Diversity Policy

Diversity and Equal Employment Culture

Hasa, Inc. seeks to provide equal employment opportunity in accordance with all applicable laws and regulations to individuals who are qualified to perform job requirements regardless of race, color, sex, religion, national origin, citizenship status, age, genetic information, physical or mental disability, veteran or military status, pregnancy status, disability, sexual orientation, gender identity or other legally protected status.

Hasa seeks to maintain a highly productive organization of people who represent differences in viewpoints, cultures, races and gender, and embraces good ideas produced by that diversity. We try to accomplish this through selection, training, support and advancement of qualified people, open-mindedness and respect, and providing compensation, benefits and opportunities for advancement without discrimination.

Hasa seeks to administer our personnel policies, programs, and practices in a nondiscriminatory manner in all aspects of the employment relationship, including recruitment, hiring, work assignment, promotion, transfer, termination, wage and salary administration, selection for training and any other aspects. Managers and supervisors are responsible to implement and administer our policy, for maintaining a work environment free from unlawful discrimination, and for promptly identifying and resolving any problem area regarding equal employment opportunity.

To provide equal employment and advancement opportunities to all individuals, employment decisions at Hasa will be based on merit, qualifications, and abilities. Hasa does not discriminate in employment opportunities or practices on the basis of race, color, sex, religion national origin, citizenship status, age, genetic information, physical or mental disability, veteran or military status, marital status, pregnancy status, disability, sexual orientation, gender identity, or other legally protected status. Hasa will not tolerate acts of discrimination (which includes harassment).

Hasa supports:

work arrangements that help meet the needs of a diverse work force in balancing work and family obligations;
company training and development efforts, practices, and programs that support diversity in the work force;
a work environment free from harassment on any basis that is unlawful, and free from harassment of any kind;
making reasonable accommodations that enable qualified disabled individuals to perform essential functions of their jobs;
management responsibility in these matters at every level within Hasa;

Individuals who believe they observed or were subjected to prohibited discrimination should immediately report the incident to their supervisors, higher management, or Hasa’s Human Resources Department.

Hasa prohibits harassment, intimidation, discrimination, or retaliation of anyone for exercising any rights protected by this policy and the various Equal Employment Opportunity laws.

Hasa does not and will not employ child labor or forced labor. Hasa will not knowingly engage a supplier or distributor, or enter into a joint venture with an organization, that employs or subcontracts child labor or forced labor. Hasa defines “child labor” as work or service extracted from anyone under age __ and defines “forced labor” as any work or service not voluntarily performed and extracted from an individual under threat of force.

Policy Against Workplace Harassment

Hasa prohibits any form of harassment in any company workplace. The policy prohibits unlawful harassment based on race, color, sex, religion, national origin, citizenship status, age, genetic information, physical or mental disability, veteran or military status, pregnancy status, disability, sexual orientation, gender identity or other legally protected status, as well as any other form of harassment, even if the harassing conduct is lawful. Hasa’s policy seeks to provide a work environment that fosters mutual employee respect and working relationships free of harassment.

Hasa prohibits any form of harassment by or toward employees, contractors, suppliers, distributors, resellers or other customers.

Under Hasa’s policy, harassment is any inappropriate conduct, which has the purpose or effect of:

creating an intimidating, hostile, or offensive work environment;
creating an intimidating, hostile, or offensive environment in the relationship between a contractor, supplier,
distributor reseller or other customer, and Hasa;
unreasonably interfering with an individual’s work performance; or
affecting an individual’s employment opportunity.

Harassment will not be tolerated. Forms of harassment include, but are not limited to, unwelcome verbal or physical advances and sexually, racially, or otherwise derogatory or discriminatory materials, statements, or remarks. All employees, including supervisors and managers, will be subject to disciplinary action up to and including termination for any act of harassment.
Individuals who believe they were subjected to harassment should immediately report the incident to their supervisor, higher management, or our Human Resources office. All complaints will be promptly and thoroughly investigated.

Employees or supervisors who observe or become aware of harassment should immediately advise their supervisor, higher management, or our Human Resources office.

No employee should assume that Hasa management is aware of a problem. All complaints and concerns should be brought to management’s or the Human Resources Office’s attention so that the matter can be investigated and appropriate corrective steps can be taken.

There will be no retaliation against any employee because the employee reports a problem concerning possible acts of harassment. Employees can raise concerns and make reports without fear of reprisal. Questions about what constitutes harassing behavior should be directed to the employee’s supervisor or Human Resources Office.