Policies

Equal Employment Opportunity:
Our company is committed to equal employment opportunity.  We will not discriminate against employees or applicants for employment on any legally-recognized basis including, but not limited to: veteran status, race, color, religion, sex, national origin, age and physical or mental disability.

In addition, age, race, creed, color, disability, national origin, sexual orientation, gender identification, genetic predisposition or carrier status, military status and marital status are protected classes in New York.

We conform to all the laws, statutes, and regulations concerning equal employment opportunities and affirmative action. We strongly encourage women, minorities, individuals with disabilities and veterans to apply to all of our job openings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, or national origin, age, disability status, Genetic Information & Testing, Family & Medical Leave, protected veteran status, or any other characteristic protected by law.

We prohibit retaliation against individuals who bring forth any complaint, orally or in writing, to the employer or the government, or against any individuals who assist or participate in the investigation of any complaint or otherwise oppose discrimination.

CAP21 requires any contractors, successors, transferee and/or assignee to comply with all provisions of National policies and laws prohibiting discrimination, including but not limited to:

  • Title VI of the Civil Rights Act of 1964, as amended.
  • Executive Order 13166, Improving Access to Services for Persons with Limited English Proficiency.
  • Title IX of the Education Amendments of 1972, as amended.
  • Section 504 of the Rehabilitation Act of 1973, as amended.
  • The Age Discrimination act of 1975, as amended.
  • The Americans with Disabilities Act of 1990 (ADA), as amended

Drug and Alcohol Free Workplace:
The company has vital interests in ensuring a safe, healthy and efficient working environment for our employees, their co-workers and the clients we serve.  The unlawful or improper use of controlled substances or alcohol in the workplace presents a danger to everyone.  In addition, as a federal grantee, we have a duty to comply with the requirements of the Drug-Free Workplace Act of 1988.  For these reasons, we have established as a condition or employment and continued employment with the company the following drug and alcohol free workplace policy.

Employees are prohibited from reporting to work or working while using illegal or unauthorized controlled substances.  Employees are prohibited from reporting to work, or working when the employee uses any drugs, except when the use is pursuant to a doctor's orders and does not adversely affect the employee's ability to safely perform his or her job duties.  Employees are also prohibited from consuming alcohol during working hours, including meal and break periods.

In addition, employees are prohibited from engaging in the unlawful or unauthorized manufacture, distribution, sale or possession of illegal drugs and alcohol in the workplace including: on company paid time, on company premises, in company vehicles or while ganged in company activities.

In accordance with Drug-Free Workplace Act of 1988, employees must notify the Executive Artistic Director or your Supervisor or any criminal drug statue conviction for a violation occurring within the workplace within five days or such conviction.

Your employment or continued employment with the company is conditioned upon your full compliance with the foregoing drug and alcohol free workplace policy.  Any violation of this policy may result in disciplinary action, up to and including discharge.  The company assures that any information concerning an individual's drug or alcohol use will remain confidential.

Consistent with its fair employment policy, the company maintains a policy of non-discrimination and reasonable accommodation with respect to recovering addicts and alcoholics, and those having a medical history reflecting treatment for substance abuse conditions.  We encourage employees to seek assistance before their essential job functions or jeopardizes the health and safety of themselves, or others.  The company will attempt to assist its employees through referrals to rehabilitation, appropriate leaves of absence and other measures, consistent with the company's policies and applicable federal, state or local laws.

The company further reserves the right to take any and all appropriate and lawful actions necessary to enforce this drug and alcohol free workplace including, but not limited to, the inspection of company issued lockers, desk or other suspected areas of concealment, as well as an employee's personal property when the company has reasonable suspicion to believe that the employee has violated this drug and alcohol free workplace policy.

This policy represents management guidelines only and should be interpreted as a contract of employment.

Drug and Alcohol Free Awareness Program:
In order to maintain a drug and alcohol free workplace, the company has established a drug and alcohol free awareness program to educate employees on 1) the danger of drug abuse an alcohol misuse in the workplace; 2) the company's drug and alcohol free workplace policy; 3) the availability of any drug and alcohol counseling, rehabilitation, and employee assistance programs; and 4) the penalties that may be imposed upon employees for drug abuse and alcohol misuse violations, and violations of the company's drug and alcohol free workplace.  Such education includes the inclusion of the company's drug and alcohol free workplace in the Employee Handbook and any other personnel policy publications.