Sustainable Business Practices

Employee Well-Being Policy
Ethics and Honesty Policy
Equal Employment Opportunity Policy
Health and Safety Policy
Environment Policy
Anti-Bribery and Anti-Corruption Policy
Diversity Policy
POLICIES

Equal Employment Opportunity Policy


Objective

Lavan is committed to the principle of Equal Employment Opportunity (EEO) for all staff members irrespective of gender and based on merit.

Lavan ensures that no employee or job applicant is discriminated against and denied equal treatment compared with any other employee or applicant because of:

Lavan embraces an EEO strategy ensuring that best practice mechanisms for recruitment, promotion, remuneration, training and staff development are formulated focusing on sound principles of merit.

Definition

Discrimination refers to 'unfair discrimination' which means making choices based on irrelevant factors and denying an individual fair and equal treatment.

Responsibility

It is the firm's responsibility to ensure that all recruitment, promotion, remuneration, training and staff development, including involuntary separations, are undertaken without discrimination.

Each partner, manager and supervisor has the responsibility for maintaining a work environment which is free from discrimination.  Employees are treated equally and are given every opportunity to develop their career and personal aspirations based on merit.

The Human Resources Department is responsible for the Affirmative Action Program which involves:

Grievance procedures

Lavan complies with all legislation encompassing Equal Employment Opportunity.

Where a staff member perceives that they are being discriminated against for any reason they should initially discuss the circumstances with their supervising partner/supervisor.  Alternatively, the grievance should be referred to the Human Resources Department.

The supervising partner/supervisor or human resources representative will liaise with the employee and any other party involved to try to resolve the problem.

Where the complaint cannot be resolved or is of a very serious nature the problem will be referred to the managing partner.  All grievances will be dealt with immediately and confidentially.

Where the complaint is not resolved the employee may take their case to the relevant authority.