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Home Health Plus is determined to providing equal opportunity to employees and applicants. It is expected that all employees will treat one another with mutual respect for their dignity. Harassment of any type, by any employee, is ground for immediate termination. Our employees are protected from coercion, intimidation, interference, or discrimination for filing a complaint or assisting in an investigation under the laws covering individuals.

We abide by the following available by the Equal Employment Opportunity Commission (EEOC) website and then to the "Federal Sector" tab:

• Equal Pay Act of 1963, 29 USC 206(d) (EPA) which amends the Fair Labor Standards and is intended to eliminate sex discrimination in the payment of wages.
• Title VII of the Civil Rights Act of 1964, as amended, 42 USC 2000e (Title VII) which bars employment discrimination based on race, color, national origin, religion, gender, genetic information, or retaliation with respect to applicants or employees of the Federal government.
• The Age Discrimination in Employment Act of 1967, Public Law 90-2002 (ADEA) prohibits employment discrimination against persons who are age 40 or older.
• The Rehabilitation Act of 1973, §§501 and 505 as amended, Public Law 93-112 (Rehabilitation Act) requires each Federal department or agency to develop an affirmative action plan for the hiring, placement, and advancement of individuals with disabilities.
• The Pregnancy Discrimination Act of 1978, Public Law 95-555 (Pregnancy Act) prohibits discrimination based on pregnancy.
• The Americans with Disabilities Act of 1990, Titles I and V, Public Law 101-336 (ADA) applies to Federal agencies by virtue of an October 1992 amendment to the Rehabilitation Act, above.
• The Immigration and Nationality Act’s Anti-Discrimination Provision prohibits discrimination based on citizenship, immigration status, and national origin (for certain employers not covered under Title VII).The Americans with Disabilities Amendment Act of 2008 (ADAAA) states that its purpose is "to reinstate a broad scope of protection" by expanding the definition of the term "disability." Congress found that persons with many types of impairments - including epilepsy, diabetes, multiple sclerosis, intellectual disabilities (formerly called mental retardation), major depression, and bipolar disorder - had been unable to bring ADA claims because they were found not to meet the ADA's definition of "disability". Yet, Congress thought that individuals with these and other impairments should be covered and revised the ADA accordingly. Congress explicitly rejected certain Supreme Court interpretations of the term "disability" and a portion of the EEOC regulation that it found had inappropriately narrowed the definition of disability. As a result of the ADAAA, it will be much easier for individuals seeking the law's protection to demonstrate that they meet the definition of "disability", and far more ADA cases will focus on whether discrimination actually occurred. For more information visit the EEOC website at www.eeoc.gov/statutes/americans-disabilities-act-amendments-act-2008
• The Uniformed Services Employment and Reemployment Rights Act (USERRA) prohibits civilian employers from discriminating against you based on your present, past, and future military service.  It also entitles service members, such as National Guard members and reservists, who leave their civilian employment to perform covered military service to prompt reemployment with their pre-service employer following the completion of their duty.  This means that service members who meet the eligibility criteria for reinstatement must be promptly reemployed with their pre-service employers with the seniority, status, and rate of pay that they would have obtained with reasonable certainty had they remained continuously employed.
• The Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) prohibits federal contractors and subcontractors from discriminating in employment against protected veterans and requires employers take affirmative action to recruit, hire, promote, and retain these individuals.  This protection against discrimination extends not only to spouses, but also to other individuals that the contractor knows have a relationship or association with a protected veteran.The Civil Rights Act of 1991, Public Law 102-166 amended the Civil Rights Act of 1964, above, by authorizing payment of compensatory damages for such things as emotional pain and suffering and future economic losses; providing for punitive damages (although the Federal government is exempt from this provision); and reversing a Supreme Court decision that had placed all aspects of the burden of proof in a disparate or adverse impact cases on the plaintiff.
• Executive Order 11246 prohibits federal contractors and subcontractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin and requires affirmative action to promote equal opportunity.  Contractors also are prohibited from discriminating against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others, subject to certain limitations.The Administrative Dispute Resolution Act of 1996, as amended, Public Law 101-552 (ADR Act) promotes the use of alternative dispute resolution (ADR) techniques by Federal agencies. The Act provides agencies with the explicit authorization to consider and use means other than litigation to resolve disputes that arise in connection with administrative proceedings, including those related to EEO matters.
• The Genetic Information Nondiscrimination Act (GINA) signed into law in May 2008, prohibits discrimination by health insurers and employers based on individual's genetic information. Genetic information includes the results of genetic tests to determine whether someone is at increased risk of acquiring a condition (such as some forms of breast cancer) in the future, as well as an individual's family medical history. For more information visit the Equal Employment Opportunity Commission's (EEOC) website at http://www.eeoc.gov/laws/types/genetic.cfm