APIUM is an equal opportunity delivery platform and strives to maintain a working environment where all individuals feel comfortable. The Company is committed to providing a work environment free of harassment, discrimination, retaliation, and abusive conduct. In addition, the Company prohibits retaliation against individuals who raise complaints of discrimination or harassment or who participate in workplace investigations.
It is the policy of the Company to accept, support, and practice the concept of non-discrimination in relation to: race, creed, color, sex, gender, gender identity, gender expression, pregnancy, pregnancy-related medical condition, perceived pregnancy, age, national origin (including possession of a driver's license issued under Vehicle Code section 12801.9), ancestry, religion, religious dress practices, religious grooming practices, physical or mental disability, sexual orientation, marital status, registered domestic partner status, genetic characteristics or genetic information, medical condition, military and/or veteran status, perceived membership in a category, association with an actual or perceived member of a category, and/or all other protected characteristics pursuant to applicable federal, state and local law. This policy of non-discrimination pertains to all areas of the contractor, including, but not limited to, onboarding, pay, assignments, terminations, training, benefits, and all other privileges, terms, and conditions of contractor.
Discrimination can also include failing to reasonably accommodate religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship. The implementation of these statutes requires communication and cooperation on the part of both the individual and the delivery platform. Any individual who requires an accommodation during the onboarding process or in order to perform the essential functions of his, her or their contract services should request such an accommodation in writing specifying the accommodation he, she or they need. If the individual does not clearly communicate his, her or their concerns, the Company may not realize that a disability issue is being raised as its personnel are not medically trained. If it is determined there is a qualifying disability, the individual and the Company will then determine whether the qualifying disability impairs or prevents the individual from performing his, her or their contractor services. If it is determined that a qualifying disability will impair or prevent the disabled individual from performing his, her or their contractor services, the Company and the individual must then explore possible accommodations that will allow the individual to perform his, her or their contractor services without creating an undue hardship on the Company.
An individual whose religious beliefs or practices conflict with his, her or their contract services or with other aspects of contractor, and who seeks a religious accommodation must submit a request, preferably in writing, for the accommodation to his, her or their primary APIUM contact. The written request must include a description of how the religious practice conflicts with the individual’s contractor services and the individual’s suggested accommodation.
The appropriate APIUM representative will work with necessary stakeholders to evaluate all disability and religious accommodation requests. Requests will be evaluated and the individual will be involved in an interactive process with the Company to determine whether an accommodation is available that is reasonable and that would not create an undue hardship.
The Company and the individual will meet to discuss the request and decision on an accommodation. If the individual accepts the proposed accommodation, the Company will implement the decision. If the individual rejects the proposed accommodation, he or she may request a review by a higher level member of APIUM.
Individuals with questions or concerns about discrimination are encouraged to bring these issues to the attention of a member of APIUM management team. Anyone found to be engaging in unlawful discrimination will be subject to appropriate action, including termination of contract.
In addition to the Non-Discrimination policy, Company maintains a strict policy prohibiting harassment because of; race, creed, color, sex, gender, pregnancy, pregnancy-related medical condition, perceived pregnancy, age, national origin (including possession of a driver's license issued under Vehicle Code section 12801.9), ancestry, religion, religious dress practices, religious grooming practices, physical or mental disability, sexual orientation, gender identity, gender expression, marital status, registered domestic partner status, genetic characteristics or genetic information, medical condition, military and/or veteran status, perceived membership in a category, association with an actual or perceived member of a category, and/or all other protected characteristics pursuant to applicable federal, state and local law.
This policy applies to all persons involved in the operations of the Company and prohibits such harassment by any individual associated with the Company. The Company also enforces this policy with third parties such as vendors and customers.
Prohibited harassment in any form, including verbal, physical and visual conduct, threats, demands, and retaliation, will not be tolerated. Similarly, harassment via any method such as verbal, non-verbal (gestures), email, text, written, fax or other will not be tolerated.
