceived age (40 and older), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), marital status, order of protection status, citizenship status, employment status, arrest and conviction information, credit history, crime victim status, physical or mental disability, genetic information (including testing and characteristics), sexual orientation (including gender identity), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws, that has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. An individual's work environment is not limited to the physical location where an individual is assigned to perform work duties.
一种gain, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:
- The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;
- Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
Reporting Discrimination and Harassment
The Company prohibits retaliation against employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination.
纪律对违反这项政策可能萤火虫e, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.
Resolution Outside Company
Chicago Office:James R. Thompson Center 100 W Randolph Street, Suite 10-100 Chicago, IL 60601 312-814-6200 TTY: 866-740-3953 Fax: 312-814-625
Springfield Office:535 Jefferson Street, 1st Floor Springfield, IL 62702 217-785-5100 TTY: 866-740-3953 Fax: 217-785-5106
Illinois Human Rights Commission (IHRC)
Chicago Office:James R. Thompson Center 100 W Randolph Street, Suite 5-100 Chicago, IL 60601 312-814-6269 TDD: 312-814-4760 Fax: 312-814-6517
Springfield Office:1000 E Converse, Suite 1232N Springfield, IL 62702 217-785-4350 TDD: 217-557-1500 Fax: 217-524-4877
Chicago District Office:John C. Kluczynski Federal Building 230 S Dearborn Street Chicago, IL 60604
Filing of Private Sector Charges: Suite 1866 800-669-4000 TTY: 800-869-8001 Fax: 312-588-1260
Online EEOC Filing:http://www.eeoc.gov/employees.